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If moral character is an important trait for an officer, one would assume that the United States Naval Academy would admit only those who possess the requisite moral values. This study explored that assumption. Through the literature review, this study examined the Admission Board's process for evaluating an applicant's moral values, its' charter and each step of the admissions process. The study considered what impact the espoused values of the Naval Academy had on the Admissions Board members and their determinations with regard to applicants.

Reducing obesity remains a public health priority of urgent necessity. In an effort to address this need and plan future health interventions, a survey of obesity-related knowledge and beliefs was administered in a small population of Hispanic women in an urban Phoenix health center. This paper describes the project design and project findings. A cross sectional univariate descriptive design was conducted by administration of Obesity Risk Knowledge Survey (ORK-10) and the Obesity Belief Scale (OBS). Self-administered surveys were provided to patients during regularly scheduled health visits at the Wesley Health Center in Downtown Phoenix. Participants included 12 Hispanic women aged 18 years or older, with a body mass index greater than 25. Results from the OBS scale were analyzed to evaluate whether respondents held positive or negative beliefs in the OBS subscales. The Theory of Planned Behavior then served as a model to guide evaluation of the findings from the OBS subscales. Results of the ORK-10 were calculated for overall score, with higher scores associated with greater obesity knowledge (range 2 - 8, (mean (S.D.) = 5.3(1.8)). Findings from the OBS subscales were assess on 7 point Likert scale. The Health Beliefs subscale responses were overwhelmingly positive while the Social and Aesthetic Beliefs and Cost subscale scores were found to have negative beliefs. Results from the survey did not reflect positive intention among the participants. While attitude toward the behavior was overwhelmingly positive among survey participants, social behavior norms, and perceived control were reflected negatively by survey responses. Based on The Theory of Planned Behavior negative responses in any of these categories suggests that population has negative intention and is thus incapable of successful behavior change.

Values and valuing behavior have many conceptualizations. Despite how they are defined, values have a significant impact on behavior and are idiosyncratic in nature. The present study reviewed values research and sought to explore values identification and successful valued living among an archived sample of university students. Specifically, in a convenience sample of 282 undergraduate students, variables that affect values identification and behavior such as ethnicity, gender, psychological distress, and psychological flexibility were identified. Results indicated that university students identified with more than one valued living domain (as measured by the PVQ) and that contextual factors such as ethnicity, gender, age, and religiosity/spirituality were associated with specific values endorsed. Furthermore, psychological distress, including depression and anxiety (as measured by the DASS) was negatively correlated with values purity – the extent to which values are freely chosen. Finally, psychological flexibility (low experiential avoidance as measured by the AAQ-2), predicted values purity and successful living in accordance with identified values, and the relationship between these two variables was mediated by psychological flexibility.

Royce Yat-Pui Lee. / Includes questionnaire in Chinese. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leaves 49-55).

Digitized by Kansas Correctional Industries

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Theories within organisation and management studies have offered several concepts and models which indicate that organisational values are important factor for organisational success, including reputation building. Nevertheless, existing theory is still inadequate to explain the link between organisational values and organisation’s reputation because it does not account for the enabling factors that underlies the two concepts. This study argues that the implementation of organisational values is an important organisational action for acquiring positives perceptions of organisational values which influences employee behaviour and shapes organisational reputation. It specifically shows and elucidates the enabling mechanisms that reinforce organisational values to impact on employee perceptions and behaviour. This is important because when employees share and exemplify the values in their work, they are likely to behave in ways that support the organisation’s strategy which impacts on external perceptions and build reputation. This study employed a qualitative approach through a single in-depth case study. It reflects that the understanding of ‘what is going on’ within organisation is most appropriately achieved by building concepts and constructs from empirical studies. By using semi-structured interviews, focus groups and non-participant observations, the data develops and evolves through the responses and behaviours of participants. Employees were selected through purposive sampling and the snow-balling technique was used to reach customers. The data were structured and coded using thematic analysis. The findings revealed that the process of aligning organisational values and employee values is significant for understanding how organisational values influence employee behaviours, which in turn enable the organisation to build its reputation. The data suggest that four remediation phases: aware, articulate, accept and act, are important for explaining how a gap between organisational values and employee values can be reduced. This remediation process enabled the senior management team and employees to understand how their perceptions and reactions towards the implementation of organisational values impact upon attitudes and behaviours. The findings suggest that organisational values can be reinforced through various social influences. Social interactions can occur in different forms including the involvement of leaders of the management team in creating, exampling and communicating values as well as through expanding the employee’s role in enacting values through empowerment and trust building. However, the findings emphasise that the process of cascading and instilling values through a top-down or hierarchical is no feasible. Instead, it is a hybrid approach that requires employee buy-in and involvement especially in communicating and enacting organisational values. This is an important insight because employees regularly interact with each other which provide a valuable platform to persuade and influence other colleagues to embrace organisational values. Additionally, the findings also build on the reputation literature by demonstrating the role of reciprocity and mimicking in behaviour as the consequences of social interactions within the organisation. The opportunity to regularly interact with colleagues enables employees to want to reciprocate in return for what they have received in the workplace. This tacit understanding of reciprocity for mutual benefit and the tendency to imitate other’s behaviour improves employee perceptions of organisations which in turn contribute towards reputation building. The study advances current understandings in the organisational reputation literature by providing a unique theoretical and empirical insight into how organisational values can impact on reputation building. It also highlights the important role of internal mechanisms for shaping both internal perceptions and behaviour as well as external perceptions of organisations.

The game of Cribbage has a complex way of counting points in the hands that are dealt to each player. Each player has a choice of what cards to keep and what cards to throw into an extra hand, called the crib, that one of the players gets to count towards his score. Ideally, you could try to keep the most points possible in your hand and your crib, or, conversely, the most points in your hand with the fewest points in your opponent’s crib. To add to the fun, a final card is randomly chosen that all three hands share. This thesis deals with finding optimal expected values for each player’s hand and the crib. Unfortunately, finding the exact optimal values is very difficult. However, I have managed to get bounds on the optimal values.