One-third of science, technology, engineering, and mathematics (STEM) jobs are unfilled, resulting in less revenue for companies. The purpose of this qualitative single case study, grounded in the human capital theory, was to explore strategies that 2 hiring managers used to recruit STEM professionals in an organization in central Virginia. Data were collected from semistructured interviews, member checking, and company documents on STEM recruitment. The 4 themes that emerged from the data, analyzed using Yin's 5-step process, were as follows: partnerships with state government and local colleges, leadership and employee development programs used as recruitment incentives, competitive compensation package and work-life balance to entice new hires, and meticulous investigation, evaluation, and trial periods. The findings of this study could provide hiring managers with strategies to improve recruitment of skilled STEM professionals. The implications for positive social change could include a reduction in employee turnover, a decrease in employee recruiting costs, an increase in employee retention, more motivated and engaged employees, and an increase in employee production, all of which could increase profits and positively influence the company and the health of the community.

Chinese medicine (CM) as a popular form of complementary and alternative medicine (CAM) has been increasingly used in the Western world over the last three decades. While the importance of original research on quality, safety and efficacy of CM therapies is well argued and supported, there has been a general negligence of the role of education in protecting public safety, promoting CM as a form of evidence-based healthcare and improving the quality of clinical CM services. This study aimed to determine the essential practitioner capabilities to ensure the safe, competent and contemporary Chinese medicine clinical practice in complex healthcare systems such that of Australia. There are two major studies in this thesis: the workforce study and the capability postal survey. For the workforce study, a specific instrument with a coding system was developed and approved by the Chinese Medicine Registration Board of Victoria (CMRBVic) prior to the commencement of the data collection based on registration forms submitted by all practitioners registered with CMRBVic during the transitional (also known as grand-parenting) period. Findings from the workforce study provide comprehensive data on the current state of the Victorian CM workforce concerning their educational background, clinical experience and their current practice of CM. Findings of the capability postal survey represent a major step in the development of a capability-based curriculum that meets the needs of the Chinese medicine workforce. The findings of this study provide the basis for developing specific continuing professional educational programs that address knowledge and skill gaps such as communication, referral, research training and for some practitioners, basic biomedical sciences. In conclusion, this study, for the first time, provided the comprehensive data on the state of the Victorian CM workforce and CM practitioners' views on desired practitioner capabilities. A number of continuing professional education needs were identified and the successful implementation of these programs will contribute to the safe and competent CM practice and thus protect the public safety.

The purpose of the study was to determine if the allocation of faculty salary expenditures has an influence on first-time, full time freshmen retention rates. The population for this study was all public degree granting undergraduate four-year postsecondary institutions accredited by the Southern Region Education Board in the 16 member states with information reported to the U.S Department of Educations Integrated Postsecondary Education Data System database. An inverse relationship exists between first-time, full time student retention and average undergraduate student age. A model exists to predict student retention rates using the regional comparable wage index to suggest this variable can predict first-time, full-time freshmen retention rates in public four-year universities in the Southern United States. Other financial variables related to faculty salaries are salary and fringe benefit outlays, instructional expenses as a percent of total core expenses, and total amount spent on core institutional expenses but did not create a predictive model for student retention rates. The results of this study found a model exists explaining variance in student retention rates and the non-financial institutional characteristics of total number of undergraduate students, average undergraduate student age, ratio of full time instructional faculty to all employees, percentage of full time male instructional faculty, and percentage of undergraduate male student enrollment combined. As the average undergraduate student age and total number of undergraduate students decreases, student retention rates increase. As the ratio of full time instructional faculty to all employees and percentage of male faculty and undergraduate male students increase, student retention rates increase. As the regional comparable wages increase, the student retention rates increase slightly. Excluded variables include undergraduate student enrollment by race or ethnicity and full time instructional faculty by ethnicity. However, the review of literature indicates student and faculty ethnicity plays an important role in student retention rates, therefore, the model should not be used to improve student retention rates in public four-year universities in the southern United States since this data is excluded. Recommendations for further research include using weighted averages to discover an effective model to improve freshman student retention rates.

The purpose of this study was to measure the safety climate, safe behaviors, and EMR, of construction companies in southeastern Louisiana, and to measure selected demographic variables of construction workers employed at these companies. Two hundred and eight workers from twenty nine construction companies agreed to participate in the study. The Safety Climate Survey (SCS) was utilized to measure the safety climate level and safe behaviors of participants and collect selected demographic variables. Additionally, companies were asked to provide their Experience Modification Rates and North American Industry Classification System codes. A six-item Likert-type scale was utilized to measure safety climate perceptions and safe behavior experiences. Responses suggest that participants overall perceptions of their companies safety climates were good and that this did correlate to safe behavior at their respective companies. A small negative correlation was detected between education levels and Experience Modification Rates. A multiple regression analysis revealed that the variables safe behavior and safety coordinator explained 36.2% of the variance in safe behavior. A second multiple regression analysis revealed that the variable of education level explained 4.4% of the variance in Experience Modification Rates.

The primary purpose of this study was to determine the influence of selected personal and professional demographic characteristics on the attitudes toward and perceptions of selected mental health issues among currently employed faculty of four year public universities. Faculty members at two universities in Southeastern Louisiana were invited to participate in an online survey designed by the researcher to assess attitude toward mental health, willingness to help students with mental health issues, ability to identify students with mental health issues, ability to help students with mental health issues, along with a variety of personal and professional demographic characteristics. A total of 281 faculty members participated in the study and 261 provided usable responses. Overall, faculty members in this study demonstrated positive attitudes towards mental health and a willingness to help students with mental health issues. Also, this study found that previous mental health training was significantly, positively correlated with attitude toward mental health, willingness to help students with mental health issues, ability to identify students with mental health issues, and ability to help students with mental health issues. Furthermore the majority of participants indicated that they did not believe that their university was doing enough to address student mental health concerns or to ensure faculty members were aware of mental health services available to students. Based on these findings the researcher concluded that faculty members are willing to participate in addressing student mental health concerns and those that are trained are best able to help. The researcher recommends that universities invest in developing training programs for faculty members covering various mental health topics. Although at least a portion of this training should be part of an annual requirement for all faculty members, universities should also give faculty access to additional, online mental health training which they can choose to utilize. Furthermore, the researcher recommends that universities develop a hotline for faculty members so that they are able to reach university mental health professionals at all hours in the event of student mental health emergencies.

Mormon missionaries face numerous challenges throughout the course of their mission. They serve in multiple capacities; they provide numerous types of services; and they work an average of 12 hours a day, six days a week. Missionaries encounter nearly constant rejection and hostility. In most cases, these missionaries serve in areas that are unfamiliar to them and they have limited contact with their family and friends. Despite these challenges, most missionaries not only successfully complete their mission, but they also have a positive view of their mission. According to Bjorck and Kim (2009), not much research has been conducted in the area of coping styles of religious missionaries. This study is an attempt to contribute to this area of knowledge. This project also relied on qualitative research methods in order to describe the lived experiences of returned Mormon missionaries, to identify daily stressors and coping responses to these stressors, and to identify any additional support received while in the field. The framework used in this study relied on semi-structured informal interviews that were audio-recorded. It was determined that data saturation occurred with the tenth interview. This study used Moustakas's modified van Kaam method during the data analysis process. The following themes emerged from the data: attitudes toward mission; changes, growth, and development; success and efficacy; and protective factors, motivation, and coping. An implication from this study include the need for organizations that train missionaries to offer consistency among people who are charged with training missionaries. Returned missionaries in this study reported a disparity between the image that they had been given of missionary work and the true nature of missionary work. As a result of this disparity, missionaries encountered feelings of anxiety and disillusionment with the work. Missionary training centers should also provide missionaries-in-training with education on burnout, including the identification of successful coping strategies and potential sources of support. Though the study yielded information on the coping skills of male missionaries who are in their early 20s, it did not focus on the coping styles of female missionaries, missionaries who identify as ethnic minorities, and senior missionaries. Future research should also seek to determine if coping strategies of missionaries employed in religious organizations differ from their counterparts in non-religious organizations.

The purpose of this study was to examine workforce characteristics of RDs in Ontario from 2003-2009. Descriptive statistics were used to determine: (1) What does the profession of dietetics look like? (2) What are the employment transition trends of RDs? Data analysis revealed two themes: (1) Succession planning for mid-career RDs- what are the priorities? (2) The shift to the community- who is paying the moving costs? Findings indicate the workforce of RDs aged 40-59 years has declined; these RDs represent the smallest proportion of the workforce with graduate-level education. There has been a shift of RDs out of government and public health settings into LTC/CCAC‟s and FHTs. Results indicate that while hospitals are the most attractive work setting, there are few RDs in the FSAD practice area. Recommendations include development of retention strategies for mid-career RDs and increasing understandings of RD workforce transition trends for future HHR planning. / UOIT

Cities everywhere are struggling to develop strategic responses to vast and rapid economic changes brought about by globalization while mediating the social impact of economic change. Workforce development is a policy area that straddles the divide between economic development and social welfare imperatives. This thesis examines local networks supporting workforce development activities in three Ontario cities in order to better understand the dynamics of urban governance in Canada. The analysis focuses on the two central questions of whether cities have the political autonomy to develop their own strategic workforce development networks, and if so, do these networks reflect efforts to integrate economic development and social welfare considerations. It engages with three theoretical perspectives that offer different explanations for local governance dynamics: neo-institutionalist theories argue that higher institutional structures shape and constrain local governance efforts; the critique of neo-liberalism argues that local governance dynamics will be dominated by the interests of capital for economic development; and theories of urban governance argue that cities have the autonomy to shape their own governance efforts. Theories of urban governance also focus analytical attention on how the patterns of interaction between local state and non-state actors shape local governance dynamics. The study does find evidence of local workforce development networks, and finds that these networks vary according to the patterns of interaction between local state and non-state actors. From a neo-institutionalist perspective, however, the study also finds that macro-institutional policy frameworks shape and constrain these local governance efforts.

The purpose of this sequential explanatory mixed method study was to assess the need for a one-stop shop disaster management mobile application. This was done by identifying the perceptions and utilization of current disaster preparedness resources in the southern region of the United States. The perceptions and utilization levels were measured by obtaining statistical, quantitative results from the Leingang Disaster Preparedness and Utilization survey. Individuals at four universities in the Southern disaster prone area of Louisiana were surveyed. The survey yielded a preparedness score for each survey participant. The preparedness score was achieved based on subsequent scores in three categories: knowledge, usage, and technology. Knowledge was defined as simply knowing about that the preparedness resource available. Usage was defined as participants knowing that the resources existed and whether they chose to use it or not. Technology was identified as any medium the participant used to assist in their hurricane preparedness efforts. This included anything from printed resources to mobile applications. Respondents that identified they were available for more in-depth interviews that had the highest and lowest scores at each institution were contacted to further explore their survey results. The availability of a one-stop shop disaster management mobile application that is utilized before, during, and after a disaster would allow Louisiana residents to have one place to access the various emergency preparedness resources that are available for them. This study found that residents would be interested in utilizing a one-stop shop mobile application during disasters and therefore the researcher recommend modifying current disaster management mobile applications in order to meet this need.

The purpose of this phenomenological qualitative research study was to examine in great detail the experiences of members of an active postvention team for survivors of suicide. This team is referred to as the Local Outreach to Suicide Survivors (LOSS) team in Baton Rouge, Louisiana. This study also assesses potential benefits and detriments of being an active member of this team. In this phenomenological research study, seven participants meeting the following criteria were interviewed: 1) Participant is a survivor of suicide 2) Participants loss by suicide was at least one year prior to the beginning of this study 3) Participant is/was a member of the Baton Rouge, Louisiana Local Outreach to Suicide Survivors (LOSS) team within two years from the beginning date of the research study 4) Participant is/was an active member of the Baton Rouge, LOSS team for at least one year. The modified version of van Kaams methods for organization, analysis, and synthesis of data presented in Moustakas (1994) was used. The participants in this research study clearly indicated that the active postvention services of the LOSS team were an essential part of their grieving and healing process and enabled them to continue to live their lives. These individuals truly believe that without the survivors of suicide support group and the LOSS team, they would not be where they are today. These individuals strongly believe in the importance of providing newly bereaved survivors of suicide with an instillation of hope. This is one of the many reasons why they continue their volunteer efforts. Although few detriments to being a member of the LOSS team were introduced, there are safeguards in place for each of them to ensure the mental stability of the LOSS team members.