Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.S.)--University of Wisconsin--Madison, 1969. / Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.S.)--University of Wisconsin--Madison, 1946. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Inaug.-diss.--Leipzig. / Lebenslauf. "Die arbeit ist unter dem titel "Volkshochschule und geistige entscheidung" als band V der von Fritz Klatt im verlag Alfred Protte, Potsdam, herausgegebenen schriftenreihe 'Brennende zeitfragen' erschienen." "Literaturverzeichnis": p. 161-[162].

Thesis (Ph. D.)--Syracuse University, 2005. / "Publication number AAT 3207090."

<p> The purpose of this research study was to assess levels of mindfulness-based skills in counselors-in-training at the masters and doctoral level. By examining mindfulness levels within the counselor-in-training population, a reference point was established among counseling students with predictors of mindfulness-based skill levels. The research design was a cross-sectional survey approach, using the <i>Five Facet Mindfulness Questionnaire</i> (Baer et al., 2006) paired with a researcher developed questionnaire. Results yielded significant differences among facets of mindfulness and independent variables of age, perceived multicultural competence, knowledge of mindfulness, hours of formal training, current practice of mindfulness, and frequency of practice. Length of mindfulness practice, hours of formal training, and age were significant predictors of total mindfulness scores for the counseling student sample. </p><p>

Thesis (Ed.D.)--Boston University.

<p> As modern gender movements shift our cultural norms, the literature describing Title IX suggests possibly concerning trends in both hiring and policy. Many university administrations and recent legislation have promoted a defensive, legal-minded and objective approach to handling Title IX cases. Since the April 2011 Dear Colleague Letter, which delivered a mandated timeframe and eased the burden of evidence, the number of cases the Office for Civil Rights have grown significantly. The number of cases continues growing despite huge increases in labor hours and financial resources being diverted to Title IX enforcement. In contrast, research has demonstrated that education, such as bystander training is a proven deterrence to campus sexual assault. By prioritizing investigation and limiting compliance officers legally acceptable options, we have perhaps shifted officers time away from actions which might lead to more positive outcomes including reducing the overall campus-wide criminal incidence frequency. </p><p> This qualitative case study was designed to explore how higher education compliance officers learn to manage new requirements in a dynamic regulatory environment. The site for the study included private and public colleges and universities in the northeastern part of the U.S. The primary sources of data were in-depth interviews with nineteen Title IX compliance officers supplemented by an extensive review of relevant documents. </p><p> Key findings that emerged include: (1) A majority of compliance officers defined the need to interpret new regulations with general counsel before communicating resulting changes to stakeholders. (2) All regulators learn through informal learning means; dialogue and critical reflection were universally reported as the most frequent pathways by which regulators made meaning of new regulations. (3) Most compliance officers described sharing information with peers as most helpful to them in completing regulatory tasks. </p><p> Trends in Title IX compliance hiring and labor hour allocation appear to not address the growing frequency of OCR investigations. Real changes to campus policy, including budget priorities, training and the use of student activists may allow universities to better optimize the money and personal they invest toward Title IX.</p><p>

<p> The purpose of this mixed-method study was to explore employees&rsquo; perceptions of their relationships with their direct supervisor, and to determine why employees chose to remain at SSM Health. This study used a three-part research design comprised of quantitative Likert scale rating statements, Henschke&rsquo;s (2016) Modified Instructional Perspectives Inventory &mdash; Employees and Direct Supervisor (MIPI-EDS), and a qualitative open-ended survey-questionnaire to also explore how managers were perceived by their employees. By using Henschke&rsquo;s measurement tool in alignment with questions/statements from Parts I and II of the survey-questionnaire, relationships between the andragogical principles as measured by the MIPI-EDS and other components, such as job satisfaction and employee length of service, were able to be examined. Specifically, this research study used andragogy to explore whether the factors of the direct supervisors identified by their employees, as measured by MIPI-EDS, were predictors of the employees&rsquo; job satisfaction and their length of service.</p><p> This study invited 448 employees of SSM Health who worked in specific departments throughout the Patient Business Service division to participate. All eligible employees had the option to participate in Parts I and II, while only employees who had been with the organization longer than five years were eligible to participate in Part III. At the end of the study, 100 employees participated in Parts I and II, and 49 of those 100 employees participated in Part III.</p><p> The data revealed unexpected findings. In Parts I and II, there was no correlation found between the factors identified by the employees on the MIPI-EDS and the employees&rsquo; length of service with the organization. There was a significant correlation between the factors on the MIPI-EDS identified by the employees and the employees&rsquo; level of job satisfaction. In Part III, survey-questionnaires were analyzed using open coding methods and eight themes emerged as the reasons why participants chose to remain with SSM Health. Among the reasons, the top reasons that people chose to remain at SSM Health were: a) peer impact, b) relationship with direct supervisor, and c) genuine happiness/intrinsic motivation. Part III of the survey-questionnaire was also analyzed to potentially identify common themes that were related to the perceived level of job satisfaction of the employees who had been with the organization for longer than five years. After analyzing specific statements in Part III of the survey-questionnaire, two conclusions were identified: (a) the role of the supervisor impacted whether or not each employee liked his or her job and, (b) there were five main themes that supervisors needed to focus on in order for employees to like their actual jobs. Those themes were: (a) managerial appreciation and recognition of employees, (b) supervisor&rsquo;s providing of emotional, and mental support, (c) employee individualization, (d) clear two-way communication between the supervisor and each employee, and, (e) expectation of high performance. Lastly, this study aimed to determine trends that could be identified from the experiences of past employees. Due to unseen circumstances, this piece of information was severely limited to the secondary data received from SSM Health. From the secondary data provided, past employees identified that the top two reasons they had left SSM Health in the last five years was &lsquo;direct management,&rsquo; and &lsquo;normal retirement.&rsquo;</p><p>