Orientador: Renato Mazonetto / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Odontologia de Piracicaba / Made available in DSpace on 2018-08-06T22:49:48Z (GMT). No. of bitstreams: 1 Boeck_EloisaMarcantonio_D.pdf: 4044156 bytes, checksum: 43213737beb9ec37bba6ab6317e749b5 (MD5) Previous issue date: 2005 / Resumo: O tratamento de eleição para indivíduos adultos que apresentam maloclusão de Classe 11 com deficiência mandibular tem sido o tratamento ortodôntico em conjunto com a cirurgia ortognática. O objetivo deste estudo teve por finalidade avaliar, por meio da cefalometria, a influência das mudanças dentárias e esqueléticas promovidas pelo tratamento ortodôntico pré-cirúrgico e cirúrgico em indivíduos portadores de maloclusão de Classe 11, com deficiência mandibular, submetidos à cirurgia ortognática para avanço mandibular, pela técnica de osteotomÍa sagital bilateral do ramo mandibular. Para o presente trabalho foi selecionada uma amostra de 15 pacientes leucodermas, adultos, do gênero feminino. Para cada paciente, foram analisadas 3 telerradiografias, em norma lateral, tomadas pré-tratamento ortodôntico (ti), pré-cirúrgico imediato (t2) e pós-cirúrgico de no mínimo 6 meses (t3), totalizando 45 telerradiografias. Os traçados foram feitos pelo método manual e, os pontos foram digitalizados utilizando o software Dentofacial Planner Plus (2.02). Os resultados mostraram que os valores de SNB aumentaram de 75,6° para 78,6°. As medidas de BNP e PGNP, também, aumentaram de -12,7mm para -7,7mm e de­12,7mm para -6,6mm, respectivamente. As medidas de SNPM alteraram de 38,7° para 38,2°. Para o ANB foi observado redução de 3,23°, passando de 8,1° para 4,9°. Houve diminuição nos valores de AOBO em 6,3mm, cuja variação foi de 7,6mm para 1,3mm e, nos valores do OJ que reduziu significantemente (5,7mm), variando de 9,Omm para 3,3mm. Foi concluído que o tratamento ortodôntico pré-cirúrgico «h-ti) promoveu mudanças dentárias e esqueléticas mínimas e variáveis no resultado final. Já o tratamento cirúrgico (t3-t2) promoveu mudanças esqueléticas significativas, principalmente nas grandezas relacionadas diretamente à mandíbula (SNB, BNP, PGNP e SNPM) ou indiretamente a ela (ANB, AOBO, e OJ) / Abstract: The treatment to Class 11 adult individuals with mandibular deficiency has been the orthodontic treatment combined with orthognatic surgery. Therefore, a study was conducted to evaluate, through cephalometric analysis, the influence of dentoalveolar decompensation in class 11 patients submitted to orthodontic and surgical treatment for mandibular advancement, by bilateral osteotomy of the mandibular ramus. A sample of fifteen leucoderm adult female patients female were selected for the study. Three cephalometric radiographs of each patient, taken previously to the orthodontic treatment (tI), previously to surgery (t2) and after at least 6 months postoperatively (t3), were analyzed in a total of 45 roentgenograms. The tracings were made through the manual method and the points were digitalized using the software Dentofacial Planner Plus (2.02). The results showed that values of SNB increased from 75,6° to 78,6°. The measures of BNP e PGNP reduceded from -12,7mm to -7,7mm and -12,7mm to -6,6mm, respectively. For the ANB angle a redution of 3,23° was observed from 8,1° to 4,9°. Likewise, there was diminution in values of AOBO in 6,3mm, with variation from 7,6mm to 1,3mm and, the values of OJ had greater reduction (5,7mm), changed from 9,Omm to 3,3mm. It has been concluded that the pre surgical orthodontic treatment promoted minimal and variable dental and skeletal changes in the final result. The surgical treatment caused significant skeletal changes especially in the measurements related to the mandible (SNB, BNP, PGNP and SNPM) or indirect1y to it (ANB, AOBO and OJ) / Doutorado / Ortodontia / Doutor em Radiologia Odontológica

M.Com. (Industrial Psychology) / The objective which career of this study advancement is was to investigate the extent to contingent on the personality construct locus of control. In order to achieve this, empirical research was conducted in a South African organisation. A survey questionnaire measuring career advancement and locus of control was completed by 152 subjects. The hypothesis which was formulated was that people with higher rates of career advancement would be more internal and those with lower rates would be more external. This hypothesis was tested via a one-way analysis of variance, and was consequently supported. Secondary findings relating to contingency analyses of the effects of biographical variables on career advancement revealed that career advancement was also contingent on education. Whilst the results of this research indicate that personality issues play a role in career advancement, it is not possible to infer conclusively that internals advance at faster rates than externals, as internality may arise as a consequence of career success. of careers in findings research. Tentative explanations are provided for the research, and suggestions are made for further alleviate the short-coming of the current enhance the understanding of the nature organisations.

This sociological study investigates how the process of vertical occupational segregation by sex is maintained at the end of the 20th century. It explores the secretarial role and opportunities for career advancement beyond this "pink-collar" occupation within four organizations in England that were self-identified as promoting equal opportunities. The evidence stems from case studies conducted at the BBC in 1992 and at the BBC, Channel Four, Rank Xerox, and Unilever in 1994. Data were collected in three forms: (i) semi-structured interviews; 18 with mid- to senior-level secretaries, 10 with managers, and 13 with personnel representatives; (ii) office observations; and (iii) materials related to the individual companies, Opportunity 2000, and the European Community. Secretaries' opportunities for advancement were found to be rare. A pink-collar wall, rather than a glass ceiling, was discovered, due to a combination of structural constraints and the actions, or agency, of secretaries. This research extends the dual-systems model of occupational segregation by using the case study methodology and by including women's experiences and behaviour within the theoretical framework. This study expands current knowledge about the lives of ordinary working women and the persistent phenomenon of occupational segregation.

In recent years, organizations have invested increasing financial and labor-related resources on employee training. The assumption is that training will benefit the organization through improved performance which will result in greater efficiency, greater customer satisfaction and, ultimately, increased revenue and profits. Further, employees are assumed to benefit because their improved performance should lead to career advancement and increased compensation. However, measuring the effect of training on employee performance has been problematic due to the difficulty of isolating the effect of training from other human resource management practices and environmental and organizational influences. Hierarchical multiple regression analyses were used to test a model for predicting merit pay increase, job promotion and performance ratings from measures of general and finance training, as well as employee tenure, gender, educational level and organizational level. It was found that while significant contributions (i.e., betas) were made by finance and general training for performance ratings, promotion and merit pay increase, they did not increase the variance accounted for by tenure, organizational level and gender.

This study examined the impact of in attracting Foreign Direct Investment (FDI) in developing economies. ‘Institutional Advancement ‘is defined as the degree to which a host country's institutional environment matches the standards well-established in developed market economies. The World Governance Indicators developed by the World Bank were used as a measure to determine Institutional Advancement. The developing and developed economies were compared to determine whether Institutional Advancement had the same effect in attracting FDI in different economies. An additional variable, the Gross Domestic Product (GDP) was introduced to investigate whether the state of the economy in each of the economy types also impacted on inward FDI. Data was collected from 2000 to 2009, however the analysis was done from 2002 due to the absence of a report on the World Governance Indicators in 2001. The results show that the World Governance Indicators did not present significant evidence that they impacted in attracting FDI in developing economies. GDP appeared to be a better predictor of FDI inflows than the World Governance Indicators in developing economies. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Despite government polices and organisational practices intended to redress this imbalance, women in business continue to face what they have faced for many years already: under-representation. More specifically, under-representation in the upper echelons of higher management, under-representation on company boards, under-representation in senior positions within firms. Despite more years in the workforce, more woman systematically entering previously labelled “male” fields, despite more years receiving higher education, women still don’t often find the road to senior positions a road easily travelled.This research seeks to explore one very specific approach to advancing women’s careers—women’s leadership development programmes designed for women identified as potential senior managers, leaders and board members. As a number of these programmes exist, this research sought to explore the programmes’ strengths and weaknesses, to explore ways to improve such programmes to the increased benefit of women in business, and finally, to investigate ways that businesses themselves can support such programmes to the benefit of their female employees: more representation in higher positions.Findings showed that women’s leadership development programmes do in fact provide a safe and supportive environment for nurturing confidence, acquiring new business skills, and learning from the experiences of successful women role models. They are a useful addition to other strategies designed to increase the number of women in senior positions, as factors such as organisational culture and commitment from CEOs also impact on a woman’s career progression. This research proposes a model to organisations that can be used to design and position future women’s development programmes. For maximum benefit, programmes should be strategically positioned, taking into account the environmental context and should help women identify and tap into existing networks and access suitable mentors. Further, elements unique to women must be inherent in the design of these programmes in order to facilitate career advancement, with the goal at hand: equal representation in senior positions / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Research has shown lesbian and gay (LG) corporate leaders are likely to experience issues in advancement and authority in the workplace. However, little is known about how LG leaders experience these issues, and how their experiences influence their careers and organizations. This qualitative multiple-case study explored the advancement and authority experiences of 12 gay male corporate leaders using a constructivist paradigm. The theoretical foundation used Tajfel and Turner's social identity theory and Fassinger, Shullman, and Stevenson's affirmative lesbian, gay, bisexual, and transgender leadership model. The conceptual framework included stereotypes, discrimination, sexual identity disclosure, corporate culture, and sociopolitical culture. Research questions included how LG corporate leaders experienced advancement and authority and how their experiences influenced their careers. A qualitative research design and a holistic multiple-case study approach were employed. Data analysis included descriptive, in vivo, and concept coding. Codes were grouped into categories and categories into overarching themes. Findings indicated gay corporate leaders experienced challenges, although they can be overcome through ability, dedication, and informed decisions. Additional research should be conducted in lesbian, bisexual, and transgender populations and in younger populations. Creating a positive corporate culture where everyone has a voice, acceptance is communicated, and different viewpoints are appreciated is critical for LG employee achievement, and both LG individuals and organizations are likely to benefit through improved employee commitment and corporate productivity.

No description available.

This study was designed to examine and describe the levels of job satisfaction, the sources of job satisfaction and the relationship between the variables in a national sample of employee assistance program (EAP) professionals. The sample for this study consisted of EAP professionals who worked full-time, and who were members of the Employee Assistance Professionals Association.Data were collected through mailed surveys consisting of and an Individual Information Form and the Minnesota Satisfaction Questionnaire (MSQ). A total of 354 EAP professionals were mailed survey materials. This mailing resulted in 211 completed returns.Overall, EAP professionals indicated that they were moderately satisfied with their jobs. MSQ questionnaire results show that 9% of respondents scored in the very satisfied category, and 71% scored in the satisfied category. The average MSQ total score was within the satisfied range.Demographic variables had mixed results on job satisfaction. EAP external organization respondents were, as a group, more satisfied with their jobs than those respondents who worked in an internal EAP. Age, gender, race of respondent, rural versus non-rural work setting and national certification/recognition had no statistically significant impact on job satisfaction. Several recommendations and implications were drawn from the study. These included the need for open lines of communication with regard to career advancement and company policies; gender inequity issues are seen as barriers to job satisfaction and the masters degree is seen as the logical choice for the entry level EAP professional. / Ph. D.

Syftet med kandidatuppsatsen är att undersöka hur kvinnliga och manliga chefer upplever möjligheten att kombinera föräldraskapet och chefskapet samt hur könsrelaterade mönster kan förstås i förhållande till föräldraledighet och karriäravancemang utifrån ett genusperspektiv. Resultaten visar på att chefer uppfattar svårigheter med att kombinera föräldraskap och chefskap genom den höga grad av tillgänglighet som krävs av chefskapet. Vidare fastställer resultatet att flertalet chefer som intervjuats ångrar omfånget av sin uttagna föräldraledighet och skulle vid ett nytt ställningstagande tagit ut en längre sammansatt period av föräldraledighet. Resultatet påvisar vidare att könsrelaterade mönster framkommer i form av hur föräldraledigheten tagits ut samt vilka förutsättningar män och kvinnor anses är nödvändiga för att kunna kombinera chefskapet och föräldraskapet. För att förklara de könsrelaterade skillnaderna används genusrelaterade teorier som ett teoretiskt verktyg. Studien genomförs med en kvalitativ forskning där tio semistrukturerade intervjuer representerar en jämn uppdelning av kvinnor och män då ett jämförande perspektiv genomförs i analysen av det empiriska materialet. På svenska stora företag vittnar tidigare forskning om att en ekonomisk aspekt är en av orsakerna till att arbetsgivare inte arbetar främjande för att underlätta föräldraledigheten. Genom detta kan resultatet av denna kandidatuppsats verka som ett komplement till den tidigare forskningen genom att denna studie har fokuserat på små och medelstora företag. Vidare kan uppsatsen användas som ett praktiskt underlag vilket beskriver de ekonomiska, etiska och strukturella överväganden som kan uppkomma vid situationer som rekrytering, kompetensförsörjning och organisatoriska besluttaganden i förhållande till föräldraledighet. / The essay aims to examine how male and female managers experience the possibilities to combine parenting with their manager positions; as well as examining how patterns between their relationships to parental leave and career advancement can be explained based on gender studies. The result presents that parents holding a manager level position are experiencing difficulties with combining this with parenting, especially based on the high level of accessibility required at such position. Furthermore, the results states that the majority of managers who were interviewed regret their scope of parental leave taken and, in the case of a new position, would have taken a longer subsequent period of parental leave. The results also presented that the gender related pattern is attendant in terms of how the parental leave has been utilized; and what prerequisites women and men are considered essential in order to be able to combine managerial advancement with parenting. Gender related theories has been used to analyze and explain the gender related differences. The study was conducted with a qualitative research where ten semi structured interviews were conducted. Both genders were equally represented in the interviews, as a comparative perspective was implemented in the analysis of the empirical material. Previous research on large Swedish corporations, has shown that the financial aspect is one of the underlying factors for why employers are not promoting to facilitate parental leave. The results presented in this essay, can operate as a complement to the previous research; since this study has focused on small and medium-sized companies. Furthermore, this thesis can be used as a practical basis, which describes the financial, ethical, and structural considerations that may arise during recruitment, provision of skills, and organizational decisions in relationship to parental leave.