Thesis (Ph. D.)--University of Washington, 1986. / Vita. Bibliography: leaves [152]-161.

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Thesis (MS)--Montana State University--Bozeman, 2009. / Typescript. Chairperson, Graduate Committee: William Wyckoff. Includes bibliographical references (leaves 249-267).

Human cutaneous malignant melanoma progresses through well-defined stages, culminating in metastatic melanoma. The underlying genetic changes have not be n identified. The aim of this work was to identify activated transforming genes in human melanoma samples. Transfection assays have been used to identify potential transforming genes in melanoma samples, and transmissable transforming activity was demonstrated in several cases. A secondary transfectant obtained following transfection of DNA from the cell line NKI4 retained a single human repeat sequence-containing EcoRI fragment of approximately 16 kb. This fragment was molecularly cloned and analysis revealed the presence of human sequences corresponding to a novel human gene, which was designated MEL. Homologous sequences were also present in mouse DNA. The MEL gene was expressed in human melanoma cell lines and NIH 3T3 mouse fibroblasts, and cDNA clones were isolated from a normal human fibroblast cDNA library. The human MEL gene was localised to a region of chromosome 19 (p13. 2) implicated in some human malignancies. However the clone isolated from the secondary transfectant lacked transforming activity, and was not retained in either tertiary transformants or additional primary transformants. A related sequence was isolated from the cell line NKI4, which was capable of transforming NIH 3T3 cells. This sequence also detected a restriction fragment length polymorphism in human melanoma cell lines. To conclusively identify the transforming gene in NKI4, transfectant DNA was "tagged" with a selectable marker, G418 resistance (neo). The sequences adjacent to the "tag" on one side were cloned and analysed, from which it was deduced that the transforming gene must lie on the other side of the "tag". Melanoma cell lines and tumour biopsies were analysed for the presence of activated RAS genes, using a combination of biological (transfection) and biochemical (restriction enzyme polymorphisms, PCR and sequence specific oligonucleotide hybridisation) assays. Mutations were detected in all three RAS genes (K12, H12, N61), at all stages of melanoma development, including benign naevi.

The measurement of psychosocial functioning following traumatic brain injury has received very little attention, despite the fact that it has important applications in a variety of clinical, medico-legal and theoretical contexts. In the absence of well validated, standardised measures of psychosocialf unctioning, clinicians and researchersin this field have tendedt o employ measures which are designed for use in non-brain injury populations. The Katz Adjustment Scale (KAS-R; Katz & Lyerly, 1963) is one measure which has been widely used in brain injury studies despite the fact that it has questionable validity when applied to brain injury populations. In an attempt to resolve this problem, Jackson, Hopewell, Glass, Warburg, Dewey & Ghadiali (1992) conducted an exploratory factor analysis of a modified version of the KAS-R using a mixed sample of individuals who had a traumatic brain injury and\or spinal cord injury. The present study is an attempt to confirm the validity of the factors obtained by Jackson et al and where necessary revise the factor structure of the modified KAS-R. r1be present study represents a significant advance upon the work of Jackson et al in that it employs confirmatory factor analysis techniques and is based upon a new sample consisting solely of brain injured individuals. The results of this study provide support for the validity of the main first-order factors obtained by Jackson et al., and a number of post hoc modifications were made which appear to represent improvements upon the Jackson et al factors in terms of their relevance to brain injury. Preliminary analyses indicate that the modified factors may discriminate between different groups of brain injured individuals. Recommendations are made re further revision and validation of the KAS-R sub-scales and the potential research applications of the scales are discussed.

The aim of this study is to gain a thorough understanding for the reasons why and how some mid-career managers are able to leave corporate organisations to start their own companies in SA and what perceived factors make them successful. SA needs to develop entrepreneurs so as to achieve a 6% growth rate, in order to overcome unemployment and poverty. Twelve semi-structured interviews were conducted with successful entrepreneurs, who had already made the transition from corporate manager to entrepreneur. The feedback was analysed using a combination of narrative, content and constant comparative analysis. Convenience and snowball sampling generated a participant base that had extensive corporate experience, were well educated, had each been in entrepreneurship for many years and employed more than 1240 employees. The key findings were: (1) changing career – career reasons directly affect whether a mid-career entrepreneur (“MCE”) will engage in an entrepreneurial activity, as this is the basis of entrepreneurial intention, (2) motivation – human motivations directly influence who pursues entrepreneurial opportunities, and who persists and survives when challenges arise, (3) career development – both human capital and social capital are essential for success, and (4) entrepreneurialism – mid-career entrepreneurs gain considerable experience while in corporate which assist them to be a successful entrepreneurs. Years of corporate experience are the foundation for a MCE, as it provides knowledge, experience, networks and confidence. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Global warming and climate change have been identified as strategic issues for South Africa, which as a developing country is more vulnerable to climate change and have less capacity to deal with the impact. This research investigates the contribution of the South African cement industry to greenhouse gas emission and how the Clean Development Mechanism can be used towards sustainable development and climate change mitigation measures. A review of the South African cement industry was done through documentary research. The research was directed in consultation with a network of industry experts. Data from various sources was interpolated to quantify greenhouse gas contributions. The results from a qualitative analysis of the registered cement-sector Clean Development Mechanism project portfolio were used to identify opportunities for using the mechanism in climate change mitigation initiatives. The cement industry contributes less than two percent of greenhouse gas emissions in South Africa. As this is not significant, greenhouse gas emission reduction projects and sustainable development are driven mostly by public concerns, corporate responsibility and rising cost of fossil fuels. Opportunities for Clean Development Mechanism projects lie in waste utilisation as alternative fuel and raw materials and in improved energy-efficiency by retrofitting appropriate technology. The main constraints are the lack of capacity to initiate and implement projects, restrictive legislation for project approval and transaction costs. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

A multiple case study approach was used to investigate the pattern of experience in a career transition. The participants were five men and five women who had completed a career change. The participants were selected to represent a variety of occupations. The study produced ten rich, detailed narrative accounts of career transition. Each one is told from the perspective of the individual who went through the experience. The accounts were based on in depth descriptions of the experience, and a charting of the transition using terms drawn from relevant transition models. Each account was reviewed and validated by the case study participant, who was the subject of the narrative, and by an independent reviewer. A comparison of the individual accounts revealed a pattern of experience that was common to all ten cases of career transition. It can be best represented as a three phase process, with each phase involving a distinctive character and each subsequent phase building on the preceding one. Furthermore, in each case the career transition reflected a process that was cyclical rather than linear in nature. Several theoretical implications arise from this study. First, it supports those models that describe career transition as a three stage process. The common pattern bears a remarkable resemblance to the rites of passage process described by Van Gennep (1908/1960). Second, the accounts suggest that the meaning of one’s work can change over the course of one’s life and that a career change be considered a change in a person’s life path. Third, the accounts support rejecting the notion of career transition having to be a crisis or traumatic event. From a practical standpoint, the pattern of transition can serve as a guide for those who are going through a career transition and for those who counsel them. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

The study explored the career change made by a population of 37 tradesmen enrolled in a teacher education program. A semi-structured interview schedule was constructed and face-to-face interviews were tape-recorded. The four areas of investigation included positive propositions put forward in the social learning principles of career decision making, facilitators and barriers to career change, the career histories and expectations of participants and their socio-demographic backgrounds. Responses tended to support propositions dealing with former instructional experiences and interactions with people, but gave little indication, that exposure to print or visual media had influenced the career change decision. The importance of having sufficient finances and personal support of participants' wives was stressed. Potential barriers most readily identified were lack of support or finances. There was little evidence of frequent career change in the work histories of participants. The most common pattern was a series of short term jobs followed by several years in one career path. Future career plans indicated an intent to remain in the teaching field. All the men were employed prior to entering the program. Socio-demographic information indicated that just over half of the participants were around 30 years of age and over two-thirds were married. Wives tended to be not only more highly educated (64%) but in higher status occupations (76%) than their husbands. Over 80% of the men had entered tertiary education prior to current involvement and five men had completed bachelor's degrees. By entering a trade, 57% of participants were in lower status jobs than their fathers. Their entry into teaching resulted in a rebound movement rather than direct upward inter-generational mobility. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

Clouds play an important role in the earth's energy budget, and changes in their properties can remarkably impact the amount of warming in response to greenhouse gas increases. In this study, we applied the Coupled Feedback Response Analysis Method (CFRAM) to estimate the contributions of cloud property changes to the magnitude of the annual mean-surface temperature response in a transient simulation where CO2 increases at rate 1% yr-1 , using the NCAR Community Climate System Model, version 4 (CCSM4). To examine closely the contributions of changes in cloud properties to the annual mean-surface temperature, the full-cloud level is divided into three levels in terms of the cloud-top pressure (CTP). This study found that the annual and global mean-surface temperature response is a warming of (+0.175 oK) due to the net cloud feedback that comes mainly from the positive SW cloud feedback. The medium (400 < CTP < 700 mb) clouds changes are the dominant contributors (+0.175 oK) to the surface warming due to their magnificent positive SW cloud feedback (+0.33 oK). High (CTP < 400 mb) clouds changes cause a weak negative contribution (-0.0218 oK) to the surface warming because of the close cancellation between their large negative SW and large positive LW high-cloud feedbacks. Low (CTP > 700 mb) cloud changes are the least contributors to SW and LW cloud feedbacks (positive SW and negative LW); however, they still contribute positively (+0.0217 oK) to the net cloud feedback with an absolute magnitude that is almost equal to the contribution of the high-cloud changes. Furthermore, this study found that the annual mean-surface temperature increases in the Polar Regions (60o-90o in both hemispheres) are due to the positive LW cloud feedback from the changes in the three cloud levels, mostly due to positive LW medium-cloud feedback. However, the annual mean surface warming for the region covered between (60o S-60o N) is due to the positive SW low- and medium-cloud feedbacks. / A Thesis submitted to the Department of Earth, Ocean, and Atmospheric Science in partial fulfillment of the requirements for the degree of Master of Science. / Fall Semester, 2014. / November 13, 2014. / CFRAM, Climate Change, Cloud Effect, Cloud Feedback, Cloud Properties, surface warming / Includes bibliographical references. / Ming Cai, Professor Directing Thesis; Guosheng Liu, Committee Member; Zhaohua Wu, Committee Member.