The literature has reported that immigrants foreign credentials have been undervalued in Canada. However, the extent to which immigrants credentials attained in different world regions have been valued or undervalued is unclear. This study uses data from the 2002 Ethnic Diversity Survey to assess the worth of immigrants educational credentials in Canada, taking into account different fields of study. The major findings indicate that there were significant gross and net earnings disparities among immigrant men and women with educational credentials attained in different world regions. Foreign credentials from the US and Northern and Western Europe of immigrant men and those from the USA and all parts of Europe of immigrant women had an earnings advantage compared to immigrants whose credentials were from Canada. The results also suggest that immigrant men with foreign credentials in health fields and in commerce, management and business administration had the greatest difficulties to getting their foreign credentials recognized. Similar to immigrant men, foreign education of immigrant women in the fields of commerce, management and business administration as well as in natural, applied sciences and engineering was the most devaluated compared to women with Canadian credentials. In addition, both immigrant men and women with education from the USA and Northern and Western Europe irrespective of the field of study had the best chance to enjoy an earnings premium over their counterparts with Canadian education. The relationship between education and earnings among Canadian immigrants is further explained using a political economy perspective of racialization.

The literature has reported that immigrants foreign credentials have been undervalued in Canada. However, the extent to which immigrants credentials attained in different world regions have been valued or undervalued is unclear. This study uses data from the 2002 Ethnic Diversity Survey to assess the worth of immigrants educational credentials in Canada, taking into account different fields of study. The major findings indicate that there were significant gross and net earnings disparities among immigrant men and women with educational credentials attained in different world regions. Foreign credentials from the US and Northern and Western Europe of immigrant men and those from the USA and all parts of Europe of immigrant women had an earnings advantage compared to immigrants whose credentials were from Canada. The results also suggest that immigrant men with foreign credentials in health fields and in commerce, management and business administration had the greatest difficulties to getting their foreign credentials recognized. Similar to immigrant men, foreign education of immigrant women in the fields of commerce, management and business administration as well as in natural, applied sciences and engineering was the most devaluated compared to women with Canadian credentials. In addition, both immigrant men and women with education from the USA and Northern and Western Europe irrespective of the field of study had the best chance to enjoy an earnings premium over their counterparts with Canadian education. The relationship between education and earnings among Canadian immigrants is further explained using a political economy perspective of racialization.

The perceptions of college and university program directors and practicing administrators regarding the university field experience requirement for the Professional California Administrative Services Credential were investigated. The study included the perception of the needs, roles, responsibilities, and dilemmas of the professional administrative services program supervisors and the credential candidates. The results indicate that both groups perceive field experience at the professional level of the credential process to be beneficial. It was determined that collaboration between the university, the school district, and credential candidate was essential to an effective program and that the most beneficial field experiences are those which allow flexible direct "hands on" projects for the candidate. The most significant barriers to effective programs were the amount of time required to complete the field experience and the attitude of the credential candidate toward the two-tier California credentialing requirement. The findings support the continuation of a flexible, collaborative individually designed field experience requirement with the option of professional development activities to substitute for part of the field experience unit requirement.

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Corporate healthcare education has changed drastically in the last few decades with few rules for compliance or standardization. A large healthcare company in the Southeastern United States was experiencing inequitable training due to differing teaching styles and instructor skill levels. Guided by Bandura's theory of self-efficacy, the purpose of this qualitative study was to explore how corporate healthcare instructors' credentials and experiences affect their perceived self-efficacy and teaching style. Interviews were conducted with 11 purposefully selected corporate healthcare instructors from a physician education team; collected data were then coded and themed. Findings revealed 3 major themes: (a) credentials enhanced the ability to teach, (b) experiences guided each corporate healthcare instructor to their current path, and (c) both teaching styles and perceived self-efficacy were highly dependent on experiences and credentials. Perceived self-efficacy levels increased in tandem with years of experience. A professional development plan was developed to encourage a standardized teaching style for corporate healthcare instructors. Large healthcare corporations may utilize this study to influence future hiring choices by identifying positive traits for new corporate healthcare instructors, identifying instructor needs for professional development, increasing reliability in training for learners, and providing positive social change through better healthcare delivered as a result of better employee training.

Dr. Wendy Nehring, Dean of the College of Nursing, explained that the idea to establish a LPN-BSN Program came about after a statewide tour of all the Community Colleges and Tennessee Colleges of Applied Technology (TCAT) to promote the RN-BSN Program. Students said they wanted a LPN-BSN Program that is accessible and that they get through as quickly as possible. ETSU worked with THEC to develop a hybrid program with 23 hours of articulation credits that takes four semesters to complete. ETSU is currently the only public university in Tennessee to offer a LPN-BSN Program, Dr. Nehring said. The LPN-BSN Program started at three sites in fall 2018 and has quickly expanded to seven sites, with five additional sites planned across the state. Last summer, the program received 1,000 inquiries per week. In fall 2019, 94 students enrolled, which is close to the enrollment in the BSN Program on ETSU’s main campus. Spring 2020 enrollment is estimated to be just over 100 students. At this time, Dr. Nehring said the highest interest is coming from Crossville and Nashville, and students at the Memphis TCAT petitioned their President to offer the LPN-BSN Program. The state is experiencing a nursing shortage, especially in rural areas, so this program is one way TSU is working to meet workforce needs.

Generally, immigrants face different challenges adapting to their new environment while starting a new life in the new environment. One of these problems is related to employment as they find it difficult finding jobs in their host countries. A number of them are often jobless or having jobs that do not correspond with their educational qualification. This is one of the factors that influence the earnings of immigrants in the Swedish labour market. This study focused on the factors influencing the underutilization of immigrant’s foreign educational credentials in the Swedish labour market. The study is based on human capital theory, cultural shock theory and discrimination theory. Through qualitative research design, rich detailed data about the phenomenon was collected from participants that participated in the study. Findings of the study revealed that the two major factors that influence the underutilization of immigrant’s foreign educational credential in the Swedish labour market are structural factors and individual factors (lack of social network with Swedish natives, inability to fluently communicate in Swedish, and loss of professional knowledge due to lack of practice).

The purpose of the present research was to identify the differences between some various schooling aspects at one U.S. high school and one girls Kingdom of Saudi Arabia (KSA) high school. In particular, the studied objectives include lessons plan, program assessment, teacher credentials, school culture, and intramural activities. This study was conducted using a mixed-method approach. The obtained results allowed making some specific recommendations that could be considered by the Saudi teachers and school administrations to improve simultaneously the learning process, employee satisfaction, as well as students’ engagement and motivation. This case study will help to improve both systems through sharing success strategies. Also, it will help families who moved from the United States to Saudi Arabia or the opposite to understand the differences between these education systems for their children’s success. After the data collection and analysis, the researcher concluded that there is no one of these educational systems better than the other. If we could merge these two school systems, we would have the best educational system for students’ future success.

Cryptographic credential systems provide some possible solutions to the problem of privacy leakage of users in the ``virtual'' world. This thesis presents a privacy-preserving method which can enable the cryptographic credentials to have the capability of anonymous multi-show. Our approach builds on the work of Brands from the year 2000 which proposed a Digital Credential system that can protect users' privacy. This system is efficient but not perfect, since the Digital Credentials in that system can only be shown once to avoid linkability. We propose the use of a malleable signature technique to transform Brands' Digital Credentials from single-show to multi-show capability. In this thesis, we describe our modified issuing and showing protocols and discuss the security properties of our proposed scheme. We have a basic implementation (proof of concept) to support our concept and analysis of timing results is also provided. In the end, we point out a number of future directions which can be used to complement or improve this approach.

In Canada, the non-recognition of foreign credentials remains a considerable policy issue as well as a challenge for skilled immigrants. Many studies have shed light on the difficulties that foreign professionals face when seeking a placement in the Canadian job market. This thesis focused on the experiences of professional women from Morocco on the basis of the premise that every racialized group’s immigration experience deserves a space in the literature to voice their realities and inspire policy considerations. As a result, this study focused on examining the experiences of Moroccan women in the Canadian job market and the impact thereof, on their socio-economic status, and as such, health and well-being. In order to effectively capture the experiences of this particular community, a fieldwork study was conducted in the form of semi-structured individual interviews with twelve women who immigrated to Canada from Morocco with professional qualifications. Based on the participants’ accounts, I described that systemic discrimination as manifested in Othering and racialization remain major obstacles to the realization of equal access in the Canadian labour market. All in all, this research provides valuable insight into the plight of skilled immigrants in Canada and thus, offers strong policy recommendations to facilitate a more effective integration process for this group into the Canadian Job market.