Thesis (M. Phil.)--University of Hong Kong, 2001. / Includes bibliographical references (leaves 83-90).

The purpose of this study was to describe the relative importance of aspects of the occupational environment in predicting personal strain and changes in the meaning of work (perceived changes in work role salience and work values) during the transition to parenthood. The aspects of the work environment under investigation were: work interference with family, family interference with work, supervisor support for combining work and family, and organization support (respect, separation, and integration types). Control variables were husband support, an important factor in adjustment during the transition to parenthood, and socioeconomic status. A sample of 118 women in dual career couples with one child under two years of age were recruited through childcare centers and newspaper announcements. The sample was predominantly Caucasian and middle or upper-middle class. Subjects completed self-report questionnaires. Hypotheses were tested using hierarchical multiple regression. Results of this study provided partial support for the hypothesis that workplace support and work/family interference would contribute to personal strain. Only family interference with work emerged as a significant predictor. The results of this study provided partial support for the hypothesis that husband support, workplace support, and work/family interference would contribute to change in work values. Only husband support was a significant predictor. Having a traditional marriage in which the wife assumes greater responsibility than her husband for parenting and household tasks contributed to her altering work values. The results of this study did not support the hypotheses that husband support and workplace support would predict family interference with work or work interference with family. Also, the results did not support the hypothesis that husband support, workplace support, and work/family interference would predict change in work role salience during the transition to parenthood. Theoretical and methodological issues are discussed.

Organizations nowadays want employees who are flexible, adaptable, autonomous, creative, willing to learn, self-motivated, and able to fit productively into teams to satisfy instable and varied consumer demands. Consequently, job performance no more relies on repetitive and routine tasks which traditionally could be completed and improved by working-hard only. Nevertheless, the economy in the world is becoming dynamic, rapid and unpredictable for sure. Transparently workers will need to unceasingly increase their skill base to experience workplace success in the future. Therefore, management scholars suggest organizations who want to survive or outperform of the time may need to consider traits in addition of conscientiousness when making hiring decisions. The Big Five undoubtedly provides the general and basic consideration of personality. As the environment nowadays changes, not only the Big Five but also more advanced and specific personality constructs for advantageous solutions hitting the mark are needed. Playfulness, defined as a multidimensional personality with curiosity, absorption, sense of humor, manifest joy and childlikeness factors, may be one promising personality which replies the call from the academic and plays as the alternative selection assessment tool for selection to the practical simultaneously. Playfulness has been emphasized in child development, education, and clinical counseling fields for a long time. This personality fosters optimal human function and accompanies intrinsic motivation according to developmental psychology and positive psychology perspectives. Notwithstanding its importance, playfulness in adults does not catch enough attention of the academic. This study first empirically tests relationship between playfulness and job performance (in-role performance, creative performance) and clarifies the discrepancy of style effects on different dimensions of performance which may better explain the phenomena in the workplace. Second, this study moves a step forward to propose a personality construct from developmental psychology triangle especially favorable to selection consideration. Third, through the lens of working behavior style, the results of this study also better explain the mechanism link playfulness and performance that throw light on training direction for people in organizations already. By defining working-smart/hard as behavioral style instead of ability and motivation, this study opens a new avenue for research to discuss the issue thoroughly. Future research suggestions and practical applications are also provided.

Enterprises must have first-class core capabilities in order to survive from government¡¦s new enactments, new competitors and new products under the rapid changing environment globally, and through the empowerment, which is the major efficient instrument to maintain enterprises¡¦ competition ability, could improve organizational efficiency. Therefore, the purpose of this research is to understand if employee¡¦s cognition of empowerment influences their working attitude; the research objects are employees of hi-tech industry, and there are 313 valid questionnaires out of 486 issued questionnaires. First is to use constructive validity of factor analysis test scale and reliability of Cronbach alpha test scale to confirm reliability and validity, and apply regression analysis to discover as below: 1. Empowerment has significant influence on organizational commitment. That is, the higher the employees¡¦ cognition of empowerment is, the higher the organizational commitments are, especially for employees with higher education background, female employees and older employees. 2. Empowerment has significant influence on total working satisfaction. That is, the higher the employees¡¦ cognition of empowerment is, the higher their working satisfactions are, especially for employees with lower education background and non-business type employees. To sum up, empowerment could actually increase employees¡¦ organizational commitment and working satisfaction, therefore, managers shall undertake as following: 1. Respect individual difference to offer different empowerment mode. 2. Develop multi-organization to increase employees¡¦ knowledge. 3. Value employees¡¦ need and encourage their participation. 4. Establish learning organization and share information.

Thesis (Ph. D.)--York University, 2001. Graduate Programme in History. / Typescript. Includes bibliographical references (leaves 342-363). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pNQ66360.

Children with ADHD diagnosis often display working memory deficits, as well as reading and mathematical disabilities. Previous studies have demonstrated that computerized working memory training (WMT) is a promising intervention. The present study aimed at exploring the effects of WMT on working memory, scholastic skills and behavioral symptoms in children with ADHD. Thirty-two children, aged 6 to 11, were randomized to WMT or a control condition. WMT consisted of nine tasks taxing working memory with adaptive difficulty level. All children trained in their homes, with their parents acting as supervisors. Children who completed more than 20 days of training in 5-8 weeks (8 in the WMT condition and 13 in the control condition) were considered compliers. Assessments were conducted before and after intervention. Results indicated that WMT lead to significant gains of verbal working memory and arithmetic skills. More research is needed to further investigate the effects of WMT.

A joint research project was undertaken by the Australian Customs Service (Customs),Royal Guide Dogs Associations of Australia (RGDAA) and The University of Melbourne. The aims were to establish a breeding program for Drug Detector Dogs(Detector Dogs) and to further improve the RGDAA breeding program. Behavioural studies were conducted on the RGDAA breeding population of Labradors(Guide Dog population) and a ‘trial’ breeding population was established by Customs during the research (Detector Dog population). We defined traits important for success as a Detector Dog and designed an aptitude test (CRR test) to measure the traits. We found some sex differences for individual traits within the combined Guide Dog and Detector Dog populations. However, no sex difference was observed in terms of overall performance. Within the Detector Dog population, dogs selected to start a Detector Dog training course performed significantly better on the CRR test than dogs not selected to start a course. (For complete abstract open document)

Thesis (Ph. D.)--University of Chicago, Dept. of Political Science, June 1999. / Includes bibliographical references. Also available on the Internet.

Thesis (M.S.W.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 84-87).

Thesis (MSD (Employee Assistance Programme))--University of Pretoria, 2005. / Includes bibliographical references.