The primary objective of this experiment is to investigate the transition from single unit to mediation control in retardates and to compare their responses with those made by nursery, kindergarten and grammar school children. By utilizing three MA levels of retarded subjects, this transition point may be more specifically demonstrated.

The need for an employee-specific measure of resilience has directed the development of the Employee Resilience Scale (EmpRes). The conceptualisation of employee resilience in the present study describes an employee capacity that organisations can help develop through the provision of enabling factors. The EmpRes Scale was developed and tested in three samples, and was found to have adequate measurement properties. Findings from two organisational samples also revealed that employee resilience is significantly associated with learning culture, empowering leadership, job engagement, job satisfaction and intentions to turnover, and unrelated to employee participation and corporate communication. The research indicated that employee resilience has a mediating effect on the relationships between learning culture and job engagement and job satisfaction, and empowering leadership and job engagement, job satisfaction and intentions to turnover. The findings suggest that organisations enable their employees to be more resilient by creating a learning oriented culture and building empowering leadership, which in turn leads to better organisational outcomes. Although future research is required, the present study shows preliminary support for the psychometric properties of the scale as well as the conceptual model.

One schedule of reinforcement that is used to decrease the rate of a target behavior is differential reinforcement of low rates (DRL). During this schedule, reinforcement is delivered for a target response if it occurs after a certain amount of time has passed since the last instance of this target response. The current study used a table-top game called PORTL and college student participants to investigate how collateral patterns develop and are disrupted during DRL schedules. After the participant developed a collateral pattern of behaviors with the objects, the researcher removed one of the objects that was part of the pattern and waited for a new pattern of behaviors to develop. Once the participant developed a new collateral pattern, the researcher removed a second object. This continued until there was only one object present. Results showed that the rate of reinforcement decreased following the removal of each object, then slowly increased as a new pattern developed.

Much evidence has revealed that heterosexuals’ attitudes towards sexual minorities can be predicted by their amount of contact with sexual minority individuals. As contact with sexual minorities increases, attitudes toward these groups tend to become more positive. However, there has been little investigation into the possible mechanisms that explain this relationship. The aim of this study was to examine knowledge as a mediating factor in the relationship between contact and attitudes. The present study suggests that the strong correlation between contact and attitudes is, at least in part,in part due to increased knowledge. Data was gathered from a survey of 1580 participants who responded to the Study of Attitudes towards Sexual Minorities Survey. Mediation was tested using the bootstrap (Preacher & Hayes, 2008) method. Results showed that when accounting for knowledge, the relationship between contact and attitudes was significantly reduced for three groups (gay men, lesbians, bisexuals). These findings suggest that knowledge does indeed partially mediate the relationship between contact and attitudes. This information could be helpful for future interventions aimed at promoting positive attitudes towards sexual minorities.

abstract: The Arizona Interfaith Alliance for Worker Justice (AIAWJ) was a mediating structure for those who wanted to be civically engaged in the labor movement and other coalitions in Phoenix, Arizona. It not only served its constituents, but it integrated, educated, and empowered them. Due to lack of funding the AIAWJ closed in the summer of 2016. Many community members from marginalized neighborhoods, other concerned citizens, students, myself, and others participated in their first and only civic engagement opportunities through this organization and were subsequently left with no connections, a barrier to being civically engaged. Through interviews and secondary data research, the relationship between people, mediating structures, and civic engagement activity are examined. The key findings support existing research that emphasizes the importance of mediating structures when it comes to civic engagement. / Dissertation/Thesis / Masters Thesis Interdisciplinary Studies 2016

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Thesis advisor: Vincent Cho / District leaders are attempting to navigate unprecedented federal and state policy pressures to create a coherent plan for improvement with limited guidance from research. Rorrer, Skrla, and Scheurich (2008) identified establishing policy coherence as one of four essential roles in systemic reform performed by district leaders. This qualitative case study explored how leaders in one Massachusetts public school district that had demonstrated signs of improving achievement and equity attempted to establish policy coherence. Drawing primarily upon semi-structured interviews, this study found that district leaders enacted the role to varying degrees in ways that were consistent with Rorrer et al. (2008). In particular, building leaders were much less apt to respond to external policies in a proactive and deliberate manner. Furthermore, district leaders worked to mediate policies in service to local goals and needs in a variety of ways. Recommendations include how district leaders can enact the role in a more proactive and deliberate manner while setting clear goals and developing collaborative partnerships with schools, all which allow them to craft coherence more effectively. / Thesis (EdD) — Boston College, 2016. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Whether one organization can survive or not, it will depend on its competitiveness. In other words, an organization which is not competitive enough will be forced to leave from this competitive battlefield. On the perspective of human capital, while taking about the level of the organizational competitiveness, the quality of ¡§human resource¡¨ is the key indicator besides the production equipment. In this case, almost every organization put efforts on employee training and education on talents for long-term planning. On personal perspective, training does not only increase one¡¦s confidence and job satisfaction, but also improve the performance ¡]Baldwin & Ford, 1988; Roat, 1988; Curry, Dobbins & Ladd, 1994¡^. In other words, a complete training can increase personal confidence and job performance efficiency as well. Curry (1994) indicated that the only 10-13% trainees can transfer what they have learned from training program to their work, which turns out the waste of 87-90% training cost (Huang, 1999). Moreover, one¡¦s willingness on participation depends on his motivation (Amabile, 1988) which implies that employees¡¦ motivation will significantly influence their performance. In this study, according to the released information of companies from The Life Insurance Association of The Republic of China, we have surveyed the employees of the top 8 companies. The variables including training transfer, as the independent variable, job performance, as the dependent variable, and work motivation, as the moderator, will be examined in this study. We are going to discuss that the work motivation will mediate the relationship between training transfer and job performance through hierarchical regression analyses. The result indicated that training transfer significantly influence job performance and work motivation mediates the relationship between training transfer and job performance. In practice, the trainers can try to increase the trainees¡¦ motivation on participation or consider those employees who are tend to be active on participation while developing organizational training program. Besides, the course design and teaching approaches can improve higher satisfaction of trainees. Increasing employees¡¦ work motivation through social support from managers and colleagues, promotion incentives, new job skills learned from training programs to improve employees¡¦ job performance.

The major purpose of this research is to use three mental factors of job satisfaction¡Bjob stress and organizational commitment for examining the existence of mediating effects in between perceptions of organization politics and job performance. Reviewing many articles in the field of organizational behavior, the interior employees¡¦ job performance were mostly contributed to individual differences as capabilities and personalities, however, such variables could only explain partial differences in job performance. Except of individuals, the influence on job performance may include organizational structure, management system even though various outside or other factors. Witt found negative relationship between perceptions of organization politics and job performance in 1998, such finding broke the researchers¡¦ limits of traditional view of combining individual capabilities or characters, searched out the new influence factor, and added new explanation of variables on job performance of organization interior employees. In the field of perceptions of organization politics, researchers kept focus on the definition of perceptions of organization politics and the relation among variables, less development in mediating effects. Therefore, this research was structured by aforesaid and Adkins¡¦s definition in 1995 as well as relevant articles, the three pertaining to psychological level variables, job satisfaction¡Bjob stress and organizational commitment, have mediating effects between perceptions of organization politics and job performance. By finding the influence factor, for reducing the negative effects on job performance caused by perceptions of organization politics, hopping go further of submitting strategic human resource management to boost contribution on organizational performance This research was proceeded by questionnaire to the sampling objects of Taiwan enterprises. The results indicated job satisfaction¡Bjob stress and organization commitment have partial significant mediating effect on the relationship between job performance and¡¥Distance of policy and practice¡¦, the format of perceptions of organization politics.

-researching the issue of documentation in performance art -realization of a performance in nature -mediating the experience of nature