Thesis (D. Min.)--Ashland Theological Seminary, 2007. / Abstract. Includes bibliographical references (leaves 184-189).

Thesis (Ph.D.)--University of Washington, 2007. / Adviser: R. Kent Guy. Includes bibliographical references.

Thesis (D. Min.)--Temple Baptist Seminary, 1993. / Abstract. This is an electronic reproduction of TREN, #010-0046. Includes bibliographical references (leaves 122-126).

This study explores the underlying causes and deterrent control mechanisms of police misconduct in the United States. Outcomes of causes and control mechanisms constitute the basis for an applicable model for the Turkish National Police (TNP). Why is some police behavior deviate? What are the main determinants of police misconduct? Is police misconduct a result of sociological behavior and subcultural development within police organizations or a psychological behavior as an outcome of officers' personal traits? What are the control mechanisms for police misconduct? What are their strengths and weaknesses? Do they deter or not? Is there a control mechanism that deters better than others? What is the best deterrence model for the TNP?

No description available.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1981.

Thesis (D. Ed. Min.)--Southwestern Baptist Theological Seminary, 2002. / Includes abstract. Includes bibliographical references (leaves 121-123).

The dissertation investigates the fairness criteria pertaining to absenteeism and desertion. It should be recognised that desertion is a special case of absenteeism. Desertion is absence from work with the intention of not returning, thus terminating the employment contract. Absenteeism is absence from work with the intention of returning. The intention of the employee determines the employer’s cause of action. The dissertation investigates fairness criteria and applicable action by the employer pertaining to such cases in order to avoid unfair dismissal. Procedure should be fair, but can only be judged on the merits of the specific case. Fairness requires the employer to afford the employee an opportunity to state his or her case at the disciplinary hearing. In other words to give a reasonable explanation for his or her absence. Fairness also requires the court to take all surrounding circumstances into account, such as the reasonable period of absence, the employees work record and the employers treatment of similar offences in the past. Absence does not warrant automatic dismissal nor does it justify extended absence. Ultimately, the burden is to be shared by both employer and employee to ensure that the employment contract is constitutionally fair, clearly defined and precisely communicated to parties. The workplace is only an extension of the individual and the collective constitutional birth right; we all have equal right to justice, yet not all cases are the same. / Thesis (LLM (Labour Law))--North-West University, Potchefstroom Campus, 2012

The dissertation investigates the fairness criteria pertaining to absenteeism and desertion. It should be recognised that desertion is a special case of absenteeism. Desertion is absence from work with the intention of not returning, thus terminating the employment contract. Absenteeism is absence from work with the intention of returning. The intention of the employee determines the employer’s cause of action. The dissertation investigates fairness criteria and applicable action by the employer pertaining to such cases in order to avoid unfair dismissal. Procedure should be fair, but can only be judged on the merits of the specific case. Fairness requires the employer to afford the employee an opportunity to state his or her case at the disciplinary hearing. In other words to give a reasonable explanation for his or her absence. Fairness also requires the court to take all surrounding circumstances into account, such as the reasonable period of absence, the employees work record and the employers treatment of similar offences in the past. Absence does not warrant automatic dismissal nor does it justify extended absence. Ultimately, the burden is to be shared by both employer and employee to ensure that the employment contract is constitutionally fair, clearly defined and precisely communicated to parties. The workplace is only an extension of the individual and the collective constitutional birth right; we all have equal right to justice, yet not all cases are the same. / Thesis (LLM (Labour Law))--North-West University, Potchefstroom Campus, 2012

Thesis (M.A.)--University of Missouri-Columbia, 2007. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on April 15, 2008) Includes bibliographical references.