Diss.

Syfte och frågeställningar Syftet med detta examensarbete var att göra en inledande studie som ger en första uppfattning av nivån på den aeroba energiomsättningen under skyddstjänst ombord på ett fartyg. Frågeställning: Vilken nivå på den aeroba energiomsättningen når försökspersonerna upp till under skyddstjänstövning? Metod Tjugotre kadetter som studerar till officerare genomförde förtester i form av submaximalt och maximalt cykeltest samt beep-test för beräkning av maximal syreupptagningsförmåga. Femton av dessa deltog som försökspersoner i en slutövning i skyddstjänst där hjärtfrekvens (Hf) mätningar gjordes och upplevd ansträngning skattades enligt Borgskalan. Resultat Sex av försökspersonerna uppnådde högst nivåer på den aeroba energiomsättningen under momentet "skrovskadeskydd", sju under momentet "brand 2" och två under "brand 1". Hf varierade mycket mellan momenten och individerna pga. att försökspersonerna hade olika arbetsuppgifter, men det moment som gav högst medel Hf och högst uppnådda Hf var skrovskadeskyddsmomentet. Den skattade ansträngningen enligt Borgskalan upplevdes som mest ansträngande i skrovskadeskyddsmomentet. Slutsats Under momenten var det flera som under mer än hälften av tiden låg i en pulszon som innebar medelintensivt eller högintensivt arbete, vilket tyder på att det krävs en hög aerob energiomsättning för många av uppgifterna. Trots att uppgifterna fördelades inom grupperna och några fick arbeta hårdare än andra bör den tyngsta uppgiften fungera som minimikrav som samtliga i besättningen måste uppnå. Nivån på ett konditionskrav för sjögående personal går ej att fastställa med denna studie, men värdena som presenteras visar dock att arbetet under längre tid kan ligga på nivåer som kräver en hög aerob energiomsättning.

In recent years, school resource officers (SROs) and their role in the context of school safety have become a popular topic of research. In this study, I analyze data from 31,156 students from over 100 schools in Kentucky to better understand how students perceive SROs and the impact of SROs on their perceptions of school safety. The findings reveal that males, students who liked having an SRO at their school, students who saw their SRO at several locations on campus during the typical school day, and students who viewed their SRO as more than a law enforcer felt safer at school and had a higher opinion of the SRO working at their school. Interestingly, school-level variables had no impact on these relationships. Implications for policy and future research are also discussed.

Försvarsmaktens resa har fram tills nyligen präglats av att myndigheten krymper. Vi har sett hur invasionsförsvaret övergick till ett insatsförsvar som i större uträckning fokuserade på verksamhet utomlands Insatsförbanden utrustades med modern materiel som i de flesta fall var i bruk hela tiden. Materielen fanns hos förbanden. Med få insatsförband förfogade Försvarsmakten över en tillräcklig mängd fordon för att kunna förse alla insatsförband med den utrustning de skulle ha. Stegvis förändrades säkerhetsläget i Sveriges omgivning. Under 2014 skedde en stor förändring när Sveriges ÖB undertecknade ett värdlandsavtal med NATO. Avtalet innebär bland annat att NATO kan bistå Sveriges Försvarsmakt med materiel såsom fordon i händelse av kris eller krig. Olika styrdokument har efter hand växt i omfattning och präglas i hög grad av att Försvarsmakten använder sina egna fordon. Detta ligger till grund för den tekniska utbildning som Försvarsmakten nyttjar. Den tekniska officeren förlitar sig på att det finns anvisningar, utbildning och kurser, regler och tillvägagångssätt för många av de situationer som uppkommer inom den tekniska tjänsten, men vad händer om teknikern plötsligt befinner sig utanför de ordinarie ramarna och måste agera utan anvisningar och anpassade regler? Försvarsmakten är nu inne i ett annat skede för första gången på länge, den växer. Tillväxten innebär att Försvarsmakten inte har fordon i tillräcklig mängd för att fylla insatsförbanden. Lösningen på fordonsbristen är att man krigsplacerar civila fordon som man anser vara ändamålsenliga. I framtiden kan det alltså se annorlunda ut där den tekniska specialistofficeren plötsligt stöter på fordon som har tillförts från det civila samhället eller kanske genom värdlandsstöd. Kan Försvarsmakten behöva se över sin utbildning och sitt tillvägagångssätt, för att bättre fostra det tekniska skrået för att möta morgondagens materiel? I denna studie använder vi oss av en induktiv, kvalitativ studie med intervjuer och workshop som vi sedan analyserar med Grounded Theory. Vår teoretiska referensram är lärandet genom olika perspektiv. Resultatet av vår studie har vi belyst genom att konstruera en modell för att bättre utveckla och skapa riktade förutsättningar för att i slutändan producera tekniska officerare som har bättre förutsättningar att lyckas vid en mobilisering än vad dagens tekniker har. / Until recently, the journey of the Armed Forces has been characterized by the shrinking of the organization. We have seen how the old invasion defence transitioned to a smaller more mobile response defence that focused to a greater extent on activities abroad. The Quick Respond Units were equipped with modern equipment, which in most cases was in use all the time. The equipment was with the units. With few units, the Swedish Armed Forces had a sufficient number of vehicles to be able to supply all units with the equipment they would need. Gradually, the security situation in Sweden's surroundings changed. In 2014, a major change took place when Sweden's ÖB signed a host country agreement with NATO. The agreement means, among other things, that NATO can aid the Swedish Armed Forces with material such as vehicles in case of a crisis or war. Various governing documents have gradually grown in scope and are characterized to a considerable extent by the Armed Forces using their own vehicles. This is the basis for the technical training that the Armed Forces use. The Technical Officer relies on the existence of instructions, training and courses, rules and procedures for many of the situations that arise in the technical service, but what happens if the technician suddenly finds himself outside the normal framework and must act without instructions, regulations and adapted rules? The Armed Forces are now in a different stage for the first time in a long time, the Armed Forces are growing. The growth means that the Armed Forces do not have vehicles in sufficient quantity to fill the need for expanding number of units. The solution to the vehicle shortage is to deploy civilian vehicles that are considered fit for purpose. In the future, then, things may look different where the technical specialist officer suddenly comes across vehicles that have been supplied from civil society or perhaps through host country support. Could the Armed Forces need to review their training and approach, to better nurture the technical guild to meet the equipment of the future? In this study, we use an inductive, qualitative study with interviews and workshops, which we then analyse with Grounded Theory. Our theoretical frame of reference is learning through different perspectives. We have summarized the results of our study by constructing a model to better develop and create targeted conditions to ultimately produce technical officers who have better conditions to succeed in a mobilization than today's technicians have.

<p>Environmental management officers – leadership and employeeship in local environmental health authority</p><p>The purpose of this study was to illustrate the working situation of municipal environmental health management officers. This is a qualitative study where I have interviewed ten environmental officers in ten municipalities in Sweden. The interviews were based on a half structured interview guide with questions. I have interpreted the interviews through different leadership theories. The role of the management officers is divided into many roles. The management officers have many possibilities to get more education in leadership for example they can join a network for environmental management officers or participate in different courses that employer pay. Ten different styles of leadership were found in this study: the manager with focus on administration systems, the Jack-of-all-trades-manager, the coach, the administrative official, the parent-manager, the working too much manager, the manager that get “helicoptered” by higher management, the pragmatic manager, the find out manager and the manager as manager. The employee situation is sometimes turbulent and employee turnover is extensive. The efficiency is low when a lot of time is necessary to continually educate new staff all time. The turnover and lack of development for an environmental health officer is costly because the resulting efficiency is lower than necessary. Working as an environmental health officer is an occupation with external and internal conflicts. More research is needed to develop the area of municipal environmental health in many ways.</p>

Environmental management officers – leadership and employeeship in local environmental health authority The purpose of this study was to illustrate the working situation of municipal environmental health management officers. This is a qualitative study where I have interviewed ten environmental officers in ten municipalities in Sweden. The interviews were based on a half structured interview guide with questions. I have interpreted the interviews through different leadership theories. The role of the management officers is divided into many roles. The management officers have many possibilities to get more education in leadership for example they can join a network for environmental management officers or participate in different courses that employer pay. Ten different styles of leadership were found in this study: the manager with focus on administration systems, the Jack-of-all-trades-manager, the coach, the administrative official, the parent-manager, the working too much manager, the manager that get “helicoptered” by higher management, the pragmatic manager, the find out manager and the manager as manager. The employee situation is sometimes turbulent and employee turnover is extensive. The efficiency is low when a lot of time is necessary to continually educate new staff all time. The turnover and lack of development for an environmental health officer is costly because the resulting efficiency is lower than necessary. Working as an environmental health officer is an occupation with external and internal conflicts. More research is needed to develop the area of municipal environmental health in many ways.

Approved for public release, distribution is unlimited / This thesis compares characteristics that influence intended stay/leave behavior of non prior service junior naval officers from two different time periods. Samples of officers, under the rank of lieutenant, with less then six years of active duty service from the 1992 and 1999 Department of Defense Surveys of Active Duty Personnel were used for this analysis. Metrics for important determinates of retention were constructed using similar questions from both surveys. Logistic regression was used to identify significant influences on retention intentions in both survey years. Two composite dimensions positively affected retention intentions in both survey years: satisfaction with Service Attributes and satisfaction with Present Employment Attributes. Being female negatively affected retention intentions in both surveys. The minority variable, Black, the number of PCS moves, and having debt greater than $7 ,500 positively affected retention intentions, while being stationed onboard a ship, probability of finding a civilian job, and the composite dimension, satisfaction with Future Employment Attributes, negatively affected retention intentions in 1992. Influence from a significant other and the number of hours worked positively affected retention in 1999. Monetary variables were highly significant for retention intentions in 1992 but not in 1999. It is likely that the force drawdown, base closures, and a weak economy in 1992 explain these differences. / Lieutenant, United States Navy

The Aim of this study was to gain an understanding of how educational welfare officers reason and act when there is a suspicion of child maltreatment. An employee who regularly meets children where there is a suspicion of child maltreatment is required by law to report it to social services. Five educational welfare officers from the Kronoberg county, as well as one from an adjacent county, received vignettes with three fictive accounts of children who were being maltreated.  The educational welfare officers were then interviewed and asked questions concerning the vignettes. The results and following analysis showed that if there was a suspicion of child maltreatment, then the educational welfare officers in general reported it to the social services. However, an exception to this was when they believed it not to be in the best interest of the child to report their suspicions. The results further showed that stigma, as described by Goffman (2014), was a factor that could drive the educational welfare officers towards acting in a way that wasn´t in accordance to what was required by the law. The actions they took could further be understood by using Lipsky´s (2010) “Theory of discretion”, which in this study translated to whether they acted in a way that was either fully in accordance to the law or in a more dubious way.

Police officer applicants need to be in top physical condition and must pass a physical ability test in order to be accepted into the police academy. However, many police departments do not require incumbent police officers to take such tests after passing the academy, even though the job requirements may not change. Research has documented the importance of police officer fitness and its applicability to their work. Separate studies have also shown the benefit of organizational wellness programs to employees. There is a gap in the literature, however, regarding police officer perceptions of physical fitness as it relates to police work and about department provided wellness programs. The purpose of this study was to understand what concerns police officers have about health and job performance and to determine how important they believe wellness programs are in aiding them to remain in proper physical condition. This study referred to the theory of planned behavior to understand the behavior of police officers regarding fitness. This phenomenological study used 20 personal interviews of suburban Illinois police officers that were inductively coded and analyzed for emergent themes. The key findings revealed that police officers felt a need for police departments to implement policies regarding physical fitness standards throughout all stages of their careers. The results revealed a need to provide more education so the officers can make better informed decisions regarding their fitness. Positive social change may result if police officers recognize the need for health and fitness and understand how being fit could prepare them for greater usefulness in serving the community, thereby leading to a reduction of injuries, medical claims, and early retirement.

Police officers endure various threats ranging from verbal abuse to physical attacks, which can escalate and lead to police officer stress. Despite the abundant research exploring the relationship between high-stress occupations and environmental health, adequate exploration of the relationship between officer stress and hot spot policing (HSP; area with an above-average level of crime) has yet to occur. The purpose of this correlational study was to use Cohen and McKay's conceptualization of the stress-buffering hypothesis to explore whether HSP mitigates the negative impact of job stress, leading to improved officer performance and ultimately improved relationships between the police and communities as well as lower crime rates. Posting of a SurveyMonkey link in law enforcement only, social-media communities (with administrator permission) facilitated data collection for the 151 respondents. Findings indicated that the overall regression model was significant; however, the simple correlation between HSP and officer stress (.118) indicated that HSP alone does not account for unique variance (there was a value of .014 or 1.4% of the variation in officer stress). The social change implications of this study include recommendations to police department administrations to continue to explore efforts to reduce officer stress, which could lead to improved officer performance and police and community relationships.