Approved for public release; distribution is unlimited / Wolosin, 2003). Female officers are often overlooked in military QOL research, however they face the same, if not more difficult work/family conflicts than their civilian counterparts or their male military compatriots. Data from the 2002 Navy Quality of Life Survey were used to examine life domains where work/family conflict has the greatest impact on retention. Hierarchical regression was used to identify life domains (e.g., family factors, job experiences, job satisfaction, and commitment) that are key drivers of retention intent among female Naval officers. By identifying areas that are strongly related to female officer retention intentions, policymakers can explore developing strategies to support female officers, such as family support programs, mentoring programs, or professional support networks. / Lieutenant, United States Navy

Approved for public release, distribution is unlimited / This thesis analyzes the effects of commissioning sources on the retention and promotion of U S Army officers The data in this thesis were taken from the Active Duty Military Master File, with separate data sets for cohorts commissioned from 1981 through 2001 We describe three logistic regression models: Retention to the Grade of O-4, Promotion to O-4, and Promotion to O-5 We conclude that Academy graduates have the lowest retention rates, whereas OCS graduates have the highest retention rates Among male officers, retention rates are higher for ROTC graduates than for those with Direct Appointments; among female officers retention rates are higher for Direct Appointments than ROTC graduates The Promotion to O-4 Model indicates that the effect of commissioning source is different within gender, race and marital status groups The results of the promotion to O-5 model contrasts with those of the O-4 models Academy graduates are more likely to be promoted to Lieutenant Colonel than those from other sources, followed by ROTC graduates and then Direct Appointments The effects of the Army's reduction in force ("drawdown") between 1989 and 1996 are not accounted for in this thesis as they cannot be modeled with the data at hand. / First Lieutenant, Turkish Army

<p>Försvarsmakten har sedan länge haft uppgiften att delta i internationella insatser, och som på senare år intensifierats. I början på 2000-talet startade en transformation mot en ny försvarsmakt med ökat internationellt fokus. I denna förändring har arbete skett i olika steg för att förändra myndighetens organisationskultur. Ett av syftena med denna kulturförändring var att öka officerares benägenhet att söka sig till befattningar i utlandsstyrkan. När ett sådant förändringsarbete sker kan diskurser uppstå kring vissa frågor, inom en given kontext med ett specifikt syfte, och ett givet språkbruk. I detta fall uppstod en diskurs kring internationell tjänst och meritvärdering av denna.</p><p>Denna uppsats syftar till att kartlägga den diskursiva och sociala praktiken mellan åren 2000 - 2007 och finna diskrepanser eller överensstämmelser. Utifrån detta resultat utvärderas praktiken med hjälp av teorier om organisationskultur. När en ny organisationskultur ska utvecklas finns primära och sekundära mekanismer som bör hanteras för att lyckas med ett förändringsarbete. Dessa mekanismer samt teorier om mångtydighet och motsägelser används i uppsatsen för att utvärdera och förklara resultatet inom diskursen.</p><p>Resultatet av undersökningen visar att diskursen har förändrats under undersökningsperioden, dels beroende på byte av ledare för organisationen och sannolikt även av ett ökat politiskt tryck på förändring. När det gäller genomslag i den sociala praktiken är upplevelsen av den enskilde officeren att det inte meriteras. Analysen av resultatet har skett ur olika perspektiv på att utveckla organisationskultur, bl.a. belöningar, befordran och statusbildande åtgärder. Resultatet pekar på en tendens, att det finns ett institutionaliserat sätt att befordra officerare som inte utgår från den internationella tjänstgöringen.</p> / <p>For many years now the Swedish Armed Forces have been tasked to participate in international missions, more intensely so in the last couple of years. At the beginning of the millennium the Armed Forces started a transformation with a more international focus. In this transformation work also started to change the organizational culture within the Armed Forces. The purpose of this change was to increase the willingness of officers’ participating in international missions. When changes like this are launched discourse arises - in this case a discourse about international missions and merit rating.</p><p>The purpose of this essay is to map the discursive and social practice between the years 2000 and 2007 and investigate discrepancies and concordance between them. Theories about organizational culture are used to interpret the results. When a new organizational culture is to be launched there are some mechanisms to be dealt with for a successful result. These mechanisms and theories about inconsistencies in organizational culture are used to evaluate the results.</p><p>The result of the study is that the discursive practice has changed during the studied period. In the social practice the results are that there is a tendency for the officers to experience that the merit value is not in concordance with the discursive practice.</p>

Försvarsmakten har sedan länge haft uppgiften att delta i internationella insatser, och som på senare år intensifierats. I början på 2000-talet startade en transformation mot en ny försvarsmakt med ökat internationellt fokus. I denna förändring har arbete skett i olika steg för att förändra myndighetens organisationskultur. Ett av syftena med denna kulturförändring var att öka officerares benägenhet att söka sig till befattningar i utlandsstyrkan. När ett sådant förändringsarbete sker kan diskurser uppstå kring vissa frågor, inom en given kontext med ett specifikt syfte, och ett givet språkbruk. I detta fall uppstod en diskurs kring internationell tjänst och meritvärdering av denna. Denna uppsats syftar till att kartlägga den diskursiva och sociala praktiken mellan åren 2000 - 2007 och finna diskrepanser eller överensstämmelser. Utifrån detta resultat utvärderas praktiken med hjälp av teorier om organisationskultur. När en ny organisationskultur ska utvecklas finns primära och sekundära mekanismer som bör hanteras för att lyckas med ett förändringsarbete. Dessa mekanismer samt teorier om mångtydighet och motsägelser används i uppsatsen för att utvärdera och förklara resultatet inom diskursen. Resultatet av undersökningen visar att diskursen har förändrats under undersökningsperioden, dels beroende på byte av ledare för organisationen och sannolikt även av ett ökat politiskt tryck på förändring. När det gäller genomslag i den sociala praktiken är upplevelsen av den enskilde officeren att det inte meriteras. Analysen av resultatet har skett ur olika perspektiv på att utveckla organisationskultur, bl.a. belöningar, befordran och statusbildande åtgärder. Resultatet pekar på en tendens, att det finns ett institutionaliserat sätt att befordra officerare som inte utgår från den internationella tjänstgöringen. / For many years now the Swedish Armed Forces have been tasked to participate in international missions, more intensely so in the last couple of years. At the beginning of the millennium the Armed Forces started a transformation with a more international focus. In this transformation work also started to change the organizational culture within the Armed Forces. The purpose of this change was to increase the willingness of officers’ participating in international missions. When changes like this are launched discourse arises - in this case a discourse about international missions and merit rating. The purpose of this essay is to map the discursive and social practice between the years 2000 and 2007 and investigate discrepancies and concordance between them. Theories about organizational culture are used to interpret the results. When a new organizational culture is to be launched there are some mechanisms to be dealt with for a successful result. These mechanisms and theories about inconsistencies in organizational culture are used to evaluate the results. The result of the study is that the discursive practice has changed during the studied period. In the social practice the results are that there is a tendency for the officers to experience that the merit value is not in concordance with the discursive practice.

Officers played an important role on the vessel, including instrument operations, navigational safety, and cargo handling. Therefore, all the shipping companies desired to recruit outstanding people to fit the business strategies and enhance organizational performance. In 2005, according to BIMCO (Baltic International Maritime Council) / ISF (International Shipping Federation), there is the imbalance of the demand and supply. Shipping industry acts as an important role for Taiwan¡¦s economic development in past decades. An effective shipping development policy must contain those projects of officers¡¦ training, employment, and welfare scheme. All these measures have to be adopted through legislative efforts which will rely on the efforts of government and private sectors. In view of Taiwan¡¦s officers¡¦ policy has faced some challenges and needs to be reviewed in order to provide solutions to the difficulties. In this way, this study focuses on those officers of S company by qualitative interview, knowing the imbalance of the demand and supply and provides strategies recommendations. The results showed that small and medium carriers operate this industry with limited funds and lacking of complete structure. In this situation, those officers¡¦ welfare need to be enforced. The Government should develop complete and effective policies. In this way, we can build up a promising marine industry. In this case, we can find out that the company in the whole welfare system is worse than other companies. The policy-related issues including the flag of convenience problem, national mechanism for the overall training system, and the imbalance of demand and supply¡Ketc. We expect that the industry, government, academia provides an effective and sustainable policies to enhance and develop the shipping business. Keywords: Shipping development policy, officer¡¦s policy, imbalance of officer¡¦s supply and demand

A STUDY OF PUBLIC IMAGERY OF POLICE WORK FROM THE PERSPECTIVE OF GENDER: THE CASE OF ANKARA Demir, Murat Cem Ph.D., Department of Sociology Supervisor: Prof. Dr. Kayhan Mutlu February 2010, 245 pages Police &ndash / public relations and image of the police are fields of study that are dealt with more and more recently in the disciplines of criminology and sociology. These subjects are also partially the matter of this study. The purpose of our study is to find out how the image of the police is influenced by the gender / that is what kind of a role the gender plays in the police &ndash / society relations. In brief, this study seeks answers for the questions such as whether the level of relationship that the people establishes with the female police officers and male officers is the same / whether the perception of the public changes towards female and male police officers / and the role of the gender in the formation of such relation, in other words, whether men and women have a different perception of the police officers in general terms and whether they perceive the female and male police officers in different way in specific terms by means of surveys and questionnaires. When the data from the questionnaire conducted with 313 respondents in the sample of Ankara and the information obtained from the interview data carried out with 16 people in this study are interpreted, it has been found out that the police and public relationship is never static and routine and uniform / on the contrary this relationship is rather dynamic and heterogeneous. In short, the police &ndash / public relation is fit on a complex equation rather than a simple one. One of the most notable reasons of this complexity lies at the identities of the actors / that means the heterogeneity of the identities. Gender is a significant variable determining (elaborating) the relation of the police &ndash / public and constitutes an important part of the identity. In this study, the gender has the role and task of both independent variable, and dependent variable representing the perception of female and male police officer since when we have a look with the gender axis, we happen to see the cross equation in the police &ndash / public relation: male police officer &ndash / female police officer, male citizens &ndash / female citizens. A considerable contribution of this study is its investigation of the above mentioned cross relation along with the public dimension. Keywords: Gender, Police Image, Female Police Officer, Male Police Officer

Suite aux multiples crises économiques, le directeur financier est devenu un acteur majeur au sein de l'entreprise. Ses missions ont incontestablement évolué. Au départ, il exerçait des missions comptables garantissant une gestion financière efficace. Aujourd'hui, il occupe des fonctions stratégiques nécessaires au développement de l’entreprise. Cette diversité des compétences lui permet d'avoir une vision globale et transversale de l'entreprise. Malgré son rôle prépondérant, aucune étude n’a été menée concernant la détermination d’un statut juridique du directeur financier. Notre analyse a pour objectif de clarifier la fonction du directeur financier. A partir de l’observation de la réalité, l’étude statique de ses fonctions complétée par une analyse dynamique de leur exécution, nous a permis de dégager un statut juridique commun à l’ensemble des directeurs financiers. / Following multiple economic crises, the Chief Financial Officer has become a major player within the company. Its missions have unquestionably evolved. Initially, he performed accounting missions ensuring effective financial management. Today, it occupies the strategic functions necessary to the development of the company. This diversity of skills allows him to have a global and cross-enterprise vision. Despite its leading role, no study was conducted concerning the determination of the legal status of Chief Financial Officer. Our analysis is aimed, to clarify the function of Chief Financial Officer. From the observation of the reality, the static study of its functions supplemented by dynamic analysis of their execution, allowed us to identify a legal statute to all financial managers

Definition and basic theoretic information about Corporate Governance of big industry company Description and Analyse of corporate Management, the functions of Top Management Members, their role in relationship to owners / shareholders (describtion of used tools for internal control of government, investment and tools for financial analyses)

The technology landscape has changed dramatically over the past three decades. Organisations encounter extreme difficulty in managing their core capabilities which are enabled by technology. In light of this, organisations require strategic individuals who can continually carry the organisation to the new s-curve which will afford them the competitive advantage. The purpose of this study is to assist the Chief Technology Officer (CTO) and the c-level suite executives to effectively and appropriately position the CTO in an orgainsation. This will prevent Chief Information Officer (CIO) / CTO distortion and ensure that the CTO is being evaluated fairly. The findings of academics, as is evident in the literature review, underscore the essence of my finding that the position of the CTO in an organisation is not fully understood. The researcher has revised the current CTO models to develop the new ‘CTO TIE model’. This research highlights the viewpoint that the positioning of the CTO role will be influenced by two key variables; whether the CTO reports to the CIO or CEO? and whether the company is internally or externally technology focused? Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Job satisfaction among jail correctional officers is important because it ensures the continuity of officers who can promote and maintain a safe environment inside the jail for all staff and inmates. Most job satisfaction studies on correctional officers, however, are focused on prison officers and not county jail officers. The purpose of this correlational study was to test and extend Herzberg's Motivation-Hygiene theory by exploring job satisfaction and motivation among jail correctional officers in Miami-Dade Florida. Survey data were collected from 149 correctional officers using Specter's (1994) Job Satisfaction Survey. Data were analyzed through correlational and multiple regression analyses. Findings of the correlation results indicated positive relationships at the .05 level between the motivators and hygiene predictors with job satisfaction. Regression results indicated a statistically significant relationship between the motivators and hygiene predictors with job satisfaction (p = 0.00). The implications for social change include recommendations to jail administrators to provide channels through which their employees can inform them of prevalent issues to aid in increasing job satisfaction. Implementation of this recommendation may improve job satisfaction among jail correctional officers, thereby improving perceptions that the jail correctional officers are appreciated and trusted, increase their sense of self-sufficiency, improve morale problems, and help jail administrators invest in the well-being of current and future jail correctional officers that are needed to maintain the safety and security of correctional facilities.