Thesis (D. Min.)--Covenant Theological Seminary, 2005. / Abstract. Includes bibliographical references (leaves 134-136).

Thesis (M.A.)--Cincinnati Christian Seminary, 1986. / Abstract. Includes bibliographical references (leaves 188-190).

Current theoretical research focusing on prison violence suggests that staff culture might influence inmate behavior. Correctional officers have the most interaction with inmates, and a crucial aspect of achieving staff and institutional legitimacy involves treating inmates in a procedurally just fashion. Literature suggests that procedural justice in prisons relies on comprehensive care; inmates require dignity, respect, safety, and individualized treatment focused on successful community reentry. Since correctional officers vary in their capacity to convey legitimacy, individual characteristics such as officer gender might influence inmate perceptions, thereby affecting inmate behavior. The presence of women may symbolize a representative bureaucracy, and women may perform job duties differently based on preconceived attitudes, socialization, and predispositions to avoid violence. This project utilizes four waves of the Census of State and Federal Correctional Facilities (1990-2005) to examine the relative effects of the percentage women correctional officers on inmate-on-inmate and inmate-on-staff violence, assess whether these effects take time, and evaluate interactional effects between gender and institutional characteristics. Although some models are supportive of the argument that women officers affect prison violence, findings indicate that other factors are more important determinants.

The agency theory literature implies the pay-performance based managerial compensation can relieve the agency problem between shareholders and managers. As the interests of shareholders and managers are aligned, managers have incentive to invest in best projects and hence to improve firms’ performance. While the use of equity compensation to managers may reduce the agency cost between managers and shareholders, its impact on agency cost of debts is ambiguous. On the one hand, a large portion of equity compensation discourages risk-averse managers to invest in risky investment and hence reduce the credit risk. On the other hand, while the equity compensation brings the interests of managers in alignment to shareholder it may encourage managers to take opportunistic corporate strategies and to exploit the wealth of creditors. As a result, creditors may response to the CEO compensation package by imposing different covenant restrictions according to their perception of the credit risk. Supported with empirical evidence, this research finds that loan agreement contains more restrictive covenants if the firm’s CEO has a higher portion of option compensation to the total compensation, but contains less restrictive covenants if the firm’s CEO has a higher portion of stock compensation to the total compensation. It implies that creditors view that the increase in the use of option compensation would increase the credit risk of the firm, while the increase in the use of stock compensation would decrease the credit risk. This research also investigates the relation between the CEO option compensation and some specific financial covenants. The finding shows that the use of liquidity covenant and minimum net worth covenant is positively related to the CEO option compensation.

American bureaucracies are often assigned inconsistent goals, expectations, roles, and functions (Goodsell, 2004; Lipsky, 2010), exemplified in probation by Klockars’ (1972) classical dilemma of corrections that describes a punitive-rehabilitative dichotomy. A failure to prepare bureaucrats in corrections to address the classical dilemma this results in probation officers (POs) making decisions between and among competing options that consequently generally emphasize only one of the primary goals of probation (Ellsworth, 1990). This dissertation offers insight into and prompts rethinking of how corrections agencies prepare POs to address the classical dilemma. Few studies focus on how organizations educate POs to address the classical dilemma. This dissertation applies ethnographic content analysis to examine the messages communicated to correctional probation officers in the 95 lessons of the curriculum used by Florida Department of Corrections (FDC) to train new officers. To analyze the data and the meaning conveyed by the FDC I applied Saldana’s (2016) 5Rs framework of rules, routines, roles, rituals, and relationships. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2020. / FAU Electronic Theses and Dissertations Collection

The primary objective of this thesis was to analyze trends among demographic profiles and personalities identified by the CliftonStrengths® assessment (formerly Clifton StrengthsFinder®) of Illinois FFA state officers in order to better understand and improve the team dynamics and training provided by National FFA facilitators and Illinois FFA staff. The population analyzed included Illinois FFA officers elected from 2006-2019. Major findings include a positive trend among male candidates advancing through the Illinois FFA major state officer election process, though also identified a trend of females being elected more during the years more females originally run for office. Geographic representation of major state officers remained fairly consistent among the Illinois FFA districts, though large differences were identified in the representation from specific Illinois FFA sections. Various trends were also identified among gender representation and personality trends from each of the different Illinois FFA districts. Personality trends were identified among Illinois FFA major state officers, and differences were identified, most notably within the Strategic Thinking Domain, between Illinois FFA major state officer talent themes and those of state FFA officers nationwide. A pendulum affect was also identified in the talent theme domains most prevalent among Illinois FFA major state officers over time.

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Thesis (M.S.)--University of Wyoming, 2008. / Title from PDF title page (viewed on July 15, 2009). Includes bibliographical references (p. 29-31).

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