The purpose of this study was to explore the career and life paths of male and female Senior Student Affairs Officers (SSAOs). The study used Super’s components of Work Salience and Career maturity to examine gender differences and commonalities of individuals in their climb to a SSAO position. Specifically, the study examined the role of family and personal life and the intersection with career. Employing qualitative methods in the form of semi-structured interviews, this study investigated the following research questions: 1. How do female SSAOs describe their life and career development according to Super’s factors of Work Salience and Career Maturity? 2. How do male SSAOs describe their life and career development according to Super’s factors of Work Salience and Career Maturity? 3. How do male and female SSAOs life and career development experiences compare to one another according to Super’s factors of Work Salience and Career Maturity? The transcripts were analyzed using open and focused coding to find themes present in the data. The coding process was reviewed by a peer as well as a panel of experts to ensure trustworthiness. The findings of the study indicated themes regarding caregiving, work experience, leisure activities, marital status, scheduling, and career planning. / Ph. D.

yes / In the UK at present Taser electrical stun weapons can only be used by trained firearms officers in situations where the use of firearms is also authorised. But the Association of Chief Police Officers (ACPO) is asking for these `non-lethal¿ weapons to be made more widely available to other police officers. If this is agreed there will be significant implications for the use of force by police in the UK. In July 2005 the Home Office Minister, Hazel Blears, had stated that the Taser was a dangerous weapon and not appropriate for wider use. The rationale behind the deployment of `non-lethal¿ or `less-lethal¿ weapons, such as the Taser, is to provide police officers with an alternative to lethal force for dangerous and lifethreatening situations they face. Wider availability of such weapons should, it is argued, further limit the need to resort to lethal firearms and thereby reduce incidence of serious injury and death. Over the past few months senior police officers have issued public statements that the Taser weapon should be made available to all officers on the beat. They argue that because police are facing dangerous individuals on an everyday basis, the Taser is required to protect their officers and deal with violent offenders without having to call in a firearms unit in certain situations. A crucial point about this proposal is that it would represent a scaling up in the `visible¿ arming of police officers in the UK. It is claimed by opponents that such an extended use of Taser would actually result in an increase in the level of force used by police in the UK, a concern also echoed by the Independent Police Complaints Committee (IPCC) in the minute of their 27 April 2005 `Casework and Investigations Committee¿ meeting.

The culture of honor theory proposed by Nisbett and Cohen (1996) addresses the historically higher rates of violent crime in the Southern United States, as well as the disparities that can be observed in the laws, beliefs, and social expectations between the South and other regions. Previous research has reported significant differences between the beliefs of acceptable violence among Southerners compared to non-Southerners; however, no research has been conducted comparing different demographic groups of Southerners. The current study sought to evaluate whether there were observable differences between various demographic attributes such as gender, race, age, educational attainment, political affiliation, prior law enforcement or military experience, and adherence to the culture of honor. It was found that there is a statistically significant relationship between experience in the military/law enforcement and culture of honor adherence, as well as statistical significance between an individual’s political affiliation and adherence to culture of honor beliefs.

The purpose of this study was to examine the relationship between Tennessee wardens’ leadership practices and correctional officer job satisfaction. Utilizing the Leadership Practices Inventory (LPI), the relationship between correctional officers’ perception of the warden’s leadership practices and the LPI norms were examined. Additionally, utilizing the LPI, the relationship between self-ratings of the warden’s leadership practices and the observer rating of the LPI were assessed. Lastly, utilizing the Job Satisfaction Survey (JSS) and observer LPI, correlations were examined between the correctional officers’ job satisfaction and their perception of the warden’s leadership practices. Findings of this study showed lower correctional officers ratings of the wardens on the five LPI subscales than the inventory’s norms. In a comparison of the LPI wardens’ self-perception and the correctional officers’ observer perception, correctional officers rated the wardens lower than the wardens rated themselves. The overall ratings of the correctional officer Job Satisfaction Survey (JSS)were neutral. However, of the nine JSS subscales, the results identified the nature of their work and supervision as the most positive. Pay, contingent reward, and promotional opportunities were rated as the primary reasons for job dissatisfaction. Additional findings indicated a positive relationship between job satisfaction and each of the five subscales of the LPI. / Doctor of Philosophy in Leadership

The purpose of this study was to identify perceptions of selected two-year and four-year higher education chief executive officers as to the sources of stress associated with the presidency, and what, if any, coping strategies they have developed. This study was guided by the following research questions: 1. What perceptions do selected two-year and four-year higher education chief executive officers have of sources of stress associated with their job that may cause distress? 2. What is the degree of distress associated with each source of stress as perceived by each individual? 3. What are the coping strategies utilized by each individual when distress replaces the normal tension and pressure associated with his job? A survey packet containing a descriptive questionnaire and open-ended questions was used to determine the perceptions of selected two-year and four-year public chief executive officers in the states of Maryland, New Jersey, Pennsylvania, Virginia, and West Virginia. Five Carnegie Classifications of colleges and universities were selected in order to establish a control group (N = 140) with similar types of distress that may be associated with the presidency based on the level of the degree offered and the comprehensiveness of the mission of the institution. The data collected from the 92 useable returned questionnaires were entered into a data base for computer analysis and calculations. Specifically, descriptive statistics of the mean, standard deviation and Z-score were used to calculate the degree of distress for each source of stress. Open-ended questions were used to clarify responses on the questionnaire and to examine coping strategies utilized by the respondents. Based on the results, eight primary sources of job stress were identified. The top three were budget, state coordinating/governing agency and career conflict with spouse. Positive and potential negative initial and preferred coping strategies were listed by the respondents. In conclusion, presidents were able to identify primary sources of stress · in order to develop positive coping techniques. Further research is needed to explore stress and coping within the leadership of higher education. / Ed. D.

Utilizing the debates of the German Reichstag, the proceedings of the SPD, the memoirs of the leading military and Marxist figures and the principal newspapers of the Second Reich and Weimar Republic, this dissertation attempts to show how the army chiefs and the socialist leaders of Germany altered their policies not only to promote their interests but also to protect the state.

This study is based on the multiple-frame leadership orientation theory developed by Bolman and Deal. In August 1999, the Leadership Orientations (Self) (1990b) survey instrument, designed by Bolman and Deal to enable leaders to rate themselves on their use of four organizational frames, was mailed to 538 chief executives of nonprofit organizations in central Florida. The useable return rate for this study was 44.1 % (N=202) useable surveys. This study sought to identify the chief executives' use of the structural, human resource, political, and symbolic frames and to examine the relationship between frame usage and age, gender, highest degree major, years in current position, years of experience as a chief executive of any nonprofit organization, size of the organization, and types of post-degree management training. The chief executives' self-ratings of leadership effectiveness and their self-ratings of managerial effectiveness were also examined. Major findings of this study included: (1) the human resource frame was the primary frame used by the chief executives; (2) the symbolic frame was the second most frequently used frame; (3) the political frame was the least used frame; (4) less than half (41.3%) of the chief executives used multiple frames, i.e., three or four frames; (5) female chief executives were more likely to use the symbolic frame than were male chief executives; ( 6) frame use for the chief executives did not differ based on age, highest degree major, years in current position, years of experience as a chief executive of any nonprofit organization, size of the organization, or types of post-degree management training; and, (7) the chief executives rated themselves as slightly more effective leaders than managers.

Dissertation / The main purpose of the study was to determine whether there is a significant relationship between the transformational leadership styles of officers and their followers’ levels of work engagement. The instruments used in the study were the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and the Utrecht Work Engagement Scale (UWES). Followers (n=311) were identified in various units of the South African Army and provided with the instruments. The work engagement instrument was then completed by each follower, while the MLQ was completed by the follower for his or her specific leader, who in this instance, were all officers in the South African Army. Descriptive statistics were obtained and correlations completed for the data, which indicated a significant correlation between the transformational leadership of officers and their followers’ work engagement. / Industrail and Organisational Psychology / M. A. (Industrail and Organisational Psychology)

La violence contre les policiers a des répercussions importantes à la fois chez les policiers et pour les administrateurs de la police. En 2005, le taux canadien de voies de fait contre la police a atteint son plus haut sommet en plusieurs décennies, faisant état d’une situation préoccupante. Plusieurs provinces canadiennes connaissent d’ailleurs une hausse marquée de la violence contre leurs policiers depuis plusieurs années. Cette étude vise donc à examiner et à comprendre l’évolution du phénomène de violence contre les policiers au Canada par l’identification de facteurs qui pourraient expliquer les variations du taux de voies de fait contre les policiers. La méthode d’analyse privilégiée dans le cadre de cette étude est une analyse transversale de séries chronologiques regroupées (pooled time series) qui traite des données portant sur les dix provinces canadiennes pour une période allant de 1986 à 2006. Les résultats indiquent que plusieurs facteurs ont un impact sur la violence dont sont victimes les policiers : la proportion de la population âgée entre 15 et 24 ans, la proportion d’hommes de 15 ans et plus, la proportion de la population vivant dans une région urbaine, la proportion de gens divorcés, les taux résiduels de crimes de violence et de crimes rattachés aux drogues, et le nombre d’évasions et de personnes en liberté sans excuse. La présence croissante de policières, qui fait encore l’objet de débats, semble quant à elle réduire le nombre de voies de fait contre la police, quoique l’impact de ce facteur soit de faible portée. Au Québec, la une hausse importante du taux de voies de fait contre les policiers pourrait s’expliquer par la hausse de plusieurs facteurs identifiés comme jouant un rôle dans le phénomène, bien qu’il ne faille pas écarter qu’un changement dans la reportabilité puisse entrer en ligne de compte. / Violence against police officers has important implications both for police officers and police administration. In 2005, the Canadian rate of assault against police officers rose to its highest in decades, showing a worrying situation. Moreover, several Canadian provinces are experiencing a marked increase in violence against their police officers for several years. This study aims to examine and understand the trend of violence against the police officers in Canada by identifying factors affecting the rate of assaults against police officers. In order to do so, a pooled time series analysis, which processes data on the ten Canadian provinces for the period from 1986 to 2006, was performed. Findings indicate that several factors have an impact on the violence against the police: the proportion of young people aged 15-24, the proportion of males aged 15 and more, the proportion of population living in urban areas, the proportion of divorced people, the residual rates of violent crimes and drug crimes, and the number of people who escaped custody and prisoners unlawfully at large. The growing presence of women police officers, which is still debated, appears to reduce the number of assaults against police officers, although the impact of this factor is of limited scope. In Quebec, the continual increase in the rate of assaults against the police officers can possibly be explained by the increase of several factors identified as playing a role in the phenomenon, although a change in crime reporting can also be taken into account.

Utbildningen av officerare är omdiskuterad och har kanske alltid varit det. Men de senaste årens förändringar av officersutbildningen och akademisering av yrket samt ändrade befälsstrukturer i Försvarsmakten (FM) har återigen satt fart på diskussionen. Det handlar bland annat om FM får den officer som man behöver för att kunna bygga starka krigsförband och om officeren har de kvalifikationer som detta kräver? Men vad är officersyrket för något och vad är det egentligen FM vill ha? Studien undersöker just det, vad en officer är och vilka egenskaper som en officer förväntas att ha med sig in i yrket.  Utbildningen vid Försvarshögskolan (FHS) Officersprogrammet (OP) är det som skall leda till en officer med rätt kvalifikationer och egenskaper vilket leder till den andra delen av studien, där bilden av vad en officer är jämförs med de examensmål som programmet har. Dessa examensmål framgår av förordningen för FHS och med de 17 examensmålen examinerade så skall kadetten vara klar att påbörja sitt yrke som officer. Frågan är om den förutsättningen verkligen finns?   För att kunna göra denna jämförelse har studien, genom intervjuer, tagit fram en modell av en officer från det unika med officersprofessionen, våldsmonopolet, via antagningskrav för utbildningen till egenskaper som officeren måste ha och roller som officeren utövar. Modellen har två portalparagrafer som är att betrakta som en sammanställning, vilka studien anser är nödvändiga för att hantera de mest allvarliga frågor som i förlängningen kan innebära beslut om liv eller död.  Portalparagraferna är mångsidighet och en väl utvecklad inre kompass.   I jämförelsen mellan modellen och examensmålen har studien funnit att examensmålen är avmilitariserade och har en teoretisk slagsida. Den väpnande striden har kommit i skymundan och officerares ansvar för det statliga våldsmonopolet inte finnsmed. De tydliggör inte heller en del av de egenskaper och kvalifikationer, som studien har visat, är nödvändiga för att officeren som ledare ska kunna hantera yrkesprofessionen och axla det ansvar detta kräver. Det gör att kadetten inte fullt ut får den möjlighet att bli den officer som FM behöver.   Studien visar bland annat att examensmålen bör ses över och kanske även till del skrivas om. / The training of military officers is well debated and has always been. But the recent years' changes in officer training and the academisation of the profession and also changed command structures in the Swedish Armed Forces (SAF) have once again set the stage for discussion. Among other things, it is about SAF getting the officer they need to build strong units and whether the officer has the qualifications that this requires? But what is the profession as an officer and what does the SAF really wants? The study examines just that, what is a military officer and what qualities an officer is expected to bring into the profession.  The education at the Swedish National Defense University (SDU) and the military officers’ program (OP) is the education, which should lead to a profession as an officer with the right qualifications and characteristics. This leads to the second part of the study, where the image of an officer is compared to the exam objectives for the program. These exam objectives are stated in the ordinance for SDU, and with the 17 exam objectives examined; the cadet should be ready to begin his profession as an officer. The question is whether this condition really exists?  In order to make this comparison, the study, through interviews, has developed a model of an officer from the unique with the profession, the monopoly of violence, via admission requirements for the education, to characteristics that the officer must have and roles that the officer exercises. The model has two portal paragraphs that are a compilation of the model, which the study considers necessary to deal with the most serious issues that may ultimately involve decisions on life or death.   The portal paragraphs are versatility and a well-developed inner moral guidance.  In the comparison between the model and the exam objectives, the study found that the objectives are demilitarized and have a theoretical approach. The armed battle is overshadowed and the officers' responsibility for the state monopoly of violence is not included. Nor do they clarify some of the characteristics and qualifications that the study has shown are necessary for the officer to be able to manage the profession as a leader and shoulder the responsibility this requires. This means that the cadet does not fully get the opportunity to become the officer that SAF needs.  The study shows, among other things, that the exam objectives should be reviewed and perhaps even partly rewritten.