There is little academic research that examines whether there are differences between the ways probation officers and community members perceive the use of force on juvenile offenders. Failure to understand the differences in these perceptions negatively affected a probation department in California, which failed to address public concerns regarding the use of force in the juvenile hall, which resulted in a consent decree and a costly financial settlement. Using socialization theory as the foundation, the purpose of this study was to understand if there is a statistically significant difference between probation officers and civilians regarding their perceptions of use of force against juvenile offenders. Data were collected from a nonprobability sample of probation officers (n = 71) and community members (n = 125) in a Northern California community through an online survey that featured 5 scenarios of escalating behavior from a juvenile offender. Respondents were asked to evaluate whether the use of force was appropriate or excessive for each scenario. Data were analyzed using an independent samples t test and chi-square tests of independence. Findings indicated that, overall, there is a statistically significant difference in the perception of use of force between the 2 groups (p <. -4.04). Specifically, community members are more likely to have a lower threshold of tolerance for use of force than probation officers in 3 of the 5 scenarios in the survey. The positive social change implications of this study include recommendations to probation departments in California for enhanced collaboration and training with community members to better understand the expectations of each group related to use of force and the treatment of juvenile offenders.

Thesis (M.Com. (Accountancy))--University of the Witwatersrand, Faculty of Commerce, Law and Management, School of Accountancy, 2015 / Many studies considering the effects CEOs‟ characteristics have on the companies they run have been carried out in America. This study considers if organisational outcomes and strategic choices are partially predicted by managerial background characteristics as put forward by Hambrick and Mason (1984). It attempts to determine if the personality traits of CEOs of JSE listed companies (which result in them being classified as a narcissist) have an impact on the financial performance on the company for which they work. As identified by Chatterjee and Hambrick (2007), prior research has explored how executive‟s characteristics are manifested in organisational outcomes, however very little research addresses the narcissistic aspect of CEOs personalities. This study explored whether a relationship exists between CEO narcissism and strategic dynamism in a nonprobability, convenience sample.. A 5-item narcissism index was used as a proxy for narcissism and financial leverage, overhead efficiency and plant and equipment newness, were used to measure strategic dynamism. Multiple regression was used to analyse the data by applying CEO narcissism as the independent variable, strategic dynamism as the dependents variable whilst including control variables, including the CEO tenure, the age of the CEO, the age of the company, and indicator variable for the presence of a COO, the phase of the economy during which the CEO served his tenure and an indicator variable for which industry the company is operating in. The results of this study revealed that there is a viii correlation between the level of narcissism, captured using unobtrusive measures, of a JSE listed company‟s CEO and the level of strategic dynamism of that company. The results of the regression models suggest that whilst there is no observable relationship between narcissism and strategic dynamism, there is a relationship between narcissism and two of the components of strategic dynamism, financial leverage and plant and equipment newness. This research contributes further to the study of the effect of narcissistic CEO‟s on the companies for which they work and suggests that the personality traits of CEOs should be considered by company boards and shareholders when deciding to elect a person as CEO as well as by investors when deciding which companies to invest in.

M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / Law enforcement departments require staff members that are psychologically stable when facing stressful, unpleasant and undesirable situations during work activities. The literature indicates that law enforcers are exposed to dangerous and unpredictable situations; hence, emotional intelligence, resilience and happiness are important to them. Although the relationship between emotional intelligence (EI), resilience and happiness are considered essential, previous research based on these constructs within the law enforcement departments is limited. Therefore, the aim of this study was to determine the relationship between EI, resilience and happiness among police officers in the Sedibeng West District in the Gauteng province, South Africa. The study followed a quantitative research approach and a probability sampling method to achieve its empirical objectives. A self-administered questionnaire was distributed to 400 police officers within the Sedibeng West District. 330 responses were received, which resulted in a response rate of 82.5 percent for the main study. Descriptive statistics were used to analyse the data to determine the levels of EI, resilience and happiness among police officers and the results were positive. Correlation analysis was undertaken to investigate the existence of an association between the constructs. The results indicated a weak positive association between the self-emotion appraisal (SEA) dimension of EI and resilience recovery, and a positive association between the SEA dimension and resilience control. A weak positive association between the use of emotion (UOE) dimension of EI and resilience recovery was revealed and a positive association between UOE and resilience control as well. A significant weak positive association was indicated for the EI dimension other’s emotion appraisal (OEA) and resilience recovery, and a positive association between OEA and resilience control was also revealed. A significant weak positive association between the regulation of emotion (ROE) dimension of EI and resilience recovery, and a moderate positive association between ROE and resilience control was reported. Lastly, a moderate positive association between resilience recovery and happiness was reported and a positive, however, weak association between resilience control and happiness was reported. Regression analysis was undertaken to determine the predictive relationships between the constructs. The results showed no predictive relationship between SEA and resilience recovery and resilience control; between OEA and resilience recovery and resilience control; and between UOE and resilience recovery and resilience control. A significant predictive relationship between ROE and resilience recovery and resilience control was revealed. Lastly, a predictive relationship existed between both resilience dimensions (resilience recovery and resilience control) and happiness. The study recommends that law enforcement departments should develop police officers’ EI, resilience and happiness by promoting subjective well-being (SWB) programs. Programs focusing on EI may be implemented to enhance knowledge on how to regulate and manage emotions. Mental health clinics and debriefing sessions should be held to provide police officers with moral support. Finally, an action-oriented approach to assist police officers with their coping strategies and behavioural treatment is also recommended. The study also recommends that the involvement of Human Resources Development (HRD) within police departments should serve to support the wellness and development of police officers.

På grund av Covid-19 infördes ett alkoholförbud i syfte att minska smittspridningen i Sverige. Tidigare forskning visar att det finns ett samband mellan alkoholanvändning och våldsbrottslighet. Det är därmed av intresse att undersöka vilken påverkan alkoholförbudet haft på antalet misshandelsbrott i den offentliga miljön i Lund och hur det eventuellt förändrat arbetsuppgifterna för polisanställda med operativ inriktning respektive strategisk inriktning. Antalet anmälda samt självrapporterade misshandelsbrott har minskat mellan 2017 och 2021. Arbetsuppgifterna för de polisanställda skiljer sig åt eftersom vissa har ett strategiskt fokus och andra ett operativt fokus. Av resultatet i denna studie framgår det att misshandelsbrotten misnkat, både utfirån statistik av Polismyndigheten samt polisanställdas upplevda biild. Utifrån de fem semistrukturerade intervjuerna framgick det att arbetsuppgifterna för polisanställda med operativ inriktning förändrats mer än arbetsuppgifterna för polisanställda med strategisk inriktning. Samtliga polisanställda utför krogrelaterade arbetsuppgifter i mindre omfattnning och mer tid kan avsättas för andra relevanta arbetsuppgifter. Polisanställda med operativ inrikning hanterar samt förebygger en större mängd ungdomsbrott samt narkotikabrott medan polisanställda med strategisk inritkning i större utsträckning arbetar med grannsamverkan och att främja kontaktnätet med lokalsamhället. / Due to the Covid-19 the Swedish governement introduced an alcohol prohibition in an aim to reduce the spread of infection in Sweden. Previous research demonstrates that there is a conjunction between alcohol use and violent crimes. It is therefore of interest to investigate what impact the alcohol prohibition has had on the amount of assault crimes in the public environment in Lund and how it eventually have effected operational police officers and strategic police officers tasks of employment. The number of reported crimes and selfreported assault crimes has decreased between 2017 and 2021. The police officers tasks of employment differ because some have a operational focus and others have a strategical focus. The results in this study demonstrates that the assault crimes have decreased, both from statistics from the police department and police officers experience. From the five semistructured interviews it turned out that the operational police officers tasks of employment has changed more than strategical police officers. Both the strategical and the operational police officers perform restaurant-related tasks to a lesser extent and more time can be set aside for other relevant tasks. The operational police officers handle and prevent a large number of juvenile- and drugcrimes while the strategical police officers to a greater extent work with neighborhood cooperation and to promote the network of contact with the local community.

The present study utilized a mixed-methods strategy to examine the effectiveness, diffusion, and institutionalization of the Memphis Crisis Intervention Team (CIT) model. To evaluate the effectiveness of the training component of the CIT model, a panel research design was employed in which a sample of 179 law enforcement officers and 100 correctional officers in nine Florida counties were surveyed on the first day of training (pretest), the last day of training (posttest), and one month following their completion of CIT training (follow-up). These surveys measured the extent to which CIT training achieved several officer-level objectives, including increased knowledge of mental illness and the mental health referral process, improved self-efficacy when responding to mental health crises, and enhanced perceptions of verbal deescalation skills, mental health services in the community, and the mental health referral process. The results of these surveys revealed officers experienced a statistically significant increase on every measure of training effectiveness between the pretest and posttest data collection points. However, a significant decline was found among the 117 officers that responded to the follow-up survey on the measures associated with self-efficacy and perceptions of verbal de-escalation, which points to a measurable decay in the effectiveness of the training in the intermediate timeframe with regard to these two measures. To examine the extent to which the diffusion of the CIT model resembles a social movement in the field of criminal justice and to explore the impact of CIT institutionalization on the organizational structure of criminal justice agencies, an online survey was distributed to 33 representatives of law enforcement and correctional agencies known to participate in the CIT program in the nine Florida counties in which officers were surveyed. The results of this survey indicate interagency communication and external pressure i from mental health providers and advocates largely contribute to the decision of criminal justice agencies to adopt the CIT model. In addition, the findings of this survey suggest criminal justice agencies modify their organizational structure in a number of different ways to internalize and institutionalize the CIT model. By coupling a training program evaluation with an assessment of diffusion and institutionalization, this study makes a unique contribution to organizational and evidence-based literature.

The purpose of this study was to analyze the characteristics of, and the perceived responsibilities of chief financial officers in California single and multi-district community colleges. This study sought to answer questions about how current CFOs in California Community Colleges perceive the necessary skills and the value of job and professional development to do their job. This study focused on three research questions: 1) What do current California Community College CFOs perceive to be necessary preparation and skills and 2) How do current California Community College CFOs acquire the skills they believe necessary to be a California Community College CFO? 3) What are the demographic characteristics of California Community College CFOs? A survey with both structured closed and open-ended questions was used to identify what 110 California Community College CFOs perceive to be the necessary preparation, skills, and professional preparation is needed to be an effective community college CFO. The majority of the community college CFOs of California are white males between the age of 50 and 59 who are likely to retire within the next ten years. Women constitute 33 percent of the CFOs; 17 percent are African American; 8.5 percent Asians; and Hispanics, the fastest growing minority group in California, made up only 1.7% of the respondents. In this study, the data showed that California's current CFOs are highly educated and bring an average of 12 years of experience to their position. They tend to work in urban, ethnically diverse Hispanic serving community colleges with average student enrollments of 15 to 20 thousand unduplicated student head count. These seasoned CFOs identified skills and on the job experiences they felt were important to being a community college CFO. The identified skills and experiences provide data that can support the development of a comprehensive mentoring, training and professional development program that closely aligns with the needs of California's community college CFOs.

This master thesis investigates the public servants’ motives for switching their employment from the private to the public sector and for having a tendency to work in the public organization. It also focuses on factors they describe as job satisfaction and the challenges they have encountered after transitioning to the public-sector employment. The framework of Maslow’s Hierarchy of needs and Herzberg’s two factor theories provide an explanation for the reasons why public employees switched sectors and their perception on factors they perceived as motivation and challenges after switching into a new workplace in a new sector. A qualitative study was conducted, using semi-structured interviews to collect data from 8 respondents who are currently working for the government. All of them used to work in the private sector and later moved into the public sector. The study reveals a number of distinctive motives for them to make a sector switch. These include secure employment and pension, less workload and work-related stress, family inspiration, pride in the public sector job, career advancement, and making positive impacts to the community. The findings also identify a number of challenges faced by these sector switchers such as low wage and moonlighting, complicated hierarchy and bureaucratic structures, ineffective leadership and other management issues within the public office. The knowledge and information on these challenges have the implications for certain stakeholders, including recent graduates, employees, politicians, leaders at public institutions, and especially policy makers. Policy makers and/or politicians should consider creating employment policies that entice talented individuals to work for the government and enhance the working conditions for new civil servants. The study also has the potential to pave the way for the prospective recent graduates and employees, giving them sufficient information on which to base their choice of employment, either in private sector or for the government.

Livet som sjöbefäl är i dagens samhälle ofta förknippat med en världsomspännande arbetsplats med goda arbetsförhållanden. Dessa förhållanden under vilka svenska sjöbefäl idag arbetar kan dock snabbt förändras under en världspandemi, då många länder världen över stänger sina gränser och försätter landet i isolation. Men till vilken grad har covid-19-pandemin påverkat svenska sjöbefäl i dess yrkesliv och privat? Med den frågeställningen som bakgrund är syftet med den här studien att undersöka och belysa hur de svenska sjöbefälen anser sig påverkats och vad som kan förbättras inför framtiden.                                                                           Genom kvalitativa, semistrukturerade intervjuer med 5 olika svenska sjöbefäl har den empiri som ligger till grund för resultatet samlats in. Resultatet visar bland annat att en absolut majoritet av de respondenter som medverkat i studien upplever att deras familjer i störst utsträckning påverkats och att detta faktum var den jobbigaste delen av att inte vara hemma under betydligt längre tidsperioder än vad dessa befäl vanligtvis är. Informanterna önskar se förändringar kring deras möjligheter till att mönstra av och på i framtiden. / The life as a merchant marine officer is often seen as a worldwide workplace with good working and living standards. However, the life standard onboard these vessels where the Swedish officers work can quickly change during a worldwide pandemic when a lot of countries close their borders and put themselves in isolation. So, to what degree are these officers private life and life onboard affected by the corona pandemic?                                                                                                                     With that questions as background the purpose of this thesis is to research how the world pandemic affected the Swedish marine officers as well as what they think needs to be changed in future. Through interviews with 5 different Swedish officers using a semi-structured way of interviewing, data answering these questions has been collected. The result of this research shows amongst other that an absolute majority of the officers that were interviewed found the family and relatives to be the toughest subject. They also point it out as the most affected part of their lives, mostly because of the long periods they all spent onboard their vessels. All the officers answered that they wanted to see some changes in the future when it comes to their sign on and sign off possibilities.

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Housing prices have risen a lot in recent years, and many who have been outside the market may find it difficult to enter. Mortgage lending is something that can drive home prices. The credit officer grants the mortgage and makes the decision according to models that exist within the credit institution. There are many risks with lending, which the Swedish Financial Supervisory Authority, the Basel Committee and other organizations are trying to minimize by placing demands on banks and households. One risk that seems difficult to assess is the credit officer´s human factor that influences decision-making. Previous international research has pointed out that the human factor in lending exists and that it needs to be eliminated to improve the credit process. The uncertainty about the repayment ability can sometimes be difficult to assess and the creditor is forced to make decisions under uncertainty. Does the individual lender have the opportunity to give out loans if the future borrower does not fit the models and calculations that are set up in the organization or is that opportunity minimized in Swedish commercial banks today? A qualitative interview study has been done to try to map this out with the conclusion that the possibility exists, albeit in a very limited form.