Despite its critical role in counselor training, empirical research on clinical supervision is generally limited (Bernard & Goodyear, 2003; Ellis & Ladany, 2007). This is also applied to an area of power dynamics in supervision. This study tested the relationship between the two aspects of power dynamics; namely, supervisors' power bases (i.e., sources of influencing others) and supervisory styles (i.e., typical ways of shaping supervision), based on the system's approach to supervision model (Holloway, 1995). This research was a correlational design. Students in masters' and doctoral counseling programs were asked to respond to an online questionnaire packet via Survey MonkeyTM. Of those who responded, 492 students who took supervision with professor or doctoral student supervisors constituted the sample. Varied numbers of participants were used for each analysis after missing or extreme data were deleted. Supervisors' usage of power bases and supervisory styles were measured by the adopted version of Interpersonal Power Inventory (Raven, Schwarzwald, & Koslowsky, 1998) and Supervisory Style Inventory (SSI; Friedlander & Ward, 1984), respectively. In part 1, results of factor analyses revealed four first-order power factors and two higher-order power factors (Soft & Harsh). Schmeid-Leiman's (1957) solution was also applied. In part 2, result of correlation analysis in revealed that supervisors' usage of Soft or Soft-type power factor (Idealized Expert) was moderately positively correlated to all three supervisory styles but that usage of Harsh or Harsh-type factors (Compensatory Obligation, Relational Power, & Collaborative Alliance) was only weakly correlated to supervisory styles, for majority of supervisors. Similarly, results of regression analyses revealed that supervisory styles did not significantly predict supervisors' usage of Harsh factor, but both supervisory styles and usage of ix Harsh factor significantly predicted usage of Soft factor at moderate and strong level, respectively. The interpersonally-sensitive styles predicted Soft factor slightly more strongly than the other styles. It was concluded that supervisors who engaged in supervision with any one of three supervisory styles also tended to use more Soft or Soft-type factor when there are disagreements, but rarely used Harsh or Harsh types.

Cryptography is defined to be the practice and studying of hiding information and is used in applications present today; examples include the security of ATM cards and computer passwords ([34]). In order to transform information to make it unreadable, one needs a series of algorithms. Many of these algorithms are based on elliptic curves because they require fewer bits. To use such algorithms, one must find the rational points on an elliptic curve. The study of Algebraic Number Theory, and in particular, rare objects known as power bases, help determine what these rational points are. With such broad applications, studying power bases is an interesting topic with many research opportunities, one of which is given below. There are many similarities between Cyclic and Dihedral fields of prime degree; more specifically, the structure of their field discriminants is comparable. Since the existence of power bases (i.e. monogenicity) is based upon finding solutions to the index form equation - an equation dependant on field discriminants - does this imply monogenic properties of such fields are also analogous? For instance, in [14], Marie-Nicole Gras has shown there is only one monogenic cyclic field of degree 5. Is there a similar result for dihedral fields of degree 5? The purpose of this thesis is to show that there exist infinitely many monogenic dihedral quintic fields and hence, not just one or finitely many. We do so by using a well- known family of quintic polynomials with Galois group D₅. Thus, the main theorem given in this thesis will confirm that monogenic properties between cyclic and dihedral quintic fields are not always correlative.

A Practical Study on Commanding Behavior and Power Bases of Female Naval Officers¡XSamples taken from female officers serving on warships of the R.O.C. Navy Abstract In recent years, due to the popularity of education and the variation of traditional concepts, employment opportunities are wide open to women. In other words, it has become the main stream to welcome ¡§woman power¡¨ into all walks of life. There is no exception for the Ministry of National Defense (MND). In the past, professional officers were all males. Military academies admitted only male students. A few years ago, the MND, adjusting to the world trend, made major academies open to female students in order to cultivate female officers who would be serving in the military. In 1994, for the first time, the following academies admitted female students: the Military Academy, the Naval Academy, the National Management College and the Chung-cheng College of Science & Engineering. Now, female officers have been an important part of the military personnel. Since modern politics, society and technology have become more and more complicated, how to successfully lead is a branch of art and science. The commanding modes of female military officers have formed a newly-rising research field and need to be studied continuously. The essence of leadership is derived from influence, which means ¡§power¡¨ in the broad sense. This study is based on two theories. One is the theory of transformational leadership and transactional leadership advocated by Bass in 1985. The other is the power bases advocated by French & Raven in 1959. This study is focusing on the commanding behavior and power bases of female naval officers serving on warships. Through the study with logical analyses and practical experiments, it is hoped that female Naval officers can clearly understand how they practise their leadership and power. Furthermore, the study can help them establish their own successful and unique commanding styles. Questionnaires and interviews were done with female officers who had been serving in the Navy for one or two years. There are three important points found as follows: (1) Regarding the factors of the transformational leadership and transactional leadership, no significant difference is shown between male and female Naval officers. Officers of both sexes use both types of leadership although female officers have a slight preference for transformational leadership. (2) In practising power bases, officers of both sexes are almost the same although female officers have a little tendency to use reference power and expert power. (3) The relation between commanding behavior and power bases of female naval officers is significantly positive. Key words: transformational leaderhsip & transactional leadership, power bases, Female officers

Cryptography is defined to be the practice and studying of hiding information and is used in applications present today; examples include the security of ATM cards and computer passwords ([34]). In order to transform information to make it unreadable, one needs a series of algorithms. Many of these algorithms are based on elliptic curves because they require fewer bits. To use such algorithms, one must find the rational points on an elliptic curve. The study of Algebraic Number Theory, and in particular, rare objects known as power bases, help determine what these rational points are. With such broad applications, studying power bases is an interesting topic with many research opportunities, one of which is given below. There are many similarities between Cyclic and Dihedral fields of prime degree; more specifically, the structure of their field discriminants is comparable. Since the existence of power bases (i.e. monogenicity) is based upon finding solutions to the index form equation - an equation dependant on field discriminants - does this imply monogenic properties of such fields are also analogous? For instance, in [14], Marie-Nicole Gras has shown there is only one monogenic cyclic field of degree 5. Is there a similar result for dihedral fields of degree 5? The purpose of this thesis is to show that there exist infinitely many monogenic dihedral quintic fields and hence, not just one or finitely many. We do so by using a well- known family of quintic polynomials with Galois group D₅. Thus, the main theorem given in this thesis will confirm that monogenic properties between cyclic and dihedral quintic fields are not always correlative.

Cryptography is defined to be the practice and studying of hiding information and is used in applications present today; examples include the security of ATM cards and computer passwords ([34]). In order to transform information to make it unreadable, one needs a series of algorithms. Many of these algorithms are based on elliptic curves because they require fewer bits. To use such algorithms, one must find the rational points on an elliptic curve. The study of Algebraic Number Theory, and in particular, rare objects known as power bases, help determine what these rational points are. With such broad applications, studying power bases is an interesting topic with many research opportunities, one of which is given below. There are many similarities between Cyclic and Dihedral fields of prime degree; more specifically, the structure of their field discriminants is comparable. Since the existence of power bases (i.e. monogenicity) is based upon finding solutions to the index form equation - an equation dependant on field discriminants - does this imply monogenic properties of such fields are also analogous? For instance, in [14], Marie-Nicole Gras has shown there is only one monogenic cyclic field of degree 5. Is there a similar result for dihedral fields of degree 5? The purpose of this thesis is to show that there exist infinitely many monogenic dihedral quintic fields and hence, not just one or finitely many. We do so by using a well- known family of quintic polynomials with Galois group D₅. Thus, the main theorem given in this thesis will confirm that monogenic properties between cyclic and dihedral quintic fields are not always correlative. / Graduate Studies, College of (Okanagan) / Graduate

This article explores the role of financial intelligence in the context of intelligence studies. Reviewing relevant literature, the field of intelligence studies is divided into a public, and a private sphere, which is directly related to businesses and organizations. Consequently, this context is clarified before financial intelligence could be placed in a theoretical framework and further defined in a content-related way. The recent lack of a useful definition, that addresses several aspects, was emphasized by providing an appropriate explanation of financial intelligence. For illustration purposes, a link to the theory on organizational power (bases of power) is made to show how organizational power can be promoted by financial intelligence. Thus, financially intelligent individuals have good opportunities to increase their expert power and informational power for example. In fact, it is advantageous for both individuals and organizations. Within our line of argumentation, we assume that financial intelligence is a good source for power, because finance in general is recognized as essential for organizations and business success. In a nutshell, there are good reasons for focusing financial intelligence in future studies and in practice.

The current study followed the methodology used by Erchul and colleagues (eg., Erchul, Raven, & Ray, 2001, Getty & Erchul, 2008) to assess and compare the likelihood of use of social power bases reported by school psychologists and school counselors. Furthermore, because the Interpersonal Power Inventory (consultant usage form; IPI-Form CT-U) was used for the first time with the school counselors, the factor structure of the instrument was also examined using Principal Component Analysis. 2 components, harsh and soft power, were identified which were similar to the harsh and soft power sources identified in the previous studies using IPI. Similar to previous research with school psychologists, the results of the current study also demonstrated that IPI-Form CT-U is an internally consistent measure that can be used to assess the likelihood of use of soft and harsh power bases in school counselors. The current study emphasized the similarities and underscored the differences between the likelihood of use of social power bases among school counselors and school psychologists. Overall, both school psychologists and school counselors rated soft power bases higher than harsh power bases. Informational power, expert power, and legitimate power of dependence were the three highest rated power bases by school psychologists and school counselors. In comparison to school psychologists, school counselors reported a higher likelihood of using soft power when consulting with a teacher. A comparison between the individual social power ratings by school psychologists and counselors revealed that school counselors rated expert power, legitimate power of dependence, and impersonal coercion higher in terms of their likelihood of use, as compared to the school psychologists. The differences in the ratings by school counselors and school psychologists may be explained in the light of the differences in their training, the nature of their role and their placement in school settings.

Made available in DSpace on 2016-07-27T14:21:13Z (GMT). No. of bitstreams: 1 Daniella Pereira de Deus.pdf: 630403 bytes, checksum: 9ebdd4b8b9748893639d89f02fa907a1 (MD5) Previous issue date: 2006-11-21 / This study aimed at analyzing the mediating power of organizational values in the relation between the power bases and life quality at work. In order to do so, we propose an analysis model that investigates the influence of the organizational values in the relation between the power bases and life quality at work. We counted on the participation of 227 workers of four organizations a public one, philanthropic one and two private ones. The instruments used in order to collect the data were: an organizational values inventory, a scale of perception of the power bases and the scale of perception of life quality at work. The collected data were analyzed with the use of SPSS - Statistical Package for the Social Sciences, version 12.0. The results of the analysis show that only the organizational value conservation mediates the relation between the power bases of legal prerogatives and resources control and life quality at work. Among the biographical values, only the gender influenced life quality at work. / Este estudo teve como objetivo analisar o poder mediacional dos Valores Organizacionais na relação entre as Bases de Poder e a Qualidade de Vida no Trabalho. Para tal, propõe um modelo de análise que investiga a influência dos Valores Organizacionais na relação entre as Bases de Poder e a Qualidade de Vida no Trabalho. A realização do estudo contou com a participação de 229 trabalhadores de quatro organizações, sendo uma pública, uma filantrópica e duas privadas. Os instrumentos utilizados foram: Inventário de Valores Organizacionais, Escala de Percepção de Bases de Poder e Escala de Percepção de Qualidade de Vida no Trabalho. Os dados recolhidos foram analisados utilizando o SPSS - Statistical Package for the Social Sciences, versão 12.0. Os resultados das análises demonstraram que apenas o Valor Organizacional Conservação medeia à relação entre as Bases de Poder Prerrogativas Legais e Controle de Recursos e a Qualidade de Vida no Trabalho. Dentre as variáveis biográficas, apenas o gênero demonstrou ter influência na Qualidade de Vida no Trabalho.

Bakgrund: Tidigare forskning har grundat sina studier i att ett medlemskap i styrelsen är lika med att individer har denna påverkan över bolagets presterade resultat. Vidare återstår dilemmat om det går att fastställa att ett medlemskap i styrelsen, oavsett roll och person, medför att ledamöterna har inflytande.  Syfte: Studien syftar till att via utvecklingen av ett inflytandeindex förklara styrelseledamöters och styrelsegrupperingars inflytande över bolagsprestationer.  Metod: Den metod som har genomförts är en tvärsnittsstudie med en deduktiv ansats. Studiens hypoteser har formulerats med grund i resursberoendeteorin, upper echelon-teorin, teorin om tokens samt tidigare forskning. Hypoteserna syftar till att testa studiens inflytandeindex.  Slutsats: Studien finner att det konstruerade indexet kan fånga individers och gruppers inflytande i en styrelse på ett mer teoretiskt grundat sätt gentemot de traditionella måtten andel och kritisk massa. Det framkom genom indexet att styrelseledamöternas inflytande inte har någon betydelse för bolagsprestationer. / Background: Previous studies have conducted its research on the premise that a membership on the board means that you have a certain impact on the results of the company. Further on, it remains a dilemma whether it’s possible to determine if a member of the board has this impact regardless of which person it is and which role they have on the board.  Purpose: The study aims to explain the influence of board members and board groups on company performance through the development of an index of influence.  Method: The method used is a cross-sectional study with a deductive approach. The hypothesis of the study has been formulated based on resource dependence theory, the upper echelon-theory, the theory of tokens and previous studies. The purpose of the hypothesis is to test the index of influence of the study.  Conclusion: The study finds that the constructed index can capture the influence of individuals and groups on a board in a more theoretically grounded way compared to the traditional measures of proportion and critical mass. It emerged from the index that the board members' influence has no significance for company performance.

<p dir="ltr">Gen Z public school teachers in Indiana were surveyed concerning their perceptions of power used by their principal and their satisfaction with their principal’s supervision. One hundred and forty-five teachers responded to survey items regarding whether they have worked under one or more principals, the community type (rural, urban, suburban) where they teach, the Rahim Leader Power Inventory (RLPI) to measure perceptions of principal’s use of six different available power bases (coercive, reward, legitimate, information, expert, referent) and the abridged Job Descriptive Index (aJDI) to measure satisfaction. Reward power was the most perceived power base and referent power the least. Two statistically significant findings were revealed. First, the more participants perceived their principal using expert (F(6,138) = 55.12, p < .001) and referent power (t(6) = -5.32, p < .001) bases, the less satisfied with supervision they were. Secondly, Gen Z teachers who had one principal perceived their principal to access more legitimate power than Gen Z teachers who have had more than principal (t(143) = 2.16, p =.032). To effectively influence this influential generation, educational leaders should consider autonomy, personalized growth, tactful integrity, and aligned expectations. Gen Z teachers value trust and transparency, and clashes with traditional leadership methods can lead to dissatisfaction. Meeting their expectations for integrity and authenticity is key to enhancing their satisfaction with supervision.</p>