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Thesis (Ph. D.)--Oregon State University, 2008. / Printout. Includes bibliographical references. Also available on the World Wide Web.

Parsons (1953) found Utah's posted hunting unit system regulated hunting pressures over much of the state's pheasant range. He found inequalities of hunting, pressure among the posted hunting units because of their individualistic methods used to determine the number of hunting permits to be sold. Utah State Department of Fish and Game personnel recommend the number of permits to be sold by the hunting unit; but often, the hunting unit officers use the desired level of hunting pressure, size of cock harvest, and revenue from permit sales as decisive factors. By regulating hunting pressure on their own lands, the posted hunting units thereby regulate the hunting pressure on adjacent nonposted lands by excluding the supernumerary hunters from their units.

Ocular disease is one of the most common problems encountered in sea lions at various zoos and aquariums around the world.1 The California sea lion (Zalophus californianus) is one of the most common marine mammals maintained in zoos and is also the most commonly afflicted with ocular disease. Studies have shown that pinnipeds housed in captivity manifest an array of ocular lesions.2 Eye disease can range from a pinpoint corneal opacity to loss of vision due to keratopathy, cataracts and secondary glaucoma. Glaucoma is a disease that has not been extensively studied in the sea lion.3 Observation of clinical signs and determination of intraocular pressures (IOP) are critical for early diagnosis. IOP measurement may elucidate intraocular disease and provides information on the balance between aqueous humor production and outflow. The objective of this study is to measure IOP in California sea lions that have clinically normal eyes as well as those with varying degrees of ocular diseases, and to evaluate the incidence of secondary glaucoma in this species.

<p> A new two-capillary absolute viscometer for the measurements of the viscosity of gases down to cryogenic temperatures and for moderate pressures up to 200 atm has been developed and described in this thesis.</p> <p> An experimental determination of the absolute viscosity of nitrogen at atmospheric pressure and in the temperature range 97.41-297.88°K is also reported. The maximum error of the smoothed data is believed to range from ±1% at highest temperatures to ±1.6% at the least favourable lowest temperatures.</p> <p> Data obtained in this work and those of previous workers have been correlated using integral equations postulated by Chapman-Enskog collision theory of dilute gases.</p> <p> Furthermore, viscosity measurements have been carried out for nitrogen at 42 and 84 atm and are presented in the thesis to confirm the applicability of the viscometer for high pressure work.</p> / Thesis / Master of Engineering (MEngr)

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This research extends work done in business and society by employing institutional theory to examine organizational responses to social activism. This work examines how womens' reproductive healthcare facilities have responded to anti-abortion activism. Institutional theory, coupled with the crisis management literature, was used to develop a set of hypotheses. Survey data indicate that rather than conforming to pressures by anti-abortion activists, facilities develop features that actively resist the pressures exerted by this stakeholder group. The work extends research in corporate social performance by pointing out that crisis management can be subsumed under stakeholder management. The work also contributes to the crisis management literature by providing a theoretical base for that work and moves the focus of the work from product/process failures in large organizations to social crises faced by small organizations. It also extends research in institutional theory by expanding the way in researchers conceive of coercive pressures. / Ph. D.

This dissertation examines how leaders explain the way shifts in leaders responsibilities, shifts in institutional pressures, and minority representation at the Senior Executive Service level influence how they integrate equity and diversity programs in federal agencies. When federal agencies address the issue of minority representation in Senior Executive Service (SES), the degree to which leaders institutionalize diversity and equity programs varies. Leaders at different levels have their own motivation for how they respond to institutional pressures. There have been shifts in responsibilities and pressures over time. Using semi-structured interviews, 18 leaders explain how these shifts influence them. This research, which also includes supporting documents, seeks to contribute to neoinstitutional theory, equity and diversity literature, and representative bureaucracy, extending the perspective of how institutional pressures impact organizations to how pressures influence leaders in federal agencies. / PHD / This dissertation examines how leaders explain the way shifts in leaders’ responsibilities, shifts in institutional pressures, and minority representation at the Senior Executive Service level influence how they integrate equity and diversity programs in federal agencies. When federal agencies address the issue of minority representation in Senior Executive Service (SES), the degree to which leaders institutionalize diversity and equity programs varies. Leaders at different levels have their own motivation for how they respond to institutional pressures. There have been shifts in responsibilities and pressures over time. Using semi-structured interviews, 18 leaders explain how these shifts influence them. This research, which also includes supporting documents, seeks to contribute to neoinstitutional theory, equity and diversity literature, and representative bureaucracy, extending the perspective of how institutional pressures impact organizations to how pressures influence leaders in federal agencies.

Yes / This paper discusses some of the qualitative data obtained from a small number (23) of semi-structured interviews of academic staff who are involved in module design, and who are employed within one UK university. Analysing the interview transcripts produced eight main themes. One of these themes was the perceived pressures or constraints on design. Using verbatim responses given by the interviewees, a discussion of the data used to illustrate this theme compares the findings of this project with those from the existing literature.