Many low-income, first-generation college students have no other choice but to work to help offset the costs associated with earning a college degree (Savoca, 2016). Meanwhile, colleges and universities have the opportunity to leverage on-campus employment as a high-impact practice (McClellan, Creager, & Savoca, 2018). High-impact practices (HIPs) are known to increase retention, persistence, and completion (Kuh, 2008). If structured with intentionality and purpose, on-campus jobs can offer low-income, first-generation college students the opportunity to participate in a HIP, while simultaneously earning an income (McClellan et al., 2018). The purpose of this intrinsic case study was to explore on-campus employment as a High Impact Practice (HIP) at Intentional Validation University (IVU). IVU is four-year university that serves a disproportionate number of students who are low-income and first-generation. In addition, IVU had an explicit organizational commitment to incorporating HIPs to achieve higher levels of student performance, learning, and development. Data sources included 26 in-depth semi-structured interviews, observations, and document analysis. In addition to cultural and structural issues related to communication, the findings revealed that there were two contrasting student employment sub-cultures. There was the validating sub-culture that serves as an example from which the larger campus can learn. The opposing sub-culture was one that was invalidating to student employees. The student employee experiences with on-campus employment varied based on their working environment, which was most often influenced by their supervisor. The intentional supervisor created a validating office-environment that elevated the student employment experience to a HIP. Additional benefits of a validating subculture included further engagement with institution and access to and activation of social capital. Based on these findings, recommendations for policy, practice, and future research are advanced.

Magister Curationis - MCur / Background: Nursing as a profession is based on firm knowledge, values, clinical skills and attitudes. In the current dynamic healthcare system nursing students are challenged to be insightful and have clinical reasoning and psychomotor skills in order to apply theory to practice. Clinical teaching is therefore considered an essential part of the undergraduate nursing curriculum, as it provides the opportunity for students to apply theory to practice in the skills laboratory and then to transfer it into real life situations. Nursing students spend time in the clinical practice environment learning the skills and values of the nursing profession, with the goal of achieving the clinical learning outcomes, as prescribed by their nursing education institution and the South African Nursing Council. During this time nursing students depend on the support of clinical supervisors and nursing staff in the clinical practice environment to meet their learning outcomes. Clinical supervisors for the undergraduate nursing programme, at the university included in the study, are tasked with clinical teaching in the skills laboratory, supervision of nursing students in clinical practice and assessment of learning. Nonetheless, there are challenges ascertained by the clinical supervisors, which inhibits students from achieving their learning outcomes. Purpose of the study: The purpose of the study was to explore and describe the clinical supervisor’s perception of students’ skills transfer from skills laboratory to the clinical environment.

Magister Curationis - MCur / Background: Clinical supervision or clinical accompaniment is considered an integral part of nursing education and is crucial for the development of nursing students’ clinical competence. In order to achieve this, clinical supervision requires skilled human resources which vary from one educational institution to another and may include lecturers, clinical supervisors/facilitators and professional nurses. Clinical supervisors are required to be good educators as well as excellent clinicians. In addition, they often draw on their individual, personal and professional experiences to guide their teaching to meet the demands of both the clinical and academic contexts in which they work. However, the clinical teaching model or framework used by educational institutions is often not aligned to clinical practice activities and vice versa. This poses challenges for students due to the different expectations of educators and professional nurses in practice. Inadequately prepared clinical supervisors can have a detrimental effect on the delivery of the nursing programme that may include poor clinical teaching and inadequate integration of theory and clinical competencies, which ultimately leads to poorly trained nursing students. Aim of the study: The aim of this study was to explore the perceptions of clinical supervisors regarding their preparedness for clinical teaching. Methods: The study adopted a qualitative research approach, utilising an exploratory descriptive design. A non-probability purposive sampling method was used to select 12 clinical supervisors in the undergraduate programme. The researcher collected the data by means of semi-structured interviews with open-ended questions and analysed this data using content data analysis. Analysis of the data using ATLAS, ti 8 research software programme generated four themes and 18 categories. Findings: The findings indicated that clinical supervisors required time to adapt to their role and improve their knowledge and skills despite them having a positive experience during their orientation. Although appreciative of the support and guidance, clinical supervisors stated that not all colleagues were supportive, which in some instances had a negative impact on interpersonal relationships. The findings furthermore indicated that clinical supervisors apply all the steps of the five phases in the skills lab methodology employed by the School of Nursing at the university where the study was conducted. Clinical supervisors are required to be well informed and committed to continuing education in order to incorporate theory into practice with the latest developments and equipment in facilities. Furthermore, the findings indicated that inconsistency and failure to attend to students’ clinical learning needs can have a negative impact on student learning. Ethics: The researcher adhered to all principles of research ethics throughout the study.

The purpose of this research is to study how organizations maintain their competitive advantage in today’s turbulent and highly competitive business environment, by striving to become a learning organization. The impact of factors such as leadership (both transformational and transactional leadership) and trust on an organization’s learning capability is empirically examined. This research adds to the existing body of literature in two ways. First, it argues that a transactional leadership style can influence learning, despite research spanning the last decade that has focused on transformational leadership theory as the dominant model of effective leadership. Therefore, the importance of both leadership styles, each having valuable differential effects is emphasized in this study. Second, the previously untested role of trust as mediating the relationship between leadership and organizational learning capability is examined. It is argued that without supervisor trust, the opportunities for a learning organization to reach its full potential and to subsequently develop learning capabilities is reduced. Findings from this study support the influence of both leadership styles on learning. Trust in one’s supervisor was also found to fully mediate the relationship between leadership and learning.

Det saknas studier hur handledarna upplever handledning på avancerad nivå inom psykiatrisk omvårdnad. Rollen handledarna har är komplex, de ska både fungera som en mentor och som den som bedömer studenternas prestationer samt ge god vård åt patienten. Syftet med denna studie är att belysa hur handledning upplevs av den handledande sjuksköterskan under Verksamhetsförlagd utbildning (VFU) för specialistsjuksköterskor i psykiatri. Att få kunskapen studien genererar skapar förutsättningar för organisationen och universitetet att anpassa utbildning och återkoppling som gynnar handledarna och studenternas utveckling samt höjer vårdkvaliteten för patienterna. En explorativ kvalitativ ansats enligt fokusgruppsintervjuer har ansetts lämplig för studien då målet är att fånga vidden och komplexiteten i handledning. När deltagarna dras med i diskussionen skapas ett reflekterade klimat som på ett omfattande sätt belyser individens upplevelser, tankar och känslor. Studien kommer att utföras inom psykiatriska kliniken på Länssjukhuset Ryhov efter tillstånd från etisk kommitté.

With the rise of feminism, the number of working women has increased significantly. Relatively, the proportion of women who act as supervisors has been increasing continuously and obviously. In many well-known international enterprises, many high-ranking female leaders have emerged, displaying their unique characteristics of management and leadership, leading companies to increasingly thriving. The study mainly explored the leadership styles of female leaders and gender role related matters. The study objects were high-ranking female leaders. By the means of field interview, female leaders in various industries were interviewed. The data collected and contents of interviews were cross compared with the self-assessment of the interviewees. This study explored through three aspects as below: 1. Leadership styles of female leaders 2. Impact of gender role 3. The gender role impact of female leaders on the leadership style Based on the individual leadership characteristics and gender identity, main leadership styles and commonality were summarized. Critical successful factors were explored through the characteristics, style and experience of successful female leaders. This study adopted the methods of qualitative research, case study and semi-structured intensive interview. The findings of this study are listed as below: 1. The leadership style of high-ranking female leaders: Democratic leadership is the main style, supplemented by autocratic leadership to guide the subordinates to negotiate, reach a consensus and achieve goals. 2. Work-centered leadership style: Most female leaders adopt work-centered style which can easily achieve the goal of work. 3. Mainstream of transformational leadership: The study found out that all female leaders adopted transformational leadership uniformly. The main reason is that it is more suitable for working environment and it is effective in developing team consensus. 4. Glass ceiling effect: Owing to the change of gender stereotype, professional capabilities and work performances were the main basis for promotion. Gender isn¡¦t the main factor to be considered any longer.

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Paper industry in Taiwan is mainly focused on domestic demand. Its production and sales not only are related to economic growth but also serve as an index of a nation¡¦s economic situation. Due to the business model of this industry, production line workers compose the majority of employees of the enterprise. So production supervisors play a very important role in the effectiveness of first-line worker management and improvement of operation procedures. Therefore, production supervisors in Taiwan paper industry are focused as the subject of this research. The purpose of this study is to propose, by applying Analytic Hierarchy Process (AHP), an approach to construct Performance Evaluation Indicators and weights. Specific suggestions for the construction and modification of Performance Appraisal system for paper industry in Taiwan will also be made. The research method includes literature review and references made to industrial practice, by which performance appraisal criteria for production supervisors were drafted. Further, expert survey on the evaluation system in use was carried out among members of Taiwan Paper Industry Association. Based on the data gathered from the questionnaire survey, analysis of importance and the AHP approach were applied to construct the structure and weights of the Performance Appraisal Criteria for production supervisors. Also, validation was made in a manufacture of the paper industry. Empirical examination supports the practicality and fitness of the structure of this Performance Evaluation System. Finally, analysis results were concluded into suggestions for administrative practice and future studies. Findings of this research are as follows: I. Performance Appraisal Criteria and weights The Performance Appraisal Criteria includes the following three constructs: 1. Work achievement (Weight : 0.4092) ; 2. Professional capacity (Weight : 0.3383); 3. Work behavior and attitude (Weight : 0.2525). II. Secondary Performance Appraisal Criteria and weights 1. ¡§Work achievement¡¨ construct includes the following 6 items: (1) Occupational safety (Weight: 0.1598); (2) Product quality (Weight: 0.0739); (3) Cost control (Weight: 0.0536); (4) Discipline (Weight: 0.0409); (5) Production capacity (Weight: 0.0408); (6) Equipment utilization efficiency (Weight: 0.0400). ¡@2. ¡§Professional capacity¡¨ construct includes 6 items: (1) Executive skills (Weight : 0.0549); (2) Leadership (Weight : 0.0512); (3) Resourcefulness (Weight : 0.0423); (4) Professional knowledge and skills (Weight : 0.0404); (5) Interpersonal relationship skills (Weight : 0.0323); (6) Strategy-making (Weight : 0.0314). ¡@3. ¡§Work behavior and attitude¡¨ construct has 7 sub-items: (1) Teamwork and cooperation (Weight 0.0676); (2) Integrity (Weight 0.0577); (3) Responsibility (Weight 0.0545); (4) Proactivity (Weight 0.0439); (5) Cost-consciousness (Weight 0.0434); (6) Professional attitude (Weight 0.0403); (7) Self-control (Weight 0.0309).

This century the West constantly research on the leadership phenomenon, and has developed several theories such as the trait theories, the behavioral theories, the contingency theories, the transformational theories, the leader-member exchange theory, and the charismatic leadership. Lately Silin and Cheng Po-Hsuan focused on the leadership characteristics of Chinese enterprise administrator or leader, which can be referred as "paternalistic leadership". The Post employee has the identity of both civil servant and labor, so the supervisor of such people is also differ from the ordinary enterprise administrator, which should hold the qualities of professional manager, so, the management method of the post supervisor to his subordinate has the necessity to research and discuss. However, this research has the goals of 1. to discuss the management form of the post supervisor 2. to discuss the different effects of the different leadership theories. This research was performed on the Taiwan south area Post managing department, and base on the employee's opinion as the research tool, the data process and analysis was done by using "person relative analyze" and "Blocked Regression". The result of the research found out that out of the six major leadership theories, LMX theory only did not give satisfy result on "supervisor justice action", the rest of "supervisor evaluation", "supervisor beneficial behavior", "repayment", "promises to supervisor", and "loyalty to the supervisor", has positive effects and better expectances compare to other three leadership theories. Therefore, the administrator mode of the Post supervisor, if compared with "paternalistic leadership", "transformational leadership", "charismatic leadership", and "LMX leadership", the "LMX leadership" is more suitable. Finally, base on the result of research, some concrete suggestions can be given to the Post Office and later researchers.

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