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The rapid growth in the use of wireless communication and portable devices in recent years has created a great potential for a variety of mobile work technology support. However, we still lack the theories to explore the nature of mobile work, examine the needs for mobile work support, and identify the appropriate mobile technologies for various kinds of mobile work. This study is an attempt to meet the challenge. A mobile task model is proposed in this study which includes four dimensions: task complexity, task interdependence, time criticality, and location sensitivity. New instruments are developed to measure the constructs of time criticality and location sensitivity. Six typical mobile work support functions are examined: mobile communication, mobile information searching, mobile transaction processing, location related service, mobile job dispatching and mobile office. In light of contingency theory and attitude/behavioral theory, a research model is proposed to identify the ideal fit between task characteristics and typical mobile work support functions. Based on empirical data from real mobile workers, the nature of mobile work and the differences in mobile work between mobile knowledge workers and field workers are analysed. New instruments for the time and location related constructs are validated through the empirical data. The differences in perceived usefulness of the typical mobile work support functions between mobile knowledge workers and field workers are presented, as well as those of the current usage and intention to use. Finally, the ideal fit is identified on the basis of the empirical data. This study contributes both to theory and practice. The establishment of a mobile task model, including the development of new instruments for time and location constructs, provides a foundation for future mobile business research. The identification of the ideal fit between task characteristics and mobile technology functions, based on contingency theory and attitude/behavioral theory, extends and enriches mobile business research. The results of the study can provide guidance and recommendations on how to strategically plan and implement suitable mobile applications, and to identify opportunities for the development of appropriate technological solutions for mobile work support. / Thesis / Doctor of Philosophy (PhD)

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In 2006, 19 states had some type of route to alternative principal certification. An additional five states had either proposed or were considering offering alternative routes to principal certification (Education Commission of the States, 2006). These numbers indicate a nation-wide development and are worthy of investigation. In states across the country that have implemented alternative certification routes, the gatekeepers usually are directors of human resources who recruit, screen, rank, and forward applications to the superintendent. As a result, even though local districts may receive a green light from the state to hire alternatively certified principals; that approval does not guarantee they will be hired. To gain insight into the willingness of directors of human resources to support hiring alternatively certified principals, a two-stage study was conducted. First, 12 purposefully selected directors of human resources nationwide were interviewed. Second, data collected from the interviews in union with a review of the literature on alternative certification was used to identify domains, themes, and items to develop web mail questionnaires consisting of Thurstone and Likert scale statements. The web mail questionnaires were emailed to 689 directors of human resources selected from the directory of the American Association of School Personnel Administrators (AASPA) on November 1, 2005. Principal components analysis was applied to reduce the number of overlapping variables. Multiple linear regression was the major statistical procedure used to determine relationships between the predictor variables and the willingness of directors of human resources to support hiring alternatively certified principals. Five of 20 predictor variables were found to be significant, with anticipated concerns by directors of human resources being the strongest predictor. Conditions of the individual (e.g., "right fit," leadership skills), being located in a primarily urban area, district experiencing a shortage in the quality of principals, and more willingness to support hiring alternatively certified assistant principals than principals were the other significant predictors. Candidates seeking employment in states that have alternate routes may experience a little resistance, but directors, on average, fell into the high neutral (more positive) position when it came to supporting hiring alternatively certified principals. / Ph. D.

Approaches to projects and development have undergone considerable change in the last decade with significant policy shifts on governance, gender, poverty eradication, and environmental issues. Most recently this has led to the adoption and promotion of the sustainable livelihood (SL) approach. The adoption of the SL approach presents challenges to development interventions including: the future of projects and programmes, and sector wide approaches (SWAPs) and direct budgetary support.This paper `A livelihoods-grounded audit of Agricultural Sector Programme Support (ASPS) ¿ Tanzania¿ is the seventh in the series of project working papers. / Department for International Development

No / In the UK, half a million people care for people with severe mental illnesses (Princess Royal Trust for Carers 2002). This article reviews the findings of a study of the views of 13 carers of people self-identified as having schizophrenia on the nature and extent of their role, and its effect on their lives and identities. According to these findings, carers experience stress and illness, and think that the support they receive from professionals is inadequate. As a result, they think that help and psychotherapeutic interventions, such as family therapy, should be more accessible.

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Syftet med studien var att undersöka hur de som jobbar med brottsdrabbade inom den engelska brottsofferjouren, Victim Support, förstår brottsdrabbades behov och sin egen roll i att bemöta dessa. Avsikten var även att undersöka hur traditionella föreställningar kring brottsdrabbade, och kategorier som manligt/kvinnligt, ålder, klass etcetera, påverkar denna förståelse. Studien utfördes genom kvalitativa intervjuer med volontärer och anställd personal inom Victim Support. Resultaten visade att jouraktiva väger in flera parametrar när de bedömer brottsdrabbades behov. Kategorierna ålder, kön och brottstyp framkom som särskilt betydelsefulla. Traditionella föreställningar om brottsoffer framträder också i intervjudeltagarnas resonemang och tycks påverka sättet man förstår sin egen roll som ”hjälpare” på. Klienter som uppfattas avvikande har ibland svårare att få adekvat stöd. Det är därför av stor vikt att alla som jobbar med brottsdrabbade blir medvetna om hur stereotypiska antaganden kan ta sig i uttryck och vad de kan få för konsekvenser. / The aim of this study was to investigate how people working in English Victim Support, understand crime victim's needs and their own role in addressing them. The purpose was also to investigate how traditional notions of crime victims and categories such as gender, age, class etcetera, affect this understanding. The study was conducted through qualitative interviews with volunteers and staff of Victim Support. The results showed that the participants took several parameters in consideration when assessing crime victim’s needs. The categories of age, sex and type of crime emerged as particularly significant. Traditional notions of victims also appear to influence the participants understanding of victims and their own role. Clients perceived as deviant may also have difficulties in receiving adequate support. It is therefore important that all working with crime victims become aware of how stereotypical assumptions can manifest and the potential consequences of them. / <p>9302021242</p>

Racial discrimination has been linked to depressive symptoms (Pascoe & Richman, 2009), but only a few studies have explored this relationship longitudinally. This study examines the possible moderating role of faculty and peer support on the discrimination-depression relationship amongst 180 ethnic minority college freshmen. Results of the hierarchical regression indicate that racial discrimination, β = .13, p < .05, in the first semester of freshman year significantly predicted depressive symptoms in the second semester of freshman year. No interactions were found between discrimination and peer support (β = .06, p > .05), or between discrimination and two forms of faculty support (faculty interactions, β = .05, p > .05, and faculty concern, β = -.10, p > .05). Thus, unlike predicted, peer and faculty support did not serve as protective factors against discrimination-related stress. Future studies should investigate which types of coping most benefit ethnic minority freshmen.