Thesis--Wisconsin. / Includes bibliographical references (leaves 46-49).

Thesis (M.S.)--University of Wisconsin--Madison, 1973. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.A.)--Gordon-Conwell Theological Seminary, South Hamilton, Mass., 1998. / Abstract and vita. Includes bibliographical references (leaves 99-104).

Thesis (M.C.S.)--Regent College, Vancouver, BC, 1993. / Abstract and vita. Includes bibliographical references (leaves 168-175).

This study investigated the relationship of unemployment, family support, and mental disorder to the recidivism of incarcerated females in a Georgia State Prison. The research hypothesis of the study was: unemployment, family support and mental disorder are significantly related to the recidivism of incarcerated females in a Georgia State prison. Two hundred and seventy-two female prisoners, consisting of randomly selected first-time and repeat offenders, participated in the study. The questionnaire used in the survey had three sections with a total of forty-six questions. Professional counselors, under the supervision of the researcher, administered the questionnaire to the participants. The statistical procedures used to describe and analyze the data included descriptive measures, correlation analysis and the chi-squared distribution. The findings of the study indicated that the three variables: unemployment, family support and mental disorder are significantly and highly correlated with recidivism.

Thesis (M. Phil.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.

This research expands on previous work and provides further validation of the Multidimensional Work Ethic Profile (MWEP) by exploring the relationships among the MWEP dimensions and other common work-related attitude variables: job involvement, job satisfaction, and organizational commitment. Furthermore, this study investigates the extent to which the MWEP dimensions explained variance in the above mentioned variables over and beyond that which could be explained by conscientiousness and need for achievement. Although the MWEP dimensions correlated with the other work-related variables, the MWEP allowed for the evaluation of unique patterns of relationships among these variables and the work ethic dimensions. The results indicated that the MWEP dimensions were significantly related to conscientiousness yet accounted for significant variance in job involvement, organizational commitment, and job satisfaction above and beyond that explained by conscientiousness. Contrary to what was expected, need for achievement was not significantly related to the MWEP dimensions. Implications and suggestions for future research are discussed.

Abstract The relationship between individual¡¦s life and work is highly correlative. Personal perception of work value and achievement becomes the critical factor that affects this relationship. This perception significantly interacts with individual¡¦s work ethics including attitude and behavior. Moreover, it impacts on individual¡¦s social conscience and contribution. This study aims at discovering work achievement for high-level managers in the information software (IS) industry. The research results show that first, regardless academic/work background or job contents, the high-level IS managers are concerned about the company¡¦s contribution to social causes, which they consider as a critical reference for their career development. Second, innovation is the key work value for the interviewed managers. Third, self fulfillment is the essential factor of work achievement for these high-level IS managers. Key Words: work achievement, work value

The current trend in the work and family literature is to separate work-family conflict into two distinct dimensions: work interfering with family and family interfering with work. Research suggests that employees who have a high level of demands at work are more likely to experience work-to-family conflict, while employees who have a high level of personal demands are more likely to experience family-to-work conflict. Attributing the conflict to the domain with the higher demands oversimplifies a much more complex interactive process. I hypothesized that work-family conflict results from the two roles interacting and not from a singular direction or primary force and the perceived direction of the conflict is determined by a variety of other factors. The purpose of this study was to examine how role salience, social support, and societal expectations affect the perceived direction of work-family conflict. Data were collected from 100 police and fire station employees to examine what variables relate to the perceived direction of conflict as well as the primary source of conflict: work or family. Results indicated that time demands play a critical role in the perceived direction and source of work-family conflict. Specifically, individuals who spent more time with their family reported the primary source of conflict was their family. Contrary to expectation, the relationship between time demands and the direction of work-family conflict was not moderated by role salience, social support, or societal expectations in the predicted directions. Also contrary to expectation, these variables did not moderate the relationship between time demands and the source of conflict. Results of the study suggest the importance of examining both the level and source of work-family conflict.

Thesis (Ph. D.)--University of Texas at Austin, 2001. / Vita. Includes bibliographical references (leaves 493-561). Available also in a digital version from Dissertation Abstracts.