Dissertations / Theses on the topic 'Retention ethnic'

Over time, the Italian community has become an integral part of Canada's ethnic mosaic. However, to what 'ethnic' cost has this integration occurred? This thesis looks at issues of ethnic retention among successive generations of Italian families living in Montreal. Focus is placed on three fundamental questions: (a) How did the Italian community change through generations? (b) Are the young generations displaying signs of symbolic ethnicity? and (c) How can the ethnic identity of Italians in Montreal be defined in 2005? Drawing on Herbert Gans' symbolic ethnicity approach, the initial hypothesis suggests that socio-economic upgrade spurs an ethnic consciousness founded on cultural symbols rather than on cultural values. Through ethnographic-based interviews, data was collected on 60 individuals grouped into 20 Italian families. Based on in-depth intergenerational comparisons between grandparents, parents and youth, results seem to confirm that young Italians reflect a pattern of symbolic ethnicity.

Thesis (Ph.D.)--Indiana University, School of Journalism, 2006.
Source: Dissertation Abstracts International, Volume: 67-03, Section: A, page: 0762. Adviser: Christine Ogan. "Title from dissertation home page (viewed March 16, 2007).

In the light of the Millennium Development Goals (MDGs) and efforts to promote Education for All by 2015, this study focuses upon the nature and causes of pupil retention problems in isolated rural ethnic minority communities in Botswana. The theoretical framework for this study is derived from a critical review of the international literature relating to ethnocentrism, education and social reproduction and postcolonialism. The empirical dimension of research consists of detailed case studies of four linked schools in the Ngamiland - North West District of Botswana. Fieldwork was carried out in these schools and their communities over a period of three months during 2007. This consisted of field observation, qualitative interviews including life history/narrative of personal experiences, and the s examination of documentary sources.

This work is a study of a community of Croatian immigrants to Southeast Louisiana in the twentieth century. Drawn from a multidisciplinary approach that included spatial analysis of settlement patterns, quantitative analysis of seafood industry data, the records of voluntary associations, and guided by the oral histories of men and women of Croatia who immigrated to Louisiana, this work reveals a community that has managed to maintain close ties despite its distribution both in urban New Orleans and rural coastal Louisiana through links created by and supportive of the state’s seafood and restaurant industries. The study points out how the custom of returning to Croatia for marriage and the retention of property in Croatia helped the group maintain links with its national and cultural origins in ways not always seen with other ethnic groups in America, pointing out the range of the immigrant experience in the United States.

Thesis (M.S. in Management)--Naval Postgraduate School, March 2006.
"March 2006." Thesis Advisor(s): Kathryn Kocher, Mark J. Eitelberg. Includes bibliographical references (p. 103-109). Also available online.

This research serves as an attempt to tell the story of student and faculty experiences at three departments in a Land Grant university in the United States, called Aspiring University. The story helps to reveal factors which have attributed to low graduation rates of ethnic minority (African American, Hispanic, and Native American) students at the institution. Background information, including a thorough literature review and discussion of research methodology, is provided. The research utilized data from The University of Arizona's National Graduation Rate Study, and was constructed around the framework of the Retention Assessment Model. Analysis revealed six themes (a surreal community, identity and isolation, diversity and pedagogy, mixed messages, weeding out, and who's responsible?), organized around the factors of environment and expectations, as possible answers to the question of why ethnic minority students are retained and graduate from AU at rates lower than predicted.

Teacher attrition has serious consequences in hard to staff schools. Mostly poor and ethnic minority students are deprived of being taught by stable, experienced teachers. The purpose of this study was to explore the strategies used to effectively retain teachers in such schools through the perspective of teachers at a high school that comprises poor and ethnic minority students in southwest Georgia. The conceptual framework that guided this study was Chen's theory about race and social class which postulated that a high percentage of poor ethnic minority students results in low teacher morale. This study explored the reasons why teachers stay at a school where there is a high proportion of poor and ethnic minority students. In this research, the case study strategy of inquiry was employed and data were collected from interviews with 10 teachers (using a 16-question interview guide) to solicit their perspectives on the working conditions at their school. The data were then examined for patterns and themes in the text. The findings produced 4 consolidated themes that revealed (a) aspects of a successful environment created by the principal; (b) an effective mentoring program that was aimed at assisting, developing, and supporting new and inexperienced teachers; (c) good parental involvement where parents were enthusiastic about supporting the school and their child's educational progress; and (d) stable and charismatic leadership that promoted retention. If implemented at hard to staff schools, these best practices can lead to improved teacher morale, better prepared teachers, and higher student achievement.

This quantitative study examined relationships of attending a new student orientation program related to student retention and academic success. A research group of 464 students of Tarrant County College Northwest, a community college campus in Fort Worth, Texas, who voluntarily attended a 2-hour pre-semester new student orientation program was compared to a group of 464 students on the same campus who did not attend the program. Comparisons were made with regard to retention and GPA. Ethnic ratios of both groups are 4% Black, 26% Hispanic, 66% White, and 4% other ethnicities. Chi square data analysis was utilized to determine if statistically significant differences relating to student retention existed between the groups. The independent t-test was used to compare means of calculated GPAs between groups. A one-way ANOVA was used to compare the means of GPAs for ethnic sub-groups. The total group and the Black sub-group showed statistically significant higher levels of second-semester retention (total group p = .018; Black sub-group p = .008) and higher calculated GPAs (total group p = .016; Black sub-group p = .019). No statistically significant results were found among Hispanic students.

Doctor of Philosophy
Department of Special Education, Counseling and Student Affairs
Kenneth F. Hughey
African American and Latino students continue to experience lower retention and higher attrition rates then their White counterparts. The aim of this qualitative interview study was to understand how African American and Latino students at a predominantly White institution (PWI) achieved graduation in Agriculture-STEM (A-STEM) disciplines. Based on the global need for more A-STEM and STEM professionals and the under-representation of African American and Latino students in the fields, there appeared to be a gap in the research on this population and success attributes with respect to completing undergraduate degrees. There was a tendency in the literature toward examining African American and Latino students utilizing the deficit model. This study explores the lived experiences of two African American and one Latino alumni of A-STEM programs. Understanding the life stories, via counter narratives, of these students may help universities develop stronger support for student success in college for not only African American and Latino students, but for all students in A-STEM disciplines. Critical Race Theory was the framework used for the analysis and the interpretation of the data in this study. The data consisted of interview transcripts, timeline, documents, photographs, and e-mail conversations. Communicating the findings in qualitative interview studies is the result of constructing the experiences and meanings of events through the eyes of the participants in a manner that portrays a representation of their experiences. Each participant’s counter narratives were created to highlight salient patterns reflected in their experiences. The writing around the participants’ experiences, and the interrogation of data allowed for the identification of patterns that were consistent with each participant’s stories and their individual unique details. The findings revealed: (a) ethnic minority students want faculty and administrators who looked like them because having someone to understand their experiences as people of color in PWI is needed; (b) the need for organizations that support ethnic minority student academic and social success, which in turn helps to create a sense of belongingness and a more inclusive campus climate; (c) more overall faculty support in and out of the classroom; and (d) opportunities for involvement in faculty-led research projects.

Approved for public release, distribution is unlimited
The authors examine the history of immigrant military service in the United States, explore the motivations of noncitizen enlistees, and analyze the military performance of noncitizens relative to that of citizen enlistees. Information sources include a comprehensive review of literature, focused interviews with a small sample of noncitizen enlistees, and cohort data files of enlisted personnel who entered the military from 1990 through 1998. The history of noncitizen service corresponds roughly to the nation's history of immigration and naturalization policy, with military service having offered immigrants economic benefits, as well as a path toward assimilation. Service by noncitizens has also provided the country a way to meet its military manpower needs. The results of statistical analyses suggest noncitizens have lower predicted rates of first-term attrition, and higher estimated rates of retention beyond the first term and promotion to E-4. The authors conclude that noncitizens provide a valuable source of manpower, and fulfill important roles as influencers for the next generation. Thus, it may be worthwhile to provide noncitizens more information about enlistment opportunities, and to implement unique reenlistment incentives including expedited green-card status for family members. Future research should examine specific ethnic categories of interest within the population of noncitizens.
First Lieutenant, Turkish Army
Lieutenant Commander, United States Navy

A number of publications on the well-being of Native Hawaiians report high unemployment levels, high poverty levels, and minimal educational achievement in the population with theoretical origins attributed to the advent of a Western market economy. However, there are no studies that analyze the relationship between work ethic and retention, or satisfaction and retention in the Native Hawaiians working in this economy. Understanding the aforementioned relationships could help state and federal agencies focus spending on interventions that lead to productive employment solutions for Native Hawaiians. This quantitative study tested Weber's protestant work ethic theory to compare the work ethic of an individual to his or her retention at work, and Herzberg et al.'s motivation-hygiene theory to compare the job satisfaction levels of an individual to his or her retention at work. Data were collected from individuals 18 years and older who self-identified as Native Hawaiian. Six hundred survey responses were successfully collected from various members of the Native Hawaiian Civic Clubs, of which 419 were complete. Correlation analyses were conducted between the independent variable of work ethic and the dependent variable of worker retention, the independent variable of work ethic and the dependent variable of job satisfaction, and the independent variable of job satisfaction and the dependent variable of worker retention. While no significant relationships were found, this study successfully eliminated variables previously theorized as contributors to the population's low employment rate, thus encouraging future exploration of applicable theories that can lead to more relevant and appropriate employment interventions for Native Hawaiians.

This study examines the aspect of retention of healthcare executives in both a military and civilian environment and the relationship of ethical values to commitment in these respective organizational entities. The military differs from the civilian sector in that they recruit, train, and mold most of their medical service corps officer leadership; whereby civilian healthcare organizations largely depend on personnel accessions that require only minimal orientation in a hospital or clinic after completion of their university or military training. Regardless of whether a healthcare professional initially is accessed through the military or civilian sectors, the aspect of retention is of critical importance in the threat environment found today. Indeed, when one factors in different generational groups, it is important also to review the relationship between ethical values or commitment to both the military or civilian organizational models. Collectively, the challenge is to staff healthcare entities with committed healthcare managerial professionals in their respective organizations in order to meet an unprecedented threat and associated healthcare challenge to U.S. military and civilian populations. At this critical time in the nation's history, the U.S. cannot afford to lose a battle of attrition in either the military or civilian healthcare administration sectors. The U.S. military currently finds itself in the throes of a retention crisis resulting from extensive change. The changes include downsizing and re-engineering, reduction of benefits and rewards, and the effect of economic factors. Retaining medical professionals is an ongoing challenge, both in the military and civilian healthcare arenas. This dissertation will add to the body of knowledge and seek whether there is a statistically significant relationship between military ethical values and organizational commitment in the U.S. Air Force/Air Reserve Forces medical service corps/executive management personnel. Furthermore, it examines healthcare executives among different generational classifications of civilian and military personnel (Silent Generation, Baby Boomers, Generation X, and Post Generation X), to see if there is a statistically significant relationship between military ethical values and organizational commitment. All survey data was recorded in a Microsoft Excel database for organization, retrieval, and transfer to Microsoft Word and SPSS (Statistical Package for the Social Sciences) database.

EU direktiv 2005/0182 röstades igenom i början av år 2006. All trafik-data kring Internet- och telekommunikation ska lagras mellan sex må-nader och ett år. Direktivet kommer innebära gemensamma regler för EU:s medlemsstater. Syftet med direktivet är att data ska lagras för till-gänglig vid utredning, avslöjande och åtal av grov organiserad brottslig-het och terrorism.

Studien innehåller tre problemområden som behandlar andra gällande direktiv och konventioner, personlig integritet och etik. Först undersöks det nya direktivet i relation till European Convention on human rights (ECHR) Vidare förs diskussioner kring lagring av trafikdata och lokali-seringsdata i förhållande till personlig integritet. Även etikens syn på hur lagring av personuppgifter ska hanteras och rättfärdigas tas upp.

Studien har kommit fram till ett resultat kring varje problemområde. I relation till redan gällande direktiv och konventioner visar studien att det är väldigt öppet för tolkningar. Dock är det framförallt mot artikel 8 i ECHR som det nya direktivet strider mot.

Peter Seipel har definierat sex olika teorier kring synen på personlig in-tegritet. Direktivets påverkan på den personliga integriteten har analy-serats med hjälp av dessa teorier. Sammanfattningsvis kan det konstate-ras att lagring av trafikdata och lokaliseringsdata kan ses som ett in-trång i den personliga integriteten, frågan är om detta intrång är berät-tigat?

Inom etiken är synen på direktivet koncentrerat till vems nytta direkti-vet är och vilket mål direktivet ska uppnå. Ofta hamnar olika regler och ställningstagande i konflikt med varandra där två saker kan ses som rätt, men de båda inte kan samexistera.

At the beginning of year 2006 EU directive 2005/0182 was approved by the European parliament. The directive contains rules concerning the retention of traffic and localization data created with electronically communication. This data will be stored between six months and 1 year depending on the data type. The intension is to use the data to detect, investigate and prosecute heavy criminals and terrorists.

This study contains three different problem areas, if the directive op-poses to existing directives and conventions. The relationship between personal integrity and storage of personal information is also investi-gated. The last area is ethical issues with the storing of personal data.

The result is divided into three parts, one for each problem area. It shows that the new directive don’t comply with article 8 in the European convention on human rights. Although all the articles presented are open for wide interpretation.

Peter Seipel has made a categorization of six different views of the per-sonal integrity. It is clear that the new directive will affect the personal integrity.

The ethical view on the directive is concentrated to who will benefit from the changes and witch goals are the directive set to meet. Often the rules of ethics will conflict with each other because of two sets of rules can’t exist together.

The desire to enhance and make ourselves better is not a new one and it has continued to intrigue throughout the ages. Individuals have continued to seek ways to improve and enhance their well-being for example through nutrition, physical exercise, education and so on. Crucial to this improvement of their well-being is improving their ability to remember. Hence, people interested in improving their well-being, are often interested in memory as well. The rationale being that memory is crucial to our well-being. The desire to improve one’s memory then is almost certainly as old as the desire to improve one’s well-being. Traditionally, people have used different means in an attempt to enhance their memories: for example in learning through storytelling, studying, and apprenticeship. In remembering through practices like mnemonics, repetition, singing, and drumming. In retaining, storing and consolidating memories through nutrition and stimulants like coffee to help keep awake; and by external aids like notepads and computers. In forgetting through rituals and rites. Recent scientific advances in biotechnology, nanotechnology, molecular biology, neuroscience, and information technologies, present a wide variety of technologies to enhance many different aspects of human functioning. Thus, some commentators have identified human enhancement as central and one of the most fascinating subject in bioethics in the last two decades. Within, this period, most of the commentators have addressed the Ethical, Social, Legal and Policy (ESLP) issues in human enhancements as a whole as opposed to specific enhancements. However, this is problematic and recently various commentators have found this to be deficient and called for a contextualized case-by-case analysis to human enhancements for example genetic enhancement, moral enhancement, and in my case memory enhancement (ME). The rationale being that the reasons for accepting/rejecting a particular enhancement vary depending on the enhancement itself. Given this enormous variation, moral and legal generalizations about all enhancement processes and technologies are unwise and they should instead be evaluated individually. Taking this as a point of departure, this research will focus specifically on making a case for ME and in doing so assessing the ESLP implications arising from ME. My analysis will draw on the already existing literature for and against enhancement, especially in part two of this thesis; but it will be novel in providing a much more in-depth analysis of ME. From this perspective, I will contribute to the ME debate through two reviews that address the question how we enhance the memory, and through four original papers discussed in part three of this thesis, where I examine and evaluate critically specific ESLP issues that arise with the use of ME. In the conclusion, I will amalgamate all my contribution to the ME debate and suggest the future direction for the ME debate.

The purpose of this research was to develop and va lidate a Risk Scale for Postpartum Weight Retention in low-income tri-ethnic women. In Study I, the scale was created in 187 subjects given six questionnaires and monitored for weight from 0 - 6 months postpartum. There were a total of 263 items derived from the questionnaires and 39 were related to weight change at 6 months postpartum (r = -0.20 to 0.61, p < 0.005). Expert review and exploratory multivariate analyses were used to reduce the questionnaire to six items that included weights, fat habits, weight control practices and self-esteem. Weight change was calculated as weight in kilograms retained from prepregnancy to 6 months postpartum. An initial method of evaluation, multiple regression, accounted for 45.8% of the variance in weight change (p < 0.001). A simpler method for clinicians, a ROC curve, discriminated between women who retained < 10 kg prepregnancy weight vs >̲ 10 kg. Area under the curve was 0.87; sensitivity was 76% and specificity, 80%. In Study II, validity was determined in a sample of 75 women who visited health clinics at 1.5 and 6 months postpartum. The risk scale and a demographic questionnaire were administered at 1.5 months postpartum; weight and waist circumference were measured at 1.5 and 6 months after delivering a child. When cross-validated in this sample, multiple regression explained 35.7% of the variance in weight. The ROC curve classified 81% of subjects into correct weight categories, with sensitivity of 65% and specificity, 89%, (p < 0.001). To enhance the predictive ability and reliability of the risk scale, weight at 1.5 months was replaced by waist circumference at 1.5 months postpartum. In the revised scale, multiple regression explained 41.5% of the variance in weight retention (p < 0.001). The updated ROC curve had an area under the curve of 0.83; with a sensitivity and specificity of 65 and 92%, respectively (p < 0.01). These results indicate that the risk scale is a valid measure of postpartum weight retention, using either complex multiple regression or simpler ROC methods. Additionally, waist circumference greatly increases its predictive power in Study II.
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Research suggests binge eating (BE) is equally prevalent across racial/ethnic groups. However, the majority of data concerning the assessment and treatment of BE come from clinical trials or specialty clinics where racial/ethnic minorities are underrepresented. Data regarding symptoms and treatment are needed from urban clinical settings where minorities are more likely to seek treatment. The current study assessed racial/ethnic group differences in BE prevalence, clinical and cognitive symptoms, and treatment retention in an ethnically-diverse weight loss treatment-seeking sample. Participants included 127 Hispanic, 204 African-American and 99 Caucasian adults who completed self-report measures of BE frequency, distress, eating-related cognitive symptoms including shape and weight concerns and dietary restraint, depression, stress, and treatment barriers. Data concerning number of treatment sessions attended and body mass index (BMI) were collected at 6-month follow up. The first study developed and validated the Dimensional Assessment of Loss of Control Eating (DALC) scale. The 2-factor DALC demonstrated good internal consistency and convergent, construct and incremental validity. The DALC contributed to variance in eating pathology and depression beyond existing BE measures. The second study examined racial/ethnic differences in BE prevalence, eating-related cognitive symptoms, and BMI. As hypothesized, no racial/ethnic differences in BE frequency were found and the rate of recurrent BE was 20% to 30%; participants with recurrent BE had higher BMIs, levels of depression, and global eating pathology than individuals without; African-American participants with BE had higher BMIs than other racial/ethnic groups, controlling for demographic variables. The hypotheses that Hispanic participants have higher weight and shape concerns, and that African-Americans have higher levels of restraint, were not supported. The third study examined the hypothesis that ethnicity is associated with obesity treatment retention and outcome. African-American participants had lower retention rates than Hispanics and Caucasians combined, and had lower levels of obesity-based stigma, which accounted for their lower retention rates. African-Americans lost less weight than Caucasians but this difference disappeared after accounting for age and income. The findings suggest high BE rates among racial/ethnic minorities at a common entry point for health services utilization. Stigma and African-American ethnicity should be considered when developing retention interventions.

Past studies have found that there is a multiplicity of reasons that explain the shortage of health workers in rural and remote communities, including workplace conditions, professional development, and social and personal considerations. However, the motivations to practice in rural and underserved regions in China remains a crucial focus of research. This research offers a new investigation about the factors influencing the decision to come, stay or leave a rural and ethnic minority area in China. Twenty-three semi-structured interviews were conducted with health professionals in Liannan County Hospital. The results suggest that, besides the rural exposure and rural habits, age-related changes in human needs fulfillment help to explain personal choices about where to practice. These insights contribute to the advancement of academic knowledge through the investigation of work motivation across the life span, as well as provide practical recommendations that may aid in the recruitment and retention of health workers in such regions.
Alguns estudos apontam para a existência de uma multiplicidade de razões que explicam a escassez de profissionais de saúde em comunidades rurais e periféricas, incluindo as condições de trabalho, desenvolvimento profissional, e considerações pessoais e sociais. Contudo, as motivações para exercer a profissão em regiões rurais e esquecidas na China permanece um ponto crucial de investigação. Este estudo oferece uma nova investigação sobre os fatores que influenciam a decisão para trabalhar, permanecer ou abandonar uma área rural e de minoria étnica na China. Vinte e três entrevistas semi-estruturadas foram realizadas com profissionais de saúde no hospital do Município de Liannan. Os resultados sugerem que, para além da exposição rural e dos hábitos rurais, mudanças nas necessidades humanas a satisfazer relacionadas com a idade ajudam a explicar as escolhas pessoais sobre onde exercer a profissão. Esta visão contribui para o avanço do conhecimento académico através da investigação das motivações laborais ao longo da vida, assim como propõe algumas recomendações práticas que podem auxiliar no recrutamento e retenção de profissionais de saúde nessas regiões.

Abstracts in English, Southern Sotho and Xhosa
Previous studies evidenced the association between work ethics climate, retention factors and organisational commitment separately. However, research combining all these variables have not yet been done. The purpose of the study was to investigate the relationship between work ethics climate, retention factors and organisational commitment of nurses in a South African public hospital. A quantitative research design was followed and a probability stratified sample (N=208) of nurses participated in the study. The results indicate significant relationships between work ethics climate and retention factors. Furthermore, the results indicate significant relationships between work ethics climate and organisational commitment. Moreover, the results indicate that work ethics climate moderates the relationship between training and development components of retention factors and organisational commitment. These findings provide new knowledge for the design of retention strategies, which adds value to the body of knowledge in relation to work ethics climate. Recommendations for further research and for the implementation of the results of the study by human resource professionals were made in terms of improving the ethical climate, the retention factors and organisational commitment of their employees.
Dinyakišišo tše di fetilego di file bohlatse bja kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo ka fao go aroganego. Le ge go le bjale, dinyakišišo tšeo di kopanyago mehuta ye ka moka ga se tša hlwa di dirwa. Maikemišetšo a dinyakišišo tše e bile go nyakišiša kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo bja bja baoki ka sepetleleng sa setšhaba sa Afrika Borwa. Tlhamo ya dinyakišišo tša boleng e dirišitšwe gomme sampole ya baoki ye e arogantšwego (N=208) ba kgathile tema ka dinyakišišong. Dipoelo di laetša kamano ye kgolo magareng ga seemo sa maitshwaro ka mošomong le mabaka a go tšwela pele. Godimo ga fao, dipoelo di laetša dikamano tše kgolo magareng ga seemo sa maitshwaro ka mošomong le boikgafo bja ka mokgatlong. Godimo ga fao, dipoelo di aletša gore seemo sa maitshwaro se lekanyetša kamano magareng ga dikarolo tša tlhahlo le tša tlhabollo tša mabaka a go tšwela pele le boikgafo bja ka mokgatlong. Dikutollo tše di fana ka tsebo ye mpsha ya tlhamo ya mekgwa ya go tšwela pele, yeo e tlišago boleng go tsebo mabapi le seemo sa maitshwaro a ka mošomong. Ditšhišinyo tša dinyakišišo go tšwela pele le tša go phethagatša dipoelo tša dinyakišišo ka bašomi ba sephrofešenale ba merero ya bašomi di dirilwe mabapi le go kaonafatša seemo sa maitshwaro, mabaka a go tšwela pele le boikgafo bja ka mokgatlong bja bašomi ba yona.
Amarhubhululo zesikhathi esidlulileko zifakazele itjhebiswano eliphakathi kobujamo bemigomo yokusebenza, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwihlangano ngendlela ehlukanisiweko. Nanyana kunjalo, ngokwerhubhululo ukuhlanganiswa kwazo zoke lezi zinto akhange kweziwe. Ihloso yaleli rhubhululo bekukuphenya itjhebiswano eliphakathi kobujamo bemigomo yokuziphatha emsebenzini, ukubamba abasebenzi bangakhambi kanye nokuzibophelela kuhlangano kwabahlengikazi esibhedlela sombuso eSewula Afrika. Ihlelo lerhubhululo elidzimelele kuzinga lekulumo lilandelwe kanti nesampula yabahlengikazi I (N=208) labadlale indima kurhubhululo lisetjenzisiwe.Imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nemithelela yokubanjwa kwabasebenzi bangakhambi. Ukuragela phambili, imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nokuzibophelela kwehlangano. Ngaphezu kwalokho, lemiphumela iveza ukobana ubujamo bemigomo yokuziphatha ilinganisa itjhebiswano phakathi kweengaba ezibandulako nezithuthukisako, iingaba ezimalungana nemithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwehlangano. Leli lwazi elitholakeleko linikela ilwazi elitjha malungana nokudizayinwa kwamasu wokubamba abasebenzi bangakhambi, okuyinto engezelela ivelu kumthombo welwazi malungana nobujamo bemigomo yokuziphatha emsebenzini. Iincomo ezinye ezimalungana nokuragela phambili nerhubhululo kanye nokusetjenziswa kwemiphumela yerhubhululo elimalungana nabasebenzi bomnyango wezokuqatjhwa kwabasebenzi zenziwe ngokuthi kuthuthukiswe ubujamo bemigomo yokuziphatha, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwabasebenzi kuhlangano.
Human Resource Management
M. Com. (Business Management)

碩士
南台科技大學
人力資源管理研究所
100
Due to the pharmaceutical market’s increasing trend of globalization, starting January 1st, 2015, Taiwan’s Department of Health is making PIC/S GMP certification a mandatory requirement for conducting businesses. The Department of Health hopes this new regulation will help Taiwan’s pharmaceutical industry enter the global market. During this transition, the key to maintaining competitiveness in the market lies within the industry’s ability in retaining and training the employee that fits your company structure to maximize the efficiency of your human resources. The purpose of this research was to investigate the influence of person-organization fit on job retention, and to study the effectiveness of moderation in terms of profession ethics and other job offerings. Research subjects were employees of S Pharmaceutical Company. In this research, 282 surveys were distributed and 235 of the subjects responded. Out of the 235 responses, there were 203 complete responses. The effective response rate was 72%. The responses were then analyzed by SPSS to evaluate the current state of S Pharmaceutical Company’s person-organization fit, profession ethics, job offers and employee retention. The conclusion of the research is as follow: 1.Person-organization fit have a positive effect on employee retention. 2.Profession ethics have a positive effect on employee retention. 3.Job offerings have a negative effect on employee retention. 4.Profession ethics is influential to the relation between person-organization fit and employee retention.

The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance
Industrial and Organisational Psychology
D. Admin. (Industrial & Organisational Psychology)

The accounting profession continually has problems with hiring and keeping qualified staff; and many accounting scandals have shown a lack of ethical behavior on the part of Certified Public Accountants (CPA). This suggest a misfit between those in the profession and the ethics that the profession strives towards. Research has shown that the congruity of personal values with organizational values, person-organization fit (P-O fit), is an important factor in the hiring, socialization, and retention of employees. In addition, ethical behavior has been found related to P-O fit. Accounting educators have been called upon to address these problems by inculcating accounting students with the values of the accounting profession. This research firstly reports on the results of a comparison of the personal values of upper level accounting students in Georgia with the personal values of CPA leaders in Georgia. Personal value priorities were measured with the Rokeach Value Survey (RVS). The findings indicated that these samples of Georgia CPA leaders (N = 193) and accounting students (N = 516) significantly differed in the priority given to 24 of the 36 (66.7%) RVS values. This result suggests a lack of P-O fit between accounting students and the accounting profession. Secondly, this research reports on the effectiveness of two education interventions designed to improve the P-O fit of accounting students: a Curriculum Modification Intervention and a Value Self-Confrontation (VSC) Intervention. These education interventions were delivered online as part of the content of two distance learning classes on accounting ethics. The curriculum of both classes were augmented with content aimed at increasing the priority given to the value of courageous. The two classes were designated as either Group 1 or Group 2. Group 1 received only the Curriculum Modification Intervention. Group 2 received both the Curriculum Modification Intervention and the VSC Intervention, which was targeted at increasing the priority given to the four values of capable, courageous. honest, and responsible—values related to the Code of Professional Conduct and Bylaws (2012) of the American Institute of Certified Public Accountants. The results indicated that Group 1, from the beginning to the end of class (short-term value change), did not increase the priority given to courageous. Thus, the stand-alone Curriculum Modification Intervention did not result in the desired effect. Group 2, on the other hand, did increase the short-term priority given to all four of the targeted values. Moreover, Group 2 increased the long-term priority given to two of the four targeted values: capable and courageous. The higher priority given to these values at the end of class persisted for 15-16 weeks. The effect sizes indicated practical significance. These results suggest that the VSC Intervention was effective at inducing both short-term and long-term value change in the priority given to values of importance to the ethics of the accounting profession. These findings have implications for CPA firms, specifically with regard to hiring ethically “fitting” staff and fostering an ethical culture in accounting firms. The results of this research also provide input that may be helpful in improving accounting pedagogy, especially the pedagogy of accounting ethics education and distance education. Key words: person-organization fit, P-O fit, CPA firm turnover, personal values, value change, value self-confrontation, VSC, Rokeach Value Survey, RVS, Certified Public Accountant, CPA, ethics education, accounting students, online education, distance learning.
Business Management
D.B.L.

Text in English with abstracts in English, Afrikaans and isiXhosa
Herman Charles Bosman (1905–1951) remains a popular South African writer, despite the frequent occurrence of the offensive k-word for black people in his writings. Although the discipline of Translation Studies is presently dominated by ethical considerations, there are reasons to believe that ethical issues have been neglected in recent translations of Bosman’s English short stories into Afrikaans. His translators, Griebenow and De Lange, have conformed to a simplistic fidelity-driven perception of ethics, while more attention should have been paid to “sensitive” aspects of the original. The research problem is how this gap that exists in translation practice can be addressed, which in turn raises the question: How would one translate Bosman’s stories in an ethically responsible manner for the twenty-first century? This study not does deal with all of Bosman’s short stories but focuses on the Oom Schalk Lourens ones as these demonstrate the research problem best. Thus, the data consist of existing texts in printed form. The following stories have been selected for comparative analysis: “Makapan’s Caves”, “The Rooinek”, “The Gramophone”, “Mafeking Road”, “Splendours from Ramoutsa”, “Unto Dust”, and “Funeral Earth”. Since excerpts from the original and their corresponding translations are compared, translator style is inevitably included in the discussion. A committed approach, which considers translation as an activist and interventionist cultural activity (Brownlie 2011), forms the analytical framework of this study. The analyses indicate that Griebenow and De Lange have retained the offensive racial epithets of the source texts, rather than toning them down for modern target-text readers. Thus, the translators have been faithful to a dead author, instead of taking the socio-cultural and political context of reception into consideration. From a committed stance, I would strongly recommend that derogatory racial epithets, found in older texts, should be subdued in current translations. Otherwise, it may be better not to translate at all, as Pym (2012) suggests. Owing to translators’ responsibility for the effects of their translations on their readers, and South Africa’s political transformation to a democracy in which all people are deemed equal before the law, the use of racist language, is totally unwarranted.
Herman Charles Bosman (1905–1951) bly ʼn gewilde Suid-Afrikaanse skrywer, ten spyte van die gereelde voorkoms van die neerhalende k-woord vir swart mense in sy werk. Hoewel die dissipline, Vertaalkunde, tans deur etiese vraagstukke oorheers word, is daar rede om te vermoed dat etiese kwessies afgeskeep is in die onlangse vertalings van Bosman se Engelse kortverhale in Afrikaans. Die vertalers, Griebenow en De Lange, vereenselwig etiek met getrouheid aan die skrywer, in plaas daarvan om meer aandag te skenk aan “sensitiewe” aspekte van die oorspronklike. Die navorsingsprobleem is hoe om hierdie gaping in vertaalpraktyk aan te spreek: Hoe behoort Bosman se verhale op ʼn etiese, verantwoordelike wyse vertaal te word vir die een-en-twintigste eeu? Hierdie studie fokus op Bosman se oom Schalk Lourens-verhale wat die navorsingsprobleem die beste illustreer. Die data is derhalwe saamgestel uit bestaande tekste in gedrukte vorm. Die volgende verhale is vir vergelykende ontleding gekies: “Makapan’s Caves”, “The Rooinek”, “The Gramophone”, “Mafeking Road”, “Splendours from Ramoutsa”, “Unto Dust”, en “Funeral Earth”. Aangesien grepe uit die brontekste en die vertalings daarvan vergelyk word, is vertalerstyl noodwendig deel van die bespreking. ʼn Betrokke benadering waarvolgens vertaling as ʼn aktivistiese en intervensionistiese kulturele aktiwiteit beskou word (Brownlie 2011), vorm die ontledingsraamwerk van die studie. Die ontledings dui daarop dat Griebenow en De Lange die rassistiese skeldname van die oorspronklike behou het, in plaas daarvan om dit “sagter” uit te druk vir hedendaagse doeltaallesers. Die vertalers was getrou aan ʼn afgestorwe skrywer, eerder as om die sosiokulturele en -politiese konteks van resepsie in ag te neem. Vanuit ʼn betrokke standpunt sou ek sterk aanbeveel dat neerhalende, rassistiese benamings wat in ouer tekste voorkom, gedemp moet word in hedendaagse vertalings. Anders sou dit beter wees om hoegenaamd nie te vertaal nie, soos Pym (2012) voorstel. Vanweë vertalers se verantwoordelikheid vir die effek van hul vertalings op hul lesers, en Suid-Afrika se politiese transformasie in ʼn demokrasie waar alle mense gelyk geag word voor die wet, is die gebruik van rassistiese taal verregaande.
UHerman Charles Bosman (1905-1951) ngomnye wababhali abaphume izandla baseMzantsi Afrika, nangona iincwadi zakhe zizele ligama elingamkelekanga eliqala ngo-k elibhekiselele kubantu abantsundu. Nangona Izifundo Zoguqulo zikuthathela ingqalelo ukunanzwa kweenqobo ezisesikweni xa kuguqulelwa, kukho izizathu ezibangela ukuba kukholeleke ukuba imiba engeenqobo ezisesikweni iye yatyeshelwa xa bekuguqulelwa kwiAfrikaans amabali amafutshane kaBosman abhalwe ngesiNgesi. UGriebenow noDe Lange abangabaguquli bathande ukulandela uluvo olubonisa intembeko kumbhali, endaweni yokugxila kwimiba “enobuethe-ethe” ekwisicatshulwa sentsusa. Injongo yolu phando kukufumana indlela esinokuvalwa ngayo esi sikhewu kwimisebenzi yoguqulelo, nto leyo ebangela ukuba kubekho imibuzo ethi: Umntu angawaguqula njani amabali amafutshane kaBosman kwinkulungwane yamashumi amabini ananye apho umguquli azithathela ingqalelo iinqobo ezisesikweni. Olu phando aluwahlautyi onke amabali amafutshane kaBosman, koko lugxila kuphela kula ka-Oom Schalk Lourens kuba ingawo ayivelisa kakuhle le ngxaki/njongo yophando. Izicatshulwa ezihlalutywayo zezishicilelweyo kuphela. Amabali akhethelwe ukuthelekiswa nokuhlalutywa ngala: “Makapan’s Caves”, “The Rooinek”, “The Gramophone”, “Mafeking Road”, “Splendours from Ramoutsa”, “Unto Dust”, and “Funeral Earth”. Njengoko kuthelekiswa iziqendwana ezikula mabalana neenguqulelo zawo, isimbo sokubhala sabaguquli siyaqukwa kolu hlalutyo. Isakhelo sohlalutyo esisetyenzisiweyo kolu phando seso sisekelwe kwiingcamango zikaBrownlie (2011) ezihlela uguqulelo njengesenzo senkcubeko sokuphembelela nokungenelela. Uhlalutyo lubonisa ukuba uGriebenow noDe Lange bawagcinile amagama ocalucalulo ngokobuhlanga anyelisayo asetyenziswe kwizicatshulwa zentsusa, endaweni yokuwatshintsha ngelokulungiselela abafundi ekujoliswe kubo beli xesha. Abaguquli ke ngoko baye bathembeka kakhulu kumbhali owaswelekayo endaweni yokuthathela ingqalelo imeko yokwamkelekileyo ngokwezopolitiko nentlalo. Ndiphakamisa ukuba amagama anyelisayo ocalucalulo ngokobuhlanga asetyenziswe kwiimbalo zakudala athonyalaliswe okanye atshintshwe kwiinguqulelo zangoku. Kungenjalo, kungcono kungenziwa nguqulelo kwaphela njengoko ecebisa uPym (2012). Ngenxa yoxanduva olusemagxeni abaguquli ngeziphumo zeenguqulelo zabo kubafundi bazo, nokutshintsha kwemeko yezopolitiko yoMzantsi Afrika itshintshela kwidemokhrasi apho abantu balinganayo ngokomthetho, ukusetyenziswa kolwimi olucalulayo akwamkelekanga.
Linguistics and Modern Languages
D. Litt. et Phil. (Linguistics with specialisation in Translation Studies)