Дисертації: "Career in police administration"

1

Everts, Gail Lynn. "A study of career development programs in Wisconsin municipal police agencies." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001evertsg.pdf.

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2

Keeler, Rebecca L. "A Career of Research in Public Administration." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/652.

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3

Boakye-Yiadom, Dahl Herta. "Career Challenges Faced by Professional Black Women in Sweden." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5678.

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Academically and professionally qualified Black women who immigrated to Sweden from the United States and the continent of Africa encounter barriers that may hinder their career opportunities. The unstable labor market position of foreigners required efforts by the Swedish government to address the problem. Little is known about the unique and specific challenges that qualified Black immigrant women experience when integrating into the Swedish labor market with foreign qualifications and professional experience. Guided by Durkheim's social integration theory, the purpose of this phenomenological study was to evaluate the lived experiences of Black immigrant women as they integrated into the Swedish labor market with foreign education and professional experience. Using a Facebook group and an organization promoting Black women in Europe, data were collected through 9 semistructured, open-ended interviews with Black immigrant women who lived in Sweden for at least 7 years. Data were then coded and analyzed using Moustakas' framework. Using thematic analysis produced the following themes: reevaluation of labor market policy and Swedish language, networking, and discrimination. Results from this research provide a framework for the Swedish government, public, and private organizations to direct future research, enhance labor market integration opportunities for academically and professionally qualified Black women and other immigrants, and inform the public about current debates and propositions for modifications to labor integration policies.

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4

Ralenkoane, Martin Makhube. "An examination of factors that influence the choice of teaching as a career in Lesotho." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/3644.

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Includes bibliographical references (leaves 99-106).
Teacher shortage in schools is the current subject of interest among academics worldwide. Prospects of teacher supply and demand have declared imminently high teacher shortage in the developing and developed world alike. Based on the theories of occupational choice and other studies on the choice of teaching as a career, this study attempts to address this worldwide teacher shortage problem by examining factors that influence people in choosing teaching as a career in Lesotho.

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5

Cooper, Antonio. "Stakeholder Perceptions of Factors That Limit Career and Technical Education Course Offerings." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3342.

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This study addressed the problem of the lack of Career and Technical Educational (CTE) courses offered at 3 high schools located in a rural Alabama county. Guided by Bourdieu's cultural capital theory, this study examined cultural capital in reference to the transference of knowledge that each high school in this study provides its students throughout their high school education. The research questions explored the stakeholders' perceptions of the factors that prevent the schools from offering more CTE programs and how CTE programs should be expanded in each school. A collective case study design was used for this study, with the data collected through transcribed interviews of 9 educators from the study schools and the examination of archival documents. The data were coded and categorized into a case study spreadsheet. According to the stakeholders, the major factors that prevented the schools from offering more CTE programs were lack of funding, proximity, and conflicts within the schedule. The stakeholders believed that the school system needed to create regional CTE centers that offered more courses with hands-on learning experiences that matched the students' interests. These findings led to a policy recommendation to the Board of Education to create a section under the current CTE policy which addresses program expansion. The policy recommendation and results from this study may effect positive social change by informing the creation and implementation of CTE courses that match students' interests, which may aid in those students being more college-and-career-ready upon graduation. The results from this study are also of interest to researchers examining problems in other school districts with similar deficits.

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6

Moulds-Greene, Etheldria Amayah Bonnie. "Career Pathways of African-American Women Senior Executives at Predominantly White Institutions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7827.

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Research studies have revealed that African-American women are disproportionately underrepresented in senior and executive leadership positions compared to European-American female and male counterparts at public and private predominantly White institutions, despite their increased representation in university senior leadership positions. The purpose of this basic qualitative study was to discover the meaning and understanding of African-American women's career pathway experiences ascending to executive positions at these institutions. Critical race theory and Black feminist thought lenses were used as frameworks to understand participants' career pathways, barriers, and facilitating factors advancing toward leadership. LinkedIn recruitment and snowball sampling led to 9 participants who self-identified as African American/Black multi-ethnic women currently or previously worked in senior and executive-level roles. Each participant's interview was analyzed for codes and themes. Seven themes that emerged suggested that although participants experienced barriers and challenges as impediments, facilitating factors of a strong support system of mentors, role models, and faith enabled them to persevere. The participants reported having inherited a legacy of self-determination, self-reliance, resilience, family, community, and church preparing them for their career pathways. This empowered them to navigate barriers and challenges while taking advantage of facilitating factors into leadership. The positive social change implications of this study provide recommendations to both prospective African-American women aspiring career pathways in senior and executive leaders and the institutions themselves that may increase such leadership at higher education institutions.

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7

Gregory, David. "Envisioning a career with purpose| Calling and its spiritual underpinnings among college students." Thesis, Kent State University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3618888.

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The current study tested the hypothesis that student spirituality would relate positively to the construct of calling and that these constructs together would lead toward career decidedness. To test this model, a sample consisting of 1139 students from a large Midwest university was surveyed. Results supported these hypotheses only in part. The results suggest the spirituality construct to consist of spiritual identity, spiritual quest, and equanimity consistent with the Astin, Astin, and Lindholm spirituality study. Both search for calling and presence of calling consisted of three parts consistent with Dik and Duffy's concept of calling: transcendent summons, purposeful work, and prosocial orientation. The career decidedness construct also consisted of three domains in accordance with Savickas' formulation: career path, academic major, and occupation.

Spirituality, in general, highly correlated with search for calling. Correlations were also high between search for calling and presence of calling. Because of this, search for calling was found to mediate an indirect influence of spirituality on presence of calling. However, the manner in which career decidedness related to the model was not expected. According to the data, career decidedness weakly but directly correlated with presence of calling and was determined to be a predicting influence, contrary to the hypothesis. Although no meaningful correlations were discovered between spirituality and career decidedness, equanimity was discovered to meaningfully associate with both spirituality and career decidedness. Theoretical and practical implications are explored.

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8

Smith, Leroy V. "Increasing the Career Longevity of Teachers of Students With Emotional and Behavioral Disorders." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4890.

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Teachers of students with emotional and behavioral disorders (EBD) have among the highest attrition rates of any teaching discipline in the United States. High attrition rates affect EBD teachers, school districts, and students with EBD. Through the theoretical lenses of Maslow's hierarchy of needs theory and Eisenberger's organizational support theory (OST), this study sought to determine if there was a difference in college preparation, job support, and job benefit/amenity factors identified by EBD teachers who intended to leave the discipline (n = 6) and those who intended to stay (n = 9). This quantitative, survey-based study yielded data from 15 EBD teachers. Results of independent-samples t-tests indicated there were no statistically significance differences in responses between the 2 groups. However, there were notable differences when the highest and lowest means scores of individual survey items were examined. The importance both groups placed on job supports when compared to college preparation and job benefit/amenities was evident. Additionally, the results indicated that EBD teachers planning on leaving the profession placed more importance on direct contact with school administrators when compared with those intending to stay. Results of this study should be taken with caution as they are drawn from a relatively small sample of EBD teachers. The results of the study may add to the field of research on EBD teacher attrition rates and possibly assist universities, educational leaders, and education policy makers in developing means to address this issue. Importantly, the results of the study could promote the professional success of EBD teachers as well as the academic, behavioral, and social growth of the students they teach.

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9

Alfaysal, Rami, and Emma Andersson. "The diffusion of Gender Policy in Accounting firms : the role of company structure and size." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-71829.

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Women have a few managerial positions compared to men in audit and accounting firms. It said that large companies have intentions to increase the number of women accountants in managerial positions. The study is investigating the implementation of gender policies and diversity in auditing firm with a specific focus on how company size may impact how organizations come to work with issues of gender and diversity. A qualitative method has been implemented in this study, by conducting 17 semi-structured interviews with women auditors and accountants, working in 4 large firms and 5 small firms in Sweden. The study shows that the policies of the large companies are not fully implemented. While setting policies for small firms will just help women auditors/accountants to improve their career education.

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10

Rivera, Jose G. "Assessment of actual and perceived efficacy of the Texas Association of Future Educators (TAFE) program on the academic progress, success and career aspirations of Latino students." Thesis, State University of New York at Buffalo, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3722551.

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This study assessed the actual and perceived efficacy of TAFE as implemented across public schools in Texas with Latino populations. The graduation rates of students were analyzed to assess whether there were significant differences in graduation rates between schools implementing the program and those not implementing the program across gender and ethnicity. Surveys were administered to past and present personnel associated with TAFE to ascertain their perceptions on the program. A significant main effect for Latinos was found at TAFE schools during the five year period of the study. Survey responses were isolated to differentiate between Latino responses and those of the general population. Responses varied in consistency between Latino respondents and the overall population of respondents. In general, respondents credited the program for the higher graduation rates of Latinos and their motivation to attend college which are future indicators of success. However, the respondents were undecided as to TAFE's influence to foster teaching vocations but believe it impacts teacher retention. Respondents were also undecided, and a considerable percentage of them had a negative opinion that TAFE motivated them to become or want to become educational administrators. Finally, respondents endorsed the idea of recommending TAFE to high school students and to schools/districts for implementation.

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11

Baldwin, Todd. "IMPLEMENTING KENTUCKY’S COLLEGE READINESS AGENDA: AN ORGANIZATIONAL PERSPECTIVE OF POLICY IMPLEMENTATION." UKnowledge, 2016. http://uknowledge.uky.edu/edsc_etds/16.

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Nearly two-thirds of undergraduate college students within the United States fail to graduate within six years because they are unprepared for postsecondary education. Thus, many states have embarked on policy reform movements centered on college and career readiness for all high school graduates. This study focused on Kentucky’s efforts to implement four key initiatives—accelerated learning, secondary interventions, college and career readiness advising, and persistence to graduation—resulting from sweeping reform policies enacted in 2009 by the Kentucky General Assembly. The study considers policy implementation from an organizational perspective and explores the structural characteristics associated with effective policy implementation at the school level.

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12

Bishu, Sebawit G. "Gender and Authority in the Public Sector: The Case of Local Government Chief Administrative Officers in the United States." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3476.

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In 2016, women represented 16.6% of all Chief Administrative Officers (CAOs) in local governments across the United States. Previous studies have investigated gender disparities in managerial representation, which is explained by the glass ceiling phenomenon; however, little is known about whether the women that occupy these male dominated positions have the similar levels of responsibilities as their male counterparts. Thus, the purpose of this dissertation is to understand if gender disparities in levels of work authority manifest as a new form of the glass ceiling. Work authority in this study is operationalized as CAOs’ sanctioning authority (control over personnel operations) and decision-making authority (control over formal operations). Using a mixed methods research design, this investigation is implemented in two phases. The first phase employs Ordinary Least Square (OLS) regression to explore the relationship between CAOs’ gender and CAOs’ level of work authority as well as the relationship between CAOs’ levels of work authority and annual pay. In the second phase, using a qualitative research method, I conduct an in-depth investigation of similarities and differences in the career paths of CAOs and the factors that shape their career-related decisions. This research has five main findings. First, female CAOs do not have similar level of sanctioning authority as their male counterparts. Second, disparities in level of sanctioning authority yield economic inequality among CAOs. Third, male and female CAOs take different career paths. Last, female CAOs perform dual roles—professional and personal—whereas most male CAOs are less burdened with household responsibilities in their personal lives. Last, for female CAOs with family responsibilities, their career paths are significantly fashioned by the presence of institutional and social support networks. Findings inform policy makers and public management practices. It informs that gender-based disparities in the workforce continually manifest in new forms, creating unequal employment opportunities for men and women in the workforce. Such disparities also continue perpetuating economic inequalities among men and women in the workforce. Also, it informs public management practices of the critical impact that institutional support has on leveling the playing field women to participate in male-dominated careers.

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13

Ballard, Velma J. "Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government." Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.

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The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When women are under-represented in mid-to-upper levels of management in government, there are implications regarding representative bureaucracy.

Through the use of qualitative methods, this study examined the career progression experiences of women who were successful in reaching mid-to-upper levels of management in male-dominated occupations in state government. Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision-making abilities.

The findings revealed that women experience various barriers to career progression in male-dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid-to-upper level management in male-dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency-wide policy decisions. The decision-making power is limited to implementation strategies of agency-wide policies within their smaller domains or geographical area of responsibility.

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14

Gregory, David. "Envisioning a Career With Purpose: Calling and Its Spiritual Underpinnings Among College Students." Kent State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=kent1364220599.

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15

Mohd, Zahari M. S. "A study of factors moderating Malaysian hospitality students selection of tertiary education institutions, programme and subsequent career intentions." Lincoln University, 2004. http://hdl.handle.net/10182/1577.

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This study explores the moderating variables that influence a student's decisions to enter into a hospitality management programme and subsequently pursue a career in the hospitality industry. It also examines how these factors are implicated in or modify a student's career commitment over time. The sample includes students enrolling in various three year (6 semester) diploma and undergraduate programme offered by Malaysian hospitality institutions of higher learning over the academic years of 2002- 2003. This includes four public or government funded institutions with several branch campuses, and six private institutions. Predominantly the data for this study based are on self completion questionnaires with some additional insight particularly about respondents' direction of industry employment provided by means of qualitative responses. The initial comparisons are made between students in the public and private institutions and these are followed by an extensive series of analyses examining the differences and similarities of respondents' rating in the two rounds of data collection with reference to a range of independent variables. Also reported are how these ratings change over time. Significant differences were found in terms of parental socio-economic background between students who enrolled in the private and those in the public hospitality institutions. Nevertheless, for the key issues as to whether parental backgrounds lead to differences in respondents' attitudes and values about a career in hospitality this was not seen as an influencing determinant for both institutions. Further, the independent variables of gender, ethnicity, religion and geographical upbringing, secondary school background and prior experience do not clearly show causation of how students reports their views about the dimensions investigated in this study. In fact, students' levels of intention and commitment towards career are apparently not directly related to these independent variables. However, despite no clear pre-tertiary education indicators of likely disaffection being identified, a very clear picture emerged in this study that there is a declining sentiment among Malaysian hospitality students towards employment in the hospitality industry and reduced intention to pursue such a career. These weakened employment intentions are formed during the educational programme and are probably at least partially a result of the maturation process with varying consequences and implications for the students, hospitality institutions, industry and the government.

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16

Wright, G. V. "A case study of U.S. foreign policy : The Carter administration and Angola." Thesis, University of Leeds, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379061.

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17

Mitova, Mariana A. "Relationship Between Investments in Self and Post-Graduation Career Satisfaction Among Apparel and Textiles Majors." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1491579505475789.

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18

Auten, Brian J. "Carter's conversion : an analysis of defence policy transformation in the Carter administration (1977-1979)." Thesis, University of Reading, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.430941.

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19

Pennell, Kym. "Police education and police practice." Phd thesis, Australia : Macquarie University, 2003. http://hdl.handle.net/1959.14/35468.

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"January 2002".
Thesis (DEd)--Macquarie University, Australian Centre for Educational Studies, School of Education, 2003.
Bibliography: p. 229-246.
Introduction: police education and police practice -- "Police": a definition -- Policing in a democratic society: the role dilemma -- Contemporary policing: a convergence of ideas -- Role conception: the United Kingdom -- Development of policing: Australia and the United States of America -- The nature of crime -- The police response: effectiveness and outcomes -- The perceptions and expectations of stakeholders -- The police culture -- The police organisation -- Police education and training: models of learning -- Police education and training: providers -- Police education and training: evaluation of 'training' models -- Police education and training: evaluation of 'professional models' -- Police education and training: evaluation of 'professional/academic' model -- Police education and training: evaluation of experience -- Conclusion.
A perception of escalating social disorder and allegations of police corruption and ineptitude have led to a social and political imperative to reform policing. Fundamental to this reform is the modification of the core mission of the police and the operational practices of the uniformed Constable. The core characteristics of policing and the operational practices of the uniformed Constable are determined by the core mission and the operational context of policing. -- Despite an imperative to reform the quality and provision of police services to the community the core mission of the police has not fundamentally altered during the last half century and remains crime control (Zaho, 1996). The core mission of contemporary policing has been criticised for being in direct conflict with basic democratic principles and for being simply unachievable. This thesis will establish that the origins and occurrence of crime, its prevalence and persistence is detennined by social, economic and cultural factors that are beyond the control of the police. It will be argued that long-term successful law-enforcement in a democratic society requires the acceptance, cooperation and approval of the community. Community oriented policing may provide the theoretical framework for internalising normative controls and for enhancing public participation in and sharing responsibility for crime control. -- It will be demonstrated that the strategc shift in policing implicit within the theoretical framework of community policing has significant implications for the reform of police . education and training. Several commentators and various Commissions of Inquiry have recommended upgrading police education and training, and the participation of police in tertiary education. -- The reform of police practice is contingent upon the reform of the core mission and the operational context of policing. The core mission and the operational context of policing is substantially defined, controlled and manipulated by the perceptions, expectations and actions of stakeholders. Directly or indirectly these have been found to be antithetical to alternative models of policing that are service orientated; thus blocking, diluting or redirecting efforts to implement community policing. -- Unless the core mission of the police and the operational context of policing are substantially modified then police education will continue to have a limited impact upon the operational practices of the uniformed Constable.
Mode of access: World Wide Web.
xxi, 246 p

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20

Lee, Loy Eddie. "An analysis of the reorganisation of the traffic warden corps of the Royal Hong Kong Police Force." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1803763X.

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21

Steele, Catherine A. "Measuring career anchors and investigating the role of career anchor congruence." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/4d808ce0-304f-08e3-36e3-c12a4460c409/1.

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This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.

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22

Johnson, William Raymond. "Four-Year Music Degree Program Perceptions of Value from Administrators and Students: A Mixed Methods Study." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1460725110.

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23

Wahlert, Matthew H. "Wishful Thinking in Foreign Policy: A Case Study of the Carter Administration and the Iranian Revolution." Miami University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=miami1323036660.

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24

Damuhn, M. D. "Back down to earth : the development of space policy for NASA during the Jimmy Carter administration." Thesis, Swansea University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.636341.

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Throughout Jimmy Carter's presidency he was pulled in opposite directions between his idealism and the harsh reality of politics. The argument that will be presented throughout this dissertation is this conflict faced by Carter concerning NASA. Historians have neglected the Carter Administration's affairs with NASA because they believe nothing exciting or important happened. The Carter Administration is the only one in the Space Age that Americans have not been in space. I propose to show that, while it might not have been exciting, it was important what Carter did with NASA throughout his Administration. During the 1976 presidential campaign and early in his Administration several Carter advisors recommended that the Shuttle be postponed or even cancelled, but Carter continued his support for the Shuttle. Towards the end of his Administration it took a high level presidential meeting to put the full weight of his presidency behind completing the Shuttle. While Carter was not enthralled with manned space flight he was aware and very supportive of what NASA could do to expand knowledge outward by its robotic exploration of the universe. Several NASA projects, that he supported and started the funding, only came to fruition long after Carter left the White House such as the Hubble Telescope, the Jupiter Galileo project and the Venus Magellan project. Carter also strongly endorsed NASA projects for use on Earth such as communications, weather, environmental, and military satellites. He wanted NASA to meet the needs of the taxpayers who paid for it. He wanted to bring the space agency "back down to earth". This was a consistent theme throughout his Administration. Carter had good plans for NASA but left so many people disappointed who wanted great things from NASA but wound up only with good things.

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25

Lawson, Amanda. "Development in the Rights Timing: How the Carter Administration Engaged NGOs in Latin American Foreign Policy." Miami University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=miami1556893160797073.

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26

Odom, Ronnie Hugh. "Continuity and change in the United States' Soviet policy during the Carter and Reagan administrations /." Electronic version (PDF), 2007. http://dl.uncw.edu/etd/2007-2/odomr/ronnieodom.pdf.

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27

Forh, Edward S. "Stakeholders' Roles in Prioritizing Technical Vocational Education and Training in Postconflict Liberia." Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3665850.

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Postconflict governments and counterparts have collaborated to provide skills training to communities as a critical postconflict development strategy. In these undertakings, the role of community members remains largely undefined. The purpose of this qualitative descriptive case study was to understand the perceptions held by rural community members regarding the role they played in influencing government's policy priority for technical and vocational education and training (TVET) as a local human development strategy in postconflict Liberia. The conceptual framework was based on human capital theory and concepts of motivation and achievement. Fourteen participants were purposefully selected for the study. Data were collected from interviews, focus group discussion, and documents and analyzed using constant comparison. Results indicated that increasing human capital, restoring self-esteem, encouraging civic participation, and building peace were among the community members' motivations for establishing a skills training institution. Leadership, advocacy, and ownership were major roles community stakeholders played in establishing their local skill training institution; voluntarism and collaboration were found to be strategies for support to the local TVET initiatives. Findings have positive social change implications for facilitating community-initiated TVET programs for youth employment as well as informing TVET policies in countries transitioning from conflict to development.

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28

Lima, Julio L. "Power, trust, police unions, and police managers| A quantitative research study." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732850.

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A Likert Scale Attitudinal Survey was distributed to sworn, non-supervisor, police officers at six police departments in the state of California in a department roll-call setting to measure the counterbalance of power, trust, and influence between police managers and police union leaders. The relationship between a police management and police union leadership is critical component in the internal dynamics of the police organization. The results from this study provide evidence that although on average rank and file police officers tend to trust and attribute more power within police organizations to police unions rather than to police managers, an analysis of the survey responses by inferential statistics showed that these differences were not statistically significant. Furthermore, an analysis of the survey results measuring the relationship between the specific leadership bases of power and trust revealed a statistically significant relationship between the perception of trust by rank and file officers and the use of specific bases of power by police managers and police union leaders. In conclusion, the implications for studies of leadership, power, and policing are discussed.

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29

Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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30

Lo, Wai-ming Vivian. "A review of the effectiveness of the discipline policy of the Royal Hong Kong Police Force." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596071.

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31

Ho, Wai-ming Stephen. "Administrative reform in the Royal Hong Kong Police." Click to view the E-thesis via HKUTO, 1989. http://sunzi.lib.hku.hk/hkuto/record/B31975847.

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32

Pitman, Grant Alan, and n/a. "Police Minister and Commissioner Relationships." Griffith University. School of Public Policy, 1998. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030228.140953.

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Australian Police Ministers and Commissioners occupy a pivotal position in the system of law enforcement. Collectively, they are responsible for the general policy, administration and operational direction and control of policing through the Australian States. There has been in the past twenty five years a growing complexity and a variety of problems facing police agencies which are arduous and demanding. Continuing social tension of recent years have given police ministers and commissioners higher public profiles than ever before. The research undertaken in this thesis examines the difficulties experienced between police ministers and commissioners in Queensland and New South Wales from 1970 to 1995. Three models have been developed as a framework to analyse the relationships and how they operate. The three models are called - 'Dependency', 'Independency' and 'Interdependency'. Twenty-one police ministers, commissioners and advisers from Queensland and New South Wales were interviewed during the course of the research. Five separate case studies were developed to analyse and interpret the relationships within the context of the three models. A summary chapter of additional research data provides supporting information which was used to substantiate the case study material. The conclusion argues that relationships operate more effectively when elements of the 'Interdependency' model exist. The need for further debate about the administrative, legal and management elements of the working relationship between a police minister and commissioner is essential to achieve a balance between policy, administration and operational requirements within a modern western democratic policing system.

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33

Ho, Sai-him Benny. "An analysis of the policy on investigating complaints against the Hong Kong police." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20075480.

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34

Khabiqheya, Khanyisa. "An evaluation of communication tools in a hierarchical training institution : the case of a police academy in the Western Cape." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2544.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.
Communication in a multi campus organization has always proven to be difficult (Coiera, 2006: 95). The research problem emanates from bad use or non-existent communication strategies in one of the SAPS Academies. The objective of this research was to examine how the management and staff in the Police Academy can break the communication barriers created by hierarchy and bureaucracy; develop guidelines for the management and staff members on how they can create effective communication channels in the Academy, examine how poor communication impacts negatively on the operations at a police academy, highlight how proper and timely communication can improve operation in the Academy and to identify and make recommendations on the ways the management and staff at the SAPS Academy can improve communication. The research was conducted to, critically evaluating the existing communication strategies applied in the SAPS Basic Training Academy; determine strengths and weaknesses of these strategies; consider the alternative strategies that can be utilised to manage communication in the Academy; identify, highlight, assess and explain the importance of effective communication in a Police Academy and draw attention to how effective communication can be used to improve projects. The methods employed in this research include qualitative and quantitative research, where open ended questions were utilised in obtain information and closed ended questions to fill in the gaps on the information obtained from open ended questions. The study adopted the qualitative and quantitative research method to answer the research question and data interpretation was based on Microsoft Excel. This method was deemed to be the most effective for collection of the kind of data and numerical (quantifiable) data is considered objective. On Section B, a Likert-type questionnaire comprising closed-ended questions was the measurement instrument. Answer choices were graded from 1 to 5, being strongly agree, agree, indifferent, disagree and strongly disagree. Based on the different models that were studied, the researcher then suggested a tentative model that could be used. The population comprised of all the 147 employees of one of the SAPS Academies in the Western Cape, and questionnaires were distributed to all the 84 employees that were on duty on a particular day in this academy. The findings indicated that organisation communicate yields better results than those that do not communicate. The study highlighted the communication problems at the academy and came up with model/ solution to the current situation. The respondents used in the study gave a lot of suggestions that could be used in the academy. The frequency tables utilised will be useful as the reader could see the favourite suggestions or preferences by the people.

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35

Paoli, Claude. "La police confisquée." Paris 1, 2000. http://www.theses.fr/2000PA010292.

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La police française est une institution étatique, détentrice de la force publique, qui fait l'objet, quant à sa structure et a son fonctionnement, d'une confiscation par le pouvoir politique. Une enquête historique et sociologique de cette institution permet de démontrer les mécanismes de confiscation bureaucratique au profit dudit pouvoir politique et mis en œuvre par la hiérarchie de la haute administration. Une étude constitutionnelle historique et comparative révèle à la fois, la confiscation par le « politique » au moyen de la disparition progressive dans les textes constitutionnels de la notion de force publique de l'intérieur et, conséquence dont il est difficile de prétendre qu'elle n'est pas volontaire, l'irrespect du principe de la séparation des pouvoirs au profit de l'exécutif. Un examen approfondi des règles de droit et de la jurisprudence concernant les grands principes de fonctionnement du service public, débusque les dysfonctionnements et les distorsions subis par la gestion quotidienne du service public de la police. Face à cette situation et pour revenir, dans un des domaines fondamentaux de l'exercice concret des droits de l'homme, au respect du principe de la séparation des pouvoirs et au respect des libertés publiques et privées, une proposition de modifications constitutionnelles s'impose, afin de restaurer la police dans son cadre juridique naturel qui est celui de la constitution, seule garante de la bonne administration de la force publique. Cependant, cette reconnaissance constitutionnelle nécessaire n'est pas suffisante pour rétablir l'exercice normal des pouvoirs de la police française. Il faut, également, reformer en profondeur la structure et le fonctionnement de l'institution policière. Cette réforme doit se fonder, d'abord, sur le principe de l'unicité de la fonction policière. Ensuite, elle devra mettre en application le principe de la transparence, autant qu'il ne vide pas de son sens et de ses effets les pouvoirs de police légitimement et légalement appliques enfin, l'évolution des organisations criminelles et l'adaptation constante de leurs moyens, ainsi que l'élargissement de leur champ d'opération à la planète entière, doivent conduire à un rassemblement des moyens de lutte anti-criminelle au sein d'une seule institution enfin unifiée et désormais représentative d'une force publique démocratique.

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36

Sullivan, Sherry E. "Retirement as a career transition." The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1273501760.

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37

Emsley, Clive. "Aspects of the history of crime, police and policing in Europe since c.1750." [S.l.], 1999. http://dart.open.ac.uk/abstracts/page.php?thesisid=186.

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38

Drew, Jacqueline M. "Why Police Leave? An Examination of Turnover By Gender and Career Stage." Thesis, Griffith University, 2003. http://hdl.handle.net/10072/366787.

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The program of research presented in this thesis focuses on the construct of employee turnover. It is argued, despite the intense interest that employee turnover has attracted (Cotton & Tuttle, 1986; Griffeth, Hom & Gaertner, 2000), that turnover theory and research suffers from a number of notable shortcomings. These shortcomings primarily stem from the development and study of employee turnover models that attempt to make predictions for all individuals, at all times and across all places (Lee & Mowday, 1987). It is proposed that three shortcomings need to be addressed, specifically the need to develop employee turnover models that are organisationally specific, including predictors that are particularly relevant to the context under study and consideraton of the impact of career stage and gender on this process. Given the argument that employee turnover models need to be developed according to organisational context, a specific organisational population was identified for study in this research program. The current research program focused on a sample population of police officers employed in an Australian police organisation. This population was chosen due the paucity of research that has investigated turnover and turnover intention processes within the policing context and in light of the practical implications, specifically the significant financial cost, associated with police turnover. In addition to addressing the three key shortcomings of employee turnover theory and literature as identified above, the current program of research also addressed a number of limitations that are specifically relevant to police turnover research. This research represents an important contribution to the existing body of police specific turnover research due to the limited attention that the study of employee turnover within the policing context has attracted. Furthermore, the current research program studied large sample populations of Australian police officers given that previous police turnover research has been limited by the use of relatively small sample sizes and have focused primarily on the study of officers employed in United States police organisations. This research, in contrast to existing police turnover research, utilised statistical techniques that allowed multi-variable process models of turnover intention to be developed and tested. Lastly, this research clearly articulated the type of turnover being examined. This is particularly important given that many studies of police turnover have failed to specify the specific form of turnover that is under study. This research has contributed to current understanding of voluntary resignation and voluntary turnover intention processes. Three studies comprised the empirical component of the current program of research. The series of studies that were conducted were founded on a career development sequence. Each study contributed to the overarching aims of the research program, namely to examine turnover and turnover intention processes of male and female police officers at distinct phases of the employment relationship. Study One examined turnover at the earliest stage of the employment relationship, the recruitment phase. This study tested the hypothesis that personality is predictive of voluntary resignation of male and female police officers. Using logistic regression analysis, the results of this study indicated that male and female police officers (N = 560) who voluntary resign from the police organisation compared to those who remain, are more affected by feelings than emotionally stable, are more tender-minded than tough-minded and are more venturesome than shy. No evidence was found to suggest that differential predictive relationships exist between personality and turnover as a function of gender. Study Two examined the turnover intention processes of police recruits (Time One: N = 253; Time Two: N = 253; Time Three: N = 216) engaged in their first year of employment with the police organisation. Using multiple group structural equation modelling (multiple group SEM), it was concluded that socialisation stage and gender impacts on the relevance of predictors contained within turnover intention models and gender affects the strength of predictor relationships. Moreover, this study provided evidence to suggest that turnover intention process models should include variables that are particularly relevant to the organisational context being studied. This study found that two variables identified as particularly relevant to police organisations, namely person-organisation and person-job fit, play key roles in police specific turnover intention processes. Study Three examined the turnover intention processes of male and female police officers (N = 996) across the career span. Using multiple group SEM, it was concluded that career stage impacts on the relevance of turnover predictors and in some instances, career stage and gender impacts on the strength of predictor relationships. More specifically, it was concluded that a single model largely captures the process of turnover intention for officers in early and middle career stages while a slightly altered model is needed for officers in the late career stage group. Furthermore, this study suggested that organisationally relevant predictors of turnover intention, in this instance, police specific stress, organisational stress and health status, should be included in police specific process models of turnover intention. Based on the three studies conducted under the auspices of the current program of research a number of important conclusions were drawn. It was concluded that organisational context should be considered when developing and applying models of turnover and turnover intention to Australian police organisations. In particular, an analysis of the organisational environment should be undertaken in order to identify factors that may be specifically relevant to understanding turnover and turnover intention in the context under study. Moreover, understanding of employee turnover and turnover intention is enhanced through the development of models that are tailored to specific points within the career span. Lastly, it was concluded that separate models developed according to gender are not warranted however the differential strength of predictive relationships as a function of gender should be considered.
Thesis (PhD Doctorate)
School of Applied Psychology (Health)
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39

Ho, Wai-ming Stephen, and 何惠明. "Administrative reform in the Royal Hong Kong Police." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31975847.

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40

Spear, Joanna. "A comparison of the conventional arms transfer policies and practices of the Carter and Reagan administrations, 1977-1985." Thesis, University of Southampton, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329156.

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41

Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.

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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.

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42

Monnier, Franck. "L'Opéra de Paris de Louis XIV au début du XXe siècle : régime juridique et financier." Thesis, Paris 2, 2012. http://www.theses.fr/2012PA020072/document.

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Dès le XVIIIe siècle, l’Opéra de Paris est considéré comme un « établissement public ». Ses missions sont nombreuses. Le théâtre doit proposer traditionnellement aux spectateurs des ouvrages lyriques appartenant à un genre national, mais son rôle est aussi de représenter le pouvoir politique, de servir les relations diplomatiques, ou encore de soutenir un pan de l’artisanat. Le fonctionnement du « service public de l’Opéra » soulève des questions d’ordre public et de gestion. Un encadrement normatif a été mis en place. La police des spectacles a été réformée et adaptée aux singularités de l’établissement : le régime de la censure, la surveillance policière, comme les dispositifs de lutte contre les incendies ont été l’objet de mesures précises. La gestion du théâtre a connu plusieurs bouleversements. Les autorités ont hésité entre un système ambigu de délégation à des entrepreneurs subventionnés et un mode de gestion en régie directe. Ces réformes institutionnelles ont eu des incidences sur la condition juridique des interprètes, comme sur le déroulement des carrières et l’organisation de leur caisse de pensions. Toutes les informations nécessaires à l’élaboration de ce travail ne se trouvent pas dans les règlements. La méthode a été de croiser les sources juridiques avec les archives administratives et les bilans comptables, afin de confronter la marche effective de l’établissement avec le fonctionnement « idéal », imaginé dans les bureaux, loin des difficultés matérielles d’exécution. Cette étude révèle la force normative des usages en matière d'administration, ainsi que le phénomène de détournement des textes par les administrateurs. Ce mode de fonctionnement, souvent ignoré de la bureaucratie, demeure le seul élément de stabilité à l’Opéra, depuis le règne de Louis XIV jusqu’à la IIIe République
Since the eighteenth century, the Paris Opera has been considered to be a “public service corporation”. Many missions were assigned to the theatre: the Opera should traditionally offer the viewer lyrical opuses in a national genre, but it’s role was also to represent the authorities, serve foreign affairs and support a section of the craft industry. The functioning of the "public service of the Opera” raises questions of public order and management. A legal framework was implemented. The police for the theatres was reformed and adapted to the peculiarities of the activity: censorship, police surveillance and fire fighting arrangements were organized by specific measures. The administration of the Opera underwent several upheavals. The authorities hesitated between an ambiguous system of delegation to subsidized contractors and direct state control (or local government control). These institutional reforms had an impact on the legal status of the artists, on the development of their careers and on the organization of their pension fund. All the information necessary for the development of this work is not to be found in the legal regulations. Our method was to cross the legal sources with administrative records and balance sheets, in order to compare the actual running of the theatre with it’s "ideal" functioning, planned in offices, far from the material difficulties of the actual execution. This study reveals the normative force of customary uses in administration, as well as the phenomenon of diversion of the rules by the administrators and the staff. This mode of functioning, often unknown to the bureaucracy, remains the only element of stability in the Opera, since the reign of Louis XIV until the Third Republic

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43

Gulledge, Brenda T. "The Perceptions of Career Ladder I, Career Ladder Ii, and Career Ladder Iii Elementary Principals Regarding Instructional Leadership." Digital Commons @ East Tennessee State University, 1994. https://dc.etsu.edu/etd/2917.

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The purpose of this study was to determine if Career Ladder I, Career Ladder II, and Career Ladder III Tennessee Elementary Principals perceived differently their role as instructional leaders. The amount of time principals spent in six identified dimensions of instructional leadership was examined. The study examined selected independent variables, such as, grade level configuration of the school, years of experience as a principal, number of years of classroom experience, and gender for any effect on the Career Ladder I, Career Ladder II, and Career Ladder III elementary principals' perceptions of their instructional leadership role. The research design included three research questions with 16 null hypotheses testing for differences among Career Ladder I, Career Ladder II, and Career Ladder III elementary principals' perceptions of their instructional leadership role. Data were obtained using the Instructional Leadership Survey of Elementary School Principals, a 48-item instrument, administered to 125 elementary principals in the First Tennessee Development District. Both Career Ladder I and Career Ladder III elementary principals indicated significantly greater importance than Career Ladder II elementary principals in their perceptions of their instructional leadership role in the instructional leadership dimensions of observing teachers and classrooms, evaluating and supervising teachers, instructional problem-solving, and planning and developing instructional programs. Female principals indicated greater importance than did male principals in their perceptions of their instructional leadership role in all six identified dimensions of instructional leadership.

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44

Sexton, Mary DuBois. "The wages of principle and power Cyrus R. Vance and the making of foreign policy in the Carter administration /." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/463256204/viewonline.

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45

Labaky, Elie. "Women in Policing: Their Disillusion Phase at Work." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/26274.

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Studies on the career paths of municipal police officers have revealed an emergence of four distinct phases which officers pass through during their professional careers, phases where the perception of their profession changes. These phases are more constant at the patrol officer level where most officers begin and finish their career. Among these four phases is the disillusion phase (between 6 and 13 years), where the expectations at work are not met. The perception of the police administration, the public and the criminal justice system, all become negative and the hope for promotions diminish. These studies were mainly conducted in a period where there were very few or no women in policing. Through a feminist perspective and a social constructionist theoretical framework, this thesis makes the hypothesis that because women have different expectations at work, a varying work/life balance and a contrasting aspiration to attain positions of power, women will live this second phase differently. To explore this hypothesis, data was collected from ten semi-structured interviews with female patrol officers having worked between 6 and 13 years in municipal police departments. A discourse analysis effectively shows significant differences for the reasons underlying our hypotheses. Even if they have some frustrations about certain aspects of their work, we did not see any disillusionment from any women in this phase.

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46

To, Yuet-ha Julia. "Changing "cop culture" : attitude to discretionary power by patrol officers /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20621966.

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47

Moore, Shawanda S. "African American Males' Perceptions of the Police." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6249.

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African American males are more likely than any of race of males to report unreasonable and unnecessary negative experiences with law enforcement officers. They may describe these experiences as unjustified due to the level of force used. In some cases, excessive force used by police has resulted in the death of African American males. Due to unresolved issues between African American males and police officers dating back to the slavery era, there is a deep historical division between these groups. Among African American males, the percentage of individuals who express distrust toward police officers tends to be higher than in any other group. The purpose of this research study was to explore African American males' perceptions of police officers in order to understand this distrust. This study involved 16 males residing in a large southern city who were selected to share their experiences with and perceptions of police officers. Social relationship theory as defined by Weber was used as the theoretical framework for this study. Participants were selected via snowball sampling to answer questions during semistructured interviews. The data were analyzed and coded using modified van Kaam analysis. The findings were that African American males distrust the police due to their personal experiences during police encounters and police officers' biases toward them. The findings of this study may help leaders, policymakers, administrative assistants, and law enforcement agencies within the study city understand how to implement positive social change that could assist law enforcements officers and African American males with developing a positive relationship.

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48

徐寶珠 and Po-chu Louisa Chui. "A study of the role & structure of Royal Hong Kong Police Force in thetransitional period." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B31963882.

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49

Downs, Constance Denise. "From hero to leader : a leadership competency study for police chief executives /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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50

Ulkemen, Sinan Bland Robert L. "The impact of surveillance technology on the behaviors of municipal police departments." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/ark:/67531/metadc12209.

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Дисертації з теми "Career in police administration"

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