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Dissertations / Theses on the topic 'Employee screening'
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1
Joldrichsen, Andrea M. "Facebook and MySpace and LinkedIn, oh my : a recruiter's dream--or their worst nightmare? : a study of the impact of social networking sites on hiring practices /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=toledo1263236502.
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Thesis (M.L.S.)--University of Toledo, 2009.<br>Typescript. "Submitted as partial fulfillment of the requirements for The Master of Liberal Arts." "A thesis entitled"--at head of title. Bibliography: leaves 29-35.
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McWilliam, Andrew G. "A Monte Carlo based cost-benefit analysis of preemployment screening for marijuana use /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/7499.
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Mallari, Alexander David Hyten Cloyd. "The effects of a human resources information technology intervention on background check processing in a financial institution a process level analysis /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9064.
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Verry, Thomas J. "Resource impact on DOD Single Scope Background Investigation-Periodic Reinvestigation initiative (SSBI-PR)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FVerry.pdf.
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Hannon, Valerie F. "Pre-employment, post-offer physical testing in the construction industry." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008hannonv.pdf.
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Sumner, Jennifer L. "Healthcare communication networks the dissemination of employee information for hospital security /." Orlando, Fla. : University of Central Florida, 2007. http://purl.fcla.edu/fcla/etd/CFE0002010.
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Pope, Christopher M. "A model strategy and policy for screening firefighter candidates." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FPope.pdf.
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Thesis (M.A. in Security Studies (Homeland Security and Defense))--Naval Postgraduate School, March 2006.<br>Thesis Advisor(s): Lauren F. Wollman. "March 2006." Includes bibliographical references (p. 157-162). Also available online.
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Boone, Johnathan. "Three essays concerning information transmission." Diss., [La Jolla] : University of California, San Diego, 2010. http://wwwlib.umi.com/cr/ucsd/fullcit?p3397279.
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Thesis (Ph. D.)--University of California, San Diego, 2010.<br>Title from first page of PDF file (viewed March 29, 2010). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.
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Miller, Edward G. Dover Mark W. "An analysis of federal airport and air carrier employee access control, screening, and training regulations /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA347007.
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Thesis (M.S. in Management) Naval Postgraduate School, March 1998.<br>"March 1998." Thesis advisor(s): David G. Brown, Donald R. Eaton. Includes bibliographical references (p. 95-97). Also available online.
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Eppard, Valorie Dawn Weakley. "Federal Government Employee Screening Practices| A Qualitative Case Study on the Influence of Hiring Millennials." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10641220.
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<p> The purpose of this qualitative exploratory multiple case study is to explore what influence lifestyle polygraph screening hiring requirements have on federal government agencies to attract Millennial applicants in the Washington D.C. area. The broad theoretical framework under which this research study falls includes Maslow’s hierarchy of needs theory, generational theory, the social cognitive theory, and the social exclusion theory. Data collection for this research study involved conducting semi-structured interviews with thirteen members of the Millennial Generation and thirteen former federal government hiring managers in the Washington, D.C. metropolitan area. The interview data was entered into NVIVO 11 for data mining and categorization. This resulted in the establishment of common themes about the perceptions of Millennials and former federal government hiring managers about the lifestyle polygraph hiring requirement. The results of the study concluded that the lifestyle polygraph hiring requirement is not a deterring factor on the ability of federal government agencies to attract Millennial applicants. However, the lifestyle polygraph hiring requirement was found to be a deterrent in achieving federal government employment objectives in hiring Millennials. This study provided organizational leaders and managers with empirical data for evaluating and effecting potential hiring process changes. Recommendations for future areas of research include reassessing drug test requirements, exploration of potential polygraph examiner bias, and early intervention marketing at the middle and high school levels.</p><p>
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Miller, Edward G., and Mark W. Dover. "An analysis of federal airport and air carrier employee access control, screening, and training regulations." Thesis, Monterey, California. Naval Postgraduate School, 1998. http://hdl.handle.net/10945/32723.
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Current Federal AviationRegulations concerning civil aviation security are focused on countering the threat of a passenger hijacking a commercial airplane. Current media and government emphasis is focused on a passenger breaching security at an airport in the U.S. and not an employee breaching security. The security of the U.S. air travel industry from terrorist attacks hinges on an effective civil aviation security program. Government and aviation industry officials would greatly benefit from the revision of the current Federal Aviation Regulations concerning civil aviation security to address the issue of terrorism initiated by an employee. This thesis provides a thorough examination of current Federal Aviation Regulations parts 107 and 108 sections concerning airport and air carrier employee access control, screening, and training. Based upon field research of five U.S. airports, the work furthermore analyzes related issues and problems associated with these regulations and generates recommendations that serve to enhance security for the traveling public, air carriers, and persons employed by or conducting business at public airports.
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Chan, Karen K. "A brief intervention for screened problem drinking in an employee assistance program /." Thesis, Connect to this title online; UW restricted, 2006. http://hdl.handle.net/1773/8990.
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Stoddard, Jil A. "An evaluation of the impact of the Virginia employment commission's applicant screening procedure on the job service applicant." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94473.
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The Virginia Employment Commission's Job Service has implemented an automated testing procedure to refer applicants to job openings. This procedure, Validity Generalization (VG) testing, utilizes the General Aptitude Test Battery (GATB) to assess and predict ability for successful performance in all occupations. The purpose of this study was to assess applicants' reactions to VG testing and to evaluate VG' s impact on applicants' subsequent placement outcomes. Twelve research questions were developed to examine applicants' attitudes toward 1) the GATB's useful-ness as an ability test and referral tool, 2) the services provided by the Job Service, and 3) their job.
Overall findings revealed certain important trends. First, although initial reactions to VG were favorable, applicants' attitudes twelve weeks later were much less favorable, indicating dissatisfaction with the outcome of Job Service placement eff0rts. Only 7% of applicants tested were placed through VG referral. Second, findings indicated that VG testing produced no significant negative impact on applicant subgroups, such as minorities, females, Veterans, etc., relative to other applicants.
Finally, results suggested that applicants placed through VG referral were no more satisfied with those jobs, perceived them to be no better person/job 'matches', and were no less likely to turnover than applicants placed through other means.
Due to insufficient sample sizes for many analyses, the reliability of certain findings is uncertain. It was recommended that the VEC increase the number of applicant referrals made through VG, ensure that computer-maintained records are accurate and accessible and that Job Service personnel more-stringently follow the 'top-down' rank-ordered referral procedures which optimize the effectiveness of VG testing.<br>M.S.
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Mallari, Alexander David. "The Effects of a Human Resources Information Technology Intervention on Background Check Processing in a Financial Institution: a Process Level Analysis." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9064/.
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The human resources department of a financial institution implemented a multi-component intervention to replace a paper-based hiring system. Organization-wide impacts included changes in the background check operations. To support changes, training was conducted and procedure manuals distributed. Turn time for background checks decreased, but a combination of factors may be responsible. Other metrics are either inconclusive or suggest a confounding variable, yet quality of work did not suffer was maintained. Desired system use was achieved, accompanied by improvements in time-to-fill, voluntary turnover, and quality of applicants. Considerations for analysis and challenges faced are discussed, along with suggestions for further clarification and improvements.
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Starke, Mary Lynn. "Self-deception and other-deception in personality assessment detection and implications /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2006. http://etd.umsl.edu/r1121.
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Ramone, Jennifer. "Adapter le profil du personnel en contact à une population vulnérable ? : Impact sur l'intention de participation au dépistage du cancer colorectal." Thesis, Lyon, 2018. http://www.theses.fr/2018LYSE2123.
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Ce travail de recherche a pour objectif de comprendre l’impact de la mise en place d’une approche relationnelle auprès de populations vulnérables sur les pratiques de dépistage du cancer. La problématique principale est la suivante : La mise en place d’une approche relationnelle en santé, via la présence de navigateurs auprès de populations vulnérables, permetelle d’améliorer la communication en prévention et son impact sur les pratiques de dépistage ? Ce travail fait suite au développement de dispositifs de prévention en santé visant à faire davantage participer au dépistage du cancer et réduire les inégalités sociales de santé. Ils testaient jusque-là la mise en place d’une approche relationnelle, prônant l’adaptation du profil du personnel en contact à une population vulnérable, sans toutefois tester l’effet des différentes caractéristiques de ce personnel. Les promoteurs de ces dispositifs, appelés « programmes de navigation », affirment que l’adaptation du profil du navigateur (chargé de prévention) à la population cible permet d’augmenter significativement la participation au dépistage. Cette adaptation se fait par le recrutement d’un chargé de prévention partageant des caractéristiques similaires avec la population cible (âge, genre, lieu d’habitation, etc.) et n’ayant pas nécessairement d’expertise en santé. Si l’efficacité des dispositifs mis en œuvre dans de précédentes expérimentations a été prouvée, rien n’est dit sur l’impact des caractéristiques des navigateurs. Un cadre théorique mobilisant les travaux en marketing des services et en marketing relationnel est proposé pour identifier les facteurs d’efficacité des programmes de navigation et, ainsi faisant, les caractéristiques des navigateurs. Pour cela, trois études empiriques sont menées. Les deux premières études (études 1 et 2) explorent la genèse d’un de ces dispositifs « ColoNav » afin d’en comprendre les tenants et les aboutissants. L’étude 1 mesure l’impact de ce dispositif sur la participation au dépistage du cancer colorectal et met en lien ces résultats avec le profil des personnels en contact recrutés. L’étude 2 analyse les données qualitatives de ce dispositif et met en lumière les différents facteurs ayant pu avoir un impact dans son efficacité. L’étude 3 (expérimentation) mesure le réel impact de l’adaptation du profil (similarité et expertise) du personnel en contact à une population vulnérable sur l’intention de participation au dépistage du cancer colorectal et sur l’intention de le recommander. L’étude 1 montre que la présence du navigateur pour promouvoir le dépistage du cancer colorectal semble avoir un effet sur la participation à celui-ci. Cependant, les conditions de l’étude ne permettent pas de conclure de façon satisfaisante au seul effet de l’adaptation du profil du chargé de prévention (étude 1). Ces résultats nous ont amenée à nous interroger sur le réel impact de cette adaptation et sur l’existence d’autres facteurs que le profil pouvant impacter les résultats de ce genre de dispositif. L’étude 2 nous a permis de constater l’existence de trois principaux facteurs et de les analyser en profondeur (étude 2). Ainsi, au profil du personnel en contact s’ajoutent son investissement dans la relation avec les personnes de la population cible (choix en matière de communication et capacité à s’adapter à son interlocuteur) et ses relations avec son environnement de travail (acteurs et population cible) qui viennent modérer son action (la faciliter ou la compliquer). Enfin, les résultats de l’étude 3 permettent de conclure à l’impact positif significatif de la similarité et de l’expertise sur l’intention de dépistage et de recommandation. Les conclusions de cette étude complètent celles faites pour le dispositif ColoNav.<br>The purpose of this research is to understand the impact of implementing a relational approach on vulnerable populations regarding cancer screening practices. The main issue was as follows: Does the implementation of a relational approach in health, through the presence of navigators with vulnerable populations, improve prevention communication and its impact on screening practices?This research is a follow-up to health prevention devices which aim was to increase participation in cancer screening and thus reduce social inequalities in health. Until now, they tested the implementation of a relational approach advocating the adaptation of the frontline employee’s profile to a vulnerable population, without however testing the effect of the different characteristics of this employee. These devices, called "navigation programs", claim that adapting the navigator’s profile (prevention officer) to a target population significantly increases the participation in screening. This adaptation is done by recruiting a prevention officer who shares similar characteristics with the target population (age, gender, place of residence, etc.) and does not necessarily have expertise in healthcare. If the effectiveness of the devices implemented in previous experiments has been proven, nothing is said about the impact of the navigators’ characteristics. A theoretical framework mobilizing research in Services marketing and Relationship marketing is proposed to identify the efficiency factors ofnavigation programs, thus, the characteristics of navigators. For that, three empirical studies have then been conducted.The first two studies (studies 1 and 2) explore the genesis of one of these devices, "ColoNav", in order to understand the reasons and outcomes. Study 1 measures the impact of this device on participation in colorectal cancer screening and links these results to the profile of the frontline employees recruited. Study 2 analyzes the qualitative data of this device and highlights the various factors that may have had an impact on its effectiveness. Study 3 (experimentation) measures the real impact of the adapting of the frontline employee’s profile (similarity and expertise) to a vulnerable population on the intention to participate to colorectal cancer screening and on the intention to recommend it. The first study shows that the presence of the navigator promoting colorectal cancer screening appears to affect participation to it. However, the conditions of the study do not allow to conclude satisfactorily on the only effect of the adaptation of the prevention officer’s profile (study 1). These results raise questions about the real impact of the adaptation of the frontline employee’s profile (similarity and expertise) and the existence of other factors than the profile that could impact the results of this kind of device. Study 2 allows us to find three main factors and analyzed them in depth (study 2). Thereby, the frontline employee’s profile complemented by his investment in the relationship with the target population (his communication choices and his ability to adapt to his nterlocutor) as well as by his relationship with his work environment (actors and target population), which moderates its action (facilitate or complicate it). Finally, the results of the experiment (study 3) allow us to conclude that there is a significant and positive impact of similarity and expertise on screening and recommendation intentions. The conclusions of study 3 complement those of the ColoNav device. They confirm the fact that in the context of the implementation of a relational approach, such as ColoNav, other factors than the frontline employee’s profile are to be considered in the effectiveness of a health prevention program
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Nguyen, Amy L. "Incorporating CTEA as a screening tool to enhance the process of obtaining training effectiveness estimates." Master's thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-03172010-020218/.
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Lodewijk, Niels, and Roselique Mastenbroek. "Initial Screening : A talent's qualities within the matching process between employer and talent in the Business Sector." Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-407.
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<p>The importance of human capital is rising tremendously since the last few decades. Human capital is now rewarded as the most important factor in an organization on the way to success. Nowadays in the Netherlands talents need to be able to show employers that they possess certain qualities and employers need to be able to show that they offer something worthwhile for talents. The match is:</p><p>You can employ men and hire hands to work for you, but you must win their hearts to have them work with you. —Tiorio</p><p>This research project is primarily about the initial screening within the matching process, where both parties (employer & talent) need to express themselves to each other without having live contact. The strategic question throughout this research is: How can we explain problems between employer and talent during the initial screening phase in the matching process, in terms of measuring, explicating and expressing qualities?</p><p>Within this question perspectives of both parties are included: to understand the position, requirements and expectations of qualities. The objective of this research is to explore, get insight in and elaborate on the process taking place in the initial meeting. This is researched through qualitative research in the form of a mix of interviews, experiments and text analyses.</p><p>The result of this research conducts of several tips based on the analyses of this research. The tips are for talents as well as employers. Even though the results of this research were very diverse from the talent‘s perspective, some patterns could be seen. From the employers’ perspective the answers were less diverse and more clear patterns emerged. Altogether many interesting aspects are highlighted in this research.</p>
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Cook, Joshua Lee. "Employees' Perceptions About the Deterrence Effect of Polygraph Examination Against Security Compromises." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1844.
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Controversy continues over the use of polygraph testing to deter and detect potential leakers as critics argue that the technique is based on faulty assumptions. The purpose of this descriptive and exploratory research study was to determine whether there was a perceived deterrence effect related to the use of polygraphs between a group of participants who were subjected to a polygraph examination within the past year compared to those who have not experienced a polygraph examination within the same time period. Paternoster and Simpson's, as well as Vance and Siponen's, rational choice models and Bandura's social learning theory served as the theoretical foundation for this study. Specifically, this study assessed groups' perceptions about adhering to security regulations if a polygraph is required, changes in their behavior and attitude, and beliefs about polygraph deterrent effect. Data were obtained through a 15-minute researcher- created survey with a cluster sample of 326 participants. Data were analyzed with a t test to determine whether there was a statistically significant difference between the groups. A factor analysis was also conducted. Results indicated that there was a statistically significant difference (p < .001) between the groups, suggesting that participants perceive a deterrent effect associated with the use of polygraphs as well as a change of behavior and attitude if a polygraph can be randomly administered at work. The implications for positive social change stemming from this study include recommendations to the nation's national security agencies to continue enforcing the polygraph examinations required of certain security personnel and exploring the possibility of expanding the use of such strategies in order to fortify the national intelligence infrastructure.
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Weaver, Andrew 1968. "Essays on employer credit screening, manufacturing skill gaps, and the relationship between skill demands and capital intensity." Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/100080.
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Thesis: Ph. D., Massachusetts Institute of Technology, Sloan School of Management, 2015.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references.<br>This thesis consists of three essays that explore hiring criteria, skill demands and labor market outcomes. The first essay investigates the use of worker credit status as a hiring screen. The practice has sparked debate, with opponents asserting that it amounts to discrimination and proponents maintaining that it is an important tool for employers to assure the quality of new employees. This study uses a unique identification strategy along with credit proxy variables in a national dataset to test whether credit status reveals information about an employee's character that is predictive of employee productivity. The study finds that the character-related portion of credit status is not a significant predictor of worker productivity. The second essay addresses the question of whether U.S. manufacturers face a skill gap in hiring production workers. This study explores the issue by presenting and analyzing results from an original, nationally representative survey of U.S. manufacturing establishments that directly measures concrete employer skill demands and hiring experiences. The results indicate that demand for higher-level skills is generally modest, and that three quarters of manufacturing establishments do not show signs of hiring difficulties. Among the remainder, demands for higher-level math and reading skills are significant predictors of long-term vacancies, but, contrary to some theories of technical change, demands for computer skills and other critical thinking/ problem-solving skills are not. In terms of mechanisms, factors that complicate the interaction of supply and demand and that are associated with communication/coordination failures appear to play an important role. The third essay combines data from an original manufacturing skill survey with industry-level data on capital and equipment to explore the connection between capital intensity and current skill demands. The results indicate that contemporaneous capital intensity does predict higher level skill demands, but the effect is driven by higher-level reading skills rather than the math and computer skills that dominate the current debate. With regard to historical patterns, the study finds that the relationship between historical capital intensity and current skill demands changes over time, with increasing capital investment per worker showing opposite effects in the 1990s and 2000s.<br>by Andrew Weaver.<br>1. Credit status a good signal of productivity? -- 2. Skill demands and mismatch in U.S. manufacturing -- 3. Variation in manufacturing skill demands by industry-level capital intensity.<br>Ph. D.
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Asomaning, Margaret. "Impact of a Wellness Clinic Visit on Cardiovascular Risk Biomarkers in Employees of a VA Medical Center." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3713.
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Background: Worksite screening programs are increasingly being provided by employers as a means to reduce cardiovascular risk in employees. A screening program that consists of fasting serum analysis of glucose plus a lipid panel is offered yearly to employees at the VA medical center in Tampa. A retrospective study was conducted to determine if a wellness clinic exposure resulted in significant changes in employees' markers of cardiovascular risk.
Methods: Computerized records were used to follow serial outcomes for glucose, triglycerides, HDL cholesterol, and LDL cholesterol in employees whose screening results showed abnormal levels of one or more of these markers. An intervention group with 66 subjects received a wellness clinic visit including a health risk assessment and education for lifestyle change, and a reference group with 109 subjects received only serum analysis. Outcomes at repeat screening were compared for the two groups.
Results: Both groups showed improvement in cardiovascular risk. In the intervention group there was significant intra-subject improvement from baseline for all markers except glucose. For triglycerides and LDL cholesterol there was a significantly greater proportion of subjects who improved in the intervention group. In addition, the improvement for triglycerides was significantly better in the intervention group.
Conclusions: This investigation confirms the value of a worksite wellness program in reducing cardiovascular risk in the population studied. A differential impact of age and gender was seen for glucose and triglycerides and indicates that such modifiers should be considered through covariate analysis in assessing wellness program effectiveness. Increasing levels of employee wellness participation to targets identified in this study and adding a health risk assessment for everyone screened will help to identify the specific benefits of the face to face wellness counseling intervention.
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Lapere, Jan Noel Romain. "Occupational medical examinations and labour law." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/302.
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South Africa’s Constitution and the Employment Equity Act have a major impact on the performance of medical examinations within the employment relationship. Health and safety statutes list a number of occupational medical examinations, which an employer must perform. Other legislation permits the execution of medical examinations. After listing the different statutory references to occupational medical examinations, this treatise examines under which conditions medical testing is required or permissible. The fairness of employment discrimination based on medical facts, employment conditions, social policy, distribution of employee benefits and inherent job requirement is analysed through a study of the legal texts, experts’ opinions and case studies. The particularities of the ethical and legal duties of the medical professional, performing the occupational medical examination, are also examined. Finally, a comprehensive analysis of the different forms of occupational medical examinations is compiled by combining legal and policy-related job requirements and is attached as an annexure. This is the practical result of the research in this treatise combined with the personal experience of the author.
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Groll, Bruce Jeffrey. "Anonymous screening process for selecting the most qualified finalists in administrative employment searches." Thesis, 1992. http://hdl.handle.net/1957/36813.
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The purpose of this study was to design an objective-based
Anonymous Screening Process (ASP) for selecting the
most qualified finalists for non-tenured administrative
employment searches in public higher education. The intent
was to design a viable employment process that substantially
meets equal opportunity mandates, the dual aim of the
Federal government's affirmative action efforts to eliminate
the discriminatory effects of the past and to bar future
discrimination, and the goal of the U.S. Congress of
improving the economic status of disabled individuals by
removing discriminatory barriers to full employment.
An anonymous screening process is part of a
comprehensive employment process, including recruitment,
application, evaluation, and selection, wherein an
applicant's name, race, religion, color, sex, age, handicap,
and institutional identify are unknown to all persons
involved in the process through selection of the most
qualified finalists.
An anonymous applicant screening process will minimize
evaluator bias, effectively eliminate the interjection of
non-objective criteria from external sources in selecting
the most qualified finalists, and provide a defensible basis
for using protected class status in the final selection as
an additional criterion in situations of
underrepresentation.<br>Graduation date: 1992
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Marais, Albert Alexander. "Pre-employment screening practices to prevent the recruitment of psychopaths (antisocial personalities) into South African organisations." Thesis, 2012. http://hdl.handle.net/10500/6253.
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A snapshot of the current state of the business world is given, followed by the proposition that people are the root cause of the problems therein. Mutual influence between individual and organisation is depicted. The corporate psychopath is identified as being especially problematic. Therefore measures to prevent the recruitment of psychopaths into organisations will be studied. The objectives of this research report are:
• To establish whether South African organisations are aware of the problems caused by psychopaths.
• To establish what screening processes are in place in South African organisations to identify psychopaths.
• To suggest additional measures that would prevent the recruitment of psychopaths into organisations.
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Fernando, Savithri Delclos George L. Carson Arch I. Rodin Andrei S. "Pre-employment drug testing among job applicants at a Texas tertiary level pediatric hospital 1992--2006." 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1450291.
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Molapo, Kgaugelo. "Security vetting in the Department of Home Affairs." Thesis, 2017. http://hdl.handle.net/10539/23041.
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Mini-thesis submitted in fulfilment of the requirements for the Degree of Masters of Management in the field of Security (MM-S)
In the
Graduate School of Public and Development Management University of Witwatersrand
February 2017<br>This is a report on Security Vetting in the Department of Home Affairs. The South African Public Service (including the Department of Home Affairs) as an employer has an obligation to deliver services in an accountable and transparent manner and because of that people who obtain employment in the public sector are expected to possess a high level of integrity and professional ethics. The Security Screening Investigation (SSI) commonly known as Security Vetting or Vetting was introduced in government departments with the objective of ensuring that all the individuals employed in government with access to classified information possess the qualities that will enable them “not to cause classified information or material to fall into unauthorised hands, thereby harming or endangering the security and/or interests of the State”. The process of vetting is, however, the mandate of the State Security Agency (SSA), with the responsibility of a larger portion of the vetting process while the smaller portion of the function lies with some government departments, of which the DHA is one. It has been observed that regardless of the decentralization of the functions of vetting by the SSA, there are still challenges that are experienced in DHA with the current vetting approach/strategy.
This study was undertaken with the purpose of identifying and describing the challenges relating to the current vetting process in the DHA and as a follow-up to determine the possibility of establishing a strategy that will address the current shortcomings. Interviews were undertaken with Home Affairs officials to collect data on the effectiveness and efficiency of the current vetting strategy in the department, the challenges and the shortcomings concerning vetting, as well as how vetting strategy can be constructed in order to alleviate the challenges and the shortcomings. The findings indicate that the current vetting strategy is neither effective nor efficient. The report further indicates that there are several challenges with the current vetting strategy in DHA, such as DHA reliance on SSA for the completion of the vetting process, a shortage of vetting officers in the department, delayed turnaround times on the conclusion of the vetting process as
well as failure in the implementation of the vetting strategy. The conclusion is that the current vetting strategy needs to be reviewed and improved.<br>MT2017
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Davis, Ryan Jonathan. "The validation of a psychological assessment battery for the selection of customer service agents in a South African commercial airline company." Diss., 2013. http://hdl.handle.net/10500/11969.
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The purpose of the research was to determine whether measures of ability,
personality and behaviour would significantly predict job performance of customer
service agents in a South African commercial airline company. The Verbal
Interpretation Test (VCC1), Numerical Reasoning Test (NP6.1), Basic Checking Test
(CP7.1C), Occupational Personality Questionnaire (OPQ32) and a competency
based interview were completed by job applicants. Customer Contact Competency
(CCC) scores and a Person Job Match (PJM) score were derived from the OPQ32
and ability measures to ensure job relevance during selection assessment. Job
performance statistics in the form of training scores and supervisor ratings (from
performance appraisals and criterion questionnaires) were obtained for the sample
as criterion data. Correlations revealed statistically significant small to moderate
correlations between the predictors and the criterion data<br>Industrial & Organisational Psychology<br>M.Com (Industrial & Organisational Psychology)
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Deas, Alida Jacoda. "Constructing a psychological retention profile for diverse generational groups in the higher education environment." Thesis, 2017. http://hdl.handle.net/10500/23304.
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This study focused on constructing a psychological retention profile by investigating the relationship between an individual’s psychological career-related attributes (psychological contract and psychosocial career preoccupations), biographical variables (generational cohorts, gender, race, marital status, job level and employment status) and retention factors (compensation, job characteristics, training and development, supervisor support, career opportunities, work/life balance and commitment) in order to inform retention management practices for diverse groups of employees in the context of higher educational environment in South Africa. A quantitative survey was conducted on a purposively selected sample of academic and support staff (N = 579) at the University of South Africa. The canonical correlation analysis indicated employer obligations and state of the psychological contract as the strongest psychological career-related variables in predicting the retention factor variables of compensation, training and development opportunities, supervisor support, career opportunities and organisational commitment. The canonical correlation data were used to inform the structural equation modelling, which indicated a good fit between employer obligations and compensation and training and development opportunities and between the state of the psychological contract and supervisor support and career opportunities. Hierarchical moderated regression showed that psychosocial career preoccupations significantly moderated the relationship between the psychological contract and training and development opportunities as retention factor. Moderated mediation modelling found that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through the state of the psychological contract increased when the scores on psychosocial career preoccupations were high. The results also indicated that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through positive state of psychological contract increased when the age group of participants was lower (i.e. younger generations). Tests for significant mean differences revealed significant differences in terms of the biographical variables. On a theoretical level, the study
expanded the understanding of the individual and behavioural elements of the hypothesised psychological retention profile. On an empirical level, this study delivered an empirically tested psychological retention profile in terms of the behavioural elements. On a practical level, individual and organisational interventions in terms of the psychological retention profile were recommended.<br>Industrial and Organisational Psychology<br>D. Litt. et Phil. (Psychology)
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Lin, Peiru, and 林佩儒. "Screening for Latent TB Infection among Occupational Employees." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/93448205049845050184.
Full textAbstract:
碩士<br>國防醫學院<br>公共衛生學研究所<br>99<br>Based on the needs of the work, employees have to engage in congregate living. In this type of condition, once an employee progresses from tuberculosis infection to active tuberculosis, Mycobacterium tuberculosis is easily spread from one person to another. X-ray, Sputum smear and culture are currently the most common clinical diagnostic tools in Taiwan for the diagnosis of active TB, excluding latent TB infection. Tuberculin skin test (TST) is the usual clinical tool used to diagnose latent TB infection in every country; however, TST results are prone to being confounded by the Bacille Calmette-Guérin (BCG) vaccination, and therefore are not suitable in Taiwan. The Food and Drug Administration (FDA) in the United States has certified the usage of a third generation diagnostic method- QuantiFERON®-TB Gold In-Tube test (QFT-GIT) in 2007. It’s sensitivity and specificity is not only much higher than that of TST, but is also not affected by previous BCG vaccination. This study aimed to investigate the rate of latent TB infection and realize risk factors among occupational employees. The study duration was from September 1, 2010 to April 30, 2011.
This study was a cross-sectional study and had been approved by the Institutional Review Board. The study subjects were employees from an occupation. We choosed two physical examination hospitals designated hospitals A and B as our area of study. We used structural questionnaires to investigate the risk factors for latent TB infection and collected 3mls of blood specimen using QFT-GIT to screen a person for latent TB infection. Statistical analysis utilized stepwise multiple logistic regression. We discussed the risk factors for the positive results of QFT-GIT after adjusting the potential confounding factors.
The QFT-GIT positive rates were 23.3% (71/305) for hospital A, 8.3% (56/673) for hospital B and 13% for overall occupational employees. After adjustment for confounders, this study indicated that gender of women (OR=2.66, 95%CI=1.39-5.08), with TB history (OR=26.8, 95%CI=2.30-311.92), working at location A (high TB prevalence area) (OR=3.79, 95%CI=2.35-6.10) and smoking (OR=1.96, 95%CI=1.16-3.30) were associated with TB infection among occupational employees.
Our study indicated the QFT-GIT positive rate of occupational employees were elevated at higher TB incidence areas. Since these occupational employees were 24 hour clustering groups, the senior manager should enforce routine TB screening for occupational employees at higher risk areas through the use of QFT-GIT. Also we suggest performing routine follow-up for employees with TB disease history to prevent subsequent tubercle bacillus re-infection and re-activation, as well as give employees the opportunity to attend smoking cessation clinics to stop their smoking habit in order to lower infection risk after tubercle bacillus exposure. Promoting TB education during yearly physical examination to reduce TB outbreaks is also suggested.
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Mahalefa, Andries. "Vetting as a technique to investigate employment fraud in the City of Johannesburg." Diss., 2020. http://hdl.handle.net/10500/27197.
Full textAbstract:
The research study covers the following topic “Vetting as a Technique to Investigate Employment Fraud in the City of Johannesburg Metropolitan”. The researcher intends to evaluate the current procedures which are used in the process of forensic vetting as employment fraud investigation method in CoJ. Furthermore, to build the ground work for potential future innovation, problem solving, decision making and proper planning of the use of forensic vetting as employment fraud investigation method.
The researcher applied the qualitative approach throughout the research because qualitative involves interaction between the researcher and the subject that was identified as a problem that concerned CoJ
The researcher had selected ten (10) forensic investigators to partake in this study. The total population to be interviewed and collect data from was considerable and appropriate for evaluating forensic vetting as an employment fraud investigation method. The researcher used purposive sampling to choose the participants for this research.
It was found that every individual within an organ of the State must be subjected to the vetting process. It was further found that the institutions in governmental, organs of the State and private spheres must adopt the forensic vetting practice to minimize fraudulent activities in their organizations.<br>Department of Police Practice<br>M. Tech. (Forensic Investigation)
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Liaw, Ruey-Jiun, and 廖瑞君. "Set up a Standard Model for the Screening of Occupational Liver Injury by Using Serial Employees' Health Examination Data." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/95278965339242466420.
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Chou, Kuei-Nu, and 周貴女. "Behavioral intention for cervical cancer screening and related factors in women -- A comparison between nurses and female employees of manufacturing industries." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/26428262281986894309.
Full textAbstract:
碩士<br>高雄醫學大學<br>護理學研究所碩士班<br>93<br>This study is to discuss and compare relationships to several variables between two sampling populations, clinical nursing staff and female employees in the manufacturing industry. This research adopts questionnaires designed with a cross-sectional and correlative structure. There are 220 questionnaires from one medical center and one regional teaching hospital collected, and another 220 from nine manufacturing factories in Kaohsiung area. Among these, 406 are valid samples.
The major findings include: 70.2% of nursing staff and 72.6% of female manufacturing employees investigated do have the behavioral intention to take cervical cancer screening; there is no difference between these two groups. The results of t-tests indicates that, nursing staff scores significantly higher over female manufacturing employees in some predisposing factors, such as knowledge of cervical cancer risk factors, knowledge of HPV and knowledge of Pap smear, as well as in one enabling factor, health service condition, but significantly lower in other predisposing factors, like cervical cancer perception and attitudes towards Pap smear, as well as in one reinforcing factor, clues to promote cervical cancer screening. There is no significant difference between two groups in one enabling factor, personal ability for testing information, and in the dependent variable, behavioral intention of cervical cancer screening.
There is only low correlation between the dependent variable, behavioral intention of cervical cancer screening, with some predisposing factors, like knowledge of Pap smear and attitudes towards Pap smear, with some enabling factors, like health service condition and personal ability for testing information, as well as with one reinforcing factor, clues to promote cervical cancer prevention tests. ANCOVA analysis indicates that, taking health service condition as the covariance variable results in a statistically significant difference: nursing staff appears to have lower behavioral intention of cervical cancer screening than female employees in the manufacturing industry.
Also a statistically significant difference exists in behavioral intention of cervical cancer screening with basic terms like marriage statuses, sexual experience, sexual mate numbers, pregnancy experience and condom using. Two-way ANOVA analysis indicates that, in certain circumstances such as more education, smoking and no exposure to secondhand smoke in workplace, nursing staff still has a significantly lower behavioral intention of cervical cancer screening than the other group. The factor, attitudes towards Pap smear, is the major predictor about behavioral intention of cervical cancer screening in these two sampling populations.
Although nurses possess the medical advantage professionally, but their attitudes and behavior towards prevention and health care are worse than the other group. We suggest that nurses should set good examples to practice cervical cancer screening, so as to be the benchmark for all women, directors of health education, navigators of health promotion, and advocates of woman health.
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Huang, Hui-Ru, and 黃慧茹. "Exploring the Cervical Cancer Screening Behavior among Hospital Employees Using Theory of Planned Behavior- An Example of Kaohsiung Municipal Regional Hospitals." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/43396596966099317594.
Full textAbstract:
碩士<br>高雄醫學大學<br>醫務管理暨醫療資訊學系碩士在職專班<br>105<br>Purpose
This research aims at exploring hospital staff’s influence on the behavioral intention, behavioral attitude, subjective norm, and perceived behavioral control of cervical cancer as well as the affection on screening behavior so that we can design an effective program as a reference for the promotion of prevention and health care as well as the cervical cancer screening.
Method
This research makes a cross-sectional questionnaire survey on the behavioral intention and behavior of cervical cancer screening conducted by the female hospital staff in 2 regional hospitals. Five hundred questionnaires were distributed and the recovery rate is 84.2%. 421 staffs were research objects. The average CVI value of the questionnaire is 0.964, while the reliability coefficient of the internal consistency Cronbach''s α is 0.895. This research used SPSS 20.0 statistical software to make data analyses including descriptive analysis, Pearson Product-moment Correlation Analysis, independent samples t-test, chi-squared test, one-way analysis of variance (one-way ANOVA ), and reliability analysis, further to discuss the effect of intervening variable via the interaction binomial log-normal regression analysis.
Results
1. There are no significant difference between basic information and behavioral intention statistically. However, the hospital staff’s cervical cancer screening behavioral attitude, subjective norm, and perceived behavioral control are positively correlated with screening behavior (values respectively are r=.512*, r=.485*, r=.589). “p<.01” refers to the higher the values of behavioral attitude, subjective norm, perceived behavioral control, the higher the behavioral intention.
2. There are significant differences in actual behaviors in terms of age (X 2= 40.993，p<.0005), educational background (X2=14.753，p=.002), while it shows no significant difference in actual behaviors regarding to family medical history, categories of occupation and senior.
Hospital staff’s behavioral attitude (p=.007) and perceived behavioral control (P<.0005) toward taking cervical cancer screening is highly correlated with actual behaviors, which represents that the higher the behavioral attitude and perceived behavioral control, the higher the actual behaviors but the subjective norm shows no significant correlation with the actual behavior.
3. The behavioral intention plays a role of partial intermediary among basic information, behavioral attitude, perceived behavioral control, and actual behavioral, a fully intermediary between subjective norm and actual behavior.
Conclusions and Suggestions
This research found that hospital staff’s behavioral attitude, subjective norm, and perceived behavioral control of receiving cervical cancer screening have positive impact on cervical cancer screening. However, the basic information variable does not significantly affect the behavioral intention, which mainly consists in that most hospital staff embrace positive attitude toward cervical cancer screening so that their behavioral intention is high. The perceived behavioral control has a great influence on behavioral intention and actual behavior and the subjective norm does not show obvious predictive power. It suggests that the negative comment on cervical cancer screening should be reduced and the positive social pressure also should be forged to encourage the staff to perform regular screening behavior.
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Yu, Shu-Ching, and 俞淑精. "The effects of a web-based education on the breast cancer screening knowledge, attitudes and practice of female employees of the senior high schools in Taichung county." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/01177106536277763670.
Full textAbstract:
碩士<br>亞洲大學<br>健康管理研究所<br>94<br>The purpose of this study was to understand, on web-base, the extend of knowledge, attitudes and practice of breast cancer screening of female employees of the senior high schools in Taichung county and to study the factors that influence their knowledge, attitudes and practice status.Furthermore,the effects of web-based education on breast cancer screening and factors that affecting the difference on the web-based education of breast cancer screening were analyzed.
This study used one group with “before-and-after design” and asynchronous web-based education . Total of 492 subjects were aged 20 and above female employees of the senior high schools in Taichung county. A self-designed semi-structure questionnaire was developed for collecting data. The data was analyzed with SPSS 10.0 software. The important findings of the study were concluded as follows:
1. At Breast Self-Examination （BSE）, 23.6% of the subjects had never done breast self-examination before, 69.5% of the subjects did it irregularly, only 6.9% of the subjects did it regularly. Top three reasons of the subjects had never done BSE before are “do not know how to do”, “forget” and “too busy to do it”. On clinical breast cancer screen, 69.3% of the subjects had never done clinical breast cancer screening before, 24.8% of the subjects did it irregularly, only 5.9% of the subjects did it regularly. On top three reasons of the subjects had never done clinical breast cancer screening before were “too busy ”, “not necessary”, and “feel embarrassed”.
2.The important factors of affecting the practice of breast cancer screening were “satisfaction for the last breast cancer screening”, “bathroom facilities with half-body mirror”, “level of education”, “have been searched the information of the breast cancer screening on web side”, “personal history of the breast cancer”, “has been educated on health education of breast cancer screening”, the score of before test for the breast cancer screening knowledge” and “the score of before test for the breast cancer screening attitudes”.
3.After web-based education of breast cancer screening to the subjects, the breast cancer screening knowledge, attitudes and practice intention are improved significantly. Subjects gave positive credit to this web-based education.
4.The important factors affecting the difference on subjects’practice intention of being willing to do breast cancer screening were “school district”, “age”, “menopause” , “have been searched the information of the breast cancer screening on web side”, “satisfaction for the last breast cancer screening”, “the difference of the score of the breast cancer screening knowledge” and “the difference of the score of the breast cancer screening attitudes”.
Web-based education on breast cancer screening does have positive effective on common people. It is another kind of health education method which is also perspective, economical, and professional.