Dissertations / Theses on the topic 'Joy Street'

The purpose of this study was to provide an analysis of the major arias and ensembles of Jody Nagel's Fifty-Third Street for performance practice, drawing upon a case study of the premiere. The opera Fifty-Third Street was composed in 1992 by Nagel for his dissertation project at the University of Texas at Austin. The librettist is Seth Wolitz, then a University of Texas faculty member. The opera examines the lives of two homeless men on 53rd Street in New York City, between 5th and 6th Streets, and the reactions toward them from various facets of society, including the church, art institutions, businesses and tourists. The opera was premiered at Sursa Performance Hall on the campus of Ball State University on April 12, 2007 with a subsequent performance on April 15, 2007.Both the piano/vocal score and the chamber orchestra score from the premiere have been examined in the analysis of the opera, in addition to the original treatise by Jody Nagel. The analysis is conducted from a performer's perspective and examines vocal aspects, including potential technical challenges, range and tessitura; musical aspects, including formal analysis, tonality, melody, harmony and rhythm in relation to the text; drama and staging, and character motivation for each of the major arias and ensembles. Suggestions are offered for practice and performance based upon the analysis and informal interviews with the composer, conductor, directors, cast and crew of the premiere performance. Appendices include scene charts, costume lists, lighting and projection cues, original set and publicity materials, and a DVD recording of the world premiere performance.Many composers throughout the centuries have used opera as a way to comment on the world in which they lived and to challenge the status quo: Mozart, Le nozze di Figaro; Verdi, Un ballo in maschera; Berg, Wozzek; Britten, Peter Grimes. Jody Nagel has continued this tradition in a way that is powerful and compelling. Future directors will discover that Fifty-Third Street offers an invaluable tool for the musical development of students and professionals, for the growth of the American opera repertory, and for challenging the American way of life.
School of Music

This thesis presents an account of the roles played by social actors in the implementation of unemployment policy in the UK. Lipsky’s (1980) theory of street-level bureaucracy has been adopted, updated to the contemporary context of the managerial state (Clarke & Newman, 1997) and developed in the specific case of the Jobcentre. The analysis is based on data collected during an ethnographic investigation of one case study Jobcentre office in Central Scotland. The methods consisted of six months of direct observation, interviews with 48 members of Jobcentre staff, semi-structured interviews with 35 users and analysis of notified vacancies and guidance documents. The argument is that front-line workers re-create policy as they implement it. They do so in reaction to a series of influences, constraints and incentives. Users therefore receive a service that is a modified version of the official policy. Users do not necessarily accept the policy that they are subjected to. They do not identify with the new managerialist notion of customer service because as benefit recipients they are denied purchasing power, choice and power. Unemployment policy is not delivered uniformly or unilaterally because front-line staff are active in developing work habits that influence the outcomes of policy. Policy is accomplished by staff in practice by categorising users into client types. This is significant because staff represent the state to the citizen in their interaction. Users are also active in accomplishing policy, whether they conform with, contest, negotiate or co-produce policy. Understanding what unemployment policy actually is, and what it means to people, depends on understanding these social processes by which policy emerges in practice.

The colossal amounts of data generated daily are increasing exponentially at a never-before-seen pace. A variety of applications—including stock trading, banking systems, health-care, Internet of Things (IoT), and social media networks, among others—have created an unprecedented volume of real-time stream data estimated to reach billions of terabytes in the near future. As a result, we are currently living in the so-called Big Data era and witnessing a transition to the so-called IoT era. Enterprises and organizations are tackling the challenge of interpreting the enormous amount of raw data streams to achieve an improved understanding of data, and thus make efficient and well-informed decisions (i.e., data-driven decisions). Researchers have designed distributed data stream processing systems that can directly process data in near real-time. To extract valuable information from raw data streams, analysts need to create and implement data stream processing applications structured as a directed acyclic graphs (DAG). The infrastructure of distributed data stream processing systems, as well as the various requirements of stream applications, impose new challenges. Cluster heterogeneity in a distributed environment results in different cluster resources for task execution and data transmission, which make the optimal scheduling algorithms an NP-complete problem. Scheduling streaming applications plays a key role in optimizing system performance, particularly in maximizing the frame-rate, or how many instances of data sets can be processed per unit of time. The scheduling algorithm must consider data locality, resource heterogeneity, and communicational and computational latencies. The latencies associated with the bottleneck from computation or transmission need to be minimized when mapped to the heterogeneous and distributed cluster resources. Recent work on task scheduling for distributed data stream processing systems has a number of limitations. Most of the current schedulers are not designed to manage heterogeneous clusters. They also lack the ability to consider both task and machine characteristics in scheduling decisions. Furthermore, current default schedulers do not allow the user to control data locality aspects in application deployment.In this thesis, we investigate the problem of scheduling streaming applications on a heterogeneous cluster environment and develop the maximum throughput scheduler algorithm (MT-Scheduler) for streaming applications. The proposed algorithm uses a dynamic programming technique to efficiently map the application topology onto a heterogeneous distributed system based on computing and data transfer requirements, while also taking into account the capacity of underlying cluster resources. The proposed approach maximizes the system throughput by identifying and minimizing the time incurred at the computing/transfer bottleneck. The MT-Scheduler supports scheduling applications that are structured as a DAG, such as Amazon Timestream, Google Millwheel, and Twitter Heron. We conducted experiments using three Storm microbenchmark topologies in both simulated and real Apache Storm environments. To evaluate performance, we compared the proposed MT-Scheduler with the simulated round-robin and the default Storm scheduler algorithms. The results indicated that the MT-Scheduler outperforms the default round-robin approach in terms of both average system latency and throughput.

The aim of this study was to explore job-coaches and work consultant’s discretion in work with activation of social assistance recipients. Semistructured interviews have been conducted with 4 job-coaches and 4 work consultants within 2 different municipalities. The interviews have been analyzed using Lipsky's theory on street-level bureaucracy and new institutional organization theory. The results of the study showed that job-coaches and work consultant’s report having a large discretion in the work with activation. Further results show that their experienced discretion in their work is not assessed as being affected by the level of education and age but that the work experience is seen essential. On an organizational level a large supply of activation measures and routines giving support was viewed as important. On a political level political priorities was viewed as an important aspect in regards to the discretion.
Syftet med den föreliggande studien har varit att undersöka jobbcoachers och arbetskonsulenters handlingsutrymme i aktiveringsarbetet med socialbidragsklienter. Semistrukturerade intervjuer har genomförts med 8 jobbcoacher och arbetskonsulenter i två kommuner. Intervjumaterialet har analyserats med hjälp av Lipsky´s teori om fornlinjebyråkrati och nyinstitutionell organisationsteori.  Studiens resultat visade att jobbcoacher och arbetskonsulenter upplever en stor handlingsfrihet i arbetet med aktivering. Vidare resultat visar att det upplevda handlingsutrymmet i arbetet bedöms inte påverkas av utbildningsnivå och ålder men att yrkeserfarenhet upplevs som betydelsefull. På organisationsnivå ansågs ett stort utbud av aktiveringsåtgärder och stöd inom verksamheten vara av vikt. På politisk nivå ansågs politiska prioriteringar som en viktig aspekt när det gäller handlingsutrymme.

Introduction: Policing is a public health issue. The police often encounter vulnerable populations. Police officers have wide discretionary powers, which could impact on how they support vulnerable populations. In encountering vulnerable populations the police officers are required to be professional; maintaining mental health in the face of challenges is part of professionalism. Their encounters with vulnerable populations might influence their mental health which in turn might influence the way they use their discretion when making decisions. Background/context: Sweden receives more unaccompanied, asylum-seeking refugee children than any other country in Europe. The number of asylum applications for such children increased from 400 in 2004 to 7000 in 2014 to over 35,000 in 2015. These children come to Sweden and apply for asylum without being under the care of their parents or other legal guardian. Some are denied asylum. If they do not return to their country of origin voluntarily the police are responsible for their deportation. The Swedish government wants an increasing number of deportations and wants them carried out with dignity. This thesis is about the police officers’ perceptions of how to interpret the seemingly contradictory demands for more deportations, that is, efficiency; and concerns for human rights during the deportation process, that is, dignity. This is conceptualized using three theoretical frameworks: a) street-level bureaucracy, b) job demand-control-social support model and c) coping. These theoretical frameworks indicate the complexity of the issue and function as constructions by means of which understanding can be brought to the police officers’ perceptions of deportation work involving unaccompanied, asylum-seeking refugee children and how such work is associated to their mental health. Aim: The current research aims to investigate and analyse Swedish police officers’ mental health in the context of deportations of unaccompanied, asylum-seeking refugee children. Methods: This thesis uses both qualitative and quantitative methodology. The qualitative approach comprised interviews conducted to achieve a deeper understanding of the phenomenon of police officers’ perceptions of deportations of unaccompanied, asylum-seeking refugee children. The quantitative method involved the use of validated questionnaires to investigate the association between police officers’ mental health and psychosocial job characteristics and coping. This approach made it possible to study a complex issue in a complex environment and to present relevant recommendations. A total of 14 border police officers were interviewed and 714 police officers responded to a survey. Results: The police officers utilize their wide discretionary powers and perceive that they are doing what is best in the situation, trying to listen to the child and to be aware of the child’s needs. Police officers with experience of deportations of unaccompanied, asylum-seeking refugee children were not found to have poorer mental health than police officers with no such experience. Furthermore, high job demand, low decision latitude, low levels of work-related social support, shift work and being single are associated with poor mental health. Coping moderates the association between mental health and the experience of carrying out deportations of unaccompanied, asylum-seeking, refugee children, and the police officers seem to utilize both emotional and problem-solving coping during the same complex deportation process. Implications / conclusions: The general conclusion reached in this thesis is that if police officers are subject to reasonable demands, have high decision latitude, access to work-related social support, and utilize adaptable coping, the deportation work does not seem to affect their mental health. When police officers meet vulnerable people, they utilize their discretionary powers to deal with seemingly contradictory demands, that is, efficiency and dignity. The executive role in the deportations of unaccompanied, asylum-seeking refugee children and the awareness of dealing with a child threatened with deportation might give rise to activation of a sense of protection, safety and security. Discretion might make it possible to act on this sense of protection, safety and security and to combine efficiency and dignity. Further studies, which integrate cognitive and emotional discretion with coping, need to be undertaken.
Introduktion: Polisarbete är i mångt och mycket en folkhälsofråga, något som inte minst blir tydligt i polisers möte med utsatta människor. Poliser har ett stort handlingsutrymme, vilket kan påverka hur de bemöter utsatta människor. I mötet med dessa människor behöver poliserna vara professionella; att ta hand om sin psykiska hälsa när man möts av utmaningar är en del av professionalismen. Att möta utsatta människor kan påverka polisernas psykiska hälsa, som i sin tur kan påverka hur de använder sitt handlingsutrymme när de fattar beslut. Bakgrund: Sverige tar emot fler ensamkommande asylsökande flyktingbarn än något annat land i Europa. Antalet asylansökningar för sådana barn ökade från 400 år 2004 till 7000 år 2014 till över 35 000 år 2015. Dessa barn kommer till Sverige och ansöker om asyl utan sina föräldrar eller annan vårdnadshavare. Somliga av dem nekas asyl. Om de inte återvänder till sitt ursprungsland frivilligt är polisen ansvariga för utvisningen. Den svenska regeringen kräver ett ökande antal verkställigheter av av- och utvisningar samt fastlår att verkställigheterna ska genomföras med respekt för människors värdighet. Denna avhandling handlar om polisers uppfattningar och tolkningar av de till synes motsägelsefulla kraven på att verkställa fler av- och utvisningar, det vill säga effektivitet; och hur man hanterar de mänskliga rättigheterna under utvisningsprocessen, det vill säga värdighet. Detta beskrivs och analyseras med hjälp av tre teoretiska ramverk: a) gräsrotsbyråkrati, b) jobb-krav-kontroll-socialt stödmodellen och c) coping. Dessa teoretiska ramverk visar på arbetsuppgiftens komplexitet och fungerar som utgångspunkt för att skapa förståelse för polisernas uppfattningar av arbetet med att verkställa av- och utvisningar av ensamkommande asylsökande flyktingbarn och hur sådant arbete är associerat med polisernas psykiska hälsa. Syfte: Denna avhandling syftar till att undersöka och analysera svenska polisers psykiska hälsa i relation till av- och utvisningar av ensamkommande asylsökande flyktingbarn. Metod: Både kvalitativ och kvantitativ metod användes i denna avhandling. Det kvalitativa tillvägagångssättet innefattade intervjuer för att uppnå en djupare förståelse för hur poliser uppfattar av- och utvisningar av ensamkommande asylsökande flyktingbarn. Den kvantitativa metoden innebar tillämpning av validerade frågeformulär för att undersöka sambandet mellan polisernas psykiska hälsa och psykosociala jobbkarakteristika samt coping. Detta tillvägagångssätt gjorde det möjligt att studera en komplex fråga i en komplex miljö och att presentera relevanta rekommendationer. Totalt intervjuades 14 gränspoliser och 714 poliser svarade på en enkätundersökning. Resultat: Resultatet visar att poliserna utnyttjar sitt stora handlingsutrymme och uppfattar att de gör det som är bäst i situationen, att de försöker lyssna på barnet och vara medvetna om barnets behov. Poliser med erfarenhet av av- och utvisningar av ensamkommande asylsökande flyktingbarn har inte visat sig ha en sämre psykisk hälsa än poliser utan sådan erfarenhet. Vidare är höga krav och lågt beslutsutrymme på arbetet, låga nivåer av arbetsrelaterat socialt stöd, skiftarbete och singelliv associerat med dålig psykisk hälsa. Coping mildrar effekten på den psykiska hälsan hos de som har erfarenhet av att utföra av- och utvisningar av ensamkommande asylsökande flyktingbarn. Poliserna verkar utnyttja både emotionell och problemlösande coping under en och samma komplexa utvisningsprocess. Slutsats: Den viktigaste slutsatsen i denna avhandling är att om poliser utsätts för rimliga krav, har stort beslutsutrymme, tillgång till arbetsrelaterat socialt stöd och använder sig av anpassningsbar coping, verkar det som att arbetet med av- och utvisningar inte påverkar deras psykiska hälsa. När poliser möter utsatta människor utnyttjar de sitt handlingsutrymme för att hantera de till synes motsägelsefulla kraven, det vill säga effektivitet och värdighet. Den verkställande rollen i av- och utvisningar av ensamkommande asylsökande flyktingbarn och medvetenheten om att hantera ett barn som hotas av utvisning kan ge upphov till en aktivering av känslan att ge skydd, trygghet och säkerhet. Handlingsutrymmet kan göra det möjligt att agera på denna känsla av skydd, trygghet och säkerhet samt att kunna kombinera effektivitet och värdighet. Ytterligare studier, som integrerar kognitivt och känslomässigt handlingsutrymme med coping, behöver emellertid genomföras.

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CNPQ – Conselho Nacional de Desenvolvimento Científico e Tecnológico
A contribuição de metaheurísticas, em especial a dos algoritmos evolutivos, na área de otimização combinatória é de extrema relevância, pois auxiliam na busca de soluções próximas ao ótimo para problemas complexos da vida real cuja resolução em tempo aceitável é inviável devido a sua complexidade computacional, oferecendo uma flexibilidade importante na modelagem do problema. Este trabalho se propõe a apresentar e implementar um modelo computacional a ser utilizado na otimização do escalonamento de ordens de produção utilizando um Algoritmo Memético (AM), que permite a busca tanto da melhor sequência das ordens de produção quanto dos lotes de tamanho variável em que a quantidade de cada operação pode ser subdividida. A possibilidade de utilização de máquinas alternativas, de recursos secundários, de intervalos de indisponibilidade e de lotes de transferência, é apresentada no modelo, o que lhe proporciona grande robustez e aplicabilidade em ambientes de manufatura flexível, permitindo uma modelagem do Flexible Job Shop Scheduling Problem (FJSSP) que reflete com maior fidedignidade a realidade do ambiente fabril, gerando como resultado um escalonamento otimizado e aderente às necessidades da fábrica. Várias instâncias do FJSSP são utilizadas nos testes e os resultados obtidos comprovam que o algoritmo proposto consegue otimizar o escalonamento das ordens de produção de cada instância de maneira eficiente.
The contribution of meta-heuristics, especially evolutionary algorithms, in combinatorial optimization area is extremely important, as they help in finding near optimal solutions to complex real-life problems whose resolution is infeasible in acceptable time due to its computational complexity, offering an important flexibility in the modeling of problem. This study propose to present and implement a computational model to be used in optimizing the production scheduling of manufacturing orders using a Memetic Algorithm that allows to search both the best sequence of jobs as of variable size batches that the quantity of each operation can be subdivided. The possibility of using alternative resources, operations with secondary resources, unavailability intervals and batch transfer lots are features presented in the model, which lends it great robustness and applicability to flexible manufacturing environments, allowing the modeling of Flexible Job Shop Scheduling Problem (FJSSP) that reflects with higher accuracy the real manufacturing environment, generating optimized scheduling results that are adhering to the plant needs. Multiple instances of FJSSP are used in the tests and the results show that the proposed algorithm succeeds in optimizing the scheduling of production orders for each instance so efficient.

碩士
世新大學
行政管理學研究所(含博、碩專班)
96
The study of human resource management has just recently been introduced to the public branch by the government organization, in attempt to reinvent the government through its theories. As is the role of our police force has changed significantly through time, from people’s patron, people’s guidance, to people’s companion. Their main duty has gradually transformed from governmental power enforcer to the role of modern police force. However, what kind of human resources does our police force really needs? Most current studies focused on recruiting, training, and assigning, by implementing the concept of human resources, it is possible to elaborate the efficiency of our police force. The research method of this paper is through questionnaires, collecting 1075 effective sample from varies police organs. Data is analyzed through SPSS software relating methods and regression analysis methods to verify research assumptions. The result indicates male police officers have higher inner work satisfaction than female officers; officers with seniority less than 0.5 years have higher inner and outer work satisfaction than those with 0.5~1.5 and 1.5~2.5 years of seniority; an officer with more than 2.5 years of seniority has a significantly higher organization commitment than those with 1.5~2.5 years. When comparing rankings, detectives, clerks, or sergeants have higher work satisfaction than primary officers in both inner and outer categories. Those graduating from two-year colleges differ significantly in different aspects of work satisfaction and influence to overall organization commitment, and have a higher level of satisfaction than high school and college (and above) graduates. The characteristic of assignment, pattern of management, has significantly positive relation to work satisfaction and organizational commitment; the level of challenge, cooperation, and burden in the characteristic of assignment; the level of challenge, cooperation, and burden in the characteristic of assignment all have substantial positive influence to work satisfaction and organization commitment in the management pattern, promotion possibilities, primary officer overtime paid, performance bonus and benefits have the most positive influence, while performance evaluation has negative effect on organization commitment; finally, in the aspect of work satisfactions, inner satisfactions has substantial positive effect on organization commitment. Through studying regression model of organization commitment on police officers with different work values, research show that those who pursue inner work values have the highest organization commitment level and commitments of officers are most propelled when pairing the appropriate characteristic of assignment and management pattern.

碩士
國立政治大學
行政管理碩士學程
98
This research focuses on The Pacific Hospital Supply Co.,Ltd Simp in midland to study their work stress and organization commitment. Then we analyze the result to explain the degree of work stress and organization commitment.we can understand The Pacific Hospital Supply Co.,Ltd Simp work stress and raise the organization commitment to military police organization. We come up with 720 Simp for the questionnaire with 680 successful returned Simp , the return percent is 94.4％. We study Simp by asking question and use the statistics software Spss 10.0 version. Acquired information is analyzed of Descriptive Statistics Analysis, T-test, One-Way ANOVA and Pearson Correlation

碩士
國立臺南大學
特殊教育學系碩士在職專班
102
This study investigated the employment status and job satisfaction of street performers with visual impairments and differences in their job satisfaction across background variables. The research instrument was a self-developed “Questionnaire on Employment Status and Job Satisfaction of Street Performers with Visual Impairments”. The questionnaire was administered to 37 domestic street performers with visual impairments. Data were analyzed using methods including frequency, percentage, mean, standard deviation, t-test. The main findings were as follows: 1. Street performance was a part-time job for most of the street performers with visual impairments. Few of them had received employment services, and most of them had to rely on assistance of others at work. 2. Most street performers with visual impairments provided popular musical performances solo at multiple places. Their income mainly came from rewards offered by the audience and was slightly higher than the basic wage. 3. Street performers with visual impairments reported a high degree of overall job satisfaction. They showed a high degree of satisfaction in value identification and professional achievement dimensions but a lower but still moderate level of satisfaction in income, welfare, and environmental support dimensions. 4. Job satisfaction of street performers with visual impairments differed across background variables: 1.Street performers with visual impairments under 30 of age showed higher satisfaction with income, welfare, and environmental support than those above 31 of age. 2.Street performers with congenital visual impairments showed significantly higher overall satisfaction and satisfaction with professional achievement than those with acquired visual impairments. 3.Street performers with visual impairments who had not gone through orientation training showed significantly higher satisfaction with professional achievement than those who had. Finally, based on the research results, this study provided suggestions to education, labor, social authorities, street performers with visual impairments and further studies.

碩士
國立高雄應用科技大學
觀光與餐旅管理研究所
104
Tourism is highly diversified. It is changed with the time, economic development and even special national policies. The Ministry of Transportation and Communication started to privatize the travel industry since 1960; the year there were only 8 travel agencies which only did "inbound" in Taiwan. "Outbound operation" was not allowed until 1978. And the total number of travel agencies has boomed to 3687 by 2016. The rapid development of tourisam and hospitality & catering industry has become one of the main targets to affect Taiwan economy. As a result, the manpower demand will be more active. The travel industry is mainly "people" service. Its quality is tied to the employees' humane quality, professionalism, cognitive attitude and enthusiasm. On the other hand, because of diffferent clients' tough or various requests and also the rise of consumer awarness, travel agency employees tend to be exhuseted, in bad mood. It leads them to affect their work perfomance. This study hopes to provide travel managers future management reference by understanding the personality of travel agent employees, their work stress and job satisfaction & difference. Then go more about the influence between work stress and job satisfaction based on their personality traits. The study adopts questionnaire survey to conduct convenience sampling on travel agency employees by distributing questionnaires and asking hotel employees to fill out the questionnaires based on their personal perception. and 410 valid questionnaires returned. The data undergo independent t-test, One-way ANOVA, and multiple-regression analyzes. The outcome reveals that: (a) Partial significance is shown on the travel industry for personality traits, work stress and job satisfaction. (b) Personality Traits shows significant positive influence on job satisfaction. (b ) Work stress shows significant positive influence on job satisfaction. Therefore, this reserch suggests travel industry proporietors can take "personality Traits" as an important reference when selecting employee pointers. Organizations also have to moderately pay attention to their employees to see if they face great pressure. Furthermore, they can feedback their employees with favorable pay, promotion and satisfing welfare systmes to meet their work satisfaction. Meanwhile, advised employees to participate in education and training, with the foreign Languages、training second skill, and career development plan as soon as possible, with a view to strengthening their competitiveness; More they should also arrange themselves sports and entertainment activities to ease their work pressure and broaden their Interpersonal relations. And working on to arrange diastolic pressure campaign to ease the work pressures, augmented interpersonal relations.

碩士
國立彰化師範大學
商業教育學系
101
The study is to explore into the relationship between job stress and life satisfaction of street-level station police and hope to propose suggestions based on the results of this study for relevant authorities to improve and lighten the job stress of street-level station police so as to enhance their life satisfaction. The study has taken the police stations of Changhua County Police Department as the population and applied the Method of Questionnaire Survey. There were a total of 360 copies of surveys being sent through stratified random sampling and a total of 251 valid copies retrieved, with a retrieve rate of 77.2%. The data of questionnaires gained from surveys were computed and analyzed by utilizing the statistical software of SPSS for Windows 10.0 and the statistical methods of Descriptive Statistical Analysis, T-test, One-way ANOVA and the Pearson Product-moment Correlation Analysis were adopted for the explanation. The findings are as follows: 1. A significant difference was showed in the job stress of street-level station police, owing to their differences in educational degrees and years of services. 2. A significant difference was showed in life satisfaction of street-level station police, depending on the differences of their age and educational degrees. 3. The results of this study showed that the higher the job stress of street-level station police, the lower their life satisfaction.

碩士
國立臺灣大學
公共事務研究所
107
Civil servants in public administration system are the actual executors of government will. In mainland China, such a group has grown rapidly after its classification reform. However, the reform itself and tighter political control after the 18th National Congress of CCP have imposed significant pressure on these people. In this context, a conundrum facing China’s government regulators is to properly manage public administration system, so that the administrative law enforcers can be well maintained and achieve better work outcomes. Based on the Job Demand-resource model, this research investigates the burnout level of the administrative law enforcers at the street level in mainland China by adopting a questionnaire method. To closely examine individual experiences of the target group, it has also incorporated multiple in-depth qualitative interviews, which can then serve as the basis for policy analysis. Hence, the research questions of this thesis can be identified as follow. First, it explores individual feelings of burnout, job demand and job resources among the surveyed group. It then builds upwards and try to understand whether differences in personal profile contribute to different levels of job burnout. Finally, it seeks to understand how the feeling of burnout is complicated by the asymmetry between job demand and job resources. Based on the answers to these questions, this thesis then proposes several policy options that might help to bring about better performance in public administration at the local level. The research conducted indicates that the administrative law enforcing civil servants show an above-average level of job burnout in general. The multiple regression analysis also finds that among all the variables in job demand-resource model, only job autonomy and superior support, two factors in the resource dimension, display significant negative correlation with job burnout. Besides, among the variables in personal profile, marital status, educational level and political identity are positively correlated with job burnout, while age shows a strong negative correlation.

碩士
國立彰化師範大學
商業教育學系
101
Abstract To understand the relevance of the Agriculture, Government of grassroots civil servants working pressure and turnover intention, Changhua County, 26 township (city) office, agricultural grass-roots civil servants, for a total of 111 man-made research subjects, using questionnaires census. Mainly in the understanding of the agricultural work of grassroots civil servants pressure, turnover intention, agriculture grassroots civil servants working pressure, the presence or absence of significant differences in agricultural grassroots civil servants working pressure with turnover intention of turnover intention correlation analysis of different background variables. In this study, the survey data to the computer statistical software package SPSS for Window 12.0, using descriptive statistical analysis, independent sample t test analysis, one-way ANOVA analysis, LSD (Least Significant Difference) after the comparison method for its analysis of differences and Pearson product-moment correlation analysis conducted its relevance. The results are as follows: 1. Agricultural grassroots civil servants of their work stress and turnover intention. a. Agriculture grassroots civil servants whose work pressure, is a moderate degree of each variable The working pressure in order to: the workload> anxiety> work-family conflict. b. Agricultural grassroots civil servants whose turnover intention, is a moderate degree of turnover intention variables in the order: looking for work intent> work dissatisfaction separation idea> to find the possibility of other work. c. Found that the younger turnover intention the higher ,the agricultural technician turnover intention highest, family care not matter and only 1%. 2. Of different background variables agriculture grassroots civil servants working pressure the differences: different gender, age, level of education, serving seniority, job title, marital status, families to care, job stress had no significant difference. 3. Different background variables agriculture grassroots civil servants turnover Intention. Difference situation: a. Different gender, level of education, serving seniority, marital status, family Care turnover intention was no significant difference. b. Different age, job title Turnover Intention significant differences. 4. Agricultural grassroots civil servants working pressure presents a significant positive correlation with turnover intention. The results of this study will be provided to agricultural grassroots civil servants, agricultural authorities and future research of references and suggestions.

Indiana University-Purdue University Indianapolis (IUPUI)
Statistics and athletic sports have always had a strong connection that many critics, fans and statisticians utilize to determine how successful a team or an individual player might be over an entire season or even throughout one’s career. The success of a player or team is often characterized by investigating the consistency that has been shown throughout the season or career, which has led to more investigation of the streakiness of players. Studies have been done to examine great streaks, such as Joe DiMaggio’s 56 game hitting streak or Tiger Woods’ 142 consecutive cuts made streak, but what about the outstanding streak that occurred during the 1983-1984 NHL season? Wayne Gretzky, of the Edmonton Oilers, managed to showcase just how elite he was as a playmaker during that season. Gretzky produced a remarkable 51-game point streak, in which he recorded at least one goal or point in 51 consecutive games; a streak that has not received the recognition that it deserves. Using game-by-game data for the entire 1983-1984 NHL season for all players, the research looks at not only the evaluation of Gretzky’s streak, but also compares his production and streak to the remainder of the league. Gretzky demonstrated why he is one of the greatest players to ever step foot on the ice, and his elite status is shown throughout this analysis. Comparing Gretzky’s streak to that of DiMaggio’s was shown to be a little challenging but, some general conclusions were made based on the comparison of analyses that were performed; but without the proper statistics being readily available, it is hard to adequately dictate which streak is ultimately more impressive or more rare.

碩士
國立臺灣海洋大學
商船學系所
97
In recent years, Taiwan is one of the key players around the world with regard to the shipping industry, and Taiwanese seafarers have indeed made a tremendous contribution. However, following Taiwan’s economic development, the rise of people’s living standard and the interaction of the international seafaring market, the employment market for Taiwanese seafarers is gradually shrinking. Due to a serious lack of Taiwanese seafarers labor resources, shipping companies had helped themselves by using foreign seafarers to remedy the lack of Taiwanese seafarers labor resources. 　　 According to statistics from National Chinese Seaman’s Union (NCSU) from January 2009 to December 2009 NCSU listed crew members include 5855 Mainland Chinese seafarers, 1490 Taiwanese seafarers, and 1102 from other countries, totally 8447 persons. It can be seen that Mainland Chinese seafarers hold the advantage of no language and cultural barrier and are quickly becoming the majority in Taiwan shipping companies’ recruited crew market. However, due to prolonged political and economic agendas in both sides of the Taiwan Strait the crew’s job-related attitudes differ vastly and this has made an impact on the shipping companies’ human resources management models. The current study focused on crews from both sides of the Taiwan Strait as research subjects and explored their job satisfaction, organizational commitment, and those factors influencing their turnover intention. The results of the current study should provide useful reference for shipping company crew management policy makers on both sides of the strait. The data in the current study was carried out by questionnaire survey. They were then analyzed. There were 234 effective sample returns, of which 141 were from Taiwanese seafarers and 93 were from Mainland Chinese seafarers. In addition, the data analysis method carried out in the current study was by hierarchical multiple regression analysis. The result of the current study discovered that: 　　(1) Taiwanese seafarers showed higher job satisfaction levels and higher organizational commitment than Mainland Chinese seafarers, also, Taiwanese seafarers’ turnover intention are lower than Mainland Chinese seafarers. 　　(2) Interfering influences of cultural differences in job-related attitudes were only significant in “working partners” (one dimension of job satisfaction) and influencing factors of turnover intention. Other factors between job-related attitudes were not found to be influenced by cultural differences. 　　(3) The subjects’ job satisfaction was based on the mediating effects of the influence made by the organizational commitment, and then in turn influence turnover intention. Key Words：Seafarers, Job satisfaction, Organizational commitment, Turnover intention

碩士
國立台北護理學院
護理研究所
95
ABSTRACT The purpose of this study was to examine the effects of teaching stress and emotional self-management skills to chronic psychiatric patients with job training on measures of perceived stress level, the learned resourcefulness, the cognitive methods and attitude, the behavior, and the self- efficacy of stress management. A total of 132 subjects were recruited from the psychiatric rehabilitation centers in North Taiwan area. These subjects living in communities were randomly allocated to either comparison groups (67 patients joined the regular job training program; RJTP) or experimental groups (65 patients joined the regular job training plus a 6-week stress self management program; SSMP). Subjects complete evaluation questionnaires before beginning their program, 1 week after the program, and 1 month following the program. The interaction effects of programs and timing by using the analysis of mixed model showed that the SSMP participants demonstrated significantly higher learned resourcefulness, used more cognitive methods to manage stress, and felt more efficacy than the subjects in the RJTP. The SSMP participants also showed improvement with regard to perceived stress, having a tendency to adopt the self-management behaviors of exercises, problem-solving and positive self-statement, whereas the RJTP subjects did not. Moreover, the significant improvement of the psychosocial functioning in the experimental group remained significant at the end of the first month during follow-up compared with the control group. The short-term evaluation results showed that the stress self-management intervention primary increase the learned resourcefulness, self-efficacy, and application of cognitive methods in managing jog stress of the chronic psychotic patients with job stress. Key word: Chronic psychotic patients, the stress of job training, stress self-management program

碩士
靜宜大學
管理碩士在職專班
101
The purpose of this study is aimed at understanding to explore of Changhua County grassroots households Officers in the relationship between emotional labor, work pressure and job burnout between job stress and job burnout explore the impact of the primary household Officers job stress and job burnout and grassroots households Officers related to the case, and put forward its recommendations based on the findings for the reference of the relevant competent authority for reference and subsequent researchers. This study used questionnaires as the research object 302 households Officers grassroots Changhua County. Research tool "the grassroots farmers Officers working conditions and work experience questionnaire. The collected data were mean, standard deviation, t-test, one-way ANOVA analysis, correlation analysis and regression analysis, statistical methods such as canonical correlation processing. The major findings of this study are as follows: 1. The primary household Officers generally work there is pressure, feel the pressure of performance appraisal, "working with Family "minimum degree of households Officers feel the pressure. 2. The primary household Officers generally work there are burnout higher sense of "low sense of accomplishment," burnout, "dehumanization" work tired Lazy circumstances lowest. 3. The primary household Officers personal characteristics factors, gender, marital status, education level and age feelings away working pressure Degrees up to the level of significance. Women the household staff households officers feel pressure higher than male household staff; sense of unmarried household staff . By the working pressure is significantly higher than the general married household staff university level feel the pressure is significantly higher than the household registration member of the high school level. 4. primary household administration personnel background factors, gender, age, marital status, level of education, degree of feelings of burnout Level of significance. The female households Officers in job burnout significantly higher than male household officers; the younger households Officers burnout Significantly higher than that of older households Officers; the unmarried household Officers feelings of job burnout significantly higher than married households Officers; 5. The primary household Officers working pressure there is a significant correlation between burnout. 6. Working pressure has a significant positive effect on turnover intention. 7. burnout has a significant positive effect on turnover intention. Based on the above findings, the study presented with a proposal: 1. Improve performance assessment methods, to reduce job stress. 2. Strengthen job training, to enhance their professional capabilities. 3. Organized group exercise and family get-togethers, and to relieve the work pressure.

碩士
中華大學
科技管理學系(所)
98
In both local and foreign documentations, there is an abundance of research on work motivation, work stress, organization commitment and job satisfaction, and very few relative studies on the relationship between work motivation, work stress, organization commitment and job satisfaction in cross-strait employees. By targeting employees from 3 companies in the manufacturing industry of Cross-Strait as research subjects, this research distributed a total of 450 copies of surveys and collected 355 completed surveys, which included 352 valid surveys and 3 invalid surveys with an effective response rate reaching up to 78.22%. Research has revealed 3 top pull factors in work motivation when choosing a job by Cross-Strait employees: 1. high enterprise stability; 2. good enterprise image; 3. good employee benefits.In addition, different employee attributes will affect work motivation, work stress, organization commitment and job satisfaction. When comparing actual work satisfaction perception and expected work satisfaction in Cross-Strait employees, research discovered that in the aspect of expected work satisfaction both Cross-Strait employees displayed a higher level in “salary”; however in actual work satisfaction perception, “relationship between co-workers” ranked the highest, which is a demonstration of the inability of actual work satisfaction perception to match employee expectations. Therefore, a difference exists between actual enterprise work satisfaction perceptions and expectations. Only Taiwan employees received positive effects of stress on work satisfaction and work motivation. Furthermore, work stress had a negative effect on organization commitment in Cross-Strait employees while Work Satisfaction displayed a positive effect on organization commitment.

碩士
國立中山大學
人力資源管理研究所
100
With the global liberalization of economic and trading development, the limitation of political and geographical enterprises across countries id getting less. A leader with cross-culture experience will lead his/her team member to achieve better performance. The Mainland carries out the policies of reforming and opening to the outside since 1970. Returned overseas Chinese also brings new management, technology, market, and concept knowledge for Mainland China from western countries. These returned overseas Chinese not only to be high level manager in China’s company but also in Taiwan’s, and this change becomes a huge impact to Taiwanese due to “ Taiwanese always lead Chinese” in the past. Chinese high level managers should perform their leadership style with respect behavior break through cultural difference, to increase the degree of staffs’ satisfaction in leadership and job. Thus, these managers may hit the company’s goal with his/her team. The author found the five propositions as below after interviewing and analyzing interview data 1: To suggest Chinese high level managers performing their leadership style in participating and delegating when they work for international company; the leadership style will changed and effect by enterprise culture. 2: Chinese high level managers will gain more leadership satisfaction from their Taiwan subordinates when they overcome the interference of cultural difference. 3: Taiwan subordinates’, who work for international company, main job satisfaction comes from the challenge of job and payroll two concepts. 4: Taiwan subordinates’ job satisfaction will not affect by the frequency high level manager changed due to they recognize the company’s cultural. 5: Taiwan subordinates will present happier behavior and with more passion in their job when Chinese high level manager present their leadership style in participating and delegating.

碩士
銘傳大學
公共事務學系碩士在職專班
95
In the fierce working environment day by day of competition, the stress is unavoidable, experience and exert an unfavorable influence to personal physical and mental health , psychology in Job stress, will cause and embrace and maintain a negative attitude to the work too, so that serve the low performance of quality to glide, even cause the phenomenon of turnover . So, motive and purpose that this topic studies lie in promptly: Analyze the job stress of personnel of affairs of household registration of forefront ,burnout and turnover office and is inclined to the situation, attempt difference of personal attribute and working attribute, one can sum up the result of study , propose the concrete suggestion, in order to prove for relevant competent authorities'' reference, and then contribute to improving the performance of organizing. This research uses such methods as literature review and questionnaire investigation ,etc., it is to understand the personals in depth for job stress burnout and turnover relation that inclined to. Questionnaire investigation is to regard serving 790 personnel of affairs of household registration of organ of affairs of household registration of Taipei as the target of generally investigating, adopt applying software SPSS13.0 mechanically and analyzing , draw the following concrete research results: Job stree on first , affairs of household registration personnel with '' performance examine '' the getting higher most in source '' working load '' sequentially, '' take place career Exhibition '' and '' work interact with family '',etc.. Second, the Burnout of job of the personnel of affairs of household registration is highest with the consciousness degree that '' mood is exhausted Third, the turnover of the personnel of affairs of household registration inclines to be higher than medium the above. It is related that fourth, the job stress of the personnel of affairs of household registration and burnout appear apparently. It was related that fifth, the burnout of job of the personnel of affairs of household registration inclined to appear with turnover apparently. Sixth, the burnout has apparent intermediary effect. According to above-mentioned investigation results, this research proposes the following concrete suggestions at several o''clock on layers of management of the affairs of household registration: First, improve the performance and access the method , reduce personnel''s job stress. Second , strength competent work simplification , simplify human resources positive tactics conduct. Third, abolish regional institutional framework, implement personnel''s equalitarianism and indiscriminate transfer of resources, improve the result of rewarding . Fourth, strengthen the in-service training; improve the ability of the specialized homework. Fifth, hold group''s health and family''s friendship ties activity, solves working pressure.

碩士
臺北市立師範學院
國民教育研究所
92
The object of this study is to explore the relationships among job stress, locus of control, coping strategy and occupational burnout of counselor of elementary school counselor. Questionnaire survey, and semi-structured interview were used in this study. “Counselor Receptivity Scales” were used as measurements, and 108 counselors were sampled from elementary schools in Taipei County. While the subjects being interviewed included 9 elementary school counselors. The data were analyzed by one-way ANOVA, two-way ANOVA, Pearson correlation, and multiple stepwise regression. From the findings of this study, the major results are as follows: 1.Counselors of elementary schools who have different background variables are relevant at job stress、locus of control、coping strategy and occupational burnout. 2.The positive correlation between locus of control, and job stress、occupational burnout. 3.The positive correlation between job stress, and occupational burnout. The positive correlation between self-control, and occupational burnout. 4.Significant correlation between counselors’ job stress, locus of control and occupational burnout was found. There is not interaction between job stress and locus of control on occupational burnout. 5.Job stress and locus of control have 45% explanation on the occupational burnout.

碩士
國立中央大學
人力資源管理研究所碩士在職專班
97
Business enterprises in Taiwan go to mainland for investment of hospital establishment. The medical treatment human resource is one of the factors which influence the investment. The proportion of nursing personnel in hospital to total service manpower is approximately 40-60%, also its clinical work relates to patient''s life safety. Therefore, understood the different of cross-straits nursing personnel’s work attitude and impact factors, it’s very important in human resources management。 This research adopts a questionnaire method and takes a cross-straits nursing employee in Taiwanese medical treatment organization as research object. This research is to inquire into the mutual relation and the difference of work value, work characteristic, work situation and work attitude cognition between employees working in Taiwan and in mainland. The main discovery of this research is as follows: (1) About the antecedent variables of cross-straits employees ‘ work attitude cognition, except “Extrinsic Work Values” is no remarkable difference, the difference of all other factor variables, such as “Intrinsic Work Values”, “Job Characteristic”, “Consideration-Based Leadership”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training”, “Performance Appraisal”, “Work Pressure-Family Conflict”, reaches the statistical remarkable standard. Taiwan employees’ feeling degree is high than China employees’ in “Job Characteristic”, “Consideration-Based Leadership”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training”, “Performance Appraisal”, “Work Pressure-Family Conflict”. Chinas employees’ feeling degree is higher than Taiwan employees’ in “Intrinsic Work Values”. (2)The antecedent variables of effecting cross-straits employee''s work attitude cognition, as for Taiwan employees, work involvement positively influences the cognition degrees of “Intrinsic Work Values”, “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication”, “Performance Appraisal” and “Work Pressure-Family Conflict”. Extrinsic job satisfaction positively influences “Organization Communication”, “Employee Training” and “Performance Appraisal” and “Work Pressure-Family Conflict”. Intrinsic job satisfaction positively influences the cognition degrees of “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication” and “Employee Training”. Organization commitment positively influences the cognition degrees of “Intrinsic Work Values”, “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training” and “Performance Appraisal”. As for mainland area, work involvement positively influences the cognition degrees of “Intrinsic Work Values”, “Consideration-Based Leadership” and “Work Pressure-Family Conflict”. Extrinsic job satisfaction positively influences the cognition degrees of “Consideration-Based Leadership” & “Performance Appraisal” and negatively influences the cognition degrees of “Extrinsic Work Values” &”Job Characteristic”. Intrinsic job satisfaction positively influences the cognition degree of “Performance Appraisal”. Organization commitment positively influences the cognition degrees of “Consideration-Based Leadership”, “Employee Training” & “Performance Appraisal” and negatively influences the cognition degree of “Extrinsic Work Values” For the management practice meanings of research findings, if thinking highly of the differences of the cross-straits nursing employee’s work value and work attitude ,and then satisfying their needs, with suitable leadership and management measurement to develop employee’s multiple ability aggressively and build up an effective management culture of feedback mechanism, which will be able to decrease the willingness of work and the motivation of effort, and enhance work satisfaction and organizational identification.

碩士
國立中山大學
管理學院高階經營碩士學程在職專班
107
Because of the differences in institutional environments, life style, and economic development stage, employees in Taiwan and Mainland China not only differ in mindset but also in behavioral models and work attitudes, leading to the application of different management systems in daily operations even in a firm’s branches in the cross straits. This study explores the differences in work value, job satisfaction, and management systems between cross strait employees in a dentist chain clinics. Based on the in-depth interview and survey approaches, the results show that the associations among work value, job satisfaction, and management systems are significant correlated, indicating that work value and job satisfaction are important determinants of management systems for cross-straits employees. Implications for practices and limitations for future research are discussed as well.

The theme of my diploma thesis is analyse Active Employment Policy and evaluation of effectivity Active Employment Policy tools of unemployment solution in region Teplice. The diploma thesis is divided into theoretical and empirical analysis, the theoretical part occupies with Active Employment Policy and Active Employment Policy tools. I have used for empirical part data from information system of the Labour office, data from questionnaire survey with job applicants and on the basis of interviews with experts of Labour office. Based on questionnaires survey with job applicants and interviews with experts of Labour office I have come to the conclusions on providing of Active Employment Policy tools in region Teplice.

碩士
輔仁大學
公共衛生學系碩士班
101
Objective: The major aim of the present study was to examine the relationship among Job Characteristics, Communication Satisfaction , and Work Engagement(vigor, dedication, absorption). Further,it was to examine the difference of work engagement(vigor, dedication, absorption) between the Taiwan sample and mainland sample.Methods: This study collected the samples by using purposive sampling method.The samples were nurses from two hospitals of sides of Taiwan Strait. The subjects of this research must have been serving present hospital over three months. The anonymous questionnaires were filled-in by self-administered of all subjects (n=491). There were 470 returned questionnaires with a 95.72% response rate. There were 402 completed questionnaires by subjects. Further , by some conditions, the inapplicable questionnaires were excluded. Finally, the present study got 380 questionnaires for analysis. Results: Controlling for other conditions, communication climate, job feedback, task significance effect significantly at the work engagement. The explained variance of this overall model of work engagement is 20.3%. Controlling for other conditions, communication climate, media quality, job feedback effect significantly at the vigor. The explained variance of this overall model of vigor is 20.4%. Controlling for other conditions, communication climate, job feedback, task significance effect significantly at the dedication. The explained variance of this overall model of dedication is 18.9%. Controlling for other conditions, relation with supervisor, media quality, job feedback effect significantly at the absorption. The explained variance of this overall model of absorption is 14.1%. Followed by, the present study also examined whether the mean of engagement(vigor, dedication, absorption) differentially between the nurses on both sides the hospital. The results between both samples indicated that the mean of engagement, dedication, absorption have no differences significantly. However, the result between both samples indicated that the mean of vigor has differences significantly. It is the mean of vigor of mainland sample greater significantly than of Taiwan sample.Conclusion: For hospital nurses, it is important to pay much attention to the perception of job feedback, task significance, and the communication satisfaction of communication climate, media quality, relation with supervisor. And these will contribute to work engagement. Also,about job characteristic, autonomy is the highest strength of pearson's correlation coefficient with vigor in Taiwan sample. And about communication satisfaction, personal feedback is the highest strength of pearson's correlation coefficient with vigor in Taiwan sample. Thus, it can concern about the perception of autonomy and the communication satisfaction of personal feedback in Taiwan nurses. These will be beneficial to the vigor level of nurses in Taiwan.

The purpose of the study was to explore the lived experiences of nurses on the implementation of occupational specific dispensation (OSD). Qualitative research using hermeneutic phenomenology was conducted in the three selected public hospitals in the Umgungundlovu district in KwaZulu-Natal (KZN). Data was collected by means of in-depth interviews with professional nurses, enrolled nurses and nursing assistants and focus group discussions with nurse managers purposively selected at the public hospitals in the Umgungundlovu district. Parse’s extraction synthesis analysis of data was done and seven (7) themes emerged from the participants’ dialogical conversation exploring the experiences of the implementation of OSD. The findings suggested that nurses viewed OSD as unfair labour practice because it divided nurses; there are those who grossly benefitted and those who benefitted less. The researcher concluded that the study will assist the authorities in the department of health both nationally and provincially to review OSD for nurses and close the gaps identified during the implementation as they were the pilot group.
Health Studies
M.A. (Health Studies)