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Relevant bibliographies by topics / Professional (in)satisfaction

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Academic literature on the topic 'Professional (in)satisfaction'

Author: Grafiati

Published: 8 September 2021

Last updated: 18 February 2022

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Journal articles on the topic "Professional (in)satisfaction"

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Kaufman, Hali J. "Professional satisfaction." Journal of the American Dental Association 118, no. 2 (1989): 144. http://dx.doi.org/10.14219/jada.archive.1989.0221.

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Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.

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Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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Wolfgang, Carla F. "Renewing professional satisfaction." American Journal of Health-System Pharmacy 51, no. 3 (1994): 312. http://dx.doi.org/10.1093/ajhp/51.3.312.

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Saccone, Patricia, and James Steiger. "Audiologists' Professional Satisfaction." American Journal of Audiology 21, no. 2 (2012): 140–48. http://dx.doi.org/10.1044/1059-0889(2012/12-0005).

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Kuburovic, Nina, Velimir Dedic, Slavisa Djuricic, and Vladimir Kuburovic. "Determinants of job satisfaction of healthcare professionals in public hospitals in Belgrade, Serbia - cross-sectional analysis." Srpski arhiv za celokupno lekarstvo 144, no. 3-4 (2016): 165–73. http://dx.doi.org/10.2298/sarh1604165k.

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Introduction. The quality of health care significantly depends on the satisfaction of the employees. Objective. The objective of this study was to establish the level of professional satisfaction of healthcare professionals in state hospitals in Belgrade, Serbia, and to determine and to rank the factors which impact on their satisfaction or dissatisfaction. Method. Professional satisfaction survey was designed and conducted as a cross-sectional study in 2008. Completed questionnaires were returned by 6,595 healthcare professionals from Belgrade?s hospitals. Statistical analysis was performed using the Student?s t-test, ?2 test and ANOVA. Factor analysis was applied in order to define determinants of professional satisfaction, i.e. dissatisfaction. Results. This study showed that the degree of professional satisfaction of Serbian healthcare professionals was low. The main causes of professionals? dissatisfaction were wages, equipment, the possibility of continuous medical education/training and the opportunities for professional development. Healthcare professionals with university education were more satisfied with all the individual aspects of job satisfaction than those with secondary school and college education. Conclusion. There were significantly more healthcare professionals satisfied with their job among males, older than 60 years, in the age group 50-59 years, with managerial function, and with 30 or more years of service. Development strategy of human resources in the Serbian health care system would significantly improve the professional satisfaction and quality of the provided health care.

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REAMES, HAROLD R., and DAVID C. DUNSTONE. "Professional Satisfaction of Physicians." Survey of Anesthesiology 34, no. 2 (1990): 121???122. http://dx.doi.org/10.1097/00132586-199004000-00061.

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Reames, Harold R. "Professional Satisfaction of Physicians." Archives of Internal Medicine 149, no. 9 (1989): 1951. http://dx.doi.org/10.1001/archinte.1989.00390090033007.

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Reames, H. R. "Professional satisfaction of physicians." Archives of Internal Medicine 149, no. 9 (1989): 1951–56. http://dx.doi.org/10.1001/archinte.149.9.1951.

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Grujičić, Maja, and Budimka Novaković. "Professional satisfaction of nurses." Sestrinska rec 21, no. 75 (2017): 10–14. http://dx.doi.org/10.5937/sestrec1774010g.

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Buhari, Mufitha Mohamed, Chen Chen Yong, and Su Teng Lee. "I Am More Committed to My Profession Than to My Organization." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (2020): 37–58. http://dx.doi.org/10.4018/ijhcitp.2020070103.

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Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.

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Dissertations / Theses on the topic "Professional (in)satisfaction"

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Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.

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Stollery, Jennifer C. "Job satisfaction in young professional athletic trainers /." Full-text of dissertation on the Internet (534.36 KB), 2010. http://www.lib.jmu.edu/general/etd/2010/masters/stoll3jc/stoll3jc_masters_04-20-2010_01.pdf.

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Bosley, Michael. "PROFESSIONAL DEVELOPMENT ACTIVITIES AND JOB SATISFACTION AMONG COMMUNI." Doctoral diss., University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4249.

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This study was designed to examine the relationship between participation in specific professional development activities and the adjuncts' level of job satisfaction. Data was gathered from previous and current professional development activities at Valencia Community College in Orlando, Florida. Research in the area of professional development activities for adjunct faculty is emerging; however, there is a scarcity of research in the area of professional development activities as a means to increase job satisfaction. The data produced by this study were reviewed to determine, the level of job satisfaction of those adjuncts who attended professional development activities; the degree to which adjunct faculty members attended professional development activities; the reasons why adjuncts attended professional development activities; and how attendance at professional development activities has enhanced adjuncts' teaching performance. Findings showed that adjuncts who attended professional development activities at Valencia Community College were generally satisfied with their jobs. Adjuncts were also satisfied with the professional development activities they attended and many attended more than one activity.<br>Ed.D.<br>Department of Educational Studies<br>Education<br>Curriculum and Instruction

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Ford, Theresa M. "Energy education professional development : assessment of teacher satisfaction /." Link to full text, 2009. http://epapers.uwsp.edu/thesis/2009/Ford.pdf.

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Thesis (M.S.)--University of Wisconsin--Stevens Point, 2009.<br>Submitted in partial fulfillment of the requirements for the degree Master of Science in Natural Resources (Environmental Education & Interpretation), College of Natural Resources. Includes bibliographical references (leaves 79-84).

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Altenburg, Brian Michael. "Stress in the professional services : antecedents and outcomes." Thesis, University of Oxford, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249486.

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Bennett, Sandra M. "Exploring the relationship between continuing professional education and job satisfaction for information technology professionals in higher education." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5296/.

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The study had four main hypotheses that examined the relationships between job satisfaction and the reasons for attending continuing professional education (CPE). The purpose of this study was to examine the relationships between training and job satisfaction with the objective of adding to the body of knowledge related to both job satisfaction and training and development. Participation Reasons Scale was used to measure the reasons for attending CPE activities, and the Job in General Scale and Job Descriptive Index was used to measure job satisfaction. The surveys were administered over the Internet to information technology professionals working in higher education. The participants were contacted by email with a message explaining the purpose of the research and a Web link that took the participants directly to the survey. After collecting the data, it was exported into SPSS and analyzed using Spearman Rho and Mann Whitney U statistics and a simple structure exploratory factor to determine any underlying structures between the job satisfaction and CPE.

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Davis, G. Scott. "Customer satisfaction for professional Services Group, Inc. development of an online customer satisfaction survey /." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003davisg.pdf.

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Bane, Tara Yost. "Job Satisfaction Among Professional Middle School Counselors in Virginia." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/29280.

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The purpose of this study was to determine the current level of job satisfaction among professional school counselors working in Virginia public middle schools. In addition, satisfaction levels were compared with previous studies on Virginia elementary school counselors. Although job satisfaction has been widely studied in the past, few studies have focused on professional school counselors in particular. Information regarding job satisfaction is important in order to employ and retain committed school counselors and ensure that students are receiving high quality services. Participants included 255 middle school counselors working in Virginia. Using a demographic survey and a modified version of the Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England, & Lofquist, 1967), the following research questions were investigated: What is the overall job satisfaction level of Virginia middle school counselors? What degree of job satisfaction is expressed by Virginia middle school counselors in regard to each of the 20 dimensions of job satisfaction as measured by the modified MSQ? What is the relationship between selected demographic variables and work setting characteristics with the overall job satisfaction of middle school counselors in Virginia? How does the level of job satisfaction of Virginia middle school counselors compare with the level of job satisfaction for Virginia elementary school counselors in 1990, 1995, and 2001? Does the current political and social climate of the public educational system affect middle school counselors' feelings regarding their jobs and performance? Analysis determined that 92.9% of participants were satisfied with their current jobs, with social service being the area of greatest satisfaction and compensation being the area of least satisfaction. Only 7.1% of participants were dissatisfied. These findings are similar to those found in 1990, 1995, and 2001. Using a regression model, the three demographic variables of gender, licensure, and intent to remain in the position, were found to be significant predictors of overall job satisfaction. Female counselors who held a Postgraduate Professional license and intended to remain in their current position for the next five years were more satisfied than other participants. Qualitative responses indicated that middle school counselors were most affected by the current political climate in regard to standardized testing, while the social climate affected counselors in regard to the difficult challenges faced by students. The greatest impediment to the participants'preferred role was an excess of noncounseling duties, while administrators and principals provided the greatest support. Overall, the results from this study revealed that middle school counselors in Virginia were satisfied with their jobs.<br>Ph. D.

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Parry, Julianne Mary, and j. m. parry@cqu edu au. "The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals." Central Queensland University, 2007. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070524.133840.

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The behaviour of employees is increasingly being recognised as the critical factor in achievement of organisational effectiveness. Therefore, the need to address inefficiencies that are derived from the organisation-employee relationship is being recognised as important to organisational success. For many years the concept of organisational commitment provided the means to develop theory in relation to organisation-employee relationships. More recently, however, other types of workrelated commitments have been identified as having importance to the organisationemployee relationship. In the contemporary political-economic context, professionals are increasingly becoming employees of organisations which operate according to market or quasi-market principles. There are some fundamental differences between professional occupations and non-professional occupations. These differences may have consequences for the relationship between professional employees and their employing organisation. The differences may also have consequences for other workrelated outcomes for professional employees in ways that are different from the work-related outcomes of non-professional employees. Importantly, for professional employees commitment to the profession is developed during the pre-workplace entry educational experiences and may have consequences for the retention of professional employees within organisations, as well as retention within the profession. Therefore, the commitment of professional employees to their occupation may be both an antecedent to and a consequence of other work-related outcomes. However, to date, professional commitment has not been studied from a developmental perspective and the effect of workplace exposure on professional commitment is not understood. This thesis reports the findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis. The relationships included in the model were between commitment to the profession as both an antecedent to, and a consequence of organisational-professional conflict, job satisfaction and organisational commitment, as well as the relationship that each of these variables may have to organisational turnover intention and professional turnover intention. A repeated measures design was used with a sample of nursing professionals. Professional commitment before entry to the workplace was measured, and after a period of workplace exposure, professional commitment was again measured, as well as the other work-related outcomes identified in the model. The Blau (2003) occupational commitment measure was used to measure the pre-and-post workplace entry levels of professional commitment. The thesis also examined the factor structure of the Blau (2003) occupational commitment measure. The results of the model evaluation indicated that it is a plausible model of the identified relationships. Examination of the factor structure of the Blau (2003) occupational commitment measure indicated that it is best represented by five rather than four components. This research found that professional commitment was quite stable in the initial period of workplace exposure. The research findings also indicated that the relationship between professional commitment and organisational commitment was mediated by job satisfaction and that organisational-professional conflict and job satisfaction were directly related to organisational commitment. The research found that job satisfaction and professional commitment after a period of workplace exposure were related to organisational turnover intention, but that organisational commitment was not. The final major research finding was that organisational turnover intention was the only workplace variable in the model that was directly related to professional turnover intention. This research has contributed to the organisational behaviour literature through the development and initial evaluation of a model of the relationship between professional commitment prior to workplace entry and professional turnover intention. The results of the model suggested that when organisations provide professional employees with workplace experiences that are professionally, as well as personally satisfying, they promote retention of professional employees with their own organisation, as well as retention of professionals within the profession. This research recommends that for organisations that employ professionals, the model of the organisation-professional employee relationship that is likely to promote the retention of professional employees both within the organisation and within the profession, is a partnership model. Conflict resolution principles are recommended to inform the partnership model of the organisation-professional employee relationship. In addition, the empowering leadership style is recommended for organisations that employ professionals, because it is better matched to the employment mode and characteristics of professional employees.

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Crocker, Judith Leslie. "Continuing professional development and curriculum development: enhancing teacher satisfaction andcommitment." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B35339883.

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Books on the topic "Professional (in)satisfaction"

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Brining, Jane. The job satisfaction of non-professional staff. Leeds Polytechnic School of Librarianship, 1988.

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Leeds Polytechnic. Dept. of Library and Information Studies., ed. The job satisfaction of non-professional library staff. Leeds Polytechnic, Dept. of Library and Information Studies, 1986.

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The creative lawyer: A practical guide to authentic professional satisfaction. American Bar Association, 2007.

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Boley, Cruz N. Tess, ed. Issues in physician satisfaction: New perspectives. Health Administration Press, 1994.

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Ontario. Ministry of Health. Joint Policy and Planning Committee. Examining the process of handling patient complaints at the Ministry of Health: Final project report. Joint Policy and Planning Committee, 1994.

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Whose standards: Consumer and professional standards in health care. Open University Press, 1992.

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Kelly, Matthew. Off balance: Getting beyond the work-life balance myth to personal and professional satisfaction. Hudson Street Press, 2011.

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Teacher motivation and retention in Ghana: The professional teacher in Africa. Ghana Universities Press, 1991.

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Diane, Walker, and Stofman Judy, eds. Harmony: Professional renewal for nurses. American Hospital Pub., 1989.

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Customer service in health care. American Hospital Pub., 1990.

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Book chapters on the topic "Professional (in)satisfaction"

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Boynton, Kimberly A. "Professional Experience and Job Satisfaction." In Job Satisfaction of School-Based Speech-Language Pathologists. Routledge, 2021. http://dx.doi.org/10.4324/9781003098492-6.

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Motogna, Mircea. "Customer Satisfaction in IT Professional Services Research." In Development, Growth and Finance of Organizations from an Eastern European Context. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54454-0_5.

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Zhang, Shufeng, Yaya Luo, and Yu-Fan Zhou. "Salary Satisfaction of University Teachers with Different Professional Positions." In Communications in Computer and Information Science. Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-8083-3_55.

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Sharkawi, Sharizan, Amina Josetta Kayani, and Mazlina Ahmad Zayadah. "Generation Y and Job Satisfaction: Work Styles, Professional Expectations, and Career Concerns." In Proceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014). Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-287-426-9_17.

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Efraty, David, M. J. Sirgy, and Phillip Siegel. "The job/life satisfaction relationship among professional accountants: psychological determinants and demographic differences." In Advances in Quality of Life Theory and Research. Springer Netherlands, 2000. http://dx.doi.org/10.1007/978-94-011-4291-5_7.

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Hausman, Angela. "Social Aspects of Professional Service Relationships: Their Impact on Customer Satisfaction and Compliance." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science. Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-11882-6_42.

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Galagovsky, Lydia R. "Portrait of a Professional Life: Work, Challenges, and Satisfaction, All Achieved in Small Steps." In ACS Symposium Series. American Chemical Society, 2015. http://dx.doi.org/10.1021/bk-2015-1195.ch024.

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Neame, Charles. "From Professional Educational Values to the Satisfaction of Psychological Needs – A Sequence of Ideas." In Educational Futures. SensePublishers, 2016. http://dx.doi.org/10.1007/978-94-6300-310-0_1.

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Takawira, Ndayiziveyi. "Career Development of Professional Women: The Role of Person—Centered Characteristics on Career Satisfaction." In Psychology of Retention. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_12.

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Ittner, Doris, and Tina Hascher. "Towards a Model of Teachers’ Moral Health: Professional Satisfaction, Moral Emotions and Teacher Ethos." In The International Handbook of Teacher Ethos. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-73644-6_14.

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Conference papers on the topic "Professional (in)satisfaction"

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"Professional Life of Information System Graduates—Impressions and Experiences." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4325.

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Aim/Purpose: We explore impressions and experiences of Information Systems graduates during their first years of employment in the IT field. The results help to understand work satisfaction, career ambition, and motivation of junior employees. This way, the attractiveness of working in the field of IS can be increased and the shortage of junior employees reduced. Background: Currently IT professions are characterized by terms such as “shortage of professionals” and “shortage of junior employees”. To attract more people to work in IT detailed knowledge about experiences of junior employees is necessary. Methodology: Data from a large survey of 193 graduates of the degree program “Information Systems” at University od Applied Sciences and Arts Hannover (Germany) show characteristics of their professional life like work satisfaction, motivation, career ambition, satisfaction with opportunities, development and career advancement, satisfaction with work-life balance. It is also asked whether men and women gain the same experiences when entering the job market and have the same perceptions. Findings: The participants were highly satisfied with their work, but limitations or re-strictions due to gender are noteworthy. Recommendations for Practitioners: The results provide information on how human resource policies can make IT professions more attractive and thus convince graduates to seek jobs in the field. For instance, improving the balance between work and various areas of private life seems promising. Also, restrictions with respect to the work climate and improving communication along several dimensions need to be considered. Future Research: More detailed research on ambition and achievement is necessary to understand gender differences.

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Strother, Judith. "Call Centers in Health Care: Effect on Patient Satisfaction." In 2006 IEEE International Professional Communication Conference. IEEE, 2006. http://dx.doi.org/10.1109/ipcc.2006.320362.

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KOVALČIKIENĖ, Kristina. "EXTRINSIC REGULATION VS. INTRINSIC MOTIVATION AS PREDICTORS OF PROFESSIONAL CHOICE SATISFACTION IN AGRICULTURE STUDY PROGRAMS." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.094.

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The aim of this study was to investigate the predictive power of different types of academic motivation (especially, extrinsic vs. intrinsic) for students’ satisfaction with their professional choice. The study was conducted at Aleksandras Stulginskis University in Lithuania. 175 first-year students from agriculture study programs completed the Academic Motivation Scale and evaluated their satisfaction with professional choice in a 10-point scale. The results of hierarchical regression analysis revealed that intrinsic motivation has a significant predictive value for professional choice satisfaction of males and females. The results indicated that material external regulation negatively in males sample and social external regulation positively in females’ sample predict higher satisfaction with professional choice. In addition, amotivation is associated with lower satisfaction with professional choice in both cases. Some implications and recommendations for educators regarding dual enrollment programs, Facebook opportunities, and individualized approach are discussed.

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Guo, Shuxin, Yuzhuo Song, and Chengli Zhao. "E-commerce professional student satisfaction analysis of local university." In 2nd International Forum on Management, Education and Information Technology Application (IFMEITA 2017). Atlantis Press, 2018. http://dx.doi.org/10.2991/ifmeita-17.2018.26.

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Widyatmojo, Pribadi, and Winarno. "The Influence of Work Environment on Job Satisfaction toward Professional Performance and Non-professional Performance." In International Conference on Business, Economy, Entrepreneurship and Management. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009963005340542.

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Mahatanankoon, Pruthikrai. "The effects of post-educational professional development activities on promotion and career satisfaction of IT professionals." In the 2007 ACM SIGMIS CPR conference. ACM Press, 2007. http://dx.doi.org/10.1145/1235000.1235003.

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Xie, Xiuzhen. "A Survey Research on College Students' Satisfaction with Professional Training Plan." In Proceedings of the 2018 3rd International Conference on Education, E-learning and Management Technology (EEMT 2018). Atlantis Press, 2018. http://dx.doi.org/10.2991/iceemt-18.2018.24.

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Kelly, Kendall. "Connecting with customers: A better strategy for customer satisfaction in Indian call centers." In 2013 IEEE International Professional Communication Conference (IPCC 2013). IEEE, 2013. http://dx.doi.org/10.1109/ipcc.2013.6623922.

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Kassab, Mohamad, Joanna DeFranco, and Valdemar Graciano Neto. "An Empirical Investigation on the Satisfaction Levels with the Requirements Engineering Practices: Agile vs. Waterfall." In 2018 IEEE International Professional Communication Conference (ProComm). IEEE, 2018. http://dx.doi.org/10.1109/procomm.2018.00033.

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Kultalahti, Susanna, Piia Edinger, and Tiina Brandt. "Generation Y’s Glance at the Connection between Leadership and Job Satisfaction." In Annual International Conference on Human Resource Management and Professional Development. Global Science and Technology Forum (GSTF), 2012. http://dx.doi.org/10.5176/2251-2449_hrmpd12.08.

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Reports on the topic "Professional (in)satisfaction"

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Lavadenz, Magaly, Elvira Armas, and Rosalinda Barajas. Preventing Long-Term English Learners: Results from a Project-Based Differentiated ELD Intervention Program. CEEL, 2012. http://dx.doi.org/10.15365/ceel.article.2012.1.

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<p>In this article the authors describe efforts taken by a small southern California school district to develop and implement an innovative, research-based English Language Development program to address a growing concern over long-term English Learners (LTELs) in their district. With support from the Weingart Foundation this afterschool program served 3<sup>rd</sup> and 7<sup>th</sup> grade LTELs between 2008–2011 to accelerate language and literacy acquisition and prevent prolonged EL status. Program evaluation results indicated that the intervention was associated with improved English language proficiency as measured by the California English Language Development Test. Results also showed a heightened awareness of effective practices for LTELs among the district’s teachers and high levels of satisfaction among the participants’ parents. This intervention program has implications for classroom-based intervention including project-based learning for LTELs, for targeted professional development, and for further research for the prevention of LTEL status.</p>

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Attracting youth to voluntary counseling and testing services in Uganda. Population Council, 2004. http://dx.doi.org/10.31899/hiv15.1009.

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Little is known about the use of voluntary counseling and testing (VCT) by youth, a group that comprises more than half of those newly infected with HIV. An exploratory study conducted in Nairobi, Kenya, and Kampala and Masaka in Uganda revealed that young people want information, confidentiality, low-cost HIV testing, and friendly, professional counseling. Two facilities in Kampala, the AIDS Information Center (AIC) and Naguru Teenage Information and Health Center (NTIHC), implemented new youth-oriented strategies to increase VCT utilization and satisfaction with services among young people. In 2001, AIC established a youth corner behind the regular adult clinic with a separate gate so youth could enter in privacy. In 2002, NTIHC began offering VCT two days per week. This brief presents findings from exit interviews conducted with youth 14–21 years old leaving services at AIC and NTIHC. It also draws on in-depth interviews with exit interview participants and on focus groups conducted with tested and untested youth.

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