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Kindberg, Jönsson Caroline, and Moana Rosén. "Delegering: möjligheter och hinder : hur delegering till icke-legitimerad personal påverkar sjuksköterskans professionsutövning." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-11410.
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Bakgrund: Delegering av hälso- och sjukvårdsuppgifter från legitimerad sjuksköterska till icke-legitimerad personal är vanlig. Tidigare forskning har visat att delegering kan leda till att sjuksköterskans roll blir otydlig. Syfte: Att undersöka hur sjuksköterskors professionsutövning påverkas av att delegering till icke-legitimerad personal förekommer. Metod: Tio vetenskapliga artiklar studerades enligt metod för kvalitativ innehållsanalys. Resultat: Tre huvudteman framstod: ”Sjuksköterskor och inflytande”, ”Sjuksköterskor och interaktion” samt ”Sjuksköterskor och säkerhet”. Sjuksköterskor tyckte om att dela med sig av sin kunskap och uppskattade den avlastning som delegering kunde innebära. Emellertid uttryckte sjuksköterskor i en majoritet av studierna förlust av kontroll i samband med delegering. Många sjuksköterskor brast också i delegeringskompetens. Konklusion: Delegering kan försämra sjuksköterskors helhetssyn och kontroll över omvårdnadssituationen, vilket kan försvåra för dem att ta sitt fulla omvårdnadsansvar. Det finns också brister i sjuksköterskors kunskaper och färdigheter i att delegera. Impliktioner: Sjuksköterskor behöver delta mer i den patientnära omvårdnaden. Delegeringarna bör minska, och sjuksköterskor behöver återta sitt ansvar för omvårdnaden. Sjuksköterskor behöver också mer utbildning och träning i konsten att delegera. Ytterligare forskning kring delegering är nödvändig, särskilt i Sverige.Background: Delegation of health care tasks from registered nurse to non-licensed personnel is common. Earlier research has shown that delegation can lead to blurring of the nurse’s role. Aim: To examine how the existence of delegation to non-licensed personnel influences the professional work of registered nurses. Method: Ten scientific articles were studied using content analysis. Results: Three major themes emerged: “Nurses and influence”, “Nurses and interaction” and “Nurses and safety”. Nurses enjoyed sharing their knowledge and appreciated the relief that delegation could entail. However, in a majority of the studies nurses expressed loss of control associated with delegation. Many nurses also showed lack of competence with regard to delegation. Conclusion: Delegation can diminish nurses’ holistic view and control of care situations, which may make it difficult for them to take full responsibility for the care. There is also a lack of knowledge and skill concerning delegation among nurses. Implications: Nurses need to participate more in direct patient care. Delegations should be fewer, and nurses need to reclaim their responsibility for nursing. Nurses also need more education and training in the art of delegating. Further research on delegation is necessary, especially in Sweden.
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Jackson, Angela DeCarla. "A Survey of the Occupational Stress, Psychological Strain, and Coping Resources of Licensed Professional Counselors in Virginia: A Replication Study." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/30206.
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The Occupational Stress Inventory Revised Edition (OSI-R) and an Individual Data Form (IDF) were used to examine the current levels of occupational stress, psychological strain, and coping resources for a random sample of 360 licensed professional counselors (LPCs) in Virginia. Using the OSI-R (Osipow, 1998), a comparison of the results of this study to the Occupational Stress Inventory (OSI), (Osipow & Spokane, 1987) Ryan (1996) used was made. Replicating Ryan's study was needed to determine if significant differences at the level of occupational stress, psychological strain, and coping resources exist over time which would emphasize the importance of occupational stress research for this population.
The OSI-R is a concise measure of three dimensions of occupational adjustment: occupational stress, psychological strain, and coping resources. Demographic variables, such as age, gender, ethnicity, marital and parental status, primary work-setting, years of experience, stress related treatment, and years licensed were examined within the three dimensions of stress, strain, and coping.
Data were collected via first mailing of 360 surveys with a final response rate of 63.52%. Th e number of responses used for analysis was 183. The majority of the participants were white (93.4%), female (65%), parents (69.9%) of two children (33.9%), and adults averaging 49 years old. There were 120 females (65.6%) and 63 males (34.4%). Private practice either individual (21.9%) or group affiliation (18.6%) was identified as the primary work setting. The majority (86.3%) of the LPCs worked with clients and averaged 19.79 hours per four day week, counseling clients. The average number of daily client sessions was 4.76 and the maximum number of daily client sessions was 6.52. Most (49.2%) of the clients' source of referral were legally mandated.
Overall, the T-scores on the OSI-R fell in the average range for stress, strain, and coping. Variables that had no significant differences in level of stress, strain, or coping were marital and parental status, number of children, years experience, average daily client sessions, and stress related treatment. Demographic variables that contributed to differences in levels of stress only included ethnicity and weekly work hours. Demographic variables that contributed to differences in scores of strain only included age and years licensed. Demographic variables that contributed to differences in scores of coping were weekly work hours, number of days per week clients seen.
Variables that had significant differences on the levels of stress, strain, and coping were gender, primary work setting, number of work settings, maximum daily client sessions, and referral source of clients. Thus, future research in the counseling profession for occupational stress, psychological strain, and coping resources are warranted. Implications for the profession and recommendations for future research were made.Ph. D.
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Lucas, Brian J. "Continuing Professional Education for Licensed Accountants in Tennessee." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etd/3318.
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Accounting is a professional occupation that is continually evolving and requires a dedication to continuing education to meet the legal demands of new regulations and to maintain professional competency. Continuing Professional Education (CPE) is required by state boards for certified public accountants (CPA) to meet these requirements and to maintain professional competence. CPAs are responsible for complying with all applicable CPE requirements, rules, and regulations of state boards of accountancy, as well as those of other professional organizations.
The purpose of this study was to determine the opinions of CPAs about the current requirements for CPE and to determine their level of satisfaction with the content and delivery of CPE instruction. CPE has come under scrutiny in recent years with some professionals questioning if the needs of accounting professional and the objectives of continuing education are being met.
This survey research included 23 Likert-type items and 5 demographic questions. The survey was administered to 203 licensed certified public accountants to obtain their opinions about continuing education. The 5 dimensions of the survey were: Value (cost benefit), Delivery (methods and quality), Benefit to Self, Benefit to Others, and Barriers (to obtaining CPE). These dimensions were compared across the demographic variables of gender, years of experience, type of business, number of employees, and position with their employer.
No significant differences were found among the 5 dimensions between gender or among different positions. Significant differences did occur among the Dimension of Value opinions based on years of experience, among the Dimension of Value opinions based on type of business, among Dimension of Benefit to Self based on type of business, among the Dimension of Value based on number of employees, and among the Dimension of Benefit to Others based on number of employees.
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Whitney, Jennifer M. "Self-perceived multicultural counseling competence of licensed professional counselors." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1163992973.
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Deffenbaugh, Anne M. "Self-Perceived Grief Counseling Competencies of Licensed Professional Counselors." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1204045296.
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Lenyk, Julie M. "The Contribution of Wellness and Mindfulness to Job Satisfaction of Licensed Professional Counselors." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron147714005503087.
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Evans, Lyle Elton. "Teacher Attitudes Toward The Henrico County Public Schools Professional Growth Plan for Licensed Professional Personnel." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/40279.
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Experts have suggested that the primary purposes of teacher evaluation systems are to promote the professional development of teachers and to provide information on their strengths and weaknesses so that appropriate training might be planned. It is important for teachers to have ownership in such planning and to be provided options for their professional development. The primary focus of this study is a professional growth plan which includes options that are designed to provide opportunities for teachers' continuous growth; assist teachers with instructional planning; empower teachers to be responsible for analyzing their performance; and empower teachers to facilitate learning for themselves.
The purpose of this study is to examine the differences in the views of teachers under the four different options of the Henrico County Professional Growth Plan (structured, individual, collegial, and peer observation). A survey was the primary instrument for data collection. The sample for this study consisted of 58 schools (39 elementary schools, 9 middle schools, and 10 high schools). For each of the primary options, a proportionate sample of teachers was drawn from each level, i.e., elementary (kindergarten through grade five), middle (grades six through eight), and secondary (grades nine through twelve), with the sample proportion being equal to the proportion of the total group. From this group, teachers were randomly selected for participation. The actual sample consisted of 574 teachers who returned the completed survey instrument used in the analyses. This number represented a response rate of 80.6 percent.
Major findings revealed that teachers on the collegial and structured growth options indicated the greatest satisfaction with regard to continuous growth. With regard to instructional planning, an important factor to be considered in the professional development of teachers, elementary teachers who participated in the collegial option indicated the greatest satisfaction. Specific staff development activities offered by the school division were viewed as creating the greatest satisfaction among the many professional growth factors examined. These factors, developed through exploratory factor analysis process, included satisfaction with opportunities for growth in instructional planning, the role of and interaction with the principal, commitment to the profession, increase in knowledge base, peer support and interaction, and educational conferences. Other findings indicated that teachers valued the advice from and work with their peers and principal as a form of professional development more than other factors. Teachers who participated in the collegial and structured options, in particular, responded positively in this regard. On the whole, elementary teachers expressed higher satisfaction with professional development activities as related to their professional growth plans than did middle or high school teachers, regardless of the plan option with which they were associated.
Although a major objective of the professional growth plan was to empower teachers to facilitate their own learning, teachers indicated less satisfaction with this factor than with other factors examined. Teachers, in general, did indicate that they were empowered to analyze their own performance, with teachers participating in the structured option indicating the greatest satisfaction with opportunities to analyze their performance.Ed. D.
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Shinaberry, Michelle L. "Self-Compassion and Licensed Professional School Counselors: A Phenomenological Study." Ohio University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1553597982528643.
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Blankenship, David Michael. "Differences in Professional Counselors' Schizophrenia Symptomatology Ratings Based on Clients' Race." University of Akron / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1493378055184357.
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Pfaff, Nicole. "The Novice Licensed Professional Counselor's Perceived Preparedness to Use Self-Disclosure." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5249.
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Self-disclosure is used by feminist, humanistic, client-centered, and a variety of other counselors to build therapeutic alliances with clients. However, little research has been conducted on counselors' perceptions of their preparedness to use self-disclosure. This exploratory multiple-case study used attachment theory as a framework to explore the perceptions of novice licensed professional counselors' preparedness to use self-disclosure. The 12 participants who participated in face-to-face interviews practiced as licensed professional counselors in Delaware, New Jersey, or Pennsylvania. The participants described how they learned, practiced, and used self-disclosure. After analyzing interview data through cycle coding and peer review, themes emerged showing participants' life experiences, clinical practices, education, and supervision as having prepared them to use self-disclosure. Participants perceived they were prepared to use self-disclosure through their educational experience but primarily learned to self-disclose through trial-and-error. Participants reported learning to self-disclose by taking a chance and practicing the self-disclosure skill with clients after receiving their license. Professional counselors, supervisors, and counselor educators who are the gatekeepers for future counselors may use the study's findings to improve understanding of and training in self-disclosure. The findings can be used to enhance the training of how to prepare counselors to use self-disclosure, therefore, minimizing harm to the clients. Learning more about training counselors to use a skill that is of use with or without intent is of significance to the field of mental health counseling.
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Morrison, Pamela A. "Early Childhood Mental Health Consultation: A Comparison of Unlicensed and Licensed Professionals." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1793.
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This study was conducted to comparatively examine child specific expulsion rates and parent satisfaction of children who received early childhood mental health consultation (ECMHC) services delivered in 2 states for the 2012 program year: Maryland (unlicensed) and Delaware (licensed) . This current study examined secondary data to determine whether unlicensed (Maryland) ECMHC professionals are equally or more effective than licensed (Delaware) ECMHC professionals. Of the total number of child specific consultations or cases referred for services in Maryland (unlicensed), N = 370, n = 266 children avoided expulsion and were able to remain at their childcare placements while n = 17 children were expulsed. Of the total number of child specific consultations or cases referred for services in Delaware (licensed), N = 135, n = 119 children were able to remain in their childcare placements while n = 3 children were expulsed. The results of this study revealed that there is no statistically significant difference in expulsion rates between Unlicensed (Maryland) professionals and Licensed (Delaware) professionals. Results suggest that licensure status of ECMHC professionals has no affect on expulsion rate outcomes and should receive further examination. Additionally, results could support policy changes that could lead to a national credentialing process that would address the current gap in ECMHC services due to the shortage of qualified ECMHC professionals. This study was unable to determine the outcome of parent satisfaction due to missing data. Future direction should include replication using a mixed longitudinal study.
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Burns, Dominique Damara. "Independently Licensed Professional Counselors’ Perceptions, Understanding, and Lived Experience with Human Trafficking." University of Toledo / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1544815404125636.
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Fong-Hong, Lee. "Relationship Between Emotional Intelligence and Resilience Among Newly Licensed Registered Nurses Transitioning to the Professional Role." Thesis, Nova Southeastern University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13809129.
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Background: With the current nursing shortage there are fewer experienced nurses and more newly licensed registered nurses (NLRNs) in the workplace. This shortage may be due in part to inconsistencies between role expectations learned in school and the practice environment. These inconsistencies may make it challenging to transition from nursing school into professional healthcare organizations. Nurses with certain person-level traits, including resilience and emotional intelligence, may be more likely to make a successful transition into practice. Findings may improve our understanding of what person-level traits are important for making the successful transition to the workforce.
Purpose: The current study explored whether emotional intelligence (EI) and resilience influenced transition into professional roles.
Theoretical Framework: Understanding how cultural shock and adaptation are challenging for many NLRNs is important. Duchscher transition theory provided an overview of how NLRNs engaged in the professional practice role as they are confronted with the realities of the work environment.
Methods: A non-experimental research design with descriptive cross-sectional study is used to determine if EI and resilience have any effect on NLRNs transitioning into their professional roles.
Results: With a sample size of 63, there is a direct positive linear relationship between resilience and global trait EI and its subscales for NLRNs. The correlation is significant with the exception of the EI subscale emotionality. Also there was no significance with NLRNs who transitioned in a critical care setting and those in other specialty care areas.
Conclusions: There is a need for further exploration of this relationship with a larger sample size and the need to investigate person-level characteristics in NLRNs who successfully transition to their professional role.
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Stewart, Warrick Tremayne. "Authentic Leadership as a Model for Reducing Licensed Mental Health Professional Leader Burnout." Thesis, Grand Canyon University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3680284.
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A considerable deficit of Licensed Mental Health Professionals (LMHPs) is expected in the United States because of the rapid professional burnout and turnover. Research has related various leadership styles to job satisfaction, organizational commitment, and retention. This study focused on authentic leadership theory and the relationship between authentic leadership and burnout. The researcher conducted a causal-comparative study with a convenience sample of 116 licensed mental health professionals to assess the relationship between authentic leadership and LMHP leader burnout in an attempt to identify a solution to the systemic burnout and turnover problems in community mental health centers. The results indicated that authentic leadership was a statistically significant predictor of all three subscales of the MBI. The multiple linear regression analysis indicated that the subcomponents of authentic leadership had a relationship with the three subscales of the MBI. The transparency sub-component of authentic leadership was particularly important because it was a statistically significant predictor of the emotional exhaustion subscale, while the balanced processing and self-awareness subcomponents were also statistically significant predictors of the depersonalization subscale. The moral sub-component of authentic leadership was a statistically significant predictor of the personal accomplishment subscale, which makes this study useful for development of leadership trainings designed to promote work environments that are able to minimize burnout and turnover in LMHPs.
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Daboval, Karen. "Preparation, Practices, and Perceptions of Licensed Professional Counselors with Respect to Counseling Children." ScholarWorks@UNO, 2009. http://scholarworks.uno.edu/td/1017.
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This study investigated the preparation, practices, and perceptions of Licensed Professional Counselors with respect to counseling children. The purpose was to determine: a) their graduate coursework, continuing education, and post-degree supervision with respect to counseling children; b) their current caseload, preferred counseling method, and professional development with respect to counseling children; and c) their perceptions regarding their formal education, application of skills, efficacy, and credentialing. The participants in this study were 300 Licensed Professional Counselors. The target population consisted of all Licensed Professional Counselors within the United States. A research-developed, on-line survey, the Counselor Training and Practice Inventory, was used to assess the preparation, practices, and perceptions of the participants in this study. In order for educational standards and training requirements to be established for counselors who counsel children, data must be collected regarding the current views and trends of practitioners, both those who counsel children and those who do not. The study may contribute to a better understanding of practitioners within the counseling profession and the population they serve. In addition, findings could be used to aid credentialing boards in determining standards for practitioners and to assess the education and training of practitioners who counsel children.
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Saale, Nwike B. (Nwike Brother). "The Participation of Nigerian Licensed Engineers in Professional Development Activities Related to Management." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331294/.
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Many engineers perform managerial roles; however, their professional education in engineering usually does not include management education. Thus, this study examined the participation of the Nigerian licensed engineers in professional development activities in management. The study proposed (1) to determine if, in fact, Nigerian licensed engineers participate in management education and training; (2) to determine the management programs in which the engineers participated and whether participation was voluntary or required, or within Nigeria or overseas; (3) to test hypotheses dealing with these variables: age, management level, academic level, years of experience in a managerial role, and sector of employment; and (4) to identify the mean number of hours of participation. Also, the engineers were asked to judge the value of non-credit versus credit programs.
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Johnson, Laura K. (Laura Kimberly). "HIV and Duty to Protect: a Survey of Licensed Professional Counselors and Physicians." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278463/.
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This study was designed to investigate what course of action therapists and physicians report they would take in reconciling their conflicting duties to maintain confidentiality and protect third parties from harm in HIV-related situations. The physicians surveyed were licensed to practice medicine in Texas and board certified in Internal Medicine. The therapists surveyed were licensed professional counselors in Texas and members of one of three selected divisions within the Texas Counseling Association. A survey instrument developed by the researcher was mailed to 200 subjects randomly selected from each group.
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Kresser, Mary Katharine. "A qualitative exploration of twelve licensed professional counselors' perspectives on the construct of shame." W&M ScholarWorks, 2003. https://scholarworks.wm.edu/etd/1550154108.
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Gamby, Katie R. "Independently Licensed Professional Counselors’ Experiences, Perspectives, and Processes Referring Clients to Complementary Health Practitioners." University of Toledo / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=toledo151258941877223.
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Hoy, Kathleen Elaine. "Licensed Professional Counselors’ Attitudes Toward People with Schizophrenia: Predictors of Interest in Providing Interventions." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc149610/.
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For individuals with schizophrenia and their caregivers, psychosocial interventions have been shown to significantly improve recovery and reduce relapse rates. Although this population is underserved and stigmatized, counselors have been excluded from most research into attitudes toward and interventions for these families. Using a stratified random sample survey design, researchers explored the relationships between participating U.S. Licensed Professional Counselors’ attitudes towards, recovery beliefs regarding, familiarity with, desire for social distance from, and interest in providing services to individuals with schizophrenia and their caregivers. Most of the 111 participants (11.1% response rate) identified themselves as female (83.8%) and Caucasian (86.5%). A few participants described themselves as Hispanic (6.3%) or Black or African-American (5.4%). Respondents ranged in age in years from 20’s to 60’s with the largest group in their 40’s. Descriptive statistics indicated that the majority of LPC participants reported low to moderate stigmatizing attitudes, strong beliefs in recovery, and moderate to high interest in providing interventions for people with schizophrenia and their caregivers. Furthermore, almost half of participating LPCs reported already working with individuals with schizophrenia. Bivariate correlations and hierarchical regressions indicated that high interest in providing interventions for this population was significantly correlated (p < .01) with high frequency of already working with the population (large effect), low desire for social distance (medium effect), high desire to help socially (medium effect), and strong beliefs in recovery (small effect). The results support including LPCs in all areas pertaining to interventions, research, and recovery for people with schizophrenia and their caregivers.
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McCrone, Christine L. "The Contribution of Self-Compassion and Core Self-Evaluations on Burnout Among Licensed Professional Counselors." University of Akron / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=akron1619014400253343.
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Jones, Julia H. "Cost Outcomes for Major Depressive Disorder and Bipolar Disorder Across Professional License Types and Modalities." BYU ScholarsArchive, 2017. https://scholarsarchive.byu.edu/etd/6332.
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The purpose of this study was to compare outcomes for patients with Bipolar Disorder or Major Depressive Disorder based on severity of diagnosis. This study also compared psychotherapy providers and therapy modalities on total cost, number of sessions, and dropout. Our data set (N=136,439) came from Cigna, a national health care company. Results showed significant differences by severity of diagnosis. The comparison of providers showed that psychologists had higher costs and session numbers, while the other providers were not significantly different. However, all providers successfully provided low cost treatment on both MDD and BD. There is no support for the idea that one profession is more successful at providing low cost treatment for MDD and BD. Family therapy did significantly better on all outcomes except dropout rate when compared to individual or mixed (individual and family sessions) therapy. It is a low-cost option when treating MDD and BD, regardless of severity.
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Ryan, Rhonda Kitts. "A survey of occupational stress, psychological strain, and coping resources in licensed professional counselors in Virginia." Diss., Virginia Tech, 1996. http://hdl.handle.net/10919/39740.
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Dean, Alexandra. "An examination of the relationship among secondary traumatic stress, compassion satisfaction and burnout in licensed professional counselors." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3611230.
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This study was designed to investigate the difficulties and challenges facing counseling practitioners that result in secondary traumatic stress, compassion satisfaction and burnout. Secondary traumatic stress, compassion satisfaction and burnout in Licensed Professional Counselors may have a relationship to their quality of life ratings. The risks of working directly with traumatized individuals on a regular basis are well documented. These three variables (Secondary Traumatic Stress, Compassion Satisfaction and Burnout) are prominent in the human services field with counselors being in the top five affected (in helping professions). A total of 77 participants completed a demographic questionnaire and the Professional Quality of Life Scale (ProQOL). This quantitative research design is classified as descriptive research/correlational study (non-experimental) between variables. A multiple regression analysis was utilized to collect the data. The findings were not as expected by the researcher. It appeared that counselors become satisfied from working with traumatized victims. Recommendations and future research directions are explained.
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Clemons, Clell R. "The relationships of occupational stress and certain other variables to job satisfaction of licensed professional counselors in Virginia." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/74778.
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The purpose of this investigation was to determine the relationship of occupational stress and certain demographic variables to job satisfaction among licensed professional counselors in Virginia. The relationships of the factors comprising occupational stress to the components of job satisfaction were of interest as well as how overall occupational stress related to overall job satisfaction.
The sample consisted of 400 licensed professional counselors selected randomly from a mailing list of the 1,038 licensees supplied by the Virginia Board of Professional Counselors. The response rate was 81.75%. While some LPC's remain in positions they have held for years, some are new at their jobs and some work part-time. Those surveyed include persons working in administration, coun~elor education, and other various occupations, as well as full-time practitioners.
Survey instruments included the Minnesota Satisfaction Questionnaire as a measure of general job satisfaction and 20 subscales, The Occupational Environment Scales measuring occupational stress and six subscales, and a data form. The data form was developed to collect demographic information.
By combining the demographic data generated in this study, a description can be developed of LPC's in Virginia. Of 281 counselors identifying their work setting, 40.2% specified they were employed in education. Practitioner was the selection chosen by 49.1% of the respondents to disclose their present role. Ninety-three percent of the counselors were white and 55.8% were female. Experience was indicated as over 10 years for 74.4% of those responding and 54.7% of the sample have been licensed from 5 to 10 years. Of 294 responding counselors all but one had a masters or postmasters degree.
Of the counselors participating, 48.5% indicated they experienced some job stress, but 78.5% indicated they were satisfied with their present job. Although a negative relationship was found between overall occupational stress and job satisfaction, stress resulting from work responsibility impacted positively with job satisfaction. As the score on the stress subscale responsibility increases, the score on general job satisfaction increases. Older, more experienced counselors indicated higher levels of job satisfaction.Ph. D.
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Moriss, Andrew David. "Giving pupils licence to lead : supporting teachers' continuing professional development in the use of ICT." Thesis, University of East London, 2017. http://roar.uel.ac.uk/6399/.
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This study investigates the effects of reconceptualising approaches towards teachers’ Continuing Professional Development [CPD] through an action research project which enabled a situation to develop where the pupils became the educators and teachers the learners. The study, which became known by the pupils and staff involved as the Teach a Teacher project, took place in one secondary school in England over an eighteen-month period between 2013 and 2015. The cohort of participants was self-selecting and involved sixteen Year 8 pupils (aged 12–13) and eight teachers. Working in pairs, pupils then negotiated and delivered an individual programme of Information and Communication Technology [ICT] CPD for their chosen member of staff. During the period of this study, I undertook observations of pupils training their teachers, carried out interviews with the teachers and conducted focus groups with the pupils. Through gathering this data, I was able to evaluate how the exchange of technological expertise not only brought about a step-change in teaching and learning, but also brought about a change in the relationships between teachers and pupils. To articulate these converging themes, this research draws upon the theoretical bodies of work on student voice, and teachers’ CPD. In the interest of developing a deeper understanding of the social dynamics that underpin these educational landscapes, the literature on school leadership, as well as the debates concerning digital ‘natives’ and digital ‘immigrants’, and therefore perceived generational divisions, are also briefly explored. The most compelling and substantive outcome of the research was not just the extent to which the process of role reversal was openly embraced, but how this led a mutual empathy to develop between pupils and their teachers. Research on pupils providing ICT CPD for their teachers in English secondary schools is essentially non-existent. This thesis is the only study which presents both pupils’ and teachers’ perspectives on their involvement in providing a highly effective and supportive, yet underestimated model of teachers’ CPD.
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Fawcett, David. "The Influence of Profession and Therapy Type for the Cost Effective Treatment of Sexual Dysfunction." BYU ScholarsArchive, 2011. https://scholarsarchive.byu.edu/etd/3017.
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Sexual dysfunctions are serious mental health issues that impact an estimated one in three Americans. Due to the complex, relational nature of most sexual dysfunctions, mental health professionals trained to work with couples and their relationship interactions are likely to have better outcomes when treating clients with sexual dysfunction. Data from CIGNA Health Solutions was analyzed to explore differences in therapy outcome for various types of mental health professions when treating clients with sexual dysfunctions. The current research is a retrospective analysis of administrative data that explores whether or not type of profession (i.e. psychologists, Masters of social work, marriage and family therapist, or professional counselor) influences the outcome of mental health treatment. This study also explores whether therapy modality (i.e. individual, conjoint, or mixed mode, a combination of individual and conjoint therapy) influences therapy outcome. Treatment outcome was measured by recidivism rates, client drop out from therapy, the total number of sessions, and cost of treatment. Participants included 230 males and 189 females ages 18 to 101 (M =38.9, SD = 11.4) who received treatment for sexual disorders from 2001 to 2006. Participants were from all regions of the United States. Results indicate that overall, psychotherapeutic treatment for sexual dysfunctions is relatively brief, averaging about seven sessions across all professions. Results suggest that marriage and family therapists treat sexual dysfunctions using a conjoint and mixed mode approach more frequently than therapists with other licenses. Results also suggest that mixed mode therapy has drastically lower dropout rates and longer retention than individual or conjoint therapy. These results suggest that utilizing a combination of relational and individual sessions is beneficial to the treatment of sexual dysfunctions.
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Sancinetti, Tania Regina. "Absenteísmo por doença na equipe de enfermagem: taxa, diagnóstico médico e perfil dos profissionais." Universidade de São Paulo, 2009. http://www.teses.usp.br/teses/disponiveis/7/7136/tde-14052009-113822/.
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Estudo de natureza quantitativa, descritiva, transversal, elaborado com o objetivo de identificar e analisar o absenteísmo por doença, dos profissionais de enfermagem do Hospital Universitário da USP, no período de janeiro a dezembro de 2007. A metodologia foi desenvolvida em duas etapas: caracterização demográfica dos profissionais e análise e caracterização das ausências quanto aos tipos de afastamento, aos diagnósticos médicos, à taxa de absenteísmo por doença, à relação com a taxa de ocupação do Hospital e ao custo médio estimado. O quadro de profissionais foi constituído, em média, de 647 profissionais, destes 362 apresentaram absenteísmo por doença: 69 (19,1%) enfermeiros, 212 (58,6%) técnicos de enfermagem, 78 (21,5%) auxiliares de enfermagem e três (0,8%) atendentes. Os afastamentos por doença foram classificados em: licença por falta abonada (FA); licença por falta compensada por folga (FO), licença-médica com até 15 dias (LM), licença- médica acima de 15 dias (INS) e licença-médica acima de 15 dias, porém iniciadas antes de 2007 (IN). A idade média dos profissionais ausentes por doença, o sexo e o tempo de experiência não condicionaram o absenteísmo por doença. Possuem em média 1,5 filhos, 83% reportaram trabalhar em um emprego e despenderem cerca de 50min no trajeto para o trabalho. O salário bruto, dos enfermeiros foi de R$ 4.958,32, dos técnicos/auxiliares de enfermagem R$ 2.650.07 e de R$ 1.360,94 para os atendentes de enfermagem. A quantidade de licenças concedidas, em 2007, aos 362 profissionais foram 762 licenças que representaram 6.245 dias de absenteísmo por doença ao trabalho, correspondendo a LM 67,6%, FA 10,8%, FO 12,1%, INS 5,0% e IN 4,5%. Os técnicos de enfermagem apresentaram a maior quantidade de licenças por doença, e os auxiliares de enfermagem a maior de dias de ausências. Quanto à unidade de origem, os maiores percentuais de licenças ocorreram na Clínica Cirúrgica, no Pronto-Socorro Adulto e na Clínica Médica. Na unidade de Pronto-Socorro Adulto, proporcionalmente ao quadro da unidade, ocorreu a maior quantidade de profissionais ausentes por doença. Na Clinica Médica, 73 licenças geraram a quantidade mais elevada de dias de ausências (1.216). O total do tempo em dias de ausência por doença foi de 11.948 dias, no ano, sendo: 5.757 dias (48,2%) IN; 3.552 dias (29,7%) INS e 2.470 dias (20,75%) LM; 101 dias (0,8%) FO; 68 dias (0,6%) FA. A menor ocorrência de licenças por doença foi no turno da noite e a maior no turno da manhã. As doenças sistema osteomuscular e do tecido conjuntivo representaram 4.957 dias (41,5%) de ausências e os transtornos mentais e comportamentais 3.393 dias (28,4%). As LM representaram 83,5% do custo estimado. O percentual mensal de licenças por doença foi inversamente proporcional à taxa de ocupação. A taxa de absenteísmo por doença da equipe de enfermagem, em 2007, foi 5,3%, as licenças INSS representaram 4,2% e as LM 1,1%. A política de cobertura, por contratação temporária, do absenteísmo por doença poderá contribuir para diminuir a sobrecarga de trabalho, possibilitando condições mais seguras de trabalho aos profissionais de enfermagemThe aim of this quantitative, descriptive and transversal study was to identify and analyze sickness absenteeism in the nursing staff of the University Hospital-USP, from January to December 2007. Methodology was carried-out in two phases: professionals demographic characterization and analyze and characterization of absences regarding type of leave, medical diagnosis, rate of sickness absenteeism, relationship with rate of Hospital occupation and with the mean estimated cost. The professional chart consisted of, on average, 647 professionals, of which 362 presented sickness absenteeism: 69 (19.1%) nurses, 212 (58.6%) nursing technicians, 78 (21.5%) nursing assistants and three (0.8%) hospital attendants. Sick leaves were classified into: leave due to excused absence (EA); leave of absence, performing overtime work in non-work days (NW), medical leave up to 15 days (ML), and medical leave for more than 15 days (EML) and medical leave more than 15 days but started before 2007 (BML). The professionals mean age for sickness absenteeism, sex and expertise time did not correlated absenteeism to disease. The professionals had an average of 1.5 children, 83% reported to have a job and they expended about 50 minutes in the way to the workplace. The gross income of the nurses was R$ 4,958.32 and R$ 2,650.07 for technicians/nursing assistants and R$ 1,360.94 for nursing attendants. The total of leaves granted in 2007, for the 362 professionals was 762 leaves representing 6.245 days related to sickness absenteeism, corresponding to ML 67.6%, EA10.8%, NW 12.1%, EML 5.0% and BML 4.5%. The nursing technicians presented the greater rates of sick leaves and nursing assistants presented the greatest rate of absences. Regarding unit of origin of the greatest leave rates occurred in Surgical Clinic, Adult First-Aid Clinic and Medical Clinic. In the Adult First-Aid, proportionally in relation to the unit size, occurred the greatest number of sick leaves. In the Medical Clinic 73 leaves triggered a greater rate of absent days (1,216). The total amount of days on sick leave was 11,948 days, per year, of which: 5,757 days (48.2%) BML; 3,552 days (29.7%) EML and 2,470 days (20.765%) ML; 101 days (0.8%) NW; 68 days (0.6%) EA. The lower occurrence due to disease was observed at the night shifts and the greater in the morning shifts. Diseases of the osteomuscular system and connective tissue represented 4.957 days (41.5%) of absences and psychological and behavioral disorders 3,393 days (28.4%). The ML represented 83.5% of the estimated cost. Monthly percentage of leaves per disease was inversely proportional to the occupation rate. Sick absenteeism rate in the nursing staff, in 2007, was 5.3%, INSS* leaves represented 4.2% and MD 1.1%. Coverage Policies for temporary contract, sickness absenteeism may contribute to decrease work overload, allowing more safe conditions of working for the nursing professionals
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Lourenço, Cláudia Sofia Reinas. "As implicações organizacionais e familiares das licenças de parentalidade partilhada : um estudo sobre as perceções de mulheres e homens." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18455.
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Mestrado em Gestão de Recursos HumanosA presente dissertação de Mestrado em Gestão de Recursos Humanos tem como intuito estudar os motivos pelos quais poucos trabalhadores do sexo masculino usufruem dos seus direitos parentais, centrando-se na perceção de condicionalismos e incentivos organizacionais reportados na literatura assim como na realização de entrevistas semiestruturadas e formais com casais que procederam à partilha da licença parental inicial sobre as implicações nas respetivas carreiras profissionais e distribuição do trabalho não pago.
The purpose of this Master's Dissertation in Human Resources Management is to study the reason why few male workers use their parental leave entitlements, focusing on the organizational impediments and incentives reported in literature as well as on semi structured and formal interviews with couples who shared their parental leave entitlement on the implications on their professional careers and unpaid labor distribution.
info:eu-repo/semantics/publishedVersion
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Paret, Karine. "La formation d'éducateurs socio-sportifs en "licence professionnelle développement social et médiation par le sport" : étude de la dynamique des expériences vécues dans un dispositif multimodal." Thesis, Orléans, 2017. http://www.theses.fr/2017ORLE2022/document.
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L’éducateur socio-sportif (ESS) investit des milieux traversés de tensions sociales. Face à la réalité du métier, ce professionnel de l’intervention socio-sportive témoigne de compétences pour persister dans sa fonction et assurer sa viabilité professionnelle.En licence professionnelle Développement Social et Médiation par le Sport à Orléans, un dispositif multimodal s’inspire des résultats de la recherche pour développer les compétences : il constitue le terrain de l’étude.Différentes situations de formation se succèdent : des ateliers d’échange de pratique entre pairs, des ateliers d’intervention auprès de « publics cibles » (relevant de l’Aide sociale à l’enfance et de la Protection judiciaire de la jeunesse), des ateliers de partage d’expérience qui permettent aux ESS de mutualiser avec la promotion d’étudiants les moments jugés importants pour leur développement professionnel, des ateliers de bilan de formation.Conduite dans le cadre du cours d’action en anthropologie cognitive située (Theureau, 1992, 2004) pour l’essentiel et selon les princeps de la Grounded Theory (Glaser & Strauss, 2017) de manière complémentaire,l’étude adopte le point de vue des ESS pour analyser les moments significatifs et la dynamique de leur développement professionnelThe social sport educator (SSE) gets deeply involved in environments imbued with social tensions. This professional in social sport intervention faces the reality of the job and owns skills to persevere in his function and ensure his professional sustainability. In the professional degree in Orleans, a multimodal system is drawn from the findings of the research in order to develop skills: it is the area of study. Various training situations take place : workshops consisting in exchanging about practical experiences among peers, intervention workshops with targeted audiences (the latter relates to child welfare and judicial protection of juveniles), workshops whose aim is to shareexperiences, which enables the SSE to exchange about important moments with a class student for the benefit oftheir professional development, workshops consisting in the assessment of vocational training.This study is carried out within the theoretical framework of course-of-action in cognitive anthropology(Theureau, 1992, 2004) and follows the Grounded Theory (Glaser & Strauss, 2017). It is also complementary and it takes on the SSE’s point of view to analyze key moments as well as the dynamics of their professional development
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El, hajjari Borg Mounia, and Elin Sundberg. "Licence to Talk : Sustainability Managers and their Managerial Realities within the Corporate Sustainability Paradox." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448552.
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While sustainability-dedicated managers and related titles represent a profession that has hardly existed for more than a decade, it is not surprising that the field of research concentrating on these professionals is in itself relatively new. With an increasing demand for corporations to take their social and environmental responsibility, and a corporate sustainability characterized by tension and paradox, we found it of importance to explore the role and entanglements of these professionals. By analysing 17 in-depth interviews with sustainability-dedicated professionals from the private sector in Sweden, our interpretation is that sustainability managers hold the function of selling sustainability, with talk as their main weapon. Expressly, in the intersection between business-case logics and sustainability logics, sustainability managers have to, above all, make a convincing case for sustainability, inwards and outwards. Therefore, they draw dynamically on different narratives which we conceptualise in three roles: the chameleon, the pragmatic, and the nagging manager. Through these roles, we intend to capture the fluidity with which the managers relate and engage with sustainability, and hence we do not mean to ossify a role’s dynamics within a single, static or stereotypical category. We discuss these findings and concepts to the background of previous studies and existing literature.
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Drew, David, and Jessica Banks. "RELIGION AND SPIRITUALITY IN CLINICAL PRACTICE: AN EXPLORATION OF RELUCTANCE AMONG PRACTITIONERS." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/858.
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Across the United States, an overwhelming majority of the population claim that religion and spirituality beliefs shape their worldview and assist in coping with life stressors. Yet, the literature has shown that mental health practitioners reported discomfort integrating religion and spiritually in clinical practice. The purpose of this study was to explore whether license-holding mental health professionals in Southern California develop reluctance toward addressing religion/spirituality with their clients. Through snowball sampling, 52 clinicians composed of social workers, counselors, marriage and family therapists, nurses, psychologists, and psychiatrists were recruited across Southern California (N =52). The participants were measured descriptively based on (a) confidence in their ability to integrate client beliefs into treatment and (b) their comfort discussing topics related to RS with their clients. Results revealed an overall level of reluctance ranging from 15 percent (for comfortability) to 25 percent (for ability) among the study participants. Licensed clinical social workers reported slightly lower reluctance level than other licensed professionals. Implications of the findings were discussed.
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Marisco, Francele Moreira. "Direito à imagem e possibilidades repersonalizadoras do direito privado: a problemática dos contratos de imagem dos atletas profissionais de futebol." Universidade do Vale do Rio dos Sinos, 2009. http://www.repositorio.jesuita.org.br/handle/UNISINOS/3967.
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O presente estudo foi desenvolvido com o objetivo de demonstrar a importância da proteção jurídica da imagem do atleta profissional de futebol frente aos avanços tecnológicos que acarretam situações de riscos à personalidade humana, bem como à investigação da possibilidade relativa de disponibilidade desse direito de personalidade. O problema é que a disponibilidade desse direito, através do contrato de licença de uso de imagem, volta-se geralmente apenas para o aspecto econômico da pessoa em si, não para a valorização da pessoa humana. Dessa forma, impõem a pesquisa e a reflexão sobre o direito à imagem, o qual é considerado um direito de personalidade, com vistas à sua integral proteção. A imagem do jogador de futebol, como sendo um excelente apelo à publicidade, ganhou tamanha importância que a sua imagem chega a se relacionar com o próprio contrato de trabalho, sendo muitas vezes confundido com este. Assim, torna-se necessário delinear os contornos essenciais do direito à imagem, ainda mais por ser um direito típico, reconhecido e protegido pela legislação, não se confundindo com outros direitos da personalidade, em face da sua autonomia. Como o direito à imagem é um direito de personalidade, buscou-se, após uma análise dos direitos de personalidade, obter uma nova dimensão desse direito, centrado na pessoa humana e não no patrimônio, a qual compreenderá as soluções para as lesões ao direito à imagem. E, através do fenômeno da repersonalização do direito privado, deve-se ter o princípio da dignidade da pessoa humana como valor guia e princípio supremo da ordem jurídica. Portanto, pretende-se que o direito à imagem do atleta profissional de futebol, venha a ser concretamente protegido pela cláusula geral de tutela e promoção da pessoa humana, com um deslocamento conceitual rumo à pessoa concreta do atleta, principalmente quando se fala na disponibilidade relativa do exercício do direito à imagem tão claramente na imagem dos atletas de futebol.
The thesis is developed in order to demonstrate the importance of legal protection of the image of professional football player because of technological advances, which carry to situations of risk to human personality, as well as this work researches the possible availability of this right of personality. The problem is that the availability of that right, through the license agreement for the use of the image, usually is focused only about the economic aspect of the person itself, not valuing the human being. Therefore, it is required a research and a study about the right of the image, which is understood as a right of personality, in regard of its full protection. The image of a football player, as being a good call for advertising, has gained such importance that his image is related to his own employment contract, and not rarely it is mixed up with this. Thus, it is necessary to point out the essential characteristics on the right of the image, especially because this is distinctive right, recognized and protected by law, not being confused with other rights of personality, for its autonomy. As the right of the image a right of personality, the present work has sought, after an analysis of the rights of personality, a new aspect of this right, focusing on the human being and not on the wealth, that includes solutions for the injuries that may happen in the right of the image. And, through the phenomenon of the repersonalization of the private law, one must have the principle of human dignity as a guide value and supreme principle of the law. Consequently, it is intended that the right of the image of the professional football player will become specifically protected by the general principle of the protection and the promotion of the human being, with a conceptual turn towards the concrete person of the athlete, especially when it comes on the relative availability of the exercise of the right of the image so clearly when it regards the football players.
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Wu, Chia-hui, and 吳珈慧. "Design of Professional Cosmetology Courses:Demands of Workplace,and Licenses." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/90011318645053281259.
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碩士逢甲大學
公共政策所
96
Design of Professional Cosmetology Courses: Demands of Workplace, and Licenses Graduate Student: Chia-Hui Wu Advisor: Chih-Cheng Yang Feng Chia University Graduate Institute of Public Policy Thesis Abstract With the rapid progress of modern science and technology, human life becomes more convenient and faster. However, it also constantly increases the physical pressure to a person in daily life. Therefore, the concept of how to relax the physical pressure and preserve human health becomes an important issue. As a result of the improvement of Chinese living quality, the emphasis and demands of beauty raise increasingly. Moreover, because the needs of the workplace and the development of the medical cosmetic technology and equipment, the beauty services progresses gradually from the era of traditional skin-care technology using human hands to the era of medical cosmetic. To face up to the needs of the environment, modern people must constantly learn to adapt to the change of our varied society. In order to provide a better learning environment, the education planning for breeding human resources must also be constantly varied with the change of the external environment and adjust to meet the government''s policy implementation. The study mainly discusses the professional course planning of the related domain in the beauty school and the skill examination of the license system in our country according to the needs of the human resources in the beauty market. The referred data includes the related references, the interviews with the experts, and the professional discussion meetings etc. By the comprehensive analysis, we obtain the results that the interaction relationship and the adjustment of the related needs among the needs of the beauty workplace, the rule’s meaning of the skill examination, and the institute of the cosmetic technology. Of course, we hope the results of this study can provide some consultation for the related organizations. There are five suggestions in our conclusions as follows: (1) Establish the related laws for modifying the work license timely. (2) Establish the related laws to reward the beauty industry for employing the technical personnel, which have the work license. (3) Build the good interaction and cooperation among the beauty industry, the professional organization, the educational school, and our government. (4) Appropriately modify the rule of the skill examination for the needs of the public beauty workplace. (5) Strengthen the meaning of the technical and vocational education courses to balance between skill and knowledge. [keywords]:Cosmetology, Skill Fest Professional licensure ; occupational licensure Vocational and technical education
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Wu, Cheng-han, and 吳承翰. "Comparisons of Cross-strait Official Professional Fitness Instructor Licenses." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/13411670045151831731.
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碩士國立體育大學
運動保健學系
103
Introduction With the advancement of technology, people reducing the chance of physical activity. The long sit-life, coupled with refined diet, leading to many chronic degenerative diseases. Affecting the health of individuals. Thus government agencies strongly promote the national sport, training national regular exercise habits. To enhance the effect of sports and exercise motivation and reduce the incidence of sports injuries, professional fitness instructor plays a very important role. Whether cross-strait cultural or conditions above, have some degree of similarity and commonality in official organized professional fitness certificates, there must be some degree of cross-strait can be used as a reference and exchange. Purpose The purpose of this study was to compare Taiwan's "National fitness instructor qualifying" mainland China "Fitness coach the national occupational standards" to discuss of cross-strait official professional fitness instructor licenses development and licensing regime . Hoping to provide References relevant units as establish. And improve physical fitness training and certification examination system license reference approach. Discussion / Conclusions Cross-strait official professional fitness instructor licenses currently only graded no category classification. Recommended classification certificates can allow special groups or special training exercise, can have a professional fitness instructors guide can provide various different ethnic groups for different sports. The two governments should formulate relevant laws and regulations, so that license holders are eligible for a health club or a prerequisite for practitioners of sports venues. And civil society groups to participate in the identification of the examination process, with internship opportunities and strengthen professional advocacy certificate. Chinese "Fitness coach for the national occupational standards" should be CPR certificate, age and education, license renewal and replacement measures would be amended to increase the professionalism of the license; training course prior to the test assessment, allowing the candidate to review and practice assessment content, can improve obtain licenses rate.
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Nekorchuk, Dawn M. "Bioterrorism Knowledge Survey Of Licensed Professionals In Hawai'i." Thesis, 2004. http://hdl.handle.net/10125/10546.
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CHENG, MEI-CHAO, and 鄭美昭. "The impact of professional licenses, professional identity, professional commitment and job promotion on job performance – A case study of Beautician." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/ng53t5.
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碩士正修科技大學
化妝品與時尚彩妝研究所
105
Beauty and hairdressing belong to a professional service, and their professional ability is the key point for the service. The license of beauty and hairdressing is the basic element for providing a reliable service. However, in the beauty salon industry, the issue of whether the license will enhance the professional capacity is seldom reported in the current relevant research. In this study, we would like to explore the correlations and impact among the variables of beauty salon professional identity, professional commitment, job promotion, and job performance. A formatted questionnaire survey for beauty salons division at the Kaohsiung area was conducted, with a number of 399 valid samples obtained. SPSS17 statistical software was used for statistical analysis. The results are as follows: 1.Significant correlations were observed between the personal characteristics with each of the variables, including the professional identity, professional commitment, job promotions and job performance. 2.Among the four variables of professional identity, professional commitment, job promotion and job performance, significant correlation was also observed between each other. 3.The variable of professional licenses has a significantly positive impact on the variables of professional identity, professional commitment, job promotion and job performance. 4.A high degree of predictive power for job performance was observed in the items of “persistent commitment” and “normative commitment” from the variable of professional commitment, and the item of “professional behavior” from the variable of professional identity.
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HUANG, Hsin-Wei, and 黃心葦. "Study on the Benefit of the Professional Skill Licenses Awarded in China." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/24528841069736595602.
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碩士國立勤益科技大學
研發科技與資訊管理研究所
101
Occupational Certificate System and skill test have been implemented for years in Taiwan. It is a great contribution to ensuring the quality of technical manpower, and accelerates the development of Taiwan industries. Close economic and trading relationship has been set up between Taiwan and China since Act Governing Relations between People of the Taiwan Area and Mainland Area was put in force by Taiwan government in 1992. Such kind of interchange indicates that a professional skill license is not limited to be issued in one area only. A professional skill license issued in China is respected and recognized gradually in our society. In consideration of the factors associated with policies, occupational education, laws and decrees, cultural background, living and customs in three places of the two coasts (Taiwan, Hong Kong and China), how to get a professional skill license in China for a maximum expected benefit will be a main issue. Therefore, this research adopted Delphi method and AHP to analyze what benefits a China issued license could have in terms of economic sector, professional sector, social sector and personal sector if a Taiwan person wanted to get a China issued license. The key factors were arranged and collected. The CR values of the four main dimensions in this research were less than 0.1, and had a consistent character. However, among the four dimensions, most people valued the professional dimension. Weighted ratio and priority ratio of each dimensional factor were derived. The analytic results were integrated for probing the factors which we valued. The findings from the research provide a reference to the people who work in our society, the college students and the graduates who are going to enter the future workplace. They may consider how to get Taiwan and China professional licenses depending on their specialties. For the people who are interested in the future business between Taiwan and China, or want to work in China, the information in this research will help them to get a higher pay, a higher social position and more professional knowledge. Finally, it is hoped that based on the discussion of above items, this research would provide the readers with relevant analytic data and suggestion for reference. If any person is interested to get a China issued professional license after passing an examination, this research will be an important reference for him to make a decision. Keyword: Professional License, Analytical Hierarchy Process (AHP)，Delphi
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Wang, Chen-Sheng, and 王振生. "A Study on Establishing License System of Professional Security Employees." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/96361199480201675717.
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碩士國立臺北大學
犯罪學研究所
98
Among the country of the world whose security industry has prosperously developed all because it has superior private security legislation guiding private security industry which includes professional security license requirements and guidelines. Although our government has issued Taiwan security employee(s) license system draft during 2009, we still do not have a completed legislation system to guide professional security employee(s) license. This study conducts three purposes: 1.Understand security industry current development, obstacles and license system; 2.Study whether it is possible to establish “professional security employee(s) license system” and to evaluate its effects; 3.Put professional security employee(s) license system into the practice and provide its suggestions. The participants of this study include three parts: 1.six professional security experts who constantly promote security licensing and two people who currently work at security field; 2.three specialists who constantly study security industry and have published related issues; 3.six people who currently are using security services. This study investigates、evaluates and analyzes historical publications、previous studies、other countries security industry、experts and specialists in-depth interview. We are please to find that majorities of participants agree to put professional security employee(s) license system into the practice and its merits over weakness. Also, the security license should divide into different categories and levels based on the current security types. Each examinee should meet qualify requirements in order to take the exam. Combining single track system and two-track system benefits to implement security license system. Regulating upgrade, expire, renewal, devote license and continue education. We should empower to make legislation of professional security license system as soon as possible. This study discus the conclusions based on 1.the pros and cons of implement security license system; 2.the methods used to execute security license system; 3.the management used to accomplish security license system; 4.the regulation used by institution to audit security license system. The suggestions from this study provide to government, the owner or manager(s) team of security company and current security employee(s) wish to accomplish “professional security employee(s) license system” and put into practice in next to no time based on everyone’s diligent effort.
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LAI, CHUN-HUNG, and 賴俊鴻. "ON THE ANALYSIS OF FINANCIAL LICENSES FOR THE PROFESSIONAL COMPETENCE OF BANK EMPLOYEE." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/gpk8c9.
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碩士育達科技大學
行銷與流通管理所
105
In education has become in the workplace after the basic conditions of competition, how to enhance professional capacity becomes an important issue, and through financial license approved by the examinations to obtain professional certification has become a bank employee cannot be neglected an important point. This research hope through actual survey and analysis, and to a bank employee for research object, discussion a bank employee in made financial card as and professional capacity Zhijian of associated sex, more hope can further analysis different of gender, and age, and education degree, and vocational, and seniority and the has made card as type of different in a bank vocational ya of promotion and the salary adjustment, and professional show and work guarantees aspects of differences situation. This study questionnaire required for access to research data, the questionnaire issued from 2017 March to April, issuing 360, questionnaires, 201, was 55.8%, the invalid view questionnaire 2, so that the questionnaire was 199, so the proportion of questionnaires to 99%. Findings obtained financial license to a bank employee promotions and salary adjustment is a positive, not because of gender, age, level of education, join the seniority, professional title, the length of the title and other background variables are significantly different; obtained financial license on the salary adjustment and performance advantages to help the less obvious. In professional show aspects made financial card as on a bank employee in professional show aspects is has positive help of, by statistics made financial card as on provides customer full and professional of recommends, and on colleagues proposed right of views and assist processing, and full play himself of to, and upgrade customer on clerk of trust and the let clerk more clear know and does comply with related business financial regulations of specification, aspects is has significantly effect of. In work guarantees aspects, a bank employee company of management system and culture holding positive certainly of attitude, contains clerk of specific behavior specification, and gradually achieved himself of ideal and the can see company future vision, aspects, also think made financial card as on work guarantees is has positive help of; only in made financial card as only can competent currently of work aspects, is has part employees on made financial card as only can competent currently of work holding relative retained of views.
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SHEN, PING-HUNG, and 沈秉鋐. "Research on personality traits, professional licenses, benevolent leadership and job performance for professional and technical personnel in traditional industries." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v8tza4.
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碩士環球科技大學
中小企業經營策略管理研究所
107
The purpose of this study was to investigate the impacts of personality traits, professional licenses, and benevolent leadership on job performance in the traditional industries. First, this study tried to understand the contents of personality traits, professional licenses, and benevolent leadership and the situation of work performance. Secondly, this study analyzed the effects of demographic variables on personality traits, professional licenses, benevolent leadership and work performance. Last, this study discussed the impact of personality traits, professional licenses and benevolent leadership on job performance. In literature reviews, this research discussed theories and related studies on the relationship among personality traits, professional licenses, benevolent leadership and work performance and makes a brief description on the decline of traditional industries. This study collected data through a survey with convenient sampling on 500 people. The returned questionnaires are 486 with a response rate of 97%. This study applied SPSS to analyze data through descriptive statistics, T-test, ANOVA, Pearson correlation and regression analysis. The conclusions are as follows: 1. Personality traits and benevolent leadership make positive impacts on work performance for the technical professionals in the traditional industries. 2. Professional licenses have positive impacts on work performance for the technical professionals in the traditional industries. 3. Demographic variables and the varied degree of benevolent leadership make differential effects on work performances. Finally, this study purposed practical suggestions and future research directions for the traditional industries
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LIU, TA-YUAN, and 劉大源. "Research on the relationship between bank employees, education and professional licenses on employee compensations." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/reakpc.
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碩士國立中正大學
會計與資訊碩士在職專班
107
With the progress of globalization, the global financial markets has entered into the era of knowledge, technology and innovation in the 21st century, and human capital is often the key determinants of enterprise success and the key element of innovation development. In order to face the increasingly competitive job market changes and enhance their skill visibility and recognition in the enterprise, bank employees usually try to obtain the "professional license" or further education in line with their job function, hoping that these qualifications will contribute to their future promotion or compensation. However, whether firms will compensate more to these self-education effort is an interesting empirical question worth further investigation. Therefore, this study is aimed to investigate the relationship between these qualifications (education and professional licences) of banking practitioners and their salary compensation. The study found that firms with higher average employee education levels and more employee professional licenses (per capita) will pay more average salary in general.
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Chang, Hui-Yu, and 張惠瑜. "Life and Death of a Profession─ Stories of Social Workers Taking License Examination." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/84456398891126466578.
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碩士長榮大學
社會工作學系碩士班
98
This study interviews five social workers taking social worker examination, and interprets the response and action of social worker facing examination system through thematic analysis of data processing methods. Since the social worker license act came into effect, the national social worker license examination affects significantly the destiny of all the social workers of this age. According to the interview data collected by this study, there are generally three perceptions of social workers towards social worker examination: 1. license offers me a professional image; 2, license provides me an occupational guarantee? 3, license shadows the old social worker. Among the interviewees, the social workers with relatively less working experience manifest obedience attitude towards license, considering license a tool to enhance the professional facility, to effectively increase occupational chip required and make the curriculum vitae more convincing; while the senior social workers are highly concerned that all their lifetime efforts could be neglected by a piece of license -- years of hard working experiences are inferior than a certified license. From the viewpoint of the seniors, license is a springboard of workplace promotion. Apart from to accept passively the influence of license examination, however, the social worker is supposed to hold more expectations with positive attitude. The social workers interviewed believe that the establishment of specialty can not be founded only by licensing, the autonomy demonstrated by professional bodies are even more essential. Consequently, in addition to the licensing and social worker act, the shaping of professional identity involves both professional and professional body. The mainstream professional bodies ought to exert the function of cohering professional strength, and implement the applicable law for requiring the relevant institution to protect the employment opportunity of social worker; the other professional communities disagreeing with the mainstream are supposed to strengthen their capacity, in order to create different path for professional development and further promote the diversified growth of social worker career.
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Fu, Yu, and 傅瑜. "The Relationship Between Professional License and Job Performance of Concurrent College Students." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/3vm7gf.
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碩士國立東華大學
國際企業學系
96
Since the technical examination system was introduced to Taiwan in 1973, a number of skill tests were increased rapidly from 89 catagories to 166 catagories. This study is to investigate the influence of professional licenses to job performance of individual who possesses them. Questionary is used to survey both who has professional licenses in concurrent college students and whose supervisor’s evalutating on their job performances. An analysis is used for determing the influence of professional licenses to job performances of concurrent college students in order to offer useful references for colleges and officers in arranging courses and training plans in the future. The findings by using ANOVA are that the students who possess professional license tend to catch up with market fluctuations quicker, get acquiainted with office facilities easier and receive higher job satisfaction than others. However, if students possess several categories of professional licenses then the job performance is really different.
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Manologlou, Panagiotis. "The UEFA club licensing system and its implementation into the top Greek professional football league a case study /." 2004. http://www.oregonpdf.org.
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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2004.Includes bibliographical references (leaf 102). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
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Diepeveen, Benjamin Philip. "PERSISTENT POWER? THE WEAKENING OF THE MEDICAL PROFESSION'S CONTROL OVER KNOWLEDGE IN CANADA." 2013. http://hdl.handle.net/10222/34641.
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Canadian doctors have historically been an extremely powerful interest group. While there are many variables that account for their political influence, it is widely accepted that much of their power is due to their control over specialized knowledge. To determine whether or not physicians’ control over knowledge is changing, I examine doctors’ position relative to the state, the public and other health professionals. This research finds that, in all three relationships, physicians’ control over knowledge is weakening. Moreover, organized medicine’s response to these developments has largely been a strategy of co-optation, demonstrating that doctors are aware that these changes often cannot be openly fought. This strategy signals that the medical profession recognizes that some changes in its control over knowledge are bound to occur. This study concludes that these changes could contribute to a ‘critical juncture’ signalling the potential for significant change in the physician-state relationship.
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Wei-LiangChien and 簡維良. "An Empirical Study of Professional License Acquisition in Taiwan - Theory of Planned Behavior View." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9ugf9y.
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Jorgensen, Louise B. "The experiences of licensed mental health professionals who have encountered and navigated through compassion fatigue." Thesis, 2012. http://hdl.handle.net/1957/35784.
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The purpose of this dissertation study was to increase understanding of licensed mental health professionals' experiences as they have encountered and navigated through compassion fatigue (CF). CF is a complex construct with an attendant constellation of secondary stress responses. In order to examine the complex and varying factors associated with experiencing CF, the research was conducted using a grounded theory, qualitative approach and methodology. Nine licensed mental health professionals across the disciplines of marriage and family therapy, mental health counseling, professional counseling, psychology, and social work were individually interviewed three times, for a total of at least 180 minutes. All interviews were recorded, transcribed and analyzed. As a result of the analyses, four main categories emerged, experiencing internal dissonance, recognizing and processing the effects, becoming intentional, and creating ongoing changes. Becoming intentional is the central category because of its central and pivotal relationship to the whole process of participants' experience of encountering and navigating through CF. This fulcrum punctuates participants' experiences leading up to becoming intentional and those which came after as delineated in the other three categories of the theory. Prior to becoming intentional, participants experienced internal dissonance, which escalated to distress or crisis. When this distress or crisis reached a point where it became untenable, participants recognized and processed the effects. One of the effects which participants came to recognize was a loss of internal locus of control. Becoming intentional served as a catalyst for participants to take action and recapture their locus of control. The process of becoming intentional is reflected in three practices, transforming perceptions, developing support, and making professional changes. These findings are applicable to a variety of models of counseling, supervision, counselor education, and clinical practice in either a single or interdisciplinary setting.Graduation date: 2013
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Luo, Huey-Yng, and 羅惠瑩. "A Research on Professional"License"System of Primary and Secondary School Teachers in Our Country." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/8s622x.
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碩士國立中山大學
政治學研究所
95
This study is aimed at exploring the professional “license” system of primary and secondary school teachers in our country. The main study method adopted in the study is document analysis, primary and secondary school teachers’ professional “license” system and teachers appointment system are taken as research subject, with additional related administrative rules for accessory explanation; comparative method is also adopted in this study to make a comparison of the accreditation system of primary and secondary school teachers and other domestic professions as well as that of primary and secondary school teachers in U.S.A. The result of teacher professional accreditation system explored in this study is arranged, analyzed and concluded after related studies performed. It’s discovered after the analysis and comparison of documents: 1.There’s distinction lies among certificate, practice license and “license,” and the said “license” is different from that of doctor, psychologist, social worker, lawyer and accountant. 2.The government persuades teachers to join the professional “license” system is meant to solve the problems of wandering and unqualified teachers principally. 3.To perform teacher professional “license” system, the advantage is complied with social public expectation, but the disadvantage is that it has become the tool for government to regulate and instruct teachers. Suggestions for follow-up researchers: Expect that the follow-up researchers would perform further study and dissertation on the roles and function played by both government and teacher professional organization in promoting primary and secondary school teachers’ professional “license” system upon the discussion of it in our country, to make the said system more matured and completed and administer to teacher profession promotion.
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LIN, JIA-YING, and 林佳瑩. "A Study for the Required Academic Insurance Professional Knowledge and Licenses for Staffs in Property and Casualty Insurance Companies." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/4qr2u7.
Full textAbstract:
碩士逢甲大學
風險管理與保險學系
105
This study is conducted with questionnaire survey. The main focus is to discuss the importance of staffs in property and casualty insurance companies on the insurance professional knowledge and licenses under the rapid changing of financial environment. In order to understand whether the courses planned by the university department of insurance are corresponded with the enterprise expectations or certain change is necessary to meet the financial trend nowadays. The result of this study can provide the curriculum planning reference for the university department of insurance. This study finds as follows. First, Top 10 important insurance subjects are insurance law, insurance, risk management, property and casualty insurance, property and casualty insurance operation and management, property and casualty insurance underwriting and claim, reinsurance, analysis of insurance case, risk assessment and risk control. The university department of insurance is able to consider the results above to design and adjust curriculums or lecture hours. Second, Top 5 important professional licenses are underwriting committee of property and casualty insurance, property and casualty insurance solicitors, claim committee of property and casualty insurance, property and casualty insurance broker and property and casualty insurance agent. However, entry level in international license is higher, and it is not necessary to staffs in property and casualty insurance companies. In Taiwan, the number of international license is less. Under the trend of financial market’s internationalization and liberalization, the international property and casualty insurance licenses are necessary to staffs when the property and casualty insurance companies develop international market. As a result, the property and casualty insurance companies should encourage their staffs to participate international property and casualty insurance license examinations.