Tesi sul tema "Right stuff"

Thesis (M.A. in Security Studies (Homeland Security and Defense))--Naval Postgraduate School, December 2008.
Thesis Advisor(s): Bach, Robert. "December 2008." Description based on title screen as viewed on January 30, 2009. Includes bibliographical references (p. 75-76). Also available in print.

In 128 small companies in the West Midlands, the way staff are selected for development is explored is explored, together with the characteristics of staff and selector. Finding that some staff are repeatedly selected for development, a comparison is made between the attributes of those being selected and of those carrying out selection. This is an attempt to define why some staff are identified as possessing 'the right stuff' while other similar staff are not. Variables such as gender, ethnic background, age and educational background are compared but relationships only found between the learning outlook of the CEO and that of his or her selected key worker(s). The learning outlook is described in terms of the preferred learning style and of the most preferred methods to learn. However, in some sectors very little selection of ethnic minority staff occurred. Part of the research reviewed the selection process, relating this to business planning and identification of training needs. Little evidence was found of the use of formal planning or of specific processes to identify training needs, selection resting firmly with informal mechanism often under the narrow control of the CEO. Given the investment by government in this sector of the economy, it seems important for those providing resources to recognise this lack of formal planning and to work to ensure that opportunities for education and training are widened to include more of those employed by the company. Similarly, where CEO ambitions are explored, it is clear that most CEO's are not committed to growth but have other varied, personal aims. Investment in all companies assuming that growth is a key factor may be an ineffective use of resources, which might be better specifically targeted rather than distributed uniformly across the whole sector.

This thesis is an exploratory study into constructions of gender within professional aviation, in order to further understand the continued male dominance of this and other areas of work. It is a unique study, which contributes to understandings of gender identities, gender symbols and roles in the work place. This research involved interviewing and observing forty-nine pilots in the UK; twenty-eight of which were in the British Royal Air Force and twenty-one were in various civil airlines and training colleges. The data was then analysed in terms of gender symbols, gender identities and gender structures, the focus being mainly on the first two aspects. The experiences of male and female pilots were compared as well as the experiences of military and civil pilots. The notion of the 'right stuff' was used in this thesis to denote some aspects of the roles that have been created for the professional pilot to fulfil through working practices and cultural images. It is a notion that embodies various aspects of hegemonic masculinity. Images associated with aviation influence the process of becoming a pilot and are inherent to the cultures of aviation. The 'right stuff' includes the risks and pleasures of flying, which are part of aviation's attraction for many pilots. Civil and military pilots obtain different pleasures from flying, even though their jobs can be quite similar. The working practices within aviation create guidelines of behaviour for individual pilots to fulfil. In effect a professional pilot role is created through interactions between individual pilots and the institutions of aviation. Both men and women have different ways of fitting into this role, and there are conflicts between individual and collective gender identities. Women pilots have to balance demonstrating masculinities at work and then fulfilling more feminine expectations outside of work, and sometimes even in the workplace. This thesis goes some way towards understanding gender within aviation and other male dominated occupations. Professional pilots perform gender identities, which are shaped by work cultures, images, role expectations and individual agency. This research demonstrated that gender in the workplace is both dynamic and stable; maintaining the male dominance of an occupation whilst also adapting to increased women entering an occupation.

Analysis of staff knowledge of client rights in West Virginia institutions for the developmentally disabled was undertaken in this study. Even with the identification of guaranteed rights for institutionalized individuals through federal and state legislation, standards, policies, and judicial decisions, whose findings have shown that violation of client rights continues to occur in most institutions. A review of the literature indicated that one possible cause for the continuation of rights violations may be the staff limited understanding of client rights. The literature also has revealed few studies have attempted an investigation in this area. This study involved 644 full-time staff who were representative of one of six different job categories. The staff were employed in one of three West Virginia institutions for the developmentally disabled. It was hypothesized that if differences in staff knowledge of client rights were identified, this information could be used to direct staff training and policy-making decisions and perhaps minimize the continuous violations of client rights. That significant differences in knowledge of client rights did exist when different job categories of staff were compared within each institution as well as across institutions. It was found that significant relationships in knowledge of client rights exist between staff with different job longevity rates, but the correlation was too low to be considered a reliable predictor of limited value. No significant differences in staff knowledge of client rights were found between the three institutions. The implication of these research findings and the future need for research in this area are discussed.
Ed. D.

ABSTRACT

Title: First steps towards successful recruitment – A study about a small Swedish firm’s recruitment strategy

Course: Bachelor Dissertation - Leadership

Authors: Filip Agby, Damir Macanovic and Thomas Mennerdahl

Advisor: Anders Billström

Key Words: Recruitment in small firms, recruitment strategy, wrong fit recruitment, HRM, right staff

Problem enunciation: What pros and cons could the choice of recruitment strategy mean for a small Swedish firm.

Purpose: The purpose of this thesis is to give recruiters a better understanding of how a small Swedish company could use different recruitment strategies, together with systematic preparations, to affect the experienced recruitment result. Another purpose is to study if earlier mentioned international research about small firms’ recruitment strategies is applicable to a small Swedish firm.

Theoretical framework: The section initiates by introducing the reader to the subject through describing Human resource management with a focus on recruitment. Then we point out the importance of systematic preparations prior to recruiting. Thereafter we present five common recruitment strategies. The chapter ends with reasoning about successful recruitment and wrong fit recruitment.

Method: We have used a qualitative approach to gather profound data for the study.

Empirical perspective: The empirical framework presents the fallout of the interviews we had with the studied company.

Conclusion: Our study implies that earlier international research about the challenges in small firms’ recruitment is applicable to our studied firm. The study also demonstrates that our firm have had and has a lack of resources, structure and discipline which is pointed out by the researchers. Particularly the neglection of systematic preparations, which increases the risk of wrong fit recruitment. Our result also shows that the firm uses advertising, network recruitment, recruitment firms and recruiting through the own website. Network recruitment was earlier considered to be fitting when the staffing requirement was very high and speed was of importance. Recruitment firms were on the other hand considered to have many valueable advantages and tended to generate successful recruitments.

There are basic federal and state rights that are legally provided to residents within skilled nursing facilities. While these rights aim to protect vulnerable nursing home residents from mistreatment, these civil rights granted to residents by law are continuously violated. The purpose of this project was to promote the rights of nursing home residents, specifically their rights to autonomy, dignity, and respect. A grant proposal for a training program was developed on behalf of Wise & Healthy Aging, targeted towards direct care staff within skilled nursing facilities located within Los Angeles County. Components of the training program include teaching the staff about resident rights, the benefits of upholding resident rights, and how to handle or prevent common situations that they are likely to encounter related to these rights. The training program has the potential to increase the quality of life for residents, while decreasing the violations of resident rights within skilled nursing facilities.

When young people are placed in residential care, the staff have a responsibility to ensure that the youth have a safe environment where they can thrive and develop. Residential staff also have responsibilities to ensure the rights of youth during the residential care. This study aims to examine how staff consider themselves to treat the youth in residential care. Furthermore the study aims to examine how the staff consider themselves to ensure youth their right to be heard and have an impact on their own lives, in agreement with Article 12 of the UN convention on the rights of the child (CRC). A qualitative method has been used in order to answer the study's purpose and issues. Five interviews were conducted with residential staff, four of which were environmental therapists and one who was a manager. The results show that the staff consider themselves to respond well to the youth, however, a good treatment is difficult to define and therefore hard to achieve. Furthermore, it appears that the knowledge about children’s rights varies among the staff, which can have negative effects on how they manage to reassure youth their rights to be heard and have an impact on their own lives, in agreement with Article 12 of the CRC.

Key messages within the government white paper Valuing People Now (Department of Health, 2009) include that people with learning disabilities have the right to develop relationships, to be parents and to marry or have a civil partnership. This study examined how staff in a learning disability service talk about sexuality support and how they negotiate the empowerment of service users in relation to their sexual rights. These questions were addressed through a discursive psychological analysis of one-to-one interviews with eight members of staff working in a service providing both outreach and residential support to people with I'earning disabilities. The analysi,s demonstrated that how staff support service users' sexual rights, and the opportunities they do or do not create for service users to develop intimate relationships, is not simply a manifestation of internal, individual, 'attitudes', but rather, is a result of the complex relationship between language, the historical; social and cultural context, regulatory practices and institutional structures. Before staff begin to think about providing support in this area, they have to make sense of whether the person they are supporting has a moral entitlement ~o a sexual identity. Some staff in the study drew upon a romantic discourse of sexuality (Hollway, 1989), which produced service users as 'asexual'. However, other staff drew upon discourses of sexuality that were broader than the romantic discourse and this helped to construct people with learning disabilities as partially, if not fully entitled to a sexual identity. The analysis also demonstrated that in providing sexuality support, staff members have to negotiate a number of practice dilemmas. For example, staff have to manage competing service priorities, such as those of 'health' and 'risk management', consider their personal and professional boundaries and interpret (vague) service ideologies of protection and empowerment. Underlying some of these difficulties are problems with the interpretation of the philosophy of 'normalisation' (Wolfensberger, 1980) as it applies to the sexual lives of people with learning disabilities. Implications of this analysis for clinical psychologists, services and policy are discussed and a number of recommendations are made for clinical practice. These include clinical psychologists taking a role in person centred planning processes, supporting staff to take a deconstructive approach to sexuality and to find a respectful way in which to talk about such a culturally taboo topic.

SUMMARY Management of Public Health KNOWLEDGE OF MEDICAL STAFF ABOUT PATIENTS’ RIGHTS AND POSSIBILITIES TO ASSURE THEM IN THE HOSPITAL Greta Girštautaitė Supervisor Danutė Dučinskienė, Dr., Department of Social medicine, Faculty of Public Health, Kaunas University of Medicine. – Kaunas, 2005. – P.61 Aim of the study was to evaluate knowledge of medical staff about patients’ rights and possibilities to assure them in Kaunas 2nd clinical hospital. Health care professionals’ view about confidentiality of patient’s information, knowledge about patient’s right to select physician, nursing specialist and health care institution, the right of complaint, the right to information, possibilities to assure patients’ rights in the hospital were assessed. Methods. Anonymous surveys of 260 physicians and nurses were carried out (response rate 72 percent). Results. The results revealed that 80,8 percent of medical staff claimed that information about patient must be confidential. 91,6 percent of health care professionals thought that patient can select health care institution. 83,8 percent of medical staff thought that patient can select a physician and nursing specialist. 29,2 percent of the respondents indicated that the patient who is dissatisfied with medical care services can apply to director of health care institution. 18,6 percent of medical staff indicated that don’t know where the patient can make a complaint against health care institution’s activity if patient is dissatisfied... [to full text]

A child’s right to have their opinion in decisions which affect them given due regard forms the basis of Article 12 of the United Nations Convention on the Rights of the Child (UNCRC) (1989) which was ratified by the UK government in 1991. The term ‘pupil voice’ has been used by schools as a way of encapsulating this and a survey in 2007 suggested that 92% of primary schools in England and Wales had a school council in place (Whitty & Wisby, 2007a). The aim of the current study was to elicit the views of key stage 2 school councillors and staff members about the role of school councils and pupil participation in decision making. In Phase One staff from three primary schools in the south west of England were interviewed about school councils and pupil participation in school. Data were analysed using thematic analysis and three themes emerged. In Phase Two 16 key stage 2 pupils, who were members of their own school’s school council, took part. Mixed gender paired interviews were conducted to elicit their views about their role and pupil participation in decision making in their school. Interviews were followed by five weekly group sessions involving participatory activities to support and develop their understanding of their role as school councillors. Pupils from each school council had input into the topics explored in this part of the research. Findings from Phase One suggest that staff regard school councils as being positive for the children involved but they differ in opinion in terms of the impact they have on the wider school population. Findings from Phase Two suggest school council members value being responded to by adults when they have been asked to express their views about a specific decision. School council members also perceive trust as being one of the main factors involved in their election by peers. Findings are discussed in relation to recent research about participation in decision making, the effectiveness of school councils and the importance of a participatory ethos within schools. Overall findings lead to the proposal of a model for use in schools to support the participation of pupils in decision making. The model is based on the existing model conceptualising Article 12 of the UNCRC by Lundy (2007) but incorporates a shared participatory ethos and adult response as required factors. Limitations of the current study as well as suggestions for future research and implications for EP practice are discussed.

The purpose of this paper is to highlight the issue of preferential rights in relation to the increased practice of hiring temporary staff. The object is illuminated from a diversity perspective by seeing what a circumvention of the preferential rights may have consequences for vulnerable groups on the Swedish labor market.   The question of preferential rights to reinstatement is controlled in  The Employment Protection Act. The preferential right is for the protection of workers made redundant due to redundancy. The use of agency workers has increased significantly in the Swedish labor market since the industry's legalization in 1993. This has created some problems in terms of preferential rights.   To a circumvention of the law, shall exist requires that the measures constitute circumvention is justified, measures should have been sought to circumvent the law and been unfair in view of the particular case. Hiring of staff is not considered as a new employment, which is the requirement to invoke preferential rights, thus causing it to staff hiring is legitimate action under the preferential time.   To reduce the abuse of the right of priority, I believe that the application of law should be changed so that it takes into account the triangular available on today's labor market.

In Mexico there are officially 1.8 million orphaned children, without counting non-orphaned children deprived of family, who also need care; of these, only 657,000 are living in 703 orphanages. Mexico's government invests less than 2% of its budget toward protection of children. There is a lack of substantive research or official assessment of orphanages. According to the scant research found, the children's human rights most frequently violated in Mexican orphanages are the rights to nutrition and health care, to be protected from further victimization, to free expression and participation, and to not be exploited. This study was carried out through in-depth, semi-structured interviews with the manager and five staff members of a respected orphanage in Mexico. It aimed to determine how they attempt to fulfill the aforementioned rights, and how their work relates to six prerequisites for efficient group-care formulated by Wolins after his vast research on the matter. Results indicate that the staff members of this orphanage view their work as spirituality in action, becoming the children's family, caring for their health through special vegetarian nutrition. They teach the children that they are the masters of their own lives and happiness, and not to see themselves as victims. From results I also suggest well supervised facilities, coupling between staff and professionals to screen children's health; a vegetarian diet based on scientific research; children's participation in rules, learning about, from and for their human rights and the idea of children being masters of their life and happiness.

Sveriges regering har beslutat att år 2045 ska Sverige inte ha några nettoutsläpp av växthusgaser. Detta beslut innebär att alla branscher i Sverige bör ställa om och börja arbeta mer aktivt för att nå det uppsatta målet. Inom byggsektorn har initiativet ”Färdplan 2045” startats för att uppnå nettonollutsläpp. Entreprenadföretagen har ofta egna framarbetade visioner och uppsatta krav och mål gällande hållbarhetsarbete. Utöver dessa har beställare för byggprojekt olika krav på arbetet med hållbarhet. Ett problemområde är komplexiteten i att arbeta hållbart hos ett entreprenadföretag där hänsyn ska tas till företagets egen strategi, beställarens krav samt att ledningen ska kommunicera ut hur det hållbara arbetet konkret ska genomföras i produktionen. Det gäller för entreprenadföretag att arbeta för att skapa de bästa möjliga förutsättningarna i produktionen för att arbeta hållbart, bibehålla kvalité och vara konkurrenskraftiga. Syftet med examensarbetet har varit att kartlägga hur ledningar hos entreprenadföretag arbetar med krav och mål inom ekologisk hållbarhet och hur dessa konkretiseras och kommuniceras till produktionen och deras chefer idag. Detta har genomförts som en fallstudie på ett entreprenadföretag där representanter från staben, projektchefer och platschefer medverkat. Målet med studien är att utveckla ett arbetssätt som bidrar till att skapa förutsättningar för ett gott projekt genom att ta fram förslag på en handlingsplan som utgår från företagets egen hållbarhetsstrategi. För att studera detta nyttjas både ett top-down perspektiv och ett bottom-up perspektiv. För att uppfylla studiens syfte har en studie av utforskande karaktär nyttjats. Detta för att öka förståelsen och genomföra en nulägeskartläggning av hur arbetet och kommunikationen kring ekologisk hållbarhet fungerar idag hos fallföretaget. Den ansats som nyttjas för studien är av induktiv karaktär med observationer i verkligheten i form av intervjuer och en fokusgrupp. Detta har sedan analyserats mot befintlig litteratur inom de berörda områdena för att slutligen ta fram förslag på en handlingsplan för att utveckla arbetet. Forskningsstrategin som nyttjats för studien är kvalitativ. Detta eftersom studiens fokus är att skapa en större medvetenhet och öka förståelsen för arbetet och kommunikationen kring ekologisk hållbarhet. För att samla in data till studien har en litteraturstudie, tio intervjuer och en fokusgrupp genomförts. Fallföretagets intranät har också använts. För att säkra kvalité och studiens validitet har handledare som fått ge feedback nyttjats tillsammans med triangulering. För att stärka replikerbarheten av studien har ett avsnitt med operationalisering av studiens metodisk arbetats fram.  Studien bekräftar att det idag ofta ställs många krav inom ekologisk hållbarhet på entreprenadföretagen då beställare har ett antal varierande krav, beroende på hur engagerade de själva är i frågan kring hållbarhet, tillsammans med entreprenadföretagens interna krav och eventuella krav från myndigheter som ska uppfyllas. Entreprenadföretagen måste därför vara flexibla och kunna anpassa sig till olika krav.  Utifrån intervjuerna med representanter från fallföretaget och den genomförda nulägesanalysen har staben i dagsläget bäst förutsättningar att arbeta med ekologisk hållbarhet. Hos projektcheferna finns en del förutsättningar idag, men det uppstår brister i förutsättningarna eftersom outputs från staben inte stämmer överens med upplevda inputs hos projektcheferna. Beträffande platscheferna är förutsättningarna för att arbeta med hållbarhet sämre än hos staben och projektcheferna. Detta beror på att projektchefernas outputs inte stämmer överens med platschefernas upplevda inputs. Stabens outputs når därmed inte heller hela vägen ner till platscheferna. Det finns med utgångspunkt i detta ett antal förbättringsområden inom arbetet med ekologisk hållbarhet för att få en helhet i kedjan från stab ner till platschefer. Utifrån dessa förbättringsområden har ett förslag till handlingsplan arbetats fram som en fokusgrupp sedan fått bidra till. Handlingsplanen består av kolumnerna upplevda förbättringsområden, mål, förslag på aktiviteter, varför, ansvarig och förslag tidplan. Syftet med handlingsplanen är att ge ett förslag på hur fallföretaget kan utveckla hållbarhetsarbetet inom ekologisk hållbarhet och därmed skapa bättre förutsättningar för goda projekt.
The Swedish Government has decided that by year 2045, Sweden will have no net emissions of greenhouse gases. This decision means that all industries in Sweden should change and start working more actively to achieve the set goal. In the construction sector, the initiative “Färdplan 2045” (Roadmap 2045) has been started to achieve net zero emissions. The contracting companies often have their own visions and set requirements and goals regarding sustainability work. In addition to these, clients for construction projects have different requirements for work with sustainability. One problem area is the complexity of working in a sustainable way at a contracting company where the company’s own strategy and the client’s requirements must be considered. Beyond that, the management at the company must communicate how the work with sustainability should be carried out correctly in the production. It is important for construction companies to work and create the best possible conditions in the production to work sustainably, maintain quality and be competitive.  The aim of the thesis has been to map how the management of construction companies work with requirements and goals in ecological sustainability and how these are concretized and communicated to the production and their managers today. This has been carried out as a case study at a construction company in which representatives from the staff, project managers and site managers participated. The goal with the study is to develop a way of working that contributes to creating the conditions for a good project by developing proposals for an action plan based on the company’s own sustainability strategy. To study this, a top-down and a bottom-up perspective are used.  To achieve the aim, an exploratory research has been used. This is to increase the understanding and carry out a current situation survey of how the work and communication with ecological sustainability works today at the chosen construction company. The research approach used for the thesis is of an inductive nature based on observation in form of interviews and a focus group. Further on, this has been analysed against existing literature in relevant areas to finally produce proposals for an action plan to develop the work. The research strategy used for the thesis is qualitative. This is because the focus of the thesis is to create awareness and increase the understanding of the work and communication about ecological sustainability. To collect data for this thesis a literature study, ten interviews and a focus group were conducted. The case company’s intranet has also been used. To ensure quality and validity of the thesis, supervisors has provided feedback. Triangulation has also been used. To strengthen the replicability of the thesis, a section with operationalization of the thesis methodological work has been developed.  The study confirms that there are many requirements regarding ecological sustainability for construction companies due to that clients have several varying requirements, depending on how committed they themselves are to the issue of sustainability. This together with the construction companies’ internal requirements and eventual requirements from authorities means many varying requirements for the construction companies. Contractors must therefore be flexible and able to adapt to different requirements.  Based on the interviews with representatives from the case company and the completed current situation analysis, the staff currently has the best conditions to work with ecological sustainability. The project managers have some prerequisites today, but there are shortcomings in the prerequisites because outputs from the staff do not correspond with perceived inputs from the project managers. Regarding the site managers, the conditions for working with sustainability are worse than with the staff and project managers. This is because the project managers outputs do not match the site managers perceived inputs. Hence, the outputs from the staff do not reach all the way down to the site managers either. Based on this, there are several areas for improvement in the work with ecological sustainability to get a whole chain from staff down to site managers. Based on these areas for improvement, a proposal for an action plan has been developed which a focus group has contributed to. The action plan consists of the columns perceived areas for improvement, goals, suggestions for activities, why, responsible person and a suggestion of schedule. The aim with the action plan is to provide a proposal on how the case company can develop the sustainability work within the ecological sustainability and thereby create better conditions for good projects.

Шакун, К.О. Захист прав та законних інтересів засуджених : 081 Право / К.О. Шакун; керівник роботи Коломієць Н. В.; Національний університет «Чернігівська політехніка», кафедра кримінального права та правосуддя. – Чернігів, 2020. – 93 с.
Актуальність дослідження. В умовах коли Україна впевнено йде шляхом розбудови громадянського суспільства, втілення демократичної норми рівності прав усіх людей є ключовим імперативом правореалізації. В українському кримінальному законодавстві задекларовано принцип гуманного ставлення та повагу до честі і гідності кожної людини, але реальна кримінально-виконавча практика засвідчує наявність численних порушень прав засуджених. В першому розділі роботи розкрито зміст поняття «захист прав та законних інтересів засуджених», наведені основні підходи до його інтерпретації, здійснено їх теоретико-методологічне обґрунтування, а також висвітлено стан розробки теми дослідження. Другий розділ присвячено аналізу організаційно-правових основ захисту прав та законних інтересів засуджених, характеристиці міжнародних та вітчизняних інституційно-правових аспектів захисту прав засуджених, які відбувають покарання в кримінально-виконавчих установах закритого типу. В третьому розділі з’ясована роль персоналу органів і установ виконання покарань в забезпеченні прав засуджених. Розкривається специфіка моральноетичних вимог до працівників установ виконання покарань, надається характеристика міжнародно-правовим стандартам щодо підбору та навчання персоналу. Наукова новизна отриманих результатів полягає в тому, що вони є більш поглибленим дослідженням правових та організаційних засад реалізації права засуджених на захист їх прав та законних інтересів
The relevance of research. In conditions where Ukraine is confidently moving towards civil society, the implementation of the democratic norm of equal rights for all people is a crucial imperative of rights' enforcement. The Ukrainian criminal law declares the principle of humane treatment and respect for the honour and dignity of each person. Still, the actual criminal practice shows the numerous violations of the rights of convicted persons. In the first section of the paper scope of the term "protection of convicted people rights" is revealed, the basic approaches to its interpretation are given, their theoretical and methodological ground is made, as well as the state of development of the research topic is covered. 7 The second section is devoted to the analysis of the organisational and legal foundations of the protection of the rights and legitimate interests of convicted people, to the characterisation of international and domestic institutional and legal aspects of the protection of the rights of people serving sentences in closed-type penal institutions. The third section clarifies the role of law enforcement agencies' and institutions' staff in ensuring the rights of convicted people. Aspects of moral and ethical requirements for the employees in penitentiary institutions are revealed, as well as the characteristics of international legal standards for the selection and training of personnel is defined. The scientific novelty of the obtained results lies in the fact that it is a more indepth study of the legal and organizational principles in the execution of the convicts’ rights and legitimate interests.

In labor relations, there are workers who, because of the role they play in the managementof a corporation or the privileged information they handle, receive a special treatment from Labor Law: Direction and reliable workers.Because of their particular situation, many questions may arise regarding the legal treatment and labor benefits that these workers may hold. In the present article, the authors try to answer to these questions, in the light of the jurisprudence of the Peruvian Supreme Court and our country’s Constitutional Court.
En las relaciones laborales, existen trabajadores que, por las características de las funciones que desempeñan o por la información que manejan, reciben un tratamiento especial: Los así llamados trabajadores de dirección y de confianza.Dada su situación particular, pueden surgir muchas interrogantes respecto al tratamiento jurídico y los beneficios laborales con los que contarían este tipo de trabajadores. En el presente artículo, los autores buscan responder a las interrogantes surgidas al respecto, a la luz de la jurisprudencia de la Corte Suprema y del Tribunal Constitucional.

Bakgrund: Prematurfödda eller sjuka nyfödda barnet som vårdas på neonatalavdelningar utsätts regelbundet för separationer från sina föräldrar trots att forskning visar på en mängd negativa konsekvenser för både barnet och föräldern till följd av separationen. Syfte: Att undersöka vårdpersonalens inställning till nollseparation och vilka faktorer som främjar respektive hindrar nollseparation mellan barn och förälder under den neonatala perioden. Syftet var dessutom att undersöka vårdpersonalens inställning till nollseparation i relation till Barnkonventionen. Metod: En tvärsnittsstudie med deskriptiv design. Mixad metod användes för att svara på studiens frågeställningar. Totalt deltog 16 vårdpersonal i studien. Enkätstudien kompletterades med en systematisk litteraturstudie. Resultat: Viktigaste faktorerna som främjade nollseparation mellan barn och förälder var hud-mot-hudkontakt, föräldramedverkan i vården, samvård och möjlighet att utföra lättare neonatalvård hos föräldrarna på BB- avdelning. Viktiga faktorer som hindrade nollseparation var vårdmiljön som inte var anpassad för nollseparation, bristande tillgång på övernattningsmöjligheter för föräldrarna, personalbrist samt kompetens-och kunskapsbrist hos vårdpersonalen. Vårdpersonalens inställning till nollseparation i relation till Barnkonventionen varierade. Slutsats: Stor del av vårdpersonalen ansåg att separation mellan barn och föräldrar bör undvikas. Dock utmanades vårdpersonalens arbete mot nollseparation av ett stort antal hinder så som faktorer rörande vårdorganisation, vårdpersonal, föräldrar och barn. För framtidens neonatalvård blir det därför viktigt att identifiera och eliminera dessa hinder för att möjliggöra nollseparation mellan barn och föräldrar i alla lägen, samt för att uppfylla Barnkonventionen.
Background: Preterm or newborn babies in need of neonatal care are often separated from their parents. However, research show that separation are associated with negative consequences for both child and parental health. Aim: To examine nurses’ beliefs about factors that promote and hinder zero separation between parent and child during the neonatal period. The aim was also to examine nurses’ perceptions about zero separation in relation to the Convention on the Rights of the Child. Method: A mixed methods, cross-sectional study. A total of 16 nurses completed a survey. In addition, a supplemental literature overview was conducted. Results: Important factors that positively impacted zero separation between parent and child were skin-to-skin care, parental participation in nursing of the child and the possibility to perform minor neonatal care at the maternity unit. Important factors that negatively impacted zero separation were the environment not being optimal, lack of overnight accommodations, staff shortages and lack of competence and knowledge in the staff. There was a variation in the thoughts about zero separation in relation to the Convention on the Rights of the Child. Conclusions: Most part of the nursing staff believed that separation of the child from the parent should be avoided. Nevertheless, minimising separation was challenging because of various obstacles such as factors regarding organisation, staff, parents and child. Neonatal units must identify and eliminate these obstacles in order to make zero separation between parent and child possible and to fulfill the guidelines of the Convention on the Rights of the Child.

L’avocat est obligé de défendre des personnes qu’il n’a pas choisies lorsqu’il est nommé auprès de celles-ci. Il jouit d’un droit à l’objection de conscience, droit méconnu ou partiellement traité par la doctrine juridique. La présente étude montre que l’avocat peut objecter pour n’importe quel motif de conscience et que cette tolérance se mue en droit si l’objection est nécessaire à l’exercice de sa liberté de conscience.Le droit à l’objection de conscience de l’avocat est apprécié a priori par des autorités. Celles-ci veillent à ce que l’objection de conscience de l’avocat ne portent pas atteinte à la sécurité juridique, principalement au droit des justiciables à un procès équitable. Or, chaque objection a des conséquences sur le droit des justiciables. Seul un haut degré d’atteinte à la sécurité juridique prive l’avocat de l’usage du droit à l’objection de conscience. Ce haut degré est mesuré selon certains critères juridique. Les autorités chargées d’approuver l’objection de l’avocat examinent la compatibilité entre le droit à l’objection de conscience et le droit des parties au procès équitable. Cet examen aux conséquences potentielles sur les droits de l’avocat et sur le droit de son client révèle que le rôle de l’avocat comme auxiliaire de justice est premier
The lawyer has to defend people he has not chosen when he is appointed to them. However, he has the right to conscientious objection, a right unrecognized or partially addressed by legal doctrine. This study shows that a lawyer can object to defending someone on any reasons of conscience and that this tolerance may be transformed into a right if the objection is necessary for the exercise of his freedom of conscience.The lawyer's right to conscientious objection is assessed by authorities. These ensure that the lawyer 's conscientious objection does not infringe legal security, mainly the right of litigants to a fair equitable lawsuit. However, each objection has consequences for the rights of litigants. Only a high degree of infringement of legal security disposses the lawyer of the use of the right to conscientious objection. This high degree of infringement is evaluated according to legal standards. The authorities responsible for approving the lawyer’s objection must consider the compatibility between the right to conscientious objection and the parties' right to a fair lawsuit. This review by these authorities has potential consequences for the rights of the lawyer and the rights of his client. This highlights the role of the lawyer as an officer of the court

La conscience se définit comme la connaissance que chacun a de son existence et de celle du monde extérieur. Par extension, elle correspond à la représentation mentale claire qu'un individu peut se faire de la réalité d'une situation. Lorsque le monde extérieur prend les traits de l'environnement de travail et que les situations à appréhender relèvent de l'exécution du contrat y afférent, quelle peut être l'influence de la conscience ? Existe-t-il des limites quant à sa compatibilité avec l'accomplissement du travail ou avec le bon déroulement des relations sociales ? Cette thèse a pour objectif l'étude des différents "cas de conscience" au sein de l'entreprise, à travers le point de vue des différents acteurs concernés - employeurs, salariés, organisations syndicales et représentants du personnel, autorités administratives et organismes de protection sociale. Il s'agit de comprendre dans quelles types de situation la conscience, sous sa forme individuelle comme collective, a la possibilité de s'exprimer, voire de jouer un rôle. En outre, il convient de s'interroger sur l'appréhension - ou la non-appréhension - de ces manifestations de la conscience par le droit social interne, international et comparé. Si les contours de certaines occurrences de la conscience sont a priori cernés, à l'image notamment des droits d'alerte ou des clauses éponymes insérées parfois dans les contrats, l'encadrement d'autres déclinaisons, sans doute plus sensibles, demeure encore à construire
Consciousness can be defined as the knowledge of one’s existence and the outer world. By extension, it is someone’s clear mental picture of an actual situation and the ability of judging the morality of such a situation is called conscience. When the outer world is the work environment and when the actual situations to deal with are work-related, what could be the role of consciousness and conscience? Could they interfere with work duties or the conduct of good industrial relations? The purpose of this thesis is to study the “issues of conscience” within the corporation, in a broad sense, through the relevant stakeholders’ perspectives – including employers, administrative authorities, workers, trade unions, or even staff representatives – in order to know when individual and collective consciousness and conscience can have a legal impact. One should ask oneself about the existence of a statutory regime for those “issues of conscience” in domestic, comparative and international laws. Some manifestations of consciousness and conscience are already well known, such as whistleblowing or conscience clauses, but some others still need to be provided with a legal framework

Dans un contexte économique instable, résultant notamment de la mondialisation des échanges, de la financiarisationde l’économie et de l’accélération des mutations technologiques, caractérisé de surcroît par l’apathie endémique de lacroissance économique française, la prospérité et la survie des entreprises dépendent de leur capacité à s’adapter enpermanence aux évolutions du marché pour pouvoir sauvegarder leur compétitivité, assurer leur développement etfaire face à une concurrence toujours plus vive. Si les restructurations sont indispensables pour assurer la pérennité desentreprises dont dépendent le maintien de l’emploi, le dynamisme du marché du travail et la création de richesse, ellesmettent fréquemment en péril les intérêts des salariés. Nombre d’entre elles menacent ainsi leur emploi et partant leursécurité économique et matérielle, mais également leurs droits collectifs qu’il s’agisse des avantages issus de leurstatut collectif ou de leur droit à participer à la détermination de leurs conditions de travail et à la gestion del’entreprise via leurs représentants, dont le mandat peut être affecté par une restructuration. Si ces opérations mettenten péril les intérêts des salariés et génèrent un coût social largement assumé par la collectivité nationale, le droit, enparticulier le droit social, ne peut remettre en cause les projets de restructuration. Ces décisions et leur mise en oeuvrerelèvent en effet de la liberté d’entreprendre des dirigeants de l’entreprise à laquelle le droit social ne saurait porteratteinte en s’immisçant dans leurs choix économiques et stratégiques. L’objet de cette étude est donc d’exposercomment, en dépit de son incapacité à influer sur les décisions de restructurations, le droit social tente d’en limiter lecoût social, en préservant au mieux les intérêts des salariés
In an unsettled economic climate, the result in particular of globalisation of trade, the financialisation of the economyand accelerating technological change, further marked by the endemic apathy of French economic growth, theprosperity and survival of companies depend on their capacity to adapt constantly to market trends in order tosafeguard their competitiveness, to ensure their development and to stand up to ever increasingly harsh competition.Whilst restructuring is essential to ensure the long-term survival of companies, on which maintaining jobs, a dynamiclabour market and the creation of wealth all depend, it frequently endangers the interests of employees. Manyrestructuring operations thus threaten their employment and consequently their economic and material security, butalso their collective rights when it comes to advantages resulting from their collective status or their right to participatein determining their working conditions and in the management of the company through their representatives, whosemandate may be impacted by a restructuring operation. While such operations endanger the interests of employees andgenerate a social cost borne to a large extent by the national community, law, and in particular social law, cannotchallenge restructuring projects. Such decisions and their implementation fall within the purview of the freedom to actenjoyed by corporate managers that social law cannot in any way impede by interfering in their economic and strategicchoices. The purpose of this study is therefore to show how social law, despite its inability to influence restructuringdecisions, seeks to limit the social cost by preserving as best as possible the interests of employees

The purpose of this thesis was to apply mainstream theoretical social psychology to group dynamics in isolated confined extreme (ICE) environments, with a particular focus on the context of long duration spaceflight. This was done by providing a thorough review of both the ICE environment psychology literature and the social psychological literature. From this it emerged that significant gaps existed within the ICE literature around the understanding of group processes. A review of relevant social psychology literature suggested that the social identity perspective may have much to offer in advancing the understanding of group processes in these environments. It was argued that processes related to social identification plays a key role in the team functionality. Of particular note was how social ‘norms’ could influence social identification processes and group functioning. Crew heterogeneity had been cited as a potential concern in much ICE literature, so group norms that related to diversity were investigated. Three theoretical chapters provided a review of space and ICE environment psychology literature, social psychology literature and diversity literature. Five experiments are reported in this thesis. The first, an exploratory field study which study took place during an expedition into the Australian Outback, made general predictions about how social identification might be constrained by the extreme environment context. The study demonstrated that identity processes did indeed influence group functionality, but also that the presence of pro-diversity group norms seemed to have a positive influence. In order to explore this issue in more detail, four studies were conducted. These included a field study at the Mars Desert Research station in Utah, two laboratory studies and a final field study that took place during a winter-over period at the Concordia Research station in Antarctica. Collectively these studies demonstrated that ingroup identification played an important role in driving group functionality in extreme environments. In addition they demonstrated that the presence of a pro-diversity group norm had the potential to increase group identification while also reducing the likelihood of negative outcomes (crew alienation and sub-group conflict). Multilevel Linear Modelling and Social Network Analysis were used in two of the studies and if adopted have the potential to significantly improve the validity of future extreme environment research. By using these techniques in this thesis, the certainty surrounding the research findings was greatly enhanced. Taken together the work of this thesis demonstrated three key points: that mainstream social psychology theory and research has much to offer extreme environment research.; social identification processes play a key role in the group dynamics of people in extreme environments; and that a pro-diversity norm, under certain conditions, can play an important role in maximising group functioning. The contribution of this thesis, then, has implications for the ICE literature as well as the social/organisational literature on group diversity and finally the kind of group culture that should be encouraged in extreme environments.

RESUMO: Introdução: A nova era da prática de saúde mental, orientada para a Recuperação, é baseada em direitos humanos, tendo culminado na convenção sobre os direitos das pessoas com deficiência (CRPD, 2008) e no WHO QualityRights ToolKit, 2012. Objectivos: Este estudo foi concebido para avaliar as atitudes dos profissionais e dos utentes em relação aos direitos humanos das pessoas com doenças mentais e incapacidades psicossociais, e a sua inclusão na comunidade. A avaliação das atitudes dos profissionais e dos utentes irá destacar os défices de conhecimento sobre a amplitude destes problemas e contribuirá para o aumento da consciencialização e capacitação nesta área. Métodos: Um conjunto de questionários foi distribuído a 104 profissionais (psicólogos, enfermeiros de saúde mental, assistentes sociais e médicos) e 100 utentes, nos três principais hospitais psiquiátricos do Sudão. Este conjunto incluiu um questionário sobre atitudes face aos direitos humanos das pessoas com incapacidade psiquiátrica, HRQ_6 (elaborado pelo autor com base na CRPD), a Escala de Atitudes sobre a Vida Comunitária - Versão Curta (CLAS-Short Form), dados sócio demográficos (ex: idade, gênero e estado civil), e uma questão sobre recuperação em saúde mental. As pontuações na HRQ_6 e as 4 subescalas CLAS (Empowerment, Similarity, Exclusion e Sheltering), são descritos, assim como a análise da variância realizada para identificar fatores associados aos resultados de cada subescala. As pontuações dos utentes foram comparadas com as pontuações dos profissionais e os resultados do HRQ_6 foram correlacionados com as 4 subescalas CLAS. Resultados: duzentos e quatro participantes, entre profissionais e utentes nos três principais hospitais psiquiátricos do Sudão. Os participantes de ambos os grupos tiveram atitudes negativas em relação aos direitos humanos de pessoas com incapacidades psicossociais e mentais. Adicionalmente, as pontuações sobre as atitudes favoreceram a Capacitação e a Similitude quando comparados com a Exclusão e o Abrigo. As respostas foram diferentes entre os grupos de profissionais e de utentes, homens e mulheres e entre médicos e outros grupos profissionais. A formação prévia em direitos humanos não teve impacto na atitude dos profissionais. Houve correlação entre o HRQ_6 e as 4 subescalas do CLAS. O estudo possibilitou uma visão muito necessária para o processo de capacitação e conscientização em direitos humanos de pessoas com doenças mentais e incapacidades psicossociais, e sua inclusão na comunidade. Conclusão: os profissionais e os utentes mantêm atitudes em relação aos direitos humanos das pessoas com doenças mentais e incapacidades psicossociais que são incompatíveis com a prática de saúde mental orientada para a recuperação. É necessária mais investigação para descobrir como estas atitudes em relação aos direitos humanos se desenvolvem na nossa comunidade, bem como a forma como a formação sobre direitos humanos pode influenciar as atitudes.
ABSTRACT: Background: The new era of Recovery oriented mental health practice is based on human rights and culminating by the convention on the rights of persons with disabilities (CRPD, 2008) and WHO QualityRights ToolKit, 212. Objectives: This study was designed to address attitudes of staff and consumers toward human rights of persons with psychosocial and mental disabilities and their inclusion into community. Examining staff and consumers‘ attitudes will highlight deficits in the knowledge regarding the magnitude of this problem and will inform the intended raising of awareness and training in this area. Methods: A questionnaire was distributed to participants who were 104 staff members (psychologist, psychiatric nurses, social workers and doctors) and 100 consumers at the three main psychiatric hospitals in Sudan. Included in the questionnaire was the Human Rights of persons with psychosocial disability attitude questionnaire (HRQ_6) which was designed by the researcher based on (CRPD) as well as Community Living Attitudes Scale Mental Retardation - Short Form (CLAS), demographic items (for example, age, gender, and marital status) and one question about recovery in mental health. Scores on the HRQ_6 and the 4 CLAS subscales (Empowerment, Similarity, Exclusion, and Sheltering) were reported, and analyses of variance were performed to identify factors associated with each subscale score. The consumers‘ scores were compared with staff‘s scores. The HRQ_6 scores were correlated with the 4 CLAS subscales. Results: Two hundred and four participants from staff and consumers across the three main psychiatric hospitals in Sudan. The participants‘ of both groups had negative attitudes towards human rights of persons with psychosocial and mental disabilities. Also the participants‘ attitude scores favored Empowerment and Similarity over Exclusion and Sheltering. Staff and consumers; Men and women; and doctors and other professional groups; responded differently. Previous training on human rights had no impact on the attitude of the staff. There was correlation between the HRQ_6 and the 4 CLAS subscales. The research provided a much-needed window on the process of training and raising awareness with regard to human rights of persons with psychosocial and mental disabilities and their inclusion in to the community. Conclusion: Staff and consumers hold attitudes toward human rights of persons with psychosocial and mental disabilities that were inconsistent with the recovery oriented mental health practice. More researches are needed to uncover how attitudes towards human rights develop in our community, as well as how training on human rights can influence attitudes.

碩士
樹德科技大學
人類性學研究所
106
Today''s society has not only advocated gender equality, but practiced pluralism. The Chinese people have changed dramatically in their sexual attitudes. The same-sex couples are concerned by the majority of the people. Especially when the legal profession actively promotes the government''s marriage legislation, the judge''s interpretation of the number 784 After the passage of the number, it directly affects the support of the Chinese people for the equal rights of marriage. This study explores the sexual attitudes of police officers and the concept of equality of marriage, and selects the police officers of the Kaohsiung City Government Police Station as the research object. The research tool uses a quantitative questionnaire survey method to collect statistical analysis of relevant data as a research spindle. Based on the results of this study, the following conclusions are summarized: 1.The attitude of police officers in Kaohsiung City and the concept of equal rights in marriage have a positive attitude. 2.The sexual attitudes of police officers in Kaohsiung City vary according to their gender, age, seniority, education, and marital status, and the difference is significant. 3.The concept of marriage and equal rights of police officers in Kaohsiung City is different due to gender, age, seniority and marital status, and the difference is significant. 4.There is a positive correlation between the sexual attitudes of police officers in Kaohsiung City and the concept of equal rights in marriage. Based on the research conclusions, the following recommendations are made: 1.When implementing police sex education, it is necessary to carefully employ professionals to give health to the sexual information. For homosexuals in the police group, the competent authorities must hear their voices. 2.the society will create a friendly environment for the issue of equality of marriage, the updating of relevant teaching materials and the assistance and provision of social resources, and the fair support for comrades and gay families.

碩士
臺北醫學大學
護理學研究所
97
Objective: The purposes of this study are to knowledge the attach-importance-degree of inpatients & medical staffs and their comparison of degree-difference of Patient-rights, also the differences between inpatients obtainable degrees and the medical staff executive degrees. Methods: Using a cross-sectional design with Taipei City Hospital as an example, and using random sample method for selecting cases; from March 16 ~31, 2009. This design passed the audit through the Union Hospital IRB and also hospital agreement in collecting data. We sent out questionnaires 600 sets and returned back 583 sets, with the return rate 97.2%. Total effective sample has 541 sets (medical staff 283 sets, inpatient 258 sets), effective return rate is 90.2%. A 41-item inventory of “Patient-rights measurement-form” had passed through the creditable reliability procedures. Content Validity uses specialist & construct. Reliability is uses internal consistency. Cronbach α is 0.90. Results: The important results as 1.The agreement of Patient-rights is predominantly higher in medical staffs (M=4.52, SD=0.66) than inpatients (M=4.28, SD=0.86). It shows medical staff more attention than inpatient in “patient-right” and anticipation. 2. The executive degrees (M=4.13, SD=0.96) of Patient-rights are predominantly higher in medical staff than inpatient obtainable degrees (M=3.67, SD=1.18). It reveals statistically differences. Showing the medical information exchange between patient & staff appears problems, it is easily to influence the doctor & patient relationship and decreasing medical staff service satisfaction. 3. Inpatient has higher attach-importance-degree than obtainable-degree of Patient-rights (t＝8.39***, difference value＝0.15). Both are shown statistically high differences. That means patient-anticipate is higher than actual-obtain. This is easily to make patient dissatisfaction. Attach-importance-degree of medical staff is higher than actual executive degree of Patient rights, also statistically predominant differences (t＝10.54***, difference value＝0.08); This should further explore why they agree but not actual execution? 4. The patients with the elder the ages, the lower the educational level, the lower social-economic position and religious brief, have the lower attach-importance-degree of patient-rights: The Intensive-care-unit patients have the lowest privileged-degree of Patient-rights. The medical staffs with males, doctors and years of clinical work not yet 1 year or 7to9 years of clinical work, have the lower attach-importance-degree of Patient-rights. Intensive care unit medical staff to attach-importance-degree and executive degree of the Patient–rights is the highest; the older the ages of the clinical workers offer, the higher the executive-degree of Patient-rights. Conclusions: The inpatient has higher attach-importance-degree than obtainable degree of Patient-rights, so it may make the dissatisfaction in Patient-rights and treatment-service, The attach-importance-degree is higher than executive-degree of Patient-rights in medical staff, It may due to the hospital policy & system and etc, the attach-importance-degree of patient rights in medical staff is higher than inpatient, but obtainable of inpatient is lower than executive-degree of medical staff. Let more medical institutions to take this study as examples: to plan Patient-rights measurement-form, and future-project, to improve doctor and patient relationship, to enhance medical-care quality.

碩士
國立中正大學
勞工所
96
The New Government Movement started in the 1990s initiated the trend of government reforms in all of the nations of the world. Every government became committed to reform, re-organization and efficiency enhancement, to meet the expectation of its populace. In the past, government had the authority and responsibility over everything and this tradition was ended because of the Movement. Facing the pressures of internationalization, liberalization and financial difficulties, it is important for the executive branch of the government to acheive organizational reforms by administrative incorporation, to decrease exterior interference, to enhance cost effectiveness and operation efficiency, as well as to increase the autonomy of the organization and its competitiveness while maintaining the professional and public responsibility of the organization. The incorporation administration process is the re-organization and reform process whereby an organization adopts new mindsets or behavior patterns. The successful application of such new patterns relies on the people in the organization, as the behavior and attitudes of the people will affect the success of the re-organization. In Taiwan, administrative organizations responsible for social education, social welfare, culture, healthcare, vocational training, and researches are required to be reformed during the first phase. Of the organizations, educational institutes do not involve in exerting public powers in their business, besides, the inflexible internal regulations, rigid financial budgetary systems, as well as the competition from the private sector put them under a great operational pressure. Therefore, the educational institutes are scheduled for administrative incorporation in the hope to have a more professional and flexible organizational management. The research is based on first case of incorporated administration, the “National Academy for Educational Research,” which is the combination of the National Academy of Educational Research Preparatory Office, the National Institute of Educational Resources and Research, and the National Institute for Compilation and Translation. Literature analysis, in-depth interviews are employed in the research to review the incorporation, and to determine any problems that may arise with the protection of employee rights and human resource management strategies and employer-employee relationships while government agencies are incorporated. The research concludes its discoveries and makes suggestions for the government as a reference for administration incorporation on human resource management strategies and the management of employer-employee relationships. The research has achieved the following results: 1.Before the legislative and executive branches reach agreement, administrations initiated and introduced incorporation policies while the legislation of incorporation laws had not yet been completed. As a result, the legislation of the incorporation regulations of each administration encountered too much uncertainty for too long a period, and employees were insecure with such uncertainty, so that the operations of the organizations were affected. 2.The top-down policy-making process in which the participation of employees was limited and the policy was not formulated under comprehensive considerations. The needs and opinions of employees were not taken into consideration, and hence employees felt left out and misunderstood the government and its policy. 3.The policies regarding the protection of employee rights were not sufficiently comprehensive, and no concrete commitment has been made. In addition, equitability and consistency of the policies were not perceived by employees and consequently, employees lost their sense of security, and their moral was affected. 4.There are insufficient skills and capabilities to promote the incorporation administrations and to react properly to the changes. As a result, psychological contracts and career development of employees as well as the harmonious relations between the employees and employers remain problems that await solutions. Employees are not encouraged to make any effort. 5.The legislative procedures for the incorporation administrations are time-consuming, and the reforms become very uncertain. The lack of supporting measures to comfort or encourage employees, and the lack of any group representing employees to negotiate with the government, led to insecurity on the part of employees, who became passive regarding the reforms.

碩士
國立臺北大學
犯罪學研究所
102
The purpose of this study is to come to an understanding of the circumstances regarding the installation of the campus CCTV, and to look into whether or not the function of the video surveillance system conforms to the needs of the campus; moreover, whether or not the developed capabilities within the area of campus safety are ideal. If its efficacy is not clear, wherein lies the reason for its installation? Reviewing the related technical documentation, first, to coordinate the application development of CCTV on Taiwan campuses, and then to probe into the controversy involving installation of CCTV on campuses and the possibility that it will infringe upon privacy rights. This research will utilize questionnaires. These questionnaires will encompass junior high schools within the administrative districts of Sanxia, Shulin, and Yingge, a total of 5 schools. A total of 153 valid questionnaires have been distributed. Analysis results showed that： 1. Different sex teacher’s CCTV installed on the campus and the fear of victimization are significant differences; Those who had victimization experience have a higher fear of victimization. 2. Installation of CCTV on campuses and the fear of campus victimization showed a significant negative correlation; The campus security and privacy rights showed a significant positive correlation. 3. Campus security is able to significant negative predict the fear of victimization on campus.

碩士
國立中正大學
勞工關係學系暨研究所
102
Under the current system of long-term care, in order to investigate the stability of home care workers and searching for its solutions to assist the staff engaged in home-related services. Demands and right of staff is the mainly purpose of this investigation. First, we aim at the home care services of long-term care for 10 years plan, exploring the problem of sources and quality of work-related home care personnel, expecting plan can be implemented. Second, the employed family depend on the foreign personnel too much, whether it related to working conditions and labor demand of nationality of home care, we need to examine it. Finally, how to improve working conditions or benefits, to improve quality of service and reduce the turnover rate of home care service employees, and thus truly care for the elderly, and in order to achieve the policy of the nationality of home care workers for the long-term care plan. In this study, the object is a home care cases in Tainan units, through literature analysis and in-depth interviews to collect information and analysis, this interviews including 11 objects, 3 home service supervisor, 8 home care attendant, mainly to understand the relation of the labor rights, working conditions between working stability. Study found that the employees of service-related work at home has low degree of job stability , instability of wage income, high-risk occupational hazards, heavy allocation of home supervisors for social administrative work. Such as poor working conditions of instability and no respect from case family, work-related home care personnel will leave as long as there is an appropriate opportunity then resulting in a low degree of job stability. The study recommends that the Government follows: First, the establishment of home care service, reasonable salary and labor support; Second, to improve relevance between occupational licenses and salary; Third, adjust the requirements and pre-vocational training for the internal promotion of senior home supervisor becoming home care attendant; Fourth, long-term care policies should be established friendly working environment-friendly to improve stability of workplace labor.

The importance of supervision and the influence of this relationship on the process of supervision, is often underrated. In order for this process to be implementede success-fully knowledge of the different functions including the administrative- educational- and supportive functions is of the utmost importance. It is also becoming increasingly impor-tant that note should be taken of the impact that cultural differences has on supervisor-relationships, the supervisional process and the effectivity of rendering of service as so-cial service organisations increasingly consists of diverse staff members rendering service to a diverse clientelle. This descriptive study has as goal to describe the impact of cultural differences on the practice focussing on the function of supervision and the establishment of diverse organisations and problems arising in this connection. Carefull attention will be paid as to how respondents experience cultural differences in the working environment, their problems and their opinions of how to solve these problems effectively. Conclusions and recomendations were made, which focussed on problems arising as result of cultural differences. The compilation of tentative guidelines which could be usefull in establishing supervision services with greater cultural sensitivity were given.
Social Work
M.Diac (Maatskaplike Werk-Rigting)