Education Commons^™

Retaining Employees In Public Sector Organizations, Marlon Javier Rivera

Theses and Dissertations

This research study focused on the attrition rate among employees at a large public sector organization within a large state in the southeastern United States. The study identified factors contributing to the problem and identify possible solutions to minimize or alleviate the problem. The literature identified motivation as one of the factors largely contributing to increasing attrition rates.

Motivation has become a rather slow-paced factor in this large public sector organization and was reflected in work performance and productivity (Director, 2019). Cooperation between departments and individuals of higher positions tended to be deficient and communication was minimal (Director, personal communication, …

Post-Secondary Employment And Education Outcomes Of Young Adults Reporting Both Vision And Hearing Impairments In The High School Longitudinal Study Of 2009, Emily M. Lund

JADARA

This article reports the post-secondary education and work activities of 43 young adults who reported a history of both hearing and vision disabilities (i.e., deafblindness [DB] in Wave 4 of the High School Longitudinal Study of 2009. Most of the sample reported having worked, attended post-secondary education, or both since completing secondary education. Approximately half of the sample still lived with their parents, and most reported receiving financial support from their parents. Thus, although engagement in work and education was relatively high, most participants had not achieved financial independence.

Work-Related Resilience: Deaf Professionals’ Perspectives, Kim B. Kurz, Peter C. Hauser, Jason D. Listman

JADARA

Ten Deaf professionals were interviewed about their perspectives on resilience risk and protective factors that affect career success. Thematic analysis revealed four main risk factors, all related to inequalities: (a) audism and linguistism; (b) networking challenges; (c) working harder than hearing peers; and, (d) promotion limitations. The Deaf community was described as a resilience protective factor that counters the work-related risk factors because it provides: (a) social support; (b) role models; and, (c) “Deaf can” optimism. The results have important implications for vocational rehabilitation, education and counseling programs as they highlight the protective factors Deaf employees need for work-related resilience.

Distributive Justice Research Paper And Critical Analysis Of The Disenfranchisement Of Ex-Offenders And Their Employment Opportunities, Richard Louis

Student Articles

On most job applications, there are any one or more questions that could trigger further inquiry into an applicant’s background “Have you ever been convicted of a felony?”; “Have you ever been arrested?”; “Have you ever pled no contest to any criminal or civil offense?”. A great majority of U.S. citizens are profoundly affected by these questions as one in four U.S. citizens currently have a criminal record (D'Alessio, Flexon, & Stolzenberg, 2014). D’Alessio, Flexon, and Stolzenberg (2014) indicated in their research that 92% of employers conduct background checks on prospective employees which based on the amount of U.S. citizens …

The Art Of Managing Expectations: Vocational Rehabilitation Counselors As Mediators Of Expectations Between Clients Who Are Deaf And Potential Employers, Stephanie W. Cawthon, Rachel Leppo, Duncan Dickson, Sarah Schoffstall, Erica Wendel

JADARA

Services for individuals who are deaf or hard of hearing (DHH) often include tailored strategies for successful employment placement. Using Oliver’s (1980) Expectation Confirmation Theory, this study utilized exploratory and confirmatory analyses of semi-structured interviews of 10 VR professionals to examine their view of the role expectations play in their assessment of important factors that lead to successful outcomes for DHH clients. Analysis revealed a complex, multilevel system in which VRCs operate as active mediators of the expectations of both clients who are DHH and their potential employers.