title: Special educational needs: a contextualised perspective

authors: Lupton, Ruth

subjects: special educational needs (SEN)

abstract: The paper examines variations in the extent of special education needs (SEN) in different socio-economic contexts, drawing on data from 46 English primary schools. It examines the implications of variations in SEN for individual pupils and for school organisation and processes. It reviews funding allocations for SEN and what they mean for the provision of support in different settings.

text: Special educational needs: a contextualised perspective The paper examines variations in the extent of special education needs (SEN) in different socio-economic contexts, drawing on data from 46 English primary schools. It examines the implications of variations in SEN for individual pupils and for school organisation and processes. It reviews funding allocations for SEN and what they mean for the provision of support in different settings.

year: 2010

title: Perceived organizational support, organizational cynicism and employee well-being

authors: Peplinski, Marin Sara

subjects: Perceived Organizational Support

abstract: The present study examined how an employee’s perception of their employing organization can impact his or her thoughts, feelings and behaviors. This study examined cognitive, affective and behavioral organizational cynicism in relation to perceived organizational support. Psychological strain, self-reported physical health and turnover intentions were investigated in relation to reduced POS and increased organizational cynicism. 
An online questionnaire measuring perceived organizational support (POS), organizational cynicism, psychological strain, turnover intentions and self-reported physical health was administered to full-time American employees, who were not self-employed, via links posted to social media websites and also circulated through a manufacturing company’s human resources headquarters. Two groups of participants responded, yielding a total sample of 161 participants. Group 1 consisted of participants from all industry types recruited using social media. Group 2 consisted of employees from the human resources headquarters of the manufacturing company. Groups differed significantly on almost all variables. This difference was controlled for in all analyses. Correlations and multiple regression analyses were used to test the hypotheses. All of the hypothesized correlational relationships were supported. Results of this study supported the notion that the multi-dimensional attitude of organizational cynicism is strongly and inversely related to POS. Contrary to predictions, affective and cognitive organizational cynicism did not mediate the majority of the hypothesized relationships between variables. This may have been due to the multicollinearity of the predictor variables. Significant mediation analyses results included: full mediation between POS and social dysfunction by cognitive organizational cynicism; partial mediation between anxiety/depression and self-reported physical health by affective organizational cynicism; and, the partial mediation of affective organizational cynicism between POS and turnover intentions. 
Future research may benefit from measuring the variables at different points in time in order to investigate causality between variables and also to avoid any statistical confounds such as multicollinearity. The identification of the high correlations between variables may encourage employers to actively attempt to address levels of POS within their organization thus resulting in benefits for employees.

text: Perceived organizational support, organizational cynicism and employee well-being The present study examined how an employee’s perception of their employing organization can impact his or her thoughts, feelings and behaviors. This study examined cognitive, affective and behavioral organizational cynicism in relation to perceived organizational support. Psychological strain, self-reported physical health and turnover intentions were investigated in relation to reduced POS and increased organizational cynicism. 
An online questionnaire measuring perceived organizational support (POS), organizational cynicism, psychological strain, turnover intentions and self-reported physical health was administered to full-time American employees, who were not self-employed, via links posted to social media websites and also circulated through a manufacturing company’s human resources headquarters. Two groups of participants responded, yielding a total sample of 161 participants. Group 1 consisted of participants from all industry types recruited using social media. Group 2 consisted of employees from the human resources headquarters of the manufacturing company. Groups differed significantly on almost all variables. This difference was controlled for in all analyses. Correlations and multiple regression analyses were used to test the hypotheses. All of the hypothesized correlational relationships were supported. Results of this study supported the notion that the multi-dimensional attitude of organizational cynicism is strongly and inversely related to POS. Contrary to predictions, affective and cognitive organizational cynicism did not mediate the majority of the hypothesized relationships between variables. This may have been due to the multicollinearity of the predictor variables. Significant mediation analyses results included: full mediation between POS and social dysfunction by cognitive organizational cynicism; partial mediation between anxiety/depression and self-reported physical health by affective organizational cynicism; and, the partial mediation of affective organizational cynicism between POS and turnover intentions. 
Future research may benefit from measuring the variables at different points in time in order to investigate causality between variables and also to avoid any statistical confounds such as multicollinearity. The identification of the high correlations between variables may encourage employers to actively attempt to address levels of POS within their organization thus resulting in benefits for employees.

year: 2014

title: An evaluation of Te Rau Puawai workforce 100: Stakeholder perspectives

authors: Nikora, Linda Waimarie

subjects: Maori students

abstract: To evaluate the Te Rau Puawai programme, the Ministry of Health commissioned the
Maori and Psychology Research Unit of the University of Waikato in July 2001. The
overall aim of the evaluation was to provide the Ministry with a clearer understanding
of the programme including: the perceived critical success factors, the barriers if any
regarding Te Rau Puawai, the impact of the programme, the extent to which the
programme may be transferable, gaps in the programme, and suggested
improvements.
There are a number of stakeholders who do not have a direct role in the provision of
Te Rau Puawai. These people are not involved in the day to day running of Te Rau
Puawai (as do, for example, the coordinator, support team or academic mentors),
nevertheless they play an important role, contributing in a variety of ways to the
programme.

text: An evaluation of Te Rau Puawai workforce 100: Stakeholder perspectives To evaluate the Te Rau Puawai programme, the Ministry of Health commissioned the
Maori and Psychology Research Unit of the University of Waikato in July 2001. The
overall aim of the evaluation was to provide the Ministry with a clearer understanding
of the programme including: the perceived critical success factors, the barriers if any
regarding Te Rau Puawai, the impact of the programme, the extent to which the
programme may be transferable, gaps in the programme, and suggested
improvements.
There are a number of stakeholders who do not have a direct role in the provision of
Te Rau Puawai. These people are not involved in the day to day running of Te Rau
Puawai (as do, for example, the coordinator, support team or academic mentors),
nevertheless they play an important role, contributing in a variety of ways to the
programme.

year: 2002-05-01