01 Jan 1995
TL;DR: In this paper, the authors investigated possible links between the factors of higher education and merit-based promotion and found that student officers placed a higher value on education for basic police work and managerial ranks.
Abstract: Before 1988 police in this State were promoted solely on seniority. No university ..::curses for officers existed locally and education played little part in promotion. Promotion is now on the basis of merit and Edith Cowan University conducts courses in Police and Justice Studies. This study investigates possible links between the factors of higher education and merit based promotion. Predictions of student officers' of the benefits of higher education, organisational commitment and various aspecta of non-promotion were exa:a1.ined by use of a questionnaire. The results showed that student officers placed a higher value on education for basic police work and managerial ranks. They 3lso considered that they should receive preference for promC'tion over officers without degrees. There was no differences in current levels of organisational commitment but student officers appeared more likely to experience greater reductions in work effort and desire to remain with the Force if not promoted. They were also found to place greater value on positions using their qualifications as compensation for lack of promotion. Problems and suggested solutions arising from these findings are discussed. . ;Jnf.J11A,~ jqqS Signature ... ... Date ................. !.~ . .':":-.:::-:(. ............. ; ...... .
01 Jul 1973
Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)
TL;DR: In this article, the authors propose to start early in making arrangements and to rely on the accuracy of a clock in any building visited, for it can let you down badly, and they also suggest that planning to deal with them which are the product of much cogitation are much more likely to be effective than those made hurriedly.
Abstract: is: never rely on the accuracy of a clock in any building visited, for it can let you down badly. One other piece of advice is tendered, namely, to start early in making arrangements. True, by doing so one is apt to keep putting off dealing with some matters because there is so very much time available, so that the title \"Operation Procrastination\" becomes merited. On the other hand, an adequate margin of time allows for delays, some unavoidable and some culpable, by others. Moreover, time for reflection enables all foreseeable implications and contingencies to become apparent, and plans to deal with them which are the product of much cogitation are much more likely to be effective than those made hurriedly. And now that the many appreciatory letters to the police have been suitably acknowledged and passed to those who earned them, and the letters of thanks have been despatched to the various persons who helped the police, all that remains is to consign the substantial file that has accumulated to the archives. I wonder who, in perhaps another dozen years or so, will be getting it out to see what sort of a mess those fellows made of things in 1954?