			Home About us Contact

Final-year Students (final-year + student)

Distribution by Scientific Domains

Psychology	50%
Medical Sciences	50%

Selected Abstracts

Questionnaire study of canine neutering techniques taught in UK veterinary schools and those used in practice

JOURNAL OF SMALL ANIMAL PRACTICE, Issue 9 2005
M. S. Tivers
Objectives: To gather information about the different techniques employed in general practice and to compare this with current undergraduate teaching. This would provide an insight into any areas of discrepancy and influences on technique in practice. Methods: A questionnaire was composed and distributed to 407 practices throughout the UK, using a commercial mailing list. Fifty further questionnaires were distributed by final-year students to their foster practices and five were sent to practices on request. A second questionnaire was composed and sent to the members of staff responsible for teaching surgical neutering techniques at each of the UK veterinary schools. Results: Completed questionnaires were received from 183 respondents. These were compared with seven questionnaires from university teachers. Only areas in which the teachers reached a consensus of opinion were directly compared. Clinical Significance: Several areas of discrepancy between current teaching and techniques in practice were identified. A study of complications compared with technique would provide further information. There is a lack of published material or an evidence base in many aspects of surgical neutering to support one technique over another. [source]

Project placements for undergraduate occupational therapy students: design, implementation and evaluation

OCCUPATIONAL THERAPY INTERNATIONAL, Issue 3 2002
Alison Prigg Lecturer
Abstract This study aimed to document the process undertaken to incorporate project placements as an effective fieldwork option for second- and third-year occupational therapy students, by evaluating the experience of both students and supervisors and identifying areas for improvement. Project placements are full- or part-time placements where a project is completed by a student under the supervision of an occupational therapist. The study is primarily descriptive, and includes a pre-post design using qualitative and quantitative data. The results indicate that the objectives of the study were achieved. Both supervisors and students expressed positive views about the placements. Students also identified changes that could improve the placements. Second- and third-year students gave similar ratings about aspects of the learning experiences during the project placements. The small cohort of third-year students and the low response rate from supervisors limited results. These project placements have shown an applicable model for students in earlier years of the course instead of the usual practice of non-traditional fieldwork being focused on final-year students. The project placements described are presented as one more potential fieldwork model in the range currently offered by curricula worldwide. Future research needs to concentrate on the longitudinal impact of these placements on the developing practice and attitudes of occupational therapy students. Copyright © 2002 Whurr Publishers Ltd. [source]

THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER

PERSONNEL PSYCHOLOGY, Issue 1 2003
FILIP LIEVENS
This study adds a new marketing-based angle to the study of the attractiveness of organizations in the early stages of the recruitment process. Drawing on the instrumental-symbolic framework from the marketing literature, we expected that the meanings (in terms of inferred traits) that prospective applicants associate with employing organizations would play an important role in applicants' attractiveness to these organizations. Two groups of prospective applicants (275 final-year students and 124 bank employees) were drawn from the applicant population targeted by the bank industry. These applicants were asked to rate a randomly assigned bank in terms of job/organizational factors and to ascribe traits to this bank. In both samples, trait inferences about organizations accounted for incremental variance over job and organizational attributes in predicting an organization's perceived attractiveness as an employer. Moreover, it was easier to differentiate among organizations on the basis of trait inferences versus traditional job and organizational attributes. Practical implications for image audit and image management are discussed. [source]

Organizational Attractiveness for Prospective Applicants: A Person,Organisation Fit Perspective

APPLIED PSYCHOLOGY, Issue 1 2001
Filip Lievens
This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective applicants are more attracted to large-sized, medium-sized, decentralised, and multinational organisations. Next, the results indicate that several personality characteristics moderate the effects of organisational characteristics on attractiveness. For instance, the factor conscientiousness moderates the effect of organisational size, with subjects high on conscientiousness being more attracted to large-sized organisations. The factor openness/intellect moderates the effect of internationalisation, with subjects high on openness/intellect being more attracted to multinational organisations. Ca travail s'attache a` de´terminer lesquelles de quatre dimensions organisationnelles objectives sont a` l'origine de l'attirance exerce´e par les organisations sur de futurs candidats. Il cherche aussi a` pre´ciser dans quelle mesure les facteurs de personnalite´ du Big Five interfe`rent avec certaines de ces caracte´ristiques organisationnelles. Pour ce faire, 359 e´tudiants en fin d'e´tudes d'inge´nieur et de management (masculins a` 71 % et d'un âge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient a` quatre dimensions organisationnelles, a` savoir la taille de l'entreprise, le degre´ d'internationalisation, les syste`mes de re´mune´ration et le niveau de centralisation. Les e´tudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-e´valuaient a` travers un inventaire de personnalite´. Les re´sultats montrent que les futurs candidats sont plus attire´s par les organisations multinationales, de´centralise´es, de taille moyenne ou grande. Il est e´galement apparu que certaines caracte´ristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur "sens des responsabilite´s" ("conscientiousness") agit sur l'impact de la taille de l'organisation, les sujets pre´sentant un sens des responsabilite´s e´leve´ se montrant plus attire´s par les grandes organisations. Le facteur "ouverture d'esprit" modifie les effets de l'internationalisation, les individus haut situe´s sur l'ouverture d'esprit e´tant davantage se´duits par les multinationales. [source]