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EARLY INTERVENTION SYSTEMS: AN EVALUATIVE REVIEW OF THEIR HISTORY AND USE
Title
EARLY INTERVENTION SYSTEMS: AN EVALUATIVE REVIEW OF THEIR HISTORY AND USE.
Creator
Ceriale, Matthew A., Paoline, Eugene, University of Central Florida
Abstract / Description
It is the intention of this thesis to effectively describe what is known about EI systems to date. Many sources of information are used, beginning with peer reviewed journals such as Justice Quarterly, Police Quarterly, Policing: An International Journal of Police Strategies & Management, Police and Society and The American Journal of Criminal Justice. Also reports from criminal justice research affiliates will be used like the National Institute of Justice and the National Criminal Justice...
Show moreIt is the intention of this thesis to effectively describe what is known about EI systems to date. Many sources of information are used, beginning with peer reviewed journals such as Justice Quarterly, Police Quarterly, Policing: An International Journal of Police Strategies & Management, Police and Society and The American Journal of Criminal Justice. Also reports from criminal justice research affiliates will be used like the National Institute of Justice and the National Criminal Justice Reference Service. This thesis will work towards creating a comprehensive outline of the history of EI and future possibilities. With the aid of extant research, inquiries into the effectiveness of various EI systems, their shortcomings, or even best practices will be addressed. The aim is to review the existing discussion essentially paving the way for future researchers to conduct primary research studies on EI effectiveness. By accumulating, and subsequently compiling available research, the hope is to identify key arguments and perspectives on these systems and their implementation.
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Date Issued
2016
Identifier
CFH2000032, ucf:45605
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFH2000032
DETERMINANTS OF INTERPERSONAL TRUST, ORGANIZATIONAL COMMITMENT FOR PERFORMANCE WITHIN KYRGYZ NATIONAL POLICE
Title
DETERMINANTS OF INTERPERSONAL TRUST, ORGANIZATIONAL COMMITMENT FOR PERFORMANCE WITHIN KYRGYZ NATIONAL POLICE.
Creator
Bakiev, Erlan, Kapucu, Naim, University of Central Florida
Abstract / Description
Improving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan...
Show moreImproving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan Kyrgyz National Police (KNP) officers are demoralized by the actions of both previous and current governments which bear corruption, bribery and clan type of ruling. These facts led to untrustworthy environments and relationships among officers with concentration of power on the top. In order to provide trusted environments and trust among officers, there is need for more linear type of management, especially in terms of supervisor-subordinate relationships. There is urgent need for reforms at KNP which would focus more on governance and collaborative management style administration. Organizational social capital and organizational citizenship behavior develop strong foundation for trusted relationships and committed actions in communities and organizations. These two concepts were examined in public organization setting in this study. Organizational social capital is a source for trust building process where participative decision-making, feedback on performance, empowerment and interpersonal trust among employees are important elements of this phenomenon. On the other hand, organizational citizenship behavior is a source for entrepreneurship and organizational commitment. iv The measurement models of four dimensions of organizational social capital (participation, feedback on performance, empowerment and interpersonal trust) and organizational citizenship behavior represented by organizational commitment were examined in this study. The influence of organizational social capital and organizational citizenship behavior on perceived organizational performance of KNP is observed by utilizing structural equation modeling (SEM) technique. Moreover, all possible correlations among all dimensions of organizational social capital with each other and with organizational commitment were tested. This study utilizes the data accomplished in 7 regions of Kyrgyzstan and a capital of Bishkek. The total number of respondents participated in the survey were 267 KNP officers from different KNP departments. This study tested eleven hypotheses where nine of them were statically supported. The results of this study indicate that the dimensions of organizational social capital (participation, feedback and empowerment) have statistically significant relationships with perceived organizational performance through mediating variable of interpersonal trust. However, the relationship of participation and feedback with perceived organizational performance through mediating variable of organizational commitment was insignificant. On the other hand, results indicated positive correlations among the three dimensions organizational social capital with high factor loadings. Overall, the results suggest that organizational social capital with its dimensions is the main source of trust-building process which enormously influences perceived organizational performance. Moreover, by practicing empowerment it is possible to increase number of committed officers which is also an important factor in improving organizational performance.
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Date Issued
2011
Identifier
CFE0003951, ucf:48696
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003951