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Equity and Effectiveness in Advanced Mathematics Education: A Literature Review of AP Calculus, Cambridge AICE, and IB curricula
No full textThis literature review investigates equity and effectiveness of three globally recognized advanced high school mathematics programs: AP Calculus, Cambridge International Advanced International Certification of Education (AICE) Advanced Level (A-Level) Mathematics, and International Baccalaureate (IB) Mathematics High Level. Access to advanced mathematics is unequally distributed, impacting underprivileged students (Bressoud, 2021). This review examines curriculum content, teaching methods, and assessment strategies in alignment with college admissions, depth of conceptual understanding, inclusion of diverse approaches, and assessment accessibility. Findings will contribute to informed curriculum choices for students and inform equitable practices for educators
An exploration of compassion fatigue in organization development practitioners
No full textCompassion fatigue is well-documented in helping professions but remains underexplored in the field of organization development (OD). This qualitative study examines the contributing factors, manifestations, and mitigation strategies of compassion fatigue among OD practitioners. Findings from interviews with experienced practitioners reveal that leadership dysfunction, large-scale change, role-based emotional labor, and personal vulnerability contribute to fatigue. Manifestations span emotional, cognitive, physical, and relational domains, sometimes spilling into practitioners’ personal lives and diminishing professional effectiveness. Common coping strategies include physical regulation, boundary-setting, peer support, and reframing — similar to those in other helping fields, yet uniquely adapted in the absence of formal support structures. This study extends the literature by identifying OD professionals as a previously overlooked population at risk for compassion fatigue and offering insight into their distinct challenges. Implications for practice and future research include the need for more systemic support, training, and normalization of emotional processing within the OD profession
The impact of decision-making autonomy, sense of shared identity, and communications strategy on resource retention post-merger and acquisition
No full textThis thesis investigates the impact of decision-making autonomy, a sense of shared identity, and communication strategy on resource retention following mergers and acquisitions. Grounded in organizational development literature, the study examines employee experiences during post-integration periods. Using a qualitative methodology, ten semi-structured interviews were conducted with employees who remained with their organizations for at least twelve months following a merger or acquisition. The research utilizes thematic analysis to explore how autonomy constraints, leadership engagement, transparent communication, and cultural alignment influence retention decisions. The participant sample spans diverse industries such as software, healthcare, financial services, and others, with roles ranging from individual contributors to senior leaders. Results identify seven thematic clusters including autonomy-related issues, communication challenges, identity misalignment, and feedback limitations. Findings suggest that autonomy in decision-making, clarity in communication, and fostering a shared organizational identity positively impact employee retention. Implications for future research and practice are discussed
Remove the invisibility cloak - let\u27s get women promoted!
No full textThis two-study research project uses a mixed-methods exploratory sequential research design to investigate the career journey of women in Corporate America and assess how they navigate the tensions that may impede Career Growth. Study 1 employs qualitative interviews to gather insights from 20 diverse women at varying managerial levels. Thematic analysis reveals five primary Pathways to Career Growth—Foundational Development, Social Augmentation, Adaptive Knowledge Expansion, Forward Focus, and Visibility—each associated with specific strategies that women employ to navigate tensions related to Cultural, Organizational, and Domestic spheres. Study 2 builds upon these findings and utilizes quantitative cross-sectional survey data from 385 corporate professionals to empirically test how these Pathways, Tensions, and corresponding Strategies interact to predict Career Growth. The findings reveal several strategic behaviors such as Personal Branding, Political Skill Development, and Self-Reflection that can mitigate the negative impact of Career Adversity on Career Growth. Career Adversity, while often a barrier, can become a catalyst for growth when met with intentional strategies. Together these two studies suggest that women who engage in targeted developmental efforts do more than simply withstand hardship—they transform it into opportunity, demonstrating patterns of post-traumatic growth and antifragility. Rather than being diminished by systemic challenges, these women emerge stronger, more capable, and better positioned for leadership, offering a powerful reframing of Career Adversity as a potential driver of Career Growth. Overall, the findings offer a novel, multi-dimensional framework for understanding and facilitating Career Growth for women, providing actionable insights for individuals and organizations
Achieving vibrant a cappella worship: a descriptive study of key takeaways of worship leaders graduating from the worship leader institute
No full textWorship Leader Institute (WLI) is a week-long intensive training program for a cappella worship leaders in Churches of Christ, emphasizing holistic worship leading and planning. The purpose of this qualitative descriptive study was to explore the concepts, practices, and relationships WLI graduates found most valuable and effective for enhancing vitality of a cappella worship at their churches. Theoretical frameworks were experiential learning theory and communities of practice. The four primary research questions were (a) What concepts learned during WLI did recent graduates describe as most valuable and why? (b) Which practices from the WLI have been implemented by recent graduates, and how do they describe their reasons for implementing these practices? (c) How do recent graduates describe their initial and ongoing participation in the WLI community of practice, and what benefits are derived from the relationships? and (d) How do graduates describe changes in the vitality of a cappella worship at their churches since attending WLI?
Interviews of ten graduates of the program revealed five key themes: (a) participants developed a strong sense of intentionality in crafting worship services, (b) the program helped form ministerial identity in participants, (c) cultural context poses unique challenges and shapes participants’ ability to implement certain practices, (d) although participation in the community of practice was a positive experience, participation declines over time, and (e) the importance of creating an atmosphere of excitement/exuberance/vibrancy in worship through outward expression of joy and enthusiasm. The study concludes with three main findings: (a) WLI participants desire to preserve and to revitalize the Church of Christ tradition of a cappella worship, (b) intentionality and exuberance are the two most important keys to achieving vibrant a cappella worship, and (c) WLI shapes participants into holistic worship leaders who pastorally consider congregational needs.
Future research should explore the following: Pedagogical practices and techniques employed at WLI and how they shape participants, worship-planning tactics for somber occasions, and the professional development needs of female worship leaders. Recommendations for WLI include adapting the program concepts to various cultural contexts, broadening opportunities for graduates’ ongoing community participation, and furthering development of participants’ ministerial identity
Best practices for addressing invisible labor among Black faculty at predominately white institutions
Full text linkThe focus of this research was on challenges impacting Black professors obtaining tenure, with the goal of establishing best practices aimed at preventing and addressing these challenges. The approach was conducting an assessment of race-related obstacles Black professors encountered at predominately White postsecondary colleges and universities. A review of the existing literature found that invisible labor, also known as cultural taxation, has long existed in the academy and has been documented in several studies. Cultural taxation is a term coined early in the 1990s to describe labor that is expected to be performed by someone because of their racial identity, usually without formal recognition or compensation (Padilla, 1994). While the existence of this labor has been well documented, an examination of the literature revealed that very little has been written about potential strategies or policies for addressing and preventing this labor on an institutional level.
Through moderately structured interviews of Black American tenured and tenure track professors at various types of PWIs, data was gathered, organized, and analyzed. Themes which emerged out of the data are connected to challenges faced in attaining tenure, strategies currently employed to address or avoid invisible labor, measuring success, and perhaps most importantly- recommendations for addressing and preventing cultural taxation
\u27No girl-on girl crime\u27: a qualitative interview study of how older women in the police force experience competition, social support, and discrimination
Full text linkLaw enforcement remains a male-dominated field in which women continually have to prove they belong. As women achieve recognition and move into high-ranking roles in law enforcement, they encounter unique forms of discrimination and social support opportunities that are shaped by their years of experience. To better understand the unique lived experiences of aging women in the context of the police force, this thesis conducted qualitative interviews with women in their fifties who have achieved success as police officers. Semi-structured interviews with six aging adult women within law enforcement were conducted. The interviews included questions related to the evolution of their professional identities, their everyday experiences of discrimination, and the sources of social support they use to navigate their career trajectories. The results of this study are presented as five qualitative themes that explore how high-ranking women police officers in law enforcement find confidence in their evolved professional identities, find and build social support, use their emotional intelligence and leadership skills, and adapt to and resist traditional gender roles while maintaining a work-life balance
Corruption\u27s Challenge to Arbitral Legitimacy
Full text linkThe widespread growth of corruption in international business transactions has created a crisis of legitimacy for international arbitration. Because international contracts regularly provide for resolution of disputes by arbitration, the deep-rooted presence of fraud, bribery, money laundering and other illicit activity raises challenges to arbitrators about their proper role in resolving disputes tainted by corruption. In cases of corruption, parties may refrain from presenting facts and evidence that reveal their deceptive practices. Arbitrators need to be more interventionist in these kinds of cases than they have been in traditional arbitration practice. Following the Introduction in Part I, Part II of this Article provides a background on corruption in international arbitration cases. Part III focuses on a flawed arbitration where a court overturned an $11 billion award against Nigeria, finding the traditional arbitration process seriously out of step with the need for arbitration to serve as a bulwark against corruption. The Court found instead that “the arbitration was a shell that got nowhere near the truth.” Arbitrators have sometimes hesitated to intervene beyond issues put to them by the parties for fear of exceeding their mandate or of appearing to lack impartiality. But there is an enormous need for them to confront corruption head on. Part IV deals with practical steps that international arbitrators can and should take to ensure arbitral legitimacy in resolving disputes infected by corruption. Arbitrators should not be reluctant to raise issues sua sponte, and seek additional documents and facts when parties are not forthcoming. If counsel for one side responds incompetently, arbitrators need to actively pursue more information that may bring forward the underlying facts. They should not impose a high standard of proof because this could create an unreasonable burden given that the parties involved in corruption cases will most likely attempt to conceal pertinent information. Moreover, red flags and circumstantial evidence should be seriously pursued and may in certain circumstances establish sufficient proof of corruption. Finally, arbitrators should work toward determining how to find more flexible, nuanced ways to balance the consequences of a finding of corruption when both parties played a knowing role in that corruption. Part V concludes by summarizing ways in which arbitrators can help maintain arbitral legitimacy in cases tainted by corruption
Navigating leadership as a Black woman in the United States space industry: an exploration
Full text linkThis phenomenological study explored the ontological perspectives and leadership experiences of Black women in the U.S. space industry, employing an intersectionality conceptual framework. The research aimed to understand how Black women navigated their paths to leadership at the intersection of gender and race within Predominantly White Institutions (PWIs) in the U.S. Space Industry (USSI).
Following a pilot phase to refine the research approach, eight one-hour, one-on-one interviews were conducted with Black women leaders from seven major USSI organizations in Southern California (LibGuides, n.d.). The study probed participants\u27 leadership approaches, educational backgrounds, access to opportunities, and professional development experiences.
Emotional Intelligence (EI), as defined by Goleman (1998), emerged as the primary device used to navigate leadership while confronting various racialized and gendered biases. Six major themes were identified through narrative data analysis: Resilience and advocacy for diversity Navigating gender and racial dynamics Strategic career advancement Empowerment through self-development Leveraging personal attributes for leadership Adopting a multifaceted approach to leadership
These themes resonated with Goleman\u27s EI theory, as reflected in these leaders\u27 adaptive strategies when confronted with dual standards, limited opportunities, and implicit biases. The participants\u27 authenticity, resilience, and determination enhanced their leadership success and introduced valuable perspectives that fostered organizational innovation and inclusivity.
The study uncovered opportunities for organizational growth and innovation derived by harnessing the contributive qualities of Black women leaders. Organizations that created supportive environments that recognized these leaders\u27 capabilities benefited from enhanced diversity advocacy, skillful management of complex dynamics, and strategic advancements. Organizations that leveraged the leadership capacity demonstrated by the study participants drove improved organizational performance and cultivated more inclusive workplace cultures.
This research underscored the synergy of organizational support and Black women\u27s leadership prowess for creating a powerful catalyst for positive change and sustainable success in the U.S. space industry
The assessment of implicit bias among police personnel: a systematic review
Full text linkDue to the essential and powerful role police officers play within the communities they serve, systematic racism in law enforcement has become a key topic of public discourse, including increased demand for evidence-based changes in police selection. This includes recommendations or requirements to assess implicit bias in police candidates (e.g., California Assembly Bill 846). Implicit bias refers to the spontaneous/automatic associations or evaluations made of members of a particular group (Kim & Roberson, 2021). The California Commission on Peace Officer Standards and Training’s (POST’s) Bias Assessment Framework provides recommendations to police psychologists on the assessment of implicit bias, but curiously does not include implicit bias assessment measures. Several such measures exist (e.g., Implicit Association Test, Affect Misattribution Procedure, Implicit Relational Assessment Procedure); however, concerns regarding the construct validity and other psychometric properties of these measures have been raised. The aim of this systematic review was to identify, evaluate and synthesize contemporary research findings on the assessment of implicit biases to determine what measures are currently available, their psychometric properties, and appropriateness for police populations. This review highlights the critical disparity between acceptable psychometric properties used in research versus hiring settings and the limited generalizability of existing measures to police personnel. Policy implications, practice and future research directions are discussed