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The Lived Experiences a Selected Group of Female El Salvadoran Child Language Brokers Students in Prince George's County Public Schools
No full textChild language brokering is a phenomenon that occurs frequently among children who speak English and their non-English speaking parents and friends. When children interpret for their family members and friends, it is unnoticed by many organizations such as schools, healthcare organizations and businesses. Therefore, child language brokers have missed the opportunity to be recognized for the unusual work that they perform almost daily. Prior research on this topic has primarily focused on Spanish-speaking children from areas such as Mexico and China. This study sought to share the lived experiences of female students from the country of El Salvador. The following research question guided this study: What are the lived experiences of a select group of female El Salvadoran child language brokers in a large urban school district? This question was explored through a survey and in-depth, semi-structured interviews where participants were able to share their experiences when language brokering. Twenty participants participated in the survey and seventeen completed the instrument. Of those individuals, five female students from El Salvador were selected to participate in a semi-structured interview. The survey results were analyzed using descriptive statistics and the interviews were analyzed to gain a thick, rich, description of the participants lived experiences as child language brokers. Four thematic findings emerged from NVivo coding: (a) trust, (b) happiness, (c) helping, and (d) learning. Given the findings of this study, the following three recommendations are offered to child language broker researchers as they seek to understand children who engage in this work: (a) explore why children broker for their friends and how this may impact that relationship. (b) reduce bias in the research by selecting an outside, non-interpreting researcher to collect both the qualitative and quantitative data, and (c) conduct research that answers the following 1) How do children perceive their abilities when language brokering? 2) Do participants think that their interpretation skills are important and valuable? and 3) How do participants perceive their language brokering skills within their school, school district and society?Ed.D., Education -- Drexel University, 201
Diversity, Equity, and Inclusion: Impacting Leadership Roles in Art Museums
No full textDiversity, Equity, and Inclusion (DEI) are broad topics in the cultural and creative community at present. Many organizations and cultural institutions have taken great interest in diversity, equity and inclusion in recent years and have made efforts to create a more inclusive and diverse environment for the communities surrounding them. I believe that the interest and concern around the lack of representation in the field is vital because it allows organizations to re-think with whom they are trying to engage and why.
In this paper, I address the problems that are impacting DEI by asking how the creative sector, specifically art museums, are developing a diverse workforce. How can the creative sector create a pipeline to help build and diversify leadership roles? How can museums and cultural organizations retain diverse staff and maintain an inclusive environment, and how can they create an authentic experience to promote professional development for emerging leaders of color, that allows them to feel valued and included in leadership roles in the creative sector? I discuss the literary resources that explore the historical disparity within the cultural sector, past efforts to make an impact in DEI, and the most recent project called the Diversifying Art Museum Leadership Initiative (DAMLI). In conclusion, I discuss the need to invest time in implementing professional development and mentorship into their internship programs, and creative ways that organizations can accomplish these tasks. -- La diversidad, la equidad y la inclusión (DEI) son temas amplios en la comunidad cultural y creativa en la actualidad. Muchas organizaciones e instituciones culturales se han interesado mucho por la diversidad, la equidad y la inclusión en los últimos años y se han esforzado por crear un entorno más inclusivo y diverso para las comunidades que los rodean. Creo que el interés y la preocupación en torno a la falta de representación en el campo es vital porque permite a las organizaciones volver a pensar con quién están tratando de involucrarse y por qué. En este documento, abordo los problemas que están afectando a DEI al preguntar cómo el sector creativo, específicamente los museos de arte, están desarrollando una fuerza laboral diversa. ¿Cómo puede el sector creativo crear una tubería para ayudar a construir y diversificar los roles de liderazgo? ¿Cómo pueden los museos y las organizaciones culturales retener al personal diverso y mantener un entorno inclusivo, y cómo pueden crear una experiencia auténtica para promover el desarrollo profesional para los líderes emergentes del color, que les permita sentirse valorados e incluidos en los roles de liderazgo en el sector creativo? Analizo los recursos literarios que exploran la disparidad histórica dentro del sector cultural, los esfuerzos anteriores para lograr un impacto en la DEI y el proyecto más reciente llamado la Diversifying Art Museum Leadership Initiative (DAMLI, por sus siglas en inglés). En conclusión, discuto la necesidad de invertir tiempo en implementar el desarrollo profesional y la tutoría en sus programas de pasantías, y las formas creativas en que las organizaciones pueden realizar estas tareas.M.S., Arts Administration -- Drexel University, 201
The Movement Exchange: A Structured Group Exploration of Dance/Movement Therapy, Storytelling, and Sensory Stimulation with Cognitively Impaired Older Adults
No full textIn the United States, older adult care is becoming increasingly important as the Baby Boomer generation grows older. By 2050, it is estimated that 20.9 percent of the population will be over the age of 65 and affected by many illnesses including cognitive impairments and dementia (Barnett & Quenzel, 2017). Symptoms of cognitive impairments and dementia can be alarming to patients and family members as these diagnoses can include life-changing symptoms such as limited ability to communicate and be socially involved, negative behaviors (i.e. wandering, aggression, disinhibition, etc.), mood swings and personality changes, and emotional difficulties due to comorbid diagnoses of depression and anxiety (Karkou & Meekums, 2017). Dementia affects over 70 percent of residents in long-term care facilities and the use of non-pharmacologic and therapeutic interventions is becoming more widely accepted as a way to improve the biopsychosocial needs and quality of life for these older adults (Phillips, Reid-Arndt, & Pak, 2010). This capstone project presents a structured method intervention utilizing dance/movement therapy (DMT), storytelling techniques, and sensory stimulation, and is implemented on the memory care floor of a continuing care retirement community. Goals of this method include increasing social interaction, providing active movement opportunities, exercising cognitive functioning, bringing awareness to the self and to others, and encouraging opportunities to express creativity.M.A., Dance/Movement Therapy and Counseling -- Drexel University, 201
Secure Signal Processing and Secure Machine Learning using Fully Homomorphic Encryption
No full textThis dissertation focuses on the new techniques for secure and private computation for signal processing and machine learning. Specifically, the thesis will focuses on extending Fully Homomorphic Encryption (FHE) technique in a cloud computing set up by running the algorithms while the data is encrypted. The (FHE) comes at a cost of integer space and not the real space needed by signal processing and machine learning algorithms. Solving this problem requires using numerical models that represent real numbers in an integers space including a rational number format and a fixed point binary format. These models allow the computation of signal processing and machine learning algorithms while the data is encrypted. This dissertation includes analysis and implementation of a natural logarithm, Brightness-Contrast filter, Fast Fourier Transform, Speeded Up Robust Features, Histogram of Oriented Gradients, and Convolutional Neural Networks. Analyzing these algorithms with the numerical models provide tight upper-bounds on numerical error introduced from their use. Each of the implementations provide unique understanding of error propagation in the encrypted domain. Experimental results of each implementation were aligned with the expected error based on the theorems. Despite their algorithmic constructions, each implementation is a step towards more advanced computations for privacy and security in the cloud.Ph.D., Computer Science -- Drexel University, 201
Exploring Satisfaction of Second-Year Students with Academic Advising Experiences to Determine Factors that Contribute to Retention at a Private Research University: A Mixed Methods Study
No full textThis explanatory sequential mixed methods study sought to identify and explore factors contributing to understanding about the relationship between second-year students' demographics and satisfaction with academic advising and retention at a private research university in Pennsylvania. The research problem was that second-year students at the study site did not receive the same level of academic advising as provided in the first-year and little is known about the differences in student satisfaction with advising in various colleges within the institution. In this study, 88 of 1,184 second-year students at the institution were invited to participate in a survey, yielding a participation rate of 7.4%. Then, eight survey respondents participated in focus groups to help the researcher explore the findings and results in more depth to expand understanding of this relationship. The study was designed to address one central question: What is the relationship between academic advising experiences and student satisfaction and retention for second-year students at a private research university in Pennsylvania? There were three sub-questions. (a) What is the relationship between second-year students' demographics and the level of satisfaction with academic advising at a private research university in Pennsylvania? (b) How do second-year students describe academic advising experiences at a private research university in Pennsylvania? (c) How do second-year students describe how their academic advising experiences in year one differ from their academic advising experiences in year two at a private research university in Pennsylvania? The quantitative and qualitative data were analyzed to find common themes and sub-themes. The findings revealed that second-year students at this institution were satisfied with academic advising to the extent that they would get their questions answered and were able to receive the information necessary to register for classes. However, most participants were not satisfied with the interactions with their advisors, or the limited topics that were discussed during the advising sessions that took place during their second-year. Second-year participants were seeking more than just academic advising when meeting with their advisors, and the advisors were either unable or unwilling to provide what they sought, and this disconnect contributed to their lower levels of satisfaction.Ed.D., Educational Leadership and Management -- Drexel University, 201
Leader/Follower Relationship of Academic Administrators at a Southern Comprehensive University Undergoing Consolidation: A Mixed-Methods Investigation
No full textThis explanatory sequential mixed-methods study examines the social unit of the leader/follower relationships of superior and subordinate higher education administrators at a southern comprehensive university undergoing consolidation. Further, the leader/follower social unit is analyzed through the theoretical lenses of leadership styles (Transactional Leadership/Transformational Leadership) defined by Burns (1978) and expounded on by Bass (1985), and employee engagement conceptualized by Kahn (1990) and operationalized by Schaufeli and Bakker (2006). This mixed-methods study utilizes both the quantitative measurements of survey instruments and existing documents, and qualitative measures of formal interviews, informal interviews, existing documents, and observations. The Multifactor Leadership Questionnaire by Bass and Avalio (1990) and the Utrecht Work Engagement Scale created by Schaufeli and Bakker (2006) were chosen as the quantitative survey measurements. Quantitative analysis utilizes both Pearson Product Coefficient and linear regression to investigate relationships between variables and factors. Additionally, T-Tests and ANOVAs were used to measure the survey means between groups. Qualitative analysis utilized the constant comparative method to discover themes within interview data and documents. The quantitative findings provided no significant results when comparing the means of survey results to participant demographic variables (sex, education, and ethnicity). However, the Pearson Product Correlation coefficient produced positive significant correlations between perceived supervisor use of transformational leadership behaviors and self-reported employee engagement during consolidation. A deeper look showed that inspirational motivation, the use of vision and mission language (Bass, 1985), and idealized influence, when leaders use positive energy and walk the talk (Webb, 2009), had a significant relationship to an employee' absorption and dedication to their work during university consolidation. However, neither transformational leadership, nor any of its factors, significantly correlated with vigor, an employees' energy to overcome challenges (Bakker et al., 2011). This was inconsistent with previous research in the field. Further, transactional leadership did not have a significant positive correlation with employee engagement, additionally inconsistent with previous research. Qualitative data during this study described an environment where employee turnover was higher than normal, morale was low, and organizational trust was low. Further, participants provided issues such as low reward, low recognition, and low organizational transparency as being potential causes and concerns for the decline in culture. This research presented statistically significant r values indicating positive significant relationships between perceived transformational leadership tactics and self-reported employee engagement tactics during a university consolidation. This study points to leadership opportunities of employing inspirational motivation and idealized influence tactics to predict higher levels of employee work absorption rates and work dedication levels. Further, opportunities for future research include investigating the relationship between transformational leadership and the engagement factor of vigor during times of organizational change. Ultimately, the study participants at SSU told a story of an organization that needed transformational leaders during change. However, the story describes an atmosphere where leaders did not lead, acknowledge, or reward employees. This mixed methods investigation of higher education mid-level staff member's leader follower experience during university consolidation generated an interesting story. Future leaders undergoing consolidation might want to consider the failures and successes at SSU.Ed.D., Educational Leadership and Management -- Drexel University, 201
The Journey to Leadership: A Phenomenological Study of the Lived Experiences of Six Women in K-12 School Administration
No full textIt is essential for leaders to establish trust in order to cultivate relationships and drive positive change within their organizations. Men and women leaders experience challenges; however, women often face the additional obstacle of bias due to gender role stereotypes in the workplace. This bias can limit opportunities for professional growth. Research suggests that women in supervisory roles are often perceived negatively when their leadership style is not consistent with the expectations of their colleagues and colleagues. Women in male-dominated fields and positions are often vulnerable to a phenomenon referred to as a double bind, or lose-lose situation, when they are harshly criticized for demonstrating traits perceived as overly masculine or feminine. The purpose of this phenomenological study was to describe the influence of gender role stereotypes on attitudes toward, and perceptions of, women in leadership. The study also aimed to explore the internal and environmental factors that influence the development of leader identity and response of women who aspire to become school superintendents. The researcher furthermore, sought to identify strategies that will foster self-confidence and perseverance among women who encounter bias and gender role stereotypes early in their careers, irrespective of their aspirations toward leadership. Literature pertaining to leadership styles, gender role stereotypes, and the ways in which women demonstrate leadership served as the research foundation for this study. A phenomenological approach was employed; data collection involved semi-structured individual interviews and subsequent conversations for the purpose of member checking with six women in school leadership positions. The researcher manually completed transcribing and first and second cycle coding, and used values coding to identify the attitudes and perceptions of the participants. Emerging themes and sub-themes were organized in a graphic representation, or thematic network. The participants described the women and men who provided support, encouragement, and mentoring during their professional journeys. Although the participants used different terms when describing their leadership styles, they shared many common traits and values, including collaborative decision-making and student-centered practices. Each participant either personally encountered or witnessed gender bias in the workplace to some extent, and many examples involved the mistreatment of women by other women. Recommendations for action include the implementation of mentoring programs with affinity groups to provide a network of support for early-career women leaders. Recommendations for further research include exploring the intersectionality of race and gender through the lens of women of color who aspire to school leadership positions.Ed.D., Educational Leadership and Management -- Drexel University, 201
Single Telomere length measurement in a single cell
No full textTelomere is a repeated sequence that cap the end of the chromosomes in order to protect it from damage. In human cells, there are 46 chromosomes with 92 telomeres each of which have a different length. Telomere length contribute to the cell genomic stability, biological function, aging, and diseases such as cancer. Telomere length of individual chromosomes in a single cell is important to study different biological function and understand disease development. The available telomere length measurement methods can only estimate the average telomere length in a cell population. Here we are developing a method to label and measure single telomere length at the single cell level. In addition, to maximize the number of single telomere length measurement in a single cell by performing sequential measurement. The telomeres are fluorescently labeled using telomere sequence specific fluorescence in situ hybridization (FISH) probes or and Cas9-mediated fluorescence in situ hybridization (CASFISH) gRNA probes. Telomere length measurement is estimated based on the fluorescent intensity of the telomere labels, as the longer the telomere, the more probes will tag the telomere. To differentiate the individual chromosomes, we also designed chromosome specific FISH probes or Cas9 gRNA that are very close to the telomere to identify the chromosome specific telomeres by detecting the colocalization of the two-color signals from individual chromosome and telomere. We can potentially estimate multiple chromosome specific telomere lengths with different color chromosome specific probes. To further increase the number of measurable telomeres, we propose to perform sequential tagging of individual chromosomes. Sequential tagging was performed by removing specific chromosome tags, then add more tags for a different chromosome. The above methods were tested on interphase U2OS cells, a cancer cell line that use Alternative Lengthening of Telomeres (ALT) for telomere repair and maintenance.M.S., Biomedical Science -- Drexel University, 201
Hippocampal Neuron Stimulation Promotes Intracellular Tip60 Dynamics with Concomitant Genome Reorganization and Synaptic Gene Activation
No full textCoordinated gene transcription within mammalian nuclei in response to external stimuli is a highly orchestrated process involving the interplay between epigenetics-mediated chromatin remodeling and RNA polymerase-mediated transcription. The emergence of the concept of transcription factories (TFs), characterized as specialized nuclear subcompartments enriched in hyperphosphorylated RNAPII, suggests the potential for an additional mechanism directing coordinated and efficient gene transcription. While these transcriptional ‘hot spots’ have been implicated in the co-regulation of partner genes in other cell types, its presence in hippocampal neurons and its role in activity-dependent transcriptional control within the brain remains relatively unexplored. Furthermore, while previous findings indicate a functional relevance of histone acetylation in activity-dependent gene expression, the full array of histone acetyltransferases (HATs) involved in this process remain to be determined. Our findings reveal altered HAT Tip60 intranuclear dynamics and binding patterns on activity-dependent synaptic plasticity genes following rat hippocampal neuron stimulation. Utilizing immuno-DNA FISH, we show that neuronal stimulation alters the localization of these genes within the nucleus, corresponding to the mobilization of these co-regulated genes to RNAPII-rich TFs. Lastly, we show that Tip60 is found within the same TFs as the co-regulated synaptic plasticity genes following neuronal stimulation. Taken together, these data suggest that specific, directed compartmentalization of target genes, HATs and transcription machinery within hippocampal nuclei occurs following the introduction of external stimuli thereby enabling efficient, coordinated gene transcription. Our findings provide insights into a fundamental physiological gene expression paradigm governing transcriptional activation of co-regulated genes in response to external stimuli in hippocampal neurons.M.S., Neuroscience -- Drexel University, 201
Life as a Southeast Asian American Leader: A Phenomenological Study
No full textThis was a study to investigate the disparity in the number of Asian Americans who ascend the career ladder into positions of leadership. This is a growing concern for Southeast Asian Americans entering the workforce who hope to become leaders in their professions. The purpose of this study was to explore the lived experiences and challenges faced by Southeast Asian Americans as they sought career advancement and attained leadership positions in a professional work environment. To this focus, the research questions explored were as follows. 1. How do Southeast Asian Americans describe the essence of their experiences in attaining positions of leadership? 2. What are the motivational forces of Southeast Asian Americans to attain positions of leadership? 3. What strategies and sources of support have Southeast Asian Americans used to overcome barriers and challenges on their pathways to positions of leadership? The key literature to this qualitative study focuses on Asian American social identity, career development, and transformational leadership. The research questions are answered through a phenomenology approach that utilized interviews, journals, and field notes. The study results showed that participants had childhood challenges in education and well-being, long-term employment in an organization or field that provided success, systems were learned and participants created positive changes, and all participants exhibited plural identities. Additionally, significant people shaped the participants' leadership styles and abilities to grow professionally. Recommendations for individuals and future research are providedEd.D., Education -- Drexel University, 201