Search results

This paper presents the results of an investigation conducted to determinethe effects of implementing technology to facilitate written communication for students with learning disabilities and other special needs. The technology was used for several purposes. First, it was used to establish whether a mentor relationship could be established between a university student majoring in education with students with disabilities. Second, it was used to evaluate whether students with disabilities writing would improve because of the additional practice writing e-mail notes back and forth to the university student. Analysis of results suggests that both quantitative and qualitative improvements were made in written communication as a consequence of the e-mail mentor project. Implications for future research and practice are discussed.

The objective of this paper is to report results from a Canadian-based study addressing systems-level barriers that restrict the employment of persons with vision loss, specifically in the experience of searching for and maintaining competitive employment. This paper aims to generate knowledge which may inform strategies and advocacy efforts to enhance opportunities for, and experiences of, paid employment for persons with vision loss.

This constructivist, grounded theory study used in-depth, semi-structured interviews with seven participants with restricted vision (those who are legally blind) to frame data collection and analyses.

Three interconnected themes emerged: facing and negotiating barriers, the cyclical process of seeking and keeping employment and settling for second best. Participants described barriers to employment that have been described in previous literature that not only continue to exist, but that act to potentiate one another, resulting in settling for competitive employment experiences that are second best. This represents a type of social injustice that has been previously described as ‘occupational injustice’. We explain this concept and link it to participants’ experiences.

This was a small, geographically bounded study. Nonetheless, the findings resonate with previous research and further our understanding regarding how barriers are experienced.

Knowledge gained furthers the understanding of how systemic obstacles restrict and bound the participation of persons with vision loss in the labour market.

While the barriers to employment for persons with low vision have been previously well described, this paper demonstrates how these barriers interact and act synergistically with one another, thereby reinforcing the need to focus on shortcomings at the service, system and policy level, in addition to individual rehabilitation.

Teaching materials were developed for increasing learning in important history content, and teachers, parents, and peers were trained in strategies for implementing these materials in inclusive classrooms, using a variety of procedures. After a 9-week period of guided and supervised instruction, results from posttests indicated that higher student achievement resulted from the implementation of experimental materials by trained teachers, parents, and peers. A significant condition by group interaction revealed that, although both student groups benefited, the peer-tutoring procedure differentially facilitated learning by students with mild disabilities in inclusive classrooms. Implications for teaching, and for teacher and parent training are provided.

This study examines the structure and dimensionality of organizational justice in a workplace mediation setting. It has three purposes: to determine whether the procedural and interpersonal justice factors in the four‐factor model of organizational justice can be split, thereby providing support for a six‐factor model; to identify how the split factors relate to other factors in the model; and to uncover any differences in employee and supervisor perceptions of organizational justice in workplace mediation.

Confirmatory factor analysis is used to explore the fit of four different models of organizational justice. The paper examines cross factor correlations to assess the strength and relationships among factors and to look for differences between employees and supervisors.

It is found that a six‐factor model of organizational justice provides the best fit for the data and that factor relationships differ little for employees and supervisors.

This is a field test of REDRESS^®, the USPS employment mediation program which uses transformative mediation. The study has important theoretical and research implications for organizational justice and workplace mediation.

The study has practical implications for organizational conflict management and dispute system design.

Organizational justice has not been adequately explored within the context of workplace mediation. The study is unique in that it concurrently examines multiple factors of organizational justice, using a large, longitudinal dataset from an internationally recognized workplace mediation program.

The purpose of this paper is to examine the effects of user-defined parameters settings (e.g. interpolation method, grid cell size, and bandwidth) on the predictive accuracy of crime hotspot maps produced from kernel density estimation (KDE).

The influence of variations in parameter settings on prospective KDE maps is examined across two types of interpersonal violence (e.g. aggravated assault and robbery) and two types of property crime (e.g. commercial burglary and motor vehicle theft).

Results show that interpolation method has a considerable effect on predictive accuracy, grid cell size has little to no effect, and bandwidth as some effect.

The current study advances the knowledge and understanding of prospective hotspot crime mapping as it answers the calls by Chainey et al. (2008) and others to further investigate the methods used to predict crime.