Stephen Truhon | Austin Peay State University (original) (raw)
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Papers by Stephen Truhon
The International Journal of Aging and Human Development, 2001
The present study assessed the etiology of individual differences in social support over a six-ye... more The present study assessed the etiology of individual differences in social support over a six-year period. The availability of friend support, family support, and the perceived adequacy of the social support network was assessed three times using identical and same-gender fraternal twins reared together and reared apart from the Swedish Adoption/Twin Study of Aging. Results are based on the pairwise responses at the three occasions of measurement (labeled Q1, Q2, and Q3): 462 pairs at Q1 (assessed October 1984), 474 pairs at Q2 (October 1987), and 431 pairs at Q3 (October 1990). The longitudinal phenotypic correlations (ranging from .49 to .77) indicate that social support is a moderately stable characteristic. Qualitative genetic model-fitting analyses resulted in significant heritability estimates for the social support measures at all three measurement occasions. Results also indicate considerable stability in genetic effects across measurement occasions, with genetic correlatio...
African American Studies Center, 2013
African American Studies Center, 2013
The goal of this proposal is to create the Center for Adjunct Faculty Support & Engagement, or "C... more The goal of this proposal is to create the Center for Adjunct Faculty Support & Engagement, or "CASE," at Austin Peay State University (APSU). In learning about issues on campus as part of the Faculty Leadership Program (FLP), our cohort become aware of the large number of adjunct faculty members at APSU and their impact on our students, as well as the inadequate support for adjunct faculty and the difficulties of their recruitment and retention. The mission of the proposed Center is to implement best practices available at other institutions of higher education to support our fellow adjunct faculty. These practices include thorough orientation and training for adjunct faculty, adjunct faculty mentoring, professional development, and the recognition of adjunct faculty. The existence of this proposed CASE will help to 1) improve the learning experience and success of our students; 2) recruit and retain the best possible adjunct faculty at minimal additional cost; and 3) foster a sense of engagement, satisfaction, and belonging to the institution for our more than 350 APSU adjunct faculty members.
Beginning in 2005, the Defense Equal Opportunity Management Institute (DEOMI) began replacing the... more Beginning in 2005, the Defense Equal Opportunity Management Institute (DEOMI) began replacing the Military Equal Opportunity Climate Survey (MEOCS) with the DEOMI Organizational Climate Survey (DEOCS). The DEOCS measures aspects of organizational climate, including equal opportunity (EO) and organizational effectiveness (OE), in military units and civilian sectors in the Department of Defense. It consists of 68 items, 13 of which deal with demographic information, 30 with EO, and 25 with OE. The 30 items in EO portion are grouped into eight scales (including Sexual Harassment and Discrimination and Positive EO Behavior). The 25 items in the OE portion are grouped into six scales (including Organizational Commitment and Job Satisfaction). This report provides normative information on the items and these 13 scales in the DEOCS based on the responses of 477,138 military personnel. Women reported lower levels of EO than men. Likewise non-Whites reported lower levels of EO than Whites. The internal consistency of the 13 scales was high (α > .81). In general, EO scales correlate highly with each other, as well as OE scales with each other. However, correlations between EO and OE scales are much lower. A model linking the scales measuring EO and those measuring OE is proposed.
Page 1. DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE DIRECTORATE OF RESEARCH Shortening the MEO... more Page 1. DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE DIRECTORATE OF RESEARCH Shortening the MEOCS Using Item Response Theory by Stephen A. Truhon, Ph.D. Department of Social Sciences Winston ...
The International Journal of Aging and Human Development, 2001
The present study assessed the etiology of individual differences in social support over a six-ye... more The present study assessed the etiology of individual differences in social support over a six-year period. The availability of friend support, family support, and the perceived adequacy of the social support network was assessed three times using identical and same-gender fraternal twins reared together and reared apart from the Swedish Adoption/Twin Study of Aging. Results are based on the pairwise responses at the three occasions of measurement (labeled Q1, Q2, and Q3): 462 pairs at Q1 (assessed October 1984), 474 pairs at Q2 (October 1987), and 431 pairs at Q3 (October 1990). The longitudinal phenotypic correlations (ranging from .49 to .77) indicate that social support is a moderately stable characteristic. Qualitative genetic model-fitting analyses resulted in significant heritability estimates for the social support measures at all three measurement occasions. Results also indicate considerable stability in genetic effects across measurement occasions, with genetic correlatio...
African American Studies Center, 2013
African American Studies Center, 2013
The goal of this proposal is to create the Center for Adjunct Faculty Support & Engagement, or "C... more The goal of this proposal is to create the Center for Adjunct Faculty Support & Engagement, or "CASE," at Austin Peay State University (APSU). In learning about issues on campus as part of the Faculty Leadership Program (FLP), our cohort become aware of the large number of adjunct faculty members at APSU and their impact on our students, as well as the inadequate support for adjunct faculty and the difficulties of their recruitment and retention. The mission of the proposed Center is to implement best practices available at other institutions of higher education to support our fellow adjunct faculty. These practices include thorough orientation and training for adjunct faculty, adjunct faculty mentoring, professional development, and the recognition of adjunct faculty. The existence of this proposed CASE will help to 1) improve the learning experience and success of our students; 2) recruit and retain the best possible adjunct faculty at minimal additional cost; and 3) foster a sense of engagement, satisfaction, and belonging to the institution for our more than 350 APSU adjunct faculty members.
Beginning in 2005, the Defense Equal Opportunity Management Institute (DEOMI) began replacing the... more Beginning in 2005, the Defense Equal Opportunity Management Institute (DEOMI) began replacing the Military Equal Opportunity Climate Survey (MEOCS) with the DEOMI Organizational Climate Survey (DEOCS). The DEOCS measures aspects of organizational climate, including equal opportunity (EO) and organizational effectiveness (OE), in military units and civilian sectors in the Department of Defense. It consists of 68 items, 13 of which deal with demographic information, 30 with EO, and 25 with OE. The 30 items in EO portion are grouped into eight scales (including Sexual Harassment and Discrimination and Positive EO Behavior). The 25 items in the OE portion are grouped into six scales (including Organizational Commitment and Job Satisfaction). This report provides normative information on the items and these 13 scales in the DEOCS based on the responses of 477,138 military personnel. Women reported lower levels of EO than men. Likewise non-Whites reported lower levels of EO than Whites. The internal consistency of the 13 scales was high (α > .81). In general, EO scales correlate highly with each other, as well as OE scales with each other. However, correlations between EO and OE scales are much lower. A model linking the scales measuring EO and those measuring OE is proposed.
Page 1. DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE DIRECTORATE OF RESEARCH Shortening the MEO... more Page 1. DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE DIRECTORATE OF RESEARCH Shortening the MEOCS Using Item Response Theory by Stephen A. Truhon, Ph.D. Department of Social Sciences Winston ...