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Besen, Elyssa Tracy. "The Job Demands-Control-Support Model: Understanding the Implications of Age." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3028.
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Thesis advisor: Rebekah Levine ColeyIn recent decades, the average age of the United States workforce has been on the rise, a trend that is expected to continue as the Baby Boomer generation, which constitutes the largest segment in the workforce in this country, reaches older adulthood. The aging of the workforce has raised concerns from researchers, policy-makers, and organizations. As a result, there have been calls for research regarding how experiences at work vary across the life-span, although few studies have addressed this topic. To begin to address this gap in the literature, this dissertation aims to explore the association between job demands and well-being and how the processes employees use to cope with job demands vary with age. Using data from two waves of Midlife in the United States: A National Study of Health and Well-Being, with a sample of over 7,000 working adults ranging from ages 20 to 83, I attempt to integrate the Job Demands-Control-Support Model with the Life-Span Theory of Control in order to examine how multiple factors influence the relationship between job demands and well-being outcomes across the life-span. Results of random effects linear regression models show that job demands were negatively related to job satisfaction and mental health and that the relationship between job demands and job satisfaction was weakest at younger ages and remained constant after midlife. With regard to the factors that moderate the relationships with job demands, findings indicated that job control and job support buffered the relationship with job satisfaction, while job support buffered the relationship with mental health. The buffering roles of job control and job support were found to vary based on levels of primary and secondary control for workers of different ages. Findings are discussed in terms of their implications for both workplace theory and developmental theories, which help to provide a better understanding of how work experiences vary across the life-span
Thesis (PhD) — Boston College, 2013
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental, and Educational Psychology
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Jang, Seulki. "A Multilevel Examination of Cultural Moderators of the Job Demands-Resources Model." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5826.
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Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.
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Mehrenberg, Richard L. "An investigation of the effects of paperwork demands on the morale of first year special education teachers does "red tape" overwhelm green teachers? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4523.
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Thesis (Ph.D.)--George Mason University, 2009.Vita: p. 167. Thesis director: Margo A. Mastropieri. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Education. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 159-166). Also issued in print.
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D'Emiljo, Anle. "Job demands and resources as antecedents of work engagement : a diagnostic survey of nursing practitioners." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96748.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the global challenge of an aging nursing staff population. At a time of widespread concern about nursing shortages and an ageing nursing workforce globally, human resources functions should pay increasing attention to addressing the shortage of nursing staff. Although attracting individuals to the nursing profession will increase the nursing pool, the engagement (and consequently retention) of current nursing staff is crucial to ensure a sustainable nursing workforce, and as a result, a sustainable healthcare system. The purpose of this study therefore included a diagnosis of the current state of work engagement of nursing practitioners, with the Job Demands and Resources model as diagnostic model, in an attempt to identify the antecedents that significantly contribute to the engagement of nursing practitioners. The data analysis techniques that were applied in this study included item analysis, correlation analysis, hierarchical multiple regression analysis, PLS analysis and ANOVA. While the overall level of work engagement of nursing practitioners in the sample might not have been as low as had been envisioned, there are clearly deficiencies that need to be addressed. In terms of job resources, the factors that were found to be below optimum levels, and warrants intervention, included remuneration, participation, career possibilities, variety at work, independence at work, opportunities to learn, and information. The job resources communication, contact possibilities, relationships with colleagues and relationship with supervisor yielded acceptable mean scores and as a result no particular interventions were proposed for these variables. In terms of job demands, all job demands were reported to be at unacceptably high levels; however, no correlation between pace and amount of work and work engagement was confirmed. As a result, practical recommendations were built around these job demands and resources which anticipate increasing the work engagement of nursing practitioners and thereby partially addressing the greater problem of nursing shortages.
AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.
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Olivier, Elanie. "Job demands, job resources, burnout, health and life satisfaction of support staff in a higher education institution / Elanie Olivier." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1400.
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Zaleskienė, Svetlana. "Paauglių (12-18m.), gyvenančių vaikų globos įstaigoje, gaunamos socialinės paramos ir pagrindinių poreikių patenkinimo ryšio su agresyvumu tyrimas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080618_121255-14021.
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Paauglių (12-18 m.), gyvenančių vaikų globos įstaigoje, gaunamos socialinės paramos ir pagrindinių poreikių patenkinimo ryšio su agresyvumu tyrimas
Darbo objektas – sąryšio tarp 12 – 18 m. vaikų globos įstaigose gyvenančių paauglių, gaunamos socialinės paramos, pagrindinių poreikių patenkinimo ryšio ir agresyvumo ypatumai.
Darbo aktualumas. Pastaruoju metu Lietuvoje daugėja vaikų, praradusių tėvų globą. Šiai problemai skiriama daug dėmesio, kuriamos įvairios programos siekiant pagerinti šių vaikų psichosocialinį prisitaikymą. Tačiau mokslinių tyrimų, nagrinėjančių globos įstaigose gyvenančių vaikų patiriamus sunkumus ir poreikius, trūksta. Jiems trūksta socialinės paramos (tai, kiek vaikas suvokia, kad juo yra rūpinimąsi, jis mylimas, gerbiamas ir vertinamas, kiek jis jaučiasi palaikomas, remiamas savo tėvų (globėjų), bendraamžių, mokytojų bei kitų socialinį tinklą atstovaujančių individų), nepatenkinami pagrindiniai poreikiai (pasiekti pripažinimo ir pagarbos, turėti šiltus santykius su žmonėmis, apsirūpinti save ateityje, užsidirbti pragyvenimui) ir dėl to kyla agresyvumas. Tai yra mažai tyrinėta problema, yra aktuali ir reikalauja mokslinio tyrimo.
Darbo tikslas – ištirti paauglių (12-18 m.), gyvenančių vaikų globos įstaigose, gaunamos socialinė paramos ir pagrindinių poreikių patenkinimo ryšį su agresyvumu.
Darbo uždaviniai:
1. Analizuoti, vaikų globos įstaigose gyvenančių paauglių 12 – 18 m., gaunamos socialinės paramos, pagrindinių poreikių patenkinimo ir... [toliau žr. visą tekstą]Work object – teenagers’ (12-18 years old), living in the foster home, social support and main demands’ contact with aggression scientific research. Actualities of the work – recently in Lithuania are increasing children who lost parental care. A lot of attention is paid to this problem various programs are created to improve these children psychosocial adaptation. However, scientific researches analyzing the difficulties and demands of the children living in the foster home are not enough. They need more social support, main demands are not satisfied, and therefore aggression starts. That means that this problem is topical, and requires scientific research. Exploratory aim – explore teenagers’ (12-18 years old), living in the foster home, social support and main demands’ contact with aggression. Tasks of work: 1. Analyze teenagers’ (12-18 years old), living in the foster home, social support and main demand satisfaction and aggression assessment; 2. Social support and main demand satisfaction and level of aggression comparison in boys and girls subgroups, younger’s’ (12-15 years old) and elder’s (16-18 years old) teenagers’ subgroups; 3. Define teenagers’ (12-18 years old), living in the foster home, social support contact with aggression; 4. Assess teenagers’ (12-18 years old), living in the foster home main demands’ contact with aggression. Hypothesis – teenagers’ (12-18 years old), living in the foster, getting bigger social support and successfully satisfying demands... [to full text]
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Papadaki, Eleni. "High job demands, low support : Social work praktice realities in public social services in Crete." Doctoral thesis, Umeå University, Social Welfare, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-622.
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The overall aim of the present thesis is to gain an understanding of the working life of social workers working in public social services in Crete. It is a three-phase study, consisting of three distinct but related research parts; each research part is built upon issues and questions derived from the preceding part. In this work, both quantitative and qualitative approaches were employed. Theoretical perspectives regarding the impact of the welfare environment on social welfare workers’ behaviour and on their well being as well as gender aspects of welfare work constitute the main theoretical framework.
The findings of this thesis reveal the significant impact of the organisational environment on social workers’ well being, on their effectiveness as well as on their coping behaviour with unsatisfactory organisational conditions. The main sources of social workers’ dissatisfaction were organisational and extrinsic work aspects; their main sources of satisfaction were intrinsic work aspects. Social workers found themselves facing ethically difficult situations arising from the organisations’ inability to cover clients’ needs as well as from difficulties concerning interprofessional relationships with their superiors or physicians.
The most common pattern of coping that social workers used in order to deal with unsatisfactory organisational conditions was the ‘active defensive’ kind of adjustment aiming mainly at offering clients temporary relief. They adjusted their work attitudes to reflect lower expectations of their work. As their professional orientation called for altruistic behaviour towards clients, social workers tried to find solutions within the resource constraints they encountered; they did not risk trying to change the limitations imposed by the employing agencies. Certain common beliefs, such as that offering clients temporary help was the best they could do under the organisational circumstances, contributed to the forming of a dominant view: “the culture of silence”, which resulted in the perpetuation of unsatisfactory organisational conditions.
There were influences on social workers’ coping behaviour which affected them in order to accept limitations in their work rather than challenge them. The inability of welfare programmes to cover social needs, organisational factors, factors related to gender and the insufficient amount of social workers’ knowledge limited their potential for intervention in order to improve unsatisfactory conditions. The most common patterns of coping resulted in the partial covering of clients’ needs. Social workers who used active strategies experienced frustration due to their limited effectiveness and the perpetuation of the organisational problems; most of them wanted to quit working in the organisation. The high job demands they experienced due to their efforts to deal with organisational constraints along with the low level of job control resulted in emotional exhaustion.
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Pears, Elizabeth. "The Buffering Effect of The Feedback Environment: The Role of Job Demands, The Feedback Environment, and Psychological Need Satisfaction in Preventing Burnout." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1587918695277345.
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Nell, Elzette. "Testing the Job Demands-Resources Model on nurses." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96658.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsisteem word geteister deur verskeie uitdagings wat onder andere inkomste ongelykhede, ekstreme hulpbron skaarshede, diskriminasie en geweld insluit. Dit maak die gesondheidsindustrie ʼn moeilike werksomgewing vir gesondheidspersoneel om in te werk. Suid-Afrika het duisende verpleegsters oor die laaste dekade verloor as gevolg van emigrasie, terwyl ander die professie in geheel verlaat het (Tshitangano, 2013). Gevolglik het hierdie tendens die aandag getrek na die welstand van verpleegsters in Suid-Afrika. Die primêre doel van hierdie studie was om die vlak van werksbetrokkenheid onder ʼn steekproef van privaatsektor verpleegsters in die Wes-Kaap te ondersoek, tesame met hulle vlakke van werkseise, werkshulpbronne, persoonlike hulpbronne, werksprestasie en posverryking. Die Job Demands-Resources model (JD-R) of work engagement is vir hierdie doel ingespan. Die omvattende model tesame met die geldigheid van die voorgestelde verhoudings tussen die konstrukte is getoets. Addisionele verhoudings is ook voorgestel en getoets. Bestuursimplikasies en praktiese intervensies is van die resultate afgelei en word aan bestuurders voorgelê as moontlike oplossings om verpleegsters se welstand en retensie te verhoog. ʼn Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is van 311 verpleegsters ingesamel wat deur ʼn private hospitaalgroep in diens geneem word. Nie-waarskynlikheid gerieflikheidsteekproeftrekking is gebruik om die steekproef te bepaal. ʼn Self-geadministreerde vraelys is ontwikkel en as harde kopie uitgestuur na dié hospitale wat ingestem het om aan die navorsing deel te neem. Die vraelys is vrywillig, anoniem en konfidensieel ingevul en het uit vyf seksies bestaan. Die vyf seksies se vrae is opgemaak uit verskeie bestaande vraelyste, naamlik, die Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), die Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), die Work Design Questionnaire (Morgeson & Humhprey, 2006), die Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), en die Job Crafting Scale (Tims, Bakker & Derks, 2012). Ten einde die statistiese beduidendheid van die hipoteses te toets, is die data deur strukturele vergelykingsmodellering en regressie-ontledings ontleed. Die resultate dui daarop dat die verpleegsters 'n hoë vlak van werksbetrokkenheid ervaar, en dat werkshulpbronne, werkseise en posverrykende aspekte van hulle werk bestuurs- of bedryfsielkundige intervensies verlang.
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Ryosho, Natsuko. "Job and Personal Resources and Demands: The Effects on Job Satisfaction and Job Search Behavior of Certified Nursing Assistants (CNAs) Working in Nursing Homes." VCU Scholars Compass, 2010. http://scholarscompass.vcu.edu/etd/2062.
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The purpose of the current study was to examine how job resources, job demands, personal resource, personal demands, and demographic characteristics predict job satisfaction and job search behavior of certified nursing assistants (CNAs) working in nursing homes. The study used data from the 2004 National Nursing Assistant Survey (NNAS). The job demands-resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) provided the basis for the conceptual framework of the study. First, a series of multinomial logistic regression analyses were performed to determine how the five categories of predictor variables predicted the levels of job satisfaction among CNAs. Next, a series of binary logistic regressions was used to assess the effects of the predictor variables on job search behavior. Lastly, binary logistic regression was used to examine the effect of job satisfaction on job search behavior, controlling for other predictor variables. Findings indicated that job resource variables related to positive administrative climate, opportunity for self-advancement, supportive supervisory practices, peer support, and positive interactions with residents predicted job satisfaction. Among job demand variables, lack of perceived respect and physical demands significantly and negatively predicted job satisfaction. In the job search behavior model, CNAs who reported respectful administrative climate, opportunity for self-advancement, and supervisor quality were less likely to search for a new job. Among job demand variables, perceived lack of respect/appreciation for work, perceived racial/ethnic discrimination, and problems with scheduling predicted job search behavior. When the job satisfaction variable was entered into the final job search behavior model, two variables became insignificant: supervisor quality and perceived lack of respect/appreciation for work. In the final model, job satisfaction had the strongest explanatory power of job search behavior. The findings of this study did not support the role of personal resources and demands in determining job attitudes and behavior of CNAs working in nursing homes. Research, education, policy, and practice implications are addressed.
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Smit, Shantèl. "Work wellness in the chemical industry / Shantèl Smit." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2134.
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Ranung, Eira, and Adam Wramsby. "The well-being of Swedish psychologists in their early work-life : The relationship between emotional demands, role stressors, social support, appraised well-being and job satisfaction." Thesis, Umeå universitet, Institutionen för psykologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-130619.
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In Sweden, psychologists are one of the professions with the most serious maladaptive stress reactions, however the subject is rather unexplored amongst newly graduated psychologists. The purpose of this study was to explore the effect of emotional demands and role stressors on appraised well-being and job satisfaction among newly graduated working psychologists in Sweden, with social support as a potential moderator. Data was collected among alumni from six Swedish universities providing a psychology program, of which 561 respondents out of 622 met our inclusion criteria. A hierarchical moderated regression, showed that emotional demands affected appraised well-being negatively. Both appraised well-being and job satisfaction was negatively influenced by role stressors, and positively influenced by met expectations and social support. A moderating effect of social support from colleagues on appraised well-being was found, in psychologists experiencing role ambiguity. This study contributes to further understanding on how demands and resources available to newly graduated psychologists interact and affect their appraised well-being and job satisfaction.
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Jones, Richard Jr. "Examining Organizational Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Urban Frontline Registered Nurses." Franklin University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=frank1632781377678926.
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Delking, Joakim, and Jacob Kjessler. "Mellanchefens väg till arbetstillfredsställelse : En kvalitativ studie om hur arbetsdelegering, arbetsbeslutsgrad och arbetstillfredsställelse påverkar varandra sett från mellanchefens perspektiv." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26835.
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Titel: Mellanchefens väg till arbetstillfredsställelse - En kvalitativ studie om hur arbetsdelegering, arbetsbeslutsgrad och arbetstillfredsställelse påverkar varandra sett från mellanchefens perspektiv. Nivå: C-uppsats inom ämnet företagsekonomi Författare: Jacob Kjessler och Joakim Delking Handledare: Signe Jernberg och Kristina Mickelsson Datum: 2018 - maj Syfte: Inom företag finner vi mellanchefer, en anställd som befinner sig i mitten av organisationen med ledning och styrelse ovanför sig och anställda under sig. Krav ställs på dessa mellanchefer att arbeta effektivt med hög produktivitet där många beslut behöver fattas. Detta kan medföra att mellanchefer uppfattar en hög press i form av att arbeta hårt med brist på resursen tid och mellanchefer behöver arbeta effektivt för att klara av det dagliga arbetet vilket de kan göra genom deras höga arbetsbeslutsgrad. Denna höga press på effektivitet, produktivitet samt hög arbetstid kan medföra en minskning av mellanchefens arbetstillfredsställelse. För att hantera denna press med begränsade tidsresurs finns ledarskapsverktyget arbetsdelegering. Arbetsdelegering till underordnade gör att mellanchefer kan ge ifrån sig auktoritet och kontroll att utföra uppgifter, vilket har en effekt på att mellanchefens arbetstid frigörs. Med detta sagt finner vi tre begrepp, arbetstillfredsställelse, arbetsbeslutsgrad samt arbetsdelegering som är relaterade med varandra men vi vet inte hur de påverkar varandra. Hur dessa begrepp påverkar varandra kan bana väg för hur mellanchefer kan använda sig av dessa begrepp för att nå en hög arbetstillfredsställelse, inneha en välbalanserad arbetsbeslutsgrad samt arbeta effektivt med delegering. För att förstå detta ställer vi oss frågan; Hur påverkas arbetsbeslutsgraden när delegering av arbetsuppgifter till underordnade sker, påverkar även denna delegering mellanchefens arbetstillfredsställelse samt om fallet är så att delegering påverkar arbetsbeslutsgraden, kan arbetstillfredsställelsen påverkas också? Detta mynnar ut i ett syfte där denna studie vill skapa en fördjupad förståelse hur dessa begrepp påverkar varandra; Arbetstillfredsställelse Arbetsbeslutsgrad Arbetsdelegering till underordnade Metod: För att göra denna studie möjlig har vi utfört 11 kvalitativa semistrukturerade intervjuer. Vi skapade ett urval med hjälp av strategiskt urval som grundar sig i vissa kriterier som vi tror våra respondenter behöver ha för att skapa ett resultat som hjälper oss att finna hur dessa begrepp påverkar varandra. Resultat och Slutsats: Vi fann hur arbetsdelegering och arbetsbeslutsgrad påverkar varandra, samtidigt som dessa två begreppet påverkar varandra fann vi att högre frekvent användning av arbetsdelegering positivt påverkar mellanchefens arbetstillfredsställelse. Då arbetsdelegering minskar arbetsbeslutsgrad fann vi även att den minskade arbetsbeslutsgraden även påverkar arbetstillfredsställelsen positivt. Uppsatsens bidrag: Mellanchefers arbetstillfredsställelse har tidigare inte behandlats inom företagsekonomin. Vi ger därför företagsekonomin en teoretisk insikt i hur arbetstillfredsställelse, arbetsbeslutsgrad samt arbetsdelegering påverkar varandra. Dock på grund av den begränsade forskningen inom detta område ger vi en första inblick sett från mellanchefers synsätt. Förslag på fortsatt forskning: Vi har sammanfattat fyra punkter som förslag till ytterligare forskning. Först anser vi att ytterligare studier behöver genomföras för att styrka vår slutsats, där studier som använder sig av fler respondenter är i fokus. Andra förslaget kretsar kring denna studies synsätt, då vi endast utgått från mellanchefers perspektiv behöver detta kompletteras med fler perspektiv från underordnade och överordnade. Tredje förslaget inkluderar ett mönster vi såg under intervjuerna, teorin menar att mer erfarenhet också kommer resultera i att mellanchefer använder sig utav arbetsdelegering mer frekvent. Detta vad dock inget vi kunde se under våra intervjuer, därför anser vi att fortsatt forskning inom området hur erfarenheten hos mellanchefer påverkar deras sätt att se på arbetsdelegering. Sista och fjärde förslaget innebär vad kontroll och auktoritet över en uppgiften egentligen är? Nyckelord: Arbetsbeslutsgrad, arbetsbelastning, arbetstillfredsställelse, mellanchefer, arbetsdelegering.Title: The Middle level managers road to job satisfaction - A qualitative study of how job delegation, job decision latitude and job satisfaction affect eachother, from a middle level managers perspective. Level: Final assignment for Bachelor Degree in Business Administration Author: Jacob Kjessler and Joakim Delking Supervisor: Signe Jernberg and Kristina Mickelsson Date: 2018– May Aim: Within companies we find the middle level managers, located in the middle of the organization with managers above them, as well as employees underneath. Requirements are made on these middle level managers to work efficiently with high productivity, where many decisions need to be made. This may cause middle managers to perceive high pressure in terms of working hard with lack of resource time, middle managers need to work effectively to cope with daily work, which can be summed up as high levels of job decision latitude. This high pressure on efficiency, productivity and high working hours can lead to a reduction of the mid-career's job satisfaction. To manage this press with limited time resources, the leadership tool delegation could be an option. Subordination of work to subordinates allows middle level managers to give authority and control to perform tasks, which has the effect of releasing the mid-term working hours. Having said that, we find three concepts, job satisfaction, job decision latitude, and job delegation that seem to coincide with each other, but we do not know how they affect each other. How these concepts affect each other can pave the way for middle level managers to use these concepts to achieve high job satisfaction, maintain a well-balanced job decision latitude, and see benefits of job delegation. In order to understand this, we ask ourselves the question; How does job decision latitude affect when delegation of duties to subordinates takes place, does this delegation affect the middle level managers job satisfaction, and if the case is such that delegation affects the level of job decision latitude, can job satisfaction also be affected? This opens up for a aim in which this study wants to create an in-depth understanding of how these concepts affect each other; Job satisfaction Employment Decisions Degree Work delegation to subordinates Method: In order to make this study possible we have conducted 11 qualitative semistructured interviews. We created a selection using strategic selection based on certain criteria that we believe our respondents need to create a result that helps us find out how these concepts affect each other. Result & Conclusions: We found how job delegation and job decision latitude affect each other. While these two concepts affect each other, we found that higher frequent use of job delegation positively affects the middle level managers job satisfaction. As labor delegation reduces the level of workability we also found that the reduced job decision latitude also has a positive impact on job satisfaction. Contribution of the thesis: Middle level managers job satisfaction has previously not been addressed in the business administration. We therefore give the business economics a theoretical insight into how job satisfaction, job decision latitude and work delegation affect each other. However, due to the limited research in this area, we provide a first insight from the middle level managers approach. Suggestions for future research: We have summarized three points as suggestions for further research. First, we consider that further studies need to be conducted to reinforce our conclusion, where studies that use more respondents are in focus. The second proposal focuses on this study approach, since we only started from the middle managers perspective, we ask further studies to include more perspectives from subordinates and superiors. The third suggestion includes a pattern we saw during the interviews, the theory means that more work experience will also affect how much middle managers uses job delegation as a management tool. This, however was nothing we could see during our interviews, we therefore believe that further research in the field should be made of how the experience of middle managers affects their way of looking at work delegation. The last and fourth proposals mean what control and authority over a task really is? Key words: Job Decision Latitude, Job Demands, Job Satisfaction, Middle level manager, Job Delegation.
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Fila, Marcus J. "Stressful Work and Turnover: The Mediating Role of Psychological Strain." Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1365589850.
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Naujalytė, Inga. "Skirtingo stresogeniškumo lygio darbe dirbančių asmenų kontrolės lokuso ir pasitenkinimo darbu sąsajos." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20091221_154143-45667.
Full textAbstract:
Darbo tikslas: išsiaiškinti, kokios yra skirtingo stresogeniškumo lygio darbe dirbančių asmenų kontrolės lokuso bei pasitenkinimo darbu sąsajos.
Tiriamųjų kontingentas: Tyrime dalyvavo 95 medicinos darbuotojai (specializuoti gydytojai, šeimos gydytojai, medicinos seserys) iš 4 Kauno miesto poliklinikų ir ligoninių bei 106 buhalterijos darbuotojai (buhalteriai, vyriausieji buhalteriai, apskaitininkai) iš įvairių Kauno miesto gamybinių, prekybinių, paslaugas teikiančių įmonių.
Tyrimo metodikos: Darbo kontrolės, darbo reikalavimų ir socialinio palaikymo lygiams išmatuoti buvo naudojamas praplėstas Karasek‘o darbo reikalavimų – kontrolės – socialinio palaikymo klausimynas, kontrolės lokusui nustatyti buvo naudojama Rotters kontrolės lokuso skalė, pasitenkinimo darbu lygis buvo matuojamas Spector pasitenkinimo darbu klausimynu.
Tyrimo rezultatai: Darbuotojų dirbančių labai įtemptą darbą pasitenkinimas darbu yra žemesnis nei mažiau įtemptą darbą dirbančių darbuotojų. Darbuotojų dirbančių labai įtemptą darbą, pasyvų darbą, neįtemptą ir aktyvų darbą bei turinčių aukštą socialinio palaikymo lygį grupėse pasitenkinimas darbu (išskyrus kelias poskales) yra didesnis nei darbuotojų dirbančių skirtingo stresogeniškumo darbą bet turinčių žemą socialinio palaikymo lygį. Darbuotojų, dirbančių labai įtemptą darbą ir turinčių vidinį kontrolės lokusą pasitenkinimas darbu yra aukštesnis nei darbuotojų dirbančių tokį darbą, tačiau turinčių išorinį kontrolės lokusą. Nėra statistiškai reikšmingo... [toliau žr. visą tekstą]The aim of the thesis: to find out what are the different levels of work with different levels of stress locus of control and job satisfaction interfaces. Obtaining contingent: The study included 95 medical staff (specialist doctors, family doctors, nurses) from 4 Kaunas city medical clinics and hospitals and 106 accounting staff (accountants, chief accountants, accountants) from a variety of Kaunas industrial, commercial, service companies. Research Methodology: Job control, working conditions and social support levels were measured using extended Karaseks working conditions - control - social support questionnaire, locus of control was measured using Rotters locus of control scale, job satisfaction levels were measured in Spector job satisfaction questionnaire. The results: Employees working in highly stressful work job satisfaction is lower than the less stressful job workers. Employees working in a very stressful job, the work of a passive, relaxed and active work, and has a high level of social support groups, job satisfaction (with a few sub-scale setting) is higher than the employees working in high stress work but having low social support level. Employees working in a very stressful job and having an internal locus of control, job satisfaction is higher than that of workers employed in a job but with external locus of control. There is no statistically significant difference in level of job satisfaction among employees working in passive work and with... [to full text]
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Barkhuizen, Emmerentia Nicolene. "Work wellness of academic staff in South African higher education institutions / Emmerentia Nicolene Barkhuizen." Thesis, North-West University, 2005. http://hdl.handle.net/10394/713.
Full textAbstract:
Academia is a demanding profession, as evidenced by a body of research that documents the
debilitating impact of occupational stress and burnout on the personal and professional
welfare of academics. In particular, high levels of these pathological phenomena, left
unchecked, undermine the quality, productivity and creativity of the academics' work in
addition to their health, well-being and morale. Despite these indicators of "weaknesses" and
"malfunctioning", academics know that there is times that they operate in a "milieu" of work
- there is an intense focus and pleasurable emotions, accompanied by high levels of
enthusiasm. Especially, with the upcoming positive paradigm in Occupational Health
Psychology, "positive" trends such as work engagement, optimism, organisational
commitment and life satisfaction are also commonplace among academics. The first step in
the enhancement of work wellness is the successful diagnosis of stress, burnout and work
engagement. However, to measure these constructs, it is important to use reliable and valid
instruments, and at the same time, take into account the cultural diversity in a multicultural
setting such as South Africa. Clearly then, an assessment of this type should be concerned
with the issue of construct equivalency. Furthermore, little information exists regarding the
causes and effects of occupational stress, burnout and work engagement of academics in
South Africa.
The general aim of this study was to standardise an adapted version of the Maslach Burnout
Inventory-General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES) for
academics in South African higher education institutions, to determine their levels of
occupational stress, organisational commitment and ill-health, and to test a structural model
of work wellness for South African academics.
A cross-sectional survey design was used, with stratified random samples (N = 595) taken of
academics in six South African universities. The Maslach Burnout Inventory - General
Survey, Utrecht Work Engagement Scale, Job Characteristics Inventory, the Health and
Organisational Commitment subscales of the ASSET, The Life Orientation Test and
Satisfaction with Life Scale were administered. Cronbach alpha coefficients, exploratory
factor analysis, Pearson correlations, multivariate analysis of variance (MANOVA), one-way
analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse
the data. Structural equation modelling was used to test a structural model of work wellness.
Exploratory factor analysis with target rotations resulted in a three-factor model of burnout,
consisting of Exhaustion, Mental Distance and Professional Efficacy. The scales showed
acceptable internal consistencies and construct equivalence for two language groups.
Practically significant differences were found in the burnout levels of academics with regard
to their age, marital status and working hours.
Exploratory factor analysis with target rotations resulted in a two-factor model of work
engagement, consisting of Vigour/Dedication and Absorption. The scales showed acceptable
construct equivalence for two language groups (Afrikaans and English). One scale, namely
Vigour/Dedication showed acceptable internal consistency. Practically significant differences
were found between the work engagement of academics with different job levels and
qualifications.
Compared to the normative data, academics reported significantly high levels of stress
relating to pay and benefits, overload and work-life balance. Academics also reported high
levels of psychological ill-health, but experienced high levels of commitment both from and
towards their organisation. Organisational commitment did not moderate the effects of
occupational stress on ill-health. Analysis of variance revealed differences between the levels
of occupational stress and ill-health of demographic groups.
Regarding a model of work wellness, the results showed that job demands contributed to
burnout, while job resources contributed to work wellness (low burnout and high work
engagement). Burnout mediated the relationship between job demands and ill-health; work
wellness mediated the relationship between job resources and organisational commitment.
Dispositional optimism moderated the effects of a lack of job resources on work engagement.
Work wellness and health contributed to life satisfaction.
Recommendations for future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Hultgren, Emma. "Arbetsmiljön i förskolan : En kvalitativ studie om förskollärares upplevelse av sin arbetsmiljö." Thesis, Karlstads universitet, Institutionen för pedagogiska studier (from 2013), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-73194.
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Background: High demands are being placed on the preschool teacher in the preschool profession today. The conditions why preschool teachers' should be able to offer a good pedagogical activity is the work team's ability to cooperate together and also a pleasant working environment. Objective: This study aims to increase knowledge of preschool teachers' experiences of their work environment, how it affects them and what is perceived to promote a good working climate. Method: The study was conducted with qualitative interviews of six preschool teachers in the same municipality. The only requirement was that all preschool teachers were legitimized. Results: The analysis resulted in three categories: Preschool's everyday life, physical working environment and psychosomatic work environment. The result of these categories is that preschool teachers' experienced increased work tasks, large children's groups and a lack of time, which resulted in the workload being perceived as high This affects the preschool teachers' satisfaction in the work in the form of stress and a feeling of inadequacy. Despite a high workload in the profession, the result shows that all preschool teachers' felt that they had chosen the right occupation in view of the freedom of work and the children's contributing joy. Conclusions: The conclusions of this study shows that there are high demands on preschool teachers' today, but that the joy for the work and the preschool children is what contributes to the preschool teachers still remaining in the profession.Mycket talar för att det idag ställs höga krav på förskolläraren i förskolläraryrket. Grunden för att förskollärarna ska kunna erbjuda en god pedagogisk verksamhet är beroende av arbetslagets förmåga att samarbeta tillsammans och att en trivsam arbetsmiljö råder på arbetsplatsen. Syftet med studien är att öka kunskapen om förskollärares upplevelser av sin arbetsmiljö, hur det påverkar dem och vad som upplevs främja ett gott arbetsklimat. Studien genomfördes med hjälp av kvalitativa intervjuer, där sex förskollärare i samma kommun intervjuades. Kravet i studien var att deltagarna var legitimerade förskollärare. Resultatet av förskollärarnas upplevda arbetsmiljö visar att det råder höga krav på förskollärarna idag. Förskollärarna upplevde ökade arbetsuppgifter, stora barngrupper och brist på tid vilket resulterade i att arbetsbelastningen upplevdes som hög. Detta påverkade förskollärarnas tillfredställelse i arbetet i form av stress och en känsla av otillräcklighet. Vidare visade resultatet att en positiv inställning, ett bra samarbete och möjligheten till egen utveckling gynnar både förskollärarens arbetsglädje och arbetsklimatet i verksamheten. Trots en hög arbetsbelastning i yrket visar resultatet att samtliga förskollärare kände att de valt rätt yrke på grund av arbetets frihet och barnens avsmittande glädje. Slutsatserna av studien visar att det råder höga krav på förskolläraren i förhållande till de upplevda resurserna. Den positiva inställning i arbetet och förskollärarens inflytande över sin arbetssituation kan betraktas som gynnande för både arbetsglädjen och arbetsklimatet. Slutsatsen av studien visar att glädjen för arbetet och barnen är det som bidrar till att förskollärarna fortfarande finner motivation i yrket.
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Loup, Pierre. "Influence des Technologies Nomades sur le bien-être au travail : une lecture par la théorie de la conservation des ressources." Thesis, Montpellier, 2016. http://www.theses.fr/2016MONTD033/document.
Full textAbstract:
A l’heure où le bien-être au travail semble devenir une priorité pour les managers et les organisations, et où les technologies mobiles permettent une accessibilité permanente aux informations professionnelles, contribuant ainsi à accroître la porosité de la frontière entre les vies privée et professionnelle, cette thèse interroge l’influence des technologies nomades sur la santé psychologique des salariés et plus précisément sur leur bien-être. Pour explorer cette problématique, nous mobilisons la théorie de conservation des ressources (Hobfoll, 1989), théorie motivationnelle qui se base sur la diversité des ressources dont peut disposer une personne pour maintenir ou atteindre une situation de bien-être et d'équilibre. Les équipes commerciales d’un grand groupe français, qui ont été équipées fin 2012 de Technologies Nomades, constituent notre terrain d’investigation. La revue de la littérature et les résultats d’une analyse qualitative exploratoire menée à l’aide d’entretiens semi-directifs auprès de 34 commerciaux et managers de ce groupe nous amènent à proposer un modèle structurel de l’influence des technologies nomades sur le bien-être au travail, qui combine des variables organisationnelles, individuelles et technologiques. Ce modèle a été testé via une enquête par questionnaire au niveau national. Sur les 850 questionnaires envoyés, 400 réponses exploitables ont pu être traitées. Dans un premier temps, nos résultats empiriques nous conduisent à déterminer cinq catégories d’usage des technologies nomades, dépendant conjointement de la nature du support technologique et de la tâche réalisée. Les cinq variables ainsi obtenues constituent par la suite les variables d’entrée, lors de l’étape de modélisation par la méthode d’équations structurelles. Le test des hypothèses de recherche met en avant le rôle de certaines ressources telles que l’autonomie, le sens du travail, l’utilité des technologies ou le soutien social organisationnel, pour notamment faire face à l’invasion des technologies dans la sphère privée et la pression liée à leur utilisation. De manière générale, nos résultats laissent transparaître que malgré les changements induits par l’arrivée des technologies nomades, il n’existe pas de dualité concernant l’effet direct ou indirect de ces technologies sur le niveau de stress ou le bien-être au travail. Peu de personnes interviewées sont catégoriques sur des conséquences purement négatives ou purement positives des technologies nomades sur le bien-être au travail ; la mesure semble donc être de rigueur en la matière. Cependant, une large majorité des commerciaux et managers interviewés considère que l’arrivée des technologies nomades a « plutôt » favorisé le bien-être au travail, et ne se verrait plus travailler sans, en dépit de l’augmentation de la charge de travail et de l’invasion technologique induites. Au final, les technologies nomades semblent alors constituer des ressources sous contraintes. Pour conclure ce travail, sont présentées les contributions théoriques et managériales, ainsi que les voies futures de rechercheAt a time where welfare at work seems to be a priority for managers and organizations, and where mobile technologies allow permanent access to business information, increasing the porosity of borders between private and professional life; this thesis questions the impact of mobile technologies on employees’ psychological health and more specifically about their well-being (effects of nomadic technologies on the border between private and professional life, interpersonal relations, etc.). To explore this issue, we mobilized the Resources Conservation Theory (Hobfoll, 1989), a motivational theory which is based on the variety of resources available to a person in order to maintain, or reach, a situation of well-being and balance. The sales teams of a large French group, which were fitted in 2012 with Mobile Technologies (MT) constitute our field of investigation. The literature review and the results of an exploratory qualitative analysis, conducted using a semi-structured interview, with 34 commercials and managers, lead us to submit a structural model of the influence of mobile technologies on well-being at work, combining organizational, individual, and technological variables. This model was tested via a survey at a national level. From the 850 questionnaires which were sent, 400 usable responses were studied. First, our empirical results lead us to identify five categories of mobile technologies use, both depending on the nature of the technological support and on the performed task. The five obtained variables, became the input variables, through the modeling stage realized by the structural equations method. The test of research hypotheses emphasizes the role of certain resources such as autonomy, the meaning of work, the usefulness of technologies or organizational social support, especially to cope with the invasion of technology into the private sphere and the pressure related to its use. Overall, our results suggest that, despite the changes brought by the arrival of MT, there is no duality regarding the direct or indirect effect of these technologies on the stress level or on the welfare at work. Few interviewees are adamant on purely negative or purely positive impact of mobile technologies about welfare at work. However, a large majority of commercial and interviewed managers considered that the arrival of mobile technologies has "somewhat" favored well-being at work, despite the increased workload and technological invasion that it induced. In the end, MT seem to constitute constrained resources. To conclude this work, the theoretical and managerial contributions are presented as well as future opportunities of research
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Brunk, Nanna, and Sara Norling. "Välbefinnande och positiva känslor i arbetslivet : En balansakt som kräver samspel." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:du-18161.
Full textAbstract:
Syftet med denna studie var att undersöka vad som ger medarbetare välbefinnande och positiva känslor på arbetsplatsen. Studien genomfördes genom kvalitativa intervjuer med sex medarbetare på fyra bank- och försäkringskontor i mellersta Sverige. Resultatet analyserades med hjälp av tidigare forskning samt teorier. Resultatet visar att det som skapar positiva känslor och välbefinnande i stor grad är relationer, dels med kollegor men också med kunder. Positiva känslor kan ha en väldigt hög spridningsförmåga bland kollegor, kunder och i organisationen. Det visade också att det är viktigt att det finns en balans mellan arbetsliv och privatliv samt mellan krav och kontroll. Att se på välbefinnande på arbetet ur ett samspelsperspektiv, där man integrerar både individ och organisation, visade sig också vara viktigt för att framgångsrikt kunna arbeta med dessa frågor.The purpose of this study was to examine what gives employees wellbeing and positive emotions at work. The study was conducted through interviews with six employees, at four banking- and insurance offices in the middle of Sweden. The results were analyzed with the help of previous research and theories. The result shows that what creates positive emotions and well-being to a large degree are relationships, both with colleagues and customers. Positive emotions can have a very high ability to spread among colleagues, customers and the organization. It also showed that it is important that there is a balance between work life and private life and the demands and control at work. Being able to study wellbeing at work from an interaction perspective, which integrates both the individual and the organization also proved to be important to work with these issues.
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Låstad, Lena. "Job insecurity climate : The nature of the construct, its associations with outcomes, and its relation to individual job insecurity." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118979.
Full textAbstract:
Work is an essential part of most people’s lives. With increasing flexibility in work life, many employees experience job insecurity – they perceive that the future of their jobs is uncertain. However, job insecurity is not just an individual experience; employees can perceive that there is a climate of job insecurity at their workplace as well, as people collectively worry about their jobs. The overall aim of this thesis was to investigate the job insecurity climate construct and how it relates to work- and health-related outcomes and to individual job insecurity. Three empirical studies were conducted to investigate this aim. Study I investigated the dimensionality of the job insecurity construct by developing and testing a measure of job insecurity climate − conceptualized as the individual’s perception of the job insecurity climate at work − in a sample of employees working in Sweden. The results indicated that individual job insecurity and job insecurity climate are separate but related constructs and that job insecurity climate was related to work- and health-related outcomes. Study II examined the effects of individual job insecurity and job insecurity climate on work- and health-related outcomes in a sample of employees working in a private sector company in Sweden. The results showed that perceiving higher levels of job insecurity climate than others in the workgroup was associated with poorer self-rated health and higher levels of burnout. Study III tested the relationship between individual job insecurity and job insecurity climate in a sample of Flemish employees. The results indicated that individual job insecurity is contagious, as individual job insecurity predicted perceptions of job insecurity climate six months later. In conclusion, by focusing on perceptions of the job insecurity climate, the present thesis introduces a new approach to job insecurity climate research, showing that employees can perceive a climate of job insecurity in addition to their own individual job insecurity and, also, that this perception of the job insecurity climate at work has negative consequences for individuals and organizations.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.
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Bois, Hugo. "Modélisation et prospective de la demande de mobilité." Thesis, Paris 10, 2017. http://www.theses.fr/2017PA100100/document.
Full textAbstract:
Aujourd'hui, essentiellement dans les pays développés, nous passons de la propriété à l’usage et donc du transport à la mobilité. La mobilité est au cœur de la vie des gens et la structure ; elle est source d’externalités positives (activité économique, gain de temps, accessibilité géographique) mais aussi négatives concernant l’environnement (pollutions locales, gaz à effet de serre), le social (inégalités face à la mobilité) et l’économie (perte de temps dans les embouteillages). Il convient alors de s’intéresser aux conséquences sur les attentes des individus, des politiques publiques permettant de réduire ces externalités négatives.Cette thèse, financée par le Groupe PSA, vise à étudier la demande de mobilité à travers la construction des préférences modales. A cette fin, le Processus d’Analyse Hiérarchique est utilisé pour analyser l’importance des attributs caractérisant les modes de transport et les perceptions de ces attributs pour chaque mode de transport. Un traitement économétrique est alors réalisé concernant les attitudes et les perceptions et différents modèles sont comparés entre eux avec et sans contraintes d’accessibilité. Enfin, une taxe carbone est introduite dans notre modèle à travers un choc de perceptions à court terme pour analyser les changements de préférences modales. Un nouveau moyen de transport est également introduit. La combinaison de ces deux éléments est ensuite analysée sous l’angle des parts modales et des émissions de CO2. Le cadre d’analyse ainsi construit permet de simuler des changements à plus long terme. En d’autres termes, il permet de modéliser l’impact de scénarios prospectifs sur les préférences modales. Ce modèle a été délivré au Groupe PSA afin de lui permettre d’affiner la construction de ses scénarios prospectifs ainsi que leurs connaissances sur la demande de mobilité.Les résultats principaux sont qu’il faut introduire une taxe carbone suffisamment élevée pour impacter significativement et positivement la baisse des émissions de gaz à effet de serre provenant des déplacements. Parallèlement, un nouveau mode de transport situé entre le vélo et le véhicule électrique implique une augmentation de la satisfaction des individus. En conclusion, si l’objectif est et de réduire les émissions de CO2 dues au transport tout en maximisant la satisfaction des individus, notre modèle nous dit qu’une taxe carbone assez élevée incite à l’innovation et permet donc de faire émerger de nouveaux moyens de transports plus propres et mieux adaptés aux différentes attentes des individusToday, mostly in developed countries, we are moving from ownership to usership and therefore from transport to mobility. Mobility is at the heart of people's lives and structure; it is also a source of positive externalities (economic activity, time saving, geographical accessibility) but also negative about the environment (local pollution, greenhouse gases), the social (mobility inequalities) and the economy (loss of time in congestion). It is therefore necessary to analyse the impact on public expectations of public policies aimed at reducing negative externalities.This thesis is financed by PSA Group and aims to study the mobility demand through the construction of modal preferences. In this aim, the Analytic Hierarchy Process is used to analyze the importance of the attributes characterizing transportation modes and the perceptions of these attributes for each transportation modes. An econometric treatment is then carried out concerning attitudes and perceptions and different models are compared with and without accessibility constraints. Finally, a carbon tax is introduced into our model through a shock of short-term perceptions to analyze changes in modal preferences. A new transportation mode is also introduced. The combination of these two elements is then analyzed in terms of modal shares and CO2 emissions. The analytic framework constructed allow us to simulate changes in a longer term. In other words, it allows to model the impact of prospective scenarios on modal preferences. This model was delivered to the PSA Group to refine the construction of its prospective scenarios as well as their knowledge about mobility demand.The main result are the followings. A carbon tax which is high enough must be introduced to have a significant and positive impact on the greenhouse gas emissions reduction from travel. At the same time, a new transportation mode defined between the bicycle and the small electric vehicle implies an increase in satisfaction of individuals. To be brief, if the objective is to reduce CO2 emissions from transports while maximizing the satisfaction of individuals, our model tells us that a relatively high carbon tax stimulate innovation and thus allows new transportation modes to emerge that are cleaner and better fitted to individuals expectations
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David, Cheikha. "Demande de chirurgie esthétique et satisfaction en lien avec le fonctionnement psychosocial et émotionnel." Aix-Marseille 1, 2009. http://www.theses.fr/2009AIX10107.
Full textAbstract:
Le façonnage chirurgical du corps répond à une nécessité psychologique encore peu définie. Depuis quelques années, la demande de chirurgie esthétique et sa satisfaction subséquente sont l'objet d'investigations multiples. Des facteurs sont identifiés comme intervenant dans le processus. Mais on déplore un manque de conceptualisation, limitant par ce fait, les capacités explicatives du phénomène. Ainsi, une analyse qualitative et quantitative est menée auprès de 50 personnes avant et 6 mois après l'intervention (n=22). Elle s'inscrit dans une perspective multidimensionnelle où le contexte social, psychologique et émotionnel est mis en lien avec le discours. Nos résultats supportent la pertinence d'un modèle multifactoriel en étayant l'existence d'un mode de fonctionnement particulier de ces personnes. Différentes formes s'allient avec le niveau de satisfaction après intervention : élevé (n=12), moyen (n=7) et bas (n=3). Les capacités prédictives du comportement sont limitées, mais encouragent la mise en place de thérapeutiques, interface nécessaire entre le soma et la psyché, dont l'alliance dessert incontestablement la santé psychologique.
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Mundia, Clara. "ASSESSING THE RELIABILITY OF ROOFTOP RAINWATER HARVESTING FOR DOMESTIC USE IN WESTERN KENYA." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/theses/216.
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In many developing countries, the stress of rapidly growing populations, mismanagement of resources and changing climate has created a burden on already compromised water resources. In Africa, where a significant proportion of the population is without access to improved water source, the urgency for clean available water sources to sustain healthy and productive human and natural populations has become a priority. As a water scarce country, Kenya has seen an increased investment in rainwater harvesting (RWH) projects to harness the vastly untapped rainwater resource, particularly in rural areas. Most of RWH literature is centered on the potential and implementation of rainwater harvesting systems, however not much focus has been placed on examining the demand satisfaction of these systems. This study investigates the reliability of rooftop rainwater harvesting (RRWH) as a key priority source of water supply for domestic use in three towns in Western Kenya: Kisumu, Nakuru and Lodwar. This was done using two approaches (1) the fraction of time water was available and (2) the fraction of time that a minimum demand was met, with acceptable reliability of 0.95 or higher. Actual rainfall data and RRWH parameters were used to produce supply/demand simulations of the system under Constant-Demand and Responsive-Demand scenarios over ten years. It was observed that all towns achieved acceptable reliability values for RRWH in terms of water availability however Lodwar only achieved demand satisfaction below 0.95. This study concluded that though RRWH cannot satisfy the minimum demand requirement through all days of the year, it is more than able to provide an alternative water supply for the domestic household in periods of long dry spells or when primary water source are inadequate.
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Westerman, Christelle. "Work-related wellness of information technology professionals in South Africa / C. Westerman." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2458.
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Amado, Maria da Luz do Rosário. "Antecedentes do Bem-Estar no trabalho : análise numa empresa do sector editorial." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11403.
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Mestrado em Gestão de Recursos HumanosO presente estudo pretende analisar os antecedentes que contribuem para promoção do bem-estar no trabalho no contexto Português, no caso específico duma organização do sector editorial português. O estudo foi feito com uma amostra de 101 colaboradores, que representam 87,1% da organização em análise. Os dados foram recolhidos através da aplicação de um questionário individual e anónimo. Os resultados demonstraram correlações positivas significativas entre o bem-estar no trabalho (BET) e as variáveis satisfação com a organização, identificação com a organização, exigências do trabalho, controlo do trabalho, autonomia no trabalho, autoeficácia e perceções de justiça (distributiva, procedimental, interpessoal e informacional). Através da técnica de regressão múltipla, verificou-se que as variáveis satisfação com a organização; autonomia no trabalho; exigências no trabalho; justiça informacional e identificação com a organização têm um maior poder de explicação do BET. No seu conjunto, estas variáveis explicam 67.1% da variância do BET.
The present study analyses antecedents of well-being at work in the Portuguese organizational context and for the specific case of an organization of the publishing sector. The study was undertaken with a sample of 101 employees, representing 87,1% of the total number of employees. Data was collected through individual and anonymous questionnaires. Results show significant positive correlations between well-being at work (WBW) and the variables satisfaction with the organization, identification with the organization, job demands, job control, job autonomy, self-efficacy and perceptions of justice (distributive, procedural, interpersonal and informational). Through multiple regression analysis it was found that satisfaction with the organization, job autonomy, job demands, informational justice and identification with the organization have the highest predictive power. Taken together, these variable account for 67,1% of variance in WBW.
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Nel, Jolene. "Home characteristics, nonwork–work interference and well–being of dual earner parents / Nel, J." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7046.
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Emotional home demands, cognitive home demands, home pressure, development possibilities, autonomy, social support, nonwork–work interference, spouse–work interference, parent–work interference, religion/spiritual–work interference, domestic–work interference, health, exhaustion, cognitive weariness, life satisfaction, dual earner parents
Dual earner parents have become the norm in today’s workplace (Weigel, Weigel, Berger, Cook, & Delcampo, 1995). Dual earner parents face many challenging roles that they have to try to balance; these include being a parent, spouse, employee, being involved in religious practices and juggling domestic responsibilities. According to Duxbury and Higgins (1991), it is very difficult for such parents to balance their various roles and multiple demands. All these challenging demands (home characteristics) can cause nonwork–interference which can, in turn, lead to well–being problems (Magnus & Viswesvaran, 2005).
The general objective of this study is to investigate the home characteristics, nonwork–work interference and well–being of a sample of dual earner parents. A convenience sample of dual earner parents (N=207) was taken in the Vaal Triangle area in Gauteng. The following scales was used within this study: the Home Demands Scale (Peeters et al., 2005), Home Resources Scale (Demerouti et al., 2010); the Work–nonwork Interference Scale (Koekemoer, Mostert, & Rothmann, 2010); the General Health Questionnaire (GHQ) (Goldberg, & Williams, 1988); and the OLBI (Oldenburg Burnout Inventory) Scale measuring exhaustion, Cognitive weariness (Van Horn et al., 2004); and life satisfaction (Diener et al., 1985).
Descriptive statistics, Cronbach alpha coefficients, product moment correlations and multiple regression analyses were used to analyse the data. The results indicated that emotional home demands and lack of autonomy significantly predict physical ill health; emotional home demands and spouse–work interference significantly predict anxiety; and emotional home demands significantly predict depression. Gender, home pressure, developmental possibilities and parent–work interference were, in turn, significant predictors of exhaustion.
Recommendations were made for future research and also, on a more practical level, for dual earner parents. One of the recommendations is that one needs to investigate the possible cross–over and spillover effects of work–nonwork interference between wives and husbands. Another is to investigate the positive side of work–nonwork interference.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.
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Fournier, Benoit. "Attachement et fonctionnement conjugal chez les hommes consultant un service d'aide psychologique." Thèse, Université de Sherbrooke, 2008. http://savoirs.usherbrooke.ca/handle/11143/2794.
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Cette thèse de doctorat, constituée de deux articles, porte sur des facteurs liés à la détresse conjugale. Le premier article repose sur une recension des écrits et vise à enrichir la compréhension des liens qui unissent la satisfaction conjugale, l'attachement adulte, le patron de communication demande-retrait et la violence conjugale. Ces liens sont conceptualisés selon le modele vulnérabilités - stresseurs - adaptation (VSA). L'insécurité d'attachement est conçue comme une vulnérabilité personnelle qui influence l'adaptation des conjoints dans leur relation. Le patron demande-retrait et la violence conjugale formeraient des processus d'adaptation peu fonctionnels lors des conflits. Ils seraient en interaction réciproque avec la satisfaction conjugale. Le deuxième article présente les résultats d'une étude corrélationnelle effectués auprès de 55 hommes en difficultés conjugates. Les résultats montrent que l'anxiété d'abandon est liée positivement à la violence psychologique et que ce lien subit une médiation par le patron de communication demande-retrait et la satisfaction conjugale. L'anxiété est aussi liée positivement à la violence physique, où le patron demande-retrait joue également un rôle médiateur. L'évitement de l'intimité est relié directement à la violence psychologique. Les résultats montrent aussi un rôle médiateur de la satisfaction conjugale dans le lien unissant l'évitement de l'intimité à la violence psychologique, mais celui-ci disparaît lorsque la désirabilité sociale est contrôlée. La violence des hommes anxieux est interprétée comme une façon d'attirer l'attention de leur partenaire sur leurs besoins, alors que la violence psychologique serait une manière de préserver une distance chez les hommes qui présentent de l'évitement de l'intimité.
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McKensey, Macie D. "RETENTION IN THE MILITARY: THE ROLE OF HARASSMENT AND DISCRIMINATION IN WORKPLACE SATISFACTION AND PERCEIVED ORGANIZATION SUPPORT." Kent State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=kent1492444245310701.
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Williams, Peter B. "On-Demand Tutoring in Distance Education: Intrinsically-motivated, Scalable Interpersonal Interaction to Improve Achievement, Completion, and Satisfaction." Diss., CLICK HERE for online access, 2005. http://contentdm.lib.byu.edu/ETD/image/etd1036.pdf.
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Bjurmell, Anna, and Annika Pousard. "Att trivas på arbetet : Psykosocial arbetsmiljö och arbetstrivsel inom en statlig myndighet." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28616.
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Psykosocial arbetsmiljö är samspelet mellan psykiska och fysiska faktorer vilka är av vikt för en individs hälsa, välbefinnande och arbetstrivsel. Forskning inom området har främst fokuserat på hälsa, välmående och stress där krav-kontrollmodellen är en vanligt förekommande modell. Syftet med studien var att undersöka hur faktorerna krav, kontroll och socialt stöd relaterar till arbetstrivsel. Utgångspunkt var krav-kontroll-stödmodellen samt dess relation och interaktion till arbetstrivsel utifrån fem frågeställningar och tre hypoteser. Medverkande var 65 kvinnor och 22 män från två kontor inom en statlig myndighet i Mellansverige. Undersökningen genomfördes med en enkät inspirerad av mätinstrumenten ASK 2.0 och Minnesota Satisfaction Questionnaire. En trevägs variansanalys påvisade resultatet att kontroll eller stöd kan vara av betydelse för arbetstrivsel, men krav verkar inte vara avgörande. De anställda ser ut att trivas och befinner sig antingen i det avspända eller i det aktiva arbetet.
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Avermann, Niklas, and Jan Schlüter. "Determinants of customer satisfaction with a true door-to-door DRT service in rural Germany." Elsevier, 2019. https://publish.fid-move.qucosa.de/id/qucosa%3A72228.
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The effects of demographic change and the lack of acceptance represent some of the main problems for the public transport infrastructure in rural areas. As a consequence, the development of new transport service options becomes especially relevant for rural communities. The Max-Planck-Institute for Dynamics and Self-Organization developed a new form of Demand Responsive Transport the EcoBus to examine the viability of new DRT systems in rural Germany. Our work draws on customer satisfaction data during the trial runs of the EcoBus. Based on the survey data, this paper develops regression models to explain the determinants of DRT customer satisfaction. Our main findings include the importance of waiting times and the ease of entry for overall customer satisfaction. Nevertheless, we found no evidence that the presence of other guests in the vehicle had any negative impact on customer satisfaction. Findings of other works that women are significantly more likely to use DRT services could not be validated from our data.
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Yiou, Gong, and Ye Shaolin. "Employee Satisfaction Management on Job‐related Stress : The mechanism between middle level manager’s leadership and knowledge worker’s autonomy." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72892.
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Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion & Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.
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(7037735), Jared Collis Law-penrose. "PSYCHOLOGICAL NEEDS SATISFACTION: EVALUATING THE MODERATING EFFECTS OF SOURCE AND DOMAIN OF NEED SATISFACTION ON JOB ATTITUDES." Thesis, 2019.
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This research examines the relationships between the satisfaction of psychological needs (belongingness and distinctiveness) on affective and cognitive attitudes (job satisfaction and commitment) with an emphasis on identifying key differential and moderating effects. This study hypothesizes the direct effects of need satisfaction and moderating effects of the source (individual & group) and domain (work & non-work) of need satisfaction. Hypotheses were tested with a cross-sectional survey of alumni from a regional college in the mid-Atlantic United States. Results indicated that satisfying the needs for belongingness and distinctiveness whether through source (individual vs. group) or by domain (work vs. non-work) have a positive impact on job attitudes. However, the results for the moderating and differential effects along with post-hoc analyses provides additional insights. Overall, this study found that the satisfaction of psychological needs have important direct effects on affective and cognitive job attitudes. Results indicated that the source of need satisfaction (individual and group) and the domain in which a need is satisfied do moderate the relationship between psychological need satisfaction and specific cognitive and affective job attitudes. In many circumstances, the moderating effect was not as expected. Additionally, the context of virtuality had a significant impact on only a few relationships. Post-hoc analyses showed that the relationship among the variables in this study are more complex than hypothesized and should be evaluated more fully.
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Chen, Yi-Rong, and 陳怡蓉. "The Study of Job Demands, Job Control, Intrinsic Motivation, Job Satisfaction, and Engagement." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gs8ufh.
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碩士國立中央大學
企業管理學系
106
This study investigates the relationships among job demands, job control, intrinsic motivation, job satisfaction, and engagement. It is found that job demands is negatively related to job satisfaction. Job control is positively related to job satisfaction. Intrinsic motivation is positively related to job satisfaction. In addition, job satisfaction is positively related to engagement. Managerial implication and suggestions for future research are thus discussed.
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LIN, SHIUAN-CHIH, and 林炫芝. "Full-time Housewives’ Family Demands and Life Satisfaction - A Perspective of Family Life Cycle." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v32a54.
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碩士中國文化大學
生活應用科學系碩士在職專班
107
The purpose of this study was to understand the devotion and contribution of full-time housewives to the family, the family demands, and expectations. In addition, this study explored the differences of family demands and life satisfaction of full-time housewives between stages of the family life cycle. This study also examined the associations among independent variables and their effects on family demands and life satisfaction. In the present study a purposive sampling method was conducted, the samples were selected from full-time housewives who were married, had at least one child with no regular work income. A questionnaire was distributed to the participants by snowball sampling. A total of 461 questionnaires were distributed in this study and 456 copies were returned. The response rate was 98.92%. After eliminating 18 copies of incomplete questionnaires and unqualified subjects, the total number of usable questionnaires was 438 and response rate was 95.01%. The reliability and validity analysis, descriptive statistics, test of mean differences among groups, correlation analysis, and regression analysis are carried out according to the research purpose, questions, and hypotheses. The results of this study found that the family demands of full-time housewives differ in educational level, living conditions and fixed monthly economic sources of the family; full-time housewives’ life satisfaction also varies in the fixed monthly economic sources of the family, the proportion of husbands’ help with household tasks, and the family life cycles. Full-time housewives have different family roles, family demands, and responsibilities to be taken during each family life cycle. Thus, it explains why full-time housewives express the same state of mind about family demands in each family life cycle. However, life satisfaction varies in different family life cycles. Full-time housewives’ life satisfaction in the youth stage is significantly lower than in the preschool stage. For stages of fostering children, a teenager is indeed more difficult to control and discipline. Therefore, during the youth stage the effort for a mother to take care of children is greater and level of life satisfaction is apparently lower. Once the youngest child left home, full-time housewives in the empty nest period reduce the burden of raising children. Their economic situation is getting better and have more time to live life for themselves. Therefore, obviously the level of full-time housewives’ life satisfaction increases. The results of the study also found that the higher the family demands of full-time housewives, the lower the life satisfaction. Based on the results, this study provides recommendations to researchers, full-time housewives, and policy decision makers in government for future reference.
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LIU, LUNG-CHI, and 劉隆期. "Leisure Participation, Demands and Satisfaction of Policemen - A Case Study of Taoyuan City Government." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/52812901940698969579.
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碩士開南大學
觀光運輸學院碩士班
104
The aim of this study is to discuss the relationship among leisure participation, demands, and satisfaction for policemen. A total of 500 questionnaires were sent. Among them, the 398 effective questionnaires were conducted. After the coding of the questionnaires, statistical approaches, such as descriptive statistics, reliability analysis, t-test, one-way analysis of variance (ANOVA) with the Scheffe post comparison, Pearson correlation analysis, importance-performance analysis (IPA), were used to explore the differences and relationship among leisure participation, demands, and satisfaction for policemen. The major findings were as follows: 1.The level of the leisure participation of policemen in the Taoyuan City ranges from the frequent participation to occasional participation. 2.The main type of the leisure participation for policemen in the Taoyuan City is amusement. 3.The leisure demands of policemen rank from “Need” to “Very Need”, revealing that the leisure needs for policemen is strong, particularly for psychological demands. 4.The inner factors in the leisure participation and satisfaction are positively correlated with each other, except for the relationship between innovative and mental factors. 5.The inner factors in the leisure demands and satisfaction are positively correlated with each other. 6.According to IPA results, the physical and mental factors of the leisure demands and satisfaction factors located in the first quadrant indicate the two factors exceeding average level and reaching high performance. The sentimental, knowledge, social, and fulfill factors in the leisure needs and satisfaction factors located in the third quadrant indicate that the four factors perform lower than average. The author also propose the following suggestions: leisure demands for policemen and the body of the police departments in the future study.
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Kao, Ching Ting, and 高巾婷. "Parent's Demands and Satisfaction to Service Quality of After-School Child care in Lu Jhou." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/gb6p99.
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碩士中國文化大學
青少年兒童福利研究所
97
The purpose of this study is to understand the current conditions in parent's demands and satisfaction in after-school child care service, the difference among parent's demands and satisfaction, and the relations between demands and satisfaction. The findings of this research are as following: 1 There are significant differences and demands of service quality in after-school child care according to different personal condition of parents. 2 There are significant differences and satisfaction of service quality in after-school child care according to different personal condition of parents. 3 There are significant predictive at demands of service quality to satisfaction of service quality in after-school.
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Yang, Qian-Fei, and 楊茜妃. "The Study of Job Demands, Intrinsic Motivation, Job Social Support, Job Satisfaction, and Organizational Citizenship Behavior." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2kby53.
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碩士國立中央大學
企業管理學系
106
This study explores the relationships among job demands, intrinsic motivation, job social support, job satisfaction, and organizational citizenship behavior. The results indicate that job demands are negatively related to job satisfaction. Intrinsic motivation and job social support are positively related to job satisfaction. It is also found that job satisfaction is positively related to organizational citizenship behavior. Managerial implications and suggestions for future research are thus discussed.
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CHANG, YEN-CHUNG, and 張燕紅. "Parent，s Demands and Satisfaction to Service Quality of Private After-School Care Service Institutes in Taipei." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/22487189832199501696.
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碩士中國文化大學
青少年兒童福利研究所
95
Parent’s Demands and Satisfaction to Service Quality of Private After-School Care Service Institutes in Taipei Abstract The purpose of this study is to understand the current conditions in parent’sdemandsand Satisfaction in After-school care Service Organization, the difference among parent’s demands and satisfaction, and the relations between demands and satisfaction. This study surveyed 963 After-school care parents in Taipei. The date were analyzed and tested by descriptive statistics, t-test, one way analysis of variance and Pearson Product-moment Correlation. The findings of this research are as followed： 1...There are significant differences and demands of childcare quality in After-school according to different personal condition of parents (“gender”, “age”, “degree of education”, “occupation”, “family average month income” and “region”) 2…There are significant differences and satisfaction of child care quality in after-school according to different personal condition of parents ( “age”, “degree of education”, “occupation”, “family average month income” and “region”) 3…There are significant predictive at need of childcare quality to satisfaction of childcare quality in after-school. In the end, this study provided some suggestions for educational institutes and researchers. Key word：parent of after-school care, demands of childcare quality in after-school, satisfaction of childcare quality in after-school .
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WU, YU-HUI, and 吳宥慧. "A Study on the Demands and Life Satisfaction of Elderly People － Taking Hsinchu Region as An Example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/549497.
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碩士玄奘大學
社會福利與社會工作學系碩士在職專班
104
With the lifespan expansion and the mortality reduction, many countries have stepped into aging society. During the aging process in Taiwan society, the percent of elderly population is increasingly higher, while the fertility rate is overly low. Consequently, Taiwan’s pace of aging is so fast that it has ranked into the fastest countries around the world. Also there is only a short period of time for Taiwan to cope with the related issues brought by aging population. Moreover, the elderly people have unique demands to be satisfied in the career, so as to achieve satisfaction. What kind of demands do the elderly people have to be satisfied to make them feel happy? It deserves in-depth exploration. The study compiles the Questionnaire for Demands and Life Satisfaction of Elderly People and takes the elderly people aged above 55 who often participate in the community activity center in Hsinchu Region. It aims to explore the situation of demands and life satisfaction among the elderly people. The connotation of demands of elderly people is divided into three dimensions, namely, leisure activity, family relationship and social service activity. With purposive sampling, it obtains 413 valid questionnaires. The questionnaire data are conducted with statistical analysis to validate various hypotheses. The analysis methods include descriptive statistics, factor analysis, credibility analysis, one-way ANOVA, multiple regression, and Person correlation analysis. It is to understand the difference between the overall situation, correlation and independent variables of the life demands and life satisfaction for elderly people. The key findings as below are found based on the results of statistical analysis: Ⅰ. Leisure activity, family relationship and social service activity among the demands of elderly people generally show good situation. Ⅱ. The life satisfaction of elderly people show medium and high level. Ⅲ. The females show higher demands than the males in the dimensions of leisure activity, family relationship and social service activity. Ⅳ. The life satisfaction of elderly people shows significant difference under different genders, living situations and economic incomes. Ⅴ.The life satisfaction shows correlation with such demand dimensions as elderly participation demand, family relationship demand, emotional support demand and study activity demand. The study proposes the following suggestions based on the study results: 1、The elderly people should attach more emphasis on their health. Theyshould take physical exercises properly and take part in more leisure activities, so as to bring more fun in life. 2、It should design more study activity courses for the female elderly people. The female elderly show higher study demands than the male elderly do. Therefore, it may design courses of study activity for the females specially. 3、It should provide more programs of social service activity. No matter what traits the elderly people have, they all embrace the demands of social service activity. Therefore, it may provide more connotation of social service. 4、The family members should care for the elderly people more. Regardless of the age difference, all elderly people are looking forward to emotional consolation from their family. So the family members should care for the elderly people more. 5、The male elderly people may learn how to get adaptive to the retirement life. The females show higher life satisfaction than the males. Therefore, the male elderly people should learn how to enrich the life connotation after retirement. 6、 It should lay more emphasis on family management. Most of the elderly people expect to return home. Therefore, it is suggested the ordinary citizens should make efforts in family management, and show more care for the family members. 7、The elderly people should participate in more study activities. One should keep studying as long as one lives. The elderly people should continue to learn new knowledge, so their views won’t be out of date.
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Yiannakis, Christine. "The moderating role of self-directedness in a Job Demands-Job Resources model for working women." Thesis, 2010. http://hdl.handle.net/10210/3439.
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M.A.The changing South African workforce is reflected in the fact that in the period between 1960 and 2001, female employment has increased substantially. For South Africa, being part of the global economy brings its own stress as more women have to earn a living to provide an extra income for the family. The resulting stress from the often opposing demands of work and family has lead to increasing attention being paid to the matter. Further, many individuals experience job insecurity and career worries and this impacts directly on their reported job satisfaction. When there are overwhelming job demands, and too few job resources, these individuals may experience further declines in job satisfaction. The present research has endeavoured to explore this subject. Job demands, job resources and self-directed learning are thought to impact on an individual‟s job satisfaction. This conceptualisation is based on the Job Demands-Resources model which states that overwhelming job demands coupled with few job resources will result in individuals experiencing burnout and disengagement from work. The aim of this study was to explore the moderating role of self-directedness in a Job Demands-Resources model for working women (N = 168). Each participant completed the Sources of Work Stress Inventory, the Career Attitudes and Strategies Inventory, the Workplace Self-Directed Learning Scale, and a biographical questionnaire. Specific hypotheses were formulated pertaining to the relationships between job resources, job demands, self-directed learning and job satisfaction, and self-directed learning as a moderator in the relationship between job resources and job satisfaction as well as job demands and job satisfaction. The relationships between job demands, job resources, self-directed learning and job satisfaction were investigated by means of Pearson product-moment correlations. The results indicated that Work-Life Balance (r = -0.246, p < 0.01), Career Worries (r = -0.451, p < 0.01), Job Insecurity (r = -0.338, p < 0.01), and Work Relationships (r = -0.465, p < 0.01) had statistically significant negative relationships with Job Satisfaction. Work Drive (r = 0.270, p < 0.01) and Self-Directed Learning (r = 0.512, p < 0.01) yielded statistically significant positive relationships with Job Satisfaction, while Work Involvement (r = 0.150) surrendered no statistically significant relationship with Job Satisfaction. Career Worries, Job Insecurity, Work Relationships, and Self-Directed Learning all yielded practically meaningful relationships of r > 0.30 with Job Satisfaction. Results of the multiple regression analyses revealed a statistically significant predictive relationship between both Job Demands and Job Satisfaction (R² = 0.232, F(3, 164), = 16.482, p = < 0.001), and Job Resources and Job Satisfaction (R² = 0.335, F(3, 164), = 27.514, p = < 0.001). Job Demands accounted for approximately 23% of the variance in Job Satisfaction. A subsequent analysis of the effect sizes revealed that Career Worries (β = -0.374, r = -0.335, t = -4.891, p < 0.001) and Job Insecurity (β = -0.179, r = -0.145, t = -2.123, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of the three job demands. Results of the multiple regression analyses further showed that Job Resources accounted for approximately 34% of the variance in Job Satisfaction. Work Relationships (β = -0.512, r = -0.505, t = -7.922, p < 0.001), Work Drive (β = -0.268, r = 0.259, t = 4.073, p < 0.001) and Work Involvement (β = 0.164, r = 0.157, t = 2.471, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of all three Job Resources. Results of the hierarchical multiple regression analyses showed that Work Drive was the only job resource variable relationship with job satisfaction that appeared to be moderated by Self-Directed Learning. The relationships between the various job demands and job satisfaction were not moderated by self-directed learning.
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Yang, Shu-Chun, and 楊淑君. "The relationship between satisfaction and demands of age-friendly environment and being active in elderlyhood at Taoyuan County." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/51831072112723189368.
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碩士國立陽明大學
臨床暨社區護理研究所
102
Background: Aging is a trend for the developed world. WHO estimated that the population aged over 60 will reach 1.2 billion in 2025 and 2 billion in 2050. Taiwan's no exception. Its people aged over 65 will exceed 14% in 2018 and 20% in 2025, becoming a so-called “super aged society.” While active aging is an important issue for Taiwan, studies on whether the age-friendly environments can enhance elders’ active aging are quite rare in this country. Objective: To study Taoyuan County’s elder residents their demand and satisfaction of age-friendly environment as well as their degree of active-aging in physical, psychological and social aspects, and to discuss the relationship between the active aging and age-friendly environment. Methods: This is a cross-sectional study. First, in order to determine major indicators of healthy and age-friendly environment as well as validated and reliable questionnaires, field observation, focus group and expert discussions are conducted in Taoyuan County’s 13 administrative districts. In addition, for the definition of “active”, it qualifies those who have at least 150 minutes of moderate physical activities per week to be “physically active”, and a score of 7 points or more on the Cantril Self-Anchoring Striving Scale to be “psychologically active”. For elders who participate in the community’s cultural and recreational activities, are classified as “socially active.” For 1,646 samples, it is extracted from 13 administrative districts of Taoyuan County, according to Probability Proportional to Size (PPS) method. Then the survey is distributed to the participants chosen by the Public Clinic Staff who received prior trainings on surveying. To analyze the collected data, SPSS 20.0 is applied for descriptive statistics. Then chi-square test is implemented for independent t-test, ANOVA, correlation, and multiple logistic regressions. Results: A total of 1,627 (98.8%) validated questionnaires are collected. It consists of 798 women (50.8%) and 772 men (49.2%). The result indicates that responders are quite satisfied with their “Housing”, but dissatisfied with the “Transportation.” Furthermore, they demand for better “Communication and Information” and “Housing,” and have the lowest desire for “Civic Participation and Employment.” It is found that about 32.6% (n=517) of elders in the county are physically active, 64.5% (n=1049) are psychologically active, and 20.6% (n=333) are socially active. Also, it is significant that those who are physically (t=3.996, P< .001) and/or psychologically (t=4.791, P< .001) active have higher rate of satisfaction regarding Taoyuan County as an age-friendly environment. For those socially active elders, they have lower demand for the age-friendly environment (t=3.916, P< .001). The relationship between age-friendly environment and active aging is determined by observing elders’ satisfaction on surveyed items. For example, physically active relates to "bus driver attitude", "shopping convenience" and "meal plans", while psychologically active relates to “meal plans.” On the socially active perspective, it involved with “Accessible and Affordable Community Activities" and “Caregiving Facilities around Homes.” The result also points out that seniors with good appetite and dietary habits (i.e. to take 3 portions or more of whole grains and drink 1500 ml of water daily) are more physically and psychologically active. For those who “feel” themselves healthy, they are also active in both physical and psychological, but not in social aspect. However, if the aged people are on a long-term medication, they become socially active, possibly due to strong psychological and social supports of Taiwan’s health care system. Elders living alone and/or apart from their family members tend to be less active psychologically, which could be explained that the aged people are used to rely on family support that it has been a traditional Taiwanese culture. Conclusion: Averagely speaking, there are 30% of elders in Taoyuan County being physically active, 60% being psychologically active, and 20% being socially active. It also relates that an age-friend environment will influence senior residents’ degree of active aging. In Taoyuan County, items catching aged residents’ attention are transportation, meal plan, shopping convenience, accessible and affordable community activities, and/or caregiving facilities around homes. Suggestion: For Taoyuan County to be an age-friendly community, it is more effective if the county can improve its system and programs on eating, transportation, recreation, day-care and medical services, as well as opportunities to live with (or close to) family and relatives. With the enriched environment, it should promote the activeness of elderlyhood of senior residents, in their physical, psychological and social attributes. Key words: age-friendly environment, elder, elderlyhood, active aging, satisfaction, demand
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HUANG, TIEN-SUNG, and 黃天頌. "A Survey Research on Learning Demands and Satisfaction of Life Education on High School Students in Northen Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9hh395.
Full textAbstract:
碩士國立臺北教育大學
教育學系生命教育碩士班
106
The research is to get insight into the situation of learning demands and the degree of satisfaction of life education for high school students in Northern Taiwan and to understand the learning satisfaction for the content of life education courses, so as to find out the relation between learning demands and satisfaction and the difference analysis over demands of life education for students from different backgrounds. The research has been calculated by questionnaire, focusing on the high school students in Northern Taiwan in the way of purposive sampling with 550 effective sample sizes randomly picked from four counties. After statistical analysis, the conclusion of the research has been reached as follow: 1. The learning demands of life education on high school students in Northen Taiwan are above average. 2. The highest learning demands of life education on high school students in Northen Taiwan is "Integrity and spirituality",the second is "Philosophy and life". 3. The lowest learning demands of life education on high school students in Northen Taiwan is "religion and life". 4. The higher learning demands of life education in "philosophy and life", "life and death care", "moral thinking and choice", "sex and marriage ethics", "personal integrity and spiritual development"are the projects proposed by students . 5. The learning satisfaction of life education on high school students in Northen Taiwan are between "ordinary" and "satisfied" and have not reached satisfaction. 6. The highest learning satisfaction of life education on high school students in Northen Taiwan is " Philosophy and meaning of life"－"Explore your own interests and plan your own future". 7. The teacher does not teach this unit by the maximum number of high school students in Northen Taiwan are "Religion and Life" and "Life and Death Care". 8. High school students in Northen Taiwan have a significant gap between life education learning demands and satisfaction. 9. High school students in Northen Taiwan in different demographic background show the significant difference in the scores of the scale and some subscales for the learning demands and satisfaction of life education.
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Wang, Hungyu, and 王弘裕. "The Study of the Visitors’ Satisfaction and Demands on Interpretation Service of National Museum of Marine Biology and Aquarium." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/45450607469430945467.
Full textAbstract:
碩士國立屏東教育大學
體育學系碩士班
101
The purpose of this study was to investigate the visitors’ satisfaction and demands on interpretation service of national museum of marine biology and aquarium. Besides, to analyze different background in the differences between satisfaction and demands on interpretation service. Finally, to explore the relationship between satisfaction and demands on interpretation service. The main research method in this study was a questionnaire survey. The research members were the visitors of marine biology and aquarium. Total questionnaire were 402 and the valid questionnaire were 402. The effective response rate was 95%. Using descriptive statistics, single factor multivariate analysis of variance, canonical correlation to analyze the data. The results were as follows: 1.The visitors of national museum of marine biology and aquarium had high satisfaction and demands on interpretation service. 2.Different age, education level, profession and residence area in the visitors of national museum of marine biology and aquarium had significant differences in satisfaction of interpretation service. 3.Different age, education level, profession and residence area in the visitors of national museum of marine biology and aquarium had significant differences in demands of interpretation service. 4.The visitors’ satisfaction and demands on interpretation service had a positive correlation of national museum of marine biology and aquarium.
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"The moderating roles of demands and resources in work engagement and job performance in Chinese service occupations." 2009. http://library.cuhk.edu.hk/record=b5894177.
Full textAbstract:
Li, Tsz Wai Gloria.Thesis (M.Phil.)--Chinese University of Hong Kong, 2009.
Includes bibliographical references (leaves 34-40).
Abstracts in English and Chinese; appendix in Chinese.
Abstract --- p.i
摘要 --- p.iii
Table of Content --- p.V
Lists of figures --- p.vii
Lists of tables --- p.viii
Chapter CHAPTER 1. --- INTRODUCTION --- p.1
Background of Work Engagement --- p.2
Work Engagement and JD-R Model --- p.2
Personal Resources and JD-R Model --- p.4
Buffering Effects of Job and Personal Resources --- p.6
Work Engagement and Employee Performance --- p.7
Chapter CHAPTER 2. --- METHOD --- p.10
Sample and Procedure --- p.10
Instruments --- p.11
Analysis Strategies --- p.13
Chapter CHAPTER 3. --- RESULTS --- p.15
Descriptive Analyses --- p.15
Confirmatory Factor Analyses --- p.17
Hypotheses Testing --- p.17
Chapter CHAPTER 4. --- DISCUSSION --- p.23
Main Effects of Job Demands and Job Resources --- p.23
Job Demands as Eustress --- p.24
Resources as Enhancers --- p.26
Linking Antecedents to Job Performance: The Role of Work Engagement --- p.27
Chapter CHAPTER 5. --- PRACTICAL IMPLICATIONS --- p.30
Chapter CHAPTER 6. --- LIMITATIONS AND FUTURE RESEARCH --- p.32
References --- p.34
Appendix --- p.41
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Chang, Chun-Chun, and 張純純. "Survey of the Seniors’ Daily Life Demands and Service Satisfaction by the Community Care Sites －Taking Taoyuan City As an Example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/j8zb28.
Full textAbstract:
碩士元智大學
社會暨政策科學學系
104
Taiwan became an aging society in 2005 and would turn into aged society and super aged society respectively in 2018 and 2025 according to the National Development Council’s forecast. Followed by the low birth rate and low total fertility rate, the population aging speed of Taiwan is the number 1 in the world. To lower the impact to national economy development by population ageing and soothe the booming demand of institutional long-term care service, the government launched a Six-star Project and started to implement the community care sites nationwide to let the senior citizens spend the rest of their lives in handy and familiar environment and hopefully realize the vision of aging in place. This study utilizes the quantitative approach and convenience sampling method to survey the senior participants’ daily life demands and service satisfaction by the community care sites In addition, another questionnaire were issued to site managers to investigate the difficulties they met in operation and the willingness to offer more service to the seniors. With the aids of SPSS software analysis on the returned questionnaire, the prioritized tasks and unfulfilled items in life demands can be clearly identified. Also the operational difficulties and resolution to the issues can be ranked through the analysis. The study result revealed that most participants of the silver haired are happy with their everyday life and would give high scores to the service by the community care sites. The summary of the analysis indicated that further simplification of the expense claim and verification requirement is the most expected tasks from site managers’ perspective. Unless more professional service personnel and operation funding can be allocated, it is not possible for the existing care sites to provide any further service to link up the long term care assistance from routine healthy promotion to the seniors under well-being. Some improvement recommendations were proposed to the central government and local government in legislation system and operation practice. Finally，the study urged that each generation (the young and elder workers and silvered haired level) set up the proper mindset against aging and take measures in terms of personal health management, financial planning, social network and participation toward aging in place.
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Main, Katherine. "Job demands and job resources as antecedents of work engagement among school educators in Pietermaritzburg, KwaZulu-Natal." Thesis, 2012. http://hdl.handle.net/10413/7775.
Full textAbstract:
The objective of this study is to assess the relationship between work engagement, job demands and job resources in a sample of educators. A cross-sectional survey design was used. Convenience samples (N = 157) were taken of educators in an area of Pietermaritzburg, KwaZulu-Natal. The Utrecht Work Engagement Scale and the Job Demands Resources Scale were administered to the sample of educators. The results showed that job resources are significant predictors of work engagement. Also, growth opportunities and organisational support played a major role in educators’ engagement and thus needs to be made a priority in the education system.Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.
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Fan, Chiang Hsiang Chen, and 范姜翔貞. "A Study of Leisure Recreation Interpretative Services to use the Demands and Satisfaction of Guide Sign System and Health Information Services in the Hospital." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/90607933502317248185.
Full textAbstract:
碩士南台科技大學
休閒事業管理系
100
Domestic purposes of health insurance system, increasing competition in the health care market. While the guidelines for the convenience of the labeling system in the medical process, Is also one of the factors that consumers choose hospitals, Hospitals to provide an sign system, Medical health information services used in a similar theory of the system of sign on the recreational experience, In this study, needs theory and IPA analysis with satisfaction and sign system, Health information services to explore user in the medical, Health information service needs and satisfaction with the system of sign provided by the hospitals. In this study, as interviewed users of hospital outpatient, Questionnaire survey, Purposive sampling method, 390 valid questionnaires and was analyzed by SPSS Version 12.0 with descriptive statistics, reliability analysis, ANOVA analysis, independent samples T-test. The results show significant differences in terms of socioeconomic background for the sign system and health information services needs and satisfaction of all.
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Hung, Ying-Shan, and 洪瑩珊. "Analysis of Relationship between Students’ Satisfaction for the Demands of School Exercise Environment of University Student-Take the National Chi Nan University as an Example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/22172758920044059782.
Full textAbstract:
碩士國立彰化師範大學
運動健康研究所
104
The purpose of this study was to investigate the relationship between students’ needs and satisfaction toward sport facilities in University school. The questionnaire about relationship between students’ satisfaction for the demands of school exercise environment was used in this research. The grand total provides 440 questionnaires, a total of 426 questionnaires remained and the overall response rate was about 96.8%. Descriptive statistics, one-way ANOVA and Pearson product-moment correlation coefficient was used in this study. The result of this study was as follows: 1. “Safety of sport facilities” is the highest score than “profession” and “comfort in environment”. 2. The score of “profession” is highest and the score of “experience in sport” is lowest. 3. There are significant differences among gender, college, age, school team, elite collegiate student athlete, department team, club and frequency of exercise per week in students’ needs. 4. There are significant differences among gender, school team, elite collegiate student athlete, department team, club and frequency of exercise per week in satisfaction. 5. There is a correlation between demands and satisfaction. Finally, according to the result of this study, the suggestions are recommended as opening campus sport facilities, raising the budget for sport expense, creating a safe and friendly environment for sport. By doing this, students can not only have more opportunity to do exercise but also develop a life-long habit. Also, the further study was recommended in this study.