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Tuttle, Matthew D. "True North or Traveled Terrain? An Empirical Investigation of Authentic Leadership." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0003188.
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Bisaillon, Beth. "The Followers perspective on the connetions between perceived servant leadership, affect and cognition-based trust and prosocial motivation." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84697.
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This study was initiated for the purpose to further understand the theoretical relationship between followers trust of the closest bound perceived servant leader and the predictability of the followers organizational citizenship behavior (OCB). Specifically, this study looked at the modifying effect of the followers prosocial motivation—the desire to benefit other people (Grant, 2008) on multilevel dimensions of trust (i.e. affect- and cognition-based trust) and how this could possibly predict if at all followers OCB. There is far less research specifically about servant leaders than those implementing transformational leadership theory (Joseph & Winston, 2005; van Dierendonck & Nuijten, 2011). There are numerous studies using transformational leadership based on the well-defined parameters that are proven to be a relatively strong predictive variable in a variety of theoretical fields (N. Eva, Sendjaya, & Prajogo, 2015). Zhu and Akhtars’ (2014) study on transformational leadership behavior and multi-levels of trust is the inspiration to the current research project. The current research project is a close replication of Zhu and Akhtars’ (2014) model with the replacement of transformational leadership with servant leadership. Data were collected from 39 followers and four leaders from seven different facilities in the greater Stockholm area. The results showed that affect-based trust mediated the relationship between servant-based leadership and followers OCB. In addition, affect-based trust mediated the relationship between servant leadership and followers OCB only with those with high prosocial motivation. As for cognition-based trust, there seems to be some interaction between cognition-based trust and the relationship between servant leadership and followers with low prosocial motivation. These results strengthen the conclusions of the original study by Zhu and Akhtar (2014). Finding that servant leadership does not predict follower’s organizational citizenship behaviors alone. To reach a better understanding on followers OCB and their interaction within a servant leadership organization one must look at the individual followers’ level of trust and prosocial motivation variables to further our understanding on how to encourage OCB.
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Harrell, Melissa. "THE RELATIONSHIPS BETWEEN LEADER BEHAVIOR, FOLLOWER MOTIVATION, AND PERFORMANCE." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3854.
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The primary goal of this study was to examine ways in which leaders can influence followers motivation. Motivation is a key construct in industrial and organizational psychology due to its impact on employee performance. Modern motivation theories adapt a more sophisticated view of motivation in terms of definition, relationships, and operationalization. In particular, one new theory of motivation is the Pritchard and Ashwood Theory (2008). This theory proposes that motivation is comprised of four perceived relationships that, in combination, reflect the extent to which employees believe that their actions on the job will lead to need satisfaction. These four relationships are called connections. The relationship between two leadership behaviors, initiating structure and consideration, and the Pritchard and Ashwood motivational connections was examined. It was hypothesized that the two leader behaviors would have differential relationships with the four motivational connections. These differential relationships should facilitate targeted behavioral feedback to leaders to improve each of the motivational connections. Additionally, motivation was hypothesized to mediate the relationship between the leader behaviors and employee outcomes. The Pritchard and Ashwood Theory is operationalized by the Motivation Assessment Questionnaire (MAQ) (Pritchard, 2006a). A secondary goal of this study was to contribute to the validity evidence of the MAQ. This recently developed questionnaire has shown good psychometric properties and initial validity evidence has demonstrated moderate relationships between the MAQ and job performance. However, this is the first study of the relationship between the MAQ and employee outcomes with a large sample of full-time working adults. Further, this study expanded potential MAQ outcomes beyond employee performance to include organizational citizenship behaviors and turnover intentions. A sample of 208 employees was recruited from two central Florida companies. These employees responded to the MAQ and other study measures via a secure, online survey. Participating employees provided contact information for their supervisors who were then invited to participate in the study by providing criteria ratings. A large number of the invited supervisors participated (n = 195). Results indicated robust support for one of the leadership behaviors: consideration. Consideration was related to performance and this relationship was partially mediated by motivation. On the other hand, initiating structure was not related to employee performance. Consideration and initiating structure were not differentially related as hypothesized to the four motivational connections. This was due in part to the strong correlation between the two leadership behaviors (r = .73). Results provided additional validation evidence for the MAQ. The overall effort scale was not related to performance as it had been in the two previous studies that used a student sample. However, the average of the motivation connections predicted performance. Additionally, the MAQ predicted both organizational citizenship behaviors and turnover intentions. As mentioned previously, the sample was drawn from two central Florida companies. Although many of the study hypotheses were supported for the overall sample, the observed relationships were very different for the two subsamples. Similarly, findings in this study differ from previous studies using the MAQ with working students. Potential reasons for these differences are discussed.Ph.D.
Department of Psychology
Sciences
Psychology PhD
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Richardson, Alison. "How leaders generate hope in their followers." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/24440.
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The purpose of this research was to understand how leaders in organisations generate hope in their followers. High hope leaders who generate hope in their followers may be described as leaders who have a positive and engaging management style, and who positively influence the people around them by generating hope. There is significant evidence that a large part of a leader’s role is to inspire hope in followers, and that high hope managers are more effective and successful than leaders who lack hope. Leaders who inspire hope in followers were identified, and nine qualitative semistructured depth interviews were conducted with the followers of these leaders. What emerged was a checklist of behaviours, actions and attitudes of high-hope leaders, which may in future serve as a guide for other leaders who seek to increase their positive influence on followers, and consequently, their positive impact on organisations and the economy. Nine common behaviours which were key in generating hope in followers emerged from this research, these are: 1. Each of the leaders has a high level of personal competence and credibility – they are personally very smart and very successful 2. They trust their people implicitly, and don’t micromanage followers 3. They empower their people 4. They are keen developers of people 5. Access to the leader is relatively easy – they are available to their people 6. They believe in and believe the best about their people 7. They are great communicators, and willingly share knowledge and information with their followers 8. They relentlessly drive high performance 9. They inspire their followers to work hard, and contribute large amounts of discretionary effortDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Blazevic, Josip, Charlotte Christensen, and Therese Eriksson. "Empowerment as a tool for increasing followers contribution and dedication : - A qualitative study about what motivates followers." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26658.
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Background: Empowerment is a leadership style where the leader gives away power and therefore provides freedom to the follower to successfully do what they want to do instead of what the leader want them to do (Whetten & Cameron, 2014). It is said that leader often fail when they have the incapability to motivate and manage their followers. Purpose: This thesis tend to examine what motives followers in order to locate if empowerment is a potential leadership style that can increase follower’s dedication and contribution within their workplace. . Method: This research contains of a qualitative study with direct questions with an influence of open ended questions in order to capture the respondent’s personal opinions. The authors uses an abductive reasoning with an interpretivism philosophy as well with an exploratory approach. Conclusion: The author’s conclusion is that the respondents of the research were not aware of the leadership style empowerment. However, all respondents had a positive attitude to the description of empowerment. This could show an indication that there is always a search for new leadership styles and empowerment is a style that could help followers to improve their contribution and dedication at their workplace.
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Chang, Chu-Hsiang. "Effects of transformational leadership on followers' feedback seeking, feedback preference, and reactions to feedback through cognitive and motivational processes." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1122910737.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005."August, 2005." Title from electronic dissertation title page (viewed 12/14/2005) Advisor, Rosalie J. Hall; Committee members, Paul E. Levy, Robert G. Lord, Ramona Otega-Liston, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Naidoo, Loren J. "EFFECTS OF LEADERS ON FOLLOWER GOAL STRIVING PROCESSES: COGNITIVE AND EMOTIONAL SENSEMAKING MECHANISMS." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1125352291.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005."December, 2005." Title from electronic dissertation title page (viewed 08/31/2006) Advisor, Robert G. Lord; Committee members, Steven R. Ash, Rosalie J. Hall, Paul E. Levy, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Mikaelsson, Emma. "Målstyrning som motiverar : En studie om hur chefer motiverar medarbetarna i målstyrningsprocessen." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23257.
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Socialt arbete i Sverige bedrivs inom offentlig samt privat regi och är underordnad politisk styrning. Inom de offentliga förvaltningarna finansierar politikerna förvaltningarna som bed-rivs utan vinstintresse och arbetar för att implementera politiska idéer och visioner i arbetet. Alla verksamheter under politisk styrning arbetar efter olika samhällsuppdrag där olika mål ska implementeras för att vidareutveckla verksamheterna och anpassas efter de förändringar som sker i samhället.Studiens syfte var att ta reda på hur enhetschefer inom Socialtjänsten motiverar sina medarbe-tare att arbeta med de politiska verksamhetsmålen. Studiens empiriska material samlades in genom kvalitativa intervjuer med fyra enhetschefer inom Socialtjänsten i Halmstad. Därefter tolkades empirin genom en hermeneutisk ansats för att få en förståelse för materialet. Slutsat-serna drogs sedan från empiri till teorier genom induktion.De viktigaste faktorerna som motiverar medarbetarna i målstyrningsarbetet utifrån ett chefs-perspektiv är att målen är tydliga så medarbetarna förstår syftet med målen. Att medarbetarna får vara delaktiga när målen planeras och utarbetas. Dels genom att de får vara med och be-sluta hur arbetet ska gå till samt att medarbetarna är delaktiga och involverade i ekonomin. Det individuella ansvaret hos varje medarbetare var också av vikt, det gör att medarbetaren får anta uppgifter som de är kunniga i och som de känner sig bekväma med. Lönen var däremot inte en avgörande faktor för att motiveras, ur chefens perspektiv. Utan istället verkar det vara betydande att medarbetarna får bekräftelse och beröm från chefen när denne utfört ett bra och betydande arbete. Att följa upp målen är också en motiverande faktor, då ser gruppen om de nått målen, för vid framgång motiveras medarbetarna.Social Work in Sweden is conducted in public and private management and is subject to polit-ical control. Within the public administration finance politician’s administrations pursued a non-profit, working to implement policy ideas and visions in the work. All activities under political control works for different social function where different goals implement in order to further develop the business and adapt to the changes that taking place in society.The study's purpose was to find out how the unit managers in social services motivate their employees to fulfill the business goals coming from politicians. The study's empirical material gathered through interviews with four unit managers within social services in Halmstad. After that, empirical data has been interpreted through a hermeneutic approach to gain an under-standing of the material. The conclusions have been drawn from empirical work to theories through induction.The main factors that motivate employees in the goal orientation process from a manager's perspective are that the goals are clear so the employees understand the purpose of the targets. It is important that employees involved when the goals is planned. Partly by allowing them to participate and decide how the work will proceed and those employees are empowered and involved in the economy. The individual responsibility of each employee was also important, it means that the employee adopt task that they are knowledgeable in and that they feel com-fortable with. Salary, however, was not a critical factor to be motivated from manager´s per-spective. But instead it seems important that employees receive acknowledgment and praise from the manager when they performed a good and important work. To follow up the goals is also a motivating factor. Then, the group sees if they achieved the goals, because the employ-ee is motivated by success.
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Chipumuro, Juliet. "The relationship between leaders’ emotional intelligence and followers’ motivational behaviour and organisational commitment." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/484.
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Over the past few years, emotional intelligence (EI) has generated significant interest and a wealth of research as a possible area of insight into what determines outstanding performance in the workplace (Ashworth, 2013:8; Pillay, Viviers and Mayer, 2013:1). The internal environment of organisations in the labour-intense hospitality industry is complex and dynamic. Given the unpredictability of change, the researcher found the hospitality industry to be an intriguing milieu within which to ascertain the importance of EI in predicting leaders’ effectiveness as a measure of outstanding performance. As employees are the internal customers of any hotel organisation, representing many hotel organisations’ only true competitive advantage, the purpose of this quantitative investigation was to examine the relationship between leaders’ EI and followers’ motivational behaviour and organisational commitment. Despite the intuitive plausibility of the assumption that leaders who exhibit EI competencies contribute to outstanding performance, the issue of followers’ motivational behaviour and organisational commitment as leadership indices has received little empirical attention. This study sets out to integrate prior findings on EI, motivation and organisational commitment, to support these findings in literature, and to incorporate these findings into a comprehensive conceptual framework. Using critical realists’ post-positivistic philosophical assumptions, the researcher used the Emotional and Social Competencies Inventory (ESCI) to assess leaders’ EI. Furthermore, the Motivational Sources Inventory (MSI) was used to assess followers’ motivational behaviour, while Organisational Commitment Scales (OCS) were used to assess followers’ organisational commitment. The survey respondents consisted of 120 leaders and 435 followers from 13 hotels in four prominent hotel groups in South Africa. The quantitative data collected from the surveys was analysed quantitatively using SPSS to reach substantial results with inferences. The analysis of variance revealed an overall positive relationship between demographic variables and Leaders EI, followers’ motivational behaviour and followers’ organisational commitment. The correlational analysis revealed positive relationships between leaders’ EI and followers’ motivational behaviour and organisational commitment (R= 0.05-, p<0.01) except for instrumental motivation. The correlation between leaders’ emotional self-awareness and followers’ intrinsic process motivation was somewhat weak while the relationship between leaders’ emotional self-awareness and instrumental motivation was found to be sufficient, but statistically not significant. The researcher can conclude that generally the results of this study reveal that organisational leaders can positively influence the motivational behaviour and organisational commitment of their followers by enhancing their own EI competencies. The results add to the leadership literature by illuminating possible antecedents to leadership effectiveness. It is believed that this research will help the hospitality industry at large in clarifying the importance of EI competencies in leadership as a means of obtaining positive motivation behaviour and commitment from followers. Furthermore, the findings have both managerial and research implications for hospitality operations strategy formulation in order to gain competitive advantage and improve the financial position of the businesses.
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Rossi, Michael. "An Investigation into High Quality Leader Member Exchange Relationships and their Relation to Followers' Motivation to Lead." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3300.
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This research further investigates the motivation to lead (MTL) construct and its antecedents. While existing research has investigated culture, personality, and direct experience as an antecedent to MTL, the indirect experience of observing an effective leader has not been studied. It was hypothesized that having an effective supervisor would be related to followers' leadership self efficacy and MTL. It was also hypothesized that this relationship would be moderated by the quality of the relationship between leader and follower. Little evidence was found supporting these hypotheses. In addition, the existing research into MTL has failed to establish the link between MTL and leader performance. Using leadership 360 ratings as a proxy for leader performance, no support was found linking MTL with leader performance. Academic and applied implications are discussed.
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Walker, Erin J. "The Mediating Role of Regulatory Focus in the Relationship between Transformational/Transactional Leadership and Follower Work Outcomes." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4249.
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The purpose of this research was to integrate the areas of leadership and motivation by examining how leaders' behaviors affect their followers' regulatory foci. Specifically, a separate laboratory experiment and field survey were conducted to determine whether leader transformational and transactional behaviors shape followers' work-based promotion and prevention regulatory foci, which in turn affect followers' outcomes at work. Overall, there was limited evidence that inspirational motivation and contingent reward leader behaviors were related to follower work-based regulatory focus, and work-based regulatory focus was related to several work-related outcomes. The moderating role of chronic regulatory focus on the relationship between leader behaviors and work-based regulatory focus as well as the mediating role of work-based regulatory focus between leader behaviors and work-based outcomes were also explored. Implications and future research are discussed.
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Webb, Kerry S. "Presidents' Leadership Behaviors Associated with Followers' Job Satisfaction, Motivation Toward Extra Effort, and Presidential Effecitveness at Evangelical Colleges and Universities." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4377/.
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Transformational leaders have tendencies that include: 1) projecting confidence and optimism about goals and followers' ability, 2) providing a clear vision, 3) encouraging creativity through empowerment and rewarding experimentation, 4) setting high expectations and creating a supportive environment, and 5) establishing personal relationships with followers. Transactional leadership as a process in which leaders and followers decide on goals and how to achieve them through a mutual exchange. The leader provides followers with resources, rewards, and punishment in order to achieve motivation, productivity, and effective task accomplishment. Laissez-faire leadership is the process of letting followers work without direction or guidance from the leader. The laissez-faire leader avoids providing direction and support, shows a lack of active involvement in follower activity, and abdicates responsibilities by maintaining a line of separation between the leader and the followers. The primary purpose of this study was to investigate the assumption that a combination of transformational and transactional leadership factors is more predictive of greater followers' job satisfaction, motivation toward extra effort, and perceived presidential effectiveness than either leadership style alone. The study investigated perceptions of the degree to which transformational leadership, transactional leadership, and laissez-faire leadership were practiced by presidents of member colleges and universities in the Council for Christian Colleges and Universities (CCCU). In addition, the study considered whether some combination of transformational and transactional behaviors is more predictive of job satisfaction, motivation toward extra effort, and perceived presidential effectiveness than either transformational or transactional leadership alone. The independent variables in the study included the transformational, transactional, and laissez-faire leadership behaviors of the college and university presidents and the dependent variables were job satisfaction, motivation toward extra effort, and perceived presidential effectiveness. This study points to specific behaviors that are predictive of job satisfaction, motivation toward extra effort, and perceived presidential effectiveness. By combining the behaviors identified as transformational, transactional, and laissez-faire leadership behaviors, this study determines specifically which behaviors are predictive of the three dependent variables. By combining the transformational leadership behaviors of Attributed Charisma and Individual Consideration with the transactional leadership behavior of Contingent Reward, leaders may develop leadership styles that are more satisfying, motivating, and effective for followers than solely using the transformational model of leadership. Followers indicate that they are more satisfied and motivated by leaders who possess great energy, high levels of self-confidence, strong beliefs and ideals, are assertive, have the ability to make followers feel more confident, who create greater personal confidence within their followers, and who use positive reward systems to affirm desired behavior. This information provides empirical data to support the concept that a combination of charisma, personal consideration, and a reward system may increase follower's job satisfaction, motivation toward extra effort, and perceptions of leaders' effectiveness better than transformational leadership behaviors alone.
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Sawyer, Ashlee. "An Evaluation of Differences in Motivations to Receive Cervical Cancer Screening and Follow-Up Care between Black and White Women." VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/6099.
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Background: Cervical cancer among Black women is a major individual and public health concern. Despite advancements in medical technology and policy, disparities in cervical cancer diagnosis and mortality still exist between White and Black women, with Black women having higher rates of diagnosis (10.0 vs 7.1 per 100,000) and mortality (4.1 vs 2.0 per 100,000). Previous studies have focused heavily on barriers to obtaining cervical cancer screening among Black women and efforts to improve screening rates. Despite speculation by researchers that gaps in receipt of quality follow-up care may contribute to disparities, its role in disparate mortality rates between Black and White women has yet to be formally studied.
Purpose: The goals of the present research were to (1) assess differences in Pap screening rates and (2) rates of adherence to recommended follow-up care after abnormal Pap results between Black and White women, (3) evaluate how specific factors of the Health Belief Model (HBM) influence the decision-making process for obtaining Pap screening and (4) receiving recommended follow-up Pap care, and (5) evaluate the role of ethnic centrality as a factor in health decision-making.
Results: Results indicated that HBM facets functioned similarly in predicting engagement in Pap screening and follow-up care, although there were differences in the influence of different facets by race. Ethnic centrality showed little applicable influence on adherence to follow-up care among Black women. An exploratory analysis revealed that doctor recommendation was the most influential factor predicting follow-up care use for both racial groups.
Conclusion: The present study offers support for increased education and training on provider recommendation of appropriate follow-up care, as well as effective provider communication of results and services using messaging that appeals to the values and concerns of patients.
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蒋勤. "变革型领导对部属实际经营绩效的影响 : 探讨领导-部属交换的仲介作用 = Transformational leadership and followers' objective performance : the mediating role of leader-member exchange." HKBU Institutional Repository, 2018. https://repository.hkbu.edu.hk/etd_oa/585.
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关于变革型领导和实际经营绩效的研究比较有限，我们希望能补充这个部分的空白，因此采用了变革型领导风格中针对个体层面的两个维度：智力激发和个性化关怀，作为主要变量，提出了一个针对实际经营绩效的领导力模型。在这个模型里，领导-部署交换（LMX）作为中介变量，领导的教育程度作为调节变量。从结果看到领导-部署交换对于智力激发和部属实际经营绩效的完全中介成立，领导教育程度对于智力激发的调节作用也同样成立。研究对于变革型领导理论和领导-部属交换理论以及对于实践的意义在文章有被讨论。There is little study on the transformational leadership and its connections with real business performance. We seek to fill this gap and propose a model using intellectual stimulation and individualized consideration as key independent variables to explain real business performance. We use leader-member-exchange as a mediator and leaders' education level as a moderator. We show that the leader-member exchange fully mediate intellectual stimulation and real performance, and leaders' education level moderates intellectual stimulation. Implications for the theory and practice of leadership are discussed.
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Wertz, Jennifer S. "The effect of motivational interviewing on treatment participation, self-efficacy, and alcohol use at follow-up in inpatient alcohol dependent adults." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-07282008-134958/.
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Sandmark, Johanna, and Carolina Svantesson. "Kaffe, kramar och jordgubbar : Vad motiverar volontärer på musikfestivaler?" Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-31795.
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Syftet med denna studie är att öka förståelsen för vad som motiverar volontärer och vad de har för förhoppningar och förväntningar när de kommer för att arbeta på en musikfestival, och hur denna grupp människor passar in i mallen som motivationsteoretiker målat upp för vad människor motiveras av och hur vi motiverar arbetskraft. Vi insåg under vårt arbete med musikfestivalvolontärer att det finns mycket lite kunskap om gruppen samt om hur man på bästa sätt arbetar mot volontärer på en festival. Vad som speciellt intresserade oss var upptäckten av hur många av de volontärer som anmält sig med sedan valde att oanmält inte dyka upp till festivalen eller att avbryta arbetet under festivalens gång. Studien försöker att belysa detta ämne och bidra till mer kunskap inom detta fält och ytterligare en upptäckt vi gjort är att den förutspådda skillnaden mellan arbetsledaren och volontärers attityder inte är så stor. Det finns en högre medvetenhet om volontärernas situation hos arbetledare än vad som initialt observerats, men att denna kunskap allt för sällan kan omvandlas till handling. Vi har alltså undersökt volontärers motivation och arbetsledares attityder för att förstå vad bortfallet av ideell arbetskraft under festivaler beror på, både före och under genomförandet. Denna uppsats är riktad mot personer som har ett intresse av fenomenet motivation hos ideell arbetskraft.The purpose of this study is to increase understanding of what motivates volunteers and what their hopes and expectations are when they come to work at a music festival. We want to examine how motivation theories can be applied on this group of people and by that grasp how volunteers get motivated. During our work with music festivals we realized that there is very little knowledge about the volunteers and how to best work with volunteers at a festival. One thing that particularly captured our interest was the discovery of how many of the volunteers who signed up to work at the festival and then totaly unannounced chose not to show up at the festival at all or to suspend their work during the festival. This study attempts to shed light on this topic and contribute to more knowledge in this field, further more we also discovered that the difference between the supervisor and the volunteers’ attitude was not as great as we predicted. We found out that the supervisors’ awareness of the volunteers’ situation is a greater than initially observed, but that this knowledge infrequently converts into action. We have examined the volunteers’ motivation and the supervisor's attitudes in order to understand what is causing the loss of volunteers during festivals, both before and during implementation. This paper is directed at people who have an interest in the phenomenon motivation of nonprofit workers.
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Wu, Kunjun. "An examination of the relationships between followers' self-concept based characteristics and their perceptions of transformational leadership a dissertation presented to the Faculty of Business of Auckland University of Technology in partial fulfilment of the requirements for the Master of Business degree, 2005." Full thesis. Abstract, 2005.
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Saboe, Kristin N. "Prioritizing Those Who Follow: Servant Leadership, Needs Satisfaction, and Positive Employee Outcomes." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1758.
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Servant leaders seek to fulfill the needs of followers and promote their success and well-being through a follower-centric, generative approach to leadership. This study proposes a model to describe the mediating mechanism of follower needs satisfaction, as proposed by Self-Determination Theory (SDT), for the relationship between servant leadership (SL) behaviors and employee outcomes (e.g., job performance, job attitudes, well-being, community prosocial behavior). Supervisor-subordinate dyads (N = 147 pairs) from four diverse organizations completed surveys about the supervisors' leadership behaviors and the subordinates' job experiences. Structural equation modeling and regression analyses were conducted to determine the nature of relationships between SL, SDT needs, and the organizational outcomes. Direct and indirect effects were observed among these variables, suggesting SDT primarily mediates the relationship between supervisors' SL behaviors and subordinates' job attitudes.
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Fiebig, Julia Helen. "The Effect of Value-Tailored Leader Rule Statements on Employee Performance Targeting Identified Organizational Objectives| The Influence of Motivating Operations in Leader Communication with Followers." Thesis, The Chicago School of Professional Psychology, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10101147.
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The importance of effective leadership practices as related to environmental issues and climate change is well established by climate change policy negotiators and there has been an increasing trend in leadership roles being created in organizations to address environmental issues. Organizational change efforts focused on social responsibility initiatives, such as changing environmentally relevant behaviors, often generate significant costs for organizations without contributing to desired results and messages from leaders to stakeholders in organizations do not frequently align with performance related to those messages. The science of behavior analysis focuses on the prediction and influence of socially significant behavior and provides principles to address performance in organizational settings. In the current study, principles of behavior analysis were applied to examine the relationship between a leader’s verbal behavior with an employee and that employee’s performance. Antecedent rule statements about climate change and human behavior were emailed by a leader to employees to examine the effect of those communications on employee energy consumption as related to each individual employee’s values about anthropogenic climate change. In an analysis of employee reported values as related to human-caused climate change and the effects of leader communication on energy consumption behavior based on those individual values, results provided additional information about the potential utility of tailoring leader communication to employee values and also provided findings that informed future research directions in the area of the effect of a leader’s verbal behavior on employee performance in context of values.
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Nyblaeus, Amanda, and Siri Lundberg. "Jag är mer än bara min diagnos : Personcentrerad vård för patienter med diabetes mellitus typ två." Thesis, Ersta Sköndal högskola, Institutionen för vårdvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:esh:diva-2059.
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Merrick, Daniel. "A follow-up of patients with chronic musculoskeletal pain, focusing on multimodal rehabilitation." Doctoral thesis, Umeå universitet, Rehabiliteringsmedicin, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-54357.
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Chronic pain is usually defined as pain of more than three months duration. The prevalence of chronic pain among the general population in Sweden is 18%. Compared with the general population, these patients report lower life satisfaction, decreased activity in daily life and higher levels of depression with decreased work ability, and increased sick leave. Research indicates that multimodal rehabilitation (MMR) programmes, including cognitive behavioural approaches for patients disabled by chronic pain, are effective for return to work. The primary aim of this thesis was to assess outcomes by a long-term follow-up of patients with chronic musculoskeletal pain. Furthermore, the aim was to evaluate two different rehabilitation strategies regarding impact on pain intensity, activity, depression, life satisfactions, and sick leave. Two groups, comprising 255 (between the years 1999-2002) and 296 (between 2007-2008) patients respectively, from the Pain Rehabilitation Clinic at Umeå University Hospital, Sweden, were all assessed by interdisciplinary teams. They completed questionnaires regarding pain intensity, disability, life satisfaction, anxiety and depression, and sick leave, before intervention, immediately after intervention (only the first group; n=255), and at one-year follow-up, after participating in a MMR programme in a specialist clinic, or after receiving a rehabilitation plan (RP) with follow-up in primary care. Allocation to either of the two groups was based on the initial interdisciplinary team assessment. Furthermore, a five-year follow-up of 158 patients with whiplash injury was conducted. Pain intensity decreased and life satisfaction increased significantly regarding somatic health in both groups, at follow-up. In addition, depression improved and disability decreased to a higher extent after participating in the MMR programme as compared to RP and subsequent follow-up in primary care. Patients’ positive beliefs about recovery, and positive expectations about work correlated with favourable rehabilitation outcomes. Sick leave at one year follow-up decreased in both groups. Regarding whiplash injury, patients who reported moderate or severe disability also reported significantly higher pain intensity, depression and post-traumatic stress scores and lower perception of general health compared with patients who reported mild or no disability. In conclusion, MMR programmes seem to be beneficial by decreasing pain intensity, depression, disability and sick leave among patients with chronic musculoskeletal pain. Furthermore, patients’ positive beliefs correlate with more favourable long-term outcomes. An interdisciplinary team assessment based on a biopsychosocial approach may be of value for selection of rehabilitation strategy.
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Chadwell, Sarah E. B. S. "Factors Influencing Clinical Follow-up for Individuals with a Personal History of Breast and/or Ovarian Cancer and Previous Negative or Uncertain BRCA1 and BRCA2 Testing." University of Cincinnati / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1491317215551797.
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Moukarzel, Dalal. "La formation continue des enseignants des écoles indépendantes au Qatar : étude de cas." Phd thesis, Université de Haute Alsace - Mulhouse, 2011. http://tel.archives-ouvertes.fr/tel-00666113.
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Cette recherche a eu lieu au Qatar, pays du Golfe persique, où une vaste réforme du système éducatif est entreprise. Notre premier objectif dans cette étude a été d'examiner l'évolution des programmes de formation continue des enseignants des écoles dites indépendantes tels qu'offerts par la seule université nationale, Qatar University, et précisément par le College of Education (CED). Notre intérêt pour les programmes du CED est qu'ils y ont introduit progressivement un processus de suivi sur le terrain des pratiques. Notre deuxième objectif a été d'étudier les changements qu'ont pu apporter le suivi appliqué à l'un des programmes de formation continue en 2009-10 au niveau des pratiques d'enseignement et de la motivation et participation des élèves en classe. La collecte d'information s'est basée sur des documents, des questionnaires d'évaluation d'ateliers et de sessions de suivi, des observations de classes et des entretiens. Les résultats ont montré que le processus de suivi organisé au sein du programme de formation continue a amélioré les performances des enseignants et la participation des élèves en classe, montrant aussi la nécessité d'avoir une gestion pédagogique au niveau du leadership et des enseignants d'une part, et la nécessité de renforcer la coopération entre écoles et universités d'autre part. Par contre, l'effet escompté sur l'orientation professionnelle des élèves n'a pu être confirmé. Les résultats ont permis de faire quelques recommandations pour d'autres recherches, entre autres une étude qui examinerait l'effet établissement pour le développement d'une culture d'organisation apprenante et une autre étude sur un partenariat écoles-universités.
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Fewer-Gillis, Janet. "Folio paper one, A perspective on motivation as an element in the persistence and proficiency of the second-language learner, Folio paper two, An assessment of the motivation of the student of a second language in a small school/rural school setting : Folio paper three, Putting research into practice, follow-up and future recommendations for the motivation of second-language learners." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ36119.pdf.
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Kigin, Melissa Lee. "At-Risk Individuals' Awareness, Motivation, Roadblocks to Participation in Premarital Interventions, and Behaviors Following Completion of the RELATionship Evaluation (RELATE)." Diss., CLICK HERE for online access, 2005. http://contentdm.lib.byu.edu/ETD/image/etd1072.pdf.
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Seller, Nina, and Louice Westin. "Personers upplevelser av fysisk aktivitet på recept (FaR)." Thesis, Luleå tekniska universitet, Omvårdnad, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-64300.
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Abstrakt I världen ökar ohälsa och sjukdom markant relaterat till dåliga levnadsvanor som exempelvis otillräcklig fysisk aktivitet. Fysisk aktivitet definieras som alla former av planerad fysisk aktivitet som ger ökad energiomsättning och som påverkar hälsan positivt där målet är att öka prestationsförmågan. Syftet med denna studie var att beskriva personers upplevelser av fysisk aktivitet på recept (FaR). Kunskap i dessa nämnda områden kan leda till minskade livsstilsrelaterade sjukdomar såsom fetma, övervikt, diabetes och hjärt-kärlsjukdomar samt t.ex. minska viktökning och stillasittande. Det i sig påverkar folkhälsan och samhället positivt, även så kostnadsmässigt. Metoden hade en kvalitativ ansats. Data samlades in genom semistrukturerade intervjuer med tio personer som levde både i glesbygd i norr och i storstad i söder. Analysen som genomfördes med kvalitativ innehållsanalys resulterade i fem huvudkategorier: En känsla av bättre välbefinnande; Ökad motivation till förändring; En berg- och dalbana av känslor; Behov av att få uppföljande samtal; Leder till ett positivt resultat. Resultatet visade att personer började må bättre psykiskt och fysisk samtidigt som de blev piggare i kroppen och fick en mycket positivare inställning till livet. Det var viktigt att ha motivation till förändring för att lyckas med en livsstilsförändring. Det var en känslomässig och laddad process och uppföljande samtal var mycket viktigt. FaR beskrevs som en positiv upplevelse för deltagarna och gav goda resultat på kort tid. Konklusion Resultatet visar att FaR är ett bra verktygför att uppnå bättre hälsa psykiskt och fysiskt samt i flera andra aspekter. Sjukvårdpersonal har en viktig uppgift när det gäller stöd, motivation och uppföljning. Det kan vara känslomässigt och laddat när grunden till att ta hjälp av FaR ofta kan vara påfrestande mentalt. Det upplevdes som negativt att ej ha tillgång till uppföljning.
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Figura, Andrea. "Psychological and psychosomatic aspects of bariatric surgery for the treatment of obesity in adults." Doctoral thesis, Humboldt-Universität zu Berlin, 2018. http://dx.doi.org/10.18452/19115.
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Das Krankheitsbild der Adipositas hat sich weltweit zu einem relevanten Gesundheitsproblem entwickelt. Die bariatrische Chirurgie wird zunehmend als wirkungsvolle Behandlung bei schwer ausgeprägter Adipositas eingesetzt. Jedoch ist über die Rolle psychologischer Variablen im bariatrischen Behandlungsverlauf noch wenig bekannt. Die vorliegende Dissertation untersucht Einfluss und Veränderung patientenberichteter Gesundheitsmerkmale in der chirurgischen Adipositastherapie. Dazu werden in einer naturalistischen Beobachtungsstudie Patienten mit schwerer Adipositas vor und im Durchschnitt zwei Jahre nach einer bariatrischen Operation (OP) befragt. Ziele der Arbeit sind 1) die Charakterisierung adipöser Patienten vor OP hinsichtlich bio-psycho-sozialer Variablen; 2) die Identifikation möglicher Einflussvariablen auf den gewichtsbezogenen Behandlungserfolg nach OP; 3) die Untersuchung von Auswirkungen der OP auf das Essverhalten; und 4) die Analyse von Veränderungen in der essstörungsbezogenen Psychopathologie und in der gesundheitsbezogenen Lebensqualität nach OP. Die Ergebnisse der bariatrischen Patienten werden im Vergleich zu denen konservativ behandelter Patienten betrachtet. Die Ergebnisse zeigen, dass Patienten mit bariatrischem Behandlungswunsch eine somatisch und psychisch belastete Patientengruppe darstellen. Die bariatrische OP führt im zweiten postoperativen Jahr zu einer nachhaltigen und klinisch bedeutsamen Gewichtsreduktion. Der präoperative Body-Maß-Index, das Bildungsniveau und aktives Problembewältigungsverhalten sind mit dem Gewichtsverlust nach OP assoziiert. Im Vergleich zur konservativen Behandlung berichten die Patienten, die sich der OP unterziehen, über stärker ausgeprägte Verbesserungen in ihrem Essverhalten und eine Steigerung ihrer Lebensqualität. Auf Basis der Befunde wird ein routinemäßiges Monitoring der somatischen und psychischen Situation der Patienten nach bariatrischer OP empfohlen, um die gezeigten Behandlungserfolge optimal zu sichern.Obesity has become a relevant global health problem. Bariatric surgery is an effective treatment for severe obesity. However, while the number of operations performed continues to increase, the role of psychological variables throughout the bariatric surgery pathway remains uncertain. The present dissertation investigates the patient-reported health status as it impacts and results from bariatric surgery. In a naturalistic observational study, patients with severe obesity are assessed before and, on average, two years after the surgical treatment. Main aims are 1) to characterize obese patients prior to bariatric surgery in terms of biological, psychological and socio-demographic variables; 2) to identify possible predictors for the postoperative weight-related treatment success after bariatric surgery; 3) to examine changes in eating behaviors; and 4) to analyze changes in eating-related psychopathology and in health-related quality of life (HRQoL). The outcomes of surgical patients are compared with those of conservatively treated patients for the same follow-up period. The findings show that bariatric surgery candidates represent a vulnerable patient group with high physical and psychological burden. In the second postoperative year after bariatric surgery, a sustainable and clinically meaningful weight reduction is achieved. The preoperative body mass index, education level and active coping behavior are associated with weight loss after surgery. Compared with conservative treatment, patients who undergo bariatric surgery report not only greater improvements in their eating behavior and eating-related psychopathology but also an increase in their HRQoL. Based on the results, the provision of a routine monitoring of the somatic and psychological situation of patients following bariatric surgery is recommended to secure longer-term treatment success.
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"A moderated-mediation model of transformational leadership on follower engagement: the role of psychological capital." 2013. http://library.cuhk.edu.hk/record=b5549253.
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隨著積極組織行為學 (positive organizational behaviour) 的研究趨勢，本研究通過正向心理的角度，考察轉換型領導 (transformational leadership) 對員工工作投入感 (work engagement) 的影響。本研究提出一個中介調節模型，旨在探討轉換型領導透過心理意義 (psychological meaningfulness) 的中介效果對下屬工作投入感之影響；此外本研究亦試圖探討下屬的心理資本 (psychological capital) 是否能夠調節心理意義和工作投入感之間的關聯。二百七十一名從事各種不同行業的中國人完成了網上問卷調查。研究發現：（一）領導者的轉換型領導行為有效增強下屬的工作投入感；（二）心理意義在轉換型領導與下屬工作投入感之間具有部分中介效果；（三）心理意義和工作投入感之間關聯的強度取決於下屬心理資本的水平；下屬的心理資本正向調節了整個中介過程，強化了積極的心理過程 (positive psychological process)，激發更高水平的工作投入感。這項研究關注了下屬在領導過程的角色；此外它擴大了目前領導領域的研究，涵蓋了底層的激發積極性機制(motivational process)，和有效的下屬特性，以帶出領導者對下屬工作投入感的影響。最後，本文亦討論了這研究對理論發展的貢獻，以及對應用層面於員工培訓方面的實際啟示。With the emerging interest in positive organizational behaviour, this study adopted a positive psychological perspective in examining the impact of transformational leadership on employee work engagement. The study proposed a moderated-mediation model with supervisor transformational leadership as an antecedent in predicting follower work engagement, psychological meaningfulness as a mediator that explains the underlying leadership process, and psychological capital (PsyCap) as a boundary condition that moderates the association between psychological meaningfulness and work engagement. Two hundred and seventy-one Chinese employees, from a diverse range of industries, completed the online questionnaire. The study found that (a) transformational leaders enhanced followers’ level of work engagement; (b) psychological meaningfulness played a partial mediating role in translating the positive impact of transformational leaders to increased follower work engagement; and (c) the strength of the link between psychological meaningfulness and work engagement depended on the level of PsyCap. PsyCap moderated the mediated leadership process such that it enhanced the positive psychological process to lead to higher levels of work engagement. The study investigated the understudied impact of followership in leadership processes. Moreover, it suggested a broader leadership framework that encompasses the underlying motivational mechanism and the effective followership characteristic in bringing out leaders’ impact on follower engagement. Theoretical implications and applied implications on employee training are discussed.
Detailed summary in vernacular field only.
Leung, Lok Chi.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2013.
Includes bibliographical references (leaves 30-40).
Abstracts also in Chinese.
Abstract --- p.i
摘要 --- p.ii
List of Tables --- p.vi
List of Figures --- p.vii
Chapter CHAPTER 1. --- INTRODUCTION --- p.1
Work Engagement --- p.2
Transformational Leadership --- p.3
Association between Transformational Leadership and Follower Engagement --- p.4
Psychological Meaningfulness as Mediator --- p.5
Moderation by Follower Positivity --- p.7
Psychological Capital (PsyCap) --- p.8
Psychological Capital as Moderator --- p.9
Chapter CHAPTER 2. --- METHOD --- p.12
Participants and Procedure --- p.12
Measures --- p.14
Chapter CHAPTER 3. --- RESULTS --- p.16
Measurement Model --- p.16
Descriptive Statistics and Factor Correlations --- p.18
Direct and Indirect Effect --- p.18
Moderated Mediation Effect --- p.19
Chapter CHAPTER 4. --- DISCUSSION --- p.22
The Transformational Leadership Process --- p.22
Effective Follower Attribute --- p.23
Development of POB Literature --- p.25
Positivity and Meaning in Chinese --- p.26
Limitations and Future Research --- p.27
Practical Implication --- p.28
Concluding Remarks --- p.29
Reference --- p.30
Appendix --- p.41
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CHEN, YA-SHIH, and 陳雅詩. "Research on Participation Motivation of Working Holiday and Follow-up Career Development in Japan." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/49227u.
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碩士嘉南藥理大學
觀光事業管理系
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Under the influence of international trends, the proportion of undertaking a working holiday abroad for young people in Taiwan is increasing year by year. The working holiday provides an opportunity for young people to travel overseas, experience the cultures of different countries deeply, and interact and communicate with the local people, broaden the international prospective, and explore their unlimited potential. This research explored the relation between the participants’ participation motivation and career planning after their return, and took the people who have ever undertaken the working holiday as the research subjects. The empirical results show that the participation motivation is mostly the intention of experiencing the life and culture in a foreign country, followed by the intention of improving language skills. Most of people have passed N2 or N3 of Japanese language proficiency test before their participation. As for the type of work, most of people serve as the restaurant (including the fast food restaurant) staff. In the multiple regression analysis, the participation motivation of self-growth has a higher influence on the employment growth of career planning, while the participation motivation of pursuing stimulation has a higher influence on the language and social growth of career planning. The participation motivation of pursuing ideals has an obvious and positive influence on the whole and the sub-aspects. The conclusion of this research can provide relevant information of participation for those in Japan who are willing to participate working holiday, and the business references for relevant agents and staff.
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Coetzee, Lonell. "A follower-centric model for employee morale in a safety-critical air traffic control environment." Thesis, 2020. http://hdl.handle.net/10500/27820.
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Background: Low morale is classified as a latent condition for performance variability in safety-critical environments. Morale management may assist in the control of performance variability as part of a systems approach to safety. A context-specific model for measuring and managing morale with reference to followership in a safety-critical air traffic control (ATC) environment could not be found.
Purpose/Aim: The purpose of this study was to develop a model that enables the measurement and management of air traffic controller (ATCO) team morale.
Research Design: An exploratory sequential mixed method design was adopted. A census approach to sampling was used to conduct 21 focus group sessions as the qualitative phase, providing the definition and drivers of morale. The Measure of Morale and its Drivers (MoMaD) survey instrument was created from qualitative data, then administered to 256 ATCOs in the quantitative phase. Statistical methods included exploratory factor analysis, correlation and regression analysis to construct the final MoMaD model.
Results: A context-specific definition of morale is provided and communication management, team cohesion, leadership interaction, staff incentive, staffing level, workplace health and safety and mutual trust were found to be the drivers of morale in a safety-critical ATC environment. A single-item measure of perceived morale reflected the state of context-specific ATCO team morale more accurately than an existing generalisable multi-item measure.
Conclusion: This study contributes to the body of knowledge by integrating applicable aspects of morale, followership, performance variability and organisational culture and climate in safety-critical ATC environments into a new theoretical framework. The MoMaD instrument is presented as a context-specific model for measuring and managing ATCO team morale in an ATC environment.
Recommendations: Future research opportunities include the possible influence of morale as a predictor of morale in safety-critical environments and the development of a context-specific multi-item measure of morale for integration into the MoMaD model.Business Management
D. B. L.
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TuyetNguyen and 阮氏雪. "A study on dual-level of transformational leadership: The development of followers’ creativity through the mediating role of intrinsic motivation and team potency." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9649u7.
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Velasquez, Gabriela Elizabeth. "Loss to follow-up among participants in the real talk study: a brief motivational interview intervention to reduce teen dating violence perpetration in Boston." Thesis, 2016. https://hdl.handle.net/2144/17040.
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Loss to follow-up (LTF) is an important issue that can affect the validity of longitudinal studies. Further, LTF among adolescent study participants may be predicted by variables such as substance use, educational attainment, and demographic information. The purpose of this study was to determine if alcohol or marijuana use, high school completion, or demographic information was correlated with LTF among adolescent participants in the Real Talk Study. The Real Talk study is a randomized control trial that employs a brief motivational interview intervention in a clinical setting to reduce perpetration of teen dating violence (TDV) in Boston. Current participants of the Real Talk study who were eligible for follow up comprised the study sample (N=127). Baseline characteristics on age, gender, race/ethnicity, high school completion, alcohol use, and marijuana use were analyzed using Pearson’s Chi Square, and the level of significance set to p < 0.10. A post-hoc analysis was conducted on frequency of alcohol use using Pearson’s Chi Square. Of the total sample, 13% were LTF (n=17). The results of the analyses indicated that there was a statistically significant difference between those LTF and those retained for gender and drinking 6 or more drinks of alcohol per occasion. Females were more likely to be LTF than males (p<0.10), and those participants who responded “never” or “less than monthly” to the question, “how many times do you drink 6 or more drinks per occasion?” were more likely to be retained, or less likely to be LTF (p<0.10) than those who responded differently. While some of the results were consistent with the literature, it is also possible that the follow-up procedure for Real Talk ensured that there were minimal differences in LTF.
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BARTKOVÁ, Štěpánka. "Eutanazie z hlediska etiky a teologie." Master's thesis, 2010. http://www.nusl.cz/ntk/nusl-51624.
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Abstract Euthanasia from the points of view of theology and ethics Key words: euthanasia, suffering, death, dying, dignity, human rights, doctor, patient, palliative medicine, hospice care, assisted suicide, religious motivation, followers, objectors of euthanasia In my thesis I am covering the topic of ?qeuthanasia??. The main objective of this paper is to introduce the reader to the problem of euthanasia from the points of view of theology and ethics. This thesis consists of theoretical and practical parts. The theoretical part further consists of eleven chapters. In the first chapter, the types of euthanasia ares discussed (active, passive, prenatal, and assisted suicide). In the second chapter, the history of euthanasia is discussed in a great detail. The third chapter mainly concentrates on euthanasia in the world. The fourth chapter is about the criteria of death. In the fifth chapter, I address the questions of euthanasia and death in recent years. The sixth chapter is about the relationship between a doctor and a patient. The seventh chapter covers palliative medicine and the eighth chapter further expands on this subject with the topic of hospice care. In the ninth chapter, I pursue the point of religious motivational impact. The tenth and eleventh chapters are dedicated to the followers and objectors of euthanasia. The practical part concentrates on exploratory research. I have chosen sociological research using the methods of discussion. Here are three interviews with experts, who interact with dying individuals on a daily basis. These questioned specialists are believers and therefore the discourses are anonymous. The objective of these discussions was to uncover how professional in different facilities view the issues of euthanasia. This objective was sucessfully achieved.