Dissertations / Theses: 'Joy of work'

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Guedes, Maria Helena de Sousa. "Round the kitchen table: the poetic work of Joy Harjo." Master's thesis, Universidade de Aveiro, 2013. http://hdl.handle.net/10773/11944.

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Mestrado em Línguas, Literaturas e Culturas
This dissertation aims to explore the human and cultural heritage of North American Indigenous communities, through the example of the poetry of Joy Harjo, in order to increase understanding and respect for the diversity of life supported by the sharing Mother, the Earth. In the attempt to ponder a pluri-dimensional viewing of the world, an approach will be developed in the context of American Indian cultural expression, particularly the contemporary poetry of Joy Harjo, of Muskogee-Creek descent, who suggests a dialectics of spirituality to help human beings in the search for responses to issues and dilemmas both of American Indians and the global multicultural human community. In this process, she focuses on the dynamics of interrelationships combined with personal and collective activism. By sharing ideas and attitudes as well, everyone can learn how to cultivate and educate an awareness of responsibility towards dignifying and valuing diversity. To sum up, in accordance with the crucial role of literature in the evolution of human interrelationships with less social tension and fewer conflicts, by cultivating the dialectics of spirituality articulated by Harjo, human beings can share life in harmony and justice at the same time as we maintain a balanced coexistence with other elements and beings. This dissertation is composed of an introduction and theoretical contextualization of the theme in Part I, an interpretative study of Joy Harjo’s poetry in Part II, and the conclusion in Part III.
O presente trabalho propõe-se aprofundar o conhecimento do património humano e cultural das comunidades Indígenas Norte-Americanas, por intermédio do exemplo da poesia de Joy Harjo, para melhor compreender e respeitar a diversidade da vida gerada pela Mãe em comum, a Terra. Ao procurar refletir sobre uma visão pluridimensional do mundo, será desenvolvida uma abordagem no contexto de expressão cultural Índia Americana, ou Ameríndia, particularmente a poesia contemporânea de Joy Harjo. A poetisa de ascendência Muskogee-Creek sugere que, pela dialética de espiritualidade, os seres humanos encontrem caminhos para resolver questões e dilemas das comunidades Índias Americanas e da comunidade humana multicultural global. Seguindo este processo, vai dar relevância à dinâmica das interrelações que inclui intervenção pessoal e coletiva. Na partilha de ideias e, também, de atitudes, as pessoas podem conhecer como cultivar e educar uma consciência de responsabilidade pela dignificação e valorização da diversidade. Finalmente, concordando que a literatura tem um papel crucial no desenvolvimento de interrelações humanas com menos tensão e menos conflitos sociais, pondo em prática a cultura dialética de espiritualidade exposta por Joy Harjo, a humanidade pode viver em comum com harmonia e justiça, em equilíbrio com todos os outros elementos e seres vivos que existem à nossa volta. Esta dissertação é composta por uma contextualização teórica do tema e introdução, a Parte I, um estudo interpretativo da poesia de Joy Harjo, a Parte II, e pela conclusão, a Parte III.

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Mills, W., C. Knight, and Diana L. Heiman. "Faculty and Resident Well-being: AAFP Resources for Improving Joy in Work in GME." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/8158.

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Clarke, Jackie. "The search for joy in work : rationalisation and cultural crisis in France in the 1930s." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263864.

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Scardillo, Anthony. "Are We Having Fun Yet? What is the Realtionship Between Mentoring, Fun at Work and Job Satisfaction?" Case Western Reserve University Doctor of Management / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1556803713716787.

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Beauregard, Guy Pierre. "Asian Canadian literature, diasporic interventions in the work of SKY Lee, Joy Kogawa, Hiromi Goto, and Fred Wah." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ59931.pdf.

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Stander, Wilna Joy. "Emosionele reaksies van die moeder van die seksueel misbruikte kind na bekendmaking van seksuele misbruik / Wilna Joy Stander." Thesis, North-West University, 2009. http://hdl.handle.net/10394/5033.

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* OPSOMMING: Die doelstelling van die navorsing was om die reaksies van die moeder van die seksueel misbruikte kind na bekendmaking van die oortreding te bepaal en hoedat die forensiese maatskaplike werker die moeder tydens die forensiese proses behulpsaam kan wees. Doelwit 1: Om vas te stel wat die emosionele reaksies van die moeders was nadat seksuele misbruik van hul kinders bekend gemaak is. Doelwit 2: Om vas te stel in watter mate die forensiese maatskaplike werker inligting aan die moeder verstrek het rakende die wetlike en forensiese prosesse asook moontlike implikasies rakende bepaalde besluitneming. Doelwit 3: Om vas te stel hoe die forensiese maatskaplike werker die moeder tydens die forensiese proses behulpsaam kan wees. Ten opsigte van doelwit een (1) is 'n gestandaardiseerde meetinstrument (PMSI) benut ten einde die moeder se emosionele reaksies te bepaal. Daar is bevind dat die moeder van die seksueel misbruikte kind na bekendmaking daarvan, binne 'n emosionele konteks, met simptome van trauma presenteer. Doelwit twee (2) is met behulp van 'n selfontwerpte vraelys ondersoek, aan die hand waarvan bevind is dat die meerderheid moeders voldoende inligting met betrekking tot die wetlike en forensiese prosesse van die forensiese maatskaplike werker ontvang het. Enkele van die moeders het egter beleef dat hulle nie op aile vlakke toepaslik ingelig was rakende die wetlike en forensiese proses nie. Ten aansien van doelwit drie (3) is dieselfde selfontwerpte vraelys benut as die in doelwit twee (2) genoem. Daar is bevind dat die forensiese maatskaplike werker toepaslike inligting aan die moeder moet verstrek en dat sy haar na bevoegde kundiges wat oor spesifieke terapeutiese kennis en vaardighede beskik, moet verwys. Hierdie bevindinge is vervat in die aanbevelings wat in die studie gedoen is, wat fokus op die forensiese maatskaplike werker se rol en taak met betrekking tot die moeder van die seksueel misbruikte kind.
• SUMMARY: The purpose of the research was to determine the emotional reactions of the mother of the sexually abused child after disclosure and how the forensic social worker can assist the mother in the forensic process. Objective 1: To determine what the emotional reactions of the mothers of their sexually abused children were after disclosure of sexual abuse. Objective 2: To ascertain to what extent the forensic social worker furnished the mother with information regarding the legal and forensic process as well as possible implications concerning certain decision making. Objective 3: How the forensic social worker can assist the mother in the forensic process. A standardised measuring instrument (PMSI) was utilised in obtaining information with regard to objective one (1). The findings indicate that the mother of the sexually abused child presents with symptoms of trauma after disclosure of sexual abuse. A self-designed questionnaire was used to investigate objective two (2). The findings indicated that the majority of mothers received sufficient information from the forensic social worker regarding the legal and forensic process. The same self-designed questionnaire was utilised for objectives two (2) and three (3). Objective three (3) focused on how the forensic social worker could assist the mother in the forensic process. The findings indicated that the forensic social worker should furnish the mother with specific information, especially by referring the mother to competent therapists with specific therapeutic knowledge and skills. These findings were included in the recommendation made in this study that focussed on the forensic social worker's role and task with regard to the mother of the sexually abused child.
Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2010.

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Vogel, Kjerstin. "Arbete ger livet mening : Studier av en förbättringsprocess på ett större livsmedelsföretag." Thesis, Linköpings universitet, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-49816.

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The aim of the study was to analyse what may enhance joy in work and to estimate the effects on experienced health and good life and joy in work by load ergonomic measures that were realized in a larger food manufacturing company. Ergonomics is here defined in an entirety. Man is a complex being and is observed in the context of his work and work organization. A project group, recruited from a working team at the studied company, created an objective for the work of the group and the company. Thereafter improvement and change areas were analysed and suggestions for changes were presented and carried out to some extent. The question at issue was: What defines a work that promotes experienced health and a good life? It has been evaluated in terms of the key words of the objective: meaningful, joy, comfort, health, personal development, work environment. Methods used were questionnaires and interviews before and after ergonomic improvements with a one-year interval. A correlation matrix was calculated to analyse how the questionnaire variables describing joy of work covariate. 136 persons (drop-out rate 5,2 %) answered the questionnaire. The year before 121 persons within the same production area had answered the same questionnaire. The questionnaire addressed experienced musculoskeletal pain from work and estimated need for sick leave. It also addressed attitudes to work, fellow workers and company management. Further more, attitude to life and health as well as data to calculate BMI were collected. The result shows no significant change in either health, pain or joy in work. The pain levels were in general high to very high. The need for sick leave due to pain had increased. Many subjects showed overweight. Seven persons, operators and company management, were interviewed regarding their attitudes to joy of work. Great similarities in views on how joy of work can be promoted as well as their personal role in this were found. The correlation matrix gives further support to other studies showing that democratic processes, information and opportunity to develop give higher commitment and higher degree of joy of work. A significant relation between support from the foreman and perception of good health and a good life was another finding. A possible explanation for the lack of influence from the ergonomic interventions is a too short follow up time.
Syftet med uppsatsen var att analysera vad som kan ge arbetsglädje samt utvärdera effekter på upplevd hälsa, gott liv och arbetsglädje av de ergonomiska åtgärder som vidtagits på ett större livsmedelsföretag. Ergonomi är här definierat ur ett helhetsperspektiv: Människan ses som en komplex varelse och hon granskades i den kontext som arbetet och arbetsorganisationen utgjorde. En projektgrupp, rekryterad ur en arbetsgrupp vid det studerade företaget, arbetade fram en målbild för sitt och företagets arbete. Därefter analyserades förbättringsområden samt presenterades förändringsförslag som delvis genomfördes. Frågeställningen för arbetet var: Vad definierar ett arbete som främjar upplevelsen av god hälsa och ett gott liv? Denna utvärderades i termer av målbildens nyckelord: meningsfull, glädje, trivsel, hälsa, personlig utveckling, arbetsklimat. Lönsamheten studerades inte. De metoder som användes var enkät och intervju med ett års mellanrum före och efter genomförandet av ovan nämnda förändringar. En korrelationsmatris beräknades för att analysera hur variablerna som beskriver arbetsglädje samvarierade. Enkäten besvarades av 136 personer (bortfall 5,2 %). Året innan hade enkäten besvarats av 121 personer inom samma produktionsområde. Enkäten behandlade upplevda muskuloskeletala besvär av arbetet samt skattade behov av sjukfrånvaro. Den behandlade också attityder till arbetet, arbetsledningen och arbetskamraterna. Dessutom efterfrågandes inställning till livet och hälsan samt data för BMI-beräkning. Resultatet visar ingen markant förändring av vare sig hälsa, besvär eller arbetsglädje. Besvärsnivåerna var genomgående höga till mycket höga. Behovet av sjukskrivning pga. besvären hade ökat. Många var överviktiga. Sju personer, operatörer samt personer från ledningen på företaget, intervjuades djupare angående sina attityder till arbetsglädje. Här fann vi stora likheter i hur de ansåg att arbetsglädje främjas samt sin egen roll i detta. De korrelationer som uppmättes ger ytterligare stöd för vad andra studier visat: demokratiska processer, information och utvecklingsmöjligheter ger ökat engagemang och högre grad av arbetsglädje. Signifikanta samband mellan stöd från arbetsledningen och upplevelse av god hälsa och ett gott liv var ytterligare ett fynd. En möjlig förklaring till bristen av påverkan av de ergonomiska förändringarna är en alltför kort studietid.

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Vogel, Kjerstin. "Arbete ger livet mening : Studier av en förbättringsprocess på ett störrelivsmedelsföretag." Thesis, Linköping University, Department of Mechanical Engineering, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-25576.

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Uppsatsen analyserade vad som kan ge arbetsglädje samt utvärderade effekter på upplevd hälsa, gott liv och arbetsglädje av de ergonomiska åtgärder som vidtagits på ett större livsmedelsföretag. Ergonomi här definierat ur ett helhetsperspektiv: Människan är en komplex varelse och hon granskades i den kontext som arbetet och arbetsorganisationen utgjorde. Frågeställningen utvärderas i termer av målbildens nyckelord. Målbild är:

”Vi bidrar till ett lönsamt Alexander genom meningsfullt arbete där alla medarbetare känner glädje och trivsel samt bibehåller god hälsa. Här utvecklas vi som individer i ett öppet ochärligt arbetsklimat.”

Den undersökta gruppen bestod av maskinoperatörer och deras ledning, arbetsledare, produktionschef och platschef. De metoder som användes var enkät och intervju. Maskinoperatörerna besvarade enkäten med besvärsfrågor, inställning till livet och hälsansamt personliga mått för BMI-beräkning. En korrelationsmatris beräknades för att analysera hur variablerna som beskrev arbetsglädje samvarierade. Resultatet visade ingen markant förändring av vare sig hälsa, besvär eller arbetsglädje. Besvärsnivåerna var genomgående höga till mycket höga. Behovet av sjukskrivning pga. besvären hade ökat. Många var överviktiga.Sju personer, operatörer samt personer från ledningen på företaget, intervjuades djupare angående sina attityder till arbetsglädje. Här fann vi stora likheter i hur de ansåg attarbetsglädje främjas samt sin egen roll i detta. De korrelationer som uppmättes ger ytterligare stöd för vad andra studier visat: Demokratiska processer, information och utvecklingsmöjligheter ger ökat engagemang och högre grad av arbetsglädje. Signifikanta samband mellan stöd från arbetsledningen och upplevelse av god hälsa och ett bra liv var ytterligare ett fynd. En möjlig förklaring till bristen av påverkan av de ergonomiska förändringarna är en alltför kort studietid.

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Sveitz, Madeleine. "Arbetsglädje i ständig förändring - hållbart?" Thesis, Högskolan Väst, Avdelningen for hälsopromotion och vårdvetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-11192.

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Skolpersonalens tuffa arbetssituation är idag ett aktuellt tema, som omnämns i både media och i politiska debatter. Personalbrist, elevernas vikande resultat, överbelastade kalendarium och krav från skolledning präglar deras miljö. Skolpersonalen ställs därför inför många utmaningar och ständiga förändringar som ett resultat av detta. Syftet med studien är att utifrån ett hälsofrämjande perspektiv utforska personalens upplevelse av arbetsglädje som grund för verksamhetsutveckling och social hållbarhet. Därför har en kvalitativ intervjustudie genomförts där elva frivilliga deltagare från tre skolor i en västsvensk kommun har intervjuats. En fenomenologisk analys genomfördes utifrån det inspelade materialet. Fyra olika teman framkom utifrån analysen vilka var utvecklande relationer, stödjande miljöer, att sätta gränser och bra ledarskap. Verksamhetsutveckling har ett stort fokus i uppsatsen, därför presenteras skolpersonalens tankar om verksamhetsutveckling under temat lära av varandra i slutet av resultatet.
The school staffs workload is today a topical theme, which is discussed both in the media and in political debates. Manpower shortage, declining academic results, overtime and demands from the school board imprints their environment. The school staff therefore faces challenges and constant changes in their environment as a result of this workload. The purpose of this study is to, from a health promotion perspective, explore the staff's experience of job satisfaction as a basis for business development and social sustainability. Therefore, a qualitative interview study has been conducted in which eleven volunteers from three schools in a Western Swedish municipality have been interviewed. A phenomenological analysis was performed based on the recorded material. Four different themes emerged from the analysis, which were developing relationships, supportive environments, setting limits and good leadership. Work development has a major focus in the paper, therefore the school staff's thoughts on business development are presented under the theme of learning from each other at the end of the thesis.

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Eriksson, Therese, Anna Hägg, and Liselott Caiman. "Mer än att sjunga en sång? : En studie av förskollärares skilda uppfattningar av sångsamlingen som en pedagogisk situation." Thesis, University of Skövde, School of Humanities and Informatics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-650.

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I Läroplanen för förskolan -98 yttras det att förskollärarna ska hjälpa barn att skapa och kommunicera med hjälp av sång och musik. Med detta i åtanke är syftet med studien att undersöka förskollärarnas skilda uppfattningar av sångsamlingen som en pedagogisk situation. Tidigare forskning har visat att barnen sjunger språket innan de talar det. För det lilla barnet är språket i början endast klang och rytm, det vill säga ett musikaliskt fenomen.

Studien utgår från en fenomenografisk ansats med en kvalitativ inriktning. En videoinspelad sångsamling har legat till grund för det insamlade intervjumaterialet.

Följande kategorier har framkommit ur materialet: Sångsamlingen som en situation för lärande och Sångsamlingen som en situation för lust och glädje. Utifrån dessa huvudkategorier har forskarna funnit att sångsamlingen ger barnen möjlighet till att utveckla sitt språk, matematiska tänkande, sociala samspel, kulturella lärande samt att stärka motoriken. Sångsamlingen i förskolan har en betydande roll för barnens utveckling både språkligt och emotionellt. Barnens språkliga utveckling tränas med hjälp av rim och ramsor som också kan leda till ett matematiskt lärande. För att väcka lust hos barnen är det viktigt att sångsamlingen varieras. Med hjälp av instrument, sångpåsar och sångkort utvecklas sångsamlingen och ger barnen lust att lära.

In the curriculum ”Läroplan för förskolan -98” is prescribed that the preschool- teachers shall support the ability of the child to create and communicate with song and music. Based upon this, the purpose of this study is to study the preschool-teachers different views of the organised “singing-together” (Swedish:”sångsamling”) as a pedagogic situation. Former research shows that children sing the language before they know how to speak it. To the small child the language is just tune and rhythm – a kind of musical phenomena.

This study is phenomenografic with a qualitative design. A videotaped “sångsamling” is the base of the gathered data.

The data is categorized into two main categories: “Sångsamlingen” as a situation of learning and “Sångsamlingen” as a situation of joy and happiness. Emanating from these categories the researchers have found that “sångsamlingen” stimulates language, mathematical thinking, ability of social relations, cultural learning and the motion of the child. “Sångsamlingen” is important to the development of language and emotional capacity of the preschool- child. The language is trained by rhymes and tunes which also may affect learning in maths. To evoke the lust to learn it’s important to vary and develop “sångsamlingen” by using instruments, song bags and song cards.

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Ord, Jon. "Youth work curriculum : critical summary of published works by Jon Ord (2004-2007)." Thesis, University of South Wales, 2008. https://pure.southwales.ac.uk/en/studentthesis/youth-work-curriculum(1d36b65b-5f00-4fd9-a024-833a759c1c1b).html.

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George, Ranjan Michael Jeyadas. "Job satisfaction, gendered work-lives and orientation to work /." [Campbelltown, N.S.W.] : University of Western Sydney, Macarthur, Faculty of Business, 1999. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030604.134036/index.html.

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Esson, Patrice L. "Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/9959.

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With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. The purpose of the present study was to test a comprehensive model of work-family conflict by examining the work, non-work and stress related consequences of work-family conflict using a sample of 181 Jamaican High School teachers. The results indicated that all hypothesized correlations but one were significant and in the direction predicted. However, the proposed model did not demonstrate good fit with the data. Post hoc revisions to the original model provided support for some of the initial hypotheses, thereby suggesting that work family conflict did predict job and life stress, among others. Overall, these findings indicate that work-family conflict results in work, non-work and stress related consequences that are evidenced in a complicated network of direct and indirect relationships. The results suggest that the consequences of work-family conflict may be best reduced by making attempts to prevent or eliminate a consequence that occurs early in the chain. A discussion of these and other implications are presented, and suggestions made for future research.
Master of Science

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Marques, Ana Isabel dos Santos. "Decent work clues in knowledge work job advertisements." Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/21932.

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O conceito de Decent Work, proposto pela International Labour Organization, recebe a contribuição de várias disciplinas, como a psicologia, para a sua definição, aprofundamento e aplicabilidade. O objetivo deste estudo é a descrição e caracterização de indícios de Decent Work em anúncios de empregos para trabalhadores do conhecimento. A amostra é composta por 1000 anúncios de emprego. Os principais resultados demonstram que embora alguns Elementos Substantivos de Decent Work estejam geralmente presentes nos anúncios de emprego outros estão ausentes. Os três Elementos Substantivos totalmente ausentes são: “Safe Work”, “Work that should be abolished” e “Social and Economic Context”. Este estudo realça a importância da informação e transparência para uma futura relação de maturidade e confiança entre empregador e empregado. Realça ainda a importância de um compromisso aberto dos empregadores relativamente à oferta de trabalho que possa ser adjetivado como Decent Work. Muito se evidenciou estar por fazer a respeito disso; Abstract: The concept of Decent Work, proposed by the International Labour Organization, receives the contribution of several fields, such as psychology, for its definition, deepening and applicability. The purpose of this study is to describe and characterize Decent Work clues in job advertisements for knowledge workers. The sample consists in 1000 jobs. The main results demonstrate that although some Decent Work Substantive Elements are usually present in job advertisements, others are absent. The three totally missing Substantive Elements are: "Safe Work", "Work that should be abolished" and "Social and Economic Context". This study highlights the importance of information and transparency for a future relationship of maturity and trust between employer and employee. It also stresses the importance of an open commitment of employers on the job offer that can be termed Decent Work. Evidences suggest that much remains to be done.

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George, Ranjan Michael Jeyadas, of Western Sydney Nepean University, and Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work." THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.

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This thesis is a study of gender and organisation in Sri Lanka, a society of diverse cultural identities. The research question addresses factors related to women and men's orientations to work and the extent to which institutional factors, located in the broader societal context of Sri Lankan organisations, add explanatory power in analysis of the degree of job satisfaction and work perceptions. The thesis also investigates the relationship between organisational level attributes and the understanding of managers' work perceptions, as well as seeking variation at the institutional level. The main research instrument was a questionnaire, and quantitative data was generated from field surveys of 382 Sri Lankan male and female managers. The data is stratified randomly, forming a sample of top, middle and junior level managers. These managers belong to diverse Sri Lankan organisations in terms of size, ownership, and line of business. The findings illustrate that organisational level attributes have greater explanatory power in interpreting the work perceptions of male and female managers in Sri Lanka than do the institutional factors. However, qualitative interviews that were conducted reveal the salience of institutional factors to explain aspects of work perceptions. Organisational policies and recommendations that can be derived from this finding are elaborated in the conclusions.
Doctor of Philosophy (PhD)

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Kiburz, Kaitlin Kiburz. "A Closer Look into Remote Work: Examining Resources within Remote Work Arrangements with Outcomes of Job Performance and Work-Family Conflict." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6275.

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Remote work has become a popular topic within organizations and the popular press. However, academic research has been inconclusive as to whether remote work is related to benefits of increased job performance and lessened work-family conflict. This study examined remote work resources to gain an in-depth understanding of how remote work relates to job performance and work-family conflict. One hundred fifty-one salespeople participated in two time-lagged surveys regarding remote work resources (autonomy, feedback, access to information and interaction with one’s supervisor), outcomes (subjective and objective job performance and work family-conflict) and demographics. Remote work resources were not significantly related to job performance. Contrary to hypotheses, more control over work schedule and control over work process were related to more FIW. In support of hypotheses, more interaction with one’s supervisor was related to less FIW and more access to information was related to less WIF. There was no support for hypothesized mediation or moderation but exploratory analyses revealed that proactive personality moderated the relationship between interaction with one’s supervisor and objective job performance such that the relationship was stronger for less proactive employees than for more proactive employees. Overall, findings support the value of fine-grained analysis of remote work’s resources to provide a nuanced look into their relationships with outcomes.

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Leach, Desmond John. "Work design and job knowledge." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287355.

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Robertson, Katelyn. "The Antecedents of Work-School Conflict and Work-School Enrichment." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33013.

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The cost of higher education is rapidly increasing on both a global scale (Creed, French & Hood, 2015), and in the local South African context (Calitz & Fourie, 2016). This rise in costs has seen a commensurate increase in the number of university students who work, largely as a means to fund the increasing cost of their higher education (Butler, 2007; Cinamon, 2016; Owen, Kavanagh & Dollard, 2018). These working students are frequently referred to as non-traditional students in the academic literature. The psychological experiences of non-traditional students who work is a pertinent and expanding area of interest for multiple stakeholders (Owen et al., 2018). These experiences can be classified through the constructs of Work-School Conflict (WSC) and Work-School Enrichment (WSE), which refer, respectively, to the negative and positive aspects of the work-school interface (Butler, 2007). The antecedents of WSC and WSE experiences amongst nontraditional working students have to date not received any empirical attention in the South African research literature. This study aims to address this gap by contributing to the national body of knowledge in this area. The measures used were secondary self-report survey data completed by post-graduate university students who are simultaneously engaged in paid work (N=330). Multiple regression analyses indicated that time demands, job demands and social support from work explained a significant proportion of WSC; whilst job-school congruence and social support within the work context were statistically significant predictors of WSE. Moderation analyses revealed that social support at work influenced the relationship between job demands and WSC, whilst employee role saliency significantly interacted with job-school congruence to influence WSE. The results of this study are aligned to international work-school research findings, which support the additive model of job characteristics as antecedents to WSC and WSE. These results also provide deeper insight into the less explored moderation effects of work resources and demands interacting to influence WSC and WSE. Theoretical, management and educational implications of these findings are considered in relation to the existing literature.

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Leeman, Mark A. "From Good Works To A Good Job: An Exploration Of Poverty And Work In Appalachian Ohio." Ohio : Ohio University, 2007. http://www.ohiolink.edu/etd/view.cgi?ohiou1194570212.

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Andersson, Kin. "Proactivity at work." Doctoral thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-45644.

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Proactive behaviour implies taking initiative and mastering unexpected situations, and hence, is desirable in different situations. The present thesis includes three empirical studies intended to understand the consequences of proactive behaviour, as well as the factors that contribute to proactive behaviour at work and when facing unemployment. More specifically, whether job design, as measured by objective work task analysis, provides conditions conducive to proactivity in the workplace and when facing unemployment. The results of proactive behaviour during unemployment were also of interest. Study I focused on the influence of job design on individuals’ personal initiative and confidence in their ability when facing unemployment. Participants were employees at a downsizing Swedish assembly plant. Confidence in one’s ability mediated the relationship between job design and personal initiative, and personal initiative affected job search behaviour when advised to be dismissed. Study II, a longitudinal exploration, focused on the predictors of re-employment in the same group as in Study I. Men were more than nine times as likely as women to obtain jobs within 15 months. Individuals without children were more than seven times as likely as those with children to find work within 15 months. The desire to change occupation and willingness to relocate also increased the probability of being re-employed, whereas anonymous-passive job-search behaviour and work-related self-efficacy actually decreased the probability of re-employment. The number of job applications did not impact later re-employment. Study III analysed job design as a predictor of group initiative and self-organisational activities in semiautonomous industrial work groups. An input-process-output model showed that group processes such as reflexivity mediated the impact of job design on proactivity in work groups. Taken together, these studies suggest that work task analysis a useful tool, since it provides access to information that cannot be obtained with self-report measures. Job design indirectly affected proactivity both in the face of unemployment, and in industrial work groups. Further, it is worthwhile to continue identifying the antecedents and consequences of proactivity, as this seems to be an important factor regarding work and unemployment.

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Kirkendall, Cristina D. "Job Crafting: The Pursuit of Happiness at Work." Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1367092575.

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Browne, LaVonne A. "On faith and work : the relationship between religiosity and work values /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3036808.

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Do, Boram. "Gratitude at Work." Thesis, Boston College, 2016. http://hdl.handle.net/2345/bc-ir:107142.

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Thesis advisor: Jean M. Bartunek
Thesis advisor: Myeong-Gu Seo
My dissertation builds theory about gratitude at work. Drawing from Affective Events Theory, I suggest two different forms of gratitude: state gratitude and job gratitude. State gratitude refers to grateful moods or emotions which tend to last short term, whereas job gratitude refers to employees’ grateful attitudes particularly toward their jobs that tend to last longer. Empirically, I conducted three related studies. In the first study, I developed and validated the 7-item measure of job gratitude using a series of surveys that confirmed a satisfactory content and construct validity of the measure. Using an experience sampling procedure, in the second study I suggested and tested a theoretical model of state gratitude at work. A series of longitudinal surveys with 135 employees showed that state gratitude that is captured by a 3 week long daily survey is positively associated with in-role behaviors through the desire to reciprocate benevolence. My analyses also showed that the availability of extrinsic job rewards negatively moderates the positive impact of state gratitude on helping behaviors through the desire to reciprocate benevolence. Employees’ job dependency also negatively moderates the positive impact of state gratitude on both helping and in-role behaviors through the desire to reciprocate benevolence. The third study proposed and tested a theoretical model of job gratitude. My analyses showed that through the mechanism of intended help, job gratitude is positively associated with extra-role behaviors including helping behaviors, organizational citizenship behaviors directed to an organization, and voice behaviors. Taken together, my dissertation enriches theories in emotion literature by exploring a particular type of discrete, social, and moral emotions. My dissertation also contributes to gratitude literature outside of organizational studies, as it broadens the scope of impacts of gratitude in work contexts. Lastly, this dissertation contributes to Organizational Positive Scholarship by shedding light on the experiences of the recipients’ of prosocial behaviors
Thesis (PhD) — Boston College, 2016
Submitted to: Boston College. Carroll School of Management
Discipline: Management and Organization

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Averbeck, Daniel H. "An inference/attribution approach to work dimensions /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553057983.

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Rabie, Gerhard Hendrik. "Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik Rabie." Thesis, North-West University, 2005. http://hdl.handle.net/10394/880.

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The global shortage of registered nursing practitioners is widely reported in the literature. This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students graduating from nursing education programmes, more nurses leaving the profession shortly after completion of their studies, and other factors. Burnout amongst registered nurses may contribute to the above and can also serve as an indication of the reason these shortages in the nursing profession occur. The South African National Defence Force (SANDF) is also affected by the shortage of registered nurses. This shortage is increased by the involvement of the SANDF in peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers of registered nursing personnel to qualify from the South African Military Health Services (SAMHS) Nursing College. In order to increase the number of students qualifying from this college and, to retain them after qualifying, research is needed regarding the occurrence of non-completion of studies at the college and the tendency to leave the SANDF shortly after qualifying. The objective of this study was to identify possible stressors (job demands and/or job resources) in the military nursing-student environment, to investigate their effects on students (burnout or engagement), and to assess whether it has any influence on their academic performance. A cross-sectional survey design was used. A sample of 167 nursing students (completing the four-year integrated nursing diploma) at second, third and fourth-year levels was obtained. The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the Wellness Survey (WS), together with a biographical questionnaire, were administered. The Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive vii Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002). Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and structural equation modelling were used to analyse the results. The results showed that job demands (consisting of overload, organisational influences and work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism and cognitive weariness). A negative relationship was found between burnout and academic performance. Job resources (consisting of social support, growth and advancement, contact with others and organisational support) had a strong relationship with work engagement (consisting of vigour and dedication) and a significant negative relationship with performance (academic results). A negative relationship was also shown to exist between work engagement and academic performance. Recommendations for future research are made.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

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Jönsson, Sandra. "Client work, job satisfaction and work environment aspects in human service organizations /." Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.

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Lin, Shu-ching. "Age, gender and lawyer's work satisfaction." Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-10102009-020034/.

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Torrente, Barberà Pedro. "Engaged work teams in healthy companies: drivers, processes, and outcomes of team work engagement." Doctoral thesis, Universitat Jaume I, 2014. http://hdl.handle.net/10803/396685.

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This PhD thesis analyses work engagement in the context of work teams taking a collective, psychosocial perspective. Throughout this thesis, the following topics will be addressed: 1) the state-of-the-art in the topic of team work engagement, 2) the measurement of team work engagement, 3) the association of team work engagement with other relevant individual-level constructs and how it fits in traditional research models in the field of Positive Occupational Health Psychology, 4) the antecedents and consequences of team work engagement at the team level of analysis, 5) the antecedents of team work engagement at the organizational level of analysis and the development of a multilevel model of work engagement that contributes to a broader understanding of the construct, and 6) discussion of the knowledge achieved throughout this PhD thesis.
Aquesta tesi doctoral explora i analitza la vinculació psicològica amb el treball dins d'equips de treball (o team work engagement, en anglès). Pren, per tant, una perspectiva col·lectiva cap al fenomen que havia mancat fins ara. Al llarg de la tesi, fonamentada dins el camp de la Psicologia Ocupacional Positiva, s'adreça: 1) la literatura científica coneguda fins al moment, 2) la mesura del team work engagement, 3) la relació amb constructes de caire individual i el seu encaix amb models tradicionals d’investigació en Psicologia de la Salut Ocupacional Positiva, 4) els antecedents i conseqüències a nivell d’equip de treball, 5) els precursors de nivell superior, és a dir, de nivell organitzacional així com la creació d’un model multinivell que permeta comprendre el fenomen de manera global, i 6) les conclusions derivades d’aquesta tesi doctoral.

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Thapisa, Amos P. N. "The meaningfulness of work : improving the quality of work life through job enrichment." Thesis, University of Sheffield, 1989. http://etheses.whiterose.ac.uk/1886/.

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The study reported in this thesis investigated individual Library Assistant's perceptions and attitudes towards their work. One objective of the study was to discover if work had meaning to Library Assistants, working in University libraries, other than that of earning a living or money. It was discovered that most Library Assistants perceive that money is more important than the work itself and that library work is not intellectually stimulating or challenging. It was also discovered that their willingness to continue in the same job, after acquiring a lot of money e.g. pools money, was dependent on age and qualification. The thesis is divided into eight chapters. The first chapter provides an introduction in which the Investigator provides background information about work and its meaning. He also explains the general purpose and objectives of the study. Definitions and meanings of some of the key concepts used in the thesis are given. The Investigator takes the view that employment work is an activity in an institutionalised exchange relationship and that it belongs to the formal rather than informal economy. In a narrower sense employment work can be viewed as a way of earning a living and in a broader sense it is a way of self expression, where self image for the employee is sustained by providing opportunities for achievement and recognition. Chapter Two gives an idea about how the literature search was conducted and it provides an extensive literature review of the main topics related to the study. A critical evaluation of some of the research approaches and findings is given. The Investigator argues that the research instruments used by some library and information researchers, borrowed from the social sciences, have sometimes been inflexible and not quite suitable for use in library conditions. The main criticism is that library and information researchers have not developed their own research instruments for the investigation of problems relating to library and information work. Chapter Three provides the methodological approach in which the Investigator discusses his research instrument (CAIn), research procedures and hypotheses to be tested. Six main and five ancillary hypotheses were tested. Chi-Square and reliability tests were carried out in order to test hypotheses and the internal consistency reliability of CAIn. Chapter Four provides first stage data analysis where the perceptions of the Library Assistants are reported and analysed. Both qualitative and quantitative approaches were used to analyse the data. The observation in this chapter is that most Library Assistants are dissatisfied with their promotional opportunities and pay. Although they are happy with their supervision, they consider that they are often not involved in the main stream decision making processes of the library. Chapter Five contains the hypotheses and reliability test for the research instrument. Some of the results point to the fact that job position, at library assistant level, is independent of length of service. This led to the conclusion that if the University Libraries were not promoting internally they were appointing externally hence the perceived lack of internal mobility. On the other hand, sex and age appeared to have influence on the view people held about work as a means to an end. More men than women viewed work as a means to an end. Where age was concerned the older one got the more significant work became. A general discussion is found in Chapter Six where issues relating to professionalism and its influence upon the Library Assistants' perceptions of their jobs, the work structure, rewards, autonomy and the meaning of work are raised. The Library Assistants perceive that a less hierarchical library structure is preferable to a hierarchical one. There appears to be a belief among these people that the professionalisation of the library occupation was responsible for the hierarchy which now exists. This Investigator argues that a conflict which might develop between the professionals and the non-professionals as a result of unfulfilled aspirations or demands for the professionalisation of librarianship will not help improve the position or status of the Library Assistant. Chapter Seven provides conclusion and summary while Chapter Eight gives some recommendations. It is recommended that further studies should be done in order to investigate in more detail the problem of pay satisfaction and promotion. There is also a need to re-assess the work roles and responsibilities of all library and information workers with a view to redesign jobs. A Three Tier Organisational Structure which emphasises an autonomous work groups approach is recommended.

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Vickers, Julia P. "The subjective work experiences of hospital patient attendants." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ44882.pdf.

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Abdeen, Tarek Hassan Ibrahim. "The quality of work life : an empirical study." Thesis, University of Plymouth, 2001. http://hdl.handle.net/10026.1/2769.

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This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

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Roothman, Brett. "Burnout and work engagement among South African psychologists / B. Roothman." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4992.

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Although numerous and divergent stressors are inherent to the professional life of a psychologist, research regarding burnout and its antipode, work engagement in psychologists is sparse. The current research sought to investigate the nature of and the relationship between job demands, job resources, burnout and work engagement in a group of South African psychologists. The Job Demand-Resources (JD-R) model was employed as the foundation from which to understand and explain the process of burnout development, as well as the process of maintaining work engagement. Personal interviews were conducted and qualitatively analysed to determine occupation-specific themes which were used to develop the Job Demands-Job Resources Scale for Psychologists (JD-JRSP). A group of South African psychologists in private practice (N =105) completed the JD-JRSP, the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The statistical analyses of these instruments reflected that the JD-R model provides a meaningful basis for research into burnout and work engagement. The participants in this study reported low to moderate job demands with moderate to high job resources. In accordance with the underpinnings of the JD-R model, burnout scores were shown to be low, whilst the participants retained high levels of work engagement. The results suggest that job resources mitigate the debilitating effects of job demands and therefore protect against burnout, whilst promoting work engagement. The present study makes a unique contribution to the field as no other South African or international research has, to date, investigated these four constructs in psychologists.
Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.

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Parker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.

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Includes abstract.
Includes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.

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De, Iaco Gilda Assunta. "The consequences of shift work : job performance, job satisfaction, and social life." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40190.pdf.

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Moomaw, Michael E. "Work and nonwork stress : effects on job performance." Diss., Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/30287.

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Brewer, Marcia S. "Nurse empowerment and job satisfaction work environmental factors /." Muncie, IN : Ball State University, 2009. http://cardinalscholar.bsu.edu/696.

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Jensgård, Håkan. "Counterproductive work behavior or just negative job performance?" Thesis, Stockholm University, Department of Psychology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-28152.

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Jeding, Kerstin. "The psychosocial work environment, job satisfaction and health." Thesis, University of Oxford, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442454.

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Edwards-Dandridge, Yolanda. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention." Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427121.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen’s theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R² = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual’s intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Edwards-Dandridge, Yolanda Marie. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6323.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen's theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R2 = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual's intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Reaves, Angela C. "Work Creativity as a Dimension of Job Performance." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/1903.

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To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performance and task performance, and the relationship between creative performance and organizational citizenship behavior (OCB). Overall, I found support for a medium to large corrected correlation for both the creative performance-task performance (ρ = .51) and creative performance-OCB (ρ = .49) relationships. Further, I also found that both rating-source and study location were significant moderators. Study 2 is a process model that includes creative performance alongside task performance and OCB as the outcome variables. I test a model in which both individual differences (specifically: conscientiousness, extraversion, proactive personality, and self-efficacy) and job characteristics (autonomy, feedback, and supervisor support) predict creative performance, task performance, and OCB through engagement as a mediator. In a sample of 299 employed individuals, I found that all the individual differences and job characteristics were positively correlated with all three performance criteria. I also looked at these relationships in a multiple regression framework and most of the individual differences and job characteristics still predicted the performance criteria. In the mediation analyses, I found support for engagement as a significant mediator of the individual differences-performance and job characteristics-performance relationships. Taken together, Study 1 and Study 2 support the notion that creative performance should be included in models of job performance. Implications for both researchers and practitioners alike are discussed.

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Christie, Maryann Denise. "Gender differences on coping with work stress and predicting work related outcomes." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1200.

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Sparkes, Timothy James. "Personality, mood and daily work stress." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.670246.

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Müller, Elsie Franscina. "Strategies for managing work related stress." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/742.

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The objective of this study was to identify the strategies (primary, secondary and tertiary) that can be employed to manage work related stress. A questionnaire, was designed based on the strategies found in a literature study on the topic and used to gather inputs from academic head of department and lecturers. The questionnaire was delivered by hand to 18 potential respondents. All 16 questionnaires returned could be used. These were processed and analysed using Microsoft Excel spreadsheets. In general support was found for primary stress management strategies pertaining to work schedule, work load and work pace, job content, career development, the home-work relationship and work environment. Lifestyle management in terms of physical activities and a healthy diet were regarded as the preferred secondary stress management strategies. The strategies related to lifestyle management which were identified from the literature study were physical activities, healthy diet, relaxation techniques such as meditation and yoga. Support was found for tertiary stress management strategies but most of the respondents were not sure if their organisation offered any wellness, employee assistance or stress management programmes. Wellness programmes were indicated as a strategy that will have the most impact on reducing work related stress and employee assistance programmes (EAPs) ranked there after. Overall respondents indicated that they did not perceive their work as very stressful.

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Swart, Joline. "The relationship between job characteristics, work wellness and work-related flow of call centre agents in an insurance company / Joline Swart." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1315.

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Bassy, Maren. "Motivation and Work -Investigation and Analysis of Motivation Factors at Work." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1086.

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Background: Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the employees, the knowledge about what motivates and satisfies them is essential.

Purpose: The purpose of this thesis is to investigate and analyse the factors which motivate employees, under consideration of individual characteristics.

Limitation: Age, gender, marital status, work area, position and the years a person has been working in the company represent the individual characteristics examined in this study.

Realisation: Literature research as well as a practical survey consisting of mail questionnaires and personal interviews were carried out in order to best serve the purpose of this thesis.

Results: Skills, task identity, task significance, autonomy, feedback, environment, job security, and compensation are important factors for the motivation of employees. Taking into consideration the extent to which these factors are present at work and the employees'satisfaction with this state, differences regarding all examined individual characteristics are recognisable. Moreover, the investigation of the importance attributed to these factors by the employees revealed no differences with regard to the individual characteristics, except for the years an employee has been working in the company. In addition, several factors, which may cause a higher motivation and job satisfaction in the selected company, have been identified in terms of the individual characteristics. Thereby, for all employees, the feedback represents the factor with the highest motivation potential.

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Korpunen, Päivi, and Andrea Nápravníková. "Work to live, don’t live to work! : A cross-sectional study of the work-life balance of higher managers." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1239.

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The work-life balance is currently in vogue among governments, organizations as well as researchers. Higher managers in organizations all over the world are exposed to significant pressures in their jobs, which further influence the balance between their work and private lives, job satisfaction and overall well-being. In this thesis, we apply a different perspective on the topic of work-life balance than most of the previous scientific research. We have focused on the governmental, organizational and individual factors that affect the work-life balance of higher managers and the consequent influence on their job satisfaction and overall well-being.

The objective of this study is to contribute to the work-life balance research by exploring the fit between companies’ human resource practices and higher managers’ actual perceptions and needs. In order to gain different perspectives, our empirical research consists of a series of interviews with both HR managers and members of higher management.

The key findings in terms of the factors influencing higher managers are reported. They suggest that the individuals are influenced by several aspects. The responsibility for personal work-life balance does not only lie on individuals themselves, but the organizations and governments play an important role in treating this issue as well.

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48

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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Hughes, Kirsten. "Work-family conflict : its antecedents, outcomes and the moderating role of informal work accommodations to family /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18521.pdf.

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50

Owens, Courtney Elizabeth. "Development of a model of work-personality." Thesis, University of Manchester, 2019. https://www.research.manchester.ac.uk/portal/en/theses/development-of-a-model-of-workpersonality(0f2e4027-3bac-4200-b6b6-29597fbfabeb).html.

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Abstract:

Personality is important to job performance; meta-analyses published over the years repeatedly showed that self-rated personality traits can significantly predict overall job performance (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001). Despite their significance, these same meta-analyses, generally showed personality only had a small effect on overall job performance. The exception was conscientiousness, which had a less than medium effect. However, there is also a growing body of evidence suggesting that other-ratings of personality can show higher concurrent validities than self-ratings. Meta-analytic results showed that personality can have a large effect on overall job performance, if the personality traits are rated by others (Connelly & Ones, 2010). Moreover, concurrent validities increased when utilising narrow measures of both personality (Judge, Rodell, Klinger, Simon, & Crawford, 2013) and job performance (Bartram, 2005). In this study, the author examined the suggestion from meta-analyses that observer-ratings, rather than self-ratings, provide greater explanatory power when predicting job performance. Further, the concurrent validities of using narrow personality traits (facets) as predictors of narrow measures of job performance were investigated. This study comprised 1,041 participants, of which 92% were employed in a UK police organisation. Employees provided self-ratings and identified two co-workers and a manager who could provide other-ratings of personality and job performance. Online questionnaires measured 71 personality facets of the 11+ Factor Model (Irwing & Booth, 2013) and Bartram's (2005) Great Eight factors of job performance. Arguably the most comprehensive measure of personality, the 11+ Factor Model is comprised of 11 factors and 74 facets. Items from the International Personality Item Pool (IPIP; Goldberg, 1999) were utilised to create scales for each of the 74 personality facets. A planned missing data design was implemented to improve response rates (Graham, Taylor, Olchowski, & Cumsille, 2006). Measurement models were estimated first, followed by testing of the structural models (J. C. Anderson & Gerbing, 1988) to estimate the combined effects of personality facets on each of the job performance outcomes. Since cross-validation is a powerful approach for evaluating models (Millsap & Meredith, 2007), all models were cross-validated on two datasets. Fifty-two personality facets were identified and cross-validated. Some of these facets provided superior prediction over factors, when predicting narrow measures of job performance. The facets of integrity, leadership, harm avoidance and empathy explained much of the variance in the Great Eight job competencies. In some cases, self-ratings of personality provided superior prediction over other-ratings.

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Dissertations / Theses on the topic 'Joy of work'

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