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1
Nylander, Per Åke. „Managing the dilemma : occupational culture and identity among prison officers“. Doctoral thesis, Örebro universitet, Akademin för juridik, psykologi och socialt arbete, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-17212.
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2
Roberts, David Stevens. „Development and evaluation of a safety culture survey for occupational safety“. Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-06062008-155408/.
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Guzman, Indira R. „"As you like I.T.": occupational culture and commitment of new information technologists /“. Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2006. http://proquest.umi.com/login?COPT=REJTPTU0NWQmSU5UPTAmVkVSPTI=&clientId=3739.
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Cameron, Ian David Henry. „Quality service management and police occupational culture in the Royal Ulster Constabulary“. Thesis, University of Ulster, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.393484.
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5
Scheepers, Antoinette. „Women in mining: overcoming the challenge of occupational culture at the mines“. Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/95647.
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This research report explores the actions taken by mining companies, with specific focus on Kumba Iron Ore, to overcome the challenges in creating an organisational culture that accommodates women in core positions in the mines.
Although more and more women are employed by mining companies worldwide, progress is hampered by the barriers in this historically male-dominated environment, which need to be overcome. South African legislation requires mining companies to meet women-in-mining targets as set out by the mining charter, forcing the mining industry to revisit opportunities for female employees. It necessitates innovative ideas to overcome challenges and to implement strategies to make women in mining work. The research investigates specifically how the mining environment is managing the transformation to overcome the historic views, physical challenges and emotional challenges of women. It discloses the willingness and commitment of mining companies to accommodate women in the workplace to eliminate discrimination and to benefit from the employment of diverse gender groups. Implemented coping strategies lead to changes in working conditions, dealing with and preventing sexual harassment, addressing physical and emotional barriers of women and other challenges to make women in mining work. However, initiatives taken do not necessarily produce the required results due to a lack of follow-up.
This report reveals efforts by Kumba Iron Ore to promote mining as an employment of choice and to make mining more attractive to women. It includes the way in which efforts in attracting qualified women supports closing the gap between vacant positions and employment of women in this predominantly male environment. The research report discloses that more efforts are required to make women in mining a reality and that it requires commitment throughout the organisation with the involvement of all stakeholders to overcome these challenges. It reveals the improvement of safety in the mining environment through a specific focus (though a lack of drive still exists), ownership and stakeholder involvement to make women in mining work.
A total of 22 men and women in the Kumba Iron Ore broader management team (middle and senior managers from the Mining, Plant, Safety, Human Resources and Supply Chain departments) situated at the production sites in the Northern Cape (Sishen and Kolomela), Limpopo (Thabazimbi) and the head office in Pretoria were interviewed to gather data from their direct experiences on overcoming the challenges of the organisational culture to make the mining environment more attractive and accessible for women. A semi-structured questionnaire was used to collect the information. The data was analysed using a qualitative method and this research report theory emerges from the data obtained from the questionnaires.
Proposed future research topics were made.
6
Koerner, Shannon D., Henri D. Grissino-Mayer, Lynne P. Sullivan und Georgina G. DeWeese. „A Dendroarchaeological Approach To Mississippian Culture Occupational History In Eastern Tennessee, U.S.A“. Tree-Ring Society, 2009. http://hdl.handle.net/10150/622592.
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We investigated the potential for using long-archived wood samples extracted from archaeological contexts at four Mississippian Period (AD 900–1600) settlements in eastern Tennessee for tree-ring dating purposes. Sixteen wood samples recovered from prehistoric sites were analyzed to: (1) crossmatch samples from each site with the intent of determining the relative chronological order of sites, (2) establish a floating prehistoric tree-ring chronology for eastern Tennessee, (3) determine the applicability of dendrochronology in prehistoric archaeology in eastern Tennessee, and (4) establish a strategy for future research in the region. We succeeded in crossmatching only three of the 16 tree-ring sequences against each other, representing two sites relatively close to each other: Upper Hampton and Watts Bar Reservoir. The average interseries correlation of these three samples was 0.74 with an average mean sensitivity of 0.26, and they were used to create a 131-year-long floating chronology. The
remaining samples contained too few rings (15 to 43) for conclusive crossmatching. Our results
demonstrate that dendrochronological techniques may be applied to the practice of prehistoric
archaeology in the Southeastern U.S., but highlight the challenges that face dendroarchaeologists: (1) poor wood preservation at prehistoric sites, (2) too few rings in many samples, (3) the lack of a reference chronology long enough for absolute dating, and (4) the lack of a standard on-site sampling protocol to ensure the fragile wood samples remain intact.
7
Rakel, Horst. „Risk, safety and corporate culture : managing occupational hazards in the modern business environment“. Thesis, University of East Anglia, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273466.
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Crawley, Elaine M. „The social world of the English prison officer : a study in occupational culture“. Thesis, Keele University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341291.
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Watson, Sean Mark. „The emotions of social control : a study of paranoia in police occupational culture“. Thesis, University of Warwick, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.362495.
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10
Farmer, Ruan Alexander. „Improving occupational health and safety in a petrochemical environment through culture change / R.A. Farmer“. Thesis, North-West University, 2010. http://hdl.handle.net/10394/4444.
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In spite of the vast technological progress and improvement in the standard of
management systems within hazardous industries around the world, occupational
health and safety incidents and fatalities continue to devastate thousands of lives
each year.
Throughout the last decade, significant improvement has been achieved in the
reduction of health and safety incident rates across the South African petrochemical
environment. However, a persistent roller-coaster fatality rate still prevails. Recent
studies have shown that in order to conquer the relentless battle in realizing
sustainable world-class health and safety performance, an organisation has to move
beyond the traditional compliance orientated safety focus towards an interdependent
safety culture in which safety is ubiquitous and embedded in the hearts of all
employees.
The root causes of more and more occupational health and safety incidents are no
longer as a result of mechanical or systems failure, but instead originate from the
attitude, values and beliefs of management and employees with regard to the
significance of safety, also known as the safety culture. This has ignited a rising
interest in the concept of safety culture among organisations because of the positive
impact on occupational health and safety in reducing the potential for fatalities,
injuries and workplace incidents.
Hence the primary objective of this study is to determine the maturity of the current
safety culture in the South African petrochemical environment by identifying
particular culture shortfalls which could lead to hesitant progress towards the desired
interdependent state. In order to reach this objective, three secondary objectives
have also been set. Firstly, an understanding of the concept of organisational culture
and safety culture is crucial. In simple terms, organisational culture can be described
as the shared values, assumptions and beliefs in an organisation that ultimately
direct employee behaviour. Organisational culture is characterised by three layers
known as artefacts, espoused values and basic assumptions. These layers represent the manifestation of the organisational culture and vary in terms of outward
visibility and resistance to change. Understanding and analysing these layers
provide the reasons why employees behave in certain ways. Safety culture is a subset
of organisational culture; in other words, it is the manifestation of the
organisation?s attitude, values and commitment in regard to the importance of health
and safety. Companies which have developed effective safety cultures have
demonstrated unequivocal results in closing the elusive health and safety
performance gap.
Secondly, the fundamental components conducive of an effective safety culture were
explored. These components include management and employee commitment to
health and safety, accountability and involvement, communication and trust, risk
awareness and compliance, competency and learning and finally recognition. Most
of the components can be assigned to the artefact level or a combination of the level
of artefacts and espoused values with only a small number more appropriately
associated with the level of basic assumptions. The effectiveness within each of
these areas ultimately dictates the nature of the safety culture and the success in
preventing health and safety incidents.
The focus of the last secondary objective was to determine the development stages
leading to an effective safety culture known as an interdependent safety culture.
Each of these stages represents the degree of maturity of the attitudes and
commitment of management and employees in relation to the ongoing health and
safety improvement in the organisation. The DuPont model suggests that in a
reactive safety culture, safety is merely a natural instinct with no real perceived value
for the individual or organisation. Moving towards a dependent safety culture,
employees start to value safety but only so they do not get caught. The next stage
called an independent safety culture is characterised by self preservation. In this
stage, the mindset of employees changed towards an attitude of ?I do things safe so
I do not get hurt?. In the final stage known as interdependent safety culture,
employees embrace safety as a personal virtue not only for their own safety but also
in contribution to the safety of their peers. In such a culture it is employees? desire to
do things safely so that no-one gets hurt. An empirical study was conducted through a quantitative research approach in the
form of a safety climate questionnaire. The target population consisted of first-line
managers and non-managerial personnel within the production; maintenance;
laboratory; technical, and the safety, health and environment departments in a
petrochemical organisation.
In light of the results emanating from the empirical study it can be concluded that an
overall positive perception was observed towards the selected safety culture
components indicative through the mean response scores above the neutral scale of
3. Older and more experienced employees demonstrated a more positive response
to the safety compared to younger employees. However, several distinctive safety
culture shortcomings were also identified. In the current safety culture, health and
safety is sometimes overlooked due to productivity or cost implications. Employees
tend to withhold safety related information to themselves as a culture of guilt prevails
and mere compliance to safety standards is considered adequate. Solutions to
health and safety problems are most of a short-term nature and do not address the
root cause.
It therefore provides evidence that the organisation under evaluation has not yet
reached the desired safety culture maturity stage of interdependence. Although the
study population is limited to a single organisation, the shortfalls identified could
relate to the larger petrochemical environment and thus could explain the recent
fluctuating health and safety performance. This assumption, however, can only be
validated through further research within a much greater sample size inclusive of
more than one organisation in the petrochemical environment.
It is thus clear that the existing safety culture within the petrochemical organisation
could lead to potential health and safety incidents if the shortcomings are not
appropriately addressed.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
11
Razavi, Tiffani D. B. „Values and occupational stress : the role of individual-organizational value congruence in the workplace“. Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.
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12
Brownstone, Ellen G. „A qualitative study of the occupational status and culture of dental hygiene in Canada“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0018/NQ45135.pdf.
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13
Peens, Elsie Cornelia. „A continuous improvement strategy for an occupational health and safety culture / Elsie Cornelia Peens“. Thesis, North-West University, 2005. http://hdl.handle.net/10394/2489.
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14
Cooper, John. „The occupational identity and culture of chefs in United Kingdom (UK) haute cuisine restaurants“. Thesis, University of Strathclyde, 2012. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=16927.
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This study seeks to conceptualise how the occupational identity and culture of chefs is constructed and maintained through both work and social interaction. In addition, this study may also generate findings of relevance for human resource management (HRM) in the hospitality industry in relation to the enduring practical issues of training and the recruitment and retention of chefs, which have long been recognised as managerial challenges within the hospitality industry. Indeed, hospitality managers have attempted in vain to resolve this staffing crisis by changing management and recruitment practices, but seem to overlook the complex cultural issues that underpin the work and identity of chefs. Therefore, this study may indirectly help to get to grips with these HRM issues, by providing a better understanding of the occupational identity and culture of chefs. On a more generic level, this study aims to generate empirical data that informs contemporary debates about the role of work in identity formation and the structure of occupational identities in our contemporary society. This study is thus an attempt to assess, in light of the experiences of chefs, the untested argument that contemporary work holds little meaning for today’s workers. The research was planned in two main stages, an initial stage using unstructured, in-depth, face-to-face interviews as preparation for entering the culture, and a subsequent stage of ethnography (overt participant observation) and reflective interviews. The first stage was used to investigate the chef’s self-concept and explore how chefs construct their own reality on the basis of a personal framework of beliefs, attitudes and values. In-depth interviews were conducted throughout Great Britain and Ireland with fifty-four Michelin-stared chefs. The second stage was used to penetrate the ‘back region’ (Goffman, 1959) of the chefs’ world in order to go beyond what the chefs say about themselves (in the face-to-face interviews) and explore the shared system of meanings that help to perpetuate a sense of cohesion, identity and belonging that defines ‘being a chef’. Ethnographic studies were carried out in four different Michelin-starred kitchens, with participant observation conducted in each kitchen over a period of thirty days on average. Drawing upon the fieldwork, fresh insights into the social structures and processes (i.e. the kitchen ‘ideology’, symbols, rituals, rites and myths) which underpin the creation and maintenance of the occupational identity and culture of chefs are revealed in the chefs’ own words.
15
Burns, Calvin George. „The role of trust in safety culture“. Thesis, University of Aberdeen, 2004. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=165707.
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A deficient safety culture has been implicated in a number of organisational accidents from a range of high hazard industries. Despite its implications for safety, many questions about safety culture remain unanswered. In order to contribute to the literature on this topic, this thesis set out to investigate the role of trust in safety culture. The oil and gas industry was chosen as the context for study due to the hazardous nature of its work, the industry’s focus on continuous improvement in safety performance and the interest shown by oil companies in participating in safety research. Leading models of safety culture have stressed the importance of trust in developing and maintaining patterns of safe behaviours at work. This thesis proposed a new model of safety culture based on dual attitudes about trust. This model states that explicit attitudes about trust are part of safety climate and that implicit attitudes about trust comprise some of the basic underlying assumptions that are the deepest level of safety culture. In order to test this model, this thesis developed a method to measure implicit attitudes about trust in an industrial setting. Using this method, two studies of dual attitudes about trust were conducted at different UK gas plants. In both of these studies, different patterns of results were found for measures of explicit and implicit attitudes about trust for workmates, supervisors and the plant leadership, respectively. These findings support the proposed model suggest that explicit and implicit attitudes about trust are separate constructs that may influence different types of safety behaviours. Positive relationships were found between measures of explicit attitudes about trust and self-report items about safety behaviours like reporting incidents and challenging unsafe acts. These findings were taken as a step toward validating the proposed model.
16
Brown, Anthony Gary. „Organizational culture as a source of high reliabililty : the case of UK Air Traffic Control“. Thesis, University of Oxford, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334894.
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Waterworth, Caroline Jane. „An exploration of culture and context for Allied Health Professionals using Care Aims in integrated community teams : a case study approach“. Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/18593/.
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Background Integrated team working is increasingly being used as a model of care within NHS Services. Whilst the integration agenda has evolved over time with increasing recognition of the continuum integration can refer to, consistent use of language and terminology has remained a challenge. The factors influencing integrated team working could be perceived as aspects of team, organisational and professional culture but there is a lack of studies formally assessing culture within an integrated team. Case studies also seldom appeared to include Allied Health Professionals with the reasons for this unclear. Care Aims is also being increasingly used as a model of care within NHS services particularly by Allied Health Professions yet the evidence base appears sparse, particularly exploring the use of Care Aims in an integrated team. Aim The overall aim of this study was to explore the effect of culture and context on integrated team working for Allied Health Professions in community settings. Methodology This exploratory study took place in two parts. The first part of the study investigated the Care Aims approach and the effect of culture and context for integrated team working for Allied Health Professionals in primary care settings and comprises of four case studies. The second part of the study evaluated and compared the case studies with other relevant models for promoting integrated team working for Allied Health Professionals (AHPs) in community settings. Data collection was primarily qualitative using both questionnaires and semi-structured interviews based on the critical incident technique. The Team Climate Inventory (TCI) and Organisational Culture Assessment Instrument (OCAI) were used to explore culture and climate to provide supplementary contextual information. The individual case studies were analysed using thematic networks. Cross case analysis was employed to identify themes for comparison. Findings The cross case analysis identified ten categories that appeared to influence integrated team working. Some of these categories were similar to themes identified in the literature exploring facilitators and barriers to integrated team working, such as leadership, staff roles and responsibilities, vision and professional culture. However different categories also emerged e.g. service type, team climate and relationship with the patient. The interdependency between the categories is also apparent, with philosophy and approach to care influencing all. Where there was a less dominant biomedical approach to care teams appeared to work in a more integrated way. Similarly, Care Aims implementation appeared to be influenced by similar factors. The approach to care pre-Care Aims and how the introduction of Care Aims was managed appearing most significant. The findings also appeared consistent with the evidence base for managing change. This study also suggested parallels between extent of integrated team working and success of Care Aims implementation. The more integrated a team appeared to be, the more successful Care Aims implementation also was. Whether level of team integration or introduction of Care Aims was the more significant factor is unclear. One of the challenges of this study has been to identify other sufficiently detailed published case studies to enable comparative analysis. As a result of the comparative analysis in this thesis a framework for a minimum data set to enable cross case analysis of case studies exploring integrated team working is proposed. This will facilitate a better understanding of the evidence base. This study adds to the literature for integrated team working by exploring and comparing several integrated teams within the same organisation. Unlike previous studies, these case studies explicitly explored the role and impact for AHPs of working in an integrated team. This study has led to the development of a framework to support implementation of Care Aims by identifying the potential barriers and facilitators to implementing Care Aims. This could support teams to identify those areas which may benefit from greater attention and support during implementation. This study also adds to the limited evidence base for Care Aims by exploring the implementation and use of Care Aims in integrated teams and undertaking a comparative analysis of teams in the same organisation.
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Sai, Maudgalya Tushyati. „Occupational Health and Safety in Emerging Economies: An India based study“. University of Cincinnati / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1384870134.
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Harrison, Jill Ann. „Buoyancy on the Bayou: Economic Globalization and Occupational Outcomes for Louisiana Shrimp Fishers“. The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1250191774.
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Scott, David Gordon. „Ghosts beyond our realm : a neo-abolitionist analysis of prisoner human rights and prison officer occupational culture“. Thesis, University of Central Lancashire, 2006. http://clok.uclan.ac.uk/7864/.
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The aim of the thesis is to critically evaluate the influence of the Human Rights Act (1998)[HRA] on prison service policies and prison officer understandings of prisoner human rights, in the period from October 2000 to October 2005. Discourse analysis is used to structure the thesis, with the implementation of the HRA located within what Foucault (1972) has called a "discursive formation": that is, the complex interrelationship between penology, law, penal policy, and occupational culture. Utilising a neoabolitionist normative framework, the legitimacy of the current meanings of prisoner human rights are scrutinised, and an alternative promoted. It is argued that in the five year period under review, the HRA has been restrictively interpreted in domestic courts and effectively marginalised in penological discourses and prison service policies. Focus then turns to an empirical study of prison officer occupational culture, conducted in one prison in the North West of England in 2002. The central finding is that in the original starting position of officer-prisoner relationships, prisoners are constructed as ghost like figures whose needs and sufferings are invisible to officers. Justified through psychic distancing, prisoners are othered and constructed as beyond the realm of humanity. The failure of the HRA to institutionalise a human rights culture or expand upon previous meanings of prisoner rights, is located within the inherent double dehumanisation of prison work, populist penological discourses, the limitations of legal interpretation, carceral clawback, and a lack of political will. The thesis concludes with the promotion of an alternative positive rights agenda for citizens, and a call for alternative means of dealing with wrongdoers that recognises their shared humanity.
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Pasula, Brent J. „An analysis of the relationship between organizational culture and occupational stress: Perceptions of employees following a merger“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2004. https://ro.ecu.edu.au/theses/845.
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There is a growing body of literature regarding the physiological and psychological effects of stress resulting from the increasing concern about occupational stress. This study attempts to fill an identified gap within epidemiologic literature by examining whether organizational culture has an influence on the level of occupational stress, perceived by employees, following the merger of their company with another. To explore this relationship, five research questions were examined using a data gathering process that consisted of a self-administered survey to measure psychosomatic strain, stress-inducing work demands, and organizational culture.
22
Leith, David R. „An ethnographic investigation of the relevance of shop floor culture to effective safety communication in an Australian minerals refinery“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2003. https://ro.ecu.edu.au/theses/117.
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Many organisations which aim to achieve excellent workplace safety choose 'culture change' as the means to achieve this. They make use of employee communication media to help re-form the values, beliefs, norms and behaviours which are generally thought to comprise culture. However, culture is a complex and profound phenomenon. Successful communication between two culturally separate groups requires each to achieve an understanding of the other, no less so in workplaces than in societies composed of different cultures.Yet even employers who believe in communicating fully with their workforces find it difficult to convey viewpoints other than their own. Their communication tends therefore to be one-directional, asymmetrical and controlling, typified by the ubiquitous staff newsletter containing articles about people's contribution to corporate goals. The messages contained in such media have little or none of their desired effect because they tend to be re-interpreted via the cultural forces of the workers to whom the messages are directed.This study investigated a large industrial minerals refinery to analyse the working lives of shop floor employees and the effectiveness of various communication channels. It focused on one group to whom safety messages were communicated, the shop floor `crews', and examined how the organisation's hierarchy, rules, and informal organisation mediated this communication.
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Rodríguez, Garzón Ignacio, Rodríguez Beatriz Castilla, Fiestas Myriam Martínez und Universidad Peruana de Ciencias Aplicadas (UPC). „Riesgo percibido en la construcción en España y Perú: un estudio exploratorio“. Universidad Industrial de Santander, 2015. http://hdl.handle.net/10757/552466.
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Introduction: The building sector is one of the most dangerous. It was measured the risk perception possessed by construction workers. Culture can affect risk perception. Objectives: Show the risk perceived by construction workers in Spain and Peru, compare and discuss the similarities and differences between countries. Materials and methods: An exploratory, cross sectional study. Two samples of workers were used: Spanish (N=204) and Peruvian (N=210), obtained in building works, civil works and training centers. The quantification method used is the psychometric paradigm and its adaptation to the Portell & Solé's occupational safety in the NPT of INSHT from Spain. Were used 9 qualitative attributes of risk and a global quantitative attribute. These attributes are measured by Likert scale from 1 to 7 points, while the global quantitative attribute is measured on a scale of 1 to 100. Results: Workers in environments with potential hazards or heavy machinery have a high perception of risk. Workers in both countries considered that have knowledge enough about safety at work. Spanish workers consider their health and safety managers do not have enough knowledge, being better rated in Peru. The probability of incident obtained low score. The global quantitative measure of risk did not obtain statistically significant difference between the two countries. Conclusions: perceived risk in construction should be studied to improve the health of their workers.irgarzon@ugr.es
Introducción: El sector de la construcción es uno de los más peligrosos. Se midió la percepción del riesgo que poseen los trabajadores de la construcción. La cultura puede afectar la percepción del riesgo. Objetivos: Dar a conocer el riesgo que perciben los trabajadores de la construcción en España y Perú, comparar y discutir las similitudes y diferencias entre países. Materiales y métodos: Estudio de carácter exploratorio transversal. Se utilizaron dos muestras de trabajadores: Españoles (N=204) y Peruanos (N=210) obtenidas en obras de edificación, obras civiles y centros de formación. El método de cuantificación es el paradigma psicométrico y su adaptación a la seguridad ocupacional de Portell & Solé en la NTP 578 del INSHT de España. Se utilizaron 9 atributos cualitativos del riesgo y un atributo cuantitativo global. Estos atributos se miden mediante escalas Likert de 1 a 7 puntos, mientras que el atributo cuantitativo global se mide mediante una escala de 1 a 100. Resultados: Los trabajadores de ambientes con riesgos potenciales o con maquinaria pesada tienen una percepción alta del riesgo. Los trabajadores de ambos países consideran que poseen suficiente conocimiento sobre la seguridad en el trabajo. Los trabajadores españoles consideran que sus responsables de seguridad y salud no poseen suficiente conocimiento, siendo mejor puntuados en Perú. La probabilidad de ocurrencia obtuvo baja puntuación. La medida cuantitativa global del riesgo no obtuvo diferencia estadísticamente significativa entre ambos países. Conclusiones: se debe estudiar el riesgo percibido en la construcción para mejorar las condiciones de salud de sus trabajadores.
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TORK, NAZANIN. „The Effects of Gendered Stressors on Female Construction Workers' Occupational Health and Safety: A Re-Analysis of Qualitative Data“. University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212071613.
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Adegbembo, Olukayode Adetokun. „Developments in police accountability : an investigation into the occupational culture of senior management of a provincial police force“. Thesis, University of Hull, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.431062.
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Nilsson, Ulrica. „Vietnameser, aktivitet och smärta : Kulturellt perspektiv med fokus på arbetsterapi“. Thesis, Jönköping University, School of Health Science, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-8069.
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Hur påverkar kulturen det kliniska arbetsterapeutiska arbetet med människor från en annan kulturell bakgrund? Den/de referens-ram/ar arbetsterapeuter använder sig av kommer, åtminstone oftast, från västvärlden med de värderingar och normer som finns här. I östasiatiska kulturer finns en delvis annan ”tids- och jag-uppfattning” än i västvärlden. Om värderingar och normer inte stämmer med patienternas finns en risk att behandlingen inte blir av tillräckligt god kvalitet.
Smärtpatienter är en stor patientgrupp i primärvården. Förändringar av aktivitetsförmågan som påverkar delaktighet i både personligt liv, socialt liv och arbetsliv förekommer ofta. För att knyta samman de båda aspekterna, kultur och aktivitet, gjordes en kvalitativ studie med syfte att belysa uppfattningar om smärta vid aktivitet samt kulturens betydelse för en grupp vietnameser boende i Sverige. Fem informanter med smärta valdes genom lämplighetsurval och intervjuades med semistrukturerade frågor. Genom snöbollssampling valdes två informanter för ett samtal om kulturens betydelse med hjälp av frågeområden från en teoretisk modell. Genom att använda begreppen i två olika teoretiska modeller och fenomengrafisk metod redovisas uppfattningar om smärta vid aktivitet och hur kulturen påverkar dessa uppfattningar.
Resultatet visar att smärtan påverkar aktivitetsförmågan negativt och att kulturella faktorer kan göra att arbetsterapeut och patient missuppfattar varandra.
How does culture influence occupational therapy practice with people from another cultural background. The clinical frame/es used by occupational therapists is, most likely, based on values and norms from the western world. In East Asian culture there is partly a different way to relate to self and temporal orientation than in west. If values and norms don’t fit the patient the risk is that the treatment will not be good enough.
Patients in pain are a large group in primary care. Change in activities will often have affect on the participation in personal, social and work related areas. In order to connect these two aspects, culture and activity, a qualitative study was made in purpose of enlightening opinions on pain in activity and the influence of culture in a group of Vietnamese living in Sweden. Five informants with pain were chosen by suitable selection and were interviewed by semi structured questions. With snowball selection two informants were chosen to a conversation about the influence of culture. The questions emerged from a theoretical model. In using the concepts of two different theoretical models and phenomenografical method the experience of pain due to activity and how culture influence these opinions is shown.
The result show that pain has a negative impact on the ability to be active and that cultural factors might lead to misunderstanding between occupational therapist and patient.
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Corsianos, Marilyn. „Detectives' decision making within a police organizational structure and occupational culture examining the social construction of 'high profile' cases /“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0002/NQ43419.pdf.
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Browder, R. M. „Organizational Culture: How Changes Impact Attitudes Toward Job Satisfaction“. Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etd/2642.
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The purpose of the study was to examine how a shift in elements of organizational culture impacted attitudes toward job satisfaction in a medium-sized, consumer-owned electric utility over a period of 13 years. The unit of analysis was a municipal utility distributing electrical energy to approximately 27,000 customers. Data collection included the Science Research Associate Employee Inventory, a review of the organization's documents, and a subjective Job Satisfaction Questionnaire. A one-tailed z-test was performed to test whether or not the proportion of employees answering favorable in one survey was greater than the proportion answering favorable in the other survey. It was also used to analyze certain cultural changes. The elements of job satisfaction assessed were: job demands, working conditions, pay, employee benefits, friendliness and cooperation of fellow employees, supervisor/employee interpersonal relations, confidence in management, technical competence of supervision, effectiveness of administration, adequacy of communication, security of job and work relations, status and recognition, identification with the company, and opportunity for growth and advancement. Elements assessed depicting culture were attendance, safety, United Way participation and turnover. Conclusions of the study emphasized that long-term cultural aspects including attendance, safety and United Way participation may be changed positively while maintaining or improving attitudes toward certain aspects of job satisfaction. Areas of attitude improvement were pay, benefits, and effectiveness of administration. It was also concluded that employees with higher education levels and more behavioral training may have higher expectations of their supervisors.
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Hannie, James. „A balanced score card perspective of the safety management of two exemplary construction companies in the Western Cape“. University of the Western Cape, 2015. http://hdl.handle.net/11394/4914.
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Occupational Health and Safety is largely determined by the creation of a Safety Culture that minimises risk. In South Africa the construction sector is the second most hazardous industry after mining. This study focuses on two exemplary construction firms in the Western Cape. The main research question is "How do the companies ensure coherent safety management practices that create a safety culture?" Based on a modification of a Balanced Health and Safety Scorecard for the Construction sector five sub-questions address safety management practices from a Management Perspective, an Operational Perspective, a Learning Perspective and a Client and Compliance Perspective. Data has been gathered from company documents, semistructured interviews, together with on-site observation. In conclusion the study reveals that management commitment, active communication and employee acknowledgement contribute positively to creating an effective safety culture on-site. Further studies are recommended with a specific view on small and medium companies in the construction sector.Magister Commercii - MCom
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Cockcroft, Thomas William. „An investigation into the culture(s) of the Metropolitan Police force between the 1930s and the 1960s“. Thesis, Brunel University, 2001. http://bura.brunel.ac.uk/handle/2438/4853.
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The majority of published work in the area of police occupational culture follows the methodological template of Skolnick (1994) which utilises both participant observation and the interview. The way in which this approach has been used has proved problematic for a number of reasons. First, it has promoted a view that police occupational culture is static and unchanging. Second, it has failed to acknowledge that officers have a choice whether or not to engage in certain behaviours. Third, it has promoted a view that police officers display essentially negative behaviours. The aim of the present research was to investigate, by means of techniques drawn from oral history, the culture or cultures of police officers within the Metropolitan Police Force in London between the 1930s and the 1960s. Firstly, there was a desire to find out to what extent accepted correlates of police occupational culture applied to police work in the period prior to the 1960s when it was first investigated. Secondly, if there did appear to be differences between the findings of the present research and those of authors charting post-1960s police culture, ideas would be forwarded in an attempt to explain such variations. Examples of factors which could account for such variations might include changes in the relationship between the police and the public, changes in police practice or changes in legislation. Through 26 interviews with retired officers, it was found that the intensity of Skolnick's key factors for the emergence of police occupational culture (danger, authority and the need to appear efficient) appeared to be greatly influenced by wider societal factors manifested in the state of police/public relations. Similarly, the present research found great variations within the officers' apparent adherence to key parts of the police 'working personality' as proposed by Skolnick. In short, the great variation in police behaviours exhibited in the present research could be attributed to the fact that wider social factors served to affect the intensity of Skolnick's three key factors.
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Calcagno, Alvaisa Queiroz. „Cultura organizacional e estresse ocupacional : um estudo com docentes de escola de rede pública de Belém do Pará“. Universidade de Taubaté, 2010. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=534.
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A cultura organizacional constitui um conjunto complexo de valores, crenças, pressupostos e símbolos que determina o estilo de administração de uma instituição e o comportamento de seus funcionários. O estresse ocupacional, ligado frequentemente à organização do trabalho, afeta diretamente a saúde e o bem-estar do trabalhador. Esta pesquisa tem como objetivo analisar a relação entre Cultura Organizacional Escolar e Estresse Ocupacional docentes do 1 ao 5 ano do Ensino Fundamental na escola pública em Belém, capital do Estado do Pará. A pesquisa foi descritiva com abordagem quantitativa, e com delineamento de levantamento de dados. A população pesquisada foi constituída de 860 docentes, numa amostra de 274, que responderam aos seguintes instrumentos, para a coleta de dados: Questionário de Identificação da Amostra (QIA), Questionário de Cultura Organizacional e Questionário Esforço e Recompensa no Trabalho. Os resultados foram analisados por meio do programa Excel (2003) e do software Minitabe V15. Na amostra pesquisada, o sexo feminino foi predominante (77,8%); a idade média esteve entre 36 e 40 anos (24,8%); 50,3% eram casados. Quanto ao número de horas trabalhadas, verificou-se que 47,8% trabalham entre 31 e 40 horas por semana e têm entre 11 e 15 anos de serviço. A cultura organizacional (real) predominante foi a Grupal, seguida da Inovativa, Racional e Hierárquica. A cultura organizacional (ideal) predominante foi a Cultura Grupal seguida da Cultura Inovativa, Racional e Hierárquica. Quanto ao estresse ocupacional em relação ao desequilíbrio Esforço e Recompensa no Trabalho identificaram-se 71% que obtiveram pontuação para risco e 29% que demonstraram equilíbrio. Quanto ao Supercomprometimento no Trabalho, foi identificado que 85% da amostra pesquisada obtiveram pontuação para o risco, enquanto apenas 15% demonstraram equilíbrio. Os resultados obtidos permitem avaliar as condições de trabalho e apontam a necessidade de buscar estratégias que possibilitem a prevenção e a redução do estresse ocupacional em professores.Organizational culture is a complex set of values, beliefs, assumptions and symbols that determines the style of administration of an institution and the conduct of its employees. The occupational stress is often linked to work organization and directly affects the health and well being of the workers. This research aims to analyze the relationship between the organizational culture of schools and occupational stress of teachers from 1st to 5th year of elementary public schools in Belém, capital of Pará State. The type of research was descriptive with a quantitative approach and designed using data collection. The research population consisted of 860 teachers with a sample of 274 who answered the following instruments for data collection: Sample Identification Questionnaire (QIA), Organizational Culture Questionnaire and a survey about Effort and Reward at Work. The results were analyzed using Excel 2003 program and of the software Minitabe V15. In the researched sample female gender was predominant (77,8%); the average age ranged between 36 40 years (24,8%); 50,3% were married. As to the number of worked-hours, 47,8% work 31-40 hours per week and have 11 15 years of employment. The predominant organizational culture (real) was the Group followed by Innovative, rational and Hierarchical. The predominant organizational culture (ideal) was Culture Group followed by the Innovative Culture, Rational and Hierarchical. The occupational stress in relation to effort and reward imbalance at work were identified that 71% had a score for risk and 29% showed balance. As to the overcommitment at Work, it was identified that 85% of the sample scored for risk, while only 15% showed balance. The results obtained allow the evaluation of the work conditions and point to new strategies to prevent and reduce occupational stress among the teachers.
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Lucena, Eduardo Soares. „Cultura organizacional e estresse ocupacional : um estudo com docentes das instituições privadas de ensino superior do município de Guarulhos“. Universidade de Taubaté, 2010. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=538.
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Este trabalho objetivou identificar a associação entre cultura organizacional e estresse ocupacional em docentes de Instituições privadas do ensino superior do município de Guarulhos. Realizou-se uma pesquisa descritiva, cuja abordagem foi de natureza quantitativa. A amostra pesquisada foi de 281 professores. Foram utilizados como instrumentos para a coleta de dados: o Questionário de Identificação da Amostra (QIA); o Questionário de Cultura Organizacional e o Questionário Esforço e Recompensa no Trabalho-ERI. Foi utilizado o programa Excel 2003, para tabulação e análise de dados. Para o cálculo do teste qui-quadrado, teste t e para o cruzamento dos dados foi utilizado o software Minitab V 15. Na pesquisa predominou o sexo masculino (67,3%); a idade média dos professores variou de 36 a 50 anos (58%); 58,7% eram casados; o número de horas trabalhadas por semana é de 51 horas ou mais (30%) e 51% tem 21 anos ou mais de serviço na Instituição. A área de
atuação foi a de ciências humanas (75,4%). A titulação acadêmica da maioria é mestrado (52%). A cultura (real) percebida, por ordem de classificação, foi: cultura grupal; racional; hierárquica e inovativa. Quanto ao estresse ocupacional em relação ao desequilíbrio esforço e recompensa no trabalho identificou-se que 30% estão fora de risco e que 70% obtiveram pontuação para o risco. Quanto ao Supercomprometimento no Trabalho, observou-se que em relação aos professores: pessoas próximas dizem que se sacrificam demasiadamente pelo trabalho, 164 (58,4%); raramente conseguem libertar-se do trabalho, fica na cabeça quando deitase, 133 (47,3%); assim que levantam, de manhã, começam a pensar nos problemas do trabalho, 131 (46,6%) e quando chegam em casa não conseguem relaxar e desligar-se do trabalho,120 (42,7%). Com os resultados do teste t para as culturas real e Ideal, evidenciou-se que o estresse não é causado pela diferença dos pontos destas culturas, portanto, não há associação entre a cultura organizacional e o estresse ocupacional para amostra de docentes que responderam os questionários, já os resultados do teste qui-quadrado permitiu concluir que há associação entre a cultura ideal e o supercomprometimento no trabalho.This report aimed to identify the association between organizational culture and occupational distress in higher education professors of private institutions in Guarulhos. It was made a descriptive research which approach was quantitative. The sample researched was of 281 professors. They were used as tools to collect data: the Sample Identification Questionnaire (SIQ), the Organizational Culture Questionnaire and the Effort and Reward at Work Questionnaire ERW. It was used the program Excel 2003 to tab the data. It was employed the Minitab V 15 software to calculate the qui-quadrado and t test and to match the data. In this research the amount of males interviewed was predominant (67,3%); the average age is from 36 to 50 years old (58%); 58,7% of the interviewed professors were married; the number of worked hours is of 51 hours or more a week and 51% have been working for 21 years or more at the Institution. The practice field was Human Science (75,4%). The most part of them has got a masters degree (52%). The observed culture (real), by classification order, was: group; rational; hierarchical and innovative cultures. As for occupational distress toward the effort and reward at work imbalance, it was identified that 30% are out of risk and 70% got scoring to be included in the risk group. As for Over Commitment at Work , it was observed that toward the professors: close people claim they put themselves out because of their jobs, 164 (58,4%); hardly ever they disconnect from their jobs, they keep thinking of it even when they go to bed, 133 (47,3%); as soon as they get up, in the morning, they start thinking of their problems at work again, 131 (46,6%) and when they get home they cant relax and disconnect from work, 120 (42,7%). With the test results for the ideal and real cultures, it was evinced that stress is not caused by the difference of the points in these cultures, therefore, theres no association between organizational culture and occupational stress for the sample of professors who answered the questionnaires but the qui-quadrado test results allowed us to conclude that theres an association between the ideal culture and over commitment at work.
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Edwards, Jason R. „Safety culture and the australian heavy vehicle industry : a concept in chaos : an industry in need“. Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/72870/1/Jason_Edwards_Thesis.pdf.
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This research proposed a new framework for safety culture and examined the influence that culture has on safety in the heavy vehicle industry. The results gave evidence for an industry wide culture, allowing future safety interventions to be designed in a culturally-relevant manner. Designing culturally-relevant interventions may maximise their effectiveness and reduce the levels of resistance to safety that have been evident in past years.
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Svedberg, Agnes. „Nyplantering : Om NYKS-nätverkets arbete med att förändra den maskulint kodade skogsbranschen“. Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-414480.
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Idag lever vi i ett samhälle där vissa yrken och branscher av tradition betraktas som maskulina respektive feminina. En bransch som idag är tydligt maskulint kodad och manligt dominerad är den svenska skogsbranschen. För att förändra den maskulint kodade yrkeskulturen har föreningen NYKS, Nätverket för yrkesverksamma kvinnor och icke-binära i skogsbranschen bildats. Syftet med följande uppsats är att undersöka hur NYKS-nätverket arbetar med att förändra den maskulint kodade yrkeskulturen inom skogsbranschen. Utifrån syftet har två frågeställningar skapats. De handlar om vilka upplevda föreställningar om yrkeskulturens genusordning inom skogsbranschen som NYKS-medlemmarna försöker förändra och om vilka yrkesidentiteter NYKS-nätverkets medlemmar konstruerar. NYKS reformarbete av yrkeskulturen betraktas teoretiskt som en pedagogisk process vilket syftar till att skapa medvetenhet om orättvisor och hinder samt forma nya identiteter och därigenom förändra yrkeskulturer. Genom semistrukturerade intervjuer med nätverkets medlemmar dras, efter kodning och tematisering av intervjuerna, slutsatserna att de har tydliga kulturella föreställningar om både kvinnor och män i branschen, vilka sätter den rådande genusordningen. De upplever att det får konsekvenser att sticka ut från normen och att mannen är norm. Efter att NYKS bildades har det dock börjat ske en förändring enligt medlemmarna. Förändringsarbetet som NYKS arbetar med sker genom att på olika sätt sprida deras tolkning av genusordningen där män och kvinnor har olika förutsättningar. Förändringen sker från gräsrotsnivå där bland annat språket är en viktig del för att både beskriva och ifrågasätta den nuvarande genusordningen. Ytterligare en slutsats är att NYKSnätverkets medlemmar förändrar sina yrkesidentiteter efter att ha blivit medvetna om strukturer och fått nya kunskaper genom fysiska och digitala träffar vilka har medfört ett transformativt lärande. Nätverkets medlemmar har nu format sin identitet utifrån ett systerskap och därigenom har även medlemmarnas yrkesidentitet blivit en könsidentitet. Tidigare forskning om genus och yrkeskultur har visat hur genusordningar reproduceras i olika branscher, där mannen blir norm. Däremot finns jämförelsevis lite kunskap om hur detta förändras och ifrågasätts. Denna uppsats bidrar till kunskapen om hur genusordningar ifrågasätts och förändras genom att studera hur intresseföreningen NYKS bedriver reformarbete inom skogsbranschen.Today we live in a world where some professions and industries are seen as masculine respective feminine. One industry which today is clearly masculine coded and male dominated is the Swedish forestry sector. To change the masculine coded occupational culture the association NYKS was founded. The NYKS acronym translates to “The network for professional women and non-binary in the forestry sector”. The purpose of this paper is to examine how NYKS is working to change the masculine coded occupational culture in the forestry sector. To achieve this purpose, I have tried answering two questions about which perceived notions about the occupational culture’s gender structure within the forestry sector that NYKS-members are trying to change and which occupational identities are the NYKSnetwork’s members trying to form. Their work to reform the occupational culture can theoretically be seen as a pedagogic process which aims to raise awareness about injustices and obstacles, and to form new occupational identities and thereby change the occupational culture. Through semi-structured interviews with the network’s members it is concluded, after coding and theming of the interviews, that they have distinct cultural notions about both women and men in the industry, which creates the current gender structure. They experience that there are consequences for breaking the norm and that the masculine is the norm. Since NYKS founding things have started change according to the members. The reform work that NYKS performs is by spreading their view of the gender structure where men and women have different preconditions. The change happens at the grass-root level where, among other things, language plays an important role both to describe but also to question the current gender structure. Another conclusion is that the members of the NYKS-network changed their occupational identities by becoming aware of these structures through physical and digital assemblies, which means the assemblies have led to a transformative learning. The members now form their identity based on a sisterhood and due to that the members occupational identity has also become a gender identity. Previous research on gender and occupational culture have shown how gender structures reproduce in different industries, where the masculine becomes the norm. There is however comparatively little knowledge of how these things change and are questioned. This paper aims to contribute to the knowledge of how gender structure is questioned and changed by studying how the interest organization NYKS performs reform work within the forestry sector.
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Silverii, Louis Scott. „A darker shade of blue: From public servant to professional deviant; Law enforcement's special operations culture“. ScholarWorks@UNO, 2011. http://scholarworks.uno.edu/td/1357.
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Abstract
The culture of law enforcement is an all or nothing proposition with no gray area where membership into this society is concerned. You are either “on the job” or you are not. Even references among officers to “the job” indicate there is only one job. Likened to a secret handshake, that initial phrase if answered correctly opens the door to instant fraternal acceptance, get out of violation passes, and the many other assumed privileges of brotherhood. Manning (1980) describes the powerful mystification of policing as the “sacred canopy”. He further asserts that “the police role conveys a sense of sacredness or awesome power that lies at the root of political order, and authority, the claims a state makes upon its people for deference to rules, laws and norms” (Manning, 1980, p. 21).
These elements make policing unique to all other American occupations. The sacredness of the profession creates social autonomy protected by the officers’ code of silence. Operating in this vacuum apart from public accountability fosters an environment for behavior outside of laws the institution is charged with enforcing. My research shows the process of occupational socialization ushers officers into a state of becoming blue, or the enculturation of expectant behavior and actions. I confirm that assignments into the Special Operations Group (SOG) facilitate a subculture separate and apart from the institutional ideals (Librett, 2006) and encourage a darkening of the shade of blue identifying officers with a labeling of deviance.
While previous research identifies the code of silence as a by-product of the policing culture, my research identifies it as fundamental for maintaining the covenant of the dark blue fraternity.
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Souza, Letícia Silva de. „Clima organizacional e ocorrência de acidentes com materiais perfurocortantes num hospital público do Estado de São Paulo“. Universidade de São Paulo, 2016. http://www.teses.usp.br/teses/disponiveis/22/22134/tde-28032017-153644/.
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Atualmente, a avaliação do clima organizacional tem sido considerada importante ferramenta de gestão nas instituições de saúde. O objetivo deste estudo foi avaliar o clima organizacional e a sua relação com a ocorrência de acidentes de trabalho com material perfurocortante entre os profissionais de enfermagem em um hospital público de média complexidade do interior do Estado de São Paulo. Trata-se de um estudo de abordagem quantitativa, descritivo e transversal. Para a coleta de dados, foi utilizada a versão validada e adaptada para o contexto brasileiro do Safety Attitudes Questionnaire (SAQ) - Short Form, denominada Questionário de Atitudes de Segurança - QAS. Por meio do QAS foi possível avaliar a percepção dos trabalhadores acerca do clima de trabalho em equipe, clima de segurança, satisfação profissional, percepção do estresse, ações da gerência quanto às questões de segurança e as condições de trabalho. As respostas foram dadas por meio da escala Likert de cinco pontos e o processamento e a análise dos dados foram realizados com o auxílio do programa Statistical Package for Social Science (SPSS), versão 17.0. Para relacionar o clima organizacional com a ocorrência de acidentes de trabalho, inicialmente, foi realizado levantamento junto ao Serviço Especializado de Medicina e Segurança do Trabalho - SESMT dos registros de acidentes de trabalho ocorridos no período 2008-2014 e foram identificados os trabalhadores de enfermagem vítimas desses acidentes. Após este levantamento, foram constituídos dois grupos: Grupo 1 - profissionais de enfermagem que sofreram acidentes de trabalho envolvendo perfurocortantes; Grupo 2 - profissionais de enfermagem que não sofreram acidente de trabalho com perfurocortantes. A análise dos dados foi realizada por meio de estatística descritiva com testes de comparação entre as variáveis dos grupos. A amostra do estudo foi constituída por 116 participantes, técnicos de enfermagem e enfermeiros atuantes em unidades de internação hospitalar, sendo o Grupo 1 composto por 21 participantes e o Grupo 2 composto por 95 participantes. Predominaram participantes do sexo feminino, técnicos de enfermagem e profissionais com cinco a 10 anos de atuação na instituição. A percepção dos participantes quanto ao clima organizacional foi considerada desfavorável; no entanto, foi considerada satisfação no trabalho pela maioria dos participantes. Os resultados não indicaram relação direta entre o clima organizacional e a ocorrência de acidentes com perfurocortante, mas foi possível observar que o grupo que não sofreu acidentes apresentou maior satisfação no trabalho. Considera-se que este estudo permitiu ampliar o conhecimento acerca da percepção de profissionais de enfermagem sobre o clima organizacional, contribuindo para a discussão sobre formas de melhoria da assistência segura, de redução de eventos adversos e sobre a qualidade da assistência de enfermagemRecently, evaluation of organizational climate has been considered an important management tool in health institutions. The aim of this study was to evaluate the organizational climate and its relationship with the occurrence of accidents with needlestick materials among nursing professionals in a public hospital of medium complexity in the state of São Paulo. It is a study of quantitative, descriptive and cross-sectoral approach. The instrument Safety Attitudes Questionnaire (SAQ) was used - Short Form, 2006, validated and adapted version for the Portuguese language (Safety Attitudes Questionnaire - QAS). Through the areas of QAS was possible to assess attitudes about the working environment in staff, safety climate, job satisfaction, perceived stress, management actions regarding safety issues and working conditions. The answers were given by Likert scale of five points, processing and data analysis was performed with the aid of the Statistical Package for Social Sciences (SPSS) version 17.0. To relate the organizational climate with the occurrence of accidents with sharps survey was carried out by the Specialized Service of Medicine and Safety - SESMT with records of work accidents in the period 2008-2014 and workers were identified nursing victims of these accidents. Constituted two groups: Group 1 - nursing professionals who were victims of work accidents involving sharps; Group 2 - nursing professionals who did not undergo occupational accidents with needlestick during the study period. After conformal groups, the data analysis was performed using descriptive statistics with correlation tests between the variables of the groups in order to analyze possible relationship between accidents and the adoption of safety measures by the professional. The study sample consisted of 116 participants, nursing technicians and nurses working in hospital units. Group 1 consisted of 21 participants and Group 2 consists of 95 participants. Predominated female participants, nursing technicians and professionals with five to 10 years of experience in this institution. The perception of the participants about the organizational climate was considered unfavorable, however it was observed that job satisfaction was evidenced by most of the participants, demonstrating how they feel during the exercise of the profession in this institution. On the relationship between organizational climate and the occurrence of accidents with needlestick materials, the results indicated no direct relationship between organizational climate and the occurrence of such accidents, however it was observed that the group that did not suffer sharps injuries was the group that presented greater job satisfaction. Thus, this study promotes the opportunity to meet the professionals\' perception of the organizational climate and can contribute to improvement of safe care, reduce adverse events and improve the quality of patient care
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Bertagnoni, Larissa. „Retratos, relatos e impressões de crianças moradoras da periferia de São Paulo por meio do fotovoz“. Universidade de São Paulo, 2017. http://www.teses.usp.br/teses/disponiveis/5/5170/tde-28032018-090131/.
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O coletivo de crianças em situação de vulnerabilidade é o grupo social mais exposto a constrangimentos que dificultam a tarefa de conhecer e pertencer à cidade onde moram. Nesse atual contexto e com orientação da perspectiva sociológica da infância, o objetivo dessa pesquisa foi conhecer e compreender as percepções de crianças vivendo condições complexas de vulnerabilidade, residentes na periferia, acerca de seu território na cidade de São Paulo, assim como conhecer as relações por elas estabelecidas com esses espaços. Tratou-se de uma pesquisa participativa de caráter colaborativo que utilizou o recurso metodológico do fotovoz. Foram realizados sete encontros com um grupo de cinco crianças entre 08 e 10 anos de idade em acompanhamento em um Centro de Atenção Psicossocial Infanto-Juvenil (CAPSij) devido às situações complexas de vida e vulnerabilidade, mas sem transtornos mentais severos. Foi proposta a circulação coletiva pelos espaços de sentido no território para que as crianças registrassem em fotografia suas percepções cotidianas do espaço no qual vivem. Ademais, foi realizada uma exposição fotográfica aberta à comunidade a partir das seleções individuais de fotografias e discussões coletivas sobre a experiência, assim como encontros individuais de devolutiva com as crianças. O material verbal e imagético passou por análise temática em diálogo com diário de campo da pesquisadora. Os resultados contemplaram os retratos de cada criança participante, o processo de construção coletiva da pesquisa, o material fotográfico produzido pelas crianças a partir dos seus olhares e a exposição fotográfica intitulada \"Nosso Mundo\". Os registros fotográficos abordaram as seguintes categorias temáticas: (1) Corpo: experimentando a si mesmo e constituindo um grupo, (2) CAPSij: revisitando pela fotografia um espaço conhecido, (3) O território como lugar de desejo e consumo, (4) Percursos cotidianos e histórias de vida no território físico e existencial e (5) As sutilezas em meio ao concreto da cidade: território e natureza. Em diálogo com a literatura, foram apresentadas as reflexões teóricas sobre a circulação das crianças colaboradoras nos seus espaços de pertencimento, organizada em três argumentos principais: (1) Territórios existenciais: o corpo, lugares de vida e a circulação na cidade, (2) Produção de culturas da infância: as lógicas de consumo e a descoberta da natureza e (3) O fotovoz como recurso metodológico: protagonismo e processos de identificação social. Cada participante do estudo pode contribuir de maneira importante para o debate e análise do objeto de pesquisa e, consequentemente, para o processo de reconstrução da compreensão da infância na sociedade. O fotovoz permitiu os registros das experiências significativas da vida das crianças, a partir de suas perspectivas. A pesquisa revelou que as crianças têm um olhar crítico e complexo sobre seus espaços de circulação e pelas relações com esses estabelecidas. Um olhar permeado por suas singularidades de vida, atendo ao belo e à delicadeza da natureza em meio ao concreto cinza da cidade, dialogando constantemente com as culturas de massa e os valores sociais hegemônicosThe group of children in vulnerable condition is the social group most exposed to constraints that make it difficult to know and belong to the city where they live. In this current context and guided by the sociological perspective of childhood, the objective of this research was to know and understand the perceptions of children living in complex conditions of vulnerability, living in the periphery, about their territory in the city of São Paulo, as well as to know the relations they establish with these spaces. It was a participatory research of collaborative character that used the methodological resource of the photovoice. Seven meetings were held with a group of five children between 08 and 10 years of age, without severe mental disorders, being followed up at a Child and Adolescent Psychosocial Care Center (CAPSij) due to the complex life situations and vulnerability to which they are subjected. It was proposed the collective circulation through spaces of meaning in the territory so that the children recorded in photography their daily perceptions of the space in which they live. In addition, a photographic exhibition was held open to the community from the individual selections of photographs and collective discussions about the experience, as well as individual feedback meetings with the children. The verbal and imaginary material underwent a thematic analysis in dialogue with the researcher\'s field diary. The results included the portraits of each participating child, the collective construction process of the research, the photographic material produced by the children from their views and the photographic exhibition titled \"Our World\". The photographic records addressed the following thematic categories: (1) Body: experimenting with oneself and forming a group, (2) CAPSij: revisiting a known space through photography, (3) Territory as place of desire and consumption, everyday paths and life histories at a physical and existential territory and (5) The subtleties amidst the concrete of the city: territory and nature. In a dialogue with the literature, theoretical reflections on the circulation of the collaborating children in their spaces of belonging were presented, organized in three ideas: (1) Existential territories: the body, places of life and circulation in the city, (2) Production of childhood cultures: the logics of consumption and the discovery of nature and (3) The photovoice as a methodological resource: protagonism and processes of social identification. Each participant in the study was able to contribute in an important way to the debate and analysis of the object of research and, consequently, to the process of reconstructing the understanding of childhood in society. The photovoice allowed the records of the significant experiences of children\'s lives, from their perspectives. The research revealed that children have a critical and complex view at their spaces of circulation and their relationships with the established ones. A view permeated by their singularities of life, attending to the beautiful and the subtlety of nature amid the gray concrete of the city, constantly dialoguing with mass cultures and hegemonic social values
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Baird, David. „The interaction between the implementation of an occupational health and safety management system and safety culture: a case study in the rubber industry“. Thesis, Aston University, 2003. http://publications.aston.ac.uk/13337/.
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A prominent theme emerging in Occupational Health and Safety (OSH) is the development of management systems. A range of interventions, according to a prescribed route detailed by one of the management systems, can be introduced into an organisation with some expectation of improved OSH performance. This thesis attempts to identify the key influencing factors that may impact upon the process of introducing interventions, (according to B88800: 1996, Guide to Implementing Occupational Health and Safety Management Systems) into an organisation. To help identify these influencing factors a review of possible models from the sphere of Total Quality Management (TQM) was undertaken and the most suitable TQM model selected for development and use in aSH. By anchoring the aSH model's development in the reviewed literature a range ofeare, medium and low level influencing factors were identified. This model was developed in conjunction with the research data generated within the case study organisation (rubber manufacturer) and applied to the organisation. The key finding was that the implementation of an OSH intervention was dependant upon three broad vectors of influence. These are the Incentive to introduce change within an organisation which refers to the drivers or motivators for OSH. Secondly the Ability within the management team to actually implement the changes refers to aspects, amongst others, such as leadership, commitment and perceptions of OSH. Ability is in turn itself influenced by the environment within which change is being introduced. TItis aspect of Receptivity refers to the history of the plant and characteristics of the workforce. Aspects within Receptivity include workforce profile and organisational policies amongst others. It was found that the TQM model selected and developed for an OSH management system intervention did explain the core influencing factors and their impact upon OSH performance. It was found that within the organisation the results that may have been expected from implementation of BS8800:1996 were not realised. The OSH model highlighted that given the organisation's starting point, a poor appreciation of the human factors of OSH, gave little reward for implementation of an OSH management system. In addition it was found that general organisational culture can effectively suffocate any attempts to generate a proactive safety culture.
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Bennett, Jamie Stewart. „Working lives of prison managers : exploring agency and structure in the late modern prison“. Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/7762.
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This study explores the contemporary working lives of prison managers. It attempts to understand the ways in which globalised changes in management practices have intersected with localised practices and occupational cultures. Through an ethnographic study of the lived experience of the practitioners of prison management, the research explores the ways in which the operation of managerialism in a prison environment creates a series of tensions, pressures and expectations on senior managers, and the ways in which these are experienced, understood and negotiated. This study is therefore concerned with the relationships between global and local, and between agency and structure that are characteristic of late modernity. The constraining and enabling features of contemporary prison management are considered in light of Giddens’s account of ‘the duality of structure’. Relevant work on transformation of working lives by Sennett and others are also considered in order to situate this discussion within the world of work more generally. The original research involved ethnographic field work in two medium security prisons in England over a twelve month period, with data generated from observations, interviews and documentary sources. Four aspects of prison management are used in order to address the central issues. The first is a consideration of performance monitoring mechanisms such as targets, audits and inspections; how these are understood, operated, and influenced by those using them and also how they reshape and direct the approach and thinking of managers. The second is a discussion of aspects of agency such as values, discretion, resistance and the use of power; in what ways these are idiosyncratic and individual and how far they are patterned across the organisation and shaped by wider factors. The third issue is a consideration of how people become prison managers and how they approach and understand key issues that face them in managing individual staff, teams and prisoners. The final area considers the ‘hidden injuries’ of contemporary management practice, including how this is experienced by women, members of minority ethnic groups and others who experience themselves as having been marginalised. The study concludes by describing the confluence of global and local, and agency and structure that shape what is described as ‘prison managerialism’. It also describes some of the effects of this and discusses alternatives.
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Lang, Marta. „An Investigation of Organizational Culture and Job Satisfaction on board Industrial and Cruise Ships“. Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13474.
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The overall aim of the study was to examine work environment factors within the maritime industry. For this purpose a new measurement tool for work environment on board ships was developed. Further aims of the study were the examination of organizational culture, occupational stress and job satisfaction. 215 seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. In order to investigate differences in organizational culture, a multivariate analysis was conducted, which revealed significant differences in organizational culture due to nationality and hierarchical position. In order to examine predictors of job satisfaction, multiple hierarchical block regression analysis were performed. Occupational stress and organizational culture emerged as significant predictors of job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction. Social support and feedback from superiors showed the strongest predictive power for job satisfaction. The results in the study emphasize the importance of nationality and hierarchical position as important variables for measuring organizational culture. In addition, the importance of social relationships between co-workers and superiors are discussed. The aim of the study was to examine whether there were significant differences in organizational culture on board ships when looking at the variables nationality, hierarchical position and ship type. 215 Norwegian and Filipino seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. Multivariate analysis revealed overall significant differences for the seven culture dimensions. In addition a significant difference of nation on the two factors (2) Working with the opposite gender and (3) Social support and feedback given by superiors emerged. Further multivariate analyses showed resulted in overall significant differences between hierarchical positions on organizational culture and especially on the factor (3) Emotional involvement in co-workers problems. The results emphasize the importance of including variables as nationality and hierarchical position when studying organizational culture within the maritime industry. The aim of the study was to examine the dimensions stress and organizational culture as predictors of job satisfaction within the specific conditions of the occupation of seafarers. In addition the impact of Social support and feedback given by superiors on job satisfaction was examined. 215 Norwegian and Filipino seafarers with different ranks from 24 different ships participated in this study. 97 of the respondents reported to be Officers/Managers and 87 of the respondents Ratings/Subordinates. The response rate was 35, 5 % for the entire sample. Multiple hierarchical block regression analysis were performed and revealed both stress and organizational culture as significant predictors of overall job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction as a part of organizational culture. As predicted the factor Social support and feedback given by superiors had great predictive power for job satisfaction. The results emphasize the importance of organizational culture and especially relationships between the employees on board a ship.
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Marthinus, Kenneth Joseph. „Creating a culture of learning : recommendations for public service organisations“. Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6668.
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Thesis (MPA)--University of Stellenbosch, 2011.ENGLISH ABSTRACT: The dawn of the new South Africa, with the election of the first democratically elected government in 1994, provided a huge service delivery challenge to the public service. Delivery challenges included, the different own affairs services that had to be amalgamated into one public service, matters of transformation, with regard to representivity of all race groups in government, and to reduce the huge backlog of access to public services to millions of South Africans previously excluded. Notwithstanding various initiatives by government through legislation and policies, to support the public sector in developing necessary skills and competencies of public servants for the improvement of service delivery, there is currently massive dissatisfaction from citizens regarding government's inability to provide basic services. Research will prove that the “traditional manner” of skills development initiatives cannot alone assists public servants to improve their skills and competencies to allow government to deliver on its mandate to provide minimum services to its citizens. Furthermore the research will prove that the concept of the “learning organisation (LO)” or alternatively “organisational learning (OL)”: Can support the “traditional” training and development methods to improve the skills levels of public servants to deliver on the mandate of government ; Is a planned intervention which must be supported from management as change agents ; Benefit employees more from this approach to learn ; Must be supported by a change of the organisational culture, information and knowledge management and the appreciation of individual knowledge and experience.
AFRIKAANSE OPSOMMING: Met aanbreek van die nuwe Suid-Afrika in 1994, na die nuut verkose eerste demokratiese regering, is groot uitdagings ten opsigte van dienslewering aan die openbare sektor gestel. Hierdie uitdagings sluit onder andere in die verskeie eie-sake administrasies wat geamalgameer moes word, hervormingsaangeleenthede soos om verteenwoordiging van alle rasse in die openbare sektor te verseker en ook om die groot agterstand in dienslewering aan miljoene mense in Suid Afrika wat voorheen daarvan uitgesluit was, te verminder. Nieteenstaande verskeie regeringspogings om dienslewering te verhoog deur nuwe wetgewing te promulgeer om die nodige vaardighede en bevoegdhede van staatsamptenare te verbeter, is daar nog steeds grootskaalse ontevredenheid by die algemene publiek oor die regering se onvermoë om basiese dienste te verskaf. Die navorsing sal toon dat die "tradisionele" wyse van vaardigheids-ontwikkelingsinisiatiewe alleen nie voldoende sal wees om die vaardighede en bevoegdhede van staatsamptenare te verbeter om die regering in staat te stel om aan sy mandaat te voldoen om minimum dienste aan die publiek te lewer nie. Die navorsing sal ook toon dat die konsep van leef "organisatoriese leer (OL)": Die tradisionele manier van opleiding en ontwikkeling kan ondersteun om die vaardigheidsvlakke van staatsamptenare te verbeter en sodoende op die regering se mandaat te kan lewer ; 'n Beplande ingryping is wat deur bestuur ondersteun moet word wie as veranderingsagente in die organisasie moet optree ; Meer voordele bied aan werknemers om te leer ; Deur 'n verandering in die kultuur van die organisasie, inligting- en kennisbestuur, en die waardering van individuele kennis en ervaring, ondersteun moet word.
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Dooley, Christopher Patrick Alan. „When love and skill work together, work, skill and the occupational culture of mental nurses at the Brandon Hospital for Mental Diseases, 1919-1946“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape17/PQDD_0014/MQ32914.pdf.
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Beisaw, April M. „Osteoarchaeology of the Englebert Site evaluating occupational continuity through the taphonomy of human and animal remains /“. Diss., Online access via UMI:, 2007.
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Sekiguchi, Tomoki. „The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /“. Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.
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Ahasan, M. R. (M Rabiul). „Occupational health, safety and ergonomic issues in small and medium-sized enterprises in a developing country“. Doctoral thesis, Oulun yliopisto, 2002. http://urn.fi/urn:isbn:9514268121.
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Abstracts Data and information accumulated during several years of questionnaire and checklist surveys; site visits and walk-thorough investigations in some small and medium-sized enterprises provided the basis of this thesis. Seven articles are included in this thesis, dealing with workers' physical, physiological, cognitive and psychosocial issues. The data were collected on the target group of workers from different work sites in Bangladesh for a comprehensive assessment of tasks, jobs and ergonomic issues. Jobs and tasks were classified according to the job content and task activity they performed. Most of the subjects were interviewed and some of them volunteered for physiological tests to bring attention to their occupational exposure to potentially strenuous activities in a hot and humid climate. The results showed that their working environment was non-ergonomic, not only because of the work-related problems themselves but also because of stressful tasks, extensive use of muscle force, old machinery, economic constraints, and a lack of enforcement of work regulations and labour legislation. The findings also demonstrated that the workers were associated with an increased risk of occupational hazards due to various local reasons. The results of the case studies give some insight towards a better understanding of health, safety and ergonomics applications that may contribute to bring working society together and initiate a broad-based improvement of the working environment in many developing countries like Bangladesh. The practical concern of this thesis is to improve the design of the workstation as well as to improve a worker's safe manipulation of tools and equipment and control of machinery, critical posture, and so on. This thesis also attempts to contribute the author's own views and suggestions with the hope of drawing workers' and employers' awareness and public attention towards unsafe acts and conditions, and for increasing the implementation of work regulations and labour legislation. In order to discern probable solutions, this thesis implies a prerequisite of low cost engineering solutions in the small and medium-sized enterprises. As such, it outlines applications of locally available technology utilising practical knowledge, which also provide practical approaches so that work-tasks are less stressful but productive, and safe. So, to help ergonomic application to be effective, some technical measures appropriate for local environments are thus illustrated that can be directly implemented in the developing countries like Bangladesh to prevent and control work-related problems. However, the ultimate improvement will depend on the attitude of the people involved at all levels of an interactive system, while health and safety measures are introduced in synchronisation with local systems and/or existing environments. Emphasising the workers' cognitive, psychosocial and socio-economic improvement through self-help and self-care strategies, this thesis also concludes with the belief that the attitude of the local workers, and an indifferent working culture are the arbiters of work-related problems. It is therefore essential that a concrete implementation of locally available measures be made, establishing ergonomic changes in collaboration with all the parties concerned for particular job-tasks and work processes. To help initiate this process, a more work-thorough investigation is necessary through the guidance of co-ordinated research and studies. For this, an understanding of employers' attitudes and workers' involvement is essential; as well as having a grasp of the logic and reasoning behind workplace survey and the need for adequate injury records and work-related informationTiivistelmä Väitöskirjaan sisältyy seitsemän artikkelia, jotka käsittelevät työntekijöiden fyysisiä, fysiologisia, kognitiivisia ja psykososiaalisia asioita. Tiedot kerättiin eri kohteista Bangladeshissa keskittyen työtehtävien arviointiin ja ergonomiaan liittyviin tekijöihin. Aineisto on kerätty useiden vuosien ajan kyselykaavakkeiden ja tarkastuslistojen avulla; vierailut ja tutkimukset paikan päällä pienissä ja keskisuurissa yrityksissä muodostivat perustan tälle väitöskirjalle. Työtehtävät jaettiin sisällön ja aktiviteetin mukaan. Tutkimukseen osallistuneita työntekijöitä haastateltiin ja jotkut heistä olivat vapaaehtoisia fysiologisiin testeihin, joilla selvitettiin heidän altistumistaan mahdollisesti rasittaviin töihin kuumassa ja kosteassa ympäristössä. Tulokset osoittivat, että tutkittujen henkilöiden työympäristö oli epäergonominen, ei ainoastaan työhön liittyvien ongelmien takia, vaan myös stressin, liiallisen voimankäytön, vanhojen koneiden, taloudellisten tekijöiden sekä työhön liittyvien säännösten ja lainsäädännön puutteiden vuoksi. Tulokset osoittivat myös, että työntekijöiden riski työtapaturmiin oli kasvanut paikallisten syiden takia. Tulokset auttavat paremmin ymmärtämään terveys-, turvallisuus- ja ergonomiasovelluksia, joiden avulla työyhteisöjen osapuolet voivat käynnistää laaja-alaisen työympäristön parantamisen monissa kehitysmaissa kuten Bangladeshissä. Väitöskirjan käytännöllisen puolen tarkoituksena on työpisteiden ja -paikkojen suunnittelu ja työkalujen turvallisen käytön ja koneiden hallinnan sekä työasentojen edistäminen. Väitöskirja tuo myös esille kirjoittajan omia ehdotuksia ja näkökantoja mahdollisuuksiin lisätä työntekijöiden sekä työnantajien että julkista huomiota, vaarallisiin työtehtäviin ja -oloihin. Väitöstyö pyrkii lisäämään työn säännösten ja työvoimalainsäädännön huomioon ottoa. Työ esittelee myös teknisiä ratkaisuja pieniin ja keskisuuriin yrityksiin. Väitöskirja esittelee sovelluksia, joita paikallisen teknologian puitteissa voidaan käyttää hyväksi. Lisäksi se tarjoaa ergonomisia malleja, jotta työt olisivat vähemmän rasittavia ja sekä tuottavia että turvallisia. Ergonomisen toimenpiteen tehokkuus on pyritty nojaamaan myös paikallisuuteen. Ne voidaan suoraan toteuttaa kehitysmaassa, kuten Bangladeshissä estämään ja kontrolloimaan työperäisiä ongelmia. Kuitenkin lopulliset parannukset riippuvat paikallisten ihmisten asenteista, joita on vuorovaikutteisen järjestelmäkokonaisuuden kaikkien osapuolien tasoilla. Terveys- ja turvallisuustekijät esitetään liitettyinä paikalliseen kulttuuriin ja yhteiskuntaan tai olemassa olevaan ympäristöön. Painottaen työntekijöiden kognitiivisia, psykososiaalisia ja sosioekonomisia parannuksia oman avun kautta tämä väitöskirja myös päätyy siihen, että paikallisten työntekijöiden asenteet ja välinpitämätön työkulttuuri voivat olla työperäisten ongelmien alkusyitä. Sen tähden on olennaista, että paikallisten toimenpiteiden konkreettinen toteutus saadaan aikaan. Ergonomiset muutokset tehdään yhteistyössä kaikkien työprosessin osapuolten kanssa. Jotta tätä kehitysprosessia helpotettaisiin, on tehtävä enemmän toimenpiteitä myös tutkimuksen ja opiskelun alueilla. Tämän takia työnantajien asenteiden ymmärtäminen ja työntekijöiden osallistuminen on olennaista; sekä se, että löydetään käsitys toimenpiteiden logiikasta ja seurauksista työpaikalla. Näiden lisäksi tarvitaan myös onnettomuusrekisteri sekä työtä koskevaa informaatiota
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McDonald, Rodney, of Western Sydney Hawkesbury University und Faculty of Social Inquiry. „Never trust a cop who doesn't drink : a critical study of the challenges and opportunities for reducing high levels of alcohol consumption within an occupational culture“. THESIS_FSI_SEL_McDonald_R.xml, 2000. http://handle.uws.edu.au:8081/1959.7/276.
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Police culture often valorises 'hard' drinking, and in NSW police label their heavy drinkers 'heroes'. It is queried if there is some relationship between occupational culture and drinking style.It is found that much of the current theorising about the origins and nature of problem drinking, such as psychological theorising about stress, is inadequate to explain and address the extraordinary level of high-risk drinking among police.This thesis explores alternative views such as critical and feminist perspectives on police culture, constructions of masculinity, and mechanisms of 'enabling', to discover whether these might prove more applicable and more productive. The research also explores the matter of whether a case can be made for taking alternative ideas and theories into account in designing intervention programmes for specific occupation contexts, and whether they raise any policy and practical implications for addressing problem drinking within the NSW Police Service.Master of Science (Hons)
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McDonald, Rodney. „Never trust a cop who doesn't drink : a critical study of the challenges and opportunities for reducing high levels of alcohol consumption within an occupational culture /“. Richmond, N.S.W. : Research Postgraduate Development Unit, University of Western Sydney, Hawkesbury, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030424.161426/index.html.
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Thesis (M.Sc. Hons.) -- University of Western Sydney, Hawkesbury, 2000.Thesis submitted for the degree of Master of Science (Hons.). Cover title: Never trust a cop who doesn't drink, a critical study of the challenges and oppotunities for reducing high levels of alcohol consumption within an occupational culture. Includes bibliographical references (leaves 413-423).
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Kuczmanski, Jacob John. „The Effects of the Planning Fallacy and Organizational Error Management Culture onOccupational Self-Efficacy“. Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1458508013.
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Duignan, Patricia. „Dr. WHO?: The Science and Culture of Medical Wear Design“. VCU Scholars Compass, 2014. http://scholarscompass.vcu.edu/etd/3991.
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The multi-million-dollar medical uniform industry has not utilized advancements in garment and textile technology that could positively impact the protection of healthcare professionals and patients. In most cases the uniforms meet basic requirements – they clothe the professional in a recognizable way. Little innovation in design, function and performance, has been applied to these garments. This is particularly evident in the case of the stereotypical white lab coat worn by many physicians, despite evidence indicating that these lab coats may carry contamination and play a role in the spread of deadly bacteria. Healthcare Associated Infections (HAIs) are among the most serious problems facing modern medical care, costing millions of lives and dollars annually worldwide. This research investigates the design and use of the physician’s lab coat – an immediately recognizable symbol of Western medicine. The research identifies the medical, functional, cultural and symbolic roles of the lab coat within the hospital environment and beyond, to the larger the global society. This thesis examines the extent to which the design of medical wear can impact the effect of hospital-acquired infections, support doctor/patient relationships and enhance the performance and behavior of the healthcare professional by envisioning a future lab coat which offers increased protection for physician and patient, aids in communication and enhances the performance of the doctor by utilizing digital technologies incorporated into the lab coat whereby the lab coat becomes the only tool necessary for the physician.
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Barbosa, Naiada Dubard. „Fendas na cultura: a produção de tecnologias de participação socioculturais em Terapia Ocupacional“. Universidade de São Paulo, 2010. http://www.teses.usp.br/teses/disponiveis/5/5163/tde-10052010-145732/.
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Essa pesquisa estuda o desenvolvimento de novas tecnologias de participação sociocultural da população atendida em Terapia Ocupacional. O foco da pesquisa esteve no processo de acompanhar os sujeitos e grupos vinculados ao Programa Permanente Composições Artísticas e Terapia Ocupacional (PACTO), projeto didático-assistencial do Laboratório de Estudos e Pesquisa Arte e Corpo em Terapia Ocupacional ligado ao Departamento de Fonoaudiologia, Fisioterapia e Terapia Ocupacional da Faculdade de Medicina da Universidade de São Paulo. Num território híbrido de encontro entre a Terapia Ocupacional e os campos da Cultura, da Arte e da Cidadania, as questões de pesquisa foram, principalmente: como auxiliar e agenciar o trânsito e a circulação das pessoas e de suas produções realizadas em terapia ocupacional, com os espaços de produção artística e com os espaços de cultura, no contexto sociocultural da cidade de São Paulo na atualidade? Que tecnologias socioculturais favorecem essa participação? Amparados pela perspectiva do pensamento complexo e pelo viés cultural, buscou-se trabalhar num eixo transversal de análise, que parte das experiências artísticoculturais contemporâneas, vinculadas às produções éticas, estéticas e políticas na organização da vida. A pesquisaintervenção resultou na configuração de um estudo de caso, com uso dos procedimentos metodológicos da pesquisa-ação, e coleta de dados no período entre 2007 e 2008. Constatouse, a partir da análise qualitativa dos dados, a relevância de temas, tratados nas seguintes categorias: o tempo e a imaterialidade do trabalho; as relações de afeto, amizade e vínculo que estruturam redes de trocas e de criação; a diferenciação entre a produção de sujeitos e valores e a geração de renda; além da constatação da importância do terapeuta ocupacional como articuladores das redes sociais, para a efetivação do trabalho de criação e circulação das produções artísticas dos sujeitos e grupo estudados, operando na sustentação da artesania dos encontros. Como desdobramentos da pesquisa realizada, vislumbrou-se o surgimento de novas territorialidades no universo cultural da cidade, com ações voltadas para a invenção de mundos, onde as relações se pautam na cooperação, na convivência, no exercício da diferença e nos afetos. Instaurou-se a abertura de fendas no espaço-tempo contemporâneo, engendrando novas configurações da vida coletiva, que sustentem a existência de forma criativa e pulsante, e que possam ser multiplicadas.This research studies the development of new technologies of socio-cultural participation of the population assisted in Occupational Therapy. The focus of the research was on the process of following up the subjects and groups bound to the Permanent Artistic Compositions and Occupational Therapy Program (PACTO), a didactic-assistance project of the Art ad Body Laboratory of Studies and Research in Occupational Therapy linked to the Department of Speech Therapy, Physiotherapy and Occupational Therapy of the Medical School of the University of São Paulo. Within a hybrid meeting territory between Occupational Therapy and the fields of Culture, Art and Citizenship, the matters researched were mainly: how to help and enable the transit and circulation of people and their productions in occupational therapy in the spaces of artistic production and with the cultural spaces within the current socio-cultural context of the city of São Paulo? Which socio-cultural technologies favor such participation? Supported by the perspective of the complex thinking and under a cultural approach, we tried to work in a cross-sectional axel of analysis which starts in the contemporary artistic-cultural experiences linked to ethical, aesthetical and political production in the organization of life. The research-intervention resulted in the configuration of a case study by using research-action methodological procedures and data collection from 2007 to 2008. We verified, based on the qualitative analysis of the data, the relevance of the themes dealt with under the following categories: the time and immateriality of the work; affective relations, friendship and the bond structuring exchange and creation networks; the difference between the production of subjects and values and income generation; in addition to verifying the importance of occupational therapists as articulators of social networks to enable creative work and circulation of artistic productions of the subjects and group studied, operating to support citizenship in meetings. As the research unfolded, we could see that new territorialities in the cultural universe of the city came up with actions oriented towards inventing worlds where relations were based on cooperation, living together, exercising differences and affections. Cracks in the contemporary space-time were opened engendering a new configuration of collective life which sustains the existence in a creative and pulsing way and which can be multiplied.