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1
Hoffmann, Christin Sylvana. „Attitudes and attitude change in personal travel“. Thesis, University of Exeter, 2018. http://hdl.handle.net/10871/34656.
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High levels of personal car use have negative effects on the environment and on human health. This thesis presents four empirical studies that aimed to develop our knowledge of personal travel choices, focussing on the malleability of attitudes and their sensitivity in relation to specific contexts and goals. The first study (Chapter 2) presents a systematic review and meta-analysis of mechanisms of travel mode choice. The study provides a comprehensive overview of antecedents of car use and non-car use, including sub-group analyses of different contextual factors. Results also highlight the need for standardised measures and consideration of implicit thought processes. The second study (Chapter 3) employs a repertory grid technique to elicit perceptions of seven different transport modes from high mileage car users and non-car users. Comparisons between car users and non-car users highlight potentially effective and ineffective intervention targets. Findings show how sustainable transport might be promoted amongst a portfolio of travel choices. The third study (Chapter 4) utilises qualitative methods to explore the extent to which individuals’ attitude expressions are changeable. The study demonstrates that all participants hold ambivalent and conflicting attitudes, highlighting specific situations in which those attitudes are more likely to be unstable. Two related priming experiments are presented in the final empirical chapter (Chapter 5). Both use survey methodology to investigate whether manipulating the salience of car-use-incongruent goals can lead to more positive attitudes towards and increased willingness to use non-car travel modes. The study confirms that people who are motivated to make changes are a potentially optimal target group for interventions based on subliminal messages. Overall, the research presented in this thesis introduces context sensitivity into the transport literature and offers novel insights into perceptions of a range of travel modes. Recommendations include relevant avenues for future research, findings are discussed in light of implications for transport policy and practice.
2
Harrington, Rose. „L'influence d'un écart perçu soi - autrui dans le changement social en matière de comportements pro-environnementaux“. Electronic Thesis or Diss., Université Clermont Auvergne (2021-...), 2024. http://www.theses.fr/2024UCFA0051.
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Divers rapports de grandes instances scientifiques mettent l'accent sur les conséquences négatives du changement climatique pour la société et la planète (IPCC, 2019, 2022). Ils rapportent aussi le besoin d'un changement social majeur pour y faire face. Beaucoup de travaux en psychologie sociale s'intéressent donc à la motivation des individus à participer dans ce changement social, et à agir de manière pro-environnementale. Ils se focalisent souvent sur deux variables psychosociales : les attitudes personnelles et les normes sociales perçues (Ajzen, 1991 ; Klöckner, 2013). En étudiant ces deux facteurs, les scientifiques regardent majoritairement leurs effets principaux sur les comportements pro-environnementaux. Or, des études récentes montrent que ces deux facteurs peuvent également avoir un effet d'interaction. Certaines études montrent que les comportements ciblés apparaissent le plus souvent lorsque les attitudes et les normes sociales sont congruentes, et sont toutes les deux en faveur du comportement (Acock & Defleur, 1972 ; Fife-Shaw et al., 2011). À l'inverse, d'autres montrent que percevoir une incongruence entre des attitudes favorables à l'action et des normes sociales perçues qui le sont moins, peut également grandement motiver à agir de manière pro-environnementale (Deffuant et al., 2022 ; Khamzina et al., 2021, 2023). Dans cette thèse, nous cherchons à expliquer l'effet de cette incongruence sur les comportements pro-environnementaux. Sur la base des théories de déviance constructive (Packer, 2008 ; Packer & Chasteen, 2010) et des minorités actives (Moscovici et al., 1969 ; Moscovici & Lage, 1976), nous proposons que cet effet d'incongruence sur les comportements pro-environnementaux puisse s'expliquer par la volonté des individus à changer les normes sociales. Six études ont été menées pour mieux comprendre cet effet d'incongruence, et voir si son effet direct positif est médiatisé par la volonté des individus à changer les normes du groupe. Les résultats tendent à montrer, tout d'abord, une absence de relation directe entre cette perception d'incongruence et des intentions ou comportements pro-environnementaux. Puis, même si les résultats sont mixtes, ils suggèrent que son effet indirect via la volonté de changer les normes pourrait davantage jouer un rôle dans la motivation des comportements pro-environnementaux. Ces résultats sont discutés et comparés à d'autres études pour mieux comprendre la place de la perception d'incongruence dans la littérature scientifique sur le changement de comportement. Cette comparaison permet une meilleure compréhension des résultats et fournit une réponse quant à l'utilité théorique et appliquée du modèleVarious reports from major scientific organisations emphasise the negative consequences of climate change for society and the planet (IPCC, 2019, 2022). They also point to the need for major social change to deal with this issue. A great deal of work in social psychology therefore focuses on individual's motivation to participate in social change, and act pro-environmentally. This research often focuses on two variables: personal attitudes and perceived social norms (Ajzen, 1991; Klöckner, 2013). When studying these two factors, researchers have, for the most part, looked at their principal effects on pro-environmental behaviour. Recent studies show, however, that these two factors can also interact. Some of these studies show that the targeted behaviour appears most often when attitudes and social norms are congruent, and are both in favour of the behaviour (Acock & Defleur, 1972; Fife-Shaw et al., 2007). Conversely, others have shown that perceiving a mismatch between favourable attitudes, and perceived social norms that are less pro-environmental, can also motivate action (Deffuant et al., 2022; Khamzina et al., 2021, 2023). In this thesis, we seek to explain the effect of this mismatch on pro-environmental behaviour. Based on the theories of constructive deviance (Packer, 2008; Packer & Chasteen, 2010) and active minorities (Moscovici et al., 1969; Moscovici & Lage, 1976), we hypothesize that this mismatch effect on pro-environmental behaviour can be explained by individuals' willingness to change social norms. Six studies were conducted to gain a better understanding of this mismatch effect, and to see whether its direct positive effect is mediated by individuals' willingness to change group norms. The results tend to show, firstly, that there is no direct relationship between this mismatch perception and pro-environmental intentions or behaviour. Secondly, even if the results are mixed, they suggest that its indirect effect via the willingness to change norms could play a greater role in motivating pro-environmental behaviour. These results are discussed and compared with other studies to better understand the place of the mismatch perception in the scientific literature on behaviour change. This comparison gives a better understanding of the results and provides an answer as to the theoretical and applied usefulness of the model
3
Paquin, Lyne. „Attitudes du personnel soignant à l'égard des personnes atteintes du SIDA : impact d'un programme de sensibilisation“. Thèse, Université du Québec à Trois-Rivières, 1993. http://depot-e.uqtr.ca/5289/1/000606486.pdf.
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Warner, Sandra Gunderson. „Agency Policies and Personnel Attitudes Toward Adolescent Fathers“. DigitalCommons@USU, 1991. https://digitalcommons.usu.edu/etd/2379.
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Adolescent parenting research has typically focused on the mother and ignored the father . Researchers have suggested that adolescent fathers are disregarded as the child's other parent because their parenting role is devalued. An emerging body of literature indicates that adolescent fathers are excluded from the pregnancy and parenting services provided to adolescent mothers because they are viewed as unnecessary to the parenting process and unimportant to the child's development. Moreover, researchers have alleged that service providers treat adolescent fathers as outcasts based on stereotypical beliefs that they are uncaring, irresponsible victimizers who disappear at the first mention of pregnancy. However, there is no empirical evidence to support these claims.
The purpose of this thesis is to question these allegations and provide some evidence to either support or refute them. A survey of northern Utah agencies and the personnel who provide pregnancy and parenting services to adolescent mothers was conducted as the means to investigate this issue.
The results of the survey do not provide conclusive evidence although they do suggest that the participating agencies and their personnel do not have policies or attitudes that intentionally exclude adolescent fathers from receiving services. Those surveyed consider fathers to be important to the pregnancy experience and the child's development. However , they do not make a deliberate effort to encourage adolescent fathers to take advantage of their services, nor do they employ effective strategies for making adolescent males aware of their services.
5
Danielsson, Birgitta. „Hyperlipidaemia : an evaluation of management and attitudes among doctors and knowledge and attitudes in the population /“. Stockholm, 1999. http://diss.kib.ki.se/1999/91-628-3699-4/.
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Wilson, Phillip H. „A Model of Salespeople's Training Attitudes and Related Outcomes“. Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935559/.
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Today many selling organizations are reexamining and revising their philosophy for managing salespeople because of increase costs of hiring and maintaining a sales force. More than everm management is looking for ways to assist salespeople in becoming more productive and effective faster. One avenue for enhancing salespersons' performance is through improved sales training practices. improved sales training practices should help salespeople view training, and how sales training transcends to the job environment. Considering the need for greater understanding concerning salespeople's perceptions of sales training and assuming the influence of those perceptions on job performance and other outcomes, this study develops and executes an analysis of several proposed relationships among personal characteristics, job related characteristics, perceived training needs, sales training variables, and related outcomes. The program of research identifies and evaluates salespeople's attitudes toward sales training and specifies influences of those training perceptions on salesperson' behaviors and general attitudes. As well, a relationship between salespeople's transfer of training materials, their use, and individual performance are evaluated.
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Chan, Ka-ki Rebecca. „Attitudes towards cleft palate effects of personal contact /“. Click to view the E-thesis via HKUTO, 2001. http://sunzi.lib.hku.hk/hkuto/record/B36207858.
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Thesis (B.Sc)--University of Hong Kong, 2001."A dissertation submitted in partial fulfilment of the requirements for the Bachelor of Science (Speech and Hearing Sciences), The University of Hong Kong, May 4, 2001." Also available in print.
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Garossino, Candance Jo. „Nurses' attitudes towards the care of the dying“. Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/29709.
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Terminally ill patients and their families describe hospital care as nonsupportive to their needs during the final phase of life. Nurses generally are not comfortable with a supportive role when caring for the dying and tend to adhere to a curative role. The purpose of this descriptive, correlational study therefore was to describe the attitudes of general staff nurses working on medical-surgical units in hospitals towards the care of the dying and to ascertain the relationship between these attitudes and the education and experience of the nurses.
An adaptation of the model for role episode, conflict, and ambiguity by Kahn, Wolfe, Quinn, Snoek and Rosenthal (1964) was the applied theoretical framework. The sample consisted of 197 randomly selected registered nurses employed full or part-time on general adult medical-surgical hospital units in British Columbia. The majority of the sample were married, Protestant females, between the ages of 26 and 45 years who were prepared at the diploma level in nursing. The mean length of time worked as a nurse was 8.5 years with a mean of 7.5 years on medical-surgical units.
Attitudes towards the care of the dying were generally ambiguous, neither negative nor positive as measured by scores obtained on the ‘Questionnaire for Understanding the Dying Person and His Family’. Additionally, half the respondents did not believe that nurses should be the primary health care professionals equipped to deal with the emotional reactions of the dying yet three-quarters of the sample believed that patients turned to
nurses to discuss such emotional issues.
Data revealed that close to two-thirds of the respondents had received structured death and dying content in their basic nursing education yet less
than half furthered their death and dying education since graduation. Overall death education for the sample was low. A small positive correlation (r=-0.26) was found between respondents' death education and their attitudes towards the care of the dying; no significant association was found between respondents' level of general nursing education and their attitudes. Although there was variability in the amount of professional and personal death experience, over half of the respondents experienced between one and three terminally ill patient deaths on their medical-surgical units per month. Additionally, the majority of respondents had experienced the death of an immediate family member. Overall death experience was low to moderate. A small, but significant positive correlation (r=0.24) was found between overall death experience and attitudes' towards the care of the dying; no significant association was found between general experience and attitude.
Findings suggest that supportive nursing care is not being demonstrated with dying patients and their families. However, the influencing natures of death education and death experience on nurses' attitudes are positive, thereby providing the nursing profession with two possible ways of positively influencing nurses' attitudes to the care of the dying.Applied Science, Faculty of
Nursing, School of
Graduate
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Michaud-Trévinal, Aurélia. „Le comportement spatial des consommateurs : conceptualisation et exploration des parcours piétonniers de magasinage : le cas de l'équipement de la personne“. Rennes 1, 2004. http://www.theses.fr/2004REN1G003.
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Notre recherche se propose de mieux connaître les parcours piétonniers de magasinage des femmes pour l'habillement et les chaussures. Pour répondre aux deux objectifs de recherche, la compréhension et la description d'un phénomène très peu connu, notre métodologie suit un processus en deux temps. 1) Une approche qualitative composée d'une observation filmée des parcours interprétés par une analyse sémiotique, complétée par l'analyse d'une série d'entretiens semi-directifs. 2) Les résultats obtenus nous ont conduit à une étude empirique par administration en face-à-face en centre-ville de 1251 questionnaires conduisant à une modélisation structurale. Les apports théoriques et managériaux sont : 1) Une typologie des parcours ; ceux-ci sont indépendants du lieu d'habitation, ce qui remet en cause la pertinence de l'utilisation des modélisations traditionnelles de localisation commerciale pour les points de vente de prêt-à-porter du centre-ville ; nous avons mesuré l'effet d'antécédents importants : la valeur de magasinage et dans une moindre mesure l'effet négatif de la foule, ainsi que le rôle de la pression temporelle et de la présence d'accompagnants. 2) La création et la validation d'une échelle tridimensionnelle du jugement de multilocalisation commerciale. 3) Des implications opérationnelles en terme urbanistiques et marketing. Les limites sont liées au caractère exploratoire de la recherche. Au niveau méthodologique, l'analyse textuelle utilisée ne permet pas l'opérationnalisation de certaines variables. Au niveau conceptuel, la validation du modèle doit être améliorée, notamment par l'apport d'instruments de mesures fiables et valides. Ainsi les résultats de cette recherche nous conduisent à envisager deux voies de recherche principales : tout d'abord, compléter la description des parcours par des études sur les groupes ou les tribus de consommateurs. Puis, adapter des instruments de mesure des antécédents des parcours de magasinage.
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Longhorn, Alison J. (Alison Jane). „Depressive Subtypes and Dysfunctional Attitudes: a Personal Construct View“. Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc504344/.
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The influence of cognitive organization, dysfunctional attitudes, and depressive "subtype" on the perceptions of negative life events is explored. BDI scores are used to delineate symptomatic and non-symptomatic groups. Construct content (sociotropic versus autonomous, as first defined by Beck) is used to identify predominant schema-type. Subjects completed a Problematic Situations Questionnaire with Dysfunctional Attitudes Scale. Results indicate that depressed individuals display more dysfunctional attitudes and negative affect in all types of negative situations; further the endorsement of dysfunctional attitudes is significantly more likely to occur in the context of schema-congruent situations. Findings are discussed a) in terms of the utility of personal constructs in the assessment of schema-type and b) in accordance with a person-event interactional model of depression.
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Shum, Kwok-leung, und 沈國良. „The relationship between management and staff in the Fire Services Department: the case of the ambulancemen“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965635.
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Sudaviciute, Simona. „Attitudes towards personnel selection methods in Lithuanian and Swedish samples“. Thesis, Växjö University, School of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.
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Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.
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Dunville, Donna. „Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates“. TopSCHOLAR®, 1993. https://digitalcommons.wku.edu/theses/2281.
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Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The majority of personnel managers indicate support for both AA in theory and the mechanisms required to carry these programs out. This research indicates either very small or no differences exist between support for AA concepts versus AA mechanisms, support for gender -based versus race-based AA, or support reported by private sector versus public sector personnel managers for AA. How personnel managers perceive the impact of Court Decisions and the 1991 Civil Rights Act on AA implementation, although small, was found to be a significant correlate of AA attitudes. The race of the respondent was found to be the most significant determinant of AA attitudes. Although minorities were found to be more supportive than nonminorities, both were found to register support for these programs.
14
Pratt, Rebecca. „Values, attitudes and behaviour : personal values and attitudes towards authority among delinquent and non-delinquent adolescents“. Title page, table of contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsp917.pdf.
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Brookbank, Kathleen. „HIV : impact on community health nursing personnel“. Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/834518.
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Thakker-Desai, Bayjool. „Health attitudes and personal health-care decisions in Bombay, India“. Thesis, London School of Economics and Political Science (University of London), 1992. http://etheses.lse.ac.uk/2821/.
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Utilisation of medical sources other than the modern Western medicine (Allopathy) is characteristic of most societies. Health-care utilisation studies, in medically pluralistic societies, fall short of providing adequate explanation of how and why different medical sources are used. The present thesis is an attempt to delineate the social psychology of the health-care utilisation behaviour of people in Bombay by concentrating on the interplay between the individual, the social environment and the culture. It, therefore, benefits from disciplines both within and outside mainstream psychology like societal psychology, sociology, anthropology and medicine. The study addresses a twofold question: how are treatment related decisions made and what are their determinants. To answer these questions, an understanding of variables pertaining to the person as well as a consideration of the societal context is necessary. Following a quantitative pilot study, the research involved retrospective data collected with the help of a partially structured questionnaire using a quota sample of 480 Gujarati-speaking adults. The quotas were set for sex, income and illness types. The survey instrument elicited information on predisposing (demographic, social structural, belief and social), enabling (family resources and prior access) and illness (type and manifestation) variables as well as the process of seeking care. The results, highlight that health-care utilisation behaviour in a medically pluralistic setting is not a singular act but a continuously evolving decision-making process wherein sources are used differentially. Typically, the treatment-seeking process began with the use of non-formal sources, followed by an entry into the professional sector, invariably through an Allopathic family doctor. Subsequently, the individuals either revert back to non-formal sources, continue to remain within Allopathy or exhibit an irreversible shift to non-Allopathic formal sources. Accordingly, there exists a need to redefine health-care utilisation behaviour in terms of sequential patterns of usage. These patterns, are determined by individually based variables belonging to all three categories as mentioned above. However, in contrast to certain trends, the effect of demographic, social structural and income variable was very small. Between 18-42% of the respondents within each illness cluster, used two or more formal medical systems. Compared to their counterparts who used only one formal system, the multiple users were more likely to suffer from chronic illnesses, rely on lay advice, prefer non-Allopathic systems and already have an access to non-Allopathic sources of care.
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Tremblay, Michel. „Plafonnement de carrière et attitudes au travail des cadres : une étude empirique des déterminants du plafonnement de carrière et de ses effets sur les attitudes au travail des cadres québécois“. Aix-Marseille 3, 1990. http://www.theses.fr/1990AIX32026.
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Cette presente recherche vise a etudier et a tester un modele de plafonnement de carriere. Trois formes de plafonnement de carriere ont ete etudiees : le plafonnement subjectif, le plafonnement objectif et le plafonnement mixte ou integre. Par ailleurs, trois groupes de predicteurs de plafonnement de carreire ont ete explores : les contraintes individuelles et familiales (l'age, l'anciennete, la charge familiale du conjoint-e), le desir de progresser (aspirations) et la capacite de progression (la scolarite, le succes anterieur, le rendement, et le type de poste occupe). Cette etude verifie aussi l'influence du plafonnement sur les attitudes au travail. Pour ce faire, une enquete par questionnaire a ete realisee aupres de 3067 cadres repartis dans plus de 44 etablissements ou associations distinctes, representatn trois branches majeures de l'economie du quebec. Les resultats montrent que la distinction entre le plafonnement subjectif et le plafonnement objectif est fondamentale. En second lieu, il existe des differences marquees entre les repondants des divers stades de plafonnement de carriere. En troisieme lieu, les determinants du plafonnement expliquent pres de 30 % des variations du plateau objectif. Finalement, les attitudes au travail seraient plutot influences par le plafonnement subjectifThis thesis aims at studying managers career plateau. Three career plateau forms were surveyed : the subjective plateau, the objective plateau and the mixed one. Three predictor groups were considered : individual and familial barriers (age, seniority, family load, spouse's situation), propension to go ahead (aspirations) and ability to suceed (scholarship, past succes, performance and kind of occupation). This study test also plateau's influence on work attitude. We conducted survey among 3067 managers, spread through 44 business units and associations, covering three major sector of the economy in province of quebec. Results make clear there is a difference between subjective and objective plateau, as well as there are main differences between respondents, depending which plateau stage they are in. The determinants explain about 30% of objective of plateau's variation. Finally, work attitudes are affected rather by subjective plateau than the objective one
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Turner, Melissa L. „The influence of religious faith in the attitudes of PR practitioners toward ethical behavior“. Virtual Press, 2005. http://liblink.bsu.edu/uhtbin/catkey/1313953.
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This research examined at the influence of a public relations professional's personal faith on their professional ethical attitudes. The research question for this study stated: Does a public relations practitioner's religious faith directly influence their ethical practice?A Q-study was completed by forty-five public relations professionals. Data analysis yielded two factors the "God Centered" and the "Profession Driven". The God Centered participants mutually agreed upon statements that placed their faith in a central part of their professional career, and agreed they were accountable to God for their professional career. The second group that emerged were identified as Profession Driven, representing their association with professional based ethics. The respondents in this factor indicated that they strongly agree with the professional provisions suggested in the PRSA Code of Ethics 2000, placing an emphasis on honest counsel, loyalty, and fairness. The second factor viewpoint also strongly agreed that personal goals and values directly influenced their professional ethics.These two factors and the previous literature illustrated the influence of personal standards when making professional ethical decisions.Department of Journalism
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Willie, Malaun N. „A Q study of the effect of racial culture on the decision-making attitudes of public relations managers“. Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1285583.
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The purpose of this Q study was to learn the racial culture attitudes of public relations managers in charge of making decision for recruiting, hiring, communicating internally, managing clients.Twenty-one public relations managers from midwestern states: Illinois, Wisconsin, Minnesota, Michigan, Indiana, and Missouri sorted Q statements according to their philosophical beliefs concerning racial diversity in the workplace. In analyzing the Q sorts, three viewpoints were revealed; Color Blind Managers, Politically Correct Managers, and Diversity Managers."Color Blind Managers" believed that everyone should be treated equally, with no special treatment or laws that would give more help to one race over another. "Politically Correct Managers" believed equal opportunity laws and policies were discriminatory and unfair; yet conformed to orthodox liberal opinions which were sensitive to racial causes. "Diversity Managers" understood the importance of incorporating diverse cultures into everyday decision-making and still felt equal opportunity laws were needed to help society become color blind.All three factors supported equal opportunity for all individuals, but the means to creating diversity and equal opportunities were different across the factors.Department of Journalism
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Burnett, Donna Oliva. „Beliefs and intentions of U.S. registered dietitians toward evaluating psychological factors related to food and weight concerns of weight management clients and making referrals“. Thesis, Birmingham, Ala. : University of Alabama at Birmingham, 2008. https://www.mhsl.uab.edu/dt/2009r/burnett.pdf.
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Berger, Ellie Diane. „Organizational and personal characteristics influencing Canadian employers' attitudes toward older workers“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape8/PQDD_0004/MQ45506.pdf.
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Acker, Enrico. „The personal financial management attitudes and practices of South African rugby players“. Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/11363.
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When rugby became professional in 1995, both the game and the social and financial position of the players changed (Basson, 2003). Players started to train full-time and earned annual salaries (Goldman& Johns, 2009). Due to the transition from amateur to professional status, rugby players needed to make adequate personal financial management decisions. The purpose of this study is to investigate the personal financial management attitudes and practices of South African rugby players. Previous research about personal financial management largely focussed on the general public, and did not focus on South African rugby players. Rugby is a professional sport where players earn money from a young age. It is expected of rugby players to make adequate personal financial decisions from as early as 19 years old. The literature review provided an overview of personal financial management and a discussion on the various components that should be included in personal financial management. A framework for this study was developed. The framework used these components as the base for the personal financial attitudes and practices and how it relates to the demographics of the respondents. Three hypotheses were also formulated based on the literature overview and framework. The objectives of this study were achieved by adopting a quantitative research methodology. A convenience sample of 132 rugby players was drawn for this study. Rugby players from NMMU Madibaz, Eastern Province Rugby Union (EP), South Western Districts Rugby Union (SWD) and Sharks Rugby Union participated in this study. The results of the empirical survey showed that respondents have positive attitudes towards the importance of budgeting, retirement planning, risk management, debt management and investment and the importance of employing a financial planner. On the other hand the personal financial management practices of the respondents in this study can be described as weak. From the results of the empirical survey it is clear that the respondents have weak practices towards the majority of the personal financial management practices. Only one of the three hypotheses was accepted namely that there is a relationship between the demographics of rugby players and their personal financial practices. There is no relationship between personal financial management attitudes and personal financial management practices of South African rugby players and that there is also no relationship between demographic variables and personal financial management attitudes of South African rugby players. This study has provided insight into the personal financial management attitudes and practices of South African rugby players. Valuable information was obtained that could help to address the personal financial management needs of rugby players.
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Petersen, Candace. „Salesforce Involvement in New Product Predevelopment Activities of High Technology Firms“. PDXScholar, 1996. https://pdxscholar.library.pdx.edu/open_access_etds/1153.
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The strongest correlate of new product success is understanding of market requirements early in the new product development (NPD) process. This is true in high technology environments where rapid change and chaotic market conditions prevail. Although a firm's salesforce is viewed as one of many sources of new product ideas and market information, the involvement of salespeople in NPD activities varies widely across firms. This study examines salesforce involvement in a firm's NPD predevelopment activities, i.e. idea generation and screening, preliminary market assessment, and concept evaluation. Because of the limits of existing research in this area, a two-phase research design was used. The first phase developed a scale for measuring salesforce involvement in NPD predevelopment activities. This scale was incorporated into a study model. The second phase tested the study model, a linkage of salesperson involvement level to organization and individual salesperson attributes. The scale-development sample consisted of 136 sales professionals. The resulting scale was a nineteen item, multi-dimensional measure incorporating three factors of involvement: involvement initiated by the salesperson, involvement initiated by NPD-Organization, and a salesperson's cognitive interest in NPD involvement. In the second phase of the study, a sample of 248 salespeople from nineteen companies completed self-administered written surveys. At the organization attribute level, the length of the NPD cycle was significantly associated with involvement subscale measures. In particular, the longer a firm's NPD cycle for product improvements, the less involvement the salesforce has in NPD-headquarters initiated involvement activities. A similar significant relationship exists between a firm's new product cycle time and the level of involvement in salesforce-initiated NPD predevelopment activities. At the study model's salesperson level, a series of factors were associated to NPD team-initiated and salesforce-initiated involvement subscales. These factors are a salesperson's: customer orientation, location distance from NPD, level of feedback from NPD, membership on NPD teams, knowledge of where to send NPD-related information, and belief that information communicated to NPD will be appropriately used. Study findings suggest that organizations can affect the degree of involvement that their salesforce or individual salespeople has in early phases of NPD.
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Mejia, Candide. „Mobilité internationale : attitudes, motivations et profils de personnalité des cadres français expatriés“. Amiens, 2008. http://www.theses.fr/2008AMIE0017.
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Bellarts, Stella Beach. „Personal Values, Work Values, and Job Interests of Nursing Students“. PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/4669.
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The purposes of this study were to (1) describe the personal values and work values of nursing students in the last year of their present educational preparation, (2) to investigate the relationships between values, both personal and work, and selected demographic variables (type of educational institution, present educational preparation, job interests, and age), and (3) to examine the correlations between students' personal values and work values. Using the Profile of Life Values (PLV) and the Ohio Work Values Inventory (OWVI) , the personal and work values of 452 student nurses were examined, first as a total sample for means and standard deviations, then by selected demographic variables with MANOVA, ANOVA, and Scheffe at the .10 level of significance. In the sample were 43 students from graduate nursing programs, 143 students from baccalaureate nursing programs, and 266 students from associate degree programs, from both public and private educational institutions in two northwestern states. The order of the means for the total sample on the PLV scales from the highest to lowest were Considerate, Intellectual, Achievement, Recognition, Creative, Artistic, and Integrity. The order of the means for the total sample on the OWVI scales from highest to lowest were Task Satisfaction, Self Realization, Altruism, Security, Money, Independence, Ideas/Data Orientation, Object Orientation, Control, Prestige, and Solitude. In comparing the values on the PLV and OWVI by type of educational institution, the means were significantly higher for students enrolled in private educational institutions than for students from public educational institutions. When the values on the PLV and OWVI scales were compared by educational preparation, significant differences were found on the means, with graduate students placing more values on Intellectual, baccalaureate degree students placing more value on Recognition, Control, Independence, and Object Orientation, and associate degree students placing more value on Integrity, Security, and Money. When the means on the PLV and OWVI scales were examined by job interest, students interested in pediatrics placed more importance on Considerate, Achievement, and Intellectual; students interested in specialty areas, such as the operating room or emergency room placed more value on Object Orientation, just as students interested in critical care and pediatrics placed more value on Object Orientation than did the students interested in medical/surgical nursing, geriatrics, obstetrics, mental health, nurse practitioner or clinical specialist role. In the final comparison of the PLV and OWVI values with age, the 40-54 age group placed more value on Intellectual while the 20-29 age group placed more value on Recognition, Security, Control, Money, and Prestige. Using Chi-Square as the inferential test, educational preparation and job interests were found to be related. Graduate students were primarily interested in the nurse practitioner or clinical specialist role; students receiving a baccalaureate degree expressed more interest in critical care and pediatrics; students receiving an associate degree expressed more interest in medical/ surgical nursing and geriatrics. In examining the correlations between the PLV and OWVI, 58 of the 77 coefficients were significant at the .05 level. The correlations of the two instruments demonstrated a logical relationship exists between the instruments. These findings have implications for nursing education. The educational foundation for nursing is based on the fostering of personal well-being and continuing growth through interpersonal interactions. The nursing curriculum needs to be reviewed periodically for differentiation, interpretation, and clarification of values. In order to provide an education that is conducive to recognition of values, the faculty need to be aware of their own values, be able to recognize how their values relate to teaching, student learning, and professional practice, and periodically evaluate how they use values in the process. Teaching by relating values to subject matter, human differences, and practice enables student nurses to recognize and understand their own values as well as the values of other people. These findings have implications for further research, as values of faculty and students are in some ways related to age, specific interests, and educational preparation.
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Chen, Chia-Wen. „The value of mentoring relationships among public relations practitioners through Q methodology“. Virtual Press, 2005. http://liblink.bsu.edu/uhtbin/catkey/1313070.
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As Arnold (2002) and Pritchard et.al. (2004) noted, one of the keys to success in public relations includes mentoring. Mentoring has been used among public relations practitioners to develop knowledge and skills and obtain career counseling. However, little work has been done to quantify the value practitioners ascribed to mentoring relationships.This study used Q methodology to examine feelings and thoughts of some of the top public relations mentors and proteges, attempting to fill that gap and quantify the value public relations professionals placed on mentoring relationships.The sample consisted of 20 public relations practitioners, ten mentors and ten proteges. Each sorted a sample of 48 Q statements containing positive and negative statements on four categories.The findings suggest that most public relations practitioners have quite positive feelings about mentoring; however, gender composition is still an issue in conflict. A mentor's experience, ability, and confidence are considered more when identifying a superior mentor.Department of Journalism
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Caramelli, Marco. „L'actionnariat salarié : ses effets sur la performance des entreprises et des attitudes des salariés au travail dans le contexte des grands groupes /“. Paris : Aumage éd, 2008. http://catalogue.bnf.fr/ark:/12148/cb41427960r.
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Issu de: Thèse de doctorat--Sciences de gestion--Montpellier 2, 2006.La couv. porte en plus : "ce livre résulte d'un travail universitaire...". Le dos de l'ouvrage porte en plus : "5" En appendice, choix de documents. Bibliogr. p. 171-175.
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Worren, Nicolay A. M. „Organizational characteristics and personnel managers' job applicant preferences“. Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.
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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier research (Rynes & Gerhart, 1990) the results indicate that preferences for different applicant attributes represent shared perceptions due to common organizational membership. These preferences are to some degree related to company strategy, organizational structure and national culture. In general, it was found that personnel managers currently seek candidates who can adapt to change and generate new ideas. The results are discussed in light of theories from industrial/organizational and cross-cultural psychology, and suggestions for further research are offered.
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Broderick, Gordon B. „A study of the attitudes and perceptions of educational personnel towards evaluation“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq25826.pdf.
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Ryan, Diane Michele. „In Their Place: Measuring Gender Attitudes and Egalitarianism among U.S. Army Personnel“. NCSU, 2008. http://www.lib.ncsu.edu/theses/available/etd-03272008-165520/.
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The present study investigated the attitudes of U.S. Army soldiers assigned to a Civil Affairs and Psychological Operations command and a combat division with regard to gender using the Attitudes Toward Women and Modern Sexism scales; and egalitarianism using the Social Dominance Orientation scale. Soldiers (N=335) responded to a 78-item questionnaire that assessed their endorsement of group equality ideals, and collected specific information about individual characteristics, military training and military experience. Multivariate regression analyses found gender and months of deployment to significantly predict gender attitudes, and gender and ethnicity significantly related to egalitarianism. At the bivariate level the study also found associations between age and service component on both measures. Gender attitudes and egalitarianism were also found to be significantly correlated. Exploratory analyses further revealed rank as a possible moderator of the relationship between gender attitudes and egalitarianism, and found gender identity to be a significant predictor of both as well. Limitations of the study as well as implications and direction for future research are discussed.
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Ambaum, Isabel, und Zeynep Demir. „Do you care, men? Examining the factors that influence men’s attitude towards natural personal care products in Germany and attitude’s impact on purchase intention“. Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49209.
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The growing consciousness of consumers towards buying products that contain mainly natural ingredients and do not harm the health and the environment drives the growth of the natural personal care market. Additionally, men nowadays care more about their image and self-presentation which lead to an increase of the natural personal care products offered for men. As the drug store market in Germany is highly competitive, marketers need to understand the factors influencing men’s purchase decision. The attitude of consumers is an elemental influence factor on purchase intention that could lead to the actual behaviour as it predicts the intention to purchase a product. Therefore, this thesis investigates the factors influencing men’s attitude towards natural personal care products and attitude’s impact on purchase intention, particularly in the German market. This has been done through the development of an own theoretical model whereas the main idea was taken from the TPB model. Afterwards, it was extended by factors that influence attitude which were identified through literature review. To meet the purpose of this study, data were collected through a quantitative online survey which generated 207 valuable responses. In order to analyse the relationships between the different variables, descriptive statistics, factor analyses, Pearson correlation analyses as well as linear and multiple regression analyses were used. The findings of this study provide new insights about the predictors of attitude: German male consumers’ attitude towards natural personal care products is mainly predicted by their consciousness about the environment and subjective norms whereas health consciousness and product knowledge were identified to be no predictors. Moreover, the study confirmed attitude as a strong predictor for intention which is supported by the idea of the TPB model and findings in previous literature. The respondents of this study are environmentally conscious and are influenceable by others. Furthermore, they have an overall positive attitude towards natural personal care products and intent to some extent to purchase these products in the future. The study’s results provide a variety of theoretical and managerial implications as well as opportunities for future research.
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Hassi, Abderrahman, und Abderrahman Hassi. „Influence de la culture nationale sur la conception de la formation du personnel en milieu de travail“. Doctoral thesis, Université Laval, 2015. http://hdl.handle.net/20.500.11794/26726.
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La présente thèse a pour but d’identifier des différences en matière de pratiques de conception de la formation du personnel dans quatre pays, à savoir l’Allemagne, le Canada, le Maroc et Singapour. Compte tenu de l’absence de modèle théorique liant la formation du personnel et la culture, un cadre opératoire a été élaboré pour supporter la présente recherche. Ce cadre comporte trois grandes catégories : 1) la variable indépendante (dimensions de la culture nationale de Hofstede) ; 2) la variable dépendante (conception de la formation); et 3) les variables de contrôle (poste du répondant ainsi que la taille, la culture, le statut et la syndicalisation de l’organisation du répondant). À la lumière des résultats de nos analyses, seule la dimension culturelle intitulée la « distance hiérarchique » a une incidence sur les pratiques de conception de la formation du personnel, à savoir la planification des objectifs, du contenu, des méthodes, de l’évaluation et du transfert de la formation à travers les quatre pays à l’étude. Les autres dimensions, soit l’évitement de l’incertitude, la masculinité-féminité et l’individualisme-collectivisme ne se sont pas avérées statistiquement significatives. Concernant les modes de participation des acteurs à la conception des activités de formation, les résultats révèlent que, dans les cultures à faible distance hiérarchique, la direction générale participe moins à la prise de décision. À l’opposé, dans les cultures à forte distance hiérarchique, la direction générale tend à décider seule sans consultation des autres acteurs des objets à portée stratégique de la formation. La formalisation de la démarche de conception de la formation ne varie en fonction d’aucune dimension culturelle. Enfin, les organisations appartenant à des cultures à forte distance hiérarchique laissent moins de latitude aux participants lors de la planification des activités de formation. Inversement, les organisations appartenant à des cultures à faible distance hiérarchique adoptent une démarche qui laisse plus de la latitude aux différents acteurs. Mots clés : conception de la formation du personnel; culture nationale, modèle de Hofstede; culture et conception de la formation.La présente thèse a pour but d’identifier des différences en matière de pratiques de conception de la formation du personnel dans quatre pays, à savoir l’Allemagne, le Canada, le Maroc et Singapour. Compte tenu de l’absence de modèle théorique liant la formation du personnel et la culture, un cadre opératoire a été élaboré pour supporter la présente recherche. Ce cadre comporte trois grandes catégories : 1) la variable indépendante (dimensions de la culture nationale de Hofstede) ; 2) la variable dépendante (conception de la formation); et 3) les variables de contrôle (poste du répondant ainsi que la taille, la culture, le statut et la syndicalisation de l’organisation du répondant). À la lumière des résultats de nos analyses, seule la dimension culturelle intitulée la « distance hiérarchique » a une incidence sur les pratiques de conception de la formation du personnel, à savoir la planification des objectifs, du contenu, des méthodes, de l’évaluation et du transfert de la formation à travers les quatre pays à l’étude. Les autres dimensions, soit l’évitement de l’incertitude, la masculinité-féminité et l’individualisme-collectivisme ne se sont pas avérées statistiquement significatives. Concernant les modes de participation des acteurs à la conception des activités de formation, les résultats révèlent que, dans les cultures à faible distance hiérarchique, la direction générale participe moins à la prise de décision. À l’opposé, dans les cultures à forte distance hiérarchique, la direction générale tend à décider seule sans consultation des autres acteurs des objets à portée stratégique de la formation. La formalisation de la démarche de conception de la formation ne varie en fonction d’aucune dimension culturelle. Enfin, les organisations appartenant à des cultures à forte distance hiérarchique laissent moins de latitude aux participants lors de la planification des activités de formation. Inversement, les organisations appartenant à des cultures à faible distance hiérarchique adoptent une démarche qui laisse plus de la latitude aux différents acteurs. Mots clés : conception de la formation du personnel; culture nationale, modèle de Hofstede; culture et conception de la formation.
The present thesis aims at identifying differences in designing employee training activities within public organizations across four countries, namely Canada, Germany, Morocco and Singapore. Given the lack of empirical literature on the subject and theoretical frameworks linking employee training and national culture, a research model was developed to guide the present study. This model is comprised of three major categories: 1) independent variable (Hofstede cultural dimensions); 2) dependent variable (designing employee training); and 3) control variables (respondents positions as well as size, culture, status and unionization of their organizations). In light of the findings, only the cultural dimension of power distance exerts influence on designing employee training practices across the four countries. The other three cultural dimensions, uncertainty avoidance, masculinity-femininity and individualism-collectivism were not statistically significant in this regard. Concerning the modes of participation of organizational actors in designing employee training activities, the study results indicate that, in low power distance cultures, senior management participates less in the decision-making process. Conversely, in high power distance cultures, senior management tend to make decisions solely without consulting other organizational actors on training aspects of strategic importance. Formalization of the way the designing of employee training activities are carried out does not vary in light of any cultural dimension. Lastly, organizations belonging to high power distance cultures adopt an approach that grants less latitude to participants during the process of designing employee training activities. Conversely, organizations from low power distance cultures have the tendency to adopt an approach that accords more latitude to different actors. Keywords: designing employee training; national culture; Hofstede model; culture and training design.
The present thesis aims at identifying differences in designing employee training activities within public organizations across four countries, namely Canada, Germany, Morocco and Singapore. Given the lack of empirical literature on the subject and theoretical frameworks linking employee training and national culture, a research model was developed to guide the present study. This model is comprised of three major categories: 1) independent variable (Hofstede cultural dimensions); 2) dependent variable (designing employee training); and 3) control variables (respondents positions as well as size, culture, status and unionization of their organizations). In light of the findings, only the cultural dimension of power distance exerts influence on designing employee training practices across the four countries. The other three cultural dimensions, uncertainty avoidance, masculinity-femininity and individualism-collectivism were not statistically significant in this regard. Concerning the modes of participation of organizational actors in designing employee training activities, the study results indicate that, in low power distance cultures, senior management participates less in the decision-making process. Conversely, in high power distance cultures, senior management tend to make decisions solely without consulting other organizational actors on training aspects of strategic importance. Formalization of the way the designing of employee training activities are carried out does not vary in light of any cultural dimension. Lastly, organizations belonging to high power distance cultures adopt an approach that grants less latitude to participants during the process of designing employee training activities. Conversely, organizations from low power distance cultures have the tendency to adopt an approach that accords more latitude to different actors. Keywords: designing employee training; national culture; Hofstede model; culture and training design.
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Feagan, Lori Margaret. „Family presence during cardiopulmonary resuscitation the impact of education on provider attitudes /“. Pullman, Wash. : Washington State University, 2008. http://www.dissertations.wsu.edu/Thesis/Fall2008/L_Feagan_011409.pdf.
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London, Carlyle. „Stigma and mental illness : a comparative study of attitudes and personal constructs“. Thesis, Brunel University, 2010. http://bura.brunel.ac.uk/handle/2438/4447.
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Evidence suggests that people with mental illness experience discrimination by being stigmatised both by the general public and by healthcare professionals. The experience of stigma may result in a delay in seeking professional help, loss of self-esteem and is a serious inhibitor to recovery and social inclusion. Stigma and discrimination are pervasive and despite a number of UK based campaigns, there appears to be no reduction in prevalence. This research compared public attitudes towards mental illness and the mentally ill with mental health service users' perceptions of stigma, identified perceptions of stigma by mental health service users, quantified and qualified these perceptions alongside reported accounts of being stigmatised and made recommendation for strategies to reduce the stigma experienced by people with mental illness. A cross-sectional survey was undertaken and involved the use of a 35-item attitude scale, employed with 132 members of the public and 132 self-selecting service users. Semi-structured interviews and Personal Construct Psychology Repertory Grid techniques were employed with subsets of the sample. Qualitative data was subjected to Interpretative Phenomenological Analysis. Quantitative data was analysed using inferential statistical tests and Principal Component Analysis. The perception of stigma amongst service users was relatively high and appeared to be pervasive. Male service users reported higher perceptions of stigma than females. The combination of being stigmatised by mental health professionals and the general public appeared to result in self stigma and social exclusion. Recommendations include addressing the causes and mechanism of stigmatisation, the inclusion of service users' perspectives in research and raising awareness, amongst mental health professionals, on how their practice may impact on service users. Further research should address why there is a higher perception of stigma amongst male service users.
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Nilsson, Tobias. „Consumers' attitudes towards personal branding on Twitch.tv and their subsequent purchase intention“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-79778.
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Through the past decade live streaming has grown to be a greater sensation, creating a competitive scene among those involved. Live streamers are able to broadcast their daily life or their gameplay sessions while also interacting with viewers. As this is a relatively new phenomenon it has not yet been fully explored, and it is missing critical research in how attitudes and purchase intention among viewers change with different factors. Previous research has shown that elements such as demographics, content consumption and behavioral aspects might increase viewers’ purchase intention. Furthermore, in accordance with attitudinal theory, attitudes have been shown to correlate with the general purchase intention, when it comes to Internet users. This study was therefore conducted to fill the gap in knowledge regarding personal branding on Twitch.tv, or Twitch in short, and how it affects attitudes with its subsequent purchase intention. This research adopted an exploratory approach as it aimed to “explore the unknown” and to provide pertinent data for future studies. This was realized via a qualitative method of semi-structured one-to-one interviews involving both streamers and viewers. Findings show that two aspects of personal branding on Twitch have a greater potential of affecting attitudes; namely personalities of a streamer and the type of content they provide. If these two are managed well there are implications of positive attitudes among the viewers and subsequently an intention to purchase.
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Hendricks, Janine Jolene. „Job satisfaction levels of health care professionals in a public hospital“. Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/11058.
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Health care professionals play a pivotal role in contributing towards the sustainability of a healthy economy and the standard of quality health care. It is therefore important that organisations understand what influences the job satisfaction levels of health care professionals as it could have an impact on their motivational levels and ultimately the quality of health care that is provided. The aim of this study was to assess the levels of job satisfaction amongst health care professionals in a public hospital in the Eastern Cape. Research for this study included a literature review to define what job satisfaction is and to establish a theoretical foundation to identify the factors that influence job satisfaction. Various motivational theories were explored after which Herzberg’s two-factor theory was identified to serve as a theoretical basis for investigating the job content and organisational factors that influence job satisfaction. Selected demographic factors that could possibly influence levels of job satisfaction were also identified. An empirical study, consisting of a survey with a questionnaire as measuring instrument, was conducted amongst 146 health care professionals at a public hospital in the Eastern Cape. The purpose of the questionnaire was to determine the extent to which job content factors and organisational factors that were associated with job satisfaction were present in the jobs of health care professionals in state hospitals. In addition, the purpose was also to determine whether selected demographic variables had an influence on the responses provided to the factors that were associated with job satisfaction and the job satisfaction levels of the target group. The major findings of the study indicated that all job content and organisational factors had an influence on the job satisfaction levels of health care professionals in a public hospital. Three factors namely Achievement, Responsibility and Work itself were identified to have a significant positive influence on the job satisfaction levels. Relationships between the demographic variables and the job content and organisational factors were identified. Work itself, Responsibility and Achievement were the top three factors whilst leadership/supervision, Human Resource systems and policies and Remuneration and benefits were the bottom three factors in terms of presence in the organisation and influence on the job satisfaction levels of health care professionals. Safety aspects, work environment standards, availability of resources, remuneration and benefits were amongst the major concerns highlighted. The job content factors were identified to be overall more present than the organisational factors. Recommendations were suggested to address the areas of concern that were highlighted in this study in order to ensure high levels of job satisfaction amongst the health care professionals.
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Millspaugh, Jennifer Diane Anderson Karen Ann. „Nontraditional name changes for men attitudes of men and women /“. [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-6074.
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Björklund, Anita. „On the structure and contents of occupational therapist paradigms : empirical studies of occupational therapy students' and occupational therapists' views on occupational therapy /“. Stockholm, 2000. http://diss.kib.ki.se/2000/91-628-3986-1/.
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Kennedy, Jelane Anne. „A correlational study of Female National Certified Counselors and their attitudes toward homosexuals“. W&M ScholarWorks, 1994. https://scholarworks.wm.edu/etd/1539618295.
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The purpose of this study was to investigate the relationship between sex roles and homophobia. The author also hoped to explore the relationship of age, sexual orientation, training experience, and friendship with homophobia.;Female National Certified Counselors (NCC) as certified through the National Board of Certified Counselors were studied for this project. Female NCC's were selected because NCC's on the whole have not been studied in relationship to homophobia. Also women were chosen since most research has examined men and women together.;A computer generated nationwide random sample of 200 female NCC's was sampled. Each were sent a cover letter explaining the study, the Bem Sex Role Inventory (BSRI), Index of Attitudes toward Homosexuals (IAH) and a demographic questionnaire. Two follow-ups occurred, first a follow-up postcard and second, later on a letter re-explaining the study along with the demographic questionnaire to be returned. The return rate was 49.7%. In comparing those who returned the complete survey and those only returning the demographic questionnaire it was found that the latter indicated seeing fewer gay/lesbian clients.;The data supported the following hypotheses: (1) women counselors would fall into all four levels on the IAH, (2) there would be a correlation between having taken courses and/or workshops that have discussed homosexuality and their level of homophobia/non-homophobia, (3) there would be a correlation between having friends/colleagues who have identified themselves as gay/lesbian and level of homophobia/non-homophobia, (4) there would be a correlation between sexual orientation and level of homophobia/non-homophobia, (5) the outcome measure from the IAH would be significantly predicted from the BSRI score, age, sexual orientation, training experience or friendship indicator. The data failed to support the following hypotheses: (1) there would be a correlation between sex-typed and non-sex-typed counselors and their level of homophobia/non-homophobia, (2) there would be a correlation between age and level of homophobia/non-homophobia, (3) in comparing sex-typed counselors and non-sex-typed counselors, there would be a significant difference in the percentage of those who have taken courses and/or workshops discussing homosexuality and having friends/colleagues who identify themselves as gay/lesbian.;Further study is needed to understand the effects of friendship on homophobia and the process of coming to terms with gay/lesbian friends and clients. In addition more study needs to be done on sex-role orientation with professional populations. The study also indicates a need for more homophobia reduction education with counselors.
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Abdo, Robert John. „A study of sexual attitudes, sexual behaviors, and religiosity of community college students“. W&M ScholarWorks, 1985. https://scholarworks.wm.edu/etd/1539618333.
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The purpose of this study was to examine the specific relationship which exists between selected sociodemographic characteristics and the religiosity of a group of incoming community college students and their sexual attitudes and sexual behaviors.;A sample of 204 community college students completed a survey aimed at assessing their sexual attitudes, sexual behaviors, and religiosity. The instrument was based on a number of previously printed surveys and its reliability was tested with a sample of 23 community college students.;The reliability study demonstrated conclusive evidence that this instrument is highly reliable. All items except two were reliable at the .01 level of significance. Those two remaining items were reliable at the .05 level.;In addition, factor analyses demonstrated that both the attitudes and behaviors sections of this instrument contain a high degree of construct validity. The validity of the religiosity scale had been established previously.;The survey demonstrated that this sample holds relatively liberal attitudes in the areas of petting, premarital sexual intercourse, oral-genital sex, sex education, and contraception. There were no responses which demonstrated a trend toward conservatism.;In the self-reported sexual behaviors segment, the majority of students reported that they had been engaging in a variety of heterosexual behaviors during the past 12 months. The percentages decreased as the solicited behaviors became more advanced, just as expected by the established hierarchy. Very few reported homosexual behaviors.;A stepwise discriminant analysis revealed that there were major distinctions between male and female responses to five of the attitude questions and three of the behavior questions.;Stepwise multiple regressions showed that religiosity was highly correlated with both sexual attitudes and sexual behaviors, when selected sociodemographic variables were controlled. Total religiosity score was the strongest predictor of sexual attitudes and the only significant predictor of sexual behaviors in this sample.;Additional regressions and correlations were calculated to demonstrate the relative strength of other variables and to offer a more comprehensive view of the results.
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Menecier, Pascal. „Attitudes et croyances de soignants hospitaliers envers des sujets âgés en difficulté avec l'alcool“. Thesis, Lyon 2, 2015. http://www.theses.fr/2015LYO20016.
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Aborder puis accompagner dans les soins des sujets âgés en difficulté avec l'adolescent complexe pour tout soignant : infirmier ou médecin. le maintien d'une prévalence élevée du mésusage d'alcool chez les aînés, associée au vieillissement en cours de la population rendent cette question de plus en plus fréquenté à l'höpital et en établissement d'hébergement pour personnes âgées.le mésusage d'alcool est peu abordé chez les sujets âgés, peut-être moins car il est rare ou difficile à repérer, mais surtout par dénégation des troubles et contre-attitudes soignantes envers ces ainés. afin d'éviter l'âgisme et le rejet des ainés en difficultés avec l'alcool, les attitudes soignantes peuvent être prises en considération. pour cela, une étude d'observation descriptive sera menée en trois chapitres :- etude exploratoire auprès de sujets âgés en difficultés avec l'alcool : décrire les attitudes des soignants.- enquête auprès d'environ 750 soignants (625 infirmiers et 130 médecins de 8 hôpitaux à propos de leurs ressentis, attitudes et habitudes de soins avec des sujets âgés en difficulté avec l'alcool.- etude complémentaire par des entretiens directs d'un échantillon représentatif de soignants.sur ces bases, une réflexion théorique sera conduite autour de la vieillesse, du mésusage d'alcool et des représentations ou croyances des soignants, dans la perspective d'identifier des marqueurs ou facteurs d'attitudes positives et envisager des propositions de recours en prévention de contre-attitudesIntroduction: Old age and alcohol misuse are only rarely considered together. While the prevalence of alcohol use disorder is located around 10% in the over 65 age bracket and while such situations are encountered daily by hospital or nursing-home caregivers, these elderly people suffering from alcohol misuse are often overlooked. Is it possible to consider this apparent neglect as a translation of negative counter-attitudes on the caregivers’ part?Methods: Two cross-sectional surveys, by means of questionnaires then by research interviews, were conducted among 582 nurses and 116 physicians working in 8 health facilities around Macon. The main objective was to approach the feelings, beliefs and attitudes of caregivers with older individuals who misuse alcohol. These variables were observed according to several socio-professional criteria and to the care provider’s level of knowledge in alcohology. The interviews were recorded and the dialogue was processed by Alceste® software.Results: The 315 completed questionnaires (response rate: 45%) of whom 81% were nurses and 19% physicians and of this number 84% were women. More than nine out of ten agents report meeting elderly alcohol misusers and this number is estimated at 12% of those cared for. The feelings then declared by the care-givers were shared out over 75% to listening or availability, 39% to aid or demonstration of skill, 32% to malaise, weakness or avoidance and 7% to aggression, repression or moralizing. Among the reasons which could oppose the development of appropriate care, only appear lack of training or lack of time. Correlations were objectified between positive attitudes and high level of knowledge, having had a life experience close to a familiar person misusing alcohol or to be himself an alcohol consumer. The 45 research interviews were conducted with 16 physicians and 29 nurses, of whom 69% were women. Discourses analysis has highlighted some specific extracts out of them: a less threatening perception of alcoholized elderly individual, the use of humor appearing specifically when alcohol is mentioned and questioning lack of time or training. The interviews allowed the highlighting of negative feelings and emotions and also emphasized the important role and the favorable impact of familiar experiences with sufferers of alcohol misuse in the life of the care provider.Discussion: Despite the limitations of non-validated questionnaires and the lack of focus groups, these two complementary studies confirm the significant frequency with which caregivers come into care situations with elderly individuals misusing alcohol. This point calls into question the ignorance which surrounds these situations which helps us to better understand their negligence and which may explain the small percentage of skilled addictological help given to the elderly person after early screening. The frequent allegation of lack of time or knowledge (and training) seems to be contradicted during the interviews by levels of knowledge that appear to be good. These claims can be caregivers’ defensive rationalizations concerning situations experienced as difficult. The question of denial may be considered in the same way: often referred to without being wary of its repercussion. Computerized speech analysis has led to crosschecking, studied in the light of several theories about narcissistic identification, dissimilarity / similarity, empathy or attachment.Conclusion: Caregivers’ attitudes about the elderly misusing alcohol appear to be variable, multifaceted, complex, according to the modes of observation, being neither good nor bad. Beyond the phenomenology of attitude, there is the consideration of internal elements of the caregivers’ thinking and those cared for which undergird care providers’ behavior. This approach seeks to promote a psychodynamic regard on the elderly who misuse alcohol trough the care-givers approach
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Song, Yanjie, und 宋燕捷. „Educational uses of PDAs (personal digital assistants): undergraduate student experiences“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B42841410.
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Marchegiani, Christopher A. „Conceptualising personal and historical nostalgia“. Thesis, Curtin University, 2009. http://hdl.handle.net/20.500.11937/2252.
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The purpose of this research was to extend the knowledge on two distinct types of nostalgia; Personal and Historical. Previous empirical research has studied nostalgia only as a unified concept. Two scales were developed and validated to measure these responses independently of each other. Hypotheses were developed based on extant literature which postulated significant changes in cognitive, emotional, attitudinal, and intention responses as a result of the response type. A model incorporating these consumer reactions was extended and tested. Finally, the effects of varying intensities of the two response types were explored independently of each other.An experimental research design was used with a sound methodology developed though previous studies. A variety of statistical techniques deemed appropriate for each step of the analysis was used. These included both qualitative and quantitative techniques including structural equation modelling and multivariate analyses.Results show significant differences in the consumer behaviour responses examined as a result of the type of nostalgic response being elicited. The examined responses of cognition, emotions, attitudes, and intention are of high significance to academics and managers alike. In terms of comparing Personal and Historical Nostalgia to one another, Personal Nostalgia had a tendency to be more beneficial in the majority of consumer reactions. A model of these reactions was successfully extended and shown to differ between the conditions illustrating the need to explore these reactions independently. Varying levels of intensity of each specific nostalgic response type were shown to have significant effects on the examined consumer behaviour responses also. As a very general statement of the findings, it was found to be worthwhile to raise the levels of Personal or Historical Nostalgia to as high a level as possible to significantly positively alter emotions, attitudes, and intention. However, although significant cognitive changes were seen between low and mid levels of each nostalgic reaction, moving to a high level was found to have no significant impact on cognitive reactions.The most significant contributions of the research are the development of the two specific scales independently of each other through seven studies, and substantiating the hypothesised differences between the two responses with empirical evidence. These findings bridge many important gaps in the literature. Personal and Historical Nostalgia had previously only been conceptually discussed, with little to no empirical data, despite evidence of both types in the market place. The varying costs and benefits of evoking the two nostalgic responses, or varying levels of either, were unknown until now. This research results in several conceptual, methodological, and managerial implications especially valuable to academics, strategists, and industry policy makers. It also provides a solid foundation for numerous future studies.
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Porter, Laurie M. Adside Rick V. „Women in combat : attitudes and experiences of U.S. Military Officers and Enlisted personnel /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA401535.
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Thesis (M.S. in Manpower Systems Analysis and M.S. in Inventory Systems Management) Naval Postgraduate School, Dec. 2001.Thesis advisor(s): Crawford, Alice; Eitelberg, Mark J. "December 2001." Includes bibliographical references (p. 101-103). Also available in print.
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Adside, Rick V. „Women in combat : attitudes and experiences of U.S. Military Officers and Enlisted personnel“. Thesis, Monterey, California. Naval Postgraduate School, 2001. http://hdl.handle.net/10945/1013.
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This study examines the attitudes and experiences of a selected group of U.S. military members regarding the service of women in combat. A survey was administered in October 2001 to enlisted personnel at the Defense Language Institute and to officers at the Naval Postgraduate School in Monterey, California. A total of 276 enlisted personnel and 550 officers participated in the survey, with response rates of 69 percent and 55 percent, respectively. Focus groups were also convened. Respondents represented all military services, but were concentrated in certain pay grades and occupational areas (especially for enlisted personnel). Generally, four out of five respondents felt that women should serve in some capacity in military combat. Further, one-third of all respondents believed that qualified women should be allowed to volunteer for combat units, while one-third said they were satisfied with the policy in effect at the time of the survey (allowing women in all units except infantry, armor, submarines, and special forces). Differences in attitudes and experiences were found between men and women, officers and enlisted personnel, and members of the different branches of service. It is recommended that further research explore the use of gender-neutral standards in assigning military personnel to combat units.
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Poisat, Paul. „A critical analysis of organisational strategies for employee engagement“. Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/466.
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Organisations are continuously searching for ways to increase their competitiveness as a means to survive in the global economy. More recently approaches have focused on the role that people perform in bringing about competitive advantage. Research indicates that engaged employees contribute vastly to the financial bottom-line of the organisation (see section 3.2.2). The research problem in this study was to identify strategies that organisations can use to engage their employees. To achieve this objective a theoretical employee engagement model was presented. The presentation of the theoretical model consisted of the following sub-processes: § Firstly, a literature survey was conducted to determine the underlying drivers/constructs of employee engagement. Abstract iii § The second comprised surveying the literature dealing specifically with approaches for measuring employee engagement. § Thirdly, the literature was surveyed to identify strategies and models used by organisations for engaging employees. The theoretical employee engagement model served as a basis for the compilation of the survey questionnaire that determined the extent to which human resource practitioners and line managers agree with the theoretical model developed in this study. The questionnaire was administered to a random sample of individuals employed in the automotive cluster in the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated that respondents strongly concurred with the theoretical employee engagement model presented in the study. These results were included in the theoretical model, which lead to the development of the integrated organisational employee engagement model. The model comprises of four interrelated categories that all contribute to enhancing employees’ engagement. These categories are organisational leadership, organisational culture, organisational strategies and the manager’s role. From the literature survey and the study it became clear that the role of the manager, had the most significant impact on employee engagement of all the categories. In addition, the integrated organisational employee engagement model can be used by organisations as an applied strategy for the measurement of employee engagement. The main findings from this research are that 60 per cent of organisations that participated in the empirical study had implemented strategies to engage their employees. However, the majority of organisations reporting not having an engagement strategy were among organisations that employed less than 700 employees (smaller organisations). The study also highlighted certain variables that required special attention, especially when implementing employee engagement within the South African context. South African companies as compared to their overseas counterparts, rated organisational engagement variables such as remuneration, benefits and gain sharing lower. A further variable that was identified by the study requiring special attention was, ‘senior management shows a sincere interest in employees’ well-being’. A final point emanating from the study is that the implementation of employee engagement, as a strategy to enhance organisational competitiveness, must be viewed as a continuous process. Organisations should prior, to the implementation of an employee engagement strategy, consider whether they are prepared to share engagement results, take corrective action commensurate with the results and deal with employee expectations that may be incurred. The strategies espoused by the integrated organisational employee engagement model developed in this study, can be used by organisations to increase organisational competitiveness by improving their employees’ level of engagement.
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Schiffli, Alisha J. „A Q-sort analysis of Indiana Public Relations Society of America members on the characteristics needed to be a leader in the public relations profession“. Virtual Press, 2007. http://liblink.bsu.edu/uhtbin/catkey/1365525.
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The study of leadership has been ongoing for many years. Although the characteristics of leaders seem to have remained somewhat similar over time, research has changed. Up until recently, researchers have based their research tools on a questionnaire developed by Stogdill in 1955. This study took a different approach, using Q-methodology. The objective of this study was to determine what characteristics top public relations professionals in Indiana believed were necessary to be a leader in the profession and whether education-level, experience-level, and gender played a role in their decisions.A total of 21 professionals volunteered to participate in the study. They were each asked to complete a demographic questionnaire and sort 60 leadership-based statements according to their level of agreement. The program, PQMethod was used to analyze the responses. Based on the outcomes, the respondents fell into one of two categories, Authoritarian Leaders or Democratic Leaders. After reviewing the questionnaires, it was noted that distinct demographic differences existed between the two categories. The analysis from PQMethod also revealed the most important characteristics the respondents felt are necessary to be a leader in the profession, as well as the least important characteristics.This study took a closer look at Indiana public relations professionals who held top positions within their organization. This study applied an attitudinal research approach to leadership-related concepts in the field. Although the results cannot be generalized to all leaders in the public relations industry, it does provide insight to the subject and a starting point for additional research.Department of Journalism
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Imbeau, Dominique. „Attitudes des m??decins de famille et des r??sidents en m??decine familiale ?? l'??gard des personnes pr??sentant un trouble de personnalit?? limite“. Thèse, Universit?? de Sherbrooke, 2014. http://savoirs.usherbrooke.ca/handle/11143/125.
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Cette th??se pr??sente, dans le premier article, les r??sultats de la validation pr??liminaire d???un outil permettant de d??crire et mesurer les attitudes des professionnels de la sant?? qui interviennent aupr??s de personnes pr??sentant un trouble de personnalit?? limite (TPL). Cet outil a ??t?? d??velopp?? au Qu??bec. Il s???agit de l?????chelle d???attitudes ?? l?????gard des personnes pr??sentant un TPL (??A-TPL; Bouchard, 2001). Le deuxi??me article s???est int??ress?? aux attitudes des m??decins de famille et des r??sidents en m??decine familiale. Les attitudes des m??decins ont ??t?? mesur??es ?? l???aide de l?????A-TPL (Bouchard, 2001) et compar??es ?? celles pr??sent??es par d???autres professionnels de la sant?? mentale.
En guise d???introduction ?? ces articles, la probl??matique des personnes pr??sentant un TPL est d???abord d??crite. Ensuite, les r??sultats de recherche portant sur les attitudes g??n??ralement entretenues par les intervenants qui travaillent aupr??s de cette client??le et l???impact de ces attitudes sur la qualit?? des soins prodigu??s aux personnes ayant un TPL sont pr??sent??s. ??galement, les difficult??s rencontr??es par les m??decins de famille dans la prise en charge de cette client??le sont soulign??es.
Les deux articles sont ensuite pr??sent??s. Les r??sultats de la premi??re ??tude d??montrent que l?????A-TPL constitue un outil valide et int??ressant pour mesurer les attitudes des professionnels de la sant?? envers les personnes pr??sentant un TPL. Les r??sultats de la seconde ??tude indiquent que les m??decins de famille pr??sentent en moyenne le m??me niveau d???endossement d???attitudes ?? l???endroit des personnes pr??sentant un TPL que les autres professionnels de la sant?? mentale.
La discussion permettra d?????laborer sur l???impact des attitudes n??gatives envers les personnes pr??sentant un TPL sur le d??veloppement de l???alliance th??rapeutique, la contribution positive d???une bonne alliance th??rapeutique sur les r??sultats des soins, et l???accent mis sur l???enseignement des habilet??s communicationnelles chez les m??decins afin de cr??er une meilleure relation avec leurs patients. L???importance d???offrir une formation plus ??toff??e et sp??cifique portant sur les troubles de la personnalit?? est ensuite soulign??e, ceci afin de permettre d???am??liorer la compr??hension de ce trouble, influencer positivement les attitudes des intervenants, permettre le d??veloppement d???une meilleure alliance de travail avec cette client??le et, ultimement, d???am??liorer la qualit?? des soins qui leur sont prodigu??s. En conclusion, l???auteure insiste sur l???importance de mieux outiller les m??decins de famille qui constituent le plus souvent la principale porte d???entr??e vers les services de sant?? pour cette client??le qui consulte fr??quemment pour de multiples probl??mes de sant?? physique.
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Hall, Bruce A. „An assessment of human resource professionals' world view thinking and perceived personal wellness as an indicator of professional support for wellness programs in the work place“. Virtual Press, 1997. http://liblink.bsu.edu/uhtbin/catkey/1048371.
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The primary purpose of this study was to design an instrument, the Professional Support Survey (PSS), to assess one's extent of world view thinking relating to wellness programming. The secondary purpose was to use the Perceived Wellness Survey (PWS) and the PSS to determine if a relationship exists between HR professionals' personal wellness and their support for wellness programs in the work place. Face and content validity was established for the PSS, test-retest analysis confirmed significant reliability («T, = 0.9239 and «T2 = 0.9464), and a significance test found - = 0.846 and adjusted - = 0.8662. The study found that HR professionals' levels of personal wellness are reflected in their decisions to support wellness programs. Further, the more exposure HR professionals have to wellness management issues (i.e., the company having a formal program, the number of activities, and budget allocations for programming), the more likely they are to support wellness programs from a programmatic standpoint.Fisher Institute for Wellness
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Brogdon, Sherri Gorham. „Relationships between perceptions of personal ownership of laptop computers and attitudes toward school“. Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9792/.
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The feeling of ownership is a topic of research that has not been addressed as a component in the integration of technology in the K-12 classroom. The effectiveness of this abstract concept in relationship to digital computing is important in the evaluation of one-to-one initiatives in education. This paper reports findings of a research study conducted using a new ownership survey instrument I developed, the Laptop Usage Inventory (LUI). Also administered during the study was the Student Attitude Survey given in a pretest/posttest design. The instruments were administered to seventh and eighth grade students in a north Texas middle school in the 2007-2008 school year. The methodology used to evaluate the Laptop Usage Inventory consisted of Cronbach's alpha and various scaling methods. LUI scale scores were correlated with the results of the Student Attitude Survey to compare students' attitudes toward school before and after using a laptop computer for the school year. Implications for laptop initiatives and for the classroom are discussed and a future research agenda is presented.