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Dissertations / Theses on the topic 'Behaviours at work'
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1
Analoui, F. "An investigation into unconventional behaviours within the work place." Thesis, Cranfield University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379487.
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Chan, Kwok-hung. "Sexual risk behaviours of travellers in Hong Kong work population." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31970898.
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Chan, Kwok-hung, and 陳國雄. "Sexual risk behaviours of travellers in Hong Kong work population." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31970898.
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Atewologun, Adedoyin. "An examination of senior Black, Asian and Minority Ethnic women and men's identity work following episodes of identity salience at work." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/7228.
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This study addresses methodological critiques of ethnicity research in organisations by combining intersectionality and identity work frameworks. Additionally, it extends intersectionality beyond its traditional focus on multiple disadvantage and demonstrates contextual sensitivity to ethnicity. Taking an individual constructivist stance, I examined ethnicity and its intersection with gender and seniority through an identity work lens. The research question was: How do senior black, Asian and minority ethnic women and men make meaning of episodes that raise the salience of their intersecting identities at work? The study investigated how 24 senior black, Asian and minority ethnic (BME) women and men constructed an understanding of their multiple-identified selves in response to affirming, contradictory or ambiguous identity-heightening work experiences. Respondents kept journals about episodes that raised the salience of their intersecting identities. Then, in interviews, they described the sense they made of the episodes and their responses to them. Following a template-based analysis of 101 accounts, a typology emerged of Accommodating, Refuting, Reconciling, Affirming and Exploratory identity work modes, describing senior BME individuals’ identity construction in response to identity-heightening episodes. I introduce ‘intersectional identity work’ to illustrate how individual (e.g. cognitive effort to reconcile a paradox), relational (e.g. a sense of responsibility and affinity for subordinate minority colleagues) and contextual (e.g. visibility resulting from demographic distribution in one’s immediate environment) factors influence intersecting senior, ethnic and gender constructions at work. Integrating intersectional and identity work perspectives to examine ethnicity demonstrates the dynamic interplay of multiple identity dimensions during meaning-making, the range of modes adopted and the intensity of effort expended by senior BME women and men during personal meaning-making. This approach makes a methodological contribution to ethnicity and intersectionality research. It also makes an empirical contribution to UK ethnicity and identity work research through the suggestive model of identity work modes and rich insight into senior BME individuals’ experiences at the juxtaposition of disadvantage and privilege.
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Bindl, Uta Konstanze. "Making things happen : the role of affect for proactive behaviours at work." Thesis, University of Sheffield, 2010. http://etheses.whiterose.ac.uk/12866/.
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In this thesis, I investigate how affective experience influences proactivity at work. Proactivity is a special type of goal-directed behaviour in which individuals actively take charge of situations to bring about change in a future-focused way for themselves or their organisation. Firstly, I draw on self-regulation research to conceptualise and empirically validate a model of proactive goal regulation that comprises employees' efforts in setting a proactive goal (envisioning), preparing to implement their proactive goal (planning), implementing their proactive goal (enacting) and engaging in learning processes concerning the outcomes of their proactive goal (reflecting). Secondly, I draw on affect research to argue that different types of work-related moods and emotions have an impact on the elements of proactive goal regulation in important ways. I investigate the relationship between affective experience and proactive goal regulation in three empirical studies: In Study 1, I use a cross-sectional survey design to investigate the role of moods for work-related proactive goal regulation in a study of call centre employees (N=227). In Study 2, I replicate and extend findings from Study 1 in the context of career-relatedp roactive goal regulation. Specifically, I draw on longitudinal surveys of undergraduatem edical students( N=250) over four time pointsa crosst he academicy ear in order to test how moodsa ndc areer-relatedp roactive goal regulation are related over time. In Study 3, I employ a qualitative interview approach in a sample of call centre employees (N=39) to explore the role of emotions in employees' accounts of past proactive goal regulation. The findings of this thesis provide initial empirical support for the model of proactive goal regulation. Results also indicate that work-related moods and emotions are significant predictors of proactive goal regulation and that the role of affective experience for proactivity at work is more nuanced than previously assumed.
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Oke, Adekunle. "Understanding waste recycling behaviour in the UK : home-work consistency." Thesis, Robert Gordon University, 2018. http://hdl.handle.net/10059/3122.
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Despite the increasing attention being paid to waste recycling, there is a dearth of both empirical evidence on recycling at work and examination of any spillover effects of recycling behaviour from home to work. Situated at the confluence of three social science debates (the study of recycling set within the waste management literature; the examination of spillover in the social psychology literature, and the work on pro-environmental behaviour at work in the organisational behaviour literature), this research seeks to understand recycling at work and the relationship between recycling behaviour at home and recycling at work using a sequential mixed methods approach. Due to the complexity of human behaviours including the heterogeneity of the factors underpinning recycling, this research adopts a sequential mixed methods approach with its pragmatic philosophical assumptions to examine recycling at work. Initially, semi-structured interviews with 15 key informants from different organisations including environmental/waste organisations in the UK were conducted. The findings from the interviews were used along with the evidence from the literature to develop the conceptual model and the research hypotheses. The quantitative data were collected, using a web-based questionnaire survey, from 367 respondents representing 43 different organisations across the UK. The collected quantitative data were analysed using SPSS for windows and IBM AMOS for path and causal analyses. Based on the findings, this research demonstrates that contextual factors such as organisational support are better determinants of recycling at work than personality/psychological factors such as attitudes that have dominated empirical and theoretical studies on pro-environmental behaviours for decades. Also, the findings of this research suggest that the concept of spillover of recycling from home to work is complex and inconsistent. Whilst there is a tendency for spillover of recycling behaviour, there is a significant difference between recycling at home and at work with regards to the volume of materials, the range of materials, and frequency of recycling. Nonetheless, the PROCESS macro allows the identification of various conditions that are likely to facilitate spillover of recycling from home to work. As a result, factors that are likely to determine recycling at work including the possible spillover of recycling from home to work are classified into personal/psychological and situational factors. These findings contribute to the existing bodies of knowledge on recycling behaviour, spillover effects, and organisational citizenship behaviour for the environment (OCBE). Also, the findings could assist businesses in finding proactive measures to increase recycling within their organisations. This would consequently reduce the total amount of resources being disposed of in the UK landfill sites.
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McBain, Laura-Lynne. "Women's and men's networks in the workplace : attitudes, behaviours and outcomes." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/32295.
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Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization.
Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes.
Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Cheung, Man-sze. "Grandmotherhood : a study of role behaviours, significance and mental health /." Click to view the E-thesis via HKUTO, 1987. http://sunzi.lib.hku.hk/hkuto/record/B42128274.
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Botes, Antonette, and Antonette Crouse. "The effect of rater-ratee personality similarity on ratings of task-oriented work behaviours." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71936.
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Thesis (MComm)--Stellenbosch University, 2012.As a means to measure job performance, performance appraisal plays a central role in effective individual and organisational management (Behn, 2003). Sound performance management and performance measurement are fundamental to a productive workplace and critical for a high-performing organisation (Jordan, 2002). Performance appraisal research has shifted its emphasis from psychometric issues to the examination of rater cognitive processes and the social and contextual variables which affect performance evaluation. Since raters are important factors in successful performance measurement, one line of research has investigated the effect of similarity, between rater and ratee, on subsequent performance ratings. These studies have mostly relied on similarity measures based on physical similarity characteristics, such as demographic variables. The inconclusive nature of these studies’ findings suggests that the complexity of interpersonal similarity and its effect on ratings has most likely been oversimplified. In the social-cognition literature, substantial evidence exists that rater-ratee acquaintance shifts the focus of similarity judgment to “deeper”, sometimes unobservable, characteristics, like values, motives and attitudes. This research study investigates whether rater-ratee similarity in Big Five personality traits unduly influences task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006) were collected from university lecturers and their students (N = 152). Actual lecturer task performance assessment data (end-of-semester student feedback ratings) were gathered concurrently. Data were analysed through polynomial regression analysis and response surface methodology. Results indicated that ratee (i.e., lecturer) extraversion (r = .357), conscientiousness (r = .413) and openness (r = .178) had significant main effects on average performance ratings. Also, rater-ratee personality similarity in extraversion (p < .001), neuroticism (p < .01) and openness (p < .001) had a significant effect on performance ratings, with the effects of agreeableness and conscientiousness also approaching significance. The present study further extends earlier research by using task performance ratings as criterion measures — as opposed to earlier studies that used contextual performance ratings — and also used “upward” ratings of seniors, instead of peer- or ‘downward’ ratings of performance, as was done in earlier studies of personality similarity effects. The results suggest that (a) earlier conclusions that personality similarity does not affect performance ratings seem to be premature, (b) more research is needed to investigate why personality similarity affects ratings and last, (c) we do not yet understand the boundary conditions that affect this phenomenon.
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Payne, Nicola. "The determinants of health behaviours in employees : the impact of work stressors and other predictors." Thesis, University of Hertfordshire, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251551.
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Gwamanda, Nelson. "The development and empirical evaluation of a counterproductive work behaviour structural model in selected organisations in Zimbabwe." University of the Western Cape, 2020. http://hdl.handle.net/11394/8120.
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Philosophiae Doctor - PhDThe current study was motivated by the need to establish the factors that predispose leaders to engage in counterproductive work behaviours (CWBs) in organisations. Corporate scandals continue to rise unabated and their damage to organisations financially, is unendurable, hence the need to mitigate them so that organisations can thrive under the harsh economic conditions that have ravaged the global economies in recent history. Evidence from the literature shows that leadership plays a significant role in combating CWBs in organisations therefore making it an integral component under the current study
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Barnhill, Christopher R., and Natalie L. Smith. "Psychological Contract Fulfilment and Innovative Work Behaviours of Employees in Sport-Based Sbes: The Mediating Role of Organisational Citizenship." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/5585.
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The current study explored the role of psychological contract fulfilment on innovative work behaviours of employees in sport-based small business enterprises (SBEs). Building on literature from sport and non-sport organisational contexts, a model positing a direct linear relationship between psychological contract fulfilment and innovative work behaviours was proposed. Affective commitment and organisational citizenship behaviours were included in the model as partial mediators. The model was tested using a sample of 216 employees from affiliated minor league baseball franchises. Results supported a model where organisational citizenship fully mediated the relationship between psychological contract fulfilments and innovate work behaviours. Affective commitment was predicted by psychological contract fulfilment but was not significantly related to the other variables in the model.
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Didla, Shama. "Influence of leadership and safety climate on employee safety compliance and citizenship behaviours." Thesis, Available from the University of Aberdeen Library and Historic Collections Digital Resources, 2008. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?application=DIGITOOL-3&owner=resourcediscovery&custom_att_2=simple_viewer&pid=25498.
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Nilsson-Ström, Ingrid. "Att möta olika beteenden i klassrummet : To encounter different behaviours in the classroom." Thesis, Mälardalen University, Department of Social Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-323.
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Syftet med denna studie var att ta reda på vilken hjälp en lärare kan ge en elev som har beteendeproblem och uppträder på ett sådant sätt att denna stör undervisningen för sig själv och/eller andra, samt vilka metoder som finns för att hjälpa den samme och vad en lärare kan göra när problemen blir för svåra. I undersökningen deltog tre lärare, en specialpedagog och en socionom. Metoden för undersökningen var semistrukturerade intervjuer. Undersökningen visade att i klassrummet spelar bemötande och positiv förstärkning en viktig roll för att eleven ska bli sedd och därigenom uppträda på ett bättre sätt. Regler och ramar och ett strukturerat förhållningssätt är medel som ger elever med beteendeproblem bättre förutsättningar. Vidare är en god föräldrarelation ett starkt hjälpmedel för att hjälpa dessa elever. Metoder som ART och COPE tränar elever i självkontroll och bättre uppförande och kan ses som en del av förmedlingspedagogiken. Inkludering av elever med svåra beteendeproblem är en svår fråga och behöver vägas mot frågan om hur de övriga eleverna i denna situation mår. Det är viktigt att läraren söker hjälp när beteendeproblemen blir för svåra, och specialpedagogen är den närmaste instansen som bör kontaktas.
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Cheung, Man-sze, and 張敏思. "Grandmotherhood: a study of role behaviours, significance and mental health." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B42128274.
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Koike, Chiaki. "Peer evaluations in self-managing work teams : the role of specific emotions in extra-role behaviours." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Management, 2010, 2010. http://hdl.handle.net/10133/3124.
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This study examined emotional reactions that occurred when participants compared the fairness of own outcomes to that of peer outcomes. The mediating role of emotions (pride, guilt, envy, or anger) on the fairness perceptions and the intention to engage in organizational citizenship (OCB) or counterproductive work behaviour (CWB) was assessed. Two hundred and sixty nine undergraduate business students participated in the main study. Peer evaluation vignettes were used to simulate four fairness conditions. Hierarchical multiple regression was used to test the hypotheses. The results indicated that perceived fairness to self interacted with perceived fairness to others, which led to emotional reactions, including pride, guilt, envy, and anger. Perceived fairness also directly influenced behaviour. However, only the negative emotions of anger and envy acted as mediators. As such, anger decreased OCB intention and increased CWB intention. Envy decreased the intention to engage in OCB. Implications of the results were discussed.x, 128 leaves ; 29 cm
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Johanns, Renée C. "Exchange relationships at work, impact of violation, trust and commitment on employee behaviours and employer obligations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24477.pdf.
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Freeman, Toby, and toby freeman@flinders edu au. "The Role of Health Professionals in the Prevention of Smoking- and Alcohol-Related Harms: Application of the Theory of Planned Behaviour to Work Behaviours." Flinders University. School of Psychology, 2007. http://catalogue.flinders.edu.au./local/adt/public/adt-SFU20070703.133715.
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Professional practice change and the transfer of research into practice are critical issues for the public health field. The program of research presented here investigated the potential for practice change in dental hygienists and Emergency Department nurses provision of brief interventions targeting smoking (of tobacco) and alcohol consumption respectively. Smoking and risky alcohol consumption are two high prevalence public health issues that have a substantial impact on the burden of death and illness in Australia.
Research on dental hygienists and nurses uptake of these interventions is limited and has largely focused on descriptions of perceived barriers. Little research has been conducted on the attitudes and motivations of health professionals to engage in these interventions. The present research was designed to address that gap. Specifically, two behaviours by dental hygienists and Emergency Department nurses were investigated: identification of patients at risk and provision of assistance to such patients.
The program of research applied the Theory of Planned Behaviour to these behaviours in order to:
1) examine the role of dental hygienists and Emergency Department nurses in the provision of brief interventions for smoking and alcohol consumption respectively,
2) assess the ability of the Theory of Planned Behaviour to understand and predict health professionals identifying and assisting behaviour,
3) assess the ability of the theory to account for the influence of organisational factors on workers behaviour, and
4) design and evaluate a Theory of Planned Behaviour-based professional practice change intervention.
This is the first research to apply the Theory of Planned Behaviour to these behaviours, to examine the potential of the theory to account for the influence of organisational factors on workers behaviour, and to trial an intervention targeting behaviour in an organisational setting.
The four studies undertaken provided a comprehensive application of the Theory of Planned Behaviour.
In the first study, a meta-analysis of published research examined the ability of the Theory of Planned Behaviour to predict behaviours in an organisational setting. This was the first meta-analysis of studies applying the Theory of Planned Behaviour applications to organisational settings. The findings were comparable to results of a meta-analysis of studies applying the theory to social and health behaviours, supporting the application of the theory to the organisational setting, and also highlighted the potential importance of perceived behavioural control for work behaviours. Studies 2 to 4 were designed to follow Ajzen and Fishbeins (1975) 3-step methodology for applying the theory.
In Study 2, the behavioural, normative, and control beliefs held by dental hygienists and Emergency Department nurses, and potentially relevant organisational factors, such as workload and available support, were identified through in-depth qualitative interviews.
Study 3 measured the ability of the Theory of Planned Behaviour to predict dental hygienists and Emergency Department nurses frequency of identifying and assisting. The theory was most successful in predicting dental hygienists frequency of assisting patients who smoke. The self-efficacy dimension of perceived behavioural control was the strongest predictor of this behaviour. The findings for Emergency Department nurses indicated that subjective norms were an important predictor of intentions to identify and assist patients. The Theory of Planned Behaviour accounted for the influence of organisational factors on behaviour for both dental hygienists and nurses.
Study 4 involved a randomised controlled trial which evaluated a professional intervention targeting dental hygienists assistance of patients who smoke. Trends indicated potential benefits of the intervention, but overall no significant changes in dental hygienists role adequacy, role legitimacy, and targeted control beliefs emerged. This outcome was attributed to ceiling effects and the influence of a media campaign that coincided with the intervention.
The research presented here provides partial support for the application of the Theory of Planned Behaviour to professional practice change efforts. Specifically, the ability of the theory to explain the impact of organisational factors and identify variables most predictive of behaviour may provide valuable insight for prioritising future professional practice change efforts.
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Kohl, Diane. "Examining the relationship between health behaviours and mental health in a Luxembourg sheltered work environment : a quantitative study." Thesis, London Metropolitan University, 2018. http://repository.londonmet.ac.uk/1389/.
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Background: People suffering from severe mental illness (SMI) engage in fewer health behaviours and, in return, suffer a reduced lifespan by up to 25 years. Past literature on health behaviours and SMI is complex, fragmented and inconclusive, and has chiefly focused on single health behaviours in relation to specific mental illnesses. For example, nicotine and caffeine consumption have been found to interfere with anti-psychotics by reducing their effectiveness. Exercise, however, has been found to lessen the negative symptoms of schizophrenia and lower scores in depression. This research project seeks to explore the potential link between multiple health behaviours (being active daily, eating healthy, not smoking, drinking alcohol in moderation, and being in a healthy weight range) and different mental health diagnoses. Method: A clinical sample of 84 (56 males; 28 females) was drawn from a Luxembourg sheltered work environment. Participants completed a questionnaire developed from the eating habits measure, the health behaviours measure, the Eppendorf schizophrenia inventory, the psychological symptoms index and the mental health inventory. In order to triangulate the participants’ symptoms, with their consent, a third-party also assessed their symptoms. Results: Regression analyses indicated that only exercise predicted self-reported symptoms. In addition, there was also an interaction between exercising and healthy eating: exercising was associated with a decrease in symptoms, whereas exercising while eating healthy was associated with an increase in symptoms. Health behaviours did not affect diverse diagnoses differently. Moderation analyses showed that symptom awareness did not moderate the relationship between exercising and symptoms. However, healthy eating moderated the relationship between exercise and symptoms; at a high level of healthy eating, participants reported worse symptoms. Conclusions: Results point towards a possible impact of self-criticism upon the relationship between health behaviours and SMI. Implications for theory and practice are discussed, and recommendations for future research will be proposed.
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Herholdt, Karin. "Determinants of work engagement and organisational citizenship behaviour amongst nurses." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96987.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: South Africa has a population of just over 50 million people. However, there are only approximately 260 698 nurses according to the register of the South African Nursing Council. The nursing shortage is not only limited to South Africa, but is a global phenomenon, and this shortage is getting worse every day. Various factors can be blamed for the increasing nursing shortage. Every day nurses face demanding working hours, stressful work environments and a large shortage of resources. Nurses from private hospitals regard themselves as "overworked money-making machines". Nevertheless, the health care needed by the population of South Africa is rapidly increasing. The high prevalence of HIV/AIDS is also a challenging contributor, worsening the nursing shortage crisis. The current dysfunctional nursing situation in the healthcare facilities of South Africa reflects a negative image of the nursing profession. Consequently, the number of individuals considering nursing as a profession is decreasing. The nursing shortage is not only a threat to the wellbeing of nurses, but to the lives of millions of South Africans who need health care. A common phenomenon amongst nurses is burnout, which leads to decreased quality of care and high turnover rates and contributes to the nursing shortage. Also, other nurses experience work engagement and display organisational citizenship behaviour in the same working environments than the nurses who experience burnout. Work engagement (WE) and organisational citizenship behaviour (OCB) are ideal outcomes. This study investigated distinguishing factors between nurses that allow them to experience WE and exhibit OCB. The Job Demands-Resources model played an integral role in the study. Therefore, the specific focus of the study was job and personal resources, as well as job demands, as factors contributing to WE and OCB amongst nurses. Servant leadership (SL) as job resource, psychological capital (PsyCap) as personal resource, and IT (Illegitimate tasks) as job demand were identified as possible factors that explain the variance in WE and OCB. A literature review was conducted in which prominent antecedents of WE and OCB were identified. A number of hypotheses were formulated and tested by means of an ex post facto correlation design. The unit of analysis was nurses from two of the largest private hospital groups in South Africa. The nurses were employed at one hospital in Gauteng and three hospitals in the Western Cape. Data was collected from 208 nurses located within the chosen hospitals. Data collection on all five variables, namely work engagement, organisational citizenship behaviour, servant leadership, psychological capital and IT, was conducted by means of self-administered questionnaires. The measurements included in the self-administered questionnaire were selected in terms of their validity and reliability. The following measurements were included; Utrecht Work Engagement Scale (UWES), Organisational Citizenship Checklist (OCB-C), Servant Leadership Questionnaire (SLQ), Psychological Capital Questionnaire (PCQ) and the Bern Illegitimate Task Scale (BITS). The data collected was analysed by means of item analyses and structural equation modelling. A PLS path analysis was conducted to determine the model fit. The most significant findings were that SL, as a job resource, and PsyCap, as a personal resource, were positively related to WE amongst nurses. The results also revealed that PsyCap was positively related to OCB. Lastly, it was found that IT, as a job demand, are negatively related to WE amongst nurses. These results support the assumptions of the JD-R model that specific job and personal resources lead to WE. The results provide guidelines regarding practical managerial implications and strategies to address the challenges experienced by nurses. The results, together with the managerial implications, made it possible to provide valuable insights and recommendations for industrial psychologists, as well as for further studies.
AFRIKAANSE OPSOMMING: Suid-Afrika het ‘n bevolking van net oor die 50 miljoen mense. Daar is egter volgens die register van die Suid-Afrikaanse Verpleegkunderaad net omtrent 260 698 verpleërs. Die tekort aan verpleërs is nie net tot Suid-Afrika beperk nie, maar is ‘n globale fenomeen, en die tekort word elke dag groter. Verskeie faktore kan vir die toenemende verpleërtekort blameer word. Verpleërs word elke dag gekonfronteer met veeleisende werksure, stresvolle werksomstandighede en ‘n groot tekort aan hulpbronne. Verpleërs by privaat hospitale beskou hulleself as “oorwerkte geldmaakmasjiene”. Nietemin neem die gesondheidsorg wat deur die Suid-Afrikaanse bevolking benodig word, vinnig toe. Die hoë voorkoms van MIV/VIGS is ook ‘n uitdagende bydraer wat die verpleërtekort vererger. Die huidige wanfunksionele verpleegtoestand in die gesondheidsorgfasiliteite van Suid-Afrika word weerspieël in die negatiewe beeld van die verpleegberoep. Gevolglik verminder die getal mense wat verpleging as ‘n beroep oorweeg. Die verpleërtekort bedreig nie net die welstand van verpleërs nie, maar ook die lewens van miljoene Suid-Afrikaners wat gesondheidsorg benodig. ‘n Algemene verskynsel onder verpleërs is uitbranding (burnout), wat lei tot ‘n afname in die kwaliteit van sorg en hoë omsetkoerse en bydra tot die verpleërtekort. Ander verpleërs ervaar egter werksbetrokkenheid (work engagement) en vertoon organisatoriese burgerskapsgedrag (organisational citizenship behaviour) in dieselfde omgewing waar verpleërs uitbranding ervaar. Werksbetrokkenheid en organisatoriese burgerskapsgedrag is ideale uitkomstes. Hierdie studie het onderskeidende faktore onder verpleërs ondersoek wat hulle toelaat om werksbetrokkenheid te ervaar en organisatoriese burgerskapsgedrag te vertoon. Die model van werkseise en hulpbronne (Job Demands-Resources (JD-R) model) het ‘n integrale rol in die studie gespeel. Die spesifieke fokus van die studie was dus op werks- en persoonlike hulpbronne, sowel as werkseise, as faktore wat bydra tot werksbetrokkenheid en organisatoriese burgerskapsgedrag onder verpleërs. Dienaarleierskap en sielkundige kapitaal as werkshulpbronne, en illegitieme take as werkseis, is geïdentifiseer as moontlike faktore wat die verskil in betrokkenheid en organisatoriese burgerskapsgedrag verklaar. ‘n Literatuuroorsig is onderneem waarin belangrike antesedente van betrokkenheid en organisatoriese burgerskapsgedrag geïdentifiseer is. ‘n Aantal hipoteses is geformuleer en deur middel van ‘n ex post facto korrelasie-ontwerp getoets. Die eenheid van analise was verpleërs werksaam by twee van die grootste privaathospitaalgroepe in Suid-Afrika. Die verpleërs was werksaam by een hospitaal in Gauteng en drie hospitale in die Wes-Kaap. Data is by 208 verpleërs in die gekose hospitale versamel. Dataversameling oor al vyf veranderlikes, naamlik werksbetrokkenheid, organisatoriese burgerskapsgedrag, dienaarleierskap, sielkundige kapitaal en illegitieme take, is deur middel van selftoepasvraelyste versamel. Die volgende metings is ingesluit: Utrecht Work Engagement Scale (UWES), Organisational Citizenship Checklist (OCB-C), Servant Leadership Questionnaire (SLQ), Psychological Capital Questionnaire (PCQ) en die Bern Illegitimate Task Scale (BITS). Die versamelde data is deur middel van item-ontleding en struktuurvergelykingsontleding geanaliseer. ‘n Gedeeltelike kleinstekwadrate-baananalise (partial least squares path analysis) is onderneem om die passing van die model te bepaal. Die belangrikste bevindinge was dat dienaarleierskap, as ‘n werkshulpbron, en sielkundige kapitaal, as ‘n persoonlike hulpbron, positief verband hou met werksbetrokkenheid onder verpleërs. Die resultate toon ook dat sielkundige kapitaal positief verband hou met organisatoriese burgerskapsgedrag. Laastens is bevind dat illegitieme take, as ‘n werkseis, negatief verband hou met werksbetrokkenheid onder verpleërs. Hierdie resultate ondersteun die aannames van die model van werkseise en hulpbronne (J-DR) dat spesifieke werks- en persoonlike hulpbronne lei tot werksbetrokkenheid. Die resultate verskaf riglyne vir praktiese bestuursimplikasies en strategieë om die uitdagings wat deur verpleërs ervaar word, aan te spreek. Die resultate, tesame met die bestuursimplikasies, het dit moontlik gemaak om waardevolle insigte en aanbevelings vir bedryfsielkundiges, asook vir verdere studies, te maak.
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Musset, M. J. "The impact of video interaction guidance on primary school pupils' self esteem, attitudes, behaviours and skills in collaborative group work." Thesis, University of Dundee, 2014. http://hdl.handle.net/10588/c5e8c032-8933-450a-9d91-5451e77ed1b9.
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The promotion of thinking skills and collaborative learning fits well with the Curriculum for Excellence in Scotland. Thinking skills has a growing research base with positive outcomes predominating. Research shows strong relationships between assessment and learning, and between thinking and dialogue. This thesis aimed to uncover some of the “hidden harmony” in primary school children’s complex integration of thinking and communication. As a first step, a questionnaire survey sought teachers’ views regarding formative assessment and the teaching of thinking skills, within one Scottish education authority. About half of all authority schools responded. A very high proportion of respondents had received training in assessment for learning practices, and requested training in teaching thinking skills. The majority view was that thinking skills should be infused across the curriculum rather than taught separately. The importance of group work for delivery of thinking skills programmes was highlighted. A second study gathered empirical evidence over time of changes in pupil attitudes, peer interaction, thinking skills and problem solving behaviours in four primary classrooms where thinking skills and group activities were being delivered. Cognitive gains in verbal reasoning skills were sought as well as positive shifts in pupils’ perceptions of themselves as learners and problem solvers. Whilst girls showed some gains in verbal reasoning skills, there was no significant change for the overall sample. There was, on the other hand, a consistently and significant positive shift in pupils’ views of themselves as learners, irrespective of gender, age, school and class. The next project aimed to show how Video Interaction Guidance (VIG) could contribute to pupil peer assessment processes, as well as impact on pupils’ self-esteem and skills as problem solving learners. Fifteen whole classes in four primary schools across an education authority were involved, with experimental and control groups. All classes committed to regular collaborative group work activities over a school year. Nine experimental classes received three cycles of video of activities with edited positive feedback. Pre-test and post-test measures were taken of pupils’ self-esteem in relation to learning and problem solving. Measures were also taken of peer assessment of group working behaviours and through gathering experimental pupils’ and teachers’ views of the process. Analysis of a random sample of video clips was also carried out. The general level of self-esteem in relation to learning, of pupils across experimental and control classes remained high from start to finish. The self-esteem results decreased a little for both the experimental and control groups, however the control group scores decreased by statistically significantly more – so the video intervention was shown to favour the experimental group. Whilst there was no difference in self-esteem by gender, there was a significant difference by age. The intervention had more impact on increasing the self-esteem of younger children. Videoed pupils’ retrospective ratings of their group work showed a significant increase over the year. The majority pupil perception was that their group work had greatly improved over the year. Again, the youngest pupils showed the biggest increase. Group work and communication skills were well established and maintained in all classes. Pupil-pupil talk showed a range of talking techniques which reflected pupils’ thinking skills: asking questions; making comments; making suggestions; giving opinions; exchanging, exploring and building upon ideas; acknowledging and reaching agreement. With its emphasis on positive reinforcement, teacher training in the use of video in class can contribute to developing practice in promoting good group work and thinking skills. Further implications for practice and future research are discussed.
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Amri, Amina. "Reconnaissance au travail et comportements discrétionnaires : comportement d'entraide et comportement d'innovation auprès du personnel infirmier tunisien." Thesis, Limoges, 2016. http://www.theses.fr/2016LIMO0047/document.
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La reconnaissance au travail qui se base sur des jugements de gratitude afin de rétribuer le travail réellement effectué par le salarié, influence positivement les comportements discrétionnaires qui ne sont pas explicitement récompensés par les systèmes formels de rémunération. Dans cette recherche, nous nous sommes intéressés à la relation entre la reconnaissance au travail et les comportements discrétionnaires à savoir le comportement d’entraide et le comportement d’innovation tout en sachant que cette relation n’a pas été étudiée dans la littérature. Le but de notre recherche est de savoir dans quelle mesure la reconnaissance au travail impacte-t-elle le comportement d’entraide et le comportement d’innovation. Pour répondre à cette question, nous avons formulé l’hypothèse fondamentale que la reconnaissance au travail a un effet positif sur les deux comportements discrétionnaires à savoir le comportement d’entraide et le comportement d’innovation.Nous avons testé cette hypothèse en menant une étude qualitative auprès de 20 infirmiers que nous avons complétée par une étude quantitative réalisée auprès d’un échantillon de 215 infirmiers Tunisiens. Les résultats de notre étude nous ont permis d’identifier les formes de reconnaissance les plus explicatives du comportement d’entraide et du comportement d’innovation.Les résultats de notre recherche ont montré que les infirmiers sont en quête permanente de reconnaissance et qu’ils cherchent à rendre leur travail plus visible pour pouvoir garantir des différentes formes de reconnaissance parmi lesquelles certaines se sont révélées les plus explicatives des deux comportements discrétionnaires : le comportement d’entraide et le comportement d’innovation. Notre recherche présente un caractère novateur et apporte une contribution autour de l’étude de la reconnaissance au travail comme étant un facteur qui favorise l’adoption du comportement d’entraide et du comportement d’innovationRecognition at work is based on gratitude judgments in order to reward the good work performed by the employee and positively influences the discretionary behaviors that are not explicitly reward with formal compensation systems.This doctoral dissertation studies the relationship between recognition at work and discretionary behaviors, particularly the helping and innovative behavior.This research aims to find out by which means recognition at work affects helping behavior an innovative behavior. To do so, we suggested and exam this fundamental hypothesis that employee recognition at work has positive effect on both discretionary behaviors namely helping behavior and innovative behavior.We tested this hypothesis by conducting a qualitative study on a sample of 20 nurses that we have completed with a quantitative study conducted among a sample of 215 Tunisians nurses. The results of our study allowed us to identify the most explanatory forms of recognition of the helping behavior and innovation behavior.The results of our doctoral dissertation showed that nurses are constantly in search of recognition and they are looking to make their work more visible in order to ensure different forms of recognition, some of this forms have proved the most explanatory of both discretionary behaviors.Our research is innovative and contributes to study the employee recognition as a factor that promotes the adoption of helping behavior and innovative behavior
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Nevill, N. P. "Communication across the divide : an investigation into the beliefs and behaviours of IS academics with respect to the dissemination of their work." Thesis, University of Salford, 2000. http://usir.salford.ac.uk/14817/.
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The IS field prides itself on its closeness to practice and, in recent years, has found itself under growing pressures from government and business for the improved utilisation of research results. This thesis is concerned with the beliefs and behaviours of IS researchers in UK universities with respect to the dissemination of their results. An underlying assumption of the thesis is the potential interest and relevance of IS research results to those working in organisations, based on the author's experience as an IS practitioner. The work is the first phase of a longer research programme which aims to encourage the empowerment of those engaged in IS activity through improved awareness of, and access to, such results. Both the choice of research issue and the research approach itself were informed by the IS literature, in particular Stakeholder Theory, Multiview 2 and the variety of literature based on the Multiple Perspectives approach to problem solving. A critical stance is taken throughout the work, with an holistic consideration of dissemination within the IS research. The critical perspective is promoted in the thesis through the surfacing of assumptions about the activity of IS research and the influence of its stakeholders. Insights into the area of dissemination are presented from in-depth interviews with IS leaders in UK universities, supported by the findings from a broader survey of the IS academic community. The analysis and discussion of findings explore issues from Resource- Dependence and Ethical Theory within IS research, as well as the role of the researcher and dissemination routes to IS practice. The thesis provides an evaluation of the author's learning during the research project, and the contribution of the work to IS theory and practice.
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Detlor, Brian. "Facilitating organizational knowledge work through Web information systems, an investigation of the information ecology and information behaviours of users in a telecommunications company." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ53737.pdf.
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Widmann, Andreas [Verfasser], and Regina H. [Akademischer Betreuer] Mulder. "Team learning toward enhancing innovative work behaviour in vocational educator teams - The relationship between team learning conditions, team learning behaviours and team learning products over time / Andreas Widmann ; Betreuer: Regina H. Mulder." Regensburg : Universitätsbibliothek Regensburg, 2019. http://d-nb.info/1201160685/34.
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McDonnell, Andrew A. "The development and evaluation of a three day training course in the management of aggresive behaviours for staff who work with people with learning disabilities." Thesis, University of Birmingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421731.
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Dabhilkar, Mandar. "Acting creatively for enhanced performance : Challenges for Swedish manufacturers in an age of outsourcing." Doctoral thesis, Stockholm : Department of Industrial Economics and Management, Royal Institute of Technology, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4238.
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Kashefi, Armin. "Investigating the link between users' IT adaptation behaviours and individual-level IT use outcomes using the coping model of user adaptation : a case study of a work system computerisation project." Thesis, Brunel University, 2014. http://bura.brunel.ac.uk/handle/2438/9523.
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The benefits of new IT-induced organisational changes, such as new organisational information systems (IS), depend on the degree that system users adapt by proactively changing themselves, their work routines, and even the technology itself in order to reap its strategic capabilities and advantages. However, researchers are increasingly concerned that IS research has provided very little indication about how IS users’ IT adaptive strategies are formed and evolved over time and how such adaptive behaviours employed by IS users influence subsequent IT use and individual-level performance outcomes. This thesis investigates in-depth the evolution of IT adaptation behaviours towards disruptive IT events in the case study of a Medical Clinic attached to one of Iran’s elite Oil and Gas industry companies. The case study investigated the individual coping behaviours of the employees of this Medical Centre as a consequence of the introduction of a mandatory Work System Computerisation (WSC) initiative. Work System Computerisation project refers to both the replacement of manual work processes with computers as well as modernisation of the existing out-dated computerised work systems in the medical centre under investigation. According to the case study, each of the seven sub-units of the Medical Centre implemented a different WSC scheme and the consequences of the introduction of the scheme resulted in differing outcomes among the employees of those sub-units, such outcomes being related to a complex interplay of the individuals’ coping behaviours, appraisals and emotional responses and the environment. The term ‘Disruptive IT event’ in this study refers to any enhanced or completely new information technology in different units within the medical centre (i.e. Work System Computerisation schemes) that replaced and disrupted existing work processes/practices and had resulted in disruptive and unpredictable changes to users’ daily routines. The theoretical lens used in this study is the Coping Model of User Adaptation (CMUA) elaborated by Coping Theory, which also underpins the model. CMUA provides a useful theoretical basis for deeper understanding of users’ adaptive responses to a new work information system (IS) as well as direct analysis of the impact of such adaptive responses on system usage. The other theoretical concept used, which addresses issues not readily covered by the CMUA, was a typology of adaptive behaviours from Roth and Cohen (1986): avoidance vs. approach. This allows for further clarification of how different types of individual-level adaptation acts evolve over time and affect individual-level IT use outcomes. Furthermore, how these various adaptive acts enhance or hinder the extent to which the new IT is used can also be explained. The research questions guiding this thesis are as follows: (1) How do IS users’ adaptation tactics and strategies evolve over time when dealing with a disruptive IT event? (2) How do alterations in users’ coping strategies subsequently influence their IT use outcomes and overall performance? The study’s methodological approaches and underlying philosophical assumptions followed an interpretive research approach. A broadly interpretive approach was adopted in this study with the aim of understanding the complexity of human sense making and their IT adaptation behaviours as the situation emerges. The research was carried out in one state of Iran, Mashhad, and took place during the period of 2011-2012. The findings of this thesis have both theoretical and managerial implications. From a theoretical perspective, this study expands on the work of Beaudry and Pinsonneault (2005) who suggested that the process of user adaptation could be understood in light of coping theory. The results of this study and the additional identified perspectives and enhancements which are represented in the following ways could help to advance the field of user IT adaptation behaviours in IS research. This study contributes to the existing IT adaptation literature by providing rich insights into the phenomenon of user IT adaptation behaviours within the context of Iran. Adopting an interpretive approach through a longitudinal process-oriented perspective has provided a greater understanding of the patterns of user adaptation to IS, users’ psychological constructs, initial patterns of their coping strategies, the alterations in such coping efforts over time, and the consequences of these evolutions on IT use outcomes in different divisions within a healthcare environment. The appraisal of ‘challenge’ is an influential contributor to the users’ subsequent adaptation process that CMUA is mute about it. The findings indicate that since the challenge appraisal represents a ‘positive stress’, some levels of challenge are useful to mobilise IS users towards IT adoption and use. The correlated concerns identified in the research (i.e. a web of complex personal, social and technical concerns) play a vital role on users’ adaptation processes following the IT implementation and over time. This highlights the importance of feedback loop in the adaptation process (which represents users’ revaluation process), and how the direct and indirect impacts of such interventions affect users’ reassessments of the IT event and their subsequent efforts and outcomes. The concept of emotion that is missing from CMUA is influential especially where non-IT savvy users’ behaviours toward significant IT events may be influenced by extreme emotions. Outcomes of this study highlight the theoretical importance of preserving the distinction between approach-, and avoidance-oriented emotion-focused behaviours in exploring how emotion-focused behaviours may influence behavioural outcomes such as system usage. The consideration of parallel processes for users’ IS appraisal is another area of theoretical expansion. The findings also suggest implications for practice as well as directions for future research. Understanding how employees’ IS appraisals considerably affect coping efforts and ultimately their technology performance outcome is critical for successful IT implementations and use in work settings. The results could assist decision makers in assessing user adaptation concerns and the intensity of such apprehensions at each phase of the change process and hence address them more effectively.
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Naysmith, Scott. "A qualitative study of avian influenza A H5N1 at the human-animal interface : examining constructions of risk and associated behaviours of people who work with poultry in three live bird markets in Indonesia." Thesis, London School of Economics and Political Science (University of London), 2015. http://etheses.lse.ac.uk/3255/.
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This thesis draws on the notion of disease narratives to examine the manner in which people who work with poultry (PWP) in live bird markets (LBMs) construct risks associated with avian influenza A H5N1, as well as how these constructions of risk inform behaviours at the human-animal interface. Focusing on PWP in three live bird markets in Indonesia, this qualitative study employs a constructivist perspective to look at what informs PWP’s constructions of risk about avian influenza in relation to themselves, their animals, their livelihoods, and the political authorities within their communities, and offers insight into the extent to which these constructions of risk underpin their behaviours. Although not strictly designed as a comparative study, this research draws out similarities and differences across the three fieldsites. Findings suggest that PWP assess risk by drawing on experiential knowledge and observations. Respondents across the three sites suggest a theory of species-specific infection in relation to H5N1, which broadly posits that there are certain diseases that infect different types of poultry and certain diseases that infect humans. For most PWP, diseases in birds are not considered contagious, even between different species, and the possibility of zoonosis implausible. The majority of respondents conclude that humans are not susceptible to poultry diseases because their observations and experiences do not support such a conclusion. PWP do, however, indicate that other forms of risk, such as the risk that a disease outbreak or an intervention can threaten their livelihood are plausible and salient. Behaviours of PWP at the human-animal interface reflect their constructions of risk, in that they prioritize economic considerations over any concern for mitigating the risk of disease in poultry or in people. This thesis concludes by outlining policy implications and researchable hypotheses, and in highlighting the benefits as well as the challenges of integrating qualitative, social science research into the interdisciplinary, collaborative study of emerging infectious diseases.
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Hunt, Steven Thomas. "Generic work behaviors : the components of non job-specific performance." Connect to resource, 1994. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1144852871.
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Wingate, Jesse A. "ON WORKAHOLISM: DO PARENTAL WORK BEHAVIORS PREDICT THE WORK BEHAVIORS OF UNDERGRADUATES?" VCU Scholars Compass, 2016. http://scholarscompass.vcu.edu/etd/4610.
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This cross-sectional study examined the associations among perceived parental behavior and personality on work behaviors of undergraduate students from a large Southeastern university. Past research suggests that children who perceive their parents to be workaholics are more likely to exhibit workaholic behavior themselves (Chamberlin & Zhang, 2009). Moreover, personality factors including conscientiousness and neuroticism, have been categorized as antecedents of workaholic behavior in previous studies (Andreassen, Hetland, & Pallesen, 2010; Aziz & Tronzo, 2011; Burke, Matthiesen, & Pallesen, 2006). Students (N = 209) completed questionnaires assessing Big Five personality factors, dispositional optimism, and perceptions of parental work drive, parental work involvement, and parental work enjoyment. Hypotheses regarding parental work behaviors and their ability to predict undergraduate student work behavior were not supported. Conscientiousness and extraversion were significant predictors of work drive, involvement and enjoyment. Neuroticism was also significant in predicting work drive among students included in the sample. Findings and recommendations for future study are discussed.
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Sakurai, Kenji. "Coworker Incivility and Incivility Targets’ Work Effort and Counterproductive Work Behaviors: The Moderating Role of Supervisor Social Support." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1300292411.
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Byrne, Ros, and n/a. "Influencing the boss : correlates of upward influence strategies." University of Canberra. Administration, 1994. http://erl.canberra.edu.au./public/adt-AUC20050202.165638.
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The research reported in this thesis examines some aspects of upward influence behaviours at work, and in particular, the relationship between type of influence behaviours used and a number of potential correlates, including sex of agent, sex of target, sex-role identity, locus of control, job level, job type (secretarial worker or not) and educational level of agent.
To examine these relationships. 64 male and 173 female white-collar workers (at AS01 to AS06 levels, or equivalent) in three large organisations in Canberra (A.C.T.) were surveyed, with a questionnaire containing measures of influence behaviours, attitudes to influencing upwards at work, a measure of sex-role identity, and a measure of locus of control beliefs, as well as demographic information.
The data gathered from this survey was analysed using univariate, bivariate. and multivariate methods.
Results showed limited support for stereotypical differences between males and females in influence behaviours used, and no support for
hypotheses involving sex of target, sex-role identity, or secretarial workers.
Influence behaviours previously identified as having positive outcomes for the agent were found in this study to be significantly associated with job level and educational level; influence behaviours previously identified as having negative outcomes for the agent were significantly associated with the tendency to explain outcomes in terms of control by powerful others, and with a sex-role identity characterised by negative masculinity traits. These findings suggest the importance of both structural and personal factors in choice of upward influence strategies at work.
Suggestions for further research are provided.
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Mayton, Michael R., and John J. Wheeler. "The Use of Replacement Behaviors for Adults with Intellectual Disabilities and Behavior Disorders." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/272.
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Atamanik-Dunphy, Candace. "Base rates of counterproductive work behaviors." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/1331.
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This study provides a comprehensive assessment of base rates for counterproductive work behaviors (CWB) and examines their relationship with personality and demographic variables. The Randomized-Response Technique (RRT) was employed in order to reduce the effects of social desirability. Base rates were calculated for 66 behaviors for a student and nationwide sample. Results revealed 15 significant behaviors for the student sample and 7 for the nationwide sample. In addition, low neuroticism was found to relate to higher reporting of counterproductive behavior for both groups. Also, low conscientiousness was related to higher reports of CWB in the student sample. Finally, CWB was found to differ based on ethnicity for the student sample such that Caucasians reported higher rates of CWB than Hispanics.
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Chang, Edward C., Mine Muyan, and Jameson K. Hirsch. "Loneliness, Positive Life Events, and Psychological Maladjustment: When Good Things Happen, Even Lonely People Feel Better!" Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/664.
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The present study investigated loneliness and positive life events as predictors of psychological maladjustment (viz., depression, hopelessness, & suicidal behaviors) in a sample of 327 adults. Beyond the expected role of loneliness in psychological maladjustment, positive life events were found to further augment the prediction of depression, hopelessness, and suicidal behaviors. In addition, the presence of positive life events was found to buffer the positive association between loneliness and maladjustment. Specifically, the positive association between loneliness and psychological maladjustment was found to be weaker for those who experienced a high number of positive life events, as opposed to those who experienced a low number of positive life events. Some implications for helping adults perceive or appreciate the presence of positive events in their lives are discussed.
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true, Connie L. "The influence of work station architecture on work perceptions and work behavior." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3852.
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A field study was conducted to find whether open office architecture is related to employees' perceptions of their jobs and their work groups, and to their behavior in and around their work stations. Fifty-two employees in the administrative division of a large manufacturing operation volunteered to participate by answering a questionnaire and allowing their work stations to be analyzed for levels of visual access and visual exposure, the two independent variables. Access and exposure, at first theorized to be independent and interacting functions, were found to be too highly correlated in this open off ice setting to test as originally planned. The design was modified by combining the measures of access and exposure, thereby creating a new independent variable called visual information. Under the modified design, results supported a prediction that less visual information would correlate with more positive responses to survey items about employees' job characteristics, and a prediction that less visual information would correlate with higher rates of work station occupancy. But there was no support for a prediction that more visual information would correlate with more positive responses to survey items about employees' work groups, nor was there support for a prediction that more visual information would correlate with fewer numbers of personal items displayed at employees' work stations. Suggestions were made for more appropriate tests of the original design in order to determine whether visual access and visual exposure operate as independent and interacting dynamics.
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Sirois, Fuschia M., A. Wood, and Jameson K. Hirsch. "Gratitude and Health Behaviors: The Role of Future Orientation." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/610.
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Background: Gratitude is an orientation towards the positive in life that increasingly is shown to have relevance for physical health. Less is known about how gratitude relates to health behaviours. The self-regulation resource model (SRRM) posits that future-orientation is a resource that promotes selfregulation of health behaviours. Accordingly, we meta-analytically tested whether gratitude was associated with the practice of health-promoting behaviours, and if future-orientation explained the association.
Methods: Data from 14 samples (N = 4,111) from our labs were included in the meta-analysis as there was no published data. All samples completed measures of state or trait gratitude, and a measure of health behaviour frequency; six samples completed a measure of future orientation/self-continuity. Random effects metaanalysis was conducted on the correlations of gratitude with health behaviours, with subgroup analyses. Indirect effects through FO were tested and meta-analysed.
Findings: Across all 14 samples, gratitude was significantly associated with more frequent health behaviours, avg. r = .261, [.22, .31]. The effects did not vary significantly across sample type (student/community), or gratitude measure (state/trait). Mediation analyses revealed significant indirect effects of gratitude on health behaviours through future-orientation in the six samples tested (N = 2,828), with an average index of mediation of beta = .068 [.05, .08]. The direct effects remained significant.
Discussion: Findings are consistent with the SRRM and demonstrate that gratitude is associated with the practice of health-promoting behaviours, due in part to future-orientation. Further research is warranted to more fully investigate the potential of gratitude for promoting health behaviours.
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Gillette, Margaret. "Love is Work| Work-Based Platonic Love Theory." Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10935947.
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The purpose of this research was to understand how people working in California’s San Francisco Bay Area/Silicon Valley technology industry love one another platonically in the workplace, as well as what effects they perceive from this love. Through this constructivist grounded theory study, a theory was developed. This Work-based Platonic Love Theory involves workplace relationships that are heavily centered around work itself. These relationships can begin in admiration for one another, conflict with one another, or even dislike. They are transformed into loving relationships through shared experiences of work-related hardship, challenging or innovative work, and/or spending long work hours together. Participants describe the relationships as familial, often team-oriented, caring, and rooted in work. Effects of these work relationships include the perception of greater individual and team success, high performance, and shatterproof teams. Work-based Platonic Love Theory resulted from data produced by in-depth interviews with 17 participants who reported experiences with platonic love in San Francisco Bay Area/Silicon Valley technology firms. The study underscores the value of platonic love in the workplace to the work itself, to teams, and to individuals. It also suggests a heavily work-centric nature of loving relationships within the technology industry in the San Francisco Bay Area and Silicon Valley.
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Pearson, Hilary Mary. "Women's work behaviour : an exploration of sex role socialization, changing structures of opportunity, and women's work behaviour." Thesis, University of British Columbia, 1986. http://hdl.handle.net/2429/26587.
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Current theories of career development are moving toward a holistic, ecological framework (Rapoport & Rapoport, 1980; Super, 1980; Young, 1984a). Recently, attempts have been made to develop a comprehensive model of career behaviour that will articulate the dynamic relationship that exists between individuals and their environment (Astin, 1984; Farmer, 1985).
Astin (1984) suggests that changes in work behaviour (at both the individual and group level) are affected by the complex and co-determining relationship that exists between socialization processes and the environmental structure of opportunity. The present exploratory research is a beginning toward validating Astin's model and describing the impact of social change on women's work behaviour.
The study examined differences in the reported sex role socialization and current work behaviour of female clerical/secretarial workers at the University of British Columbia, volunteers were selected according to two specific age groups: women born prior to 1940 (45-55 year olds) and women born after 1950 (25-35 year olds). It was hypothesized that younger women would have experienced a more liberal/egalitarian socialization than mature women and that the two groups would be significantly different on three measures of work behaviour (namely Personality Orientation, Work values and Attitudes Toward Married Women's Employment). Univariate analyses of variance were calculated to test the null hypothesis in each case. Spearman Rank correlation coefficients were calculated to examine relationships between scores on the socialization and work behaviour measures paired with four demographic variables (education, total household income, marital status and parental status). Descriptive data gathered during the study provided information about participants' role priorities and role investment in six life areas - Employment, Education, Marriage/ Partnership, Children, Self and Other.
Results indicated that there was a statistically significant difference in the reported sex role socialization of the two groups at the .05 level of statistical significance. Younger women reported their socialization to have been significantly more liberal than that of mature women. No statistically significant differences were found to exist between the groups on the three measures of work behaviour. Descriptive data relating to women's role priorities and role investment showed a similar pattern of response in both groups. Qualitative data highlighted the dynamic tension that existed between participants' employment,familial and social roles.
The correlational design of the study made it impossible to attribute causality or make definitive statements about the nature of the interaction between socialization processes and structure of opportunity variables. It was suggested, however, that the findings lend indirect support to Astin's (1984) model. Results corroborate existing evidence about the dynamic quality of socialization processes. They also imply that expectations based on sex role socialization experiences are open to modification through interaction with the environment.
The study concluded with a discussion of the implications for future research and suggestions for the vocational counseling of women from a life style perspective.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Leach, Desmond John. "Work design and job knowledge." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287355.
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Sirois, Fuschia M., and Jameson K. Hirsch. "Self-Compassion and Adherence in Five Medical Samples: the Role of Stress." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5549.
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Emerging evidence indicates self-compassion can be beneficial for medical populations and for medical adherence; yet, research to date has not fully examined the reasons for this association. This study examined the association of dispositional self-compassion to adherence across five medical samples and tested the extent to which perceived stress accounted for this association. Five medical samples (total N = 709), including fibromyalgia, chronic fatigue syndrome, and cancer patients, recruited from various sources, completed online surveys. Self-compassion was positively associated with adherence in all five samples. A meta-analysis of the associations revealed a small average effect size (average r = .22, [0.15, 0.29]) of self-compassion and adherence and non-significant heterogeneity among the effects (Q (4) = 3.15, p = .532). A meta-analysis of the kappa2 values from the indirect effects of self-compassion on adherence revealed that, on average, 11% of the variance in medical adherence that was explained by self-compassion could be attributed to lower perceived stress. Overall, findings demonstrate that dispositional self-compassion is associated with better medical adherence among people with fibromyalgia, chronic fatigue syndrome, and cancer, due in part to lower stress. This research contributes to a growing evidence base indicating the value of self-compassion for health-related behaviours in a variety of medical populations.
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De, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.
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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
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Rabon, Jessica Kelliher, Fuschia M. Sirois, and Jameson K. Hirsch. "Self-Compassion and Suicidal Behavior in College Students: Serial Indirect Effects Via Depression and Wellness Behaviors." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2747.
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Objective: College students may be at heightened risk for suicide and suicidal behavior due to maladaptive cognitive-emotional factors and failure to practice basic health behaviors. However, self-compassion and wellness behaviors may protect against risk. The relation between self-compassion and suicidal behavior and the contributing roles of depressive symptoms and wellness behaviors was examined. Participants: Participants were 365 undergraduate students. Data were collected in April 2015. Methods: A cross-sectional, survey design was employed. Participants completed measures assessing self-compassion, depressive symptoms, wellness behaviors, and suicidal behavior. Serial mediation analyses were conducted covarying age, sex, and ethnicity. Results: Self-compassion was inversely related to suicidal behavior, and this relationship was serially mediated by depressive symptoms and wellness behaviors. Conclusions: Self-compassion may protect against suicidal behavior, in part, due to reduced depressive symptoms and heightened engagement in wellness behaviors. Individual and campus-wide strategies promoting self-compassion and wellness behaviors may reduce suicide risk on college campuses.
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Gallagher, Christopher. "Social Burden and Attributions of Hostility in Predicting Counterproductive Work Behavior." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1541096416412655.
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Strauss, Karoline. "Future work selves : how hoped for identities motivate proactive behaviour at work." Thesis, University of Sheffield, 2010. http://etheses.whiterose.ac.uk/15171/.
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In this thesis I focus on individuals' agentic attempts to shape their future through proactive behaviour. Anticipating and envisioning a possible future is a crucial part of the sequence of interrelated acts and phases that constitutes proactive behaviour. I draw on self-concept theory to investigate the role of visions of the self in the future in the motivation of proactive behaviour. Building on research on future selves (also termed "possible selves") I develop the concept of the "Future Work Self (FWS)", an imagined, hoped for, future identity that captures an individual's hopes and aspirations in relation to their work. I argue that FWS play an important role in the creation of discrepancies that underlie proactive behaviour, and facilitate the setting and pursuit of proactive goals. I take two different approaches to exploring the link between FWS and proactive behaviour in samples of postgraduate research students. I focus on students' self-ratings of their proactive behaviours in a cross-sectional and a longitudinal study, and I content-analyse the goals students were currently pursuing in order to bring about their FWS. The findings of this thesis provide initial support for the usefulness of the concept of the FWS in the motivation of proactive behaviour. In particular, the clarity of the FWS evolved as a significant predictor of proactive behaviours and goals. This emphasises the importance of processes of anticipation and mental simulation in the proactive behaviour process, and has practical implications for those aiming to enhance individuals' proactive attempts to shape their environment, and their future. This thesis integrates the concepts of identity and self-concept into the literature on proactive behaviour and suggests directions for future research on individuals' future-oriented identity work.
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Chang, Edward C., Elizabeth A. Yu, Emma R. Kahle, Yifeng Du, Olivia D. Chang, Zunaira Jilani, Tina Yu, and Jameson K. Hirsch. "The Relationship Between Domestic Partner Violence and Suicidal Behaviors in an Adult Community Sample: Examining Hope Agency and Pathways as Protective Factors." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/5551.
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We examined an additive and interactive model involving domestic partner violence (DPV) and hope in accounting for suicidal behaviors in a sample of 98 community adults. Results showed that DPV accounted for a significant amount of variance in suicidal behaviors. Hope further augmented the prediction model and accounted for suicidal behaviors beyond DPV. Finally, we found that DPV significantly interacted with both dimensions of hope to further account for additional variance in suicidal behaviors above and beyond the independent effects of DPV and hope. Implications for the role of hope in the relationship between DPV and suicidal behaviors are discussed.
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Rodopman, Ozgun Burcu. "Proactive personality, stress and voluntary work behaviors." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001857.
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Dyson, Sarah Marie. "Gaming, Workplace, Self-Esteem, Counterproductive Work Behaviors." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6994.
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Although there is ample information on the negative aspects of video game playing, we know less about the benefits and how the benefits transfer to the gamers’ workplace. Further understanding of these relationships may offer employees and employers more insight on how they can reduce counterproductive workplace behaviors (CWB) while also improving workplace morale and productivity. The purpose of this quantitative nonexperimental study is to examine the relationships between time spent engaging in gameplay, workplace self-esteem, and positive and negative workplace behaviors among gamers. Participants anonymously completed an online questionnaire utilizing the Behind the Screen Measure, Counterproductive Workplace Behavior Checklist, the Rosenberg Self-Esteem Scale, and the Work Extrinsic Intrinsic Motivation Scale. The crosssectional design consisted of 202 self-identified employed gamers over the age of 18 living in the United States. A series of linear regressions was used to test the hypotheses. According to the study results, frequency of gameplay and workplace self-esteem levels predicted CWB and intrinsic motivation, with low workplace self-esteem being a significant predictor of negative work-related behaviors. Employers, gamers, and friends and family also benefit from the knowledge that over two and a half hours of gaming could have negative effects on their self-esteem and work behaviors. This study facilitates positive social change by promoting a need for increased awareness to gamers and organizations which offer support and long-term positive social change among two different populations.
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Chang, Edward C., Jerin Lee, Kaitlin M. Wright, Alexandria S. M. Najarian, Tina Yu, Olivia D. Chang, and Jameson K. Hirsch. "Examining Sexual Assault Victimization and Loneliness as Risk Factors Associated With Nonlethal Self-Harm Behaviors in Female College Students: Is It Important to Control for Concomitant Suicidal Behaviors (and Vice Versa)?" Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/849.
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The present study examined sexual assault victimization and loneliness as predictors of self-harm behaviors in a sample of 224 female college students. Results from conducting regression analysis indicated that both sexual assault victimization and loneliness were unique and significant predictors of self-harm behaviors. This pattern remained even after controlling for concomitant suicidal behaviors. Interestingly, in a post hoc analysis predicting suicidal behaviors, it was found that loneliness, but not sexual assault victimization, was the only unique and significant predictor after controlling for self-harm behaviors. Some implications of the present findings for understanding self-harm behaviors in female college students and the importance of controlling for suicidal behaviors in studies of self-harm behaviors (and vice versa) are discussed.