Dissertations / Theses on the topic 'Computerisation in the workplace'
To see the other types of publications on this topic, follow the link: Computerisation in the workplace.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Computerisation in the workplace.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Foster, Rebecca M. "The computerisation of community pharmacy." Thesis, Aston University, 1992. http://publications.aston.ac.uk/12585/.
Full textAbstract:
Computers have, over the past 10 to 15 years, become an integral part of many activities carried out by British community pharmacists. This thesis employs quantitative and qualitative research methods to explore the use of computers and other forms of information technology (IT) in a number of these activities. Mail questionnaires were used to estimate the level of IT use among British community pharmacists in 1989 and 1990. Comparison of the results suggests that the percentage of community pharmacists using computers and other forms of IT is increasing, and that the range of applications to which pharmacy computers are put is expanding. The use of an electronic, on-line information service, PINS, by community pharmacists was investigated using mail questionnaires. The majority of community pharmacists who subscribed to the service, and who responded to the questionnaire, claimed to use PINS less than they had expected to. In addition, most did not find it user-friendly. A computer program to aid pharmacists when responding to their patients' symptoms was investigated using interviews and direct observation. The aid was not found to help pharmacists in responding to patients' symptoms because of impracticalities involved in its operation. Use of the same computer program by members of the public without the involvement of a pharmacist was also studied. In this setting, the program was favourably accepted by the majority of those who used it. Provision of computer generated information leaflets from pharmacies was investigated using mail questionnaires and interviews. The leaflets were found to be popular with the majority of recipients interviewed. Since starting to give out the leaflets, 27 out of 55 pharmacists who responded to the questionnaire had experienced an increase in the numbers of prescriptions they dispensed. 46 had experienced an increase in the number of patient enquiries they received.
2
徐順通 and Sung-thong Andrew Chee. "Computerisation in Hong Kong professional engineering firms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263124.
Full text
3
Libetta, Leslie P. "Tacit knowledge and the computerisation of skill." Thesis, University of Bath, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328535.
Full text
4
Chee, Sung-thong Andrew. "Computerisation in Hong Kong professional engineering firms /." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316659.
Full text
5
Kamarudzaman, Md Isa. "A synthesis for industrial design computerisation for Malaysia." Thesis, Manchester Metropolitan University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240853.
Full textAbstract:
Malaysia is embarking on a policy to transform the nation into a fully industrialised country by the year 2020 and this has implications for the industrial design profession and design education. Early studies and observations in this research identified that the body of knowledge is very rudimentary and teaching of computerisation is still detached from the teaching of industrial design. There is a need to consolidate the benefits that the computer can offer for designing into a structured curriculum to prepare the next generation of designers to meet the challenges of the future. Three phases of data collection were adopted in this research. The first phase involved a survey to establish the present perception of computerisation both in design consultancies and universities in the UK and Malaysia. The survey data were cleaned up and analysed resulting in an indication of. the extent of the general usage of computers in industrial design which at present is still very low-key. Many are restricting their use to 2D graphics features of the computer software. Only a small number of design consultancies and educational establishments exploit the computer's 3D modelling power for designing. This survey work was followed by case studies with selected respondents that formed the second phase of the research. These case studies were carried out with industrial design lecturers at four academic institutions, design consultancies, and industrial design professionals. The four educational case studies reflected the presence of four different levels of approach to the teaching of computerisation in industrial design. The case studies with design consultancies in the UK showed how they were being pressured by their clients' desire to reduce product realisation timescales thereby forcing them to adopt computerisation in their design practices. Whereas the case studies with industrial design professionals in Malaysia showed that, although still at an early phase, they all have a very positive view about the value of computing in industrial design. The final phase concerned a CAD experiment with industrial design students. This was designed with internal and external validity of the experiment as important considerations. The aim was to establish if there was any observed advantage in using the computer for designing. Data obtained were statistically analysed using the SPSS PC+ statistical package. Results were produced which revealed strong indicators that students involved with the experiment, and as a consequence designed using computers, showed a positive change in their opinion about computing after the experiment. The observed advantages of computer-aided industrial design (CAID) achieved by industrial design students during this research were studied, as was the outcome of the analysis of teaching practices in several universities and academic institutions both in the UK and Malaysia. The resulting evidence became the basis for formulating a proposed structured curriculum model for the teaching of computation in industrial design. A synthesis of computational solutions based on these studies, along with a combination of empirical factors, has enabled an innovative model to be proposed for the teaching of computing skills within industrial design education in- Malaysia.
6
Di, Ponio Steven M. "A study of the computerisation of primary health care." Thesis, Aston University, 1991. http://publications.aston.ac.uk/12563/.
Full text
7
Retel, Krzysztof. "Gradual computerisation and verification of mathematics : MathLang's path into Mizar." Thesis, Heriot-Watt University, 2009. http://hdl.handle.net/10399/2203.
Full textAbstract:
There are many proof checking tools that allow capturing mathematical knowledge into formal representation. Those proof systems allow further automatic verifica- tion of the logical correctness of the captured knowledge. However, the process of encoding common mathematical documents in a chosen proof system is still labour- intensive and requires comprehensive knowledge of such system. This makes the use of proof checking tools inaccessible for ordinary mathematicians. This thesis provides a solution for the computerisation of mathematical documents via a num- ber of gradual steps using the MathLang framework. We express the full process of formalisation into the Mizar proof checker. The first levels of such gradual computerisation path have been developing well before the course of this PhD started. The whole project, called MathLang, dates back to 2000 when F. Kamareddine and J.B. Wells started expressing their ideas of novel approach for computerising mathematical texts. They mainly aimed at developing a mathematical framework which is flexible enough to connect existing, in many cases different, approaches of computerisation mathematics, which allows various degrees of formalisation (e.g., partial, full formalisation of chosen parts, or full formalisation of the entire doc- ument), which is compatible with different mathematical foundations (e.g., type theory, set theory, category theory, etc.) and proof systems (e.g., Mizar, Isar, Coq, HOL, Vampire). The first two steps in the gradual formalisation were developed by F. Kamareddine, J.B. Wells and M. Maarek with a small contribution of R. Lamar to the second step. In this thesis we develop the third level of the gradual path, which aims at capturing the rhetorical structure of mathematical documents. We have also integrated further steps of the gradual formalisation, whose final goal is the Mizar system. We present in this thesis a full path of computerisation and formalisation of math- ematical documents into the Mizar proof checker using the MathLang framework. The development of this method was driven by the experience of computerising a number of mathematical documents (covering different authoring styles).
8
Gatty, Narayana A. "Information Technology for Governance Reforms : Land Records Computerisation in an Indian State." Thesis, University of Sussex, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517028.
Full text
9
Kluzer, Stefano. "The political economy of information technology in Sub-Saharan Africa : the diffusion of computers in Mozambique." Thesis, London School of Economics and Political Science (University of London), 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318361.
Full text
10
Henderson, Joan Veronica. "The effect of computerisation on the quality of care in Australian general practice." University of Sydney, 2008. http://hdl.handle.net/2123/2649.
Full textAbstract:
Doctor of Philosophy (PhD)This thesis describes a study of the utilisation of computers by individual general practitioners (GPs) in Australia, and compares the practice behaviour of GPs who use a computer as a clinical tool, either by prescribing, ordering tests, or storing patient data in an electronic medical record format, with those who do not use a computer for these functions. A survey of individual GP’s use of computers was conducted among 1,336 GPs who participated in the Bettering the Evaluation and Care of Health (BEACH) program between October 2003 and March 2005. The GPs were then assigned to groups according to their clinical use (or not) of a computer, and were compared on a range of variables including the characteristics of the GPs themselves, their practices, their patients, the morbidity they managed for their patients, and the managements they provided. Their behaviour was also compared, using a set of quality indicators designed for use with the BEACH data, and applicable in a primary care setting, to determine whether the clinical use of a computer has an affect on the quality of care GPs provide to their patients. Finally, GPs who use clinical software with embedded pharmaceutical advertising were compared with GPs not exposed to advertisements via this media, to determine whether such advertising influences the prescribing behaviour of GPs to favour advertised brands. From 44 quality indicators examined, clinical computer users performed ‘better’ on four and ‘worse’ on four. For the remaining 36 they exhibited no difference. Exposure to pharmaceutical advertising embedded in clinical software did not influence the prescribing behaviour of the GPs so exposed. Despite the belief espoused in the literature that computer use will improve the quality of patient care, I have found no evidence to demonstrate that the use of a computer for clinical activity has (as yet) affected, either positively or negatively, the quality of care GPs provide to their patients. The current push to computerise general practice will mean that this method of assessment will be difficult to replicate in the future, given the absence of control groups. Other research methods will need to be developed.
11
Miller, Melanie Kate. "Design and technological change in the embroidery industry with particular reference to computerisation." Thesis, Manchester Metropolitan University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.361571.
Full text
12
Owen, Jennifer. "Women, office work and computerisation : case studies in user-involvement during systems development." Thesis, Sheffield Hallam University, 1992. http://shura.shu.ac.uk/3148/.
Full textAbstract:
This thesis examines the area of user-involvement in the development of computerised office information systems, with particular reference to gender relations and to initiatives in 'Human-Centred' systems design. it is based on a review of literature in computer science and in social science, and on case-study research. The thesis forms a contribution to the interdisciplinary work of the Human-Centred Office Systems Project, at Sheffield Polytechnic. Interdisciplinary research into information systems development is expanding, partly in response to evidence that many systems fail to meet their stated objectives. There is increasing emphasis on issues of "user relations', including user-involvement. In offices, as in other contexts, women tend to be defined as users or operators of technology; however, there has been little research into the constraints and opportunities women office workers face specifically in connection with information systems development. Previous projects within Human-Centred Systems research have been located in areas in which men predominate, such as printing and engineering. The thesis makes a contribution to new interdisciplinary research on information systems in two main respects. Firstly, the scope for clerical involvement is examined. It is argued that clerical skills and experience can form a strong basis for involvement in office systems design; in addition, managerial reliance on clerical skill and cooperation appear to increase, with the advent of on-line, integrated office systems. However, the case study research also illustrates the ways in which gendered associations can play a part in the definition of 'social' and 'technical' aspects of systems development, tending to marginalise clerical contributions. Secondly, therefore, the thesis examines the potential of Human-Centred systems development approaches to address gender inequalities in opportunities for user-involvement. Methods for establishing a Human-Centred approach in a local authority department are proposed; an assessment of their use, in a case-study context, exposes a weakness in the Human-Centred tradition in relation to management practices. In conclusion, specific proposals are formulated to support the creation of new links between organisational strategies on information technology and those on gender inequality.
13
Sadagah, Bahaaeldin Hashim. "Engineering geological maps for road design & construction in Saudi Arabia." Thesis, Imperial College London, 1989. http://hdl.handle.net/10044/1/47636.
Full text
14
Soliman, Abo Rabo Moghazy Abd Elraouf. "Computerisation and complex decision making : a cognitive investigation in the domain of intensive care." Thesis, University of Aberdeen, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415583.
Full textAbstract:
Technological advances in the medical domain have dramatically changed the quality of Medical Decision Making (MDM). Computerised Monitoring Systems (CMSs) are amongst the techniques that are used to support medical decisions and reduce some human errors such as decision biases. However, previous research suggested that the CMS did not accomplish objectives, improving MDM in Intensive Care Units (ICU). Cognitive psychology played an important role in the design of the CMS using a range of techniques, such as experiments and interviews. In the current study, a questionnaire on the usability of the CMSs was designed and validated to measure different variables related to the usability of the CMS. This questionnaire was used in study 1 in an ICU ward in Edinburgh and results showed acceptable levels of validity and reliability. This study was replicated in another 3 studies in 4 ICU wards in the UK (Gillingham and Birmingham), and in India. Results showed that (i) the clinical staff varied reporting the use and usability of the CMS, (ii) the staff use the CMS for certain types of medical decisions, (iii) the most used facilities on the system across all wards were the physiological functions, (iv) clinical expertise played an important role in the use and usability of the CMS, (v) the usability of the CMS was affected by clinical expertise, specialty, types of medical decisions, and purposes for which the CMS are used, (vi) results were mostly consistent in all places, (vii) the CMS played a secondary role as a source of information staff consult while making decisions, (viii), there were significant correlations among various aspects of usability related variables (e.g. experience at ICUs and purposes for which they use the CMS). The findings suggested a lack of understanding of the clinical staff’s cognition. This suggested further experimental investigations of the medical cognition in the ICU settings. Five experiments, using real-life medical problems based on patients in ICU wards (babies & adults) on ICU doctors at two levels of expertise (seniors & juniors) were carried out. These explored some of the typically debated or rarely addressed issues in medical cognition. Results revealed that: (i) medical expertise played a prominent role in MDM under uncertainty in terms of the amount of risk to be taken and decision time, (ii) the doctors were considerably influenced by the level of uncertainty under which they made MDs, (iii) increasing the level of risk increased MD time, (iv) the framing of medical decisions had a partial impact on the risk taking while MDM, and on decision time, (v) the content of decision problems affected the risk taking, but did not affect the decision time, and (vi) overloading the storage capacity of working memory influenced MD time but did not influence the risk taking, (vii) imposing demands on the central executive (CE) component of WM strongly resulted in doctors taking more risky decisions, and increased decision time, and (viii) the affect of the CE load varied with expertise and level of risk.
15
Noon, Michael Andrew. "New technology and industrial relations in provincial newspapers : computerisation and bargaining power of journalists." Thesis, Imperial College London, 1989. http://hdl.handle.net/10044/1/47591.
Full text
16
Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.
Full textAbstract:
The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
17
Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.
Full textAbstract:
This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate.
The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination of both.
This thesis uses empirical evidence to explore this alignment between the different approaches to workplace reform and forms of participation.
The period chosen for empirical study is approximately 1985-1992 - an era of rapid innovation in workplace reform for Australian manufacturing. Three workplaces were chosen for intensive study from automotive component manufacturers because that industry was itself a laboratory for workplace reform and also because these firms exemplified different approaches to competitiveness and reform.
Three approaches to workplace reform - quality management, institutional workplace reform, and best practice - were distinguished to capture the range of Australian practice at that time. Similarly two approaches to workplace participation were distinguished - direct and representative - to reflect the range of observable practices at that time and to represent competing philosophies. Direct participation illustrated an approach founded in managerial context of the political status quo, whilst representative forms were considered to permit a pluralist shift of power to enable employees to manage in place of management.
The three case studies depict companies sharing the competitive crisis of their industry. From this stems the impetus for workplace reform. At this point the firms diverged in their choice of competitive strategies for workplace reform.
The case studies reveal, at the superficial level, a match between the chosen approaches to workplace reform and forms of participation. Basically, quality management is associated with direct employee participation, institutional workplace reform with collective bargaining and representative consultative committees, and best practice with both. However when the implementation of reform and participation are examined this match becomes less significant. One firm, Auto Air, achieved highly effective outcomes in both reform and participation. Another firm, Auto Electrical, failed in both.
The thesis concluded that the relationship between forms of participation and reform is less significant than the effective implementation of policy. Unitarist or pluralist approaches to power distribution count less than managerial capacity to integrate successive reform initiatives and their commitment to workforce participation hi change.
18
Agostino, Joseph, and jag@fmrecycling com au. "Workplace identity." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.
Full textAbstract:
There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sense of workplace identity from the workplace narratives, and organizational change as the destruction of existing workplace narratives and adoption of new workplace narratives, it is possible to gain new understandings of these concepts. A theory is developed which explains how narrative theory creates a relationship between identity and change. This new theory is further developed to explain how narrative theory creates a relationship between organizational identity, culture, leadership, conflict, and change. The new extended theory is applied to a narrative presentation of empirical data, which offers a powerful explanatory lens for understanding the relationship between these chosen aspects of organization.
19
Дядечко, Алла Миколаївна, Алла Николаевна Дядечко, Alla Mykolaivna Diadechko, and A. I. Didorenko. "Ergonomic workplace." Thesis, Сумський державний університет, 2013. http://essuir.sumdu.edu.ua/handle/123456789/31090.
Full textAbstract:
Ergonomics is the study of designing equipment and devices that fit the human body, its movements, and its cognitive abilities. Ergonomics is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design in order to optimize human well-being and overall system performance. Outside of the discipline itself, the term 'ergonomics' is generally used to refer to physical ergonomics as it relates to the workplace (for example: ergonomic chairs and keyboards).
When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/31090
20
Muller, Doyle Sylvia M. "Workplace violence." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.
Full textAbstract:
Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999.Source: Masters Abstracts International, Volume: 45-06, page: 2953. Typescript. Abstract precedes thesis as preliminary leaves i-iii. Includes bibliographical references (178).
21
Lai, Yuk-yau Timothy. "A follow-up study on the levels of and attitudes towards computerisation among doctors in Hong Kong." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31971088.
Full text
22
賴旭佑 and Yuk-yau Timothy Lai. "A follow-up study on the levels of and attitudes towards computerisation among doctors in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31971088.
Full text
23
Putrino, Pasco John. "Workplace formation : how secondary school students manage structured workplace learning." University of Western Australia. Graduate School of Education, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0004.
Full textAbstract:
[Truncated abstract] Changes in the international and Australian economies and labour markets during the 1980s and early 1990s substantially reduced employment opportunities for young people, causing higher education participation and increased school retention rates. Schools responded to these pressures and to Government policy with the development of Vocational Education and Training (VET) programs that integrate school-based learning with industry training, resulting in rapid growth in the participation of senior secondary students in such programs in recent years. Structured Workplace Learning (SWL) is an integral part of many such programs. How students manage their learning in these new environments was the focus of this study . . . The central finding of the study was the theory of ‘Workplace Formation’ that explains the processes students use to manage their workplace learning during the first year of workplacement. ‘Workplace Formation’ is comprised of five categories of processes – preparing, familiarising, committing, adapting, and building. Each category is comprised of two or more processes. While students generally proceed through each category sequentially, there is a degree of overlap between them. This general sequential progression can be disrupted if circumstances change. The extent of ‘Workplace Formation’ may vary from one student to the next. The theory of ‘Workplace Formation’ provides a new perspective on how school students manage their learning in the workplace while still at school and adds to the theoretical literature in this field. Implications of the findings for further research, and for policy and practice are discussed.
24
Gaunt, Anne. "Feedback interactions and workplace based assessment in the surgical workplace." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/99168/.
Full textAbstract:
Introduction Feedback is important for change in clinical practice. In the postgraduate clinical workplace opportunities for feedback are sporadic and non-standardised. Workplace Based Assessments were designed to offer trainees and trainers the opportunities to engage in feedback. WBA have a role as an assessment of learning and in practice settings the educational benefits of WBA remain elusive. Research question; How do WBA impact on feedback interactions, between surgical trainers and trainees, in the postgraduate workplace? Methods This mixed methods study adopted an explanatory sequential approach to data collection and analysis. Quantitative, questionnaire data, guided qualitative, focus group, data collection and analysis. Results Trainees perceive WBA represent an assessment of learning compared to trainers. Trainers perceive they provide feedback to trainees more than trainees perceive receiving it. Trainees actively engage in seeking feedback via WBA and this relates to perceptions of the value of feedback, having a learning goal orientation and effective supervision. Trainees’ perception of WBA as an assessment of learning leads them to “play the game” and seek positive feedback and avoid negative feedback in the context of WBA. Outside of WBA trainees seek negative feedback which they use to change practice. Trainers described that the culture of WBA, the purpose of WBA as an assessment for learning and of learning, how WBA are used (properly v playing the game) and the trainer – trainee relationship are all interwoven. Activity Theory can illuminate the complex clinical dynamic in which feedback interactions take place. Discussion Feedback interactions in the context of WBA in the postgraduate workplace are highly complex. Trainees and trainers play an active role in these interactions and can choose to engage in meaningful feedback exchanges using WBA. Trainees concerns about the assessment for learning role of WBA adversely affects how WBA are used by trainees and subsequently trainers.
25
Galluch, Pamela Suzanne. "Interrupting the workplace /." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1263396187/.
Full text
26
Rochford, Kylie C. "Intentionality in Workplace Relationships: The Role of Workplace Relational Self-efficacy." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case152241513207526.
Full text
27
Pedro, Simone. "Workplace learning and the workplace educator: a South African retail story." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4473.
Full textAbstract:
Magister Educationis - MEdThis study investigated how workplace educator development programmes prepare workplace educators for their roles and responsibilities in facilitating learning in the workplace. Framed by the literature, the research shows that workplace educators’ qualifications prepare them for facilitating learning in the workplace. The most important findings show that their qualifications have prepared them for their roles and responsibilities in facilitating transformative learning within the workplace. Furthermore, the findings show that their qualifications, roles and responsibilities in facilitating learning in the workplace also impacted on workplace educators’ own thinking, prompting them to question their own values and beliefs. This perspective transformation allows for workplace educators better facilitating transformative learning in the workplace.
28
Margetts, Helen Zerlina. "Computerisation in American and British central government 1975-95 : policy-making, internal regulation and contracting in information technology." Thesis, London School of Economics and Political Science (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339148.
Full textAbstract:
This study explores twenty years of computerisation in central government in the USA and Britain. Information systems now lie deep in the heart of the 'tools' of government, dispensing treasure, authority and information, replacing organisational functions and creating new requirements for technical expertise. Traditional Public Administration pays little attention to the implications of this change, while approaches based on modernism attribute radical transformational powers to information technology. This study synthesises elements of postmodern and critical modern approaches, challenging assumptions of previous work. The US and Britain provide a fruitful site for comparison, with similar cultures, agency structure and contract providers, but contrasting legal systems, contracting traditions and regulatory approaches. Since the 1 970s, both governments have ceased direct involvement in producing information systems at the forefront of available technologies; in 1 995, both stand outside a contractor driven process. In the US spiralling regulations and competing oversight agencies have periodically threatened to strangle information technology development; in Britain absence of central guidance has led to potential loss of administrative and policy control. The computerisation of benefits delivery and tax collection in the two governments throughout the 1 980s illustrates the range of risks involved when central bureaucracies embarkon large-scale technology-based projects: problemsfor central oversight, difficulties in retaining policy flexibility and the dangers inherent in grand scheme designs. Information technology in the 1 990s provides increasing possibilities for policy innovation through systems integration and technological development. Decisions made in response to information technology problems during the last twenty years of computerisation in central government will dictate pathways available for policy in the future. Yet debate over crucial information technology issues currently takes place on the fringe of policy-related fields. This study provides a framework for resituating information technology policy on the centre stage of public policy and management.
29
Dawson, Patrick Mark Bryant. "Computer technology and the redefinition of supervision : a study of the effects of computerisation on railway freight supervisors." Thesis, University of Southampton, 1985. https://eprints.soton.ac.uk/374877/.
Full textAbstract:
The relationship between computer technology and supervision is examined with reference to new empirical evidence drawn from a study of the computerisation of freight operations in British Rail. Attention is focused on the extent to which computerisation allows for a more integrated system of management control, and the possibility of devolving additional elements of control from middle management to the local supervisory level. Contemporary research often claims that the first-line supervisor is becoming more peripheral to the direct control of operations, as computerised equipment takes over the execution of many supervisory tasks, and as operatives who are skilled in the use of new technology overtake the apparent skill superiority of first-line supervisors. This thesis contends that it is misleading to focus on the 'pure' role of the first-line supervisor when studying the effects of computer technology on supervision. The main body of empirical data is drawn from an in-depth study of the effects of change in five traditional marshalling yards in three British Rail regions. The case study examines how the application of a comprehensive computer system to process and transmit information over diverse and spatially distant freight yards can transform the distribution of responsibilities for operational control within management. It is argued that the redistribution of management control functions over a network of organisational levels has resulted in a far more complex redefinition of supervision than is implied by the apparent erosion of the role of the first-line supervisor. A broader conception of supervision is presented in order to explain changes in the distribution of supervisory tasks across various supervisory levels, within the context of changes in work organisation and the system of management control. Finally, it is argued that whilst computerisation may erode the traditional basis of supervision, it may also result in the emergence of a new type of computer-oriented supervisor, whose role is to use the 'realtime' information provided by the computer to co-ordinate and control previously diverse areas of production or service operations.
30
Barnard, Patrick Christian. "The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14532.
Full textAbstract:
Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
31
Selden, Meridith Pease. "Workplace hostility : defining and measuring the occurrence of hostility in the workplace." Diss., Manhattan, Kan. : Kansas State University, 2006. http://hdl.handle.net/2097/245.
Full text
32
Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2012.ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.
33
Pujiastuti, Ani. "Language Socialization in the Workplace: Immigrant Workers’ Language Practice withina Multilingual Workplace." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1483727338369289.
Full text
34
Mallett-Hamer, Beverly. "Communication within the workplace." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mallett-hamerb.pdf.
Full text
35
Wright, Sarah Louise. "Loneliness in the Workplace." Thesis, University of Canterbury. Psychology, 2005. http://hdl.handle.net/10092/1368.
Full textAbstract:
Loneliness in the workplace has received relatively little attention in the literature. The research surrounding loneliness tends to focus almost exclusively on personal characteristics as the primary determinant of the experience, and largely ignores the workplace as a potential trigger of loneliness. As such, personality tends to be overestimated as the reason for loneliness, whilst only modest emphasis is given to environmental factors, such as organisational environments. Therefore, the overall aim of this thesis was to explore the notion of loneliness in the workplace, with a particular emphasis on examining the antecedents and outcomes of its development in work contexts. The first stage of the research included the development and empirical examination of a scale measuring work-related loneliness. A 16-item scale was constructed and tested for its reliability and factor structure on a sample of 514 employees from various organisations. Exploratory factor analysis indicated two factors best represent the data, namely Social Companionship and Emotional Deprivation at Work. For the main study, a theoretical model was constructed whereby various antecedents (personal characteristics, social support, job characteristics, and emotional climate) were hypothesised to influence the development of work-related loneliness, which in turn was thought to affect employee attitudes and wellbeing. Employees from various organisations were invited to participate in the online research via email, which generated 362 submissions from diverse occupational groups. Structural equation modelling techniques were used to assess the hypothesised model, which was evaluated against a number of fit criteria. The initial results provided limited support for the Loneliness at Work Model. Consequently, a number of adjustments were necessary to obtain sufficient fit. The modified model suggests that organisational climate (comprising climate of fear, community spirit at work, and organisational fit) serves to simultaneously predict the emotional deprivation factor of loneliness (made up of seven items) and employee attitude and wellbeing. The results indicate that environmental factors such as fear, lack of community spirit, and value congruence play a role in the experience of work-related loneliness and have an overall negative effect on employee withdrawal behaviours and job satisfaction. The findings from this study offer insight into possible areas for organisational intervention and future research.
36
Rayner, Charlotte A. L. "Bullying in the workplace." Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488235.
Full text
37
Lakey, Eugene Pierre. "Spirituality in the workplace." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/820.
Full textAbstract:
Thesis (MBA (Business Management))--University of Stellenbosch, 2007.ENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion is that although people are different, in the working environment in an organisation, much time is spent together and creating an environment that is a joy to work in, will induce the employees to work with energy and be highly productive. A number of interviews were conducted and factual information was acquired to analyse the effects of spirituality in the workplace. A conclusion is reached that underlines the fact to counter low morale, low productivity and negative attitudes in the workplace it is imperative that we should address the spirituality in the workplace thus ensuring that a positive organisation culture is maintained within the organisation.
AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf. ‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas word en dat ‘n positiewe klimaat in die organisasie handhaaf word.
38
Voges, Sarah M. (Arisa). "Discrimination in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2001.Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
39
Karlström, Joakim. "Screen the modern workplace." Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Produktutveckling, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30593.
Full text
40
Summers, Elisabeth. "Psychological practitioner workplace wellbeing." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/114995/.
Full textAbstract:
There is extensive research detailing the strong link between healthcare professional wellbeing and the delivery of dignified, safe patient care. While a career as a psychological practitioner is often perceived as fulfilling, it is thought to also generate professional and personal strains which may impact on wellbeing. Paper 1 presents a systematic review examining the prevalence of burnout among practitioner psychologists and the relationship between burnout and specific personal demographic and work-related variables: age, years in service, working hours, gender and work setting. This yielded eight studies meeting the inclusion criteria. Study quality was assessed and data was extracted. Due to inconsistencies with defining and assessing burnout, the overall prevalence of burnout in this population could not be validly determined. However, findings suggest that younger, less experienced individuals and those working longer hours appear to be at increased risk of burnout and/or associated dimensions. Paper 2 presents the development and validation of a new measure to assess psychological practitioner workplace wellbeing. The measure was developed in five stages, followed by an examination of the psychometric properties of the measure utilising a sample of 400 psychological practitioners. The measure was shown to have high internal consistency, high test-retest reliability and high construct validity. Exploratory factor analysis produced a set of six factors explaining 62.1% of the variance in the measure. Results indicate the measure has favourable psychometric properties for the effective assessment of the workplace wellbeing of psychological practitioners. Paper 3 presents a critical appraisal of the research process. This paper includes a reflection on the methodologies used and conclusions drawn, implications of the findings and suggestions for future research. Aspects of personal and professional competency development are also considered.
41
Peets, J. (Jane). "Mindfulness in educator’s workplace." Bachelor's thesis, University of Oulu, 2018. http://urn.fi/URN:NBN:fi:oulu-201803301409.
Full textAbstract:
The main aspect of this paper will focus on mindfulness in organizational settings. In recent years mindfulness has evolved into a range of secular therapies and courses, most of them focused on being aware of the present moment and simply noticing feelings and thoughts as they come and go. Moreover, mindfulness techniques, having long played an important role in various traditions around the world, are now recognized as having the potential to support employees in the workplace to manage and cope with various changes.
The aim of this paper is to gain better understanding about mindfulness and how it could be beneficial in organizational settings, from an educational perspective. This thesis is based on literature review of the latest research on mindfulness and will be collected with the aim of completing Master Thesis. The literature review is composed of well-known researchers related to the research question, while identifying opportunities and challenges about mindfulness in the workplace. Moreover, the present study is providing insight for future research about mindfulness in educational settings.
The different results obtained in this bachelor thesis confirm that there is a lack of research about mindfulness in educational settings. Especially, in the Northern European context. However, research that has been conducted about mindfulness in organizational settings, clearly shows that mindfulness has potential to influence on the overall well-being and effectiveness of employees. Moreover, practising mindfulness can help employees to adjust to changes with realistic expectations and the techniques to cope. Furthermore, current study could be seen as a good starting point for future educators, who would like to conduct their research about mindfulness in educational settings or introduce mindfulness in their workplace.
42
Flink, Kurt. "International APU (Workplace training)." Thesis, Malmö högskola, Lärarutbildningen (LUT), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30070.
Full textAbstract:
SAMMANFATTNINGSyftet med denna undersökning var att försöka hitta de eventuella positiva effekter som kunde tänkas uppstå vid genomförande av arbetsplatsförlagd utbildning internationellt (utlands APU) för att i en förlängning kunna använda det som ett pedagogiskt hjälpmedel för de elever som studerar på Allhamra gymnasieskolas industriprogram. Materialet till undersökningen grundar sig på rapporter från Utbildningsdepartementet och intervjuer från elever på Allhamra gymnasieskolas industriprogram.Metoden som valdes var kvalitativa intervjuer med halvstrukturerad intervjuform och ett fenomenografisk beskrivande perspektiv användes vid återgivande av informanternas svar där en hermeneutisk tolkning av intervjuerna gjordes. Det slutliga deltagarantalet uppgick till åtta personer. Resultatredovisningen och resultatsammanfattningen visar att informanter som har genomfört utlands APU har fått yrkesmässig utveckling därmed nya kunskaper, de har även förbättrat sina språkkunskaper och fått ett stärkt självförtroende Det framkom även idéer hur studiemotivationen kan förbättras.
43
Chadd, Kevin Mark. "Insubordination in the workplace." Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1003183.
Full textAbstract:
This thesis traces the development of insubordination in the employment relationship. The essence of the relationship is that the employee, by contracting out his or her productive capacity, occupies a subordinate position. The primary aim is to locate and define the nature of subordination and to investigate how the breach of this position would justify dismissal as interpreted and applied by the courts. This is achieved by investigating dismissal for insubordination under the common law contract of employment, the unfair labour practice jurisdiction and the 1995 Labour Relations Act. Initially the obligation of the employee to be subordinate, an essential term of the contract of employment, is located and defined by using the tests of Control, Organisation and Dominant Impression, which theoretically indicate the true nature of insubordination. Insubordination under the common law is equated with disobedience to the lawful and reasonable instructions of the employer which were given in good faith and fell squarely within the contractual relationship. Insubordination under the unfair labour practice jurisdiction was equated with a challenge to the authority of the employer of which disobedience was a manifestation of such intention. Instructions given by the employer under the unfair labour practice jurisdiction had to be lawful, reasonable and fair. What was fair depended on the surrounding circumstances of the dismissal and a wilful and unreasonable refusal of the employee to obey the valid instructions of the employer justified dismissal Under the 1995 Labour Relations Act it is submitted that insubordination will be dealt with in essentially the same manner as under the previous jurisdiction, subject to the Act's objectives and purposes. The disobedience of the employee is to be tolerated if that employee is attempting to achieve the Act's objectives, and any dismissal as a result of the disobedience could be unfair, because the employer's conduct fiustrates the purpose of the Act. Therefore, the contractual right of the employer to expect subordination from the employee may have been whittled away to such an extent over time that it seems superficial to regard subordination as an essential term of the contract of employment.
44
Dugdill, Lindsey. "Understanding workplace health promotion." Thesis, Liverpool John Moores University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.495067.
Full text
45
Byrd, Rebekah J. "Civility in the Workplace." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2598.
Full text
46
Malkus, Amy J. "Technology in the Workplace." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/4309.
Full text
47
Alaslawi, Hamad A. "WORKPLACE BULLYING IN KUWAIT." UKnowledge, 2017. https://uknowledge.uky.edu/csw_etds/18.
Full textAbstract:
Workplace bullying (WPB) is a pervasive problem in contemporary society, inflicting detrimental repercussions upon employees, employers, and organizations alike. It affects the physical, psychological, and financial wellbeing not only of its victims, but also their families, their communities, and society as a whole.
Research into this phenomenon has evolved significantly over the past two decades. While related to the physically violent phenomenon of schoolyard bullying, WPB is primarily a psychological phenomenon, manifesting as abusive power in workplace relationships, rather than as interpersonal conflict. Bullying at work comes in many forms, has many faces, and occurs in many places. It ranges from subtle to overt acts, with subtle forms occurring more regularly. The rubric of bullying can include: harassment, mobbing, scapegoating, social exclusion, repudiation, humiliation, and/or workplace mistreatment or abuse. Corresponding to a lack of attention on bullying among adults, WPB seems to occur everywhere—from businesses and factories to colleges and hospitals.
To address this phenomenon, this study a) explored the prevalence of WPB in Kuwait and its association with employee demographics, b) evaluated the sample’s views regarding professional social workers in the workplace, and c) explored the relationship between these variables and absenteeism. This non-experimental, quantitative study employed a cross-sectional survey with correlational analyses and prediction research designs.
Using the snowball sampling method via social media platforms, the researcher distributed the Negative Acts Questionnaire-Revised (NAQ-R) survey and a demographic questionnaire to an anonymous, non-randomized sample of employees. The target sample included any adult, volunteer participant who was working in Kuwait for at least six months before receiving the survey. From a total of 8,531 recorded surveys, 3,725 surveys with missing data and 119 surveys that did not meet the inclusion criteria were excluded, leaving 4,687 (53.9%) complete surveys used for the analysis.
The majority of participants were males ranging between 30-39 years old. The vast majority were Kuwaiti, married, bachelor degree graduates, employed in lower-level positions within the governmental sector, earning 800-1,399 KD monthly income. Seventy percent of targets were dissatisfied with management, compared to 50% of the general participants. Similarly, 50% of targets were dissatisfied with their daily supervisors, compared to 35% of the general participants. Around two-thirds of both targets and general participants agreed with the importance of having a social worker or psychologist at the workplace to address WPB. The vast majority of targets were bullied by their immediate superiors (50%) or other superiors (45%).
Based on a criterion of a minimum of three negative acts monthly, the results of this study indicated a 39% prevalence rate of WPB in Kuwait. This percentage corresponded with the percentage of the targets who labeled themselves as victims. Regarding demographics, a large majority of targets reported being bullied by someone of the opposite gender. Among female targets, 92.7% were bullied by male perpetrators, and among male targets, 82.8% were bullied by female perpetrators. Females were more often reported as perpetrators, and males more often as targets. Non-Kuwaiti employees, the young, the divorced, those working in low-level positions, and those earning low income had the highest rate of exposure to WPB. Regarding prediction, those more likely to experience WPB included: females, the young, non-Kuwaiti employees, and workers in middle-level positions with low education or low income, who were dissatisfied with management, their daily supervisors, or their own jobs, and those who expressed a need for a counselor in the workplace. In terms of predicting WPB-related absenteeism, males, the divorced, and those working in lower-level positions with low income, low education, dissatisfaction with their job, or dissatisfaction with their daily supervisors were more likely to report high absenteeism.
The high rate of WPB has implications in the workplace, calling for concerted efforts to identify the elements that trigger and escalate WPB. This study was the first of its kind to measure such elements of WPB in Kuwait. By using the NAQ-R scale, the demographic questionnaire, and a modified operational definition of WPB, this study has provided a template for needed research in the Arabian Gulf region.
48
Muschalla, Beate. "Workplace-related anxieties and workplace phobia : a concept of domain-specific mental disorders." Phd thesis, Universität Potsdam, 2008. http://opus.kobv.de/ubp/volltexte/2008/2004/.
Full textAbstract:
Background:
Anxiety in the workplace is a special problem as workplaces are especially prone to provoke anxiety: There are social hierarchies, rivalries between colleagues, sanctioning through superiors, danger of accidents, failure, and worries of job security. Workplace phobia is a phobic anxiety reaction with symptoms of panic occurring when thinking of or approaching the workplace, and with clear tendency of avoidance.
Objectives:
What characterizes workplace-related anxieties and workplace phobia as domain-specific mental disorders in contrast to conventional anxiety disorders?
Method:
230 patients from an inpatient psychosomatic rehabilitation center were interviewed with the (semi-)structured Mini-Work-Anxiety-Interview and the Mini International Neuropsychiatric Interview, concerning workplace-related anxieties and conventional mental disorders. Additionally, the patients filled in the self-rating questionnaires Job-Anxiety-Scale (JAS) and the Symptom Checklist (SCL-90-R)measuring job-related and general psychosomatic symptom load.
Results:
Workplace-related anxieties occurred together with conventional anxiety disorders in 35% of the patients, but also alone in others (23%).
Workplace phobia could be found in 17% of the interviewed, any diagnosis of workplace-related anxiety was stated in 58%. Workplace phobic patients had significantly higher scores in job-anxiety than patients without workplace phobia. Patients with workplace phobia were significantly longer on sick leave in the past 12 months (23,5 weeks) than patients without workplace phobia (13,4 weeks).
Different qualities of workplace-related anxieties lead with different frequencies to work participation disorders.
Conclusion:
Workplace phobia cannot be described by only assessing the general level of psychosomatic symptom load and conventional mental disorders. Workplace-related anxieties and workplace phobia have an own clinical value which is mainly defined by specific workplace-related symptom load and work-participation disorders. They require special therapeutic attention and treatment instead of a “sick leave” certification by the general health physician. Workplace phobia should be named with a proper diagnosis according to ICD-10 chapter V, F 40.8: “workplace phobia”.Hintergrund: Angst am Arbeitsplatz ist ein spezielles Phänomen, da Arbeitsplätze ihrer Natur nach angstauslösende Charakteristika aufweisen: Vorgesetzte die sanktionieren, Rangkämpfe mit Kollegen, reale Unfallgefahren, Scheitern und Leistungsversagen, Unklarheit um plötzliche Veränderungen, Arbeitsplatzunsicherheit. Arbeitsplatzphobie ist eine phobische Angstreaktion mit Panikerleben beim Gedanken an oder bei Annäherung an den Arbeitsplatz. Fragestellung: Was charakterisiert arbeitsplatzbezogene Ängste und Arbeitsplatzphobie als lebensbereichsspezifische Angsterkrankungen in Abgrenzung zu klassischen Angsterkrankungen? Methode: 230 Patienten einer stationären psychosomatischen Rehabilitation wurden im halbstrukturierten Interview (Mini-Arbeits-Angst-Interview, Mini International Neuropsychiatric Interview) hinsichtlich arbeitsplatzbezogener Ängste und klassischer psychischer Erkrankungen befragt. Selbsteinschätzungsurteile wurden hinsichtlich des Schweregrads der arbeitsbezogenen (Job-Angst-Skala, JAS) und allgemeinen psychosomatischen (Symptom-Checkliste, SCL-90-R) Symptombelastung erhoben. Ergebnisse: 58% der befragten Patienten litten an mindestens einer arbeitsplatzbezogenen Angstvariante. Arbeitsplatzbezogene Ängste kamen bei 35% der Befragten zusammen mit einer klassischen Angsterkrankung vor, bei 23% jedoch als allein stehende Angsterkrankung. 17% der Befragten erfüllten die Kriterien einer Arbeitsplatzphobie. Arbeitsplatzphobie-Patienten hatten signifikant höhere Job-Angst-Werte als Patienten ohne Arbeitsplatzphobie, und sie waren signifikant länger arbeitsunfähig in den letzten 12 Monaten (23,5 Wochen versus 13,4 Wochen). Schlussfolgerung: Arbeitsplatzbezogene Ängste und Arbeitsplatzphobie haben eine spezielle klinische Wertigkeit, die sich anhand arbeitsbezogener Partizipationsstörungen und spezifischer arbeitsbezogener Symptombelastung beschreiben lässt. Arbeitsplatzphobie erfordert besondere therapeutische Herangehensweisen anstelle von angsterhaltender da Vermeidungsverhalten fördernder „Krankschreibung“. Arbeitsplatzphobie sollte als Diagnose benannt werden entsprechend ICD-10 Kapitel V, F 40.8: “Arbeitsplatzphobie”.
49
Femina, Devi. "Workplace social capital, job satisfaction and workplace performance in developed and developing countries." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-social-capital-job-satisfaction-and-workplace-performance-in-developed-and-developing-countries(9323de21-3677-452c-9546-dbb6d350d8c8).html.
Full textAbstract:
Although social capital had been found to solve collective action problems, social capital at work or workplace social capital has only recently begun to be researched. This is noteworthy given that most of our waking hours are spent in the workplace. While workplace social capital is suggested to improve workplace performance, job satisfaction had been found to improve workplace performance. However, workplace social capital and job satisfaction have never been examined together with regard to workplace performance. Furthermore, most studies on workplace performance have focused on developed countries with evidence from developing countries is lacking. The aims of this thesis were to investigate 1) whether workplace social capital affects job satisfaction; 2) the relationship of social capital, job satisfaction and workplace performance; 3) whether individual characteristics differ in determining job satisfaction in developed and developing countries; and 4) whether context of organisations in developed and developing countries differ in determining the relationship of social capital, job satisfaction and workplace performance. To achieve those aims, this thesis selects two sets of secondary data representing developed countries: EWCS2010 in Europe combining workers with their regions and countries and WERS2011 in Britain linking workers to their workplaces; while primary data froma developing country have been gathered from public hospitals in Indonesia associating workers with workplaces. As such, this thesis exploits two approaches using structural equation modelling in multilevel models. First, the customary Macro-micro approach is used to examine the relationship between workplace social capital and job satisfaction treating both variables as latent constructs. Second, the less common micro-Macro approach is exercised to investigate the relationship between workplace social capital, job satisfaction and workplace performance. Results from developed countries show that workplace social capital is positively associated with individual outcomes such as job satisfaction and well-being even in times of financial crisis. Comparing the results between developed and developing countries, workplace social capital is positively significantly associated with job satisfaction in Britain and in Indonesia. With regard to higher level outcomes, workplace social capital is associated with better financial performance, while job satisfaction is associated with higher quality in British general industry. Turning to results from Indonesia, workplace social capital is associated with lower expenditure per bed; job satisfaction, however, failed to be associated with any workplace performance measures. Several individual and workplace characteristics in both developed and developing countries have similar influences on job satisfaction and workplace performance. Nevertheless, there are some contrasting results regarding the influence of those characteristics in developed and developing countries.
50
Leung, Lok-man. "Flexible workplace and workplace satisfaction a case study of Cathay Pacific Airways Limited /." Click to view the E-thesis via HKU Scholars Hub, 2005. http://lookup.lib.hku.hk/lookup/bib/B37936207.
Full text