Dissertations / Theses on the topic 'Private Job stress'

The purposes of this study were to measure and compare stress levels of academic administrators in public and private universities which are under the jurisdiction of the Ministry of University Affairs in Thailand. The administrators surveyed included vice rectors (vice presidents), deans, department chairpersons, and secretary officers from five public and five private universities. The four administrative stress factors studied included role-based stress, task-based stress, conflict-mediating stress, and social-confidence stress.

The purposes of this study were to describe perceived health problems and perceived stress and examine the relationship between perceived health problems and perceived stress in nursing students in five small religiously affiliated colleges with schools of nursing in Indiana.The Neuman Systems Model (Neuman, 1989) was the theoretical framework for the study. Health problems were examined using the Health Problems Inventory (Jones, L. H., 1988) and stress was measured by the Perceived Stress Scale (Cohen, Kamarck, & Mermelstein, 1983).Findings included a moderate level of perceived health problems and a moderate level of perceived stress for the 150 study participants. The relationship between perceived health problems and perceived stress was strongly positive at a significant level (r= .69, p< .001). These findings were consistent with other studies that showed a relationship between stress and health problems in college students. These findings support Neuman's model of the effect of stressors on the system (disrupting the stability).Conclusions were that there is a level of stress that is unmanaged and perceived health problems which may be interfering with the students' education. The study findings have implications for students, nursing faculty, and those who provide health care to college students. Implications are organized into Neuman's three modes of prevention: primary, secondary, and tertiary. Implications included assessment of students to determine the presence of stress, stress management education for students, alerting nursing faculty and health care providers to the health problems identified by students, and increasing faculty awareness concerning the stressful nature of nursing school.
School of Nursing

Current day organisations must revert to many measures to survive in the very competing business environment. One of these measures is to reduce the number of employees. This leads to perceptions of job insecurity, not only in the employees who are not made redundant but also in employees in so-called stable organisations who are aware of these measures being implemented in other organisations. Researchers found conflicting results of job insecurity regarding performance of employees experiencing job insecurity. On the one hand it was reported that job insecurity leads to higher job performance and on the other that it leads to lower job performance. To reconcile these conflicting findings Jordan, Ashkanasy and Hartel (2002) developed a model. In their two stage model in which they postulate that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress and this in turn could lead to negative coping behaviour (stage one). They then include emotional intelligence (EI) as moderator of all the links between the above mentioned constructs (stage two). They are of the opinion that employees with high EI will experience higher affective organisational commitment and lower job-related stress than employees with low EI when perceptions of job insecurity are experienced. They also postulate that employees with high EI will be less inclined to revert to negative coping behaviour. The main objective of this study was to investigate whether this model would be applicable to employees of private health care organisations in Gauteng. In the first article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress and coping were conceptualised as well as the relationships between these constructs. This was done to investigate the first stage of the model of Jordan et al. (2002). In the second article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress, coping and EI were conceptualised. The relationships between these constructs and the role of EI as moderator of these relationships were also determined. This was done to investigate the second stage of the model of Jordan et al. (2002). A non-experimental correlation research design was used. Employees of private health care organisations were the participants. The Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work Life and Circumstances Questionnaire, the Cope Questionnaire and the Emotional Intelligence Scale were used, as well as a biographical questionnaire. The SPPS program and partly STATISTIKA were used to perform the statistical analysis. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients and factor analyses were used to assess the reliability and validity of the measuring instruments. Pearson product-moment correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment. Job insecurity has a positive correlation with job-related stress levels. A positive correlation was found between job-related stress levels and certain negative coping behaviours, such as denial, behavioural disengagement and mental disengagement. A negative correlation was found between affective organisational commitment and negative coping behaviour, specifically the use of drugs or alcohol. All of these correlations were statistically and practically significant. It was found that job insecurity as independent variable explains 12.1% of the total variance in affective organisational commitment. It was also found that job insecurity as independent variable explains 21.1 % of the total variance in the job -related stress levels. These findings indicated that the first stage of the model of Jordan et al. (2002) could be supported. Multiple regression analyses were performed to determine the moderating effect of EI as discussed above. The results indicated that EI had only a slight but significant moderating effect on the job insecurity -affective organisational commitment relationship and no effect on the job insecurity - job-related stress relationship. The results also indicate that EI moderates the strength of the relationship between affective organisational commitment and coping behaviour to such an extent that affective organisational commitment's predictive value is reduced to closely insignificant whilst EI emerges as the primary predictor of coping behaviour (both positive and negative). This may imply that emotionally intelligent employees will tend to use more problem-focused coping behaviour irrespective of the affective organisational commitment that they experience. Although to a lesser extent in this study, it was found that emotionally intelligent employees also make use of emotion-focused coping behaviour appropriate for managing affective states associated with experienced stress. Concerning avoidant coping strategies EI significantly negatively moderates alcohol-drug disengagement as a coping strategy, meaning employees with high EI will tend not to revert to the use of drugs or alcohol as coping strategy. It was concluded that EI does not buffer employees against the emotional consequences of job insecurity in this research group, as proposed by the model of Jordan et al. (2002), but rather enables them to cope with these emotional effects using problem-focused- and emotion- focused coping strategies, but not avoidant strategies. The latter finding is in line with the proposed model of Jordan et al.(2002). Conclusions, the limitations of this research and recommendations for private health care organisations and for future research were made.
Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009.

A critical care unit is a dynamic and highly technological environment. Professional nurses who have been working in the critical care unit for a period of time are passionate about the environment in which they work. They find their on duty time challenging and stimulating. The critical care environment is slowly changing. Due to the fact that there are fewer professional nurses with an additional qualification in critical care available to work in the critical care units. The utilisation of an increasing number of agency nurses leads to an increase in sub-standard nursing care as well as dissatisfied doctors and patients. The shortage of critical care staff has resulted in the need to find an alternative human resources framework and still provide cost effective, safe quality patient care. This leads to the design and implementation of a team nursing care framework for critical care. The research objectives for this study were: - To explore and describe the experiences of professional nurses with regard to a team nursing care framework in private critical care units. - Develop guidelines to optimize the team nursing care framework in critical care units in a private hospital group. The research is based on a qualitative, explorative, descriptive and contextual research design. The study is based on a phenomenological approach to inquiry. Eleven in-depth semi structured face-to-face phenomenological interviews were utilized as the main means of collecting data. A purposive, criterion based, sampling method was used. Specific inclusion criteria were met and consent was obtained from the participants and from the management of the private clinic where the research was conducted. Two central themes were identified:- Theme One: The professional nurses experienced the team nursing care framework in the critical care unit as a burden. Six sub-themes were identified. - Theme Two: Professional nurses made recommendations for improvement of the team nursing care framework in the critical care unit. By describing the lived experiences of the professional nurses in the critical care units, based on research interviews, the researcher painted a clear picture of the team nursing care framework in the critical care unit. Guidelines were developed based on the identified themes. The broad guidelines are aimed at ensuring that the nurses are competent to care for critical care patients prior to them commencing work in the critical care unit. The researcher concludes this study by making recommendations for Nursing practice, education and research.

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Currently, it stress it comes negative affecting the life of the people. In this direction, the present disserta??o had as purpose to investigate the factors stressor in the environment of teaching work in a private university. For its concretion, bibliographical studies had been carried through, applied questionnaires, which were elaborated in elapsing of this disserta??o, and comment of the environment of work of the professors. From the analysis of Spearman, of studies and comments 7 groups of variable had been analyzed, of which three of them if had shown excellent in the sprouting of stress it negative, namely: Environment of Work, characterization of the teaching activity and organization of the time/institucional aspects. From the displayed one, it is observed that the factors most excellent, that influence in the sprouting of stress it negative in the professors are: the imperfections of communication, the wage and the instability how much to horary the load definition attributed to these professionals
Atualmente, o estresse vem afetando negativamente a vida das pessoas. Neste sentido, a presente disserta??o teve como finalidade investigar os fatores estressores no ambiente de trabalho docente em uma universidade privada. Para sua concretiza??o, foram realizados estudos bibliogr?ficos, aplicados question?rios, o qual foi elaborado no decorrer desta disserta??o, e observa??o do ambiente de trabalho dos professores. A partir da an?lise de Spearman, de estudos e observa??es foram analisados 7 grupos de vari?veis, dos quais tr?s deles se mostraram relevantes no surgimento do estresse negativo, a saber: Ambiente de Trabalho, caracteriza??o da atividade docente e organiza??o do tempo / aspectos institucionais. A partir do exposto, observa-se que os fatores mais relevantes, que influenciam no surgimento do estresse negativo nos docentes s?o: as falhas de comunica??o, o sal?rio e a instabilidade quanto ? defini??o de carga hor?ria atribu?da a estes profissionais

碩士
逢甲大學
公共政策研究所
103
A Study of Job Stress and Job Satisfaction on Private Universities Accountants Student: Hsiao-Pin Lin Advisor: Fong-Seng Hu, Ph.D. Feng Chia University Graduate Institute of Public Policy Thesis Abstract This study aims to probe into the job stress and job satisfaction of accountants on private universities, and their differences in job stress and satisfaction of accountants under different background variables. Moreover, it discuss the relationship between job stress and satisfaction of the accountants, and analyzes the predictability of job stress over job satisfaction. A questionnaire survey was conducted using the “Questionnaire of A Study of Job Stress and Job Satisfaction on Private Universities Accountants” as the research tool. The subjects were the accountants in private universities. By random sampling, a total of 170 effective questionnaires were retrieved. The data were analyzed with statistical methods of reliability analysis, validity analysis, descriptive statistics, independent sample t test, one-way ANOVA, Pearson product-moment correlation, and stepwise regression analysis. The results are as follows: 1.The awareness of job stress of accountants is at a medium level, and the feeling for pressure on “workload” is the highest. 2.Female accountants show significant differences in job stress. 3.The awareness of job satisfaction of accountants is at a medium level, and the feeling for satisfaction of “colleagues” is the highest. 4.The background variables of accountants have significant difference in job satisfaction. Those with a seniority of 26 years, have a bachelor degree, in the position of director, and have a monthly salary of NTD60,001~ 80,000 and NTD80,000~100,000 have the highest job satisfaction. 5.The job stress and satisfaction of accountants are negatively correlated, meaning that with heavier job stress, the job satisfaction is lower, and vice versa. 6.The job stress and satisfaction of accountants have significant predictability, in other words, the degree of job stress of accountants could predict the extent of job satisfaction. Based on the results, suggestions are proposed for reference of chief executives, accountant directors, accountants of private universities, and future researchers. It is expected to relieve the job stress of accountants, increase their job satisfaction, maintain stability of accountants, and reduce the transfer of units and service quality. Keywords: Accountants, Job Stress, Job Satisfaction

碩士
國立中正大學
犯罪防治研究所
91
The main purpose of this study was to investigate the relationship between job stress and life adjustment among private security guards. In order to achieve its purpose, this study launched survey to 559 private security guards from Taipei County, Taipei City, Taoyuan County, Taichung City and Kaoshiung City. The findings are as follows: 1. On the intensity of job stress，respondents who are uneducated, work in alarm services, work more than 14 hours a day and receive lower salary have higher Job Stress scores. 2. On the private security guards’ life adjustment, respondents who are uneducated, lost his wife, receive lower salary have poorer life adjustment. 3. Private security guards’ job stress is in significantly correlation with their life adjustment.

碩士
台灣首府大學
教育研究所
103
The main purpose of this study was to examine the relationships of job stress, job satisfaction and organizational commitment in private elementary school teachers in Indonesia. The subjects were 584 private elementary school teachers drawn from the population of all private elementary school teachers in Makassar City of Indonesia. The “Teachers Job Stress Scale” (TJSS), the “Teacher Job Satisfaction Scale” (TJSAS) and the “Organizational Commitment Scale” (OCS) were conducted. The findings were as follows: 1.Private primary school teachers of Makassar City in Indonesia perceived a below-average level of intensity of job stress. There were significant differences in level of intensity of job stress among teachers with some different personal background. 2.Private primary school teachers of Makassar City in Indonesia perceived an above-average level of intensity of job satisfaction. There were significant differences in level of intensity of job satisfaction among teachers with some different personal background. 3.Private primary school teachers of Makassar City in Indonesia perceived an above-average level of intensity of organizational commitment. There were significant differences in level of intensity of organizational commitment among teachers with some different personal background. 4.There were significant correlations among job stress, job satisfaction and organizational commitment in private primary school teachers of Makassar City in Indonesia. Job stress has an indirect influence on organization commitment through the mediating effect of job satisfaction in private primary school teachers.

碩士
中國文化大學
生活應用科學研究所
97
The Purpose of this study was to realize the situation between job stress and job satisfaction of private senior high (vocational) school teachers in Taoyuan; to discuss the differences between variants on different background and the relationship between job stress and job satisfaction. The study tool were the self-designed “ Job Stress Questionnaire of Private Senior High (Vocational) School Teachers” and “ Job satisfaction Questionnaire of Private Senior High (Vocational) School Teachers”. The study sample included private senior high (vocational) school teachers in Taoyuan. From the survey returned, 541 were coded. The effective returns-ratio was 67.6%. Descriptive statistics, independent sample T-test, one-way ANOVA, and Pearson Product-Moment correlation were computed for data analysis. The results indicated that (a) The consciousness level for job stress in private senior high (vocational) school teachers in Taoyuan was upper-middle. (b) The consciousness level for job satisfaction in private senior high (vocational) school teachers in Taoyuan was approaching unsatisfied. (c) Part of background variables were positively significant on job stress of private senior high (vocational) school teachers in Taoyuan. (d) Part of background variables were positively significant on job satisfaction of private senior high (vocational) school teachers in Taoyuan. (e) There was middle level negative relationship between job stress and job satisfaction of private senior high (vocational) school teachers in Taoyuan.

碩士
國立臺灣師範大學
科技應用與人力資源發展學系
103
To enroll enough new students has been getting harder for all universities in Taiwan. In order to not been eliminated due to lacking of students in the near future, most private universities of science and technology (UST) began to ask their faculties to involve in some non-teaching jobs and to increase research performance. This directly leads to increasing job stress of those faculties. This study aimed to investigate the relations among the faculties’ job stress, psychological contract and job performance. Questionnaires were distributed to all 142 faculties in a private UST and 138 valid questionnaires were retrieved. The valid return rate is 97.2%. After a statistical analysis of data collected, the main findings of this study are as follows：(1) Workload is the primary source of job stress；(2) In terms of psychological contract, the aspect of humanity caring obtains lower satisfation; (3) In terms of job performance, the two aspects of teaching and research have higher scores in faculty evaluation; (4) The facultie’s job stress has a significantly negative correlation with their psychological contract；(5) The psychological contract has no significant correlation with the job performance; (6) The job stress is positively correlated with the job performance; and (7) The psychological contract is not a mediator between the job stress and the job performance.

碩士
長榮大學
經營管理研究所
93
Abstract The main sources of income for private high schools are student tuition and expense charges. However, due to the decrease in overall students and the increase in enrollment at public rather than private high schools, mainly because of the increasing gap in tuition and expense charges between the two, the financial situation of most of the private high schools has deteriorated. This financial situation makes it hard and impractical for private high schools to offer the same pay and benefits as their public counterparts. The ever-increasing job load and the yearly student recruitment, in addition to the salary scheme and retirement pension program being much worse than the public school counterparts, have made most of the private high school teachers very depressed and uncertain about their future, personal well-being and job obligation. Therefore, it is not uncommon to find a high turnover rate in most of the private high schools. It has obviously had a severe impact upon the development of the private high schools and their future. This study has therefore focused upon the personal job recognition, salary and retirement system, and job stress and job attitude of private vocational high schools in Taiwan and the inter-relationships between them. This study was done through questionnaires, which were circulated and surveyed in private vocational high schools only. The total numbers of the questionnaires dispatched are 670, and the effective samples collected are 601 in return. The effective sampling rate has reached 89.70%. Further analyses have been used, such as factor analysis, multiple regression analysis, analysis of variance(ANOVA) and path analysis to verify the assumption based on the collected data. The result of this study has demonstrated the following: 1. Personal job recognition has a tremendous impact upon the psychological stress, job involvement and turnover intention; 2. Salary system and retirement pension program also has influenced the job stress and job attitude; 3. Job stress has a significant impact on the job attitude; 4. The differences in personal attribute such as sex, age, marriage status, servicing period, education background, job duty and school of the teachers of the private vocational high schools have made marked differences towards personal job recognition, salary and retirement system, job stress and job attitude. However, only the location of the school, among the others, has shown an insignificant difference.

碩士
國立中興大學
國家政策與公共事務研究所
102
School administrative staffs have always been considered a relatively unimportant role in schools. Nowadays, due to low birth rate and changes in the educational environment, schools cut down costs in personnel and administrative staffs to save budget. However, a successful school administration not only includes the involvement of professionals but also needs the cooperation of administrative staffs. Therefore, administrative staffs play a crucial and important role in schools. This study aims to understand the personality traits and job stress of private universities staffs. Data are collected by using questionnaires. In total, 300 questionnaires were distributed to private universities in central Taiwan. 240 copies were collected; excluding an invalid questionnaire, there were 239 valid questionnaires. The assumptions of this study are divided into three parts. First one is the individual differences in personality traits. Second one is the difference between personal characteristics and job stress. The last one is the variables that affect the relations. Statistical methods used are factor analysis, reliability analysis, descriptive statistics, t-test and ANOVA analysis and correlation analysis. The main findings are as follows: 1. The affinity and open learning were the two most remarkable variables of administrative staffs’ personality traits. 2. There were significant differences in the relationship between gender, marital status and the personality traits in the private universities’ staffs . 3. The age of the private universities’ staffs shown significant differences in conscientiousness. 4. Work roles shown the highest impact in the job stress perception of the private universities’ staffs . 5. Personality traits shown negative correlation in job stress; other remaining dimensions and personality traits were positively correlated. This study provides suggestions for school administrators, school administrators and future personal research. Keywords: school administrators, personality traits, job stress

碩士
中華大學
企業管理學系
106
This study is to explore the impact of the domestic trend of fewer children of job stress of private college administrative staff. The questionnaires survey was adopted in this study and a “Questionnaire of the trend of fewer children of domestic has impact on job stress of private college administrative staff” were used as a research tool. The results of this study were as the following: 1.The significant influence was found on job stress of private college administrative staff by age. 2.The significant influence was found on job stress of private college administrative staff by the human reduced,the change of administrative business,and the change of administrative organization with the trend of fewer children.

碩士
國立臺北科技大學
技術及職業教育研究所
100
The study aims to explore major sources of job stress, the stress degree, coping methods and variations of different backgrounds varieties of private vocational high school teachers with administrative duties. Synthesizing the conclusions of the study, the concrete suggestions are proposed to help private vocational high school teachers with administrative duties to relieve job stress and promote the health of body and mind. In the research methodology, a questionnaire was used to collect the data. This research took 61 private vocational high schools in Taiwan according to Department of Statistics as the population in the school year in 2010 by a ratio of 25% and sample of 16 schools. The research issued 166 questionnaires to teachers with administrative duties. There were 119 effective questionnaires and the returning rates of the questionnaire was 71.69%. By Studying and analyzing the collected data and information reach the following seven conclusions reached as follows: 1.The major source of job stress of teachers with administrative duties includes “time stress”, “administrative dutiesload”, and “policy stress.” 2.For teachers with administrative duties who are age above 40, their degree of source of job stress based on “students and parents” is much higher than that of those who are age below 39. 3.In terms of school size, the overall degree of job stress of teachers with administrative duties in larger schools is higher than that of teachers with administrative duties in medium schools. In terms of “policy stress”, the degree in larger schools is higher than that in medium and smaller schools but it cannot compare between medium schools and smaller schools. In terms of “administrative workload”, “interpersonal relationship” and “role conflict”, the degree in larger schools is higher than that in medium and smaller schools. 4.Job stress of teachers with administrative duties is above the average. 5.The overall degree of job stress of teachers with dministrative duties varies significantly based on school size, but it cannot compare with the difference. 6.The major coping methods of job stress of teachers with administrative duties is “support seeking.” 7.The most common coping methods of job stress of different backgrounds varieties of private vocational high school teachers with administrative duties is “support seeking.”

碩士
國立嘉義大學
國民教育研究所
92
The purpose of this study was to explore the relationship between the job stress of principals in private middle schools and their coping strategies. The study was conducted by means of questionnaire survey. The researcher compiled the questionnaire based on relevant literature, the opinions of educational experts and principals in private middle schools. "The Questionnaire for Job Stress of Principals in Private Middle Schools and their Coping Strategies” was used as a research tool. The participants were school principals in Taipei, Kaohsiung and Taiwan. Among the 210 mailed questionnaires, 196 were valid. The data obtained were statistically analyzed by means of SPSS . The statistical procedures used were mean, standard deviation , and Pearson product-moment correlation. The major findings of the study are as follows. 1.）Among the 4 aspects of job stress, the perception of principals’ “Policy Stress” in terns of effect size was largest; next were “Management Stress” and “Executive Stress”. 2.）As to principals’ coping strategies in private middle schools, “Facing the Problem” and “Reasoning Thinking” were most frequently used; next were “Emotional Adjustment” and “Seeking for Support”. This showed that most principals would face the problems positively, think rationally and try to solve their problems. 3.）The male principals had a higher degree of stress than female ones. The principals with more than 16 years of working experience suffered more job stress. The principals in vocational high schools suffered more job stress than those in high schools. The principals working in the schools with class number ranging from 31 to 40 suffered job stress most . The principals working in isolated island, mountain areas and remote areas suffered higher job stress than those in other areas.

碩士
南台科技大學
技職教育與人力資源發展研究所
97
The purpose of the research is to understand the private vocational college librarian’s (including private vocational college, private technological college, private technological universities) job stress and their stress relief methods. In this research “job stress” means the Librarians in coping with workloads in private vocational college, when serving at work, in this potential working environment, through acknowledgments & evaluations, with the items which the Librarians think they will affect or threat their work performance, thus resulting an unbalanced state physically & mentally. This article categorizes the job stress into five sections, they include “workloads”, ”requests from superiors”, “relationships’, ‘role playing stress’, & ‘specialty knowledge’. The concept of anti-stress from this research is defined to the private vocational college Liberians who are under job stress, who senses the stress of interaction with others, so adequate countermeasures & solutions can be applied, conducting physical & mental relief. Thus the term “coping strategy” in this research summarizes the theories of “personal characters’ & “stress recognition evaluation’, used to explain the connections between Librarians in the working environment & self environment, also evaluating which countermeasures should be applied to each job stress levels, so the subjects can be adopted both physically & mentally. So the countermeasures in this research include five categories “Problem Solving’, “Logical Thinking”, “Avoidance’, “Self adjustment’ & “Support Seeking”. The questionnaire in this research is developed by theories in relating articles. The subject of research includes all private vocational college Librarians, total of 240 questionnaires were released; with 97.95% valid questionnaire feedbacks. Statistic method includes characterization, t- test, single variable analysis, likeness & variety feedback analysis. The conclusions for this research are listed as below: 1. The overall job stress level of private vocational college Librarians is at medium or high level. 2. The job stress of private vocational; college Librarians comes from “workloads”. 3. The Librarians can resolve job stress positively, by their way of countermeasures. 4. The most common way for stress relief for the Librarians is “Self Adjustment” 5. Each Librarian faces different amount of job stress, according to their backgrounds. 6. Each Librarian has different ways to resolve their job stress, according to their backgrounds. 7. There is a connection between Librarian’s job stress release methods & job stress levels. 8. The Librarian’s have obvious job stress relief predictions

碩士
國立雲林科技大學
商管專業學院
100
The purpose of this study was to investigate the private vocational teachers working pressure, first to the literature on private vocational teachers working pressure capability of the definition, theory and research. Second, scholars working pressure scale to collect expert opinions to give advice and work characteristics of the private vocational teachers to complete a formal questionnaire, and then conduct a survey, after the statistical analysis discussed, and preliminary results are as follows: 1. Private vocational teachers feel the pressure of work in the elevation in degrees. 2. The work pressure, the low birth rate problem to feel the pressure of the largest, followed by workload, discipline student behavior, administrative support, interpersonal relationship, the teaching profession. 3. In the different background variables, marital status, teaching subjects such as the three dimensions of job would be affected by the feelings of stress level. 4.According to the t-test, find a different marital status of private vocational teachers in the discipline student behavior have significant differences exist, the working pressure is higher than unmarried teachers, married teachers. 5.According to the t-test and found that the different subjects taught in private vocational teacher workload, teaching professional with significant differences exist, the work of teachers to teach professional subjects pressure is higher than the general subject teachers. 6.According to the single-factor analysis of variance and Scheffe post hoc comparison method, as found in different positions in the private vocational teachers workload, discipline student behavior, administrative support are significant differences exist, chief executive teachers, job stress as a class teacher higher than full-time teachers. Finally, conclusions under this study, as education authorities, schools units and private vocational teachers’ reference, and make relevant recommendations. Keywords: vocational teachers, work pressure, low birth rate

碩士
南華大學
企業管理系管理科學碩博士班
98
In recent years, the social environment changes rapidly especially for employees. They need to face many sources of stress in workplace. So, the object of this research is based on the theory from Stoltz’s(1997) “Adversity Quotient（AQ）” to figure out how emotion regulation and job stress influence teachers’ job satisfaction. Here used a sample population of 200 full-time teachers to take the traditional paper-and-pencil questionnaires who from the private “N” university in southern Taiwan. 144 sets of questionnaires were returned and valid questionnaires were 105. The effective response rate was 72.92%. Reliability analysis, factor analysis, correlation analysis, regression analysis and so on were conducted in this study.

碩士
銘傳大學
諮商與工商心理學系碩士在職專班
102
With the rapid development in Taiwan, the higher expectations that made from the employer of private enterprise, the more responsibilities were conferred on personnel officers. And of course they will spend more time to get involved with the organization and activities, so the purpose of this study was to explore the influence of personnel’s job involvement on role stress, and to explore the relationship of Type A personality, job involvement on role stress. Participants were private enterprise’s personnel officers, 201 valid questionnaires were obtained. The results are shown followings: 1.Job involvement had a positive effect on role ambiguity; 2.Job involvement had a positive effect on role overload; 3.Job involvement had a positive effect on Type A; 4.Type A had a positive effect on role stress; 5.Type A full mediation between job involvement and role ambiguity; 6.Type A full mediation between job involvement and role overload. Based on the research results, some suggestions were made for managers and further researches.

碩士
國立高雄師範大學
事業經營系
103
The rapid technological progress has been achieved with the shifting social structure in Taiwan. An increasing global competition leads the work environments of industries has experienced more intense competition. Educational environment in Taiwan has become relatively different from traditional learning environments. Education innovation programs have been established in the past decades in Taiwan, such as: promoting the nine-year compulsory program and teaching innovation , 12-year compulsory education and the flipped classroom lesson plan. This trend leads that the educators needs to enhance their professional knowledge and capability to meet the higher expectations. At the same time, management and administration in private senior high school has become more competitive, while the total number of students has significantly decreased.This has created a more stressed workplace for many high school teachers. The present study is aimed to explore the nature of organizational climate, job stress and these factors’ impacts on turnover intention of teachers in private senior high school. The results of study provides a useful basis for enhanced quality in management of private senior high school. The qualitative research mothed was employed in the study. A purposive sampling method is considered as an appropriate way in collecting questionnaires from the four selected giant high schools. Total 180 copies of questionnaires are distributed, in which 175 copies are valid, with the retrieval rate of 97%. The SPSS 21.0 Statistical Software was used to analyze the data, including descriptive statistics, factor analysis, reliability analysis, and regression analysis. Based on the data analyses, the major findings of the present study are summarized as follows, 1. The organizational climate has a significantly positive impact on the teachers’ job stress. 2. The job stress has a significantly negative impact on teachers’ turnover intention. 3. The organizational climate has a significantly positive impact on teachers’ turnover intention. The findings reveal that all causal relationships proposed within research model were statistically significant. Managerial implications and research limitation were discussed. Keywords: organizational climate, job stress, turnover intention

碩士
國立中山大學
人力資源管理研究所
93
This study involved 596 administrative staff members in nine private colleges that had been reorganized into universities of technology in Taiwan by February, 2004. In the study, we looked into the staff members’ perceptions of organizational change, job stress and organizational commitment, as well as the interrelationship among them. The findings indicate that those administrative staff members have mid-to-high-level recognition of the inevitability of the organizational change and its resulting benefits. They have medium-level awareness of their voices being ignored by the school and a lack of communication. Nevertheless, maladaptive problems in jobs and positions were seldom mentioned. The major job stress is from contingency arrangements, urgent issues or unscheduled assignments. The staff hold a conservative attitude toward organizational commitment, without showing stable or strong identification with the school. Factor analysis, ANOVA, Pearson correlation analysis, and hierarchical multiple regression were used to examine the significant differences among variables. Major findings through further correlation analysis include: (1) organizational commitment has a positive correlation with the staff’s perceptions of organizational change, and a negative correlation with their recognition of the necessary sacrifice of the interests resulting from the reorganization, (2) the higher level the recognition of organizational reform, the more job stress; and this job stress has significantly high negative correlation with organizational commitment, and (3) those administrative staff who are relatively young, unmarried, less experienced in working, and received fewer years of education tend to be better in recognizing organizational reform and job stress, but worse in organizational commitment. This finding shows that the recognition of organizational reform tends to negatively influence organizational commitment through job stress.

碩士
國立彰化師範大學
教育研究所
91
Abstract The main purpose of this study was to examine the relationship among work values, job stress, and organizational commitment of private senior high school teachers. Questionnaires were administered to a convenience sample of 570 from Taichung city, Taichung county, Chang Hwa county, and Yuen Lin county. Descriptive statistics, t-test, one-way MANOVA, one-way ANOVA, Scheffé′s method, Pearson′s product-moment correlation, canonical correlation, and multiple regression analysis were utilized. The conclusions of major were as follows: 1.Private senior high school teachers perceived their work values, job stress, and organizational commitment as middle. 2.The effect of background variables on private senior high school teachers′ work values, job stress, and organizational commitment were significant. 3.Most correlations among the work values subscales and organizational commitment subscales of private senior high school teachers were significant. 4.The correlations among private senior high school teachers′ job stress and organizational commitment were negative. 5.The private senior high school teachers′ work values and job stress could significantly pridict their organizational commitment. Based on the results of this study, suggestions are offered.

碩士
國立高雄應用科技大學
觀光與餐旅管理系
97
Today, fertility rate of Taiwan rapid to drop, population structure appear the trend towards fewer children, it is a social phenomenon that can’t be ignored at present to assume the air of will exert a far-reaching influence on the whole society, economy, family ,culture, trend which the school manages that it will influence future that too. Teacher in the face of under being so intricate education environment, working pressure be can't ignored, behind huge pressure, different personality specialities, experience the main influence factor of the working effect for the teacher individual, and it will not influence its teaching efficiency, the problem cut for this research view further. This study was done through questionnaires, which were circulated and surveyed in private vocational high schools only. The total numbers of the questionnaires dispatched are 327, and the effective samples collected are 294 in return. The effective sampling rate has reached 89.91%. Further analyses have been used, such as factor analysis, multiple regression analysis and analysis of variance(ANOVA) to verify the assumption based on the collected data. The result of this study has demonstrated the following: 1. Personal different personal backgrounds have made marked differences towards Personality Traits。 2. Personal different personal backgrounds have made marked differences towards Job Stress。 3. Personal different personal backgrounds have made marked differences towards Teaching Efficiencies. 4. The teacher’s personality traits has a significant impact on the job stress. 5. The teacher’s job stress has a significant impact on the teaching efficiency.

碩士
臺中技術學院
事業經營研究所
97
This study aimed to investigate the correlation between job stress and teaching effectiveness among private vocational high school teachers in Changhua County, explore the difference among teachers with different background variables, and understand if job stress is a predictor variable for teaching effectiveness. Based on the research findings, suggestions were later proposed to help private vocational high school teachers reduce job stress and enhance teaching effectiveness. Through literature review and factor analysis, “a questionnaire on job stress and teaching effectiveness among private vocational high school teachers” was developed. The questionnaire was administered to teachers in private vocational high schools in Changhua County to collect the empirical data of the correlation between job stress and teaching effectiveness among private vocational high school teachers in Changhua County. A total of 240 questionnaires were distributed. Of the 191 questionnaires collected, 185 were valid. These responses were analyzed using descriptive analysis, t-test, one-way ANOVA, product-moment correlation, and multiple regression analysis on SPSS Results derived from the empirical data were as follows: 1.The private vocational high school teachers perceived an intermediate level of job stress. 2.These teachers perceived an intermediate-high level of overall teaching effectiveness. 3.Background variables, including gender, age, marital status, education background, seniority, and advanced training, would partly influence these teachers’ perception of job stress. 4.Teachers of private vocational schools in different regions or in different scales showed significant difference in job stress. 5.A portion of teachers of different genders or from schools in different scales showed significant difference in teaching effectiveness. 6.Teachers with different background variables, including age, marital status, education background, seniority, position, and advanced training, showed significant difference in their teaching effectiveness. 7.There was a negative correlation between job stress and teaching effectiveness among teachers of private vocational high schools. 8.Among teachers of private vocational high schools, job stress was a significant predictor variable for teaching effectiveness.

碩士
國立屏東科技大學
技職教育研究所
102
The purpose of this study is to examine the present situations of personnel staff at private technological and vocational institutes from the aspects of job stress, occupational strain, and workplace satisfaction in terms of different environments and backgrounds as well as the correlation among these three factors. The researcher uses the questionnaire survey procedure (purposive sampling) to provide subjects 86 copies of questionnaire in total and recycle 82 effective ones. All raw data are processed, organized, and analyzed by means of descriptive statistics, one-way ANOVA, Scheffe method, Pearson Product-Moment Correlation Coefficient,path analysis, regression and sobel. On the basis of findings, some conclusions and recommendations are drawn and given. The following conclusions are obtained after the empirical analysis: 1.No significant differences are found among job stress, occupational strain, and workplace satisfaction in terms of background variances such as gender, marital status, age, level of education, official title, years of service, full- or part-time job, and types of institutes employed. 2.By comparing background variances, it is found that job stress and occupational strain are perceived higher at university level than at college and junior college level. As for workplace satisfaction, if approached from ages and years of service, staff over fifty- year-old feel more satisfaction than those forties; if approached from official title, chief officers get higher satisfaction than second-level directors, employees, assistant clerks, clerks, senior clerks,executive officers, and teachers; if approached from education level and full-time or part-time perspective, staff with doctoral degree obtain more satisfaction from workplace than those with bachelor degree, and teaching faculty as adjunct administrators derive higher satisfaction than those without any adjunct administrative position. 3.It is also found that job stress and occupational strain present medium and high positive correlation while job stress and workplace satisfaction as well as occupational strain and workplace satisfaction respectively show significant low negative correlation. Based on the results of research analysis, some suggestions and recommendations are given to personnel staff, institutes, the authorities concerned, and future researchers to decrease job stress and occupational strain, to increase workplace satisfaction, and to offer reference for future studies.

碩士
銘傳大學
傳播管理研究所碩士在職專班
92
In the past ten years or so, burgeoning electronic media have kept extending and created a changing media environment where the traditional printed media are facing unprecedented challenges. Mass media in Taiwan can barely survive in a competing condition and, as a result, operating and managing a newspaper office is getting more difficult than before. In the rapidly changing media, one should pay close attention to organization commitment of editors and reporters standing in the front line of producing and making news report and the effects of daily job stress and job satisfaction on it. The research focuses on the case study of editors and reporters of China Times Editorial Department. To facilitate my study, I formulate a questionnaire based on job stress, job satisfaction and organization commitment measurement table. After the sampling survey of one hundred and forty six study objects, I use SPSS statistics software to analyze relationship among three major variables, namely, organization commitment, job stress, job satisfaction and demography. What I find out are editors and reporters in the case showing middle to high level organization commitment and middle to high level job stress and job satisfaction. Secondly, job stress mainly originates from “overload works” and the most satisfied part in the job is “colleagues relationship.” Besides, “hard working commitment” reflects the highest loyalty end in organization commitment spectrum. The other dimensions in organization commitment include: “that I am willing to pursue up-to-date and better knowledge and ability for improving what I achieve in the journalism office”, “I am ready to work hard to win my colleagues’ respect”, “I am able to focus on my position,” and “I am willing to do extra work to make the newspaper run more successfully”. What I find out from literature review are as followings. First, there is positive relationship between e job stress and job satisfaction of media editors and reporters on the one hand, and the extent of organization commitment on the other hand. Moreover, I find out that job satisfaction is a major index having influence on organization commitment from all sorts of research into organization commitment theories. The research suggests a business and its administrator or manager should endeavor to promote morale and job satisfaction of employees and then further the loyalties to the organization. Comparatively, it is good for forwarding the whole organization efficiency.

Thesis (Ph.D.)--State University of New York at Buffalo, 2007.
Title from PDF title page (viewed on Nov. 21, 2007) Available through UMI ProQuest Digital Dissertations. Thesis adviser: Lee, Gloria. Includes bibliographical references.

碩士
義守大學
管理科學研究所
91
The main purpose of this study is to discuss the relationship between job stress and coping strategies for the Kaohsiung and Pingtung area private vocational high school teachers. Furthermore, it also aims to analyze the differences of teachers under different working background, and the relative situations to job stress and coping strategies. The samples of this study are the teachers serving in the Kaohsiung and Pingtung area private vocational high schools. The questionnaire survey is conducted an information analysis that using descriptive statistic methodology, t-test, one-way ANOVA, and Pearson product-moment correlation. Eventually, results of this study offer several practical suggestions to the private high school teachers. The conclusions of this study are summarized followings: 1.The private vocational high school teachers feel medium level of job stress, in the area of Kaohsiung City and Kaohsiung County and Pingtung. 2.The differences of job stress among the teachers with different genders, positions, and school scales are significant. 3.Teachers usually handle matters with medium frequency of coping skills while facing job stress. 4.There is a significant difference of coping strategies with different genders and job positions. 5.There is a positive-correlation between job stress and coping strategies among the private vocational high school teachers. The suggestions of this study are also proposed below: 1.The prime educational administration should notice the proper distribution of educational resources to public and private vocational high schools. This policy can encourage private vocational high school teachers to pursue higher education degree, and to show the respect of teachers’ welfare. 2.The school authorities should enhance multi-directional communication with teachers. It can build up a new learning format. The school administration should jump out the red tape routines and toward to a community education. Teachers’ teaching rights and self-esteem that also should be established in order to create a teaching environment. 3.Teachers should attend on-job training, in order to promote one’s professional knowledge and classroom EQ ect. This can give teachers positive coping skills to face job stress.

碩士
國立高雄師範大學
人力與知識管理研究所
101
Abstract The purpose of the study is to explore the relationship between work stress and job satisfaction of Private Vocational High School Teachers Holding Administrative Positions─the moderator effects of personality traits. This study adopted the survey research method, 210 questionnaires delivered to the Private Vocational High School teachers holding administrative positions in south of Taiwan. There were 183 questionnaires valid, 87 % response rate. Independent variable is work stress; After receivable the response questionnaires, statistics application SPSS12.0 was adopted for reliability, Pearson product-moment correlation, independent t-test, one-way ANOVA and regression analysis. After examine these statistics, the study can explain the effects of relationship, prediction and moderation. Findings are discussed in terms of implications for theory and practice. Focuses of this study are– 1. The Private Vocational High School teachers holding administrative positions with different demographics in South of Taiwan have unparallel performance in work stress, job satisfaction and personality traits. 2. It is partially supported that work stress negatively predicts job satisfaction. 3. Personality traits are positively associated with job satisfaction. 4. Personality traits do moderate the relationship between work strss and job satisfaction. The conclusion:according to the results of this study, recommendations were made, for the schools, Private Vocational High School teachers holding administrative positions and future research.

博士
國立臺灣師範大學
教育學系
103
The main purposes of this study were to investigate the relationship of teacher job stress and well-being and to explore if teacher self-efficacy, positive thinking, and social support could have a significant impact on the relationship. In addition, the study discussed the effects of teacher demographic variables (gender, age, working years, positions, and college) on job stress, self-efficacy, positive thinking, social support, and well-being. The sample consisted of 200 teacher subjects from a private vocational and technological university in northern Taiwan. The required data were collected with five sets of questionnaires, namely Teacher Job Stress, Teacher Self-efficacy, Teacher Positive Thinking, Teacher Social Support, and Teacher Well-Being. In addition, the teachers’ demographic data were also gathered with the five sets of questionnaires. For analyzing data, the study conducted statistical analyses including one-way MANOVA, Pearson product-moment correlation, stepwise multiple regression and simultaneous multiple regression. The study utilized Cronbach’s α coefficients , exploratory factor analysis and confirmatory factory analysis to examine the reliability and validity of the questionnaires. The main findings were listed as follows: 1.The average level of job stress and social support for teachers at a private vocational and technological universities was around the standard value 3, based on the Likert five points scale; while self-efficacy, positive thinking, and well-being at that higher than the value 3.50. 2.The teacher job stress, self-efficacy, positive thinking, social support, and well-being were somewhat associated with their gender, age, years of working experience, job ranking, and the college they were with, respectively. 3.The relationship was proved to be significantly correlated as stated in the following: (1)Negative relations existed between teacher job stress and passion for work, job satisfaction, and overall well-being, respectively. (2)Positive relations existed between teacher self-efficacy and passion for work, job satisfaction, and overall well-being, respectively. (3)Positive relations existed between teacher positive thinking and passion for work, job satisfaction, and overall well-being, respectively. (4)Positive relations existed between teacher social support and passion for work, job satisfaction, and overall well-being, respectively. 4.The predictability was examined and proved to be significant in existence when using the eight constructs of teacher job stress to forecast passion for work, job satisfaction, and overall well-being, respectively. 5.The extent of predictability was also examined and proved to be more powerful when using the eight constructs of teacher job stress, together with the two constructs of teacher self-efficacy, the two constructs of teacher positive thinking, and the four constructs of teacher social support, to forecast passion for work, job satisfaction, and overall well-being, respectively. 6.The extent of predictability was equally powerful when using the positive thinking constructs (peace of mind, and gratitude &; appreciation), social support constructs (informational support and instrumental support), self-efficacy construct (goal oriented belief), and job stress construct (role expectation), all together to forecast passion for work, job satisfaction, and overall well-being, respectively. Keywords: teacher job stress, self-efficacy, positive thinking, teacher social support, teacher well-being

A quantitative, descriptive method was used in this study. A purposeful sample of 239 (N=239) participants was chosen. At a theoretical level, the study provided insight into the causes of stress among educators, the impact of stress on them and the influence of school management teams to support educators in the management of their stress. The literature review confirmed that stress of educators is caused by internal and external factors. It also confirmed that stress may lead to physical and mental illnesses and may influence the emotional state of an educator. The literature confirmed that where school management teams support educators, it reduces the stress levels of the educators. From an empirical perspective, the study confirmed that external factors such as long working hours and workload do have an impact on the educator’s stress levels. This then leads to educators feeling irritated, exhausted and burned out. On the role of school management teams supporting educators to manage the stress levels, the empirical outcome was neutral.
Educational Management and Leadership
M. Ed. (Educational Management)

碩士
南台科技大學
技職教育與人力資源發展研究所
95
This study was to investigate the influence of workplace stress on job vigor on the administrative staff-using emotional intelligence as an moderating variable. The study was based on the questionnaire survey guided by the theoretical framework developed from archive research. The participants were the administrative staffs from private universities and colleges of Tainan area. A total of 393 questionnaires were sent, then the valid returned questionnaires were at a rate of 94.91%. The statistical techniques applied were descriptive statistics method, t-test, one-way ANOVA, correlation analysis and multiple regression analysis. As follows, the major findings of this study are: 1. The factors of workplace stress include demand, control, support, relationship, role, and change. The sensibility of risk factors for administrative staffs at private colleges in the Tainan area is significantly higher than medium degree, and the change especially have the highest dimension. 2. The factors of job vigor on administrative staffs are constituted by physical strength, cognitive liveliness, and emotional energy. The sensibility of job vigor for administrative staffs is significantly higher than medium degree, and emotional energy especially has the highest level. 3. The factors of emotional intelligence on administrative staffs are constituted by self emotional appraisal, other’s emotional appraisal, regulation of emotion, and use of emotion. The sensibility of emotional intelligence on administrative staffs is significantly higher than medium degree, and the appraisal of emotions by themselves has the highest level. 4. The differences from the backgrounds of the individuals on the administrative staffs showed significant differences in the various dimensions of the risk factors of workplace stress. 5. The differences from the backgrounds of the individuals on the administrative staffs showed significant differences in the various dimensions of job vigor. 6. The differences from the backgrounds on administration staffs showed significant differences in the various dimensions of emotional intelligence. 7. Workplace stress has a significant correlation with job vigor. 8. Emotional intelligence has a significant correlation with workplace work. 9. Emotional intelligence has a significant correlation with job vigor. 10.Workplace stress and emotional intelligence are predictors for job vigor. 11.Workplace stress and emotional intelligence have interactive impacts on job vigor.

碩士
銘傳大學
教育研究所碩士在職專班
107
A Study on Job Stress and Emotional Quotient of Teachers - A Case of Private Senior High/Vocational Schools of Shilin/Beitou Districts in Taipei City Graduate Student:Cho-Chieh Tsai Advisor:Dr. Jin-Tan Yang Abstract The purpose of this study is to explore the relationship between teacher job stress and emotional intelligence of teachers in private senior high / vocational school teachers in Shilin/ Beitou Districts of Taipei City. Due to fewer children in our society today, all private high schools are facing a serious challenge, which has turned into a higher stress on teachers' enrollment. Themethod of this study is a questionnaire survey. The subjects of this study are teachers in private senior high / vocational school teachers in Shilin/ Beitou Districts of Taipei City. 7 schools were chosen. A survey was conducted by 208 copies and obtained 196 valid copies. The survey data were analyzed by descriptive statistics, independent sample t-test, ANOVA, and The Pearson product-moment correlation methods. The main findings of this study are four, namely the private senior high/vocational school teachers in Shilin/ Beitou Districts of Taipei City: 1. Different "gender" and "service schools" of those teachers are significantly different in overall teachers’job stress. 2. Different "gender" and "age" of those teachers teachers are significantly different in overall teachers’ emotional quotient. 3. The job stress of those teachers is high. The 2 major job stresses are "administrative support" and "interpersonal relationship". 4. The relationship of overall job stress of those teachers and overall emotional quotient is negatively low correlated Finally, the educational implications of this study and recommendations for future study are also proposed.

碩士
大葉大學
教育專業發展研究所
105
The aim of this study were to explore the relationships between the impacts of low-birth rate, job stress and school’s innovational management strategies of private vocational high school teachers(PVHSTs). The study conducted by the questionnaire-survey method,based on 330(PVHSTs) from three schools in Chia-yi County. The collected data analyzed by descriptive statistics, independent t-test, one-way analysis of variance, Pearson’s correlation, and stepwise regression through the SPSS 20.0.The results as the followings: 1.The PVHSTs were aware of the impacts of low-birth rate,job stress and school’s innovational management strategies. 2.The PVHSTs were apparent difference in the impacts of low-birth rate and job stress from years of service. 3.The PVHSTs were apparent difference in the school’s innovational management strategies from years of service,genders and marriage. 4.The PVHSTs have positive correlation between the impacts of low-birth rate and job stress. 5.Job stress could significantly predict the school’s innovational management strategies of private vocational high school teachers. Keywords: Vocational high school, Decline of the birth-rate, Influence of the low-birth-rate, Job stress,School’s innovational management strategies.

Abstracts in English, Zulu and Xhosa
The study developed a management model to address burnout among teaching staff at private universities in Uganda. It examined the causes of burnout among teaching staff; explored the effect of prolonged stressors on burnout; and investigated the impact of burnout on the performance of teaching staff. A qualitative research approach with a case study design was followed. Lecturers (50), senior lecturers (40), faculty deans (25), and directors of teaching and learning and academic registrars (5) from five private chartered universities in central Uganda participated in the study. Participants were purposively selected to constitute multiple case studies. This study was ethically cleared by the research ethics committees of the University of South Africa (Unisa) and Gulu University. The Uganda National Council for Science and Technology subsequently permitted the adoption of an inductive thematic synthesis to analyse the qualitative data. Empirical data revealed that burnout among teaching staff had institutional causes such as: • conflicting directives • teaching staff’s need to accomplish tasks by a known deadline • delays in the issuance of teaching staff contracts • job insecurity • teaching staff’s incompetence due to skills gaps • limited teaching staff support leading to inadequacy • students’ disruptive behaviour • workload Interpersonal causes were: • unresolved family challenges • being overly ambitious • failing to progress academically • financial obligations • limited resources The study indicated that prolonged stress, such as stress caused by being part of a sub-quality product or having limited authority, leads to emotional burnout. Prolonged stress also leads to physical burnout, as was evident in the panic that ensued when payments were delayed after examination results had been submitted. Prolonged stress results in emotional exhaustion and behavioural challenges in the work environment. Participants reported the following: • limited autonomy • overload and pressure arising from deadlines • teaching staff incompetence • conflicts of responsibilities Empirical data revealed that burnout led to the following: • cognitive workplace deficiencies • emotional detachment • employee turnover • ineffectiveness • poor relationships Psychological burnout among teaching staff presented as unfriendliness towards students and poor student performance. A burnout management model was developed based on the findings of the study to address burnout among teaching staff at private universities. The model emphasises individual and institutional management strategies. Suggestions for further research were made.
Lolu cwaningo lusungule isifanekiso sokuphathwa ukwethulwa inkulumo ngokutubeka phakathi kwabafundisi ezimfundweni eziphakeme ezizimele e-Uganda. Luhlole izimbangela zokutubeka phakathi kwabafundisi; luhlole umphumela ongapheli wabacindezeli ekutubekeni; futhi luphenye umthelela wokutubeka ekusebenzeni kwabafundisi. Indlela yocwaningo yokuqoqa nokuhlaziya ngokocwaningo oluhleliwe yalandelwa. Abafundisayo (50), abafundisayo abakhulu (40), abaphathi bezigaba zemfundo ezimfundweni eziphakeme (25), kanye nabaqondisi bokufundisa nokufunda kanye nababhalisi bezemfundo (5) kusukela ezimfundweni eziphakame ezinhlanu ezizimele ezingaphansi kwesivumelwano sikahulumeni wesifundazwe enkabeni yase-Uganda zibambe iqhaza kulolu cwaningo. Ababambe iqhaza bakhethwe ngokwenhloso ukuze bakhe ucwaningo oluningi. Lolu cwaningo lugunyazwe ngamakomidi okuziphatha ngokwezimiso aseMfundweni Ephakeme yaseNingizimu Afrika (Unisa), kanye neMfundo Ephakeme yaseGulu. Umkhandlu kaZwelonke wezeSayensi noBuchwepheshe e-Uganda kamuva uvumele ukwamukelwa kokungenisa kwenhlanganisela yendikimba ukuhlaziya kokuqoqwa komniningwano. Umniningwano wezobuciko wembule ukuthi ukutubeka phakathi kwabafundisi kube nezimbangela zesikhungo ezifana: • iziqondiso ezingqubuzanayo • izidingo zabafundisi ukufeza imisebenzi ngomnqamulajuqu owaziwayo • ukubambezeleka kokukhishwa kwezinkontileka zabafundisi • uvalo lokuphelelwa ngumsebenzi • Ukuhluleka kwabafundisi ngenxa yezikhala zamakhono • ukusekwa okulinganiselwe kwabafundisi okuholela kokungafanelekile • ukuziphatha okuphazamisayo kwabafundi • Izinga lomsebenzi izimbangela zokusebenzisana bekuyilezi: • izinselela zomndeni ezingaxazululwanga • ukuba ngovelele ngokweqile • ukwehluleka ukuqhubekela phambili ezifundweni • izibopho ngokwezimali • izinsiza ezilinganiselwe Ucwaningo lwakhombisa ukuthi ukucindezeleka okungapheli, okufana nokucindezeleka okubangelwa ukuba yingxenye yomkhiqizo engaphansi ngekhwalithi noma ekubeni negunya elilinganiselwe, kuholela ekutubekeni ngokozwelo. Ukucindezeleka okungapheli kuphinde kuholele ekutubekeni ngokomzimba, njengoba kwabonakala ovalweni olwalandela lapho izinkokhelo zabambezeleka emva kokuba imiphumela yokuhlolwa isithunyelwe. Ukucindezeleka okungapheli kubangela ukukhathala ngokozwelo nezinselela ekuziphatheni endaweni yomsebenzi. Ababambe iqhaza babike okulandelayo: • ukuzimela okulinganiselwe • umsebenzi omningi ngokweqile osuka kumnqamulajuqu • Ukungakwazi ukusebenza kwabafundisi • ukungqubuzana kwezibopho Umniningwano wezobuciko wembule ukuthi ukutubeka kwaholela kulokhu okulandelayo: • ukuntula kokuqonda endaweni yomsebenzi • ukuhlukanisa ngokozwelo • Inzuzo yomsebenzi • ukwehluleka • ubudlelwano obungebuhle Ukutubeka kwengqondo phakathi kwabafundisi kunikezwe njengokungabi nabungane maqondana nabafundi kanye nokungasebenzi kahle komfundi. Isifanekiso sokuphathwa sasungulwa ngokususelwe kokwatholakala kwesifundo ukwethula ukutubeka phakathi kwabafundisi ezimfundweni eziphakeme ezizimele. Isifanekiso sigcizelela amasu omuntu ngamunye nezikhungo zokuphathwa. Iziphakamiso zokuqhutshekiswa kocwaningo zenziwe.
Uphononongo lwavelisa imodeli yolawulo ukujongana nokudinwa phakathi kwabasebenzi abafundisayo kwiiyunivesithi zabucala eUganda. Luvavanye oonobangela bokudinwa phakathi kwabasebenzi abafundisayo; luvavanye impembelelo yezinto ezidala uxinzelelo lwexesha elide ekudinweni; kwaye iphande igalelo lokudinwa kwinkqubo yokusebenza kwabasebenzi abafundisayo. Inkqubo yophando esemgangathweni kunye noyilo lwezifundo lwalandelwa. Abahlohli (50), abahlohli abadala (40), iintloko zamasebe ezifundo (25), kunye nabalawuli bokufundisa nokufunda kunye nababhalisi bezemfundo (5) abavela kwiiyunivesithi ezintlanu zabucala ezinamalungelo kumbindi weUganda bathatha inxaxheba kolu phando. Abathathi-nxaxheba bakhethwa ngokwenjongo ukuba yinxalenye yezifundo zophando ezininzi. Olu phononongo lwacaciswa ngokusesikweni ziikomiti zokuziphatha zophando zeYunivesithi yoMzantsi Afrika (i-Unisa) kunye neYunivesithi yaseGulu. IBhunga leSizwe lase-Uganda lezeNzululwazi kunye neThekhnoloji kamva lavumela ukwamkelwa kwenkuthazo yokudityaniswa kwezihloko zokucalula idatha esemgangathweni. Idatha yangokwenene iveze ukuba ukudinwa phakathi kwabasebenzi abafundisayo (kwabafundisintsapho) kube ngoonobangela amaziko anje ngala: • izikhokelo eziphikisanayo • Iimfuno zabasebenzi abafundisayo ukugqiba imisebenzi ngomhla obekiweyo • Ukulibaziseka ekukhutshweni kweekhontrakthi zabafundisintsapho • Ukungaqiniseki ngomsebenzi • Ukungakwazi kwabasebenzi abafundisayo (abafundisi) ukufundisa ngenxa yezikhewu kwizakhono • Inkxaso engonelanga kubasebenzi abafundisayo ekukhokelela ekusileleni • Ukuziphatha okuphazamisayo kubafundi • ubungakanani bomsebenzi Oonabangela bonxibelelwano phakathi kwabantu ngaba: • iingxaki ezingasonjululwanga kusapho • ukuba namabhongo ngokugqithisileyo • ukungabi nankqubela phambili ngokwezemfundo • izibophelelo zemali • izixhobo ezingonelanga Uphononongo lubonise ukuba uxinzelelo oluthathe ixesha elide, olufana noxinzelelo olubangelwa kukuba yinxalenye yemveliso ekumgangatho ophantsi okanye ukuba negunya elilinganiselweyo, kukhokelela ekudinweni ngokweemvakalelo. Uxinzelelo lwexesha elide lukwakhokelela ekudinweni ngokwasemzimbeni, njengoko kwakubonakala kuloyiko olwalulapho xa kulibaziseka ukuhlawulwa emva kokungeniswa kweziphumo zoviwo. Uxinzelelo lwexesha elide luba neziphumo zokudinwa ngokweemvakalelo kunye nemicelimngeni yokuziphatha kwindawo yokusebenza. Abathathi-nxaxheba baxele oku kulandelayo: • Ukuzilawula okunyiniweyo • umsebenzi omninzi kunye noxinzelelo oluvela kwimihla emiselweyo yokungenisa • umsebenzi. • Ukungakwazi kwabasebenzi abafundisayo ukufundisa ngokupheleleyo • Ukungqubana koxanduva lwemisebenzi Idatha yokongokwenene iveze ukuba ukudinwa kukhokelele koku kulandelayo: • ukusilela kwengqondo emsebenzini • ukukhululeka ngokweemvakalelo • Ukutshintsha kwabaqeshwa • ukungasebenzi kakuhle • ubudlelwane obubi Ukudinwa kwengqondo phakathi kwabasebenzi abafundisayo (abafundisi) kuboniswe njengokungenabubele kubafundi kunye nokusebenza kakubi kwabo.Imodeli yokulawula ukudinwa yaphuhliswa ngokusekwe kwiziphumo zophando ukujongana nokudinwa phakathi kwabasebenzi abafundisayo kwiiyunivesithi zabucala. Imodeli igxininisa izicwangciso zolawulo lomntu ngamnye neziko. Iingcebiso zophando olunokuqhutyelwa phambili zenziwa.
Educational Management and Leadership
D. Ed. (Educational Leadership and Management)

The aim of the research study, Combatting the Downward Spiral: Burnout, Support Networks and Coping Strategies of TESOL Teachers at Private Language Schools in Johannesburg, South Africa was firstly to determine whether TESOL teachers working in private language schools in Johannesburg, South Africa suffered from burnout. Secondly, the aim was to discover which factors caused stress for TESOL teachers inside and outside the classroom, what support structures were available for burned out TESOL teachers and the type of coping strategies TESOL teachers used to manage burnout. Using a mixed method design which consisted of the Maslach Burnout Inventory-Educators Survey and semi-structured interviews, the findings revealed that 46% of the TESOL teachers who participated in the research study were suffering from high levels of burnout. Interviews revealed three main areas that caused stress for TESOL teachers: the job of teaching, relationships at work and organisational and TESOL-related issues. These areas were divided further into various sub-themes. Furthermore, support structures for burned out TESOL teachers were generally inadequate and although TESOL teachers attempted to manage burnout by using a variety of coping strategies, these did not seem to be effective in the long-term.
English Studies
D. Lit. et Phil. (English)

碩士
中華大學
企業管理學系碩士班
99
This study is aimed at understanding both the central regions of publicly owned and privately owned secondary schools, and the working relationship between job stress and job satisfaction of a head of physical education, as well as exploring the different background variables and comparing their differences. In this study, 322 public and private secondary school sports team leaders have been surveyed. This study has been carried out to understand the statistics, t-test, one-way ANOVA and regression analysis for statistical analysis, and has been integrated below. The whole discussion of the results obtained the following conclusions: a) In Secondary schools, that is to say both public and private junior and senior high schools as well as vocational schools, the greatest cause for stress is the work load, followed by the pressure induced by the demand for professional development, with interpersonal relationships feeling the pressure the least. These results show the pressure on heads of physical education in normal 3 points or less. In public secondary schools or high schools the heads of physical education put their colleagues at the top of the job satisfaction questionnaire, followed by responsibilities, the work itself, and finally place the salary at the bottom or the list. In private secondary schools or high schools, the heads of physical education placed colleagues at the top of the list, followed by responsibilities, then the salary, with the work itself giving the lowest satisfaction. b) In reference to the head of the middle school, concerning both sports for females in the professional growth and males in the interpersonal relationships, the addition of a part-time leader in junior school classes and fewer sports classes in schools, with the result that sports are not giving a particularly great amount of work pressure. The situation is not set in reference to the part-time heads of physical education in junior school sports classes in public school. These heads of physical education have a great amount of stress. Vocational high school heads of physical education in part-time junior head positions also have a great amount of stress. The leaders of junior classes in public vocational high schools, both in a sports and an academic setting, have a great amount of stress. The heads of physical education of private vocational high schools who possess a bachelor's degree and teach junior students and have few classroom situations to attend to have a great amount of stress. c) In the case of older, male middle school heads of physical education who possess a master's degree and have a lot of years of teaching experience who are part-time heads of the years with higher salaries, they teach academic classes and participate in a few more different situations. These heads of physical education have a high job satisfaction. In the case of junior, male sports who are older, work part-time and are heads of the years, they teach more classes. These heads of physical education have a higher job satisfaction. Heads of senior physical education and part-time heads of other years of vocational high schools have higher salaries and specifically set up school classes such as sports. These heads of physical education have a higher job satisfaction. heads of physical education who have had more years of teaching part-time experience in vocational public high school have a higher job satisfaction. Heads of physical education in vocational private high schools who have had more teaching experience and are part-time leaders in junior students and have higher wages and other perk have a higher job satisfaction . d) To thoroughly assess the stress and pressure levels of the heads of physical education as well as the levels of job satisfaction related to each case, different background variables must be taken into consideration, for example: gender, age, level of education achieved, years of teaching experience, whether or not they have already been in a position of seniority, salary, number of classes, the sport class programme in the school. Furthermore the different proportions of stress within the job, for example: workload, professional growth, interpersonal relationships. Altogether, eleven independent variables affect the range of job satisfaction. According to regression analysis, statements are summarized as follows: In the middle school sports programme, the variables are: gender, previous part-time position of seniority, workload, professional growth, interpersonal relationships, job satisfaction, whether or not there was a significant negative impact, age, salary, the number of school classes, and whether or not there were significant positive effects. In the state run public school heads of physical education programme, the variables are: gender, work load, professional growth, interpersonal relationships, job satisfaction and whether or not there was a significant negative impact. In the vocational high school heads of physical education programme, the variables are: whether or not sports classes have been set up, years of teaching experience, previous part-time position of seniority, school class number, work load, professional growth, interpersonal relationships, job satisfaction, whether or not there was a significant negative impact, age, salary and whether or not there were significant positive effects. In the vocational public high school heads of physical education programme, the variables are: years of teaching, workload, professional growth, interpersonal relationships, job satisfaction, whether or not there was a significant negative impact, age, the number of school classes, and whether or not there were significant positive effects. In the vocational private high school heads of physical education programme, the variables are: whether or not they have already been in a position of seniority, professional growth, interpersonal relationships, job satisfaction, whether or not there was a significant negative impact, pay and whether or not there were significant positive effect.