Dissertations / Theses on the topic 'Staff wellbeing'

This thesis presents an empirical investigation to address the psychosocial work environment as an established social determinant of health. The focus was narrowed to a single occupation, teachers, due to high reported stress levels in national surveys and other consequential policy challenges. The focus of intervention was narrowed to tackling the causes of stress after a scoping literature review found that most effort in this area has been directed towards individual-level interventions and programmes. A systematic review was conducted to assess the evidence-base, which demonstrated availability of limited and low-quality evidence for the evaluation of organisational interventions for teacher wellbeing. It was found that organisational interventions lead to improvements in teacher wellbeing and retention rates, although most of the trials in this review were affected by methodological shortcomings. Because of the paucity of such intervention studies, and the heterogeneous nature of the interventions in the four included studies in this review, implications for practice were found to be very limited. Further well-designed research in the development and testing of organisational interventions for teacher wellbeing was recommended as a result, while outlining the requirements for a rigorous study in this area. An intervention development endeavour was subsequently undertaken, which pointed to participatory approaches. An intervention entitled Change Laboratory was identified due to its relatively robust theoretical and methodological basis. An exploratory pilot trial of the participatory organisational change intervention was conducted in four secondary schools in the UK, with 2 schools as intervention and 2 schools as control. Qualitative findings, process evaluation, and quantitative findings of the study are subsequently presented. The analysis focuses on the actions that teachers and managers collaboratively designed in the intervention schools, in order to address organisational and systemic factors generating stress. The common theme in the output of both Change Laboratory cases was their focus on the object of decision-making, and leading to an expansive learning in terms of a reconceptualization of decision-making within their respective organisations. The central contradiction was found to be between the macro perspective and priorities and agendas of the senior leadership that shape policies and processes, and the micro perspective of those having to enact and comply with the decisions made by senior leaders. The intervention outputs can be seen as mediators synthesized from this contradiction. Following the intervention impact longitudinally demonstrated a developing and evolving reconceptualization of pedagogy, which is more central to teachers' object of activity and their professional identity. The analysis demonstrates that professional identity may be a crucial dimension of wellbeing at work in tandem with work-related stress theories. The findings suggest that the Change Laboratory group initially embarked on a re-conceptualisation of decision-making, and utilised the new systems and way of working as a means to address teaching and learning which is more central to their professional identity and their object of activity. The quantitative findings suggests an indication of beneficial effects of the intervention at end-of-intervention point, also considering the limitations. The process evaluation focuses on delineating the different facets of the intervention and assuring intervention integrity, assessing feasibility and acceptability, and generating insights for scaling-up of the intervention. An implementation framework developed in this study was found to be of value in the endeavour to adopt, adapt, and develop process-oriented structural interventions.

England’s education system has a long history of boarding schools, with upwards of 75,000 boarders educated each year (Boarding Schools Association, 2020a; Independent Schools Council, 2020). Boarding schools are regarded as unique educational environments and, in recent times, there has been increasing consideration of the value and effect of these environments on the wellbeing of both staff and students. To date, proponents and opponents of boarding education have been unable to resolve their differing perspectives on the impacts of a boarding education on staff and student wellbeing. This uncertainty has occurred in the context of increasing rates of teacher attrition alongside the expanding role schools are expected to play in the domain of student personal development. Despite existing research documenting the importance of organisational factors as determinants of wellbeing, such as staffing factors, the focus often remains on the individual, with little research specifically addressing the boarding environment itself. In the context of this research need, this exploratory qualitative study compared the impact of two emergent boarding school staffing models on staff and student wellbeing through the perceptions of boarding school staff. A comparative case study methodology was employed, with purposive selection of two schools in England as instrumental case studies representing each of the two emergent models: a) the teacher-led model, which favoured the use of teaching staff in dual teaching-boarding positions, and b) the distinct-staff model, which favoured separation between boarding house staff and teaching staff. Data were collected through a document analysis of school-based policies and webpages and external inspection reports, together with semi-structured interviews with five boarding house staff at each site. The lived experience of boarding school staff was privileged within this study through the application of standpoint theory (Allen, 2017) and a relational wellbeing framework (S. White, 2010, 2017) used for the identification of broad determinant factors. Data analysis was conducted using Leximancer (Smith, 2016), an automated data mining software package, and complemented with line-by-line manual processes. Document analysis utilising Leximancer revealed that the case study contexts were comparable with respect to their policy environments and school-based factors, with differences predominantly emerging from the staffing model in use. Analysis of interview data utilising Leximancer revealed five key themes: Boarding, School, Children, Time, and Work. These themes reflected a textual focus on contextual factors, with substantial similarity emerging between the two case study sites with respect to the ranked concepts identified. This contextual focus and resulting similarity highlighted a common lived experience of participants between case study sites and provided a foundation for manual analysis of the interview data. Manual line-by-line analysis identified five themes through which staff and student wellbeing was framed in relational terms: Provision, Roles, Routines, Relationships, and Fit. Responsive to both the interview data and factors identified in the literature, these themes were united with the contextual themes which emerged from Leximancer analysis to produce a conceptual framework for the study. This conceptual framework supported the development of differences between the two models with respect to the composition of staff roles and their impact on role stress and role conflict and the consistency of boarding routines with respect to continuity of care. Patterns of boarding provision, quality of relationships, and reciprocal person-organisation fit were interrelated and important in both cases but were secondary to Roles and Provision as differentiating factors. The models were deemed to be justifiable constructions based on study observations. Findings from this small-scale study recommend the distinct-staff model as most supportive of staff and student wellbeing. This study found that the separation of teaching and boarding roles served to reduce role stress and role conflict for boarding and teaching staff alike, producing benefits for both staff and student wellbeing in this research context. Participants in the distinct-staff case reported that this model provided improved continuity of care to boarders through greater consistency in the staffing of the boarding house. Additional implications and guiding principles for schools to support the wellbeing of staff and students in boarding included: (a) adapt provision responsively to reflect the needs of current staff and students; (b) evaluate staff roles to minimise role stress and role conflict; (c) review routines and transitions to facilitate continuity of care; (d) support relationship development both professionally and personally; and (e) maximise fit between individual needs and the requirements of the institution. Exploratory in nature, this study has contributed to the limited boarding school literature base, providing the foundation for future research needed to generalise these findings more confidently.
Thesis (Masters)
Master of Education and Professional Studies Research (MEdProfStRes)
School Educ & Professional St
Arts, Education and Law
Full Text

Introduction: Care professionals suffering with poor wellbeing is a phenomenon that has been found to have a damaging effect upon individual employees, service users and organisations. Employees working in forensic settings are believed to be at increased risk of damaged wellbeing due to the unique demands of their working environment, including exposure to violence and aggression. This issue was addressed in two ways. Firstly, a systematic review of the literature on the effectiveness of person-centred interventions to improve the wellbeing of forensic professionals was prepared. Following this, an empirical study was completed which examined the ability of demands related to violence and aggression, and resources of two types (cognitive and contextual behavioural) to predict the wellbeing of employees in a high secure forensic mental health (FMH) hospital. Method: For the systematic review, relevant databases were systematically searched and 7 papers that met the inclusion criteria were identified. The included studies were quality assessed to identify strengths and weaknesses. For the empirical study, 142 employees at a high secure FMH hospital completed self-report questionnaires which examined their wellbeing, perceptions of the prevalence of aggression, beliefs about safety, attitudes towards aggression, and psychological flexibility. Results: The reviewed studies included psychological, educational and mixed type interventions. Evidence for the effectiveness of interventions was mixed, and problems with methodological quality common. The results of the empirical paper suggested that exposure to violence and aggression was not a good predictor of wellbeing. However, the beliefs staff held about safety and staff‘s level of psychological flexibility were predictive of wellbeing. Conclusions: The review concluded that the existing evidence for the effectiveness of person-centred wellbeing interventions for forensic professionals was generally of poor quality, and inadequate to provide firm recommendations. Further research to assess the effectiveness of interventions and the underlying mechanisms of wellbeing change in forensic settings was advised. The empirical paper concluded that job demands related to staff‘s cognitive appraisal of safety, and the contextual behavioural resource, psychological flexibility, were predictive of staff wellbeing. It was recommended that future interventions to improve the wellbeing of forensic professionals consider the psychological processes staff encounter in the workplace, with a particular focus on contextual behavioural resources, which have an existing evidence base in broader occupational fields. Further research using contextual behavioural interventions within forensic settings is recommended in order to develop the limited research on forensic professionals‘ workplace wellbeing.

My abiding concern with human and planetary wellbeing and an emerging interest in the potential of Participatory Action Research as a method of engaging with restorative, life-enhancing ways of being are central to the research reported here. Chomsky (2003), Kelsey (2002), Roddick (2001), and Stiglitz (2003) are amongst many authors who argue that the way in which we shape and are shaped by our relationships with one another has contributed to an intolerable, inhumane and unsustainable compromise of human and planetary wellbeing. Through a Participatory Action Research (PAR) project with staff from Te Ra, a community based on the holistic ideals of Rudolf Steiner, and thus an organisation explicitly committed to holistic wellbeing of people and planet, we sought to explore the challenges to such wellbeing. While our mutual attention was focused on enhancing staff wellbeing at their place of employment, my wider attention was also given to an investigation of the value of a critical analysis to the wider political and economic context in which this organisation works to meet the aspirations of this community. My deep attention has also focused on the potential for PAR to make a contribution to the transformational aspirations of critical theorists who are concerned to uncover and transform aspects of society that inhibit justice and wellbeing of people and planet. My metaphor of choice, to allow me the engagement in all three spheres simultaneously, is the metaphor of Dance. In my work with the staff of Te Ra, our intent was to 'dance with the Shadows', alluding to Jungian references to hidden aspects of ourselves and this community, to discover if un-wellness and disconnection from self and others could be transformed into flourishing relationships and wellbeing in the organisation. McNiff (2000) proposes that PAR has the potential to generate living theories that redefine the main purpose of organisation theory in terms of human wellbeing. Throughout this research project, principles of PAR are woven in with work of critical organisational theorists, psychologists and anthropologists. The already established ideas of reflection, observation, reflexivity, and action are choreographed with the less often considered ideas of those aspects of the research relationship that may inhibit mutuality. While this organisation is explicitly and deeply committed to underpinning all that is aspired to with a relational ethic, the impact that instrumental practices associated with an intensifying neo-liberal economic external environment have not left this organisation untouched. It took commitment, courage and resources to identify and engage with the Shadows masked by intrinsic and extrinsic pressures and processes that these research participants were experiencing. Engaging in PAR processes allowed us dance 'up close and personal' with their aspirations to begin transforming what was not well, while recognising and reinforcing the organisation's existing strong philosophical and spiritual foundations that emphasized individual freedom and collective responsibility for wellbeing of all. Based on the significant transformations achieved during this project we posit that PAR provides a collaborative opportunity for academics and practitioners to 'dance with the Shadows' of individuals and communities to make a significant contribution to the development of sustainable relationships in workplaces where human and planetary wellbeing is the priority.

This study explores the views of children and young people and their perceptions of how secondary school staff promote pupil wellbeing. Previous research has predominately focused on measuring the wellbeing of children and young people, looking at wellbeing trends between gender and year group and identifying the key areas which children and young people view are central to their wellbeing. This study seeks to elicit, from the perspective of children and young people, their definition of the term wellbeing, the key areas which are important to their wellbeing, how their school staff provide support within these key areas, whether there are differences between self-reported wellbeing and levels of satisfaction and adequacy in their lives. Furthermore, this study aims to explore whether standardised questionnaires include key areas which are important to children and young people and therefore, whether they are valid tools to measure the wellbeing of children and young people. Thematic analysis of focus groups, of 16 participants, identified that participants viewed wellbeing to be a multifaceted concept which is likely to evolve over time. Participants expressed that there are 4 key areas which are important to their wellbeing; their relationships, having access to activities, having their basic needs met and having a positive outlook on life. Furthermore, male and female participants expressed different perceptions of the important key areas to their wellbeing. 40 participants completed a self-reported wellbeing questionnaire. Data analysis of the Children’s Worlds Wellbeing questionnaire found that there were no gender or year group differences in the levels of self-reported wellbeing. However, there was a significant difference between males and females in the levels of satisfaction with their local area, indicating that males are significantly more satisfied with where they live. The key areas elicited from the focus groups and the areas covered in the Children’s Worlds Wellbeing questionnaire were compared, finding that there were numerous overlaps between the two sources. However, there appeared to be significant gaps within the questionnaire which participants expressed were important to their wellbeing, suggesting that such tools may have limited validity with this sample. 8 participants participated in semi-structured interviews. Thematic analysis identified that overall, participants held positive perceptions of how their school staff support pupil wellbeing, regardless of their self-reported level of wellbeing. Additionally, participants expressed that their school staff provide support which spans across each of the four key areas identified as important to their wellbeing. Although participants acknowledge the valuable support which school staff currently provides, several areas where school staff may further improve provision to improve pupil wellbeing were identified. The implications of the study are considered for schools, educational psychologists and for future directions.

The recent focus on the role of schools in promoting pupils' emotional wellbeing and mental health has been addressed through government legislation and initiatives such as Every Child Matters (DfES, 2003a), Social and Emotional Aspects of Learning (DfES, 2005a, 2007) and the Healthy Schools Programme (DCSF/DoH, 2007). However, the precise nature of the responsibility is generally unclear. This study explored how teachers and teaching assistants in mainstream primary schools understand the terms 'emotional wellbeing' and 'mental health', their perceptions of their role and responsibility, and how they link their relationships with pupils to promoting wellbeing. The responses of teachers and teaching assistants were also compared. Using a mixed methods approach, consisting of semi-structured interviews (N = 20) and questionnaires (N = 40), and employing thematic and statistical analysis techniques, conclusions were reached. Staff appear to have broad conceptualisations of emotional wellbeing and mental health, with pupils' emotional states and interactions with others viewed as especially relevant. Participants' colleagues were strongly linked to their roles, in practical and psychological terms, and most people believed that good relationships between staff and pupils were important. The idea of 'talk' in promoting wellbeing was salient. TAs reflected on relationships in more nuanced ways than teachers and viewed these as a central part of their role. Constraints linked to time and differing responsibilities appear relevant to understanding this difference.

study examined representations of paediatric palliative care (PPC) available in the UK media. Furthermore, the study explored PPC nurses’ experiences of these representations, with consideration of the impact of these on wellbeing and career longevity. With research from the fields of media and cultural studies and medical sociology informing its theoretical basis, the study demonstrated how popularly held constructions of healthcare services and staff are influenced by media representations and come to shape the lived experiences of healthcare workers. Furthermore, in drawing upon Social Representations Theory (Moscovici, 1988), the study proposed an explanation for how PPC is perceived and understood by the public. Moreover, the study offered a novel insight into the impact of media representations of PPC on nurses, an area which previously has not been explored in this way. Utilising Critical Realist Discourse Analysis a review of representations of PPC available in the UK media was completed. Here, findings indicated PPC was often represented as controversial and hospice-based. Furthermore, media representations tended to position nurses in polarising ways (e.g. as “angels” or “baby-killers”). In addition, semi-structured interviews were used to explore nurses’ experiences of media representations with a focus on the impact of these on wellbeing and career longevity. Data from the interviews was analysed using Interpretative Phenomenological Analysis. Three superordinate themes were developed; ‘PPC: A Contentious Approach’, ‘The “Threat” of the Media’ and ‘Not the Whole Story: One-sided media representations’. In all themes nurses described the impact of media representations upon clinical practice. However, impact on wellbeing and career longevity were not identified. Findings from the study are discussed in relation to existing literature and psychological theory, and consideration was given to the implications for clinical psychologists working in PPC and physical healthcare settings generally. Recommendations for future research are also given.

Although working with cancer patients is considered inherently stressful, palliative care staff experience similar levels of psychological distress and lower levels of burnout than staff working in other specialties. There are few empirical studies in palliative care to explain this. Since working in a stressful job does not inevitably lead to psychological distress, the antecedent factors that promote resilience and maintain a sense of well-being are worthy of study. This thesis reviews two theoretical perspectives from the broader psychological literature, the personality constructs of hardiness and sense of coherence, which may promote resilience. It then outlines a qualitative study that used interpretative phenomenological analysis (IPA) to describe hospice nurses' experiences of work. During the analysis, themes emerged relating to the underlying interpersonal factors that influenced the nurses' decisions to begin and continue working in palliative care, and their attitudes towards life and work. These themes were compared with the theoretical personality constructs of hardiness and sense of coherence, and this comparison highlighted many similarities. The nurses showed high levels of commitment, and imputed a sense of meaning and purpose to their work. An area of divergence was their response to change, and this is discussed in relation to hardiness and sense of coherence. It is suggested that increasing our understanding of resilience in palliative care has implications for individual staff wellbeing, and for staff training and support, which, in turn, may also impact on the quality of patient care provided.

Educational Psychologists (EPs) spend much of their time working with school staff to solve problems. Staff often report perceptions of high levels of stress, overwork and lack of time to plan and implement changes indicating frequent experience of poor mental well-being. There has been a recent increase in awareness of promoting the well-being of children and young people, however, little attention appears to have been focused as yet upon the school staff who will promote and support this agenda.Research in schools has tended to focus on teachers rather than including all staff. There is a preponderance of research clarifying contributors to teachers’ stress and, to a lesser extent describing interventions in schools. However, little research has focused on school staff understanding and value of well-being and about perceptions of interventions carried out in schools. This study aimed to obtain a greater understanding of the perceptions of school staff about well-being, the value they placed upon it and the experience and perceived impact of taking part in a study aiming to promote staff well-being. An 8 week intervention was carried out in a primary school with weekly sessions of a project which was known as ‘Chill and Chat’. Data was gathered via questionnaires completed before and after the project and 3 focus groups held before, during and after the project. Data was analysed using thematic analysis.It was found that well-being was seen as important, however, colleagues with poor mental well-being were ‘pathologised’. ‘Learning’ to cope and maintain positive well-being was perceived as a responsibility of the staff member. Staff perceived the informality of provision to support their well-being as important and valued the time to develop better relationships with colleagues rather than ‘working relationships’ and also feeling valued and cared for. Staff reported perceptions of greater efficacy in the classroom, increased job satisfaction and feeling calmer in the classroom. The most significant limitation of the study was the continuation of provision to support staff mental well-being which requires commitment and understanding from school senior management teams and local authority members regarding the impact that increased well being can have on teaching and learning and a shift of thought towards focusing on positive well-being promotion rather than managing poor well-being.There are implications for EP practice and research in helping school staff reflect on their well-being and actions that they can take as a team to promote well-being in school. EPs can also be instrumental in disseminating research findings highlighting the impact of staff mental well being on teaching and learning.

The purpose of this thesis is to examine the process of organizational socialization in hospital newcomers, and the effects of this process on their levels of well-being and service quality. Following a review of the literature, two original models of socialization are presented and then tested using a longitudinal mixed methods case study approach that includes quantitative and qualitative components. The models take a novel approach by viewing the psychological contract as the key mechanism through which communication and learning facilitate employee integration. The survey study revealed that during the first three months of socialization, proactively obtained useful information about the new environment led to an increase in perceived organizational promises, which in turn was related to better attitudes and well-being. Useful information provided by the organization led to an increased focus on service quality, but did not influence perceived promises. After twelve months, greater knowledge about the environment led to lower perceptions of violation, which in turn was associated with better attitudes, well-being and service quality focus. The interview study revealed that breach and fulfilment of the psychological contract, under certain circumstances, acted as turning points which caused a sharp change in well-being and service quality. Overall, there is broad support for the theoretical framework and for the role of the psychological contract as an intervening mechanism in the socialization process. Additionally, the findings suggest that socialization is not the smooth process towards integration that much previous work implies. In practical terms, the findings indicate that organizations must ensure that newcomers are provided with both functional and social information, that they are encouraged to ask questions and that existing insiders are encouraged to respond with useful information.

TM-konsult är ett Norrlandsbaserat projekteringsföretag som verkar inom samtliga discipliner i tidiga skeden, projektering och projektledning. För att verka som ett konkurrenskraftigt företag inom projektering i Sverige krävs en rad ingredienser. Några av dessa är moderna arbetsmetoder, moderna verktyg och kompetent personal. TM-konsults kontor i Härnösand är företagets sydligaste säte och det kontor som konkurrerar om jobben i närområdet och Stockholmsregionen. Kontoret är ur en strategisk synpunkt viktigt för företaget. För att säkerställa att konkurrenskraften hos kontoret är i nivå med det som krävs behöver åtgärder tas. Ett kontor som lockar till sig den personal företaget söker är nödvändigt för att kontoret ska växa. Detta examensarbete utreder vilka möjligheter som finns beträffande en modernisering av TM-konsults lokaler i Härnösand. Utredningen pekar på vilka egenskaper som är viktiga för ett väl fungerande kontor. Resultatet av utredningen pekar på att en flytt till nya lokaler skulle innebära att kontoret ses som en mer attraktiv arbetsplats. En flytt skulle också innebära att företaget kan spegla sin vision genom kontoret och att nuvarande personal ges bästa förutsättningar för att leverera konkurrenskraftiga tjänster.
TM Konsult is a Norrland-based architect and engineering company operating in all disciplines in the early stages and project management. To act as a competitive company in the field of projecting in Sweden, a series of ingredients is needed. Some of these are modern working methods, modern tools and skilled personnel. TM Konsults office in Härnösand is the company’s most southern office and the branch competing for the jobs in the local area and Stockholm. The office is from a strategic point of view important for the company. To ensure that the competitiveness of the office is in line with the required, actions needs to be taken. An office that attracts the staff needed is necessary for the office to grow. This thesis investigates the possibilities regarding a modernization of TM Konsults premises in Härnösand. The study points to the characteristics that is important for a well-functioning office. The results of the investigation indicate that a move to new premises would mean that the office is seen as a more attractive workplace. A move would also mean that the company vision can be reflected through the office and that the current staff is given the best conditions to deliver competitive services.

Submitted in fulfillment of the requirements of the degree of Master of Technology: Commercial Administration, Durban University of Technology, Durban, South Africa, 2012.
Stress management is becoming more and more important as workloads increase. The World Health Organization (WHO, 2005:1-22) estimates that there will be a gradual rise in the number of people experiencing mental health difficulties in the workplace by the year 2020. Current trends indicate an emphasis on the employer's responsibility to provide services that meet their employees' mental health (WHO, 2005:1-22). International organizations such as the European Union and the World Health Organizations have thus been making recommendations about the measures that employers need to take to tackle workplace stress and promote employee wellbeing. Research indicates that employee wellbeing is determined both by an individual's personality and the context of the work situation. Employers can have a huge impact on employee wellbeing, by creating appropriate work demands, support and levels of control, effective communication and engagement, supportive leadership and management and by promoting activities that improve health and wellbeing. This research attempted to better understand the happy/productive worker thesis. The purpose of this study was to investigate the effects of job satisfaction on the wellbeing of administrative staff at the Durban University of Technology (OUT). A mixed methods approach was used to collect data in the form of questionnaires and semi-structured interviews from administrative staff on the six campuses of DUT. Analysis of results indicated that: job satisfaction significantly impacts on the wellbeing of employees; staff were unhappy with their work conditions and this subsequently led to physiological symptoms of stress and which in turn negatively impacted on the their health; and were experiencing many symptoms of burnout. Further investigation is needed to fully understand the predictors of burnout, i.e. the organizational and individual factors that impact burnout so that appropriate interventions may be put into place to increase employee wellbeing.
M

碩士
南臺科技大學
企業管理系
104
This research examined the relations between job demands of clinical nurses, team work and workplace well-being, and the mediating effect of team work climate between job demands and workplace well-being. Clinical nurses from two regional teaching hospitals were surveyed using systematic sampling and a cross-sectional design. Out of the 340 copies distributed, 320 valid copies were received, accounting for an effective response rate of 94.12%. Results of the statistical analysis demonstrated that: 1. The nurses showed a medium awareness towards job demands, workplace well-being and teamwork climate; 2. Nurses with different background variables showed significant variations in their job demands, workplace well-being and teamwork climate, i.e. cognitive demands were lower among nurses under age 30 than those over age 40; the unmarried had greater awareness towards workload and emotional demands than the married; managerial staff had greater awareness towards workload and cognitive demands than the others; and nurses working two shifts had greater awareness towards intrusion of work into their private life than their non-shift co-workers or those working three shifts. 3. The relations among job demands, teamwork and workplace well-being were significantly varied: the overall job demands of the nurses and the overall workplace well-being were negatively correlated; while the practice of teamwork climate and overall workplace well-being were positively correlated, indicating that the higher the team morale, the greater the workplace well-being. 4. Job demands and teamwork climate were powerful predictors of workplace well-being. 5. Teamwork produced mediating effects between job demands and workplace well-being. In particular, it had partial mediating effects on some independent variables, namely “workload demand”, “emotional demand” and “sensorial demands” implying that the practice of teamwork climate could influence the effects of job demands, emotional demands and sensorial demands on workplace well-being.

Background The organization of the work of nurses, according to recognized models of care, can have a significant impact on the wellbeing and performance of nurses and nursing teams. This thesis focuses on two models of nursing care delivery, namely, team and total patient care, and their effect on nurses’ wellbeing. Objectives To examine the effectiveness of a team nursing model compared with a total patient care model on staff wellbeing when organizing nursing work in acute care wards. Inclusion criteria Types of participants Participants were nurses working on wards in acute care hospitals. Types of intervention The intervention was the use of a team nursing model when organizing nursing work. The comparator was the use of a total patient care model. Types of studies This review considered quantitative study designs for inclusion in the review. Types of outcomes The outcome of interest was staff wellbeing which was measured by staff outcomes in relation to job satisfaction, turnover, absenteeism, stress levels and burnout. Search strategy The search strategy aimed to find both published and unpublished studies from 1995 to April 21, 2014. Methodological quality Quantitative papers selected for retrieval were assessed by two independent reviewers for methodological validity prior to inclusion in the review using standardized critical appraisal instruments from the Joanna Briggs Institute. Data collection Data was extracted from papers included in the review using the standardized data extraction tool from the Joanna Briggs Institute. The data extracted included specific details about the interventions, populations, study methods and outcomes of significance to the review question and its specific objectives. Data synthesis Due to the heterogeneity of the included quantitative studies, meta-analysis was not possible thus results have been presented in a narrative form. Results The database search returned 10,067 records. Forty-three full text titles were assessed, and of these 40 were excluded, resulting in three studies being included in the review. Two of the studies were quasi experimental designs and the other was considered an uncontrolled before and after experimental study. There were no statistically significant differences observed in any study in the overall job satisfaction of nurses using a team nursing model compared with a total patient care model. Some differences in job satisfaction were however observed within different subgroups of nurses. There were no statistically significant differences in either stress or job tension. Within the selected studies, the specific outcomes of absenteeism and burnout were not addressed. Conclusions Due to the limited number of quantitative studies identified for inclusion it was not possible to determine whether organizing nursing work in a team nursing model or a total patient care model is more effective in terms of staff wellbeing. Neither a team nursing model or a total patient care model had a significant influence on nurses’ overall job satisfaction, stress levels or staff turnover. There is an inability to ascertain if the type of model of care affects absenteeism or burnout as these outcomes were not addressed in any of the identified studies. Implications for practice Caution should be taken when evaluating which model of care is appropriate and the decision needs to incorporate staff experience levels and staff skill mix. There needs to be clear definition of nursing roles. Implications for research There is a need for further quantitative studies that are well designed with sufficient sample sizes to allow for attrition of participants, and that explore the impact each model has on nurse’s wellbeing, in particular, studies that address burnout and absenteeism. Consistent terminology is required to enable future comparison and research to occur at an international level. Future studies on models of care should include economic analysis to fully inform policy and practice.
Thesis (M.Clin.Sc.) -- University of Adelaide, School of Public Health, 2016.

Australia’s ageing population is contributing to an increased demand for residential aged care services (RACS). At the same time, these services are increasingly providing care for older adults with long-standing mental disorders (e.g., major depression, bipolar disorder and schizophrenia spectrum disorders) and life-limiting physical illnesses requiring palliative care. These older adults have multiple care requirements, including cognitive, behavioural and palliative care needs. However, RACS care staff are often ill- equipped to care for them. The aims of this study were to: (i) examine the experience of RACS staff caring for residents with mental-palliative comorbidity, and (ii) identify their initial and ongoing education and support needs. An interpretative phenomenological analysis approach was used, incorporating semi-structured interviews. A purposive sample of 12 RACS staff participated in semi-structured interviews. The study identified several strategies to enhance mental-palliative care in RACS. The overarching theme was conceptualised as Adopting a person-centred approach to care. This was supported by five main themes: Understanding each person, Complexities in assessing and managing pain, Preventing and responding to behaviours of concern, Organisational provision for staff development and wellbeing promotion and Engaging in interdisciplinary collaboration. These findings may contribute to a greater understanding of the experience of RACS staff caring for residents with mental-palliative comorbidity and highlight areas for improvement in the education and support of staff caring for this cohort.

碩士
南臺科技大學
企業管理系
107
The purpose of this study was to explore the correlation among work stress, job burnout and workplace wellbeing of public health staffs in Tainan City. The main purpose of this study was to conduct a sample questionnaire survey on the personnel of the Tainan Municipal Government Health Bureau. 300 questionnaires were distributed and 282 valid questionnaires were obtained, with an effective recovery rate of 94%. This study conducted empirical research on descriptive analysis, reliability and validity analysis, t-test and one-way analysis of variance (ANOVA), correlation analysis, and stepwise multiple regression analysis. The results were confirmed as follows: 1. The different genders, ages, education level, and marital status of public health staffs would not effect in “job burnout”, “work stress”, and “workplace wellbeing” significantly. 2. The public health staff with different service years would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing" 3. The public health staff with different working areas would have some significant differences in the various aspects of the "work stress" 4. Thepublic health staff with different service departments would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing". 5. The public health staff with different working hours would have some significant differences in the various aspects of the "job burnout", "work stress" and "workplace wellbeing". 6. The "job burnout", "work stress" and "workplace wellbeing" would affect public health staffs positively and negatively. 7. The public health staffs"job burnout", "colleague support", and "supervisor support" have a positive effect on the workplace wellbeing. Keywords: workplace wellbeing, work stress, job burnout, public health staffs

Australian workers’ compensation figures consistently reveal that physical and psychological injuries pose a costly burden to the Australian economy. Since the 1980s, many employers have increasingly been providing workplace massage programs to their staff as one initiative to redress this trend. Masseurs have promoted the effectiveness of this intervention for improving musculoskeletal disorders and reducing stress, and claim massage therapy contributes toward increased employee engagement with the workplace, thus resulting in increased productivity and reduced levels of absenteeism. Clearly, one of the underlying aims for employers in providing such facilities is to prevent and manage work-related injuries and stress. However, notwithstanding these claims, there remains a paucity of scholarly literature investigating: (a) reasons why managers implement and subsidise workplace massage, (b) what employees feel are the work-related effects such programs, and, (c) the therapeutic intentions of masseurs who offer this therapy. Using three conceptually linked studies, this thesis explores the stories of managers, employees, and therapists in order to gain a greater understanding of their perceptions about the overall benefits of workplace massage.

碩士
南臺科技大學
企業管理系
107
This study was to investigate the relationships among the job demand, job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. The research subjects were employees of Border Affairs Corps, National Immigration Agency working in Taoyuan International Airport. Questionnaireis used in this study. 230 questionnaires were distributed and the valid questionnaires were 205. Descriptive statistics analysis, reliability analysis, validity analysis, t-test analysis, one-way ANOVA, correlation analysis and mediated hierarchical regression analysis were used. Conclusions followed by the literature, the structure andthe empirical analysis were： 1. There were significant differences in job demand within different sexual and different marriage stauts of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in job burnout within different sexual and different marriage status of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in workplace wellbeing within different sexual, different marriage status, different years of working and different ages of the employees of Border Affairs Corps, National Immigration Agency. 2. There was a significant negative correlation between job demand and workplace wellbing of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job demand and job burnout of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. 3. Job burnout showed a significant prediction effect on workplace wellbeing. 4. With working burnout as the mediator, there was a significant mediated effect between job demand and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. According to the results, it is suggested that more personnel be required so as to alleviate the hard work of the employees and relieve job burnout to increase the wellbing.

碩士
輔仁大學
餐旅管理學系碩士在職專班
106
According to the labor force survey of Directorate-General of Budget, Accounting and Statistics, Executive Yuan on May, 2016, the female labor participation rate (FLFP) is raising 3.78% (50.66%) to compare with 46.88% in 2003. During the period, FLFP is increasing gradually. In current competitive market, the enterprises keep looking for new talents with self-motivated and creative mind to develop new business intelligence for increasing job efficiency. Based on the study, female plays better role on active care and attention, listening, and communication. Those characters are advantages on leaderships and customer relationship managements for competent manager. However, society has different standards influencing the female labors for their career development. Due to the lack of female management study, we would like to use quantitative research methods to discover the female management in hospitality industry and analyze the relations among enthusiastic mindset, happiness, work-family conflict, and career development. The results of the research found that the female managerial staff in catering industry with active personality traits had a significant influence on career needs, and the expectation of the demand for the company was greater than the development the company could give. Occupational conflicts have a significant impact on the target programs given by the tenure organizations, and the organization's supportive resources and friendly family policies need to be valued. There is a significant positive correlation between the happiness of staff in the catering industry and the career development program, which has a positive and positive meaning. Finally, the author puts forward the suggestions of research restriction and future research, and provides the direction that the follow-up researchers can further explore.

Text in English with abstracts and keywords in English, Sepedi, isiXhosa and isiZulu
Protected areas in South Africa are often surrounded by impoverished communities. Biodiversity must be conserved while improving community wellbeing. An increased understanding of key influences on pro-conservation attitudes and behaviour is essential for the future of successful conservation and the creation of realistic solutions for poor communities. Knowledge gaps exist regarding intangible benefits and losses, as well as the relationship between benefits, losses and pro-conservation attitudes and behaviour. Furthermore, there are less qualitative studies in this field than quantitative, nor are there many that include the perspective of park staff. This research followed a novel comparative multiple-method qualitative approach, using contrasting case studies and borrowing from grounded theory. Three nature reserves were selected, each involving two constituencies – (i) the local community and (ii) protected area staff. Individual interviews, focus group interviews, mapping, and adapted nominal grouping technique were used to collect data. The data were first analysed question-by-question for each case study, followed by cross-case analysis which resulted in meta-themes for each research objective. In each case study, benefits and losses were ranked to indicate their level of importance. Key tangible benefits were employment, access to natural resources and support for schools. Intangible benefits drew less focus, but comprise key influences, such as visiting the park, environmental education, information dissemination, and involvement. These benefits emerged again as aspects that would drew less focus, but comprise key influences, such as visiting the park, environmental education, information dissemination, and involvement. These benefits emerged again as aspects that would improve future positivity if more of each could be provided. Key losses were lack of/limited access to the reserve as visitors, insufficient employment, fear of wild animals and lack of involvement/interaction. Findings indicate that communities have a range of responsibilities towards the reserve (some of which are self-imposed), and a strong sense of custodianship. Exclusion from responsibility led to negative attitudes. Good relationships resulted in fewer poaching incidents, although locals are hesitant to report subsistence poaching. Areas of non-alignment between the perceptions of both constituencies highlight areas for rectification, such as parks acknowledging the losses perceived by communities; knowing which benefits are most important to communities; and highlighting benefits not mentioned by communities. The meta-themes were used to construct a data-derived ‘Theory of Influences on Pro-conservation Attitudes and Behaviour’, which indicates how relationship is shaped by benefits, losses, detractors and facilitators; and includes solutions to increase positive attitudes. To drive practical application of the theory, recommendations for park managers and local communities are provided. Finally, this study was integrated with existing literature to develop the ‘People-Parks Win-Win Framework’ – a comprehensive representation of the influences on people-park relationships – which has not been done before. The study makes methodological, theoretical and practical contributions. Its findings can facilitate people-park win-wins, aiding both biodiversity conservation and community wellbeing.
Mafelo ao a šireleditšwego ka Afrika Borwa gantši a dikaneditšwe ke ditšhaba tšeo di hlokago. Diphedi tšeo di fapafapanego di swanetše go babalelwa mola ka go le lengwe re kaonafatša go phela gabotse ga ditšhaba. Kwešišo ye e oketšegilego ya dilo tše bohlokwa tše di huetšago maikutlo ao a thekgago pabalelo ya diphedi le maitshwaro e bohlokwa go bokamoso bja pabalelo ye e atlegilego le go hloma ditharollo tše di kwagalago go ditšhaba tše di hlokago. Tlhokego ya tsebo e gona mabapi le dikholego le ditahlegelo tšeo di sa bonagalego, gammogo le kamano magareng ga dikholego, ditahlegelo le maikutlo ao a thekgago pabalelo ya diphedi le maitshwaro. Godimo ga fao, go na le dinyakišišo tše mmalwa ka ga boleng ka mo lefapheng le go fetwa ke dinyakišišo ka ga bontši, ebile ga go na le tše ntši tšeo di akaretšago maikutlo a bašomi ba ka dirapeng tša diphoofolo. Dinyakišišo tše di latetše mokgwa wa papetšo wa mekgwa ye mentši ya dinyakišišo ka ga boleng, ka go šomiša dinyakišišo tša seemo tšeo di thulanago le go adima go teori yeo e tlogago e theilwe ka mabaka. Mafelo a pabalelo ya diphedi a mararo a kgethilwe, le lengwe le le lengwe le akaretša bakgathatema ba babedi ka go lona – (i) setšhaba sa kgauswi le (ii) bašomi ba lefelo leo le šireleditšwego. Batho ka o tee ka o tee ba ile ba botšišwa dipotšišo, dihlopha tše di nepišitšwego le tšona di ile tša botšišwa dipotšišo, go hlaola, le mokgwa wo o fetošitšwego wa go hlopha ka maina di šomišitšwe go kgoboketša tshedimošo. Tshedimošo e thomile ka go sekasekwa go ya ka potšišo ye e botšišitšwego go dinyakišišo tša seemo, gwa latela tshekatsheko ya dinyakišišo tše di fapafapanego yeo e feleleditšego ka merero ye megolo go maikemišetšo a mangwe le a mangwe a dinyakišišo. Ka go dinyakišišo tše dingwe le tše dingwe tša seemo, dikholego le ditahlegelo di ile tša bewa ka maemo go laetša maemo a bohlokwa bja tšona. Dikholego tše bohlokwa tšeo di bonagalago di ile tša dirišwa, gwa ba le phihlelelo go methopo ya tlhago le thekgo ya dikolo. Dikholego tšeo di sa bonagalego di ile tša ba le šedi ye nnyane, eupša tša ba le dikhuetšo tše bohlokwa, tša go swana le go etela serapeng sa diphoofolo, thuto ya tikologo, go phatlalatša tshedimošo, le go kgatha tema. Dikholego tše di tšweletše gape bjalo ka dikokwane tšeo di tlago kaonafatša maikutlo a makaone a ka moso ge e le gore tše ntši tša tšona di tla abja. Ditahlegelo tše bohlokwa e bakilwe ke tlhokego ya phihlelelo/phihlelelo ye nnyane ya go tsena ka dirapeng tša diphoofolo ka baeti, tlhokego ya mešomo, go tšhaba diphoofolo tša lešoka le tlhokego ya go kgatha tema/tirišano. Dikutollo di laetša gore ditšhaba di na le maikarabelo a mehutahuta go dirapa tša diphoofolo (a mangwe maikarabelo ke a go ithaopa ga setšhaba), le maikutlo ao a tiilego a go di hlokomela. Go se akaretše ditšhaba go maikarabelo a go feleleditše ka maikutlo ao a sego a loka. Dikamano tše botse di feleleditše ka ditiragalo tše mmalwa tša go bolaya diphoofolo ke bao ba nyakago manaka a tšona, le ge e le gore badudi ba dikadika go bega go bolaya diphoofolo ke bao ba inyakelago nama ya tšona. Makala a go se sepelelane magareng ga maikutlo a bakgathatema ka bobedi a laetša fao go swanatšego go phošollwa gona, go swana le ge dirapa tša diphoofolo di dumela ditahlegelo tšeo di bonwago ke ditšhaba; di tseba gore ke dikholego dife tše di lego bohlokwa kudu go ditšhaba; le go laetša dikholego tše di sego tša bolelwa ke ditšhaba. Mereo ye megolo e ile ya šomišwa go hlama ‘Teori ya dikhuetšo ye e tšwago tshedimošong ka ga Maikutlo le Maitshwaro ao a Thekgago Pabalelo ya diphedi’, yeo e laetšago ka fao kamano e bopšago ke dikholego, ditahlegelo, disenyi le basepediši; ebile e akaretšago ditharollo tša go oketša maikutlo a makaone. Go tšwetša pele tirišo ye e phathagatšwago ya teori ye, balaodi ba dirapa tša diphoofolo le ditšhaba ba ile ba fiwa ditšhišinyo. Mafelelong, dinyakišišo tše di ile tša tsenywa ka gare ga dingwalwa tšeo di lego gona ka nepo ya go hlama ‘Melawanatheo ya Dirapa tša Diphoofolo tša go Thekgwa ke Batho tšeo di Holago Bohle’ – e lego kemedi ye e akaretšago bohle ka ga dikhuetšo tša dikamano tša dirapa tša diphoofolo tša go thekgwa ke batho – e lego seo se sego sa ka sa dirwa mo nakong ye e fetilego. Dinyakišišo tše tsenya letsogo ka ga mekgwa, teori le tirišo. Dikutollo tša tšona di ka nolofatša kholego ya bohle go dirapa tša diphoofolo tša go thekgwa ke batho, tša thuša bobedi pabalelo ya diphedi tšeo di fapafapanego le go phela gabotse ga setšhaba.
Imimandla ekhuselekileyo eMzantsi Afrika ikholisa ukungqongwa yimiphakathi ehluphekileyo. Indalo esingqongileyo kufuneka ilondolozwe lo gama kuphuculwa intlalontle yoluntu. Kubaluleke kakhulu ukwanda kokuqonda imiba enefuthe kwiindlela zokucinga nokuziphatha malunga nolondolozo lwendalo ukuze kubekho impumelelo ekulondolozeni indalo, kudaleke nezisombululo ezisebenzayo kwimiphakathi ehluphekileyo. Kukho izikhewu kulwazi olumalunga noncedo nelahleko, kwanolwalamano phakathi koncedo, ilahleko neendlela zokucinga nokuziphatha. Ngaphaya koko, zimbalwa izifundo ezingqiyame kakhulu kwingxoxo nengcaciso kunezifundo ezingqiyame kumanani, kwaye zimbalwa eziqwalasela izimvo zabasebenzi bamaziko ekugcinwa kuwo indalo. Olu phando lunesimbo esitsha esiqhutywa ngokuthelekisa iindlela zophando eziliqela, kusetyenziswa izifundo ezisekelwe kumava neengcingane/iithiyori ezaziwayo. Kukhethwe amaziko endalo amathathu apho kubandakanywe amacandelo amabini kwiziko ngalinye – (i) uluntu lwendawo kunye (ii) nabaqeshwa bommandla okhuselweyo. Ulwazi okanye idatha luqokelelwe ngezi ndlela zilandelayo: Kwaqhutywa udliwano ndlebe nabantu bengabanye, bengamaqela ekugxininiswe kuwo, kwalandeliswa ngokuthelekisa okuqikelelweyo nokwenzekileyo kunye nokudibanisa amaqela ukuze axukushe imiba ekuphandwa ngayo. Iinkcukacha zolwazi eziqokelelweyo zahlalutywa ngokuthi kuqwalaselwe iimpendulo zombuzo ngamnye kule yemizekelo yamava omntu ngamnye, kwalandeliswa ngokuthelekisa iimeko namava abantu ngabantu, nto leyo eyaveza imixholo ebanzi kwinjongo nganye yesifundo sophando. Kwisifundo samava ngasinye kwalandelelaniswa uncedo nelahleko ngokokubaluleka kwazo. Izinto eziluncedo ezaqwalaselwayo yaba yimpangelo, ukufikelela kwimithombo yendalo nenkxaso yezikolo. Uncedo olungabambekiyo zange luqwalaselwe ngokungamandla kodwa lunefuthe eliphambili njengokutyelela amaziko endalo, ukufundiswa ngokusingqongileyo, ukusasazwa kolwazi nokuthatha inxaxheba. Ezi ndidi zoncedo zaphinda zavela njengamanqanaba aya kuphucula ukuzijonga ngethemba izinto xa kunokwenziwa ukuba zibe khona. Ilahleko yaba kukunqongophala kwendlela yokufikelela kwiziko njengeendwendwe, ukunqaba kwamathuba empangelo, ukoyika izilo zasendle nokungabikho kwamathuba okuthatha inxaxheba. Okufunyanisiweyo kudiza ukuba uluntu lunoxanduva oluziindidi ezahlukeneyo kwiziko (olunye uxanduva bazinike ngokwabo), kwaye luzibona lungabagcini bendawo. Ukunganikwa uxanduva kwakhokelela ekucingeni gwenxa. Intsebenziswano yakhokelela ekuncipheni kweziganeko zokuzingela ngokungekho mthethweni, nangona abahlali bendawo bemathidala ukuxela abantu abazingelela ukuzondla. Iindawo zokuhlabana kwezimvo zamacala omabini zidulisa amanqanaba afanele ukulungiswa, njengokuba amaziko endalo ayiqonde imeko ebonwa njengelahleko luluntu lwendawo; aqonde nokuba zeziphi izinto ezibalulekileyo nezibonwa njengoncedo luluntu; acacise nezinto eziluncedo ezingabalulwanga luluntu lwendawo. Imixholo ebanzi (meta-themes) yasetyenziselwa ukuqweba ‘Ingcingane Yefuthe Elenzeka Kwiimbono Nokuziphatha’ (‘Theory of Influences on Pro-conservation Attitudes and Behaviour’), nebonakalisa ukuba izinto eziluncedo, ilahleko, iziphazamiso nabaququzeleli zilubumba njani ulwalamano. Kwakhona, le ngcingane iquka izisombululo zokwandisa iingcinga ezintle. Kunikwe iingcebiso kubaphathi beziko lendalo nakuluntu lwendawo ukuze kuphuhliswe iindlela ezibonakalayo zokusebenzisa le ngcingane. Okokugqibela, esi sifundo sixutywe noncwadi oselukho ngenjongo yokuphuhlisa ‘Isakhelo Sempumelelo Yentsebenziswano Kuluntu Namaziko Endalo’ (‘People-Parks Win-Win Framework’) – lo ngumbhalo oveza ifuthe lentsebenziswano yoluntu namaziko endalo – nto leyo ingazange ibekho ngaphambili. Esi sifundo sifaka igxalaba ngobuchule, ngengcingane nangomsebenzi ophathekayo. Okufunyaniswe apha kunakho ukudala impumelelo kwintsebenziswano yokuntu namaziko endalo, sincede ulondolozo lwendalo nentlalontle yoluntu.
Izindawo ezivikelekile eNingizimu Afrika kaningi zihaqwe yimiphakathi entulayo. Izinto ezahlukahlukene eziphilayo kufanele zilondolozwe kanti ngakolunye uhlangothi sibe sesifafaza ivangeli lempilo ephephile emiphakathini. Ulwazi oluningi lwemithelela esemqoka emayelana nommoya kanye nemikhuba yokulondoloza kwemvelo kubalulekile kwikusasa lokwakha uhlelo olluyimpumelelo lokulondoloza kwemvelo kanye nokwakha amasu empilo yangempela okusiza imiphakathi edla imbuya ngothi. Kukhona ukwedlulana okumayelana nezinzuzo ezingabonakali ngamehlo kanye nokulahlekelwa, kanye nobudlelwano obuphakathi kwezinzuzo, kokulahlekelwa kanye nemmoya kanye nemikhuba ehlose ukulondoloza imvelo. Ngaphezu kwalokho, kunezifundo ezincane zocwaningo olugxile kwizingxoxo kulo mkhakha, uma seziqhathaniswa nezifundo zocwaningo olugxile kumanani, kanti kunjalo-nje izifundo zocwaningo eziningi azixubi umqondo wabasebenzi. Lolu cwaningo luye lwalandela indlela embaxaningi yokuqhathanisa egxile kwizingxoxo, ngokusebenzisa izifundo zocwaningolotho eziphikisanayo futhi ziye zaqhubeka nokuboleka amasu kwimiqondo egxilile. . Kuye kwakhethwa iziqiwu zokulonda izilwane ezintathu, esinye nesinye isiqiwu sinezakhamuzi zendawo – (i) umphakathi oyizakhamuzi kanye (ii) nendawo evikelekile yabasebenzi. Kuye kwasetshenziswa izinhlelo zenhlolovo yomuntu ngamunye, ukumepha, kanye nezindlela zemibuzo eshicilelwe zemibono yamaqembu, konke lokhu kuye kwasetshenziswa ukuqoqa idatha. Okokuqala idatha iye yahlaziywa ngokwemibuzo ngamunye kolunye nolunye ucwaningolotho, okuye kwalandelwa yindlela yokuhlaziya eyaziwa phecelezi ngecross-case analysis okuyindlela edale ukuba kube nezindikimba ezibizwa ngemeta-themes zenhloso enye nenye yocwaningo. Kolunye nolunye ucwaningo, izinzuzo kanye nokulahlekelwa kuye kwabekwa ngokulandelana ukuze kuvezwe amazing okubaluleka. Izinzuzo ezisemqoka eziphathekayo kuye kwaba ukusebenza, ukwazi ukuthola imithombo yemvelo kanye nokuxhaswa kwezikole. Izinzuzo ezingaphathekiyo akugxilwanga kakhulu kuzo, kodwa nazo ziqukethe imithelela esemqoka, enjengokuvakashela izindawo zokungcebeleka, ukuhlinzekwa ngemfundo yezemvelo, ukusakazwa kolwazi kanye nokubandakanyeka. Lezi zinzuzo ziye zavela futhi njengezinto ezizothuthukisa ikusasa eliqhakazile uma ngabe konke lokhu kuyalandelwa. Ukulahlekelwa okuphawulekayo kuye kwaba ukusweleka/ukufinyeleleka kancane kwezivakashi esiqiwini sezilwane, ukuqashwa kwabasebenzi benani eliphansi, ukwesaba izilwane zasendle kanye nezinga lokusweleka kokubandakanyeka/nokungahlangani. Ulwazi olutholakele luveza ukuthi imiphakathi inezindima eziningi okufanele iziidlale kwiziqiwu ezilondoloza imvelo (ezinye izindima yilezo ezizibeke phezu kwamahlombe omphakathi) kanye nokuba nesasasa lokunakekela imvelo. Kanti ukungabandakanywa komphakathi kuye kwaholela ekutheni umphakathi ube nommoya ongemuhle kulezi ziqiwu. Ubudlelwano obuhle buye baholela ekutheni kube nenani eliphansi lezehlakalo zokubulawa kwezilwane, yize abantu bezindawo ezisondelene neziqiwu beba nokuthandabuza uma kufanele babike izehlakalo zokubulawa kwezilwane. Ukungasebenzisani phakathi kwezinhlanga ezimbili, izakhamuzi kanye namalungu eziqiwu zezilwane kuveza amaphutha okufanele alungiswe, anjengokuthi iziqiwu lezi zibe nolwazi ngokulahlekelwa komphakathi; zazi ukuthi ngiziphi izinzuzo ezibalulekile emphakathini; futhi ziveze izinzuzo ezingavezwanga wumphakathi. Izinhlaka phecelezi ezingama meta-themes zisetshenzisiwe ukwakha ithiyori esuselwe kwidatha, phecelezi ‘Theory of Influences on Pro-conservation Attitudes and Behaviour’, okuveza indlela ubudlelwano obakhiwa ngayo yizinzuzo, ukulahlekelwa, yizihibhe kanye nabancedisi; kanti lokhu kuxuba izixazululo eziqonde ukwengeza ummoya omuhle. Ukuze kusetshenziswe imiqondo ngendlela ebonakalayo , kuye kwalandelwa izincomo zabaphathi beziqiwi kanye nezakhamuzi eziseduze neziqiwu. Okokugcina, lolu cwaningo luye lwahlanganiswa nombhalo wobuciko obevele ukhona ukwakha phecelezi ‘People-Parks Win-Win Framework’ – uhlelo olubanzi oluxuba zonke izinhlaka olunemithelela yemibono yezinhlelo zobudlelwano babantu kanye neziqiwu zezilwane – okuyinto engakaze yenziwe ngaphambilini. Ucwaningo luye lwaba negalelo kwindlela yokucwaningo (methodological), kwimiqondo kanye namagalelo abonakalayo. Okutholwe wucwaningo kunganceda ukuhlela uhlelo lapho kuzuza abantu kanye neziqiwu, lokhu kunganceda zombili izinhlaka ukulondolozwa ephilayo ehlukahlukene kanti futhi kungadala inhlalakahle emphakathini.
Environmental Sciences
Ph. D. (Environmental Management)