Dissertations / Theses on the topic 'Stiff source'

Ce travail est consacré à l’étude théorique et numérique de systèmes hyperboliques d’équations aux dérivées partielles et aux équations de transport, avec des termes de relaxation et des conditions aux bords. Dans la première partie, on étudie la stabilité raide d’approximations numériques par différences finies du problème mixte donnée initiale-donnée au bord pour l’équation des ondes amorties dans le quart de plan. Dans le cadre du schéma discret en espace, nous proposons deux méthodes de discrétisation de la condition de Dirichlet. La première est la technique de sommation par partie et la seconde est basée sur le concept de condition au bord transparente. Nous proposons également une comparaison numérique des deux méthodes, en particulier de leur domaine de stabilité. La deuxième partie traite de schémas numériques d’ordre élevé pour l’équation de transport avec une donnée entrante sur domaine borné. Nous construisons, implémentons et analysons la procédure de Lax-Wendroff inverse au bord entrant. Nous obtenons des taux de convergence optimaux en combinant des estimations de stabilité précises pour l’extrapolation des conditions au bord avec des développements de couche limite numérique. Dans la dernière partie, nous étudions la stabilité de solutions stationnaires pour des systèmes non conservatifs avec des termes géométrique et de relaxation. Nous démontrons que les solutions stationnaires sont stables parmi les solutions entropique processus, qui généralisent le concept de solutions entropiques faibles. Nous supposons essentiellement que le système est complété par une entropie partiellement convexe et que, selon la dissipation du terme de relaxation, la stabilité ou la stabilité asymptotique des solutions stationnaires est obtenue
The dissertation focuses on the study of the theoretical and numerical analysis of hyperbolic systems of partial differential equations and transport equations, with relaxation terms and boundary conditions. In the first part, we consider the stiff stability for numerical approximations by finite differences of the initial boundary value problem for the linear damped wave equation in a quarter plane. Within the framework of the difference scheme in space, we propose two methods of discretization of Dirichlet boundary condition. The first is the technique of summation by part and the second is based on the concept of transparent boundary conditions. We also provide a numerical comparison of the two numerical methods, in particular in terms of stability domain. The second part is about high order numerical schemes for transport equations with nonzero incoming boundary data on bounded domains. We construct, implement and analyze the so-called inverse Lax-Wendroff procedure at incoming boundary. We obtain optimal convergence rates by combining sharp stability estimate for extrapolation boundary conditions with numerical boundary layer expansions. In the last part, we study the stability of stationary solutions for non-conservative systems with geometric and relaxation source term. We prove that stationary solutions are stable among entropy process solution, which is a generalisation of the concept of entropy weak solutions. We mainly assume that the system is endowed with a partially convex entropy and, according to the entropy dissipation provided by the relaxation term, stability or asymptotic stability of stationary solutions is obtained

Numerical schemes for the partial differential equations used to characterize stiffly forced conservation laws are constructed and analyzed. Partial differential equations of this form are found in many physical applications including modeling gas dynamics, fluid flow, and combustion. Many difficulties arise when trying to approximate solutions to stiffly forced conservation laws numerically. Some of these numerical difficulties are investigated. A new class of numerical schemes is developed to overcome some of these problems. The numerical schemes are constructed using an infinite sequence of conservation laws. Restrictions are given on the schemes that guarantee they maintain a uniform bound and satisfy an entropy condition. For schemes meeting these criteria, a proof is given of convergence to the correct physical solution of the conservation law. Numerical examples are presented to illustrate the theoretical results.

Class of 2011 Abstract
OBJECTIVES: To analyze the levels and sources of stress and to identify demographics related to stress prevalent in administrators, faculty and staff at the University of Arizona, College of Pharmacy. METHODS: A stress questionnaire was designed and administered to 171 administrators, faculty and staff at the University of Arizona, College of Pharmacy. The dependent variables were sources of stress and total stress levels. The independent demographic variables were sex, marital status, tenure status and percentage of time involved with student interaction. RESULTS: Questionnaires were completed by 11 administrators, 28 faculty and 27 staff. Faculty reported significantly more stress from participation in committees and negative interactions with college personnel compared to staff (p=0.03, p=0.02 respectively). Staff reported significantly more stress from uncertainty about job security compared to faculty (p=0.02). Females reported significantly higher levels of stress in influencing departmental decisions, resolving differences with supervisors and uncertainty about job security (p=0.03, p=0.002, p=0.04 respectively) compared to males. Inadequate salary was reported as significantly more stressful for faculty who are tenure-eligible but not tenured yet compared to staff (p=0.046). CONCLUSION: Overall, administrators, faculty and staff experienced slight to moderate stress levels. Administrators, faculty and staff shared some similarities and differences in levels and sources of stress with few significant differences. In addition, there was little difference among the groups based on the demographic identifiers explored.

Thesis (Ed. D.)--Illinois State University, 1987.
Title from title page screen, viewed August 18, 2005. Dissertation Committee: Mary Ann Lynn, John L. Brickell (co-chairs), Robert L. Arnold, George Padavil, Paula J. Smith. Includes bibliographical references (leaves 115-117) and abstract. Also available in print.

Sindrom sagorevanja, eng. Burnout Syndrome (BOS) je oblik profesionalnog stresa koji se najčešće javlja u zanimanjima koja podrazumevaju direktan kontakt sa ljudima, a nastaje kao odgovor na hroničan stres. Ogleda se kroz aspekte: emocionalne iscrpljenosti eng. Emotional Exhaustion (EE), depersonalizacije eng. Depersonalisation (DP) i osećaja smanjenog ličnog postignića eng. Personal Accomplishment (PA). Sprovedena istraživanja ukazuju na visoku zastupljenost BOS-a kod zdravstvenih radnika i njegovu zavisnost ne samo od ličnih karakteristika nego i od mnogobrojnih faktora na poslu. Dokazano je da BOS dovodi do posledica kako na individualnom, tako i na organizacionom nivou. Usled oštećenja fizičkog i psihičkog zdravlja lekara i medicinskih sestara/tehničara indirektno dolazi i do smanjenja nivoa zdravstvene usluge sa svim svojim posledicama po zdravstveni sistem i zdravlje pacijenata. Ovo istraživanje imalo je za cilj da ispita zastupljenost BOS-a kod zdravstvenih radnika koji se bave lečenjem obolelih od respiratornih bolesti, utvrdi da li postoji razlika u zastupljenosti BOS-a u odnosu na nivo edukacije (lekari i medicinske sestre/tehničari) i u odnosu na radno mesto (zbrinjavanje bolesnika koji boluju od neizlečivih (terminalnih) u odnosu na zbrinjavanje bolesnika koji boluju od izlečivih (kurabilnih). plućnih bolesti. Istraživanje je sprovedeno među zaposlenim zdravstvenim radnicima u Institutu za plućne bolesti Vojvodine u Sremskoj Кamenici u periodu april-jun 2019. godine kao studija poprečnog preseka. Podaci istraživanja su prikupljeni pomoću sledećih upitnika: Upitnik o socio-demografskim karakteristikama ispitanika, Maslač inventar izgaranja (MBI), Skala izgaranja izvedene iz Kopenhagen inventara izgaranja – srpska verzija (SI), Upitnik opšteg zdravlja (UOZ-12) i Upitnik o stresorima na radnom mestu, zadovoljstvu na poslu i motivaciji i opuštanju nakon posla. Istraživanjem je obuhvaćeno 165 zdravstvena radnika: 64 (38.8%) lekara i 101 (61.2%) medicinskih sestara/tehničara. BOS je utvrđen kod 47% ispitanika. Visoki stepen EE potvrđen je kod 43.0%, visok stepen DP kod 21.8%, a nizak stepen PA kod 32.1% ispitanih. Statistički značajna razlika u zastupljenosti nije dokazana u odnosu na stepen stručne spreme (40.6% vs. 51.5%) niti u odnosu na radno mesto (45.3% vs. 48.2%). Nema statistički značajne razlike u zastupljenosti BOS-a u odnosu na socio-demografske karakteristike ispitanika. Psihički distres prisutan je kod 30.8% zdravstvenih radnika sa potvrđenim BOS-om. Pokazana je statistički značajna razlika u povezanosti BOS-a i psihičkog distresa i u odnosu na stepen stručne spreme (p=0.000) i u odnosu na radno mesto (p=0.000), a ova povezanost je izraženija kod medicinskih sestara/tehničara (p=0.000). Značajna korelacija nije nađena samo između dva pretpostavljena stresora i BOS-a: prekovremenog rada i nedostatka odgovarajuće kontinuirane edukacije. Statistički značajna je i korelacija između svih domena BOS-a i ukupnog zadovoljstva radnim okruženjem. (EE p=0.000, DP p=0.000 i PA p=0.000). Trećina ispitanika sa potvrđenim BOS-om razmišlja o promeni zanimanja, a njih 41% o promeni radnog mesta. Sindrom sagorevanja kod zdravstvenih zdravstvenih radnika koji se bave lečenjem obolelih od respiratornih bolesti zastupljen je u visokom procentu. BOS značajno korelira sa psihičkim distresom, a ova povezanost je izraženija u populaciji medicinskih sestara. Nema statistički značajne razlike u zastupljenosti BOS-a u odnosu na nivo edukacije, niti u odnosu na radno mesto. Izražena je kompleksnost, varijabilnost i različitost u zastupljenosti pretpostavljenih stresora na poslu. Neophodnost otkrivanja stresogenih faktora i donošenje mera sa ciljem njihovog sprečavanja i/ili ublažavanja je nesumnjiva. Unapređenje edukacije radi prepoznavanja BOS-a i prevazilaženju stresogenih faktora kao i iznalaženje novih organizacionih šema u cilju eliminacije stresora na poslu trebalo bi da budu jedni od prioriteta svake zdravstvene institucije.
Sindrom sagorevanja, eng. Burnout Syndrome (BOS) je oblik profesionalnog stresa koji se najčešće javlja u zanimanjima koja podrazumevaju direktan kontakt sa ljudima, a nastaje kao odgovor na hroničan stres. Ogleda se kroz aspekte: emocionalne iscrpljenosti eng. Emotional Exhaustion (EE), depersonalizacije eng. Depersonalisation (DP) i osećaja smanjenog ličnog postignića eng. Personal Accomplishment (PA). Sprovedena istraživanja ukazuju na visoku zastupljenost BOS-a kod zdravstvenih radnika i njegovu zavisnost ne samo od ličnih karakteristika nego i od mnogobrojnih faktora na poslu. Dokazano je da BOS dovodi do posledica kako na individualnom, tako i na organizacionom nivou. Usled oštećenja fizičkog i psihičkog zdravlja lekara i medicinskih sestara/tehničara indirektno dolazi i do smanjenja nivoa zdravstvene usluge sa svim svojim posledicama po zdravstveni sistem i zdravlje pacijenata. Ovo istraživanje imalo je za cilj da ispita zastupljenost BOS-a kod zdravstvenih radnika koji se bave lečenjem obolelih od respiratornih bolesti, utvrdi da li postoji razlika u zastupljenosti BOS-a u odnosu na nivo edukacije (lekari i medicinske sestre/tehničari) i u odnosu na radno mesto (zbrinjavanje bolesnika koji boluju od neizlečivih (terminalnih) u odnosu na zbrinjavanje bolesnika koji boluju od izlečivih (kurabilnih). plućnih bolesti. Istraživanje je sprovedeno među zaposlenim zdravstvenim radnicima u Institutu za plućne bolesti Vojvodine u Sremskoj Kamenici u periodu april-jun 2019. godine kao studija poprečnog preseka. Podaci istraživanja su prikupljeni pomoću sledećih upitnika: Upitnik o socio-demografskim karakteristikama ispitanika, Maslač inventar izgaranja (MBI), Skala izgaranja izvedene iz Kopenhagen inventara izgaranja – srpska verzija (SI), Upitnik opšteg zdravlja (UOZ-12) i Upitnik o stresorima na radnom mestu, zadovoljstvu na poslu i motivaciji i opuštanju nakon posla. Istraživanjem je obuhvaćeno 165 zdravstvena radnika: 64 (38.8%) lekara i 101 (61.2%) medicinskih sestara/tehničara. BOS je utvrđen kod 47% ispitanika. Visoki stepen EE potvrđen je kod 43.0%, visok stepen DP kod 21.8%, a nizak stepen PA kod 32.1% ispitanih. Statistički značajna razlika u zastupljenosti nije dokazana u odnosu na stepen stručne spreme (40.6% vs. 51.5%) niti u odnosu na radno mesto (45.3% vs. 48.2%). Nema statistički značajne razlike u zastupljenosti BOS-a u odnosu na socio-demografske karakteristike ispitanika. Psihički distres prisutan je kod 30.8% zdravstvenih radnika sa potvrđenim BOS-om. Pokazana je statistički značajna razlika u povezanosti BOS-a i psihičkog distresa i u odnosu na stepen stručne spreme (p=0.000) i u odnosu na radno mesto (p=0.000), a ova povezanost je izraženija kod medicinskih sestara/tehničara (p=0.000). Značajna korelacija nije nađena samo između dva pretpostavljena stresora i BOS-a: prekovremenog rada i nedostatka odgovarajuće kontinuirane edukacije. Statistički značajna je i korelacija između svih domena BOS-a i ukupnog zadovoljstva radnim okruženjem. (EE p=0.000, DP p=0.000 i PA p=0.000). Trećina ispitanika sa potvrđenim BOS-om razmišlja o promeni zanimanja, a njih 41% o promeni radnog mesta. Sindrom sagorevanja kod zdravstvenih zdravstvenih radnika koji se bave lečenjem obolelih od respiratornih bolesti zastupljen je u visokom procentu. BOS značajno korelira sa psihičkim distresom, a ova povezanost je izraženija u populaciji medicinskih sestara. Nema statistički značajne razlike u zastupljenosti BOS-a u odnosu na nivo edukacije, niti u odnosu na radno mesto. Izražena je kompleksnost, varijabilnost i različitost u zastupljenosti pretpostavljenih stresora na poslu. Neophodnost otkrivanja stresogenih faktora i donošenje mera sa ciljem njihovog sprečavanja i/ili ublažavanja je nesumnjiva. Unapređenje edukacije radi prepoznavanja BOS-a i prevazilaženju stresogenih faktora kao i iznalaženje novih organizacionih šema u cilju eliminacije stresora na poslu trebalo bi da budu jedni od prioriteta svake zdravstvene institucije.
Burnout syndrome (BOS) is a form of occupational stress as a response to chronic stress. It occures most commonly in occupations that involve direct contact with people and manifests as: emotional exhaustion (EE), depersonalization (DP) and feelings of diminished personal achievement (PA). Large numbers of research indicates a high prevalence of BOS in healthcare professionals and its dependence on work related stressors. BOS has been proven to lead to consequences on individual and organizational levels. The level of health care can be reduced due to the decreased physical and mental health of helathcare providers caused by BOS. It is possible consequences on the patient health and healthcare system raises the need for further investigation. The aim of this research was to examine the prevalence of BOS among healthcare providers treating patients with respiratory diseases, to determine difference in the prevalnce of BOS regarding to education level (physicians vs. nurses), and regarding workplace (terminal vs. curable respiratory diseases). This exploratory study was conducted among healthcare providers at the Institute for Pulmonary Diseases of Vojvodina in Sremska Kamenica in the period April-June 2019 as a cross-sectional study Quantitative and qualitative data were collectedtrough survey using the following questionnaires: Questionnaire on sociodemographic characteristics, Maslach burnout inventory (MBI), Work burnout scale from the Copenhagen burnout inventory – serbian version (SI), General health questionnaire (GHQ-12) and Questionnaire on workplace stressors, job satisfaction, motivation and after work relaxation. Out of total 165 healthcare professionals 64 (38.8%) were physicians and 101 (61.2%) nurses. Prevalence of BOS was 47%. High level of EE was confirmed in 43.0%, of DP in 21.8%, and low level of PA in 32.1%. No statistically significant difference was observed in relation to the education (40.6% vs. 51.5%) nor the workplace (45.3% vs. 48.2%). There were no statistically significant difference in socio-demographic characteristics. Psychological distress was present in 30.8% of healthcare professionals with BOS. Statistically significant difference was observed between BOS and psychological distress in terms of educational level (p = 0.000) and workplace (p = 0.000) This correlation was more accentuated in nurses (p = 0.000). Significant correlation was not confirmed only between two perceived stressors and BOS: job overtime and lack of appropriate education. A statistically significant correlation was observed between all domains of BOS and overall job satisfaction. (EE p = 0.000, DP p = 0.000 and PA p = 0.000). One third of respondents with observed BOS are thinking about changing occupation, and 41% of them changing workplace. Prevalence of burnout syndrome among physicians and nurses caring for patients with respiratory diseases is high regardless of education level or workplace. It significantly correlates with level of psychological distress which is is more accentuated among nurses. There is no diference in BOS prevalence regarding neither educational level nor workplace. The complexity, variability and diversity of assumed work stressors is undoubtley related to BOS. The need for determination of job stressor and actions in order to prevent and/or mitigate them is beyond doubt. Improvement of recognition and overcoming stress factors and finding new organizational charts to eliminate potential stressors at work should be one of the priorities of any healthcare institution.

This dissertation is a contribution to the development of a unified model of continuum mechanics, describing both fluids and elastic solids as a general continua, with a simple material parameter choice being the distinction between inviscid or viscous fluid, or elastic solids or visco-elasto-plastic media. Additional physical effects such as surface tension, rate-dependent material failure and fatigue can be, and have been, included in the same formalism. The model extends a hyperelastic formulation of solid mechanics in Eulerian coordinates to fluid flows by means of stiff algebraic relaxation source terms. The governing equations are then solved by means of high order ADER Discontinuous Galerkin and Finite Volume schemes on fixed Cartesian meshes and on moving unstructured polygonal meshes with adaptive connectivity, the latter constructed and moved by means of a in- house Fortran library for the generation of high quality Delaunay and Voronoi meshes. Further, the thesis introduces a new family of exponential-type and semi- analytical time-integration methods for the stiff source terms governing friction and pressure relaxation in Baer-Nunziato compressible multiphase flows, as well as for relaxation in the unified model of continuum mechanics, associated with viscosity and plasticity, and heat conduction effects. Theoretical consideration about the model are also given, from the solution of weak hyperbolicity issues affecting some special cases of the governing equations, to the computation of accurate eigenvalue estimates, to the discussion of the geometrical structure of the equations and involution constraints of curl type, then enforced both via a GLM curl cleaning method, and by means of special involution-preserving discrete differential operators, implemented in a semi-implicit framework. Concerning applications to real-world problems, this thesis includes simulation ranging from low-Mach viscous two-phase flow, to shockwaves in compressible viscous flow on unstructured moving grids, to diffuse interface crack formation in solids.

Lumbalni bol predstavlja jedan od najučestalijih zdravstvenih problema današnjice. Pružanje zdravstvene nege je stresan i težak fizički posao, te spada u grupu visoko-rizičnih poslova za nastanak lumbalnog bola, pa samim tim medicinske sestre – tehničari predstavljaju vulnerabilnu populaciju. Osnovni ciljevi ovog istraživanja bili su da se utvrdi prevalencija i faktori rizika za nastanak lumbalnog bola kod medicinskih sestara- tehničara, kao i mere prevencije. Istraživanje je sprovedeno u pet zdravstvenih ustanova sa područja Vojvodine u obliku studije preseka, anketiranjem medicinskih sestara – tehničara. Za ispitivanje je korišćen modifikovani Nordijski upitnik. Rezultati pokazuju veoma visoku prevalenciju lumbalnog bola među medicinskim sestrama- tehničarima, oko 94%. Ispitanici su bili uglavnom ženskog pola, prosečne starosti oko 38 godina. Najveći broj ispitanika ima srednju stručnu spremu. Istraživanjem je utvrđeno da postoji statistički značajna povezanost lumbalnog bola sa porastom godina života i dužine ekspozicionog radnog staža. Takođe, statistički visoko značajna korelacija nalazi se između porasta BMI i lumbalnog bola. Najzastupljeniji poslovi zdravstvene nege koje ispitanici sa lumbalnim bolom obavljaju su: pozicioniranje pacijenata, podizanje i presvlačenje pacijenata u postelji i podela terapije. Statistički značajno veća zastupljenost lumbalnog bola javlja se kod ispitanika koji sami obavljaju negu u odnosu na one koji imaju pomoć. Medicinske sestre – tehničari koji pripadaju grupi sa višim nivoom stresa na radnom mestu imaju znatno veći rizik za pojavu lumbalnog bola. Smenski rad (naizmenične dnevne i noćne smene od 12 sati) i prekovremeni rad duži od 8 sati dnevno, podizanje tereta većeg od 25 kg i broj pacijenata koje medicinska sestra – tehničar zbrinjava tokom radnog vremena nemaju značajnu povezanost sa pojavom lumbalnog bola. Oko tri četvrtine ispitanika nije izostajalo sa posla zbog bola. Samo oko 8% ispitanika je promenilo radno mesto zbog lumbalnog bola i ide redovno na periodične lekarske preglede. Kod mera prevencije neophodno je staviti akcenat na smanjenje fizičkog opterećenja donjeg dela leđa i smanjenje ručnog prenošenja tereta. Primenom adekvatnog ergonomskog pristupa, boljom organizacijom rada, podsticajnom atmosferom na poslu i spremnošću nadležnih struktura da iskažu veću brigu prema zaposlenima, smanjila bi se učestalost pojave lumbalnog bola.
One of the today’s most frequent health problems is the low back pain. Nursing is stressful and hard physical job which belongs to the group of high-risk jobs that could cause low back pain and therefore medical nurses/technicians represent the vulnerable population. Determination of prevalence, risk factors and prevention of the low back pain were the main goals of this research. The research in the form of cross-sectional study was conducted with nurses filling in the surveys within five medical institutions in Vojvodina. The modified Nordic questionnaire was used for the surveys. The results show very high prevalence of the low back pain, cca 94%, among medical nurses. Most of the respondents were females, who finished high school education, at average age of 38 years. The study showed that there is a statistically significant coherence between low back pain, ageing and working experience as a nurse. There is also a statistically significant coherence between the low back pain and the increase of the BMI. The most common nursing jobs that respondents with the low back pain do are: positioning of patients, lifting patients, dressing patients in bed and giving therapy. The low back pain with the respondents who do the nursing just by themselves is statistically significantly more present then with the respondents who do the nursing with help. Nurses who suffer more stress at their workplaces have a significantly higher risk to develop low back pain. Working 12 hour shifts (alternately day and night shifts), overtime work, more then 25 kg weight lifting and number of patients for nursing per nurse during working hours have no significant correlation with the low back pain occurrence. About three quarters of the respondents had no absence from work caused by the low back pain. Only 8% of the respondents changed their workplace because of the low back pain and have regular health checks. To prevent the low back pain it is necessary to emphasize the physical reduction of the load on the lower back and manual handling of loads. The frequent low back pain with the nurses could be reduced with the appropriate ergonomic access, better work organization, a supportive atmosphere at work and the willingness of responsible authorities to express greater concern about the employees.

U ovom radu izvršena je analiza kljuĉnih faktora unapređenja poslovanja i konkurentnosti domaćih preduzeća i na osnovu dobijenih rezultata kreiran model ĉijom bi primenom domaća preduzeća unapredila svoj konkurentski položaj na međunarodnom tržištu. U radu je potvrđen znaĉaj znanja u razvoju aspekata kvaliteta, kao i uticaj znanja i kvaliteta na unapređenje poslovnih performansi preduzeća.
In this paper conducted an analysis of the key factors of business improvement and competitiveness of domestic enterprises and on the basis of the results created a model whose application for domestic enterprises to improve their competitive position in the international market. The paper confirmed the importance of knowledge in the development of quality aspects and the impact of quality and knowledge on improving the business performance of companies.

The primary objective of this research was to identify andanalyse the challenges faced by ethnic minority studentswhile studying and building an academic career in the highereducation system of Serbia. The secondary objective was toanalyse the unconscious and conscious gender biases towardsethnic minority women, when building their academic careersand in reaching decision-making position in academia. Thetertiary objective of was to raise awareness about theincreased demand for human resources in the technical fieldsand that therefore more women should be steered towards thestudying engineering.The research was conducted based on 2192 filled inquestionnaires and 45 semi-structured interviews. Theresearch results showed that language, intersecting withgender, ethnicity and class result in a new inequality concept.It was shown that women are under-represented in technicalfields, which has its roots in gender stereotypes. Finally, itwas shown that women are less motivated to reach higherpositions in the Serbian higher education system than men.The author proposes a set of policy recommendations forsolving/mitigating the identified challenges, e.g. deconstructionof gender stereotypes via improved teachingaids in elementary and high schools, optimised Serbianlanguage teaching to eliminate the language difficulty facedat the start of their higher education; as well as the foundingof an ethnic minority research centre, which would researchthe challenges faced by ethnic minority communities.
Primarni cilj istraživanja je identifikacija i i analiza preprekau sistemu visokog obrazovanja tokom studiranja i izgradnjekarijere u akademskoj zajednici žena iz nacionalnih zajednicasa posebnim osvrtom na žene iz mađarske nacionalnezajednice. Sekundarni cilj je analiza nesvesne i svesne rodnepristrasnosti prema ženama etničkih manjina u toku izgradnjeakademske karijere i pri dosezanju visokih pozicija unutarakademije. Tercijarni cilj istraživanja je podizanje svesti otome, kako je potražnja za ljudskim resursima na tržištu radau oblasti tehničkih nauka značajna i da je stoga potrebnousmeriti veći broj žena ka tim oblastima. Istraživanje jesprovedeno pomoću 2192 popunjena upitnika i 45 polustrukturiranaintervjua. Istraživanjem je utvrđeno da jezik,koji je u intersekciji sa rodom, nacionalnošću i klasom,rezultira novim konceptom nejednakosti. Takođe je dokazanoda su žene nedovoljno zastupljene u tehničkim oblastima, štoje najvećim delom moguće pripisati rodnim stereotipima.Konačno, utvrđeno je da su žene manje motivisane dadosegnu visoke pozicije od muškaraca u sistemu visokogškolstva. Autorka predlaže skup mera za rešavanje i/iliublažavanje identifikovanih izazova, npr. dekonstrukcijarodnih stereotipa pomoću unapređenih nastavnih materijala uosnovnim i srednjim školama, prilađen program učenjasrpskog jezika za učenike iz etničkih manjina sa ciljemizbegavanja jezičke barijere na početku studija; odnosnoosnivanje centra za istraživanje statusa i izazova zajednicaetničkih manjina.

Ce travail de recherche est un instant accordé à celles et ceux qui prennent soin des autres chaque jour au cœur d’un Hôpital. Il s’agit d’une pensée, d’un temps dédié à ces soignants et personnels hospitaliers qui gravitent autour de la maladie et de celui qui la vit, afin de se demander qui se préoccupe alors d’eux au quotidien. De quel entre-soi, de quel accompagnement bénéficient-ils ? Mise en mots de leurs propres maux. Mais aussi questionnement sur la place de l’encadrement, du management et donc du cadre de santé et de l’institution dans cette rencontre présupposée entre les différents acteurs. Le thème qu’il s’agit d’approcher est celui de la pertinence, tant intellectuelle que culturelle, d’une étendue de la pensée philosophique du Souci de l’Autre au sujet de l’éthique de l’humain professionnel à l’Hôpital. En quoi la perspective de l’utilisation du processus philosophique de Souci de l’Autre, de « care », offre-t-elle une lignée adaptée et significative dans le monde de l’accompagnement hospitalier d’aujourd’hui ? Manière de venir frotter et limer sa cervelle contre celle d’autrui à l’image des idées de Montaigne, mais aussi d’envisager la transposition du processus de « care » tel que décrit par Joan Tronto dans ses phases successives. Processus au travers duquel nous vérifierons le réalisme avec lequel les quatre phases que sont - Se soucier de ; Prendre en charge ; Prendre soin ; Recevoir le soin - associées aux notions morales et éthiques qui les complémentent - L’attention ; La responsabilité ; La compétence ; La capacité de réponse - sont susceptibles de trouver leur place dans la relation professionnelle d’accompagnement
This research work focuses on the people who take care of others every single day, in a hospital. It’s about thinking of and dedicating time to the nursing and hospital staff who are constantly surrounded by diseases and people who suffer from them, who worries about them on an daily basis. What is their relationship to their selves and what kind of support do they get? I will question the way they may express their own pains, but also the role of the executive staff, the management and thus, of the institution in the presupposed encounter between the various people at stake. How relevant is it, from an intellectual and cultural point of view, to extend the philosophical thought of caring to the topic of the ethics of human staff in a hospital. To what extent does the use of the philosophical process of “care” offer a meaningful and coherent perspective to the sector of support in hospital today? It’s a way to make two minds meet and interact as Montaigne phrased it, and also to consider the transposition of the “care” process as described by Joan Tronto in her successive phases.Through this process, I will question how the four phases – Caring about, Taking care of, Care giving, Care receiving – are connected to the moral and ethical notions that go along with them – Attention, Responsibility, Competence, Response – and how they are likely to find their place in the professional supporting relation

碩士
臺北醫學大學
護理學研究所
102
Objective：The purpose of this study is to explore if nurses use different approaches to manage conflicts when they encounter different sources of interpersonal conflicts. Methods：The study employed cross-sectional method and purposive sampling. Subjects were certificated nurses with more than six months of practice experience recruited from a regional hospital in northern Taiwan. This design passed the audit through the Institutional Review Board (IRB) of the hospital and hospital agreement in data collection. Self-designed and structured questionnaires as“The Sources of Interpersonal Conflict Scale " and“The Styles of Handling Interpersonal Conflict Scale”were used for data collection. The expert content validity and internal consistency indicated that these instruments were valid and reliable (Cranach''s α=0.70；γ=0.71). Data were analyzed by descriptive statistics including number、percentage、mean and standard deviation, and inferential statistics including Pearson correlation and one-way ANOVA. From 2014 March 5 to March 22, a total of 250 questionnaires were recruited and 250 questionnaires were returned. The effective rate was 100%. Results：1. The mean score of overall sources of interpersonal conflict in nurses was M=2.44(SD = 0.71). Communicating factors (M=2.56；SD=0.73) revealed the highest score among subscales, whereas personal factors (M=2.33；SD = 0.69) was the lowest. 2. The mean score of overall conflict management in nurses was M=3.09 (SD=0.68). The most common strategy used by the participants for conflict management was integrating (M =3.33). In contrast, the least used style was dominating (M = 2.56). 3. There are positive correlation between dominating conflict management and communicating、organization and personal interpersonal conflict(r=.232，P<0.01；r=.2.41，P<0.01；r=.272，P<0.01).4. The nurses'' gender, education, seniority, department, physical condition and participating in conflict management courses in the last year had no significant correlation with any styles of conflict management. There are positive correlations between age and integrating conflict management(r=.127，P<0.05)；clinical ladder and dominating(r=.138，P<0.05)、compromising conflict management」(r=.154，P<0.05). In addition, marriage and integrating conflict management、compromising conflict management、avoiding conflict management and obliging conflict management have negative correlation(r = -.155，P<0.01；r = -.144，P<0.01、r = -.131，P<0.01；r = -.131，P<0.01).Conclusions：The Nurses interpersonal source of conflict will be handled in different ways and management in addition to providing nursing-related sources of conflict and interpersonal conflict management patterns and knowledge, nurses can provide improved interpersonal conflict reference.

碩士
國立高雄餐旅大學
運輸與休閒服務規劃碩士學位學程
101
Airport ramp safety becomes an essential topic in global aviation safety. Airport ramp ground staff is a key role in the ramp operation, compared to other directly associated with aircraft operations staff, the ramp ground staff are more often work in harsh environments and under time pressure, such that becomes a high pressure career. The research objects are airport ground staff in Taiwan. The questionnaire was designed according to literature review and pre-test interviews. In addition, the researcher utilized random sampling survey tools. The returned questionnaire was collected and statistic analysis methods were applied to get the research result to testify the research hypothesis. The results shows: the airport ramp ground staff’ work stress source had notable differences due to the sex, age, work experienced, education, job position and job content; the airport ramp ground staff’ coping strategy had notable differences due to the sex, age, education and job content; the airport ramp ground staff’ stress consequences had notable differences due to the sex, age, job position and job content; the relationship between airport ramp ground staff work stress source and their stress coping strategies showed positive correlations; the relationship between airport ramp ground staff work stress source and their stress consequences showed positive correlations; the relationship between airport ramp ground staff stress coping strategies and their stress consequences showed negative correlations.

碩士
弘光科技大學
健康事業管理研究所
105
Most of the enterprises that implement competency evaluation would adopt the multi-source feedback method in which factors like the demographic characteristics of those being evaluated, self-report results, and the results of the evaluation of the respondents may affect their psychology and performance in the next stage. The purpose of this study is to discuss how would the demographic characteristics of hospital nursing staff and their concept of self-other agreement influence their performance under the multi-source feedback competency evaluation in hospitals. The subjects of this study are 1,067 nursing staff working in a hospital who had been given a multi-source feedback competency evaluation in 2014 and 2015. Data on their self-report and assessment from others, job performance, and demographic characteristics are analyzed in this research. We use the classification proposed by Atwater and Yammarino(1992) to analyze their self-other agreement. We find that: (1)Under the same multi-source feedback competency evaluation, the performance of the nursing staff was significantly different in two years, 2015 was notably better than 2014. (2)The self-other agreement has an effect on their performance in the past two years and the nursing staff with high self-other agreement demonstrated the most improvement in performance. (3)Age and seniority have an interactive effect on their performance over the past two years. Nursing staff aged between 20 and 29 and with less than 2 years experience showed the most improvement in performance. This study not only provides empirical evidence on the effectiveness of multi-source feedback competency evaluation in the healthcare industry but also allows the staff to be more assured with this evaluation system.

Research Doctorate - Doctor of Philosophy (PhD)
Aim: To find sources of meaning in life and people’s beliefs about the meaning of life in adult academic staff in midlife, with or without depression, to inform current mental health clinical practice and research. Background: Failure to address the problem of meaninglessness or the existential crises is associated with psychopathologies such as depression, anxiety, addiction, aggression, hopelessness, apathy, lower levels of well-being, physical illness and suicide. This is a real and complex clinical issue that needs to be addressed. Methodology: Qualitative research using auto-photography and photo elicitation in a sample of Australian academic staff in midlife. Recruitment was enabled via the university webpage and resulted in 11 participants (n=11). Ethics approval was gained through the universities Human Research Ethics Committee. Trustworthiness was increased by using multiple data collection methods – auto-photography (visual), photo elicitation (verbal) and essay writing (written), allowing for the capturing of deeper, richer and multi-dimensional data. Interpretive thematic analysis was used to obtain optimal results from the visual, verbal and written data. Findings: Six participants had no depression and were mentally healthy and five had clinical depression. The most talked about sources of meaning in life were: having a connection to people and animals, looking after the self, having hobbies, working and having a career, and the least talked about were religion, spirituality and atheism. Relationships with family were cited as the most important source of meaning in life. Beliefs about the meaning of life included that: life is a journey of self-development, or is about religious or non-religious beliefs, or is about living well, or is about family, love and relationships, or about making a difference. The non-depressed mentally healthy group provided many more items in every category in all themes compared to the self-reported depression group (for example: 100 photographs submitted compared to 12; and 156 categories identified compared to 48). Clinical implications: This research suggests that mental health clinicians may benefit consumers by helping them explore the fundamental human questions of: Who am I? Why am I here? What is my purpose in life? Where can I find meaning in life?; and, What is the meaning of my life? Without answers to these questions, consumers with depression may struggle to see the point of living, and if left untreated, may suffer from existential crises, severe depression and eventually suicide. Working on the attainment of meaning in life may be a goal of the therapeutic process and may result in better mental health outcomes for the clinical population. Mental health clinicians may need guidance and support to implement these strategies from more experienced clinicians and/or academic staff.

碩士
國立臺北護理健康大學
健康事業管理研究所
107
Taiwan entered the aged society in 2018. Most nursing homes and institutions found that the lack of care and human resources is one of the biggest dilemmas of the aged society. The purpose of this study is to explore the relationship between supervisor support, colleague support, resident support, and intention to stay. Then explore whether organizational loyalty, workplace friendship, and job engagement are important mediators in different sources of social support and intention to stay. Furthermore, understand the extent of dirty work on the long-term care staffs. And to explore whether dirty work has a moderating effect between organizational loyalty, workplace friendship, job engagement and intention to stay. The method is to use the time isolation method to collect 217 valid samples. The results of the study found that the supervisor support, colleague support, resident support are positively related with intention to stay. The workplace friendship has mediating effect in the colleague support and intention to stay. The job engagement has mediating effect in the supervisor support, resident support and intention to stay. Dirty work has no moderating effect between organizational loyalty, workplace friendship, job engagemen and intention to stay. This study provides reference evidence for organizational behavior and future related research. keywork: social support, intention to stay, organizational loyalty, workplace friendship, job engagement, dirty work

The purpose of this research is to conduct an evaluation of the return on investment value of Employee Assistance Programmes within the South African context. Assistance to employees originated from the 19th century. The term Employee Assistance Programmes was however formulated in the 1970’s in the United States. The Employee Assistance field has since seen a paradigm shift in its focus, significant growth in its market value (amount of corporate clients internationally investing in EAPs for their employees), the establishment of a regulatory and ethical body through EAPA and its formalization as an academic discipline. This study takes the concept of return on investment value of EAPs further than the ratio of benefit-to-cost. The utilization of different data sources, inclusive of quantitative and qualitative instruments creates an opportunity to explore areas of value perception of different role players in the field. It furthermore maps the subjective and objective experience of behaviour change resulting from personal problems and the journey of change as a result of focused interventions. The consistency of views across different datasources as well as between different industries strengthens the value add claims of EAPs as contributing to the financial bottom line of companies. This study advocates for the importance of programme evaluation as a central part of EAP contracting. It furthermore also highlights the importance of documentation of employee performance for evaluation purposes. It illustrates a journey that can be complicated by the failure to agree to evaluative terms at program inception as well as unstructured data-capturing within companies. Employee behaviour consists of both computable and incomputable elements. Generally the focus of a return on investment study would be the computable components of human behaviour. This investigation however highlights significant elements of risk relating to employee performance challenges that is not easy to include in a ROI but holds significant financial and reputational risks for corporate clients. The influence of individual performance challenges on teams and the challenges it holds for line managers is also highlighted through the qualitative journey of this study. Employee behaviour seems vulnerable to internal and external forces and as a result companies’ productivity can be affected by how individual employees respond to these forces. It could be accepted that interventions that is aimed at stabilising and improving employee behaviour, will inevitably impact work performance and as a result the financial bottom-line of the company. Employee Assistance Programmes often operates in an arena where other programmes aimed at impacting employee behaviour are also present. It is thus difficult to isolate it’s intervention as being one of the main behaviour changing facilitators of the company. This study acknowledges this challenge and changes focus to different data-sources reporting on employee behaviour before and after EAP intervention. The consistency of data across these different data-sources becomes one of the main reporting areas for this study. Eventually the challenges encountered in this study guides the advocacy in the recommendations for a thorough agreement of programme evaluation at inception, the areas that will be included in such evaluations, the availability of Human Resource data to ensure effective evaluation inclusive of ROI assessments, targeted assessments at service provider level with effective software support.
Thesis (DPhil)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted