Dissertations / Theses on the topic 'Worker well-being'
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1
Lin, Bing C. "Do Recovery Experiences during Lunch Breaks Impact Worker Well-Being?" Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1245903545.
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Rösch, Karl-Dietrich. "Worker well-being occupational health and safety in times of globalization." Saarbrücken VDM Verlag Dr. Müller, 2006. http://d-nb.info/991498917/04.
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Carleton, Erica Leigh. "Happiness at work : using positive psychology interventions to increase worker well-being /." Halifax, N.S. : Saint Mary's University, 2009. http://library.smu.ca:2048/login?url=.
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Thesis (M.Sc.)--Saint Mary's University, 2009.Running head: Interventions to increase worker happiness. Includes abstract and appendices. Supervisor: Kevin Kelloway. Includes bibliographical references (leaves 46-55).
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Crowley, Martha L. "Control and inequality at work variations, processes, and implications for worker well-being /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1149881563.
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Conway, Oliver P. "Supervision and worker well-being in the Ministry of Social Services and Housing." Thesis, University of British Columbia, 1989. http://hdl.handle.net/2429/27285.
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Most of the theoretical literature upon the subject of supervision describes or presumes a relationship between the manner in which supervision is practiced and casework outcomes. Because of the difficulties involved in accurately measuring casework outcomes, there is a paucity of research supporting this position. This descriptive study was intended to investigate the hypothetical relationship between aspects of supervision practice, and "worker well-being". The rationale informing this approach, based largely on the literature pertaining to the "burnout" phenomenon, was that social workers who have low professional well-being are likely also to suffer diminished professional effectiveness. Thus, through an intermediate step, this study aimed to explore the relationship between supervision and professional effectiveness. An original questionnaire, which underwent a pretest, was mailed to 198 social workers in the Ministry of Social Services and Housing. A 67% response rate was obtained. Data was gathered regarding the context in which supervision takes place, its functional orientation, the supervision relationship, and the well-being of the worker. While the findings provide a useful descriptive profile of the manner in which supervision is practised, no significant correlation was demonstrated between supervision practice and worker well-being, as operationalized here. The descriptive profile is discussed in terms of the literature underlying the research, and implications for practice are addressed.Arts, Faculty of
Social Work, School of
Graduate
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Kroitor, Yvanna. "Worker contributions to the psychological well being of persons with a severe mental illness." Thesis, University of Ottawa (Canada), 2003. http://hdl.handle.net/10393/29024.
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Due to the deinstitutionalization movement which began over thirty years ago, community treatment programs for persons with severe mental illness have had to be developed to replace the services and support that were previously available in psychiatric hospitals. Apart from the Assertive Community Treatment (ACT) model, which has been much studied and shown to be superior both to other types of treatment and to controls, few consistent differences have been found among the different community treatment models. This may be partially due to the fact that the contribution of worker characteristics to client well being has not previously been taken into account. The effect that the individual worker has on the client and on treatment outcomes is comparable to therapist effects in the psychotherapy literature. This study was designed to examine the effects of worker characteristics on the well being of persons with severe mental illness living in the community. A sample of 65 people served by an ACT program were interviewed to obtain self-reports of subjective quality of life, symptoms and the relationship with their worker. The workers also rated their clients' level of functioning and each completed a self-report measure of attitudes toward mental illness. In addition, supervisors were asked to rate workers' competence on a newly-developed Competency Rating Scale. It was hypothesized that greater worker competency, a more positive attitude to mental illness, and a greater number of years working in the mental health field would have both direct and indirect effects (through the working alliance) on client well being in the form of better quality of life, fewer symptoms and improved functioning. It was found that a closer working alliance was associated with greater client well being in the form of greater quality of life and better functioning. Surprisingly, the strongest association found was between a greater number of worker years in mental health and quality of life, with workers who had more years experience in the field of mental health having clients who reported a lower subjective quality of life. It was suggested that workers who started in the field earlier may have learned and adopted a more restrictive philosophy about mental health treatment than that which is currently being taught.
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Coutinho, James. "Workplace democracy, well-being and political participation." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.
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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By participating democratically in workplace decisions, individuals are thought to learn the skills and psychological dispositions needed to participate in political democracy. A second thread argues that co-operatives will improve worker well-being. Democratic governance will give workers control over work organization, increasing autonomy in their daily lives, and leading to an increase in non-material work rewards such as job satisfaction. Worker ownership will equalize the material rewards from work and improve job security. These arguments are premised on the idea that democratic governance structures and worker ownership will lead to widespread, effective worker participation in decision-making and the equalization of power at work. However, insufficient attention is given to the contextual factors beyond formal governance and ownership structures that shape the internal dynamics of workplace democracy. I conduct an in-depth, mixed-methods case study of a worker co-operative with 158 employees in the UK cycling retail industry. Using survey research, social network analysis, in-depth interviews and direct observation, I show how individual differences, firm-level contextual factors such as the social composition of the organization, and macro-level factors such as economic and cultural context, lead to unequal participation opportunities and different outcomes for different groups of workers within the firm. My research leads to three conclusions. First, the outcomes of workplace democracy for workers are highly context-dependent. They will differ across groups of workers within co-operatives, across different democratic firms, and across cultures. Second, the relationship between workplace democracy and political participation is more complex than the Pateman thesis suggests. It is contingent on the political identities of workers, which are themselves shaped by wider political economic context. Political identity affects both participation behaviour at work, and how workplace experience shapes political views. Third, the subjective well-being outcomes of workplace democracy depend on workers’ expectations about work. Expectations are shaped by the same forces that mould political identity. Workplace democracy raises expectations for certain groups of workers, leading to well-being harms when expectations are not met. Overall, the benefits of workplace democracy for workers and for society are overstated. In the UK context, co-ops are unlikely to realize the benefits attributed to them without large-scale public policy interventions.
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Visser, Christelle Alfrida. "Emotion work and well-being of secondary school educators / C.A. Visser." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1337.
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Seib, Charrlotte. "Health, well-being and sexual violence among female sex workers : a comparative study." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16398/1/Charlotte_Seib_Thesis.pdf.
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Background
- Prostitution has been documented in most societies, although the context in which it occurs may vary greatly. In Queensland, Australia, sex workers can operate from legal brothels or privately but all other sectors of the sex industry are prohibited. It is assumed that regulation of the sex industry through legalization leads to better health and social outcomes for sex workers and their clients. However, this assumption has rarely been subjected to empirical scrutiny.
Aims
- This research examined the occupational health and safety of female sex workers in Queensland and explored the relationship between legislative change, workplace violence, mental health and job satisfaction. Sex workers interviewed in 2003 (after legalisation) were compared to a prior study of this population conducted in 1991 (before official regulation of the sex industry). Further, in-depth analysis of the 2003 cohort compared sex workers employed in legal and illegal sectors, to assess violence, health status and job satisfaction.
Methods
- Cross-sectional, convenience sampling was used to collect data from female sex workers in 2003. This data was compared with data collected earlier (in 1991) and explored differences in the two samples using bivariate analysis. Similar recruitment strategies on both occasions were used to recruit women from all known sectors of the Queensland sex industry. The 1991 comparison sample (Boyle et al. 1997) included 200 women (aged between 16 and 46 years), and in 2003, 247 women (aged 18 to 57) participated. The 2003 sample included workers from legal brothels (n=102), private sole-operators (n=103) and illegal street-based sex workers (n=42). Using data collected in 2003, this study assessed the relationship between physical and mental health and job satisfaction and two main independent variables, i.e., current work sector and recent workplace violence. Bivariate analysis of physical health and independent variables showed no significant relationships and therefore further analysis was not undertaken. However, analysis of mental health and job satisfaction showed complex interactions between multiple variables and therefore linear modeling was performed to adjust for confounding.
Results
- Analysis of the 1991 and 2003 samples showed little apparent change over time in self-reported sexually transmitted infections (STIs). There were substantial changes over time in the types of sexual services being provided to clients, with the 2003 sample more likely to provide 'exotic' services. Violence experienced ever in their lifetime differed; in 1991, 29% reported having ever been raped compared with 42% in 2003 (p= <0.01). In 2003, 50% of illegal sex workers reported having ever been raped by a client compared with 12% of private sex workers and 3% of brothel-based sex workers (p=<0.01). Overall, the sex workers reported roughly equivalent job satisfaction to Australian women. A desire to leave the sex industry was most strongly correlated with reduced job satisfaction (p=<0.01). Satisfaction was also relatively low among those whose family was not aware of their sex work (p=<0.01). Similarly, the mental and physical health of this sample was comparable to age-matched women from the general population. Wanting to leave the sex industry was most strongly associated with poor mental health (p=<0.01), as was recent sexual or physical assault by a client (p=0.06) and the woman's main work sector (p=0.05). Illegal sex workers reported substantially lower mental health scores than their counterparts in legal sex work.
Conclusions
- Self-reported STI diagnosis was high in these samples but the prevalence appears not to have changed over time. Comparing 2003 to 1991, there were trends towards safer and more diverse sexual practices. It is likely the sex industry has 'professionalized' and now includes more sex workers providing specialist, 'exotic' services. This sample of female sex workers reported high rates of violence, with those working illegally at greatest risk. Analysis suggests a complex interaction between variables contributing to mental health and job satisfaction. In general, it appears that the majority of sex workers enjoyed at least as much job satisfaction as women working in other occupations. It also appears that this sample had equivalent mental health to women from the general population, although the sub-group of illegal workers generally had poorer health. Job satisfaction and the extent of workplace hazards (especially risk of violence) were also strongly associated with different sectors of the sex industry. It is probable that legalisation has benefited some (perhaps most) but there are health and safety concerns for those outside the legal framework. Legislative reform should focus on violence prevention, promoting reporting of violent events to police, and further exploration of the impact of legislation on the health of workers in the sex industry.
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Seib, Charrlotte. "Health, well-being and sexual violence among female sex workers : a comparative study." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16398/.
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Background: Prostitution has been documented in most societies, although the context in which it occurs may vary greatly. In Queensland, Australia, sex workers can operate from legal brothels or privately but all other sectors of the sex industry are prohibited. It is assumed that regulation of the sex industry through legalization leads to better health and social outcomes for sex workers and their clients. However, this assumption has rarely been subjected to empirical scrutiny. Aims: This research examined the occupational health and safety of female sex workers in Queensland and explored the relationship between legislative change, workplace violence, mental health and job satisfaction. Sex workers interviewed in 2003 (after legalisation) were compared to a prior study of this population conducted in 1991 (before official regulation of the sex industry). Further, in-depth analysis of the 2003 cohort compared sex workers employed in legal and illegal sectors, to assess violence, health status and job satisfaction. Methods: Cross-sectional, convenience sampling was used to collect data from female sex workers in 2003. This data was compared with data collected earlier (in 1991) and explored differences in the two samples using bivariate analysis. Similar recruitment strategies on both occasions were used to recruit women from all known sectors of the Queensland sex industry. The 1991 comparison sample (Boyle et al. 1997) included 200 women (aged between 16 and 46 years), and in 2003, 247 women (aged 18 to 57) participated. The 2003 sample included workers from legal brothels (n=102), private sole-operators (n=103) and illegal street-based sex workers (n=42). Using data collected in 2003, this study assessed the relationship between physical and mental health and job satisfaction and two main independent variables, i.e., current work sector and recent workplace violence. Bivariate analysis of physical health and independent variables showed no significant relationships and therefore further analysis was not undertaken. However, analysis of mental health and job satisfaction showed complex interactions between multiple variables and therefore linear modeling was performed to adjust for confounding. Results: Analysis of the 1991 and 2003 samples showed little apparent change over time in self-reported sexually transmitted infections (STIs). There were substantial changes over time in the types of sexual services being provided to clients, with the 2003 sample more likely to provide 'exotic' services. Violence experienced ever in their lifetime differed; in 1991, 29% reported having ever been raped compared with 42% in 2003 (p= <0.01). In 2003, 50% of illegal sex workers reported having ever been raped by a client compared with 12% of private sex workers and 3% of brothel-based sex workers (p=<0.01). Overall, the sex workers reported roughly equivalent job satisfaction to Australian women. A desire to leave the sex industry was most strongly correlated with reduced job satisfaction (p=<0.01). Satisfaction was also relatively low among those whose family was not aware of their sex work (p=<0.01). Similarly, the mental and physical health of this sample was comparable to age-matched women from the general population. Wanting to leave the sex industry was most strongly associated with poor mental health (p=<0.01), as was recent sexual or physical assault by a client (p=0.06) and the woman's main work sector (p=0.05). Illegal sex workers reported substantially lower mental health scores than their counterparts in legal sex work. Conclusions: Self-reported STI diagnosis was high in these samples but the prevalence appears not to have changed over time. Comparing 2003 to 1991, there were trends towards safer and more diverse sexual practices. It is likely the sex industry has 'professionalized' and now includes more sex workers providing specialist, 'exotic' services. This sample of female sex workers reported high rates of violence, with those working illegally at greatest risk. Analysis suggests a complex interaction between variables contributing to mental health and job satisfaction. In general, it appears that the majority of sex workers enjoyed at least as much job satisfaction as women working in other occupations. It also appears that this sample had equivalent mental health to women from the general population, although the sub-group of illegal workers generally had poorer health. Job satisfaction and the extent of workplace hazards (especially risk of violence) were also strongly associated with different sectors of the sex industry. It is probable that legalisation has benefited some (perhaps most) but there are health and safety concerns for those outside the legal framework. Legislative reform should focus on violence prevention, promoting reporting of violent events to police, and further exploration of the impact of legislation on the health of workers in the sex industry.
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Johansson, Malvina. "Sambandet mellan självkänsla och mentalt välbefinnande hos butiksanställda." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-27499.
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Snöfjord, Snöfjord, and Östlund Linda Tapper. "The Role of Shift Work on Psychological Well-being on Swedish Single Mothers." Thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-70743.
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The purpose of the present work was to study the psychological well-being of shift working single mothers in comparison with shift working cohabiting mothers, single mothers working regular hours and cohabiting mothers working regular hours. This was done using the four scales: Perceived stress, perceived social support, general health and satisfaction with life. The convenience sample consisted of Swedish care workers and nurses, who answered a questionnaire. The responses were tested through a 2 x 2 MANOVA. The results showed that there was a significant difference in psychological well-being between single and cohabiting mothers, but no difference among shift working and regular working mothers, and no interaction effects of the four scales on the four groups of mothers. While single mothers’ psychological well-being was worse than cohabiting mothers’, there was no significant difference among shift workers and regular day workers. The psychological well-being of shift working single mothers did not significantly differ from shift working cohabiting mothers, single mothers working regular hours and cohabiting mothers working regular hours. The results are discussed with respect to previous research and we concluded that among Swedish mothers, being a single mother can have more impact on well-being than working shifts.
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Du, Preez Arenda. "Emotion work and well-being of human-resource employees within the chrome industry / A. du Preez." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2637.
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Sears, Lindsay Ellen. "Work-related Outcomes of Financial Stress: Relating Perceived Income Adequacy and Financial Strain to Job Performance and Worker Well-being." PDXScholar, 2008. https://pdxscholar.library.pdx.edu/open_access_etds/5295.
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With the onset of globalization, the economic contexts and working conditions within many countries are changing, presenting new challenges' for governments, organizations, and workers. Amid these challenges, concerns about personal finances are prevalent among employees and detrimental to workers' health, well-being, and families. Research on how this financial stress affects employees at work is lacking.
In this thesis, I propose an appraisal-based model of financial stress whereby actual income and expenses are related to perceptions of income adequacy to afford wants and needs. These adequacy perceptions are, in turn, related to financial strain, representing a heightened negative affective state regarding one's financial situation. I hypothesize that, through a drain in emotional resources, financial strain will negatively predict life satisfaction by potentially inhibiting participation in healthy, enjoyable behaviors. I argue that this drain in emotional resources will also inhibit successful task performance and restrict participation in discretionary citizenship behaviors.
Data from two working samples provide support for the hypothesized financial stress model and establish preliminary evidence of construct validity for new financial stress scales. In a prospective investigation, financial strain fully mediated the effects of income adequacy on subsequent life satisfaction, but was not related to job performance. Instead, perceived income adequacy to afford wants had a direct negative relationship with both task performance and citizenship behaviors at work, while income adequacy to afford needs had a positive direct effect on organizational citizenship behaviors.
This work resolves many conceptual inconsistencies about financial stress in the literature, and contributes to the understanding of how income perceptions and financial stress might influence psychological resources and work motivation. This work has important implications for how organizations manage employees who may be experiencing low income adequacy and high financial strain. Finally, there are several meaningful opportunities for future research that would substantially build upon existing theory and evidence in this new area of financial stress and work.
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Joubert, Sonja. "Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1822.
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Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are seen to be subject to stronger emotional display rules. These display rules may result in compromising the psychological and/or physical health of workers, because they often lead to a disturbing dissonance between felt emotions and the emotions one must exhibit. It is, therefore, of vital importance for service workers to exhibit Emotional Intelligence, which will enable them to manage both their own emotions and their interactions with other people. Their inability to do so may result in stress as well as physical and emotional exhaustion, also known as Burnout.
The objective of this research was to determine the relationship between Emotion Work, Emotional Intelligence, Well-being and Social Support of client service workers within small and medium enterprises, A cross-sectional survey design was used. An availability sample was taken from small and medium enterprises employing client service workers in the Mpumalanga Province (N = 145). The Greek Emotional Intelligence Scale (GEIS), Frankfurt Emotion Work Scales (FEWS), Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (OLBI) and Social Support Scale, as well as a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients, stepwise multiple regression analysis, and Multivariate analysis of variance (MANOVA) were used to analyse the data.
Principal component analysis resulted in a one-factor solution for Engagement labelled Work Engagement, and a two factor solution for Burnout namely: Disengagement and Emotional Exhaustion. Regarding Social Support, a three factor model was extracted namely; Social Support - Co-worker, Social Support -Supervisor and Social Support - Family. A three factor model was extracted for Emotion Work namely: Emotional Dissonance, Display of Client Care and Extent of Client Interaction. A four-factor solution was extracted for Emotional Intelligence namely: Emotional Expression/Recognition, Use of Emotions to Facilitate Thinking, Control of Emotion as well as Caring and Empathy.
An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant, Disengagement was positively related to Emotional Exhaustion and negatively related to Emotional Expression/Recognition, Emotion Use to Facilitate Thinking and Work Engagement. Emotional Exhaustion was positively related to Emotional Dissonance and negatively related to Emotional Expression/Recognition. Emotional Dissonance was positively related to Display of Client Care, while Display of Client Care was positively related to Extent of Client Interaction, as well as Caring and Empathy. Emotional Expression/Recognition was positively related to both Emotion Use to Facilitate Thinking and Work Engagement. Emotion Control was positively related to Emotion Use to Facilitate Thinking, while it in turn was positively related to Work Engagement. Finally, Social Support from Co-workers was positively related to Social Support from Supervisors and Family, and Social Support from Supervisors was positively related to Social Support from Family.
A multiple regression analysis indicated that Emotion Work, Social Support and Emotional Intelligence predicted 29% of the variance in Work Engagement, 30% of the variance explained in Disengagement and 37% of the variance in Emotional Exhaustion.
A multivariate analysis of variance (MANOVA) which was used to determine differences between the departmental, age, race, qualification, language and gender groups with regard to Emotion Work, Emotional Intelligence, Well-being and Burnout, indicated no statistical significant differences (p < 0,05).
The results indicated a correlation between Emotional Intelligence, Emotion Work and Well-being factors. Emotional Intelligence factors predicted Work Engagement and Emotion Work predicted Emotional Exhaustion.
Recommendations were made for the profession of client service work in small and medium enterprises, as well as for future research purposes.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.
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Traynene, Olga. "Organizacijos mikroklimato įtaka asmens savijautai darbe." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080924_184601-77372.
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Šiuolaikinės visuomenės žmogus neįsivaizduoja savo gyvenimo be darbo. Darbas yra žmogaus gyvenime esmė. Gera savijauta darbe, darbuotojų sauga ir sveikata negali būti charakterizuojama vien nelaimingų atsitikimų darbe ar profesinių ligų nebuvimu, bet ir gera fizine, moraline ir socialine savijauta, kuri pasiekiama gerinant darbo kokybę, atsižvelgiant į įvykusius pokyčius visuomenėje. Organizacijos klimatas ir darbuotojų savijauta yra tiesiogiai susiję.
Šio darbo tikslas - ištirti organizacijos mikroklimato įtaką asmens savijautai socialines paslaugas teikiančiose institucijose. Uždaviniai: išanalizuoti organizacijos klimato sampratą bei darančius įtaką jam veiksnius.Pateikti asmens savijautos darbe teorinį pagrindimą; apibūdinti socialinio darbuotojo vaidmenį formuojant palankų mikroklimatą socialinėje institucijoje; ištirti ir apibendrinti organizacijos mikroklimatą ir asmens savijautą socialines paslaugas teikiančiose institucijose; Parengti išvadas, rekomendacijas.
Darbo metodika, padėjusi išspręsti minėtus uždavinius, susideda iš mokslinės literatūros analizės (atlikta siekiant išsiaiškinti organizacijos mikroklimato ir darančių jam įtaką veiksnių mokslinį pagrindimą, darbuotojo savijautos sampratą, socialinio darbuotojo įtaką geram mikroklimatui formavimuoti); dokumentų analizės (atlikta siekiant išsiaiškinti socialinių darbuotojų funkcijas, jų veiklos aspektus nagrinėjamu klausimu; anketinės apklausos (socailines paslaugas teikiančiose institucijose darbuotojų... [toliau žr. visą tekstą]A person of modern society cannot imagine his or her life without work. Work holds a central place in human life. Well-being, security and health of workers can be characterized not only by absence at work and professional diseases but also by improving quality of working conditions. It should be done taking into account changes of society, which have taken place. Climate of organization and well - being of workers are directly connected. The purpose of this paper is to reveal the impact of organizational microclimate on well - being of a person at institutions providing social services. The objectives are: to analyze the concept of organizational climate and factors affecting; to give theoretical justification of personal well-being at work; to characterize the role of social worker forming favorable microclimate at institutions providing social services; to give conclusions. Methodology of the paper, which helped to attain the above objectives, consist of analysis of scientific literature (it was done with a view to giving a scientific justification of organizational microclimate and factors influencing it. Also, the aim was to reveal the concept of well-being of workers and the influence of a social worker on forming a good microclimate); analysis of documents (it was done to show functions of social workers, the aspects of their activity concerning the relevant issue); questionnaire surveys (the surveys were carried out at institutions providing social services). The... [to full text]
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Helmer, Anna. "Socialsekreterares värdering av olika arbetsmiljöfaktorers betydelse för en god arbetsmiljö." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14517.
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Lately, alarming reports have appeared regarding the work environment and work situation of social workers. Research focusing on the promotion of health and well-being in the workplace among other professionals show that factors such as social relationships, ability to influence their work situation and leadership are important. A quantitative study was conducted focusing on the work climate for social workers employed by some of the district administrations in the City of Malmö. A questionnaire with questions and statements on various factors in the work environment was sent to 34 social workers. They were asked how important these factors were for their well-being, as well as to what extent they felt that these factors were present at work. A total of 17 social workers filled out the questionnaire. The study results showed that communication and leadership were the two themes that had the greatest impact on the well-being at work for the social workers. The results also showed a discrepancy regarding the relationship between how the importance of the statements in the questionnaire was considered, and the degree to which they were present at work. However, the results could not demonstrate any difference between how younger and older social workers assessed the importance of the work environment factors' importance for their well-being at work. Further studies with different approaches of how communication and leadership affects social workers well-being at work could help identifying appropriate actions for improved working conditions for social workers.Socialsekreterare är en utsatt yrkesgrupp som det kommit negativa signaler från på senare tid vad gäller deras arbetsmiljö och arbetssituation. En stor andel sjukfrånvaro, hög personalomsättning och svårigheter till nyrekrytering kan få allvarliga konsekvenser för yrkesgruppen. Det finns en hel del forskning som visar på att arbetsmiljön har betydelse för människors hälsa och välbefinnande. Strategier för hälsoarbete i Sverige kopplat till arbetsplatsen har i allt större utsträckning antagit en hälsofrämjande utgångspunkt i stället för att enbart vara riskorienterade. Forskning med fokus på främjande av hälsa och välbefinnande på arbetsplatsen visar att faktorer som sociala relationer, möjlighet att påverka sin arbetssituation och ledarskap har betydelse i många olika typer av verksamheter. Om arbetsgivaren har kännedom om vilka arbetsmiljöfaktorer som socialsekreterare bedömer som viktigast för sitt välbefinnande i arbetet, där det även tas hänsyn till om det skiljer sig något i bedömningen mellan yngre och äldre personer, skulle riktade arbetsmiljöinsatser som främjar en hälsosammare arbetssituation för socialsekreterarna kunna identifieras och initieras från arbetsgivarens sida. En kvantitativ studie genomfördes som riktade sig till socialsekreterare anställda vid några av stadsdelsförvaltningarna inom Malmö Stad. En enkät skickades ut till 34 socialsekreterare med frågor och påståenden om olika arbetsmiljöfaktorers betydelse för deras välbefinnande och i vilken grad de ansåg att dessa förekom på arbetsplatsen. Enkäten besvarades av 17 personer. Resultaten från studien visade att kommunikation och ledarskap var de två teman som hade störst betydelse för socialsekreterarnas välbefinnande i arbetet. Resultaten visade också på en diskrepans avseende förhållandet mellan hur viktigt påståendena i enkäten ansågs vara och i vilken grad de förekom på arbetsplatsen vilket pekar på utvecklingsmöjligheter. Däremot kunde det inte påvisas någon skillnad mellan hur yngre och äldre bedömde vikten av de olika arbetsmiljöfaktorernas betydelse för deras välbefinnande i arbetet. Fler studier med olika infallsvinklar av hur kommunikation och ledarskap påverkar socialsekreterares välbefinnande i arbetet skulle kunna bidra till att identifiera lämpliga arbetsmiljöinsatser för en förbättrad arbetssituation för socialsekreterare.
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Brand, Adriaan Cornelius. "Exploring experiences of co-worker trust, relatedness and vitality in a Music Therapy well-being intervention in a South African bank." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/40283.
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A qualitative research project was conducted to explore experiences of co-worker trust,
relatedness and vitality through a short-term Music Therapy intervention designed to promote
well-being. Thirteen adults who work at a branch of a South African bank in the Cape
Winelands in the Western Cape Province of South Africa participated in the study. Six Music
Therapy sessions were conducted in work time. Focus groups were conducted before and
after the intervention. Data were generated by means of transcription of the focus groups, and
thick description of selected Music Therapy session video clips. Data were analysed by means
of content analysis through data-driven, open coding, followed by two levels of categorisation
and theme extraction (Ansdell & Pavlicevic, 2001; Gibbs, 2007; Graneham & Lundman, 2004;
Hsieh & Shannon, 2005; Punch, 1998). Findings suggest that participants experienced
meaningful shifts in experience on all three of the identified focus construct dimensions, as
well as on the dimensions of individual competence and autonomy. Further emerging
questions were explored regarding the transferability of gains made in the Music Therapy
space to the work context. It was proposed that increased experiences of autonomy,
competence, and vitality in the therapy space supported the development of trust and enriched
relatedness across both work and therapy contexts. Trust and relatedness gains were
proposed to be longer-lasting. A progression of relatedness development phases was
proposed, through which participants may have been able to achieve notable outcomes
pertaining to improved communication, decreased conflict, increased cooperation and interpersonal
support.Dissertation (MMus)--University of Pretoria, 2014.
gm2014
Music
unrestricted
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Segovia, Villarreal Santiago Eduardo. "Linking worker health and well-being with business performance measures in the maquiladora manufacturing industry in the US-Mexico Border Region." To access this resource online via ProQuest Dissertations and Theses @ UTEP, 2008. http://0-proquest.umi.com.lib.utep.edu/login?COPT=REJTPTU0YmImSU5UPTAmVkVSPTI=&clientId=2515.
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Hosie, Peter. "A study of the relationships between managers' job-related affective well-being, intrinsic job satisfaction and performance." University of Western Australia. Graduate School of Management, 2003. http://theses.library.uwa.edu.au/adt-WU2005.0001.
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[Truncated abstract. Please see the pdf version of the abstract for the complete text.] This study examines the 'happy-productive worker' thesis, by investigating the impact of job-related affective well-being and intrinsic job satisfaction on managers' performance. The fundamental goal of the research was to establish which indicators of managers' affective well-being and intrinsic job satisfaction predict dimensions of their contextual and task performance. A critique was undertaken of the substantial literature on affective well-being, intrinsic job satisfaction and managers' performance. Key theoretical developments were integrated to provide linkages between the conceptual bases of these constructs. Warr's Vitamin Model was identified as the most comprehensive synthesis of research and theories into affective well-being. Evidence has emerged to suggest that managers' job performance comprises both contextual and task performance domains. Decades of research have been unable to establish a strong link between job satisfaction and performance. Affect has rarely been used as a predictor of managers' job performance outcomes. Despite mixed empirical evidence, there is support in the literature to suggest that a relationship exists between affective well-being, intrinsic job satisfaction and managers' performance. A series of ancillary research questions, underscoring the main goal of the study, were developed from the gaps identified in the literature to establish if there was an association between managers' affective well-being, intrinsic job satisfaction and their contextual and task performance. To what extent does affective well-being and intrinsic job satisfaction determine different dimensions of managers' contextual and task performance? Does the construct of managers' performance consist of the two dimensions, contextual and task performance? Does positive affective well-being result in enhanced managers' performance, and is poor affective well-being detrimental to managers' performance? These research questions were formed into hypotheses for testing. Questionnaire items were derived from the literature to establish the affective well-being and intrinsic job satisfaction scales. Managers' contextual and task performance scales were developed through an analysis of the literature. Questionnaire items were further refined using feedback from expert reviewers and a pilot survey. A cross-sectional survey was administered to managers (n=1,552) from a range of occupational groupings in 19 Western Australian private, public, and third sector organisations. A total of 400 useable questionnaires was returned, representing a response rate of 26%. Self-report data were used to measure affective well-being and intrinsic job satisfaction, while superiors' ratings provided an evaluation of managers' contextual and task performance. An empirical methodology was used to test the hypotheses to enable the research questions to be answered and to suggest a Partial Model of Managers' Affective Well-being, Intrinsic Job Satisfaction and Performance. Answering the research questions required the development of an instrument to measure the structure of managers' contextual and task performance. An 8- dimensional measurement model of managers' performance, derived from the survey data, was tested by exploratory and confirmatory factor analysis to differentiate the structure of managers' contextual and task performance. The performance construct was operationalised in terms of four contextual dimensions (Endorsing, Helping, Persisting, Following) and four task dimensions (Monitoring, Technical, Influencing, Delegating). These dimensions were confirmed through multi-sample analysis and cross-validation techniques of managers' and superiors' ratings (n = 200 and n = 125). Canonical correlation and standard multiple regression were used to analyse the linear combination of managers' affective well-being and intrinsic job satisfaction with contextual and task performance. Indicators of affective wellbeing and intrinsic job satisfaction were found to predict dimensions of managers' performance, irrespective of whether the performance scores were from self-report or superiors' ratings. A large amount of the variance of managers' performance was explained by affective well-being and intrinsic job satisfaction. Affective well-being selfreport (Positive Affect, Intrinsic Job Satisfaction) was found to be positively associated with a dimension of superiors' reports on task performance (Influencing). Positive associations for dimensions of affective well-being selfreport (Positive Affect, Anxiety and Relaxation) were also found to be negatively associated with dimensions of superiors' reports on managers' task performance (Monitoring) and contextual performance (Following) that was also negatively associated with the task performance dimension (Technical). As predicted, positive affective well-being was related to enhanced managerial performance, whereas diminished affective well-being indicated poorer performance.
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Tafvelin, Susanne. "The Transformational Leadership Process : Antecedents, Mechanisms, and Outcomes in the Social Services." Doctoral thesis, Umeå universitet, Institutionen för psykologi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-79335.
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Social service organizations have changed dramatically during the last decade in an effort to increase effectiveness and control. This has placed new demands on those in leadership roles, and the need for knowledge of how to lead these transformed organizations has increased. Transformational leadership is a leadership model based on vision and empowerment, one suggested to increase both employee effectiveness and well-being, but the usefulness of this model in the public sector has been questioned. The general aim of this thesis is therefore to increase our understanding of the transformational leadership process in the context of social service organizations by investigating factors that explain when and why transformational leadership emerges and is effective. Questionnaire data from social service employees as well as interview data from managers were used in three empirical studies. Results from Studies 1 & 2 show that transformational leadership is positively associated with employee outcomes including commitment, role clarity, and well-being. Factors that might influence the effectiveness of transformational leadership were addressed in Study 1. It was found that leader continuity enhanced the effect of transformational leadership on role clarity and commitment, indicating that it takes time before transformational leaders actually have an effect on employees. Furthermore, co-worker support enhanced the effect on commitment, reflecting the role of followers in the transformational leadership process. The way in which transformational leaders influence employees was examined in Study 2, and climate for innovation mediated the relationship between transformational leadership and well-being both cross-sectionally and one year later. Finally, organizational factors that may hinder the emergence of transformational leadership were addressed in Study 3, and newly recruited managers were interviewed during their first year of leadership. Eight hindering factors in the organization to exhibit transformational leadership were identified, including the organizational structure, ongoing change, and the leaders’ working conditions. In all, this thesis has demonstrated the usefulness of transformational leadership in social services in terms of being associated with employee positive attitudes and well-being, and has also identified factors that may both help and hinder the transformational leadership process in this context.
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Dixon, Decia Nicole. "Mental health service delivery systems and perceived qualifications of mental health service providers in school settings." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002991.
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Ballesteros, Leiva Felix. "Une étude des relations entre l'articulation travail-famille et le bien-être des travailleurs en mobilité à l'international." Thesis, Rennes 1, 2014. http://www.theses.fr/2014REN1G013.
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Suite à la globalisation des affaires et aux multiples changements démographiques, de plus en plus de professionnels vont travailler à l’étranger de leur propre initiative ou encore, pour réaliser un mandat au sein d’une filiale de leur entreprise localisée à l’étranger. L’objectif de cette recherche consiste à étudier le bien-être des travailleurs à l’international en s’appuyant sur deux courants théoriques, celui du bien-être psychologique et du bien-être subjectif. Le bien-être subjectif se réfère à l’évaluation que font les personnes des conditions et des caractéristiques de l’environnement. Le bien-être psychologique fait référence à l’ampleur avec laquelle la personne se sent bien avec elle-même et à la cohérence de son projet de vie avec ses valeurs et ses objectifs de vie. Tenant compte du fait qu’un travail à l’étranger affecte tout autant les vies professionnelle, personnelle et souvent de couple et familiale, cette étude analyse les incidences du conflit et de l’enrichissement travail-famille sur le bien-être des travailleurs en mobilité à l’international. Notre recherche permet aussi d’explorer comment l’articulation travail-famille (tant par les perceptions de conflit que d’enrichissement) des TMI peut être expliquée par trois grands déterminants: le soutien social, l’autoévaluation de soi et l’intelligence culturelle des TMI. L’étude a été menée auprès de 284 travailleurs en mobilité à l’international vivant et travaillant dans différents pays. Au terme de multiples analyses, nos résultats confirment l’importance pour les TMI de ne pas ressentir de conflit travail-famille, mais de percevoir de l’enrichissement travail-famille pour ressentir plus de bien-être. Nos résultats démontrent que le conflit travail-famille est lié négativement aux deux types de bien-être évalués, alors que l’enrichissement travail-famille est seulement lié au bien-être subjectif. Nos résultats confirment aussi les liens négatifs entre d’une part, le soutien offert par l’organisation et la famille et le sentiment d’autoévaluation de soi et d’autre part, sur le conflit travail-famille que ressentent les TMI. Il apparaît aussi que le soutien offert par les collègues a un effet positif sur le sentiment d’enrichissement travail-famille exprimé par les TMI. Cette thèse conclue sur les implications de ses résultats pour la recherche et la pratique. Pour finir, les limites et les perspectives de la recherche future sont exposéesAs a result of the globalization of business and the many demographic changes, more and more professionals are working abroad on their own initiative or, to achieve a mandate within a branch of their company located abroad. The objective of this research is to study the concept of the foreign workers well-being. We associated this concept with two theoretical currents refereeing to the subjective well-being and the psychological well-being. The subjective well-being refers to the assessment made by the workers about the conditions and characteristics of the environment. The psychological well-being refers to the extent to which the individual feels good with himself and the consistency of his life project with its values and life goals. Taking into account that working in a foreign context can affect both the professional and personal lives of the individual, often affecting the couple and family, in this study we aim to examine the impacts of work-family conflict and enrichment experienced by workers (that are) in international mobility. Our research also allows us to explore how the work-family articulation (both by perceptions of conflict and enrichment) of workers in international mobility can be explained by three major determinants: social support, self-esteem and cultural intelligence. The study was conducted among 284 workers in international mobility that was living and working in different countries. After multiple analyzes, our results confirm the importance for these workers in international mobility to feel no work-family conflict, but to perceive work-family enrichment in order to experience more well-being. Moreover, our results show that work-family conflict is negatively related to both types of well-being assessed, while the work-family enrichment is only related to subjective well-being. Our results also highlight the negative links between on the one hand, the support offered by the organization and the family with the feeling of self-esteem and on the other, with work-family conflict experienced by workers in international mobility. It also appears that support from co-workers has a positive effect on work-family enrichment experienced and expressed by workers in international mobility. This thesis concludes on the implications of its results for research and practice. Finally, limitations and vision statement for the future research are explained
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Peterson, Christine. "Psychological well-being and female clerical workers." Thesis, University of British Columbia, 1986. http://hdl.handle.net/2429/26589.
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This study was conducted to discover the influence of marital and parental status on the psychological well-being of women working in clerical and secretarial occupations. The research is based on Warr and Parry's (1982a) conceptual framework which suggests that occupational involvement (i. e. desire to work), the quality of the nonoccupational environment and the quality of the employment relationship are the three most important clusters of variables influencing the psychological well-being of working women.
Subjects selected for the study were female clerical and secretarial employees of the University of British Columbia. Each participant completed a short questionnaire containing two sections: the first pertained to the recruitment of demographic and personal background information; the second consisted of instruments designed to isolate and measure the above-named dependent variables identified by Warr and Parry (1982a).
The study found that all women, irrespective of life cycle stages, were highly committed to the concept of paid employment. Related to this was the finding that while economic considerations are important motivators, women's desire to work for personal needs is strong and exists irrespective of factors related to economic gains.
The study also found that, as expected, marital and parental status are important determinants of the psychological well-being of working women. While nearly all women were highly committed to the concept of paid employment, married working women revealed the highest psychological well-being, and also were the group most satisfied with family and social life. By contrast, as expected, previously married women showed the lowest psychological well-being, and were significantly less satisfied with family and social life. Furthermore, the issue of multiple roles as a detriment to psychological well-being does not appear to hold true for this study.
In conclusion, the study found that marriage and family continue to be, as they have been historically, factors of central importance in the psychological well-being of women, while the commitment to paid employment is at the same time stronger than ever before.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Ferreira, Enilsa Vicente. "ANÁLISE PSICOSSOCIAL DA SAÚDE DO TRABALHADOR ENFERMEIRO DO MUNICÍPIO DE GOIÂNIA-GO." Pontifícia Universidade Católica de Goiás, 2007. http://localhost:8080/tede/handle/tede/2887.
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Previous issue date: 2007-03-09This study aimed to: a. outline the psychosocial well-being of nurses working in Goiânia-GO, a capital city in the Midwestern Region of Brazil; and b. compare the profiles of those working in the public and private sectors. The participants were 321 active nurses. The results indicated no difference between workers in the public or the private sector regarding the perception of the efficiency in their professional activities performance. In both kinds of institution the degree of perceived efficiency was low. As to the level of satisfaction and well-being, the results obtained indicated that the workers in the private sector were more satisfied, also presenting higher levels of physical and psychological well-being. These results are discussed emphasizing the differences between the working conditions in the public and private sectors.
Este trabalho teve como objetivos: a. traçar o perfil de bem-estar psicossocial do(a)s trabalhadore(a)s enfermeiro(a)s de Goiânia-GO; e b. comparar os perfis entre aqueles atuantes na rede pública e privada. O(A)s participantes foram 321 enfermeiros(as) que estavam atuando na profissão. Os resultados indicaram que não existiu diferença entre aqueles que atuavam no setor público e no privado quanto à percepção da eficiência do desempenho das atividades profissionais. Em ambos os tipos de instituição, o grau de eficiência percebido foi baixo. Já em relação aos níveis de satisfação e bem-estar, os resultados obtidos indicaram que os(as) trabalhadores(as) do setor privado estavam mais satisfeitos, apresentando também níveis de bem-estar físico e psicológico mais elevados. Esses resultados são discutidos enfatizando as diferenças nas condições de trabalho entre os setores público e privado.
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Witzel, Marisa. "Work attitudes and well-being among virtual workers." The University of Waikato, 2008. http://hdl.handle.net/10289/2450.
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The present study examined how certain characteristics of flexible work, the home environment, and the individual impact the outcomes of work-family conflict, job satisfaction, organisational commitment, and psychological strain. A questionnaire measuring perceptions of control, flexibility, job involvement, family involvement, work to family and family to work conflict, organisational commitment, job satisfaction, family support, physical boundaries, workplace isolation, psychological strain, personality, and demographic information was created and posted online. An email was circulated to 390 virtual sales employees from one large organisation in the United States inviting them to participate in the study, and 278 people responded. Results identified characteristics of the type of work, work enivronment, and the individual that are predictive of individual and organisational outcomes. Findings supported hypotheses that control, flexibility, and family support positively impact the outcomes of conflict, satisfaction, and strain for virtual workers. Job involvement was found as predicted to positively impact work to family conflict, and family involvement was positively related to family to work conflict. Contrary to predictions, a negative relationship was found between job involvement and strain, suggesting that those who identify more highly with their job also experience less strain. Consistent with earlier studies, workplace isolation was associated with reduced job satisfaction and organisational commitment (Marshall, Michaels, and Mulki, 2007). In line with boundary theory (Voydanoff, 2005), it was hypothesised that the presence of physical boundaries between work and non work domains would significantly impact measures of conflict and strain for virtual workers. However, results indicated no significant effects. A comparison of perceptions of work-family conflict between individuals with children at home and those without illustrated no significant differences between employees with children at home and those without. Speculated explanations for inconsistent findings are addressed in the discussion chapter. Work to family conflict was predicted to mediate the relationship between flexibility and job satisfaction for virtual workers, and analysis supported the presence of partial mediation. Family to work conflict was also predicted to mediate the flexibility and job satisfaction relationship, however, results were not significant in this case. Uses of workspace (i.e. for work, leisure, family activities, etc.) were tested as mediator for the relationship between family to work conflict and job satisfaction, and results did not support a mediation effect. In sum, findings of this study identify sources of both positive and negative outcomes for people working from home. Although individuals' experiences working virtually differ greatly, this study identifies common challenges and issues they face. By pinpointing the sources of conflict, satisfaction, commitment, and strain in the home office, organisations and individuals can take steps to protect workers against negative outcomes, and maximise positive outcomes. Implications and limitations of this study are discussed in the final chapter.
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Panda, M., Diana L. Heiman, and W. Ellis. "Well-Being Solutions Report Out." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/8162.
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Tseng, Steven T. "When Resource Precedes Human in Human Resource Management: Organizational Dehumanization and the Roles of HR Attributions and Supervisor Bottom-Line Mentality." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590497329605876.
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O'Neil, Kason M., J. O'Neil, and C. Olive. "Fitness and Healthy Decisions for Well-being." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/4039.
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Wilczynska, Aleksandra. "Work related well-being. The case of knowledge workers in Poland." Doctoral thesis, Universitat Oberta de Catalunya, 2020. http://hdl.handle.net/10803/671251.
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This thesis tackles the subject of well-being at work, investigating the relationship between employment flexibility, job insecurity, organizational justice and their association with job satisfaction and work-family balance. The research strives to unravel the role of these aspects of the job environment and work-related perceptions among knowledge workers in Poland. In the first part, the research aims to show how job insecurity among various contractual groups impacts the job satisfaction of knowledge workers. In the second part, the influence of interpersonal justice on job satisfaction among employees is addressed. In the third part, occupational unemployment is analysed as an antecedent of job insecurity. In the final part, the relationship between long working hours, work-related problems, the use of ICTs at home and family life problems is analysed. The study presents the main drivers of workers' satisfaction and wellbeing. It also exposes the vulnerabilities of the analysed groups, showing who should be provided greater institutional protection and in which areas.La tesi analitza l'àmbit del benestar del treball, investigant amb detall la relació entre la flexibilitat i la seguretat del treball, la justícia organitzativa i la seva associació amb la satisfacció dels treballadors, així com l'equilibri treball-família. La investigació aborda la relació entre aquestes dimensions de l'entorn laboral i les percepcions dels treballadors del coneixement a Polònia. A la primera part, la tesi té com a objectiu mostrar com la inseguretat laboral entre els diversos grups contractuals afecta els treballadors del coneixement en comparació amb la resta de la força de treball. A la segona part, s'aborda la influència de la justícia interpersonal, en l'explicació de la satisfacció laboral entre els treballadors amb diferents contractes de treball. A la tercera part, l'atur ocupacional s'analitza com un antecedent de la inseguretat laboral. A la darrera part, s'explora la relació entre el treball i la vida familiar.
La tesis analiza el ámbito del bienestar del trabajo, investigando en detalle la relación entre la flexibilidad y la inseguridad del empleo, la justicia organizativa y su asociación con la satisfacción de los empleados, así como el equilibrio trabajo-familia. La investigación aborda la relación entre estas dimensiones del entorno laboral y las percepciones de los trabajadores del conocimiento en Polonia. En la primera parte, la investigación tiene como objetivo mostrar cómo la inseguridad laboral entre los diversos grupos contractuales afecta a los trabajadores del conocimiento en comparación con el resto de la fuerza laboral. En la segunda parte, se aborda la influencia de una de las principales dimensiones de la justicia organizativa, la justicia interpersonal, en la explicación de la satisfacción laboral entre los empleados con diversos contratos de trabajo. En la tercera parte, el desempleo ocupacional se analiza como un antecedente de inseguridad laboral. En la última parte, se explora la relación entre el trabajo y la vida familiar.
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Lepage-Saucier, Nicolas. "Essays on employment protection and its impacts on workers well-being." Paris, Institut d'études politiques, 2013. http://www.theses.fr/2013IEPP0030.
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Cette thèse explore les impacts de la protection d’emploi et des institutions du marché du travail sur le stress des travailleurs, les heures de travail et la consommation. Le premier volet examine comment les chocs sur le marché du travail affectent la consommation des ménages. La consommation est modélisée afin de comparer la réaction des ménages aux données réelles, calculer les pertes de bien-être associées à chaque choc et simuler l’impact de réformes de l’assurance chômage. Le second volet étudie l’impact des lois de la protection d’emploi sur la variabilité des heures de travail et le temps supplémentaire. Dans un modèle théorique, une firme choisit le nombre de travailleurs et les heures par travailleur. Des coûts d’embauche et de licenciements et une variation de la demande du produit génèrent des variations d’heures de travail. Avec des données canadiennes, on trouve que l’impact de la protection d’emploi sur l’utilisation de temps supplémentaire est positif et significatif pour les provinces ayant de longs préavis de licenciement, mais négligeable quand les préavis sont courts. Enfin, le troisième volet s’intéresse aux effets de la protection d’emploi sur le stress et le bien-être des travailleurs. Elle devrait bénéficier aux employés permanents en réduisant leur risque de perdre leur emploi, mais peut aussi avoir des effets adverses. On vérifie si la protection d’emploi accroît ou décroît le stress à l’aide de sept sondages de l’OCDE et d’une enquête canadienne sur la santé. La protection d’emploi a un impact positif et significatif sur le stress au travail dans les secteurs à forte destruction d’emploi relativement aux autres secteursThis thesis explores in three chapters the impacts of employment protection and related labor market institutions on workers stress, work hours and consumption, using a mainly empirical approach. Chapter one examines how labor market displacements affect household consumption. The consumption reactions of representative workers are modeled to compare their reactions with real data, compute welfare losses associated with each outcome and conduct policy experiments regarding unemployment insurance. The second chapter investigates the impact of employment protection on work hour variability and overtime. In a theoretical model, a firm chooses between workers and hours per worker as productive inputs. If there are hiring and firing costs, variations in output demand generate variability in work time. This link is validated empirically on Canadian data. The impact of the employment rate on overtime use is positive and significant for provinces with lengthy individual notice, but negligible when notice requirements are short. Finally, chapter three looks at the effects of employment protection laws on workers’ stress and well-being. Such laws should be beneficial to permanently employed workers by lowering the risk of job loss, but may also have adverse effects. An exhaustive empirical analysis is undertaken to verify whether employment protection increases or decreases stress using seven surveys from OECD countries and the Canadian National Population Health Survey. Employment protection has a positive and significant effect on work stress in high turnover sectors relative to low turnover sectors, which can be interpreted as causal
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Mills, W., C. Knight, and Diana L. Heiman. "Faculty and Resident Well-being: AAFP Resources for Improving Joy in Work in GME." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/8158.
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Kinser, Amber E. "Meal Memories: Women Navigating Family Well-Being in Foodwork." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/1250.
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Background. Research on women’s experiences and perceptions of family foodwork remain under-explored. This paper emerged from grant-funded research that examined women’s perceptions and experiences as they relate to family meals.
Methods. Focus group data was collected from thirty-five women in Northeast Tennessee. Women ranged in age from 18-55 years and, combined, mothered 54 children, over half of whose ages ranged from 1-5 years. Discussion was facilitated by a semi-structured moderator guide that asked about: 1) family dinners while growing up; 2) family dinners with their own children and families; and 3) whether they were interested in their meal experiences being different in any way and if so, how.
Results. Emerging from the data was a major theme of memories of meals past. Such memories functioned as points of continuity and change for these women as they attended to family well-being through food labor. Both the women’s experiences growing up and the experiences of their partners functioned as access points for determining what constitutes not only “family meal,” but also “family” itself. Meal memories focused the women’s meal provision options by clarifying whether to reproduce family of origin practices, redirect them, or sever them.
Significance. As families are increasingly encouraged to focus on family meals as a primary parenting method for monitoring children and attending to their well-being, women are likely are likely to feel the weight of child and familial outcomes more than men and more than they have in the past fifty years.
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Jonge, Jan de. "Job autonomy, well-being, and health a study among Dutch health care workers /." Maastricht : Maastricht : Rijksuniversiteit Limburg ; University Library, Maastricht University [Host], 1996. http://arno.unimaas.nl/show.cgi?fid=6646.
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Torres, Gustavo, and Tristan Katherine Clair Newell. "THE RELATIONSHIP BETWEEN SOCIAL WORKERS' ALCOHOL OR DRUG USE AND SUBJECTIVE WELL-BEING." CSUSB ScholarWorks, 2014. https://scholarworks.lib.csusb.edu/etd/32.
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The relationship between alcohol or drug use and subjective well‑being among master of social work students and practitioners was examined. Subjective well‑being measures included core, life satisfaction, affect, eudaimonia and domain evaluation. Frequency of alcohol, tobacco, cannabinoids and psychotropic drug use was collected. There were modest to moderate negative correlations between alcohol and life satisfaction and eudaimonia. There were moderate negative correlations between psychotropic medication and life satisfaction, eudaimonia and domain. There was a modest negative correlation between tobacco and life satisfaction and a strong negative correlation between tobacco and eudaimonia. There were no significant correlations with cannabinoids in any subjective well‑being measure. Together, these findings suggest that alcohol or drug use has little effect on subjective well‑being.
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Vignoli, Michela <1985>. "Enhancing Workers’ Well-Being. Scientific and social relevance of managing stress in the workplace." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2015. http://amsdottorato.unibo.it/6852/.
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Purpose. Despite work-related stress is one of the most studied topic in organizational psychology, many aspects as for example the use of different measures (e.g. subjective and objective, qualitative and quantitative) are still under debate. According to this, in order to enhance knowledge concerning which factors and processes contribute to create healthy workplaces, this thesis is composed by four different studies aiming to understand: a) the role of relevant antecedents (e.g. leadership, job demands, work-family conflict, social support etc.) and outcomes (e.g. workplace phobia, absenteeism etc.) of work-related stress; and b) how to manage psychosocial risk factors in the workplace.
The studies. The first study focused on how disagreement between supervisors and their employees on leadership style (transformational and transactional) could affect workers well-being and work team variables. The second and third study used both subjective and objective data in order to increase the quality of the reliability of the results gained. Particularly, the second study focused on job demand and its relationship with objective sickness leave. Findings showed that despite there is no direct relationship between these two variables, job demand affects work-family conflict, which in turn affect exhaustion, which leads to absenteeism. The third study analysed the role of a new concept never studied before in organizational settings (workplace phobia), as a health outcome in the JD-R model, demonstrating also its relationship with absenteeism. The last study highlighted the added value of using the mixed methods research approach in order to detect and analyse context-specific job demands which could affects workers’ health.
Conclusion. The findings of this thesis answered both to open questions in the scientific literature and to the social request of managing psychosocial risk factors in the workplace in order to enhance workers well-being.
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James, Priscilla Mageret. "The well-being of workers in the construction industry : a model for employment assistance." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1746.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011. Includes bibliographical references (leaves 109-117).The construction industry is an important player in the economy of South Africa. In spite of the numerous constraints facing the industry in developing countries, it makes significant contributions to economic growth. The construction industry is a challenging place to work (Pillay & Haupt in Hinze, Bohner & Lew, 2008). The diverse industry is, however, associated with high risk environments and employees are exposed to harsh and dangerous situations, e.g. employees have to work with dangerous machines and equipment. The industry stands out from other industries as having the highest worker injury and fatality rates. Every construction worker is likely to be temporarily unfit to work at some time as a result of moderate injuries or health problems after working on a construction site (Shakantu, Haupt & Tookey, 2006; Smallwood, 2004). This study was prompted by the lack of an Employee Assistance Programme for workers in a medium-sized construction company. A non-probability sampling procedure was utilised. In order to investigate and explore the well-being of employees a research questionnaire was developed and presented to a sample of 34 male respondents in the construction company for completion. The empirical results indicated the difficulties that the respondents are experiencing. The results further revealed the need for assistance from the employer to the respondents. It is anticipated that the research will contribute to, firstly, an awareness of problems in the construction industry regarding the well-being of workers, and secondly to develop a model which will positively contribute to the effective development and implementation of an assistance programme for employees in the construction industry.
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Mok, Ka Yan. "Foreign Domestic Workers in Hong Kong: Identifying Risk Factors, Resilience, and Psychological Well-Being." BYU ScholarsArchive, 2019. https://scholarsarchive.byu.edu/etd/8631.
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Domestic workers, also known as house maids or handmaids, are a predominately female workforce that traditionally provides labor in upper-class households. With the increase of dual income families and the global expansion of the middle class, the demand for domestic workers increased, which facilitated the practice of importing lower-cost foreign domestic workers (FDWs) from developing areas. Hong Kong has the highest concentration of FDWs when compared to other metropolitan areas, such as Taiwan, Singapore, or New York. Since the trade began in the 1970s, qualitative research and journalistic investigations have reported that FDWs frequently encounter exploitation, including emotional, physical, and sexual abuse; being underpaid and overworked; and racial discrimination. With sparse quantitative research identifying risk factors that predict psychological well-being, this study hypothesized two models: (a) racial and ethnic microaggressions, job satisfaction, and family concern predict psychological distress and (b) resilience mediates the association in the first model. We surveyed 478 female FDWs in Hong Kong, and the results suggested that racial and ethnic microaggressions, job satisfaction, and family concerns were significant predictors of psychological distress, supporting the first hypothesis. The women demonstrated very high levels of psychological resilience; however, due to a ceiling effect in the measure of resilience, the data collected on resilience were unrelated to job satisfaction and family concerns. Thus, the second model was not supported, apparently due to a problem in the measurement of the construct of resilience in this sample of FWDs. Overall, FDWs’ working conditions and their level of resilience to those conditions did significantly influence their levels of psychological distress. These findings serve as pilot data for future quantitative research that investigates female FDWs’ employment experience.
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Lehtonen, Julia, and Jack Ramström. "An in-depth comparison between remote and workplace bound workers productivity and well-being." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185475.
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Working remotely away from the traditional office is a continuously growing trend. Due to advancements in technology, workers can conduct their work remotely through the use of electronic technologies. While there are benefits for both the companies and workers due to this change in working arrangements, some negative effects have also occurred. Previous studies on remote working have found positive effects such as increased productivity or higher levels of job satisfaction. Whereas, other studies have found negative aspects such as overworking, hard time to switch off after work and social isolation. Previous research has focused on examining telecommuters (employees who work from home part-time). Hence there is a research gap for studying employees who work solely from home. Also, most of the previous studies have focused on samples where all the respondents have the same profession/work-role, rather than contrasting between different ones. Moreover, previous studies stress the need for further investigation on the impact that remote work has on well-being. Since previous research is mostly quantitative, there is a need for more in-depth understanding of the effects of remote working. Given the identified research gaps, our purpose in this thesis is to compare remote workers to workplace bound workers in terms of productivity and well-being. In order to help fill the research gaps and reach the purpose of this study we formulated the research question: How do remote workers and workplace bound workers compare in terms of productivity and well-being? In order to answer the research question and achieve the purpose of this thesis, we conducted a qualitative study. The data was gathered through six semi-structured interviews with workers who have previously worked in the traditional office and are currently working solely remotely in the same job position. Mainly, our research found that the remote and office setting were quite balanced in terms of well-being and productivity in our sample. However, the remote setting proved to have more challenges related to it than the office setting in our case, such as higher levels of work intensification, social isolation and management style. No significant difference was identified in terms of how work-role affects remote work in terms of productivity and well-being, however, the personal characteristics of the respondents seemed to play a part in the results. Our study contributes to the growing literature on remote working by offering insights on both the challenges and positive aspects of working solely remotely from home within different work-roles and organizations. Moreover, we offer some managerial implications on how to mitigate the challenges connected to remote working. Lastly, we offer some recommendations for future research in the context of remote working.
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Pisapia, Damian A. "EXPLORING THE RELATIONSHIP BETWEEN OCCUPATIONAL BURNOUT AND THE BEHAVIORAL WELL-BEING OF SOCIAL WORKERS." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/455.
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The purpose of this study was to determine if there was a relationship between occupational burnout and the behavioral well-being of social workers. Burnout is a multidimensional syndrome where workers experience feelings of emotional exhaustion, depersonalization, and reduced personal accomplishment as a consequence of work related stress and overwhelming job demands. Burnout can negatively affect organizational functioning, work performance, and pose significant health risks to workers. There are a limited number of studies focusing on the impact of occupational burnout on the behavioral well-being of workers. The findings of this study indicated that there was a significant relationship between burnout and behavioral well-being. Emotional exhaustion was found to negatively impact exercise frequency, which was consistent with previous study findings. Depersonalization was positively correlated to the number of hours of sleep and the frequency of self-care activities participants engaged in. The effects of depersonalization on sleep and self-care activities suggest that workers may engage in these activities as a way to cope with feelings of depersonalization on the job.
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Maglalang, Dale Arvy Dagar. "Buffering Effects of Job and Personal Resources on the Health and Well-Being of Care Workers:." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108923.
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Thesis advisor: Erika L. SabbathThe care industry is encountering a critical demand for care workers in the formal and informal sectors. As a result, the healthcare industry is strained from the increasing shortage of workers and capacity in facilities. Moreover, there is a desire among the aged to age in place, thus, care provided in the home and community is also on the rise. The requisite for care workers in the U.S. suggests that this population is vulnerable to job and personal demands in the workplace that are associated with negative health outcomes such as poor sleep and burnout. The purpose of this three-paper dissertation is to evaluate the moderating effects of job and personal resources on the health and well-being of nurses and patient care associates (PCAs) in the formal sector and Filipina care workers in the informal sector. The first two papers used the Boston Hospital Health Workers Study, a longitudinal study that was established in 2006 to examine the working organization and condition, behaviors, and health outcomes among healthcare workers from two large hospitals in the same health system in Boston. The first paper (N=845) used a mixed methods approach and used logistic regression analysis to examine the association of discrimination and short sleep and interaction terms to assess the buffering effect of people-oriented culture between discrimination and short sleep. The qualitative section used a combination of grounded theory and thematic analysis of interviews of unit nurse directors (N=16) to gain an in-depth understanding of how discrimination transpires in the workplace and the resources available to address discrimination and poor sleep among care workers. The second paper (N=874) evaluated the association of job and personal demands and burnout using logistic regression. Interaction terms were implemented to assess the buffering effect of workplace flexibility between job and personal demands and burnout. The third paper used semi-structured interviews of Filipina care workers in New England (N=14). A combination of grounded theory and thematic analysis were used to analyze the qualitative data. In Paper 1, findings showed that people-oriented culture did not buffer the relationship of discrimination and short sleep. However, people-oriented culture slightly attenuated the association of discrimination and odds of short sleep. Qualitative findings illuminated that discrimination transpired among co-workers in relation to their job titles and while numerous job resources are available, these resources do not necessarily address discrimination and promotion of inclusivity. In the second paper, workplace flexibility moderated the relationship between married healthcare workers without children and odds of burnout. Moreover, there are significant associations between active (high demand, high control) and high strained (high demand, low control) workers with perceived low workplace flexibility and odds of burnout. In the third paper, qualitative findings highlighted that Filipina care workers are tasked with multiple job responsibilities that are associated with abuse and injuries and personal demands of providing financial care to their family and saving face from divulging difficult experiences. While job resources like job contracts are helpful in lowering the likelihood of abuse, lack of government oversight facilitated violence in the workplace. Filipina care workers found support through community organizations and advocating for themselves and other fellow care workers. Findings from this study suggest that organizational policies and practices play a role in attenuating poor health outcomes among care workers but not all experience these policies and practices equally. Barriers such as not acknowledging discrimination directly and providing specific resources to discrimination, differing control in the workplace because of job title and racial and gender identities, and reporting abuse and violence in the workplace outweighing the cost of the demand to provide the needs for family members prevent care workers from being able to fully benefit from these policies and practices. Nevertheless, while structural changes take time, unit managers in formal settings and employers in informal settings can address these inequities in their specific settings to improve the health and well-being of care workers. This dissertation will assist the field of social work to advocate for federal, state-level, local, and organizational policies to be implemented in the workplace that will adjust to the needs of healthcare and domestic workers. Furthermore, the study can also inform future interventions to integrate effective organizational policies that reduce poor sleep quality and burnout among care workers
Thesis (PhD) — Boston College, 2020
Submitted to: Boston College. Graduate School of Social Work
Discipline: Social Work
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Reed, Sara, Sarah Tolliver, Matthew Tolliver, Jodi Polaha, and Karen Schetzina. "Assessing Postpartum Depression During Well-Child Examinations: Are Needs Being Met?" Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/6629.
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Postpartum depression (PPD) refers to the onset of depressive symptoms anytime within first year following the birth of a child. PPD affects approximately 10-20% of new mothers and often goes underdiagnosed and untreated. Left untreated, PPD can predispose women to more severe and frequent future depressive episodes. Literature suggests depression in mothers may have long-term negative effects on infants’ and children’s psychosocial development. The American Academy of Pediatrics (AAP) has identified pediatric primary care as the ideal location to screen and refer mothers possibly suffering from depression. Routinely assessing PPD in mothers during well-child checks is not only recommended, it is increasingly being considered a best practice standard. The AAP calls for further research to improve the feasibility of assessing and treating PPD in mothers in pediatric primary care. This paper is part of a larger study that will be evaluating the effectiveness of screening new mothers for PPD in pediatric primary care settings and providing a brief same day interventions. The current aims of this portion of the study will be to evaluate 1) referral results, and 2) mothers’ level of satisfaction with the protocol. Research assistants (RA) will approach mothers of infants, birth to 6 months of age in the waiting rooms of ETSU Pediatrics in Johnson City, TN. Mothers will be given a brief description of PPD, the study and will be asked to participate by signing a voluntary informed consent document. As part of the visit, nurses will distribute and score the Edinburg Postpartum Depression Scale (EPDS). Mothers scoring 9 or above will receive a brief educational brochure about PPD, a brief intervention and a one week follow-up phone call with an onsite behavioral health consultant (BCH) or social worker (SW). At mothers’ discretion, an appropriate outside referral to preferred provider will be made, if necessary. Approximately two weeks post- intervention, a satisfaction survey by phone will be administered by RAs. The survey will examine referral results (e.g., of high scores, what recommendations were made, did mothers follow through, treatments received, was there improvement in EPDS score) and the mothers’ level of satisfaction with the protocol (e.g., satisfaction with how protocol was handled by staff and how well mothers felt their needs were addressed). Satisfaction will be noted on a likert-scale ranging from 0 (no satisfaction) to 10 (very satisfied). Data is pending and collection will start during the first week of March showing EDPS uptake, referral results and mother satisfaction. Data is expected for approximately 60-100 new mothers.
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Morelen, Diana M., Maria Muzik, and Katherine L. Rosenblum. "Childhood Maltreatment and Motherhood: Implications for Maternal Well-Being and Mothering." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/835.
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Book Summary: This volume offers an overview of the latest research on perinatal adaptation among women who have faced trauma, loss and/or adversity, both in childhood and/or as an adult, and describes the varied trajectories of adaptive and maladaptive coping that follow. The range of outcomes considered span from health-limiting (e.g. mental illness, substance use, unhealthy life style behaviours) to health-promoting (e.g. resilience and posttraumatic growth). These outcomes are examined both in relation to mothers’ experience of motherhood and parenting, and with regard to their children’s lives.
Interpersonal trauma, experienced in childhood and/or or adulthood, can have a profound effect on how women experience the transition into motherhood – from pregnancy, to childbirth, and postpartum caregiving. Women across the globe are exposed to high rates of interpersonal violence, and face the physical and emotional consequences of such events. The shift into motherhood is an emotionally evocative period in a woman’s life, entailing not only challenges, but also the potential for healing and growth.
Individual chapters will present state-of-the-art research, and will also highlight the voices of women who have personally experienced trauma, illustrating the effects on their experiences as mothers. Throughout the book, the consistent emphasis is on clinical implications and on ways that providers can create a context for healing and growth with the help of current evidence-based and promising treatment methods.
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Reed, Sara, Sarah Tolliver, Robert Matthew Tolliver, Jodi Polaha Jones, and Karen E. Schetzina. "Assessing Postpartum Depression During Well-Child Examinations: Are Needs Being Met?" Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/5074.
Full textAbstract:
Postpartum depression (PPD) refers to the onset of depressive symptoms anytime within first year following the birth of a child. PPD affects approximately 10-20% of new mothers and often goes underdiagnosed and untreated. Left untreated, PPD can predispose women to more severe and frequent future depressive episodes. Literature suggests depression in mothers may have long-term negative effects on infants’ and children’s psychosocial development. The American Academy of Pediatrics (AAP) has identified pediatric primary care as the ideal location to screen and refer mothers possibly suffering from depression. Routinely assessing PPD in mothers during well-child checks is not only recommended, it is increasingly being considered a best practice standard. The AAP calls for further research to improve the feasibility of assessing and treating PPD in mothers in pediatric primary care. This paper is part of a larger study that will be evaluating the effectiveness of screening new mothers for PPD in pediatric primary care settings and providing a brief same day interventions. The current aims of this portion of the study will be to evaluate 1) referral results, and 2) mothers’ level of satisfaction with the protocol. Research assistants (RA) will approach mothers of infants, birth to 6 months of age in the waiting rooms of ETSU Pediatrics in Johnson City, TN. Mothers will be given a brief description of PPD, the study and will be asked to participate by signing a voluntary informed consent document. As part of the visit, nurses will distribute and score the Edinburg Postpartum Depression Scale (EPDS). Mothers scoring 9 or above will receive a brief educational brochure about PPD, a brief intervention and a one week follow-up phone call with an onsite behavioral health consultant (BCH) or social worker (SW). At mothers’ discretion, an appropriate outside referral to preferred provider will be made, if necessary. Approximately two weeks postintervention, a satisfaction survey by phone will be administered by RAs. The survey will examine referral results (e.g., of high scores, what recommendations were made, did mothers follow through, treatments received, was there improvement in EPDS score) and the mothers’ level of satisfaction with the protocol (e.g., satisfaction with how protocol was handled by staff and how well mothers felt their needs were addressed). Satisfaction will be noted on a likert-scale ranging from 0 (no satisfaction) to 10 (very satisfied). Data is pending and collection will start during the first week of March showing EDPS uptake, referral results and mother satisfaction. Data is expected for approximately 60-100 new mothers.
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Bogusch, Leah M., Erin M. Fekete, Matthew D. Skinta, Stacey L. Williams, Nicole M. Taylor, and Amanda R. McErlean. "Self-Compassion, Loneliness, and Psychological Well-Being in People Living With HIV." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/8082.
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We hypothesized that higher levels of self-compassion among people living with HIV (PLWH) would be related to lower levels of loneliness, which in turn would be associated with better psychological well-being (lower levels of depression and negative affect and higher positive affect). 106 PLWH completed an online survey that measured demographic variables, self-compassion, loneliness, and psychological well-being. Mediation analyses revealed that loneliness mediated the relationship between self-compassion and depression and negative affect, but not positive affect. These findings indicate that encouraging self-compassion may have a positive effect on psychological well-being among people living with HIV by reducing loneliness.
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McErlean, Amanda, Erin M. Fekete, Stacey L. Williams, Matthew D. Skinta, Nicole M. Taylor, and Leah M. Bogusch. "Unsupportive Social Interactions, Shame, and Psychological Well-Being in People With HIV." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/8084.
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We hypothesized that unsupportive social interactions (USI) would be associated with poorer psychological wellbeing in people living with HIV (PLWH), and that this relationship would be explained by increased levels of shame. 106 PLWH completed an online questionnaire including measures of HIV-specific USI, shame, depression, negative affect, and perceived stress. Results suggest that insensitive interactions were related to higher levels of depression, negative affect, and perceived stress through higher levels of shame. Internalized feelings of shame may partially explain the relationship between insensitive interactions and psychological well-being.
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Tran, Anh Dung. "Job satisfaction of preventive medicine workers in northern Vietnam : a multi-method approach." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/81878/1/Anh%20Dung_Tran_Thesis.pdf.
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In the health care industry, Job Satisfaction (JS) is linked with work performance, psychological well-being and employee turnover. Although research into JS among health professionals has a long history worldwide, there has been very little analysis in Vietnam. No study has addressed JS of preventive medicine workers in Vietnam, and there is no reliable and valid instrument in Vietnamese language and context for evaluation of JS in this group. This project was conducted to fill these gaps. The findings contribute evidence regarding factors that influence JS in this sector of the health industry that should be applied to personnel management policies and practices in Vietnam.
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Emaasit, Daniel. "WORK STRESS AND WELL-BEING : ACADEMIC WORK STRESS AND ITS RELATION TO THE PSYCHOLOGICAL WELL-BEING AND SOCIAL LIFE OF UNIVERSITY MASTER STUDENTS." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-54078.
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The aim of this research study was to explore the relationship between academic work stress, psychological well-being and social life of university master students. It was also examined whether the presence of control variables i.e. gender and living status had an influence on the relationship between the variables mentioned above. A total of 100 participants both male (N=56) and female (N=44) were conveniently drawn from master students pursuing different master programmes in the university and the spearman’s correlation results of how academic work stress is related to psychological well-being showed a significant strong negative correlation between the variables (rs=-.448, p < .001) which suggests that students who experienced a high level academic work stress, experienced a lower level of psychological well-being. In addition, the results on the relationship between academic work stress and social life showed a significant negative correlation between variables (rs=-.293, p < .001) meaning that a high level of academic work stress is negatively correlated with a lower level of social life among students. Also, the inclusion of living status as a control variable did not have an influence on the above relationship but including gender had a positive significant impact. Lastly, theoretical implications of the study as well as the conclusion were presented.
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Chatterton, Michael, Erin M. Fekete, Matthew D. Skinta, Stacey L. Williams, Nicole M. Taylor, Megan White, and Brittney Woods. "Benefit Finding Moderates the Relationship Between HIV-Related Stigma and Psychological Well-Being." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/8083.
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We hypothesized that benefit finding would moderate the relationship between HIV-related stigma and psychological well-being in people living with HIV (PLWH). 106 PLWH completed an online survey that included measures of demographics, HIV-related stigma, benefit finding, and psychological well-being (depression, anxiety, anger). Results suggest that higher levels of benefit finding offset the negative effects of HIV-related stigma on anger. However, for individuals who fail to find benefits in their illness diagnosis, experiencing stigma may be associated with increased levels of anger.
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Andersson, Emma, and Torbjörn Sjölin. "”Nu tog jag hans barn, vad ska han göra med mina?” : En kvalitativ studie om hot och våld mot socialsekreterare inom Barn och familj." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64806.
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Title:” Now I took his child, what will he do with mine?” A qualitative study on threat and violence aimed at social workers within child protective service. Authors: Emma Andersson and Torbjörn Sjölin. Supervisor: Peter Hultgren. Assessor: Barzoo Eliassi. Purpose: The purpose of this study is to examine how social workers within child protective service understand and experience threat and violence aimed at them in their profession and how these understandings and experiences affects their well-being. The study will provide an understanding of the subject at hand and can also lead way for new research areas of how to improve the well-being of social workers within this field. Method: A qualitative approach based on semistructured interviews has been used as method in this study. To collect empirical material seven currently working social workers from three different municipalities in the same region were interviewed. Theory: The theoretical points of this thesis has been Berger and Luckmanns theories about social construction, theory of social cognition and a model produced in the writing of how interaction between experience and understanding affects the well-being. The different theories and approaches has been a valuable tool to analyze the empirical material gathered in the study. Results: The result of this study is divided in different themes based on the purpose of the study. Our results indicate that social worker within child protective service consider threat and violence as occurring within their profession and that this perception has a negative impact on their well-being. Even though social workers consider threat and violence as not acceptable at work and perceive threat as a part of their job they continue to fulfill their obligations at work. The main explanation, found in this study, is that they consider the well-being of children as higher valued than their own.