Dissertations / Theses on the topic 'Workplace functioning'
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Walker, Maria. "Factors facilitating the implementation and functioning of workplace forums." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/923.
Full textENGLISH ABSTRACT: One of the first labour reforms introduced by the then newly elected democratic government of South Africa was the introduction of statutory workplace forums. This ground-breaking chapter in the 1995 Labour Relations Act outlined the first legally mandated form of workplace participation, beyond the sphere of the collective bargaining arena. To date, however, the provisions of the Act which govern workplace forums have been subjected to criticism by both labour and business alike, as well as from academics. The sad reality is that there has been a minimal uptake in the establishment of these forums in the 13 years since the provisions of the Act came into force. This research report has delved into the reasons for this resistance, from the side of both labour and business. The multitude of reasons that exist have been grouped under a series of headings that have then allowed the writer to focus on finding factors that would facilitate the establishment of statutory workplace forums. In considering the factors that would facilitate the enhanced uptake and establishment of workplace forums, the research has guided the writer towards the implementation process per se, in particular the attitudinal and mind-set factors that are required as pre-requisites before the more legislatively focussed aspects of the implementation cycle should be undertaken. While there are no doubt valid concerns with several of the clauses in the legislative provisions, in the opinion of the writer these are not the predominant reasons for the failure of the workplace forum vehicle. The adversarial mindset that still exists between business and labour, as well as the worldviews and consequences that stem from such a mindset, has been the largest obstacle in the establishment of workplace forums. Until both parties, and the broader South African society within which all businesses exist, are able to make the fundamental shift from “win or lose” to “mutual gains through co-operation” the workplace forum vehicle will not be implemented, and the drive to further workplace participation will not be successful. The writer has suggested various changes that should be made to the legislation, and processes that should be put in place to start to lay the foundations upon which the workplace forum model can later be built up on. AFRIKAANSE OPSOMMING: Statutêre werkplekforums was een van die eerste arbeidshervormings wat deur die destyds nuut verkose demokratiese regering van Suid-Afrika bekend gestel is. Hierdie baanbrekershoofstuk in die Wet op Arbeidsverhoudinge van 1995 het die eerste vorm van werkplekdeelname met ’n regsmandaat buite die sfeer van die kollektiewe bedingingsarena uiteengesit. Die bepalings van die Wet wat op werkplekforums gerig is, is egter tot dusver aan kritiek deur arbeid, die sakesektor en akademici blootgestel. Die hartseer werklikheid is dat daar in die 13 jaar sedert die bepalings van die Wet in werking getree het ’n minimale opname in die vestiging van hierdie forums was. Hierdie navorsingsverslag verken die redes vir hierdie weerstand uit die oogpunt van arbeid sowel as besigheid. Die talle redes wat bestaan is saamgegroepeer onder verskillende opskrifte wat die skrywer in staat gestel het om faktore te vind wat die vestiging van statutêre werkplekforums fasiliteer. Wanneer daar gekyk word na die faktore wat die sterker opname en vestiging van werkplekforums kan fasiliteer, lei die navorsing die skrywer na die implementeringsproses op sigself. By die implementeringsproses is dit veral faktore soos houding en ingesteldheid wat as voorvereistes nodig is voordat daar aandag geskenk kan word aan aspekte van die implementeringsiklus wat meer op wetgewing gerig is. Hoewel daar ongetwyfeld geldige kommer oor verskeie van die klousules in die wetgewende bepalings is, is dit volgens die skrywer se mening nie die vernaamste redes vir die mislukking van die werkplekforummedium nie. Die antagonistiese ingesteldheid wat steeds tussen besigheid en arbeid bestaan sowel as die wêreldbeskouings en gevolge wat uit sodanige ingesteldheid spruit, is die grootste struikelblok in die vestiging van werkplekforums. Die werkplekforummedium kan slegs geïmplementeer word en die veldtog om werkplekdeelname te versterk kan net slaag indien albei partye, en die groter Suid-Afrikaanse samelewing waarin alle besighede bedryf word, ’n wesenlike skuif kan maak van “wen of verloor” na “gesamentlike voordele deur samewerking”. Die skrywer stel voor dat wetgewing verander word en dat prosesse geïmplementeer word om te begin om die grondslag te lê vir die bou van die werkplekforummodel.
Armstrong, Andrew R., and n/a. "Why EI matters : the effects of emotional intelligence on psychological resilience, communication and adjustment in romantic relationships, and workplace functioning." Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070926.131639.
Full textVerhoef, H. P. (Hendrika Petronella). "The effect of dissolved workplace romances on the psychosocial functioning and productivity of involved employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41502.
Full textDissertation (MSW)--University of Pretoria, 2013.
lmchunu2014
Social Work and Criminology
unrestricted
Bringsén, Åsa, Sören Augustinsson, Ingemar H. Andersson, and Göran Ejlertsson. "Success factors for visual artists functioning as health promoters at a workplace : results from a Swedish case study." Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-5587.
Full textSeely, Peter W. "The impact of virtuality on team functioning: a meta-analytic integration." Thesis, Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/45894.
Full textDoolabh, Chetna Gidhar. "Emotional intelligence and effective team functioning of MBA syndicate groups at the NMMU business school." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/740.
Full textHolmström, Stefan. "Workplace stress measured by Job Stress Survey and relationships to musculoskeletal complaints." Doctoral thesis, Umeå University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1615.
Full textThe main purpose of this thesis was to evaluate and test the Job Stress Survey (JSS, Spielberger, 1991; Spielberger & Vagg, 1999), a self-report instrument which assesses workplace stress. In the thesis a thorough evaluation is made of JSS scales and items, and the relations to health, particularly musculoskeletal complaints. The aim of Study I was to evaluate the factor structure and the psychometric properties of a Swedish version of the JSS. The instrument was distributed to medical service personal and metal industry workers (n=1186). Factor analyses demonstrated a good resemblance between the present version and the American original version. The results also showed that the internal consistencies, as well as the test-retest reliabilities of the scales are high, and the concurrent validity are good. Study II examined work-related stress measured by JSS for the subgroups of gender, industry workers and medical service personnel, and special attention was given to the problem of differential item functioning (DIF) on these subgroups. The main findings were that both gender and occupation has a substantial impact on specific sources of work-related stress assessed by JSS scales and individual items. The result of the DIF analyses showed no item bias in the gender subgroup, but for the occupational subgroups there where items showing DIF in two of the scales. These items do not jeopardize the conclusions made on scale level since the number of items showing DIF are too few to make an impact on the overall result on the different scales. In Study III the relation between self-reported stress and health, particularly musculoskeletal problems were examined longitudinally in two metal industry factories. Results showed high levels of stress and musculoskeletal complaints in these factories and significant and strong relationships between the JSS scales and musculoskeletal, as well as psychosocial ratings. Lack of Organizational Support was found to be more related to musculoskeletal pain than Job Pressure. Longitudinal differences were found between the factories and between different types of musculoskeletal complaints. The general conclusions from the studies are that the present version of JSS shows a good resemblance with the American original, and that JSS is a useful instrument for studying relationships between stress and health.
Armstrong, Andrew Richard. "Why EI matters the effects of emotional intelligence on psychological resilience, communication and adjustment in romantic relationships, and workplace functioning /." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070926.131639/index.html.
Full textSubmitted as a requirement for the degree of Doctor of Philosophy, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 323-373).
Mey, Michelle Ruth. "An evaluation of the interventions utilized by manufacturing organizations in the Eastern Cape to ensure the optimal implementation and functioning of self-directed work teams." Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/61.
Full textWei, Min. "A Structural and Psychometric Evaluation of a Situational Judgment Test: The Workplace Skills Survey." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799488/.
Full textCassidy, Joan E. "An analytic case study of the facilitation process used by individuals functioning as facilitators in the quality improvement process in the Internal Revenue Service." Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/39933.
Full textRebholz, Christina H. "Life in the Uncanny Valley: Workplace Issues for Knowledge Workers on the Autism Spectrum." Antioch University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1363118807.
Full textBussey, Jennifer Amy. "The Implications of National Culture on American Knowledge Work Teams: A Model of a Collaborative Corporate Culture to Support Team Functioning." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc2257/.
Full textKomane, Florence Keitumetse. "The Impact of working as a bus driver on women‘s health, workplace relationships and family functioning : the experiences of black female bus drivers in Tshwane, South Africa." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/37359.
Full textDissertation (MSocSci)--University of Pretoria, 2013.
gm2014
Sociology
unrestricted
O'Neil, Molly O'Neil. "Evaluating an Organization's Response to Vicarious Trauma in Staff and Multidisciplinary Team Members." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1463340871.
Full textD'hont, Laura. "Les relations affinitaires au travail : caractérisation, développement et conséquences." Thesis, Paris Sciences et Lettres (ComUE), 2016. http://www.theses.fr/2016PSLED063.
Full textThe purpose of this dissertation is to understand an invisible but significant phenomenon in organizations: friendship ties at work. The conceptual framework combines philosophy and psychosocial studies with network approach and workplace friendship perspectives from the management literature. It highlights the characterization, development and consequences of friendship ties at work. Through individual and group-level analysis, the methodology is based on life stories and multiple case studies of work teams. Four types of workplace friendships are identified: « personal friends », « work friends », « strategic friends » and « work enemies ». Their development is influenced by individual and inter individual factors as well as organizational structure and culture. Friendship ties have also consequences on well-being, motivation, collaboration and functioning of teams at work. The findings underline that workplace friendships are more structuring for the functioning of organizations based on strong potential of collaboration
Rode, Sonia. "Inclusive and Accessible Workplaces: AI- and Robotics-Based Assistive Technologies for Professionals with High-Functioning Autism." Thesis, Uppsala universitet, Institutionen för informatik och media, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447221.
Full textScwebu, Mxolisi. "The influence of team coaching on team functioning." Thesis, 2017. http://hdl.handle.net/10539/23377.
Full textThis research focused on the influence that team coaching had on alleviating the challenges that emanate from team conflict. There is little work done to expand on how team coaching may assist in the transition from conflict to performance, within organisations. Organisations employ individuals who share similarities and also differ significantly in education levels, efficacies, personalities and worldviews. They appoint these diverse individuals to achieve their goals and objectives. These employees are organised to form teams that will perform different duties in alignment to organisational goals, and teams are more effective than individuals. Teams encounter challenges, and one challenge is conflict. There are three conflicts they may encounter: a) relationship, b) process, and c) task conflicts. For this qualitative research, constructive-interpretivism was appropriate because it meant that the researcher and the participant were interacting and the interaction surfaced deeper meaning. Phenomenological research design was used to explore participants’ conscious experiences which were then studied and interpreted. Data was collected from team coaches and their coachees, in different organisations, both from public and private sectors, using semi-structured interviews and observation. Key findings are that there is a skills gap in team coaching. Most team coaches interviewed are team coaches by virtue of being line managers. Others are trained coaches, but in different approaches and not in team coaching. The skills applied to resolve conflict are in line with their training as managers/leaders and some aligned to coaching skills. The other finding was that teams undergo some form of conflict and they were able to move from storming to performing, through the interventions by team coaches. The key message is that team coaching does influence team functioning towards the attainment of organisational goals.
MT2017
Bleekers, Robin. "The development and initial validation of a scale to measure group functioning." Thesis, 2013. http://hdl.handle.net/10539/12987.
Full textSjögren, Tuulikki. "Effect of a workplace physical exercise intervention on the functioning, work ability, and subjective well-being of office workers a cluster randomized controlled cross-over trial with a one-year follow-up in the workplace /." 2006. http://www.oregonpdf.org.
Full textOriginally issued in series: Studies in sport, physical education and health ; 118 Includes bibliographical references (leaves 81-91). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
De, Bruyn Anita Juliana. "A framework for best practices in the functioning of effective virtual teams in organisations within the technology industry of South Africa." Thesis, 2014. http://hdl.handle.net/10500/14221.
Full textHuman Resource Management
D. Com. (Human Resource Management)
Agathagelou, Amanda May. "Individual psychodynamic development : the Imago relationship approach in organisational context." Thesis, 2013. http://hdl.handle.net/10500/13371.
Full textPsychology
D. Litt. et Phil. (Psychology)
Guédé, Rocio. "Violence au travail en protection de la jeunesse : fonctionnement au travail selon le rôle de genre et l’intervention post-traumatique reçue." Thesis, 2020. http://hdl.handle.net/1866/25496.
Full textBackground: Youth protection is a work environment with high risks for various forms of violence, such as physical violence and threats. These may impact many aspects workplace functioning, including professional quality of life, absenteeism, presenteeism and confidence in coping with patient aggression. Two post-traumatic interventions are available after a violent event to workers in Quebec's youth protection centers: the peer support program and the usual intervention (a reference to the employee assistance program). Although peer support has been identified as a protective factor after workplace violence, no study has yet evaluated the efficacity of the peer support program to improve work functioning. Similarly, gender identity is a factor which can influence the impacts of workplace violence and impact social support seeking. However, the role of gender identity in the recovery of youth protection workers following workplace violence remains unknown. Objective: This study aims to: (1) examine if sex and gender identity will influence whether a victim will choose the partake in the peer support program or the usual intervention, (2) examine the association between workplace functioning and gender identity over time, (3) assess the effectiveness of the peer support program in improving work functioning following workplace violence, (4) evaluate how gender identity moderates the impact of the peer support program on work functioning following workplace violence. Methodology: This study used a quasi-experimental longitudinal design and included 173 participants from two Youth Protection Services, 85% are women and 15% are men. Participants completed validated questionnaires to measure work functioning and gender identity at four measurement points: up to one month, two months, six months and 12 months following workplace violence. Results: Masculinity was associated with the choice of the usual intervention over the peer support program [F = (1, 97) = 8.69; p = 0.004]. High levels of femininity can reduce presenteeism [F = (3, 162) = 5.04; p = 0.00] and confidence in coping with patient aggression varies over time for feminine individuals [F = (3, 151) = 3.89; p = 0.01]. The use of the peer support program can increase absenteeism one month after the workplace violence [χ2 (3) = 8.93 (P = 0.03)]. Low and average levels of femininity were associated with the increase of absenteeism for the victims who had chosen the peer support program one month and one year after the workplace violence [χ2 (3) = 9.55 (P = 0.02)]. Implication: Peer support allows individuals with low levels of feminity to take time off for their well-being, so it can prevent presenteeism which can affect their interventions. Preventive measures should be put in place to help victims according to their gender identity.