Dissertations / Theses on the topic 'Workplace wellbeing'
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Summers, Elisabeth. "Psychological practitioner workplace wellbeing." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/114995/.
Full textQu, Jingjing. "Self-employment and workplace wellbeing." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21806/.
Full textBarnard, Patrick Christian. "The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14532.
Full textKunter, Aylin. "Counter-cultural and new age capitalist ideas : wellbeing and the contemporary workplace." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/567.
Full textBrown, Robert. "Adopting a 'high road’ employee reward strategy improves workplace productivity and wellbeing." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45302.
Full textBarlow, Elizabeth. "The relationship between workplace social capital and employee subjective wellbeing, stress and job satisfaction." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.599572.
Full textDe, Koker Dudley Gustav. "Adverse acculturation conditions and wellbeing in the workplace : the mediating role of separation / Dudley Gustav de Koker." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7350.
Full textThesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
Lewis, Thomas Frederick. "Special Educational Need Coordinator (SENCO) wellbeing : a mixed methods exploration of workplace demands and effective coping actions." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7781/.
Full textCoutinho, 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.
Full textPeters, Fiona. "Mindfulness at work: Assessing the impact of practising mindfulness in the workplace on engagement, wellbeing, happiness and positivity." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2138.
Full textEaves, Stephanie. "Building and maintaining healthy construction workers for longer working lives through better workplace design." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21185.
Full textMatsveru, Florence. "Wellbeing and work performance of Christians in managerial positions : a Namibian case study." Thesis, University of Pretoria, 2018. http://hdl.handle.net/2263/66138.
Full textThesis (PhD)--University of Pretoria, 2018.
University of Pretoria
Practical Theology
PhD
Unrestricted
Ahsan, Rumana. "Association of self-reported different aspects of workplace environment and general wellbeing with maximum workload – A cross- sectional study." Thesis, Uppsala universitet, Internationell mödra- och barnhälsovård (IMCH), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-383592.
Full textCroft, Philip B. "A MULTI-DIMENSIONAL COMPARISON OF WELL-BEING BETWEEN TELECOMMUTERS AND COMPANY WORKPLACE EMPLOYEES THROUGH THE PERMA FRAMEWORK." Ohio University Honors Tutorial College / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1524786715576058.
Full textAdeka, Saudat O. "The contributions of Sustainable Healthy Workplaces to the Achievement of the Millennium Development Goals in Nigeria." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/17389.
Full textWittgenstein, John. "The Moderating Role of Personality on Workplace Conflict and Outcomes." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/1548.
Full textMiller, Noleen Bonita. "The impact of the workplace environment on the emotional and physical wellbeing of call centre agents in the Cape Metropole." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1004.
Full textCall centres have become an important source for organisations to provide efficient information to their customers through cost-effective communication channels. Call centres are defined as a work environment in which the main business is mediated by computer- and telephone-based technologies that allow the effective distribution of incoming calls to available staff, and permit customer–employee communication simultaneously with the use of display screen equipment (DSE) and instant access to information. Working in a call centre is often linked with high stress levels, difficult customers, shift work, high workload demand, absenteeism and high employee turnover rates. The work characteristics of call centres include performance targets where employees are required to achieve set targets, undergo close performance monitoring, performance appraisal systems, limited task variation, repetitive work and limited autonomy. The physical environment in the call centre is often associated with open-plan office layouts and booths where noise levels and workstations are positioned in close proximity to each other. Wellbeing in call centres has become a concern and the research was undertaken to establish what effects the working environment (physical environment and job characteristics) in call centres in the Cape Metropole has on the wellbeing of call centre agents. A quantitative research method was employed in the study. A structured questionnaire was distributed via SurveyMonkey® to call centre agents from four participating call centres in the Cape Metropole. The combined target population of the four call centres was 760. A sample size of 200 was determined by using the Raosoft Incorporated® calculation tool. Although the aforesaid sample size sufficed, a response rate of 275 was received. Questions relating to job characteristics and significance of the work were based on the Job Diagnostic Survey by Hackman and Oldham. Social support questions were based on the instrument developed by Caplan, Cobb, French, Van Harrison & Pinneau in 1975. Job demand questions were based on the instrument developed by Karasek in 1979, and only the section on job demand was used. Performance monitoring and physical work environment were measured by using the questions based on these variables by Sprigg et al in 2003. Emotional wellbeing questions relating to burnout were measured using the Oldenburg Burnout Inventory. The wellbeing questions relating to vocal health, optical health and auditory health were based on the questionnaires developed by Sprigg et al. in 2003. General health was measured using the “Somatic Complaints” section of the NIOSH Generic Job Stress Questionnaire. Musculoskeletal health problems were measured using the Cornell Musculoskeletal Discomfort Questionnaire (CMDQ) developed by Hedge in 1994. Research question 1 addressed the gender perceptions of job characteristics, physical work environment and emotional and physical wellbeing. A T-test was conducted to answer the research question and the results revealed that there was no significant difference in gender perception on job characteristics; however there was a significant difference in perception of the physical work environment and wellbeing. Research question 2 addressed whether there is a significant difference in emotional and physical wellbeing experienced by call centre agents from various industries. A MANOVA analysis was conducted to determine the significance in industries, p = .015, and an ANOVA analysis was conducted that revealed agents working in the online retail as well as financial service industries were more likely to experience disengagement, p = .035. Research question 3 addressed the factors in the workplace environment that contribute to emotional and physical wellbeing problems. An ANOVA analysis was conducted and the results revealed lack of skills variety, p = .014, contributes to exhaustion; lack of autonomy, p = .040, contributes to disengagement; lack of supervisor support, p = .009, contributes to exhaustion, job demands, p = .000, contribute to exhaustion, performance monitoring, p = .036, contributes to exhaustion; and workstation layout, p = .001, contributes to auditory health problems. Research question 4 addressed whether there is a significant relationship between job characteristics, physical work environment and wellbeing. A Pearson correlation analysis was conducted and the results revealed that there is a significant relationship between job characteristics, physical work environment, and wellbeing. It can be concluded that the workplace environment does have an impact on the wellbeing of call centre agents in the Cape Metropole. It is imperative that the management of call centres understand the nature of the job and how the physical environment contributes to job stress; burnout; vocal, auditory, and optical health problems; and musculoskeletal disorders. The researcher recognises that there are essential job characteristics associated with call centre work but that there are elements of the job that can be redesigned to improve the wellbeing of call centre agents. It is recommended that management implement interventions which will redesign those elements within the workplace environment that contribute to wellbeing issues. The findings of this study add to existing literature and knowledge of the workplace environment and wellbeing of call centre agents.
Ross, Sheila. "Positive mental training : efficacy, experience and underlying mechanisms of a health promotion intervention for resilience and wellbeing in the workplace." Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/11737.
Full textBrown, Shuné. "Determining the exposure to and skills needed by Industrial – Organisational Psychologists in the Western Cape Province to counsel employees towards flourishing in the workplace." University of Western Cape, 2019. http://hdl.handle.net/11394/7420.
Full textAccording to literature, Industrial-Organisational psychology is mainly concerned with investigating the behaviour of humans within the work environment. It is stated that Industrial-Organisational psychology deals with well-adjusted working adults to improve well-being and efficiency by applying psychology principles (Health Professions Act, 2011). One of the roles of the Industrial-Organisational psychologist is to provide counselling in the workplace.
Mihailescu, Mara. "How Early-Career Female Physicians Experience Workplace Mental Health and Leaves of Absence In Ontario." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42384.
Full textMarkowski, Kelly Lorraine. "Identity, Networks, and Mental Health: The Relationship between Structures and Meaning on Distress and Subjective Wellbeing." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1555942428443257.
Full textSchanning, Caroline. "Hur inverkar organisationskulturen på personalen? : En kvalitativ intervjustudie av några medarbetares upplevelse i en medelstor organisation med fokus på hälsa och välmående." Thesis, Södertörns högskola, Pedagogik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-37732.
Full textJunuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.
Full textThis empirical study aimed to investigate how the care of the elderly in municipality NN (fictive name) works to prevent ethnic discrimination and the experiences with this work. The study was operationalized with a qualitative approach with a psychological point of view. Semi-structured interviews were conducted with both employees and unit managers to compile a holistic picture of the work. The authors conducted a targeted selection of organization and then a convenience sampling. This resulted in eight participants (n = 8) of whom four were unit managers and four were nurses, with a distribution of three men and five women. A constructed interview template was used when conducting the interviews, and for the result a thematic analysis method was used. The findings of the study showed that there is a lack of preventive efforts against ethnic discrimination in municipality NN. The inadequate factors in the preventive work against ethnic discrimination were shown to be information and communication.
Karlsson, Emma, and Evelina Gudmundsson. "Släpper du inte ut mig, tar jag livet av mig! : En kvalitativ studie om vilken upplevelse socialsekreterare har av hot och våld i sin yrkesroll." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-39844.
Full textResearch shows that threats and acts of violence against social workers are common. Those who are subjected to acts of threats or violence, sees these issues as something that belongs to their work as public authorities. This study aims to investigate the experience of threats and violence among social workers. The study is based on a qualitative method in which semi structured interviews have been used, which have been carried out in a county in southern Sweden. The study has a phenomenological approach as it aims to investigate the experiences of a phenomena, which in this study are threats and violence. Through a phenomenological approach, we can capture the social workers experience of threats and violent situations. In order to analyse the work, previous research in the field of threats and violence against social workers has been used together with selected theories. Theories includes symbolic interactionism and the coping strategy. The result of the study shows that various threats are the most common of threats and acts of violence. Threats are also experienced differently, depending on whether the threats are targeted directly against the individual social worker or if it is directed against his family. It also appears that the social workers’ experiences threats as something that happens in the situation. The clients are perceived to be in a stressful situation, which contributes to the social workers not experiencing the threats directed at them as a person.
Frisk, Jennie. "Visa vem du är : En studie om att personifiera sin arbetsplats i en flexibel kontorsmiljö." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-40134.
Full textNorberg, Martin. "Kontoret; En framgångsfaktor : En utredning om kontorets påverkan på personal samt förslag på hur TM-Konsults kontor i Härnösand kan göras till en bättre arbetsplats." Thesis, KTH, Byggteknik och design, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-126080.
Full textTM Konsult is a Norrland-based architect and engineering company operating in all disciplines in the early stages and project management. To act as a competitive company in the field of projecting in Sweden, a series of ingredients is needed. Some of these are modern working methods, modern tools and skilled personnel. TM Konsults office in Härnösand is the company’s most southern office and the branch competing for the jobs in the local area and Stockholm. The office is from a strategic point of view important for the company. To ensure that the competitiveness of the office is in line with the required, actions needs to be taken. An office that attracts the staff needed is necessary for the office to grow. This thesis investigates the possibilities regarding a modernization of TM Konsults premises in Härnösand. The study points to the characteristics that is important for a well-functioning office. The results of the investigation indicate that a move to new premises would mean that the office is seen as a more attractive workplace. A move would also mean that the company vision can be reflected through the office and that the current staff is given the best conditions to deliver competitive services.
"Designing for Wellbeing in the Workplace." Master's thesis, 2020. http://hdl.handle.net/2286/R.I.57333.
Full textDissertation/Thesis
Masters Thesis Design 2020
Mathabela, Mirriam. "Subjective wellbeing, engagement and support in the workplace." Thesis, 2013. http://hdl.handle.net/10210/8716.
Full textOrientation: Positive experiences in the workplace, such as support and work engagement, are essential for enhancing subjective wellbeing (happiness and satisfaction with life). Purpose: The aim of the study was to investigate the relationship between social support, supervisor support, work engagement, happiness, and satisfaction with life, as well as investigate whether work engagement mediates support on subjective wellbeing (happiness and satisfaction with life). Motivation: The presence of support (social and supervisor) and work engagement can spill over and affect non-work; specifically, subjective wellbeing (happiness and satisfaction with life). Individuals with high subjective wellbeing are successful across multiple life domains. Method: A cross-sectional survey was used with participants spanning across diverse organisations, ages, racial groups and occupational levels (N=789). The Work Engagement Scale (May, Harter, & Gilson, 2004), Job Demands-Resources Scale (Jackson & Rothmann, 2005), Satisfaction with Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 ) and Subjective Happiness Scale (Lyubomirsky & Lepper, 1999) were used to determine the objectives of this study. Results: The results show significant relationships between happiness, satisfaction with life, social support, organisational support, and work engagement. Additionally, work engagement predicted happiness and satisfaction with life; social support predicted work engagement and satisfaction with life. Supervisor supports predicted subjective wellbeing (happiness and satisfaction with life) but not work engagement. There is therefore partial mediation, as supervisor support did not predict work engagement. Contribution: This study seeks to highlight the concept of support (social and supervisor) and work engagement as constructs that are significant in enhancing subjective wellbeing (happiness and satisfaction with life). Through organisations promoting these positive outcomes at work, enhances productivity.
Kelsey, Catherine. "Promoting Mental Health in the Workplace." 2017. http://hdl.handle.net/10454/15220.
Full textThe survey considered this was a greater burden compared to cancer (16%) and heart disease (16%), suggesting reducing mental ill health should be a priority for public health (Davies 2014). [...]the impact of stigma associated with poor mental health prevents individuals from accessing services that have the capacity to improve lives (Corrigan et al, 2014). To support organisations to reduce sickness absence, NICE published its "Workplace health: management practices" guidelines in 2016 (NICE, 2016), and the more recent "Healthy workplaces: improving employee mental and physical health and wellbeing" (NICE, 2017) shows workplace health now features high on the Government's agenda. [...]transformational programmes have sought to create a sea change in the way mental healthcare is delivered, from a mainly medical model approach, considered denigrating, paternalistic, inhumane and reductionist (Shah and Mountain, 2007), to that of a biopsychosocial model (Engel, 1977)With its emphasis on a more broad and integrated approach to human behaviour, this model requires the use of effectivecommunication skills in service delivery, to extend care beyond that of the individual to include family members and to emphasise the importance of illness prevention as well as treatment provsion (Dogar, 2007). The case for mental health promotion at work Considerable emphasis is now being placed on the importance of positive mental health and wellbeing as mental health is now considered a priority for the Government, with recent policies aiming to create a parity with physical health.
Sham, Cara-Lisa. "The relationship between workplace bullying, social support and organisational and individual wellbeing." Thesis, 2012. http://hdl.handle.net/10539/11558.
Full textIsham, A., Simon Mair, and T. Jackson. "Worker wellbeing and productivity in advanced economies: Re-examining the link." 2021. http://hdl.handle.net/10454/18348.
Full textLabour productivity is a key concept for understanding the way modern economies use resources and features prominently in ecological economics. Ecological economists have questioned the desirability of labour productivity growth on both environmental and social grounds. In this paper we aim to contribute to ongoing debates by focusing on the link between labour productivity and worker wellbeing. First, we review the evidence for the happy-productive worker thesis, which suggests labour productivity could be improved by increasing worker wellbeing. Second, we review the evidence on ways that productivity growth may undermine worker wellbeing. We find there is experimental evidence demonstrating a causal effect of worker wellbeing on productivity, but that the relationship can also sometimes involve resource-intensive mediators. Taken together with the evidence of a negative impact on worker wellbeing from productivity growth, we conclude that a relentless pursuit of productivity growth is potentially counterproductive, not only in terms of worker wellbeing, but even in terms of long-term productivity.
UK Economic and Social Research Council (ESRC) in particular through grant no: ES/M010163/1 which supports the Centre for the Under-standing of Sustainable Prosperity and ES/S015124/1 which supported the project “Powering Productivity”.
Mansell, Ella. "Balancing cultural and workplace values: Perceptions of Aboriginal and Torres Strait Islander employee wellbeing and best practice in the workplace." Thesis, 2018. http://hdl.handle.net/2440/129253.
Full textSignificant disparities exist between Indigenous people’s wellbeing and employment rates, and that of non-Indigenous people. Indigenous people are 2.6 times more likely to experience severe psychological distress and have an unemployment rate 4.2 times that of non-Indigenous people. Despite significant effort in the last decade, employment statistics have only improved minimally, and the wellbeing of Indigenous populations is of continued concern. Cultural competency training is considered a useful tool to improve employee wellbeing and retention rates, and is a common practice in many workplaces. Literature that explores Indigenous and non-Indigenous perceptions of wellbeing in the workplace and cultural competency training in the same context is limited. The aim of this study is to explore remote and urban, Indigenous and non-Indigenous perceptions of wellbeing, employment related issues, and cultural competency, and how these three concepts interact. Eight semi-structured interviews were conducted with Indigenous and non-Indigenous professionals; the data was analysed using thematic analysis. The main themes identified were: ‘implications of family, community, and culture’; ‘support’; ‘appropriate work’; ‘discrimination’; ‘confidence in the system; ‘competency versus awareness; and ‘practical barriers’. The findings of this study provide insight into the types of environments perceived to be most conducive to positive wellbeing and retention outcomes in the workplace, and how cultural competency training is perceived.
Thesis (B.PsychSc(Hons)) -- University of Adelaide, School of Psychology, 2018
Chou, Chieh, and 周杰. "The relationships among Personality, Career Orientation, Job Self Efficacy and Workplace wellbeing for Office Ladies." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/61102674976785452782.
Full text淡江大學
企業管理學系碩士在職專班
101
For job market in Taiwan, the labor force participation rates of women have progressively increased year by year. Female employee is now a force that can not be ignored in overall workplace. This paper explores the relationships between Personality, Career Orientation, Job Self Efficacy and workplace wellbeing for office ladies. We are expected to gain more understanding on the factors that affect the workplace wellbeing, and further provide company suggestions to increase & pay attention to workplace wellbeing for female employees. The data analyzed for the current is collected randomly by female workers in Taipei. The surveys are conducted through an online google and paper based questionnaire. 312 valid questionnaires were obtained successfully. The collected data was analyzed with statistical software SPSS using descriptive statistical analysis, reliability and validity analysis, factory analysis & hierarchical regression analyses to verify the assumption. The results are summarized as follows: 1. Based on different sampling, they were significant relationships between age in job self efficacy and workplace wellbeing for office ladies. Different types of job were shown significant relationships in personality, career orientation, job self efficacy and workplace wellbeing for office ladies. Different job salary was showed significant relationships in job self efficacy for office ladies. 2. The Personality in office ladies has a positive influence on career orientation. 3. The Job Self Efficacy in office ladies have a positive influence on Career Orientation. 4. The Career Orientation mediates the relationships between personality, job self efficacy to workplace wellbeing.
WU, CHIA-CHUN, and 吳佳純. "A Study of Relationship among Work Stress, JobBurnout and Workplace Wellbeing of Public Health Staffs." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/b9cm93.
Full text南臺科技大學
企業管理系
107
The purpose of this study was to explore the correlation among work stress, job burnout and workplace wellbeing of public health staffs in Tainan City. The main purpose of this study was to conduct a sample questionnaire survey on the personnel of the Tainan Municipal Government Health Bureau. 300 questionnaires were distributed and 282 valid questionnaires were obtained, with an effective recovery rate of 94%. This study conducted empirical research on descriptive analysis, reliability and validity analysis, t-test and one-way analysis of variance (ANOVA), correlation analysis, and stepwise multiple regression analysis. The results were confirmed as follows: 1. The different genders, ages, education level, and marital status of public health staffs would not effect in “job burnout”, “work stress”, and “workplace wellbeing” significantly. 2. The public health staff with different service years would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing" 3. The public health staff with different working areas would have some significant differences in the various aspects of the "work stress" 4. Thepublic health staff with different service departments would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing". 5. The public health staff with different working hours would have some significant differences in the various aspects of the "job burnout", "work stress" and "workplace wellbeing". 6. The "job burnout", "work stress" and "workplace wellbeing" would affect public health staffs positively and negatively. 7. The public health staffs"job burnout", "colleague support", and "supervisor support" have a positive effect on the workplace wellbeing. Keywords: workplace wellbeing, work stress, job burnout, public health staffs
Mayer, Silvia Carola. "Wellbeing in the workplace: a comprehensive model and best-practices from top-employers: adaption of PERMA(H)." Master's thesis, 2019. http://hdl.handle.net/10071/19676.
Full textPropósito - A liderança desempenha um papel essencial no fornecimento de direcionamento, orientação e um ambiente encorajador. Um dos principais objetivos da liderança é o bem-estar dos funcionários. O recente modelo PERMAH da Seligman é uma das primeiras abordagens abrangentes para descrever o bem-estar (na esfera privada). O objetivo deste projeto é adaptar este modelo a um contexto corporativo. Uma vez que a dinâmica profissional é mais complexa do que o ambiente privado, o modelo será adaptado de modo a abranger todos os aspectos que permitem que os funcionários prosperem no local de trabalho. Design/metodologia/abordagem - O método de pesquisa escolhido consiste em uma revisão abrangente da literatura permitindo capturar uma perspectiva mais ampla, bem como ganhar uma compreensão completa sobre o tema. Foram realizadas entrevistas com sete empregadores classificados como melhores empresas para se trabalhar. Constatações - A pesquisa revela que o modelo PERMAH aparenta ser uma boa base para descrever o bem-estar em geral, e especialistas estão a melhorá-lo continuamente. Além disso, a sobreposição entre o modelo adaptado na primeira parte do artigo e os resultados das entrevistas com os especialistas é notável. Isso já mostra uma certa validade do modelo adaptado. Conclusão - Para além dos recursos pessoais, a influência do enquadramento estrutural/organizacional de uma empresa, bem como a experiência e maturidade da liderança têm o maior impacto no bem-estar dos colaboradores no trabalho. Estes dois pontos de vista têm implicações em aspectos como a cultura de feedback das empresas, um ambiente de trabalho positivo e muito mais.
Mokgolo, Manase Morongoa. "Workplace bullying : a human resource practitioner perspective." Thesis, 2017. http://hdl.handle.net/10500/23848.
Full textPsychology
D.Phil. (Philosophy)
WU, CHIA-HUI, and 伍佳惠. "The Study of Effects of Job Demand and Workplace Wellbeing for Staff Nurses-the Mediating Effect of Teamwork Climate." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8988w4.
Full text南臺科技大學
企業管理系
104
This research examined the relations between job demands of clinical nurses, team work and workplace well-being, and the mediating effect of team work climate between job demands and workplace well-being. Clinical nurses from two regional teaching hospitals were surveyed using systematic sampling and a cross-sectional design. Out of the 340 copies distributed, 320 valid copies were received, accounting for an effective response rate of 94.12%. Results of the statistical analysis demonstrated that: 1. The nurses showed a medium awareness towards job demands, workplace well-being and teamwork climate; 2. Nurses with different background variables showed significant variations in their job demands, workplace well-being and teamwork climate, i.e. cognitive demands were lower among nurses under age 30 than those over age 40; the unmarried had greater awareness towards workload and emotional demands than the married; managerial staff had greater awareness towards workload and cognitive demands than the others; and nurses working two shifts had greater awareness towards intrusion of work into their private life than their non-shift co-workers or those working three shifts. 3. The relations among job demands, teamwork and workplace well-being were significantly varied: the overall job demands of the nurses and the overall workplace well-being were negatively correlated; while the practice of teamwork climate and overall workplace well-being were positively correlated, indicating that the higher the team morale, the greater the workplace well-being. 4. Job demands and teamwork climate were powerful predictors of workplace well-being. 5. Teamwork produced mediating effects between job demands and workplace well-being. In particular, it had partial mediating effects on some independent variables, namely “workload demand”, “emotional demand” and “sensorial demands” implying that the practice of teamwork climate could influence the effects of job demands, emotional demands and sensorial demands on workplace well-being.
張益真. "A Study of the Influence of Workplace Support and Wellbeing on Intention to Stay of the Optoelectronic Industry Employees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/4pzyh9.
Full text南臺科技大學
企業管理系
107
Therefore, this study mainly discussed the relationship between workplace support, workplace wellbeing and intention to stayd. Optoelectronic industry employees were the object in this study. The research structure and statistical analysis are established through reviewing the related theory and documents. The recommendations are made based on the results of the study. Questionnaire survey method was used. A total of 300 formal questionnaires were sent and 278 valid questionnaires were collected. The self-change item of this study was “Workplace Support”; the mediation variable is “Workplace Wellbeing”; the change item was “Intention to Stay”. This research is based on SPSS 20. The effective questionnaires are used to certify the hypothesis through descriptive statistics, t-test, single-factor change analysis, and hierarchical regression statistics. The results were as listed below: 1. The optoelectronic industry practitioners support the colleagues in the workplace to support the organization with the highest perceived sense of well-being and workplace happiness. They had the highest level of respect and care for employees and have any willingness to stay. 2. Optoelectronic industry practitioners with different personal background variables had some significant differences in workplace support, workplace happiness, and willingness to stay. 3. The workplace support, workplace happiness and willingness to stay in the optoelectronic industry were directly related. 4. The workplace support, workplace happiness and willingness of the practitioners in the optoelectronic industry have a predicted situation. 5. Workplace happiness was fully mediated in the workplace support of the practitioners in the optoelectronic industry. The intermediary strength is 49.82%.
Van, Dyk Jeannette. "The meditating effect of a psychological wellbeing profile in the bullying and turnover intention relation." Thesis, 2016. http://hdl.handle.net/10500/22265.
Full textIndustrial and Organisational Psychology
D. Com. (Industrial and Organisational Psychology)
Lane, Deborah Nicola. "Improving workplace productivity and corporate culture : perceptions and experiences of the effects of workplace massage." Thesis, 2013. https://vuir.vu.edu.au/21896/.
Full textVogel, Fergus Ruric. "Stress in the workplace : the phenomenon, some key correlates and problem solving approaches." Thesis, 2007. http://hdl.handle.net/2263/29470.
Full textThesis (PhD (Psychology))--University of Pretoria, 2008.
Psychology
PhD
unrestricted
蘇羿璇. "A Study of Relationship among Job Demand, Job Burnout and Workplace Wellbeing of Boarder Affairs Corps's Staffs in Taoyuan International Airport." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2n2mp9.
Full text南臺科技大學
企業管理系
107
This study was to investigate the relationships among the job demand, job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. The research subjects were employees of Border Affairs Corps, National Immigration Agency working in Taoyuan International Airport. Questionnaireis used in this study. 230 questionnaires were distributed and the valid questionnaires were 205. Descriptive statistics analysis, reliability analysis, validity analysis, t-test analysis, one-way ANOVA, correlation analysis and mediated hierarchical regression analysis were used. Conclusions followed by the literature, the structure andthe empirical analysis were: 1. There were significant differences in job demand within different sexual and different marriage stauts of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in job burnout within different sexual and different marriage status of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in workplace wellbeing within different sexual, different marriage status, different years of working and different ages of the employees of Border Affairs Corps, National Immigration Agency. 2. There was a significant negative correlation between job demand and workplace wellbing of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job demand and job burnout of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. 3. Job burnout showed a significant prediction effect on workplace wellbeing. 4. With working burnout as the mediator, there was a significant mediated effect between job demand and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. According to the results, it is suggested that more personnel be required so as to alleviate the hard work of the employees and relieve job burnout to increase the wellbing.
Vorster, Dalene. "The relationship between social capital and health and wellbeing of academics at a South African Higher Education Institution / Dalene Vorster." Thesis, 2014. http://hdl.handle.net/10394/15649.
Full textThesis (M.A.(Sociology) North-West University, Mafikeng Campus, 2014
Roberson, Peter. "The role of spirituality in the wellbeing of community health care workers at Temba Community Development Services." Diss., 2016. http://hdl.handle.net/10500/22207.
Full textIndustrial and Organisational Psychology
M. Com.
Horan, Christopher. "Resilience training in the workplace: The role of trainee motivation, transfer climate and practise in the prevention of psychological injuries." Thesis, 2016. http://hdl.handle.net/1885/117264.
Full textMendes, Ricardo Jorge Cardoso. "Espiritualidade no local de trabalho: influência nas equipas de trabalho fabril." Master's thesis, 2018. http://hdl.handle.net/10316/84420.
Full textContexto: Este trabalho académico procura dar continuidade, inserindo-se no estudo já desenvolvido sobre a espiritualidade no local de trabalho, tendo em consideração quer o trabalhador enquanto ser espiritual inserido na sua envolvência organizacional, quer os seus relacionamentos no seio da sua atividade profissional. Foram já divulgados vários estudos efetuados no contexto nacional, incluindo quer trabalhadores, quer outras formas de relacionamento em contexto de trabalho. Tendo esta dimensão do trabalhador e da sua relação com a organização em que está inserido começado a ser estudada, na segunda parte do século passado, a sua evidência, mas sobretudo a sua importância, obrigam ao progressivo e sustentado estudo desta temática. A motivação do presente estudo teve origem na necessidade sentida de fazer chegar os resultados destes estudos a cada vez mais possíveis interessados, nomeadamente ao mundo académico com forte sentido prático para o mundo empresarial, sobretudo para a indústria e os seus trabalhadores fabris.Objetivos: Partindo do conhecimento atual do “estado da arte”, este estudo tem por objetivo contribuir para o conhecimento científico da influência da espiritualidade no local de trabalho e das relações entre a liderança e os seus subordinados. Ou seja, o objetivo de estudo é corroborar a influência da espiritualidade no local de trabalho e das relações LMX em variáveis comportamentais que se relacionam e que sejam influenciadoras da intenção de saída, performance individual e satisfação com a vida.Método: Tendo por base estudos já desenvolvidos sobre esta temática, a elaboração do conteúdo do questionário foi feita recorrendo a variáveis significativas já anteriormente estudadas e validadas para o seu construto. Foi entendida como significativa para a obtenção de dados cientificamente mais credíveis, a obtenção das tendências de comportamento dos trabalhadores fabris comparadas com a perceção do respetivo supervisor. Tendo sido recolhidos dados de mais de 200 díades trabalhador fabril, supervisor.Resultados: Foi corroborado nos dois estudos, tanto na avaliação efetuada pelo supervisor como na autoavaliação realizada pelos trabalhadores fabris, a influência positiva da espiritualidade nas variáveis: comprometimento organizacional afetivo; na atitude afetiva perante a mudança; na superação no trabalho; e na satisfação com a vida. Por sua vez, de entre estes construtos que a espiritualidade influencia, o comprometimento afetivo para com a organização foi o construto com mais hipóteses corroboradas. Ou seja, a espiritualidade tem influência no comprometimento afetivo que por sua vez influencia positivamente a intenção de saída e a performance individual em ambos os estudos.Contribuições: Esta dissertação veio contribuir para o estudo da espiritualidade no local de trabalho não só ao aplicá-lo a trabalhadores fabris, como também ao recorrer à díade supervisor trabalhador para obter conclusões mais robustas, eliminando o common method bias e ainda ao corroborar as hipóteses propostas com uma nova dimensão de Equilíbrio Emocional e Paz Interior incorporada no construto espiritualidade no local de trabalho. Foram assim estudadas as nove variáveis intrinsecamente associadas à espiritualidade no local de trabalho, das suas interligações e influência, incidindo sobretudo nas variáveis: Intenção de saída, Performance individual e Satisfação com a vida.
Purpose: This academic work seeks to continue, including it self in the already developed study on spirituality in the workplace, taking into account both the worker as a spiritual being a part in its organizational environment and its relationships within the professional activity. Several studies have already been made in the national context, including both workers and other forms of relationship in the work context. Having this dimension of the worker and his relation to the organization in which he is part began to be studied in the second part of the last century, his evidence, but above all his importance, requires the progressive and sustained study of this theme. The purpose of the this study was based on the need to provide the results of these studies to more and more possible interested parties, namely the academic world with a strong practical sense for the business world, especially for industry and its factory workers.Objectives: Based on current knowledge of the state of the art, this study aims to contribute to the scientific knowledge of the influence of spirituality in the workplace and the relationships between leadership and subordinates. In other words, the objective of this study is to corroborate the influence of spirituality in the workplace and LMX relationships on behavioural constructs that are related and that influence the turnover, individual performance and subjective wellbeing.Methodology: Based on studies already developed on this subject, the construction of the of the questionnaire was made using constructs already studied and validated. It was understood as meaningful to achieve more credible data, collect the behavioural trends of factory workers compared to the perception of their supervisor. Having been collected data from over 200 dyads factory worker, supervisor.Findings: It was corroborated in both studies, both in the evaluation carried out by the supervisor and in the self-assessment carried out by the factory workers, the positive influence of spirituality on the constructs: affective organizational commitment; in the affective attitude towards change; in job resourcefulness; and subjective wellbeing. So, among these constructs that spirituality influences, the affective commitment to the organization was the construct with more corroborated hypotheses. In other words, spirituality has an influence on affective commitment, which positively influences the output turnover and individual performance in both studies.Conclusions: This study contributes to the study of spirituality in the workplace not only by studying it in factory workers, but also by applying it to the worker supervisor dyad to achieve more robust conclusions excluding the common method bias and also to corroborate the proposed hypotheses with a new dimension of Emotional Balance and Inner Peace embodied in the construct of spirituality in the workplace. The nine constructs intrinsically associated with spirituality in the workplace, their interconnections and influence were studied, focusing mainly on the following variables: Turnover intentions, Individual performance and Subjective wellbeing.
Van, Der Linde Bernadine Anine. "Exploring the employee wellness practices of SMMEs in the Gauteng region." Diss., 2018. http://uir.unisa.ac.za/handle/10500/25654.
Full textSmall businesses flourish when employees are happy, healthy and productive. This makes employees an important asset of a small business because its success depends on the performance of its employees. Employee wellness practices in small medium and micro enterprises (SMMEs) often focus on the physical aspects of wellbeing, despite employees wanting management to focus on their emotional needs. In view of the fact that employers do not realise that employee wellness significantly improves morale and increases retention rates, this research sought to explore the employee wellness experiences of managers and employees in SMMEs to develop an understanding of the need for employee wellness practices in these organisations. Accordingly, a qualitative study was conducted among 17 employees and four managers at three diverse industries operating in the Gauteng region of South Africa. The data were collected by means of focus groups interviews with employees and individual interviews with managers who work in SMMEs that employ less than 50 employees. The results indicated that employees consider employee wellness in terms of how well organisations treat them and take care of them. The findings demonstrated that employees depend on good working relationships to be happy and engaged in the workplace. Although management cited various financial and human resource constraints that limit employee wellness practices, the employees identified various activities and practices that were not dependent on financial resources for implementation. The results also showed there was insufficient evidence to support the notion that there is a link between unhealthy workplace conditions and higher absenteeism and staff turnover rates. The findings highlighted that employees need social interaction in order to feel valued and cared for and that this factor often outweighs the negative feelings employees have of working in unhealthy environments. Thus, employees were willing to work in unhealthy conditions as long as they felt valued by top management. The findings of the study contribute to the knowledge in the literature on employee wellness practices in SMMEs because limited studies have been conducted to demonstrate the impact of workplace conditions on employee wellness.
Klein ondernemings floreer wanneer werknemers gelukkig, gesond en produktief is. Dit maak werknemers ’n belangrike bate vir ’n klein onderneming, want die onderneming se sukses hang af van die werknemers se prestasie. Werknemerwelstandpraktyke in klein-, medium- en mikro-ondernemings (KMMO’s) fokus dikwels op die fisieke aspekte van welstand, ten spyte daarvan dat werknemers wil hê bestuur moet op hul emosionele behoeftes fokus. In die lig daarvan dat werkgewers nie besef dat werknemerwelstand moraal en behoudsyfers aansienlik verbeter nie, het hierdie navorsing gepoog om die werknemerwelstand-ondervindinge van bestuurders en werknemers in KMMO’s te ondersoek om ‘n begrip van die behoefte aan werknemerwelstand-praktyke in hierdie ondernemings te ontwikkel. Ooreenkomstig hiermee is ‘n kwalitatiewe studie onderneem onder 17 werknemers en vier bestuurders by drie diverse industrieë wat in die Gauteng-omgewing in Suid-Afrika sake doen. Die data is versamel deur middel van fokusgroeponderhoude met werknemers en individuele onderhoude met bestuurders wat by KMMO’s met minder as 50 werknemers werk. Die bevindinge toon dat werknemers werknemerwelstand beoordeel volgens hoe goed organisasies hulle behandel en na hulle omsien. Die bevindinge het uitgewys dat werknemers staatmaak op goeie werksverhoudings om gelukkig en betrokke te wees in die werkplek. Hoewel bestuur verskeie finansiële en menslike hulpbron-beperkings uitgewys het wat werknemerwelstandpraktyke beperk, het die werknemers verskeie aktiwiteite en praktyke geïdentifiseer wat onafhanklik van finansiële hulpbronne geïmplementeer kan word. Die studie het ook bevind dat daar nie genoegsame bewyse is om die idee te staaf dat daar ‘n verband is tussen ongesonde werkplekomstandighede en ‘n hoër afwesigheidsyfer en personeelomset nie. Die bevindinge lig dit uit dat werknemers sosiale interaksie nodig het om gewaardeerd en na omgesien te voel en dat hierdie faktor dikwels swaarder weeg as die negatiewe gevoelens wat werknemers in ‘n ongesonde werkomgewing ervaar. Werknemers is dus bereid om in ongesonde omstandighede te werk solank hulle gewaardeerd voel deur topbestuur. Die bevindinge van die studie dra by tot die kennis in die literatuur oor werknemerwelstandpraktyke in KMMO’s aangesien studies wat die impak van werkplekomstandighede op werknemerwelstand demonstreer tot dusver beperk is.
Dikgwebo tse nyane di tswella ka bokgabane ha basebetsi ba thabile, ba phetse hantle ebile ba sebelletsa ho beha ditholoana. Sena se etsa hore basebetsi e be bona ba bohlokwa haholo dikgwebong tse nyane hobane katleho ya dikgwebo tsena e dutse mahetleng a bokgabane ba basebetsi. Bophelo bo hantle ba basebetsi dikgwebong tse nyane le tse kgolwanyane (SMMEs) hangata bo tobane le bokgoni ba basebetsi ho tswellisa pele mosebetsi o behang ditholoana, empa basebetsi le bona ba batla hore ba nahanelwe ke bo ramesebetsi ka ditlhoko tsa bona tse ba amang moyeng. Bo nnete ba taba ke hore bo ramosebetsi ha ba elellwe hore bophelo bo hantle ba basebetsi bo bohlokwa hobane bo nyolla boitshwaro bo botle ba basebetsi, ebile ba dula dilemo mesebetsing ya bona. Dipatlisiso tsa pampiri ena di tlo sheba bophelo bo botle ba basebetsi ka ho lekola batshwari ba basebetsi le basebetsi mmoho dikgwebong tse nyane (SMMEs) hore bo ka tsela e jwang le ho re thusa ho utlwisisa bohlokwa ba bophelo bo hantle mesebetsing ka ho fapana. Ho fumana dintlha tsa dipatlisiso, ho kopuwe basebetsi ba leshome le metso e supileng (17) le batshwari ba basebetsi ba bane (4) mesebetsing e fapaneng Gauteng, Afrika Borwa. Ho bile le di hlopha tse fapaneng tse botsuweng dipotso hore ho tholahale dintlha ka taba ya bophelo bo hantle ba basebetsi, mme batshwari ba basebetsi ba botsuwe dipotso ka bonngwe ba bona. Dikgwebo tse nyane (SMMEs) tse nkileng phato di na le basebetsi ba ka tlase ho mashome a mahlano (50). Sephetho sa ditlatlobo tsa dipotso tse botsuweng basebetsi se bontsha hore basebetsi ba nahana hore boitshwaro bo hantle ba basebetsi bo ya ka hore mesebetsing e fapananeng batho ba hlokometswe jwang. Basebetsi ba boletse hore dikamano pakeng tsa basebetsi mmoho tse thabisang di ba loketse mesebetsing. Le ha batshwari ba Page viii basebetsi le bo radikgwebo ba lla ka hore disebediswa le ditjhelete ha di lekane hore ba tswellise pele boitshwaro bo botle ba basebetsi, basebetsi ba buile ka dintlha tse bontshang hore boitshwaro bo botle ha bo hloke tjhelete ka dinako tsohle. Sephetho se ile sa bontsha hore ha hona bopaki bo lekaneng ho bontsha hore basebetsi ba lofa mesebetsing kapa hona ho se dule dilemo mesebetsing ka lebaka la hore poleke ya bona ya mosebetsi ha e kgahlise. Dipatlisiso di bontshitse hore basebetsi ba hloka dikamano le basebetsi ba bang, ha mmoho le bo ramesebetsi hore ba ikutlwe ba kgathallwa. Dikamano tsena di etsa hore basebetsi ba phuthollohe ha ba le mesebetsing ebile ba lebale ka dintho tse sa lokang mesebetsing ya bona. Ka hoo, basebetsi ba tsotella dikamano tse ntle pakeng tsa bona le bo ramesebetsi, le ha poleke ya mosebetsi e sa thabise ha kalo. Dipatlisiso tsa pampiri ena di tlatselletsa tsebo e teng ho dithuto tsa bophelo bo hantle ba basebetsi le di tsamaiso tsa tsona dikgwebong tse nyane (SMMEs) hobane ha dingata dipampiri tse ngotsweng ka sehlooho sena ho re ruta hore boitshwaro bo botle ho basebetsi bo ama mesebetsi e fapaneng ka tsela tse jwang.
Human Resource Management
M. Com. (Human Resource Management)
Dufour, Renaud. "Qualité de vie professionnelle et bien-être au travail en protection de la jeunesse : l’influence des rôles de genre sur la violence au travail et ses conséquences." Thesis, 2020. http://hdl.handle.net/1866/25141.
Full textExposure to workplace violence puts child protection workers at risk for adverse occupational outcomes. While previous studies have identified protective and risk factors, individual differences in gender roles have yet to be explored. Moving beyond sex, the present thesis aims to examine the ways in which gender roles influence exposure to workplace violence, professional quality of life and wellbeing at work among child protection workers. A randomised sample stratified by sex of 301 Canadian child protection workers (Male: 15.6%, Female: 84.4%) completed validated questionnaires of exposure to workplace violence, gender roles, professional quality of life, and wellbeing at work. Mean differences in workplace violence, professional quality of life, and wellbeing at work according to gender role were then assessed using ANCOVAs controlling for clinical experience and type of work. The moderating effect of gender roles on other variables was assessed through hierarchical multiple linear regressions. Androgyny (high masculinity and high femininity) was associated with higher scores on positive indicators of professional quality of life and wellbeing at work. However, gender roles showed no significant moderating effect on the relationship between exposure to violence and indicators of psychological wellbeing at work. Results show how gender-based analyses can provide additional insights into the dynamics surrounding professional quality of life and wellbeing at work. They also suggest that androgyny could be related to potential psychosocial benefits for child protection workers.
Kasperczyk, Richard T. "Barriers to systemic work stress prevention in Australian organisations." Thesis, 2015. https://vuir.vu.edu.au/29886/.
Full textVan, Niekerk Adriana Martha Maria. "An ethnographic exploration of intrapersonal, interpersonal and intra-group conflict management interventions in an institution of higher education." Thesis, 2012. http://hdl.handle.net/10500/9365.
Full textPsychology
D. Litt. et Phil. (Psychology)