Tesi: "Work environment"

1

Finney, Clifford Lucas. "Reconnections home/work/environment /". This title; PDF viewer required. Home page for entire collection, 2006. http://archives.udmercy.edu:8080/dspace/handle/10429/9.

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2

Bryant, Molly E. "Physical Environments Conducive To Creativity and Collaboration Within the Work Environment". The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338474660.

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3

Synwoldt, Uwe. "The Swedish Work Environment Authority and its initiatives relating to the work environment in Swedish forestry /". Uppsala : Swedish Univ. of Agricultural Sciences (Sveriges lantbruksuniv.), 2001. http://epsilon.slu.se/avh/2001/91-576-6070-0.pdf.

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4

Finley, David B. "Collaborative GIS in a distributed work environment". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ29988.pdf.

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5

Boettcher, Robert L. "Collaborative GIS in a distributed work environment". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape8/PQDD_0004/MQ46234.pdf.

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6

Soza, Jesse Robert. "Teacher Alienation: Reconceptualizing the Educational Work Environment". Digital Commons at Loyola Marymount University and Loyola Law School, 2015. https://digitalcommons.lmu.edu/etd/184.

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The following dissertation examined the relationship between dissatisfaction found within teacher working conditions and Melvin Seeman's theory of alienation. More specifically, it showed that all forms of teacher dissatisfaction engender feelings of alienation and that the oppressive nature of alienation is the root cause of all the negative consequences associated with teacher dissatisfaction. After an introduction, the literature review presents detailed descriptions of Seeman's theory of alienation, Paulo Freire's theory of empowerment, and the latest information surrounding the issue of teacher dissatisfaction. Next, qualitative narratives from interviews with six teachers about their experiences with dissatisfaction are presented. The researcher then shows how the participants' answers matched the information from the literature surrounding dissatisfaction. The alienation framework is then applied to the data to show its presence within the teachers' experiences. Once the narratives are shown to be connected to both the dissatisfaction and alienation literature, the researcher discusses how alienation is an inextricable part of dissatisfying working conditions. An analysis is then presented to explain how alienation plays a foundational role in creating detrimental educational environments. Finally, possible solutions and further research possibilities are detailed.

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7

Soza, Jesse. "Teacher alienation| Reconceptualizing the educational work environment". Thesis, Loyola Marymount University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3722942.

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Abstract (sommario):

The following dissertation examined the relationship between dissatisfaction found within teacher working conditions and Melvin Seeman's theory of alienation. More specifically, it showed that all forms of teacher dissatisfaction engender feelings of alienation and that the oppressive nature of alienation is the root cause of all the negative consequences associated with teacher dissatisfaction. After an introduction, the literature review presents detailed descriptions of Seeman's theory of alienation, Paulo Freire's theory of empowerment, and the latest information surrounding the issue of teacher dissatisfaction. Next, qualitative narratives from interviews with six teachers about their experiences with dissatisfaction are presented. The researcher then shows how the participants' answers matched the information from the literature surrounding dissatisfaction. The alienation framework is then applied to the data to show its presence within the teachers' experiences. Once the narratives are shown to be connected to both the dissatisfaction and alienation literature, the researcher discusses how alienation is an inextricable part of dissatisfying working conditions. An analysis is then presented to explain how alienation plays a foundational role in creating detrimental educational environments. Finally, possible solutions and further research possibilities are detailed.

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8

Bergvall, Ricardo. "Secure remote access to a work environment". Thesis, Högskolan i Halmstad, Akademin för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45124.

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This project is about how free, open-source tools can create reasonable, secure and flexible remote access solutions for smaller companies with a limited budget. Secure remote access to a working environment is a solution for its time, as last year Covid-19 change the working environment for millions of employers and employees. The importance of secure remote access to a working environment became noticeable as offices closed down and employers started working from home. Still, the need for secure access to the company's infrastructure remains. This is where Virtual Private Networks (VPNs) enter the picture, as it has a broad application scope and is particularly useful for secure remote access. My project was subdivided into three parts: How to implement secure remote access to a working environment within the requirements of the chosen company, which are an inexpensive solution with high-security features. Automate the creation and distribution of all the necessary parts that their employees will need in a VPN structure. Research about the future direction regarding VPN and the importance of cybersecurity to help ensure security preparedness for the company. The chosen solution was OpenVPN and Google authenticator, together with a written bash script. It became a solution that was free, flexible, secure and scalable. But why the need and what about the future? Research shows that a high percentage of small and medium-sized enterprises are vulnerable to cyberattacks. It also shows that these companies have the lowest cybersecurity. "It wouldn't happen to us" is dangerous but, sadly, a typical mindset throughout the S&M companies. It's primarily because of this S&M's are more exposed than larger companies. The future of VPN's has become more important than ever before, and it's something that during Covid-19 has risen in use all over the world, the research and development of VPNs has accelerated. The research objectives of this project are of high interest to many other organizations in the same position, and the presented work has helped answer the question: "Where will we stand in a few years regarding secure remote work, cybersecurity andencrypted networks?"

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9

Valterová, Jana. "Czech-Scottish Cultural Standards at Work Environment". Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-203789.

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This diploma thesis is focused on Czech-Scottish cultural standards at work environment. The main aim is to define Scottish cultural standards at work environment from the Czech point of view and to compare them with the theory. The thesis begins with the definition of culture, cultural dimensions introduced by G. Hofstede, F. Trompenaars and E. T. Hall and cultural standards by A. Thomas. It continues to the description of Scotland with its geography, history, language, economic situation and various systems in the society, such as the legal system, educational system, health care system, a role of the family and religion. Further, Scottish national identity, key values and traditions are identified and there are added some information about work in Scotland. The thesis then leads us onwards to the determination of eight cultural standards at work environment and six cultural standards connected with the daily life in Scotland based on the qualitative research. The standards concerning work environment are further compared with the theory. At the end of the thesis, there are provided some recommendations for Czechs who are going to work with Scots.

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10

Cuff, Lisa. "Healthy Work Environment: Essentials for Outcome Improvement". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2807.

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The purpose of this project was to identify the standards for the American Association of Critical Care Nurses (AACN). The employees of a 39-bed medical surgical unit within a 697-bed metropolitan medical center were selected through collaboration with the practicum site. Out of 68 allocated positions for this unit, only permanent employees were selected to participate. An employee presented the purpose of the project, the survey process, and inferred consent represented by online login to complete the survey. Following the online assessment, the employee explained the AACN healthy work environment standards in a subsequent presentation. The online healthy work environment assessment measured the AACN healthy work environment standards, which included skilled communication, collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership. A mean score was generated by the healthy work environment online assessment tool on a scale ranging from 1 (Needs Improvement) to 5 (Excellent). Data from the online assessment were analyzed by comparing mean pre- (3.03) and post- (2.17) project results, which revealed a need for greater understanding of AACN healthy work environment standards. Increased education of the AACN healthy work environment standards and implementation of a formal program would impact nursing turnover rates, improve employee engagement, and ultimately improve the care and outcome of patients, thereby promoting positive social change.

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11

Jönsson, Sandra. "Client work, job satisfaction and work environment aspects in human service organizations /". Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.

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12

Persson, Anders J. "Ethical problems in work and working environment contexts". Licentiate thesis, KTH, Infrastructure, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-1741.

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This thesis identifies and systematizes two categories ofpractical problems that stem from work and working environmentcontexts: workplace privacy and occupational health risks. Thefocus of the discussion is on ethical justification. Do we havereason to accept a certain level of (potential) harm toemployees by virtue of the fact that they are employees, and ifso, under what circumstances? The thesis consists of a briefintroduction and three essays.

InEssayI, it is argued that employees have a prima facieright to privacy, but that this right can be overridden bycompeting moral principles that follow, explicitly orimplicitly, from the contract of employment. Three types ofjustification are specified: those that refer to the employer'sinterests, those that refer to the interests of the employee,and those that refer to the interests of third parties. A setof ethical criteria is developed and used in the subsequentessay to determine the moral status of infringement ofworkplace privacy.

InEssayII, these criteria are applied to three broadcategories of intrusive workplace practices: (1) monitoring andsurveillance, (2) genetic testing, and (3) drug testing.Scenarios are used to show that such practical ethical problemscan be handled systematically using proposed guidelines. It isalso shown that some practices are dubious and at least some ofthem can be replaced by less intrusive means of ensuring thedesired outcome, for instance efficiency or safety in aworkplace.

EssayIII deals with the fact that health and safetystandards for employees are less protective than those thatapply to the public. Emphasis is put on the distinction betweenexposure and risk, and this distinction is claimed to be a keyfactor in the relevance of arguments in favour of such doublestandards. The analysis of 'double standards' for public andoccupational exposure to risk aims to show that a justificationof such standards is closely linked to two separate types ofissues, namely empirical and normative issues. It is claimedthat this kind of differentiation seems to be supported neitherby a reasonable conception of the contract of employment nor byany obvious ethical principle that is applicable to workplacesor work situations in general.

Key words:Contract of employment, double standards,drug testing, ethics, ethical justification, exposure, genetictesting, health and safety standards, privacy, surveillance,risks, work, work environment

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13

Jeding, Kerstin. "The psychosocial work environment, job satisfaction and health". Thesis, University of Oxford, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442454.

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14

Swiden, Wick RoseAnn. "Personality and interpersonal aspects of the work environment". Honors in the Major Thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/917.

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Workplace arrogance has emerged as a research focus area for many industrial-organizational psychologists. Employees who demonstrate arrogance tend to demonstrate poor job performance, executive failure and poor overall organizational success. The present study investigates arrogance measured by the Workplace Arrogance Scale (WARS: Johnson et al., 2010) in relation to the Honesty Humility facet of the HEXACO Personality Index-Revised (HEXACO PI-R: LEE & Ashton, 2004). A total of 273 participants completed the WARS and HEXACO PI-R Honesty-Humility Facet of the HEXACO. Results show significant, strong negative correlations between the Honesty-Humility subfacets and the overall Honesty Humility facet score with the WARS scores. These findings indicate that workers high in arrogance lack important honesty-humility characteristics. Once we fully understand the complex mixture of personality traits that make up workplace arrogance, we can begin to screen for it in the hiring process and develop ways to better address it in the workplace.
B.S.
Bachelors
Sciences
Psychology

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15

Eales, Keith. "Employee coping strategies in an uncertain work environment". Thesis, Bournemouth University, 2004. http://eprints.bournemouth.ac.uk/10562/.

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This qualitative research investigated, on a longitudinal basis, two issues with regard to a small family business owned and managed by a husband and wife. Firstly, it considered why non-family employees sought to remain with the company despite breach of their psychological contracts following a dispute with the family members and the significantly hostile work environment that ensued. Secondly, it investigated the coping strategies adopted by employees to make the work environment more tolerable to them. Undertaken from an insider perspective, and using semi-structured interviews and participant observation to collect data, overlaying the study are insights and reflections on the challenges and difficulties faced by a manager researcher in undertaking research into sensitive issues within their own workplace. The research has made a contribution to under researched areas within the family business literature. Specifically, it has identified new factors which moderate perceptions of breach and violation of the psychological contract and encourage staff to remain with the company. These are, firstly, the way that work is organised, offering scope for individual responsibility to relatively junior members of staff and for the expression of individual identity and, secondly, the development of group unity. The research also found that staff have adopted a number of coping strategies, such as talk, unity and managing work practices and their time commitment, to deal with the hostility towards them in the workplace. The motivation of employees behind these strategies has been identified as being to survive, to exercise a degree of control over their work environment and their contribution to it and to assert a degree of identity. Finally, the research has contributed to personal and professional practice through identifying the vulnerability of employees in small and family businesses in the absence of developed HR policies and procedures.

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16

McCortney, Amy Louise. "Quality of work environment for counselor education faculty". Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4764/.

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Though counselor education has always acknowledged the importance of work in the lives of individuals, there is a dearth of information concerning the worklives of counselor education faculty. The purpose of this study was to explore work and life variables that impact the work experiences of faculty members in counselor education. This study examined demographic or life variables including gender, age, ethnicity, sexual orientation, relationship status, and parenting status; and work-related variables including rank, sexual harassment, gender discrimination, salary equity, mentoring, teaching activities, service activities, publication for collaboration, and decision-making representation. Three hundred and twenty-eight counselor education faculty members across the United States participated in the study. Participants completed a mailed questionnaire including demographic information, quantitative survey questions, and related qualitative items designed to investigate work and life factors impacting the subjective work experiences of counselor educators. Chi-square analyses and analysis of qualitative responses related to four research hypotheses indicated that experience of the work environment for counselor educators is impacted by gender, tenure rank, age, and relationship status. Post-hoc analysis indicated that work experiences are also impacted by ethnicity, sexual orientation, and parenting status. Results also indicated a need for continuing attention to the effects of rank, salary equity, sexual harassment, gender discrimination, and decision-making representation in counselor education programs. Results of this study suggested implications for future research in counselor education and counseling.

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17

Emenike, Stanley Ugochukwu. "Data loss prevention in a remote work environment". Thesis, Högskolan i Skövde, Institutionen för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20203.

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Data is one of the most valuable organizational assets that are susceptible to compromise when appropriate security measures are not in place. Preventing data loss is a dynamic and ongoing process that requires frequent effort and investment from organizations. This study provides a comprehensive overview of the risk to organizational data (i.e., data loss) due to the increase in remote work taking over the business landscape. In seeking answers to the research question, the study applies thematic analysis in analyzing qualitative data from the interview of 6 respondents with over 5 years of information security experience. The analysis identified four themes (threats, risk, security incident and security posture) that are relevant in answering the research questions. The findings show that there was an increase in phishing, malware and DOS attack against the organisation information assets since the inception of the global pandemic which has led to data loss and affected the organization’s competitive advantage and reputation. Also, the security posture before the pandemic was not effective in dealing with the increase in cyber attacks during the pandemic. The pandemic has led organizations to reassess their security posture to identify areas that need to be strengthened. The challenge in achieving an effective security posture is the attack surface is expanding and changing rapidly as well as the insufficient resources available (both human and financial). The organisation reassessed their security posture to identify gaps that need to be addressed. Employee training and awareness need to be done more frequently as well as implementing different technical security measures. Also, policies and procedures are implemented that outlines the acceptable use and management of the organization information assets.

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18

Ross, Shane. "School work environment : transition from education to practice". [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002941.

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19

Cordero, Vincent Valdez. "Internal psychological states in a diverse work environment". CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3080.

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The study examined the internal states (self-esteem and ethnic identity) that may affect individuals in a diverse work environment and lead to conflict. In particular it was expected that ethnic identity and self-esteem would mediate the relationship between diversity and conflict. Participants from a wide variety of organizations in Southern California completed an online survey. Statistical analyses revealed that self-esteem and ethnic identity did not mediate the relationship between diversity and conflict. However, many of the variables were significantly related to each other. Implications of the findings are discussed.

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20

Alvarado, Claudia. "ENVIRONMENTAL INGREDIENTS FOR DISASTER: DEVELOPING AND VALIDATING THE ALVARADO WORK ENVIRONMENT SCALE OF TOXICITY". CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/406.

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Leadership has been a much studied area within industrial and organizational psychology. Recently, scholars have begun to focus on the negative side of leadership; however, a lack of research has limited our understanding of toxic leadership. One step forward in this domain has been the development of the toxic triangle, which posits that toxic leaders are aided by toxic followers with a toxic environment. Although the leader has been studied within this triangle, relatively little has been researched regarding the follower or the environment. Specifically, that there has been a lack of research in the organizational environment that allows the rise of toxic leaders is concerning. In this study, a toxic work environment scale was developed to help capture pieces of organizational environments that contribute to the rise of toxic leadership. A refined scale was used along with a qualitative piece. Four other scales were used to establish convergent and divergent validity. From the results of this study, although refinement is needed, support for three of the dimensions was found: favoritism, perceived threat, and overall organizational climate. Additionally, through the qualitative portion, additional themes that emerged (e.g., bullying) could be utilized in future use of measures to help assess toxic work environment features. Finally, I recommend that researchers interested in the toxic triangle endeavor to conduct studies that examine all elements simultaneously.

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21

Lindmark, Camilla. "Beliefs about motivation and work with quality, environment and working environment in small organisations". Licentiate thesis, Luleå, 1999. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-18399.

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Three small organisations in Sweden were studied in order to describe found motives for and against work with quality, environment and working environment among people in a small organisation. Some motives for work within the three areas mainly expressed beliefs about increased production results and increased psychological well-being of people. The work was also thought to have a positive impact on the organisation in terms of coping with changes in the surrounding. Arguments why small organisations do not work within the three areas mainly regarded decreased productivity. Lack of motivation, as well as not enough knowledge, was believed to hinder the work. Every person, at the studied organisations, seemed to be aware of why they do things at work and seemed to make individual mediation among given alternatives about work within the three areas. Dependent on to what extent the organisation had communicated goals and methods for the work, different conditions within the organisation tended to effect the prioritisation of work with quality, environment and working environment.

Godkänd; 1999; 20070404 (ysko)

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22

Ramo, Keetjie Joy. "Person-environment interface as \"image\" : a new environmental-active conceptual framework for social work practice /". The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487262513407472.

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23

Backström, Lisa. ""Ett arbete som aldrig kommer att sluta" : Mellanchefers upplevelser av det systematiska arbetsmiljöarbetet". Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25821.

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Work environment has been an important part of the Swedish working life for a long time and with the help of the Working Environment Law the work environment is mandatory. The purpose of this study was to gain a deeper insight into how the system of middle managers systematic work environment looks like. The question was: How do six middle managers perceive and deal with systematic work environment? A qualitative study was conducted with six middle managers from a global company. During the analysis, there were three main themes to be recognized (cooperation and support facilitates the work environment, problem with the systematic work and difficulties with staff) and six sub themes. The results showed that respondents felt great support from management and safety representatives, which according to the respondents made their systematic work environment easier. In contrast, respondents indicated that work environment was extensive and because of that the experience was that the work never gets finished. It also emerged in the results that the systematic work environment is about trying to change staff attitudes. The conclusion is that systematic work environment is not an easy task for middle managers. Moreover, it seems that systematic work environment also involve working to change attitudes and behaviors. The study wants to contribute to a greater understanding of how the system of middle managers work with the systematic work environment looks like.

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24

Ylipää, Viola. "Work environment, health and well-being in dental hygienists : a work-health-culture model /". Stockholm, 2000. http://diss.kib.ki.se/2000/91-628-4068-1/.

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25

Toivanen, Susanna. "Work-Related Inequalities in Health : Studies of income, work environment, and sense of coherence". Doctoral thesis, Stockholm : Centre for Health Equity Studies (CHESS), Stockholm University/Karolinska Institutet, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7107.

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26

McConney, Eric. "An environment for programming a PUMA 260 work cell /". Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=66008.

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27

Ruggiere, Paul John. "Organizational Commitment in a Self-Managing Work Team Environment". Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc501012/.

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This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed.

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Nixon, Michal. "Burnout, work environment, and coping in surgical hospital nurses". Master's thesis, University of Cape Town, 1996. http://hdl.handle.net/11427/14059.

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Summary in English.
Bibliography: leaves 145-152.
This study examined the extent of burnout (as conceptualized by Maslach and Jackson (1981): emotional exhaustion, depersonalization and diminished personal accomplishment) being experienced by nurses in a South African state hospital, and its associations with a range of work environment variables and the ways in which nurses generally cope with their stress. This exploratory study took the form of a cross-sectional, correlational field survey, in which both quantitative and qualitative data were collected from surgical hospital nurses by means of self-report questionnaires. Quantitative measures included were the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1981), the Work Environment Scale (WES; Moos, 1986) and the Coping Orientations to Problems Experienced Scale (COPE; Carver, Scheier & Weintraub, 1989). Additional quantitative measures of personal control, support, sense of appreciation and job satisfaction were obtained from visual analogue rating scales. The qualitative data comprised a frequency analysis of themes evident in the content of subjects' written responses to four open-ended questions posed in the questionnaire. On each of the three burnout subscales, respondents' scores were categorized into low, moderate or high levels of burnout. Apart from correlational and ANOVA analyses, performed in order to examine relationships between variables and differences in terms of demographics, nursing categories, and nursing specialities, discriminant analyses were performed in order to identify those variables which were experienced differently by nurses reporting different levels of burnout. A number of significant predictors of burnout were identified. Of the work environment variables examined in the study, higher levels of work pressure, diminished physical comfort, and lack of peer cohesion predicted higher levels of emotional exhaustion. Lack of physical comfort and perceived lack of supervisor support were strongly associated with higher levels of depersonalization. Generally, lower levels of perceived autonomy and supervisor support were associated with a diminished sense of personal accomplishment. Regarding coping, frequent use of the problem-focused strategy of planning was found to be associated with lower levels of emotional exhaustion and depersonalization. Frequent use of the emotion-focused strategies of positive reinterpretation, seeking emotional social support, and acceptance were related to higher levels of personal accomplishment, whereas increased use of the emotion-focused strategy of denial was strongly associated with diminished personal accomplishment. Regarding palliative/avoidant coping strategies, frequent behavioural disengagement was associated with higher levels of emotional exhaustion and depersonalization, and mental disengagement and focusing/venting of emotions were related to higher levels of emotional exhaustion.

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Ögren, Tsuyu. "Regulatory Inspectors and their Work Environment : A Thematic Analysis". Thesis, Mittuniversitetet, Avdelningen för hälsovetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-31196.

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30

Rollins, Lawanda. "Healthy Work Environment Orientation Training and Psychiatric Nurse Retention". ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/125.

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According to recent research, more than 75% of newly employed nurses leave employment within 6 months. Changes in organizational training programs are needed in order to improve psychiatric nurse retention, nationally and globally. A healthy work environment (HWE) has been described as an environment that includes mentoring for good communication skills; it is also one that explores collaborative strategies for safe practice; professional advancement; and empowerment through research, education, and skill development. Examination of the impact of this HWE psychiatric nurse orientation training program on nurse retention was done using Rogers' theory of diffusion. Study variables included the length of training and retention rates pre- and post-training to help identify the impact of the HWE training program on retention using different methods of policy review. The project included 88 nurses and outcomes were measured through review of hire and termination rates for the targeted facility 3 months pre- and post-intervention. An independent samples t test revealed that the average retention rate for nurses trained in the current versus HWE program differed significantly by program (p > .05). Training also was shown to improve clinical practice and increase awareness of existing evidence about strategies to improve psychiatric nurse retention. Social change implications include potentially decreasing the costs associated with hiring and training nurses, improving clinical practice, adding to the nursing knowledge base and skill set, and enhancing workflow processes for quality outcomes.

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Kolosa, Irene Nokulunga. "Attitudes of Medical laboratory employees towards their work environment". Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/1179.

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A dissertation submitted to the Faculty of Arts in partial fulfillment of the requirements of the Degree of Master of Research Psychology at the University of Zululand, South Africa, 2004.
This study investigated the attitudes of the medical laboratory employees (MLE's) towards their work environment. The study determined from the employees whether variables of gender, age, qualifications and years of experience had influence on the attitudes of the MLE's towards their work environment. The sample was drawn from the State Pathology Laboratory in Umtata, Eastern Cape (under the O.R.Tambo District Council). It consisted of males and females with ages ranging from 20 to 64 years, qualifications ranging from standard 10 to B.Tech. Biomedical Technology and above, years of experience ranging from 1 year to 30 years. A structured questionnaire constructed according to a five-point scale, the Likert scale, was used to collect data from the subjects. The statistical technique used to test the hypotheses was the Cm-square. The results showed that the majority of MLE's held negative attitudes towards their work environment. The two sections of response categories reflected a weak relationship between the variables ofj gender, age, level of qualification and experience in the attitudes of the MLE's towards their work environment. Although not overwhelmingly demonstrated, there was a presumptive evidence that the work environment had an impact on the attitudes of the MLE's. There was an urgent need for improvement of certain service conditions in the medical laboratory to change the attitudes of the MLE's. Lack of fulfillment and inspiration could make the MLE's lose interest and abandon the profession as was confirmed by the informal interviews.

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Idahosa, Jennifer. "WORKING WITH SYSTEMATIC WORK ENVIRONMENT WITHIN THE CONSULTANCY INDUSTRY : - A qualitative study of consultant employees’ and managers’ perceptions of how consultant- and client companies work with work environment/health". Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55179.

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Approximately 1,6 percent of Swedish employees work under a consultancy firm, which is a fast-growing market. The responsibility of consultant’s work environment is in accordance with Swedish legislation on systematic work environment (SAM) divided between consultant- and client company. This study investigated how 1) consultants experience that their consultant- and client company employers, respectively, work with work environment health; 2) both consultant- and client company employers, respectively, experience their work with implementing work environment/health practices based on SAM. Data collection consisted of 12 in-depth interviews with 8 consultants, 3 consultant managers, and 1 workplace manager. Based on thematic analysis of interviews with consultants three themes were identified: Communication and relation with managers; Justice and inclusion; Managers’ involvement in workplace health. Based on thematic analysis of interviews with managers four themes were identified: Working with SAM; Work environment goals, Relation between consultant- and workplace managers, Relation with consultants. Findings showed the importance of supportive and present leadership, workplace justice and inclusion for consultants’ wellbeing. This responsibility of consultant’s daily work environment was mainly taken by workplace managers. Conclusions are that clear communication and division of responsibility between consultant- and workplace managers regarding consultants’ work environment/health is vital for well-functioning SAM.

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Gopalan, Neena. "Role of work-family facilitation in the relationship between environment factors and outcomes in work and non-work domains". Diss., Kansas State University, 2011. http://hdl.handle.net/2097/10726.

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Doctor of Philosophy
Department of Psychology
Ronald G. Downey
Literature on work and family, the two important domains in an individual’s life, has focused heavily on the conflicts that could occur when individuals try to juggle between their responsibilities in the two domains. Lately, there has been enthusiasm to also study the facilitation aspects that could result from being engaged in both domains. This dissertation empirically tests the Resources-Development-Gain model (RGD), a recently developed work and family facilitation model, which include work and non-work factors that can bring facilitation. Over 500 academic faculty members from four universities completed an online survey comprised of demographic items, family and work variables, variables to measure facilitation, outcome variables in both domains, and personality variables. The hypothesized model (model 1) was analyzed using AMOS, and was found to be a poor fit. Personality factors included as moderators in the facilitation process were found to be non-significant and hence dropped from the modified model (Model 2). This was a significantly better fit. Model 3 was analyzed to see if a better fit would be obtained when personality variables were directly connected to outcome variables. As Model 3 did not add anything significant, Model 2 was accepted. The findings suggest that faculty tenure influenced their turnover intentions, with new academic faculty and full professors showing lower turnover intentions. Family support brought facilitation from one’s family to work and contributed to life satisfaction, while organizational support contributed to facilitation from one’s work to non-work life. No significant overlaps were found between work and family domains in the facilitation stage, but were observed at the outcome levels. Thus, job satisfaction in the work domain contributed to overall life satisfaction in the family domain. Satisfaction in one’s personal relations also tended to influence one’s turnover decisions. Future directions for research and recommendations are discussed.

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Mellow, Muriel 1960. "Defining work : gender, professional work, and the case of rural clergy". Thesis, McGill University, 1999. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=36655.

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The goal of this thesis is to question conventional definitions of work through the detailed study of a professional group---specifically rural clergy---whose work falls outside the parameters of accepted definitions of work. According to the feminist literature, work and non-work are differentiated typically by dichotomies which privilege a masculine model of work and devalue women's experience; thus, "real work" is defined as an activity which is paid rather than unpaid, public rather than private, instrumental and intellectual rather than emotional. Professional work definitions also obscure the way in which "work" relies on activities which are linked with the feminine in these dichotomies. Through in-depth qualitative interviews with rural clergy, I explore the extent to which women and men draw on these gendered dichotomies to define work. In some ways, the approach of clergy counters conventional work norms: for them, emotional labour is a priority, work is not limited to a specific time or place, and public and private lives frequently overlap. I demonstrate how clergy define their work in terms of obligation, context, visibility, and time. Furthermore, I also argue that clergy delineate work in terms which still reflect a masculinized work norm specific to their profession. This "clergy masculinized mode" professionalises emotional labour by separating it from the facilitating work of female volunteers; it assumes a worker free from domestic demands in order to fulfil professional obligations within a flexible time frame; and it overlooks how the overlap of the public and private spheres is sustained by the work of wives. Thus, delineating work is particularly problematic for female clergy because professional demands are confounded with demands for adjunct work typically performed by women. My findings (1) highlight alternative markers of work which are suggestive for feminist theory; (2) point to a gap in theorizing about the gendering of work when con

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Boaz, Evelyn Elizabeth. "Nurturing work environments : a description construct from the literature and participant interviews /". Full text (PDF) from UMI/Dissertation Abstracts International, 2001. http://wwwlib.umi.com/cr/utexas/fullcit?p3026205.

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FONSECA, JULIANE FIGUEIREDO. "THE ERGONOMIC ENVIRONMENTAL CONTRIBUTION IN THE CHROMATICS IN THE CONSTRUCTED ENVIRONMENT IN THE WORK OFFICE PLACES". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2004. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=6115@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
Dentre os elementos ambientais existentes no local de trabalho de escritórios, a cor é um dos que pode provocar sensações e promover o bem estar emocional. Esta pesquisa partiu do pressuposto de que os profissionais de arquitetura não utilizam uma metodologia que se ocupe da análise das atividades em situações reais de trabalho para a concepção de projetos cromáticos. Dessa forma este trabalho dividiu-se em duas etapas: a primeira parte conceitual, pretendeu apresentar um panorama geral do estado da arte dos conceitos relacionados ao tema. A segunda parte correspondeu a uma pesquisa de campo onde buscou-se ouvir a voz dos usuários-trabalhadores de um local de trabalho de escritório, que teve seu ambiente totalmente reformado, inclusive com alterações cromáticas e também, ouviu-se a voz dos profissionais de arquitetura, a respeito de seus conhecimentos acerca da ergonomia e seus procedimentos metodológicos para a elaboração de projetos cromáticos para locais de trabalho. A partir da análise dos resultados foi possível confirmar a hipótese dessa pesquisa e concluir que a Ergonomia Ambiental, por focar na análise do homem realizando o seu trabalho, apresenta-se como um método de intervenção em locais de trabalho capaz de suprir algumas das falhas conceituais das metodologias usuais de planejamento e projeto arquitetônico e cromático.
Among the environment elements existent in the work office place, the color is one of the things that can cause sensations and promote the emotional wellbeing. This research started from the hypothesis that the architecture professionals did not use a methodology that take car of the analysis of the activities in real work situation to the concept of the chromatics projects. This way this work divided itself in two steps: the first part, conceptual, wanted to present a general view of concepts of the study of arts related to the subject. The second part presents a research in the area where it was listened the users-workers from a office work place, that had their place of work totally redressed, including with chromatic changes. Also, it was listened the voice of the architecture professionals, about their knowledge about the ergonomic and its methodological procedures to elaboration of the chromatic projects to work places. From the results of the analysis it was possible to confirm the hypothesis of this research and conclude that the Environmental Ergonomic, because focusing in the man analysis, doing his job, it is presented as an intervention methods in work places, capable of supplying some conceptual failures of the usual methodologies planning and architectonic and chromatic projects.

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37

Berning, Amy Louise 1961. "ENVIRONMENTAL FEATURES AND THEIR PERCEIVED IMPORTANCE IN THE WORK ENVIRONMENT AS A FUNCTION OF OCCUPATIONAL LEVEL". Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276388.

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Rice, Jeanne M. O'Brien. "Comparison of legal standards in sexual harassment hostile work environment /". Full text available online, 2008. http://www.lib.rowan.edu/find/theses.

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39

Gudmundsson, Malin. "Environment in school : The schools work for a sustainable society". Thesis, Karlstad University, Karlstad University, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-843.

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Environmental issues are highly topical today and most people are more or less concerned. It is important to start with environmental work and environmental studies in early ages, already in school. The purpose of this essay is to examine what a school can do for the environment and to see how a school can work with these issues. Furthermore, what is passed on to the pupils and how involved are they in the work for a sustainable future?

The study was conducted by the means of qualitative interviews with four teachers and the head of environmental questions at the school.

The school is new since fall 2006 and they have just started with the environmental work, says the ones I interviewed. But they all think it will be better in the near future. At this school both adults and children are very interested and involved in the environmental work. The school has several recourses to facilitate the practical environmental work, both children and adults are fully engaged. The recycling process is well developed at the school, they rather recycle than consume. The higher grade students have more classes about global environmental issues while the lower grades do concentrate on the nearby environment, on a level that fits the children. The lower grades at this school are more involved in the work for the environment than the higher grades.

At the school there is a good will to develop the environmental work and they have a great potential to do so.

Miljöfrågor är högst aktuellt och det är något som berör oss alla. Det är viktigt att vara medveten och delaktig redan i tidig ålder för att göra arbetet för ett hållbart samhälle vardagligt och det är därför viktigt att börja med miljöarbete och miljöundervisning redan i skolan. Syftet med arbetet är att få kunskap om vad en skola kan göra för miljön, hur en skolas miljöarbete ser ut, vad förmedlas till barnen och hur medvetna och delaktiga är de i skolans miljöarbete.

Undersökningen gjordes med hjälp av kvalitativa intervjuer med fyra pedagoger och skolans miljöansvarig.

Skolan är ny sedan hösten 2006 och har därför inte mer än kommit igång med sitt miljöarbete påstår de intervjuade, men alla är överens om att det kommer att se bättre ut framöver. På skolan är både vuxna och barn intresserade och engagerade i miljöarbetet. Skolan är utrustad med flera verktyg för praktiskt miljöarbete och dessa används både av personal och elever. Källsortering är ett väl fungerande system på skolan och de återanvänder istället för att förbruka. I undervisningen på högstadiet pratar man mer om den globala miljön än i de lägre stadierna. I de lägre stadierna arbetar de med miljö på barnens nivå, de pratar om och arbetar med sådant som barnen kan relatera till och som barnen kan vara med och påverka. De lägre stadierna är över lag mer engagerade i miljöarbetet jämförelsevis med högstadiet.

På skolan finns en vilja att förbättra miljöarbetet och det finns en stor potential för att genomföra detta.

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40

Latimer, Margot. "The relationship between nurses' work environment and quality of care". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape9/PQDD_0018/MQ49386.pdf.

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41

Rathbone, Albert Dirk. "Work engagement of employees in the mining environment / A.D. Rathbone". Thesis, North-West University, 2006. http://hdl.handle.net/10394/1404.

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42

Watson, Kelley D. "Remote management : traditional leadership behaviors in a contemporary work environment". Diss., Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/432.

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43

Dzedzora, Vivian. "Probation officers and the work environment : coping well with change". Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/24570.

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This was a qualitative, exploratory study that focused on three research questions: 1) what is the lived experience of experienced probation officers who are coping well with change, 2) what are the self-sustaining strategies probation officers use to cope well with on-going change in their work life, what hindered them from doing well, and were there things that would have been helpful but were unavailable, and 3) whether the research interview itself had an impact on probation officers’ sense of well being. This study used a descriptive phenomenological approach to gather information about probation officers’ experiences of career and change, and the Critical Incident Technique (CIT) (Flanagan, 1954) to elicit helping and hindering incidents and wish list items. A quantitative component was embedded in the form of a pre-and-post scaling question to determine if the interview process itself had an impact on the participants. Data from the phenomenological portion of the study elicited major themes for each of the relevant questions and established the contextual framework for the CIT component of the study. Data from the CIT portion of the study elicited ten helping, hindering and wish list categories. These ten categories represent the strategies that probation officers utilize in order to cope well with change. Data from the quantitative component of the study indicated that the research interview had minimal impact on participants. Implications for further research and theory development along with suggestions for workers, organizations, and counsellors are discussed.

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Doelling, Michael C., e Jenni J. Kalapacs. "A work environment climate assessment of an Army acquisition center". Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/9974.

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Joint Applied Project
Organizational climate can be described as the overall atmosphere of a workplace consisting of a number of mostly intangible characteristics that nonetheless impact organizational performance. The goal of this Joint Applied Project was to identify organizational climate characteristics of the Army Acquisition Center to provide supervisors with data on the extent to which employees perceive their work environment to be conducive to high productivity. It provides the equivalent of a diagnostic "snapshot" of one aspect of organizational health. Semi-structured interviews were conducted with 11 previous and 19 current acquisition workforce employees. Interview findings were supplemented with data collected from a researchersdeveloped survey. Findings included the following: (1) high stress due to increasing workload; (2) lack of authority to act and make decisions about the work; and (3) the successful acknowledgement of employee efforts and contributions.

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Wong, C. W., e 王振威. "An adaptive information retrieval environment for collaborative architectural design work". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45015089.

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46

Cho, Youngjun. "Effect of change in work environment locations on ventilation performance". Thesis, University of Reading, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.412183.

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47

Wilson, Britta M. "Engaging diversity| Best practices to create an inclusive work environment". Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10141726.

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It is believed that the commitment to diversity in the workplace is rooted in the civil rights movement. Six decades later, many companies have achieved a demographically diverse workforce, while others have not. Some organizations assumed that diversity would automatically result in inclusion. Seemingly, it has been more elusive to create and sustain an inclusive workplace. Within large global organizations, the task of creating such a workplace rests with the Chief Diversity Officer (CDO).

Inclusion, as related to engaging diverse employees in the workplace, is an emerging concept. This study explored the perceptions and experiences of Chief Diversity Officers in establishing and maintaining an inclusive work environment. Specifically, this study focused on identifying the challenges they faced and determining the strategies and measures these practitioners implemented to cultivate cultures of inclusion. Further, given their experiences, this study sought to capture their recommendations for others who may consider such a task. Therefore, qualitative research methodology was aligned to the purpose of exploring the meaning assigned to this experience to identify best practices. The qualitative approach relied upon semi-structured interviews conducted on a one-on-one basis with the survey participants. In using a one-on-one format, the researcher was able to glean deep understanding and insight regarding the practices of CDOs.

The salient findings of the study indicate that there is commonality in regards to the foundational elements of building a culture of inclusion and the challenges that the CDOs have faced. The most noted foundational elements were building organizational capability, blending inclusive practices throughout the talent management cycle and branding the organization as inclusive. With regard to the challenges, most often cited were organizational priority, executive embrace and sufficient resources. In consideration of the existence of measures and which metrics were captured, there was significant disparity. While there was no evidence of consistent best practice associated with measurement, there was universal belief that the creating and sustaining inclusive workplaces would be requisite in the future. The respondents noted that the shifting demographics would make inclusive workplaces requisite for global businesses.

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Biggin, Rose May. "Audience immersion : environment, interactivity, narrative in the work of Punchdrunk". Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/15638.

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The phrase immersive theatre has experienced a surge in popularity in recent years, and is often applied loosely. In 2012 (‘theatre roundup: advice for playwrights’) Lyn Gardner noted that ‘immersive is theatre’s new buzzword’ and expressed irritation with its often vague and unspecific application, commenting on ‘marketeers who seem to be applying the term “immersive” to practically anything that isn’t a play by David Hare.’ A specialised vocabulary and set of critical approaches are required. This thesis is about audience immersion in the work of Punchdrunk, a pioneering company working in the form. The thesis proposes that immersive theatre (the theatrical form) and immersive experience (the sensation) have a reciprocal relationship. The thesis begins with an overview of approaches to audience in theatre scholarship and other fields, and establishes a definition of immersive experience that will be applied to case studies in the chapters. The thesis is divided into three sections that consider topics integral to Punchdrunk’s theatre: interactive elements; a fractured and nonlinear approach to narrative; and the creation of scenographically rich environments. The chapters consider the relationship between these topics and immersive experience. The thesis is interested in how immersive experience is created and maintained, and discussed and framed in wider discourse. The first section is about interactivity and immersion. Chapter 1 considers various approaches to interactivity and proposes a multivalent model. Chapter 2 applies this model to a discussion of interactivity and immersive experience in The Drowned Man. Chapter 3 widens the definition of interactivity to consider audience engagement beyond the moment of the theatrical encounter. The second section is about narrative and immersion. Chapter 4 outlines current critical approaches to narrative, and discusses immersion in the interplay of story structure and theatrical structure, using the linear The Crash of the Elysium as a case study. Following on from this, Chapter 5 considers how immersive experience is created and maintained in the context of a Punchdrunk trademark: a nonlinear structure, with scenes in non-chronological order encountered only when a wandering spectator comes across them. Chapter 6 draws on the narrative ‘vs’ ludology debate in the field of gaming; a debate concerned with what a player is actually immersed in – the story or the mechanics of play. The chapter considers immersive experience and story in the Sleep No More project Punchdrunk undertook with MIT Media Lab in 2012, which used gaming mechanics to explore ‘remote and real world interconnected theatrical immersion’. The final section is about environment and immersion. Chapter 7 outlines approaches to environment and draws on methodological approaches from site-specific performance to discuss how immersive experience manifests in the interplay between the original site and the creation of a fictional world in/on that site.

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Visagie, Sonja. "Using a social network environment for information systems group work". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24597.

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Group work and online discussions are not new terms in education and are important activities for Information Systems students. It has become important because it encourages creative thinking and provides more efficient problem-solving approaches. Online social networking sites, like Facebook, have pedagogical potential and the consideration of its academic application should not be ignored by lecturers or students. The main problem identified in this thesis is that the awareness and application of the emerging pedagogical potential of online social networking sites, like Facebook, especially for the purpose of group work and online discussions, is limited among Information Systems lecturers and students. The purpose of this study is to determine the level of awareness and application of Facebook as an academic tool by Information Systems lecturers and students, and whether it can enhance the learning experience of students, related to the effectiveness of group work and online discussions. The perceptions of both Information Systems lecturers and students were recorded by means of questionnaires and interviews. It was found that most lecturers and students were aware of Facebook’s pedagogical potential. However, the consideration and application of Facebook as an academic tool, by lecturers and students, are limited. From a cultural perspective, it was found that students from a private institution, where no Learning Management System was implemented, as well as black students, showed increased levels of utilisation and performance, in terms of enhanced learning experienced, on the academic groups on Facebook. The researcher developed a model for the academic application of Facebook for Information Systems students, based on the Task-Technology Fit and the Social Software Performance Model theories. This study concludes with the recommendation that Information Systems lecturers and students should become increasingly aware of and consider the pedagogical potential of Facebook as a supplementary tool and with suggestions for future research.
Dissertation (MCom)--University of Pretoria, 2010.
Informatics
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Motswasele, Granny Tshabane Mary. "Experiences of community health nurses in the tuberculosis work environment". Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65838.

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South Africa has one of the world’s worst Tuberculosis (TB) epidemics. Several interventions were instituted by the Department of Health to manage TB and, regrettably, people still die from the disease. The community Health nurses provide care to people diagnosed with TB in facilities that have low staffing ratios with increased workload and responsibilities. Objective: This paper explores and describes the experiences of community health nurses working in a TB work environment. Method: A qualitative, descriptive, phenomenological approach was used to investigate the experiences of community health nurses in the TB work environment. A purposive sampling was used and consisted of twenty nurses. Unstructured interviews were conducted at an urban clinic, a semi-urban clinic and a rural clinic to gather data. The researcher followed the steps of the Colaizzi process of data analysis. Findings: Four themes were identified and discussed. These themes include fear of being infected with TB, control of infection, defaulting TB treatment, and screening services. Themes were supported with literature during discussion. Conclusion: The study concluded that the participants’ fear of contracting TB was attributed to delayed diagnosis of TB patients, the patients’ ignorance regarding TB transmission and community health nurses with chronic diseases and interacting with undiagnosed TB patients. Compromised TB infection control measures, such as failure to wear protective masks, was revealed by several participants. Recommendations for the Community Nursing Management and Nursing Education have been clearly described.
Dissertation (MCur Nursing Science)--University of Pretoria, 2017.
Nursing Science
MCur Nursing Science
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