Rozprawy doktorskie na temat „Workplace”
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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict". CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.
Pełny tekst źródłaJones, Sandra, i mikewood@deakin edu au. "The relationship between workplace reform and workplace participation". Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.
Pełny tekst źródłaAgostino, Joseph, i jag@fmrecycling com au. "Workplace identity". Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.
Pełny tekst źródłaДядечко, Алла Миколаївна, Алла Николаевна Дядечко, Alla Mykolaivna Diadechko i A. I. Didorenko. "Ergonomic workplace". Thesis, Сумський державний університет, 2013. http://essuir.sumdu.edu.ua/handle/123456789/31090.
Pełny tekst źródłaMuller, Doyle Sylvia M. "Workplace violence". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.
Pełny tekst źródłaSource: Masters Abstracts International, Volume: 45-06, page: 2953. Typescript. Abstract precedes thesis as preliminary leaves i-iii. Includes bibliographical references (178).
Allen, Maria Lucy. "Employee voice, equal opportunities and workplace outcomes : an analysis of UK workplaces". Thesis, Manchester Metropolitan University, 2015. http://e-space.mmu.ac.uk/617411/.
Pełny tekst źródłaPutrino, Pasco John. "Workplace formation : how secondary school students manage structured workplace learning". University of Western Australia. Graduate School of Education, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0004.
Pełny tekst źródłaGaunt, Anne. "Feedback interactions and workplace based assessment in the surgical workplace". Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/99168/.
Pełny tekst źródłaGalluch, Pamela Suzanne. "Interrupting the workplace /". Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1263396187/.
Pełny tekst źródłaRochford, Kylie C. "Intentionality in Workplace Relationships: The Role of Workplace Relational Self-efficacy". Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case152241513207526.
Pełny tekst źródłaPedro, Simone. "Workplace learning and the workplace educator: a South African retail story". Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4473.
Pełny tekst źródłaThis study investigated how workplace educator development programmes prepare workplace educators for their roles and responsibilities in facilitating learning in the workplace. Framed by the literature, the research shows that workplace educators’ qualifications prepare them for facilitating learning in the workplace. The most important findings show that their qualifications have prepared them for their roles and responsibilities in facilitating transformative learning within the workplace. Furthermore, the findings show that their qualifications, roles and responsibilities in facilitating learning in the workplace also impacted on workplace educators’ own thinking, prompting them to question their own values and beliefs. This perspective transformation allows for workplace educators better facilitating transformative learning in the workplace.
Barnard, 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.
Pełny tekst źródłaSelden, Meridith Pease. "Workplace hostility : defining and measuring the occurrence of hostility in the workplace". Diss., Manhattan, Kan. : Kansas State University, 2006. http://hdl.handle.net/2097/245.
Pełny tekst źródłaNaidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict". Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.
Pełny tekst źródłaENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.
Pujiastuti, Ani. "Language Socialization in the Workplace: Immigrant Workers’ Language Practice withina Multilingual Workplace". The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1483727338369289.
Pełny tekst źródłaMallett-Hamer, Beverly. "Communication within the workplace". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mallett-hamerb.pdf.
Pełny tekst źródłaWright, Sarah Louise. "Loneliness in the Workplace". Thesis, University of Canterbury. Psychology, 2005. http://hdl.handle.net/10092/1368.
Pełny tekst źródłaRayner, Charlotte A. L. "Bullying in the workplace". Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488235.
Pełny tekst źródłaLakey, Eugene Pierre. "Spirituality in the workplace". Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/820.
Pełny tekst źródłaENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion is that although people are different, in the working environment in an organisation, much time is spent together and creating an environment that is a joy to work in, will induce the employees to work with energy and be highly productive. A number of interviews were conducted and factual information was acquired to analyse the effects of spirituality in the workplace. A conclusion is reached that underlines the fact to counter low morale, low productivity and negative attitudes in the workplace it is imperative that we should address the spirituality in the workplace thus ensuring that a positive organisation culture is maintained within the organisation.
AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf. ‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas word en dat ‘n positiewe klimaat in die organisasie handhaaf word.
Voges, Sarah M. (Arisa). "Discrimination in the workplace". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
Pełny tekst źródłaSome digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
Karlström, Joakim. "Screen the modern workplace". Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Produktutveckling, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30593.
Pełny tekst źródłaSummers, Elisabeth. "Psychological practitioner workplace wellbeing". Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/114995/.
Pełny tekst źródłaPeets, J. (Jane). "Mindfulness in educator’s workplace". Bachelor's thesis, University of Oulu, 2018. http://urn.fi/URN:NBN:fi:oulu-201803301409.
Pełny tekst źródłaFlink, Kurt. "International APU (Workplace training)". Thesis, Malmö högskola, Lärarutbildningen (LUT), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30070.
Pełny tekst źródłaChadd, Kevin Mark. "Insubordination in the workplace". Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1003183.
Pełny tekst źródłaDugdill, Lindsey. "Understanding workplace health promotion". Thesis, Liverpool John Moores University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.495067.
Pełny tekst źródłaByrd, Rebekah J. "Civility in the Workplace". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2598.
Pełny tekst źródłaMalkus, Amy J. "Technology in the Workplace". Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/4309.
Pełny tekst źródłaAlaslawi, Hamad A. "WORKPLACE BULLYING IN KUWAIT". UKnowledge, 2017. https://uknowledge.uky.edu/csw_etds/18.
Pełny tekst źródłaADLAKHA, VAIBHAV. "DECRYPTING CYBERBULLYING AT WORKPLACE". Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2021. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18733.
Pełny tekst źródłaMuschalla, Beate. "Workplace-related anxieties and workplace phobia : a concept of domain-specific mental disorders". Phd thesis, Universität Potsdam, 2008. http://opus.kobv.de/ubp/volltexte/2008/2004/.
Pełny tekst źródłaHintergrund: Angst am Arbeitsplatz ist ein spezielles Phänomen, da Arbeitsplätze ihrer Natur nach angstauslösende Charakteristika aufweisen: Vorgesetzte die sanktionieren, Rangkämpfe mit Kollegen, reale Unfallgefahren, Scheitern und Leistungsversagen, Unklarheit um plötzliche Veränderungen, Arbeitsplatzunsicherheit. Arbeitsplatzphobie ist eine phobische Angstreaktion mit Panikerleben beim Gedanken an oder bei Annäherung an den Arbeitsplatz. Fragestellung: Was charakterisiert arbeitsplatzbezogene Ängste und Arbeitsplatzphobie als lebensbereichsspezifische Angsterkrankungen in Abgrenzung zu klassischen Angsterkrankungen? Methode: 230 Patienten einer stationären psychosomatischen Rehabilitation wurden im halbstrukturierten Interview (Mini-Arbeits-Angst-Interview, Mini International Neuropsychiatric Interview) hinsichtlich arbeitsplatzbezogener Ängste und klassischer psychischer Erkrankungen befragt. Selbsteinschätzungsurteile wurden hinsichtlich des Schweregrads der arbeitsbezogenen (Job-Angst-Skala, JAS) und allgemeinen psychosomatischen (Symptom-Checkliste, SCL-90-R) Symptombelastung erhoben. Ergebnisse: 58% der befragten Patienten litten an mindestens einer arbeitsplatzbezogenen Angstvariante. Arbeitsplatzbezogene Ängste kamen bei 35% der Befragten zusammen mit einer klassischen Angsterkrankung vor, bei 23% jedoch als allein stehende Angsterkrankung. 17% der Befragten erfüllten die Kriterien einer Arbeitsplatzphobie. Arbeitsplatzphobie-Patienten hatten signifikant höhere Job-Angst-Werte als Patienten ohne Arbeitsplatzphobie, und sie waren signifikant länger arbeitsunfähig in den letzten 12 Monaten (23,5 Wochen versus 13,4 Wochen). Schlussfolgerung: Arbeitsplatzbezogene Ängste und Arbeitsplatzphobie haben eine spezielle klinische Wertigkeit, die sich anhand arbeitsbezogener Partizipationsstörungen und spezifischer arbeitsbezogener Symptombelastung beschreiben lässt. Arbeitsplatzphobie erfordert besondere therapeutische Herangehensweisen anstelle von angsterhaltender da Vermeidungsverhalten fördernder „Krankschreibung“. Arbeitsplatzphobie sollte als Diagnose benannt werden entsprechend ICD-10 Kapitel V, F 40.8: “Arbeitsplatzphobie”.
Femina, Devi. "Workplace social capital, job satisfaction and workplace performance in developed and developing countries". Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-social-capital-job-satisfaction-and-workplace-performance-in-developed-and-developing-countries(9323de21-3677-452c-9546-dbb6d350d8c8).html.
Pełny tekst źródłaLeung, Lok-man. "Flexible workplace and workplace satisfaction a case study of Cathay Pacific Airways Limited /". Click to view the E-thesis via HKU Scholars Hub, 2005. http://lookup.lib.hku.hk/lookup/bib/B37936207.
Pełny tekst źródłaNilsson, Petra. "Enhance your workplace! : a dialogue tool for workplace health promotion with salutogenic approach". Doctoral thesis, Högskolan Kristianstad, Forskningsmiljön Människa - Hälsa - Samhälle (MHS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7484.
Pełny tekst źródłaMcDonald, Stephen. "Workplace friendships: exploring friendship development between gay and heterosexual men in the workplace". Thesis, Anglia Ruskin University, 2018. https://arro.anglia.ac.uk/id/eprint/702721/1/McDonald_2018.pdf.
Pełny tekst źródłaMcDonald, Stephen. "Workplace friendships : exploring friendship development between gay and heterosexual men in the workplace". Thesis, Anglia Ruskin University, 2018. http://arro.anglia.ac.uk/702721/.
Pełny tekst źródłaHirbod, Sam, i Cecilia Lindqvist. "Improving health promotional workplace programs : A study of HIV/AIDS workplace programs in Kenya". Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72875.
Pełny tekst źródłaBeil, James T. "Measuring Pride in the Workplace| The Creation and Validation of a Workplace Pride Measure". Thesis, Southern Illinois University at Edwardsville, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10128058.
Pełny tekst źródłaMeasuring and identifying pride in the workplace has been reported to have many benefits. However, there has yet to emerge a definitive measure of pride. The aim of the present research was to create and validate a new measure of pride in the workplace while improving on the shortcomings of previous measures. The main area of improvement from previous measures was the inclusion of a context in which participants rated the likelihood that they would behave given that particular context. A pilot of the newly-developed pride items confirmed that the contexts were appropriately manipulated to represent authentic and hubristic pride. The Workplace Hubristic and Authentic Pride measure, WHAMP, two other measures of pride, a measure of narcissism, a measure of organizational commitment, and a measure of social desirability were then administered to 313 participants using Amazon’s Mechanical Turk. In general, the WHAMP’s hubristic subscales correlated as predicted with other measures of hubristic pride. The WHAMP also showed little gender bias, low correlations with narcissism, a decrease in social desirability bias, and a reduction in restriction of range. However, the WHAMP’s authentic subscales did not correlate well with previous measures of authentic pride. Additionally, organizational commitment did not correlate as predicted with the WHAMP. Limitations, practical implications, and future research directions are discussed.
Malleson, Thomas. "A defense of workplace democracy". Thesis, University of British Columbia, 2007. http://hdl.handle.net/2429/32000.
Pełny tekst źródłaArts, Faculty of
Political Science, Department of
Graduate
Boychuk-Lapp, Cheryl. "Learning opportunities in the workplace". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40132.pdf.
Pełny tekst źródłaNicol, Adelheid A. M. "A measure of workplace honesty". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0010/NQ42548.pdf.
Pełny tekst źródłaMac, Lean Catherine A. "Learning organizations, enabling workplace democracy". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0020/MQ56810.pdf.
Pełny tekst źródłaPalm, Elin. "Ethical aspects of workplace surveillance /". Stockholm : Kungliga Tekniska högskolan, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-474.
Pełny tekst źródłaWynn, Jennifer Kay Lewis Philip M. "Defining bitterness in the workplace". Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Summer/Theses/WYNN_JENNIFER_55.pdf.
Pełny tekst źródłaEkberg, Kerstin. "Workplace health : influences and interventions". Linköpings universitet, Arbetslivsinriktad rehabilitering, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-21821.
Pełny tekst źródłaMangion, Margaret. "Situated knowledge in the workplace". Thesis, University of Leicester, 2010. http://hdl.handle.net/2381/8757.
Pełny tekst źródłaFrondigoun, Elizabeth Richmond. "Workplace violence : schools and hospitals". Thesis, University of Strathclyde, 2007. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=22177.
Pełny tekst źródłaGumm, Jenny. "Stress relief in the workplace". Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3640186.
Pełny tekst źródłaThe management of the psychological and physiological dimensions of stress can have significant effect on workplace productivity. Yet, stress as a universal human phenomenon is often downplayed or misunderstood by both employees and organizations. This study looked at the effects of stress on the workplace from both an individual and an organizational perspective. An exploratory mixed methods design was used to test the efficacy and potential benefits of providing employees with tools to help them better manage their stress. The three components of Hatha Yoga: breath, movement, and mediation were introduced on site to the employees of a small start-up software company. The treatment was offered to a group of 14 volunteer employees for 15 minutes per day, for 4 weeks during working hours. Three quantitative pre- and post measures, the Perceived Stress Survey (PSS) , the State-Trait Anxiety Index (STAI) , and the Work Engagement Profile (WEP) tested the impact of the treatment as it affected perceived stress, anxiety, and engagement in the workplace. The researcher also gathered qualitative data post treatment from a post treatment questionnaire, her personal observations, and a meeting with the study company's Chief Operating Officer. Only perceived stress, as measured by the PSS, showed a statistically significant decrease among the participants. However, the participants attributed additional benefits to the treatment and stated an intention to continue the treatment activities both individually and as a group. The findings from the quantitative and qualitative data led the researcher to believe that additional research and use of the treatment methods could be beneficial in other workplace settings.
McGregor, Jane Hazel. "Spatiality and teacher workplace cultures". Thesis, Open University, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.403831.
Pełny tekst źródłaMcLaren, Judith M. "Promoting health in the workplace". Thesis, University of Aberdeen, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.362279.
Pełny tekst źródła