Thesis (Ph.D.)--University of California, San Francisco, 2004. / Includes bibliographical references. Also available online.

published_or_final_version / abstract / Economics and Finance / Master / Master of Economics

Job quality is important: there is a substantial evidence base which illustrates the potential risks of poor quality work. These arise from the occurrence of accidents and disease due to unmanaged hazards, as well as from psychosocial factors such as poor pay and security, shift working or the combination of low control and high demands. There is also a body of evidence which demonstrates a positive impact from good quality work, with contributions to longevity, improved health and happiness, and business success. Despite this recognition of the importance of job quality, there is a lack of agreement around exactly what it is: particularly when trying to define it as a single construct. This research aimed to address this insufficiency by exploring the concept of the good job, and seeking to define job quality from an ergonomics perspective. This approach encourages a broad outlook, taking account of the physical and psychosocial aspects of work, the interactions between them, and the impact of individual variation. A theoretical model is presented to summarise the concept of job quality based on these considerations: this was applied to a study of three bus companies using both a quantitative survey tool and qualitative methods. In developing the model, an initial study was undertaken using repertory grid interviews to explore notions of work and job quality, and to identify the most important areas for further investigation. Interviews were conducted with individuals (n=18) who were employed in a wide range of jobs, and varied substantially in their priorities and preferences. Job content and relationships were often identified as more important than pay levels; but there was also evidence of compromise, where interviewees had prioritised jobs which met their practical needs. Also, individuals perceived a good job differently from one which was good for their health, and overall did not consider good health to be an essential outcome of a good job. Two subsequent studies were undertaken with a focus on jobs commonly done by those with low formal education, who may have more to gain from improved job quality. Semi-structured interviews were carried out firstly with cleaners and manufacturing employees (n=30) and then with bus drivers (n=80). A number of job features such as safety and job/employment security were found to be important for almost all interviewees, and thus were identified as core features of a good job. Other factors such as autonomy and preferences for particular working patterns were more variable, highlighting the importance of job-employee fit. The theoretical model of job quality constructed was based on these findings and the literature. The model was applied in a qualitative study of bus and coach drivers in three companies to assess whether this was a good job, whether it could be a good job, and what the barriers to this might be. In two of the companies bus driving was found to be a poor job, with low pay and inadequate health and safety management. In the third company it was better but there were still challenges: particularly time pressures, low physical activity, and varied and unsociable working patterns. It was identified that some of the barriers to good job quality for bus drivers and potentially in jobs more generally are difficult to address as they are intrinsic to the job. The best solution to these difficulties is to ensure a good fit between job and employee. Other barriers were identified which appeared to be financial, such as low pay in the two smaller companies, but they could also reflect cultural factors within the organisation or within wider society. A final study considered the measurement of job quality, in the light of the importance and extent of individual variation highlighted throughout the research. The DGB-Index (Deutscher Gewerkschaftsbund Index), a questionnaire tool designed and used in Germany which specifically accounts for this, was used in the same three bus companies (n=423). The results were compared with those from the qualitative study and reached similar conclusions, thus confirming the utility of the DGB-Index for job measurement and comparison when translated into English. The research demonstrated that it is possible to define and measure job quality and to compare it between organisations. The model of a good job constructed to facilitate this differs from those found in the literature: it takes into account the variation between individuals and the fact that they construe good jobs in different ways. Thus it highlights the importance to job quality of a good fit between job and individual in addition to the need for work to be good in terms of the more universal features such as job security, safety and adequate pay.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The aim of this study was to explore the relationships between emotional intelligence, burnout and absenteeism of bus drivers in the scheduled public bus services industry. A controlled inquiry of non-experimental research was used. In addition, correlational and multivariate research, as a form of relational research, was employed to explore the relationships between the three constructs. The constructs were defined as follows: emotional intelligence as the basic capacity of a person to identify and utilise emotion (Goleman, 1998); burnout as a syndrome consisting of three negative response patterns which include: emotional exhaustion, depersonalisation and diminished personal accomplishment. (Maslach & Jackson 1986, in Schaufeli & Buunk, 2003) and absenteeism as the average numbers of days a driver was absent from work. A sample of 245 bus driver employees was drawn from the depots of Golden Arrow Bus Services (Pty) Ltd. The Swinburne Emotional Intelligence Test (Palmer & Stough, 2001) and the Copenhagen Burnout Inventory (Kristensen, Borritz, Villadsen & Christensen, 2005) were administered. The results showed that there was a moderate negative relationship between emotional intelligence and burnout. Emotional management (a dimension of emotional intelligence) was negatively related to all three the dimensions of burnout namely personal burnout, work burnout and client burnout (a dimension of burnout), indicating that where bus drivers are capable of managing emotions, levels of burnout would typically decrease. In exploring the relationship between the dimensions of emotional intelligence and absenteeism, no statistically significant relationships were found. In exploring the different dimensions of burnout in their relationship to absenteeism, it did however indicate a small, yet significant positive relationship between work-related burnout and absenteeism. This suggested that bus drivers with a low score in terms of work-related burnout would experience less absenteeism. The limitations of the study and recommendations for future research were discussed. / AFRIKAANSE OPSOMMING: Die doel van die studie was om die verwantskap tussen emosionele intelligensie, uitbranding en afwesigheid van busdrywers in die geskeduleerde publieke busbedryf te ondersoek. Daar is gebruik gemaak van 'n nie-eksperimentele navorsingsontwerp (nl. 'n verkennende opnamestudie) ten einde die verband tussen die konstrukte en hul subdimensies te ondersoek. Daarbenewens is korrelatiewe en meerveranderlike navorsing gebruik as 'n vorm van relasionele navorsing om die verhouding tussen die drie konstrukte te ondersoek. Die konstrukte is soos volg gedefinieer: emosionele intelligensie as die basiese kapasiteit van 'n persoon om emosie te identifiseer en te gebruik (Goleman, 1998); uitbranding as 'n sindroom bestaande uit drie negatiewe responskomponente: emosionele uitputting, depersonalisasie en veminderde gevoel van persoonlike bekwaamheid (Maslach & Jackson 1986, in Schaufeli & Buunk, 2003) en afwesigheid as die gemiddelde hoeveelheid dae wat 'n drywer afwesig was by die werk. 'n Steekproef van 245 busdrywers verbonde aan Golden Arrow Bus Services (Edms) Bpk is geneem. Die respondente het die twee vraelyste, nl. die Swinbume Emotional Intelligence Test (Palmer & Stough, 2001) en die Copenhagen Bumout Inventory (Kristensen, Borritz, Villadsen & Christensen, 2005) voltooi. Die resultate wys dat daar 'n matige negatiewe verhouding bestaan tussen emosionele intelligensie en uitbranding. Die bestuur van emosies, 'n onderafdeling van uitbranding, is negatief verbind aan al drie die onderafdelings van uitbranding nl. persoonlike uitbranding, werksuitbranding en klientuitbranding. Dit dui daarop dat waar busdrywers bevoeg is om hul emosies te bestuur, vlakke van uitbranding tipies sal verminder. In die ondersoek na die verhouding tussen emosionele intelligensie en afwesigheid is geen betekenisvolle statistiese verhoudings geidentifiseer nie. In die ondersoek na die verhouding tussen die onderafdelings van uitbranding en afwesigheid, is 'n klein, dog betekenisvolle, positiewe verhouding geidentifiseer tussen werksuitbranding en afwesigheid. Dit suggereer dat busdrywers met 'n lae werksuitbrandingsvlak minder afwesig sal wees. Die beperkinge van die studie en voorstelle vir toekomstige navorsing is bespreek.

published_or_final_version / abstract / Transport Policy and Planning / Master / Master of Arts in Transport Policy and Planning

Prolonged time sitting has been linked to an increased risk of cardiovascular diseases (CVD), cardiovascular mortality (CVM), all-cause mortality, diabetes and some cancers. Workers in occupations where there is no alternative to sitting can best be defined as compulsory sedentary workers , which involve bus and lorry drivers amongst others. Limited research is available on the health behaviours and health profiles of individuals working within these occupations. This thesis adopts a mixed methods approach and fits within the MRC framework for the development of complex interventions to specifically investigate bus and lorry drivers sedentary behaviours and physical activity levels in association with their cardiovascular health. Chapter 3 describes a pilot study, which results showed bus drivers accumulate 12 hours sitting on workdays and presented higher than the recommended ranges for BMI, body fat, waist circumference and blood pressure. Chapter 4 explores the validity of using an ActiGraph accelerometer compared to the activPAL to assess bus drivers sedentary behaviours. Results highlight that compared to the activPAL, the ActiGraph underestimates sedentary time during workdays (151minutes/day) and working hours (172min/day). Chapter 5 phenotypes UK lorry drivers sedentary behaviours and non-sedentary behaviours during workdays and non-workdays and examines lorry drivers markers of cardiovascular health. Lorry drivers accumulate 13 hours sitting on workdays and 8 hours on non-workdays and presented an ill-cardiovascular profile. Chapter 6 examines the effects of an intervention designed to promote PA and reduce sedentary time on a range of cardiovascular risk factors in a sample of lorry drivers. Chapter 7 presents a process evaluation of the Structured Health Intervention for Truckers (SHIFT) programme described in Chapter 6. This thesis highlights that bus and lorry drivers accumulate the highest amount of sitting time reported up to date, together with high levels of physical inactivity and an ill-cardiovascular profile. However, positive changes in cardiovascular risk factors were observed when drivers increased their daily average of step counts. Overall, these results emphasise that targeting bus and lorry drivers health behaviours should be a public health priority.

No description available.

Students' behavior on buses continues to be an issue that requires administrators to spend significant time investigating and applying consequences for the behavior (Neatrour, 1994; Pattington, 1945; Putnam, Handler, Ramirez-Plat, and Luiselli, 2003). The purpose of this study was to identify policies and practices that may improve student bus behavior. Two research questions were addressed: (a) What policies could school districts implement to facilitate the improvement of student bus behavior? (b) What practices could school districts implement to facilitate the improvement of student bus behavior? A three-round Delphi technique was used to conduct the research. The goal was to obtain consensus among experts on the policies and practices that school districts could implement to improve student bus behavior. A panel of 22 experts on student bus behavior participated in one or more rounds of the study. Panelists were selected based on their involvement with and knowledge of student bus behavior and their geographic location, using the five-region structure of the National Association for Pupil Transportation. This process resulted in a broad representation of experts on student bus behavior throughout the United States. The panel of experts included superintendents, directors of transportation, principals or assistant principals, bus drivers, presidents of out-sourced school transportation companies, authors, researchers, and members of the National Association for Pupil Transportation Board of Directors. Panelists recommended 19 policies and 284 practices for school districts to implement to improve student bus behavior. Based on the consensus of the panelists, student bus behavior could be improved if polices were enacted in eight areas: bus driver responsibility, stakeholder training, bus driver evaluation through observation, student consequences for assaulting a bus driver, bus ridership, bus surveillance technology, bus routes for special education students, and a district-wide universal transportation system with supporting programs. Panelists indicated that student bus behavior could be improved if practices were implemented in nine areas: stakeholder communication, bus driver knowledge, stakeholder training content, stakeholder training processes, stakeholder daily practices, the enforcement of policies and procedures, positive behavior support systems, data analysis, and a district advisory committee. / Ed. D.

The effect of selected driver and instructional variables on attitude change of school bus drivers was examined. A total of 113 male and 69 female in-service Texas school bus drivers participated. The course of instruction, totaling 20 classroom hours, consisted of 11 units related to driving efficiency. Driver attitude was measured by a multiple-choice check list, administered prior to and following the course of instruction. A significant positive change occurred in those variables related to driver age, educational attainment, and number of classroom participants. Those variables involving course participation status and sex difference resulted in no significant positive attitude change. These findings may prove helpful in designing training programs for school bus drivers.

[pt] Este estudo procurou conhecer melhor a vida profissional dos motoristas de ônibus urbano da cidade do Rio de Janeiro. Inicialmente, fez-se um apanhado histórico sobre o ônibus e o posto de trabalho deste profissional. Em seguida, relatou-se sobre os custos humanos, físicos e psíquicos envolvidos no desempenho desta atividade. Uma problematização, como parte da Apreciação Ergonômica foi realizada para levantar os principais problemas dos motoristas em seus postos de trabalho. Foram sujeitos do estudo os motoristas de uma empresa de ônibus sediados no município do Rio de Janeiro. A hipótese levantada foi de que os movimentos repetitivos levam o motorista de ônibus a adquirir uma postura inadequada, podendo ocasionar constrangimentos físicos permanentes, que podem levar a insatisfação com o exercício profissional. Uma avaliação postural foi realizada, aliada a aplicação de questionários que tentavam avaliar as reações emocionais, distúrbios de pensamento, mudanças de comportamento; reações positivas e sensações e atenção dos motoristas durante sua atividade, objetivando comprovar a hipótese estabelecida. A hipótese foi comprovada, no que diz respeito a mudança de postura: a maior parte dos motoristas avaliados tem o ombro direito deprimido em relação ao esquerdo, a cabeça inclinada para a esquerda, anteriorizada, e sentem dores nestas partes do corpo. Por outro lado, os motoristas afirmam lidar muito bem com seu trabalho, e cerca de 98% dos entrevistados responderam que gostam de seu trabalho. O fato dos motoristas gostarem do que fazem minimiza os desgastes psicológicos da profissão, mas não consegue abrandar os problemas físicos causados por ela. / [en] This study tried to know a little better the professional life of the urban bus drivers in the city of Rio de Janeiro. Firstly, a brief historical revision was done about the bus and the urban bus driver professional. Then, main information about human, physical and psychic costs where presented. A problematization, as part of Ergonomic Appreciation was performed to question about the major problems of bus drivers in their workstations. In this phase, drivers from a specific bus enterprise in Rio de Janeiro were studied. The research hypothesis was that the repetitive movements leas the bus driver to an inadequate posture, that can result in permanent physical constraints, that can stimulate dissatisfaction in professional performance. A postural evaluation was carried out, joined to questionnaires that tried to evaluate emotional reactions; thinking disturb; behavioral changes; positive reactions and sensations and attention of the bus drivers during their task, aiming to validate the hypothesis. The hypothesis was confirmed, when related to the postural change: major of the evaluated bus drivers have the right shoulder depressed if compared to his left one, and head inclined to left, forward, and feel pain in these body parts. On the other hand, the bus drivers affirm that like their work, and circa of 98% of the subjects answered that they enjoy their job. The fact of the bus drivers likes their job minimize the psychological erode of the profession, but can t reduce the physical problems associated to her.