<p>The relationship between organizational commitment among public health employees within South Africa is becoming a big concern as highlighted in media and studies. The aim of this study was to investigate the relationship between organizational commitment and absenteeism amongst different occupational clases within a health sector environment in the Western Cape region.</p>

La present tesi analitza la relació entre els factors psicosocials laborals i l’absència al treball per motius de salut, tenint en compte el tipus de contracte i el gènere, als països de la Unió Europea (UE) mitjançant la Segona (n=15.146) i Tercera Enquesta Europea de Condicions de Treball a la Tercera (n=21.703). Les altes demandes psicològiques i el baix control es van associar amb més absències per motius de salut tant en els treballadors permanents com en els temporals. Les associacions foren més fortes en els homes que en les dones. Entre els temporals, la combinació de baixes demandes amb alt control s’associà amb menys absències, mentre que la combinació d’altes demandes amb baix control s’associà amb més absències. S’han de promoure polítiques per per tal de reduir l’exposició a factors psicosocials i evitar el deteriorament de la salut dels treballadors tenint en compte les diferències per tipus de contracte i gènere. / This thesis examines the relationship between psychosocial factors and health-related work absences, taking into account the type of contract and gender, the countries of the European Union (EU) using the Second (n = 15,146) and Third European survey on Working Conditions Third (n = 21,703). High psychological demands and low control were associated with more absences due to health reasons in both permanent and temporary workers. The associations were stronger in men than in women. Among temporary workers, the combination of low demands with high control was associated with less absences, while the combination of high demands with low control was associated with more absences. We should promote policies to reduce exposure to psychosocial factors and avoid deterioration of workers’ health taking into account differences by type of contract and gender.

This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.

Diss. (sammanfattning) Linköping : Linköpings universitet, 2007. / Härtill 5 uppsatser.

Thesis (Ph. D.)--United States International University, 1990. / Includes bibliographical references (leaves 124-143).

Thesis (M.A.(HMS)--Universiteit van Pretoria, 2001. / Summary in English and Afrikaans. Includes bibliographical references.

La mise en place d’une politique Qualité de Vie au Travail (QVT) présente de multiples intérêts. Du point de vue des entreprises, elle permet l’amélioration des performances économiques à travers l’augmentation de la productivité et de la compétitivité. Pour les salariés, elle préserve l’intégrité des collectifs tout en renforçant l’équité. Plus largement, elle répond à un enjeu de bien-être social et de santé publique, en contribuant « à une plus grande viabilité des systèmes de sécurité sociale. »Confrontée à de nombreuses difficultés dans ses relations professionnelles (désengagement et démotivation de ses salariés, problématique d’absentéisme et de retards importante, relations conflictuelles avec les syndicats difficultés de recrutement, turn over élevé, etc.), la SEM VFD, entreprise de transport de voyageurs par autocars, a besoin d’analyser la Qualité de la Vie au Travail des salariés et d’agir sur leur satisfaction. Le projet de thèse mené dans le cadre d’une Convention Industrielle de Formation par la Recherche (CIFRE), a consisté d’une part à établir un diagnostic de la situation de travail à travers le suivi d’indicateurs de satisfaction (notamment l’absentéisme) ; d’autre part à définir des axes de progrès afin d’aboutir à la mise en place d’une gestion des Ressources Humaines plus efficace, améliorant simultanément la performance économique et la qualité du travail.Cette thèse s’articule autour de cinq chapitres. Le premier vise à déterminer les facteurs de risques présents au sein des organisations (section 1) et à évaluer leurs conséquences, tant au niveau de l’individu, de l’entreprise que de la collectivité dans son ensemble (section 2). Le second chapitre s’attache à repérer les principaux indicateurs pouvant alerter d’une situation d’insatisfaction et de souffrance au travail (une section entière est consacrée à l’absentéisme, indicateur particulièrement révélateur). Le troisième chapitre clarifie la notion de Qualité de Vie au Travail (section 1) et démontre les liens qu’elle entretient avec la performance de l’organisation (section 2). Le quatrième chapitre dresse un état des lieux de la Qualité de Vie au Travail au sein de VFD (à travers l’Inventaire Systémique de la Qualité de Vie au Travail). Enfin le dernier chapitre examine les enjeux de la mise en place d’une démarche Qualité de Vie au Travail (section 1) et définit les leviers d’amélioration de la performance économique et du bien-être au travail (section 2). / The implementation of a Quality of Working Life policy yields multiple benefits. From the point of view of businesses, it enables an improvement in economic performance via an increase in productivity and competiveness. For employees, it preserves the integrity of collectives whilst also reinforcing equality. More broadly, it responds to an issue of social wellbeing and public health, in contributing to more viable social security systems”.The SEM VFD coach transport company is confronted with numerous difficulties with regard to its professional relations (disengagement and de-motivation of employees, absenteeism and significant lateness, conflicting relationships with unions, recruitment difficulties, high turnover, etc.). It therefore needs to analyse the Quality of Working Life of its employees and to act to ensure their satisfaction. The thesis project was undertaken within the framework of an Industrial Convention of Training by Research (Convention Industrielle de Formation par la Recherche - CIFRE). It consisted, on the one hand, of monitoring satisfaction indicators (notably absenteeism) in order to establish an analysis of the work situation and, on the other hand, defining areas of improvement in order to successfully implement a more effective management of human resources, simultaneously improving economic performance and quality of work.This thesis comprises five chapters. The first seeks to determine the risk factors present within businesses (section 1) and to evaluate their consequences, not only for individuals and businesses, but also for the community as a whole (section 2). The second chapter aims to identify the principal indicators that can warn of dissatisfaction and suffering at work (an entire section is devoted to absenteeism, a particularly revealing indicator). The third chapter clarifies the notion of Quality of Working Life (section 1) and demonstrates the links that it has with the performance of a business (section 2). The fourth chapter provides an overview of Quality of Working Life within VFD (via a Quality of Working Life Systemic Inventory). Finally the last chapter examines the issues surrounding the implementation of a Quality of Working Life approach (section 1) and defines the measures necessary to improve economic performance and wellbeing at work (section 2).

p. 1-85 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-04-30T17:41:14Z No. of bitstreams: 1 333333333.pdf: 250715 bytes, checksum: d0725f7bc52614bbf53110aff0346099 (MD5) / Approved for entry into archive by Maria Creuza Silva(mariakreuza@yahoo.com.br) on 2013-05-04T17:40:49Z (GMT) No. of bitstreams: 1 333333333.pdf: 250715 bytes, checksum: d0725f7bc52614bbf53110aff0346099 (MD5) / Made available in DSpace on 2013-05-04T17:40:49Z (GMT). No. of bitstreams: 1 333333333.pdf: 250715 bytes, checksum: d0725f7bc52614bbf53110aff0346099 (MD5) Previous issue date: 2004 / O objetivo deste trabalho foi estudar o absenteísmo numa população de trabalhadores, submetidos as ações de um programa de consultoria e diagnóstico em saúde, implantado numa instituição financeira estatal, para reduzir o absenteísmo por doença, através da mensuração dos afastamentos do trabalho por doença e das principais causas de afastamento. A população de trabalhadores foi avaliada em dois momentos distintos, antes da implantação do programa e a partir de dois anos após seu início. Foram avaliados 438 trabalhadores num estudo seqüencial do tipo case crossover, onde cada trabalhador foi controle dele mesmo. Cada trabalhador, para participar da população do estudo, precisou ter sido submetido as ações do programa e ter pelo menos duas avaliações de saúde, através dos exames do PCMSO (Programa de Controle Médico e Saúde Ocupacional), antes e depois da implantação do programa. Verificou-se uma redução no número de afastamentos, após a implantação do programa, passando de 29,0% no momento anterior ao programa, para 25,0% na segunda avaliação (um declínio de 1,2 %). As doenças osteomusculares apareceram como maior responsável pelos afastamentos do trabalho no grupo estudado, seguido pelas doenças do aparelho respiratório, tanto no momento anterior quanto no posterior à intervenção. Esses achados foram discutidos à luz da importância da implantação desses programas pelas empresas, assim como da necessidade de serem avaliados sistematicamente, para medir o alcance dos objetivos propostos, buscando garantir melhores condições de trabalho e saúde para os funcionários. Também são discutidas as proporções de doenças osteomusculares nessa categoria, associados às características das atividades desempenhadas. / Salvador

Orientador: Carmen Maria Casquel Monti Juliani / Resumo: O crescimento da produção brasileira de citrus e as demandas internacionais pelos produtos, como o suco integral, suco de laranja concentrado – congelado, farelo de polpa, polpa congelada, álcool, óleos e essências, que representam 100% do aproveitamento da fruta, tem tornando o Brasil um dos maiores países exportadores. Este segmento absorve grande quantidade de trabalhadores temporários por hectare no Estado de São Paulo. Neste contexto, tradicionalmente, se comparado aos demais, os trabalhadores rurais apresentam baixa qualificação profissional, menores salários, precárias condições de trabalho e dificuldade de acesso a bens e serviços de saúde. São condições que dificultam que os trabalhadores rurais adotem estilos de vida saudáveis pela limitação de informações. Desta forma, o adoecimento dos trabalhadores dá origem ao absenteísmo e causa perceptível prejuízo. O levantamento das características relacionadas ao absenteísmo-doença poderá revelar os pontos críticos existentes entre o trabalho executado e a ocorrência de agravos à saúde. O objetivo deste estudo foi identificar fatores associados ao absenteísmo-doença e investigar os condicionantes em uma empresa citrícola do interior do Estado de São Paulo e a partir dos resultados elaborar um plano de ação voltado à saúde dos trabalhadores. Trata-se de estudo coorte única não concorrente com seguimento de 1 (um) ano, desenvolvido em uma empresa citrícola do interior do Estado de São Paulo. A população-alvo são os funcionári... (Resumo completo, clicar acesso eletrônico abaixo) / Mestre

Elevers psykiska ohälsa och skolfrånvaro är i dag ett aktuellt problem och studier har visat att skolan har stor betydelse för elevers (väl)mående. Elevers psykiska ohälsa och deras problem kan yttra sig på många olika sätt, där skolfrånvaro är en. Syftet med studien är att undersöka hur elevhälsan arbetar pedagogiskt för att främja skolnärvaron hos elever som har problematisk skolfrånvaro eller är hemmasittare. Studien är en kvalitativ metod med semistrukturerande intervjuer av fem respondenter. Urvalet av intervjurespondenter har gjorts strategiskt i den mening att de utvalda respondenterna ingår i speciella yrkeskategorier som har en hög relevans för studien, skolkurator och specialpedagog inom elevhälsan. Resultatet har analyserats från ett hermeneutiskt fenomenologiskt tillvägagångssätt. Resultatet visar att det finns komplexa faktorer bakom elevers skolfrånvaro som kräver mångsidiga lösningar. Elevhälsan har ett brett och varierande pedagoiskt arbete med eleven i fokus som främjar skonärvaro samt att respondenterna ofta upplever arbetet som svårt och komplext.