<p>The essay treats religion teachers’ planning and how this is affected, from the perspective of three different aspects: steering documents, pupils and colleagues. Through interviews with a number of upper secondary school teachers, thoughts and opinions concerning these aspects impact on the planning, both from a quantitative and qualitative perspective, have been raised. The steering documents have proved to have the strongest influence on planning, while pupils’ and colleagues’ opinions have come second. The authors are in their closing discussion surprised to see the domination of the steering documents and the lack of cooperation between pupils and teachers as well as between teachers when planning.</p> / <p>Uppsatsen behandlar religionslärares planering och hur denna påverkas utifrån tre aspekter: styrdokument, elever och kollegor. Författarna har genom intervju med ett antal gymnasielärare tagit del av tankar och åsikter angående dessa tre aspekters kvantitativa och kvalitativa påverkan på planeringen. Styrdokumenten har visat sig vara den starkaste kraften i planeringen, medan elevernas och kollegornas åsikter kommit i andra respektive tredje hand. Författarna är i sin slutdiskussion förvånade över styrdokumentens starka roll i planeringen och den brist på samarbete mellan både elever och lärare och lärare emellan som blir synliggjord.</p>

The essay treats religion teachers’ planning and how this is affected, from the perspective of three different aspects: steering documents, pupils and colleagues. Through interviews with a number of upper secondary school teachers, thoughts and opinions concerning these aspects impact on the planning, both from a quantitative and qualitative perspective, have been raised. The steering documents have proved to have the strongest influence on planning, while pupils’ and colleagues’ opinions have come second. The authors are in their closing discussion surprised to see the domination of the steering documents and the lack of cooperation between pupils and teachers as well as between teachers when planning. / Uppsatsen behandlar religionslärares planering och hur denna påverkas utifrån tre aspekter: styrdokument, elever och kollegor. Författarna har genom intervju med ett antal gymnasielärare tagit del av tankar och åsikter angående dessa tre aspekters kvantitativa och kvalitativa påverkan på planeringen. Styrdokumenten har visat sig vara den starkaste kraften i planeringen, medan elevernas och kollegornas åsikter kommit i andra respektive tredje hand. Författarna är i sin slutdiskussion förvånade över styrdokumentens starka roll i planeringen och den brist på samarbete mellan både elever och lärare och lärare emellan som blir synliggjord.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Submitted by Larissa Vitoria Cardoso Cusielo (larissavitoria@id.uff.br) on 2018-01-18T17:03:02Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) DISSERTAÇÃO-MAURICIO-completa.pdf: 1705194 bytes, checksum: c3366b258d4c49360ee8f93c37bdae71 (MD5) / Rejected by Biblioteca do Aterrado BAVR (bavr@ndc.uff.br), reason: Prezada Larissa, Os campos de autor e afiliação estão incorretos. Att, Eliete on 2018-01-24T16:24:18Z (GMT) / Submitted by Larissa Vitoria Cardoso Cusielo (larissavitoria@id.uff.br) on 2018-03-20T17:35:34Z No. of bitstreams: 3 DISSERTAÇÃO-MAURICIO-completa.pdf: 1705194 bytes, checksum: c3366b258d4c49360ee8f93c37bdae71 (MD5) Produto.MAURICIO.pdf: 3325255 bytes, checksum: 78b16738d169a08fb28f4b6238de0664 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Biblioteca do Aterrado BAVR (bavr@ndc.uff.br) on 2018-03-20T18:17:36Z (GMT) No. of bitstreams: 3 DISSERTAÇÃO-MAURICIO-completa.pdf: 1705194 bytes, checksum: c3366b258d4c49360ee8f93c37bdae71 (MD5) Produto.MAURICIO.pdf: 3325255 bytes, checksum: 78b16738d169a08fb28f4b6238de0664 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-03-20T18:17:36Z (GMT). No. of bitstreams: 3 DISSERTAÇÃO-MAURICIO-completa.pdf: 1705194 bytes, checksum: c3366b258d4c49360ee8f93c37bdae71 (MD5) Produto.MAURICIO.pdf: 3325255 bytes, checksum: 78b16738d169a08fb28f4b6238de0664 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2017 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior – CAPES. / Governo do Estado do Rio de Janeiro. Secretaria Estadual de Educação. Regional Médio Paraíba. Colégio Estadual Honório Lima. / O papel do professor e sua forma de atuar em classe passam pelo desafio de se redefinir numa sociedade onde as tecnologias móveis estão disseminadas e o acesso à informação está ao alcance dos dedos de qualquer jovem. Nesse sentido, propomos em nosso trabalho uma sequência didática, que tem por objetivo utilizar de um ambiente virtual para ensinar as Leis de Ohm, fazendo uso de smartphones ou tablets em classe. O produto desenvolvido nessa dissertação foi a utilização de um ambiente virtual para o ensino de Leis de Ohm no ensino básico. Os dispositivos móveis servem de suporte tecnológico para que se use de simulações do PhET para a Lei de Ohm com o aplicativo Android denominado Física in mãos. Com a observação da simulação os alunos respondem a um questionário e com os dados extraídos podem construir gráficos (de Tensão vs Corrente elétrica, Resistência vs Comprimento e também de Resistência vs Área) com auxílio de outro aplicativo, denominado Vernier Graphical Analysis. Nossa proposta inclui também um questionário de avaliação dos conhecimentos prévios dos alunos acerca de eletricidade. Para avaliação final da sequência é proposto um questionário a ser respondido pelos alunos segundo o método de instrução pelos colegas, de Eric Mazur. Para implementação desse método em nosso produto utilizamos mais um aplicativo, o Plickers, que permite ao professor, com auxílio do smartphone e de placas de respostas distribuídas aos alunos, construir estatísticas das respostas dos alunos. Ao aplicar o produto em turmas do ensino médio de uma escola pública do estado do Rio de Janeiro observamos um comportamento mais participativo e interessado dos alunos, por conta da metodologia que fazia uso das Tecnologias da Informação e Comunicação (TICs). O papel do professor nesse contexto mudou, deixando de ser de um transmissor para ser um facilitador e mediador entre alunos, conhecimento e meios de aprendizagem. A elaboração do produto teve como fundamento teórico a teoria da aprendizagem significativa de Ausubel. / The role played by a teacher in class are been challenged and redefined in a society in which mobile technologies are widespread and the access to information is closer to everyone. In this sense, we propose in our work a didactic sequence, which aims to use a virtual environment to teach the Ohm's Laws, using smartphones or tablets in the classroom. The mobile devices serve as technological support for using simulations of PhET for Ohm's Law with the Android application called “Física in mãos”. By observing the simulation the students respond to a questionnaire and with the extracted data they can construct graphs (of Voltage vs Electrical Current, Resistance vs Length and also of Resistance vs Area) with the aid of another application, called “Vernier Graphical Analysis”. Our proposal also includes a questionnaire assessing students' prior knowledge on electricity. As final evaluation of the sequence, we propose a questionnaire to be answered according to the method of peer instruction, by Eric Mazur. To implement this method in our product we use another application, called “Plickers”, which allows the teacher, using the smartphone and the response cards distributed to students, to construct in time statistics of student responses. When applying the product in high school classes of a public school in the state of Rio de Janeiro we observed a more participative and interested behavior of the students, due to the methodology that made use of the TICs. The role of the teacher in this context has changed, from transmitting to mediator between students, knowledge and learning. The elaboration of the product was theoretically based on Ausubel's theory of meaningful learning.

Syfte: Syftet med uppsatsen är att få en ökad förståelse för vad som motiverar säljare, studien ämnar undersöka hur säljares motivation påverkas av belöningssystem och det sociala samspelet i form av; tävlingar, interaktion med kollegorna och utvecklingsmöjligheter. Metod: För att samla in material till studien har semi-strukturerade intervjuer används. I studien har åtta säljare intervjuats. Slutsatser: Studien har visat att kollegor och feedback är viktigt för våra respondenters motivation på arbetsplatsen. Viljan att gå till arbetet påverkas av relationerna till kollegorna. Feedback är viktigt för motivationen till arbetet. Kollegornas feedback värmer medan chefens feedback fungerar mer som en sporre till att arbeta hårdare. Provision, tävlingar och utvecklingsmöjligheter är något som motiverar flertalet av våra respondenter. Provisionen är en morot för de flesta och tävlingar gör det lite roligare för de anställda. Utvecklingsmöjligheter är viktigt för majoriteten av studiens respondenter. / Purpose: The purpose of this paper is to obtain a better understanding of what motivates salespeople, the study aims to investigate how the motivation of salespeople is influenced by reward systems and social interaction in the form of; competitions, interaction with colleagues and development opportunities. Methodology: To collect material for the study semi-structured interviews has been used. Eight salespersons were interviewed. Conclusions: The study has shown that for our study’s respondents colleagues and feedback is the most important source of motivation in the workplace. The will to go to work is influenced by relationships with colleagues while the feedback is important for the motivation to work. Colleagues' feedback is warming while the manager's feedback acts more as an incentive to work harder. Commissions, competitions and development is something that motivates the majority of our respondents. The commission is a carrot for the majority and competitions make it more fun for employees. Development opportunities are important for the majority of the study respondents.

Bakgrund: Omhändertagande och omsorg ses vanligen som en uppgift förkvinnor, vilket gör att rollen som sjuksköterska kan vara svår att hantera för män.Andelen män i vården har under de senaste decennierna förblivit låg. Det finnsidag en påtaglig önskan att jämna ut könsskillnaderna inom sjuksköterskeyrket.Ett viktigt steg i att attrahera män till sjuksköterskeutbildningen är att skapatilltalande miljöer för den manliga sjuksköterskestudenten.Metod: Empirisk studie med kvalitativ ansats. Som datainsamling genomfördesintervjuer. Materialet analyserades med Graneheim & Lundmans kvalitativainnehållsanalys.Syfte: Att undersöka hur manliga sjuksköterskestudenter i ett kvinnodomineratyrke upplevde bemötandet från patienter och kollegor under sinverksamhetsförlagda utbildning (VFU).Resultat: Det framkom att manliga sjuksköterskestudenter generellt upplevdebemötandet positivt från såväl patienter som kollegor. Dock lever mångatraditionella uppfattningar av att män är läkare och kvinnor sjuksköterskor kvarhos huvudsakligen patienter som gör att manliga sjuksköterskestudentersomvårdnadskompetens kan bli i ifrågasatt.Konklusion: Studien indikerar på att det goda bemötandet som manligasjuksköterskestudenter upplever är på grund av att de är eftertraktade och män blirdärför en uppskattad minoritet. De kan dock ställas inför hinder vid intimaomvårdnadssituationer på grund av sitt manliga kön. / Background: Nursing care is usually seen as a task for women, which makes thenursing role difficult to manage for men. The proportion of men in healthcareover the past decades has remained low. Today, there is a desire to even out thegender disparities in the nursing profession.An important step in obtaining men into nursing education is to create attractiveenvironments for the male nursing student.Aim: To examine how male nursing students in a female-dominated professionexperienced treatment from patients and colleagues during clinical placement.Method: An empirical study with qualitative approach. Data was collected byinterviews. The material was analyzed with Graneheim & Lundman's qualitativecontent analysis.Results: It was found that male nursing students generally felt positive about thetreatment from both patients and colleagues. However, many traditional beliefsthat men are doctors and women are nurses remain mainly with patients, whichallow male nursing students to be questioned for their nursing skills.Conclusion: The study indicates that the good treatment which male studentnurses experience is because they are sought after and therefore becomes anappreciated minority. Although they can be put to difficulties during intimatecaring situations due to their male gender.

L’accroissement des problèmes de santé liés au travail se transforme en une préoccupation majeure pour la santé publique, devenant difficile à maîtriser. Pour assurer une meilleure compréhension des problèmes de santé mentale des travailleurs, la littérature suggère de reconnaitre la complexité de ses déterminants en tenant compte des différentes sources qui peuvent altérer la santé mentale des travailleurs. L’objectif de ce mémoire est de vérifier l’effet modérateur du capital psychologique et de la justice procédurale sur la relation entre le soutien social des collègues et l’épuisement professionnel. Les données utilisées pour ce mémoire découlent de l’échantillon du cycle-1 de l’Étude Longitudinale de l’Observatoire sur la Santé et le Mieux-être au Travail (ELOSMET) de l’Université de Montréal. La collecte de données s’est échelonnée du 28 février 2019 au 26 février 2020 et se base sur un échantillon de 3025 personnes venant des clients des fournisseurs de service Telus Santé (précédemment Solutions mieux-être Lifeworks et auparavant Morneau Shepell) et Croix Bleue Medavie. Des analyses descriptives, bivariées et multivariées (multiniveaux) ont été réalisées pour répondre aux hypothèses émises. Les analyses multiniveaux ont permis de partiellement confirmer l’existence d’un effet de modération du capital psychologique sur le lien entre le soutien social des collègues et l’épuisement professionnel. Elles nous ont également suggéré une association significative négative entre trois variables (le soutien social des collègues, la justice procédurale et le capital psychologique) et l’épuisement professionnel. Cela dit, les analyses multiniveaux n’ont pas permis de confirmer l’effet modérateur entre la justice procédurale sur la relation entre le soutien social des collègues et l’épuisement professionnel. Nos résultats montrent également que plusieurs des variables de contrôles sont associées de façon significative à l’épuisement professionnel, soit l’âge, le genre, le niveau de scolarité, l’utilisation des compétences, l’autorité décisionnelle et les demandes psychologiques. Les résultats soutiennent la pertinence d’utiliser une perspective élargissant le cadre de l’individu au-delà du simple contexte professionnel. Il permet d’approfondir notre compréhension du développement de l’épuisement professionnel. / The increase in work-related health issues is becoming a major concern for public health and is now difficult to control. To ensure a better understanding of workers’ mental health issues, the literature suggests acknowledging the complexity of its determinants, taking into account various sources that can impact workers’ mental health. The objective of this thesis is to examine the moderating effect of psychological capital and procedural justice between colleagues’ social support and burnout. This study is based on data from the first cycle of the ELOSMET survey at the University of Montreal. The data collection took place from February 28, 2019, to February 26, 2020, and the final sample is composed of 2 327 individuals from clients of the service providers Telus Health (previously Lifeworks and originally Morneau Shepell) and Croix Bleue Medavie. Descriptive, bivariate, and multivariate (multilevel) analyses were conducted to address the hypotheses proposed above. Multilevel analyses have partially confirmed the existence of a moderation effect of psychological capital between colleagues’ social support and burnout. The results showed a negative significant association between three variables (colleagues’ social support, procedural justice, and psychological capital) and burnout. However, the multilevel analyses did not demonstrate the moderating effect of capital justice between colleagues’ social support and burnout. Our results have shown that several of our control variables are significantly associated with burnout, including age, gender, education level, skill utilization, decision authority, and psychological demands. These results support the relevance of using the perspective that expands the individual’s framework beyond the simple work context, allowing for a deeper understanding of burnout development.