Background: Compassion fatigue is a phenomenon described as emotional exhaustion. Healthcare professionals are a high-risk group susceptible to compassion fatigue. It manifests as the objectification of the patient, with a focus on medical technology, leading to a loss of the caring relationship. Compassion is rooted in abilities such as empathy and sympathy, representing an ideal approach expected of nurses. Quality nursing is built on respect, interpersonal interaction, and effective communication, all falling within the responsibility of nurses to fulfill. Aim: The purpose was to highlight factors leading to compassion fatigue among nurses in hospital-based care. Method: The chosen method was a literature study involving the collection of qualitative research, with a total of 10 scientific articles. Results: The results are presented in three themes: personal factors, care-related factors, and workrelated factors. Seven subthemes were identified: meeting patients' needs, not accepting the uncontrollable, managing demands and attitudes of relatives, internal negative thoughts and feelings, the mutual impact of personal and professional life, the challenging work environment, and insufficient support from colleagues and management. Conclusion: The factors behind compassion fatigue encompass various dimensions of nurses' professional lives but also extend into their personal lives. To counteract compassion fatigue, more knowledge and research on the phenomenon are needed. / Denna litteraturstudie har undersökt empatitrötthet hos sjuksköterskor och mer specifikt om vilka de bakomliggande faktorerna var till att sjuksköterskor drabbas av empatitrötthet. Empatitrötthet är ett tillstånd när sjuksköterskor inte längre känner empati och medlidande för sina patienter. Syftet var att belysa faktorer som leder till empatitrötthet hos sjuksköterskor inom sjukhusbaserad omvårdnad. Denna studie har därför genom att läsa den vetenskap som idag existerar om empatitrötthet, kunnat sammanställa olika anledningar till vad som orsakar empatitrötthet. Studiens resultat består av tre teman samt sju subteman. Det första temat var vårdrelaterade faktorer med subteman att möta patienters behov, att inte acceptera det opåverkbara och att hantera anhörigas krav och attityder. Där framkom det bland annat att kommunikationen mellan sjuksköterskor, patienter och deras anhöriga, i vissa fall kunde kännas väldigt krävande. Det kunde leda till att sjuksköterskor började ta avstånd eller började tvivla på sig själva och deras egentliga kunskap. Nästa tema var personliga faktorer med subteman, inre negativa tankar och känslor, samt privatlivet och arbetslivets ömsesidiga påverkan.Framför allt handlade det om att sjuksköterskor i sitt yrke möter mycket lidande och genom deras medlidande kände de också ett eget lidande. Detta gjorde att sjuksköterskor till slut behövde ta avstånd för att klara av att fortsätta arbeta. Många sjuksköterskor vittnade om att det påverkade deras privatliv, de drömde mardrömmar och fick kroppsliga symptom som förhöjt blodtryck. Det tredje temat var arbetsrelaterade faktorer med subteman, det hårda arbetsklimatet, och att stödet brister från kollegor och ledning. Där lyftes arbetsbelastningen och arbetsmiljöns påverkan på sjuksköterskor. Arbetsbelastningen kunde ofta vara mycket hög och det utvecklade en stress hos sjuksköterskorna som mynnade till slut ut i en empatitrötthet.Slutligen kom forskningen fram till att de behövs mer kunskap om empatitrötthet.

Background The focus of this study is on how far GPs¿ perceptions of dementia map onto the components and contributing factors to stigma as described by Link and Phelan (2001; 2006) and Jones et al. (1984). Aim The study explores GPs¿ perceptions of dementia as a stigma, develops a specific conceptualization of the stigma of dementia and considers implications for timely diagnosis. Methods Data from twenty-three GPs in northern England were collected by semistructured telephone interviews. Within the context of a qualitative design, a combined process of grounded theory and framework analysis was adopted to collect and analyse data. Results The findings reveal that GPs¿ perceptions of dementia map onto Link and Phelan and Jones¿ identification of contributing factors and components of stigma and may hinder timely diagnosis. Three themes emerged reflecting a dynamic process of making sense of dementia, relating perceptions to oneself and considering the consequences of dementia. Within those themes, certain categories had particular salience for GPs, namely the characteristics of the attribute, existential anxiety and discrimination. The themes and categories are inter-related and can be considered as parts of a system. Perceived lack of reciprocity could be detected in most categories which suggests that it is influential in the social construction of the stigma of dementia. Conclusion The data suggest that current conceptualizations of stigma are insufficient to fully account for the stigma of dementia. A specific conceptualization of the stigma of dementia is proposed and the implications of GPs¿ perceptions for timely diagnosis are discussed.

Syftet med denna studie var att få en djupare förståelse om professionellas upplevelser av nätmobbning bland ungdomar 14-16 år. För att besvara syftet har sex halvstrukturerade intervjuer genomförts med professionella som arbetar i nära kontakt med ungdomar inom skolväsendet och socialt arbete. För att analysera resultatet har symbolisk interaktionism använts samt begreppen attityder och normer. Resultatet påvisade att ungdomar som utsätts för nätmobbning kan uppvisa depressiva symtom, självskadebeteende samt, i vissa fall, har självmordsförsök utförts. En bidragande faktor till varför nätmobbning förekommer i den utsträckning som det gör är att ungdomar kan vara anonyma på internet. Anonymiteten bidrar till att ungdomar kan vara elaka mot varandra utan att ta ansvar för sitt handlande. Genom att informera och upplysa ungdomar om följderna av att utsätta någon för nätmobbning ansågs vara det effektivaste verktyget för att förebygga att nätmobbning förekommer enligt intervjupersonerna. / The purpose of this study was to gain a deeper understanding of the professionals experiences of cyber bullying among teenagers of the age 14-16. To answer the purpose of the study six semi-structured interviews were performed with professionals who work in close contact with teenagers within the school system and social work. To analyze the results symbolic interactionism is used as well as concepts of attitude and norms. The results demonstrated that teenagers that have experienced cyber bullying can exhibit symptom of depression, self harming behavior and in certain cases performed suicide attempts. One contributing factor to why cyber bullying present to the extent it does is because teenagers are able to be anonymous on the internet. Being anonymous contributes to teenagers being able to act cruel towards each other with little repercussion. By informing teenagers and drawing attention to the impact cyber bullying have on a person is considered the most effective way to prevent cyber bullying to present itself according to interviewed people.

Thesis (MPhil)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Rehabilitation therapists are at risk for burnout as a result of their emotionally challenging and stressful jobs. No South African studies could be found that focus on burnout in therapists who work in the field of rehabilitation. This study attempted to determine the prevalence of burnout amongst a select group of therapists in South Africa i.e. therapy staff employed by Life Rehabilitation. In addition, contributing factors to burnout in this environment, current management of the problem and suggestions for future management were explored. A descriptive design which used both quantitative and qualitative methods was utilised. Forty-nine therapists and seven managers participated in the study. No sampling was done. Quantitative data was collected through a demographic coding sheet and the Maslach Burnout Inventory (MBI). Data were statistically analysed and a p value of < 0.05 was deemed statistically significant. Interview schedules were used to guide the qualitative interviews on participants’ understanding of burnout, contributing factors, its impact on the therapists and company as well as management strategies. Qualitative data was analysed according to the inductive method. Regarding burnout prevalence in each of the subsections of the MBI, 57.14% of the therapy staff had high levels of Emotional Exhaustion (EE), 20.4% reported depersonalisation (DP) and 38.77% had low levels of Personal Accomplishment (PA). The variables associated with high burnout scores were: male gender (p=0.0238) (PA), absence of children (P=0.02994) (EE), (p=0.03895) (PA), ≤ four years tertiary education (p=0.03640) (PA), ≤ R15 000 income (p=0.02262) (PA), not working weekends (p=0.02882) (DP), none or poor coping skills (p=0.03180) (EE), high overwhelming work load (p=0.03972) (EE), (p=0.01227) (DP), overwhelming/too small patient load (p=0.02365) (EE), high administration load (p=0.00302) (PA), seldom achievable deadlines (p=0.03693) (DP), postponed contact with patients (p=0.02023) (DP), (p=0.01164) (PA) and a poor work environment (p=0.02162) (EE), (p=0.04034) (DP). The qualitative data identified the following factors as causes of burnout: relationship challenges, lack of planning and coping skills, personality type, disempowerment, the nature of rehabilitation work, private health care environment, ethical dilemmas, time pressures, lack of rewards, lack of space and resources, uncertainty/change, lack of support from management and high workload. The following burnout management strategies emerged from the qualitative data: psycho-social intervention, team building, decrease in workload/increase in staff, adjustment of administrative workload, acknowledgement of staff through salaries and other rewards, adjustment to leave package, improved orientation and induction of staff, “time-out” opportunities, development of staff and managers, improved treatment facilities, feedback from discharged patients as well as implementation of burnout monitoring systems and development of a burnout policy and burnout management system. Recommendations to Life Rehabilitation focus on practical strategies regarding the detection, prevention and management of burnout in therapists. The groundwork has been done through this research. Successful strategic implementation will depend on the leadership of the organisation and without these key players and all the other role players involved, commitment in terms of time, money and allocation of resources it will remain an academic exercise. / AFRIKAANSE OPSOMMING: Die gevaar bestaan dat gesondheidswerkers hulle kan “uitbrand” as gevolg van die emosioneel uitmergelende aspekte van hul werk en die kroniese inspanning waaraan hulle blootgestel word. Geen Suid-Afrikaanse studies kon gevind word wat op uitbranding van die terapeut of die terapeut-assistent in die rehabilitasieveld fokus nie. Hierdie studie het die oogmerk om die prevalensie van uitbranding onder ’n selektiewe groep terapeute, die terapeute in diens van Life Rehabilitasie in Suid Afrika, te bepaal. Ter aanvulling van die prevalensie van uitbranding, is die bydraende faktore van uitbranding in hierdie omgewing, die huidige bestuur van die probleem en voorstelle vir toekomstige bestuur ondersoek. ’n Beskrywende studie-ontwerp, wat sowel kwantitatiewe as kwalitatiewe metodes insluit, is vir data-insameling en -ontleding gebruik. ’n Steekproef is nie gebruik nie. Nege-en-veertig terapeute en sewe bestuurders het aan die studie deelgeneem. Die demografiese inligting is met behulp van ’n demografiese kodeblad ingesamel en maak deel uit van die kwantitatiewe data. ’n P waarde van < 0,05 is as statisties beduidend beskou. Daar is van die Maslach Uitbranding-Inventaris (Maslach Burnout Inventory) gebruik gemaak om die prevalensie van uitbranding te bepaal. Onderhoudskedules is gebruik tydens die kwalitatiewe onderhoude waartydens deelnemers se begrip van uitbranding, die bydraende faktore en die impak op die terapeute en maatskappy, asook die bestuurstrategieë te bepaal. Die kwalitatiewe data is volgens die induktiewe metode ontleed. Aangaande die dimensies van uitbranding, het die studie bevind dat 57,14% van die terapeute hoog getoets het vir emosionele uitputting (EU), 20.4% het in die hoë kategorie vir depersonalisasie (DP) geval en 38,77% het lae vlakke van persoonlike vervulling (PV) gehad. Die veranderlikes wat met hoë uitbranding-tellings verband gehou het, was manlike geslag (p=0.0238) (PV), gebrek aan kinders (p=0.02994) (EU), (p=0.03895) (PV), ≤ vier jaar tersiêre opleiding (p=0.03640) (PV), ≤ R15 000 inkomste (p=0.02262) (PV), geen werk oor naweke (p=0.02882) (DP), geen of min bybly-vermoëns (p=0.03180) (EU), hoë, oorweldigende werklas (p=0.03972) (EU), (p=0.01227) (DP), oorweldigende of ontoereikende pasiënt-belading (p=0.02365) (EU), hoë administratiewe werklas (p=0.00302) (PA), selde bereikbare spertye (p=0.03693) (DP), uitgestelde kontak met pasiënte (p=0.02023) (DP), (p=0.01164) (PV), ’n swak werksomgewing (p=0.02162) (EU), (p=0.04034) (DP). Die hoof-oorsake van uitbranding is faktore wat met individue, pasiënt/werk, bestuur en administrasie verband hou. Strategieë is geïdentifiseer wat gebruik kan word om uitbranding konstruktief in hierdie omgewing te bestuur en sluit psigiese-sosiale behandeling, spanverbeteringe, werk/pasiënt aanpassings, erkenning van personeel, verlofaanpassings, vakansietyd-geleenthede, personeelontwikkeling en bestuursverbetering, asook die implementering van moniteringsisteme en beleidsontwikkeling in. Aanbevelings vir Life Rehabilitation is onder meer praktiese strategieë vir die opsporing, voorkoming en bestuur van uitbranding onder terapeute. Die aanvoorwerk is deur hierdie navorsing gedoen. Suksesvolle implementering van die strategieë sal van die leierskap in die organisasie afhang. Sonder hierdie en ander sleutelfigure, hul toegewydheid ten opsigte van tyd, geld en toewysing van middele sal dit slage akademise waarde hê.

Folkhälsa berör många samhällsområden och därför är det av vikt att människor i olika yrkeskategorier är medvetna och väl insatta i sin arbetssituation och dess inverkan på hälsan. Jordbruksyrket är rankat som ett av de tre farligaste yrkena och därför beslutade regeringen att ett projekt vid namn Säkert Bondförnuft skulle startas. Projektet koncentrerades till att få lantbruksföretag att vidta åtgärder som leder till förbättrad säkerhet i företaget. På Lantbrukarnas riksförbund, LRF arbetar handledare som informerar lantbrukare om de arbetsmiljöproblem som finns genom utbildningen Säkert Bondförnuft. Syftet med studien är att studera LRF:s handledares uppfattningar av lantbrukares riskmedvetenhet i deras arbetsmiljö. Därutöver studeras hur handledarna upplever lantbrukarnas mottaglighet av information gällande säkerhet i arbetsmiljön som tillämpats på kurstillfällena inom projektet Säkert Bondförnuft. Då intresset låg i att ta reda på handledares uppfattningar valdes kvalitativ ansats med intervjuer av fem handledare som insamlingsmetod. Vid intervjuerna användes en semikonstruerad intervjumanual. Intervjuerna analyserades med kvalitativ, induktiv innehållsanalys. I resultatet från studien anser handledarna att de lantbrukare som deltar i utbildningen är mer benägna att upptäcka de risker som kan finnas på arbetsplatsen och anses vara mer mottagliga för information. Studien har betydelse för framtidens aktiva människor inom jordbrukssektorn. Genom denna studie har tankar och åsikter från handledare i LRF:s regi belysts när de genom projektet Säkert Bondförnuft utbildat personer i lantbruksföretag att vidta möjliga åtgärder som leder till en förbättrad säkerhet i företaget. Med hänsyn till de resultat som framgått i studien kan den i framtiden hjälpa till att utveckla kursverksamhet för lantbrukare. Förhoppningen är att materialet från studien kan användas i dessa sammanhang. / Public health concerns many areas of society and therefore it is important that people of different professions are aware and familiar with their work situation and its impact on health. The profession of agriculture is ranked as one of the three most dangerous occupations, and therefore the government has decided that a project called Farmers Safe Common Sense should start. The project concentrates on how to get farming businesses to take actions which would lead to improved security in their enterprises. Through Farmers Safe Common Sense, the supervisors at the Farmers' Association, LRF, inform farmers about problems that may exist with work environment. The purpose of the study is to study how the supervisors of LRF perceive the farmers' risk awareness in their working environment. In addition, studies on how supervisors perceive farmers' receptivity of information regarding safety in the work environment, as applied to lectures in the project Farmers safe Common sense, was made. As the interest was in finding out how the supervisor's perceptions were, interviews with a qualitative approach were chosen as a collection method. A semi-constructed interview guide was used at the interviews consisting of five supervisor´s. The interviews were analyzed by a qualitative inductive content analysis. The results of the study showed that the supervisors consider the farmers who participated in the program to be more likely to discover the risks that may exist in the workplace, and are also considered to be more receptive to the information. The study has significance for the future of the people who are active in agriculture. Through this study, the thoughts and opinions of the supervisors of LRF have been highlighted when the project Farmers Safe Common sense educated people from farming businesses, so that they can take feasible steps that lead to improved safety in the company. Given the results shown in this study it can help developing training courses for farmers in the future and it is also hoped that the material from the study can be used in these contexts.

Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives. This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis. The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success. It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives. This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis. The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success. It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Submitted by Daniele Santos (danielesantos.htl@gmail.com) on 2017-01-18T19:20:02Z No. of bitstreams: 1 Ina -02102016.docx: 798193 bytes, checksum: c83882123b0ea9a1393ce60a818df5a9 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2017-01-24T13:34:46Z (GMT) No. of bitstreams: 1 Ina -02102016.docx: 798193 bytes, checksum: c83882123b0ea9a1393ce60a818df5a9 (MD5) / Made available in DSpace on 2017-01-26T12:00:24Z (GMT). No. of bitstreams: 1 Ina -02102016.docx: 798193 bytes, checksum: c83882123b0ea9a1393ce60a818df5a9 (MD5) Previous issue date: 2016-11-08 / The thesis explores the factors to consider for a successful post-merger integration. The hy-pothesis states that there are several levels of formal and informal factors critical in the post-merger integration contributing to successful mergers. The main focus of companies has typi-cally been on addressing possible synergies and financial effects. However, while analyzing the outcome of merger and acquisitions it has been seen that 70 to 90 percent of mergers fail to meet the long term financial goals over time. This indicates that the assessment of possible partners for a merger may not be the most effective. This thesis argues that factors such as organizational and cultural compatibility need to play a stronger role when selecting a partner to merge or acquire.

O objetivo geral deste trabalho é identificar os fatores contributivos e os fatores limitadores para negócios sociais nas regiões Sul e Sudeste do Brasil, por meio do atingimento dos seguintes objetivos específicos: (a) descrever os principais modelos conceituais existentes para negócios sociais, identificando similaridades e diferenças; (b) identificar as percepções dos principais atores sobre negócios sociais nas regiões Sul e Sudeste do Brasil; e (c) desenvolver um framework com as principais dimensões de análise, fatores contributivos e fatores limitadores para negócios sociais. Foi realizada uma pesquisa exploratória, qualitativa de abordagem direta e de análise descritivo-interpretativa, em duas fases. Na primeira, com pesquisa documental, na segunda por meio de trinta e seis entrevistas semi-estruturadas com atores-chave para negócios sociais no Brasil – empreendedores, suas equipes e organizações apoiadoras. Os dados coletados foram analisados segundo a técnica de análise de conteúdo e os resultados são apresentados de forma descritiva e sintetizados no framework de análise. Foram identificados oito fatores contributivos e dezoito fatores limitadores, distribuídos em cinco dimensões de análise. / The main objective of this research is to identify the contributing and limiting factors for social businesses in the Brazilian South and Southeast regions. The specific objectives are: (a) to describe the key existing social business conceptual models, making explicit their similarities and differences; (b) to identify the perception of the main players in the field of social business in the Brazilian South and Southeast regions; and (c) to develop an analytical framework with the main analysis dimensions, contributing and limiting factor. It was a two phases exploratory research, qualitative with a direct approach, with descriptive-interpretative analysis. On the first phase, the focus was on a documental research, on the second, the focus was on thirty-six semi-structured interviews with the main players in the field – entrepreneurs, their teams, and supporting organizations. The collected data processed according to the content analysis technique, and the results are presented in descriptive format, being sintetized in the analytical framework. The result were eight contributing factors and eighteen limiting factors, spread across five analytical dimensions.

O objetivo geral deste trabalho é identificar os fatores contributivos e os fatores limitadores para negócios sociais nas regiões Sul e Sudeste do Brasil, por meio do atingimento dos seguintes objetivos específicos: (a) descrever os principais modelos conceituais existentes para negócios sociais, identificando similaridades e diferenças; (b) identificar as percepções dos principais atores sobre negócios sociais nas regiões Sul e Sudeste do Brasil; e (c) desenvolver um framework com as principais dimensões de análise, fatores contributivos e fatores limitadores para negócios sociais. Foi realizada uma pesquisa exploratória, qualitativa de abordagem direta e de análise descritivo-interpretativa, em duas fases. Na primeira, com pesquisa documental, na segunda por meio de trinta e seis entrevistas semi-estruturadas com atores-chave para negócios sociais no Brasil – empreendedores, suas equipes e organizações apoiadoras. Os dados coletados foram analisados segundo a técnica de análise de conteúdo e os resultados são apresentados de forma descritiva e sintetizados no framework de análise. Foram identificados oito fatores contributivos e dezoito fatores limitadores, distribuídos em cinco dimensões de análise. / The main objective of this research is to identify the contributing and limiting factors for social businesses in the Brazilian South and Southeast regions. The specific objectives are: (a) to describe the key existing social business conceptual models, making explicit their similarities and differences; (b) to identify the perception of the main players in the field of social business in the Brazilian South and Southeast regions; and (c) to develop an analytical framework with the main analysis dimensions, contributing and limiting factor. It was a two phases exploratory research, qualitative with a direct approach, with descriptive-interpretative analysis. On the first phase, the focus was on a documental research, on the second, the focus was on thirty-six semi-structured interviews with the main players in the field – entrepreneurs, their teams, and supporting organizations. The collected data processed according to the content analysis technique, and the results are presented in descriptive format, being sintetized in the analytical framework. The result were eight contributing factors and eighteen limiting factors, spread across five analytical dimensions.