No dia 25/07/2010 o programa Pânico na TV levou ao ar uma brincadeira realizada ao vivo com seus próprios humoristas. Logo que chegaram ao aeroporto de Guarulhos vindos da África do Sul, onde cobriram a Copa da FIFA, foram recebidos pela produção que lhes ofereceu uma carona merecida, já que a equipe estava exausta da viagem e, segundo o próprio programa, havia trabalhado sem descanso e em péssimas condições. Ao invés de irem para casa, conforme o prometido, passaram horas rodando por São Paulo sem destino, até que foram deixados no aeroporto de Congonhas. Lá chegando, um colega humorista os recebeu afirmando que se tratava de uma brincadeira, mas o cansaço do passeio seria apenas a primeira, pois eles deveriam se encaminhar ao estúdio para enfrentarem uma lutadora profissional de vale-tudo. Já muito irritado, um técnico da equipe disse: Eu sou câmera, eu não tenho que tá participando desse negócio aí (...) tô cansado, porra, são quarenta dias, doze horas, comendo mal.... Todos os outros protestaram e, transtornados, se recusaram a participar: É uma falta de respeito isso com o cara que tá trabalhando, quero ir embora, quero ir para minha casa. O produtor do programa interveio e, com um celular em riste, ameaçou: tem uma ordem que é do Emílio e do Alan [diretores] pra todo mundo entrar no carro agora e ir todo mundo pra lá. Não obstante o ódio generalizado, eles retornaram ao carro. O humorista encarregado da piada tentou inúmeras vezes fazer os outros rirem até que, já constrangido, falou em tom de brincadeira: não fica bravo comigo, tô aqui trabalhando, cumprindo ordens, o outro respondeu: Brincar... a gente até compartilha com vocês, só que a gente tá sem comer, sem dormir, entendeu? É desumano isso, prá caramba. O câmera, irado, completou: Eu tenho uma puta consideração com você, mas como você consegue ver graça nisso, ver seus amigos de trabalho se fodendo (...) uma situação que não tem graça (...) O cara lá em casa vai olhar para mim e achar engraçado há há, o câmera man tá fodido. Quando chegaram ao estúdio, aquele que ainda tentava piadas, mas cujo olhar traduzia tristeza, disse com seriedade: Vem, por favor, eu também tô cansado, desculpa aí. Capítulo 1: Como essa coisa pôde ser televisionada sem a menor vergonha? Capítulo 2: O que sustenta a ameaça dos diretores? Capítulo 3: Por que a equipe voltou ao carro? Capítulo 4: Como o humorista suportou ver seus amigos de trabalho se fodendo? Capítulo 5: Por que a piada continuou?No dia 25/07/2010 o programa Pânico na TV levou ao ar uma brincadeira realizada ao vivo com seus próprios humoristas. Logo que chegaram ao aeroporto de Guarulhos vindos da África do Sul, onde cobriram a Copa da FIFA, foram recebidos pela produção que lhes ofereceu uma carona merecida, já que a equipe estava exausta da viagem e, segundo o próprio programa, havia trabalhado sem descanso e em péssimas condições. Ao invés de irem para casa, conforme o prometido, passaram horas rodando por São Paulo sem destino, até que foram deixados no aeroporto de Congonhas. Lá chegando, um colega humorista os recebeu afirmando que se tratava de uma brincadeira, mas o cansaço do passeio seria apenas a primeira, pois eles deveriam se encaminhar ao estúdio para enfrentarem uma lutadora profissional de vale-tudo. Já muito irritado, um técnico da equipe disse: Eu sou câmera, eu não tenho que tá participando desse negócio aí (...) tô cansado, porra, são quarenta dias, doze horas, comendo mal.... Todos os outros protestaram e, transtornados, se recusaram a participar: É uma falta de respeito isso com o cara que tá trabalhando, quero ir embora, quero ir para minha casa. O produtor do programa interveio e, com um celular em riste, ameaçou: tem uma ordem que é do Emílio e do Alan [diretores] pra todo mundo entrar no carro agora e ir todo mundo pra lá. Não obstante o ódio generalizado, eles retornaram ao carro. O humorista encarregado da piada tentou inúmeras vezes fazer os outros rirem até que, já constrangido, falou em tom de brincadeira: não fica bravo comigo, tô aqui trabalhando, cumprindo ordens, o outro respondeu: Brincar... a gente até compartilha com vocês, só que a gente tá sem comer, sem dormir, entendeu? É desumano isso, prá caramba. O câmera, irado, completou: Eu tenho uma puta consideração com você, mas como você consegue ver graça nisso, ver seus amigos de trabalho se fodendo (...) uma situação que não tem graça (...) O cara lá em casa vai olhar para mim e achar engraçado há há, o câmera man tá fodido. Quando chegaram ao estúdio, aquele que ainda tentava piadas, mas cujo olhar traduzia tristeza, disse com seriedade: Vem, por favor, eu também tô cansado, desculpa aí. Capítulo 1: Como essa coisa pôde ser televisionada sem a menor vergonha? Capítulo 2: O que sustenta a ameaça dos diretores? Capítulo 3: Por que a equipe voltou ao carro? Capítulo 4: Como o humorista suportou ver seus amigos de trabalho se fodendo? Capítulo 5: Por que a piada continuou? / On July 25, 2010, the TV show Pânico na TV (Panic on TV) aired a live joke involving its own comediants. As soon as they arrived at Guarulhos airport coming from South Africa, where they had covered the FIFA World Cup, they were welcomed by the production, which offered them a ride they deserved, since the team was exhausted, and, according to the show itself, had worked non-stop in terrible conditions. But instead of going home as promised, they spent hours driving around the city of São Paulo, until they were left at Congonhas airport. There, another comediant told them it was a joke, and the weariness of the ride would be only the beginning, once they should now go to the studio to fight a professional MMA fighter. Already very angry, a technician said: \"I\'m a cameraman, I don\'t have to take part into this (...) I\'m fucking tired, it was forty days, twelve hours, bad food...\" Everybody else protested, and, upset, refused to participate: \"This is a lack of respect with a working guy, I want to go away, I want to go home\". The show producer came, and, with his mobile in his hand, threatened: \"I\'ve got an order from Emílio and Alan (the directors) for everybody to step into that car now and go there\". So despite the general hatred, they went back to the car. The comediant in charge of the joke tried several times to make the others laugh, until, already embarrassed, said playfuly: \"don\'t get mad at me, I\'m working here, under orders\", to which another answered: \"Joking... we even share that with you, but we haven\'t eaten or slept, got it? This is fucking not human\". The cameraman, furious, added: \"I respect you a lot, but how can you see anything funny here, watching your co-workers getting screwed (...) not a funny situation really (...) the guy back at home will look at me and think this is funny, \'haha, the cameraman is fucked\'\". When they got to the studio, the one who was still trying to make jokes, but whose look expressed sadness, said seriously: \"Come on, please, I\'m also tired, I\'m sorry\". Chapter 1: How could this thing be shamelessly aired? Chapter 2: What sustains the directors\' threat? Chapter 3: Why did the crew go back to the car? Chapter 4: How did the comediant stood \"watching his co-workers getting screwed?\" Chapter 5: Why did the joke go on?

Research is burgeoning regarding the beneficial association of forgiveness with numerous health-related outcomes; however, its particular relationship to suicidal behavior has received relatively little attention. Both cynicism and psychache, or agonizing psychological pain, have displayed deleterious associations with suicidal behavior, but have rarely been incorporated into more comprehensive models of suicidal behavior. Consistent with the recent development of a theoretical model regarding the forgiveness–suicidal behavior association, the present study utilized an undergraduate sample of college students (N = 312) to test a mediation-based model of the cross-sectional association of forgiveness with suicidal behavior, as serially mediated by cynicism and psychache. Dispositional forgiveness of self and forgiveness of uncontrollable situations were each indirectly associated with less suicidal behavior via less psychache. Also, dispositional forgiveness of others was indirectly associated with less suicidal behavior via less cynicism and less psychache, in a serial fashion. The present results are consistent with the extent literature on the forgiveness–suicidal behavior association, cynicism, and psychache, and pending future studies, may be utilized to inform further treatment efforts for individuals at a high risk of attempting suicide.

The thesis concerns the dynamics during the 1990s of political action by many groups of people, in what came to be called the movement of movements. The activists, who held that corporations were overstepping some mark, worked on alternative arrangements for self-rule. The thesis views the movement as micropolitics, using concepts devised by Deleuze and Guattari. It sets out particulars of the rhizomic make -up of the movement. A key point is that the movement trains participants in decentred organisation, which entails the forming of subject-groups as opposed to subjugated groups. The thesis records how the movement was shaped by earlier events in political action and thinking, especially from the 1960s on. The movement had previously been read as a push for absolute democracy (Hardt and Negri). The thesis shows that reading to have been incomplete: the movement is, in part, a push for agonistic democracy. More a practice than a form of rule, agonistic democracy is found where state power is bent on not moulding peoples into any unified polity. It is found where state power fosters conflicted-self-rule, so that every citizen may engage in the polity as a decentred "I". The thesis throws light on relations between the movement and the constitutionalist state. Part of the movement, while cynical about the existing form of state rule, wears a mask of obedience to constituted authority. When one upholds the fiction of legitimate rule, one can use the fiction as a restraint on the cynics-in-power. The play creates a shadow social contract, producing detente within the polity and within the �I.� The thesis also reports on a search in mainstream cinema for some expression of the movement's dynamics. The search leads to a cycle of thrillers, set in a nonfiction frame story about a coverup of gross abuse of state power.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 200

The purpose of the study is to explore the relationship between abusive supervision, leader-member¡¦s exchange relationship, employee cynicism and workplace deviance behavior. The total valid sample consisted of 405 employees from Financial Services companies in Taiwan workplace. Moreover, the data from paired questionnaire reponsed by matched supervisors and subordinates (the 1¡G2 ratio) and was analyzed by factor analysis, reliability analysis with the SEM model to measure the relationship among the constructs. From the results, the Abusive supervision has a positive influence on Employee cynicism and Workplace deviance behavior. On the other hand, Abusive supervision has a negative influence on Leader-member¡¦s exchange relationship. In addition, Leader-member¡¦s exchange relationship also has negative influences on Workplace deviance behavior and Employee Cynicism. Furthermore, Leader-member¡¦s exchange relationship mediated the relationship between Abusive supervision and Workplace deviance behavior as well. Based on the results, the author suggests four proposals on the management practice. First of all, supervisors could take participative leadership. Secondly, supervisors can encourage or praise the subordinates, were considered out-group members, for their efforts. Thirdly, the enterprises could consider implementing the EAP (Employee Assistance Program) to console with those being abused employees. On the other hand, firms could launch the Assessment Center to select potential candidates who have possessed of participative leadership from the beginning.

Political behavior prevails in organizations. Recently, organization researchers dedicate themselves to the issues related to perceptions of organization politics. The motivation of those organization studies is nothing more than the willingness of improving organization commitment, in turns to enhance long-term competitiveness in organizations. This study is based on the Revised Model of Perceptions of Organizational Politics, Ferris et al (2002), to discuss the relationship among perceptions of organizational politics, organizational commitment, job satisfaction and organizational cynicism. The study also examines whether the perceptions of organizational politics through mediating effects, job satisfaction and organizational cynicism, will influence organizational commitment. After using structural equation modeling¡]SEM¡^ to analyze the research data in 2008, provided by Political Perception Research Team, which is led by Prof. Chin-Ming Ho, the new findings include: 1.For the influence of perceptions of organizational politics to organization commitment: ¡§general political behavior¡¨ shows a significant positive correlation; for ¡§go along to get ahead¡¨, it is not notable; regarding ¡§pay and promotion policies¡¨, it represents significant negative correlation.. 2.There is significant negative impact between perceptions of organizational politics and job satisfaction. 3.There is significant positive impact between perceptions of organizational politics and organizational cynicism. 4.Job satisfaction has positive impact to organizational commitment. 5.Organization cynicism has negative impact to organizational commitment. 6.Job satisfaction and organizational cynicism are the mediators of organizational commitment and perceptions of organization politics.

This study is based on the fundamentals of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We use the SPSS 15.0 and the structural equation modeling (SEM) to verify the relationship between the POP and the turnover intention. And we further confirm the mediating effects of job anxiety and organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the SEM to measure the relationship amongst the constructs. The results of this study are as following. Perception of organizational politics has a significant effect on turnover intention. Perceptionsof organizational politics has three measured dimentions. Both measured dimentions of gerenal political behavior and organization policies and practices present positive effect on turnover intention. Measured dimention of go alone to get ahead presents negative effect on turnover intention. Perception of organizational politics and job anxiety present positive remarkable related. Perception of organizational politics and organizational cynicism present positive remarkable related. Job anxiety has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention. Organizational cynicism has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention.

The employee¡¦s perceptions of organizational politics will increase due to the ¡§uncertainty¡¨ of environment and ¡§scarcity¡¨ of resources. It will also affect employee¡¦s attitude and behavior. This study is based on the revision model of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We investigate the relationship between the perceptions of organizational politics, the organizational citizenship behavior, and the organizational cynicism. Finally we further confirm the mediating effects of organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the structural equation modeling (SEM) to measure the relationship amongst the constructs. The perceptions of organizational politics have been reduced to three factors: general political behavior, going along to get ahead and pay and promotion policies. The major results of this study are as fallowing: 1.The pay and promotion policies had negative effect on the organizational citizenship behavior. 2.The perceptions of organizational politics had positive effect on the organizational cynicism. 3.The organizational cynicism had negative effect on the organizational citizenship behavior. 4.The perceptions of organizational politics had an indirect negative effect, through the mediating effects of organizational cynicism, in the organizational citizenship behavior.

"Substitutes for leadership" is a new emerging leadership model of organizations within turbulent environments. Employee might minimize the "need for leadership" by "shared values", "self-managed work teams" and "cynicism". These substitutes would have further direct impacts on job outcomes as well. This study suggests that the higher the extent of shared values, self-managed work teams or cynicism, the lower the extent of the need for leadership. Also except cynicism, the higher the extent of shared values or self-managed work teams, the higher the extent of job outcomes. Data used were collected in two Kaohsiung companies, including an insurance agent and a semiconductor company. After statistic analyzes the results are stated as bellow: ¢¹. Differences of all variables due to characteristics of individuals. 1. The insurance agent: Employee are graduated from senior high schools have the higher extents of job outcomes than those are graduated from colleges. Sales have the higher extent of shared values, self-managed work teams and job outcomes, and the lower extent of cynicism than clerks. 2. The semiconductor company: No characteristics of individuals make a difference of variables. ¢º. Relationships between substitutes and the need for leadership. 1. The insurance agent: The higher the extent of shared values the higher the extent of the need for leadership. The higher the extent of self-managed work teams the higher the extent of the need for leadership. The higher the extent of cynicism the higher the extent of the need for leadership. 2. The semiconductor company: The same as the above. ¢». Relationships between substitutes and job outcomes. 1. The insurance agent: The higher the extent of shared values, the higher the extent of job outcomes; the higher the extent of self-managed work teams, the higher the extent of job outcomes; the lower the extent of cynicism, the higher the extent of job outcomes. 2. The semiconductor company: The same as the above. The empirical results show that although the substitutes regression model can offer explanation of job outcomes, the higher extents of shared values and self-managed work teams do not lead to the lower extent of the need for leadership. The reason that hypotheses are not approved seems to be the sampling. The insurance agent is an organization of the tight leader-follower relationship; the subordinators of the newly established semiconductor company of course strongly depend on the experienced leaders. Or shared values and self-managed work teams would not be the substitutes for leadership in deed. Or leadership could not be replaced at all!

A healthy, productive and motivated police service is an important contributor to the stability and resulting economic growth and development of countries. Burnout is a recognised health risk in law enforcement agencies but notwithstanding the stressful nature of police work, relatively few studies focused on burnout of police officials. For this reason it seems necessary to investigate burnout in the South African Police Service (SAPS) in order to understand and predict this risk factor more effectively. The objective of this study was to establish to what extent burnout, job stress and personalay traits were related. We also wanted to find out which components of job stress and personality traits best predicted the components of bumout. A cross-sectional survey research design was used. The study population (N = 2153) includes samples of police officials across South Africa. The Maslach Burnout Inventory -General Survey (MBI-GS), Police Stress Indicator (PSI) and Personality Characteristics Inventory (PCI) were administered. Descriptive statistics, product- moment correlation coefficients and stepwise multiple regression analysis were used to analyse the data. The results indicated that burnout was significantly correlated to job stress and personality traits. Job stress and personality traits were also significantly correlated to one another. Multiple regression analysis showed that exhaustion is best predicted by stress due to job demands and lack of resources, introversion, low conscientiousness and low emotional stability. Cynicism was best predicted by stress because of job demands, lack of resources, police demands, low emotional stability and low conscientiousness. Professional efficacy was best predicted by low job stress, emotional stability, agreeableness as well as conscientiousness. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.