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Yes / This paper examines the value of participatory approaches within interventions aimed at promoting mental health and wellbeing in the workplace. Specifically the paper explores data from the thematic evaluation of the Mental Health and Employment project strand within the Altogether Better programme being implemented in England in the Yorkshire and Humber region, which was funded through the BIG Lottery and aimed to empower people across the region to lead better lives. The evaluation combined a systematic evidence review with semi-structured interviews across mental health and employment projects. Drawing on both evaluation elements, the paper examines the potential of workplace-based 'business champions' to facilitate organizational culture change within enterprises within a deprived regional socio-economic environment. First, the paper identifies key policy drivers for interventions around mental health and employment, summarizes evidence review findings and describes the range of activities within three projects. The role of the 'business champion' emerged as crucial to these interventions and therefore, secondly, the paper examines how champions' potential to make a difference depends on the work settings and their existing roles, skills and motivation. In particular, champions can proactively coordinate project strands, embed the project, encourage participation, raise awareness, encourage changes to work procedures and strengthen networks and partnerships. The paper explores how these processes can facilitate changes in organizational culture. Challenges of implementation are identified, including achieving leverage with senior management, handover of ownership to fellow employees, assessing impact and sustainability. Finally, implications for policy and practice are discussed, and conclusions drawn concerning the roles of champions within different workplace environments. / This work was supported as part of the evaluation of the Altogether Better programme, which is funded through the UK BIG Lottery fund and aims to empower people across the Yorkshire and Humber region of the UK to lead healthier lives.

The aim of this diploma thesis is to provide information from field realization of safety audit in industrail company using Self - Audit Handbook for SMEs. In case of significant deficiencies, propose a precaution for improvements in system of control and managemnt of safety.

The aim of the thesis is a theoretical preparation of the company VHV-OPUS, a. s. to introduce the Occuptional Health and Safety Management System (OHSMS)in accordance with the Czech Technical Norm CSN OHSAS 18001:2008. The theoretical part of the thesis deals with basic terms and importance of the Safety and Health at Work, legislative requirements for the Safety and Health at Work and approaches to the Occuptional Health and Safety Management System. The practical part is rooted from the individual provisions of the Czech Technical Norm CSN OHSAS 18001:2008, verifies current status in the company and makes proposals for recommendation so that the requirements of the Technical Norm have been fulfilled.

Cette thèse a testé un modèle explicatif de santé psychologique au travail, intégrant comme variable bipolaire, l'épuisement professionnel et le bien-être psychologique. Sur la base du Job Demands-Resources Model, des facteurs d'exigences (conflits de rôles et charge de travail) et de ressources organisationnelles (justice organisationnelle, autonomie au travail et soutien social) ont été catégorisés. Le postulat de base de ce modèle a été de prédire des effets directs et indirects des exigences et des ressources sur la santé psychologique par l'intermédiaire de l'assertivité. L'objectif était la validation prévisionnelle et transculturelle du modèle, à travers une modélisation par équations structurelles, auprès de deux échantillons comprenant des enseignants et des infirmiers français et gabonais. L'effectif total de la première vague de données regroupait 273 participants (France : N = 90 enseignants, N = 45 infirmiers ; Gabon : N = 93 enseignants, N = 45 infirmiers) et celui de la deuxième vague s'élevait à 400 participants (France : N = 108 enseignants, N = 96 infirmiers ; Gabon : N = 141 enseignants, N = 55 infirmiers). En France, les résultats démontrent que les exigences au travail agissent directement sur la santé psychologique et que leurs effets sont aussi médiatisés par l'assertivité. Les ressources, pour leur part, influencent directement la santé psychologique. Quant aux résultats du Gabon, les exigences et les ressources organisationnelles prédisent directement la santé psychologique, sans effet médiateur de l'assertivité. De plus, au sein des deux populations, l'assertivité s'est avérée être non seulement une variable salutaire au regard des conditions de travail, mais aussi un fort prédicteur de la santé psychologique au travail. / This thesis tested an explicative model of psychological well-being at work, including as a bipolar variable, burnout and psychological well-being. Based on the Job Demands-Resources Model, jobs demands (role conflict and workload) and job resources (organizational justice and social support) were categorized. The basic assumption of this model was to predict the direct and indirect effects of job demands-resources on psychological health at work through assertiveness. The goal was the previsional and transcultural validation of the model through structural equation modeling, with two samples : teachers and nurses French and Gabonese. The total of the first wave of data consisted of 273 participants (France : N = 90 teachers, N = 45 nurses ; Gabon : N = 93 teachers, N = 45 nurses) and the second wave was 400 partcicipants (France : N = 108 teachers, N = 96 nurses ; Gabon : N = 141 teachers, N = 45 nurses). In France, results demonstrate that the job demands act directly on the psychological health and their effects are also mediated by assertiveness. resources, in turn, directly affect psychological health. As for results of Gabon, job demands-resources directly predict psychological health, unmediated effect of assertiveness. In addition, in both populations, assertiveness is not only a beneficial variable compared to working conditions, but also a strong predictor of psychological health at work.

Cette étude s’inscrit dans le champ de la psychologie sociale du travail et des organisations. Elle s’interroge sur la santé au travail sous l’angle du bien-être versus mal-être perçu des intervenants en milieux de protection de l’enfant en difficulté au Vietnam. Nous appuyant sur l’approche systémique et active, nous considérons que chaque individu au travail est un sujet « actif », « pluriel » et « prospectif » dans son processus de professionnalisation et personnalisation. Dans une démarche exploratoire, nous cherchons à montrer que la santé au travail des intervenants en milieux de protection de l’enfant vietnamien n’est pas seulement déterminée par leurs caractéristiques socio-biographiques et leurs contextes organisationnels, mais qu’elle est aussi modulée par leurs processus de signification de travail. L’analyse des données permet de décrire la population de recherche, d’abord, en termes de caractéristiques socio-biographiques, situationnelles et organisationnelle, et aboutit à une typologie des intervenants en 3 classes. Les caractéristiques de chacune de ces 3 classes sont en relation significative surtout avec la perception de consommation des produits addictifs (thé, café, alcool, bière, tabac, médicaments,..). Les résultats montrent que le sens que les sujets accordent à leur travail ainsi que leur valorisation des domaines de vie modulent la relation entre les caractéristiques des sujets avec leurs sentiments de bien-être vs mal-être : soit médiateur, soit modérateurs dans plusieurs cas significatif. En plus d’une contribution à décrire le bien-être vs mal-être des intervenants, ces résultats permettent non seulement d’étayer de précédents acquis théoriques mais aussi de formuler des recommandations pratiques. Sur le plan théorique, ils enrichir la notion de «sujet pluriel». Au niveau pratique, ils proposent des stratégies d’amélioration des conditions de travail qui visent à faciliter l’insertion professionnelle des intervenants. / This study aims the field of social psychology of work and organizations. It gets focused on health in terms of wellbeing versus malaise at woks for interveners in the area of protection of children in difficulty in Vietnam. Based on the systematic and active approach, we consider that every individual at work is an "active", "plural" and "prospective" subject in his professionalization and personalization.In this exploratory approach, we seek to show that the health of interveners in Vietnamese childhood protection is not only determined by their socio-biographical characteristics and organizational contexts, but is also modulated by their process meaning of work. Analysis of the results for describing the research’s population, at first, in terms of socio-biographical characteristics, situational and organizational in the way of isolation; and then provide a typology of interveners identified in three classes. Characteristics of each of these 3 classes have a significant relationship with the consumption of addictive products (like tee, coffee, alcohol, beer, tabac, medications,...). The results show that the meaning that subjects give to their work and their valuation living areas modulate the relationship between the characteristics of subjects with their feelings of wellbeing vs malaise, either mediator or moderators in several significant cases. On top of a contribution describing wellbeing vs malaise of interveners, these results offer recommendations, not only theoretically but as well practical. Theoretically, they enrich the notion of “plural subject”. Practically, they lead to proposals for working condition’s improvement strategies aiming to case the integration of interveners.

The culture of presenteeism is deeply rooted in our labor practice and looks bad (or very bad) that an employee cease its work on time, calling uncommitted or “bureaucrat”, which is paradoxical because there are thousands of public servers that do not have a maximum working time. What is not assimilated is that working time is the opposite of free time, which all the hours you’re at work are hours when you do not have freedom to do other things (studying, going to the movies, spending time with family, etc.). And that can cause illness or even kill the employee. This paper seeks to reflect on this important subject in the lives of individuals. / La cultura del presentismo se encuentra muy arraigada en nuestra práctica laboral y se ve mal (o muy mal) que un trabajador cese sus labores a su hora, calificándolo de poco comprometido o de “burócrata”, lo cual es paradójico porque son miles los servidores públicos que no cuentan con una jornada máxima de trabajo. Lo que no se asimila es que el tiempo de trabajo es lo contrario del tiempo libre, con lo cual todas las horas que uno está en el trabajo son horas en las que no cuenta con libertad para hacer otras cosas (estudiar, ir al cine, pasar tiempo con la familia, etc.). Y eso puede causar enfermedades o hasta la muerte al trabajador. El presente trabajo busca reflexionar sobre este tema tan importante en la vida de las personas.

p. 1 - 92 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-22T20:10:46Z No. of bitstreams: 1 AAAAAAAAAAA.pdf: 431416 bytes, checksum: 85e6433fa62716ee55d7e4a4d83d3570 (MD5) / Made available in DSpace on 2013-01-22T20:10:47Z (GMT). No. of bitstreams: 1 AAAAAAAAAAA.pdf: 431416 bytes, checksum: 85e6433fa62716ee55d7e4a4d83d3570 (MD5) Previous issue date: 2008 / Bem-estar no trabalho é um tema que vem despertando atenção crescente de diversos pesquisadores nos últimos tempos. O objetivo desta pesquisa foi analisar trabalho de docentes do ensino superior e os níveis de bem-estar no trabalho. Dentre as diversas concepções de bem-estar – subjetivo, psicológico, social e do trabalho – adotou-se o bem-estar no trabalho, representado por três dimensões: satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. O método utilizado foi um desenho de estudo transversal. Os participantes foram 31 docentes de uma universidade pública, localizada na Região Metropolitana de Salvador, no Estado da Bahia, sendo 74,2% homens e 25,8% mulheres, distribuídos entre solteiros e casados. O instrumento de coleta de dados foi um roteiro de entrevista semi-estruturada e um questionário auto-aplicável composto por três escalas que mediram as variáveis do estudo. A análise dos dados utilizou um pacote estatístico e, para caracterização dos participantes, foram realizadas análises descritivas simples – freqüências, médias e desvios-padrão. Os resultados deste estudo revelaram que, de uma forma geral, os docentes consideram que existe bem-estar no trabalho deles. Em relação à satisfação no trabalho, eles encontram-se insatisfeitos com o salário, medianamente satisfeitos com as promoções e com os colegas de trabalho e satisfeitos com a natureza do trabalho e com a chefia. Os participantes não se mostraram totalmente envolvidos com o trabalho. Sobre o comprometimento organizacional afetivo foi possível perceber que está presente no estabelecimento dos vínculos dos professores. Acredita-se que este estudo possa contribuir para aumentar o conhecimento sobre a relação entre a práxis dos docentes do ensino superior público e bem-estar no trabalho. / Salvador

Submitted by Maike Costa (maiksebas@gmail.com) on 2016-04-27T13:39:26Z No. of bitstreams: 1 arquivo total.pdf: 2254231 bytes, checksum: 1ca49d20695506972a2bfb053e5f82cd (MD5) / Made available in DSpace on 2016-04-27T13:39:26Z (GMT). No. of bitstreams: 1 arquivo total.pdf: 2254231 bytes, checksum: 1ca49d20695506972a2bfb053e5f82cd (MD5) Previous issue date: 2015-06-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This paper proposes an analysis of the relations between the Security metrics and Labour Health and organizational performance dimensions. This research considered the premise that the Safety and Occupational Health directly influences the overall performance of the company, since as an integrated subsystem to the global system, this may or may not promote improvements in performance, according to the strategies defined by the organization. Based on the literature, we have identified limitations in regard to searches related to this context, as well as the need to evaluate and measure the performance of the company using SST relationship between size and performance. Subsequently, we analyzed different existing performance measurement models and it was observed that most used as performance criteria Productivity, Quality, Flexibility and Cost, as important elements for the competitiveness of the market. Then we conducted a case study on a manufacturing industry in order to check which had relations between security metrics and dimensions of organizational performance proposed by the company. In the case study they were conducted structured interviews with employees of the company directly linked to the Occupational Safety area. From the case study, it was concluded that there is an increasing need, to integrate the area of SST to other sectors of the company, so that it can measure its real influence on organizational performance. We found that not all SST metrics are directly related to organizational performance dimensions. Productivity and Flexibility are those with the highest degree of relationship between the metrics, the company said. / Este trabalho propõe uma análise acerca das relações entre as métricas de Segurança e Saúde do Trabalho e as dimensões de desempenho organizacional. Esta pesquisa considera que a Segurança e Saúde do Trabalho pode influenciar diretamente no desempenho global da empresa, uma vez que como subsistema integrado ao sistema global, este pode ou não promover melhorias no desempenho, de acordo com as estratégias definidas pela organização. Com base na revisão da literatura realizada foram detectadas limitações, no que se refere a pesquisas relacionadas a este âmbito, bem como a necessidade de estudar e discutir sobre o desempenho da empresa utilizando a relação entre SST e as dimensões de desempenho. Posteriormente, foram analisados diferentes modelos de medição de desempenho existentes e foi observado que a maioria utilizou como critérios de desempenho a Produtividade, Qualidade, Flexibilidade e Custos, como elementos importantes para a competitividade no mercado. Em seguida foi realizado um estudo de caso em uma indústria de transformação, a fim de verificar quais relações haviam entre as métricas de segurança e as dimensões de desempenho organizacional propostas neste trabalho. No estudo de caso foram realizadas entrevistas estruturadas com colaboradores da empresa diretamente ligados à área de Segurança do Trabalho. A partir do estudo de caso, foi possível concluir que há uma necessidade, cada vez maior de integrar a área de SST a outros setores da empresa, para que seja possível mensurar sua real influência no desempenho da organização. Foi possível verificar que nem todas as métricas de SST são diretamente relacionadas às dimensões de desempenho organizacional, tendo em Produtividade e Flexibilidade o maior grau de relação entre as métricas.

This master thesis consist of two parts, theoretical and practical part. The theoretical part of the thesis deals with the general description of the base stations of mobile public telecommunication networks, their structure, maintenance, construction and staff requirements. The practical part consists of performing an audit of the company in terms of risk prevention at base stations, audit evaluation and recommendation for improvement.