Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong. / Bibliography: leaves 63-64.

Abstract also in Chinese. / Thesis (MBA)--Chinese University of Hong Kong. / Bibliography: l. 42-44.

In recent years, the Internet has made many changes to different aspects of individuals’ professional and personal lives. It is used in different professions for various reasons such as improving communication, increasing efficiency and access to more resources and opportunities. Furthermore, improved conditions at work can help increase employee’s job satisfaction and the positive feeling toward their job. The aim of this study is to examine the effect of Internet use on Job satisfaction for teachers and the potential moderating effects of gender and age on this relationship. To conduct this study, a sample including 71 teachers was used and a survey was used to collect the information from the teachers. Two regression analyses were carried out and three hypotheses were tested. The results from these analyses did not support the idea of an effect of Internet use on teachers’ job satisfaction or moderating effects of age and gender on the relationship. However, there was some evidence that teachers in the sample viewed the Internet as positive for their job. It should be mentioned that the conclusions are limited by methodological problems such as questionnaire design and sampling.

The aim of this study is to examine key features within the cultural context in a Canadian Paediatric Intensive Care Unit (PICU) environment as experienced by nurses, and to identify what these influences are and how they shape nurses’ intentions to remain at critically ill children’s bed-sides for the duration of their careers. This is a qualitative study which follows a critical ethnographic approach. Over 20 hours of observation and face-to-face semi-structured interviews were conducted. Approximately one third of the nursing population at the research site PICU were interviewed (N=31). Participants describe a complex process of becoming an expert PICU nurse that involved several stages. By the time participants became experts in this PICU they believed they had significantly narrowed the power imbalance that exists between nursing and medicine. This study illuminates the role both formal and informal education plays in breaking the power barrier for nurses in the PICU. This level of expertise and mutual respect between professions aids in retaining nurses in the PICU. The lack of autonomy and/or respect shown to nurses by administrators appears to be one of the major stressors in nurses’ working lives and can lead to attrition from the PICU. Family Centred Care (FCC) is practiced in paediatrics and certainly accentuated in the PICU as there is usually only one patient assigned per nurse, who thus afforded the time to provide comprehensive care to both the child and the family. This is considered one of the satisfiers for nurses in the PICU and tends to encourage retention of nurses in the PICU. However, FCC was found to be an inadequate term to truly encompass the type of holistic care provided by nurses in the PICU.

Den svenska hälso- och sjukvården har genomgått stora förändringar de sista decennierna. Det ställs större krav på kostnadseffektivitet utifrån den ekonomiska situationen. En motsättning finns mellan medicinens möjligheter och vårdens resurser. Arbetsgivare har till uppgift att tillgodose behovet av sjukvård och samtidigt uppfylla kravet på en god arbetsmiljö. Sjuksköterskor som ges möjlighet att utveckla sin kompetens i en stimulerande arbetsmiljö, har förutsättningar att känna arbetstillfredsställelse. Studier har visat att med nöjda sjuksköterskor följer nöjda patienter, bättre följsamhet hos patienterna och högre vårdkvalitet. Sjuksköterskor kan uppleva otillfredsställelse i sitt arbete när de inte når upp till sina egna och andras förväntningar.Genomförd studie syftar till att beskriva faktorer som påverkar sjuksköterskans arbetstillfredsställelse. Kvalitativa och kvantitativa artiklar har använts i litteraturöversikten och redovisas i resultatet som två huvudteman: Få stöd/inte få stöd och ge stöd. Få stöd/inte få stöd delades in i två subteman, möjligheter och hinder. Arbetsbelastning visade sig vara ett framträdande hinder. När inte den inre bilden av vad en sjuksköterska borde göra stämde överens med verkligheten upplevde de otillfredsställelse. När sjuksköterskor däremot kunde stödja patienten på ett sådant sätt att det bidrog till dennes välbefinnande upplevde de arbetstillfredsställelse. Ledarskap, organisation, autonomi, samarbete var andra betydande faktorer för sjuksköterskans upplevelse av arbetstillfredsställelse.Slutsatsen av arbetet är att sjuksköterskans arbetsmiljö är avgörande för upplevelsen av arbetstillfredsställelse. Arbetsgivaren har en viktig roll i att se till att sjuksköterskan får stöd i sitt arbete med patienterna så att hon/han i sin tur också kan ge stöd till patienterna beträffande information, undervisning, förmedla trygghet och bedriva en patientsäker vård. / Program: Fristående kurs

Thesis. 1975. M.S.--Massachusetts Institute of Technology. Alfred P. Sloan School of Management. / Bibliography: leaf 91. / by Edward H. Getchell. / M.S.

This study examines organisational change within the Gauteng Department of Infrastructure Development (DID) “the Department”, focusing on the strategies that should have been implemented in order to reduce the resistance to change and minimise the negative impact change brought to the employees. The study also focuses on employee satisfaction and the impact of change on the psychological contracts from a broad perspective of employees within the organisation.

Thesis (Ph.D.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1980. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH / Bibliography: leaves 264-265. / by William Charles Ronco. / Ph.D.

There is a wealth of literature on job satisfaction from both Western and Eastern experiences and perspectives, but the literature is limited when it comes to happiness at work, especially in the Arab region. This study is an attempt to encourage research studies in the field of happiness at work in the Middle East and specifically in the United Arab Emirates, the context of the present research, to influence planning in government organisations in implementing a strategy for long-term impacts on happiness levels. This research uses a mixed methods approach of both questionnaires and interviews to collect data. The analysis is conducted by using quantitative and qualitative tools to recognise the gaps and the factors that influence happiness at work and suggests recommendations in order to raise happiness across organisations over the long run. The findings of this study emphasise the necessity of correlating HRM practices, rules and systems with strategic planning that focuses on employee happiness as the greatest purpose of an organisation. The findings emphasise the power of three factors related to employees' feelings towards work which are: Leadership style, organisational culture and organisation structure and how reflecting them in an organisation will positively influence satisfaction and build a strong, positive and happy workplace. This research also discusses one of the controversial inquiries found in the literature about the relationship between job satisfaction and happiness. A conceptual framework is suggested to illustrate the connection between job satisfaction and happiness from a new perspective and clarify how these two concepts positively interact. It clarifies that organisations that indicate a high-level of happiness at work usually indicate a high-level of job satisfaction, and when an organisation achieves a high-level of job satisfaction, it can be deduced that people in the organisation are happy, even where happiness per se is not measured. The findings also show that the role of religion in raising happiness in general is clearer than its role in raising happiness at work and that employees from the sample group, who emphasise the importance of practicing religious rituals, still indicate low feelings towards work regardless of all the facilities that are provided to them to practice their religion.

Ho, Pui Yung. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 34-41). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgements --- p.iii / Table of Contents --- p.iv / Introduction --- p.1 / Background --- p.3 / Work Value Congruence / Study 1 --- p.5 / Methodology / Analysis & Results / Discussions / Study 2 --- p.11 / Background & Hypotheses / Methodology / Results / Discussions / General Discussions --- p.27 / Conclusion --- p.32 / References --- p.34