Career plateau has been identified as stressful experiences that can lead to employee negative feelings and attitudes in the workplace. However, empirical studies that examine how career plateau relates to employee outcomes and the conditions that moderate the above relationships have been scarce. Using an occupational stress model as the foundation, this study examined whether two types of career plateau (i.e., hierarchical plateau and job content plateau) relate to employee outcomes (emotional exhaustion, job satisfaction, and affective organizational commitment). Furthermore, this study examined whether the proposed psychological processes (future career uncertainty and subjective monotony) mediate the above relationships and whether components of workplace spirituality (i.e., inner life and belongingness to community) moderate the relationship between career plateau and psychological processes. Based on responses of 243 participants, hierarchical regression results indicate that both plateaus relate negatively with job satisfaction, job involvement, and affective organizational commitment. However, only hierarchical plateau relates positively to emotional exhaustion, whereas job content plateau is not related to emotional exhaustion. Also, individuals’ future career uncertainty partially mediates the relationship between hierarchical plateau and employee emotional exhaustion and job attitudes, whereas subjective monotony partially mediates the relationship between job content plateau and job attitudes, but completely mediates the relationship between job content plateau and emotional exhaustion. Furthermore, only the inner life component of workplace spirituality moderates the relationship between hierarchical plateau and future career uncertainty. Based on the study findings, managerial implications, limitations and suggestions for future research directions are given.

Sedan 1990- talet har de offentliga organisationerna genomgått flera stora förändringar som medfört att enhetschefer inom den kommunala verksamheten fått ökat ansvar och befogenheter, vilket gör enhetschefsrollen mer komplext. Rapporter visar på svårigheter att rekrytera och behålla chefer, därför är viktigt att undersöka hur enhetschefens arbete ska kunna utvecklas till ett mer attraktivt arbete. Ett attraktivt arbete skapas genom att ge medarbetarna bra förutsättningar inom arbetsinnehåll, arbetstillfredsställelse, samt arbetsförhållanden. I chefsyrket ingår tre roller varav en är medarbetarrollen som enligt teorin inte är speciellt prioriterad eller synliggjord. Studiens syfte är att identifiera vad som gör enhetschefyrket till ett attraktivt arbete samt hur det kan utvecklas. I studien har en kvalitativ forskningsmetod används för att uppnå en djupare förståelse kring enhetschefernas arbetssituation. Detta har bidragit till att ett hermeneutiska synsätt valts, då vi strävar efter att få en ökad förståelse. Studien genomfördes på Falu kommun, där sex enhetschefer inom omvårdnadsförvaltningen intervjuades. Resultatet visar att enhetscheferna är tillfredsställda med sin arbetssituation och upplever arbetet som attraktivt. Faktorer som varierande, handlingsfrihet, problemlösning, sociala kontakter och delar av erkänsla hör till attraktivitetsfaktorer i yrket. Enhetscheferna beskriver tre utvecklingsområden för att öka attraktiviteten. Det första innefattar ledarskapet i organisationen där brister förekommer inom kommunikation och planering. Andra utvecklingsområdet handlar om arbetstakten genom att individanpassa arbetsgruppernas storlek samt tid för reflektion och återhämtning. Tredje utvecklingsområdet enhetscheferna belyser är bristen på erkänsla från organisationen. Utöver enhetschefernas brister har vi identifierat ytterligare ett utvecklingsområde för att öka attraktiviteten. Under intervjuerna har det framkommit att det råder stor avsaknad av kollegor att "bolla idéer" med vilket i sin tur medför att arbetet upplevs som ensamt. För att motverka ensamheten är chefsgruppshandledning ett alternativ, där reflektion och feedback ingår. Forskningen visar att detta även leder till ökad självkänsla, engagemang. / Since the 1990s, public organizations underwent several major changes that led to unit managers within the municipal activity increased responsibility and authority, making the unit manager role more complex. Reports indicate difficulties in recruiting and retaining managers. Therefore, it is important to examine how the Head of Unit's, work to develop a more attractive job role. An attractive role is created by giving employees good prospects in the job content, job satisfaction and working conditions. The manager’s positon includes three roles of which the employee role of the theory is not especially priority or made visible. The study aims to identify what makes the unit manager’s profession an attractive job, and how it can be developed. In the study, a qualitative research method has been used to achieve a deeper understanding of the Heads of Unit working situation. This has contributed to a hermeneutic approach being chosen, as we strive to get a better understanding of the phenomenon. The study was conducted in the municipality of Falun, where six heads of units in nursing management were interviewed. The result shows that unit managers are satisfied with their work situation and find their work attractive. Factors as diverse as, freedom, problem solving, social contacts, and portions of the recognition belong to the attractive factors. Heads of Unit describe, three development areas to increase the attractiveness. The first relates to the organization as a whole, where weaknesses exist in the communications and planning. Other development area is about the pace of work by personalizing the working groups as well as time for reflection and recuperation. The third development field the unit managers highlight, is the lack of recognition from the organization. Besides the Heads of Unit shortcomings, we have identified a development area to increase the attractiveness. Lack of colleagues to "bounce ideas" means that work is perceived as lonely. To counteract loneliness we can manage group guidance as an alternative, where reflection and feedback is included. The theory indicate that this also leads to increased self-esteem, commitment.

Magistro baigiamajame darbe atliekama darbuotojų motyvacijos viešojoje įstaigoje futbolo klube ,,Šiauliai“ ir biudžetinėje įstaigoje ,,Šiaulių futbolo akademija“ lyginamoji analizė. Tyrimui atlikti pasirinkta neatsitiktinė, netikimybinė tikslinė respondentų – viešosios įstaigos futbolo klubo ,,Šiauliai“ ir biudžetinės įstaigos ,,Šiaulių futbolo akademija“ darbuotojų – imtis. Darbuotojų veiklos motyvacijos tyrimas grindžiamas respondentų savanoriškumo ir perduodamos informacijos objektyvumo principais. Interviu metu buvo stengtasi gauti atsakymus į tokius probleminius klausimus: ar VŠĮ futbolo klubo ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“ darbuotojų motyvacijai daugiausia įtakos turi tie patys, ar skirtingi veiksniai? Kas būdinga personalo motyvacijai VŠĮ futbolo klube ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“? Ar organizacijos specifika įtakoja darbuotojų motyvaciją? Kaip galima stiprinti darbuotojų motyvaciją VŠĮ futbolo klube ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“? Tyrimo metu nustatyta, kad VŠĮ futbolo klubo ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“ darbuotojų sau keliami tikslai yra iš esmės analogiški. Darbuotojų motyvacijos skirtumai VŠĮ futbolo klube ,,Šiauliai“ bei BĮ ,,Šiaulių futbolo akademija“ atsiskleidė, kai buvo kalbama apie organizacijos, kurioje jie dirba, pagrindinius tikslus. Tyrimo rezultatai leidžia teigti, kad nepriklausomai nuo to, viešame ar privačiame sektoriuje sportininkus ugdantys specialistai dirba, pagrindiniai... [toliau žr. visą tekstą] / In the final master's thesis a comparative analysis of the public agency employee motivation in the football club "Siauliai" and the budgetary institution "Siauliai Football Academy" is done. The investigation selected to target non-probability, purposive respondent staff of the public institution "Siauliai" and budgetary institution "Siauliai Football Academy" .The investigation of employee work motivation is based on voluntary basis of respondents and the objective conditions of the transmitted information. During the interview efforts were made to get the answers to these problematic issues: is employee motivatiot of the public institution "Siauliai" and budgetary institution "Siauliai Football Academy" mainly influenced by the same or different factors? What is typical for the staff motivation in the public institution "Siauliai"and budgetary institution "Siauliai Football Academy"? Does the particularity of the organisation influence staff's motivation? How can you enhance employee motivation in public institution football club "Siauliai" and budgetary institution Siauliai Football Academy? The study found that the public institution football club "Siauliai" and budgetary institution " Siauliai Football Academy" staff training objectives are essentially the same. Employee motivation differences between public institution football club" Siauliai" and budgetary institution" Siauliai Football Academy" revealed the main targets when it comes to the organization for... [to full text]

The changing working environment and ageing workforce suggest that many workers will inevitably reach a career plateau, a stage where people regard future promotions as unlikely, or no longer feel challenged at work. Experiencing career plateau is found to be associated with negative job attitudes and performance in the workplace. However, existing studies have been mainly cross-sectional in design and few of them investigate the mechanisms and the conditions that influence the negative relationship. This study follows a quantitative longitudinal research design to further enhance the understanding of the relationships between career plateau and job outcomes. The job outcomes in this research include work attitudes such as job satisfaction, organisational commitment, turnover intentions and three aspects of job performance. Specifically, the three research aims of this thesis are: (1) to understand the causal directions between career plateau and job outcomes, (2) to examine whether employees’ unmet expectations may explain these relations and (3) to investigate whether employees’ age may modify the mediation effects of career plateau on job outcomes via unmet expectations. Three waves of data were collected from working individuals in various industries over an eight-month period. The majority of the participants were working in the UK or in Taiwan. Results showed that unmet expectations partially explain the negative relationship between career plateau and job attitudes over time but not for job performance. Furthermore, age did not affect the strength of the mediation effect of career plateau on the job outcomes through unmet expectations. The significance of this research is three-fold. First, it provides a new explanation for the unfavourable work attitudes of plateaued individuals. The findings that career plateaued employees have lower job satisfaction, lower organisational commitment and higher turnover intentions can partly be explained by unfulfilled expectations in receiving promotions or challenging tasks. Second, the study signals the danger of career plateau at any age, as younger and older workers were found to be equally influenced by career plateau. Finally, this is the first study in the area that seeks to resolve the debate over the directional relationship between career plateau and job outcomes. The implications in theory and in practice, limitations and suggestions for future research directions are discussed.

The primary purpose of this project was to investigate some relationships between workload and employee wellbeing. The necessary first stage was to formulate a theoretical framework � the JobLoad Model � to support a comprehensive and detailed investigation of the main factors that contribute to a job's workload. Building on the ergonomics concept of �workload�, this Model incorporates task- and job-level factors that have been identified within the research literatures of physical and cognitive ergonomics as important; additional constructs were added to take account of additional factors shown to be relevant to employee wellbeing, drawing on evidence from occupational health and organizational psychology literatures. Using this framework, available questionnaire-based measurement instruments for assessing workload and employee wellbeing were reviewed, new items were developed as required, and the JobLoad Index (JLI) was developed. The JLI was used to collect data from public servants in two different workplaces, with participation rates of 63% and 73% respectively. Relationships were determined between major task, job and organisational environment factors, self-perceived performance adequacy, and various aspects of employee wellbeing including job satisfaction, physical discomfort and psychological fatigue, stress and arousal. For a sub-sample of participants in one of the two workplaces, levels of adrenaline, noradrenaline and cortisol were also measured from 24-hour urine collections. The factors measured by the JLI accounted for a very substantial proportion of variance in these various dimensions of work-related wellbeing. The results provide potentially very useful insights into the relative influences of a wide range of work- and job-related variables on people's perceived abilities to cope with their job demands, and on several aspects of their wellbeing. Further, the importance of measuring multiple dimensions of wellbeing, and differentiating their separate sets of work-related determinants, was well demonstrated. Finally, and perhaps most significantly, this study has identified the powerful role that self-perceived performance plays as an intervening variable between job demands and people's work-related wellbeing.

The motivation of staff in higher education institutions, especially In Zimbabwe, has not received due attention over the years. This study investigated the factors affecting staff motivation at a Teachers' College in Zimbabwe. Staff perceptions of factors they found motivating and demotivating were established through the use of a qualitative methodology in which the semi-structured interview was used as the dominant method. Participant observation and the informal unstructured interview were employed in a complementary manner. The findings indicated that the factors respondents found motivating were those that tended to alleviate the needs for recognition, appreciation and self-actualisation. Demotivating factors included management policy and style, decision-making procedures and administration. The findings are discussed in the context of some dominant theories of motivation and recommendations are made regarding strategies to be used and what further research can be undertaken to address the problem.

The primary purpose of this project was to investigate some relationships between workload and employee wellbeing. The necessary first stage was to formulate a theoretical framework � the JobLoad Model � to support a comprehensive and detailed investigation of the main factors that contribute to a job's workload. Building on the ergonomics concept of �workload�, this Model incorporates task- and job-level factors that have been identified within the research literatures of physical and cognitive ergonomics as important; additional constructs were added to take account of additional factors shown to be relevant to employee wellbeing, drawing on evidence from occupational health and organizational psychology literatures. Using this framework, available questionnaire-based measurement instruments for assessing workload and employee wellbeing were reviewed, new items were developed as required, and the JobLoad Index (JLI) was developed. The JLI was used to collect data from public servants in two different workplaces, with participation rates of 63% and 73% respectively. Relationships were determined between major task, job and organisational environment factors, self-perceived performance adequacy, and various aspects of employee wellbeing including job satisfaction, physical discomfort and psychological fatigue, stress and arousal. For a sub-sample of participants in one of the two workplaces, levels of adrenaline, noradrenaline and cortisol were also measured from 24-hour urine collections. The factors measured by the JLI accounted for a very substantial proportion of variance in these various dimensions of work-related wellbeing. The results provide potentially very useful insights into the relative influences of a wide range of work- and job-related variables on people's perceived abilities to cope with their job demands, and on several aspects of their wellbeing. Further, the importance of measuring multiple dimensions of wellbeing, and differentiating their separate sets of work-related determinants, was well demonstrated. Finally, and perhaps most significantly, this study has identified the powerful role that self-perceived performance plays as an intervening variable between job demands and people's work-related wellbeing.

The aim of the thesis The role of independent loss adjusters in the insurance market is to analyze various situations and cases, that the independent loss adjusters during their praxis solve, and clarify procedures, including calculations of insurance settlement. The work is divided into theoretical and practical part. The theoretical part focuses on the specifics of the insurance and technical reserves. Thesis also describes job content of the independent loss adjusters including all the aspects, that are associated with it. The practical part deals with real situations with fictitious names and data.

本研究的目的是要探討筆記型電腦對壽險業者所產生的影響，以及，筆記 型電腦在使用上所可能發生的效益與問題，俾對業者宜否引進筆記型電腦 和引進時應注意之事項提出建議。整個研究所欲探討的四個核心問題為 ：1.目前筆記型電腦在壽險業內的應用範疇為何? 2.壽險業者採用筆記型 電腦與否，是否受到其本身之特徵、所採策略以及外在環境的影響? 3.筆 記型電腦如何影響公司的營運? 4.筆記型電腦對壽險業者營運績效的影響 如何?本論文屬於探索性研究，旨在發展一些假設供後續研究者從事驗證 性研究，及對後續研究提供一些建議。本研究在研究方法上是採用單一個 案研究的方式進行。而分析層級包括公司整體、公司內之部門以及個人等 三層。採行的資料蒐集方法則有：1.次級資料蒐集。2.人員深入訪談。3. 記錄表施測。4.問卷施測。其中關於筆記型電腦影響壽險銷售績效之探討 ，係用準實驗設計─不相等實驗組設計組前測後測設計─並輔以共變數分 析 (ANCOVA)、卡方檢定、平均數和標準差等統計方法來處理。由於整個 研究涵括了非數量分析與數量分析，因此，實際上已對部分假設進行了初 步的驗證。研究結論如下：1.壽險業者因筆記型電腦成本降低與產業競爭 加劇，故考慮引進使用筆記型電腦。2.採用筆記型電腦的壽險業者的共同 點為：中小規模，銷售多類壽險產品、尋求業績快速成長，且面臨較強烈 之市場競爭及較低之顧客需求可預測性。3.筆記型電腦在壽險業內的應用 範疇，仍侷限於壽險銷售活動上。只能算是輔助壽險銷售的工具，適合於 較機械化的銷售步驟。4.筆記型電腦的使用方式會受到教育訓練的影響， 且長期使用筆記型電腦可能讓業務人員產生依賴，因而降低業務人員計算 保費的能力。5.筆記型電腦在提昇個人業績上之心理效果較實質效果更明 顯。此外，「專業導向」的業務人員比「關係導向」者，更傾向於攜帶筆 記型電腦去從事壽險銷售活動。6.筆記型電腦對個人的工作滿意度的作用 並不明顯，而且業務人員資訊（使用）滿意度的高低，主要是取決於管理 實務上之配合程度。綜合而言，筆記型電腦的影響層級主要是在「個人」 ，它對業務人員個人的心理建設和績效確有幫助。至於公司整體的表現方 面，則因仍會受到其它因素的影響，故其作用較不明顯。

The growth of a country's economy is highly dependent on the levels of skills available in that country. South Africa has a stark shortage of skilled individuals due to an inadequate and failing education system (Horwitz, 2013). As a response to this problem the South African government actively incentivises organisations to develop the skillset of their employees in order to build a strong economy, improve job creation and promote social development (Department of Higher Education and Training, 2019). It is therefore important that all stakeholders involved yield a return on this investment. It is also a global phenomenon that an increasing number of fulltime employees are also engaging in formal further studies due to the rapid changes in the labour market. For example, advancements in technology have had a major impact on traditional business models and the roles, and skills needed. These employees are referred to as non-traditional students and are the subject of this study. Research shows that trying to manage both work and school simultaneously can cause psychological strain for non-traditional students (Adebayo et al., 2008). The psychosocial safety climate (PSC) is an emerging construct which refers to the shared perceptions regarding policies, practices and procedures designed to protect the psychological health of employees (Dollard et al., 2012). This study builds on existing research in the work - school interface by investigating its application within the South African context. Participants in this research (n=127), comprised of non-traditional students (n=40) and employees who are not engaged in further studies (n=87). Correlation analysis demonstrated that PSC had a positive relationship with work school facilitation (WSF) and a negative relationship with work school conflict (WSC). It was further confirmed that job control (JC) mediated the relationship between PSC and WSF and that PSC mediated the relationship between JC and WSF. These findings show that PSC is an antecedent to the work school interface in that it promotes the positive outcomes of studying while working (work school facilitation). It further demonstrates that PSC also reduces the negative outcomes (work school conflict). This study confirmed that the working environment plays a crucial role in the work school interface and introduces PSC as a construct South African organisations should be concerned with and make a priority, based on the resources it provides employees, more especially their non-traditional students. This study's findings will add to the existing body of research and provide practical insights for enhancing the PSC application within South African organisations who have non-traditional students.