published_or_final_version / Social Work and Social Administration / Master / Master of Social Sciences

published_or_final_version / Social Service Management / Master / Master of Social Sciences

published_or_final_version / Mental Health / Master / Master of Social Sciences

本研究旨在探討基層員警個人基本屬性對工作壓力知覺之差異情形、對組織承諾程度上之差異情形，及基層員警工作壓力與組織承諾之關係。期能依據研究結果提出建議，提供警政機關做為改善警察工作壓力之參考。 本研究係採用問卷調查法，以台北市政府警察局基層員警為研究母群體，採分層比例隨機抽樣法，計抽取20個單位，以10％至15％之比例為抽樣基準(為了增加女性員警之樣本，針對女子警察隊提高其抽樣人數)，總計抽取750份樣本進行施測，取得回收有效問卷612份。研究問卷內容包含員警個人基本資料、警察工作壓力量表及組織承諾量表。問卷調查所得資料運用電腦統計套裝軟體SPSS for Windows 10.0版，以描述性統計分析、t考驗、單因子變異數分析、及Person積差相關係數等統計分析方法進行資料處理： 本研究經實證分析，歸納結論如后： 一、就「工作壓力」各構面平均數比率的得分情形而言，以「生涯發展」得分最高(87.26%)，其次依序為「家庭生活與工作」(84.22%)，「工作時間」(78.30%），「角色衝突」（77.63%），「工作負荷量」75.88%），「與上級長官關係」（68.60%），而得分最低的則為「同事間工作競爭」（65.34%）。 二、就「組織承諾」各構面平均數比率的得分情形而言，以「努力承諾」得分最高(69.45%)，其次為「留職承諾」(62.73%)，而得分最低的則為「認同承諾」(58.93%)。 三、基層員警對工作壓力知覺之差異情形，因性別、年齡、警察養成教 育、工作性質、工作類別、服務年資、婚姻狀況與職稱的不同而有顯著差異。 四、基層員警對組織承諾程度上之差異情形，因性別、年齡、警察養成教育、工作類別與職稱的不同而有顯著差異。 五、基層員警工作壓力與組織承諾呈負相關。 關鍵字：工作壓力、組織承諾 / This study probes the differences resulted from police individual character towards job stress, organizational commitment, and the relations between job stress and organizational commitment of police. The author wishes to come up with a result that can help the police administration to lessen job stress of police. This study uses questionnaire survey research with Taipei Municipal Police as study population, and uses stratified random sampling method by sampling 20 police departments with 10 to 15 percents of the personnel from each sampled department as sample model (to increase the sample of policewomen, the percentage of women police division has been raised), and comes up with 750 samples for the questionnaire with 612 successful returned samples. The questionnaire includes personal status, quantifiable measurement for organizational commitment, police job stress measurement as contents. Acquired information is then processed with SPSS for Windows 10.0 for analysis of Descriptive Statistics Analysis, t-Test, One-Way ANOVA and Pearson Correlation Coefficien. After empirical analysis, we have come to the conclusion as below: 1.On the mean ratio of job stress facet, career development wins the highest points (87.26%) , with family life and work seconds to it (84.22%), followed by working hour (78.30%), role conflict (77.63%), job load (75.88%), relations with senior personnel, and peer competition (65.34%) comes at the lowest. 2.On the mean ratio of organizational commitment facet, effort commitment comes on top with 69.45%, followed by retention commitment (62.73%), and with value commitment comes at the lowest (58.93%). 3.The cognitive differences of police on job stress differ significantly according to gender, age, police education background, job description, job category, serving years, marital status and position. 4.The organizational commitment of police differ significantly according to gender, age, police education background, job category and position. 5.Job stress and organizational commitment of police show a negative relationship. Keyword：job stress；organizational commitment

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<p>A survey of the literature revealed that althougth a great deal of research has been carried out relating to stress and coping internationally, little has been written about nurses in South Africa. The aim of this study was to identify the possible causes and frequency of stress experienced by registered nurses working in a hospital, to identify the coping strategies used, to assess the relationship between stress and coping mechanisms of registered nurses, to compare stress and adopted coping strategies among registered nurses in the different units/wards, to identify the support systems that minimize stress and to address stress amongst nurses in South Africa.</p>

Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups. / School of Nursing

The purpose of this study was to determine the extent to which Neonatal Intensive Care Unit (NICU) nurses participate in ethical decision making, and to describe the role NICU nurses have in the ethical decision making process.This study replicated a 1991 study conducted by Elizondo. According to Lowe, 1991, replication research is the repeating of a study for the purposes of validating the findings of the original investigation. The traditional theory of utilitarianism provides the theoretical framework for this study, a goal-based approach to ethical decison making that focuses on consequences of actions. Findings provide information about satisfaction and conflicts related to nurse participation in ethical deecision making in the NICU.The Nurse Participation in Ethical Decision Making (NPEDM) questionnaire (Elizondo, 1991) was used for data collection. Of fifty NICU nurses, seventeen (34%) of the sample completed the questionnaire. Confidentiality was maintained. Results showed that all respondents were able to identify methods that are used for participation in ethical decision making. Informal conversations with physicians was identified as the primary method of participation. Forty-one percent of respondents were satisfied with the nurse's role in ethical decision making. Forty-seven percent were only somewhat satisfied.An indication of satisfaction demonstrated by 100% of the study sample was that nurses' ideas are respected by other health care professionals.Findings indicated that a significant positive relationship exists between role satisfaction and study variables. Eighty-eight percent of respondents stated that conflicts related to participation were experienced. Overwhelmingly, respondents felt that the primary source of conflicts were with physicians. These findings are consistent with results reported in the original study.When asked what factors impact on how decisions are made, 40% of respondents indicated that ethical decisions are often impacted by generalized decisions based on viability of the neonate as determined by the gestational age, and "quality of life."Seventy-six percent of respondents believed nurses should be more involved in the ethical decision making. Conferences with physicians and parents was identified by 69% of the study sample. This study found that the older the nurse, the more satisfied with role in the ethical decison making process. Length of employment also contributed positively to satisfaction in ethical decision making. The more educated the nurse, the more satisfied with role in the ethical decision making process. Nurses were less satisfied if conflicts were experienced or identified.Findings suggest that collaborative relationships exist between nurses and other health team members and that nurses feel some sense of fulfillment with their role in the ethical decision making process. It was concluded that many issues were unsolved and need to be discussed. / School of Nursing

Using hierarchical multiple linear regression, this study examined the predictive relationship between micro-career transitions and career related outcomes and how those relationships were moderated by equilibration style. Participants (n = 177) answered an online survey which included a variety of measures for control, predictor, moderator, and outcome criterion (i.e., demographic descriptors, Instrumentality, Openness, Job Insecurity, Social Support Satisfaction, Microtransitions, Equilibration Style, Job Satisfaction, Job Burnout, Life Dissatisfaction, and Career Optimism). Research questions addressed the nature of micro-career transitions (e.g., frequencies, average stress ratings, category types), their predictive relationship with job and career outcomes, and the moderating role of Identity Styles on that relationship. Micro-career transitions were described according to responses for the research sample (n = 638). Significant effects were discovered between microtransitions and career outcomes (p < .05 and .01). Equilibration styles were also established as having a moderating effect on the predictive relationship between microtransitions and career outcomes (p < .05 and .01). Interaction terms were decomposed to examine the direction of significant moderating effects. In all cases where interaction terms were significant, moderators enhanced the negative predictive relationship between microtransitions and career outcomes.

M.Phil. / This research focuses on aspects of burnout amongst ministers of religion in the Dutch • Reformed Church ("NG Kerk") Synod of Southern Transvaal. Burnout is a common metaphor for a state of mental exhaustion, usually work-related. It is described as a syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment that can occur among individuals who do 'people work' of some kind. Research literature describes the general symptomatology of the syndrome, its preconditions, as well as the domain in which it occurs. From the literature it becomes apparent that burnout is a persistent, negative, work-related state of mind in 'normal' individuals that is primarily characterised by exhaustion, which is accompanied by distress, a sense of reduced effectiveness, decreased motivation, and the development of dysfunctional attitudes and behaviours at work. This psychological condition develops gradually but may remain unnoticed for a long time by the individual involved. It results from a misfit between intentions and reality at the job. Often burnout is selfperpetuating because of inadequate coping strategies that are associated with the syndrome. The research design can be typified as exploratory, descriptive and quantitative. The central hypothesis of this study is that burnout is the product of specific factors in the person-work environment interaction of ministers in the Dutch Reformed Church. With the aim of the study in mind, the following research process was followed: A literature review as theoretical grounding for burnout in general, as well as the analysis of literature specifically on burnout amongst ministers of religion. The development of a questionnaire, based on the review of literature, as self-report measure for burnout amongst ministers. After a field investigation, with the questionnaire as a method of data collection (on two occasions, 20 months apart), the data were analysed, consolidated, displayed and interpreted. The consolidated data were also interpreted in the broader perspective of the theoretical framework and recommendations were made about aspects of burnout amongst ministers in the Dutch Reformed Church. Possible causes, negative outcomes, ways of coping, interventions and support were explicated. The most important findings on aspects of burnout amongst ministers of the Dutch Reformed Church, as shown in this study, are: low horizontal mobility, quantitative work overload, time pressure, negative personal experience of the work situation, a negative evaluation of training and the negative evaluation of personal well-being because of the work situation. It can be concluded that ministers of the Dutch Reformed Church are at risk of burnout, caused by unique stressors in their work environment.