Thesis (Ph. D.)--Ohio State University, 2004. / Title from first page of PDF file. Document formatted into pages; contains x, 135 p.; also includes graphics. Includes bibliographical references (p. 121-123).

Tyrimo tikslai: Išnagrinėti ir palyginti bendruomenės slaugytojų, dirbančių Vš.Į Kauno Šilainių poliklinikoje ir privačiuose šeimos sveikatos priežiūros centruose, darbo apimtį apylinkėje ir darbo motyvaciją lemiančius veiksnius. Tyrimo uždaviniai: 1. Palyginti bendruomenės slaugytojų, dirbančių Vš.Į Kauno Šilainių poliklinikoje ir privačiuose šeimos sveikatos priežiūros centruose, darbo apimtį apylinkėje. 2. Palyginti svarbiausius veiksnius įtakojančius bendruomenės slaugytojų, dirbančių Vš.Į Kauno Šilainių poliklinikoje ir privačiuose šeimos sveikatos priežiūros centruose darbo motyvaciją: pasitenkinimą darbu, savirealizacijos vaidmenį bei karjeros planavimo galimybes. Tyrimo hipotezė: Vš.Į. Kauno Šilainių poliklinikoje ir privačiuose šeimos sveikatos priežiūros centruose dirbančių bendruomenės slaugytojų darbo apimtis apylinkėje ir darbo motyvacija yra skirtinga. Tyrimo metodai: Tyrimas buvo atliekamas anoniminės anketinės apklausos būdu, 2010m. sausio mėnesį VŠĮ Kauno Šilainių poliklinikoje ir privačiuose šeimos sveikatos priežiūros centruose: Vita Longa; Racevičiaus šeimos sveikatos priežiūros centre; Sargėnų šeimos sveikatos priežiūros centre bei Šilainių šeimos sveikatos priežiūros centre. Tyrimo objektas bendruomenės slaugytojai, dirbantys apylinkėse. Apklausta 32 bendruomenės slaugytojai dirbantys Vš.Į Kauno Šilainių poliklinikoje ir 31 bendruomenės slaugytojas dirbantis privačiuose šeimos sveikatos priežiūros centruose. Pirmoje anketos dalyje... [toliau žr. visą tekstą] / Topic aims: to analyse and compare decisive factors of community nurses‘, working at Public Institution Kauno Šilainių polyclinic and private Family Health Supervision centres, work extent and motivation. Topic objectives: 1. Compare work extent in the environment of the nurses, working at PI Kauno Šilainių polyclinic and private Family Health Supervision centres. 2. Compare main factors, that influence work motivation on community nurses, working at PI Kauno Šilainių polyclinic and private Family Health Supervision centres: job satisfaction, role of self-realization and career opportunities. Research thesis: work extent and work motivation is different between community nurses, working at Public Institution Kauno Šilainių polyclinic, and those, working at private Family Health Supervision centres. Research methods: the study was carried out using an anonymous questionnaire, January, 2010 at Public Institution Kauno Šilainių polyclinic and at private Family Health Supervision centres, such as Vita Longa, Racevičiaus Family health supervision centre, Sargėnų Family health supervision centre and Šilainių Family health supervision centre. The study object: community nurses working in the environment. 32 community nurses, working at Public Institution Kauno Šilainių polyclinic, and 31 community nurses, working at private family health supervision centres, were surveyed. First part of the questionnaire was composed of demograpgic index questions about the respondents‘ age... [to full text]

The intrinsic features of woker, ``ability' and ``motivation', are useful resources of human capital that makes profit for the firm. The purpose of the study is to examine how the firm designs the optimal wage policy when worker's intrinsic features are private information. The study follows the mechainsm-design approach, by which models with single, as well as double, intrinsic feature(s) of worker are established, and best ``incentive wage packages' are deduced. We finded out that, under single intrinsic feature, the firm's optimal wage package entails that, the more output the higher wages; under double intrinsic features, the firm must takes the relative strength of intrinsic features of the worker into account when making the optimal incentive wage package.

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Motyvacija mūsų sąvokų žodynuose atsirado dar visai neseniai, tik XIX a. pr. bet jau užima labai svarbią vietą žmonių gyvenime. Bet juk kiek egzistuoja žmonija, tiek laiko ir egzistavo motyvacija, tačiau kodėl viskas buvo įvardinta tik dabar? Motyvas, kuris yra skatinamoji priežastis sukelia daugeliui mokslininkų didžiulę terpę pamąstyti, paanalizuoti bei ištirti kas tai yra? Kas būtent žmones verčia veikti, dirbti, egzistuoti? Analizuojamos yra vidinės bei išorinės žmonių motyvacijos, sukurta daug įvairių mokslininkų motyvacijos teorijų ir netgi daugelis jų jau yra paneigtos. Nėra vienos motyvacijos teorijos, kuri būtų universali ir padėtų išsiaiškinti darbuotojų motyvaciją skatinančius veiksnius. Atsižvelgiant į šios temos aktualumą ir naujumą apibrėžta tyrimo problema – analizuojant mokslinę literatūrą pastebima, kad kaip kiekvienas žmogus yra skirtingas taip kiekvienam galima taikyti vis kitokią motyvacijos teoriją ir analizuoti darbuotojų motyvaciją skatinančius veiksnius. / The motivation appeared in the vocabularies of our conceptions just some time ago, in the beginning of the XIX century, but it occupies a very important place in people’s life. The motivation has existed for the same time as the mankind, but why was it named only now? The motive, which is the stimulus, causes a huge medium for thinking, analyzing and researching what it is. What makes people act, work and exist? The internal and external people’s motivations are analyzed, a lot of different theories of motivation were developed by scientists and lots of them were denied. There is no universal theory of motivation helping to ascertain the factors encouraging the workers’ motivation. Considering the relevance and newness of this topic, the research problem was defined – while analyzing scientific literature, it is noticed that every person is different and a different theory of motivation can be applied for each of them as well as analyzing the factors encouraging the workers’ motivation.

Thesis (M.A.)--Trinity Evangelical Divinity School, 1990. / Abstract. Includes bibliographical references (leaves 94-99).

Orientador: Elizabeth Maria Oliveira Luti Bertoncini / Banca: Geraldo José de Paiva / Banca: Francisco Hashimoto / Resumo: Este trabalho apresenta um estudo sobre a gestão participativa e as possibilidades de melhoria das condições humanas dos trabalhadores nas organizações que aplicam esse tipo de gestão. A gestão participativa vem sendo aplicada por muitas organizações, mas nem sempre essa forma de administração tem conseguido melhorar a relação do trabalhador com a organização, porque permanece uma relação de coerção ou mesmo uma relação de manipulação. Os princípios de participação adotados que pautam essa relação se voltam principalmente aos propósitos da empresa, e não estabelecem uma nova ética nas relações com os trabalhadores. A pesquisa de campo desenvolvida em uma empresa supermercadista, cuja administração apresenta tendências participativas, mostrou dados relevantes que permitiram... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: This work presents a study about participative management and the possibilities in improving human Work condition in the organizations that apply this type of management. The participative management has been applied for many organizations, but not always this way of running up a business has been able to improve the relation between the company and the employee, so that a relation of coertion or even manipulation is stablished. The principles of participation adopted which base this relation are directed toward the proposals of the company and don't stablish a new ethics in the relation with the employees. The research developed in a supermarket that the administration presents participative tendencies, showed us important information that allowed the comphreension of the dimensions of... (Complete abstract, click electronic access below) / Mestre

Made available in DSpace on 2014-06-11T19:29:04Z (GMT). No. of bitstreams: 0 Previous issue date: 2002-08-20Bitstream added on 2014-06-13T20:28:10Z : No. of bitstreams: 1 campos_v_me_assis.pdf: 582810 bytes, checksum: 98e9453cfb6315769e8a430f143b6c60 (MD5) / Este trabalho apresenta um estudo sobre a gestão participativa e as possibilidades de melhoria das condições humanas dos trabalhadores nas organizações que aplicam esse tipo de gestão. A gestão participativa vem sendo aplicada por muitas organizações, mas nem sempre essa forma de administração tem conseguido melhorar a relação do trabalhador com a organização, porque permanece uma relação de coerção ou mesmo uma relação de manipulação. Os princípios de participação adotados que pautam essa relação se voltam principalmente aos propósitos da empresa, e não estabelecem uma nova ética nas relações com os trabalhadores. A pesquisa de campo desenvolvida em uma empresa supermercadista, cuja administração apresenta tendências participativas, mostrou dados relevantes que permitiram... / This work presents a study about participative management and the possibilities in improving human Work condition in the organizations that apply this type of management. The participative management has been applied for many organizations, but not always this way of running up a business has been able to improve the relation between the company and the employee, so that a relation of coertion or even manipulation is stablished. The principles of participation adopted which base this relation are directed toward the proposals of the company and don´t stablish a new ethics in the relation with the employees. The research developed in a supermarket that the administration presents participative tendencies, showed us important information that allowed the comphreension of the dimensions of... (Complete abstract, click electronic access below)

A new concept in motivation has recently been devised: that of work values. The Work Values Inventory (WVI) developed by Donald E. Super (1970) was used to test five hypotheses: (1) The underlying work value structures of persons will not vary according to age; (2) The underlying work value structures of persons will not vary according to sex; (3) The underlying work value structures of persons will vary according to level (undergraduate, master's degree students, or post-master's degree); (4) The underlying work value structures of college students will vary according to whether they are a psychology major or not; (5) The underlying work value structure of college students will vary according to their major area of interest in psychology. A factor analysis using a Promax oblique rotation was used to test these hypotheses. Work values were not found to vary according to age. Two factors were common for males and females while one was distinct for the sexes. Psychology and non-psychology majors shared one common factor while two unique factors were observed. Those with different areas of interest within the field of psychology had two factors in common while a unique third one was identified for each. The persons at the three different educational levels shared only one common factor. There was an identical factor retained for the undergraduates and the post-master's level and a similar factor for the master's. Undergraduates and master's shared a highly similar factor. The post-master's group and the master's group both had a unique factor not shared by any other group. It was concluded that more factor analytic studies are needed on the Work Values Inventory to assess its usefulness across widely desperate occupational groups other than those included in this study.