Extensive evidence linking exercise with stress reduction has prompted many organisations to implement exercise stress management interventions in order to combat employee stress. These interventions however, have generally yielded low levels of effectiveness. Determining factors that can enhance the effectiveness of exercise stress management interventions is important for organisations implementing such interventions. The main purpose of the present study was to investigate the role that outcome expectancy has in the relationship between exercise and stress. Stress perceptions and exercise behaviours were assessed in 54 university students over the 4 weeks leading up to final examinations. Outcome expectancy was assessed once during this period. Heart rate was also assessed in 20 students on two occasions, including the exam. In contrast to the majority of research linking exercise with lower stress, individuals who exercised more than their own average during the study period had higher levels of exam stress over time, whilst variance in exercise levels from the group average was not significantly related to exam stress over time. Conversely, there was a significant difference in physiological exam stress (heart rate) between high and low exercise groups overtime for the overall heart rate average, but not the sleep or exam period heart rate averages. More specifically, it was found that the low exercise group had a stronger negative physiological reaction to the exam overall. No significant moderation effects of outcome expectancy on the relationship between exercise and stress were found. The results indicate that exercise is related to both self-reported and physiological indicators of stress, and that exercise at different levels (within-person and between-person) have differing effects on exam stress.

This mini-dissertation investigates the influence that an outcome-based remuneration scheme can have on productivity in the financial sector. It focuses on four dimensions that were used to determine if productivity levels could be affected; all of these four dimensions could be linked back to the performance of the employee and employer. The four dimensions were units produced, overtime, absenteeism and till cash up which speaks to the quality of transactions that were processed. When these four dimensions were tested statistically the results tended to suggest that there is a positive association with productivity and an outcome-based remuneration scheme. This simply means that an outcome-based remuneration scheme increases productivity levels in the workplace, more specifically in the financial sector; the literature review also supports this statement. The study also deals briefly with the advantages and disadvantages of a pay for performance scheme as well as when designing a pay for performance scheme what are the key design elements. It also briefly touches on the implementation of such a scheme, whether pay for performance is sustainable over a period of time and what are the most common types of pay for performance schemes. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

This mini-dissertation investigates the influence that an outcome-based remuneration scheme can have on productivity in the financial sector. It focuses on four dimensions that were used to determine if productivity levels could be affected; all of these four dimensions could be linked back to the performance of the employee and employer. The four dimensions were units produced, overtime, absenteeism and till cash up which speaks to the quality of transactions that were processed. When these four dimensions were tested statistically the results tended to suggest that there is a positive association with productivity and an outcome-based remuneration scheme. This simply means that an outcome-based remuneration scheme increases productivity levels in the workplace, more specifically in the financial sector; the literature review also supports this statement. The study also deals briefly with the advantages and disadvantages of a pay for performance scheme as well as when designing a pay for performance scheme what are the key design elements. It also briefly touches on the implementation of such a scheme, whether pay for performance is sustainable over a period of time and what are the most common types of pay for performance schemes. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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A review of the scientific literature revealed a lack of information regarding the integrated daily activity levels of low-risk pregnant women in contemporary Western society. A prospective, longitudinal study was therefore undertaken to (i) assess the impact of low-risk pregnancy on the daily activity levels of healthy, British primigravid women and (ii) examine the relationship between total maternal daily activity level and pregnancy outcome. The best combination of methods to measure daily activity levels during pregnancy was considered to be a subjective self-report measure used in conjunction with an objective ambulatory activity monitor. These methods were developed and were demonstrated to be both reliable and valid in non-pregnant women. However, the study identified some unique problems in using activity monitors in pregnant women. These problems emanated both from women's reluctance to wear an activity monitor when pregnant and from a need to measure extremely low levels of activity in late gestation. Both data from the ambulatory monitor and the new activity questionnaire demonstrated a overall decrease in mean maternal daily activity levels between 25 & 38 weeks gestation (n=51; p<0.01). This decline masked different maternal responses in different activity domains. The mean occupational activity ratios of women working full-time declined steadily between 16 & 34 weeks gestation (n=25, p<0.01). Women's working hours and the more flexible elements of their work were reduced whilst the frequency of work breaks increased. Between 25 & 38 weeks gestation, mean recreational activity ratios also declined (n=50, p<0.05). Participation in structured sports and exercise ceased and increasing amounts of time were spent within the home. In contrast, mean overall domestic activity ratios were maintained. Between 16 & 38 weeks gestation mean nocturnal activity ratios increased steadily (n=47; p=0.01) To maintain waking activity during pregnancy, women actively engaged in a number of different balancing strategies. These strategies comprised monitoring, prioritising, pacing and forward planning. Despite the changes that occurred in maternal activity behaviour, one of the strongest and most consistent predictors of maternal activity behaviour during pregnancy was that of maternal activity behaviour prior to pregnancy. Occupational activity levels pre-pregnancy were independently associated with maternal daily activity levels at 12,16 & 25 weeks gestation (p=0.004-0.020). Self-efficacy was the only significant predictor of the change in maternal daily activity levels between 25 & 38 weeks gestation (p=0.013). The women who reduced their activity the most were likely to be those individuals who had more difficulty in overcoming perceived barriers to physical activity participation. Five main barriers to physical activity were identified: (i) the physical symptoms of pregnancy (ii) the effect of outside influences (iii) a lack of motivation (iv) a low maternal body image and (v) a lack of time and/or appropriate facilities. Findings suggested that maternal daily activity may impact significantly on pregnancy outcome. Higher maternal daily activity at 16 weeks gestation was independently associated with a lower incidence of emergency caesarean section (p<0.05). Higher maternal daily activity at 38 weeks gestation was independently associated with a higher incidence of an induction of labour (p<0.05). Total daily activity at 25 & 34 weeks gestation was independently and negatively associated with infant birthweight (p<0.05).

This thesis presents a new conceptual model of occupational outcome based on the results of input from 5 key stakeholder groups in the field of occupational health including patients, healthcare providers, employers, unions, and insurers. Data from 77 participants who took part in one of either 18 individual interviews or 11 focus groups were qualitatively content analyzed. The goals were to: 1) compare the range of meanings given to the concepts of health, occupational health, and occupational outcome, 2) understand the range of opinions among stakeholders and identify areas of agreement or disagreement and, 3) to develop a framework of occupational outcome incorporating the views of all key stakeholders. Health, occupational health, and occupational outcome were found to have different and complex meanings that extended beyond those in existing research, and that related to the role a variable is hypothesized to have in a larger framework. Stakeholders differed in the depth, breadth, and qualitative nature of the themes discussed. Natural alignments among some stakeholder groups emerged which varied depending on the context, however a specific focus could be identified for each group. No single stakeholder group alone expressed all the themes and the complexity of the relationships among them; the whole could only be understood in terms of the sum of the stakeholder parts. A new model emerges in which occupational outcome is encompassed by the interactions of 3 key factors: Function and Ability, Individual Behaviours, and Environmental Factors. These are embedded within larger models of both occupational health that includes both individual health and workplace health, and of quality which is comprised of the interactions between structure variables, system participant factors, and outcome. The new model and the process undertaken to develop it meet two important needs for occupational health; enhancing understanding and conceptualization of occupational outcome, and enhancing understanding of the perspectives of stakeholders in the occupational healthcare system. The findings have implications for research, and delivery of quality care to patients with occupational disease or injuries. Some next steps include model validation and testing, measurement scale development, clarifying new variables through ongoing stakeholder discussion, and model application.

国立情報学研究所で電子化したコンテンツを使用している。

Thesis (PhD)--University of South Australia, 2002.

Thesis (PhD)--University of South Australia, 2002.

Diss. (sammanfattning) Stockholm : Karol. inst., 2002. / Härtill 5 uppsatser.