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In the contemporary landscape of fraternity and sorority life (SFL), where National Pan-Hellenic Council (NPHC) organizations operate alongside Panhellenic and Interfraternity Council (IFC) groups, Black sorority and fraternity life professionals have become essential to the field. However, Black student affairs professionals in sorority and fraternity life encounter incidents of racism’s permanence, embedded into the foundations of the sorority and fraternity life system. Therein lies a struggle for Black SFL professionals who are regularly and systematically harmed by the institutions they are charged with sustaining. This study’s purpose was to examine Black student affairs professionals’ experiences and narratives with racialized incidents and how this informs their perceptions of sorority and fraternity life. The research question that guided this study was: How have Black student affairs professionals’ in sorority and fraternity life experiences and narratives with racialized incidents informed their perceptions of sorority and fraternity life? The literature review focuses on Black student affairs professionals' experiences with racialized incidents and the history of sorority and fraternity life. Critical Race Theory served as this study's theoretical framework, focusing on counter narrative as a theory. The use of a counter narrative amplified the voice of 12 participants to share their narratives of and experiences with racialized incidents in sorority and fraternity life and their perceptions of the field. Four themes presented in this study made participants question a) the disillusionment of trust in a system built to harm; b) the white and racist legacy of sorority and fraternity life; c) the significance of #BlackLivesMatter and the Trump presidency on racialized incidents in sorority and fraternity life; and d) recognition that Black students need Black SFL professionals, and their faith keeps them. Additional research is necessary to address racialized incidents in sorority and fraternity life and find ways to put procedures and policies in place in the aftermath of racialized incidents that harm Black SFL professionals. Black student affairs professionals in sorority and fraternity life did not create this broken system. They should not be the ones expected to fix it on their own.

Os profissionais cuidam dos doentes de acordo com seus conceitos e crenças. Buscou-se analisar as crenças sobre dor crônica não oncológica dos profissionais de saúde que atendem doentes com dor crônica em Centros de Dor da cidade de São Paulo, por meio do Inventário de Atitudes frente à Dor-profissionais. Nove (81,8%) dos onze Centros de Dor identificados concordaram em participar. Os profissionais preencheram ficha de caracterização pessoal, profissional e o Inventário de Atitudes frente à Dor-profissionais, adaptado do Inventário de Atitudes frente à dor-versão breve (IAD-breve), utilizado para doentes. Foram entrevistados 75 profissionais (59,5%). A média de idade foi 42,8 anos (DP=10,5), a distribuição foi semelhante entre os sexos e o tempo médio de graduação foi 16 anos (DP=9,9). A maioria dos profissionais eram médicos 58,7%, seguidos pelos fisioterapeutas (42,7%) e dentistas (10,7%). A maioria (42,7%) possuía especialização e 26,7%, mestrado ou doutorado. Sessenta por cento dos profissionais auto-avaliaram sua experiência com doentes com dor crônica como mediana e 44,0% relataram atender mais que 20 doentes ao mês. O IAD-versão profissional foi validado com 20 itens, a análise fatorial confirmou 6 domínios (emoção, controle, incapacidade, solicitude, cura médica e dano físico) e a confiabilidade dos domínios, avaliada por meio do alfa de Cronbach, variou entre 0,567 a 0,807, valores considerados moderados e bons. Os profissionais mostraram crenças “fortemente desejáveis" nos domínios controle (3,1) e emoção (3,7) e “moderadamente desejáveis" nos domínios dano físico (1,2) e incapacidade (1,5); crença “fortemente não desejável" foi encontrada no domínio cura médica (3,4) e “moderadamente não desejável" no domínio solicitude (2,5). Visando identificar se diferenças nas crenças poderiam estar relacionadas às características demográficas e profissionais, foram compostos 3 clusters: médicos/ pós-graduados; não médicos/especializados/ pouco experiente e graduados/dor crônica oncológica. A comparação entre os clusters não mostrou diferenças estatisticamente significantes. A inexistência de diferenças indicou que variáveis como profissão, sexo, idade, nível de escolaridade e de experiência não influiu nas crenças dos profissionais frente à dor crônica. As crenças “indesejáveis" manifestadas pelos profissionais de que solicitude é desejável e que se pode esperar cura para dor crônica não oncológica indicam a necessidade de incorporação de novos conceitos na prática clínica. Crenças não adequadas podem levar a equívocos na condução no tratamento como reforçar expectativas irrealistas, aumentar a incapacidade e a dependência. / Health professionals assist patients according to their concepts and beliefs. This study analyzed the beliefs of health professionals who assist patients with nonmalignant chronic pain, in different Pain Clinics in Sao Paulo – Brazil, using the Pain Attitude Inventory - Professionals. Nine (9) out of 11 Pain Clinics, (81.8%) identified in Sao Paulo, agreed to participate. The professionals completed a Personal and Professional Characterization Profile and the Pain Attitude Inventory – Professionals, adapted from the Survey of Pain Attitudes–Brief (SOPA-B). Seventy five (75) professionals were interviewed (59.5%). The mean age was 42.8 years (SD=10.5), the distribution regarding gender was similar, and they had a mean of 16 years (SD= 9.9) since graduation; the majority were physicians (58.7%), followed by physical therapists (42.7%) and dentists (10.7%); many of the respondents had completed specialization courses (42.7%), and 26.7% had a master or doctorate degree; 60% of the professionals self-assessed their experience with patients with nonmalignant chronic pain as moderate and 44.0% stated that they assist over 20 patients per month. The Pain Attitude Inventory – Professionals was validated with 20 items, the factorial analysis confirmed 6 domains (emotion, control, disability, solicitude, cure and harm), and the reliability of the domains, assessed by Chronbach’s alfa, ranged from 0.567 and 0.807, values which are considered moderate to good. The professionals showed beliefs that were “strongly desirable" in the control (3.1), and emotion (3.7) domains, and “moderately desirable" beliefs in the harm (1.2), and disability (1.5) domains; and “strongly undesirable" beliefs in the cure domain (3.4) and finally “moderately undesirable" beliefs in the solicitude domain (2.5). In order to identify if differences in beliefs could be related to demographic and professional characteristics, three (3) clusters were formed: physicians/post-graduation; non-physicians/specialization courses/ little experience; and graduates/ oncology pain. The comparison between these clusters did not show any statistically significant differences. This inexistence of differences indicated that variables such as profession, gender, age, educational level and years of professional experience did not influence the beliefs of health professionals concerning chronic pain. The “undesirable" beliefs expressed by the health professionals, that “solicitude" is desirable and that a cure for nonmalignant chronic pain is highly possible, indicate that there is a need for the incorporation of new concepts in clinical practice. Inadequate beliefs can mislead the conduction of treatment as well as reinforce unrealistic expectations, and cause increases in incapacity and dependence.

Os profissionais cuidam dos doentes de acordo com seus conceitos e crenças. Buscou-se analisar as crenças sobre dor crônica não oncológica dos profissionais de saúde que atendem doentes com dor crônica em Centros de Dor da cidade de São Paulo, por meio do Inventário de Atitudes frente à Dor-profissionais. Nove (81,8%) dos onze Centros de Dor identificados concordaram em participar. Os profissionais preencheram ficha de caracterização pessoal, profissional e o Inventário de Atitudes frente à Dor-profissionais, adaptado do Inventário de Atitudes frente à dor-versão breve (IAD-breve), utilizado para doentes. Foram entrevistados 75 profissionais (59,5%). A média de idade foi 42,8 anos (DP=10,5), a distribuição foi semelhante entre os sexos e o tempo médio de graduação foi 16 anos (DP=9,9). A maioria dos profissionais eram médicos 58,7%, seguidos pelos fisioterapeutas (42,7%) e dentistas (10,7%). A maioria (42,7%) possuía especialização e 26,7%, mestrado ou doutorado. Sessenta por cento dos profissionais auto-avaliaram sua experiência com doentes com dor crônica como mediana e 44,0% relataram atender mais que 20 doentes ao mês. O IAD-versão profissional foi validado com 20 itens, a análise fatorial confirmou 6 domínios (emoção, controle, incapacidade, solicitude, cura médica e dano físico) e a confiabilidade dos domínios, avaliada por meio do alfa de Cronbach, variou entre 0,567 a 0,807, valores considerados moderados e bons. Os profissionais mostraram crenças “fortemente desejáveis” nos domínios controle (3,1) e emoção (3,7) e “moderadamente desejáveis” nos domínios dano físico (1,2) e incapacidade (1,5); crença “fortemente não desejável” foi encontrada no domínio cura médica (3,4) e “moderadamente não desejável” no domínio solicitude (2,5). Visando identificar se diferenças nas crenças poderiam estar relacionadas às características demográficas e profissionais, foram compostos 3 clusters: médicos/ pós-graduados; não médicos/especializados/ pouco experiente e graduados/dor crônica oncológica. A comparação entre os clusters não mostrou diferenças estatisticamente significantes. A inexistência de diferenças indicou que variáveis como profissão, sexo, idade, nível de escolaridade e de experiência não influiu nas crenças dos profissionais frente à dor crônica. As crenças “indesejáveis” manifestadas pelos profissionais de que solicitude é desejável e que se pode esperar cura para dor crônica não oncológica indicam a necessidade de incorporação de novos conceitos na prática clínica. Crenças não adequadas podem levar a equívocos na condução no tratamento como reforçar expectativas irrealistas, aumentar a incapacidade e a dependência. / Health professionals assist patients according to their concepts and beliefs. This study analyzed the beliefs of health professionals who assist patients with nonmalignant chronic pain, in different Pain Clinics in Sao Paulo – Brazil, using the Pain Attitude Inventory - Professionals. Nine (9) out of 11 Pain Clinics, (81.8%) identified in Sao Paulo, agreed to participate. The professionals completed a Personal and Professional Characterization Profile and the Pain Attitude Inventory – Professionals, adapted from the Survey of Pain Attitudes–Brief (SOPA-B). Seventy five (75) professionals were interviewed (59.5%). The mean age was 42.8 years (SD=10.5), the distribution regarding gender was similar, and they had a mean of 16 years (SD= 9.9) since graduation; the majority were physicians (58.7%), followed by physical therapists (42.7%) and dentists (10.7%); many of the respondents had completed specialization courses (42.7%), and 26.7% had a master or doctorate degree; 60% of the professionals self-assessed their experience with patients with nonmalignant chronic pain as moderate and 44.0% stated that they assist over 20 patients per month. The Pain Attitude Inventory – Professionals was validated with 20 items, the factorial analysis confirmed 6 domains (emotion, control, disability, solicitude, cure and harm), and the reliability of the domains, assessed by Chronbach’s alfa, ranged from 0.567 and 0.807, values which are considered moderate to good. The professionals showed beliefs that were “strongly desirable” in the control (3.1), and emotion (3.7) domains, and “moderately desirable” beliefs in the harm (1.2), and disability (1.5) domains; and “strongly undesirable” beliefs in the cure domain (3.4) and finally “moderately undesirable” beliefs in the solicitude domain (2.5). In order to identify if differences in beliefs could be related to demographic and professional characteristics, three (3) clusters were formed: physicians/post-graduation; non-physicians/specialization courses/ little experience; and graduates/ oncology pain. The comparison between these clusters did not show any statistically significant differences. This inexistence of differences indicated that variables such as profession, gender, age, educational level and years of professional experience did not influence the beliefs of health professionals concerning chronic pain. The “undesirable” beliefs expressed by the health professionals, that “solicitude” is desirable and that a cure for nonmalignant chronic pain is highly possible, indicate that there is a need for the incorporation of new concepts in clinical practice. Inadequate beliefs can mislead the conduction of treatment as well as reinforce unrealistic expectations, and cause increases in incapacity and dependence.

<p>I den här uppsatsen har vi undersökt vilka värderingar drivkrafter och behov som finns bland fordonstillverkaren Scanias unga akademiker, vilka i undersökningen går under benämningen Young Professionals. Detta i syfte att utröna varför Young Professionals lämnar Scania och vilka faktorer som är avgörande för att skapa ett attraktivare Scania bland denna målgrupp samt att komma fram till lämpliga åtgärder som i största möjliga mån kan förmå dem att stanna inom företaget. Undersökningen bedrevs genom användande av kvalitativa intervjuer och fokusgrupper vilket resulterade i ett antal faktorer framkom som viktiga för denna målgrupp.</p><p>Dessa faktorer är chefskapet, missnöje med företagets engagemang och tillvaratagande på den enskilde individens driv, motivation och kunskaper samt inre processer som är alldeles för segdragna vilket mynnar ut i frustration hos YP och därigenom leder till motivationstapp.</p> / <p>In this thesis we have examined the values, motivation and needs of the vehicle manufacturer Scanias Young Professionals. The aim of the study is to determine why Young Professionals are leaving Scania for other employers and the factors that are decisive for creating a more attractive Scania among the targeted group. We are also recommending suitable actions for keeping them within the company. The study was conducted through in depth interviews as well as in focus groups with four participants from different divisions within the company. These interviews resulted in a number of different factors that were found important for this group.</p><p>The factors are leadership, dissatisfaction with the company’s commitment and procurement of the individual’s motivation and knowledge as well as internal processes that are to slow and resulting in frustration among the Young Professionals, resulting in less commitment to the company.</p>

I den här uppsatsen har vi undersökt vilka värderingar drivkrafter och behov som finns bland fordonstillverkaren Scanias unga akademiker, vilka i undersökningen går under benämningen Young Professionals. Detta i syfte att utröna varför Young Professionals lämnar Scania och vilka faktorer som är avgörande för att skapa ett attraktivare Scania bland denna målgrupp samt att komma fram till lämpliga åtgärder som i största möjliga mån kan förmå dem att stanna inom företaget. Undersökningen bedrevs genom användande av kvalitativa intervjuer och fokusgrupper vilket resulterade i ett antal faktorer framkom som viktiga för denna målgrupp. Dessa faktorer är chefskapet, missnöje med företagets engagemang och tillvaratagande på den enskilde individens driv, motivation och kunskaper samt inre processer som är alldeles för segdragna vilket mynnar ut i frustration hos YP och därigenom leder till motivationstapp. / In this thesis we have examined the values, motivation and needs of the vehicle manufacturer Scanias Young Professionals. The aim of the study is to determine why Young Professionals are leaving Scania for other employers and the factors that are decisive for creating a more attractive Scania among the targeted group. We are also recommending suitable actions for keeping them within the company. The study was conducted through in depth interviews as well as in focus groups with four participants from different divisions within the company. These interviews resulted in a number of different factors that were found important for this group. The factors are leadership, dissatisfaction with the company’s commitment and procurement of the individual’s motivation and knowledge as well as internal processes that are to slow and resulting in frustration among the Young Professionals, resulting in less commitment to the company.

Managing knowledge work and knowledge workers is of growing importance in theory as well as in practice. Organizations are continuously evolving value added work. It is observed over a period of time, that manual work is reducing and educated work force is delivering, executing and successfully performing organizational activities. Particularly in Indian context there is a phenomenal growth in employment of knowledge professionals. They contribute towards building value through their innovation, new technology and its application. Knowledge professionals possess the talent and required skills to cater to organizational competitive demands. Knowledge professional creates knowledge and transfer knowledge to other professionals. There are several univariate studies focusing on satisfaction, stress, motivation, there are also studies which talks about knowledge transfer aspects, but they are not studied in the context of knowledge professionals and linking them to value added behavior and well-being. This is a multi-construct study with an attempt to explain causal relationship between knowledge professionals, organizational & knowledge practice, knowledge transfer modes, enhanced valued behavior and well-being, for which the existing literature is reviewed. Literature review for this study has been broadly classified into four major headings, i.e. knowledge professionals, organizational and knowledge practices, knowledge transfer modes and finally well-being of knowledge professionals. Knowledge professionals are dealing with the increase in knowledge intensive work and therefore there is a need to link knowledge professionals to over all organizational strategies and focus on their well-being. The different practices in both organizational and knowledge identifies the purpose of such different practices and how it affects the expertise in the professionals. Practices tend to vary based on the human processes in the different sectors. Several studies focused on knowledge transfer and also identified the modes of transfer of knowledge in terms of one to one basis, formal and informal, on the job trainings, apprenticeships etc., in the past. Lastly, work profile, different practices and modes of knowledge transfer tends to have a bearing on well-being. There are several univariate and bivariate research studies conducted on knowledge and knowledge management practices existing within the organization. Knowledge professionals are the most valuable resource of the organization as they contribute to maximum growth of their organization. Hence there is a need to understand their well-being. But previous research has not focused on this dimension of knowledge professionals. Earlier studies have not focused in detail about the knowledge intensiveness in knowledge professionals work profile, nor its impact on their well-being. Therefore we found a need to focus our study on understanding the knowledge professionals work profile and their well-being. Though there are various studies on knowledge transfer but there is a paucity of studies in the area of knowledge professionals, and its impact on the valued behavior of the organization. We further felt the need to study the relationship existing between well-being of knowledge professionals and knowledge transfer modes. Based on this we framed our objectives of the study as follows: To develop a framework for relating knowledge work, organizational & knowledge practices, and the role of modes of knowledge transfer on valued behavior and well-being. To understand the effect of different knowledge intensive work on valued behavior and well-being. To suggest appropriate managerial initiatives to sustain knowledge work and well-being of knowledge professionals. In order to achieve the above mentioned objectives, conceptual framework was formalized. Thorough literature review helped in identifying gaps in the research. Discussions with practitioners in the field were useful in selecting the variables for the study. The different variables studied were work profile of knowledge professionals, organizational and knowledge practices. Knowledge transfer modes to determine the influence of transfer process on well-being and valued behavior. We attempted to understand the effect of different practices and transfer modes on valued behavior and well-being of knowledge professionals. To achieve the objectives, survey methodology was executed for the main study. Questionnaire developed was a 5 point Likert scale where professionals had to rate with options choosing from strongly disagree, disagree, neither agree nor disagree, agree and strongly agree. This was combined with in-depth interview on a one to one basis, between researcher and professionals without any external disturbance in a secure silent place. The main sample consisting of 439 professionals from five organizations, out of which 2 of them are Government sectors and remaining 3 are private sectors. Sample comprised of knowledge professionals working in IT and R & D sector with a minimum of 2 years of experience and working in the same or similar kind of projects, both male and female professionals with varied qualifications, and age ranging from 19 to 61 years. To validate our objectives of the study different statistical analysis was computed. We first confirmed the reliability of the designed questionnaire by computing cronbach alpha. Factor analysis helped us identify the groupings of the variables. To understand the effect of demographic variables such as age, gender, educational qualification, work experience, type of organization on the work profile on the knowledge professionals, obtained sample was studied on each of these variables by computing ‘t’tests. The differences in the demographical variables was analyzed and reported. This was further analyzed to understand the effect of independent factors on output factors and the effect of mediating factors on output by computing multiple regression. Regression was first done without mediating factors by regressing independent factors on output and later by adding mediating factors to verify the mediating effect of the different factors. The obtained regression value results are analyzed for firstly validating if the model can be accepted by verifying the significance of F value, next by checking the goodness of fit of the model by looking at the R square value and finally we verified the items which had an impact on the output factors by looking at their Beta coefficient value. Significant beta coefficient values were accepted and discussed further. We further diagrammatically depicted the connections of the independent factors on the output factors from the obtained findings. The findings of this chapter show that mediating factors have improved the R square value showing that mediating factors increases the explanatory power. It can be observed that all the hypotheses are proved. To further understand the different knowledge intensive work of knowledge professionals, input factors, mediating factors and output factors were regressed for each group separately and presented in next chapter. Knowledge professionals were grouped based on the knowledge intensive jobs being performed by them. It was observed that 5 unique groups were being formed and we aimed at systematically understanding the differences in the groups. Discussion was done group wise. All the groups were analyzed and understood based on their age, educational qualification, work experience, gender, type of job etc. Further multiple regression was computed on each of the group separately. Here again multiple regression was done without mediating variable in the first step and in the next step to verify the effect of mediating factors they were included in the analysis. Regression model was checked for significance level through F value, goodness of fit was verified by obtained R square and later significant beta values were analyzed and diagrammatically represented. From the findings it can be observed that each group is exclusive and tends to have significant differences between the groups based on the knowledge intensive jobs being performed by them. The findings can be summarized as there are differences between the groups with regard to the extent to which the different input, mediating factors affect the output factors. There exist differences in the way the factors influence each group, indicating the uniqueness of each group. It can be concluded that this study provides a profound understanding about the different groups of knowledge professionals based on the knowledge intensive job being performed by them. This finding can be used by other organizations while recruiting, training, and charting out clear career growth for professionals, and for job analysis. This study has attempted to understand well-being of knowledge professionals and how it tends to affect and vary based on the different knowledge professional groups. This framework of studying knowledge professionals and their well-being is a unique contribution to the existing literature and for organizational as well as managerial practices. An attempt has been made to understand the different knowledge transfer practices and its impact as value add for the organization. This research has contributed theoretically and it is methodologically unique by adapting a multi construct model, the different practices being studied will help in framing effective knowledge management practices in organizations.

Objective: Research on the association of empathy and burnout within professional health care workers has shown that the work is posing a risk for burnout. Empathy and compassion abilities are essential to understand others and when working with caring for others. Research from social neuroscience and psychology has forwarded findings indicating the risk of a negative side of empathy – empathic distress being associated with ill health such as burnout. Contrary, compassion has been shown to be associated with health benefits. Research integrating knowledge from social neuroscience and psychology is needed to inform evidence-based health promotion in the workplace arena. Aim: The aim is to investigate if empathic distress among professional health care workers is associated with burnout, and if compassion has a buffering effect on burnout. Design: A cross-sectional, within-group survey study is employed, using a quantitative explorative approach. 105 participants identified as professional health care workers was included. The bio-psychosocial model was used as a theoretical analysing tool. Results: Results showed a significant positive association between empathic distress and client-related burnout. Compassion was found to be negatively associated with client-related burnout, however, not significant. Multiple regression analysis showed no significant effect of empathic distress, compassion or theory of mind to predict burnout. Conclusion: Empathic distress was found to be significantly associated with client-related burnout. The study integrated social neuroscience and psychology theories, which can inform health promotion programs within social workplace settings especially for a vulnerable group in risk of burnout such as professional health care workers.

Whilst differing perspectives can be an asset, they have also been found to lead to conflict and misunderstanding in multidisciplinary practice. Evidence suggests that different mental health disciplines hold differing attitudes towards mental disorder, reflecting differing implicit models held. To contribute to our understanding of this problem the present study investigates psychologists’ concepts of mental disorder, building on a pilot study conducted by Harland et al. with psychiatrists (2009). The Maudsley Attitude Questionnaire was used in an online survey of trainee clinical psychologists (N = 288). Principal components analysis was used to investigate implicit models. It was hypothesised that psychologists’ understandings of mental disorder would differ from psychiatrists'. The findings showed that psychologists endorsed different models for different diagnostic categories of mental disorder. Psychologists favoured the social realist model overall. Principal components reflecting a biological-psychosocial continuum, and scales of cognitive/behavioural and psychodynamic/spiritual model endorsement were revealed. The study concluded that, when compared to the findings of Harland et al. (2009), psychologists appear to make more use of psychosocial and less use of biological factors in their understanding of mental disorder than do psychiatrists. There appear to be fundamental differences in psychologists' and psychiatrists’ implicit models of mental disorder. A greater emphasis on multidisciplinary training initiatives is recommended.