There is little research on the coping strategies of direct support professional caregivers working with the intellectually disabled (ID) and developmentally disabled (DD). The study was guided by Lazarus and Folkman's (1984) theory of the transactional model of stress and coping. The purpose of this study was to assess whether there is a correlation among the independent variables of coping and personality characteristics with stress as the dependent variable. A convenience sample of 69 professional caregivers was used. Data were collected using the Ways of Coping Questionnaire, Perceived Stress Scale, NEO-FFI-3, and a demographic questionnaire. A correlational analysis was conducted to assess the variables. Findings revealed a moderate correlation between confrontive coping and stress while the coping styles of distancing, self-controlling, and seeking social support were weakly correlated with stress. Additional results were a strong correlation between neuroticism and stress and a moderate correlation between conscientiousness and stress. Furthermore, a multiple regression analysis was conducted to determine if neuroticism, conscientiousness, and extroversion could predict stress. The analysis indicated that the variance in stress was predicted by neuroticism. Recommendations for future research include using a larger sample size, controlling for selection bias, and examining which coping styles are more useful in coping with stressful situations. A longitudinal design to examine cause and effect is also recommended. This study provides insight into the way professional caregivers cope with stress and the results can be used to develop a screening tool.

Hotels have lost $3.4 billion over the last 5 years because of high rates of employee turnover. Leaders must use the tools necessary to increase job satisfaction and retain professional employees. The problem was that insufficient data described the relationships between transformational leadership, gender, education, and job satisfaction for hotel professionals. The purpose of this survey study was to understand the relationship between transformational leadership and job satisfaction for the hotel professionals in the United States. A total of 248 hotel professionals from the Colorado Lodging and Hotel Association were surveyed using the Multifactor Leadership Questionnaire and the Job Satisfaction Survey. The theoretical foundation of transformational leadership informed this study. Using a survey design, data were collected and a multiple regression technique was applied to analyze the data. Gender, education, and transformational leadership accounted for 20% of the variation in job satisfaction. Transformational-leadership style and gender were significant predictors of job satisfaction; however, education was not a significant predictor of job satisfaction. Results from this study may aid managers in learning to use transformational leadership to create necessary opportunities for hotel professionals to help increase their job satisfaction. Such leadership can lead to better productivity in the hotel industry with a positive contribution to hotel guests.

HIV-related stigma and discrimination is a complex concept that affects HIV reduction interventions. HIV-related stigma occurs among healthcare providers resulting in reduction of quality of care of people living with HIV. Social psychological research into stigma reduction has led to the development of many stigma reduction interventions, but has not resolved the underlying problem. This study was designed to identify predictors of stigmatizing behavior among healthcare workers in Ghana using the social cognitive theory (SCT) for use in developing an evidence-based intervention. The study used a cross-sectional research design incorporating a preexisting survey, Measuring HIV Stigma and Discrimination Among Health Staff: Comprehensive Questionnaire. Survey data were analyzed using descriptive, multiple regression analysis and Pearson's coefficient to estimate the relationship between the dependent variable, HIV related stigmatizing behavior, and independent variables, personal attributes and environmental factors. The key findings from the analysis were that the personal attributes of healthcare workers predicted their stigmatizing behavior (R2= 0.674, p < 0.05). There was, however, no significant relationship between environmental factors and stigmatizing behavior and between personal attributes and environmental factors. The social change implications may be to reduce stigma among healthcare workers toward people living with HIV and in turn increase the willingness of healthcare workers to engage with people living with HIV and provide quality service to them.

Thesis (MPH.) --University of Limpopo, 2011 / Objectives: To assess the extent of HIV and AIDS related stigma among health care professionals, to identify factors that cause attitudes and perception towards HIV and AIDS related stigma and to determine if HIV and AIDS influence stigma. Study design: A descriptive cross sectional survey. Settings: Tshilidzini Hospital in Limpopo Province, South Africa. Subjects: A total of two hundred and sixty five health care professionals participated in the study. The study employed convenience sampling, when collecting data. The majority of health care professionals were females (77.7%). The average age of participants was 39.5 years with a standard deviation of 9.6. Outcome measures: Subject’s demographic information was determined by use of questionnaire. Age, gender educational level and race were included. Attitudes and perception towards HIV and AIDS patients were also assessed. Analysis: Data were analyzed by SPSS windows version 15.0. Means and frequencies were calculated. ANOVA and T test were employed to assess the comparison of attitudes between health care professionals. Findings: The results showed that the majority of health care professionals do not have negative attitudes towards people living with HIV and AIDS. Out of 265 health care professionals, 69% agreed that they needed to eliminate shame and rejection associated with HIV and AIDS, and 84% indicated that they needed more training to be more sensitive to the needs of people living with HIV and AIDS.Conclusion: Findings from the study showed high positive attitudes and perception among health care professionals towards people living with HIV and AIDS. Government should make provision of protective clothing a priority to reduce the perceived risk of HIV infection. Government should also introduce HIV and AIDS education at the primary level of health care.

Thesis (MPH. ) --University of Limpopo, 2014 / This dissertation reports on findings from a qualitative research that sought to investigate adherence and compliance to radiation safety protocols by radiographers and dental professionals in the Waterberg District. The study also sought to determine the knowledge the participants had on the chronic ill-effects of occupational exposure to radiation, safety protocols and their professional experience in dealing with occupational exposure to radiation. Altogether 60 participants from 8 health institutions in the Waterberg district took part in the study. They were compromised of males and females with ages ranging from 22-60 years. The response rate was 75% (n=45/60). The empirical data of the study shows a consistent yet disconcerting pattern among practitioners about safety compliance, safety protocols and their understanding of long term effect of occupational exposure to radiation. Despite their impressive knowledge of X-rays being a source of ionizing radiation, the level of their understanding of ill-effects thereof was of great concern. The general failure by both professionals in complying with the most basic safety protocols is worrisome. In a nutshell, yet some of the practitioners were found to be greatly exposed to radiation, their daily practices were found not consistent with procedures dictated by the guidelines on the use of medical X-ray equipment. Overall, only 59% of radiographers always wore their dosimeters, a basic monitoring and protective tool to measure their radiation exposure. In the study, only 38% of the dentists were found to be compliant and overwhelmingly alluded this to their employers being unable to supply them with crucial protective clothing, a finding that the researcher cannot dispute as indicated in the responses by the two groups. The failure of the employer in enforcing monitoring and assuring safety to the employees, patients and the general public emerged from this study. Various non-compliance patterns could be attributed to the participants and others to the employer. Protocols as clearly stipulated in R1332 of Hazardous Substance Act 15 of 1973 and other guidelines are not adhered to.

Esta tese aborda a produção habitacional em São Paulo e Buenos Aires no quadro conformado em países da América Latina entre os anos 1930 e 1960, em que uma série de condições possibilitou que a habitação social fosse construída numa perspectiva de produção em grande escala. As décadas de 1940 e 1950 são definidas como recorte temporal a partir de aproximações entre São Paulo e Buenos Aires nos processos de configuração enquanto metrópoles. Busca-se compreender, por um lado, as especificidades da institucionalização da produção habitacional pelos Estados brasileiro e argentino e, por outro, o papel dos profissionais de arquitetura vinculados a esta produção. A pesquisa teve como suporte fontes bibliográficas, documentais e iconográficas e, enquanto abordagem, filia-se a trabalhos que trazem um esforço de reflexão sobre uma nova perspectiva latino-americana, compreendendo que a questão habitacional no período em tela e as soluções propostas para seu enfrentamento não se esgotam em âmbito nacional. Os contextos sócio-políticos no Brasil e na Argentina são estudados em relação ao processo de institucionalização da produção habitacional e à aproximação entre governos e população trabalhadora, a quem se dirigiam as políticas habitacionais. Os espaços de articulação entre profissionais de arquitetura na América Latina nas primeiras décadas do século XX são analisados de modo a desvendar o debate sobre a questão da habitação. Os processos de urbanização e desenvolvimento de São Paulo e Buenos Aires são relacionados à política e à produção habitacional dos respectivos países. Considerando-se este conjunto de aspectos, os projetos habitacionais são examinados a partir de aproximações e especificidades da produção em grande escala nas duas cidades. As diferenças na concepção da política habitacional e do aparato estatal, os diferentes vínculos entre profissionais de arquitetura e Estado, bem como as diferenças na ocupação urbana e nos processos de urbanização nas duas cidades, implicaram diferentes formas de concretização da perspectiva de produção em grande escala em São Paulo e Buenos Aires. / This thesis deals with the housing production in São Paulo and Buenos Aires within a context established in Latin American countries between the 1930s and 1960s, in which a series of conditions enabled social housing to be constructed in a perspective of large-scale production. The decades of the 1940s and 1950s are defined as periods of study based on approximations between São Paulo and Buenos Aires in the processes of configuration as metropolis. It is proposed to understand, on the one hand, the specificities of the institutionalization of housing production by the Brazilian and Argentine states and, on the other hand, the role of architecture professionals linked to this production. The research was supported by bibliographic, documentary and iconographic sources and, as an approach, is associated to works that bring an effort to reflect on a new Latin American perspective, understanding that the housing issue in the period in question and the solutions proposed for it are not exhausted at the national level. The socio-political contexts in Brazil and Argentina are studied in relation to the process of institutionalization of housing production and to the approach of governments and working population, to which housing policies were directed. The spaces of articulation between professionals of architecture in Latin America in the first decades of the twentieth century are analyzed in order to unveil the debate on the housing question. The processes of urbanization and development of São Paulo and Buenos Aires are related to the politics and the housing production of the respective countries. Considering this set of aspects, the housing projects are examined, by highlighting the approximations and specificities of large-scale or massive production in the two cities. Differences in the conception of housing policy and the state apparatus, the different links between architecture professionals and the State, as well as the differences in urban occupation and urbanization processes in the two cities, meant that the prospect of large-scale production were materialized in different ways in Sao Paulo and Buenos Aires.

Introdução: Os profissionais que atuam na área de emergência lidam constantemente com diversas mudanças, tornando uma área de atuação que exige muito dos profissionais. Estima-se que o estresse afete mais de 90% da população mundial e que, por não ser considerada uma doença em si, é subestimado, tendo como consequência a ausência de tratamentos e prevenção ao adoecimento. Entende-se cultura organizacional condutas experimentais e símbolo em processo de assimilação, padrões e hábitos razoavelmente estabelecidos. Clima organizacional é o indicador do grau de satisfação dos membros de uma empresa, em relação a diferentes aspectos da cultura ou realidade aparente da organização. O estresse pode ocasionar graves consequências e entre trabalhadores em saúde sua ocorrência ainda carece ser avaliada em estudos ampliados que contemplem sua complexidade de maneira mais abrangente, considerando fatores pessoas, ambientais e psicossociais. Dessa forma, avaliar o clima e cultura organizacional é importância para entender como funcionam as instituições, quais são os pontos fortes e frágeis do local e assim propor melhorias aos pontos frágeis e potencializar os pontos fortes. Objetivo: O objetivo do estudo é identificar o clima e a cultura organizacional de uma organização de um serviço hospitalar de emergência e sua relação com a prevalência de estresse. Métodos: Foi desenvolvido um estudo transversal, analítico, exploratório, de abordagem quantitativa. Em um serviço público de emergência de Ribeirão Preto. A amostra do estudo foi constituída por 155 participantes. O estudo foi realizado no período de janeiro de 2016 a outubro de 2018, em um serviço público de emergência de Ribeirão Preto/SP. Resultados: Na amostra estudada observou-se 47,1% de profissionais com estresse atual, sendo que entre estes profissionais que tinham estresse: 82,2% eram mulheres. Os resultados evidenciaram que os profissionais com estresse estavam em sua maioria na fase de resistência (76,7%), 17,8% na fase de quase-exaustão, 4,1% na fase de exaustão e 1,4% na fase de alerta. Destaca-se maiores escores médios relacionados à cultura organizacional e o estresse atual, notadamente no fator 2 \"Rigidez na estrutura hierárquica de poder\" (média 3,02 + dp 0,77) e no fator 3 \"Profissionalismo competitivo e individualista\" (2,28 + dp 0,66). Destaca-se maiores escores médios do clima organizacional e o estresse atual no fator 1 \"Apoio da chefia e da organização\" (média 2,69 + dp 0,71), fator 2 \"Recompensa\" (1,91 + dp 0,63), fator 3 \"Conforto físico\" (2,97 + dp 0,84) e fator 5 \"Coesão entre colegas\" (2,95 + dp 0,72). Os resultados evidenciaram que nas análises entre o estresse com as variáveis sóciodemográficas e de trabalho, apenas a variável sexo esteve associada com o estresse, já nas análises entre cultura e clima organizacional houve correlação estatisticamente significativa entre o fator 1 - \"Profissionalismo cooperativo\", 4 - \"Satisfação e bem-estar dos empregados\", 5 - \"Práticas de integração externa\" e 6 - \"Práticas de recompensa e treinamento\" da cultura organizacional com todos os fatores do clima organizacional (Apoio da chefia e da organização, Recompensa, Conforto físico, Controle/Pressão e Coesão entre colegas), todas com um nível de significância abaixo de 0,01. No teste da regressão foi possível observar a relação do estresse com as variáveis: sexo (p 0,017; Exp(B) 2,766), vínculo empregatício (p 0,049; Exp(B) 1,403) e o fator 2 \"Recompensa\" da escala de clima organizacional (p 0,002; Exp(B) 0,396). Conclusões: O presente estudo possibilitou concluir a influencia da cultura e clima organizacional de uma organização de saúde hospitalar de emergência e sua relação com a prevalência de estresse. Também identificou a ligação entre cultura e clima organizacional, mostrando a influência da cultura sobre o clima organizacional / Introduction: The professionals who work in the emergency area constantly deal with several changes, making it an area of practice that demands a lot of professionals. It is estimated that stress affects more than 90% of the world population and, because it is not considered a disease in itself, is underestimated, resulting in the absence of treatments and prevention of illness. Organizational culture is understood as experimental conduct and symbol in process of assimilation, patterns and habits reasonably established. Organizational climate is the indicator of the degree of satisfaction of the members of a company, in relation to different aspects of the culture or apparent reality of the organization. Stress can cause serious consequences and among health workers, its occurrence still needs to be evaluated in expanded studies that contemplate its complexity in a more comprehensive way, considering personal, environmental and psychosocial factors. Thus, assessing the climate and organizational culture is important to understand how the institutions work, what are the strengths and weaknesses of the site and thus propose improvements to the fragile points and potentiate the strengths. Objective: The objective of the study is to identify the organizational climate and organizational culture of an emergency hospital service and its relation to the prevalence of stress. Methods: A transversal, analytical, exploratory, quantitative approach was developed. In an emergency public service of Ribeirão Preto. The study sample consisted of 155 participants. The study was conducted from January 2016 to October 2018, in a public emergency service in Ribeirão Preto / SP. Results: In the sample studied, 47.1% of professionals with current stress were present, and among these professionals who had stress: 82.2% were women. The results showed that the professionals with stress were mostly in the resistance phase (76.7%), 17.8% in the near-exhaustion phase, 4.1% in the exhaustion phase and 1.4% in the phase of exhaustion. alert. It is worth mentioning that higher scores are related to organizational culture and current stress, especially in factor 2 \"Rigidity in the hierarchical structure of power\" (average 3.02 + dp 0.77) and factor 3 \"Competitive and individualistic professionalism\" (2 , 28 + dp 0.66). It is worth noting the higher average scores of the organizational climate and the current stress in the factor 1 \"Support of management and organization\" (average 2.69 + dp 0.71), factor 2 \"Reward\" (1.91 + dp 0.63 ), factor 3 \"Physical comfort\" (2.97 + dp 0.84) and factor 5 \"Cohesion among colleagues\" (2.95 + dp 0.72). The results showed that in the analyzes between stress and socio-demographic and work variables, only the gender variable was associated with stress. In the analyzes between culture and organizational climate, there was a statistically significant correlation between factor 1 - \"Cooperative professionalism\" , 4 - \"Employees\' satisfaction and well-being\", 5 - \"External integration practices\" and 6 - \"Reward and training practices\" of organizational culture with all organizational climate factors (Support of leadership and organization, Reward , Physical Comfort, Control / Pressure and Cohesion among colleagues), all with a level of significance below 0.01. In the regression test, it was possible to observe the relationship of stress with the variables: sex (p 0.017, Exp (B) 2,766), employment bond (p 0.049, Exp (B) 1,403) and factor 2 \"Reward\" organizational (p 0.002; Exp (B) 0.396). Conclusions: The present study made it possible to conclude the influence of the organizational culture and climate of an emergency hospital health organization and its relation with the prevalence of stress. It also identified the link between culture and organizational climate, showing the influence of culture on the organizational climate

This thesis explores the chaotic, dynamic, ambiguous, complex and confusing world of the insider researcher. The proliferating species of insider researcher is common in public sector organisations and is particularly prevalent among post-graduate students who have combined study with work. Insider researchers range from the in-house researcher employed to conduct research to those who are conducting research in addition to their normal duties. This thesis, through five illustrative case-studies, discusses, reflects upon, explains, and clarifies the possibilities, limitations and the issues arising from a consideration of the practice of professionals conducting research in the large government education system in Victoria. The central focus of this thesis, that of exploring issues arising from professionals conducting research in their own working environments, has an importance that hitherto has had little direct recognition in the qualitative education research literature. And yet the practice of insider research is common and has a potentially large impact on the nature of the decision making process in public sector organisations. This relative invisibility in the social research literature of a discussion of issues relating to insider research demands to be made more visible. It is both useful and necessary to explore the particular possibilities, conditions and challenges of insiders conducting research in public organisations as the practice of insider research contines to grow. This thesis adds to the literature by locating insider research in a discussion of the wider soial context of ideology, culture, relationships, politics, language and meaning, and the decision-making process.

The behaviour of employees is increasingly being recognised as the critical factor in achievement of organisational effectiveness. Therefore, the need to address inefficiencies that are derived from the organisation-employee relationship is being recognised as important to organisational success. For many years the concept of organisational commitment provided the means to develop theory in relation to organisation-employee relationships. More recently, however, other types of workrelated commitments have been identified as having importance to the organisationemployee relationship. In the contemporary political-economic context, professionals are increasingly becoming employees of organisations which operate according to market or quasi-market principles. There are some fundamental differences between professional occupations and non-professional occupations. These differences may have consequences for the relationship between professional employees and their employing organisation. The differences may also have consequences for other workrelated outcomes for professional employees in ways that are different from the work-related outcomes of non-professional employees. Importantly, for professional employees commitment to the profession is developed during the pre-workplace entry educational experiences and may have consequences for the retention of professional employees within organisations, as well as retention within the profession. Therefore, the commitment of professional employees to their occupation may be both an antecedent to and a consequence of other work-related outcomes. However, to date, professional commitment has not been studied from a developmental perspective and the effect of workplace exposure on professional commitment is not understood. This thesis reports the findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis. The relationships included in the model were between commitment to the profession as both an antecedent to, and a consequence of organisational-professional conflict, job satisfaction and organisational commitment, as well as the relationship that each of these variables may have to organisational turnover intention and professional turnover intention. A repeated measures design was used with a sample of nursing professionals. Professional commitment before entry to the workplace was measured, and after a period of workplace exposure, professional commitment was again measured, as well as the other work-related outcomes identified in the model. The Blau (2003) occupational commitment measure was used to measure the pre-and-post workplace entry levels of professional commitment. The thesis also examined the factor structure of the Blau (2003) occupational commitment measure. The results of the model evaluation indicated that it is a plausible model of the identified relationships. Examination of the factor structure of the Blau (2003) occupational commitment measure indicated that it is best represented by five rather than four components. This research found that professional commitment was quite stable in the initial period of workplace exposure. The research findings also indicated that the relationship between professional commitment and organisational commitment was mediated by job satisfaction and that organisational-professional conflict and job satisfaction were directly related to organisational commitment. The research found that job satisfaction and professional commitment after a period of workplace exposure were related to organisational turnover intention, but that organisational commitment was not. The final major research finding was that organisational turnover intention was the only workplace variable in the model that was directly related to professional turnover intention. This research has contributed to the organisational behaviour literature through the development and initial evaluation of a model of the relationship between professional commitment prior to workplace entry and professional turnover intention. The results of the model suggested that when organisations provide professional employees with workplace experiences that are professionally, as well as personally satisfying, they promote retention of professional employees with their own organisation, as well as retention of professionals within the profession. This research recommends that for organisations that employ professionals, the model of the organisation-professional employee relationship that is likely to promote the retention of professional employees both within the organisation and within the profession, is a partnership model. Conflict resolution principles are recommended to inform the partnership model of the organisation-professional employee relationship. In addition, the empowering leadership style is recommended for organisations that employ professionals, because it is better matched to the employment mode and characteristics of professional employees.

<p>The purpose of this paper was to examine how young parenthood is represented by the professionals and their thoughts and experiences from meetings with the young parents, and how the professionals work with this group of parents. As professionals we refer to those who work with young parents, and the definition of young parents are parents in the ages 15-24. The paper also discusses what needs these parents have, and what kind of support the society offers, according to the professionals. The method we worked with was interviews and we interviewed six professionals to find out how the professionals looked upon the young parents and their situation. Earlier research has stated that young parenthood is associated with many risks and disadvantages for both the parents and their children. What we discovered was that young parenthood not necessarily has to be only about disadvantages. Many benefits were brought up during our interviews. Among others the professionals saw the young parents as more spontaneous and more to easy with their children, compared to older parents. The young parents also seemed less concerned than the older parents and their young age made them more biologically suited to have children. Some of the disadvantages we found were that many lacked higher education and trouble finding suitable accommodation because of lack of income. As a conclusion the professionals stated that a social network was of most importance for the young parents.</p>