Thesis (Ph. D.)--University of Washington, 2007. / Vita. Includes bibliographical references (leaves 113-133).

The purpose of this essay is to examine how professional conditions relate to the work with students who display neuropsychiatric difficulties in school. Furthermore, the authors of this essay wish to provide insight of which possibilities and limitations professionals experience in their joint work with students who display neuropsychiatric difficulties. The empirical material for the essay draws upon a qualitative method in the form of semi structured interviews with professionals who are in daily contact with students with neuropsychiatric difficulties. The empirical material has been analyzed with the help of previous related research together with the concepts of collaboration theory and acting according to Lipsky´s theory of street-level bureaucracy. The results show that the professionals ability to act in cases of students who display neuropsychiatric difficulties is affected by various forms of collaboration. The essay also suggests there are no considerable differences in task-design and in supporting a student with neuropsychiatric diagnosis compared to a student who only display similar symptoms and behavior. However, an established diagnosis might be favorable and can facilitate better conditions to act in situations concerning students with neuropsychiatric difficulties.

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Made available in DSpace on 2016-04-28T20:38:51Z (GMT). No. of bitstreams: 1 Aline Cerdoura Garjaka.pdf: 955981 bytes, checksum: 18ad2961afefb6b5a35f64b362c6f27f (MD5) Previous issue date: 2014-03-21 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / This dissertation investigates the concept of psychological work as per Sigmund Freud, especially in texts published within the year of 1892 and 1915. The investigated problem raised from the construction and analysis of a surprisingly and enigmatic clinical situation: the unusual silence that involved both the psychoanalyst and the patient. As from this situation, it was possible to consider that the psychological work done by the psychoanalyst enables he or she to keep being psychoanalyst (or once again to become one) in several situations of the analytical process. The research results reveal the construction of such a concept during the first years of the Freudian work and also a possible definition on the concept on psychological work under Freud s thinking / Esta dissertação investiga a noção de trabalho psíquico na obra de Sigmund Freud especialmente no período que vai de 1892 a 1915. O problema de investigação surgiu a partir da construção e da análise de uma situação clínica surpreendente e enigmática, o silêncio incomum que tomou conta tanto da analista como da analisanda. A partir disso, foi possível considerar que o trabalho psíquico , realizado pelo psicanalista, permite que ele continue sendo analista (ou volte a sê-lo) nas diversas situações de um processo analítico. Os resultados da pesquisa revelam a construção dessa noção ao longo dos primeiros anos da obra freudiana e uma possível concepção para a noção de trabalho psíquico no pensamento Freud

Abstract The purpose of this study was three-fold: to analyze how the work-relatedness of well-being has been constructed by the presently prevailing work stress approach, to develop better ways of conceptualizing the work-relatedness of well-being on the basis of cultural historical activity theory, and to test these new conceptualizations with empirical data from two nursing homes for the elderly. An analysis of the development of work stress theory and previous studies of nursing homes showed that their foundations lie in the paradigmatic person – environment formulation which inhibits taking into account the activity of the individual, the changing of the work process and the specific context in which stress is experienced. With respect to work-related well-being two activity-theoretical hypotheses were developed: the object-dependedness of work-related emotions (object-dependent well-being) and the increased physical and psychological work load as a result of disturbances in the flow of work (disturbance load). An empirical analysis of the historical development of the two nursing homes showed how the function of the nursing homes had changed several times and continued to do so. The analysis also suggested that changes in the work-related well-being of the employees followed the developmental phases of the work activity. The second empirical analysis showed how the employees' explanatory models of both tiring- and strength- giving events were related to several historical, present and possible future aspects of the object of their work. Signs of individual motive development could be detected in the interviews. The third empirical analysis of videorecorded morning routine episodes showed how the current institutional script carried out by the employees collided with the residents' own script resulting in resident resistance which increased the physical and psychological workload of the employees. Focusing on disturbance load may uncover important sources of emotional distress and physical tiredness among employees. Understanding work-related well-being also as qualitatively developing object-dependent well-being points to the need to create a dialogue between the development of the collective activity and the object and motive development of individual employees.

Bakgrund: År 2019 avslutades Covid-19 pandemin, sjukvården var några av de som blev mest drabbade av denna kris och som var med i kampen om att bekämpa viruset. Arbetsmiljön i form av den fysiska och psykiska delen påverkades inom sjukvården under denna svåra krissituation. Det förelåg brister inom vården redan innan pandemin och det blev därför en utmaning för sjukvården att hantera pandemin. Detta är något som ingår i chefernas arbete, att enligt svensk lag hantera arbetsmiljö på arbetsplatsen. Föreliggande studie undersöker hur arbetet kring den fysiska och psykiska arbetsmiljön har hanterats av sjukvårdschefer i tre olika faser, före-, under- och efterfasen. Syfte: Syftet med studien är att bidra med kunskap när det kommer till sjukvårdschefernas arbete med arbetsmiljön avseende Covid-19, där de centrala faserna är under- och efter-fasen och före-fasen bidrar med en kontext. Delarna av arbetsmiljön som undersökts är den fysiska och psykiska arbetsmiljön. Undersökningen bidrar med ökad förståelse för hur kriser som Covid-19 pandemin påverkar arbetsmiljön inom sjukvården och hur sjukvårdscheferna hanterararbetsmiljön. Metod: Metoden som används i föreliggande studie är den kvalitativa metoden. Författarna genomförde semistrukturerade intervjuer tillsammans med tio enhetschefer på sjukhusorganisationen för att samla in den primära datan för studien. Empiri och slutsats: Studien visar att den fysiska och psykiska arbetsmiljön var mest utsatt i under-fasen av pandemin med viss utsatthet även i efter-fasen där man nu försöker hjälpa de berörda inom personalgruppen med olika typer av stöd, till exempel krisstöd. Det visade sig att den fysiska och psykiska arbetsmiljön var hanterbar i före-fasen trots att arbetsmiljön redan då var under press. I efter-fasen försöker man komma tillbaka till ett normalläge såsom det var innan pandemin. / Background: In 2019, the Covid-19 pandemic ended, healthcare was some of the most affected by this crisis and was involved in the fight against the virus. The physical and psychological aspects of the work environment were affected in healthcare during this difficult crisis. There were already shortcomings in healthcare before the pandemic, so it became a challenge for healthcare to manage the pandemic. This is something that is included in the work of managers, to manage the work environment in accordance with Swedish law. The present study examines how the work on the physical and psychological work environment has been managed by healthcare managers in three different phases, before, during, and after the pandemic. Purpose: The purpose of the study is to contribute knowledge about the work of healthcare managers regarding the work environment with regard to Covid-19, where the central phases are the during and after phases, and the before phase contributes a context. The parts of the work environment investigated are the physical and psychological work environment. The study contributes an increased understanding of how crises such as the Covid-19 pandemic affect the work environment in healthcare and how healthcare managers manage the work environment. Method: The method used in the present study is the qualitative method. The authors conducted semi-structured interviews with ten unit managers at the hospital organization to collect the primary data for the study. Empirics and conclusion: The study shows that the physical and psychological work environment was most vulnerable during the during-phase of the pandemic, with some vulnerability also in the after-phase where efforts are now being made to provide support to healthcare workers. It turned out that the physical and psycological work environment was manageable in the before-phase despite the fact that the working environment was already under pressure. In the after-phase, the goal is to return to a normal state as it was before the pandemic.

People effectiveness has become a key differentiator of competitive advantage in the knowledge economy and the need for a valid and reliable measure of people effectiveneness has become paramount for success. The research positions the psychological work immersion scale (PWIS) as a relevant measure of people effectiveness and explores the relationship between the PWIS variables (psychological attachment and people effectiveness enablers) and perceptions of business performance. Furthermore the research explores whether higher levels of psychological work immersion leads to increased business performance over time in an attempt to position the value of organisational development interventions aimed at increasing psychological work immersion levels in the work place. The setting for this research was a not-for-profit organisation in South Africa. The sample for the study was measured at two defined points in time over a 14-month period and consisted of n = 414 (T1) and n = 551 (T2). The study showed that the PWIS factor structure is a valid measure of the psychological work immersion construct across time (T1 and T2). The results provided evidence of convergent, intra-discriminant and external discriminant validity (construct validity) of the PWIS within (T1 and T2) and over time (T1 vs T2). The results showed that the PWIS has acceptable internal consistency reliability within and across time (T1 and T2) as well as demonstrating test-retest reliability across time. The results provided evidence that the people effectiveness enablers and psychological attachment variables significantly predict perception of business performance indicators (profit/loss, costs, and cash flow related to operating activities), and that strong perceptions of people effectiveness enablers relate to strong individual perceptions of business performance through a high sense of psychological attachment. The mediation results confirmed the test-retest reliability and validity of the PWIS in predicting perceptions of business performance within and over time. This finding shows that psychological attachment is an important factor in terms of iv influencing the individual perceptions of business performance which is related to improvements in actual business performance. The study also showed evidence of a positive relationship between psychological work immersion and business performance and demonstrated improvements in psychological work immersion coincided with year on year improvements in business performance. The study contributes towards the current literature on organisational development and specifically on the measurement of people effectiveness within knowledge economy organisations. / Industrial and Organisational Psychology / D. Com.

Dans un contexte mondial où les taux de roulement des effectifs infirmiers oscillent entre 5% et 17% (Heinen et al., 2013) et où l’OCDE (2016) souligne plus que jamais l’importance de s’attarder à la rétention des infirmières et à la diminution de leur départ de la profession, la présente thèse vise à comprendre plus en profondeur les effets différentiels du leadership tyrannique et authentique, du climat psychologique de travail ainsi que du bien-être et de la détresse psychologique sur l’intention de quitter – son unité, son organisation ou sa profession. Appuyé en partie sur les travaux de Hayes et al. (2012) et de Blau (1964), un cadre d’analyse comprenant les éléments suivants a été conceptualisé : 1) les facteurs organisationnels – regroupant le climat psychologique de travail ainsi que le style de leadership, 2) les facteurs individuels – comprenant la santé psychologique et 3) les facteurs externes touchant aux caractéristiques personnelles et démographiques que sont l’âge, le sexe et le niveau d’éducation. Le climat psychologique de travail et le style de leadership sont positionnés en amont au sein du modèle conceptuel alors que la santé psychologique est en aval. L’intention de quitter l’unité, l’organisation et la profession sont les variables prédites. Il est proposé que le style de leadership lorsqu’authentique influence positivement le climat psychologique de travail de même que la santé psychologique, ce qui en retour diminue l’intention de quitter. Parallèlement, il est proposé que le style de leadership tyrannique influence négativement le climat psychologique de travail ce qui génère en outre de la détresse psychologique et de l’intention de quitter. Un échantillon de 903 infirmiers et infirmières québécois d’une multitude de secteurs a complété un questionnaire en ligne traitant du style de leadership de leur supérieur immédiat, du climat psychologique de travail ainsi que du niveau de santé psychologique et de l’intention de quitter. Les relations entre les variables indépendantes et dépendantes ont été analysées à l’aide d’analyses acheminatoires par équations structurelles. Les relations statistiques observées permettent d’expliquer plus du tiers du phénomène de l’intention de quitter, tous niveaux confondus, de même qu’autant du bien-être psychologique et de la détresse psychologique au travail. Les facteurs organisationnels sont instrumentaux dans la compréhension et le redressement de la santé psychologique de même que de l’intention de quitter. Cette thèse identifie le supérieur immédiat comme un acteur clé ayant une contribution directe sur le climat psychologique de travail, la santé psychologique ainsi que l’intention de quitter. Davantage de résultats ainsi que les implications théoriques et pratiques sont discutés. / In a global context where turnover rates among the nurse workforce vary between 5% and 17% and where the OECD (2016) stresses more than ever the importance of understanding nurse retention and acting on their intent to quit, this thesis aims to understand the differential effects of tyrannical and authentic leadership, psychological work climate and well-being and/or psychological distress on one’s intention to quit. Based in part on the works of Hayes et al. (2012) and Blau (1964), an analysis framework that includes the following was conceptualized: 1) organizational factors –that is psychological work climate and style of leadership, 2) individual factors, including psychological health, and 3) external factors, that is the personal and demographic characteristics such as age, sex and education level. Intent to quit is the variable which we aim to predict and explain by the organizational and individual factors. Specifically, it is hypothesized that the style of leadership when authentic will positively influence psychological work climate as well as psychological health, which will in turn diminish one’s intent to quit. Conversely, it is hypothesized that when the style of leadership is tyrannical it will reflect negatively on psychological work climate, which will in turn augment psychological distress as well as one’s intent to quit. Considering this, a Quebec sample of 903 nurses from a multitude of healthcare sectors completed an online questionnaire in which they were asked about their current immediate superior, the psychological work climate in their organization, their degree of psychological health as well as their intention to quit. The statistical relationships between the independent as well as the dependent variables were analyzed using structural equation modelling. The results show that the variables targeted explain more than a third of the variance in intention to quit across all at all levels (quit one’s unit, one’s organization, one’s profession) as well as both the psychological well-being and the psychological distress. Organizational factors are instrumental in understanding and acting on psychological health as well as intent to quit. This study identifies the immediate superior as a key contributor to psychological work climate, psychological well-being and/or distress as well as intent to quit. Practical implications of the study, as well as further research are discussed accordingly.