This study makes an empirical examination of the relationship between spirit at work and organisational commitment. It examines the organisational factors that foster spirit at work in individuals. A cross-sectional survey design was used to answer three research questions. The sample consisted of medical professionals. A mail survey was administered at three public hospitals. A positive correlation was found between spirit at work and organizational commitment. Sense of community emerged as central to fostering spirit at work. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Theses ( MPH.) -- University of Limpopo, 2021 / Background: Maternal mortality is a significant public health problem worldwide, and is a vital indicator of the functioning of a health system. The South African maternal mortality ratio is higher than other countries with same economic growth, despite people having free access to maternal health. How to develop relevant policies and programmes to reduce maternal mortality factors contributing to maternal mortality was investigated. Aims of the Study: To investigate the factors contributing to maternal mortality in public health institutions in the Sekhukhune District, Limpopo Province, South Africa. Methods: A quantitative, retrospective study was undertaken where 138 medical records of maternal mortality cases reported between 2013 to 2017 were reviewed. A simple random sampling method was used to select files that met the selection criteria from seven hospitals in the Sekhukhune District, Information was collected on maternal demographics and health service-related characteristics, including age, marital status, parity, antenatal care utilisation of services and delivery type. Inferential data were analysed using the student t-test and SPSS version 25. Results: The mean age of the women involved in this study was 30 years, with a standard deviation of 5.7. All the women who participated in the study were black African. The majority of maternal mortality occurred in hospital. The women in the majority of maternal mortality cases were unemployed, at 93.5%, while most of the maternal mortality cases involved single women (71%).The women involved in these maternal mortality cases booked their ANC care and the major health provider was a professional nurse (58.0%), while 57.2% of the participants attended their ANC at primary healthcare facilities. Most of the maternal deaths occurred after delivery (58.7%) and, in most deliveries, the Partogram was not used (66%). HIV testing occurred in 99% of the maternal mortality cases. The causes of maternal mortality were both direct (71.0%) and indirect (23.9%) causes. The leading cause of maternal mortality was direct haemorrhage (33%), followed by eclampsia (27%) and infection (16%). The leading indirect cause was respiratory causes (22%) and retro viral disease (RVD) (9%). The personal factor that contributed most to maternal mortality was delay in seeking help (62%). v Conclusion and Recommendations: The personal factor, delay in seeking medical help by the women, contributed to maternal mortality and it was further concluded that the majority of maternal mortality cases did not occur as a result of any complications in ANC and delivery. It is recommended that the training of healthcare providers in the utilisation of the Partogram be implemented to improve skills in the management of haemorrhage and eclampsia. Furthermore, the management of complications needs to be strengthened through a multi-sectorial approach. / SAMRC

Darbo tikslas. Įvertinti privataus ir viešojo odontologijos centrų pacientų nuomonę apie profesionalią burnos higieną. Tyrimo metodika. Buvo atlikta anoniminė anketinė apklausa viename privačiame ir viename viešajame odontologijos centruose, esančiuose Kauno mieste. Buvo išdalinta 200 anketų, jas užpildė ir gražino 172 respondentai (atsako dažnis 86 proc.). Tyrimo objektas – pacientai nuo 18 metų amžiaus, atėję atlikti profesionalios burnos higienos procedūros į burnos higienos kabinetą. Statistinė duomenų analizė atlikta naudojant SPSS 13.0 for Windows versijos programinį paketą. Kokybinių kintamųjų ryšio hipotezėms tikrinti taikytas Chi kvadrato (χ²) kriterijus. Proporcijų lygybei tikrinti taikytas z kriterijus. Rezultatai. Pirmą kartą burnos higienos procedūrą atliko 16,9 proc. pacientų, kartą per pusę metų procedūrą atlieka 26,7 proc. pacientų, kartą per metus – 43,6 proc. pacientų, o kas kelis metus – 12,8 proc. pacientų. Geresnius burnos higienos įgūdžius bei žinias turėjo moterys. Jaunesnio amžiaus pacientai dažniau lankėsi pas burnos higienistą nei vyresnio amžiaus pacientai (atitinkamai 31,9 proc. ir 16,1 proc.; p<0,05) bei geriau vertino savo dantų būklę. Aukštąjį išsilavinimą turintys pacientai, turėjo geresnius burnos higienos įgūdžius bei geriau vertino savo dantų būklę, lyginant juos su aukštesnįjį ar vidurinį išsilavinimą turinčiais pacientais. Pacientai rinkosi viešąją, o ne privačią gydymo įstaigą dėl to, kad viešojoje gydymo įstaigoje pigesnės paslaugos... [toliau žr. visą tekstą] / Aim of the study. To evaluate the opinion of patients in private and public odontology centers about professional dental hygiene. Methods. An anonymous questionnaire was accomplished in one private and one public odontology centers in Kaunas. 200 questionnaires were distributed to patients and 172 patients responded (response rate 86 %). Patients older than 18 years were surveyed after their visits to dental hygienists. The data was analyzed by SPSS 13.0 for Windows statistical software. Chi square and z criterions were used to evaluate relations between the variables. Results. First time professional dental hygiene procedure was accomplished by 16,9 % pacients, one time per 6 months – 26,7 %, once a year – 43,6 % and one time in a few years – 12,8 % pacients. In a comparison of the responses of women and men, women had better dental hygiene skills and knowledge. Dental condition was estimated better in younger patients (younger than 45 years) and these patients were having professional dental hygiene procedures more often than older patients (31,9 % and 16,1 % respectively, p<0,05). While evaluating patient‘s skills, knowledge and opinion about dental hygiene it was noticed that respondents with higher education had more knowledge about dental hygiene, compared with respondents with secondary education. Patients selected public odontology centre because of cheaper service, good geographical location and a belonging to these institutions. Patients chose private odontology... [to full text]

Cette thèse a pour but d‟analyser la relation entre la proactivité au travail, la qualité de vie au travail (QVT), le comportement innovant et la performance au travail des cadres hospitaliers. En premier lieu, nous proposons une synthèse de la revue de la littérature sur le concept de la proactivité au travail. Par la suite, nous présentons les trois études empiriques réalisées. Dans l‟étude 1, nous analysons la relation entre les caractéristiques du travail et les processus cognitifs motivationnels dans l‟activation du comportement proactif au travail. Puis, nous examinons la relation entre le comportement proactif et la performance au travail ainsi que le comportement d‟innovation au travail. Les résultats de cette étude soulignent l‟existence d‟une double médiation entre les caractéristiques du travail et le comportement d‟innovation au travail ainsi que la performance au travail via l‟habilitation psychologique et la proactivité au travail. Dans l‟étude 2, nous étudions le rôle des processus cognitifs motivationnels dans l‟activation du comportement proactif au travail. Puis nous analysons les effets du comportement proactif sur des indicateurs de QVT et d‟efficacité au travail après une période de six mois. Les résultats de cette étude indiquent qu‟il n‟y a pas de relation entre le comportement proactif au travail et la QVT ainsi que la performance au travail après six mois, mais les résultats mettent en évidence la présence d‟une relation positive entre le comportement proactif au travail et le comportement d‟innovation au travail après une période de six mois. Par ailleurs, les résultats montrent que le comportement proactif au travail joue un rôle médiateur dans la relation entre les processus cognitifs motivationnels (sentiment de capabilité, émotions positives) et le comportement d‟innovation. Dans l‟étude 3, nous analysons la relation entre le comportement proactif au travail et la QVT. Les résultats obtenus montrent que le sentiment de capabilité contribue à activer le comportement proactif au travail et que la proactivité à son tour a des effets positifs sur les indicateurs de QVT. Les résultats soulignent la médiation totale du comportement proactif dans la relation entre le sentiment de capabilité et l‟engagement affectif organisationnel. Dans une étude complémentaire, nous étudions les effets de la qualité des échanges avec le supérieur (leader-member exchange) en tant que modérateur dans la relation entre le comportement proactif au travail et l‟engagement affectif à l‟égard de l‟organisation. Les résultats indiquent que l‟interaction entre la proactivité au travail et la qualité des échanges avec le supérieur contribue à renforcer l‟engagement affectif à l‟égard de l‟organisation. Les résultats de ces études contribuent à clarifier le rôle des processus cognitifs motivationnels dans l‟activation du comportement proactif au travail et permettent d‟alimenter la réflexion sur la relation entre le comportement proactif au travail, la QVT, le comportement d‟innovation et la performance au travail des cadres hospitaliers. / This thesis aims to analyse the relationship between hospital middle managers‟ proactivity at work, quality of work life, innovative behaviour, and job performance. First, literature on the concept of proactivity is reviewed. Next, three empirical studies are conducted. Study 1 analyses the role of job characteristics and the role of cognitive motivational states in the activation of proactive work behaviour. Then, the effects of proactive work behaviour on job performance and on innovative work behaviour are analysed. Results from this study highlight the existence of a double mediation between job characteristics and innovative behaviour as well as job performance through psychological empowerment and proactive work behaviour. Study 2 examines the role of cognitive motivational states in the activation of proactive work behaviour. Then, the effects of proactive work behaviour on indicators of quality of work life (QWL) and indicators of job effectiveness after a period of six months are analysed. The results of this study show no relationship between proactive work behaviour and QWL indicators and job performance after six months, but the findings reveal the existence of a positive relationship between proactive behaviour at work and innovative behaviour after a period of six months. Furthermore, the results also indicate the existence of an indirect effect between cognitive motivational states (i.e., feeling capable, positive emotions) and innovative work behaviour through proactive work behaviour. Study 3 investigates the relationship between proactive work behaviour and QWL. Results suggest that feeling capable contributes to activate proactive work behaviour, which in turn has positive effects on QWL indicators. The mediating role of proactive work behaviour in the relationship between feeling capable and affective organizational commitment is also highlighted. A final complementary study proposes and shows that high-quality leader–member exchange as moderator strengthens the relationship between proactive work behaviour and affective organizational commitment. Results from these studies help to clarify the role of cognitive motivational processes in the activation of proactive work behaviour and contribute to reflection on the relationship between proactive work behaviour, QWL, innovative work behaviour, and job performance of hospital middle managers.