Syftet med studien var att undersöka (1) relationen mellan chefers upplevda stress och kontroll och medarbetares arbetstillfredsställelse med chefen, (2) relationen mellan chefers upplevda stress och kontroll samt, (3) medarbetares arbetstillfredsställelse med chefen relaterat till angivna demografiska parametrar. 25 chefer besvarade en webbenkät om arbetsrelaterad stress och kontroll och 206 av deras medarbetare besvarade en webbenkät om arbetstillfredsställelse med sin chef. Resultaten visade ett samband mellan medarbetarnas arbetstillfredsställelse med chefen och chefens yrkesroll (delmått i stressinstrumentet) samt att medarbetarnas arbetstillfredsställelse påverkades av deras anställningstid och utbildningsnivå. Vidare visade resultaten att cheferna upplevde en högre grad av arbetsrelaterad stress än kontroll. Dessa resultat indikerar att chefer med en tydligt definierad yrkesroll har mer arbetstillfredställda medarbetare samt, och i linje med tidigare forskning, att medarbetarnas anställningstid och utbildningsnivå har betydelse för arbetstillfredsställelsen med chefen.

Bakgrund: Trotts att handledningen anses vara en vital del av psykoterapeutisk utbildning, är inte utbildning av handledare en självklarhet, och mera forskning behövs kring vad som utgör en bra handledarutbildning. Syfte: Den här undersökningen hade för huvudsyfte att analysera eventuella förändringar i handledarstil hos en handledarkandidat under S:t Lukas utbildningsinstitutets handledarutbildning 2008-2009. Metod: Materialet bestod av transkriberingar av handledarens tre handledningstimmar med den handledde terapeuten från början av handledarutbildningen, och tre från slutet. Med hjälp av grundad teori togs fram kategorier som beskrev handledarstilen ur fyra aspekter: styrning, allians, inlärningsstil, och fokus. Resultat: Jämförelse mellan handledarstilen i början och vid slutet av utbildningen visade på en ökad aktivitet hos handledaren, fr.a. i undersökning och hållandet av fokus på viktiga teman. Tydliggörande minskade. Mot slutet av utbildningen ökade också handledarens tillit på alliansen, som tålde mer brott. Fokus för handledningen var mer på patienten i början av utbildningen, medan mot slutet av utbildningen ökade fokus på terapeuten så att den var lika stor som fokus på patienten. Resultaten diskuteras i relation till litteratur och forskning.

Abstract Results of analyses conducted on data collected from 313 employees of one University. The results of this research indicate as follows: Dimensionality of Organizational Politics Perceptions The responses to the 32-items Perceptions of Organizational Politics Scale (POPS) were subjected to principal components analysis with Varimax rotation. A four-factor solution was found to be most interpretable, with loadings of .50 and above used as an item retention criterion, resulting in a total of 16 items being retained across the four tactical importances. It is comprised four subscales: (1) Supervisor Behavior, (2) General Politics Behavior, (3) Organization Policies and Practices, and (4) Coworker & Clique Behavior. Relationships between Demographic Variables and Perceptions of Organizational Politics 1. Female¡¦s ¡§Supervisor Behavior¡¨ consciousness is stronger than male, and male¡¦s ¡§Coworker & Clique Behavior¡¨ consciousness is greater than female. 2. Subordinate¡¦s ¡§Organization Policies and Practices¡¨ consciousness is stronger than executives or above. 3. Regular staff members¡¦ ¡§Coworker & Clique Behavior¡¨ consciousness is much than non-regular staff members. 4. The University public servants¡¦ ¡§Supervisor Behavior¡¨ consciousness is much stronger than instructors. 5. Bachelor¡¦s level of education¡¦s ¡§Organization Policies and Practices¡¨ consciousness is greater than Mater¡¦s level of education or above. Relationships between Perceptions of Organizational Politics and Organizational Commitment 1. Organizational Politics was negatively related absolutely to¡¨ Retention Commitment¡¨. 2. Organizational Politics was negatively related partly to ¡§Value Commitment¡¨. 3. Organizational Politics was negatively related t partly to ¡§Effort Commitment¡¨. Control some Demographic Variables, reported special relationships 1. Reported positively correlations between ¡§Supervisor Behavior¡¨ and ¡§Value Commitment¡¨ with executives or above. 2. Reported positively correlations between¡¨ General Politics Behavior¡¨ and ¡¨ Effort Commitment¡¨ with female employees, subordinates and non-regular staff figures. Key word: Perceptions of Organizational Politics, Supervisor Behavior, General Politics Behavior, Organization Policies and Practices, Coworker & Clique Behavior, Organizational Commitment, Retention Commitment, Value Commitment, Effort Commitment.

員工具有工作熱情對企業與員工本身都有正面效益，因此，如何提高員工的工作熱情，是企業必須要關心的議題。然而，過去雖有研究指出直屬主管的行為對於員工工作熱情具有一定的影響力，但少有文獻有進一步的探討，因此，本研究希望從主管行為的角度出發，深入探討哪些主管行為有助於提高員工的工作熱情。本研究分成兩階段進行，第一階段透過文獻回顧，以及訪談五位實務界的專家，瞭解有哪些主管行為能提高員工工作熱情，並依照文獻資料與訪談結果編制主管行為問卷。第二階段使用第一階段發展的問卷進行量化驗證，以確認文獻與專家們提到的主管行為是否對員工工作熱情有正向的影響。 本研究問卷共蒐集到259個有效樣本，來自六家電子資訊業與兩家金融業，受測者皆為在職超過六個月以上的正職員工。本研究以階層迴歸分析確認主管行為變項與員工工作熱情變項間的關係，結果發現主管行為的「積極的指導與關懷」對和諧式熱情有正向影響；另外，主管行為的「以員工為中心的激勵」對和諧式熱情與強迫式熱情皆有正向的影響。 / Work passion can have noticeable beneficial effects on both employees and employers. Therefore, raising the employee’s passion for work is one of the key points which enterprises need to concern. There are some researches indicate that the behaviors of direct supervisors can impact on work passion of employee but the relationship remains unexplained. Here we’d like to investigate that from supervisor’s perspective, what kind of behavior from managers can enhance the work passion of employee. In the first part of this research, we have gone through reviews from both references and interviews of 5 managers from industry to conclude the specific behaviors which influence the work passion. Then we have induced a questionnaire according to the factors. Later, we have measured quantitatively from the survey and we have verified the relationships between supervisor’s behavior and employee’s work passion. We have collected 259 effective samples from 8 companies including IT, electronics, and financial industries. The subjects need to be a full-time employee for at least 6 months. This research takes hierarchical regressions to analyze the relationships between supervisors’ behaviors and employee’s work passion, and we found the “aggressive instruction and care” have productive influence on the harmonious passion. Besides, “employee-oriented encourage” also have affirmative effect on both harmonious passion and obsessive passion of workers.

Developing internal communication in fast-changing organizations is a current topic, which seems to exercise the minds of corporate people in different positions. Well-functioning internal communication and business success seem to be strongly linked. It motivates people, and only people who are motivated and enthusiastic about their work are able to perform well in their jobs and to secure the success of their employers. The purpose of this study was to increase the understanding of internal communications and how employees perceive it in fast-changing organizations. An understanding of internal communication and its development was searched by concentrating in selected essential internal communication areas in organizations, internal corporate communication function and internal communication channels. The focus was on fast-changing organizations due to the fact that the development of internal communication does not usually go hand in hand with other organization development and business growth but tends to drag behind. The theoretical framework was formed of internal communication in general, internal communication development, internal communication in fast-changing organizations, internal communication in different organizational areas, internal corporate communicationas a function and internal communication channels. The most valid internal communication areas were selected to be management communication, team and supervisor communication and interdepartmental communication. The theoretical framework presented the dilemmas and characteristics that can occur among the issue of internal communication development. In order to achieve the determined objectives, a quantitative study was conducted. The survey named “Internal communications at the company x” with three different forms of questions was carried out in the case company. The topic was scrutinized from theperspective of a case company and aimed to find out employees’ perceptions. The web-based survey focused on the selected issues concerning internal communication and its development. Questionnaires were sent out to the employees of the case company’s European organization and 94 responses were received. The collected data was analyzed against the theoretical framework, and with the help of analysis conclusions and managerial implications regarding this study were drawn. It was discovered that by developing these internal communication areas together, fast-changing organizations succeed better in internal communication and consequently in other operations. In fast-changing organizations, careful attention needs to be paid especially to the amount of management, supervisor and interdepartmental communication. Communication especially about company situation and financial and sales situation should be increased. Employees value open, systematic, clear and well-organized communication. Development of interdepartmental communication processes is vital in order to improve knowledge sharing across the company and consequently business performance. It is essential that all members of work community understand their responsibility to communicate. Internal corporate communications function should teach that and provide good communication tools for all employees, especially intranet, e-mail and possibilities to face to face meetings and versatile feedback sessions. Efforts to equalize communication between locations, departments and teams need to be taken.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Bakalauro baigiamajame darbe atliekamas vadovo bendravimo su pavaldiniais vertinimas paslaugų sektoriuose (Šiaulių miesto valyklose, viešbučiuose, Šiaulių ir Norvegijos skalbyklose). Klausimynas, pagal kurį atlikta darbuotojų apklausa tiriamų paslaugų sektorių įmonėse, parengtas remianti vadybinės literatūros autorių (Jasinavičius, Sokol, 2005; Kasiulis, Barvydienė, 2005; Baršauskienė, Janulevičiūtė, 1999) išskirtomis asmeninėmis vadovo savybėmis, originaliu Costigan ir Schmeidler sudarytu bendravimo klimato (CCI) klausimynu bei lietuvių autorių (Bakanauskienė, Petkevičiūtė, 2003; Misevičius, Urbonienė, 2006) išskirtais bendravimo trukdžiais. Apklausoje dalyvavo 181 respondentų (63 – viešbučių darbuotojų, 65 – valyklos, 26 – Šiaulių skalbyklos, 27 – Norvegijos skalbyklos). Tyrimo metu nustatyta, kad visuose paslaugų sektoriuose išryškėjo trys darbuotojams imponuojančios vadovo asmeninės savybės: santykių šiltumas, nuoširdumas, empatija. Tiriamose paslaugų sferose dominuoja palaikantis bendravimo klimatas, tačiau yra ir gynybinio bendravimo klimato apraiškų. Palaikantį bendravimo klimatą labiausiai stiprina tokie veiksniai kaip „problemų įvardinimas darbuotojams“, „vadovo pagarbus elgesys su pavaldiniais“ ir „vadovo aiškus ir objektyvus situacijos apibūdinimas“. Tuo tarpu gynybinio bendravimo klimato raišką labiausiai stiprina „vadovo asmeninės pozicijos pabrėžimas“ ir per didelis „vadovo asmeninės atsakomybės prisiėmimas už darbo rezultatus“. Tiriamuose paslaugų sektoriuose... [toliau žr. visą tekstą] / The aim of the paper is to compare supervisor - employee communication patterns in a different type of service providing organizations (laundries, hotels in Šiauliai, Šiauliai washhouse, Norway washhouse). Framework of this study is the personal supervisor characteristics, offered by managerial literature authors (Jasinavičius, Sokol, 2005; Kasiulis, Barvydienė, 2005; Baršauskienė, Janulevičiūtė, 1999) original communication climate inventory (CCI) operationalized by J. I. Costigan and M. A. Schmeidler (1984) and communication barriers, offered by lithuanian authors (Bakanauskienė, Petkevičiūtė, 2003; Misevičius, Urbonienė, 2006). There were 181 respondents involved in this survey (63 - employees from Šiauliai hotels, 65 - employees from Šiauliai laundries, 26 - employees from Šiauliai washhouse, 27 - employees from Norway washhouse). The final results of the survey were grouped and interpreted as well as conclusions made. While carrying out the survey it was found out that sincerity, empathy, warm relationships are the most important personal supervisor characteristics. The results showed that supportive communication climate dominates in all service sectors, but there are some manifestations of the defensive communication climates as well. The most important factors of the supportive climate dominance in the organizations are that supervisors define clearly problems, treat with their employees with respect and characterize situation clearly and objective. The most important... [to full text]

The study comprises an investigation of the quality of the clinical teaching environment of undergraduate students in the accredited Primary health care ( PHC) facilities used by a provincial nursing college in Limpopo. The researcher, who is employed full time in one of the accredited PHC facilities to which undergraduate students are admitted for clinical practice, became aware of the tension between the undergraduate students and professional nurses working in the PHC facility during the performance of clinical practice. Undergraduate students accused the professional nurses of neither supervising them properly during the execution of their clinical practice, nor assessing them on the prescribed practical outcomes. On the other hand, the professional nurses working in the PHC facility complained that undergraduate students were placed at the PHC facilities in large numbers with no clinical accompanist accompanying them. The research objectives were to determine the quality of clinical practice in the PHC clinical learning environment as rated by undergraduate students allocated by a provincial nursing college located working in a PHC facility in a district of Limpopo Province, and to formulate recommendations for the professional nurses in PHC districtmanagement to incorporate supervision for undergraduate students in order to enhance clinical teaching for undergraduate students in Primary health care facilities. The researcher used a quantitative, descriptive, explorative and contextual design. An all-inclusive sampling method was used to select research participants. Participants were undergraduate students of a provincial nursing college in Limpopo. Informed consent was obtained. Ethical approval was obtained from the relevant authorities. Data was collected by using an internationally validated Clinical Learning Environment Supervision and Nurse Teacher Instrument (Saariskoki & Leino-Kilpi, 2008:259-267).. Data analysis was done by using descriptive statistics and revealed that the clinical practice environment was not conducive to enhancing practical skills development in the real practical PHC practice. Evaluation of study, limitations and recommendations for education, research, practice and policy were discussed. / MCur, North-West University, Potchefstroom Campus, 2014

Contexte et objectifs. Ce mémoire propose un modèle conceptuel écologique afin de mieux comprendre la violence dans les écoles. Les objectifs de cette recherche sont de ; 1) estimer l’effet des facteurs individuels, contextuels et environnementaux sur le risque de victimisation, 2) vérifier la présence d’interactions entre les différents facteurs. Méthodologie. Les élèves de 16 écoles primaires de la grande région métropolitaine de Montréal ont pris part à un sondage auto-révélé en lien avec différentes dimensions liées à la victimisation en milieu scolaire. Des analyses descriptives ont été menées, dans un premier temps, pour dresser le portrait de la violence en milieu scolaire. Dans un second temps, l’emploi d’un modèle linéaire hiérarchique généralisé (MLHG) a permis d’estimer les effets de variables propres à l’individu, au contexte et à l’environnement sur le risque de victimisation. Résultats. Les résultats aux analyses multiniveaux montrent que des variables individuelles, contextuelles et environnementales influent sur la probabilité d’être victime de violence verbale, physique et dans les médias sociaux. Ainsi, les élèves les plus délinquants sont aussi ceux qui rapportent le plus d’antécédents de victimisation. Toutefois, ces résultats ne sont pas entièrement imputables aux caractéristiques des individus. Le risque de victimisation est atténué lorsque les « gardiens » interviennent pour mettre un terme au conflit et que les victimes se défendent. Enfin, le risque de victimisation est moins élevé dans les écoles où il y a un grand nombre d’élèves. Interprétation. Les résultats suggèrent que plusieurs facteurs qui ne sont pas liés aux victimes et aux délinquants permettent de mieux comprendre le processus de victimisation en milieu scolaire. Le rôle des gardiens de même que la taille des écoles sont des éléments centraux à la compréhension du passage à l’acte. / Context and goals. This study proposes an ecological framework model for understanding school violence. The goals of this research are to; 1) assess the effect of individual, contextual and environmental factors on the risk of victimization, 2) verify the existence of interaction between the different factors. Methods. The pupils of 16 elementary schools from the great Montreal metropolitan participated in a self-reported survey pertaining to different aspects of violence at school. Firstly, descriptive analyses were conducted to portray school violence. Secondly, a general hierarchal linear model was used to estimate the effects of individual, contextual and environmental variables on the risk of victimization. Results. The results of multi-level analyses show that individual, contextual and environmental variables have an effect on the probabilities of being victim of verbal, physical or online violence. Thus, the more delinquent students are also those who report more prior cases of victimization. These results are not entirely attributable to individual characteristics, however. The risk of victimization is lessened when “guardians” interfere in order to put an end to the conflict, as well as when victims defend themselves. Finally, the risk of victimization is lower in schools with a greater number of students. Interpretation. The results suggest that many aspects unrelated to victims and delinquents make it easier to comprehend the process of victimization at school. The role of guardians as well as the size of schools are important elements to the etiology of violent behaviour.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.