Tyrimo tikslas – nustatyti pasitenkinimo darbo sąlygomis, saviveiksmingumo ir subjektyviai suvokiamo darbinės veiklos efektyvumo sąsajas bei įvertinti ar pasitenkinimas darbo sąlygomis ir saviveiksmingumas gali prognozuoti subjektyviai suvokiamą darbinės veiklos efektyvumą. Tyrime dalyvavo 204 Kauno ir Vilniaus miestų įmonių įvairių specialybių darbuotojai ( 98 vyrai ir 106 moterys). Tiriamųjų amžiaus vidurkis 29,75 metai. Tiriamieji buvo parinkti patogiosios atrankos būdu. Pasitenkinimui darbo sąlygomis įvertinti buvo sudarytas klausimynas remiantis literatūros apžvalga. Tai vienfaktorinis reiškinys, kuris sudarytas iš 17 klausimų. Saviveiksmingumui nustatyti buvo naudota bendra saviveiksmingumo skalė (The General Self – Efficacy Scale, Jerusalem M. ir Schwarzer R., 1993), kurią sudaro dešimt teiginių. Subjektyviai suvokiamo darbinės veiklos efektyvumas buvo matuojamas dviem aspektais: nedalyvavimo darbinėje veikloje skale (SPS6 scale, Koopman et al., 2002), antrasis aspektas yra neatvykimo į darbą dažnumo indeksas, sudarytas šiam tyrimui doc. Dr. L. Gustainienės ir Talalaitės A. (2012) Tyrimo rezultatai parodė, kad didėjantis pasitenkinimas darbo sąlygomis siejasi su mažėjančiu nedalyvavimu darbinėje veikloje ir nebuvimu darbe. Taip pat didėjant saviveiksmingumui, mažėja nedalyvavimas darbinėje veikloje. Rezultatai parodė, kad moterų imtyje nedalyvavimą darbinėje veikloje ir nebuvimą darbe prognozuoja pasitenkinimas darbo sąlygomis, o vyrų imtyje saviveiksmingumas. / The aim of the study was to assess relationship between the satisfaction with job conditions, self-efficacy and subjective evaluation of work effectiveness. There were 204 employers (106 – women, 98 – men) who participated in the research. The respondents were from Kaunas and Vilnius organizations. The average age of the participants 29,75 years. For the assessment of satisfaction with job condition was made a questionnaire with reference from literature review. The questionnaire consist of 17 propositions. For the assessment of self-efficacy was used The General Self – Efficacy Scale (Jerusalem, M., Schwarzer, R., 1993). Subjective evaluation of work effectiveness was evaluating by two aspects: The first one is a phenomen as being present at work but unable to be fully engaged with the work environment so for the assessment was used Presenteeism Scale (SPS6, Koopman et al., 2002). The second aspect is absenteeism (frequency index of not being at work) – it was made with reference from literature review. Results of a study showed that increasing satisfaction with job conditions correlates with decreasing presenteeism and absenteeism. Moreover, increasing self-efficacy decreases presenteeism. Furthermore, study showed that presenteeism and absenteeism is prognosticated by satisfaction with job conditions in cluster of women and presenteeism and absenteeism is prognosticated by self-efficacy.

SUMMARY Aim of the study – to assess the attitudes of patients and their partners to the quality of service in the secondary and tertiary obstetrical in-patient clinics. Objectives: 1) to evaluate the attitudes of patients to the quality of obstetrical care services; 2) to compare the quality of services among secondary and tertiary obstetrical clinics; 3) to determine the factors influencing the satisfaction with obstetrical care services; 4) to evaluate the attitudes of patients’ partners to the quality of obstetrical care services. Methods: The anonymous survey of parturient women (patients) and their partners (participants in childbirth) was performed in different obstetrical clinics since 1st January to 30th December 2004. The survey was conducted in the secondary care obstetrical in-patient Silutė (level A) and Panevezys (level B) clinics and also in the tertiary care Kaunas obstetrical in-patient clinic (Hospital of Kaunas University of Medicine). The number of participants was following: in Silute; 304 parturient women and 145 their partners, in Panevezys 416 and 253 and in Kaunas 256 and 111 respectively. Response rate varied between 73% and 96%. The difference between categorical variable was assessed using chi-square (χ²) test. Correlation analysis was performed using Spearman coefficient of rank correlation. Results: Majority of respondents were satisfied with childbirth (91% ) and postnatal care (95%). The satisfaction with quality of services was not related... [to full text]

Ce mémoire a pour objectif de comprendre l’impact de la satisfaction envers les régimes de rémunération variable sur l’engagement organisationnel des travailleurs. Pour étudier cette question, nous avons utilisé trois hypothèses basées sur la théorie des attentes ainsi que sur la théorie de l’agence. La première hypothèse stipule que la satisfaction envers les régimes de bonis fait augmenter le niveau d’engagement organisationnel des travailleurs. La deuxième hypothèse est que la satisfaction envers les régimes de partage des bénéfices fait augmenter le niveau d’engagement organisationnel des travailleurs. La troisième hypothèse stipule que la satisfaction envers les régimes d’actionnariat fait augmenter le niveau d’engagement organisationnel des travailleurs. Nous avons utilisé une base de données provenant d’une enquête plus large portant sur « les liens entre la rémunération, la formation et le développement des compétences et l’attraction et la rétention d’employés clés ». L’entreprise où les données ont été collectées œuvre dans le secteur des technologies de l’information et des communications (TIC). Les nouveaux employés embauchés dans cette entreprise établie à Montréal ont été interrogés. Nos résultats nous permettent de confirmer deux de nos hypothèses, soit celle qui concerne les régimes de bonis et celle qui concerne les régimes d’actionnariat. Nos résultats indiquent que les individus satisfaits à l’égard des régimes de rémunération variable, plus précisément envers les régimes de bonis et les régimes d’actionnariat, présentent de plus hauts niveaux d’engagement organisationnel. Le soutien organisationnel perçu est également un facteur important dans le développement de l’engagement organisationnel. Finalement, nous concluons ce mémoire avec l’implication de nos résultats pour les différents acteurs en relations industrielles. / The objective of this study is to understand the impact of the satisfaction with variable pay plans on organizational commitment of workers. To investigate this question, we used three hypotheses based on the theory of expectations and on the agency theory. The first hypothesis states that satisfaction with bonus plans increases the level of affective organizational commitment of workers. The second hypothesis is that satisfaction with profit-sharing plans increases the level of affective organizational commitment of workers. The third hypothesis states that satisfaction with stock ownership plans increases the level of affective organizational commitment of workers. We used a database from a wider survey on "the links between compensation, training and skills development and attracting and retaining key employees." The company where the data was collected is in the field of information technology and communications. New employees hired in this company based in Montreal were interviewed. Our results allow us to confirm two of our hypotheses. Our results indicate that individuals satisfied with variable pay plans, more precisely towards the bonus plans and stock ownership plans, have higher levels of organizational commitment. Perceived organizational support is also an important factor in the development of organizational commitment. Finally, this study concludes with the implication of our results for the different actors in industrial relations.

No description available.

This study investigates the relationship between traumatic events and PTSD among police officers in KwaZulu-Natal and the mediating effects of coping and social support. The aim of the study was to determine the incidence of PTSD among police officers and whether coping and social support structures act as mediating variables in the stress-illness realtionship. In order to achieve this aim an assessment battery containing Biographical Checklist, the Ways of Coping Checklist, The Index of Social Support and the Dutch Post Traumatic Stress Scale was distributed to a sample of police officers in Kwazulu-Natal. The findings indicate a high incidence of PTSD, among policemen although no significant relationship was found between exposure to traumatic events and PTSD. Further, emotion­ focused coping strategies, namely, self-blame and wishful thinking, were found to be predictive of PTSD. No significant relationship was established between the availability of social support and satisfaction with social support and PTSD. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

No description available.

The Living Standards Measure (LSM), a South African marketing segmentation method, is a wealth measure based on standard of living. This research study investigates whether a rationale can be found for the inclusion of value-related variables in this type of multivariate segmentation approach. Schwartz’s (1992; 2006) values model was used to operationalise personal values and individual-level culture – focusing on two of its dimensions, ideocentrism and allocentrism. The current positive psychology research trend manifests in the inclusion of subjective wellbeing (SWB), as measured by satisfaction with life (SWL). The primary objective of this research was to investigate at individual (and not group or societal) level whether values and SWL can be used to discriminate among multivariate consumer segments. Data were collected by means of a survey from a nationally representative sample (n = 2566) of purchase decision-makers (PDMs). The measurement instruments used were the Portrait Values Questionnaire (PVQ) and the Satisfaction with Life Scale (SWLS). A multi-group confirmatory factor analysis (MGCFA) was used to assess the psychometric properties and test the equivalence of the scales across cultural groups. MGCFA was also used to test for differences across LSM groups on the PVQ and SWLS. Centred value scores were used to test for differences between LSM groups in terms of their values and SWL, using MANOVA. The findings supported Schwartz’s theory of basic human values, and small differences were found in the PVQ values between LSM groups using the MGCFA approach. MANOVA analyses showed stronger differences across LSM groups. PDMs in the higher LSM segments were more satisfied with their lives. No significant relationships between values and SWL were found, and the effect of individual-level culture, as a higher-order dimension of four values, showed a small but significant effect on SWL. / Psychology / D. Litt. et Phil. (Psychology))

No description available.

Abstract The aim of the study was to develop an instrument and to statistically test the main structure of the middle-range nursing theory for the self-care of home-dwelling elderly. Further, connections between the satisfaction with life, self-esteem, functional capacity and self-care behavior styles of older people living at home were studied. According to the theory in question, self-care is a partly conscious, partly subconscious way to function and live, including an emotional aspect. It evolves during a person’s life course. The theory consists of four main types of self-care, which are associated with older person’s past life and future: responsible, formally guided, independent and abandoned self-care. Also, the functional capacity, life satisfaction and self-esteem vary between persons having different self-care behaviour styles. Furthermore, individual factors – turning points of life, habitual ways to react, resources, meanings of the self-care and experiences of getting old – oriented self-care, either into the internal, unambiguous or external, ambiguous direction. The interview data to test the instrument (n = 200) and the theory (n = 179) were collected by structured interviews from home-dwelling older people aged 74 or older around Finland. The interview data of both phases of the study were analysed with descriptive and multivariate statistical methods. Face-validity was used to ensure the content validity of the instrument. The instrument appeared to be reliable and the main structure of the theory was predominantly supported by the data. The main types of self-care and their connections to the self-care orientations were especially confirmed. Also, the connections between self-care behaviour styles, orientations towards the future and experiences of ageing were fairly well confirmed. In addition, connections between different self-care behaviour styles, functional capacity, life satisfaction and self-esteem were found in the study. The study produces new knowledge of the experiences and self-care of older people as well as of the factors connected to it. The results can be used in clinical settings to improve the care of home-dwelling older people. The theory can also be used as a theoretical basis in the education of geriatric care. / Tiivistelmä Tutkimuksen tarkoituksena oli testata Backmanin (2001) kehittämän kotona asuvien ikääntyvien itsestä huolenpidon teorian ydinrakenne, kehittää mittari teorian testaamiseksi ja tutkia itsestä huolenpitoon yhteydessä olevia tekijöitä. Teorian mukaan ikääntyvien itsestä huolenpito on elämänkulun aikana kehittynyt, osittain tietoinen, osittain tiedostamaton tapa toimia ja elää, joka sisältää myös emotionaalisen ulottuvuuden. Teoria koostuu neljästä itsestä huolenpidon päätyypistä: omavastuinen, ulkoapäin ohjautuva, omapäinen ja luovutettu itsestä huolenpito. Jokaisella tyypillä on sille ominainen itsestä huolenpidon tapa, menneisyys ja tulevaisuuteen suuntautuminen. Myös toimintakyky, elämään tyytyväisyys ja itsearvostus vaihtelevat eri tavoin itsestään huolehtivilla ikääntyvillä. Itsestä huolenpitoa suuntaavat yksilölliset tekijät: elämän taitekohtien luonne, reagointitapa, voimavarat, itsestä huolenpidon merkitys ja vanhenemisen kokeminen. Näiden tekijöiden kautta muodostuu kaksi itsestä huolenpidon pääsuuntaa: sisäistetty, selkeä itsestä huolenpito ja ulkokohtainen, selkiytymätön itsestä huolenpito. Haastatteluaineistot mittarin (n = 200) ja teorian (n = 179) testaamiseksi kerättiin strukturoiduilla haastatteluilla 74 vuotta täyttäneiltä kotihoidon asiakkailta eri puolilta Suomea. Haastatteluaineistot analysoitiin tilastollisesti kuvailevilla ja monimuuttujamenetelmillä. Lisäksi mittarin sisältövaliditeettia arvioitiin face-validiteetilla. Mittari osoittautui luotettavaksi tutkittaessa suomalaisten 75 vuotta täyttäneiden kotihoidon asiakkaiden itsestä huolenpitoa ja siihen yhteydessä olevia tekijöitä. Teorian ydinrakenne sai tukea aineistosta erityisesti omavastuisen ja ulkoapäin ohjautuvan itsestä huolenpidon osalta. Myös itsestä huolenpidon eri tapojen yhteyksiä toimintakykyyn, elämään tyytyväisyyteen ja itsearvostukseen pystyttiin tunnistamaan muiden paitsi luovutetun itsestä huolenpidon tavan osalta. Tutkimus tuottaa uutta tietoa ikääntyvien kokemuksista, itsestä huolenpidosta ja siihen yhteydessä olevista tekijöistä. Tieto ja ymmärrys auttavat ikääntyvien kanssa työskenteleviä toteuttamaan yksilöllisempää, ikääntyvien asiakkaiden voimavaroja huomioivaa ja toimintakykyä tukevaa hoitoa. Testattua teoriaa voidaan käyttää myös teoreettisena lähtökohtana terveydenhuollon ammatillisessa koulutuksessa opetettaessa ikääntyvien hoito- ja huolenpitotyötä.

Dagens individer innehar olika roller i arbetslivet och privatlivet som konkurrerar om en individs tid och energi, vilket kan skapa svårigheter att uppnå balans mellan dessa båda områden. Denna studie undersöker förhållandet mellan konflikter mellan arbetsliv och privatliv samt arbetstillfredsställelse. Individens olika roller och de åtaganden dessa innefattar kan ge upphov till konflikter mellan arbetslivet och privatlivet. Detta gör det intressant att även undersöka en särskilt värdefull aspekt av privatlivet, nämligen antal barn och dess samband med konflikterna. Studiens deltagare bestod av 87 medarbetare varav 52 kvinnor och 35 män i åldrarna 26-58 år (M = 48) och de instrument som användes för att mäta konflikterna var Work-Family and Family-Work Scales och för att mäta aspekter av arbetstillfredsställelse användes delar av Copenhagen Psychosocial Questionnaire version II. Studien fann ett negativt samband mellan upplevd konflikt arbetsliv med privatliv och tillfredsställelse med arbetet (r = -.31, p < .01), vilket är i linje med resultat av tidigare forskning. Mellan antal barn och upplevd konflikt privatliv med arbetsliv fanns ett positivt samband (r = .39, p < .001). Resultaten indikerar att upplevd svårighet att kombinera arbetsliv med privatliv tyder på en lägre grad av tillfredsställelse med arbetet, samtidigt som fler barn kan tyda på en högre upplevd svårighet att kombinera privatlivets åtaganden med arbetslivet. Upplevda konflikter mellan arbetsliv och privatliv predicerar tillfredsställelse med arbetet till 10%. / Individuals of today have different roles in their work and in their private lives that are competing for an individual's time and energy, which can create difficulties in achieving balance between these two areas. This study investigates the relationship between conflicts between work and private life and job satisfaction. The individual's roles and the commitments these contain can make it difficult to find balance between work and private life. This makes it interesting to also investigate a particularly valuable aspect of private life, namely the number of children and its relationship with the conflicts. The study's participants consisted of 87 employees, of which 52 were women and 35 were men aged 26-58 years (M = 48). The instruments used to measure the conflicts were Work-Family and Family-Work Scales and to measure aspects of job satisfaction, parts of Copenhagen Psychosocial Questionnaire Version II were used. The study found a significant negative correlation between experienced work-private life conflict and satisfaction with work (r = -.31, p = .004), which is in line with results of previous research. Between the number of children and experienced private life-work conflict, a positive relationship was found (r = .39, p = < .001). The results indicate that experienced difficulty in combining work with private life indicates a lower degree of satisfaction with work, while more children may indicate a higher experienced difficulty in combining the commitments of private life with work. Experienced conflicts between work and private life predicted satisfaction with work to 10%.