Thesis (M. Communication Pathology)--University of Pretoria, 2006. / Summary in English and Afrikaans. Includes bibliographical references.

It is estimated that 80 percent of nurses experience some type of bullying in the workplace during their working lives, and bullying from colleagues has become a major concern. Bullying involves repeated forms of negative behaviours directed at a victim over time. More specifically, the victim is bullied repeatedly over time, with bullying ranging from mild to more severe forms that often go unreported. Bullying in the workplace may cause low self-esteem, depression and anxiety, physical illness and in some cases, the inability to work. The aim of this research study was to explore and describe community service professional nurses’ experiences of being bullied in state hospitals. The information gathered during the course of the study was used to develop strategies that can prevent the bullying of community service professional nurses in the workplace. The design of the study was qualitative, exploratory, descriptive, and contextual in nature. The population sample included all community service professional nurses in state hospitals in the Nelson Mandela Bay area. The researcher employed purposive sampling to select participants from the population of community service professional nurses employed at state hospitals. She collected data by conducting semi-structured individual interviews to gain in-depth accounts from participants and by making observations, which were captured in field notes. Data collected during the interviews were transcribed verbatim and analysed according to Tesch’s eight steps of analysis. Themes were identified through this process and compared to relevant literature. The researcher used the services of an independent coder to aid in the coding process. Trustworthiness was ensured by following Lincoln and Guba’s model of trustworthiness, which comprises the following concepts: credibility, transferability, dependability, and conformability. The researcher ensured that the study adhered to high ethical standards through the principles of justice, beneficence, non-maleficence, and respect for people.

No description available.

The aim of this quantitative study was to determine the relationship between authentic leadership (AL) and organisational commitment (OC) in a State hospital in South Africa. In this study AL was measured by means of the Authentic Leadership Questionnaire (ALQ) while OC was measured by the Organisational Commitment Questionnaire (OCQ). The self-report paper-and-pencil questionnaires were administered to a convenience sample of 222 participants in a State hospital in South Africa. The ALQ produced a Cronbach alpha coefficient of 0.815, while the OCQ produced a Cronbach alpha coefficient of 0.891, both of which were considered adequate for the purpose of the current study. Results indicated that there is a statistically significant positive relationship between Overall AL and Overall OC (r = 0.19, p ≤ 0.05). Results also indicated a statistical significant positive correlation between Overall AL and the three OC dimensions, namely Affective Commitment (r = 0.12, p ≤ .05), Continuance Commitment (r = 0.13, p ≤ .05) and Normative Commitment (r = 0.20; p ≤ .05). All the correlation coefficients obtained, although statistically significant at the 0.05 level, were of small practical effect, ranging from a low of 0.12 to a high of 0.20. These small correlations indicate that the relationships between the variables were weak, despite being statistically significant. The results of the regression analysis conducted indicated that AL accounted for a statistically significant amount of variance of Overall OC (adjusted r2 = 0.03, F (1.218) = 8.38, p ≤ 0.05), and of one of its three dimensions, namely Normative Commitment (adjusted r2 = 0.04, F (1.218) = 9.52, ρ ≤ 0.05). However, AL was unable to significantly predict the two dimensions of Continuance Commitment and Affective Commitment. Although two of the regression scores obtained in this study were statistically significant, the amount of variance they explained was extremely small, ranging from a low of 3% to a high of 4%. These results indicate that AL can predict the Overall OC and the Normative Commitment of a sample of participants in a State Hospital in South Africa. Limitations of the empirical study were the small sample size that was used in this study (n = 222), and the fact that the study was conducted in a single State Hospital, making the generalisation of results to other State or Private Hospitals in South Africa problematic. It was also recommended that due to the importance of AL as a contemporary approach to leadership, it should be studied further to determine its relationship with other organisational variables besides OC. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (M. Communication Pathology)--University of Pretoria, 2007. / Summary in English and Afrikaans. Includes bibliographical references.

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 1987. / This is an electronic reproduction of TREN, #036-0026. Includes bibliographical references (leaves 153-156).

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2010. / Title from title screen (site viewed July 6, 2010). PDF text: ca. 125 p. ; Mb. UMI publication number: AAT 3397968. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 1987. / Includes bibliographical references (leaves 153-156).

The current study investigated the criterion validity of the Minnesota Multiphasic Personality Inventory - 2 (MMPI-2) by comparing participants' profiles with other variables, including diagnosis, length of hospitalization, and chronicity. The specific diagnostic groups investigated were depressed (major depressive disorder; dysthymic disorder; and bipolar disorder, depressed), schizophrenic (schizophrenia, schizophreniform disorder, and schizoaffective disorder), and borderline personality disorder (BPD). Statistical analyses included use of univariate analyses of variance (ANOVAs), multivariate analyses of variance (MANOVAs), regression analyses, and measures of sensitivity, specificity, positive predictive power (PPP), and negative predictive power (NPP). MANOVA results indicated significant differences between diagnostic groups on Scales F, 2, 3, 4, 7, ANX. FRS. DEP. BIZ. M f i , LSE, and FAM. There were considerable differences between males and females when separate MANOVAs were performed for gender groups. Cutoff see ires for classification by diagnosis resulted in significant specificity rates and negative predictive power, but sensitivity rates and positive predictive power were not significant.

Thesis (Dr. P.H.)--University of Texas Health Science Center at Houston, School of Public Health, 2007. / Source: Dissertation Abstracts International, Volume: 68-10, Section: B, page: 6595. Adviser: Arch I. Carson. Includes bibliographical references.