Thesis (J.C.L.)--Catholic University of America, 1998. / Includes bibliographical references (leaves 66-72).

Thesis (J.C.L.)--Catholic University of America, 1998. / Includes bibliographical references (leaves 66-72).

Thesis (J.C.L.)--Catholic University of America, 2003. / Includes bibliographical references (leaves 68-72).

A respiração predominantemente oral é constantemente citada como um dos fatores associados ao desenvolvimento da deficiência transversal da maxila. A Expansão Rápida da Maxila (ERM) é um excelente método para a correção desta alteração, por meio da abertura da sutura palatina. A tomografia computadorizada por feixe cônico é tem sido descrita como um método preciso de exame de imagens e diante das limitações dos métodos radiográficos convencionais o objetivo deste estudo é avaliar as alterações morfológicas imediatas, decorrentes da ERM, na cavidade nasal e na região da naso e orofaringe, por meio da TCFC. Foram avaliadas 15 pares de imagens tomográfica, correspondentes a 15 pacientes portadores deficiência transversal da maxila, tratados com ERM, que realizaram a TCFC ao início e após o período de contenção de 4 meses. Os resultados encontrados mostram que a cavidade nasal apresenta aumento transversal significativo em seu terço inferior, nas regiões anterior (p=0,045), média (p=0,009) e posterior (p=0,001). Não há alteração significativa do volume (p=0,11), área sagital mediana (p=0,33) e menor área axial (p=0,29) decorrente da ERM na nasofaringe. Há alteração significativa do volume (p=0,05), área sagital mediana (p=0,01) e menor área axial (p=0,04) nos momentos antes e imediatamente após a ERM, na orofaringe. Após análise dos resultados concluímos que a ERM é capaz de aumentar a largura transversal da cavidade nasal, não tendo o mesmo efeito na região da nasofaringe, e que as alterações encontradas na orofaringe podem ser decorrentes de falta de padronização o posicionamento da cabeça e lingual no momento da aquisição da imagem. / The predominantly oral breathing is constantly cited as an etiological factor for the transverse maxillary deficiency. Rapid Maxillary Expansion is an excellent method for the correction of malocclusion, through the opening of the midpalatal sutures. The literature shows that the benefits of this procedure are beyond the dental benefits, and could have repercussions in the upper airways, due to its close relationship with the maxilla. The cone beam computed tomography has been described as is an accurate method of taking pictures and before the limitations of conventional radiographic methods the aim of this study is to evaluate the immediate morphological changes resulting from the ERM, the nasal cavity and the nasal region and oropharynx, through the CBCT. We evaluated 15 patients with maxillary width deficiency were treated with RME, which hosted the CBCT to the beginning and after the retention period of 3 months. The results show that the nasal cavity presents significant increase in cross their lower third, in the anterior (1.08 mm ± 0.15), medium (1.28 mm ± 0.15) and posterior (0.77 mm ± 0.12). No significant change in volume (p=0.11), median sagittal area (p=0.33) and lower axial area (p=0.29) resulting from the RME in nasopharynx. There is significant change in volume (p = 0.05), median sagittal area (p = 0.01) and lower axial area (p = 0.04) before and immediately after the RME in the oropharynx. After analysis and discussion of results in this study, we concluded that RME is able to increase the transverse width of the nasal cavity, not having the same effect in the nasopharynx, and that the changes found in the oropharynx may be due to the lack of positioning standardization of the head and tongue at the time of image acquisition.

A respiração predominantemente oral é constantemente citada como um dos fatores associados ao desenvolvimento da deficiência transversal da maxila. A Expansão Rápida da Maxila (ERM) é um excelente método para a correção desta alteração, por meio da abertura da sutura palatina. A tomografia computadorizada por feixe cônico é tem sido descrita como um método preciso de exame de imagens e diante das limitações dos métodos radiográficos convencionais o objetivo deste estudo é avaliar as alterações morfológicas imediatas, decorrentes da ERM, na cavidade nasal e na região da naso e orofaringe, por meio da TCFC. Foram avaliadas 15 pares de imagens tomográfica, correspondentes a 15 pacientes portadores deficiência transversal da maxila, tratados com ERM, que realizaram a TCFC ao início e após o período de contenção de 4 meses. Os resultados encontrados mostram que a cavidade nasal apresenta aumento transversal significativo em seu terço inferior, nas regiões anterior (p=0,045), média (p=0,009) e posterior (p=0,001). Não há alteração significativa do volume (p=0,11), área sagital mediana (p=0,33) e menor área axial (p=0,29) decorrente da ERM na nasofaringe. Há alteração significativa do volume (p=0,05), área sagital mediana (p=0,01) e menor área axial (p=0,04) nos momentos antes e imediatamente após a ERM, na orofaringe. Após análise dos resultados concluímos que a ERM é capaz de aumentar a largura transversal da cavidade nasal, não tendo o mesmo efeito na região da nasofaringe, e que as alterações encontradas na orofaringe podem ser decorrentes de falta de padronização o posicionamento da cabeça e lingual no momento da aquisição da imagem. / The predominantly oral breathing is constantly cited as an etiological factor for the transverse maxillary deficiency. Rapid Maxillary Expansion is an excellent method for the correction of malocclusion, through the opening of the midpalatal sutures. The literature shows that the benefits of this procedure are beyond the dental benefits, and could have repercussions in the upper airways, due to its close relationship with the maxilla. The cone beam computed tomography has been described as is an accurate method of taking pictures and before the limitations of conventional radiographic methods the aim of this study is to evaluate the immediate morphological changes resulting from the ERM, the nasal cavity and the nasal region and oropharynx, through the CBCT. We evaluated 15 patients with maxillary width deficiency were treated with RME, which hosted the CBCT to the beginning and after the retention period of 3 months. The results show that the nasal cavity presents significant increase in cross their lower third, in the anterior (1.08 mm ± 0.15), medium (1.28 mm ± 0.15) and posterior (0.77 mm ± 0.12). No significant change in volume (p=0.11), median sagittal area (p=0.33) and lower axial area (p=0.29) resulting from the RME in nasopharynx. There is significant change in volume (p = 0.05), median sagittal area (p = 0.01) and lower axial area (p = 0.04) before and immediately after the RME in the oropharynx. After analysis and discussion of results in this study, we concluded that RME is able to increase the transverse width of the nasal cavity, not having the same effect in the nasopharynx, and that the changes found in the oropharynx may be due to the lack of positioning standardization of the head and tongue at the time of image acquisition.

Tidigare forskning har visat att det finns mellanchefer som anser att deras arbetsrelaterade stress är relaterad till krav från både över- och underordnade (Skagert, Dellve, Eklöf, Ljung, Pousette & Ahlborg, 2004). Syftet med den föreliggande studien var att i en offentlig organisation undersöka om mellanchefers upplevda arbetskrav från över- och underordnade har samband med deras upplevda arbetsrelaterade stressnivå. Följande frågeställning formulerades: I vilken grad kan upplevda arbetskrav från överordnade, underordnade, ålder och antal år som mellanchef predicera grad av upplevd arbetsrelaterad stress. Deltagarna i studien var 63 mellanchefer, varav 52 kvinnor och 11 män. Resultatet visade att upplevda arbetskrav från underordnade var den enda oberoende variabeln som statistiskt signifikant predicerade uplevd arbetsrelaterad stress. Antal år som mellanchef hade en negativ statistiskt signifikant korrelation med upplevd arbetsrelaterad stress. Dessa resultat var delvis i linje med presenterad teori och tidigare forskning. / Previous research has shown that middle managers believe that their work-related stress is connected to the demands from both superiors and subordinates (Skagert, Dellve, Eklöf, Heather, Pousette & Ahlborg, 2004). The aim of the present study was to in a public organization investigate whether the middle managers perceived job demands from superiors and subordinates are related to their perceived work-related stress level. The following research question was formulated: To what extent can the perceived job demands from superiors, subordinates, age and number of years as middle manager predict levels of perceived work-related stress. Participants in the study consisted of 63 middle managers (52 women and 11 men). The results showed that perceived job demands from subordinates were the only independent variable that statistically significantly predicted perceived work-related stress. Number of years as middle manager had a negative statistically significant correlation with perceived work-related stress. These results were partially in line with the presented theory and previous research.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Background: The traditional view of leadership focuses on the role and responsibilities of the superior. This becomes problematic as sustainable leadership should focus on a shared process. Furthermore, the focus is often on economic sustainability before ecological and social sustainability. Over time, however, the focus has shifted more to the leadership process where both superiors and subordinates are in focus and where a holistic perspective of all three dimensions of sustainability has become important. However, the knowledge of bottom- up influence needs to be developed to gain a further understanding of the subject in its whole. This study is a further step towards this changed focus and contributes to a deeper understanding of the phenomenon of influence. Research question: How do subordinates influence superiors in a sustainability context from a superior and subordinate perspective? Aim: The aim is to describe the bottom-up impact that exists within a sustainability context from a superior and subordinate perspective. Method: To answer the research question, an inductive research approach and qualitative method have been used. A comparative case study of a collective case of three superiors and a collective case of six subordinates has been conducted. The empirical data has been collected through qualitative interviews. Conclusions: The conclusions that this study arrives at are shown in model 4.3 where we get a description of how “leadership with a focus on sustainability” can be achieved. Furthermore, model 4.3 creates an understanding of how superiors can open up for a bottom-up influence and how subordinates can make it possible to be able to influence. Above all, through the relationship between superiors and subordinates, but also based on subordinates' knowledge, the possibility of a bottom-up influence is created. The study shows the importance of the interaction between superiors and subordinates and serves as a complement to previous research on leadership, influence and sustainability. / Bakgrund: Den traditionella synen på ledarskap fokuserar på den överordnades roll och ansvar. Detta blir problematiskt då hållbart ledarskap bör fokusera på en delad process. Vidare ligger fokusen ofta kring en ekonomisk hållbarhet före en ekologisk och social hållbarhet. Med tiden har fokusen dock gått över mer till ledarskapsprocessen där både överordnade och underordnade är i fokus och där ett helhetsperspektiv av alla tre dimensioner av hållbarhet har blivit viktigt. Emellertid behöver kunskapen om nedifrån-upp påverkan utvecklas för att få en förståelse för helheten. Denna studie är ett ytterligare steg mot denna ändrade fokus och bidrar till en djupare förståelse av fenomenet påverkan. Forskningsfråga: Hur påverkar underordnade överordnade inom en hållbarhetskontext utifrån ett överordnad och underordnad perspektiv? Syfte: Syftet är att beskriva den nedifrån-upp påverkan som finns inom en hållbarhetskontext utifrån ett överordnad och underordnad perspektiv. Metod: För att besvara forskningsfrågan har en induktiv forskningsansats och kvalitativ metod använts. En komparativ fallstudie av ett kollektivt fall av tre överordnade och ett kollektivt fall av sex underordnade har genomförts. Empirin kopplat till fallen har insamlats genom kvalitativa intervjuer. Slutsatser: Slutsatserna som denna studie kommer fram till visas i modell 4.3 där vi får en beskrivning av hur “ledarskap med fokus på hållbarhet” kan uppnås. Vidare skapar modell 4.3 en förståelse för hur överordnade kan öppna upp för en nedifrån-upp påverkan och hur underordnade kan möjliggöra för att kunna påverka. Genom framför allt relationen mellan överordnade och underordnade men även utifrån underordnades kunskap så skapas möjligheten för en nedifrån-upp påverkan. Studien visar vikten av samspelet mellan överordnade och underordnade och fungerar som ett komplement till tidigare forskning av ledarskap, påverkan och hållbarhet.

Qu’elle soit extranationale, transnationale ou internationale par nature, l’infraction internationale est toujours construite de la même manière : elle naît de la réunion d’un élément matériel et d’un élément moral, incluant parfois un élément contextuel. Cette constance structurelle dominant la diversité définitionnelle milite en faveur d’une unification des formes de la participation associées à ces infractions internationales : la spécificité de la participation à l’infraction internationale résiderait donc dans la spécificité, non des formes de la première, mais de la définition de la seconde. D’ailleurs, il n’existe que deux grands systèmes de participation applicables à l’infraction internationale : celui des juridictions pénales nationales et celui des juridictions pénales internationales. De leur comparaison, pourrait naître un système unique de participation à l’infraction internationale, permettant de mieux appréhender la criminalité collective en attribuant aux participants intellectuels une place plus juste au sein de la participation. En effet, après quelques adaptations nécessaires, il pourrait être fait appel au critère mixte du contrôle sur l’infraction internationale, développé récemment par la Cour pénale internationale, pour distinguer les formes principales des formes secondaires de la participation à l’infraction internationale. Ainsi, seraient des participants principaux les agents qui, avec l’état d’esprit idoine, prennent le contrôle de l’infraction internationale (coauteurs et auteurs intellectuels), tandis que seraient des participants secondaires les agents qui ne prennent pas un tel contrôle (complices par aide ou assistance et subordonnants). / Can it be extranational, transnational or international by nature, the international crime is always the same : it needs the reunion of a material element and a moral element, sometimes including a contextual element. This structural constancy, which dominates the definitional diversity, inclines us to campaign for the unification of the participation forms associated to the whole international crimes. In other words, the specifity of the participation in the international crime would be less due to the specifity of the first one’s forms than to the specifity of the second one’s definition. Now, there are only two grand systems of participation in the international crime : the one applied by the national criminal jurisdictions and the one applied by the international criminal jurisdictions. From the comparison of these two systems, it is possible to imagine a unique system of participation in the international crime, permitting a better understanding of the collective criminality by attributing a righter role to the intellectual participants within the participation. More precisely, and after a few necessary adaptations, control over the international crime, which is a mixed criterion recently developed by the International Criminal Court, could be used to distinguish the main forms from the secondary forms of participation in the international crime. Thus, main participants might be those who, with the suitable state of mind, take control over the international crime (co-perpetrators and intellectual perpetrators) while secondary participants might be those who don’t take such a control (accomplices by aid and assistance and “subordinators”).