Turnover of personnel within the Swedish Police Authority has during the last few years increased and there is today a lower number of police officers working in the field (SVT, 2018b). This lack of personnel can be explained by a decreased interest in applying for the police academy as well as more officers deciding to voluntarily terminate their employment (SVT, 2018a). This can generate thoughts regarding possible reasons for voluntary turnover. The chairman of the Swedish Police Union, Lena Nitz (SVT, 2018c) addresses that a crucial factor to reduce the amount of voluntary turnover is an improved work environment. The aim of this study is to analyze the psychosocial work environment for patrolling police officers and to gain knowledge if elements in it might make certain police officers choose to terminate their employment. Previous research within the field tend to separately study police officers psychosocial work environment and turnover within police authorities and has indicated that the psychosocial work environment can cause stress and emotional exhaustion. Further research shows that emotional labor is common within police work and that voluntary turnover is the main form of turnover for police officers. This study has consisted of qualitative interviews with employed as well as previously employed police officers who voluntarily terminated their employment. Our conclusions demonstrate that the psychosocial work environment for Swedish police officers tends to be characterized as unpredictable, exposed and psychologically demanding. The foremost reasons for voluntary turnover have been considerably low salaries in relation to the demands, lack of appreciation from the organization and the shortages of manpower within the Swedish police authority. / Den svenska polismyndighetens personalomsattning har under de senaste aren okat och vi har idag den lagsta polistatheten pa over tio ar (SVT, 2018b). Denna polisbrist kan forklaras genom att allt farre valjer att utbilda sig till polis samtidigt som fler yrkesverksamma poliser frivilligt valjer att avsluta sin anstallning (SVT, 2018a). Detta kan foranleda tankar om vad den okade mangden frivilliga uppsagningar grundar sig i. Polisforbundets ordforande Lena Nitz (SVT, 2018c) poangterar att en avgorande faktor for att minska antalet frivilliga uppsagningar ar en forbattrad arbetsmiljo. Syftet med foljande uppsats ar darfor att analysera den psykosociala arbetsmiljon for poliser i yttre tjanst samt komma fram till om nagot i den gor att vissa poliser valjer alternativt skulle valja att avsluta sin anstallning. Den tidigare forskningen kring dessa omraden tenderas att behandlas separat och polisers psykosociala arbetsmiljo har visats orsaka stress och andra utmattningssyndrom. Vidare belyser forskning hur emotionellt arbete ar vanligt forekommande inom polisyrket samt att frivilliga uppsagningar ar den framsta orsaken till personalomsattning for poliser. Denna studie baseras pa kvalitativa intervjuer med yrkesverksamma poliser samt poliser som avslutat sin anstallning. Studien har resulterat i slutsatser som pavisat att polisernas psykosociala arbetsmiljo praglas av att vara psykiskt kravande, utsatt och oforutsagbar. De framsta anledningarna for frivilliga uppsagningar inom polisen ar att lonen inte ar skalig i relation till arbetets krav, brist pa uppskattning fran organisationen samt en brist pa personal.

Submitted by admin tede (tede@pucgoias.edu.br) on 2018-11-14T17:57:02Z No. of bitstreams: 1 MARIO SILVA DE ARAUJO FILHO.pdf: 4508348 bytes, checksum: 0dba086b7b245f1ae7e285985ff11669 (MD5) / Made available in DSpace on 2018-11-14T17:57:02Z (GMT). No. of bitstreams: 1 MARIO SILVA DE ARAUJO FILHO.pdf: 4508348 bytes, checksum: 0dba086b7b245f1ae7e285985ff11669 (MD5) Previous issue date: 2018-06-06 / The objective of this study was to evaluate the fatigue levels of nursing professionals at a Hospital Escola de Goiânia, whose specific objectives were to outline the sociodemographic profile, evaluate the fatigue levels associated with the work environment, and compare fatigue levels with variables sociodemographic. Methods; An analytical cross-sectional study with a quantitative approach, with 25 nurses and 94 technicians in nursing. Discussion; it was identified that 97.5% of the interviewees are female, most of them between 20 and 35 years old, who have a double working day, and between 1 and 5 years of nursing service, of which 53.1 % presented fatigue. Conclusion; the study suggests the occurrence of fatigue is associated with the stressful situations experienced by the nursing professional in their work practice, as well as the exposure to physical and biological risks, in addition to the long and painful working days. / O estudo teve como objetivo geral avaliar os níveis de fadiga dos profissionais de enfermagem em um Hospital Escola de Goiânia, teve como objetivos específicos traçar o perfil sociodemográfico, avaliar os níveis de fadiga associados ao ambiente de trabalho e comparar os níveis de fadiga com as variáveis sociodemográficas. Métodos; estudo transversal analítico com abordagem quantitativa, tendo como participantes 25 Enfermeiros e 94 Técnicos em enfermagem A coleta de dados foi realizada entre os meses de junho a agosto de 2017 e ocorreu durante todos os turnos, mediante liberação pela chefia de enfermagem do setor e assinatura do Termo de Consentimento Livre e Esclarecido. Discussão; identificou-se que 97,5% dos entrevistados são do sexo feminino, em sua maioria com faixa etária entre 20 e 35 anos, que possuem dupla jornada de trabalho, e entre 1 a 5 anos de serviço na enfermagem, sendo que 53,1% apresentaram quadro de fadiga. Conclusão; o estudo sugere a ocorrência de fadiga está associada as situações estressantes vivenciadas pelo profissional de enfermagem em sua prática laboral, bem como a exposição a riscos físicos e biológicos, somados as longas e penosas jornadas de trabalho.

The purpose of this project was to identify the standards for the American Association of Critical Care Nurses (AACN). The employees of a 39-bed medical surgical unit within a 697-bed metropolitan medical center were selected through collaboration with the practicum site. Out of 68 allocated positions for this unit, only permanent employees were selected to participate. An employee presented the purpose of the project, the survey process, and inferred consent represented by online login to complete the survey. Following the online assessment, the employee explained the AACN healthy work environment standards in a subsequent presentation. The online healthy work environment assessment measured the AACN healthy work environment standards, which included skilled communication, collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership. A mean score was generated by the healthy work environment online assessment tool on a scale ranging from 1 (Needs Improvement) to 5 (Excellent). Data from the online assessment were analyzed by comparing mean pre- (3.03) and post- (2.17) project results, which revealed a need for greater understanding of AACN healthy work environment standards. Increased education of the AACN healthy work environment standards and implementation of a formal program would impact nursing turnover rates, improve employee engagement, and ultimately improve the care and outcome of patients, thereby promoting positive social change.

Businesses that fail to retain knowledgeable employees risk remaining competitive in the marketplace. Approximately 25 million people quit their jobs in 2016, overall. This single case study explored strategies business managers use to reduce employee turnover. The population for this study was 5 business managers from a business and technical personnel support organization in the information and solutions industry in the state of New Jersey who had experience with strategies to improve employee retention. The conceptual framework used in this study was systems theory. Data were collected from company archival documents and semistructured face-to-face interviews with 5 business managers. Moustakas' modified van Kaam method was used for data analysis. Member checking helped to ensure credibility and trustworthiness in the interpretation of interviewee responses. Three major themes emerged: workplace environment, safety, and training. Strategies ascertained in this study may be helpful for business managers who develop ways to reduce employee turnover. The implications for positive social change include retaining valuable employees in critical positions, reducing unemployment rates and unemployment compensation, and the potential to disencumber funds to support additional social services.

This thesis argues the importance of the quality of relation between the individual and the large group in work organisations. The main thrust of this argument is that where relations between the individual and the large organisation are mutually recognising both the individual and the large organisation benefit. The research explores three unstructured large groups through experiences of participants. The conceptual framework underpinning the research follows system psychodynamic traditions. These traditions support in depth exploration of both conscious and unconscious aspects of group life. A multi case study design allows analysis of each of the case studies of the large groups, first separately and then together. Each of the single case analyses reveals patterns of interaction that are thought about as defense against the difficulties of being in the particular large group. The findings of the single case studies then become data for the multicase analysis. In the multicase analysis intersubjective theory is introduced. These theories, along with traditional system psychodynamic theories, allow opportunity to deeply consider the way in which individuals relate to the large group, and the impact of this relation on the formation and development of the large group. The multicase analysis shows the difficulties group members had in asserting themselves and finding recognition in each of the large groups. The analysis also shows that despite these problems members continued to seek a recognising relation to the large group. This type of recognition, �large group recognition�, is distinguished from recognition found within interpersonal relations. The multicase data suggests group members found large group recognition through direct and representative relations to the formal authorities and through subgroup competition. However, this recognition appeared to be characterised by dynamics of domination and submission rather than by mutual recognition. In intersubjective terms this is the dialectic of the master and slave. Recognition garnered through a master slave dynamic is understood to be compromised and deplete of the self-affirming qualities of mutuality. Consequently, where large group culture and structure are characterised by, and perpetuate master slave dynamics, the large group and the individual do not function optimally. This is proposed as the circumstance in the large groups of this study. Specifically, it is argued that the large size of the groups, along with tendencies towards patriarchal structure and culture, were instrumental in fostering master slave dynamics in each of the groups. To conclude the thesis the research findings are considered with respect to large work organisations. This discussion explores the value of organisational contexts informed by mutuality, most particularly as organisations face the challenges of the post industrial era.

The purpose of this study was to explore the relationship between self-aspects, sources of workplace satisfaction and types of organisational commitment. This study tested three expectations. The first was that employees with strongly developed relational self-aspects who find satisfaction in workplace relationships with their direct managers and colleagues were likely to experience affective committed towards their organisation. The second was that employees with strongly developed individual selfaspects who find satisfaction in the job itself were likely to experience continuance commitment towards their organisation. The third was that employees with strongly developed collective self-aspects who find satisfaction in the organisation as well as its senior management were likely to experience normative committed towards their organisation. To test these hypotheses, three empirical studies were conducted. In Study 1 respondents (N = 140) were drawn from a large aged care nursing facility. Using separate regression analyses, support was found for the expectation that relational self-aspects would predict satisfaction with colleague relationships and that satisfaction with colleague and manager relationships would predict affective commitment. Support was also found for the expectation that collective self-aspects would predict satisfaction with the organisation and its senior management, however only satisfaction with the organisation was found to predict normative commitment. The expected relationship between individual self-aspects, job satisfaction and continuance commitment was not supported. It was argued that the strong relational nature of the sample and the high percentage (87%) of females within the sample may have influenced the results. Study 2 was designed to reconfirm the expected relationship between sources of workplace satisfaction and types of organisational commitment using a broader sample. Respondents (N = 146; females =86, males = 60) were drawn from four sources; a credit co-op, an adventure based training organisation, a commercial cleaning organisation, and a Graduate School of Business. As expected, satisfaction with colleague relationships was a significant predictor of affective commitment, while a non-significant trend was observed for satisfaction with manager relationships. Some support was found for the expectation that job satisfaction would be a significant predictor of continuance commitment through an observed non-significant trend. Satisfaction with the organisation was a significant predictor of normative commitment, while satisfaction with senior management was not. The influence of gender on these results were also examined and discussed. The purpose of Study 3 was to introduce a newly developed work specific selfaspects scale and test the integrated model that examined the relationship between three types of self-aspects, three sources of workplace satisfaction on three types of organisational commitment. The influence of gender was also examined and discussed. Respondents (N= 119) were drawn from an Australian financial institution. Using standard regression analysis to test the model, it was found that collective work selfaspects together with satisfaction with colleague and manager relationships were the only predictors of affective commitment, while collective work self-aspects together with satisfaction with the organisation were the only predictors of normative commitment. No support was found for the expectation that individual self-aspects together with job satisfaction would significantly predict continuous commitment. The results of this research provided some support for the view that the strength of an employee's self-aspects may determine the type of workplace experiences they are likely to find satisfying. Furthermore, these sources of workplace satisfaction are likely to lead to different forms of organisational commitment. It was argued that the results observed across the three studies may have been influenced by organisational context. It was suggested that further research should sample a broader range of organisations in order to test the validity of the integrated model.

<p><strong>Aim:</strong> The aim of this study was to investigate if there are associations between job stress in terms of demand, control, and support and physical inactivity.</p><p><strong>Method:</strong> A cross-sectional design was used in this study which is based on the “Swedish Longitudinal Occupational Survey of Health” (SLOSH) from 2006. SLOSH includes men and women, between 19-68 years old and from all labor markets sectors. A total of 5 141 participants sent in their survey. Indices of the components in the demand-control-support model were created and multiple regression analyses with physical inactivity as the dependent variable were performed. Adjustment for possible confounders (age, sex, marital status, children, education, physical work, computer work, working hours, shift work, smoking, alcohol consumption, sleep quality and BMI) were made.</p><p><strong>Result:</strong> The main result showed an association between passive work (low demands and low control) in combination with poor support and physical inactivity. This result was statistically significant both unadjusted (OR: 1.38, CI: 1.12-1.71) and adjusted (OR: 1.28, CI: 1.03-1.59) for several covariates.</p><p><strong>Conclusion: </strong>This study suggests that especially passive work (low demands and low control) in combination with poor support from supervisors and colleagues are associated to physical inactivity. Further research needs to establish causality.</p>

Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 131-139).

The psychosocial work environment in human service organizations is in many respects rewarding from the aspect of human interaction. However, it has also been described in several research reports as demanding and stressful both physically and mentally, resulting in a negative impact on employee health and a high degree of sickness absence. From a public health perspective it is important to focus on determinants of health in occupational groups that are characterized by caring and human relations. This thesis aims at identifying determinants of individual and organizational health in human service professions from a multifactorial perspective. Based on both cross-sectional and longitudinal data, four studies of various aspects of psychosocial work exposures are carried out. Study I, an explorative and qualitative study, examines determinants of the psychosocial work environment in the Church of Sweden. Study II consists of a retrospective, randomized study assessing effects of goal clarity work on organizational well-being in the Church. Study III examines exposures resulting in stress-related sick leave among elderly care employees. Study IV is a longitudinal study that assesses effects of organizational change on health and sickness absence among elderly care employees. The results show some positive experiences, despite overall demanding work conditions within both of the studied professions. In the Church (Paper I), experiences of freedom and influence at work and the Christian values tend be factors with modifying effect on health. Four patterns are identified for negative health impact; these include unclear organization, a sense of being different, stressful work and destructive communication style. Effects of goal clarity work (Paper II) indicate an overall positive impact on organizational well-being. In elderly care (Paper III), the results suggest, in general, a positive work climate and high effectiveness. Work related exhaustion was significantly higher among employees with stress related sickness absence. Factors of risk for being absent due to stress are approximately three times higher among employees dissatisfied with both their work and their social situations. Finally, measuring effects of organizational change (Paper IV), the results reveal evidence of unchanged self-rated health (SRH), work satisfaction and work exhaustion after reorganization. However, sickness absence increased across time and there is an indication of impaired levels of the anabolic hormone DHEA-S among those individuals affected by the reorganization. The results point to a challenge for further research on the interplay between perceived stressors, resources available, biological stress markers and health in order to find adequate measures for improvements in psychosocial work environment in human service professions.

Background: Employees are the human capital which contributes to the success and de-velopment of a company to a great extent. Thus, these days, companies do not see them only as factors of production from the classical perspective, but have started to value them as stakeholders and partners with whom long-term goals are achieved together. Problem Discussion &amp; Purpose: Researchers realized the need of companies to deal with employees, and for that reason, there has been great time and effort spent on studies con-cerning the relation between job satisfaction and job performance. However, the authors of the thesis came to conclusion that the link between job satisfaction and job performance was still a vague one. Therefore, the thesis is focused on the concept of well-being. The study concentrates on blue-collar workers, and the purpose is to explore and understand the relation between job-related well-being and employees’ job performance in the context of stress caused by following environmental factors: working tools, workload, heat, noise, and safety. Theoretical Framework: The theories used for this study are concerning job perform-ance, well-being, and stress. An emphasis is given on the work environmental stressors, which are working tools, workload, safety, heat, and noise. Methodology: To make this study, the researchers applied qualitative approach and used 8 semi-structured interviews to collect the data. The authors have conducted personal “face-to-face” interviews. All of them were tape-recorded to provide the maximum accuracy of received data. Information was gathered within one company. Conclusion: After conducting research, acquiring empirical findings, and making analysis of data, the thesis authors suggest that there is a link between job performance and job-related well-being via the work environment stressors. The authors of the thesis assume that probably the relationship between well-being and performance can look as a “circle-” or “spiral”-like model, where well-being and performance influence each other mutually, however, in different ways at different stages of the model. The influence of well-being on job performance via researched work environment stressors can be either direct or indirect. The study is of a great importance because it gives good insight of seeing well-being as a link to performance which previously was not done by any other research. Being aware of the influence of the environmental factors, managers can better realize how these factors contribute to the performance and well-being of their employees, and find ways how to improve working environment in order to increase workers’ job performance and job-related well-being.