This diploma thesis deals with problem of design and calculation of membrane structure of stadium roof. This is a complex engineering problem, which includes many partial problems: finding of initial form of membrane, statically and architecturally suitable arrangement of catenaries, economical solution of boundary conditions (foundations). All components affect each other and cannot be dealt without mutual coordination. It always greatly depends on the experience and intuition of engineer who design such structure. Task which cannot be resolved according to the theory of the first order. Equilibrium forces on the deformed structure, which in many projected structures gives satisfactory results, did not correspond to reality. It is therefore necessary to consider equilibrium of forces on the deformed structure according to the theory of large deformations. Diploma thesis was entered with regard to the intention of the companies Ing. Software Dlubal s.r.o. and FEM consulting s.r.o., working together to develop software RFEM. These companies plan to complement this program system with a module MEMBRANE for searching of initial shapes of membrane structures. This work is a contribution to the creation of this module.

The general aim of this research was to investigate whether a relationship exists between the perceptions of job characteristics, job satisfaction (JS) and organisational commitment (OC) of e-tutors in a virtual work environment in an Open Distance Learning (ODL) university in South Africa. Considering the nature of the virtual work environment and the Job Characteristics Model (JCM), the design of e-tutors’ jobs does not encompass some of the core dimensions. This creates certain distinctive issues in terms of how e-tutors work, relate and communicate with their supervisors and co-workers. This has the potential to negatively affect their levels of JS and OC and increase their intention to leave the organisation. Accordingly, a quantitative survey was conducted on a sample of 279 (n = 279) e-tutors serving contracts at an ODL institution in South Africa. An exploratory factor analysis in the absence of good fit revealed a three-factor model for job characteristics, a two-factor model for JS, and a three-factor model for OC. Moreover, a correlational analysis revealed a statistically significant relationship between perceptions of job characteristics, JS, and OC. A bivariate-partial correlation revealed that the relationship between job characteristics and JS is stronger than the relationship between job characteristics and OC. Following these correlations, a regression analysis was done to test the influencing nature of job characteristics on JS and OC. Accordingly, the results revealed that 26% of the effect of JS on OC is mediated by job characteristics. Tests for statistically significant mean differences revealed no significant difference between male and female e-tutors, nor differences in terms of their job tenure. However, in terms of educational background, significant mean differences were found between e-tutors holding undergraduate degrees and those holding postgraduate degrees. In order to determine which colleges differ significantly, multiple comparison tests were done, but the results revealed no significant individual differences. These results are applicable to similar populations and may help to improve the work experiences of other virtual workers. In addition, it is envisioned that they may help to improve human resource management practices in virtual work environments. / Human Resource Management / M. Com. (Human Resource Management)