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Abstract The development of the nutritionist will be twenty years in Taiwan. The role of nutritionist is changed from meals management of group to education and consulting of nutrition in the period of the prosperous eighties till now. In the meantime, the top ten causes of death are changed from emergency medical case to chromic disease in Taiwan. The custom of weight reduction is spread over Taiwan in the eighties. The general public is eager to receive the instruction of nutritionist. However, the diet therapy of various chromic diseases takes place of weight reduction that is gradually disappeared in Taiwan now. The nutritionist still play important role in maintenance of healthy group and preventive medicine. There are few local researches to be related with the nutritionist. I hope to achieve the effect of promotion by means of this research. There are three destinations in this research. One, the occupational commitment of local nutritionist is understood. Two, the factor is ascertained by the influence of occupational commitment of local nutritionist. Third, the relationship between occupational commitment and leave attitude is confirmed. The researcher initially discusses how viewpoint and expectation of nutritionist is influenced by various occupations through individual interview. And then the evidential research structure and questionnaire is developed to investigate occupational commitment and its influence factors of local occupational nutritionist. The result of research is listed below: 1. Occupational commitment is evident relevant to the gender, position of occupation and location of occupation that is belongs to the variation factors of nutritionist. Among the investigation, occupational commitment of female is stronger that the occupational commitment of male, and occupational commitment of manager is stronger that occupational commitment of non-manager, nutritionist of body fitness center gives much commitment than the nutritionist of hospital, school and other location. 2. Occupational commitment is negative evident relevant to locus of control that is one influence factor of occupational commitment. Occupational commitment is positive evident relevant to work involvement, work satisfaction, organizational commitment and feeling of external environment. The employee that has personality of self-control has more occupational commitment. Occupational commitment of nutritionist can be enhanced by the positive influence factors of occupational commitments. 3. Sentimental commitment is stronger and standard commitment is weak between the occupational commitments of nutritionist. Work satisfaction is much influenced by sentimental commitment. The human resource manager of nutritionist urgently implements the various policies to enhance work satisfaction. 4. Work performance is evident positive relevant to occupational commitments, especially the relevance of sentimental commitment is much evident. Leave attitude is evident negative relevant to occupational commitments. The higher occupational commitment of nutritionist has the better work performance and poor leave attitude. Key words: occupational commitments, locus of control, work involvement, work satisfaction, organizational commitment, work performance, leave attitude.

This research relates to the relationship between organic political awareness and work stress and involvement and other issues of employees. It also aims to discuss variables for harmonization of organic politics and results using personality as interfering parameter. This study is mainly conducted on lucrative institutions and businesses in private sector. A total of 948 effective questionnaires were received and the survey was conducted using data for factor analysis, credibility analysis, relevant analysis, regressive analysis and level-based regressive analysis among other approaches. The outcome suggests sound credibility of the quantitative tables, which is available for reference. While organic political awareness does create impacts on work involvement and work stress, we have come to realize that personality does remarkably interfere with the interaction between organic political awareness and work stress and involvement.

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Tyrimo tikslas – nustatyti įsitraukimo į darbą aspektų (pozityviojo įsitraukimo į darbą, negatyviojo įsitraukimo į darbą) ir profesinio pervargimo sąsajas. Tyrime dalyvavo 332 įvairias pareigas užimantys darbuotojai, iš jų 70 vyrų (amžiaus vid.= 42,23; SD = 13,037) ir 259 moterys (amžiaus vid.= 40,26; SD = 11,51), 3 tirti asmenys lyties nenurodė. Pozityvusis įsitraukimas į darbą buvo matuojamas naudojant Utrecht pozityviojo įsitraukimo į darbą klausimyną (Utrecht work engagement scale - UWES; Schaufeli ir Bakker, 2003). Negatyvusis įsitraukimas į darbą buvo matuojamas naudojant Priklausomybės nuo darbo rizikos klausimyną (Work addiction risk test - WART; Robinson, 1999, modifikuota Flowers ir Robinson, 2002). Profesinis pervargimas buvo matuojamas Kopenhagos Profesinio pervargimo klausimynu (Copenhagen Burnout Inventory – CBI; Borritz, Kristensen, 2004). Pagrindiniai tyrimo rezultatai parodė, kad pozityvusis įsitraukimas į darbą, negatyvusis įsitraukimas į darbą ir profesinis pervargimas yra trys atskiri, tačiau tarpusavyje susiję reiškiniai: energingumas (pozityviojo įsitraukimo į darbą komponentas) susijęs su profesiniu pervargimu, pasinėrimas į darbą (pozityviojo įsitraukimo į darbą komponentas) - su negatyviuoju įsitraukimu į darbą, su klientais susijęs pervargimas (profesinio pervargimo komponentas) – su sutrikusia komunikacija (negatyviojo įsitraukimo į darbą komponentas). Taip pat nustatyta, jog profesinį pervargimą prognozuoja įsitraukimo į darbą aspektai:... [toliau žr. visą tekstą] / The aim of the study was to identify the relationship among aspects of employee's work involvement and burnout. The participants of the present study were 332 employees of a different work domains (259 females and 70 males). Utrecht work engagement scale - UWES (Schaufeli & Bakker, 2003) was used to measure work engagement. Work addiction risk test – WART (Robinson, 1999; modified by Flowers & Robinson, 2002) was used to measure workaholism. The Copenhagen Burnout Inventory – CBI, (Borritz & Kristensen, 2004) was used to measure burnout. Major research findings showed that work engagement, workaholism and burnout were three distinct, but related concepts: vigor (component of work engagement) was related to burnout; absorption (component of work engagement) was related to workaholism; client - related burnout (component of burnout) was related to impaired communications (component of workaholism). Similarly, it was determined that burnout was predicted by aspects of work involvement: work engagement predicted decreases of burnout; workaholism predicted increases of burnout.

Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

<p>The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I & II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III & IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.</p>

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I &amp; II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III &amp; IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.

Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.