The healthcare strike action that rocked South Africa in 2007 and 2010 highlighted the trend of professional nurses towards exercising their rights as employees to embark on strike actions, often also in solidarity with other categories of employees. This study aimed to highlight the problem brought about by the lack of proactive strategies to maintain a balance between human and professional rights and responsibilities of nurses within the legal framework of South Africa. The theoretical grounding of the study included both organisational change models and transformational leadership models. A descriptive and analytic design was followed, using both qualitative and quantitative non-probability sampling approaches to meet the research objectives of determining factors for nurses‘ involvement in strikes and their impact. Eighty professional nurses were included as the total sample of the study with 53 that did not participate in strike action and 27 that participated in strike action. A sample of eleven nurse managers was also included in the study to determine their views on strikes by nurses and their understanding of the changing work environment. To determine the overall impact of the nurses‘ strike, 40 healthcare consumers were included. The sample was selected from four provinces: Eastern Cape, KwaZulu-Natal; Western Cape and Gauteng. The study was limited to professional nurses, nurse managers within the public-health sector and healthcare consumers using public-health facilities. The findings and the relevant literature referred to in this study indicate that though there are different reasons for strike action in the public-health sector by area or by country, remuneration is undoubtedly the most mentioned reason. Important to note is that salary per se is not the most critical actor but it is a tangible measure of the value that the employer places on people. In the absence of other incentives in the nursing environment, it becomes the focal point. However, addressing salary issues alone will not prevent strike action in the public-health sector / Health Studies / D. Litt. et Phil. (Health Studies)

L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisation. / The evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization.

La presente investigación buscó identificar si la Adicción al trabajo y el Engagement predicen la Satisfacción Laboral en personal administrativo de empresas de Lima Metropolitana. El diseño fue una estrategia asociativa, específicamente transaccional predictivo, y se empleó un muestreo no probabilístico. La muestra estuvo conformada por 220 personas, de ambos sexos, a quienes se les aplicó el cuestionario de Adicción al trabajo DUWAS- 10 (Schaufeli, Taris & Van Rhenen, 2008), el cuestionario de Engagement UWES - 15 (Schaufeli, 1999) y el cuestionario de Satisfacción Laboral de Chiang (Chiang, Gómez & Salazar,2014). Mediante un análisis correlacional se comprobó la relación positiva entre las dimensiones Vigor y Satisfacción Laboral (rho = .410), lo mismo para Absorción y Satisfacción Laboral (rho = .173), sin embargo, para las dimensiones de Adicción al trabajo, se comprobó una correlación positiva para Trabajar excesivamente y Satisfacción Laboral (rho = .045) y una correlación negativa para Trabajar compulsivamente y Satisfacción Laboral (rho = -.100). Además, se comprobó que la variable Vigor explica el 16,8% de la varianza total de la variable criterio Satisfacción, siendo esta variable la que predice mejor la Satisfacción Laboral. En conclusión, se tiene evidencia de que existe una relación significativa entre las variables adicción al trabajo, engagement y satisfacción laboral. / The present investigation seeks to identify if Work Addiction and Engagement predict Job Satisfaction in administrative staff of companies in Metropolitan Lima. The research design was an associative strategy, specifically transactional predictive, a non-probability sampling was used. The sample was conformed by 220 people of both sexes, who were given the DUWAS-10 Workaholism questionnaire, the UWES-15 Engagement questionnaire and the Chiang Job Satisfaction questionnaire. Through a correlational analysis, the positive relationship (rho = .410) between the dimensions Vigor and Job Satisfaction was verified, the same for Absorption and Job Satisfaction (rho = .173), however, about the dimensions of Workaholism, a positive correlation was found for Working excessively and Job Satisfaction (rho = .045) and a negative correlation for Compulsive Work and Job Satisfaction (rho = -.100). Also, it was verified that Vigor explains 16.8% of the total variance of the Satisfaction criterion variable, this variable being the one that best predicts Job Satisfaction. In conclusion, there is evidence that there is a significant relationship between the variables workaholism, engagement and job satisfaction. / Tesis

SCHAUMANN , Gustavo Pucci. Gestão da qualidade e sua relação com a satisfação e o comprometimento no trabalho de servidores técnico-administrativos. 2010. 144 f. Dissertação (Mestrado em Psicologia) – Universidade Federal do Ceará, Departamento de Psicologia, Programa de Pós-Graduação em Psicologia, Fortaleza-CE, 2010. / Submitted by moises gomes (celtinha_malvado@hotmail.com) on 2012-01-16T15:04:45Z No. of bitstreams: 1 2010_dis_GPSchaumann.PDF: 1182930 bytes, checksum: cc1de38a7271c50f40e768eead59acb8 (MD5) / Approved for entry into archive by Maria Josineide Góis(josineide@ufc.br) on 2012-03-08T12:47:55Z (GMT) No. of bitstreams: 1 2010_dis_GPSchaumann.PDF: 1182930 bytes, checksum: cc1de38a7271c50f40e768eead59acb8 (MD5) / Made available in DSpace on 2012-03-08T12:47:55Z (GMT). No. of bitstreams: 1 2010_dis_GPSchaumann.PDF: 1182930 bytes, checksum: cc1de38a7271c50f40e768eead59acb8 (MD5) Previous issue date: 2010 / This study aims at analyzing the possible relations between the implementation of criteria and practices of the Excellence Model of public management (GESPÚBLICA Model) and the satisfaction and work commitment of managerial and technical civil servants at a public organization in Fortaleza (CE Brazil). The GESPÚBLICA Model was developed by the federal government of Brazil through the Ministry of Planning, budget and management and integrates the National Programme for combating the bureaucracy in the public service. It is a transposition of Total Quality Management practices from private to public organizations. This dynamic brought new expectations for the considered civil servants in relation to the administration and work conditions. The main theoretic references were the Neoclassical School of Administration, the System and Development oriented Psychology, the Working Group on Organizational and Work Psychology (GTPOT) and the Political Economics of Power and Organizational Studies. The field research was conducted in the Regional Labour Superintendence of the state of Ceará (Brazil) (a specific unity of the Ministry of Labour and Employment that was awarded for various years and recognized as a reference in the application of this model). The research contributed to investigate the consequences of the strategies, practices and the learning of quality in satisfaction and commitment of administrative technical servants in the period of 1997 to 2007. As method of research, a quantitative approach was used while a structured questionnaire served as research instrument. The data analysis considered the relation of the implementation of the Excellence Model in public management with the variables of satisfaction in the process of work organization, management and planning, working environment, values and culture, financial remuneration and benefits and commitment at work in its affective, calculative and normative dimensions. The final considerations of the investigation indicate the limited relation between the initiatives of the model with the satisfaction and the commitment at work. / O presente estudo tem por finalidade analisar as possíveis relações da implementa-ção dos critérios e das práticas do Modelo de Excelência em Gestão Pública (Mode-lo Gespública) com a satisfação e o comprometimento no trabalho de servidores técnico-administrativos. O Modelo Gespública foi desenvolvido pelo governo federal do Brasil através do Ministério do Planejamento, Orçamento e Gestão e integra o Programa Nacional de Gestão Pública e Desburocratização. É uma transposição das práticas da gestão da qualidade das organizações privadas para as instituições públicas. Essa dinâmica trouxe novas expectativas para os servidores quanto à organização e às condições de trabalho. Os principais referenciais teóricos foram a escola neoclássica da administração, a psicologia orientada para os sistemas e o desenvolvimento, o Grupo de Trabalho em Psicologia Organizacional e do Trabalho (GTPOT) e o Grupo de Pesquisa Economia Política do Poder e Estudos Organizacionais. Como método de pesquisa, utilizou-se a abordagem quantitativa e um questionário estruturado serviu de instrumento. A pesquisa de campo, realizada na Superintendência Regional do Trabalho no Ceará (unidade descentralizada do Ministério do Trabalho e Emprego premiada por vários anos e reconhecida como referência na aplicação desse modelo), contribuiu para investigar as decorrências das estratégias, das práticas e do aprendizado da qualidade na satisfação e no comprometimento no trabalho dos servidores técnico-administrativos no período de 1997 a 2007. A análise dos dados considerou a relação da implementação do Modelo de Excelência em Gestão Pública com as variáveis de satisfação nos processos de organização do trabalho, gestão e planejamento, ambiente de trabalho, valores e cultura, remuneração e benefícios e com o comprometimento no trabalho nas dimensões afetiva, calculativa e normativa. As considerações finais da investigação indicam a limitada relação das iniciativas do modelo com a satisfação e o comprometimento no trabalho.