Syftet var att beskriva arbetstillfredsställelsen hos intensivvårdssjuksköterskor samt undersöka om arbetssituationen förändrats senaste året. Syftet var vidare att se om skillnader förelåg i arbetstillfredsställelsen mellan intensivvårdssjuksköterskor som arbetade treskift och som inte arbetade treskift. Studien var deskriptiv med kvantitativ ansats. Sextiofyra sjuksköterskor deltog och bortfallet var 29 %. Enkäter testade gällande validitet och reliabilitet för arbetstillfredsställelse användes i studien. Arbetstillfredsställelsen var genomgående hög, intensivvårdssjuksköterskorna upplevde sig mötas med respekt av överordnade och samarbetsklimatet var bra. De var en del av ett team, arbetet var intressant och autonomin var hög. Majoriteten upplevde att personaltätheten var otillräcklig för arbetsbelastningen, beslut från överordnade gick inte att påverka och nästan en tredjedel upplevde sig inte få beröm vid bra utfört arbete. Trots genomgående hög arbetstillfredsställelse funderade nästan tjugo procent på att byta jobb. Senaste året hade arbetsbördan ökat med mer administrativt arbete och mindre tid för patientvård. Förtroendet för den offentliga sjukvården hade minskat. Inga signifikanta skillnader fanns gällande arbetstillfredsställelsen mellan intensivvårdssjuksköterskor som arbetade treskift och som inte arbetade treskift. Nattarbetet ansågs behöva värderas högre med mer tid för återhämtning. Konklusion: Arbetstillfredsställelsen var genomgående hög men arbetsbördan hade ökat senaste året, utbrett missnöje förekom gällande återhämtningstiden vid nattarbete. / The objectives were to describe the work satisfaction amongst intensive care nurses, and to investigate if the work situation has changed over the last year. A further purpose was to see if there were any differences in the work satisfaction between intensive care nurses who worked three-shift and those who did not. The study was descriptive with a quantitative approach. Sixty-four nurses participated and the 29 percent decided not to participate. Questionnaires tested regarding validity and reliability for work satisfaction were used in the study. Work satisfaction was overall high; the intensive care nurses perceived themselves as being respected by superiors, and the work situation as good. They felt part of a team; the work was interesting and the levels of autonomy high. The majority perceived that the staffing levels were insufficient for the workload, they could not affect the decisions made by their superiors, and almost a third experienced that they do not get praise for work well done. Despite the overall high work satisfaction almost twenty percent were thinking of changing jobs. During the last year, the workload had increased with more administrative work leaving less time for patient care. The trust in public healthcare had decreased. No significant differences were found regarding the work satisfaction between intensive care nurses working three-shift and those who did not work three-shift. The general opinion was that night work needed to be valued higher, and that more time was needed for recovery. Conclusion: The work satisfaction was overall high, but the workload had increased over the last year, and there was a widespread dissatisfaction regarding recovery time after night work.

Syftet med studien var att utifrån ambulanssjuksköterskors berättelser redogöra för upplevelsen av arbetet med HLR vid ett pre-hospitalt omhändertagande och hur fysiska och psykosociala omständigheter kan påverka deras arbetsmiljö samt att undersöka om det automatiska HLR-systemet LUCAS har påverkat arbetssituationen. En kvalitativ intervjustudie med deskriptiv design har genomförts. Undersökningsgruppen bestod av sex ambulanssjuksköterskor på en ambulansstation i Mellansverige. Intervjuerna genomfördes med semistrukturerade frågor och insamlat material analyserades utifrån en kvalitativ innehållsanalys. Utifrån analysen framkom tre kategorier samt temat ”Att känna stöd på arbetsplatsen trots brister i arbetsmiljön”. Resultatet visade att ambulanssjuksköterskorna upplevde arbetsutrymmet i somliga ambulanser så begränsande att det försvårade deras möjlighet att utföra adekvata vårdåtgärder, de upplevde sig vara beroende av LUCAS för att kunna utföra HLR. De upplevde ett svagt stöd från cheferna i frågan om inköp av ambulanser. Vidare framkom att samarbetet med räddningstjänsten var ett viktigt stöd vid HLR samt att en god stämning på arbetsplatsen främjade välbefinnandet. De riktlinjer som ambulanssjuksköterskorna hade att rätta sig efter upplevdes också som ett stöd, samt att det nya HLR-systemet LUCAS till stor del upplevdes avlastande i arbetet med HLR. Författarnas slutsats är att det finns både positiva och negativa upplevelser kring arbetsmiljön bland ambulanssjuksköterskorna och att det behövs mer forskning för att kunna förbättra ambulanssjuksköterskornas arbetsmiljö. / The aim of the study was to describe the ambulance nurses’ own experiences of working with pre-hospital CPR and how the physical and psychosocial factors effected their working environment. To investigate if the automatic CPR-system LUCAS have had any impact on their work situation. This study is based on qualitative interviews with a descriptive design. The study group consisted of six nurses who worked at an ambulance station in the central part of Sweden. The interviews were conducted with semi structured questions and the collected data was analyzed through a qualitative content analysis. The analysis resulted in three categories and a theme. The result showed that the ambulance nurses experienced that the space in some of the ambulances was too limited to be able to provide necessary care for their patients, they experienced being dependent to the LUCAS-device to be able to perform CPR. The ambulance nurses also felt a weak support from the head management when deciding on which ambulance to purchase. Furthermore, it appeared that the cooperation with the emergency services was of a great support when performing CPR as well as creating a good atmosphere between co-workers was of importance for the employee’s wellbeing. The guidelines for the ambulance nurses were also seen as a support as were the new automatic CPR-system LUCAS, which perceived as minimizing the workload on the ambulance personnel during CPR. The authors’ conclusion is that both positive and negative experiences were found in the ambulance personnel´s work environment and that more studies are required in order to improve the ambulance personnel’s work milieu.

Aim: 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. Method: 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. Result: 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. Conclusion: 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.

The purpose of this research is to examine the influence factors of perceptions of organization politics. Based on the model proposed by Ferris et al.,(1989), the influence factors of perceptions of organizational politics are personal influences,work environment influences,organizational influences . After applying ¡§factor analysis¡¨ of the POPs, it was categorized by three dimensions analysis: ¡§(1) behaviors of superior and subordinate; (2) go along and get ahead; (3) difference between the policies of compensation and promotion and actual practices. This research is to explore the relationship between influence factors and perceptions of organization politics. The sample consisted of 2,559 employees selected from 35 diverse organizations. The data was analyzed by statistical methods are descriptive statistic¡Bfactor analysis¡Breliability analysis¡B correlation analysis and regression analysis. The major findings of this study are as fallow: Perceptions of organizational politics were found have significant relevant with A type personality, Machiavellians and Internal/External lacus of control. Perceptions of organizational politics were found have significant relevant with promotion opportunity & interactive behavior of working environment factor. Perceptions of organizational politics were found have significant relevant with organizational profession, organizational democracy and position hierarchical level of organizational factor. This research provide the management tactics toward the result of empirical analysis.

Abstract The Antecedents of Organizational Politics Perceptions -- A Study of Western and Chinese Organization in Taiwan The purpose of this investigation is based on the model proposed by Ferris et al. (1989)to explore the influence factors of perceptions of organizational politics,including personal influences, work environment influences and organizational influences, and to examine if the perceptions of organizational politics is significant different between western and Chinese organizations in Taiwan. The sample consisted of 196 from western organization and 437 from Chinese organization. The data was analyzed by applying statistical methods, i.e., descriptive statistics analysis, reliability analysis, factor analysis, correlation analysis and regression analysis. Results showed that significant influences were observed for both western and Chinese organization to perceive organizational politics. 1. In personal factors, age, sex and type A behavior demonstrate significant influence to perceptions of organizational politics in Chinese organization but not in western organization 2. In work environment factors, automomy and feedback were found significant negative influence to perceptions of organizational politics in western organization but not in Chinese organization 3. In organization facors, democratization was found significant negative influence to perceptions of organizational politics in western organization but not in Chinese organization

<p>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.</p><p>Problem Discussion & 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.</p><p>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.</p><p>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.</p><p>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.</p><p>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.</p>

Thesis (DPhil(Criminology))--University of Pretoria, 2001. / Includes bibliographical references.

Thesis (M.A.)--York University, 2002. Graduate Programme in Psychology. / Typescript. Includes bibliographical references (leaves 63-70). Also available on the Internet. MODE OF ACCESS via web browser by entering the following http://wwwlib.umi.com/cr/yorku/fullcit?pMQ71577.

Arbetsmotivation är ett viktigt ämne att studera eftersom hög motivation hos medarbetarna leder till hög tillfredställelse och en bra prestation. De flesta teoretiker använder sig av yttre och inre motivation för att förklara begreppet. Syftet var att hitta de faktorer i den psykosociala arbetsmiljön som bäst förklarade arbetsmotivationen hos medarbetarna på ett lager. Deltagarna var 69 lagerarbetare mellan 20 och 65 år. En enkät delades ut till medarbetarna, baserat på General Nordic Questionnaire for Psychological and Social Factors at work (QPS Nordic), innehållande 11 delar som kan kopplas till motivation. Resultatet redovisades genom Pearsons korrelationer, ett t-test för beroende mätningar samt en multipel regressionsanalys, vilket visade att positiva utmaningar kunde predicera inre motivation och uppmuntrande ledarskap kunde predicera yttre motivation. Eftersom yrkesgruppen är mycket outforskad bidrar studien till viktig kunskap för att främja motivationen hos lagerarbetare samt en bra grund till framtida forskning.

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