O presente trabalho objetivou analisar as interferências dos modelos administrativos de gestão organizacionais e das tecnologias de informação e comunicação na organização do espaço físico do escritório, tendo como estudo de caso duas empresas que utilizam o modelo de Escritório Não-Territorial, ainda que parcialmente. A avaliação dos ambientes dos escritórios foi efetuada com base no diagnóstico de espaço que forneceu informações referentes às áreas de ocupação, estações de trabalho e circulações. Os usuários desses escritórios responderam a questionários referentes ao seu ambiente de trabalho, tendo sido possível confrontar informações sobre o uso do Escritório Territorial e Não-Territorial. Três são os elementos teóricos que embasam fundamentalmente a pesquisa e a partir dos quais se extraíram os conceitos fundamentais: o trabalho, a tecnologia e a cultura organizacional. Um histórico sobre a evolução dos conceitos de ocupação nos ambientes de trabalho complementa a base teórica, sempre relacionando as características do espaço físico aos modelos administrativos de gestão a às tecnologias vigentes em cada período; permitindo observar o paulatino processo de desterritorialização dos escritórios. / The objective of this study was to analyze the interference of organizational management administration models and information and communication technologies in the organization of the offices physical space. Two companies that use the Non-Territorial Office, although partially, were used as case studies. The office environments were evaluated based on the diagnosis of space, which provided information concerning the occupation areas, workstations and circulation. These office users answered questionnaires concerning their work environment and it was possible to compare information about the use of Territorial and Non-Territorial offices. The study is fundamentally based on three theoretical elements from which the fundamental concepts are extracted: work, technology and the organizational culture. A history of the evolution of occupation concepts in work environments complements the theoretical basis, always relating physical space characteristics of the administrative management models to the technologies in effect at the time. This permits the observation of the offices gradual deterritorialization process.

O presente trabalho objetivou analisar as interferências dos modelos administrativos de gestão organizacionais e das tecnologias de informação e comunicação na organização do espaço físico do escritório, tendo como estudo de caso duas empresas que utilizam o modelo de Escritório Não-Territorial, ainda que parcialmente. A avaliação dos ambientes dos escritórios foi efetuada com base no diagnóstico de espaço que forneceu informações referentes às áreas de ocupação, estações de trabalho e circulações. Os usuários desses escritórios responderam a questionários referentes ao seu ambiente de trabalho, tendo sido possível confrontar informações sobre o uso do Escritório Territorial e Não-Territorial. Três são os elementos teóricos que embasam fundamentalmente a pesquisa e a partir dos quais se extraíram os conceitos fundamentais: o trabalho, a tecnologia e a cultura organizacional. Um histórico sobre a evolução dos conceitos de ocupação nos ambientes de trabalho complementa a base teórica, sempre relacionando as características do espaço físico aos modelos administrativos de gestão a às tecnologias vigentes em cada período; permitindo observar o paulatino processo de desterritorialização dos escritórios. / The objective of this study was to analyze the interference of organizational management administration models and information and communication technologies in the organization of the offices physical space. Two companies that use the Non-Territorial Office, although partially, were used as case studies. The office environments were evaluated based on the diagnosis of space, which provided information concerning the occupation areas, workstations and circulation. These office users answered questionnaires concerning their work environment and it was possible to compare information about the use of Territorial and Non-Territorial offices. The study is fundamentally based on three theoretical elements from which the fundamental concepts are extracted: work, technology and the organizational culture. A history of the evolution of occupation concepts in work environments complements the theoretical basis, always relating physical space characteristics of the administrative management models to the technologies in effect at the time. This permits the observation of the offices gradual deterritorialization process.

Dental practice requires unique working conditions such as prolonged working hours, strained body postures and laborious, high finesse dental techniques. However, it can be more efficiently performed by the application of ergonomics, rather than physically forcing the worker's body to fit the job. Posture is highly influenced by factors such as inadequate working level, incorrect patient positioning, and poor visual comfort. In order to eliminate musculoskeletal disorders it is necessary to control these and other factors, and design the human work environment to be more ergonomic. The aim of this study was to assess ergonomics within Indian dental practice and elucidate factors that prevented application of ergonomics. An observational study was conducted among 58 Indian dentists, both from a private dental hospital and clinics. A questionnaire that consisted of 37 open-ended and closed-ended questions was used as a research tool for the study. Information on background characteristics, work environment, equipment, work administration, and ergonomic awareness was collected using the questionnaire. Sampling consisted of observing 37 male and 21 female dentists. A total of 58 individuals, 62 % ( 36), worked for a private dental hospital, and 38% (22) for dental clinics. A majority, 84.5% (49), of the dentists reported that they did not receive ergonomic training from their work administration. Most dentists, 96% (56), reported that there was no system of recordkeeping for workplace accidents. Lack of proper ergonomic training and no system of recordkeeping for workplace accidents were found to be the primary factors for not applying ergonomics by Indian dentists. Ergonomic training programs are needed in India to help educate dentists on workplace safety and health, and thus aid in reducing musculoskeletal pain. Finally, a system is needed in Indian dental practice to promote workplace safety and health by identifying workplace hazards that result in injuries.

Tidigare forskning gör gällande att arbetsvillkoren för socialarbetarna har försämrats över tid, med avseende på arbetsbörda, stress och klientkontakt. Denna studie är en kvantitativ enkätstudie med 162 socialarbetare som arbetar eller har arbetat med barn där myndighetsutövning förekommer. Studien avser att undersöka hur socialarbetarna upplever sin arbetsmiljö, känsla av stress i yrket samt hur de förhåller sig till den tid som ges för möten med barn. Vidare utforskas hur möten med barn påverkas av socialarbetarnas arbetsmiljö och eventuella stress. Resultaten visar att socialarbetarna är stressade och upplever arbetsbördan som tung. Stridande mot tidigare forskning framkommer att socialarbetarna är lika positiva som negativa till de förändringar som skett inom organisationen. Mer tid för klientkontakt önskas av 98 % av respondenterna. Studien visar ett samband mellan brist på tid till att möta klienter och stress. Det finns också ett samband mellan stress och felaktigt fattade beslut. Den största faktorn som bidrar till felaktiga beslut är underlagsbrist. Studien visar att 17 % av socialarbetarna upplever maktmissbruk inom organisationen ofta eller dagligen. Studien sluter sig till att de som förlorar mest på de förändringar som skett inom organisationen är de som socialarbetarna strävar efter att hjälpa; barnen. / Research suggests that working conditions for social workers have deteriorated over time, with regard to workload, stress and client contact. This study is a quantitative survey with 162 social workers. The study aims to investigate how social workers experience their working environment and their sense of stress in the profession and how they relate to the amount of time given for meetings with children. Results show that the social workers are stressed and experience the workload too heavy. Contradictory to previous research this study reveals that social workers are as positive as negative to changes that have taken place within the organization. More time for client contact is desired by 98% of the respondents. The study finds a connection between lack of time to meet clients and stress. There is also a correlation between stress and wrongly made decisions. The biggest factor contributing to incorrect decisions is lack of background information of the child. The study show that 17% of the social workers have experienced abuse of power within the organization frequently or daily. The study concludes that those who suffer most from the changes that have taken place within the organization are those that the social workers strive to help; children.

Safety at work is of the utmost importance to employees and the organizations they work for, and as such, it is a central issue for occupational health psychology. Although dramatic decreases in the number of worker injuries and fatalities have been observed over the last several decades, safety remains a principal concern for organizations. This is especially true in occupations in which employees face serious threats to their personal safety, such as correctional officers (COs). While a number of studies have identified workplace factors that contribute to worker safety, few have attempted to draw a link between employee nonwork experiences and safety at work. In the current study, a model was tested to examine whether the relationship between cognitive nonwork recovery experiences and safety performance at work was mediated by safety motivation. Specifically, the effort-recovery model (Meijman & Mulder, 1998) and the concept of self-regulatory resources (Muraven & Baumeister, 2000) were utilized to test these relationships. It was hypothesized that psychological detachment during nonwork time can replenish cognitive resources that employees need in order to feel motivated to be focused on safety in the workplace, and negative work reflection can drain these resources. Furthermore, drawing on Broaden-and-Build theory (Fredrickson, 1998) it was posited that positive work reflection during nonwork time would have a positive relationship with safety motivation. Additionally, it was hypothesized that the relationship between these cognitive recovery experiences and safety motivation would be moderated by individual perceptions of safety climate. The hypotheses were examined in a sample of COs (N = 166) from two correctional facilities in Oregon. The results overall did not provide strong empirical support for the model. No support was found for the role of psychological detachment or negative work reflection. Additionally, perceptions of safety climate did not moderate the relationship between cognitive recovery experiences and safety. However, positive work reflection during nonwork time was significantly associated with safety participation motivation, which in turn had a positive association with safety participation. Additionally analyses revealed that this relationship was reciprocal in nature when utilizing an additional sample four months after data collection, such that safety participation motivation and safety participation predicted positive work reflection. The findings from the current study build on the research between the work-life interface and safety at work, suggesting that positive nonwork experiences can potentially be related to discretional safety performance at work. Implications for practical applications and suggestions for future research are discussed.

Shrinking budgets and swelling public accountability characterize public education in the 21st century. Pressures to increase achievement while assuring the emotional and physical safety of all students make the work of the secondary principal daunting. A leader for equity must be a symbolic, visionary, and instructional leader that creates positive change that leads to student achievement, especially for students that are traditionally underserved. The demands placed on school administrators generate leadership burnout. As we strive to meet the rigorous goals of improving academic achievement while teaching and caring for each child, we must create environments for effective administrators to thrive in their schools long enough to impact a school's culture and produce equitable outcomes. The purpose of this dissertation is to describe and explain the issues around nurturing the human spirit of high school principals. Chapters One and Two will describe the context of the problem and a literature review. In Chapter Three, the research will be described including the methodology, instruments, and the process for data collection and analysis. Chapter Four will describe the findings of the research that examines how a clear focus on equity and relationships lead to feelings of satisfaction, self efficacy, and career/personal fulfillment for each of the leaders in this study. The study includes two groups, Principals of Color and White principals that are allies to people of color. Chapter Five synthesizes the findings and makes recommendations for future practice and policy.

Although 1 in 5 Americans will experience a mental illness at some point, each year people with mental illnesses continue to face high levels of stigmatization and discrimination at work. Recognizing this, many organizational researchers and practitioners have sought to improve workplaces for employees with mental illness through a variety of organizational interventions. Unfortunately, few interventions are thoroughly evaluated. One barrier to evaluating such interventions is the lack of a theoretically meaningful measure of workplace mental illness stigma. In this dissertation, I proposed to develop and evaluate such a measure (the W-MISS) based on Jones, Farina, Hastorf, Markus, Miller, and Scott's (1984) six-dimension stigma framework (i.e., concealability, course, disruptiveness, aesthetics, origin, and peril). To do so, I used Hinkin's (1998) approach: Phase 1) item generation was completed by 8 subject matter experts; Phase 2) content validity evidence was provided by 47 adults with management experience and 7 subject matter experts; Phase 3) exploratory factor analysis was conducted based on responses from 300 adults with management experience; Phase 4) confirmatory factor analysis was conducted based on responses from 200 adults with management experience; Phase 5) convergent and discriminant validity evidence was provided by 101 adults with management experience; and Phase 6) predictive validity evidence with regard to hiring discrimination was provided by 365 adults with management experience. Overall, the results supported the hypothesized factorial structure, convergent and discriminant validity, and predictive utility of the W-MISS. Findings provide empirical support for Jones et al.'s (1984) theoretical stigma framework in a workplace context for mental illness and represent the first comprehensive measure development drawing on these dimensions for any stigmatized identity in a workplace context. Further, results demonstrate the potential for scholarly and practical utility of such a measure.

Virtual team leaders in health care must have the right resources available to help them effectively perform their jobs. Better performance from the leader may lead to greater employee satisfaction. The problem addressed by this study was the impact of leadership style on employee satisfaction of virtual nurses. The purpose of this quantitative correlational study was to investigate the relationship between the leadership styles of virtual nursing environment leaders as perceived by virtual employee nurses and the nurses' satisfaction as measured by the Multifactor Leadership Questionnaire-short form. Building on the theoretical foundation of Bass's 1990 work, this study examined the relationship between full range leadership and three measures linked to team success, work effort, perceived leader effectiveness, and employee satisfaction, for virtual teams. Populations came from national organizations that hire registered nurses to work remotely. The sampling strategy was a nonprobability convenience sample of 131 registered nurses. Data analysis included both descriptive and inferential statistics. Correlations were used to predict the relationship of the dependent and independent variables. There were strong positive correlations with transformational leadership and transactional leadership contingent reward with employee satisfaction, while passive/avoidant leadership correlations were negative with employee satisfaction. The potential significance of this study is a better understanding of how leadership in a virtual nursing environment can affect employee satisfaction, which can have a positive effect on job performance and employee retention, potentially leading to improved health care services and reduced health care costs.

Thesis (LLM. (Development and Management)) -- University of Limpopo, 2012 / Occupational health, safety and wellbeing of employees is an important factor in the socioeconomic development of a country hence the need for South Africa as a developmental state, to give priority to the health and safety of employees in the country as employees are key to socio-economic development. The right to an environment that is not detrimental to the health and wellbeing of employees is also entrenched in the Constitution of the Republic making it a fundamental right which should be enjoyed by all. Laws related to occupational health and safety have been enacted in South Africa with a view to, on the one hand, prevent occupational injuries, diseases or deaths and on the other hand to provide compensation where such occurs. This study seeks to determine which of the laws are applicable, whether they are reasonable when compared to the constitutional requirements and South Africa’s obligations as a member of the international community. Comparisons are also made with other countries and recommendations made for the South African government to adequately ensure the health, safety and wellbeing of employees in the country.

This study attempted to identifj and explore the role the building plays in the organisation culture of nursing homes. To do this a research plan was formulated in which the central plank was a case-study of a seventy-five bed high care nursing home. As part of the case-study, interviews were conducted at the nursing home with ten members of staff, two residents and a daughter of a resident. The study was also informed by interviews with two architects, who specialise in the design of nursing homes and aged care facilities. A theoretical model entitled the 'Conceptual Framework' was developed prior to the case-study. It was tested by applying it to findings related to the physical context and the organisation culture of the case-study venue. The hypothesis that the building does influence the culture of the nursing home environment was explored by studying the manner in which the building influenced the lives of those who work in the nursing home and those who live there. This challenge was met with the use of theoretical contributions from organisation theory and psychodynamics, which together provided a vehicle for analysis of the culture and the building's role in it.