Syftet med studien har varit att ur ett arbetspsykologiskt perspektiv undersöka vilka faktorer som påverkar en sjuksköterskas val av arbetsgivare. De frågeställningar studien ämnar besvara är om det finns samband mellan olika motivationsfaktorer och sjuksköterskors benägenhet att byta arbetsgivare, vilka aspekter av arbetet som anses viktiga samt vilka faktorer som skapar mest upplevd nöjdhet med arbetssituationen. Studien har genomförts med en kvantitativ ansats och 115 deltagare har besvarat en enkät med frågor som har formulerats kring ämnesområdet. Studiens resultat visar att sjuksköterskor anställda inom privat sektor är mer nöjda med sina arbetsgivare och att den största andelen av deltagarna hade valt att byta till en arbetsgivare inom privat sektor. Resultatet visar även att det främst var faktorerna en högre lön och lägre arbetsbelastning som påverkade sjuksköterskorna inom offentlig sektors benägenhet att byta arbetsgivare. För sjuksköterskor inom privat sektor var det faktorerna större gemenskap på arbetsplatsen och mer patientkontakt som främst skulle påverka valet att byta arbetsgivare. Faktorerna att känna sig nöjd med sin lön och arbetstider samt att ha möjligheten att hjälpa andra sågs som de viktigaste aspekterna av arbetet. / The aim of this study is to, from a work psychology perspective, investigate which factors that can affect a nurse’s choice of employer. The study aims to seek out whether a correlation between different factors and nurses desire to change employer can be found, which factors of the workplace that were considered most important and which factors that creates the greatest perceived satisfaction with the work situation. The study has been conducted with a quantitative approach and 115 participants has answered a questionnaire based upon the subject matter. The result of the study shows that nurses working in the private sector are more satisfied with their employer and the greater part of the participants would have chosen to switch to an employer in the private sector. The results also show that is was primarily the factors higher salary and a lower workload that affected the nurses in the public sector tendency to change employer. For the nurses in the private sector, the factors were greater community in the workplace and more patient contact that would primarily affect the choice to change employer. The study states that the most important aspects of the work situation were a satisfying salary, satisfying working hours and to have the opportunity to help others.

The purpose of this paper is to analyze how the employee interview affects the employees’ motivation, work satisfaction, psychosocial work environment and the opportunity to develop. To find out how the employees experience this, the study is of a qualitative nature. The employees’ experience of employee interviews is investigated through semi- structured interviews with consultant managers at various companies. The theoretical framework used to analyze the results is Karasek and Theorell's (1990) theory of stress in working life, Herzberg's (1993) theory of hygiene factors and motivational factors at work, and finally Maslow's (Maslow och Frager 1987) hierarchy of needs. The result shows that the employee interview increases motivation by discussing the employees result, offer support and talk about the opportunity to develop. It also leads to an improved relationship with the boss which increases the work satisfaction. The psychosocial work environment is indirectly affected, since the interview makes room to talk about the employees’ mood, the colleagues and the workplace. Development opportunities are also affected in a positive sense, as the employee can lift his or her long-term goals during the employee interview. The consultant managers in this study have a positive picture of the employee interview and believe that it is necessary to do feel good and do a good job. / Syftet med denna uppsats är att öka förståelsen för hur medarbetarsamtalet påverkar medarbetarens upplevelser av motivation, tillfredsställelse, chans till utveckling och den psykosociala arbetsmiljön. För att ta reda på hur medarbetare upplever detta är studien av kvalitativ karaktär. Upplevelsen av medarbetarsamtal undersöks genom semistrukturerade intervjuer med konsultchefer på olika företag inom bemanning-och rekryteringsbranschen i Stockholms län. De teoretiska ramverk som använts för att analysera resultatet är Karasek & Theorells (1990) teori om stress i arbetslivet, Herzbergs (1993) teori om hygienfaktorer och motivationsfaktorer i arbetet och till sist Maslows (1987) behovstrappa om hur motivation skapas. Resultatet visar att medarbetarsamtalet ökar upplevelsen av motivationen genom känslan av stöd, diskussion av resultat och möjlighet till utveckling. Det leder även till en förbättrad relation till chefen och handlar mycket om trivseln på arbetsplatsen vilket ökar tillfredsställelsen. Den psykosociala arbetsmiljön påverkas indirekt då medarbetarsamtalet ger utrymme att prata om mående, kollegorna i teamet och på arbetsplatsen. Även utvecklingsmöjligheterna påverkas i positiv bemärkelse då medarbetaren kan lyfta upp sina långsiktiga mål under medarbetarsamtalet. Konsultcheferna i denna studie har en positiv bild av medarbetarsamtalet och anser att det är ett nödvändigt verktyg för att trivas och göra ett bra jobb.

Arbetsmiljön för sjuksköterskor omfattar den omgivning de har kring sig i arbetet, både ur ett fysiskt och ett psykologiskt perspektiv och är en viktig faktor för den anställdes upplevelse av arbetstillfredsställelse. Då bristen på sjuksköterskor är stor globalt, vilket påverkar patienters tillgänglighet till vård, behöver man se över arbetsmiljön för att behålla sjuksköterskor aktiva inom professionen. För att skapa en god arbetsmiljö har ledningen en skyldighet att verka för detta. Ledarens bakgrund och egenskaper påverkar hur personalen ser på ledarskapet och sin arbetsmiljö. Syftet med vår litteraturöversikt var att söka fördjupad kunskap om sjuksköterskors upplevelse av arbetstillfredsställelse inom slutenvården. Metoden var en litteraturöversikt av 10 vetenskapliga artiklar som analyserats för att hitta gemensamma kategorier, vilket var välbefinnande, ledarskap, sjuksköterskors bakgrundsvariabler och privatpersonen bakom sjukskötersketiteln. Resultatet visar att upplevelsen av arbetstillfredsställelse har en stark koppling till sjuksköterskors välbefinnande. Sjuksköterskor beskriver att dessa två begrepp även påverkar livet utanför arbetet. Saknas upplevelsen av arbetstillfredsställelse och välbefinnande får det negativa konsekvenser för privatlivet. I diskussionen lyfts ledarskapets betydelse för arbetstillfredsställelsen. Ett bra ledarskap ökar personalens engagemang och vilja till samarbete, vilket gynnar alla på arbetsplatsen. För att vända trenden vad gäller sjuksköterskebristen och dess konsekvenser idag, uppmanar både WHO och FN till att arbetsmiljön och arbetstillfredsställelsen för sjuksköterskor bör förbättras. De påtalar även att det är viktigt att se över sjuksköterskors egen hälsa och välbefinnande för att de själva ska kunna arbeta förebyggande och hälsofrämjande. När välbefinnandet inte prioriteras på arbetsplatsen kan det leda till problem så som stress, konflikter, mobbing och ohälsa bland personal. Även om det idag finns forskning kring sjuksköterskors arbetstillfredsställelse, förordar forskare vidare och djupare forskning då upplevelsen är subjektiv, mångdimensionell och komplex.

Patients and next of kin in intensive care often experience powerlessness, anxiety and distress and intensive care staff are repeatedly exposed to traumatic situations and demanding events. Empowerment has been described as a process of overcoming a sense of powerlessness and a model through which people may develop a sense of inner strength through connections with others. The aim of this thesis was to describe empowerment as experienced by patients, next of kin and staff in intensive care and to compare patient's experiences with staff and next of kin beliefs. Empowerment is reflected in this thesis as experiences of inner strength and power and of participation/self-determination. The study was based on open-ended interviews with 11 patients, 12 next of kin and 12 staff members from two intensive care units in southern Sweden. A phenomenological perspective was applied in three studies, while a qualitative content analysis was used in the forth study. Findings showed that nourishing relationships were of crucial importance, and contributed to every participant's experiences of empowerment regardless of whether he/she was an intensive care patient, a next of kin or a staff member. Patients were found to be strengthened and empowered by a positive environment where their own inherent joy of life and will to fight was stimulated, where they felt safe and a sense of value and motivation were encouraged and where they were taken seriously and listened to. Next of kin were extremely important to patients' experiences of safety, value, human warmth and motivation, and patients were strengthened when their next of kin were acknowledge and welcomed by staff. Next of kin in intensive care were strengthened and empowered by a caring atmosphere in which they received continuous, straightforward and honest information that left room for some hope and in which closeness to the patient was facilitated and medical care was experienced as the best possible. Some informants were also empowered by family support and/or participation in caring for the patient. Intensive care staff were empowered by both internal processes such as feelings of doing good, increased self-esteem/self-confidence and increased knowledge and skills, and by external processes such as nourishing meetings, excitement and challenge, well functioning teamwork and good atmosphere. When comparing patient experiences with staff and next of kin beliefs, there was agreement regarding joy of life and will to fight being essential to patients' experiences of inner strength and power, but staff and next of kin seemed to see this as a more constant individual viewpoint or characteristic than the patient did. Next of kin, and especially staff, seemed to regard the patient as more unconscious and unable to participate in the communication and interaction process than the patient him/herself experienced. A mutual and friendly relationship was experienced by the patients as highly empowering, while a more professional relationship was emphasized by the staff. These findings could serve as a basis for reflection about patient, next of kin and staff experiences of strength and power and if empowerment is seen as a dimension in quality of care, the findings from this thesis ought to be taken into consideration to increase the quality of care in intensive care. / Patienter och närstående inom intensivvård upplever ofta maktlöshet, oro och inre stress. Upplevelser från intensivvårdstiden har visat sig kunna påverka patienters och närståendes psykologiska välbefinnande under lång tid, även efter det fysiska tillfrisknadet. Intensivvårdspersonal utsätts mer eller mindre frekvent för svåra och traumatiska händelser, vilket kan orsaka stress och utbrändhetssymtom. Empowerment har beskrivits som en process för att övervinna upplevelser av maktlöshet eller en modell genom vilken människor kan utveckla en känsla av inre styrka. Syftet med denna avhandling var att beskriva patienters, närståendes och personals upplevelser av empowerment inom intensivvård. Syftet var också att jämföra patienters upplevelser med vad närstående och personal tror att de upplever. Med empowerment avses här upplevelser av inre kraft och styrka samt av delaktighet/självbestämmande. Avhandlingen är baserad på öppna intervjuer med 11 patienter, 12 närstående och 12 personal vid två intensivvårdsavdelningar i södra Sverige. Alla intensivvårdspatienter upplevde att den egna livsgnistan och kämparvilja var avgörande för deras upplevelser av inre kraft och styrka och inverkade på deras möjlighet att tillfriskna. Livsgnistan och kämparviljan påverkades i sin tur av vad som hände runt omkring patienterna. En positiv atmosfär där de kände sig trygga, betydelsefulla och blev lyssnade på, stärkte deras livsgnista och kämparvilja, liksom extra omsorg, uppmuntran och stärkt motivation. Närstående spelade en viktig roll i att förstärka patienternas upplevelser av trygghet, värde och motivation och öka deras upplevelse av inre kraft och styrka. Atmosfären hade stor betydelse för närståendes upplevelser av kraft och styrka och de påverkades mer av hur något utfördes än av vad som utfördes. Det var viktigt för närstående att känna att det fanns både en kapacitet och en vilja att hjälpa och lindra och de upplevde det stärkande att känna att personalen brydde sig såväl om patienten som om dem. En kontinuerlig, rak och ärlig information som lämnade rum för hopp, tillsammans med möjlighet att få vara nära den svårt sjuke familjemedlemmen samt en upplevelse av att patienten fick bästa möjliga medicinska vård, upplevdes av närstående som stärkande. Några stärktes även av stöd från andra familjemedlemmar och av att få vara delaktiga i vården. Vårdpersonalen fick kraft och styrka både av interna och externa processer. Exempel på stärkande interna processer var upplevelsen av att göra gott, av att ha kunskaper och färdigheter för att klara de uppgifter och utmaningar man ställdes inför, samt av att känna sig trygg både i sig själv (självkänsla) och i det man gjorde (självförtroende). Närande möten med närstående och patienter, spänning och utmaningar, välfungerande teamarbete och en positiv atmosfär är exempel på externa processer som bidrog till personalens upplevelse av inre kraft och styrka. När patienternas upplevelser jämfördes med vad närstående och personal trodde att de upplevde, fanns en samsyn i att patienternas egen livsgnista och kämparvilja hade stor betydelse för deras upplevelse av kraft och styrka. Närstående och personal betraktade emellertid patientens livsgnista och kämparvilja som ett tämligen statiskt karaktärsdrag, medan patienterna själva menade att livsgnistan och kämparviljan i hög utsträckning påverkades av atmosfären runt omkring dem och av hur de blev bemötta. Närstående och personal, tycktes betrakta patienterna som mer omedvetna och oförmögna att kommunicera och samverka med omgivningen än vad patienterna själva upplevde. Patienterna upplevde det som ytterst stärkande när de fick känna sig som medlemmar i vårdteamet och inte ”bara som en patient”.

This thesis takes a point of departure in the problems to recruit and retain personnel in woodworking companies. Companies, actors of society and researchers started with the ambition to create work which people, especially young ones, would like to have and where employees want to stay. The research has been carried out within the att…-project in collaboration between Dalarna University and National Institute for Working Life. The primary purpose was to create deeper understanding of characteristics of attractive work. A distinction has been made between on the one hand what makes work attractive, and on the other hand changes of the attractiveness. The empirical problem with recruitment was a starting point, followed by an interaction between theory and empiricism. The relation to practioners can be described as interactive with usefulness in focus. Questionnaires, group discussions and interviews, as well as informal conversations, have been used in five separate studies. The attractiveness of work depends on the individual’s estimation of the totality of work based upon her/his life situation. Characteristic for attractive work is that it is dynamic and comparative. Positive factors of work are related to other employments or to the idea of attractive work. A model of attractive work which represents an overall picture regarding what makes work attractive contains about 80 qualities in 22 dimensions. One finding is that changes in one dimension influences other dimensions. Another finding is that changed estimations of work depends both on changed valuation of the importance of different aspects of work, and on changed conception of the aspects. It is not enough to do a single effort aimed at retaining and recruiting personnel since the attractiveness of work is dynamic and comparisons are made with other employments. Companies must continuously do efforts for more attractive work. Existing attractive qualities that are hidden from applicants can be displayed. Other qualities can be realized and added to. Knowledge about what makes work attractive and about the dynamic of the attractiveness is valuable to create more attractive work. / QC 20100713

Šiame darbe buvo aptartas menkavertiškumo jausmas, jo kompensavimas bei svarba pedagoginiame kontekste. Taip pat aptartas pasitenkinimas darbu, pristatyti jį įtakojantys veiksniai bei pagrindinės teorijos. Darbe pristatyta streso samprata, pedagogų stresogeniniai įvykiai bei pagrindiniai modeliai. Be to pateiktas pedagoginio darbo specifiškumas, pedagogo darbo stiliaus samprata bei sąveikos su mokiniu ypatumai. Šio darbo pagrindinis tikslas yra atskleisti pedagogų lyginamojo menkavertiškumo jausmo svarbą pasitenkinimui darbu, stresogeninių įvykių patyrimui bei klasės valdymo stiliui remiantis individualiosios psichologijos principais. Atliktas tyrimas, kurio metu ištirta 103 pedagogai ( amžiaus vidurkis 43m., pedagoginio darbo stažo vidurkis 20m.). Iš jų 8 vyrai bei 94 moterys. Atlikus duomenų analizę paaiškėjo, jog pedagogų tarpe yra stebimas vidutinis arba žemas menkavertiškumo lygmuo. Tačiau pedagogų menkavertiškumo jausmas n��ra susijęs nei su amžiumi nei su jų pedagoginio darbo stažu. Taip pat pastebėta, jog menkavertiškumo jausmas demografinių rodiklių tokių kaip gimimo eiliškumas yra universalus, tai yra būdingas visoms grupėms. Pedagogų pasitenkinimas darbu nustatytas pakankamai aukštas bei pastebėta, jog pedagogai iki 12 metų augę kartu su abiem tėvais linkę jausti didesnį pasitenkinimą darbu. Taip pat nustatyta, jog pedagogai savo darbe patiria vidutinę stresogeninių įvykių įtampą, tačiau su demografiniais rodikliais sąsajų nepastebėta. Dominuojantis pedagogų... [toliau žr. visą tekstą] / There was analyzed inferiority feeling and it‘s compensation. Also there was a discussion about teacher‘s work satisfaction, it‘s elements and the main theories. Furthermore there was aded the conception of stress, teacher‘s stressful events and teacher‘s stress models either teacher‘s work realities, classrom management styles and teacher-child interaction were aded as well. The purpose of this work is to disclose the importance of teacher‘s inferiority feeling for their work satisfaction, intensity of stressful life events and classroom management style in the frame of individual psychology. Respondents were 103 teachers with 43 years average of age and 20 years of work experience. The sex distrubution was 8 males and 94 females. Results have shown that there is observable feeling of inferiority among teachers. However any correlations between inferiority feeling, age and work experience have been observed. There was noticed that inferiority feeling is universal with regard to demographic variables that is typical for all groups. Also results have shown that teachers are satisfied with their work and also teachers who have been living with their both parents till age of 12 are more satisfied with their work. Furthemore was noticed that intensity of teacher‘s stressfull events are at medium level. Classroom management style Understading is dominant among teachers. Whereas any differences in using classroom management styles with regard to demographic variables and... [to full text]

The purpose of this study is to determine the factors that influence the work satisfaction of inspectors of education in the Northern Cape. This aim is achieved by firstly conducting a literature study on the nature of work satisfaction and factors responsible for inspector work satisfaction and/or work dissatisfaction. Secondly an empirical investigation is conducted on the perceptions of inspectors about factors influencing their work satisfaction. Finally, recommendations are made through which inspectors of education can achieve optimal work satisfaction for themselves. Findings from the literature study indicate that work context and work contents factors influence inspector work satisfaction. Work context factors mainly concern supervision and working conditions. Working conditions include aspects such as physical working conditions, leadership, interpersonal relationships, policy, participation in decision-making, salary, work safety, work security and the organizational climate. Work context factors relate to inspectors' needs for psychological growth and self-fulfilment viz., the needs for responsibility, recognition, promotion, the work itself and professional development. Findings from the empirical investigation indicate that the respondents are less satisfied in their jobs than is generally reported. Inspectors regard the satisfaction of work context factors as very important and are partly contended that these needs are satisfied. However there are numerous work context factors from which they derive relatively little work satisfaction, inter alia, working conditions with regard to some supervisory activities, participation in decision-making and strategic planning in the department of education, work security and work safety. The factors within the work context are experienced as mostly satisfying. The recommendations of this study emphasise the necessity of an effective line of communication between the Education Department and the regional office, and the Education Department should launch a penetrating investigation into the filling of vacancies at the level of inspectors. With the aim on participatory management as many as possible role-players should be involved at provincial level. With the aim of professional development of both newly appointed inspectors of education and more experienced inspectors of education a professional inclusion program must be developed regarding better role and task fulfilment. / Thesis (MEd)--PU for CHE, 1999

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the factors which influence the job satisfaction of principals at secondary schools; and • to determine which factors influence the job satisfaction of principals at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the keywords such as: work motivation; work satisfaction, teaching conditions; teacher motivation, secondary school and principal. The nature of job satisfaction was then discussed. Once the management factors that influence work satisfaction of principals were identified, they were grouped and discussed under the following headings: • factors that centres in the principal himself; • factors situated within the school; • factors at management level; • factors within the community; and • factors within the teaching career. A questionnaire was compiled from existing questionnaires (that of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996 and the Minnesota Importance Questionnaire, 1985). All principals at secondary schools in the Northern Cape Province, excluding schools of Correctional Services, were taken as target group in this research. The questionnaires were sent to principals within the target group. The information was statistically analized with the aid of a computer after with it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that principals at secondary schools experience reasonable work satisfaction but that there are still certain factors which should be addressed. Certain recommendations are made on the basis of the empirical investigation. The most important recommendations are that the problem of work security should be addressed, rationalisation and assessment of teachers should be planned carefully and the communication between the school and the Education Department should be improved. Achievements of principals should receive more acknowledgement. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000

The purpose of this study is to determine the factors that influence the work satisfaction of inspectors of education in the Northern Cape. This aim is achieved by firstly conducting a literature study on the nature of work satisfaction and factors responsible for inspector work satisfaction and/or work dissatisfaction. Secondly an empirical investigation is conducted on the perceptions of inspectors about factors influencing their work satisfaction. Finally, recommendations are made through which inspectors of education can achieve optimal work satisfaction for themselves. Findings from the literature study indicate that work context and work contents factors influence inspector work satisfaction. Work context factors mainly concern supervision and working conditions. Working conditions include aspects such as physical working conditions, leadership, interpersonal relationships, policy, participation in decision-making, salary, work safety, work security and the organizational climate. Work context factors relate to inspectors' needs for psychological growth and self-fulfilment viz., the needs for responsibility, recognition, promotion, the work itself and professional development. Findings from the empirical investigation indicate that the respondents are less satisfied in their jobs than is generally reported. Inspectors regard the satisfaction of work context factors as very important and are partly contended that these needs are satisfied. However there are numerous work context factors from which they derive relatively little work satisfaction, inter alia, working conditions with regard to some supervisory activities, participation in decision-making and strategic planning in the department of education, work security and work safety. The factors within the work context are experienced as mostly satisfying. The recommendations of this study emphasise the necessity of an effective line of communication between the Education Department and the regional office, and the Education Department should launch a penetrating investigation into the filling of vacancies at the level of inspectors. With the aim on participatory management as many as possible role-players should be involved at provincial level. With the aim of professional development of both newly appointed inspectors of education and more experienced inspectors of education a professional inclusion program must be developed regarding better role and task fulfilment. / Thesis (MEd)--PU for CHE, 1999

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the factors which influence the job satisfaction of principals at secondary schools; and • to determine which factors influence the job satisfaction of principals at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the keywords such as: work motivation; work satisfaction, teaching conditions; teacher motivation, secondary school and principal. The nature of job satisfaction was then discussed. Once the management factors that influence work satisfaction of principals were identified, they were grouped and discussed under the following headings: • factors that centres in the principal himself; • factors situated within the school; • factors at management level; • factors within the community; and • factors within the teaching career. A questionnaire was compiled from existing questionnaires (that of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996 and the Minnesota Importance Questionnaire, 1985). All principals at secondary schools in the Northern Cape Province, excluding schools of Correctional Services, were taken as target group in this research. The questionnaires were sent to principals within the target group. The information was statistically analized with the aid of a computer after with it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that principals at secondary schools experience reasonable work satisfaction but that there are still certain factors which should be addressed. Certain recommendations are made on the basis of the empirical investigation. The most important recommendations are that the problem of work security should be addressed, rationalisation and assessment of teachers should be planned carefully and the communication between the school and the Education Department should be improved. Achievements of principals should receive more acknowledgement. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000