Submitted by WILLIAM FONTANEZZI SALGADO null (engefonta@gmail.com) on 2016-05-17T18:28:45Z No. of bitstreams: 1 Versão Final - Dissertação William Fontanezzi Salgado - ok.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) / Approved for entry into archive by Juliano Benedito Ferreira (julianoferreira@reitoria.unesp.br) on 2016-05-19T20:35:33Z (GMT) No. of bitstreams: 1 salgado_wf_me_guara.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) / Made available in DSpace on 2016-05-19T20:35:33Z (GMT). No. of bitstreams: 1 salgado_wf_me_guara.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) Previous issue date: 2016-04-04 / A Qualidade de Vida no Trabalho (QVT) é uma área que vem crescendo muito nos últimos anos. As empresas vêm percebendo o quão importante é cuidar da qualidade de vida de seus funcionários e que este cuidado não traz benefícios apenas para o trabalhador, mas principalmente para os resultados da empresa. Este trabalho buscou comparar a QVT dos funcionários que trabalham na área administrativa com os que trabalham na área da produção e verificar possíveis indicadores de melhoria a serem sugeridos para essa empresa montadora automotiva. O trabalho explicita a importância da qualidade de vida, do bem-estar e da QVT dos funcionários para o crescimento e evolução da empresa em que estão inseridos. Trata-se de uma pesquisa com características aplicadas, na qual foi utilizado o questionário QWLQ-bref (com utilização da escala Likert) e posterior entrevista com o mesmo questionário (de forma discursiva). Foram questionados 64 funcionários, sendo 30 da área administrativa e 34 da linha de produção. Assim como 10 entrevistas, sendo 5 com funcionários da área administrativa e 5 da produção. Foi encontrado um nível de QVT de 3,73 (escala de 1 a 5) para a área administrativa contra um de 3,72 para a área da produção. A diferença mínima gerou a necessidade de se diferenciar a QVT para nível de escolaridade, idade, tempo de serviço e cargos. No fim encontraram-se as insatisfações das duas áreas, as quais o trabalho sugere que sejam feitas melhorias. Para a área administrativa constatou-se muita insatisfação com a falta de treinamentos e para a área da produção a insatisfação foi constatada perante os problemas com o sono. Para trabalhos futuros sugere-se: trabalhar os dois principais pontos levantados no trabalho e verificar se houve melhoria da QVT; e verificar os programas de qualidade existentes e os que ainda não estão implementados verificando a real influência dos mesmos na QVT. / The Quality of Work Life (QWL) is an area that has very grown in recent years. Companies are realizing how important it is to take care of the quality of life of its employees and that this care does not bring benefits only to workers, but mainly to the company's results. This study aimed to compare the QWL of employees working in the administrative area with those who work in the production area and check for possible improvement of indicators to be suggested for this company automotive assembly plant. The paper explains the importance of quality of life, well-being and QWL of officials to the growth and evolution of the company to which they belong. This is a research with applied characteristics, which was used QWLQBREF questionnaire (with use of a Likert scale) and subsequent interview with the same questionnaire (discursive form). 64 employees were questioned, 30 of administrative and 34 production line. As well as 10 interviews, 5 with administrative workers and 5 production. QLW has found a level of 3.73 (scale from 1 to 5) for the administrative area from a production area to 3.72. The minimum difference generated the need to differentiate the QWL for education level, age, service time and positions. At the end of the dissatisfactions we met the two areas, which work suggests that improvements are made. For the administrative area found out a lot of dissatisfaction with the lack of training and the productive area dissatisfaction was found to the problems with sleep. For future work is suggested: work the two main points raised at work and verify that there was improved QWL; and check the existing quality programs and those that are not yet implemented by checking the actual influence of the same in the QWL.

O presente estudo acessou a extensão em que o Questionário de Qualidade de Vida no Trabalho (QVT), adaptado para Servidores de Instituições Federais de Ensino (IFES) brasileiras (QQVT-IFES) reflete o modelo conceitual de QVT de Walton (1973). A adaptação desta medida para servidores de IFES, considerou como referência o questionário proposto e validado por Timossi et al. (2009), (QQVT). O QQVT sofreu três alterações e com base no modelo de Walton, que estabelece oito critérios para avaliar QVT, originou o QQVT-IFES. Foram avaliadas as características psicométricas do QQVT-IFES e acessadas as validades de conteúdo e aparente da medida. Numa primeira fase, adaptando a proposta de Hernadez-Nieto (2002) para o cálculo do coeficiente de validade de conteúdo (CVC) foram escolhidos 55 juízes dentre os 168 servidores da área de QVT da IFES, após o cálculo do tamanho da amostra indicar um mínimo de 43. Os juízes responderam, em duas etapas, quantitativa e qualitativa, um questionário de julgamento (QJ/QQVT-IFES) das questões propostas no QQVT-IFES. O QJ/QQVT-IFES apresentou alta confiabilidade. Nas escalas de clareza da linguagem e pertinência prática, apontaram numa escala tipo likert de 1 a 5, o quanto o item da escala era claro e pertinente. Puderam em espaço próprio, comentar sobre cada item, em forma de texto e sugeriram melhorias, inclusão de itens, criticaram termos e formas. A validação de conteúdo mostrou um desempenho satisfatório do QJ/QQVT-IFES, com CVCt=0,80 para a escala de clareza e CVCt=0,86 para a escala de pertinência, com valor de corte de 0,70. O erro Pei encontrado com 55 juízes foi de 1,9 x 10 -96, valor considerado = 0. O processo de validação aparente gerou 319 comentários dos juízes/avaliadores aos 34 itens do QQVT-IFES. A segunda fase do estudo consistiu em nova adaptação, desta vez do QQVT-IFES, gerando o QQVT-IFES/2. A validação de conteúdo do QQVT-IFES/2 com 36 itens, seguiu o mesmo método do QQVT-IFES, desta vez com 5 juízes, conforme a proposta metodológica original de Hernandez-Nieto (2002). Verificou-se melhoria no desempenho quanto ao CVCc de 76,4% dos itens correlatos ao QQVT-IFES, mesmo com erro Pei significativamente maior (0,00032). O QQVT-IFES/2 obteve CVCt de clareza de 0,92 e pertinência igual a 0,95, maiores que os do QQVT-IFES. Uma terceira versão foi gerada, resultado dos melhores itens dos dois questionários, o QQVT-IFES/3. O processo de validação de conteúdo encontra nas escalas de clareza e pertinência caminho objetivo para futuros processos de validação, aos quais o questionário deverá ser exposto, a exemplo das validades de construto e preditiva. / This study accessed the extent to which the Quality Of Life at Work Questionnaire (QLWQ), adapted for civil servants working at Brazilian federal universities (QLWQ-IFES), reflects the conceptual Walton’s model of QLW (1973). Adaptation of the QLWQ-IFES involved assessment of content and face validity carried out by 55 participants, Brazilian federal university civil workers working as judges. Content validity coefficient (CVC) was calculated based on judges’ evaluation of two criteria of the questionnaire: items’ clarity and practical relevance. Face validity was assessed by examination of participants’ comments on the QLWQ-IFES adapted version generated from the results of the content validity. The questionnaire showed evidence of content validity, as indicated by item clarity index of 0.80 and practical relevance of 0.86. The face validation process produced 319 comments from judges, generating the final version of the questionnaire (the 36-item QQVT-IFES/2). Submitted to five judges’ evaluation, the questionnaire’s final version showed better evidence of content validity: 0.92 and 0.95 for the clarity and for the practical relevance of the items. Considering the importance of the construct focused by this questionnaire for health promotion at work setting, further studies on construct and predictive validities of Quality Of Life at Work Questionnaire remains.

No description available.

Arbetet är en stor del av de flesta människors liv och för att en arbetande människa ska må bra bör det finnas en god balans mellan arbetet och det övriga livet. Där det råder obalans upplever människor att deras livspussel blir allt svårare att lägga. Det här gäller även för mellanchefer som dessutom har en position där kraven inte bara kommer uppifrån utan även från medarbetarna underifrån. Vi har i den här studien valt att fokusera på hur mellanchefer, som vi till en början hade förutfattade meningar om att de var extra utsatta av stress och press på grund av arbetets karaktär. Vårt syfte har alltså varit att studera hur upplevelsen av work-life balance ser ut för mellanchefer. Vi har valt att fokusera på fyra stycken frågeställningar; “Vilka centrala upplevelser av work-life balance kan urskiljas bland mellanchefer?”, “På vilket sätt påverkar sfärerna arbete och övrigt liv varandra?”, “Finns det skillnader mellan olika branscher och i så fall hur ser de ut?” samt “Finns det skillnader mellan manliga och kvinnliga mellanchefer och i så fall hur ser de ut?”.     I denna studiens teoretiska referensram inriktar vi oss på relationen mellan arbete och övrigt liv, tillgänglighet och balans mellan arbetet och familjen, digitaliseringens påverkan, flexibilitet i arbetet samt faktorer i arbetet som påverkar relationen mellan arbete och övrigt liv. Vi har utgått från dessa områden för att skapa en intervjuguide som gav grunden till analysen. De nio mellanchefer som deltog i studien gav blandade synsätt på sina livssituationer. Samtliga respondenter valdes utifrån uppsatta kriterier där vi ville att de skulle ha chefer över sig och anställda under sig.   Studiens resultat visade att vilken bransch, vilket kön man tillhör samt vilken livssituation en mellanchef befinner sig i påverkade upplevelsen av work-life balance. Det visade sig att flexibilitet mellan arbetet och det övriga livet, genom exempelvis teknik såsom smartphones och bärbara datorer påverkar deras balans. Det här ledde till stress hos vissa av våra respondenter och det framkom att för att minska denna så var en uppdelning av arbetet och det övriga livet nödvändigt. Graden av krav och kontroll påverkar även det en mellanchefs upplevelse av sitt psykiska välmående. Det visade sig att fälten i Karaseks och Theorells krav- och kontrollmodell tycks stämma överens med intervjupersonernas upplevelse av sitt arbete då de, trots press och stress från både högre chefer och underordnade, faktiskt trivs med det de arbetar med. Det här är på grund av den grad av kontroll de anser sig ha. Det framkom även i studien att det finns skillnader mellan kvinnliga och manliga mellanchefer när det kommer till acceptans av arbetstiden i familjen. De kvinnliga mellancheferna i vår studie hade fler diskussioner eller dyster om hur mycket de arbetade än vad de manliga cheferna hade.   Nyckelord: Work-life balance, mellanchefer, tillgänglighet, flexibilitet, digitalisering, familj

In contemporary capitalist economies such as the UK, it is commonly held that an increasing number of people and households experience anxiety over time and symptoms of 'time squeeze'. Existing accounts of the character and causes of this phenomenon are rather one-dimensional and lacking in nuance, however. In part, this is because they typically lack any substantial theoretical engagement with the concept of time itself. Accordingly, this research aims to provide a more complex and contextual account of experiences of working time (both paid and unpaid), and to investigate how and why experiences of time squeeze vary between individuals and social groups. This is achieved by calling upon an enriched understanding of time, and employing an instrumental case study built around a set of 50 semi-structured interviews with employees working in Oxford University's central IT department and four of its constituent colleges. The empirical findings reveal that the (quantitative) extent and (qualitative) nature of participants' temporal anxieties vary with occupation, social class, gender, age and family status, as well as the importance of institutional and local context. Furthermore, they demonstrate that contemporary time squeeze is generated by a variety of causal mechanisms relating to the duration, tempo and timing of both paid employment and unpaid reproductive work, and their intersections with the personal, natural, social, institutional and technological rhythms that variously constitute everyday life.

This diploma thesis inspects the position of women in company boards. The gender equality in workplace has been a widely discussed topic during the last several years; nevertheless, the attention paid to women in leading positions remains significantly low, especially in the Czech Republic. The primary objective of this thesis is to identify and evaluate the position of women on company boards, and furthermore, to propose recommendations to ameliorate the discovered deficiencies. The theoretical part is based on the knowledge acquired from the scientific literature. The evaluation of the existing position of women in company boards is deducted from the qualitative research using semi-structured interviews with ten women from top management. These women are challenged by three fundamental barriers: work-life balance, lack of confidence and stereotypes. Due to the extensive scope of this topic, the recommendations shall be applied to three basic levels of authority: state, companies and individuals. The priority shall be put on the capacity of childcare facilities, the family-friendly oriented company policies and the personal development through mentoring and coaching.

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

Denna studie syftar till att beskriva och förstå hur personalchefer upplever ett gränslöst arbete och hur det påverkar deras välmående, samt hur de hanterar gränsdragningen mellan arbete och privatliv. Detta har undersökts med hjälp av en kvalitativ ansats med semistrukturerade intervjuer som datainsamlingsmetod.Resultatet visar att personalchefernas arbete kännetecknas av gränslöshet, till följd av att tillgänglighet och flexibilitet i arbetet suddat ut gränserna mellan arbete och privatliv. Gränslösheten är tidvis utmanande eftersom den resulterat i att personalcheferna utför arbetsrelaterade uppgifter även efter arbetstid. Samtidigt betraktas den som en viktig förutsättning för både välmående och upplevelsen av balans mellan sfärerna. Att ha möjlighet att arbeta när som helst och var som helst har bidragit tillen känsla av kontroll som uppskattas av många, samtidigt som det också skapat en känsla att det finns mer att göra och nya mål att uppnå. Personalcheferna har olika strategier för att hantera arbetets otydliga gränser, där vissa visat sig vara mer effektiva än andra. Trots att konsekvenserna av att inte kunna stänga av arbetet är negativa, tycks fördelarna som kommer av att styra sin egen tid väga tyngre och ingen av personalcheferna önskar gå tillbaka till en tid utan möjlighet till flexibilitet och uppkoppling.

The aim of the study was to conceptualise psychological empowerment as perceived in a South African context in terms of the dimensions and contributing factors. The study was conducted by means of quantitative and qualitative methods. The sample included employees from different geographic areas, genders, races, level of education and positions in organisations in different sectors. Relationships between demographic variables and psychological empowerment were determined. To determine to what extent South Africans are psychologically empowered, according to Spreitzer’s (1995) model, means and standard deviations were calculated for the four dimensions (meaning, competence, self-determination and impact) and overall psychological empowerment (PE) and a percentile table was utilised to establish a norm and compare it with a norm established in previous research. Management practices were found to be significantly related to PE. However, when regression analysis was done, only the practices, motivation, delegation and job and role clarity significantly predicted PE. Perceptions of empowerment were investigated and it appeared that economic empowerment is emphasised in the media, while the majority of interview respondents seemed to have a balanced or positive view of empowerment as enabling. The psychological experiences of employees were explored and dimensions of psychological empowerment that are similar to what was found by previous research emerged. Some characteristics were found to be unique given the present context. Dimensions and characteristics that emerged from the study were resilience, sense of competence, sense of achievement, sense of control, sense of meaning, making a difference and empowerment of others. The theoretical frameworks proposed by Menon (2001) and Zimmerman (1995) were investigated, which confirmed the importance of a goal orientation and pro-active behaviour in psychological empowerment. These theories were evaluated and compared to cognitive theories as suitable frameworks for the study of psychological empowerment. Contributing factors that emerged from the qualitative study most prominently were opportunity and recognition. Locus of control emerged as a possible intrapersonal factor and it was explored further as a contributing factor. Together with the significant factors from the quantitative survey, these factors were employed to recommend a strategy for the development of psychological empowerment with the dimensions of empowerment as outcomes. / Psychology / D. Litt. et Phil. (Psychology)

Text in Afrikaans / The research question in this study involves the subjective experiences of quality of worklife (QWL) by alcoholics and non-alcoholics, in order to form an idea about the differences in such experiences, between the two groups. Personality is related throughout to QWL and alcoholism. A sample consisting of 60 alcoholics and 58 non alcoholics was used. Personality measurements were done by using Cattell's Sixteen Personality Factor Questionnaire (16-PF) whilst experienced QWL was measured with the self developed QWL-questionnaire. In order to test the hypotheses for this study, the data has been processed by using Pearson's Product-moment coefficient of correlation and t-tests. The results from the study indicate a significant relationship between personality and certain exclusive QWLdimensions for alcoholics. There is however, no significant difference in the subjective experiences of global QWL between alcoholics and non-alcoholics. Several personality factors have been identified as being related to alcoholism. / Die navorsingsvraagstuk in hierdie studie betrek die subj ektiewe ervaring van gehalte van werklewe (GWL) deur alkoholiste en niealkoholiste, ten einde 'n begrip te vorm van die verskil in sodanige ervaring, tussen die twee groepe. Persoonlikheid word deurgaans in verband gebring met GWL en alkoholisme. 'n Steekproef bestaande uit 60 alkoholiste en 58 nie-alkoholiste is gebruik. Persoonlikheidsmetings is met die 16-Persoonlikheidsfaktorvraelys van Cattell gedoen terwyl ervaarde GWL met die selfontwerpte GWL-vraelys gemeet is. Ten einde hierdie studie se hipoteses te toets, is die data verwerk deur van Pearson se produkmomentkorrelasiekoeffisient en t-toetse gebruik te maak. Die studie se resultate dui op 'n beduidende verband tussen persoonlikheid en sekere eksklusiewe GWL-dimensies by alkoholiste. Daar bestaan egter geen beduidende verskil in die subjektiewe ervaring van globale GWL tussen alkoholiste en nie-alkoholiste nie. Daar is etlike persoonlikheidsfaktore geidentifiseer wat met alkoholisme verband hou. / Industrial and Organizational Psychology / M.Com. (Industrial Psychology)