The present study examined how cultural values impacted the job satisfaction of 75 Caucasian-American and 80 African-American students currently working while attending college. Past research examining racial differences between Caucasian-Americans and African- Americans show the latter tend to measure significantly lower on reported measures of job satisfaction. The dispositional perspective argues that one explanation for this occurrence is that each group (because of their distinct cultural background) enters the workplace with specific needs and values. Because of this, the work experience will vary for each group. To date, the cause of the distinctive needs of each group has been attributed to race. Recently, researchers have begun to examine the possibility of such racial differences being partially due to cultural differences that exist between these two groups. The present study examines the impact of cultural values on worker satisfaction to help explain observed racial differences in job between Caucasians and African-Americans. Using communalism and spirituality as cultural variables, hierarchical regression analysis was used to determine whether culture would significantly impact job satisfaction above and beyond race. Culture was not found to significantly impact satisfaction beyond race (which showed no significant impact). Control variables in this regression accounted for over 21% of variance in job satisfaction. When testing at the dimension level, culture was found to significantly impact supervisor and co-worker satisfaction beyond race and controls. Implications for using more complete approach to studying racial differences in work values are discussed. / M.S. / The present study examined how cultural values impacted the job satisfaction of Caucasian- American and African-American college students. Past research examining racial differences between Caucasian-Americans and African-Americans show the latter tend to measure lower on reported measures of job satisfaction. One explanation for this occurrence is that each group enters the workplace with a specific set of needs and values different from one another. Because of this, the work experience differs for each group. Past studies have attributed the distinctive needs of each group to race but recently researchers have begun exploring the possibility of such differences being partially due to the cultural differences (rather than racial differences) existing between these two groups. For this reason, the present study examines the impact of cultural values on worker satisfaction in helping to explain observed racial differences in mean job satisfaction scores between Caucasian and African-Americans. Using communalism and spirituality as cultural variables, the current study looked at how these variables were able to account for racial differences in job satisfaction after accounting for race. Culture was not found to significantly impact satisfaction beyond race (which showed no significant impact). Instead, it was the characteristics of the job (including a person’s supervisor and the work itself) and a person’s general mood (either positive or negative) that accounted for the majority of the racial differences in job satisfaction. When looking at specific aspects of the job, culture was found to significantly impact supervisor and co-worker satisfaction beyond race, job characteristics, and general mood. These findings help to broaden our understanding of the relation between culture and race and their impact on what employees will value and experience on the job.

This study examines the role experiential education, in the form of internships, plays in the professional development of Hospitality and Tourism Management students. Through an appraisal of the literature, it outlines the many benefits available to direct and indirect stakeholders through the facilitation of a structured, work based learning experience. In particular, it analyses the internship through an evaluation of job design by applying both Hackman and Oldham’s (1975a) Job Characteristics Model (JCM) and developing a proposed intern’s version of that model. The outcomes demonstrate that dimensions of the work undertaken do contribute significantly to an individual’s satisfaction and intrinsic motivation with the proposed intern’s model offering improved R2 coefficients, over the original JCM, by using different predictive variables. The study further sub-divides the sample by examining the findings by cohort and emphasis area. This affords the opportunity to identify specific recommendations on internship design that provides maximum utility to the student participant and the facilitators of the work experience. To this end, the results offer a series of recommended job dimensions for various service industry destinations including the need for increased task significance and feedback from agents for tourism students, opportunities for an autonomous work environment for event planners, exposure to a variety of skills for lodging professionals and feedback from the job for food and beverage students. By designing internships in this way, opportunities for enriched work are created for students at the case-study university. The study also examines the role classroom education plays in underpinning the internship experience and finds that while this assists students in observing many of the topics and theories discussed in a theoretical setting, the experiential component of the learning enhances their education through the development of new skills and competencies not previously taught. Overall, this study offers a unique contribution to the existing body of knowledge on experiential education and its impact on worker/job satisfaction and intrinsic motivation.

This thesis deals with the motivation and remuneration of employees in the company Erste Group Shared Services. Based on the information obtained is analyzed the current situation in the company. Using the survey is examined employee satisfaction with motivational resources used. The final section provides suggestions for streamlining motivation, increase labor productivity and improve employee satisfaction.

Submitted by JÚLIO HEBER SILVA (julioheber@yahoo.com.br) on 2017-06-08T18:47:06Z No. of bitstreams: 2 Dissertação - Luiza Araújo Amâncio - 2014.pdf: 1657397 bytes, checksum: 1cd2f6bc94a5ffe38f6613532e86a232 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2017-06-09T11:12:15Z (GMT) No. of bitstreams: 2 Dissertação - Luiza Araújo Amâncio - 2014.pdf: 1657397 bytes, checksum: 1cd2f6bc94a5ffe38f6613532e86a232 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2017-06-09T11:12:15Z (GMT). No. of bitstreams: 2 Dissertação - Luiza Araújo Amâncio - 2014.pdf: 1657397 bytes, checksum: 1cd2f6bc94a5ffe38f6613532e86a232 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2014-12-08 / Fundação de Amparo à Pesquisa do Estado de Goiás - FAPEG / The teachings that address the issues of interpersonal relationships, job satisfaction and worker health evolved from a concept in which workers react mechanically to external and internal factors, nourished by the relationships that are built in the middle of work, influencing the quality of life . Overall objective was to analyze interpersonal relationships and their interaction with satisfaction in working and vulnerability to stress within a hospital organization. Study with a multidisciplinary team of health from a public, state hospital, size III. Data collection was conducted by means of questionnaires: sociodemographic health, socioeconomic status, Check List of Interpersonal Transactions - II (CLOIT - II) EVENT - Scale Vulnerability to Stress at Work, S20 / 23 - the Satisfaction Questionnaire work. For data analysis, we used a simple descriptive analysis, Student's t test, the Pearson correlation coefficient and the correction for attenuation. 111 healthcare professionals, including nurses, nursing technicians, nutritionists, psychologists and social assistants sectors Intensive Care Unit (ICU), Internal Medicine (CM) and Emergency Department (PA) were interviewed; most are practical nurses (71.2%), followed by nurses (10.9%) (34.2%) are leased to the ICU, 29 (26.1%) in CM, 41 (36.9%) in PA, 2 (1.8) in CM and PA and 1 (0.9%) is in the ICU, CM and PA. The average age is 37.38 years. Regarding the analysis of interpersonal relations in general, results suggest that occupational PA and CM groups assume more intense patterns of behavior, on the other hand, the CTI group members of this team are less intense in their pipelines. Members of the CM, CTI and PA have tendency to friendliness (Mean = 7.38; 7.13; 7.90) respectively, while observers in each group perceive the friendly (Mean = 7.13) safe (Average = 5.45) and dominant (Mean = 5.11). Comparing the interpersonal profile of the three groups, professionals working in the ICU tend to be colder and emotionally insecure in their relationship, unlike the PA and CM, they tend to be more deferential, exhibitionists and sociable. Interpersonal positions correlating with factors EVENT showed positive correlations, being more vulnerable to stress from the point of view of climate and organizational functioning, work pressure and infrastructure and routine. Correlations of interpersonal positions with the factors of S20 / 23 showed negative correlations being dissatisfied from the point of view of satisfaction with the hierarchical relationships, satisfaction with the physical work environment and the intrinsic satisfaction. We conclude that the results point to the need for greater knowledge of what causes satisfaction or dissatisfaction, stress or be vulnerable to it from the point of view of interpersonal relationships of healthcare workers, as well as working components that can be bound by 12 these issues and how aspects of quality of life that can be improved in this population, considering that more satisfied employees perform better activities and responsibilities have less risk of being exposed to some injury to health, for example, stress . / Os ensinamentos que abordam os temas de relações interpessoais, satisfação no trabalho e a saúde do trabalhador evoluíram de uma concepção em que o trabalhador reage mecanicamente a fatores externos e internos, nutrido pelas relações que são construídas no meio de trabalho, influenciando na qualidade de vida. Foi objetivo geral analisar as relações interpessoais e a sua interação com a satisfação no trabalhado e vulnerabilidade ao estresse dentro de uma organização hospitalar. Estudo realizado com equipe multidisciplinar da área da saúde de um hospital público, estadual, de porte III. A coleta de dados foi realizada por meios dos questionários: sociodemográfico de saúde, classificação socioeconômica, Check-List of Interpessoal Transactions – II (CLOIT – II) , EVENT – Escala de Vulnerabilidade ao Estresse no Trabalho, S20/23 – Questionário de Satisfação no Trabalho. Para a análise dos dados, utilizaram-se análise descritiva simples, o Teste t de student, o Coeficiente de Correlação de Pearson e a correção por atenuação. Foram entrevistados 111 profissionais da área da saúde, incluindo enfermeiros, técnicos de enfermagem, nutricionistas, psicólogos e assistentes social dos setores Unidade de Terapia Intensiva (CTI), Clínica Médica (CM) e Pronto Atendimento (PA), a maioria são técnicos de enfermagem (71,2%), seguido de enfermeiros (10,9%), (34,2%) estão locados no CTI, 29 (26,1%) na CM, 41 (36,9%) no PA, 2 (1,8) na CM e PA e 1 (0,9%) está no CTI, CM e PA. A idade média é de 37,38 anos. Quanto às análises das relações interpessoais, de modo geral, os resultados sugeriram que os profissionais do grupo PA e CM assumem padrões de comportamentos mais intensos, por outro lado, no grupo CTI os membros desta equipe são menos intensos em suas condutas. Os membros da CM, CTI e PA possuem tendência para a amigabilidade (Média = 7,38; 7,13; 7,90) respectivamente, enquanto que os observadores de cada grupo os percebem amigáveis (Média = 7,13) seguros (Média = 5,45) e dominantes (Média = 5,11). Comparando o perfil interpessoal dos três grupos, profissionais que trabalham no CTI tendem a serem mais frios afetivamente e inseguros nas suas relações, ao contrário do PA e CM, eles tendem a serem mais deferentes, exibicionistas e sociáveis. Correlacionando as posições interpessoais com os fatores do EVENT apresentou correlações positivas, estando mais vulneráveis ao estresse sob o ponto de vista do clima e funcionamento organizacional, pressão no trabalho e infra-estrutura e rotina. As correlações das posições interpessoais com os fatores do S20/23 apresentaram correlações negativa estando mais insatisfeitos sob o ponto de vista da satisfação com as relações hierárquicas, satisfação com o ambiente físico de trabalho e a satisfação intrínseca. Conclui-se que os resultados apontam para a necessidade de 10 aprofundamento sobre o que causa a satisfação ou insatisfação, estresse ou estar vulnerável a ele sob o ponto de vista das relações interpessoais de trabalhadores da área da saúde, bem como os componentes de trabalho que podem estar vinculados a estas questões e como os aspectos de qualidade de vida que podem ser melhorados neste tipo de população, considerando que trabalhadores mais satisfeitos desempenharão melhor suas atividades e responsabilidades terão menor risco de estarem expostos a algum agravo á saúde, como exemplo, o estresse.