<p>The aim of this study was to develop guidelines for an HIV/AIDS support programme for teachers. In order to achieve this goal, Intervention Research: Design and Development model by Rothman and Thomas (1994) was adopted to guide the research process. Intervention research is a form of applied qualitative research utilized by researchers to design and develop interventions to ameliorate social problems. Intervention research: design and development model has six phases and unique operational steps to follow in each phase. The researcher adopted the first three phases to facilitate the design of the guidelines to assist with development of a programme to support teachers. Problem analysis and project planning is the first phase. In this phase, the aim was to understand the experiences of HIV/AIDS among teachers and in schools. Information was gathered from HIV/AIDS co-ordinators, principals, teachers living with HIV.</p>

Aim: My aim with this study is to investigate whether the co-workers in the company Arla Foods is satisfied with the communication between the company and the employees. If there are any changes to be made or if it works well as it is now. Method: I have sent out invistigationforms to 85 co-workers within Arla Foods. This forms included questions about Arla Foods internal communication and how the co-workers apprehend this. I have also made 7 interviews over the phone with co-workers on the dairys around Sweden. Including in these 7 interviews have I also talked and posed questions to representatives for the trades-union within Arla Foods. I have treated all the answers that have come back to me and from them have I made conclusions how the co-workes apprehend the companys communication. Main Results: The main results I have been able to see is that the way the co-workers prefer to have their communication is trough the intranet, the staffpaper and the information verbally from the nearest chief. The co-workers are not so interested in the market and what’s hapening within Arla Foods in Denmark. They think that on the Intranet should it be easier to find news and other things you would like to read about.

Theories of intersectionality and selective incivility framed this study of interactions between sex, ethnicity, and sexual orientation, and their relationship with incivility and psychological and occupational outcomes. Women, sexual minorities, and people of color were expected to report both the greatest levels of incivility as well as the worst outcomes as a result of receiving incivility. Specifically, sexual minority women of color were predicted to be the most vulnerable to experiencing the highest levels of incivility and to experience the worst outcomes as a result of incivility. Survey data was first collected from a southern United States student sample. Results revealed that sexual minorities reported the most frequent experiences of workplace incivility. In terms of outcomes, sex and sexual orientation interacted with incivility to predict psychological stress and organizational commitment, with sexual minority men evidencing the worst outcomes. To determine the generalizability of the results of Study 1, a second survey was conducted utilizing a United States law school faculty sample. Results from Study 2 revealed that sexual minority women reported significantly higher levels of incivility than members of other groups. Additionally, sexual orientation and ethnicity interacted with incivility to predict job satisfaction and commitment, with sexual minority people of color reporting the worst outcomes. Finally, sex and ethnicity interacted with incivility to predict psychological distress, burnout, job satisfaction, and turnover intentions, with men of color indicating the worst outcomes as a result of incivility.

Fördomar och diskriminering existerar ännu i dagens samhälle. Rasfördomar förekommer dagligen i olika arbetsmiljöer och även under anställningsprocesser. Denna undersökning syftar till att studera och utforska om namn spelar en avgörande roll vid bedömning av en arbetsansökan. För att besvara syftet med denna undersökning utfördes en undersökning där studenter vid Mälardalens Högskola fick läsa en arbetsannons och en arbetsansökan med olika namn. Därefter fick deltagarna skatta och bedöma de arbetssökande utifrån tolv egenskaper samt finna om de sökande var lämpliga för arbetstjänsten som civilingenjör. Undersökningen påvisade att namn inte har betydelse för hur man bedömer en arbetssökande då det inte fanns en signifkant skillnad mellan namn och hur man bedömde en arbetssökande.

Earlier research has shown the difficulty of defining insulting behaviour in the workplace. It has been noted that the individual and subjective definition is connected to the specific situation in which the potentially insulting incidence occurred. In this study we designed a quantitative questionnaire in order to hopefully elucidate the comprehension of insulting behaviour and furthermore enable a more in-depth investigation on how important the contextual meaning is. This study examined 140 (n=140) working adult’s attitudes towards insulting behaviour in the workplace and the importance of the contextual variables. The results showed that improper contiguity (80,7 %), sexual insinuations (84,2 %) and being ignored (88,6 %) are what the respondents find most insulting. The results also show that the context in which the potentially insulting incidence occurred was not the sole determining factor when the respondents evaluated the incidence.

Chronic pain conditions can be extremely challenging to deal with in the workplace. The implications of these conditions extend far beyond the employees themselves and can create significant organizational impacts. The Chronic Pain Self-Management Program was developed by Dr. Sandra LeFort, and was originally based on the generic Stanford model of self-management. The six-week program, delivered weekly, is designed to explore and instruct those with chronic pain on different aspects of their condition. This pilot study used a mixed method design to evaluate the effectiveness of Chronic Pain Self-Management Program in the workplace. The quantitative measures for this study were unable to demonstrate the effectiveness of the workshop due to a lack of statistical significance. Through the qualitative measures it was possible to delve into how the chronic pain condition manifests itself in the workplace and what support systems are available for those with chronic pain. There are definitely some positive implications from this pilot research, but through further research it is possible to truly understand how people live with chronic pain in the workplace and how their conditions can be made more manageable. / UOIT

As demands on school-based administrators continue to increase, so do their responsibilities. Historically the roles and responsibilities of school principals have been clearly delineated in both the legislation governing in-school administrators and also in principals' job descriptions. Principals typically know the expectations of their leadership roles, however, the same cannot be said for all vice-principals (VPs). The pattern that emerges is one that shows the VP as being a jack-of-all-trades. Typically, Saskatchewan rural VPs do not have clearly delineated expectations formally or informally in either legislation or job description. Most often VPs positions are advertised as containing a teaching component and "other duties as assigned." The 2001 Saskatchewan Teachers' Federation (STF) recommendations for improving in-school administration positions have led to little change (p. 3). The conceptual framework focused on the relationship between geographical location (distance), gender and rural Saskatchewan VP perceptions of employee-made and employer-made workplace obligations. VPs are a critical yet often overlooked component of school effectiveness. This emphasized the need for advancing our understanding of VPs' employment relationship and connecting this to the "VP role restructured" blueprint found in the literature. The purpose of this study was to investigate, explore and describe the pattern of the psychological contract among Saskatchewan rural VP's and facilitate better utilization of their skills and leadership. Quantitative and qualitative methods were used in this study. The quantitative data was derived from Rousseau's (2000) Psychological Contract Inventory (PCI) survey questionnaire. This survey was used to determine the extent of employee-made and employer-made workplace obligations from the VP perception. The sample consisted of 42 VPs employed in rural Saskatchewan schools. The qualitative data were generated from participant responses to the open-ended questions attached to the end of the PCI. The responses to the survey and the open-ended questions were analyzed according to the research questions, emerging themes and recurring themes. After the data were analyzed, relationships were revealed between geographical location, gender, and rural VPs' perceptions of workplace obligations. The findings in this study revealed VPs were generally in agreement that relationships between distance, gender and perceptions of workplace obligations were slight at best. It was also revealed that VPs' perceptions of employee-made and employer-made workplace obligations were characterized as well-being items representative of loyalty and security features of a relational psychological contract. VPs indicated a willingness to commit to the organization regardless of distance or gender. Participants almost unanimously expressed their aspirations for the inclusion of professional growth, skill enhancement and increased leadership responsibilities in their assigned, expected and assumed role behaviors. Participant responses were generally consistent with the literature. Derived from participants' qualitative responses, VPs lead busy work lives. As revealed in the findings, VPs indicated they had aspirations for enhanced leadership opportunities. This study generated many implications for practice, policy and research.

When the general public discusses Affirmative Action, they are more likely to make an assumption that the person is not qualified without seeking their actual qualifications. Some may hesitate to provide any reasonable explanation for their opposition because the policy is a controversial topic. The goal of this journal was to search for the possibilities that may actually inspire their opposition and relate it to the stigma theory, which might explain some of these reasoning. By focusing on black recipients in the workforce research on the policy and reactions to Affirmative Action, some researchers appeared to study according to what they think Affirmative Action is supposed to accomplish. There are not enough scholars, with a specialization in human resource, to provide objective facts about the actual intent of the policy. It appears that some managers are not knowledgeable on how to manage the program legal. When certain individuals, who are supposed to have expertise on this policy, are not knowledgeable, then the public cannot be expected to be knowledgeable about the policy. The purpose is to look at Affirmative Action from an objective point of view to differentiate the actual purpose of the policy from the stereotypical purpose of the policy. Recommendations are provided to determine how Affirmative Action can prove to the critics that it is necessary when the program is operated properly.

As demands on school-based administrators continue to increase, so do their responsibilities. Historically the roles and responsibilities of school principals have been clearly delineated in both the legislation governing in-school administrators and also in principals' job descriptions. Principals typically know the expectations of their leadership roles, however, the same cannot be said for all vice-principals (VPs). The pattern that emerges is one that shows the VP as being a jack-of-all-trades. Typically, Saskatchewan rural VPs do not have clearly delineated expectations formally or informally in either legislation or job description. Most often VPs positions are advertised as containing a teaching component and "other duties as assigned." The 2001 Saskatchewan Teachers' Federation (STF) recommendations for improving in-school administration positions have led to little change (p. 3). The conceptual framework focused on the relationship between geographical location (distance), gender and rural Saskatchewan VP perceptions of employee-made and employer-made workplace obligations. VPs are a critical yet often overlooked component of school effectiveness. This emphasized the need for advancing our understanding of VPs' employment relationship and connecting this to the "VP role restructured" blueprint found in the literature. The purpose of this study was to investigate, explore and describe the pattern of the psychological contract among Saskatchewan rural VP's and facilitate better utilization of their skills and leadership. Quantitative and qualitative methods were used in this study. The quantitative data was derived from Rousseau's (2000) Psychological Contract Inventory (PCI) survey questionnaire. This survey was used to determine the extent of employee-made and employer-made workplace obligations from the VP perception. The sample consisted of 42 VPs employed in rural Saskatchewan schools. The qualitative data were generated from participant responses to the open-ended questions attached to the end of the PCI. The responses to the survey and the open-ended questions were analyzed according to the research questions, emerging themes and recurring themes. After the data were analyzed, relationships were revealed between geographical location, gender, and rural VPs' perceptions of workplace obligations. The findings in this study revealed VPs were generally in agreement that relationships between distance, gender and perceptions of workplace obligations were slight at best. It was also revealed that VPs' perceptions of employee-made and employer-made workplace obligations were characterized as well-being items representative of loyalty and security features of a relational psychological contract. VPs indicated a willingness to commit to the organization regardless of distance or gender. Participants almost unanimously expressed their aspirations for the inclusion of professional growth, skill enhancement and increased leadership responsibilities in their assigned, expected and assumed role behaviors. Participant responses were generally consistent with the literature. Derived from participants' qualitative responses, VPs lead busy work lives. As revealed in the findings, VPs indicated they had aspirations for enhanced leadership opportunities. This study generated many implications for practice, policy and research.

The personnel policy program for the employees in studied municipality includes guidelines for the working environment, saying that health promoting activities is offered to all employees.                              Objective: To investigate how these activities were used and how the staff perceived the activities offered. The aim was also to find out how well the information about current health promotion efforts reached the staff.Method: A qualitative approach was used in the form of interviews. The sample consisted of municipal employees from seven different work sites.  A total of 12 women aged 32-52 years participated. The interviews were recorded and a hermeneutic theory was used to interpret the results.Results: The results showed that most informants used some form of fitness activity. In most cases health care-time was used for anything from walking to organized workouts. The great barrier was lack of information and lack of trained and dedicated health motivators. In several cases, informants had no knowledge about what a health motivator is supposed to do. The informants own suggestions for health promotion interventions included stress management and foot care.Conclusion: The survey showed that respondents were poorly informed about which wellness activities the municipality offered. The result could also be interpreted as a communication gap between the local authority, health motivators and the employees. A request for group activities was detected.