[pt] A terceirização de serviços de conteúdo intelectual é um fato presente no dia a dia de grandes indústrias que atuam no Brasil e, em grande parte dos casos, estes serviços são contratados da mesma forma que outros sem conteúdo tecnológico e que não têm a mesma relevância nem para a competitividade das indústrias nem para o desenvolvimento do parque tecnológico brasileiro. Este trabalho objetiva estudar as relações entre terceirização e comprometimento organizacional na prestação de serviços de conteúdo intelectual e levanta a proposta de que, tão importante quanto utilizar sistemáticas adequadas de contratação, é garantir o gerenciamento adequado dos recursos humanos envolvidos. A pesquisa, realizada através de um estudo de caso e com a aplicação de questionários e entrevistas com abordagem qualitativa dos dados, apresenta e discute a sistemática de contratação de trabalho intelectual desenvolvida por uma grande industria atuante no Brasil que busca a melhoria do clima organizacional e o comprometimento organizacional dos prestadores de serviço. Os resultados obtidos mostraram que os gestores devem estar atentos não apenas ao componente calculativo mas também aos componentes afetivo e normativo do comprometimento organizacional, se pretendem buscar o aumento do nível de comprometimento organizacional dos terceiros envolvidos em atividades chave assim como apoiam as premissas de que conceitos apresentados na literatura para tratar do comprometimento na relação empresa/empregado são também aplicáveis na relação contratado/contratante e que a relação de confiança entre gestores e contratantes com profissionais tanto próprios quanto de terceiros é uma importante base para a motivação e o comprometimento destes profissionais. / [en] The outsourcing of service with intellectual content is a present fact in the daily reality of great industries in Brazil. In a large extent of the cases, these service are contracted in the same way that others service without technological content those does not have the same relevance neither for the industries competitiveness nor for the Brazilian technological park development. This paper intend to study the relations between intellectual service outsourcing and organizational commitment and raises the proposal that, so important as to use adequate service contracting systematic, is to assure the adequate management of the Human Resources involved in these processes. This research, carried out through a case study developed with a survey application and accomplishment of interviews with qualitative approach, presents and argues the intellectual job contracting systematic of a big industry in Brazil that, is looking for the organizational climate improvement and the outsourced people commitment with its main objectives. The results showed that managers must observe not only the calculativ components but also the affective and normative components of the organizational commitment if they intend to increase the organizational commitment level of the third parts involved in its key activities. These results also supports the premises that the organizational commitment concept presented in literature are also applicable in the outsourcing relation and that the confidence relation among managers / contractors and their own professionals as well the third parts professionals is an important base for the professional motivation and commitment.

This thesis is an exploration of two interconnected areas: Acceptance and Commitment Therapy (ACT) training for helping professionals (HPs) and psychological flexibility in helping professionals. The ACT model holds that HPs need to be psychologically flexible (or, herein, flexible) in order to be effective ACT practitioners, and thus a primary goal of ACT training is to enhance participant flexibility. The first chapter is a systematic review of studies that have evaluated the effectiveness of ACT training. It focused on ACT training practices and outcomes related to knowledge, skills, and psychological flexibility in HPs. The results of this review suggested that ACT training can be effective in providing HPs from a range of occupational background with the necessary knowledge and competency to deliver ACT interventions. Furthermore, ACT training can increase HP flexibility. However, confidence in these findings is limited due to methodological weaknesses, particularly variability in ACT training practices, inconsistent use of available measures, a lack of psychometrically robust measures to assess ACT knowledge, and the absence of a flexibility measure designed for use with HP populations. Recommendations were made regarding future research needs in this area, including the development of a HP-specific measure of flexibility. The second chapter reports on the development and initial validation of a measure designed to assess flexibility in the specific context of professional helping, called the Mindful Healthcare Scale (MHS). The results of two studies employing two separates samples of HPs provided good preliminary evidence of the MHS's factor structure and internal validity. The MHS was also found to converge in theoretically-consistent ways with other measures of flexibility and constructs related to the occupational functioning of HPs including burnout syndrome, self-compassion, and empathy. These findings suggest that the MHS may have considerable utility in relation to ACT training for HPs and may also advance our understanding of flexibility's role in HP occupational well-being and functioning.

In my diploma thesis I intend to look into the issue of commitment in love relationships. I wonder how it is influenced by the nature of nowadays society enhancing individualism and flexibility. Commitments are based in merging our own identity with identity of our partner. But crucial is to balance it with our own autonomy and freedom. Commitment means putting certain restrictions to our future choices. I made sixteen semi-structured qualitative interviewes based on grounded theory and I looked for answers how they perceive commitments in love relationships, what meaningful partnership means to them and how they cope with comparing potential alternatives. Keywords Commitment, love, relationship, individualism, autonomy

Gong, Yuanyuan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 80-93). / Abstract and some appendixes also in Chinese. / LIST OF TABLES --- p.ii / LIST OF FIGURES --- p.iii / ABSTRACT --- p.iv / ABSTRACT IN CHINESE --- p.vi / ACKNOWLEDGEMENT --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.3 / Chapter 2.1 --- Turnover Study --- p.7 / Chapter 2.1.1 --- Antecedents --- p.8 / Chapter 2.1.2 --- Processes --- p.10 / Chapter 2.3 --- Five-Factor Model of Personality --- p.13 / Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14 / Chapter 2.2 --- Job Embeddedness --- p.18 / Chapter 2.2.1 --- Links --- p.18 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.21 / Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23 / Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23 / Chapter 2.4.2 --- Extraversion --- p.28 / Chapter 2.4.3 --- Conscientiousness --- p.30 / Chapter 2.4.4 --- Openness to Experience --- p.33 / Chapter 2.4.5 --- Agreeableness --- p.35 / Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38 / Chapter 4.1 --- Study 1 --- p.38 / Chapter 4.1.1 --- Participants and Procedure --- p.38 / Chapter 4.1.2 --- Measures --- p.40 / Chapter 4.1.3 --- Results --- p.43 / Chapter 4.2 --- Study 2 --- p.51 / Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51 / Chapter 4.2.2 --- Participants and Measures --- p.60 / Chapter 4.2.3 --- Results --- p.60 / Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71 / Chapter 5.1 --- Key Findings --- p.17 / Chapter 5.2 --- Implications --- p.76 / Chapter 5.3 --- Limitations and Future Directions --- p.77 / REFERENCES --- p.80 / APPENDIX A Questionnaire used in this study (English version) --- p.94 / APPENDIX B Questionnaire used in this study (Chinese version) --- p.97

El presente trabajo de investigación tuvo como objetivo determinar la influencia de la cultura organizacional en el compromiso organizacional de la empresa Inversiones Favel EIRL, a través de un método cuantitativo; fue una investigación no experimental transversal, descriptiva correlacional que permitió poner a prueba la hipótesis de que la cultura organizacional influye en el compromiso organizacional de la empresa The objective of this research was to determine the influence of the organizational culture in the organizational commitment of the company Inversiones Favel EIRL, through a quantitative method; It was a non-experimental investigation transversal, descriptive correlational that allowed to test the hypothesis that the organizational culture influences the organizational commitment of the company

O realismo científico é uma concepção filosófica da ciência que assume uma atitude epistêmica positiva em relação às melhores teorias científicas disponíveis, recomendando, sob algumas circunstâncias (em geral o atendimento de princípios metodológicos bem estabelecidos), a crença nas afirmações que estas teorias fazem a respeito do observável e do inobservável. Hilary Putnam, um dos nomes mais salientes no atual cenário filosófico anglofônico, é um autor que, mesmo tendo mudado diversas vezes concepções centrais de suas propostas filosóficas, tem no realismo científico um interesse perene. Em sua mais recente produção, tem defendido que a relatividade conceitual (uma marca característica de muitas abordagens antirrealistas acerca da ciência) é compatível com o realismo científico (Putnam: 2012; p. 63). Esse trabalho procurará investigar a possibilidade de sustentar a proposta de Putnam, analisando a relatividade conceitual e os pressupostos realistas no campo que efetivamente separa as posições realistas e antirrealistas da ciência: o entendimento do que as melhores teorias científicas afirmam sobre o inobservável. Antirrealistas são em geral agnósticos em relação às proposições sobre o inobservável, ou instrumentalistas em relação a essa parte da teorização científica, ao passo que realistas (sob as circunstancias acima evocadas) afirmam que é epistemicamente justificável acreditar na existência dos ditos inobserváveis e que a descrição científica dos mesmos representa características desses eventos ou objetos. Concluímos que a proposta de Putnam leva ao que o mesmo chama em Ética Sem Ontologia a uma Objetividade sem Objetos, uma forma de realismo local (aqui entendido como envolvimento direto com o processo de mensuração/interação do objeto ou evento), de caráter eminentemente estrutural e cujo pronunciamento ontológico mais significativo é de que o mundo responde e restringe nossas ações, e esse responder (uma metáfora adequada seria ressoar) nos permite conhecê-lo. Construímos imagens do mundo, mas uma ontologia final assim como uma narrativa absoluta dos eventos está fora de nossas possibilidades cognitivas. / Scientific realism is a philosophical conception of science that assumes a positive epistemic attitude about the best available scientific theories, recommending, under some circumstances (usually the meeting of some well established methodological principles), the belief concerning what these theories claim about the observable and unobservable. Hilary Putnam, one of the most prominent names in the current Anglophonic philosophical scene, is an author even having changed central conceptions in their philosophical thought along time, keep scientific realism as an perennial interest. In his latest production, has argued that conceptual relativity (one hallmark of many anti-realists approaches about science) is compatible with scientific realism (Putnam 2012, p. 63). This work will seek to investigate the possibility of supporting what was proposed by Putnam, analyzing conceptual relativity and realistic assumptions in the field that effectively separates realistic and anti-realists conceptions of science: understanding what the best scientific theories say about unobservable. Anti-realists are at large agnostic about the unobservable or instrumentalists in relation to that part of scientific theorizing, while scientific realists ( under the circumstances mentioned above ) say the believe in the existence of said \"unobservable\" is epistemically justified, as the scientific description of that events or objects. We conclude the Putnam idea leads to what they call in \"Ethics Without Ontology\" for a \"Objectivity without objects\", a form of local realism (here understood as direct involvement with the measurement process / interaction with the object or event), eminently structural character and whose ontological statement more significant is the world responds and restricts our actions, and that answer (an apt metaphor would be resonate) allows us to meet him. We build images of the world, but an final ontology as well as an absolute narrative of events are out of our cognitive possibilities.

A quantitative research project was conducted at all public and private colleges and universities in the state of Maryland to investigate the relationship between job satisfaction, organizational commitment, and ethical climate among higher education administrators. An online survey was completed by 278 higher education administrators working in public and private colleges in Maryland during the 2016 fall semester. Survey results were analyzed in conjunction with participant characteristics, job satisfaction, organizational commitment, and ethical climates. Data were analyzed using MANOVA, Chi-Square, and descriptive statistics. Findings indicate that the perceptions of ethical climate differed significantly by job satisfaction, gender and administrative position. A median split was performed on the composite score of job satisfaction. The median was calculated at 69.00. Scores below the median indicate respondents have low job satisfaction and scores above the median indicate respondents have high job satisfaction. A benevolent ethical climate is significantly associated with job satisfaction. Egoism is significantly associated with organizational commitment. Respondents with high organizational commitment favored an egoistic ethical climate. A significant difference in ethical climate existed by gender with men reporting significantly more principled ethical climate responses than women. Ethical climate also significantly differed by administrative position where deans and directors favored a principled ethical climate compared to Vice Presidents. The study is important because few researchers have evaluated job satisfaction through the lens of organizational commitment and ethical climate. Therefore, the study contributes to the existing literature related to job satisfaction among higher education administrators. Organizational commitment and ethical climate may impact overall job satisfaction among higher education administrators.

Trauma exposure among youth in the United States is a common event. Although the number of individuals who meet criteria for a diagnosis of posttraumatic stress disorder (PTSD) is only a small percentage of those exposed to trauma, many individuals who do not meet full criteria for PTSD continue to experience problematic posttraumatic stress symptomology. Acceptance and commitment therapy (ACT) is an empiricallybased psychological intervention that has shown effectiveness in the treatment of a number of concerns among both adults and adolescents. ACT has shown preliminary effectiveness in the treatment of adult PTSD, but its effectiveness in treating adolescent posttraumatic stress is currently unknown. Using a multiple-baseline design, the present study investigated the effectiveness of a 10-week ACT protocol to treat adolescents experiencing posttraumatic stress. Seven individuals between the ages of 12 and 17 participated in the treatment, four of who were from a community sample and three who were in residential care to treat comorbid eating disorders. Structured interviews were completed at pretreatment and individuals reported baseline data for anywhere from 7 to 66 days before engaging in treatment. Symptom and process measures were completed at each session. Postassessment was completed one week following the final session. Results revealed a decrease in posttraumatic stress symptomology across both samples, with a 73.7% mean reduction in self-reported posttraumatic stress symptomology and a mean reduction of 58.8% on clinician-rated measures of PTSD. Overall results provide preliminary support for ACT as an effective treatment for adolescent posttraumatic stress. Empirical and clinical implications of results as well as limitations and future directions are discussed.

To date, research that examines individuals who work and go to school generally aims to examine the effects of doing so on their academic performance. Little literature is available that examines the effects that these dual roles can have on the organization (e.g., lower levels of commitment and higher rates of absenteeism and turnover). Understanding such effects can assist organizations in managing their employees and developing programs tailored to them, such as career counseling. A literature review is presented which examines both the constructs of the multiple forms of commitment, absenteeism, and turnover, and the research currently available on student workers. A study was conducted which examined the differences in levels of commitment, absenteeism, and turnover intentions in employees who attend school as compared to employees who do not. It was hypothesized that student workers and participants enrolled in school would differ in their commitment levels, absenteeism rates, and turnover intentions. The sample consisted of 364 participants. In this sample, 314 participants were currently enrolled in college-level classes, where 169 of the participants were categorized as students who worked, and 85 participants were categorized as workers who studied. Results suggest that employees of an organization who are not enrolled in school are likely to have higher levels of affective commitment, lower turnover intentions, and are likely to miss work more frequently. Additionally, it was found that students who work have lower overall organizational commitment and higher academic commitment compared to workers who study. Implications and directions for future research are discussed.

This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.