The aim of this diploma thesis is to provide information from field realization of safety audit in industrail company using Self - Audit Handbook for SMEs. In case of significant deficiencies, propose a precaution for improvements in system of control and managemnt of safety.

This study examined the relationship between workplace spirituality and employees’ perception of stakeholder relationships on a primary and secondary stakeholder level. The purpose of the research was to establish whether an employee with higher spiritual perspective, as manifested n the workplace, displays increased consideration for relationships with stakeholders. The quantitative research took the form of a cross sectional survey design to answer three research questions. The electronic survey was administered to a sample of post-graduate business students. A positive correlation was found between workplace spirituality and employees’ perception of secondary stakeholder relationships. / Dissertation (MBA)--University of Pretoria, 2011. / Gordon Institute of Business Science (GIBS) / unrestricted

In the late 1990's researchers began studying spirituality as a workplace phenomenon. In the year 2000 a distinction was made between individual spirituality and organisational spirituality. This meant that spirituality could be studied on more than one level and that it was no longer just a personal phenomenon, but rather that organisations (as non-human entities that are made-up of clusters of humans) could in fact also be spiritual entities. In 2004, Kinjerski and Skrypnek, identified a third dimension of spirituality distinct from individual spirituality and organisational spirituality the experience of spirit at work. The aim of this study was to gain insight into the functionality of spirituality by testing the relationship between these three spirituality constructs individual spirituality, organisational spirituality and the experience of spirit at work and the resultant impact of these constructs on two positive work outcomes work engagement and affective organisational commitment. A sequential mixed methods approach was utilised in this study and the research was conducted in two phases. The first phase of the research was quantitative. During the quantitative phase of the research an online survey was distributed to respondents across South Africa. The second phase of the research was qualitative and consisted of follow-up semi-structured personal interviews with selected respondents to the survey. It was found that the three spirituality constructs individual spirituality, organisational spirituality and the experience of spirit at work are independent constructs but that strong positive correlations exist between individual spirituality and spirit at work, between individual spirituality and organisational spirituality and between spirit at work and organisational spirituality; with the strongest correlation between spirit at work and organisational spirituality. From these correlations one can conclude that the experience of spirit at work has the greatest impact on work engagement and organisational commitment; followed by the level of organisational spirituality in the workplace. Therefore, organisations that are more spiritual seem to have employees who are more engaged in their work and more committed to their respective organisations. Spirit at work was found to be the strongest predictor of work engagement, meaning that when there is an increase in experiences of spirituality in the workplace, work engagement levels also increase. This means that the extent to which people feel engaged and immersed in their work, is dependent on the extent to which they experience spirit in their work. This finding highlights the critical importance of enabling employees to discover their strengths and passions and matching them to work that they both enjoy and are good at, for enhanced work engagement. Spirit at work was also found to be the strongest predictor of organisational commitment. As the experiences of spirit at work increase, the levels of affective organisational commitment in the organisation also increases. It could thus be argued that when people experience spirit at work or in their work, they tend to be more committed to their organisations. The current study has strengthened the business case for workplace spirituality. The findings of this study indicate that the organisational environment is the greatest predictor of whether employees will experience spirit at work or not and thus indirectly the greatest factor for predicting work engagement and organisational commitment levels. These findings substantiate the need for organisations to start playing a more active role in creating a work environment that is conducive for employees to experience spirit at work. There are a number of things that organisations can do to create more spiritual work environments and as a result reap the benefits of greater work engagement and greater organisational commitment. / Thesis (PhD)--University of Pretoria, 2016. / Human Resource Management / PhD / Unrestricted

A dissertation submitted in partial fulfilment of the requirements for the degree of MASTER OF ARTS IN CLINICAL PSYCHOLOGY in the Faculty ofArts at the University of Zululand, 1999. / Literature repeatedly indicates that stress and burnout constitute a serious problem in the police profession. This study endeavours to identify and describe the stress experiences of community police personnel and in so doing, to gain a deeper and clearer insight into the complex process of stress and burnout in a presently fast changing South African safety and security milieu. A biographical questionnaire as well as a semi-structured questionnaire was used in this research study, which followed a qualitative route. In-depth interviews were held with seven community police officers in the Port Elizabeth region, Eastern Cape. Six of these police officers were from urban areas and one was from a rural area. Content analysis revealed that various stressors, stress reactions, coping mechanisms and support sources as well as various degrees of self-esteem and burnout were manifested. The distinction and relationship between burnout and stress was also considered. In addition, emphasis was placed on biographical variables that play a role in the manifestation of stress among policemen. Each police officer's individual degree of stress experienced was related to a unique process in terms of the identified variables. An integrated description on their stress experiences was also presented in order to show both their uniqueness and similarities. Community policing as a general field of application is sorely under-researched in South Africa. Prior to the present study, no studies had been undertaken to specifically describe the stress process of police personnel in their new role as community policing officers. It has become clear that further research in this regard is required to bring about a deeper understanding of the stress experiences of community police personnel. A greater premium should be placed on all the persons involved in this area of research to address the problem of stress among the police profession and thus find solutions. The objective being to secure a greater safety for future generations and provide more support to the police.

Dissertation submitted for partial fulfillment for the degree Master of Arts in Counselling Psychology in the Faculty of Arts at the University of Zululand, 2002. / This study examines the distribution of the behavioural dimensions measured by the Style Analysis Instrument. Research previously conducted in the USA is compared with the South African data collected. The distribution of the dimensions, Dominance, Influence, Steadiness and Compliance (DISC) in the South African genders and the Afrikaans, Black, English and Indian population groups is investigated. Data were collected from three organisations that process the Style Analysis questionnaires, and analysed to ascertain significant differences between the various groups, and correlations between the various behavioural dimensions. Significant differences were found between the USA sample and the SA sample, while lesser differences were found within the SA subgroups. Based on the research of Warburton and Suiter, which established that a disparity between the Adapted Style, i.e. the behavioural style of the individual in the workplace, and the Natural Style, i.e. the inherent behavioural style of the individual, is a predictor of stress in the workplace, an investigation was conducted to discover which South African gender or population group experiences the most stress in the workplace. Overall, the female gender and the Black population group manifest the highest stress indicators within the South African context.

Doctor of Philosophy / Department of Psychological Sciences / Clive J. A. Fullagar / In the constantly changing world of work, employees are expected to be proactive by taking initiative and being self-starting, future focused, and change oriented. Consequently, research around proactivity has grown exponentially over the last two decades. However, the relationship with employee well-being has been widely neglected. This research addressed this gap by investigating the dynamics between employee proactivity and subjective well-being, while taking work-related flow into account. With the use of a diary method, this study provided support that proactivity is not necessarily a burden on psychological well-being. Instead, proactivity in its dispositional and behavioral form of task crafting, was found to have a direct impact on optimal work experiences and well-being outcomes such as subjective vitality and positive affect. Acknowledging the complexity of the relationships, this study also tested mediated and moderated paths and provided several theoretical and practical contributions.

p. 1 - 92 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-22T20:10:46Z No. of bitstreams: 1 AAAAAAAAAAA.pdf: 431416 bytes, checksum: 85e6433fa62716ee55d7e4a4d83d3570 (MD5) / Made available in DSpace on 2013-01-22T20:10:47Z (GMT). No. of bitstreams: 1 AAAAAAAAAAA.pdf: 431416 bytes, checksum: 85e6433fa62716ee55d7e4a4d83d3570 (MD5) Previous issue date: 2008 / Bem-estar no trabalho é um tema que vem despertando atenção crescente de diversos pesquisadores nos últimos tempos. O objetivo desta pesquisa foi analisar trabalho de docentes do ensino superior e os níveis de bem-estar no trabalho. Dentre as diversas concepções de bem-estar – subjetivo, psicológico, social e do trabalho – adotou-se o bem-estar no trabalho, representado por três dimensões: satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. O método utilizado foi um desenho de estudo transversal. Os participantes foram 31 docentes de uma universidade pública, localizada na Região Metropolitana de Salvador, no Estado da Bahia, sendo 74,2% homens e 25,8% mulheres, distribuídos entre solteiros e casados. O instrumento de coleta de dados foi um roteiro de entrevista semi-estruturada e um questionário auto-aplicável composto por três escalas que mediram as variáveis do estudo. A análise dos dados utilizou um pacote estatístico e, para caracterização dos participantes, foram realizadas análises descritivas simples – freqüências, médias e desvios-padrão. Os resultados deste estudo revelaram que, de uma forma geral, os docentes consideram que existe bem-estar no trabalho deles. Em relação à satisfação no trabalho, eles encontram-se insatisfeitos com o salário, medianamente satisfeitos com as promoções e com os colegas de trabalho e satisfeitos com a natureza do trabalho e com a chefia. Os participantes não se mostraram totalmente envolvidos com o trabalho. Sobre o comprometimento organizacional afetivo foi possível perceber que está presente no estabelecimento dos vínculos dos professores. Acredita-se que este estudo possa contribuir para aumentar o conhecimento sobre a relação entre a práxis dos docentes do ensino superior público e bem-estar no trabalho. / Salvador

A literatura sugere que empregados estão mais propensos a se engajarem no trabalho quando têm altos níveis de confiança e se compartilham dos valores organizacionais. Assim, este estudo teve por objetivo principal testar o modelo no qual engajamento no trabalho é explicado por confiança do empregado na organização e percepção dos valores organizacionais em uma amostra de servidores públicos vinculados as esferas federal, estadual e municipal. A amostra constituiu-se de 235 servidores públicos das três esferas administrativas, com vínculos de trabalho celetistas e estatutários. Após aprovação do Comitê de ética realizou-se a coleta de dados com instrumentos fidedignos e válidos, que foram analisados por meio de estatística descritiva e regressão múltipla padrão, tendo as dimensões de engajamento como variáveis-critério. Dentre os resultados, verificou-se níveis de engajamento e confiança na ética e na competência organizacionais moderados. Os valores mais percebidos foram conformidade e prestígio. O teste do modelo mostrou que confiança na competência da organização explicou 25% da variância da dimensão vigor, e confiança na ética e o valor bem-estar no trabalho explicaram 18% da dimensão absorção. As conclusões indicam que o modelo proposto não foi confirmado revelando que a confiança se mostrou melhor preditor de engajamento que os valores organizacionais. Recomenda-se a realização de estudos que verifiquem como se dá o engajamento no trabalho nas esferas administrativas, bem como a investigação de outras variáveis explicativas sobre o engajamento no trabalho de servidores público. / The literature suggests that employees are more likely to engage at work when they have high levels of trust and share organizational values. Thus, this study had as main objective to test the model in which engagement at the work is explained by the employee's trust in the organization and perception of organizational values in a sample of civil servants linked to the federal, state and municipal spheres. The sample consisted of 235 public servants from the three administrative spheres, with working and statutory working ties. After approval by the Ethics Committee, data were collected with reliable and valid instruments, which were analyzed through descriptive statistics and standard multiple regression, with engagement dimensions as criterion-variables. Among the results, there were levels of commitment and trust in moderate organizational ethics and competence. The most perceived values were compliance and prestige. The test of the model showed that confidence in the competence of the organization explained 25% of the variance of the force dimension, and trust in ethics and the value of well-being at work explained 18% of the absorptive dimension. The conclusions indicate that the proposed model was not confirmed, revealing that trust was a better predictor of engagement than organizational values. It is recommended that studies be carried out to verify how work engagement occurs in the administrative spheres, as well as the investigation of other explanatory variables about engagement at the work of public servants. / Dissertação (Mestrado)

Si la santé psychologique au travail retient de plus en plus l’attention de la communauté scientifique et des milieux de pratique, certains aspects du phénomène restent néanmoins à explorer. Notamment, les études se sont peu attardées au fonctionnement de l’individu dans l’organisation, focalisant plutôt sur les expériences subjectives associées au bien-être et à la détresse psychologiques. En outre, l’état des connaissances sur les mécanismes sous-jacents à la santé psychologique au travail demeure embryonnaire. Faute d’écrits sur la question, la compréhension du construit s’avère partielle. Devant ce constat, la présente thèse vise à modéliser la santé psychologique au travail en y intégrant des indicateurs du fonctionnement de l’employé. Dans cette optique, cinq études, regroupées en deux articles, ont été menées auprès de quatre échantillons indépendants (Article 1 : NA = 296, NB = 350, NC = 139; Article 2 : NB = 330, NC = 128; ND = 389). Le premier article a pour objet de développer une conceptualisation et une mesure du fonctionnement de l’individu dans l’organisation. Prenant appui sur les travaux en socialisation organisationnelle et sur la théorie de la conservation des ressources (Hobfoll, 1989, 2001), l’ajustement cognitif au travail est proposé à titre d’indicateur additionnel de la santé psychologique au travail. Des analyses factorielles exploratoires et confirmatoires, de même que des analyses de cohérence interne, d’invariance temporelle et de régression, confirment les qualités psychométriques de l’instrumentation et étayent la validité de l’ajustement cognitif au travail comme indicateur de la santé psychologique au travail. Le second article s’appuie sur la conceptualisation du fonctionnement de l’employé présentée dans le premier article pour tester une modélisation de la santé psychologique au travail. Se fondant sur la théorie de la conservation des ressources (Hobfoll, 1989, 2001), la santé psychologique au travail est modélisée comme un processus incluant quatre indicateurs, soit le bien-être psychologique, la détresse psychologique, l’ajustement cognitif et les réponses comportementales de stress au travail. Deux mécanismes distincts sont mis de l’avant pour expliquer les relations unissant les indicateurs positifs de santé psychologique au travail (c.-à-d., le bien-être psychologique et l’ajustement cognitif) et celles caractérisant les indicateurs négatifs (c.-à-d., la détresse psychologique et les réponses comportementales de stress). Des analyses acheminatoires et d’invariance transculturelle révèlent la présence des deux mécanismes et montrent que, au-delà de l’influence des demandes en emploi, le bien-être psychologique exerce un effet médiateur sur la relation positive entre des ressources personnelles (c.-à-d., optimisme et résilience) et organisationnelle (c.-à-d., climat de travail) et l’ajustement cognitif au travail. Les résultats mettent également en exergue le rôle médiateur de la détresse psychologique sur la relation négative entre les mêmes ressources et les réponses comportementales de stress au travail. Une discussion générale précise la portée des résultats présentés dans le cadre des deux articles. / While psychological health at work is gaining attention from academics and practitioners, certain aspects of the phenomenon need deeper exploration. Notably, scant research has examined individual functioning in the workplace; the majority of studies focused on subjective experiences related to psychological well-being and distress instead. Moreover, little is known about the mechanisms underlying psychological health at work. These shortcomings result in a partial understanding of the construct. In light of these observations, the present thesis aims to develop a model of psychological health at work, integrating indicators of employee functioning. To achieve this goal, five studies divided into two articles were conducted using four independent samples (Article 1: NA = 296, NB = 350, NC = 139; Article 2: NB = 330, NC = 128; ND = 389). The first article proposes a conceptualization and a measurement of individual functioning at work. Building on organizational socialization literature and on conservation of resources theory (Hobfoll, 1989, 2001), we conceptualize cognitive adjustment as a psychological health indicator. Exploratory and confirmatory factor analyses, as well as reliability, temporal invariance and regression analyses, confirm the psychometric qualities of the instrument and support the validity of cognitive adjustment at work as, indeed, an indicator of psychological health. Drawing from the conceptualization of employee functioning reported in the first article, the second article tests a model of psychological health at work. Based on conservation of resources theory (Hobfoll, 1989, 2001), psychological health at work is conceptualized as a process, which includes four indicators, namely psychological well-being, psychological distress, cognitive adjustment, and behavioural stress responses at work. Two distinct mechanisms are put forward explaining the relations between positive indicators (i.e., psychological well-being and cognitive adjustment), and the relations between negative indicators (i.e., psychological distress and behavioural stress responses). Path and cross-cultural invariance analyses acknowledge both mechanisms, and demonstrate that, beyond the impact of job demands, psychological well-being exercises a mediating effect on the positive relations between personal (i.e., optimism and resilience) and organizational (i.e., work climate) resources, and cognitive adjustment at work. Results also highlight that psychological distress mediates the negative relations between the same resources and behavioural stress responses at work. A general discussion covers in deeper details the implications of the findings emanating from both articles.

Aquele chefe que já fez você chorar no banheiro pode ser mais prejudicial à sua saúde do que parece. Assim a mídia escrita principia, no Brasil, a abordagem do tema assédio moral. No amplo cardápio de situações de violência relacionadas ao trabalho, a violência psicológica ganhou visibilidade e interesse de pesquisadores e estudiosos, dos sindicatos, dos trabalhadores e das empresas. Realizamos um estudo exploratório baseado na coleta de fontes primárias referentes ao assédio moral no trabalho, no qual foram estudadas as matérias jornalísticas sobre o tema, veiculadas em três jornais de grande circulação do Estado de São Paulo, no período de 1990 a 2008. A partir da metodologia de análise do discurso foram reconhecidas as práticas discursivas que configuram o fenômeno do assédio moral na sociedade atual, as explicações para sua ocorrência e a repercussão para a saúde dos trabalhadores. O surgimento do tema nos veículos de comunicação deu-se por meio da divulgação de livros, de produções acadêmicas e de legislações sobre o assédio moral. Ocorreu em editorias que tratam de assuntos gerais e, posteriormente, migrou para as editorias de emprego e/ou de caráter econômico-financeiro. O tratamento do tema ganha contornos de alerta relacionado às indenizações judiciais. A terminologia assédio moral tem se firmado relacionada ao trabalho e carece de conceito preciso. As explicações causais tendem a uma interpretação psicológica do fenômeno, acentuando o caráter individualista e privilegiando a relação pessoal, minimizando uma abordagem coletiva. Os discursos banalizam o assédio ao criar caricaturas para os envolvidos. O caráter psicologizante versus a estigmatização produz sentido na sociedade contribuindo para naturalizar o assédio moral no trabalho, compreendido como uma forma de violência no trabalho. / That boss who already made you cry in the bathroom can be more harmful to your health than you think so. This is how the discussion started about psychological harassment at work in Brazil released by daily papers. Among the large number of work related stressors, psychological violence at workplace gained visibility of researchers, labor unions and companies in the past 10 years. The issue started to be discussed in Brazil after publications (aimed to academic and general public) were published, and legislation was established at the municipal and state levels. An exploratory study was carried out about moral harassment at work, based on articles published from 1990 to 2008, by three important daily newspapers of the State of São Paulo, Brazil. Method: An extensive review of the subject including its origins and consequences to workers health was prepared. Discourse analyses were used to recognize the phenomenon, its importance and consequences of the moral harassment at work according the published articles. Results: the articles were first published in editorials, and then they appeared in the employment, economics and finances sections of the papers. The content of the manuscripts also aimed to aware companies about law suits. In spite the terminology of moral harassment has been discussed as work-related, it still lacks a precise concept. The discourses published by the papers trivialized psychological harassment at work, as they created caricatures and stigmatization of the individuals involved. The causal explanations tend to a psychological interpretation of this phenomenon, emphasizing individual and behavioral characteristics, favoring personal relations, and minimizing the collective approach of psychological harassment at the workplace.