Le souci du respect de la législation applicable en matière de Santé et de Sécurité au Travail (SST) est longtemps resté absent des politiques managériales des entreprises, et ce quelle que soit leur taille. Cependant, sous l'effet de pressions légales, économiques, sociales ou encore en raison du développement de référentiels normatifs dans ce domaine (exemples : OHSAS 18001), les employeurs sont incités à développer des dispositifs de maîtrise de la conformité légale plus ou moins complexes. Cependant, la mise en œuvre de véritables Systèmes de Maîtrise des Conformités (SMC) implique le déploiement de ressources humaines, financières, temporelles, méthodologiques mais également technologiques importantes. Pour faire face à cette situation, différentes catégories de prestataires de services proposent désormais des solutions de suivi et de gestion de la conformité. Malgré cela, l'étude de l'état des pratiques d'entreprise en matière de maîtrise des conformités légales SST montre que ces dernières sont encore extrêmement hétérogènes et que des besoins en matière de méthodes ou encore d'outils de consolidation des données (rapports de conformité, plans d'actions, ...) apparaissent nettement. En s'appuyant sur ces éléments de contexte, ce travail de recherche propose la modélisation d'un Système de Maîtrise des Conformités répondant aux besoins exprimés par de nombreuses entreprises afin de gérer des aspects tels que la veille réglementaire, les évaluations de conformité ou encore la gestion des plans d'actions. Afin d'évaluer l'intérêt et la pertinence du modèle proposé, plusieurs expérimentations ont été conduites en entreprise. Une synthèse des résultats obtenus est présentée à la fin de ce travail. / The problematic of legal rulings concerning Occupational Health and Safety atwork (OHS) was absent from companies management policies for a long time, regardless of their size. However, because of legal, economic, social pressures and the development of normative references in the field of OHS (such as OHSAS 18001), employers are encouraged to develop more or less complex compliance management devices. Nevertheless, the implementation of a real Compliance Management System (CMS) forces to deploy important human, financial, time, methodological and technical resources. To face this situation, different categories of services providers henceforth propose monitoring and management solutions. Despite this, the study of companies state practices in the field of mastering OHS legal compliance shows that these practices are extremely heterogeneous and that needs concerning methods and data consolidation tools (compliance reports, action plans…) clearly appear. Based on these context elements, this research work proposes the modelling of a Compliance Management System responding to needs expressed by many companies to deal with aspects such as regulatory monitoring, compliance assessment and action plans management. To evaluate the interest and the relevance of the proposed model, several experimentations were conducted in companies. A synthesis of the results obtained is presented at the end of this research work.

The aim of this diploma thesis is analysis of the current status of motivation system in the chosen company and creation of proposal for it's improvement. The first part is aimed at rewards, personal development and employees benefits from the theoretical point. The second part pays attention to the genuine way of rewarding, possibilities of personal development of the employees, relationships at work and the overall satisfaction within the company. The last part includes the proposal of improvement of the motivation system based on a questionnaire.

This research was developed in order to understand the influence of organizational values on the perception of social and organizational support at work, considering the perspective of both employees and managers from the public and private banking sectors. Therefore, a descriptive research of survey type was carried out, drawing on quantitative and qualitative methodologies for the collection and analysis of results. Initially, in the quantitative stage, 332 employees from the banking industry participated, and they answered a questionnaire developed by the Inventory Model Profiles Organizational Values (IPVO) de Oliveira and Tamayo (2004); Scale Perceived Social Support at Work (EPSST) from Gomide Jr., Guimaraes and Damasio (2004), and Perception Scale Organizational Support Office (EPSO), validated in Brazil by Siqueira (1995). In a second step, nine managers from the banks researched participated in the study, and they answered semi-structured interviews, based on the literature about organizational values and organizational and social support at work. Data obtained in the quantitative stage were analyzed with the help of SPSS software to perform statistical tests, while data obtained in the qualitative phase were analyzed qualitatively through the themes determination and the content analysis. The main results show that the main organizational values of banks, as observed for both employees and managers were the Dominion and the Prestige, while the values Well-being, Autonomy and Self-Realization occupied lower positions in the hierarchy. In relation to the social support at work, the highest incidence was attributed to Informational Social Support, and the lowest priority was assigned to Emotional Social Support. In addition, Organizational Support presented the lowest incidence rate, when compared to the types of social support at work. Besides that, the multiple regression analysis revealed that the model with greater explanatory power was often represented by the Organizational Support, whose variance was explained in 70.2% by the Autonomy and Achievement Domain, and Well-being factors, followed by the model General Support, whose variance was explained in 45,6% for the values Autonomy and Achievement, Prestige and Domain. Thus, we found organizational values influence on the perception of social and organizational support at work. / Este trabalho foi desenvolvido com o propósito de compreender a influência dos valores organizacionais sobre a percepção de suporte social e organizacional no trabalho, sob a perspectiva dos colaboradores e gestores do setor bancário público e privado. Para tanto, realizou-se uma pesquisa de caráter descritivo do tipo survey, valendo-se de metodologias quantitativas e qualitativas para o levantamento e análise dos resultados. Inicialmente, participaram da etapa quantitativa 332 colaboradores do setor bancário, aos quais foram aplicados um questionário elaborado a partir do modelo Inventário de Perfis de Valores Organizacionais (IPVO) de Oliveira e Tamayo (2004); Escala de Percepção de Suporte Social no Trabalho (EPSST) de Gomide Jr., Guimarães e Damásio (2004); e Escala de Percepção de Suporte Organizacional (EPSO), validada no Brasil por Siqueira (1995). Em um segundo momento, participaram do estudo nove gestores dos bancos investigados, com os quais realizaram-se entrevistas semiestruturadas, tendo como base a literatura sobre valores organizacionais e suporte social e organizacional no trabalho. Os dados obtidos na etapa quantitativa foram analisados com o apoio do software SPSS para a realização dos testes estatísticos, enquanto os dados obtidos na etapa qualitativa foram analisados através da determinação dos temas e análise de conteúdo. Os principais resultados encontrados expõem que os valores organizacionais prioritários das instituições bancárias, segundo a percepção dos colaboradores e gestores, foram o Domínio e o Prestígio, enquanto os valores Bem-estar, Autonomia e Realização ocuparam lugares inferiores na hierarquia. Em relação ao suporte social no trabalho, a maior incidência foi atribuída ao Suporte Social Informacional, enquanto a menor prioridade foi atribuída ao Suporte Social Emocional. Além disso, o Suporte Organizacional apresentou o menor nível de incidência, quando comparado aos tipos de suporte social no trabalho. Ainda, as análises de regressão múltipla revelaram que o modelo com maior poder de explicação foi representado pela variável Suporte Organizacional, cuja variância foi explicada em 70,2% pelos fatores Autonomia e Realização, Domínio e Bemestar, seguido do modelo Geral Suporte, onde a variância foi explicada em 45,6% pelos valores Autonomia e Realização, Prestígio e Domínio. Assim, identificou-se que os valores organizacionais exercem influência sobre a percepção de suporte social e organizacional no trabalho.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This study aimed understands the workers dis(satisfaction) experiences in the education of at-risk children and teenagers. Thus, the specific goals were to know the teachers` dynamic at work; to identify and to describe how the development of work organization occurs in this context; and to identify the factors that interfere on (dis) satisfaction of them. This is a case study with qualitative approach and the scene was a state elementary school located in the center of Rio Grande do Sul. All teachers who work in this scene were asked to participate of the research (n=7). As data collection methods, we used: form of sociodemographic and occupational data; not-participant observation; documental analysis and focus group. The questionnaire of sociodemographic data was assessed through descriptive statistics in order to characterize the participants. For those data obtained from the three sections of focus groups, the content analysis was performed in a seeking for thematic categories development. Observations numbered 25 hours and supported the description of the work dynamic, and the reflection about the object of this investigation together with analysis of documents on school functioning. Data collection was carried out between May and September 2014. Resolution 466/2012 from the Health National Council and Research was followed for researchers and the Ethics Committee approved the project under number 26634714.3.0000.5346. The most of participants were women, aged between 50 and 59 years, with a notable time of work in the teaching and in the institution, with graduate degree completed, with weekly working time at school of 20 hours and with other employment ties. Approximately 95% of participants are little satisfied with the wage received and 95% state that the work conditions impact on their health. Regarding to thematic categories, we found: ―The teachers` dynamic at work‖ and ―The dis(satisfaction) in teacher work‖. The first thematic category approached the occupational dynamic of teachers who work with children and teenagers at social risk, highlighting the conditions that favor its development and the specificities existent in the teachers work routine, as well as the outcomes on these subjects. Satisfaction was associated to the recognizing of the work made, to the feeling of being useful on students` life, and to the pleasure about what they (teachers) do. On other hand, dissatisfaction was linked to the lack of support from government entities, and to the interpersonal relationship with co-workers, an issue that also was a cause of satisfaction at work. In this sense, results and analysis of this study may promote grants for the establishing of interventions in order to prevent potential injuries to these teachers health, to improve the work environment of these professionals, and to promote a better quality of teaching. / Este estudo objetivou compreender as vivências de (in)satisfação de trabalhadores na educação de crianças e adolescentes em situação de risco. Para tanto, os objetivos específicos foram conhecer a dinâmica de trabalho dos docentes; identificar e descrever como a organização do trabalho se desenvolve neste cenário e identificar quais os fatores interferem na (in)satisfação dos mesmos. Este estudo configurou-se um estudo de caso com abordagem qualitativa e teve como cenário uma escola estadual de ensino fundamental localizada na região central do Rio Grande do Sul. Os participantes da pesquisa foram todos os docentes que atuam neste cenário (n=7). Como técnicas de coleta de dados foram utilizados um questionário de dados sociodemográficos e laborais; a observação não participante; análise documental e grupo focal. O questionário de levantamento de dados foi analisado a partir da estatística descritiva simples, a fim de caracterizar esses participantes. Para a análise dos dados obtidos a partir de três sessões de grupos focais foi utilizada a análise de conteúdo, buscando-se a construção de categorias temáticas. As observações totalizaram 25 horas, as quais auxiliaram na descrição da dinâmica de trabalho e nas reflexões acerca do objeto de investigação, juntamente com a análise documental de documentos referentes ao funcionamento da escola. O período total de coleta dos dados ocorreu do mês de maio a setembro de 2014. O estudo atendeu à Resolução 466/12 do Conselho Nacional de Saúde, tendo aprovação do Comitê de Ética e Pesquisa sob o número 26634714.3.0000.5346. Os participantes dessa pesquisa foram, em sua maioria mulheres; na faixa etária de 50 a 59 anos; com um tempo de serviço na docência e na instituição relativamente grande; a maioria pós-graduada; com jornada de trabalho semanal na escola de 20 horas e com outros vínculos empregatícios. Cerca de 95% dos participantes estão pouco satisfeitos com o salário que recebem e 95% consideram que suas condições de trabalho afetam a sua saúde. Quanto aos eixos temáticos emergiram dois: A dinâmica de trabalho docente e A (in)satisfação no trabalho docente. O primeiro eixo temático abordou a dinâmica de trabalho dos docentes que atuam com crianças e adolescentes em situação de risco social, destacando as condições para o seu desenvolvimento e as particularidades presentes no cotidiano de trabalho desses trabalhadores, assim como as repercussões nesses sujeitos. A satisfação apareceu associada ao reconhecimento do trabalho, à sensação de ser útil na vida dos alunos; ao gostar do que faz. Já a insatisfação foi vinculada a falta de apoio dos órgãos públicos e ao relacionamento interpessoal com os colegas de trabalho, aspecto que também aparece como motivo de satisfação no trabalho. Desse modo, os resultados e análises deste estudo podem promover subsídios para o estabelecimento de intervenções, com o intuito de prevenir possíveis agravos à saúde desses docentes, criando melhorias no ambiente de trabalho docente e promovendo uma melhor qualidade de ensino.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / It is noticeable, currently, a market dynamics that is highly competitive and demanding. Upon facing such perception, studies are conducted to seek an understanding of organizational processes, in order to make them more dynamic and applicable. Within this perspective, this study aims to analyze some Values related to Work and Life Quality at Work from the point of view of the employee. It is known that the dynamics of today's society is dependent on working and this fact provides some elements for this study, as it allows an analysis of the relationships between subjects and their work, with an opportunity for an alignment of expectations and the search for continuous improvements in the productive development. With an exploratory- descriptive character, this study presents a quantitative approach to the problem, and as a technical procedure, it was carried out a case study in a supermarket chain in Santa Maria, RS, with a population of one hundred forty-two employees grouped in administrative functions. Data gathering was performed by means of a questionnaire consisting of three instruments: the first, for identifying the profile of the respondents, followed by a questionnaire formatted for the Brazilian reality, the model developed by Porto and Tamayo (2003), Value Scale relating to Labor, and, finally, the application of Reis Junior model (2008), QWLQ -78 (Quality of Working Life Questionnaire) also adapted for Brazil on Life Quality at Work. For the analysis of these data, they were organized into a spreadsheet in Excel (Office 2003) and, subsequently, analyzed with the aid of the Statistical Analysis System software (version 9) and Statistical Package for Social Sciences (version 21). This collaborated for the measurement, organization and crossing of the variables obtained, which provided some information on (average) descriptive tendency measures and dispersion measures (standard deviation), as well as the analysis of Pearson correlations. The results show a moderate positive and significant correlation (r = 0.3819, p = 0.00). This means that the higher the quality of life is, more value will be assigned to work by the staff analyzed. / Evidencia-se, na contemporaneidade, uma conjuntura mercadológica altamente competitiva e exigente. Diante de tal percepção, são efetivados estudos que vão ao encontro do entendimento de processos organizacionais, oportunizando formas de torná-los mais dinâmicos e aplicáveis. Inserido nesta perspectiva, o presente estudo objetivou analisar Valores relativos ao Trabalho (VRT) e a Qualidade de Vida no Trabalho (QVT) sob o ponto de vista do colaborador. Já é sabido que a dinâmica da sociedade atual é dependente da realização do trabalho e esse fato fornece elementos para a realização deste estudo, na medida em que possibilita uma análise das relações entre os indivíduos e seu trabalho, oportunizando o alinhamento de expectativas e a busca por melhorias contínuas para o desenvolvimento produtivo. Com caráter exploratório-descritivo, esta pesquisa apresentou uma abordagem quantitativa do problema, e, como procedimento técnico, realizou-se um estudo de caso em uma rede supermercadista de Santa Maria-RS, atingindo uma população de cento e quarenta e dois colaboradores enquadrados em funções administrativas. A coleta de dados deu-se por meio de questionário composto de três instrumentos: o primeiro, para levantamento do perfil dos respondentes, seguido do questionário validado para a realidade brasileira, modelo de Porto e Tamayo (2003), o EVT (Escala de Valores Relativos ao Trabalho) e, por último, a aplicação do modelo de Reis Junior (2008), o QWLQ-78 (Quality of Working Life Questionnaire) também validado para o Brasil sobre Qualidade de Vida no Trabalho. Para o tratamento e análise dos dados, estes foram organizados em uma planilha eletrônica, no programa Excel (Office, 2003) e, posteriormente, analisados com o auxilio dos programas Statistical Analisys System (versão 9) e Statistical Package for the Social Sciences (versão 21). Isso corroborou para a mensuração, organização e o cruzamento das variáveis levantadas, informando as medidas de tendência descritivas (médias) e medidas de dispersão (desvio padrão), assim como as análises de correlações de Pearson. Os resultados obtidos identificaram uma correlação moderada positiva e significativa (r = 0,3819, p = 0,00), isso quer dizer que quanto maior a qualidade de vida, mais será atribuído valor ao trabalho frente a equipe analisada.

This research focuses on spiritual well-being in the workplace and its relation to work performance. Extant empirical studies have mostly focused on demonstrating statistical links between these two concepts to the exclusion of qualitative studies that can better explain what spiritual well-being may be and how the experience is possibly related to work performance. Especially under-researched is the ground-level employees’ perspectives and the possible incompatibility of spiritual and organisational goals. This research thus examined the experiences of spiritual well-being among successful healthcare sales representatives in Malaysia, particularly on how their spiritual inclinations or their inclination for meaningfulness interfaced with the need to meet work targets. This qualitative research is exploratory and is framed within a constructionist epistemological stance. It used narrative inquiry as its methodology. Its primary data were stories successful healthcare sales representatives in Malaysia told about their work. These were collected and analysed using narrative interviews and narrative analysis respectively. What the research found was that the relation between spiritual well-being and work performance was depicted to be diverse, fragile and transitory. This was predicated on the ground-level employees’ experience of the interface between their spiritual inclinations and the need to meet work targets, which was diverse and changeable. What the research also found was that spiritual well-being resembled an experience that was constructed as employees engaged with their work. Spiritual well-being is thus neither merely found at work nor merely brought to work but constructed in the interplay between the employees’ spiritual inclinations and what they do at work. The research contributes to theoretical development in the area by advancing an expanded understanding of spirituality in the workplace. It demonstrates that spiritual well-being is contingent upon the work employees do, and the extent to which the work may be amenable for the construction of the experience. Thus, the relation between spiritual well-being and work performance ought to be understood from the way individual employees construct and individualise their experience of work. The research also foregrounds the importance of using models of organisation that accommodate the constructed, interactive and evolving nature of spiritual well-being in the workplace.

Abstract Working life has entered a new era characterised by turbulence and continuous change. Employees are experiencing feelings of incompleteness, uncertainty over their future, and rapid changes in the direction and rhythm of work as companies are executing simultaneous change processes. On the other hand, as a result of an ageing population, there is an increasing need to motivate employees into postponing their retirement. The current developments emphasise the significance of well-being at work. Well-being at work includes health and safety, risk management in the work environment, the usability of tools, the psycho-social aspects influencing work community, change management, and any other factors that can have an effect on the well-being experienced by employees. This doctoral dissertation analyses well-being at work through four viewpoints, published in separate scientific articles. Three of the viewpoints sought answers via processes in which employees and end-users participated significantly. The fourth viewpoint was approached by interviewing experts in the field of well-being. In this research, both quantitative and qualitative methods were used in the analyses of the data. According to this research, the main factors influencing well-being at work include the employee, the working community, the work itself, leadership and management, and external factors. The management should strive towards balancing these factors via active and open communication. The results show how personnel participation in the development of performance indicators promotes the integration of safety aspects into a natural part of industrial production activities. Employee participation facilitates the acceptance of performance indicators, acts as training, and improves information flow within a company. The results of this doctoral dissertation can be beneficial for both public and private sectors, especially for small and medium sized companies. Managers should be able to identify all relevant external and internal change processes, contemplate their impact on well-being at work, and change their management styles accordingly. / Tiivistelmä Käynnissä oleva työelämän murros merkitsee jatkuvaa muutosta, asioiden keskeneräisyyttä, epävarmuutta tulevasta, toiminnan suunnan ja rytmin nopeita vaihteluja, erilaisten muutosprosessien samanaikaisuutta ja työyhteisöjen perustehtävien muuttumista. Toisaalta väestön ikääntyessä työvoiman haluun ja kykyyn jatkaa työelämässä nykyistä pitempään kiinnitetään yhä enenevässä määrin huomiota. Molemmat kehityskulut korostavat työhyvinvoinnin merkitystä. Työhyvinvointi sisältää työterveyden ja -turvallisuuden, työympäristön riskienhallinnan ja työvälineiden käytettävyyden, työyhteisön psykososiaaliset tekijät, muutoksen hallinnan ja muut tekijät, jotka voivat vaikuttaa työntekijöiden kokemaan hyvinvointiin tai pahoinvointiin työssä. Tämän väitöstutkimuksen tavoitteena on neljän esimerkin avulla tutkia työhyvinvointia. Kolmeen näkökulmaan haettiin vastauksia prosessilla, johon työpaikkojen henkilöstö ja/tai loppukäyttäjät osallistuivat merkittävästi. Neljättä näkökulmaa lähestyttiin asiantuntijahaastatteluiden avulla. Tutkimusaineiston analyysissä on käytetty sekä kvalitatiivisia että kvantitatiivisia menetelmiä. Tämän tutkimuksen mukaan työhyvinvoinnin keskeiset osatekijät ovat työntekijä, lähityöyhteisö, työ, johtaminen ja työyhteisön ulkopuoliset tekijät. Johdon tulisi osata tasapainottaa nämä työhyvinvointiin liittyvät tekijät. Väitöskirjan tulosten mukaan suorituskykymittareiden rakentaminen henkilöstön yhdessä toteuttamana hankkeena auttaa liittämään työturvallisuusasiat luontevaksi osaksi teollisuuden tuotantotoimintaa. Henkilöstön osallistuminen suorituskykymittareiden rakentamiseen helpottaa käyttöönottoa, toimii koulutuksena ja parantaa tiedonkulkua yrityksen sisällä. Tämän tutkimuksen tulokset ovat hyödynnettävissä sekä yksityisellä että julkisella sektorilla, erityisesti pienillä ja keskisuurilla työpaikoilla. Johdon tulisi hahmottaa työyhteisössä käynnissä olevat sisäiset ja ulkoiset muutosprosessit, pohtia niiden vaikutusta työhyvinvointiin ja tarpeen mukaan muuttaa johtamiskäytäntöjä.

A l’heure où le bien-être au travail semble devenir une priorité pour les managers et les organisations, et où les technologies mobiles permettent une accessibilité permanente aux informations professionnelles, contribuant ainsi à accroître la porosité de la frontière entre les vies privée et professionnelle, cette thèse interroge l’influence des technologies nomades sur la santé psychologique des salariés et plus précisément sur leur bien-être. Pour explorer cette problématique, nous mobilisons la théorie de conservation des ressources (Hobfoll, 1989), théorie motivationnelle qui se base sur la diversité des ressources dont peut disposer une personne pour maintenir ou atteindre une situation de bien-être et d'équilibre. Les équipes commerciales d’un grand groupe français, qui ont été équipées fin 2012 de Technologies Nomades, constituent notre terrain d’investigation. La revue de la littérature et les résultats d’une analyse qualitative exploratoire menée à l’aide d’entretiens semi-directifs auprès de 34 commerciaux et managers de ce groupe nous amènent à proposer un modèle structurel de l’influence des technologies nomades sur le bien-être au travail, qui combine des variables organisationnelles, individuelles et technologiques. Ce modèle a été testé via une enquête par questionnaire au niveau national. Sur les 850 questionnaires envoyés, 400 réponses exploitables ont pu être traitées. Dans un premier temps, nos résultats empiriques nous conduisent à déterminer cinq catégories d’usage des technologies nomades, dépendant conjointement de la nature du support technologique et de la tâche réalisée. Les cinq variables ainsi obtenues constituent par la suite les variables d’entrée, lors de l’étape de modélisation par la méthode d’équations structurelles. Le test des hypothèses de recherche met en avant le rôle de certaines ressources telles que l’autonomie, le sens du travail, l’utilité des technologies ou le soutien social organisationnel, pour notamment faire face à l’invasion des technologies dans la sphère privée et la pression liée à leur utilisation. De manière générale, nos résultats laissent transparaître que malgré les changements induits par l’arrivée des technologies nomades, il n’existe pas de dualité concernant l’effet direct ou indirect de ces technologies sur le niveau de stress ou le bien-être au travail. Peu de personnes interviewées sont catégoriques sur des conséquences purement négatives ou purement positives des technologies nomades sur le bien-être au travail ; la mesure semble donc être de rigueur en la matière. Cependant, une large majorité des commerciaux et managers interviewés considère que l’arrivée des technologies nomades a « plutôt » favorisé le bien-être au travail, et ne se verrait plus travailler sans, en dépit de l’augmentation de la charge de travail et de l’invasion technologique induites. Au final, les technologies nomades semblent alors constituer des ressources sous contraintes. Pour conclure ce travail, sont présentées les contributions théoriques et managériales, ainsi que les voies futures de recherche. / At a time where welfare at work seems to be a priority for managers and organizations, and where mobile technologies allow permanent access to business information, increasing the porosity of borders between private and professional life; this thesis questions the impact of mobile technologies on employees’ psychological health and more specifically about their well-being (effects of nomadic technologies on the border between private and professional life, interpersonal relations, etc.). To explore this issue, we mobilized the Resources Conservation Theory (Hobfoll, 1989), a motivational theory which is based on the variety of resources available to a person in order to maintain, or reach, a situation of well-being and balance. The sales teams of a large French group, which were fitted in 2012 with Mobile Technologies (MT) constitute our field of investigation. The literature review and the results of an exploratory qualitative analysis, conducted using a semi-structured interview, with 34 commercials and managers, lead us to submit a structural model of the influence of mobile technologies on well-being at work, combining organizational, individual, and technological variables. This model was tested via a survey at a national level. From the 850 questionnaires which were sent, 400 usable responses were studied. First, our empirical results lead us to identify five categories of mobile technologies use, both depending on the nature of the technological support and on the performed task. The five obtained variables, became the input variables, through the modeling stage realized by the structural equations method. The test of research hypotheses emphasizes the role of certain resources such as autonomy, the meaning of work, the usefulness of technologies or organizational social support, especially to cope with the invasion of technology into the private sphere and the pressure related to its use. Overall, our results suggest that, despite the changes brought by the arrival of MT, there is no duality regarding the direct or indirect effect of these technologies on the stress level or on the welfare at work. Few interviewees are adamant on purely negative or purely positive impact of mobile technologies about welfare at work. However, a large majority of commercial and interviewed managers considered that the arrival of mobile technologies has "somewhat" favored well-being at work, despite the increased workload and technological invasion that it induced. In the end, MT seem to constitute constrained resources. To conclude this work, the theoretical and managerial contributions are presented as well as future opportunities of research.

The research study investigates the trauma experienced by Metrorail train drivers. An Employee Assistance Programme (EAP) is a worksite-based programme that assists in dealing with employee’s problems that impact on their job performance and overall production. Trauma awareness and management through therapy are necessary components and contribute to the effective operation of EAP. The study was conducted within the framework of a survey. Face-to-face scheduled interviews were designed and conducted on employees, i.e. Metrorail train drivers, after their respective supervisors had given permission. From the feedback on these interviews, it was apparent that train drivers need the help of EAP services, maybe through psychological counselling and motivation. Witnessing suicides by people on rail tracks apparently is a common occurrence to Metrorail train drivers. These accidents leave them emotionally scarred and haunted for almost their entire lives. EAP services will embrace other elements influencing the performance and occupational well-being of these train drivers. These elements include performance incentives, fringe benefits, security, and conducive train settings. / Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2006. / Social Work / unrestricted

The purpose of this study was to investigate how nurses describe their meals at work, and how meals at work was described as a possibility to recover. The method had a qualitative approach with semi-structured interviews. Five nurses participate and were recruited through a snowball sampling. The interviews were recorded and then transcribed. To analyze the data a manifest content analysis was used. The result showed that the four categories content and meaning for meals at work, environment for the meal at work, time to eat and social relations at the dining table summarized the nurses' descriptions of meals at work. The meal at work was described as one way to recover, but many other things also helped recovering. The conclusion was that nurses in this study described that meals at work can improve through enough length of the break, lower noise level, less stress while eating, enough room for eating and preparing food as well as nutritional food shall be available. The result of the study shows that meals are described as a chance to recover but also that the nurses associate recovery with night sleep, socialize with the family, perform physical activity or just gather your thoughts. / Sjuksköterskor är en utsatt yrkesgrupp och efterfrågan på sjuksköterskor ökar. Arbetsgivare inom vård och omsorg bedömer en brist på sjuksköterskor. En avgörande faktor till bristen är att sjuksköterskor avslutar sjuksköterskeyrket för bristande arbetsvillkor och arbetsmiljön.  Syftet med studien var att undersöka på hur sjuksköterskor beskriver sina arbetsmåltider och arbetsmåltiden som en möjlighet till återhämtning. Metoden som användes till studien var en kvalitativ ansats med semistrukturerade intervjuer. Urvalet bestod av fem sjuksköterskorna som alla arbetade på samma hälsocentral och åt arbetsmåltider. Rekryteringen av sjuksköterskorna skedde via ett snöbollsurval. Intervjuerna genomfördes på informanternas egna arbetskontor och spelades in och transkriberades sedan. För att analysera datamaterialet från intervjuerna användes en manifest innehållsanalys. Resultatet visade att de fyra kategorierna arbetsmåltidens innehåll och mening, miljö för arbetsmåltiden, tiden för att äta och sociala relationer vid matbordet sammanfattade sjuksköterskornas beskrivningar av arbetsmåltider. Arbetsmåltiden beskrivs som en möjlighet till återhämtning men även att återhämtning är mycket mer än måltider som ger energi. Slutsatsen är att sjuksköterskor i denna studie ansåg att arbetsmåltiderna kan förbättras genom tillräckligt långa raster, lägre ljudnivå i måltidsmiljön, mindre stress under måltider, tillräckligt med utrymmen för att äta och tillreda mat samt genom ett utbud av näringsrik kost på arbetsplatsen. Studiens resultat visar att arbetsmåltiden beskrivs som en möjlighet till återhämtning men att sjuksköterskor associerar återhämtning även till nattsömn, umgås med familjen, utföra fysisk aktivitet eller bara att få samla upp sina tankar som de anser ger dem energi.