Thesis (Ph.D.)--University of California, San Francisco, 2004. / Includes bibliographical references. Also available online.

published_or_final_version / abstract / Economics and Finance / Master / Master of Economics

Job quality is important: there is a substantial evidence base which illustrates the potential risks of poor quality work. These arise from the occurrence of accidents and disease due to unmanaged hazards, as well as from psychosocial factors such as poor pay and security, shift working or the combination of low control and high demands. There is also a body of evidence which demonstrates a positive impact from good quality work, with contributions to longevity, improved health and happiness, and business success. Despite this recognition of the importance of job quality, there is a lack of agreement around exactly what it is: particularly when trying to define it as a single construct. This research aimed to address this insufficiency by exploring the concept of the good job, and seeking to define job quality from an ergonomics perspective. This approach encourages a broad outlook, taking account of the physical and psychosocial aspects of work, the interactions between them, and the impact of individual variation. A theoretical model is presented to summarise the concept of job quality based on these considerations: this was applied to a study of three bus companies using both a quantitative survey tool and qualitative methods. In developing the model, an initial study was undertaken using repertory grid interviews to explore notions of work and job quality, and to identify the most important areas for further investigation. Interviews were conducted with individuals (n=18) who were employed in a wide range of jobs, and varied substantially in their priorities and preferences. Job content and relationships were often identified as more important than pay levels; but there was also evidence of compromise, where interviewees had prioritised jobs which met their practical needs. Also, individuals perceived a good job differently from one which was good for their health, and overall did not consider good health to be an essential outcome of a good job. Two subsequent studies were undertaken with a focus on jobs commonly done by those with low formal education, who may have more to gain from improved job quality. Semi-structured interviews were carried out firstly with cleaners and manufacturing employees (n=30) and then with bus drivers (n=80). A number of job features such as safety and job/employment security were found to be important for almost all interviewees, and thus were identified as core features of a good job. Other factors such as autonomy and preferences for particular working patterns were more variable, highlighting the importance of job-employee fit. The theoretical model of job quality constructed was based on these findings and the literature. The model was applied in a qualitative study of bus and coach drivers in three companies to assess whether this was a good job, whether it could be a good job, and what the barriers to this might be. In two of the companies bus driving was found to be a poor job, with low pay and inadequate health and safety management. In the third company it was better but there were still challenges: particularly time pressures, low physical activity, and varied and unsociable working patterns. It was identified that some of the barriers to good job quality for bus drivers and potentially in jobs more generally are difficult to address as they are intrinsic to the job. The best solution to these difficulties is to ensure a good fit between job and employee. Other barriers were identified which appeared to be financial, such as low pay in the two smaller companies, but they could also reflect cultural factors within the organisation or within wider society. A final study considered the measurement of job quality, in the light of the importance and extent of individual variation highlighted throughout the research. The DGB-Index (Deutscher Gewerkschaftsbund Index), a questionnaire tool designed and used in Germany which specifically accounts for this, was used in the same three bus companies (n=423). The results were compared with those from the qualitative study and reached similar conclusions, thus confirming the utility of the DGB-Index for job measurement and comparison when translated into English. The research demonstrated that it is possible to define and measure job quality and to compare it between organisations. The model of a good job constructed to facilitate this differs from those found in the literature: it takes into account the variation between individuals and the fact that they construe good jobs in different ways. Thus it highlights the importance to job quality of a good fit between job and individual in addition to the need for work to be good in terms of the more universal features such as job security, safety and adequate pay.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The aim of this study was to explore the relationships between emotional intelligence, burnout and absenteeism of bus drivers in the scheduled public bus services industry. A controlled inquiry of non-experimental research was used. In addition, correlational and multivariate research, as a form of relational research, was employed to explore the relationships between the three constructs. The constructs were defined as follows: emotional intelligence as the basic capacity of a person to identify and utilise emotion (Goleman, 1998); burnout as a syndrome consisting of three negative response patterns which include: emotional exhaustion, depersonalisation and diminished personal accomplishment. (Maslach & Jackson 1986, in Schaufeli & Buunk, 2003) and absenteeism as the average numbers of days a driver was absent from work. A sample of 245 bus driver employees was drawn from the depots of Golden Arrow Bus Services (Pty) Ltd. The Swinburne Emotional Intelligence Test (Palmer & Stough, 2001) and the Copenhagen Burnout Inventory (Kristensen, Borritz, Villadsen & Christensen, 2005) were administered. The results showed that there was a moderate negative relationship between emotional intelligence and burnout. Emotional management (a dimension of emotional intelligence) was negatively related to all three the dimensions of burnout namely personal burnout, work burnout and client burnout (a dimension of burnout), indicating that where bus drivers are capable of managing emotions, levels of burnout would typically decrease. In exploring the relationship between the dimensions of emotional intelligence and absenteeism, no statistically significant relationships were found. In exploring the different dimensions of burnout in their relationship to absenteeism, it did however indicate a small, yet significant positive relationship between work-related burnout and absenteeism. This suggested that bus drivers with a low score in terms of work-related burnout would experience less absenteeism. The limitations of the study and recommendations for future research were discussed. / AFRIKAANSE OPSOMMING: Die doel van die studie was om die verwantskap tussen emosionele intelligensie, uitbranding en afwesigheid van busdrywers in die geskeduleerde publieke busbedryf te ondersoek. Daar is gebruik gemaak van 'n nie-eksperimentele navorsingsontwerp (nl. 'n verkennende opnamestudie) ten einde die verband tussen die konstrukte en hul subdimensies te ondersoek. Daarbenewens is korrelatiewe en meerveranderlike navorsing gebruik as 'n vorm van relasionele navorsing om die verhouding tussen die drie konstrukte te ondersoek. Die konstrukte is soos volg gedefinieer: emosionele intelligensie as die basiese kapasiteit van 'n persoon om emosie te identifiseer en te gebruik (Goleman, 1998); uitbranding as 'n sindroom bestaande uit drie negatiewe responskomponente: emosionele uitputting, depersonalisasie en veminderde gevoel van persoonlike bekwaamheid (Maslach & Jackson 1986, in Schaufeli & Buunk, 2003) en afwesigheid as die gemiddelde hoeveelheid dae wat 'n drywer afwesig was by die werk. 'n Steekproef van 245 busdrywers verbonde aan Golden Arrow Bus Services (Edms) Bpk is geneem. Die respondente het die twee vraelyste, nl. die Swinbume Emotional Intelligence Test (Palmer & Stough, 2001) en die Copenhagen Bumout Inventory (Kristensen, Borritz, Villadsen & Christensen, 2005) voltooi. Die resultate wys dat daar 'n matige negatiewe verhouding bestaan tussen emosionele intelligensie en uitbranding. Die bestuur van emosies, 'n onderafdeling van uitbranding, is negatief verbind aan al drie die onderafdelings van uitbranding nl. persoonlike uitbranding, werksuitbranding en klientuitbranding. Dit dui daarop dat waar busdrywers bevoeg is om hul emosies te bestuur, vlakke van uitbranding tipies sal verminder. In die ondersoek na die verhouding tussen emosionele intelligensie en afwesigheid is geen betekenisvolle statistiese verhoudings geidentifiseer nie. In die ondersoek na die verhouding tussen die onderafdelings van uitbranding en afwesigheid, is 'n klein, dog betekenisvolle, positiewe verhouding geidentifiseer tussen werksuitbranding en afwesigheid. Dit suggereer dat busdrywers met 'n lae werksuitbrandingsvlak minder afwesig sal wees. Die beperkinge van die studie en voorstelle vir toekomstige navorsing is bespreek.

published_or_final_version / abstract / Transport Policy and Planning / Master / Master of Arts in Transport Policy and Planning

Esta pesquisa inscreveu-se no campo da Saúde Mental Relacionada ao Trabalho (SMRT). Intencionou investigar a relação entre o desgaste mental em mulheres motoristas de ônibus da cidade de São Paulo e a questão de gênero, ou seja, tendo como base a Teoria do Desgaste Mental, proposta por Edith Seligmann-Silva, pretendeu compreender as possíveis influências do gênero e de suas relações no processo de desgaste mental no trabalho. A metodologia foi qualitativa e se dividiu em etapas. A primeira consistiu em um período de observação do trabalho dessas motoristas. Na segunda foram realizadas entrevistas semi-estruturadas, para que fosse possível acompanhar e compreender a organização do trabalho das motoristas, além de destacar os significados atribuídos ao trabalho e às relações de gênero vivenciadas e os impactos disso no processo de desgaste mental. Concluímos que os processos de desgaste das mulheres trabalhadoras do transporte têm particularidades que envolvem as questões de gênero. A estrutura física dos ônibus e terminais, a organização das linhas e as relações de trabalho afetam as mulheres e sua saúde de forma particular. A divisão sexual do trabalho e a conciliação entre trabalho doméstico e trabalho assalariado mostraram-se como um desafio para essas mulheres. Finalmente, o modo como elas veem a si mesmas e as outras mulheres também se mostrou como um fator central no processo saúde-doença / The main purpose of this research was to investigate the relation between mental strain in female bus drivers of São Paulo and gender. The theoretical support is Edith Seligmann-Silvas Mental Strain Theory. It intended to understand the possible influences of gender and their relations in the process of mental strain at work. The methodology is qualitative and is divided into stages. The first consisted of observation of the daily work of these drivers. The second part was the semi-structured interviews. It was possible to understand the works organization of the drivers, besides highlighting the ways the signify their work and the gender relations in it, to understand their consequences in the process of mental exhaustion. The conclusion was the mental strain processes contains specificities related to gender issues. The structure of bus stops and vehicles, the routes organizations and relations in work environment, impact women health in a particular way. The sexual division of labor and the conciliation of house work and labor are a challenge to these women. Finally, the way they see themselves and other women is also central to the mental health process

Syftet med denna studie är att beskriva och analysera busschaufförers upplevelser av delaktighet i arbetet. Följande frågor har ställts: Hur kommunicerar arbetsgivare och anställda med varandra? Hur upplever busschaufförer sitt arbetsschema och sina arbetstider? Kan busschaufförer vara delaktiga i utformningen av sitt arbetsschema och sina arbetstider? För att besvara dessa frågor har vi genomfört åtta individuella intervjuer med busschaufförer i ett internationellt bussföretag. Resultatet visar att busschaufförernas delaktighet i arbetet är bristfällig. Anledningen till detta tror vi kan förklaras utifrån tre huvudsakliga faktorer. Den första faktorn är att arbetsgivaren måste anpassa sin verksamhet efter en trafikhuvudman. Den andra faktorn är att busschaufförerna inte har startat en fackklubb på arbetsplatsen. Den tredje faktorn är att det inte finns en tydlig formell kontext som ger anställda möjlighet att komma till tals. / The purpose of this study is to describe and analyze bus drivers’ experiences of participation at work. The following questions arose: How to communicate employers and employees with each other? How do bus drivers perceive their work schedule and their hours of work? Can bus drivers be involved in shaping their work schedule and their hours of work? To answer these questions, we conducted eight individual interviews with bus drivers in an international bus company. The results show that bus drivers’ participation in the work is flawed. The reason that we believe might be explained by three main factors. The first factor is that the employer has to adapt its activities after a transport authority. The second factor is that bus drivers have not started a local compartment club at the workplace. The third factor is that there is not a clear formal context in which employees have the opportunity to express themselves.

Prolonged time sitting has been linked to an increased risk of cardiovascular diseases (CVD), cardiovascular mortality (CVM), all-cause mortality, diabetes and some cancers. Workers in occupations where there is no alternative to sitting can best be defined as compulsory sedentary workers , which involve bus and lorry drivers amongst others. Limited research is available on the health behaviours and health profiles of individuals working within these occupations. This thesis adopts a mixed methods approach and fits within the MRC framework for the development of complex interventions to specifically investigate bus and lorry drivers sedentary behaviours and physical activity levels in association with their cardiovascular health. Chapter 3 describes a pilot study, which results showed bus drivers accumulate 12 hours sitting on workdays and presented higher than the recommended ranges for BMI, body fat, waist circumference and blood pressure. Chapter 4 explores the validity of using an ActiGraph accelerometer compared to the activPAL to assess bus drivers sedentary behaviours. Results highlight that compared to the activPAL, the ActiGraph underestimates sedentary time during workdays (151minutes/day) and working hours (172min/day). Chapter 5 phenotypes UK lorry drivers sedentary behaviours and non-sedentary behaviours during workdays and non-workdays and examines lorry drivers markers of cardiovascular health. Lorry drivers accumulate 13 hours sitting on workdays and 8 hours on non-workdays and presented an ill-cardiovascular profile. Chapter 6 examines the effects of an intervention designed to promote PA and reduce sedentary time on a range of cardiovascular risk factors in a sample of lorry drivers. Chapter 7 presents a process evaluation of the Structured Health Intervention for Truckers (SHIFT) programme described in Chapter 6. This thesis highlights that bus and lorry drivers accumulate the highest amount of sitting time reported up to date, together with high levels of physical inactivity and an ill-cardiovascular profile. However, positive changes in cardiovascular risk factors were observed when drivers increased their daily average of step counts. Overall, these results emphasise that targeting bus and lorry drivers health behaviours should be a public health priority.

No description available.

Students' behavior on buses continues to be an issue that requires administrators to spend significant time investigating and applying consequences for the behavior (Neatrour, 1994; Pattington, 1945; Putnam, Handler, Ramirez-Plat, and Luiselli, 2003). The purpose of this study was to identify policies and practices that may improve student bus behavior. Two research questions were addressed: (a) What policies could school districts implement to facilitate the improvement of student bus behavior? (b) What practices could school districts implement to facilitate the improvement of student bus behavior? A three-round Delphi technique was used to conduct the research. The goal was to obtain consensus among experts on the policies and practices that school districts could implement to improve student bus behavior. A panel of 22 experts on student bus behavior participated in one or more rounds of the study. Panelists were selected based on their involvement with and knowledge of student bus behavior and their geographic location, using the five-region structure of the National Association for Pupil Transportation. This process resulted in a broad representation of experts on student bus behavior throughout the United States. The panel of experts included superintendents, directors of transportation, principals or assistant principals, bus drivers, presidents of out-sourced school transportation companies, authors, researchers, and members of the National Association for Pupil Transportation Board of Directors. Panelists recommended 19 policies and 284 practices for school districts to implement to improve student bus behavior. Based on the consensus of the panelists, student bus behavior could be improved if polices were enacted in eight areas: bus driver responsibility, stakeholder training, bus driver evaluation through observation, student consequences for assaulting a bus driver, bus ridership, bus surveillance technology, bus routes for special education students, and a district-wide universal transportation system with supporting programs. Panelists indicated that student bus behavior could be improved if practices were implemented in nine areas: stakeholder communication, bus driver knowledge, stakeholder training content, stakeholder training processes, stakeholder daily practices, the enforcement of policies and procedures, positive behavior support systems, data analysis, and a district advisory committee. / Ed. D.