Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Purpose: The purpose of the study was to examine whether self-esteem can be affected by unemployment and whether social support, self efficacy and perceived control have any effects on self-esteem during unemployment.   Method: The study was of a quantitative and descriptive character and a convenience sample was used. Questionnaires were distributed to 64 unemployed males and females at a job-centre inEast Midland,England. The questionnaire consisted of 12 questions about the participant’s age, gender, education, length of unemployment, social support (meaning emotional support and help from friends and family), coping (meaning a person’s ability to handle a stressful and emotionally demanding situation).Rosenberg's self-esteem scale was also added into the questionnaire and the results were then analyzed by using a Likert scale.   Results: The results showed, that the majority of the unemployed scored 30 or higher on the self-esteem scale which indicates a low self-esteem according toRosenberg's self-esteem scale. Regarding social support from friends during job loss or unemployment, the majority of the unemployed with a low self-esteem, felt they didn't have social support from friends during unemployment. A small part of the unemployed who had high self-esteem, felt they had social support from friends during unemployment.   Discussion: Self-esteem is complex, and it was difficult to generalize the results in this study. However, it seems that social support, self efficacy and coping were important aspects regarding self-esteem.

Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

When romantic partners provide support to one another, their attempts are not always successful in relieving the distress of the support recipient. While unsuccessful support transactions are sometimes caused by insufficient skills on the caregiver’s part, research has also shown that certain individuals struggle to feel better regardless of the quality of support that they receive. The overall goal of the present set of studies was to examine how individuals who are inconsolable (i.e., who typically do not feel better when they receive support) impact the self-esteem and relationship satisfaction of their romantic partners, as well as the likelihood that their romantic partners will continue to provide support to them in the future. Study 1 showed that individuals who perceived their romantic partners to be more inconsolable were less likely to be satisfied with their romantic relationships, particularly if they were male, or high in rejection sensitivity. These individuals were also less likely to report engaging in actual support behaviours toward their romantic partners, and in contrast to the finding pertaining to relationship satisfaction, this result was stronger among individuals low in rejection sensitivity. Study 2 showed that when individuals imagined themselves as the support provider in a vignette where the support recipient was inconsolable, they predicted that they would experience lower state self-esteem and romantic relationship satisfaction, and that they would be less likely to provide the partner with support in the future. Conversely, in Study 3 participants who recalled and wrote about a time in which their romantic partner was inconsolable did not predict providing their partners with less support in the future, however, they did report lower state self-esteem, and among individuals who were high in rejection sensitivity, lower relationship satisfaction. Overall, these findings suggest that inconsolable individuals negatively impact the self-esteem and romantic relationship satisfaction of their partners, particularly if their partners are high in rejection sensitivity. Further, inconsolable individuals may also be at risk for receiving less support over time.

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The purpose of this study was to evaluate the support program, given to cancer patients in order to promote their own efforts to quit smoking and to study if they kept their changed cigarette consumption 6-18 months after their cancer treatment was done.Method: We have used a descriptive qualitative method with semistructured interviews which were made in the spring of 2010 at Uppsala University. The informants in this study were smoking cancer patients which had been given radiotherapy at the oncology department at Ryhov hospital in Jönköping, Sweden.The results showed that three out of eleven informants were still not smoking after their treatment ended. All informants agreed that information about the effects of smoking on their radiotherapy were important.This study also showed that there are areas in which the support program could benefit from being changed. Of those informants who did not succeed in their efforts to quit smoking, many felt that the support should have been more direct in the sense that the staff should have followed up on their progress more frequently. These unsuccessful informants also stressed that the location for where the information was given could have been more private. Also some of the informants felt that the hospital staff giving the information seemed to be stressed and/or did not seem to have time to support them in their efforts to quit smoking.

Syftet med studien var att beskriva och jämföra kvinnornas upplevelse och erfarenhet av amningsrådgivning och amningsstöd genom vårdkedjan relaterat till paritet, det vill säga omföderskor och förstföderskor. Studien genomfördes som en retrospektiv tvärsnittsstudie med en kvantitativ ansats. I studien ingick 250 kvinnor varav 103 var förstföderskor och 147 var omföderskor. Studien utfördes med hjälp av enkäter som skickades kvinnorna när barnen var 9 månader gamla. Efter utskick en vecka senare intervjuades kvinnorna per telefon. Materialet till studien var en del ur en större datainsamling. På flertalet frågor kunde ett tydligt samband utläsas mellan dem som var omföderskor eller förstföderskor. Kvinnorna erhöll amningsrådgivning i olika hög grad på de olika instanserna. Främst var det förstföderskorna som fick råd. Amningsråd gavs i störst utsträckning på BB. På MVC och BVC var det lite mer än en tredjedel som erhöll amningsrådgivning och många tillfrågades bara om de skulle amma. Överlag var kvinnorna nöjda med amningsstödet de erhöll. Dock varierade det lite på instanserna och det fanns större grupper av missnöjda kvinnor. Det samma gällde nöjdheten med amningsrådgivningen som påverkades av att det fanns en stor grupp som inte fått rådgivning eller inte ansåg att de kunde uttala sig, främst omföderskor. Inget signifikant samband kunde påvisas mellan paritet och stödet kvinnorna fått, förutom på BB där förstföderskorna var en aning nöjdare. Dock var kvinnans partner det viktigaste stödet. Majoriteten ansåg att amningsrådgivningen hade varit enhetlig genom vårdkedjan förutom på BB. Främst förstföderskor var missnöjda, dock har fler omföderskor angett att de inte kan uttala sig angående enhetligheten varken igenom hela vårdkedjan eller på BB.

This study considers the dynamic pedestrian detection system and the static pedestrian detection system with a single camera. In the static detection system, this study reconstructs the static database. As to feature extraction, HOG combining with SVM classifier is used in this study. Experimental results show the database can detect people by this algorithm in several scenes. In the dynamic detection system, because the population of older persons and disabled persons increases gradually nowadays, cross the intersection is a challenge for older persons and disabled persons, so this study researches in dynamic pedestrian detection system by a single camera for assisting autonomous transport robots, and this system detects people at the intersection for assisting older persons and disabled persons when they cross the intersection. As to the algorithm this study uses the foot detection algorithm to detect dynamic pedestrians. According to the experimental results, the light and clothes effect on the experimental results both in the dynamic pedestrian system and the static pedestrian system. The dynamic pedestrian system still shows real-time performance not only in the longitudinal direction but also in the lateral direction.

In an organization, coworkers are the people who have the most contact with a worker besides his or her supervisor. Past empirical evidence of social support in workplace research has focused on supervisor while support from coworkers is often discussed with social support and organization citizenship behaviors (OCBs). Based on Affective Event Theory (AET), this study extends previous research of coworker support by focusing on the personal emotion, reaction and opinion. The main points of this study include: What are the different types of coworker support and nonsupport behaviors? How do these coworker behaviors influence the workers¡¦ personal emotions? How do workers response to them? This qualitative study uses the Critical Incident Technique (CIT) to collect coworker behaviors as incidents, define criteria and analyze. This study finds that coworker support can predict the workers¡¦ emotion, reaction and opinion. Coworker support will help to enhance the displays of positive emotion, reaction and opinion of workers. In addition, people in positive emotion are more likely to response and think positively. They will keep interacting with others, dedicate to their job and identify themselves to their organizations. From a standpoint of practical management, in order to enhance organization performance, managers should improve organization environment to facilitate coworker support.

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