Previous studies have shown that the FFM factor neuroticism was negatively correlated with Need for Cognition. Anxiety has been shown to be highly correlated with neuroticism. It has also been shown that women tend to score higher on both neuroticism and anxiety. Need for Cognition has been shown to predict long term academic success. This study aims to contribute to the current understanding of anxiety, neuroticism and Need for Cognition by examining these three constructs together. The study will also analyzes how gender can affect the relationships between the constructs. 272 participants responded to three questionnaires measuring the constructs. 86 were men, 183 were women and 3 defined themselves as "other". 246 of the respondents were university students and 26 responded did not currently study at university. Results indicate that anxiety is a negative predictor for Need for Cognition. This is speculated to be because anxiety has an effect on working memory which in turn is associated with Need for Cognition. Gender differences are significant regarding all three constructs. Findings are complicated by a negative suppressor effect. Results, limitations, and future research are discussed. / Tidigare studier har visat att FFM faktorn neuroticism var negativt korrelerad med Need for Cognition. Ångest har visat sig vara starkt korrelerat med neuroticism. Det har också visat sig att kvinnor tenderar att skatta högre på både neuroticism och ångest. Need for Cognition har visat sig förutsäga långsiktig akademisk framgång. Denna studie syftar till att bidra till aktuell kunskap om ångest, neuroticism och Need for Cognition genom att undersöka dessa tre konstrukt tillsammans. Studien analyserar också hur kön påverkar relationerna mellan konstruktionerna. 272 deltagare svarade på tre enkäter som mäter dessa konstrukt. 86 var män, 183 kvinnor och 3 definierade sig som "övrigt". 246 av de svarande var universitetsstuderande och 26 svarande studerade inte för närvarande på universitet. Resultaten tyder på att ångest kan vara en negativ prediktor för Need for Cognition. Detta spekuleras kunna bero på att ångest har en effekt på arbetsminnet, som i sin tur kan påverka Need for Cognition. Det fanns signifikanta könsskillnader gällande alla tre konstrukt. Resultaten kompliceras av en negativ suppressor effekt. Resultat, begränsningar och framtida forskning diskuteras.

ASSISTANCE TO PERSONS IN MATERIAL NEED At the present time in the Czech Republic the assistance to persons in material need is provided by nongovernmental organisations (Salvation Army, Naděje, Diakonie and others). However, the state has the bigger role to play in this area as according to Art. 30/2 of the Charter of Fundamental Rights and Freedoms it is obliged to provide anyone in material need the assistance in securing basic living conditions. The state does so through the Material Need Assistance Bodies. As the previous legal regulation of assistance to persons in social need had not been fully sufficient, a new Act on Assistance in Material Need was adopted, coming into force on 1 January 2007. This Act introduced several crucial changes. The Material Need Assistance Body is obliged to provide social consultation to anyone in material need. Timely and professional consultation very often leads to resolving the difficult situation of the client, and regularly there is no longer any need to grant and disburse the relevant benefits and allowances. In case the social consultation is insufficient to resolve the situation of the client the Act allows for disbursing material need assistance benefits and allowances. These are envisioned to resolve certain situation of the client. If the client lacks...

O objetivo geral da pesquisa é analisar as interfaces possíveis entre processos institucionais de avaliação de disciplinas e as necessidades formativas dos professores do ensino superior, do CECEN/UEMA. O problema central da pesquisa foi assim enunciado: como a avaliação de disciplina em contextos de avaliações institucionais exigidos por política nacional pode contribuir para o processo de desenvolvimento dos profissionais docentes do ensino superior? O referencial teórico baseou-se nos seguintes autores: Almeida, Cunha, Dias Sobrinho, Galindo, Marcelo García, Pimenta, Pimenta e Almeida, Pimenta e Anastasiou, Rodrigues, Rodrigues e Esteves, Veiga, dentre outros. Trata-se de uma pesquisa exploratória, de abordagem qualitativa que mescla dados quantitativos e qualitativos e utiliza-se da técnica de triangulação e análise de conteúdo (BARDIN, 1977) para construir interpretações. O estudo teve como cenário de investigação a Universidade Estadual do Maranhão-UEMA, localizada em São Luís. Os dados foram obtidos por meio de questionário respondido por professores que atuam no Centro de Educação, Ciências Exatas e Naturais e, ainda, pela realização de grupo focal com cinco professores representantes da Comissão Própria de Avaliação-CPA. O grupo focal teve como intenção investigar a compreensão dos membros quanto à dimensão dos problemas referentes às necessidades formativas dos professores da UEMA. Os resultados evidenciam que a necessidade de formação precisa ser assumida como um continuum na perspectiva do desenvolvimento profissional docente, tanto pelo professor, quanto pela universidade, balizados pela autoavaliação. A investigação aponta que o professor universitário tem consciência de suas fragilidades e dificuldades pedagógicas para o exercício docente, desencadeando diferentes interesses formativos. A análise indica, ainda, que a formação permanente cria oportunidades de vivências formativas que contribuirão para o melhor entendimento dos problemas inerentes à profissão, como também, para provocar reflexões sobre as práticas desenvolvidas no seu espaço-institucional. Frente à complexidade da docência universitária é de suma importância à criação de políticas institucionais que viabilizem processos permanentes de formação cíclica, de cunho emancipatório, que considerem as necessidades formativas dos docentes como ponto de partida para sua sistematização. Nesse sentido, os processos avaliativos pautados em uma abordagem formativa, dialógica e colaborativa, conduzidos pela CPA, terão relevante contribuição para a ressignificação da docência, dos saberes e das identidades profissionais. / The general objective of the research is to analyze the possible interfaces between institutional processes for the evaluation of disciplines and the formative needs of university teaching teachers, CECEN / UEMA. The central problem of the research was thus stated: how can the evaluation of discipline in institutional evaluation contexts required by national policy contribute to the development process of university teaching professionals? The theoretical framework was based on the following authors: Almeida, Cunha, Dias Sobrinho, Galindo, Marcelo García, Pimenta, Pimenta and Almeida, Pimenta and Anastasiou, Rodrigues, Rodrigues and Esteves, Veiga, among others. It is an exploratory researche, qualitative approach that mixes quantitative and qualitative data and uses the technique of triangulation and content analysis (BARDIN, 1977) to construct interpretations. The study was carried out by the State University of Maranhão-UEMA, located in São Luís. The data were obtained through a questionnaire answered by teachers who work in the Education Center, Exact and Natural Sciences, and by achievement of the focal group with five professors representing the CPA\'s Self-Assessment Committee. The aim of the main group was to investigate the members\' understanding as regards the dimension of problems concerning the formative needs of UEMA teachers. The results show that the need of formation needs to be taken as a continuum in the perspective of professional teacher development, both by the teacher and by the university, marked by self-assessment. The researche indicates that the university professor is aware of its weaknesses and pedagogical difficulties for the teaching exercise, triggering different formative interests. The analysis also indicates that the permanent formation creates opportunities for formative experiences that will contribute to a better understanding of the problems inherent to the profession, as well as to provoke reflections on the developed practices in its institutional space. In face the complexity of university teaching, it is extremely important to create institutional policies that enable permanent processes of cyclic formation, emancipatory, that consider the formative needs of teachers as a starting point for their systematization. In this sense, the evaluation processes based on a formative, dialogic and collaborative approach, conducted by the CPA, will have a significant contribution to the re-signification of teaching, knowledge and professional identities.

Syftet med min studie är att få en förståelse för vilken syn pedagoger har på arbetet med inkludering av barn i behov av särskilt stöd i förskola och förskoleklass. I studien har jag använt mig av metoden kvalitativa intervjuer för att kunna få en djupare förståelse för hur det inkluderande arbetet kan se ut. Resultatet visar att det grundläggande arbetet med inkludering handlar om att alla barn ska har samma rättigheter till delaktighet oavsett vilken svårighet barnet har. Det visar även i resultatet kring det inkluderande arbetet att det krävs ett stort engagemang och en stor kompetens för att kunna möjliggöra inkludering av barn i behov av särskilt stöd. / The purpose of the study is to get an understanding of which view educators have on the work with inclusion of children in need of special support in the preschool and the preschool classes. In the study I have used the method qualitative interviews to get a deeper understanding for how the including work may look. The result shows that the basic work with inclusion is that all children shall have the same rights to inclusion regardless of which difficulty the child has. It also shows that the including work requires a large involvement and competence to enable inclusion of children in need of special support.

Indian scientific organizations have experienced a tremendous growth in the last few years. Research Institutes have been carrying out scientific research in order to render ser vices in the frontier technologies. These scientific areas include basic and applied research in the areas of Space, Defence, Atomic Energy, Agriculture, Medical, Veterinary Research, Science & Technology and Mineral Exploration, Electronics etc. Scientists contribute to the development of advancement of the technology leading to innovations in self-reliance. Due to the globalization, resource constraints and technical complexities, the research institutes are under tremendous pressure to improve their performance. This situation calls for the improvement of productivity of scientific personnel. The motivation, performance and satisfaction of scientists are the most critical components of the scientific organizational effectiveness. The critical examination of the motivation theories has revealed that the scientists can be motivated through the satisfaction of higher order needs. The achievements from challenging tasks act as task motivation for the satisfaction of scientists. The literature on the motivation of scientists is found to be an important input for formulating conceptual model. The understanding of motivational needs of scientists helps in developing motivation environment. It is very important to understand the needs and motivation variables of scientists, as they are known to be different from others. From the critical analysis of previous studies in the organizational context, the scientists are found to get more dissatisfied due to lack of the motivation system. This situation necessitated the current study on motivational needs of scientists. This also helps to understand scientist’s interest in a broader scope for evolving the suitable management strategies. The study has evolves a theory of scientists motivation and contributes to the literature on the body of knowledge on scientists motivation. Scientists need to work within the organization and contribute to the development of scientific knowledge as a profession. The scientific performance is a knowledge intensive process, which depends on team building and motivation. The enhancement of the performance of scientists calls for institution of certain motivational systems. Therefore, the motivational climate initiatives have come into focus in the scientific organizations. The motivational initiatives are intended to bring about organizational improvement through improved satisfaction, organizational commitment and willingness to accept challenges. Certain personal antecedent factors like age, experience, qualification are expected to influence motivation system. These factors are expected to influence the motivation system of the scientists with a different degree of influence on satisfaction, organizational commitment and the willingness to accept challenges. Hence, these factors are considered in the current study. In order to understand the scientists motivation system a few questions emerged concerning the motivation climate initiatives. The questions are also related to the relationships among the motivation climate, performance and consequences. These questions gave rise to the following objectives for the current study. 1) To identify scientist’s motivation & performance variables and their associations with the individual factors such as age, experience, qualification, designation, promotions etc. 2) To study and analyze scientist’s motivation and performance need fulfillment with the organizational aspects related to technology, job/work environment, management practices etc 3) To arrive at the model on the scientists motivational system in relation to the performance & its consequences. The current study establishes the significance of the relationships among the motivation climate variables and scientist’s satisfaction, organizational commitment and willingness to accept challenges. The study also focuses on the correlations among the motivational variables and the personal antecedent factors such as age, experience, designation, qualifications etc. The study also led to the development of the motivational relationship model for the scientists. The literature review gave an insight in to the historical and current research status in the areas of motivation system of scientists. A special focus is on the critical assessment of studies on the R & D personnel and scientists in particular. The research gaps are assessed in the areas of research focus, context and contents of the study, methodological considerations and analytical rigor. Preliminary interviews are conducted with about 40 scientists from four scientific organizations for understanding the variables of scientists motivation system. The preliminary discussion process is helpful in gathering the inputs on the motivation process of scientists. This has also helped in defining the operational aspects of variables for the research study. Based on the feedback and the inputs from the preliminary discussions, the research instrument is developed for the pilot study. The reliability of the instrument is tested with the data from responses. The internal consistency of the items is tested by Cronbach’s alpha. The results obtained indicate that the instrument has an accepted level of Cronbach’s alpha of 0.7 and above. Based on the data, the item analysis for reliability is carried out on 16 variables, which have yielded the Cronbach Alpha of 0.7 and above. In addition, the overall instrument reliability is found to be 0.87. Principal Component Factor analysis with varimax rotation is performed to check the construct validity for the subscales. Factor analysis has yielded factor loadings close to 0.5 and above for the items and the group variables. Factor analysis results have supported the statistical validity of the scales. Need fulfillment analysis is made for motivational assessment in the organizational environment. Motivation and performance need fulfillment of scientists has been assessed. In general, the need fulfillment level is about 70%. The need fulfillment analysis has identified the level of fulfillment and necessity for further increase of the motivation climate. To study the associations and the degree and direction of the relationship between 7 antecedent variables and 16 motivation variables, the chi-square test, correlation analysis (pearson’s correlation) are carried out. To test the effect of antecedent variables like age, experience, designation, salary, education level etc on the motivation variables, the one-way ANOVA is performed. Post-hoc tests (Bonferroni and Dunnets T3) are performed to see the differences between each level. A series of t-tests are e employed to study the significant differences between the different categories of age, experience designation, salary, education levels etc. The interrelatedness of variables is ascertained by the Bartlett’s test of sphericity. The data is tested for sampling adequacy by Kaiser-Meyer-Olkin (KMO) test. Analysis of the relationships between the motivational climate, performance dimensions and three consequence variables (job satisfaction, willingness to accept challenges and organizational commitment) is carried out by regression analysis. This analysis has helped to develop the regression model on the motivation system of scientists linking the interdependent variables. Generally, the motivation variables are associated with the different antecedent factors. Different designation levels are found to be significantly associated with six motivation variables namely pay and monetary aspects, job nature, job satisfaction, individual development, organizational commitment an challenging environment. Different age groups are found to be associated significantly different with the four motivation variables like information management, job satisfaction and challenging environment. The age levels have shown negative correlation with personal efforts. Experience levels are found to be significantly different among eight variables such as pay and monetary aspects. Job nature, welfare measures, career growth, job satisfaction, willingness to accept challenges, challenging environment etc. The experience levels are found to be negatively correlated and associated differently with personal efforts. Functional area of work and motivation variables has not shown significantly different mean scores with most of the variables. However, it is significantly different only in respect of individual development. Salary levels are found to be associated significantly different in respect of five motivation variable namely pay and monetary aspects, job nature, challenging environment, job satisfaction and personal efforts. The number of promotions is found to be positively correlated with motivation variables. The mean scores of scientists with different number of promotions is associated significantly in respect of seven motivation variables. The higher mean scores noticed among scientists with higher number of promotions in respect of pay and monetary aspects, job nature, job satisfaction, organizational commitment, challenging environment, information management and individual identify. The years of stay in the present grade is found to be negatively correlated. The mean scores of scientists with different years of stay in present grade are associated significantly with most of the motivation variables. The mean scores of scientists with higher years of stay in present grade have shown lower mean scores in respect of welfare measures, career growth, morale building, job satisfaction, individual development and individual identity. The higher years of stay in the present grade is found to be a de-motivating factor for the scientists. From the need fulfillment analysis, it is found that there is an average gap of 30% in the 15 motivation aspects against the desired levels. The importance attached to these 15 parameters is also very high above 4 points indicating these aspects are vital and essential for their need satisfaction. The need satisfaction level is around 70% considering the effect of desired levels and the importance attached to the motivation aspects. The findings from the regression analysis have supported the relationship among motivational, performance and consequence variables. The job satisfaction as a consequence model has been well supported with 52% explained variation on account of the motivation and the performance variables with a significant F-test ratio. Six motivation climate variables(Pay and monetary aspects, job nature, welfare measures, challenging environment, opportunities for creativity and management style) and three performance variables(Career growth, morale building and individual development) have explained job satisfaction as an outcome variable. The model reveals that the motivated employee gives higher performance and enjoys greater job satisfaction. The job satisfaction depends on the motivation climate to the very high level. The higher motivational climate with better career growth, improved morale and individual development tend to lead to higher satisfaction. The willingness to accept challenges as a consequence model has got good degree of support with38.2% explained variation on account of the motivation and the performance variables with a significant F-test ratio. Three motivation climate variables (Job nature, challenging environment and management style) and four performance variables(Morale building, individual development, individual recognition and personal efforts) have explained willingness to accept challenges as an outcome variable. The model reveals that the motivated employee gives higher performance and shows greater willingness to accept challenges. The high willingness to accept challenges depends on the motivation climate to the very high level. The higher motivational climate with better morale building, individual development, individual identity and personal efforts tend to lead to increased willingness to accept challenges. The organizational commitment as a consequence model has also got good support with 34.1% explained variation on account of the motivation and performance variables with a significant F-test ratio. Three climate variables (Pay and monetary aspects, job nature, welfare measures, challenging environment) and four performance variables(individual development, individual recognition, personal efforts and contributions to results) have explained organizational commitment as an outcome variable. The model reveals that the motivated employee gives higher performance and leads to greater organizational commitment. The high organizational commitment depends on the degree of motivation climate. The higher motivational climate with improved individual development, individual recognition, personal efforts and higher contribution to results tend to lead to increased organizational commitment. Overall the study and analysis on the three models has shown that the motivation variables have explained the three consequences namely job satisfaction, willingness to accept challenges and organizational commitment. Therefore, the management needs to focus on the steps to be taken for higher motivational climate. The management should work for improved individual development, individual identity, higher personal efforts and higher contribution to results, better morale building and assured career growth in order to maximize the scientist’s performance. This in turn shall lead to organizationally valued consequences namely, job satisfaction, willingness to accept challenges and organizational commitment. While fulfilling the objectives, the research study has made significant contributions to the body of knowledge, theory building and practice on the scientist motivation system. The present research study reiterates many research insights, findings and views expressed on the topic of the scientists motivation system. It is evident that the topic requires more focused and devoted study for enhancing the contributions to the body of knowledge on motivation. The theory and research in the area of scientists motivation system is still at a development stage. There is a strong need for the contribution towards constructive theory building. The current study has broadened the scope of motivation and focused on how the existing research results could be utilized in developing the precise concepts on the scientists motivation system. This research work enlightens the crucial aspects of the motivation system in research organizations. The study can be useful for the design of the motivational system in the scientific environment. The research work establishes the methods to quantify the measurement of the motivational variables. The questionnaire on the scientists motivation system is tested and found to be highly reliable. This questionnaire could be used as the diagnostic tool to evaluate the motivational practices and implications periodically. The design and validation of reliable instrument to measure the motivation variables is a significant contribution to the field research. It is a useful instrument for the longitudinal study for larger applications in future. The present empirical research with field data the scientists under different scientific environments is a broad based research effort. This is a very critical contribution in the field of the motivational studies on scientists as a subject of study. In this research work, efforts are made to see that the research results would benefit the scientific organizations. The practitioner’s community is struggling with the problem of understanding what really motivates scientists. The study makes a significant contribution in addressing this problem. The findings of the research study are very much useful to the practitioners in the scientific motivation. The research study provides the guidance to the organizational designers on the possibilities of making structural adjustments as part of the motivational need fulfillment. The scientific organizations get an idea about how the motivation system would influence the processes to improve the performance of the scientists. The results from the sample data about the scientists antecedent variables helps to formulate policies for scientists with varied level of experience, age, education etc. The adoption of current research results on motivation system shall lead to improvements in the performance and satisfaction of the scientists. In the light of the research findings and conclusions, the management needs to focus on the steps to ensure higher motivational climate for improved performance. These conclusions and suggestions are very vital with the strong support from the research evidence. The study also identified category-wise differences, individual variation among the lower and higher levels of age, designation , experience, salary, promotions etc. The research study has proposed a motivational framework in the beginning based on various parameters of study. Then the study progressed towards collection of evidence to validate the proposed model. Hypotheses dealing with motivational framework have supported the relationships in the model with good degree of explained variation. Therefore, the empirical evidence in support of the models indicates the strength of the motivation model. All three models have received varying degree of support while the job satisfaction model is highly supported. This model can be adopted by the scientific organizations for designing the motivational climate to achieve improved performance and to lead to the organizationally valued consequences.

Syftet med denna studie var dels att undersöka vad som motiverar människor att arbeta ideellt enligt självbestämmande teorin och i allmänhet genom en öppen fråga, samt om antalet år inom organisationen påverkade motivationsfaktorerna. Utifrån självbestämmande teorin undersöktes hur det tre motivationsbehoven autonomi, kompetens och samhörighet förändrades över tid hos volontärarbetarna. För att undersöka detta utformades en enkät som byggde på basic need satisfaction at work scale (BNS) som distribuerades till 70 volontärarbetare inom Röda korset verksamhet i Gävle. En hierarkisk regressionsanalys visade att behovet av samhörighet hos volontärarbetarna minskade över tid. Orsaker till att samhörigheten minskade över tid hos volontärarbetare diskuterades. / The purpose of this study was to examine what motivates people to volunteer both in general by an open-ended question, and according to self-determination theory. The purpose was also to investigate if the number of years in the organization affects the motivation factors. To investigate this a questionnaire based on the basic need satisfaction at work scale (BNS) was distributed to 70 volunteers in the Red Cross organization in Gävle. Based on self-determination theory this study examined how the three motivation needs of autonomy, competence and relatedness changed over time with volunteer workers. A hierarchical regression analysis showed that the need for relatedness of volunteer workers decreased over time. Reasons for the volunteer reduces of relatedness over time where discussed.

Domaine en plein développement, le transfert des connaissances (TC) se définit, comme l’ensemble des activités, des mécanismes et des processus favorisant l’utilisation de connaissances pertinentes (tacites et empiriques) par un public cible tel que les intervenants psychosociaux. Cette recherche vise à améliorer l’efficacité des méthodes linéaires écrites de TC en identifiant mieux les besoins d’information des intervenants en protection de la jeunesse. Notons que les méthodes linéaires écrites de TC désignent des outils d’information écrits unidirectionnels tels que les revues, les publications, les sites Internet, etc. Le premier objectif est de déterminer les catégories de besoins exprimés par les intervenants, c’est-à-dire déterminer si les besoins rapportés par des intervenants se regroupent en types ou sortes de besoins. Le deuxième objectif est d’établir l’importance relative de chacune de ces catégories. Enfin, cette étude vise à déterminer si ces besoins diffèrent selon les caractéristiques des intervenants ou de l’environnement. Deux facteurs sont étudiés, l’expérience de l’intervenant et la direction pour laquelle celui-ci travaille (Direction des services milieu à l’enfance ou Direction des services milieu à l’adolescence et ressources). Un devis mixte séquentiel exploratoire a été développé. Lors de la première étape, une analyse thématique a été effectuée à partir des réponses à une question ouverte posée aux membres de trois équipes et à partir d’un document résumant les requêtes effectuées auprès de l’équipe de la bibliothèque du Centre jeunesse de Montréal. Les résultats permettent de répondre au premier objectif de ce mémoire. En effet, les analyses ont permis de créer un arbre thématique comprenant 42 éléments classés hiérarchiquement. Les besoins se regroupent en deux thèmes généraux, soit les besoins qui concernent les « opérations » (c’est-à-dire l’action de l’intervenant) et les besoins concernant les « systèmes » (c’est-à-dire les éléments sur lesquels peuvent porter l’intervention). Cette dernière catégorie se subdivise entre l’usager, ses environnements et le contexte culturel et sociétal. Lors de la deuxième étape, une analyse de la variance (ANOVA) et une analyse de variance multivariée (MANOVA) ont été effectuées à partir des réponses de 82 intervenants à un questionnaire en ligne structuré selon les catégories de besoins d’informations déterminées à l’étape qualitative précédente. Les résultats permettent de répondre au deuxième objectif de ce mémoire et de mesurer le degré de force ou d’importance de chacune des catégories de besoins, identifiées lors de la première étape, selon les intervenants eux-mêmes. Les besoins ont ainsi pu être classés par ordre décroissant d’importance. Il a été possible de définir un groupe de neuf besoins prioritaires (portant sur l’animation, les caractéristiques personnelles des usagers, les caractéristiques des parents et leurs relations avec l’enfant, ainsi que l’intervention interculturelle et les problématiques sociales) et un autre groupe de sept besoins moins élevés (portant sur les autres « opérations » et les services professionnels dont a bénéficié l’usager). L’interprétation de ces résultats indique que les besoins en TC des intervenants se limitent aux informations qui concernent directement leur mandat, leur pratique ou les problématiques rencontrées. Les résultats de cette étape ont également permis de répondre au troisième objectif de ce mémoire. En effet, les résultats indiquent que l’importance ressentie des besoins (sur une échelle de 1 à 7) ne diffère pas significativement selon la direction pour laquelle travaille l’intervenant, mais elle diffère significativement selon l’expérience de ce dernier (moins de 10 ans ou plus de 10 ans). Cette différence est discutée et plusieurs hypothèses explicatives sont envisagées telles que l’accumulation de connaissances liée à l’expérience ou les changements cognitifs liés à l’expertise. Enfin, dans la discussion, les résultats sont mis en contexte parmi les autres types de besoins existants et les autres caractéristiques des connaissances qui doivent être prises en considération. Cela permet de formuler des recommandations pour améliorer la production de documents écrits ainsi que pour poursuivre la recherche dans le domaine de l’évaluation des besoins de TC. Bien que présentant certaines limites méthodologiques, cette recherche ouvre la voie au développement de meilleurs outils d’évaluation des besoins et à l’amélioration des techniques de transfert linéaires écrites. / Knowledge transfer (KT) is an expanding academic field that includes the study of activities, mechanisms, and processes leading workers, such as staff member performing psychosocial interventions at the department of youth protection (DYP), to adequately use knowledge whether it is empirical or tacit. The purpose of this study is to foster more efficiency in linear written tools of KT (e.g.: academic journals, publications, and websites) by identifying more adequately the needs of DYP workers. Our first goal is to qualitatively determine categories of needs that can be investigated quantitatively. Second, using statistical methods, we seek to validate the categories resulting from qualitative investigation. A third goal is to determine if other factors might influence these needs. In this study, two other factors have been investigated: work experience and department affiliation (i.e.: childhood services or adolescence services). To investigate these three objectives, we developed a 2-Step sequential exploratory mixed model. In the qualitative phase, we conducted a content analysis on a single open-question administrated to three different work teams as well as a document summarizing the request formulated to the DYP’s library. The results shed light on the first objective of this memoir: identifying if the needs of field workers in psychosocial intervention could be classified by type. Our analysis produced a thematic tree comprising 2 greater categories: needs related to the steps in intervention and needs related intervention itself. The category of needs related to intervention itself can be divided in 3 sub-categories: Needs related to intervention on the child/adolescent; Needs related to intervening on his environment; and Need related to intervention on the greater sociocultural context. Moreover, a more in-depth analysis produced up to 42 factors distributed in these 2 broader categories. Secondly, 82 participants filled out an electronic administrated questionnaire based on the previous categories identified. To analyze these data, we performed an ANOVA and a MANOVA to reach our second objective: determine the intensity of each categories identified in the qualitative phase. The needs identified were summed up in 16 groups and were classified in decreasing order: 9 groups of high-level needs (animation, individual characteristics of children/adolescents, characteristics of their parents, parent-child relationships, intercultural intervention, and social problems) and 7 low-level needs (other steps of intervention and professional services). The results indicate that the needs of DWP staff working in psychosocial intervention are mainly centered on their mandate, their clinical practice, and the clinical problems they face. Finally, we met our third objective: determine if the identified need vary according to work experience or department affiliation. Our results suggest that department affiliation is not significantly associated with needs in KT. However, in our analyses, experience (10 years or less and more than 10) was significantly associated with differences in KT needs. These differences are discussed in the result section and explanatory hypothesis such as the accumulation of knowledge due to work experience or cognitive changes related to expertise are formulated. The discussion contextualizes our result by comparing them to other needs identified and other characteristics of knowledge that should be took into consideration. Recommendations based on our results are formulated to foster better efficiency in written documents designed for professional in psychosocial intervention and to explore further more KT. Notwithstanding certain limitations, these results pave the way to developing better KT assessment tool as well as better implementation of KT techniques in written tools to enhance their use and efficiency.

This research examines the viability of a need-based approach that models the age-trajectories of healthcare utilization. We propose a fundamentally different way of treating age in modeling healthcare use. Rather than treating age as a need indicator, we refocus modeling efforts to predicting the age-trajectories of healthcare use. Using inpatient hospital utilization data from the Discharge Abstract Database, first, we model the age-trajectories of the rate of hospital use employing a common functional form. Second, we assess variation in these age-trajectories using growth curve modeling. Third, we explain variation in these age-trajectories using census variables. Our analysis shows that the regional variation in the age-trajectories of the rate of inpatient hospital use is sufficient to justify this method, and could be partially explained using census variables. This indicates that modeling age-trajectories of healthcare use is advantageous, and the current need-based approach may benefit from this new modeling strategy.

After the split of the Czechoslovak Federal Republic (CSFR) to the Czech and Slovak Republics in 1993, both countries retain most ČSFR laws, including law no. 463/1991 Sb., o životním minimu. So the starting position was the same for both countries. A number of modifications of the legislative environment, which happened over the years in both countries, provides a suitable space for the realization of comparative analysis. The aim of this thesis is to compare the institute of subsistence minimum (SM) in the Czech and Slovak Republic between 1993-2015, and prove the assumptions that the institute of SM always held in both countries the same function, was highly motivational to reintegrate the unemployed into the workforce, and the greater amount of SM has always meant a higher income for people in material need in particular country. But the conducted comparative analysis does not confirm the assumptions.

Syftet med studien är att undersöka hur lagerarbetare i ett svenskt grossistföretag uppfattar arbetsplatsidentitet och hur betydelsen av det påverkar upplevelsen av arbetet och välbefinnandet på arbetsplatsen. Vidare är syftet i studien att undersöka hur arbetsplatsidentitet påverkas av hur arbete och arbetsuppgifter är organiserade. Uppsatsens övergripande frågeställning är Hur påverkas arbetsplatsidentitet av hur arbete och arbetsuppgifter är organiserade? Social identity theory och Need to belong theory har använts i studien för att få en djupare förståelse om begreppet arbetsplatsidentitet. I studien tillämpas kvalitativ forskning genom sju semistrukturerade intervjuer för att samla in empiriskt material. Respondenterna i studien är lagerarbetare som har arbetat i minst ett år på grossistföretaget och har hunnit skapa en uppfattning om arbetsplatsen. Resultatet i studien visar att arbetsplatsidentitet är förknippad med känsla av tillhörighet till andra individer och till arbetsuppgifter. Ytterligare visar resultatet att arbetsplatsidentitet är betydelsefull för lagerarbetarnas välmående och inställning till arbetet. Vidare visar resultatet att arbetsplatsidentitet är kontextberoende och har större betydelse i arbeten som utförs i grupp. / The purpose of this study is to explore how workplace identity is perceived by warehouse workers in a Swedish wholesale company and how it affects their experience of work and wellbeing in the workplace. Furthermore, the purpose of this study is to explore how organizing work and work tasks affects workplace identity. This study's general issue is How is workplace identity affected by how work and tasks are organized? To gain a deeper understanding of the concept of workplace identity we have applied Social Identity Theory and Need to belong theory. To collect empirical material a qualitative research was applied in the study by doing seven semi-structured interviews. The respondents in our study consists of people working as warehouse workers, who had at least one year of experience in the company and developed an opinion about the workplace. The study results show that workplace identity is associated with a sense of belonging with other individuals and a sense of belonging to work tasks. Furthermore, the results show that workplace identity is of importance to warehouse employees wellbeing and work attitudes. Finally, the result shows that workplace identity is specific to the context and of greater importance in work that is performed in groups.