<p>Självkänsla, och särskilt strävan att öka självkänslan genom yttre bekräftelse, har visat sig vara en betydelsefull komponent för hälsa och välbefinnande. Kompetens- och relationsbaserad självkänsla är två typer av betingad självkänsla och den föreliggande studien fokuserade på betydelsen av dessa för upplevd stress samt självskattad psykisk och fysisk hälsa. En surveyundersökning genomfördes där 111 deltagare i åldrarna 19-64 år deltog. Resultatet visade att betingad självkänsla, särskilt den relationsbaserade, hade ett starkare samband med psykisk hälsa än fysisk. Det fanns även skillnader i psykisk hälsa beroende på kön, ålder och nivån av betingad självkänsla. Vidare diskuterades resultatet utifrån de tre hypoteserna vilka endast delvis bekräftades av informationen från de utförda analyserna. Studien motiverar till framtida forskning inom området.</p>

<p>Tidigare forskning om sjuknärvaro har pekat på både inre personlighetsegenskaper och yttre arbetsrelaterade faktorer som betydelsefulla för fenomenet. Syftet med föreliggande enkätstudie, genomförd på tre arbetsplatser i Mellansverige (N = 76), var att undersöka sjuknärvarons samband med villkorlig självkänsla, baserad på prestationer eller relationer, samt med olika yttre faktorer. Även sjukfrånvaro, som visat sig vara nära knuten till sjuknärvaro, samt självskattad hälsa, beaktades. Resultatet visade att sjuknärvaro inte var relaterad till någon typ av villkorlig självkänsla och av yttre faktorer var det endast upplevelsen av arbetsplatsen som en viktig social funktion som visade ett signifikant samband med sjuknärvaro. Låg självskattad hälsa däremot var relaterad till sjuknärvaro samt prestationsbaserad självkänsla. Framtida forskning bör vidare undersöka den villkorliga självkänslans relation till sjuknärvaro.</p>

A self-esteem that is contingent on affirmation from others leaves the individual psychologically vulnerable. A contingent self-esteem has been shown to be either relationship or competence based. The aim of the current study was to examine the relationship between relationship based self-esteem, competence based self-esteem, the under dimensions of those, and self-efficacy. Questionnaires were handed out to 69 university students. The results indicated that competence based self-esteem predicted a significantly low self-efficacy. Only some of the under dimensions were significant predictors. The vulnerability of the contingent self-esteem is discussed in the light of the findings.

Tidigare forskning om sjuknärvaro har pekat på både inre personlighetsegenskaper och yttre arbetsrelaterade faktorer som betydelsefulla för fenomenet. Syftet med föreliggande enkätstudie, genomförd på tre arbetsplatser i Mellansverige (N = 76), var att undersöka sjuknärvarons samband med villkorlig självkänsla, baserad på prestationer eller relationer, samt med olika yttre faktorer. Även sjukfrånvaro, som visat sig vara nära knuten till sjuknärvaro, samt självskattad hälsa, beaktades. Resultatet visade att sjuknärvaro inte var relaterad till någon typ av villkorlig självkänsla och av yttre faktorer var det endast upplevelsen av arbetsplatsen som en viktig social funktion som visade ett signifikant samband med sjuknärvaro. Låg självskattad hälsa däremot var relaterad till sjuknärvaro samt prestationsbaserad självkänsla. Framtida forskning bör vidare undersöka den villkorliga självkänslans relation till sjuknärvaro.

Självkänsla, och särskilt strävan att öka självkänslan genom yttre bekräftelse, har visat sig vara en betydelsefull komponent för hälsa och välbefinnande. Kompetens- och relationsbaserad självkänsla är två typer av betingad självkänsla och den föreliggande studien fokuserade på betydelsen av dessa för upplevd stress samt självskattad psykisk och fysisk hälsa. En surveyundersökning genomfördes där 111 deltagare i åldrarna 19-64 år deltog. Resultatet visade att betingad självkänsla, särskilt den relationsbaserade, hade ett starkare samband med psykisk hälsa än fysisk. Det fanns även skillnader i psykisk hälsa beroende på kön, ålder och nivån av betingad självkänsla. Vidare diskuterades resultatet utifrån de tre hypoteserna vilka endast delvis bekräftades av informationen från de utförda analyserna. Studien motiverar till framtida forskning inom området.

Over the past few decades, hundreds of empirical investigations have examined the construct of “workplace commitment”. Much of this research is based on the assumption that commitment is tied to longevity within a given organization. In other words, those most committed are those who plan to remain with an organization. Work patterns, particularly within leisure delivery systems, are often inconsistent with the longevity model. Leisure settings often rely less on full-time lifetime employees and more on contingent workers, those working part-time, seasonally or on a temporary basis. Consequently, much of the commitment literature offers limited insight to leisure managers. Further, research efforts within the commitment literature have, perhaps unnecessarily, focused their efforts on commitment to the organization. An emerging literature suggests that commitment may be focused on a variety of entities. This literature would benefit from a more expansive view of commitment and the entities to which it is directed. Traditional views of, and research in, workplace commitment may be inappropriate for contingent employees. Finally, the commitment literature is dominated by quantitative and questionnaire-based methodology (Cohen, 2003). This study is intended to address many of these issues by using qualitative methods to explore the ways in which various commitment types emerge among contingent employees in a variety of leisure settings. Consequently, this study examines the meaning of commitment to contingent employees in selected leisure services. It focuses on what these contingent employees felt most connected to in their specific workplaces; in essence their stories of what commitment meant to them. The study sample was composed of students enrolled in an undergraduate Recreation and Leisure Studies Program. In order to take part in the study, students were to have engaged in a series of short-term professional-related experiences. Initial contact with potential participants was through a short introduction in 2nd, 3rd and 4th yr recreation class. Six classes were used in this study with a total of 168 responses collected. Class members were asked if they would be willing to participate in a 60-90 minute interview to further discuss their work experiences. 24 participants took part in a semi-structured interview in which questions were asked about the intensity and focus of their commitment. It has been suggested that contingent employees may express little emotional commitment because of the limitations of their work experience (Chang & Chelladurai, 2000). However, in this study, the topic of passion or desire came up repeatedly during the interviews. For these contingent employees, commitment seemed very affective in nature. Their commitment was based strongly on enthusiasm and passion for various components of the work setting. There were many such components or foci raised by the participants. Consistent with Stinglhamber et al.’s (2002) multi-foci perspective of commitment, these individuals’ passion was typically directed to more than one entity. All five major foci of commitment (to the organization, supervisor, occupation, workgroup and client) helped build passion and commitment for these participants. While this is not uncommon, it is noteworthy that commitment to the organization (which dominates much of the private sector commitment literature) was prevalent in only two of the interviews. In each of these cases, however, it is unclear whether the organization or people within the organization engendered that commitment. While the individuals expressed support for the organization, their remarks seemed more directed at people in their respective organizations. Overall, those who revealed the greatest commitment (toward any foci) echoed the importance of intrinsic motivation; they must love what they were doing. Among these participants, there was little evidence of passionate commitment to any organization. Instead, the emphasis was more often on some specific element within the workplace. The focus of their attention was most prominent toward clients and toward supervisors. For these contingent workers affective commitment (as opposed to normative or continuance) dominated their thinking about commitment. They worked at the locations because they wanted to be there, not as a result of external constraints. They not only wanted to work in these settings, but they were passionate about their work. It was evident that either they brought that passion when they first arrived or developed a passion while on the job. Although one cannot generalize this finding to all contingent workers in all settings, there was little evidence of outright indifference among these workers. Finally, 2 new foci of commitment were identified. Specifically, participants introduced commitment or attachment to place, and commitment or involvement in activity as they discussed job-related commitment levels. These variables, while new to the management/commitment literature, have each received considerable research effort from within the leisure community. Overall, this study suggests that the dominant business-based commitment literature has largely failed to consider job conditions specific to the contingent leisure service employee. Further, research in leisure settings suggests that attachment can expand beyond the traditional foci (the organization, people, unions, etc.) to include the setting in which the work occurs and the activities around which the work happens. This suggests that traditionally leisure-based issues (place and activity) can bring much to the work setting and the commitment of those who toil in those settings. For managers of contingent workers, understanding the importance of place and activity in addition to traditional indicators of commitment may prove significant in helping develop a more committed contingent employee in the leisure service settings.

Vid användning av metoden contingent valuation erhålls ofta olika resultat beroende på sättet respondenterna frågas på. Tidigare studier har visat att binära frågor leder till en högre estimering av betalningsviljan än öppna frågor, samt att skillnaden mellan dem är lägre vid användning av privata varor än vid kollektiva varor. Uppsatsens undersökning är ett steg för att förbättra förståelsen inom detta område. Syftet är att undersöka om de estimerade betalningsviljorna, härledda från uppsatsens experiment, inte skiljer sig signifikant åt då man använder sig av öppna och binära frågor vid utvalda privata varor. Resultat av t-test, där de binära svaren är justerade från anomalier, visar att de estimerade betalningsviljorna inte skiljer sig signifikant åt för sju av uppsatsens varor. Resultatet visar vidare att de estimerade betalningsviljorna skiljer sig signifikant åt för fem av uppsatsens varor. Vid dessa är den estimerade betalningsviljan högre vid de öppna frågorna. Detta anses bero på problem med bias.

Over the past few decades, hundreds of empirical investigations have examined the construct of “workplace commitment”. Much of this research is based on the assumption that commitment is tied to longevity within a given organization. In other words, those most committed are those who plan to remain with an organization. Work patterns, particularly within leisure delivery systems, are often inconsistent with the longevity model. Leisure settings often rely less on full-time lifetime employees and more on contingent workers, those working part-time, seasonally or on a temporary basis. Consequently, much of the commitment literature offers limited insight to leisure managers. Further, research efforts within the commitment literature have, perhaps unnecessarily, focused their efforts on commitment to the organization. An emerging literature suggests that commitment may be focused on a variety of entities. This literature would benefit from a more expansive view of commitment and the entities to which it is directed. Traditional views of, and research in, workplace commitment may be inappropriate for contingent employees. Finally, the commitment literature is dominated by quantitative and questionnaire-based methodology (Cohen, 2003). This study is intended to address many of these issues by using qualitative methods to explore the ways in which various commitment types emerge among contingent employees in a variety of leisure settings. Consequently, this study examines the meaning of commitment to contingent employees in selected leisure services. It focuses on what these contingent employees felt most connected to in their specific workplaces; in essence their stories of what commitment meant to them. The study sample was composed of students enrolled in an undergraduate Recreation and Leisure Studies Program. In order to take part in the study, students were to have engaged in a series of short-term professional-related experiences. Initial contact with potential participants was through a short introduction in 2nd, 3rd and 4th yr recreation class. Six classes were used in this study with a total of 168 responses collected. Class members were asked if they would be willing to participate in a 60-90 minute interview to further discuss their work experiences. 24 participants took part in a semi-structured interview in which questions were asked about the intensity and focus of their commitment. It has been suggested that contingent employees may express little emotional commitment because of the limitations of their work experience (Chang & Chelladurai, 2000). However, in this study, the topic of passion or desire came up repeatedly during the interviews. For these contingent employees, commitment seemed very affective in nature. Their commitment was based strongly on enthusiasm and passion for various components of the work setting. There were many such components or foci raised by the participants. Consistent with Stinglhamber et al.’s (2002) multi-foci perspective of commitment, these individuals’ passion was typically directed to more than one entity. All five major foci of commitment (to the organization, supervisor, occupation, workgroup and client) helped build passion and commitment for these participants. While this is not uncommon, it is noteworthy that commitment to the organization (which dominates much of the private sector commitment literature) was prevalent in only two of the interviews. In each of these cases, however, it is unclear whether the organization or people within the organization engendered that commitment. While the individuals expressed support for the organization, their remarks seemed more directed at people in their respective organizations. Overall, those who revealed the greatest commitment (toward any foci) echoed the importance of intrinsic motivation; they must love what they were doing. Among these participants, there was little evidence of passionate commitment to any organization. Instead, the emphasis was more often on some specific element within the workplace. The focus of their attention was most prominent toward clients and toward supervisors. For these contingent workers affective commitment (as opposed to normative or continuance) dominated their thinking about commitment. They worked at the locations because they wanted to be there, not as a result of external constraints. They not only wanted to work in these settings, but they were passionate about their work. It was evident that either they brought that passion when they first arrived or developed a passion while on the job. Although one cannot generalize this finding to all contingent workers in all settings, there was little evidence of outright indifference among these workers. Finally, 2 new foci of commitment were identified. Specifically, participants introduced commitment or attachment to place, and commitment or involvement in activity as they discussed job-related commitment levels. These variables, while new to the management/commitment literature, have each received considerable research effort from within the leisure community. Overall, this study suggests that the dominant business-based commitment literature has largely failed to consider job conditions specific to the contingent leisure service employee. Further, research in leisure settings suggests that attachment can expand beyond the traditional foci (the organization, people, unions, etc.) to include the setting in which the work occurs and the activities around which the work happens. This suggests that traditionally leisure-based issues (place and activity) can bring much to the work setting and the commitment of those who toil in those settings. For managers of contingent workers, understanding the importance of place and activity in addition to traditional indicators of commitment may prove significant in helping develop a more committed contingent employee in the leisure service settings.

This study focuses on the feasibilities of Marine Recreational Fishing at Hsiao- Liu-Chiu Island by presenting its resource distribution and discussing the current fishing business conditions around the island. The current situations of local re- creational fishing businesses are evaluated by SWOT analysis. Tourists who visit the island are surveyed as research subject. Through questionnaires and field recreation activity investigation, this study demonstrates various possible development of re- creational fishing. The conceptual framework of this study is based on a non- marketing method - Contingent Valuation Method (CVM) - to analyze collected data. The method has estimated the economical value of Hsiao-Liu-Chiu Island for future recreation activities with the willingness-to-pay (WTP) among the visiting tourists. A proper managerial and administrative system is also suggested in order to bring optimal performance in terms of economical value and resource application for the island's fishermen and tourists. According to the data collected: 70% of tourists are willingly to participate sport fishing; 90% would like to try recreational cage. And under CVM estimation, the WTP for sport fishing is about NT$896 per person, and NT$738 per person for recreational cage. Considering the total annual tourist population visiting Hsiao-Liu- Chiu Island, sport fishing may generates about NT$93,000,000 economical value annually, and about NT$98,000,000 for recreational cage. At the end, this research also provide suggestions on related management strategies and directions for the fishermen, cage owners, and local fishery organization

Food waste is one of an organic waste and contains the value of recycling and reusing. EPA shows that there are almost the amount of 4500 tons food wastes which is about 36~64% in households in Taiwan everyday. Therefore, if food wastes could be reused again, not only greatly reducing the amount of waste, decreasing the problem of odor from progressing food wastes, but also increasing the using year of landfills and incinerators. Furthermore, it can develop fully the value of multiple reusing in recycling. The study is forced on questionnaires for the residents of the city of Kaohsiung and Taichung, to know the present of recycling of food waste and its difficulty in executing a strategy. Conferring the willingness to pay and the willingness to accept of food waste recovery and if the price is different or not by Contingent Valuation Method (CVM), and moreover evaluating the potential benefit. The results of the study are as following: there are conspicuous difference in ¡§if doing something about recovery¡¨ ¡§the way of recovery¡¨ and ¡§if see any inspectors examine the classification of refuse¡¨. The most difficulties of recovery food waste in both cities are ¡§its odor and breed mosquito and fly easily¡¨ and ¡§not knowing clearly what materials should be recovered or not¡¨. About the price of the willingness to pay and the willingness to accept, the major answer shows ¡§No, I would not.¡¨ from this questionnaires. On the other hand, answers of ¡§Yes, I would like.¡¨ all hope that the pay less is better and the compensation more is better. The price of the willingness to pay of Kaohsiung residents is NT$ 41.8 dollars, and Taichung residents is NT$ 45.3 dollars. Otherwise, the higher environmental conscious the Kaohsiung residents have, the higher willing to pay. At the same time, the difficulty of recovery food waste is low comparatively. In addition, ¡§occupation¡¨ ¡§family revenue per month¡¨ ¡§cooking per week¡¨ have effect on the price of the willingness to pay and the willingness to accept. In the result of regression, some of variable parameters could affect the price of the willingness to pay. It maybe provides society for reference according the benefit in the estimating of regression. Therefore, the study hopes to provide the decision-maker more clear environmental and economical information through evaluate and analyze the willingness of pay of food waste. Furthermore, it maybe help the government to make a future policy in order to practice the food waste recovery indeed and carry out the target of reducing the amount of waste and resources recovering for a sustainable resources of food waste.