Made available in DSpace on 2015-05-08T14:53:33Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 2665768 bytes, checksum: 1874750ab99ac140633c68448cb4c617 (MD5) Previous issue date: 2014-05-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The aim of this study was to analyze the quality of life at work of police officers who work in the city of João Pessoa, state of Paraíba, Brazil. There is evidence that the way individuals perceive their life at work (satisfaction / dissatisfaction) can affect both their labor performance and their physical and mental health. According to Signorini (2000), although there are doubts as to the exact meaning of the term quality of life at work, the basic elements that distinguish them would be the concern with the effect of work on people and on the organizational effectiveness, as well as on the idea of participation in problem solving and organizational decision making. This dissertation is initially structured on a theoretical discussion about QLW and related topics, followed by methodological procedures adopted, results obtained and closing remarks. Although the research is classified as qualitative, quantitative data have been used in order to strengthen the results obtained. The survey instrument used was based on the structured Model of Walton, contemplating the categories of the Likert scale applied to police officers who work at the 1st and 5th Police Stations, which include the city of João Pessoa. It was found that in their perception, they are not satisfied with their quality of work life at work in all its aspects (dimensions), since the mean scores obtained in the Likert scale did not even exceed the value 4. Comparing the mean scores of the dimensions that make up the instrument of quality of work life with a cutout per battalion, we have that the mean scores generated by the officers of the 1st Battalion were always higher than the mean scores produced by the officers of the 5th Battalion. It was found also that the police officers who act as prison guards / custody of hospitals are those with poorer perceived quality of life at work. / Há evidências de que a forma como o indivíduo percebe sua vida no trabalho (satisfação/insatisfação) pode afetar tanto o seu desempenho laboral quanto sua saúde física e mental. De acordo com Signorini (2000), embora existam dúvidas quanto ao exato significado do termo qualidade de vida no trabalho, os elementos básicos que as distinguem seriam a preocupação com o efeito do trabalho nas pessoas e na eficácia da organização e, na ideia da participação dos trabalhadores na solução de problemas e no processo decisório organizacional. O objetivo dessa dissertação foi analisar a qualidade de vida no trabalho dos policiais militares que atuam no município de João Pessoa Paraíba. Inicialmente está estruturada em uma discussão teórica a cerca da QVT e assuntos afins, seguida dos procedimentos metodológicos adotados e os resultados que a pesquisa permitiu descobrir, e por fim as considerações finais. O instrumento de pesquisa utilizado foi baseado no Modelo de Walton, estruturado contemplando as categorias da escala de Likert, aplicado aos policiais militares, do 1º Batalhão e 5º Batalhão, que contemplam a cidade de João Pessoa. Constatou-se, que na percepção dos PM s da cidade de João Pessoa, não estão satisfeitos com a sua qualidade de vida no trabalho, em todos os seus aspectos (dimensões), haja vista que os escores médios obtidos sequer ultrapassaram o valor 4. Comparando os escores médios, das dimensões que compõem o instrumento de qualidade de vida no trabalho com um recorte por batalhão, tem-se que os escores médios gerados pelos policiais do 1º Batalhão foram sempre maiores que os escores médios produzidos pelos policiais do 5º Batalhão. Detectou-se, também, que os policiais que atuam como guarda de presídio/custódia de hospitais são os que apresentam uma pior percepção de qualidade de vida no trabalho.

This diploma deals with history and progress of skialpinism in the (historically) Czech lands. The diploma consists of 4 parts. The first one defines the term Skialpinism in its progress stages. The second part of the diploma deals with the beginning and progress of skis as an equipment, progress of ski bindings, and other necessary equipment for skialpinism, for example climbing skins. In the third part the history of skialpinism is divided into individual stages, starting with the period 1900 {--} 1918, and then the period between the Wars, followed by the period from 1945 to 1975, and the last one is the period from 1975 to present. The fourth part covers comparison of the skialpinism evolution in the Czech lands, progress of the Czech skialpinism outside the Czech country, and the progress of skialpinism in the world.

Pendant la guerre d'Algérie (1955-1962), le gouvernement général de l'Algérie met en place dans les campagnes et les banlieues des grandes villes d'Algérie une structure de pacification, les SAS (sections administratives spécialisées) et les SAU (sections administratives urbaines), dont on trouve le prolongement au sein des SAT (Service d'assistance technique) en métropole (Paris, Lyon, Marseille) et au niveau de la Force de police auxiliaire de Paris. Les officiers SAS, officiers de carrière, de réserve en situation d'active, et appelés, recrutent des supplétifs (moghaznis) et mènent une politique de pacification dans les domaines administratif, politique (promotion d'élus musulmans), économique (Plan de Constantine), social (aide aux indigents et résorption des bidonvilles), médical, scolaire, et militaire. Au cœur de la politique de la France en Algérie de 1955 à 1959, ces officiers se retrouvent, dès 1960, en porte-à-faux de la nouvelle politique du général de Gaulle. Si certains démissionnent ou partent amers de leur période de SAS, d'autres s'opposent au général de Gaulle lors du référendum sur l'autodétermination de l'Algérie de janvier 1961, du putsch d'avril 1961, voire ont la tentation de basculer dans l'organisation subversive de I'OAS. L'indépendance de l'Algérie risquant de menacer la vie des supplétifs, certains officiers SAS organisent des filières clandestines de rapatriement des supplétifs et de leurs familles, et les aident à s'insérer en France grâce à des associations, des initiatives individuelles et du soutien administratif et financier de l'État (SAT de Paris et de Marseille). / The mission of the SAS in Algeria is the current equivalent in NATO parlance civil-military cooperation. The SAS, the special administrative sections and SAU the city administrative sections were created by the governor general J. Soustelle. Its mission was to maintain contact with the population and collect the intelligence necessary for successful operation. The SAS and SAU would be irnplemented to administer the villages in Algeria to combat the economic misery and political inequality that were the root causes of the insurgency. With their civilian personnel and Muslin auxiliary troops (moghaznis), they were the administrative intermediaries responsible for development of their districts. They rebuilt schools. They cared for the sick by establishing fee medical assistance. They conducted censuses to establish welfare services and organized elections for municipal officials. They improved agriculture and husbandry, built roads and bridges. In military terms, the SAS officiers dismantled the FLN cells and collected intelligence on the ALN. They protected the village with their auxiliaries (moghaznis). ln three cities of metropolis, we find the presence of similar structures, with for Paris, an auxiliary police force. The SAS was an important policy to preserve French Algeria from 1955 to 1959, but then the new policy who wants to give at Algeria her independence (1960-1962) changed the SAS officer policy opinion. They try to oppose them during the referendum of Algerian auto determination (January 1961), at the time of the putsch (Apri11961), by tipping over to the terrorism (OAS), or by organizing Mussulmen auxiliary secret repatriation in France (April-May 1962).

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Job satisfaction is conceptualized as an individual affective lien with his work (SIQUEIRA, 2008). In the other hand, stress, according to Marras and Veloso (2012) is a process or its result approaches biological and psychological reactions and actions from dealing with someone who causes stress. It is considered a real threat, perceived and socially-constructed. Being a police officer is considered a risky job because they deal constantly with violence, brutality and death (COSTA et al., 2007). Based on these three themes, this work has been developed with the aim of analyzing the relationship between job satisfaction and occupational stress in police officers perspective in Rio Grande do Sul. A descriptive study has been carried out, characterized as a survey with quantitative approach. The study has been made with 519 police officers from armed forces from cities in Rio Grande do Sul. A research protocol with questions related to personal data and occupation, Job Satisfaction Scale (JSE) from Siqueira (2008) and Occupational Stress Scale (OSE) from Paschoal and Tamayo (2004) has been applied. The data has been analyzed by the use of descriptive statistics, standardized scales, chi-square test, Pearson correlation and correspondence analysis. Results about general profile emphasized that the majority of police officers are male (83,43%), are about 31 years old or older (66,47%), married (72,45%), with children (67,63%) most of them with only one child (42,45%), and with secondary school completed (59,15%). In relation to occupational general characteristics in the data collected, police officers with occupation from 21 to 30 years have prevailed (31,98%), soldiers (58,76%), who have external activities (42,58%). Income concentration among police officers is from 1 to 3 salaries (52,41%), and who divide responsibility with another person (35,45%). In general, an average level of job satisfaction (79,38%) was seen. In relation to job satisfaction dimensions, it has been found the higher level of satisfaction in relation to relationship with work (66,02%), followed by the satisfaction with headship (47,88%). On the other hand, the lowest dimensions levels has been found in relation to income (45,75%) and promoting (39,96%). With regard to occupational stress, an average predominance was seen, being the causes of stress: not enough preparation for professional training (3,51), discrimination⁄ favoritism in the work environment (3,40), low perspectives in carrier development (3,37), low valorization from superiors (3,04), and finally, deficiency in communicating information about organizational decisions (3,00). A negative and statistically significant correlation between occupational stress and job satisfaction and its dimensions has been found, classifying them as moderate and negative. It shows that higher the level of occupational stress, lower the job satisfaction, and vice-versa. The dimension related to satisfaction with headship (p= -0,5736) and satisfaction with the occupation nature (p= -0,4827) are the ones that presented the highest negative correlation with occupational stress. Similarly, the association between low satisfaction (18,69%) and high level of stress (16,99%) has been seen, as well as the association between average satisfaction (79,38%) and average level of stress (72,39%). In contrast, the association between high satisfaction (1,93%) and low level of stress (10,62%) was not found. In sum, the relationship between job satisfaction and occupational stress has been indicated, as well as the inverse relationship. / Entende-se por satisfação no trabalho o vínculo afetivo do indivíduo com o seu trabalho (SIQUEIRA, 2008). Já o estresse, segundo Marras e Veloso (2012), é um processo ou o seu resultado, compreendendo desde as reações biológicas e psicológicas e as ações decorrentes para lidar com o estressor. Sendo este uma ameaça real, percebida ou socialmente construída. A profissão de policial militar é de alto risco, pois lidam constantemente com a violência, a brutalidade e a morte (COSTA et al., 2007). Frente a essas três temáticas, este trabalho foi desenvolvido com o propósito de analisar as relações entre satisfação no trabalho e estresse ocupacional na perspectiva dos policiais militares do estado do Rio Grande do Sul. Realizou-se uma pesquisa descritiva, do tipo survey, com abordagem quantitativa. Os participantes do estudo totalizaram 519 policiais militares pertencentes à quarteis de cidades localizadas no estado do Rio Grande do Sul. Aplicou-se um protocolo de pesquisa constituído de questões abrangendo os dados pessoais e ocupacionais, a Escala de Satisfação no Trabalho (EST) de Siqueira (2008) e a Escala de Estresse no Trabalho (EET) de Paschoal e Tamayo (2004). Os dados obtidos foram analisados por meio de estatísticas descritivas, padronização de escalas, teste qui-quadrado, correlação de Pearson e análise de correspondência. Evidenciou-se pela caracterização geral do perfil, a predominância de policiais militares do gênero masculino (83,43%), com idade de 31 anos ou mais (66,47%), casados (72,45%), com filhos (67,63%) e destes a maioria com apenas um filho (42,45%), e quanto a escolaridade com ensino médio completo (59,15%). Quanto a caracterização geral dos dados ocupacionais, prevalecem policiais com 21 a 30 anos de profissão (31,98%), soldados (58,76%), que desempenham atividades externas (42,58%). A concentração da renda encontra-se entre policiais que recebem de 1 a 3 salários mínimos (52,41%), e que dividem igualmente as responsabilidades com outra pessoa (35,45%). No geral, identificou-se nível médio de satisfação no trabalho (79,38%). Dentre as dimensões da satisfação no trabalho, com nível mais alto foi a satisfação com os colegas (66,02%), seguido da dimensão satisfação com a chefia (47,88%). Em contrapartida as dimensões com nível mais baixo de satisfação foram em relação ao salário (45,75%) e com as promoções (39,96%). Em relação ao estresse ocupacional houve predomínio do nível médio, com os seguintes estressores com as maiores médias: deficiência nos treinamentos para capacitação profissional (3,51), discriminação/ favoritismo no ambiente de trabalho (3,40), poucas perspectivas de crescimento na carreira (3,37), pouca valorização por parte dos superiores (3,04), e por fim, deficiência na divulgação de informações sobre as decisões organizacionais (3,00). Identificou-se correlação negativa e estatisticamente significante entre o estresse ocupacional e a satisfação no trabalho e suas dimensões, classificando tais relações como moderadas e negativas. O que demonstra que quanto maior o estresse ocupacional, menor a satisfação no trabalho, e vice-versa. As dimensões satisfação com a chefia (p= -0,5736) e satisfação com a natureza do trabalho (p= -0,4827) são as que apresentam maior correlação negativa com o estresse ocupacional. Houve associação entre a satisfação baixa (18,69%) e o estresse alto (16,99%), e da mesma forma, houve associação entre satisfação média (79,38%) e estresse médio (72,39%). Em contrapartida não houve associação entre a satisfação alta (1,93%) e o estresse baixo (10,62%). Assim, demonstrou-se relação entre a satisfação no trabalho e o estresse ocupacional, influenciando-se inversamente.

Upon assuming the presidency of the Republic of Korea in 2013, Park Geun-hye announced her administration’s priority to address the country’s “Four Social Evils”—sexual violence, domestic violence, school bullying, and unsafe food products. As part of this initiative, the ROK national government urged police officers to implement anti-bullying campaigns and curb school violence. This study examined the effects of Stand By Me: Bullying Prevention and Bystander Empowerment, an anti-bullying presentation conducted by a ROK police officer for an audience of South Korean high school students in spring 2016. The study employed a nonequivalent groups design with a designated treatment group and comparison group, but was limited to a posttest survey only. The focus of the study was whether a police-administered bullying prevention presentation had an effect on Korean high school students’ attitudes toward bullying and their willingness to intervene to stop bullying, and was examined using independent-samples t tests and Mann-Whitney U tests. The relationship between moral approval of bullying and bystander intervention willingness was also examined, as well as the relationships between other key variables and bystander intervention willingness. These relationships were examined via regression analysis. The study yielded statistically significant findings indicating that students who were administered the Stand By Me presentation were less likely to support bullying and more likely to be willing to intervene in bullying incidents compared to students who did not participate in the presentation. Moral approval of bullying had only a minor impact on bystander intervention willingness, whereas perceived peer support, self-esteem, and informal social control had a greater influence on students’ inclination to intervene. Due to the limited scope of this project, it is recommended that future studies and evaluations conducted on Stand By Me and other anti-bullying programs in South Korea utilize more rigorous research designs that incorporate pretesting and random assignment. Nevertheless, given the paucity of empirical research on police anti-bullying initiatives in the ROK, one of the overarching goals of this study is to encourage further dialogue on preventing bullying, one of the endemic ‘social evils’ plaguing today’s youth, in South Korea and around the world, and the appropriate role of law enforcement in this arena.

The thesis of this study is to argue that the term “office” and its meaning, as found in the New Testament, cannot be applied without reserve to the understanding of office in the present-day institutionalised church. The focus of this study is on the Dutch Reformed Church in Africa, officially named the Nederduitsch Hervormde Kerk van Afrika. For the past few decades, the Nederduitsch Hervormde Kerk van Afrika, gave much consideration to the view it holds of “office”. It is nonetheless still necessary to obtain more clarity on the matter insofar as it pertains to the meaning and practical execution of ministry. In this regard, almost every theological discipline can contribute towards obtaining such clarity. From a Biblical and Reformed perspective, the logical place to look for the answer would be in the documentation of both the New Testament and the early church of the second and third centuries CE. This study investigates the origin of “office”, as well as the intention of office as found in the New Testament and writings of the early church. The use of the term “office” and its meaning, as found in the New Testament, would not be appropriate for an understanding of office in the present-day church, as it would amount to an anachronistic use of what early Christians called “ministry”. When explained from a kerygmatic perspective, ministries in the New Testament can only serve as a guideline for the understanding and intention of office in the present-day church. The development of “office” is explained particularly in terms of the development of the concept of “elder” from early Judaism until the times of the church of the second and third century CE. This development is illustrated against the background of the group of Jesus followers surrounding the historical Jesus, the Pauline and deutero-Pauline epistles, including the Pastoral Epistles, as well as the early church. A basic assumption of this study is that the understanding of office and church cannot be separated from one another. Therefore, the development of office is explained against the background of the developing institutionalisation of the earliest church. As the church increasingly began to have a character of institutionalisation, the understanding of office developed within more fixed structures. This study illustrates that Paul’s view of the church, ministries, kerygma and charismata, is of central importance for the understanding of the New Testament’s intention of ministries. / Dissertation (MA(Teologie))--University of Pretoria, 2007. / New Testament Studies / unrestricted

The goal of this research was to determine, in a South African context, whether there is any correlation between chief executive officer compensation and the performance of the company. For the purposes of the research , the compensation of chief executive officers was broken down into three components: salary, bonus and "other" remuneration, while company performance was measured on return on equity, return on assets and earnings per share figures. Studies on this topic have been carried out in other countries, most notably in the United States of America and the United Kingdom. It appears that no research of a similar nature has been carried out in South Africa. Data in respect of the forty largest listed companies in South Africa were collected over a period of five years. The econometric models used for the research were based on models identified in the literature study. The data were then analysed for evidence of a correlation between chief executive officer compensation and the performance of the company. The results of this study indicate that there is no linear relationship between chief executive officer compensation and company performance variables. The econometric models did, however, show correlations between certain variables, taking into account the other predictor variables in the model. Evidence of correlations between age and experience and compensation was also found , which may present potential avenues of research to scholars in the future.

No description available.

Probation officers are departing their employment before retirement at a high rate depending on the agency, location, and type of position, which impacts society. The cost associated with training a new officer could consume a large portion of an agency's yearly budget, leaving many inexperienced officers to supervise dangerous offenders and defendants. Thus, it is important to examine factors influencing retention such as whether individualistic and collectivist values predict a relationship between retention intent of probation officers. The purpose of this quantitative research study, guided by Hofstede's cultural theory, was to determine whether family embeddedness influences retention intent of probation officers. Linear regression was used to examine the relationship between the variables. The Sobel test was used to determine if family embeddedness mediated retention-intent. Federal probation and pretrial services officers (n=85) from 5 regions completed online survey questionnaires (Individualistic values scale, Employee Retention scale, Global Measure of Job Embeddedness, and Auckland Individualism and Collectivistic Scale). The results showed that family embeddedness is not a mediator for probation officers that possessed individualistic or collectivistic values. The social change implication of this study includes a recommendation for the development of an employee screening instrument that identifies employees' values to increase retention of probation officers, which can be used to select and train staff.

Syftet med studien var att undersöka professionellas syn på den ämnesövergripande sexualundervisningen samt vilka förutsättningar professionella har att skapa en jämställd och normkritisk sexualundervisning för unga på högstadiet. Studien önskade besvara följande frågeställningar; Vad anser professionella om att sex- och samlevnadsundervisningen ska ske ämnesövergripande? Vilka brister och styrkor ser professionella med dagens sex- och samlevnadsundervisning? Anser professionella att skolan arbetar normkritiskt i sex- och samlevnadsundervisningen för att motverka att normativa könsroller begränsar unga? Utifrån en kvalitativ metod utgår studien från sex semistrukturerade intervjuer med professionella i Mellansverige som undervisar i sex och samlevnad. Studien grundar sig i ett konstruktionistiskt ramverk med inspiration från Paulo Freires kritiska teori, begreppet genus och normkritiskt perspektiv. En tematisk analys genomfördes för att utläsa likheter och skillnader i materialet vilket sedan analyserades utifrån valda begrepp. Resultatet visade att skolor inte arbetar ämnesövergripande trots att det är ett krav samt att tidsbristen påverkar undervisningens kvalitet. Dock kunde vi se att det fanns ett tydligt engagemang och en vilja hos de som undervisade att skapa en god sex- och samlevnadsundervisning utifrån ett normkritiskt och jämställt perspektiv. / The purpose of the study was to explore professionals' views on interdisciplinary sex education and what preconditions professionals have to create a gender-equal and norm-critical sex education for young people in upper secondary school. The study wanted to answer the following questions; What do professionals think about sex education taking place across subjects? What strengths and shortcomings do professionals see with today's sex education? Do professionals believe that the school works norm critically in sex education to counteract that normative gender roles limit young people? Using a qualitative method, the study is based on six semi-structured interviews with professionals in the middle of Sweden who teach sex education. The study is based on a constructionist framework with inspiration from Paulo Freire's critical theory, the concepts of gender and norm-critical perspective. A thematic analysis was carried out to read similarities and differences in the material, which was then analyzed based on selected concepts. The results showed that schools do not work interdisciplinary even though it is a requirement and that the lack of time affects the quality of teaching. However, we could see that there was a clear commitment and a will on the part of those who taught to create a good quality sex education from a norm-critical and equal perspective.