Psykisk ohälsa ses som ett folkhälsoproblem bland barn och ungdomar. Psykiska besvär tidigt i livet ökar risken för suicidförsök. I åldersgruppen 10–19 år begår ungefär 50–60 personer suicid per år i Sverige. Psykologer på barn- och ungdomspsykiatrin (BUP) arbetar bland annat med suicidnära barn och ungdomar. Syftet med studien var att undersöka psykologers upplevelse av att arbeta med suicidnära barn och ungdomar. Studien har även ämnat till att undersöka vilket stöd organisationen erbjuder psykologerna i arbetet med suicidnära barn och ungdomar samt hur stödet upplevs. Sju psykologer på BUP intervjuades med semistrukturerade intervjuer som analyserades med tematisk analys. Majoriteten av deltagarna upplevde arbetet med suicidnära barn och ungdomar som ensamt, utmanande och emotionellt belastande samt att känslorna följde med efter arbetstid. Stödet från organisationen beskrevs som svagt och bestod oftast av handledning, riktlinjer och utbildning. Det kollegiala stödet upplevdes som bra men otillräckligt. Det stöd som psykologerna upplevde som viktigast att få från organisationen var emotionellt stöd. Slutsatsen var att psykologerna upplever en obalans i arbetskrav och arbetsresurser som har resulterat i känslor som stress och oro. Förslag till framtida forskning är att studera patienternas och ledningens perspektiv på BUP samt jämföra arbetet på privatiserade BUP för att undersöka skillnader i upplevelse och stöd från organisationen. / Mental illness is seen as a public health problem among children and adolescents. Mental disorders early in life increase the risk of suicide attempts. In Sweden, approximately 50 to 60 people between the ages of 10 and 19 commit suicide each year. Among other things, psychologists in child and adolescent psychiatry (BUP) work with suicidal children and adolescents. The purpose of this study was to examine psychologists' experiences of working with suicidal children and adolescents. The study also aimed to investigate what organizational support is offered to psychologists working with suicidal children and adolescents and how the support is experienced. Semi-structured interviews of seven psychologists in BUP were conducted and analyzed using thematic analysis. The majority of the participants experienced their work with suicidal children and adolescents as lonely, challenging, and emotionally draining and that these emotions followed them home after working hours. The organizational support was described as weak and usually consisted of supervision, guidelines, and training. The support from colleagues was perceived as good but insufficient. The organizational support that psychologists felt was most important to receive was emotional support. The conclusion was that psychologists experience an imbalance in professional demands and resources that has resulted in emotions such as stress and anxiety. Suggestions for future research are to study patient and management perspectives on BUP and compare existing research with the work in privatized BUP to see if there are differences in experiences and organizational support.

The purpose of this study was to investigate the job constructs influencing campus recreation undergraduate student workers’ satisfaction and retention and how their job satisfaction relates to job retention. The job constructs measured against job satisfaction and retention were job embeddedness, perceived organizational support, perceived organizational prestige, and organizational commitment. An online survey was sent out for 14, four-year, public universities in two southeastern states. A total of 108 undergraduate student employees responded to the survey. Descriptive statistics and a correlation matrix were performed in order to analyze the data and the relationship between the variables. Three regressions were used to measure the significance of the variables relationship. This study’s results suggest that those students who are more committed to the organization are more likely to be satisfied with their job. Additionally, those students who are more embedded in their job are more likely to return to their job.

Indiana University-Purdue University Indianapolis (IUPUI) / Nursing education is faced with addressing the challenge of educational reform as a result of the rapid changes in the complexity of health care delivery systems, increased technology and biomedical knowledge, a shortage in nursing faculty, and increased enrollment in schools of nursing. Although national nursing organizations have called for reform and innovation in nursing education little is known about the factors that are related to educators’ adoption of such changes. The purpose of this descriptive, exploratory, correlational, survey study was to explore the adoption of socioculturally-based teaching strategies (SCBTS) by examining the following variables in relation to their adoption using Everett Rogers’ diffusion of innovations model: (a) clinical nurse educators’ perceived characteristics of SCBTS, (b) clinical nurse educators’ perceived organizational support for innovation, and (c) selected demographic characteristics. Minimal research has been conducted regarding the factors related to clinical nurse educators’ adoption of SCBTS, which may better prepare nurse graduates for today’s health care system. Findings from this study suggest that adoption is not straightforward, but the perceived characteristics of teaching strategies play an important role in the clinical nurse educator’s decision to adopt or not adopt SCBTS. Rogers’ model was partially supported based on the findings that clinical nurse educators were more likely to adopt a teaching strategy if it was perceived to be advantageous, compatible, and not too complex. On the other hand, clinical nurse educators were more likely not to adopt teaching strategies that they must “try out” or that must be observable by others, which was not supportive of Rogers’ model. Adopters of SCBTS were more experienced clinical educators who felt supported by their academic organizations in terms of innovation; however organizational support for innovations was not associated with adoption of the teaching strategies. Holding a certificate in a nursing specialty, the type of program in which the educator taught, and the age of the educator were not associated with the adoption of SCBTS. Future research using Rogers’ model or other appropriate models is called for to further explore the adoption of SCBTS by clinical nurse educators.

Negativa attityder gentemot personer med psykisk sjukdom förekommer bland sjukvårdspersonal. Sjuksköterskeutbildningens psykiatriska delkurs är uppbyggd på olika sätt på olika högskolor i landet. Syftet var att studera sjuksköterskors och sjuksköterskestudenters attityder gentemot patienter med en psykisk sjukdom utifrån två frågeställningar: Vilken betydelse har olika bakomliggande faktorer för sjuksköterskors attityder? Går det att påverka dessa attityder och i så fall på vilka sätt? Metoden var en litteraturstudie, där kvalitativa och kvantitativa artiklar studerades och jämfördes. De teoretiska referensramar, som användes, var Parses omvårdnadsteori och den socialpsykologiska Tripartite Model of Attitude Change. Resultatet visade att rädsla, okunskap och brist på erfarenhet var de främsta faktorerna, som låg bakom de negativa attityderna. Framgångsrika strategier för att förbättra attityderna är enligt resultatet praktisk erfarenhet och utbildning, ökad kontakt med personer med psykisk sjukdom, viss teoretisk utbildning samt ett organisatoriskt stöd på arbetsplatsen. Det organisatoriska stödet kan ges i form av handledning och professionellt stöd i det vardagliga arbetet. Vår rekommendation är att sjuksköterskeutbildningarna borde ha en gemensam linje, där praktik med handledning och reflekterande seminarier överväger. / Negative attitudes towards people with mental illness are found among medical personnel. The nursing psychiatric training module is structured in different ways at different universities in the country. The aim of this study was to investigate nurses´ and nursing students´ attitudes towards patients with a mental illness with two questions: What is the importance of different underlying factors of nurses' attitudes? Is it possible to influence these attitudes and if so in what ways? The method was a literature study, where qualitative and quantitative articles were studied and compared. The theoretical frame of reference, which was used, was Parse´s nursing theory and the social psychological theory The Tripartite Model of Attitude Change. The results showed that fear, ignorance and inexperience were the main factors behind the negative attitudes. Successful strategies for improving attitudes, according to the results, are practical experience and training, increased contact with persons with mental illness, theoretical training and organizational support in the workplace. The organizational support may take the form of mentoring and professional support in their everyday work. Our recommendation is that all universities with nursing education should have a common line, where practice with supervision and reflective seminars are predominant.

Negativa attityder gentemot personer med psykisk sjukdom förekommer bland sjukvårdspersonal. Sjuksköterskeutbildningens psykiatriska delkurs är uppbyggd på olika sätt på olika högskolor i landet. Syftet var att studera sjuksköterskors och sjuksköterskestudenters attityder gentemot patienter med en psykisk sjukdom utifrån två frågeställningar: Vilken betydelse har olika bakomliggande faktorer för sjuksköterskors attityder? Går det att påverka dessa attityder och i så fall på vilka sätt? Metoden var en litteraturstudie, där kvalitativa och kvantitativa artiklar studerades och jämfördes. De teoretiska referensramar, som användes, var Parses omvårdnadsteori och den socialpsykologiska Tripartite Model of Attitude Change. Resultatet visade att rädsla, okunskap och brist på erfarenhet var de främsta faktorerna, som låg bakom de negativa attityderna. Framgångsrika strategier för att förbättra attityderna är enligt resultatet praktisk erfarenhet och utbildning, ökad kontakt med personer med psykisk sjukdom, viss teoretisk utbildning samt ett organisatoriskt stöd på arbetsplatsen. Det organisatoriska stödet kan ges i form av handledning och professionellt stöd i det vardagliga arbetet. Vår rekommendation är att sjuksköterskeutbildningarna borde ha en gemensam linje, där praktik med handledning och reflekterande seminarier överväger. / Negative attitudes towards people with mental illness are found among medical personnel. The nursing psychiatric training module is structured in different ways at different universities in the country. The aim of this study was to investigate nurses´ and nursing students´ attitudes towards patients with a mental illness with two questions: What is the importance of different underlying factors of nurses' attitudes? Is it possible to influence these attitudes and if so in what ways? The method was a literature study, where qualitative and quantitative articles were studied and compared. The theoretical frame of reference, which was used, was Parse´s nursing theory and the social psychological theory The Tripartite Model of Attitude Change. The results showed that fear, ignorance and inexperience were the main factors behind the negative attitudes. Successful strategies for improving attitudes, according to the results, are practical experience and training, increased contact with persons with mental illness, theoretical training and organizational support in the workplace. The organizational support may take the form of mentoring and professional support in their everyday work. Our recommendation is that all universities with nursing education should have a common line, where practice with supervision and reflective seminars are predominant.

No description available.

Recruitment and retention of public child welfare workforce is in crisis due to turnover caused by 1) dissatisfaction with job; 2) excessive stress and burnout, including vicarious trauma; and 3) a lack of support from supervisors and organizations. No instrument was found to evaluate the impact of supervisory support and the use of organizational and professional strategies. The Supervisory and Organizational Support (SOS) survey instrument was created in response to the need for reliable and valid instruments to measure issues related to child welfare workforce turnover. The purpose of this study was to investigate the psychometric properties of the SOS survey instrument and was designed to address the following research questions: 1) Does the instrument have demonstrated content validity? 2) Does the instrument have demonstrated construct validity as developed through factor analysis techniques? 3) Does the instrument have demonstrated reliability? 4) To what extent do the instrument and its' subscales correlate with measures of theoretically related and unrelated variables? The results of this study with a sample of 387 employees in 18 Virginia Department of Social Services agencies provide good beginning evidence of content, construct, convergent, and discriminant validity, and reliability of the SOS survey instrument. As such, the SOS survey can be used in studies of social services workforce turnover/ retention. However, to increase confidence in this recommendation, further research should address the implications and limitations of the current study and provide replication of the results with a different sample using confirmatory factor analysis. Finally, the SOS survey instrument may serve to assist in the evaluation of practice and policy efforts aimed at increasing worker retention. / Ph. D.

Syfte: Syftet med det här arbetet är att undersöka sjuksköterskors upplevelser om deras balans mellan arbete och privatliv och om det upplever att det har en effekt på deras välmående och prestation.  Metod: Vi har utfört den här studien med semistrukturerade intervjuer, vilka har transkriberats och analyserats. Det är en kvalitativ studie med en induktiv forskningsansats.  Slutsats: För sjuksköterskor finns det flera utmaningar angående WLB, till exempel mentala påfrestningar, svårigheter att släppa jobbet när de är hemma, ork- och tidsbrist, svårt att varva ner och ibland för lite tid till återhämtning. Stress och för lite sömn kan påverka välmående samt prestation. Vi får också lära oss att bemanningssjuksköterskors situation påverkar positivt samt negativt i olika aspekter av WLB. Regelbundna arbetstider och bemötandet av bemanningsfrågan för att lösa arbetsbördan kan förbättra arbetsförhållandena. / Purpose: The purpose with this paper is to examine nurses' experiences concerning their work-life-balance and their eventual opinion whether it has an effect on their well-being and performance.  Method: We have done this study with semi structured interviews, which we have transcribed in order to anlayse them. The study is of qualitative nature and has an inductive research approach.   Conclusion: Nurses face several challenges regarding their WLB, for example mental strain, difficulties in disconnecting from work at home, energy- and time based deficiencies, challenge to unwind and, sometimes, a time shortage for recovery. Stress and lack of sleep can affect well-being and performance. We have also learned that the staffing nurse situations have both positive and negative effects on different aspects of WLB. Regular work hours and addressing staffing issues to alleviate work-load could enhance the work situation.

本研究指在探討校長分布式領導、教師知覺組織支持與教師組織公民行為的關係。研究方法採問卷調查法，以越南胡志明市公立高級中學教師為研究對象。在預試階段，寄發300份問卷，回收有效問卷共有275份，據以檢視研究工具之信效度。在正式調查階段，寄發960份問卷，回收有效問卷共908份。在資料處理方面，本研究分別以描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析及結構方程模式取向之路徑分析等統計方法進行分析。本研究獲得以下結論： 一、越南胡志明市公立高級中學校長分布式領導、教師知覺組織支持與教師組織公民行為的現況大致良好。 二、教師對校長分布式領導的知覺，會因教師之年齡、服務年資、學歷、學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 三、教師對組織支持的知覺，會因教師之年齡、學校所在地與學校規模之不同而有顯著差異。 四、教師對教師組織公民行為的知覺，會因學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 五、校長分布式領導、教師知覺組織支持與教師組織公民行為之間兩兩具有正向相關。 六、校長分布式領導、教師知覺組織支持與教師組織公民行為三者之間具有顯著影響關係。 七、校長分布式領導可透過教師知覺組織支持的部分中介效果，間接影響教師組織公民行為。 八、校長分布式領導、教師知覺組織支持與教師組織公民行為的結構方程模式適配度良好。 基於上述之研究結果，本研究提出一些建議，作為主管教育行政機關、學校校長、教師及未來研究之參考。 / The study aims to investigate the relationships among distributed leadership, perceived organizational support, and organizational citizenship behavior. The study population is all in-service teachers at public high schools in Ho Chi Minh city. The questionnaires are used to collect data. In the pretest stage, data collected from a sample of 275 teachers at 20 public high schools, and was used to test the validity and reliability of the research instruments by using the exploratory factor analysis. In the formal survey, data collected from a sample of 908 teachers at 64 public high schools. Then the descriptive analysis, t-test and one-way ANOVA, correlation analysis and SEM approach’s path analysis were used to analyze the data. The findings indicated that: 1. The teachers’ perception of distributed leadership, perceived organizational support, and organizational citizenship behavior is good. 2. Six demographic variables, including teachers’ age, year of experience, level of education, school location, school size, and years as principal at current school, showed significant differences in distributed leadership. 3. Three demographic variables, including teachers’ age, school location, school size, showed significant differences in perceived organizational support. 4. Three demographic variables, including school location, school size, and years as principal at current school, showed significant differences in organizational citizenship behavior. 5. There is a significant positive correlation between the variables of distributed leadership, perceived organizational support, and organizational citizenship behavior. 6. Both distributed leadership and perceived organizational support showed a positive direct effect on organizational citizenship behavior. 7. Perceived organizational support partially mediated the effect of distributed leadership on organizational citizenship behavior. 8. The SEM constructed for the distributed leadership, perceived organizational support, and organizational citizenship behavior showed a goodness of fit. Based on these results, there are many applications proposed to education authority, school principals, and teachers and some recommendations provided for further research.

La présente recherche a comme objectif d’étudier l’effet de l’environnement de travail sur l’engagement affectif envers son organisation. Le concept de l’environnement de travail se compose de trois dimensions, à savoir les caractéristiques de l’emploi, la communication managériale et la perception du soutien organisationnel. Cette recherche vise également à comprendre s’il existe un effet modérateur de la génération sur la relation entre ces dimensions de l’environnement de travail et l’engagement affectif. Les générations Baby-boomers, X et Y sont celles à l’étude. Les données ont été collectées au sein de deux compagnies privées dont la main-d’œuvre n’est pas syndiquée. Au total, 110 participants ont répondu au questionnaire. Des analyses de régression multiple ont permis de vérifier l’effet distinct de chaque dimension de l’environnement de travail sur l’engagement affectif alors que des analyses de régression hiérarchique ont testé la présence d’un effet modérateur de la génération dans cette relation. Les résultats indiquent que les seules dimensions de l’environnement de travail ayant un effet direct et significatif sur l’engagement organisationnel affectif sont la communication managériale et la perception du soutien organisationnel. En ce qui a trait à la génération à laquelle appartient le travailleur, il semble que cette variable ne modère pas la relation entre les dimensions de l’environnement de travail et l’engagement affectif. Les apports théoriques et pratiques de cette étude sont discutés tout comme ses limites et quelques recommandations pour les recherches futures. / The objective of the present research is to study the effect that the work environment can have on affective commitment toward the organization. The concept of work environment is divided into three dimensions. They are the job characteristics, the communication with the supervisor and the perceived organizational support. This research also wishes to understand if there exists a moderating effect of the generation on the relationship between these dimensions of the job environment and affective commitment. The generations of the Baby-boomers, X and Y are the one selected for the purposes of this study. The data were collected in two private and non-unionized companies. In total, 110 participants answered the questionnaire. Regression analysis were conducted to verify the distinct effect of each of the three dimensions of the work environment on the affective commitment and also to test the presence of a moderating effect of the generation in this relationship. The results indicate that the only dimensions of the work environment having a direct and significant effect on the affective organizational commitment are communication with the supervisor and perceived organizational support. Concerning the generation of the worker, it seems that this variable does not moderate the relationship between the dimensions of work environment and affective commitment. The theoretical and practical implications of this research are discussed as well as its limits and recommendations for future researches.