Personcentrerad vård är en av sjuksköterskans sex kärnkompetenser och bygger på ett holistiskt synsätt där hela människan beaktas. Målet med personcentrerad vård är att möjliggöra patienters delaktighet i vården. Personcentrerad vård möjliggörs när sjuksköterskor beaktar patienters livserfarenhet, berättelse och upplevelse av sjukdom. Syftet med studien var att beskriva personcentrerad vård ur ett sjuksköterskeperspektiv. Metoden var en litteraturstudie där den systematiska litteratursökningen genererade 10 vetenskapliga resultatartiklar. Analysprocessen av innehållet i resultatartiklarna utmynnade i tre kategorier: att se personen bakom sjukdom, att få utrymme för reflektion och att skapa en förtroendefull relation. Resultatet visar på att det enligt sjuksköterskor är av vikt att se hela personen och involvera patienter i vården. Reflektion kring patienters unika behov poängterades av sjuksköterskor som betydelsefullt. Vägledning och reflektion beträffande personcentrerad vård inom arbetsgruppen ansågs kunna främja den personcentrerade vården. Sjuksköterskor betonade vikten av att skapa en förtroendefull relation med patienter där patienter känner trygghet och vågar yttra sina behov. En vård där sjuksköterskor tillämpar personcentrerad vård blir till nytta för individen, samhället och professionen. Ytterligare forskning kring personcentrerad vård ur anhörigas perspektiv kan öka kunskapen och utövandet av personcentrerad vård i klinisk praxis. / Person-centered care is one of nurse's six core competencies and based on a holistic approach in which the whole person is taken into account. The goal of person-centered care is to enable the patient’s participation in care. A person-centered care can be achieved when nurses considering patients’ life experience, story and experience of disease. The aim of the study was to describe the person-centered care from a nurse perspective. The method was a literature study in which the systematic literature research generated in 10 scientific result articles. The analysis process of the content of the result articles generated three categories: to see the person behind the disease, to have space for reflection and to establish a trustful relationship. The results show that according to nurses it is important to see the whole person and involve patients in their own care. Reflection of patients unique needs, nurses highlighted as significant. Guidance and reflection regarding the person-centered care within the task force were believed to promote person-centered care. Nurses underlined the importance of creating a trustful relationship with patients where patients feel safe and dare to express their needs. A care where nurses applying person-centered care will benefit the individual, society and the profession. Further research on person-centered care from the family's perspective may improve the knowledge and practice of person-centered care in clinical custom.

Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.

This qualitative study aims to gain a deepened understanding of talent acquisition in small finance companies' selection processes by focusing on person-job and person-organization fit. Talent acquisition is defined as hiring quality candidates that meet the organization's needs (Mathis et al., 2016). It is crucial to hire the right candidates since the organization is less likely to succeed without qualified employees (Mathis et al., 2016). This study focuses on two aspects of person-environment fit: person-job fit and person-organization fit. Ensuring these aspects can lead to successful employment (Sekiguchi, 2004). Person-job fit evaluates three factors, knowledge, skills, and abilities (KSA), and how they match the job task (Carless, 2005). Person-organization also evaluates three factors, attraction-selection-attrition, and how they match the employees' values and the organization's values and needs (Verquer et al., 2002).  The empirical data is based on semi-structured interviews with six small finance companies, where we gained a deepened understanding of their employee selection process. We connect previous research to our empirical data to gain a deepened understanding of how small finance companies can acquire talented candidates by ensuring person-job fit and person-organization fit. We used a thematic analysis to code our empirical data and draw conclusions from it.  This study has shown that knowledge is not as accounted for as previous research claims. Small finance companies consider a candidate’s skills and abilities more. Skills are assessed by job-related tests that show how fast and at what level the candidate will be able to perform. Ability is the most critical factor that small finance companies consider. If the candidate shows dedication and an entrepreneurial mindset, it indicates that the candidate possesses certain traits that the small finance companies desire. Attraction is whether the candidate and the organization share the same values and small finance companies can tailor-make roles to attract talented candidates. Selecting talent in small finance companies depends on the candidate's ability to fit into the group dynamic rather than fitting into the organization’s culture. The candidate and the organization’s expectations of attrition must match. However, it is up to the small finance companies to keep their employees satisfied.

Zugl.: Halle-Wittenberg, Universiẗat, Diss., 2007.

Univ., Diss.--Basel, 2002. / Literaturverz. S. XXIX - XLVII.

Titel: Hur kan hög personalomsättning i mäklaryrket motverkas? - En studie kring samspelet mellan medarbetare, jobb och organisation.   Nivå: Examensarbete på Grundnivå i ämnet företagsekonomi.   Författare: Felicia Johansson & Selma Lundgren   Handledare: Monika Wallmon   Datum: 2021-juni   Syfte: Studien avser att med hjälp av modellen person-environment fit analysera hur samspelet mellan person, jobb och organisation inverkar på personalomsättningen bland fastighetsmäklare.   Metod: Uppsatsen är ett resultat av en kvalitativ studie med utgångspunkt i deduktiv forskningsansats. Det empiriska materialet som ligger till grund för studiens analys och slutsats har samlats in genom semistrukturerade intervjuer med tio fastighetsmäklare. Materialet har transkriberats för att därefter kunna urskilja mönster och kopplingar till den valda teorin.   Resultat & slutsats: Studiens resultat visar på att de fastighetsmäklare som valt både ett yrke samt en organisation som bäst liknar dem själva är mer benägna att stanna inom dessa. Yrkesegenskaper som är attraktiva hos de tillfrågade fastighetsmäklarna inkluderar frihet och variation, medan vid val av organisation är liknande värderingar, trivsel samt ett individanpassat ledarskap av största vikt. Studien visar även på att matchning inte är något som är statiskt utan förändras över tid, exempelvis gällande framtidsplaner, mål och behov av ledarskap.     Examensarbetets bidrag: Uppsatsen har bidragit till det företagsekonomiska fältet genom att addera en ny dimension av modellen person-environment fit utifrån ett medarbetarperspektiv i den svenska fastighetsmäklarbranschen. Studien har dessutom skildrat vilka faktorer som är betydelsefulla för att en fastighetsmäklare ska stanna i branschen såväl som i en organisation, vilket är användbar kunskap vid rekryteringsprocesser.    Förslag till fortsatt forskning: Denna studie har fokuserat på aktiva fastighetsmäklare och varför de valt att stanna i branschen samt i en viss organisation utifrån person-environment fit. Det är därför av intresse att studera varför före detta fastighetsmäklare valt att avsluta sina karriärer utifrån samma teorimodell. Utifrån hur respondenterna i denna studie berättat om vikten av trivas med kollegor och ledare vore det vidare intressant att studera personalomsättningens påverkan med hänsyn till person-group samt person-supervisor fit. Nyckelord: Person-environment fit, person-job fit, person-organization fit, kompletterande matchning, likhets-matchning, fastighetsmäklare

Master of Science / Department of Journalism and Mass Communications / Hyunseung Jin / With regards to the third-person effect, the purpose of this paper is to answer the fundamental question ‘who are others?’ when assessing the perceived effects of anti-tobacco advertising and cigarette advertising. The particular interest in this study is investigation of the underlying mechanism of the third-person effect between non-smokers and smokers by applying the social comparison theory to the third-person effect. Findings indicate that, in terms of overall third-person effect judgments, people are inclined to consider as others those persons sharing similar demographic characteristics including gender, race, and age. However, in terms of smoking status, people have a tendency to contrast themselves with other smokers rather than non-smokers, regardless of whether or not they themselves smoke. Moreover, the first-person effect toward an anti-tobacco advertisement was found amongst non-smokers, but it was not found amongst smokers. The magnitude of the third-person toward a cigarette-advertisement effect was greater among non-smokers than it was among smokers.

The introduction of this dissertation presents a brief summation of what other sources have ushered with regard to the question of who Jesus is. The problem we seek to resolve; the justification of this dissertation; the definition of some terminology and the main source materials employed, are presented in this chapter. Since the problem statement is crucial for a good dissertation, chapter two will identify this problem from the grass roots level and will show us the turbulent tides it has encountered through the early centuries of the Christian church. The Aftermath of the early Christian church was a string of one Word Symbols, or tides for Jesus. The problem of embracing only one Word title for Jesus is also explained in chapter three. In contrast to the One-sided Word Christologies described in chapter four, an example of some symbols of the Word that inclusively describe in part, who Jesus really is, is presented. Since this dissertation has a holistic approach, it is paramount for the investigation to consider a religious figure that embraces or represents a Christology that denotes holism. This is covered in chapter five. It is in chapter five, where the writer, out of necessity, is prompted to devote a number of pages exploring White's Chiistological conviction. In this chapter the writer uncovers White's perception of the great conflict between good and evil. Retrospectively, the writer absoibs White's assumption and perception of the person of Christ. This chapter also looks at how Christ's role and function is perceived by White. During this research, the way she used the various Word symbols of Christ, who is the over-arching prism of the Almighty God, was found to be of particular interest. White also provides practical, theoretical knowledge of how Christ occupies the believer's life, the world and God's universe. As in chapter five, chapter six presents the exposition of the Christology of John Calvin. In chapter seven the Christology of White is compared to that of John Calvin. A table of data that illustrates how many different types of Word symbols and how many times those Word symbols are mentioned by both White and Calvin are presented. Chapter eight will present the conclusion of this dissertation. / Systematic Theology & Theological Ethics / M. Th. (Systematic Theology)

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