The aim of the research was to examine the ways in which occupational therapists construct meaning in their professional lives and, in doing so, shed light on the wider dialogue of the meaning of occupation. A secondary aim was to provide a framework to assist occupational therapists to unravel, articulate and position themselves within the meaning of their work. Hermeneutic phenomenology was chosen as a research approach to enable particpants to examine their own actions and for the insider researcher to be visible via hermeneutic reflection.

Este trabalho tem como objetivo realizar uma análise da relação entre as âncoras de carreira e atitudes de carreira proteana e sem fronteiras na geração Z. Para isso, foi realizado levantamento bibliográfico sobre o tema “carreira” e mapeamento da geração Z na região da Serra Gaúcha. Após o mapeamento, optou-se por uma amostra não probabilística por conveniência, sendo aplicados instrumentos em alunos de graduação matriculados junto a Universidade de Caxias do Sul (UCS). Como testes, foram utilizados o inventário de âncoras de carreira de Edgar Schein (1996) e as escalas atitudes de carreira proteana e sem fronteiras de Briscoe et al. (2006). A pesquisa foi aplicada nos meses de agosto e setembro de 2017, obtendo 722 respostas válidas, sendo 538 respondentes com idade entre 18 e 24 anos, ou seja, integrantes da geração Z. Através da análise fatorial, foi possível verificar a existência de novos fatores, conforme o inventário de Schein (1996), sendo eles denominados resignação, criatividade empreendedora interna, especialista pleno e desconexo, além da exclusão da âncora competência técnica funcional, totalizando onze fatores e obtendo-se 60,32% de explicação desses fatores. A mesma análise foi realizada no inventário de atitudes de carreira proteana e sem fronteiras, sendo mantidos os quatro fatores originais e obtendo-se 47,08% de explicação desses fatores. Já através da análise de correlações, pôde-se verificar que ela é significativa em todos os fatores sugeridos por Briscoe et al. (2006): autodirecionamento e valores pessoais, para carreira proteana, e mobilidade física e mobilidade psicológica, para carreira sem fronteiras. Os resultados sugerem que o estudo das âncoras de carreira é relevante para o entendimento das atitudes de carreira do indivíduo da geração Z. Dessa forma, este trabalho apresenta uma contribuição quanto à possibilidade de novas âncoras de carreira e também sobre a tendência de atitudes ligadas à carreira da geração Z. / Submitted by cmquadros@ucs.br (cmquadros@ucs.br) on 2018-03-12T14:55:09Z No. of bitstreams: 1 Dissertacao Tiago Novaes.pdf: 1320800 bytes, checksum: f08a3636886c8b24facfed5444895112 (MD5) / Made available in DSpace on 2018-03-12T14:55:09Z (GMT). No. of bitstreams: 1 Dissertacao Tiago Novaes.pdf: 1320800 bytes, checksum: f08a3636886c8b24facfed5444895112 (MD5) Previous issue date: 2018-03-09 / This work aimed to analyze the relationship between career anchors and protean and boundaryless career attitudes in generation Z. In order to achieve this objective, a bibliographic survey on the career theme and a mapping of generation Z region of the sierra gaúcha. After this mapping, a non-probabilistic sample was chosen for convenience, the inventory of career anchors of Edgar Schein (1996) and the protean and borderless career attitudes scales of Briscoe et al. (2006), in undergraduate students enrolled at the University of Caxias do Sul (UCS). The research was applied in August and September 2017, obtaining 722 valid answers, and 538 respondents are 18 to 24 years old, that is, members of the Z generation. Through the factorial analysis it was possible to verify the existence of new Schein's (1996) inventory factors, being called resignation, internal entrepreneurial creativity, full and disconnected specialist, in addition to the exclusion of anchor functional technical competence, totaling eleven factors and obtaining 60.32% of explanation of these factors, the same analysis was performed in the inventory of protean career attitudes and without frontiers, maintaining the original four factors and obtained 47.08% of explanation of these factors. Already through the analysis of correlations, it can be verified that it is significant in all the factors suggested by Briscoe et al. (2006) who are self-directed and personal values for career protean and physical mobility and psychological mobility for career without frontiers. This suggests that the study of career anchors is relevant to the understanding of the career attitudes of the individual of generation Z. Thus, this work presents a contribution regarding the possibility of new career anchors and also about the tendency of attitudes linked to career, generation Z.

Thesis submitted in fulfilment of the requirements for the MTech: Human Resources Management Degree in the faculty of BUSINESS at the CAPE PENINSULA UNIVERSITY OF TECHNOLOGY 2008 / Mentoring is an informal and flexible approach to leadership, supevision and professional development. It involves the mentor and protégé setting goals that are focused on the protégé’s professional and personal development needs. Mentoring relationships can occur between a mentor and a protégé or a small group of protégés or it may involve peers who act as mentors for each other (Skinner, Roche, O'Connor, Pollard & Todd, 2005:2). Mentoring programs are increasing rapidly in response to needs for new and innovative ways to develop people, allow them to grow in their jobs and the need for change. However, typical problem areas include expectations and objectives which may be misunderstood, and these are areas that are necessary to determine whether the mentoring program was effective or not. Due to the vague understanding of mentoring programs and their effectiveness, techniques and methods were reviewed and discussed to figure these out. Mentors and proteges who were already on programs and those who had begun new programs were randomly selected to participate in this evaluation; the reason why these two groups were chosen is that there is a need to determine how the groups went about making their programs a success or not, since these groups were already on the program or starting out, and interest in a mentoring program was already existent. An attempt to motivate new groups would defeat the aim, since it could sabotage the aim of the research and end-results in several ways, for example, groups would require guidance to begin their programs. The groups were monitored over a five month period, and evaluated at the end of every four weeks in order to make sure that no information would be omitted at the end of the five months. Furthermore, information from literature on mentoring was used in order to compare respondents' information that was gathered over the monitoring period. Participant groups were randomly chosen from the Karas region and from different industries and fields in order to obtain a good reading from different work environments; the work areas were chosen from seven companies. Each month had an area of interest, which was examined throughout the five months. Once questionnaires were completed and returned, data was examined to determine positive and negative impacts that mentoring relationships and approaches (within in the relationships), had on both parties and their styles of participation. Participants were assessed six months after the fifth evaluation to determine the long term effect that mentoring had on participants, the mentor and protege. A reason for this was that some participants might have grasped the knowledge and skills for a only a short period of time and then forget or ignore it, while others may have taken time to understand and implement the new knowledge, which would have given them time to absorb the information, knowledge and skills that were acquired. The mentor, protege, as well as the organization, should be clear on what they expect and want from mentoring, and should communicate thoroughly, while the program should be tailored to the needs of participants and the culture. The mentor should be trained, if necessary and evaluation and reviews methods should be established in order to ensure smooth running and, eventually, the effectiveness of the program. Both employees and the organizations can benefit; employees can benefit through career development initiatives and find a sense of belonging and empowerment, while organizations can benefit as this helps the firm to communicate its values and behaviours, provide opportunities to expand networks and boost training efforts, as well as facilitate knowledge.

Orientador: Angelo Zanaga Trape / Tese (doutorado) - Universidade Estadual Paulista, Faculdade de Ciencias Medicas / Made available in DSpace on 2018-08-10T15:47:56Z (GMT). No. of bitstreams: 1 Figueiredo_VanessaCatherinaNeumann_D.pdf: 4421936 bytes, checksum: 977aefceaac1c12fc11f98a25b94ef2d (MD5) Previous issue date: 2008 / Resumo: Esta pesquisa de corte transversal procurou verificar as condições de saúde de trabalhadoras inseridas no processo produtivo de bijuterias e folheados de Limeira, SP. Para isso, traçou-se um perfil acerca do trabalho realizado, exposição ao cianeto e queixas de saúde auto-referidas, comparando um grupo de 191 trabalhadoras inseridas em empresas com processo de galvanoplastia (expostas ao cianeto) e um grupo de 192 trabalhadoras inseridas em empresas que fabricam e montam peças brutas (não expostas ao cianeto). Foi aplicado um questionário para levantamento de informações sócio-demográficas, familiares e funcionais, além do Índice de Capacidade para o Trabalho, a Escala de Estresse no Trabalho, o SRQ-20, o SF-36, o Audit e a Escala de Tolerância de Fagerström. No geral, 44,4% das trabalhadoras são solteiras, 54,3% têm entre 20 e 29 anos, 49,9% são brancas, 62,9% têm ensino médio completo, 55,4% não têm filhos, 40,7% afirmaram ter alguma lesão ou doença confirmada por médico e o Estado de Saúde (SF36) teve uma média de 66,9. As questões relacionadas a favoritismo e discriminação dentro de ambiente e a pouca perspectiva de crescimento são os fatores psicossociais mais estressantes para essa população, sendo que 14,8% apresentaram classificação positiva para transtornos mentais comuns (SRQ-20), com dores de cabeça freqüentes. Sobre o estilo de vida, 93,7% apresentaram baixo risco de dependência alcoólica (Audit), e 65,5% nunca fumaram. Sobre o trabalho, 59% não usam EPI, 68,4% ocupam o cargo de Auxiliar de Ourives, e entre as trabalhadoras inseridas no processo de tratamento de superfície 48,9% lidam diretamente com cianeto. Na comparação entre os grupos foi encontrada uma diferença estatisticamente significante com relação ao número de lesões e doenças referidas confirmadas por avaliação médica (ICT), sendo que o grupo exposto apresentou menos lesões que o grupo não exposto ao cianeto (p=0,042), e o grupo exposto apresentou diferenças com relação à prevalência de distúrbios de tireóide (p=0,022), bronquite crônica (p=0,027) e sinusite crônica (p=0,022), enquanto que o grupo não exposto apresentou maior prevalência de lesões nos braços e nas mãos (p <0,001). Os distúrbios de tireóide foram associados a um maior tempo de trabalho no setor (p=0,035), a uma menor pontuação no índice de capacidade para o trabalho (p=0,001), maior freqüência de distúrbios emocionais menores (p=0,006), a um cansaço constante (p=0,001) e facilidade de se cansar (p<0,001), menor pontuação na capacidade funcional (p=0,021), na vitalidade (p=0,001), nos aspectos emocionais (p=0,010), e no domínio saúde mental (p=0,011). A lesão nos braços e nas mãos não foi associada à responsabilidade de limpar a casa (p=0,114) nem à responsabilidade de passar roupa (p=0,252). Foi encontrado um perfil de adoecimento diferente para cada grupo pesquisado, sendo que o grupo de trabalhadoras não expostas ao cianeto apresentou pior condição de saúde / Abstract: The objective of this transversal cut research was to check the health conditions of women working in the gold platted- and fashion jewel manufacture in Limeira, SP, Brazil. To do so, a profile of the subjects was designed taking into account the tasks performed by the workers, their exposure to cyanide and the self-referred complaints of health problems. A group of 191 labourers working in companies using galvanoplastic processes (exposed to cyanide) was compared with 192 workers placed in companies that manufacture and assemble manufactured parts (not exposed to cyanide). Socio-demographic, family and functional information, in addition of the Work Index Capacity, the Stress at Work Index, SRQ-20, SF-36, Audit, and the Fagerström Scale of Tolerance, were obtained by applying a questionnaire. Overall, 44.4% of the workers were single, 54.3% were between 20 and 29 years old, 49.9% are white, 62.9% completed high school, 55.4% have no children, 40.7% said declared having had injuries or illness, as confirmed by a physician, and the mean of the State of Health (SF36) was 66.9. The facts related to discrimination and favouritism in the working environment, as well as the low expectation of progress are the main psychosocial stressing factors for this population, so that 14.8% had a positive rating for common mental disorders (SRQ-20) involving frequent headaches. Related to the lifestyle, 93.7% had low risk of alcohol dependence (Audit), and 65.5% never smoked. In their work, 59% do not use EPI, 68.4% occupy the post of Jeweler Assistant, and among the workers involved with surface treatment 48.9% deal directly with cyanide. The comparison between both groups showed a statistically significant difference in the number of referred injuries and diseases as confirmed by medical evaluation. The group exposed to cyanide presented less injuries than the not exposed group (p=0.042). Thyroid disorders (p=0.022), chronic bronchitis (p=0.027), and chronic sinusitis (p=0.022) prevailed in the exposed group, whereas a prevalence of injuries in the arms and hands (p <0.001) was found in the not exposed group. Thyroid disturbances were associated with longer working times in the industry (p=0.035), lower scores of the work capacity index (p=0.001), increased frequency of minor psychiatric disorders (p=0.006), continuous fatigue (p=0.001) and ease of getting tired (p<0.001), lower functional capacity scores (p=0.021), vitality (p=0.001), emotional aspects (p=0.010), and in the mental health domain (p=0.011). Damage in arms and hands were not associated with domestic labour like house cleaning (p=0.114) or ironing (p=0.252). These issues should be accounted for in studies aiming to establish the specific characteristics of each occupation when determining the ailing process of these workers. The research found a profile of illness different for each group searched, and that the group of workers not exposed to cyanide showed worse health condition / Doutorado / Epidemiologia / Doutor em Saude Coletiva

In the last decades of the twentieth century, women have advanced into the business world, not only as employees but as managers, corporate officers, board directors and CEO’s. Many political, environmental and structural changes have made this possible. Yet even with these numerous changes, women are still battling to push themselves through the pipeline and into top management positions. Furthermore, if women do reach the higher rungs of the corporate ladder, they are more likely to receive less professional recognition than their male counterparts. Statistics show that this phenomenon is also occurring in the field of public relations around the globe. According to a study conducted by O’Neil (2003:168), female practitioners have significantly less formal structural power (employee support, organisational roles, hierarchical position and gender ratios of work groups) than male practitioners. As a result, many academics believe that the glass ceiling in public relations still exists and that the feminisation of the field is increasing this disparity. Public relations is still a relatively new discipline in South Africa and although there have been an increasing number of research studies specifically focusing on South African public relations practice, there is virtually no studies focusing on the contribution and position of female practitioners in the field. This study, therefore, investigates the professional recognition of female public relations practitioners in South Africa. This was achieved by meeting the main objectives namely, to gather data on the factors that influence the professional recognition of female public relations practitioners in South African organisations as well as South African public relations practice. Originally, the study aimed at being a replication of an American research project by Toth and Cline called ‘Public relations Practitioner Attitudes Toward Gender Issues: A Benchmark Study. Unfortunately, the survey instrument was not available due to the deteriorating health of Dr. Cline over the last seven years, and since this study is largely exploratory in nature, it became a pilot study. The methodology used for this study was triangulation, a combination of quantitative and qualitative methods, and the research instrument was a questionnaire. Once the data was collected from respondents, the findings were contrasted against the findings of similar studies in the United States, the United Kingdom and other countries. The key findings of this study shows that female public relations practitioners in South Africa appear to be more positive about the recognition they receive than their U.S and U.K counterparts. A majority of respondents believe that female public relations practitioners are equal to their male counterparts in terms of status, power and respect. Yet, there are strong indications that the glass ceiling does exist in South African public relations. One such indication is a low salary average. Another is that gender discrimination seems to be pervasive throughout the field, especially in the case of sexual harassment and gender stereotypes. Female practitioners still have to battle the stereotypes of mother, sex object and iron maiden. Corporate culture and structure also continues to pose a barrier to the advancement of female practitioners in the form of out-dated company policies regarding programs such as part-time and flexi-time work options, job-sharing and telecommuting. Balancing family and work responsibilities continues to hinder female practitioners although they are said to be more efficient than their male counterparts at the balancing act. The most surprising data finding of the study, however, was that practitioners believe that a lack of mentorship is not a barrier to the advancement of female practitioners. Mentorship plays an important role in the promotion process, and Lahtinen and Wilson (1994) go as far to say that mentors could be key to the advancement of women. It is clear that a majority of practitioners are obviously unaware of its importance. This study will not only contribute to the body of knowledge about public relations practitioners in general but will also provide great insight into the position of female practitioners and the issues they face in public relations practice and in South African organisations. As there are so few research studies on this topic, it will help encourage and create a foundation for other such studies that will hopefully investigate deeper into the topic. It was also important to the value of the study that it was not created in a vacuum and that it could be contrasted against statistics in other countries providing a more meaningful, global perspective. This has allowed correlations and comparisons to be made which has presented some expected similarities as well as some marked differences. However, the true value of the study lies in creating a much needed awareness of how far female practitioners have come and how far they still need to go in terms of receiving professional recognition in their field. / Professor Sonja Verwey

Résumé: Le présent essai , déposé auprès de la Faculté des études supérieures de l'Université de Sherbrooke en vue de l'obtention de la maîtrise en droit de la santé, porte sur l'évolution du droit disciplinaire des professions au Québec , en matière de radiation provisoire immédiate . Nous partageons la prémisse à l'effet qu'il doit fondamentalement subsister dans un système professionnel et, incidemment, dans un sous-système disciplinaire efficace et efficient, un équilibre des forces, c'est-à-dire des valeurs et des intérêts en présence. La finalité de cet essai ne remet aucunement en question la nécessité d'un tel recours en radiation au sein de notre système professionnel. Il consiste surtout à démontrer que le mécanisme de radiation provisoire prévu au Code des professions ,* se justifie pleinement dans notre société dans la mesure où il s'accompagne de garanties juridiques suffisantes de traitement équitable des droits des professionnels. Notre essai permettra, enfin, de jeter un regard différent sur les orientations que devrait emprunter le législateur afin de freiner la judiciarisation du système disciplinaire des professions.* L.R.Q. , c. C-26 .||Abstract: This essay, presented to the Faculty of Graduate studies of the University of Sherbrooke in partial fullfillment for the degree of Master in Health Law, deals with the evolution of disciplinary law governing professionals in Quebec, notably in its provisions for immediate provisional radiation. Our research focuses primarly on the evolution of the provisional radiation mecanism since 1973 as will as its impact on the rights of professionals in Quebec.||Abstract: The overall conclusions reached in no way question the necessity of such radiation procedures within the legal framework which regulates the conduct of professionals. But the conclusion is reached that the mecanism of immediate provisional radiation contained in the Professions' Code* is fully justified in our society insofar the legislator provides appropriate legal guarantees ensuring the equitable treatment of the rights of professionals. * L.R.Q., c. C-26.

No abstract available / Dissertation (MArch (Prof))--University of Pretoria, 2007. / Architecture / unrestricted

Taxpayers in the Canadian professions have expressed their opinions, individually, and through their professional association, that they are unfairly taxed under present taxation legislation. While they are able to deduct the expenses incurred to earn their professional income, they would like to be placed on an equal tax basis with merchants and other taxpayers in the service industries who are able to incorporate and take advantage of certain tax concessions available to corporate taxpayers. The British Columbia government enacted the Professional Corporations Act in 1970 which gave the option of incorporation to all taxpayers who previously, due to either law, tradition, or their professional code of ethics were unable to incorporate. Confusion arose as to whether the Department of National Revenue would recognize professional corporations and the British Columbia Act was subsequently suspended. The Canadian taxation system has been intensively investigated in recent years and extensive amendments have been proposed by the government. To achieve equity Canadian professionals should be subject to the same tax burden as other Canadian businesses. Professional incorporation should not be permitted due to the ethical problems it would raise. Instead professionals should be given the option under the Income Tax Act of having their income taxed at corporate rates and in addition being able to take advantage of the other tax planning mechanisms presently available to corporations. Equity will thus be established between taxpayers in the professions and other Canadian businesses. / Business, Sauder School of / Graduate

Este trabalho tem como objetivo realizar uma análise da relação entre as âncoras de carreira e atitudes de carreira proteana e sem fronteiras na geração Z. Para isso, foi realizado levantamento bibliográfico sobre o tema “carreira” e mapeamento da geração Z na região da Serra Gaúcha. Após o mapeamento, optou-se por uma amostra não probabilística por conveniência, sendo aplicados instrumentos em alunos de graduação matriculados junto a Universidade de Caxias do Sul (UCS). Como testes, foram utilizados o inventário de âncoras de carreira de Edgar Schein (1996) e as escalas atitudes de carreira proteana e sem fronteiras de Briscoe et al. (2006). A pesquisa foi aplicada nos meses de agosto e setembro de 2017, obtendo 722 respostas válidas, sendo 538 respondentes com idade entre 18 e 24 anos, ou seja, integrantes da geração Z. Através da análise fatorial, foi possível verificar a existência de novos fatores, conforme o inventário de Schein (1996), sendo eles denominados resignação, criatividade empreendedora interna, especialista pleno e desconexo, além da exclusão da âncora competência técnica funcional, totalizando onze fatores e obtendo-se 60,32% de explicação desses fatores. A mesma análise foi realizada no inventário de atitudes de carreira proteana e sem fronteiras, sendo mantidos os quatro fatores originais e obtendo-se 47,08% de explicação desses fatores. Já através da análise de correlações, pôde-se verificar que ela é significativa em todos os fatores sugeridos por Briscoe et al. (2006): autodirecionamento e valores pessoais, para carreira proteana, e mobilidade física e mobilidade psicológica, para carreira sem fronteiras. Os resultados sugerem que o estudo das âncoras de carreira é relevante para o entendimento das atitudes de carreira do indivíduo da geração Z. Dessa forma, este trabalho apresenta uma contribuição quanto à possibilidade de novas âncoras de carreira e também sobre a tendência de atitudes ligadas à carreira da geração Z. / This work aimed to analyze the relationship between career anchors and protean and boundaryless career attitudes in generation Z. In order to achieve this objective, a bibliographic survey on the career theme and a mapping of generation Z region of the sierra gaúcha. After this mapping, a non-probabilistic sample was chosen for convenience, the inventory of career anchors of Edgar Schein (1996) and the protean and borderless career attitudes scales of Briscoe et al. (2006), in undergraduate students enrolled at the University of Caxias do Sul (UCS). The research was applied in August and September 2017, obtaining 722 valid answers, and 538 respondents are 18 to 24 years old, that is, members of the Z generation. Through the factorial analysis it was possible to verify the existence of new Schein's (1996) inventory factors, being called resignation, internal entrepreneurial creativity, full and disconnected specialist, in addition to the exclusion of anchor functional technical competence, totaling eleven factors and obtaining 60.32% of explanation of these factors, the same analysis was performed in the inventory of protean career attitudes and without frontiers, maintaining the original four factors and obtained 47.08% of explanation of these factors. Already through the analysis of correlations, it can be verified that it is significant in all the factors suggested by Briscoe et al. (2006) who are self-directed and personal values for career protean and physical mobility and psychological mobility for career without frontiers. This suggests that the study of career anchors is relevant to the understanding of the career attitudes of the individual of generation Z. Thus, this work presents a contribution regarding the possibility of new career anchors and also about the tendency of attitudes linked to career, generation Z.

Health care professionals are at higher risk for work-related stress, burnout and compassion fatigue than other professionals. One coping strategy that has attracted considerable attention is the practice of self-compassion. Self-compassion training is associated with psychological benefits such as decreased self-criticism and rumination and increased connectedness, mindfulness, and life satisfaction. (Smeets et al., 2014). While there is preliminary evidence that online self-compassion training is as effective as in-person training (Finlay-Jones et al., 2016), length and duration of online programs may affect adherence. Accordingly, this study assessed the feasibility of a short, 4-week online self-compassion program tailored for students in health care professions. Since this was an exploratory study, there was no control group. A convenience sample of 31 students who were registered in health care profession programs at the University of Ottawa and other Canadian universities were recruited. Key feasibility indicators included ease of recruitment, retention, completion of outcome measures, and acceptability of the program (adherence, satisfaction, ease of use). The study also obtained preliminary data on the effects of the intervention on levels of self-compassion, mindfulness, depression, anxiety and stress. Recruitment was easier than expected, with 31 participants enrolled in the study within a 2-month period. Of these, 21 started the self-compassion training. Adherence to the daily self-compassion meditations was poor, with only four participants meditating at least 50% of the expected number of days. Participants rated the self-compassion meditations as easy to follow and satisfaction ratings were acceptable for three of the four meditations. However, only two of the meditations were perceived to be relevant to healthcare professions. Intent-to-treat analyses revealed that the mindfulness facet Nonjudge and levels of stress improved from pre-to- post study. Separate analyses on program starters revealed that the mindfulness facets Describe, Nonjudge, and Act with Awareness, and levels of stress and anxiety improved. However, it is unlikely that these changes were attributed to the meditation practice given the poor rate of adherence. Overall, results suggest that this brief online self-compassion meditation training may not be feasible for healthcare trainees at this time without certain modifications to the program.