Thesis (Ph. D.)--University of Alabama at Birmingham, 2006. / Title from first page of PDF file (viewed Feb. 14, 2008). Includes bibliographical references (p. 97-100).

Brain injury (i.e., traumatic brain injury, stroke) is a considerable public health issue due to complicated outcomes of the injury, increasing incidence, and high costs linked with medical treatment. Rehabilitation centers are challenged to help individuals manage the resultant associated conditions and prevent secondary and chronic conditions. Research has shown that health promotion programs (HPP) that incorporate education about physical activity (PA) are one mode of rehabilitation that can improve the health of individuals with disabilities. However, PA is not included in the rehabilitation program for individuals with a brain injury, indicating a gap in the services provided. Consequently, the purpose of this study was to create and implement a physical activity centered education (PACE) program within an outpatient rehabilitation program. PACE consisted of an 8-week (16 session) program which aimed to (1) increase PA self-efficacy, (2) increase intention to change PA behaviors, (3) increase amount of PA completed regularly, and (4) promote positive rehabilitation outcomes. Based on previous research it was hypothesized that participation in PACE would result in (1) increased PA self-efficacy, (2) forward progression in intention to change PA behaviors, (3) increased amount of PA completed, and (4) improved rehabilitation outcomes (i.e., abilities, adjustment, participation). The PACE program resulted in an average increase of 16.1% in participants’ PA self-efficacy (effect size [ES] = 0.41), an increase from three of nine participants at pre-test to six of nine participants at post-test reporting to be in a stage of change in which they are most likely to be successful in regular PA participation (i.e., action or maintenance), and a comparable improvement in MPAI-4 scores (rehabilitation outcomes) after discharge to a rehabilitation program without a PA education component. In conclusion, the PACE program can improve PA self-efficacy, intention to change PA behaviors, and short-term rehabilitation outcomes.

Rates of adult obesity in the United States continue to rise, especially among the college-age population who typically practice poor dietary choices, contributing to weight gain. College-age students experience a transitional phase called ‘emerging adulthood’ where they learn autonomy in many areas that influence long-term health status. The purpose of the online health promotion program BUCS: Live Well was to promote self-efficacy in ability to incorporate positive dietary changes, assess incidences of positive dietary habits after completing the program, and determine if weight status, residence, and health perceptions influence dietary behaviors. BUCS: Live Well was successful in assessing current dietary intake, facilitating positive dietary changes, and improving self-efficacy about incorporating positive dietary changes, although it did not promote weight loss. Online health promotion programs for college students are effective in initiating lifestyle modification and need to be available in hopes of reducing the obesity rate in this population.

Diss. (sammanfattning) Linköping : Univ., 2006. / Härtill 7 uppsatser.

Made available in DSpace on 2016-08-03T16:34:29Z (GMT). No. of bitstreams: 1 MARIA APARECIDA BASILIO.pdf: 357376 bytes, checksum: e7664596484c9e27159877b28330e1d3 (MD5) Previous issue date: 2005-09-02 / Presently, the keynote in the scientific field is the search for a better understanding of wellbeing at work; it gathers researchers of different fields, who have demonstrated interest in the subject. In a corporate context, programs that promote health and quality of life acquire an important role when employee productivity and well-being are to be improved, whereas it is essential for the company to obtain growing results in order to have permanent improvements of the work conditions, organization and relationships. In other words, companies understand that by investing in these programs productivity should increase, generating resources that would encourage them to continue investing in employee well-being. This study s goal was to analyze the relationship between well-being at work - represented by job satisfaction, job involvement and affective commitment to the organization and participation in organizational health promotion programs. The sample size was of 117 workers (53 males and 64 females) of a multinational chemical and pharmaceutical company in the Greater São Paulo region, aged on average 30.28 years, 63 of which were single, 46 married and eight reported another marital status. The instrument used to develop this study was a survey consisting of four scales that measured job satisfaction, job involvement, affective commitment to the organization and frequency of participation in health promotion programs conducted by the company. All data collected by this instrument was numeric in nature, which allowed it to be analyzed through SPSS, version 13.0 for Windows. This data category includes information on sample description, well-being at work and participation in health promotion programs. A database was created in order to conduct descriptive analysis (frequencies, percentage distribution, means and standard deviations) and bivariate correlation (Pearson s correlation coefficient r). The data that allowed describing the health promotion programs carried out by the company were obtained by interviewing the social responsibility manager, analyzing the company report and brochures made to disclose and register these programs. A total of five program categories were identified: benefits, physical activities, health, cultural/leisure activities and community actions. The highest program adherence rate occurred in the benefits category due to the constant presence of the restaurant on the company s premises. This study revealed that, to a large extent, well-being at work - especially as far as job involvement, affective commitment to the organization, as well as satisfaction regarding co-workers, superiors and the job itself are concerned is practically not affected by health promotion programs implemented by the company. On the other hand, the participation in health promotion programs, which include the benefits, health and community actions categories, was related to promotion and salary satisfaction / No campo científico, a busca por uma maior compreensão acerca de bem-estar no âmbito do trabalho é a tônica do momento, reunindo estudiosos das mais diferentes áreas que demonstram interesse pelo tema. No contexto empresarial, o papel dos programas de promoção da saúde e qualidade de vida torna-se marcante quando se deseja o crescimento da produtividade e do bem-estar dos trabalhadores, considerando a obtenção de resultados crescentes, pela empresa, como fundamentais para que as melhorias nas condições, organização e relações de trabalho ocorram permanentemente. Ou seja, as empresas entendem que com o investimento nesses programas a produtividade deve aumentar, gerando recursos, para que esta se sinta estimulada a continuar investindo no bem-estar dos empregados. Este estudo teve como objetivo promover uma análise sobre as relações entre bem-estar no trabalho, representado por satisfação com o trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo; e freqüência a programas organizacionais de promoção da saúde. A amostra foi constituída por 117 trabalhadores de uma indústria multinacional química e farmacêutica, situada na Grande São Paulo, sendo 53 do sexo masculino e 64 do sexo feminino, com idade média de 30,28 anos, dos quais 63 eram solteiros, 46 casados e oito registram outro estado civil. Para desenvolvimento deste estudo, utilizou-se como instrumento um questionário composto por quatro escalas que mediram satisfação no trabalho, envolvimento com o trabalho, comprometimento organizacional afetivo e freqüência de participação em programas de promoção da saúde, realizados na empresa. Todos os dados recolhidos por meio do instrumento eram numéricos, o que permitiu sua análise eletrônica pelo SPSS, versão 13.0 para Windows. Nessa categoria de dados incluem-se os de descrição da amostra, os referentes a bem-estar no trabalho e freqüência aos programas de promoção da saúde. Foi criado um banco de dados para realização das análises descritivas (freqüências, percentuais, médias e desvios-padrão) e de correlação bivariada (r de Pearson). Os dados que permitiram descrever os programas de promoção da saúde promovidos pela empresa foram obtidos por meio de entrevista com a gerente de responsabilidade social, análise do relatório da empresa e de folhetos elaborados para divulgação e registro desses programas. Um total de cinco categorias de programas foi identificado: benefícios, atividades físicas, saúde, atividades culturais/lazer e ações comunitárias. A maior freqüência aos programas ocorreu na categoria benefícios, pela presença constante no restaurante da empresa. Os resultados deste estudo revelaram que grande parcela do bem-estar no trabalho especialmente no que tange o envolvimento com o trabalho, comprometimento afetivo com a organização, bem como satisfações com os colegas, com a chefia e com o próprio trabalho praticamente independe dos programas de promoção da saúde promovidos pela empresa. Por outro lado, participação em programas de promoção da saúde que incluem as categorias de benefícios, saúde e ações comunitárias, relacionou-se a satisfações com promoções e com salário

El pisco peruano es la bebida bandera del Perú, es un destilado de uva con mucha historia y está arraigado en la identidad nacional peruana. A lo largo de los últimos años ha ido ganando más presencia a nivel internacional y ha logrado hacerse un espacio es bares, restaurantes y eventos reconocidos. Por tal motivo, el Estado peruano ha ido estableciendo diversas acciones con el fin de promover su consumo e internacionalización a través de Mecanismos de Promoción a la Exportación. Ante esto, el presente trabajo de investigación tiene como objetivo principal determinar si los Mecanismos de Promoción para las Exportaciones están directa y positivamente relacionados con el desempeño exportador de las pymes pisqueras peruanas entre los años 2015 – 2019, considerando como dimensiones de los mecanismos los (i) Mecanismos de Promoción Informativos y (ii) Mecanismos de Promoción Experienciales basados en investigaciones previas. Para ello, se aplicó una investigación mixta, con un diseño transversal correlacional. Para recopilar la información cualitativa del estudio fue necesario realizar entrevistas a 9 expertos de entidades involucradas en el problema de investigación como PROMPERÚ, ADEX, consultores externos y empresas pymes exportadoras, las cuales fueron analizados mediante el programa Atlas Ti. Asimismo, para la fase cuantitativa se diseñó una encuesta cerrada a escala de Likert, la cual fue enviada a las pymes muestra de estudio, recolectando así 16 respuestas de representantes de las pymes del sector pisquero participantes de los mecanismos de promoción informativos y experienciales, los cuales fueron analizados a través del software SPSS. Con relación a los resultados, a través del análisis de Rho Spearman, se pudo concluir que, efectivamente, los Mecanismos de Promoción para las Exportaciones están directa y positivamente relacionados con el desempeño exportador de las pymes pisqueras peruanas entre los años 2015-2019. Además, se pudo determinar que las dimensiones i) Mecanismos de Promoción Informativos y (ii) Mecanismos de Promoción Experienciales están relacionadas con el desempeño exportador. / Peruvian Pisco is the “bebida bandera” of Peru, it is a grape distillate with a lot of history and is rooted in the Peruvian national identity. Over the last few years, it has gained more international presence and has managed to have a space in recognized restaurants, bars and important events. For this reason, Peruvian Government has been working in many actions to promote its consumption and internationalization through Export Promotion Mechanisms. Given this, the main objective of this research is to determinate whether Export Promotion Mechanisms are directly and positively related to export performance of Peruvian Pisco SMEs between 2015 – 2019. The dimensions for this research are (i) Informative Promotion Mechanisms and (ii) Experiential Promotion Mechanisms based on previous investigations. For this a mixed investigation was applied with a correlational cross-sectional design. To collect quality information, I was necessary to interview 9 experts from entities involved in the research problem such as PROMPERU and ADEX, external consultants and exporting SMEs, which were analyzed through Atlas Ti program. For quantitative phase a close Likert scale survey was designed, which was sent to the study samples SMEs, thus collecting 16 responses from representatives of SMEs in the pisco sector which participated in informative and experiential promotion mechanisms. The 16 responses were analyzed through SPSS software. Regarding the results, through the Rho Spearman analysis, it was concluded that Export Promotion Mechanisms are directly and positively related to export performance of Peruvian Pisco SMEs between 2015 – 2019. Furthermore, it was determined that dimensions (i) Informative Promotion Mechanisms and (ii) Experiential Promotion Mechanisms are related to export performance too. / Tesis

國防部「精進案」政策執行後對國軍醫院醫療人員任職進用的影響甚大，其中以組織成員對進用管理、工作滿意及留職意願為主要關鍵，然而很少有研究者探討國軍醫院中進用管理與醫療人員工作滿意及留職意願間之關聯性。本研究之目的及在探討國軍醫學中心在「精進案」組織變革後，將醫療人員的進用管理、工作滿意及留職意願間之關聯性，透過問卷統計分析方式，歸納出以下的結論： 一、「精進案」政策執行後，國軍醫學中心醫療人員還是可以接受單位進用管理方式，並維持高度的工作滿意度，進而更有意願繼續留在國軍醫學中心服務。 二、年紀較長、高教育程度、擔任主管職位、服務在主要科別、服務年資年資及總年資較長的國軍醫療人員，其對進用管理認可程度較高。 三、男性、年紀較長、高教育程度、擔任主管職位、服務在主要科別、服務年資及總年資較長的國軍醫療人員，其對工作滿意程度較高。 四、已婚者、高教育程度、擔任主管職位、服務年資較長的國軍醫療人員，其對留職意願傾向較高。 五、提昇國軍醫療人員對進用管理的認可程度，可使人員加強人際合作關係，並將工作環境結合為個人生活的一部份，內化為自我實現的積極態度，進而提高工作滿意的程度。 六、「精進案」政策執行後，國軍醫學中心醫療人員對於單位進用管理方式認同程度越高者，其對自我的人際合作、融入工作環境、自我實現的追求及留職意願等方面認同程度也越高。 根據上述研究結果，筆者針對任職進用管理實務，提出以下建議﹕ 一、建立明確的目標與願景，並讓醫療人員清楚瞭解。 二、修訂國軍軍醫經管規定，整合人力資源與教育管理體系及單位。 三、提昇人員對人事政策的參與度。 四、妥善運用多元化獎勵與福利措施。 五、調整獎助金分配，實施一定比例的「變動獎助金」。 六、提昇醫療人員自我形象與專業素養。 七、建立學習型組織與氣氛，持續醫療人員職涯輔導。 / After the Armed Forces Streamlining Program, heavily depends on military medical officers which recommends for recruitment and employment, organizes the member to recommend for employment the management, satisfaction and remain on jobs rate as well. However, only little research had conducted to study the linkage of promotion program between people satisfaction and remain on job rate for the people who works at the military medical hospitals. The objective of this research focused on the promotion program, people satisfaction and remain on job rate after the process of the organization transformation through questionnaire and analysis. The results were summarized as follows: 1.The promotion and management program were accepted and maintain high satisfaction rate by the employee of the Armed Forces Medicical Center after the Armed Forces Streamlining Program, the employee have higher willing to remain their job at Armed Forces Medicical Center. 2.The new promotion program was more acceptable for the elder, high educated, manager level, people who worked for major departments and senior staff. 3.Male, elder, high educated, manager level, people who worked for major departments and senior staff were more satisfied for their job. 4.Married, high educated, manager level, senior staff were more like to remain at Armed Forces Medicical Center. 5.Employee more satisfied their jobs and work as a team, due to increase the acceptance of the promotion program, through enhance employee's relationship, integrates work and daily life and with enthusiasm for self-accomplishment. 6.After the Armed Forces Streamlining Program, got very positive results in promotion program acceptance, relationship build-up, integrates work and daily life, self-accomplish and remain on job. According to the above study results, some suggestions were proposed as below for the promotion program execution: 1.Establish clear mission and vision, let the employee who worked for Armed Forces Medicical Center fully understand. 2.Revise the management guidance for military medical doctors, harmonize HR (human resource), education manage system and related departments. 3.Enhance the participation of HR policy. 4.Properly using multiple reward and bonus programs. 5.Revise the bonus payment scheme, perform a fixed ratio of “flexible bonus”. 6.Improve the professional image and self-accomplishment of employee. 7.Build up the learning style organization and team spirit. Continue the career development program for employee.

El cacao peruano se ha convertido en uno de los productos nacionales más importantes del país, ya que gracias a su alta producción y a sus atributos ha logrado posicionarse como el tercer mayor productor de la región y octavo a nivel mundial. Por ello, el Estado peruano ha buscado promover su consumo e internacionalización mediante diversas acciones como el Programa “Ruta Exportadora”, el cual cuenta con una línea especializada de cacao. Ante esto, la presente tesis tiene como objetivo principal determinar si la participación en el Programa Ruta Exportadora está asociada con el desempeño exportador de las empresas PYMES del sector cacao de las Regiones San Martín y Junín entre el periodo de 2016-2019, considerando como dimensiones el (i) Compromiso Exportador, (ii) Conocimiento Exportador, (iii) Asistencia Financiera y (iv) Redes Internacionales basado en investigaciones predecederas. Para ello, se aplicó una investigación mixta con diseño transversal correlacional. Para la información cualitativa se entrevistaron a 8 expertos de PROMPERÚ y consultores externos, analizados mediante el programa Atlas Ti. Asimismo, para la fase cuantitativa se diseñó una encuesta cerrada a escala de Likert, obteniendo 14 respuestas de representantes de PYMES cacaoteras participantes del programa y analizados a través del software SPSS. Con relación a los resultados, mediante el análisis de Rho Spearman, se obtuvo que el Programa “Ruta Exportadora” está relacionado con el desempeño exportador de las empresas PYMES del sector cacao de las Regiones San Martín y Junín entre el periodo de 2016-2019. Además, se pudo determinar que las dimensiones de (ii) conocimiento exportador y (iv) redes internacionales están relacionadas con el desempeño exportador; mientras que (i) el compromiso exportador y (iii) asistencia financiera no se encuentran asociadas. / Peruvian cocoa has become one of the most important national products in the country, as thanks to its high production and attributes it´s highly demanded internationally, managing to position as the third largest producer in the region and eighth worldwide. For this reason, the Peruvian State has been establishing various actions to promote its consumption and commercialization, such as the "Export Route" Program, which has a specialized cocoa line. Given this, the present research work aims to determine if the “Export Route” Program is associated on the export performance of SMEs companies in the cocoa sector of the San Martín and Junín Regions between the period 2016-2019, considering as dimensions of the program the Export Commitment, Export of Knowledge, Financial Assistance and International Networks. For this, a mixed investigation was applied, with a correlational cross-sectional design. For the qualitative information, 8 experts from PROMPERU and external consultants were interviewed, analyzed through the Atlas Ti program. Also, for the quantitative phase, a closed Likert scale survey was designed, obtaining 14 responses from representatives of cocoa SMEs participating in the program and analyzed through the SPSS software. Regarding the results, through the Rho Spearman analysis, it was obtained that the "Export Route" Program is related to the export performance of SMEs in the cocoa sector of the San Martin and Junín Regions between the period 2016-2019. In addition, it was found that the dimensions of (ii) export knowledge and (iv) international networks are related to export performance; while (i) the export commitment and (iii) financial assistance are not associated. / Tesis

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Submitted by Izaltina Adão (izaltinaadao@gmail.com) on 2018-06-26T12:51:32Z No. of bitstreams: 1 Dissertação_ Aplicação do instrumento worksite health scorecard para avaliar programas de promoção da saúde no ambiente de trabalho de indústrias catarinenses _Izaltina Adão_ 2018.pdf: 1874657 bytes, checksum: 29d05242fd0b9cb1b829aa0361a042fb (MD5) / Approved for entry into archive by Simone de Andrade Lopes Pires (simone.lopes@fgv.br) on 2018-06-26T16:48:17Z (GMT) No. of bitstreams: 1 Dissertação_ Aplicação do instrumento worksite health scorecard para avaliar programas de promoção da saúde no ambiente de trabalho de indústrias catarinenses _Izaltina Adão_ 2018.pdf: 1874657 bytes, checksum: 29d05242fd0b9cb1b829aa0361a042fb (MD5) / Approved for entry into archive by Suzane Guimarães (suzane.guimaraes@fgv.br) on 2018-06-27T13:12:21Z (GMT) No. of bitstreams: 1 Dissertação_ Aplicação do instrumento worksite health scorecard para avaliar programas de promoção da saúde no ambiente de trabalho de indústrias catarinenses _Izaltina Adão_ 2018.pdf: 1874657 bytes, checksum: 29d05242fd0b9cb1b829aa0361a042fb (MD5) / Made available in DSpace on 2018-06-27T13:12:21Z (GMT). No. of bitstreams: 1 Dissertação_ Aplicação do instrumento worksite health scorecard para avaliar programas de promoção da saúde no ambiente de trabalho de indústrias catarinenses _Izaltina Adão_ 2018.pdf: 1874657 bytes, checksum: 29d05242fd0b9cb1b829aa0361a042fb (MD5) Previous issue date: 2018-06-06 / As doenças crônicas não transmissíveis são um problema crescente nos países. Os custos econômicos relacionados ao adoecimento e afastamentos do trabalho não param de aumentar. Empregadores estão implementando programas de promoção da saúde no local de trabalho para melhorar a saúde dos trabalhadores, a produtividade e reduzir os custos com os adoecimentos. Neste sentido, o objetivo principal deste Trabalho Aplicado foi avaliar os programas de promoção da saúde no ambiente de trabalho, oferecidos em uma amostra composta por 114 indústrias do Estado de Santa Catarina. Para isso, aplicou-se o instrumento Worksite Health ScoreCard (HSC) para avaliar o resultado dos programas de promoção da saúde. Foi possível identificar na revisão da literatura que a avaliação dos programas deve se concentrar em questões relevantes e úteis, promover um ciclo contínuo de melhorias de qualidade, eficiência e eficácia dos investimentos, além de identificar lacunas potenciais nas atuais ofertas. O resultado da pesquisa permitiu analisar que, a amostra de 114 indústrias atingiu 23,58% da pontuação máxima possível entre as estratégias e intervenções promotoras de saúde no ambiente de trabalho avaliadas com o HSC. Sobretudo, a pesquisa evidenciou que, os programas de saúde ofertados pelas indústrias participantes, em sua maioria, não correspondem aos conceitos de programas abrangentes, com estratégias e intervenções integradas às principais necessidades de saúde populacional. Notou-se que as estratégias e intervenções promotoras de saúde, aconteceram de forma isolada e não foram priorizadas de acordo com aquelas que são capazes de contribuir com melhores resultados organizacionais e nos comportamentos de saúde, e que refletem nas principais causas de adoecimentos e afastamentos do trabalho. / Chronic non-communicable diseases are a growing problem in many countries. Economic costs related to worker illness and absences continue to rise. Employers are implementing health promotion programs at the workplace to improve worker health, productivity and reduce costs related to illness. In this context, the main objective of this Applied Study was to evaluate health promotion programs at the workplace, offered in a sample composed of 114 industrial sectors in Santa Catarina state. To do so, the Worksite Health ScoreCard (HSC) was used to evaluate the results of health promotion programs. A review of the literature indicated that the evaluation of programs should be focused on relevant and useful issues, promote a continuous cycle of improvements in quality, efficiency and effectiveness of investments, and identify potential gaps in currently offered measures. The study revealed that the sample of 114 industrial sectors attained 23.58% of the maximum possible score for the strategies and interventions they use to promote health at the workplace that were evaluated with the HSC. Above all, the study revealed that most of the healthcare programs offered by participating companies do not correspond to the concepts found in broad programs with strategies and interventions that are integrated to the population’s main health needs. It was found that strategies and interventions that promote health are implemented in an isolated manner and were not given priority by those who are capable of contributing to better results at a company and in health-related behavior. This is reflected in the main causes of illness and work absence.