The purposes of this study were twofold: (1) to compare rates of delinquency between Mexican American and European American adolescents, and (2) to test the application of a model of delinquency designed to be especially relevant to Mexican lll American adolescents. The study is one of the first attempts to advance knowledge about delinquency among Mexican American adolescents through the development and test of a comprehensive model of delinquency. The model constructed as part of this study-labeled the psychosocial strain model-was unique in that it integrated variables from different theoretical perspectives and its construction was guided by knowledge of cultural and demographic characteristics of Mexican Americans. The study used data from the National Longitudinal Study of Adolescent Health (Add Health), a large and nationally representative sample of adolescents. Analyses indicated that Mexican American adolescents engaged in a disproportionate amount of delinquency. Mexican American adolescents also tended to engage in delinquency at a greater and more serious level than European American adolescents. Results of path analysis used to test the psychosocial strain model revealed that the model explained a statistically significant amount of the variance in delinquency for both males and females. However, not all paths in the model were statistically significant. In addition, the results revealed important gender differences in the applicability of the model. Implications of the study findings and future research directions are discussed.

The present study examined how certain characteristics of flexible work, the home environment, and the individual impact the outcomes of work-family conflict, job satisfaction, organisational commitment, and psychological strain. A questionnaire measuring perceptions of control, flexibility, job involvement, family involvement, work to family and family to work conflict, organisational commitment, job satisfaction, family support, physical boundaries, workplace isolation, psychological strain, personality, and demographic information was created and posted online. An email was circulated to 390 virtual sales employees from one large organisation in the United States inviting them to participate in the study, and 278 people responded. Results identified characteristics of the type of work, work enivronment, and the individual that are predictive of individual and organisational outcomes. Findings supported hypotheses that control, flexibility, and family support positively impact the outcomes of conflict, satisfaction, and strain for virtual workers. Job involvement was found as predicted to positively impact work to family conflict, and family involvement was positively related to family to work conflict. Contrary to predictions, a negative relationship was found between job involvement and strain, suggesting that those who identify more highly with their job also experience less strain. Consistent with earlier studies, workplace isolation was associated with reduced job satisfaction and organisational commitment (Marshall, Michaels, and Mulki, 2007). In line with boundary theory (Voydanoff, 2005), it was hypothesised that the presence of physical boundaries between work and non work domains would significantly impact measures of conflict and strain for virtual workers. However, results indicated no significant effects. A comparison of perceptions of work-family conflict between individuals with children at home and those without illustrated no significant differences between employees with children at home and those without. Speculated explanations for inconsistent findings are addressed in the discussion chapter. Work to family conflict was predicted to mediate the relationship between flexibility and job satisfaction for virtual workers, and analysis supported the presence of partial mediation. Family to work conflict was also predicted to mediate the flexibility and job satisfaction relationship, however, results were not significant in this case. Uses of workspace (i.e. for work, leisure, family activities, etc.) were tested as mediator for the relationship between family to work conflict and job satisfaction, and results did not support a mediation effect. In sum, findings of this study identify sources of both positive and negative outcomes for people working from home. Although individuals' experiences working virtually differ greatly, this study identifies common challenges and issues they face. By pinpointing the sources of conflict, satisfaction, commitment, and strain in the home office, organisations and individuals can take steps to protect workers against negative outcomes, and maximise positive outcomes. Implications and limitations of this study are discussed in the final chapter.

This thesis aims to study factors that prods teachers to leave their profession or on the contrary to continue in their work. The theoretical part deals with the teachers? motivation for work, the issue of professional development and the professional identity of pedagogues. To understand the factors that influence the motivation of teachers I used two methods: a structured interview and a questionnaire. The practical part of the thesis then includes the evaluation of data obtained through the above-mentioned survey. The study was conducted in the Pilsen Region. Total of 28 teachers currently working in this profession filled out the questionnaires and were then also interviewed. 28 former teachers agreed to participate in the interviews and 26 persons also completed the questionnaire. Based on the information I gathered I can conclude that teachers are motivated for the most part by the creative work with children which allows them to fulfill their own freedom and creativity. Ample free time appears to be another important factor that encourages teachers to continue in their line of work. On the other hand, teachers most frequently leave their profession due to the low salary and considerable psychological strain.

Although organizational citizenship behaviors toward individuals (OCB-I) have been studied over decades, the beneficiary side of OCB-I has been understudied. The co-existing and interactive possibility of benefactor OCB-I and beneficiary OCB-I within individuals has been ignored. Therefore, this research adopted a person-centered approach and examined different profiles of benefactor OCB-I and beneficiary OCB-I on the basis of Grant’s (2013) theory. Results from Study 1 data (cross-sectional data) and Study 2 data (multiple waves of data) revealed the three profile groups: vigorous (high benefactor OCB-I and high beneficiary OCB-I), moderate (moderate benefactor OCB-I and moderate beneficiary OCB-I), and passive OCB-I groups (low benefactor OCB-I and low beneficiary OCB-I). Also, the three profiles were significantly differentiated by positive affect, other-oriented empathy, task interdependence, and job satisfaction. Furthermore, the vigorous OCB-I group showed the lowest psychological strain while the passive OCB-I group showed the lowest physical strain. The results offer theoretical implications for Grant’s (2013) theory, OCB-I and employee health research, and equity theory in comparison to conservation of resources theory. In addition, practical implications for enhancing employee health are discussed.

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The research revolves on the emergence of globalisation, change, competition, work pressure, and risks among others which have exposed insurance employees to work stress that can interfere with home activities. The research purpose was to determine the relationship between work stress, work-home interference, and organisational culture among insurance employees in the Zimbabwean context. The sample consisted of 240 participants, from which data was collected from 190 employees who responded to the questionnaires. The questionnaires were analysed using SPSS, internal consistency reliability analysis, and the inter-correlation analysis. The inferential statistics used were multiple linear regression and one way ANOVA. Substantial positive and negative correlations were noted for the six sub-scales of the Occupational roles questionnaire (ORQ), negative work-home interference (NWHI) and positive work-home interference (PWHI) scales, and the three sub-scales of the Organisational culture index (OCI). The research concluded that different measures should be taken to manage work stressors, depending on the organisational culture, and its employees to prevent spill-over which contributes to negative work-home interference. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)