Syftet med denna studie var att undersöka om tjänstemän och arbetare skiljer sig åt i självskattad arbetstillfredsställelse samt att studera om arbetstillfredsställelse kan prediceras utifrån prediktorerna kön, ålder, anställningstid och facklig tillhörighet. Studien utfördes på ett statligt universitet i södra Sverige. Samplet bestod av 80 anställda från fyra avdelningar, ekonomiavdelningen, personalavdelningen, IT-avdelningen och lokal- och serviceavdelningen. Av dessa var 26 arbetare och 54 tjänstemän, baserat på facklig tillhörighet. Studiens mätinstrument bestod av en enkät baserad på Sigvard Rubenowitz test om psykosocial arbetsmiljökartläggning (PAK). Testet mäter arbetstillfredsställelse utifrån subskalorna egenkontroll, stimulans från arbetet, arbetsgemenskap, arbetsledningsklimat och arbetsbelastning. Statistisk prövning med med  t-test och multipel regressionsanalys visade en signifikant skillnad mellan arbetare och tjänstemän där tjänstemän upplevde högre egenkontroll, mer stimulans från arbetet och högre arbetsbelastning. Anställningstid var en signifikant prediktor för arbetsbelastning och ålder visade sig vara en signifikant prediktor för arbetsledningsklimat och stimulans från arbetet. / The purpose of this study was to examine if blue- and white collar workers differ in self-rated job-satifaction  and  also to find out if job-satisfacaction can be predicted by gender, age, period of employment and union affiliation. The study was performed at a state university in southern Sweden. The sample consisted of 80 employees from four different departments, the accounting department, the department of human reosurces, the IT department and the service department. Of these were 26 blue collar-workers and 54 white collar-workers based on union affiliation. The questionnaire was about psychosocial work environment (PAK) and is based on the test of Sigvard Rubenowitz. The test measures job-satisfaction by five different scales, self-control, work management, working community, work incentive and work load. Statistical analysis with t-test and multiple regression analysis revealed a significant difference between blue collar workers and white collar workers where white collar-workers felt more work incentive, more self-control and felt a higher work load. The result also revealed that period of employment was a significant predictor for work load and age was a significant predictor for work management and work incentive.

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.

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Thesis (M.A.)--Kutztown University of Pennsylvania, 1999. / Source: Masters Abstracts International, Volume: 45-06, page: 2775. Typescript. Abstract precedes thesis as preliminary leaf vi. Includes bibliographical references (leaves 27-29).

Obesity is a steadily growing problem, and has both physiological and psychological consequences during pregnancy. Obese women may face discrimination which could shape their perceptions of maternity care. To date, few studies have studied the influence of body weight on patient satisfaction with care. The objectives of this study were: (1) to compare childbirth experiences and satisfaction with intrapartum care of normal weight (BMI between 18.5 and 24.9 kg/m2) and obese (BMI greater than or equal to 30.0 kg/m2) women and (2) to determine factors associated with satisfaction with intrapartum care. Guided by Barker’s (1997) pragmatic model of patient satisfaction, a descriptive comparative and correlational design was used to examine the relationship between childbirth experiences, weight discrimination, and satisfaction with intrapartum care among normal weight and obese women. Postpartum primiparous women (N = 138) in two Winnipeg hospitals completed a questionnaire package and had their chart reviewed (70 normal weight, 68 obese weight). Results: Using independent t-test, no significant differences in satisfaction with intrapartum care or childbirth experiences were found in the two weight groups. In the linear multiple regression model, perceived weight discrimination during labour and delivery was negatively associated (β = -5.78, p = 0.032), while professional support (β = 13.11, p < .001) and perceived control and safety (β = 3.25, p = 0.032) were positively associated with satisfaction with intrapartum care. Understanding factors that influence satisfaction with intrapartum care will assist healthcare providers and administrators to improve satisfaction in all women regardless of their weight. / May 2016

Citizen Relationship Management is introduced from enterprise¡¦s concept and strategy of Customer Relationship Management and applied from the technology of Information and Communication Technologies by government to give an impetus to build a good and interacting management relationship between the government and citizens. ¡§Electronic Mailbox¡¨ is the fastest and the most immediate communication channel between government and citizens. Citizens are able to express their opinions, doubts, and complaints regarding policies, laws, and regulations via mailbox, and can expect to receive prompt responses and results. On the other hand, through citizen¡¦s participation, government is able to compile public opinions and transform them into knowledge resources of policy and strategy decision-making. Periodical surveys of satisfaction rate will be very helpful and effective in terms of mailbox mechanism review, service quality improvement, and government image preservation. The primary objective of this research is to: (1) Realize the satisfaction rate of city mayor¡¦s mailbox response mechanism. (2) Realize citizens¡¦ suggestions and expectations toward city mayor¡¦s mailbox process procedure. (3) Build a database for city mayor¡¦s mailbox. (4) Plan on the prototype of future city mayor¡¦s mailbox. (5) Conclude from the analysis and findings of satisfaction rate, and provide a specific and practicable proposal for policy decision-making. Exceptional achievements: To complete the re-structure of city mayor¡¦s mailbox procedure before scheduled time and include surveys of satisfaction rate into the mechanism. To generate, send, and collect questionnaires for individual closed cases. Research findings: After the reforms of city mayor¡¦s mailbox, there are still many aspects, such as policy, management, implementation, and system, which require further discussion and improvement. In the short term: (1) To continuously review system function and expend service areas. (2) To integrate traditional appeals and opinions in order to resolve gaps in digital knowledge. (3) to enhance the concept and consensus of offering better services to the public. (4) To improve qualities and effects by monitoring by each level of government agencies. (5) To increase public involvement via media broadcast. (6) To regularly publish and examine the effects of process and the analysis of public satisfaction. In the medium term: (1) To integrate Computer Telephony Integration technology and set up a customer service center. (2) To combine traditional, wired, wireless technologies and expend the service areas. Future outlook: (1) To share the reform experiences of Kaohsiung City and assist all levels of government agencies to popularize mailbox mechanism¡F(2) To aggressively promote mailbox to foreign countries to internationalize this mechanism.

The topic of this diploma thesis is „Philosophy of improving quality in marketing“. The aim of the thesis is new concept of customer’s satifaction evaluation in the company Pekárny a cukrárny Náchod, a.s, analyse of actual situation of customer’s satifaction evaluation in the company, suggestions for it’s improvement and creation of new questionary for monitoring customer’s satifaction in the company.

The general aim of the present thesis was to develop a theory on caring and uncaring encounters within nursing and health care from the patient's perspective. Results of an analysis of two phenomenological studies (paper I), as well as research findings from five other phenomenological studies (papers II-VI), were used to develop the theory. Caring and uncaring can be conceptualized on a continuum symbolizing five basic modes of being with another, which, for example, involves a neutral mode of being with another, where the individual is perceived as neither caring nor uncanng. There are two major metaphors in the theory, that of the bridge, symbolizing the openness in communication and the connectedness experienced by the recipient of care in an encounter perceived as caring. The other metaphor is the wall, which symbolizes negative or no communication, detachment and lack of a caring connection, experienced by the recipient in an encounter perceived as uncaring. In the theory the importance of professional caring within nursing and health care is proposed, essentially involving competence, caring, and connection. The above-mentioned 'bridge' is developed through mutual trust and the development of a connection between the professional and the recipient. This connection is a combination of professional intimacy and a comfortable distance of respect and compassion -- professional distance. On the other hand, uncaring involves perceived indifference and incompetence, creating distrust, disconnection and the above-mentioned 'wall' of negative or no communication. The recipient of professional caring is influenced positively. Theconsequences, which are an increased sense of well-being and health, can be summarized as empowerment. Uncaring, however, has the negative consequences of decreased sense of well-being and health, which can be summarized as discouragement. Empowerment and discouragement in this context are defined as subjective experiences of the recipients of care. The importance of seeing the recipient in his or her inner and outer contexts is emphasized in the theory. The inner context involves perceived needs, expectations, previous experiences and sense of self, which in the perspective of the recipient of nursing can be summarized as both a sense of vulnerability and the need for professional caring. The perceived hospital environment comprises the recipient's outer context. It is concluded that nurses and other health professionals can, by theirprofessional caring or lack of it, be powerful sources of empowerment ordiscouragement to those whom they are pledged to serve. / <p>Papers, included in the Ph.D. thesis, are not registered and included in the posts from 1999 and backwards.</p><p>The following papers included in the Ph.D. Thesis are removed due to copyright restrictions.</p><p>Paper I: Halldirsdottir, S. l 991. Five basic modes of being with another. In Gaut, D.A., &amp; Leininger, M.M., (eds) <em>Caring: The compassionate healer</em>. NationalLeague for Nursing, New York, 37-49.</p><p>Paper II: Halldirsdottir, S. &amp; Hamrin, E. 1997. Caring and uncaring encounters'vvithin nursing and health care: From the cancer patient's perspective. <em>Cancer Nursing</em> April, 20(2):120-128.</p><p>Paper III: Halldirsdottir, S. &amp; Hamrin, E. 1996b. Experiencing existentialchanges: The lived experience ofhaving cancer. <em>Cancer Nursing</em>, 19(1), 29-36.</p><p>Paper IV: Halldirsdottir, S. &amp; Karlsd6ttir, S.I. 1996a. Empowerment ordiscouragement: Women's experience of caring and uncaring encounters during childbirth. <em>Health Care for Women lnternational</em>, 17( 4).</p><p>Paper V: Halldirsdottir, S. &amp; Karlsdottir, S.I. i 996b. Journeying through labourand delivery: Perceptions of women who have given birth. <em>Midwifery</em> 12(2).</p><p>Paper VI: Halldirsdottir, S. 1996a. The lived experience of health: Aphenomenological case study. (on the day of the defence date the status of this article was <em>Submitted</em>. <strong>Published later:</strong> Halldorsdottir, S. 2000. Feeling empowered: A phenomenological case study of the lived experience of health.  In B. Fridlund and C. Hildingh (eds),  <em>Qualitative methods in the service of health </em>(pp. 82-96).  Lund: Studentlitteratur.</p>

Les événements distribués, se déroulant sur plusieurs jours et/ou sur plusieurs lieux, tels que les conventions, festivals ou croisières, sont de plus en plus populaires ces dernières années et attirant des milliers de participants. Les programmes de ces événements sont généralement très denses, avec un grand nombre d'activités se déroulant en parallèle. Ainsi, choisir les activités à entreprendre est devenu un véritable défi pour les participants. Les systèmes de recommandation peuvent constituer une solution privilégiée dans ce genre d'environnement. De nombreux travaux en recommandation se sont concentrés sur la recommandation personnalisée d'objets spatiaux (points d'intérêts immuables dans le temps ou événements éphémères) indépendants les uns des autres. Récemment, la communauté scientifique s'est intéressée à la recommandation de séquences de points d'intérêts, exploitant des motifs comportementaux des utilisateurs et incorporant des contraintes spatio-temporelles pour recommander un itinéraire de points d'intérêts. Néanmoins, très peu de travaux se sont intéressés à la problématique de la recommandation de séquence d'activités, problème plus difficile du fait du caractère éphémère des objets à recommander. Dans cette thèse, nous proposons tout d'abord une formalisation du problème de la recommandation de séquences d'activités. Dans ce cadre, nous proposons et discutons une classification des types d'influences pouvant avoir un impact sur l'estimation de l'intérêt des utilisateurs dans les activités. Ensuite, nous proposons ANASTASIA, une approche de recommandation personnalisée de séquences d'activités lors des événements distribués. Notre approche est basée sur trois composants clés : (1) l'estimation de l'intérêt d'un utilisateur pour une activité, prenant en compte différentes influences, (2) l'intégration de motifs comportementaux d'utilisateurs basés sur leurs historiques d'activités et (3) la construction d'un planning ou séquence d'activités prenant en compte les contraintes spatio-temporelles de l'utilisateur et des activités. Nous explorons ainsi des méthodes issus de l'apprentissage de séquences et de l'optimisation discrète pour résoudre le problème. Enfin, nous démontrons le manque de jeu de données librement accessibles pour l'évaluation des algorithmes de recommandation d'événements et de séquences d'événements. Nous pallions à ce problème en proposant deux jeux de données, librement accessibles, que nous avons construits au cours de la thèse: Fantasy_db et DEvIR. Fantasy_db comporte des données de participation à des événements lors d'une croisière, recueillies lors d'une étude utilisateur, tandis que DEvIR réunit des données de participation au Comic Con de San Diego, convention majeure dans le domaine. / Multi-day events such as conventions, festivals, cruise trips, to which we refer to as distributed events, have become very popular in recent years, attracting hundreds or thousands of participants. Their programs are usually very dense, making it challenging for the attendees to make a decision which events to join. Recommender systems appear as a common solution in such an environment. While many existing solutions deal with personalised recommendation of single items, recent research focuses on the recommendation of consecutive items that exploits user's behavioural patterns and relations between entities, and handles geographical and temporal constraints. In this thesis, we first formulate the problem of recommendation of activity sequences, classify and discuss the types of influence that have an impact on the estimation of the user's interest in items. Second, we propose an approach (ANASTASIA) to solve this problem, which aims at providing an integrated support for users to create a personalised itinerary of activities. ANASTASIA brings together three components, namely: (1) estimation of the user’s interest in single items, (2) use of sequential influence on activity performance, and (3) building of an itinerary that takes into account spatio-temporal constraints. Thus, the proposed solution makes use of the methods based on sequence learning and discrete optimisation. Moreover, stating the lack of publicly available datasets that could be used for the evaluation of event and itinerary recommendation algorithms, we have created two datasets, namely: (1) event attendance on board of a cruise (Fantasy_db) based on a conducted user study, and (2) event attendance at a major comic book convention (DEvIR). This allows to perform evaluation of recommendation methods, and contributes to the reproducibility of results.

Employee Engagement Model for the Multi-family Rental Housing Industry Deborah R. Phillips 238 Pages Directed by Dr. Roozbeh Kangari The multi-family rental housing industry has faced numerous challenges in the past decade. Increased competition, declining occupancy rates and higher operating expenses have forced management companies to re-examine their organizational strategies, particularly as it applies to its human capital. Employee engagement has become an emerging topic and shows that engaged employees perform better, put in extra effort to help get the job done, show a strong level of commitment to the organization, and are more motivated and optimistic about their work goals. Companies now recognize the value in fostering a climate in which engaged employees drive sales by creating loyal customers. However, despite documented support identifying the link between engaged employees and more impressive business outcomes, little research has concentrated on the special needs and challenges of the multi-family rental housing industry. Further, there are limited tools available to assist owners and managers with the task of identifying the drivers affecting employee engagement. An Employee Engagement Model (EEM) was developed to allow multi-family apartment rental property owners and managers to determine the percentage of satisfied residents for a given average level of engagement score. This research utilized statistical analysis, neural network techniques, and probabilistic modeling to develop the Employee Engagement Model. The Employee Engagement Model (EEM) offers new knowledge in the relationship between employee engagement and resident satisfaction in the multi-family rental housing industry. New knowledge may also be derived in correlations of certain aspects of employee engagement and the likelihood of residents extending their leases or referring others to his/her community, thus improving business performance. It is expected that the Employee Engagement Model (EEM) will provide useful feedback to multi-family professionals in their process of talent management. It is also expected that further discussions toward improvements in measuring employee engagement and its impact on satisfaction will be prompted by this research.