The purpose of this thesis was two-fold: first, to develop a Patient Satisfaction Questionnaire which reflects patient satisfaction with dressings used in the care of ulcerating metastatic skin lesions; and second, to evaluate patient satisfaction and patient preference with two types of dressings: Mesalt dressings and continuous wet saline dressings. The Patient Satisfaction Questionnaire was developed to measure patient satisfaction with dressing performance. Patients with ulcerating metastatic skin lesions were asked to identify important characteristics for evaluating patient satisfaction with dressings. These questions were validated and reviewed for clarity by the patients. A visual analogue scale was used as the response scale. Testing for reliability was limited. Mesalt dressings were compared to continuous wet saline dressings by evaluating patient satisfaction with pre-defined criteria. The criteria for evaluation included ease of application and removal, discomfort during and between dressing changes, control of odor, and patient preference. The study used a cross-over design in which each patient used one dressing for a month and the other dressing for the next month. Although 14 patients were involved in the study, only 10 were statistically analyzed. The remaining four patients were excluded because they were unable to complete a portion of each treatment. Two major findings were identified. First, regarding the Patient Satisfaction Questionnaire, patients with ulcerating metastatic skin lesions had numerous ideas about what should be asked to evaluate patient satisfaction with dressings. They considered the questionnaire to be an appropriate format and the questions generated by the investigator to be both important and understandable. Second, the findings of the study indicated that the Mesalt dressings received significantly more positive ratings when compared with continuous wet saline dressings for ease of application and odor control. Mesalt dressings were also significantly preferred to continuous wet saline dressings. The knowledge gained through this study is useful when helping patients decide which dressings to use in the care of ulcerating metastatic skin lesions. The Mesalt dressing appears to be a favorable choice, particularly when ease of application and odor control is important. / Applied Science, Faculty of / Nursing, School of / Graduate

This descriptive study was designed to further the exploration of job satisfaction among hospital-employed nurses by using an established theoretical formulation of job satisfaction called the Job Characteristics Model (Hackman & Oldham, 1976) and a standardized tool called the Job Diagnostic Survey (Hackman & Oldham, 1980) to identify and measure job design variables and job satisfaction. Specific study questions guided investigation into perceptions of job characteristics and satisfactions among nurses, the relationship between job design variables and job satisfaction, and the relationship between selected nurse characteristics and job satisfaction. The study was conducted at three geographically dispersed acute care hospitals in British Columbia. A convenience sample of 96 full-time employed registered nurses completed a Nurse Characteristics Questionnaire and a Job Diagnostic Survey. Data were analyzed and compared to normative data using descriptive statistics. Sample data were further analyzed using Pearson's correlation coefficient and the chi-square test of association. Overall, nurses perceived their jobs to be rich in terms of importance, skill variety, and human interaction; but poor in terms of autonomy and the ability to complete a whole and identifiable piece of work. Significant relationships were identified between specific job design variables and job satisfaction. Compared to other professionals, nurses were less satisfied with the autonomy and motivating potential of their job. There was little evidence to support an association between nurse characteristics and job satisfaction. / Applied Science, Faculty of / Nursing, School of / Graduate

La consommation énergétique, et en particulier électrique, des bâtiments est grandement influencée par le comportement de ses usagers. L'analyse de l'usage électrique au travers d'un retour d'expérience réalisé sur une plateforme bâtiment-test nous a permis d'identifier qu'il pouvait exister différentes formes de satisfactions des usagers remettant en question la notion même d'efficacité énergétique d'un bâtiment. Afin de pouvoir intégrer l'acteur humain dans la conception de systèmes complexes bâtiment, nous proposons de définir la notion d'efficacité énergétique d'usage (EUE). Cette notion repose en particulier sur la satisfaction des usagers vis à vis d'un service que l'on a pu décomposer et quantifier au travers de fonctions de satisfaction rationnelles et sensibles. Le but de cette proposition est la construction d'un diagramme de compromis Coût / Satisfaction qui se positionne à la fois comme un outil effectif d'aide à la décision pour la conception de systèmes énergétiques du bâtiment intégrant l'usager et comme outil d'aide à la sobriété énergétique. / Energy consumption, particularly electric consumption, in buildings is greatly influenced by the behavior of its occupants. The analysis of the electrical uses thanks to a feedback performed on a test-building platform makes it possible to identify different forms of user satisfaction calling into question the notion of energy efficiency in buildings. In order to take into account the human actors in the design of building systems, it is proposed to define the notion of energy use efficiency (EUE). This notion is based on the user satisfaction about services that has been split and quantified as rational and sensitive satisfaction functions. This notion led to the construction of a cost / satisfaction compromise diagram, which is an effective tool for decision support during the design of building energy systems taking into account the occupants but also a support tool for energy sobriety during operation.

Thesis (M.Com.(Human Resource Management)) -- University of Limpopo, 2016 / The purpose of this study is to explain the relationship between organisational commitment, job satisfaction and turnover intention of employees. A survey research design was employed to test hypotheses about the relationship between job satisfaction, organisational commitment and turnover intentions. Data was collected using three different structured questionnaires. Questionnaires comprised of the Minnesota Satisfaction Questionnaire, the Organisational Commitment Questionnaire and the Intention to Stay Questionnaire. The respondents comprised of employees from five offices of the Department of Rural Development and Land Reform in the Limpopo Province. The findings revealed a positive relationship between organisational commitment and job satisfaction. There is a negative relationship between organisational commitment and turnover intention. Tables and figures were used to present the results of the study. Turnover intention has been seen as a huge problem at different organisations or institutions and has negative influence on organisational performance and this organisation was not different given the findings. Key concepts Organisational commitment, job satisfaction, turnover intention.

The present study continues the long line of research addressing Person-Environment fit started by Frank Parsons a century ago and the construct of career satisfaction. Previous research emphasized Holland themes and specific occupational scales, with this study being the first to evaluate the higher order of personal style relating to job satisfaction. This study examined the capacity of the General Occupational Themes (GOTs) and Personal Style Scales (PSSs) of the 2005 Strong Interest Inventory in predicting job satisfaction across 8 individual samples comprising 4,938 working adults. Sequential discriminant function analyses demonstrated that sets of hypothesized PSSs significantly distinguished between satisfied and dissatisfied workers beyond the six Holland themes in all 8 occupational samples. This research provided validation and support for the newly added Team Orientation PSS. It further provided support for demographic variables related to job satisfaction, including ethnicity, gender, age, and the reason for testing.

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The purpose of this study was to examine the relationship between family leisure satisfaction and satisfaction with family life. Zabriskie's Family Leisure Activity Profile (FLAP) was used to measure core, balance, and total family leisure satisfaction. The Satisfaction With Family Life Scale (SWFL) an adaptation of Diener, Emmons, Larsen, and Griffin's satisfaction With Life Scale (SWLS), done by Zabriskie and McCormick, was used to measure satisfaction with family life. The sample consisted of 898 parent and youth pairs from throughout the United States. Results indicated that there was a relationship between all family leisure satisfaction variables and satisfaction with family life. Data collected from both parents and youth in families provided insight into the nature of the relationship between family leisure satisfaction and satisfaction with family life. At the parent, youth, and family levels, core family leisure satisfaction had the most significant relationship with satisfaction with family life. These findings provide specific implications for researchers, parents, and professionals who work with families.

This study tests whether criteria variance in five job-facet satisfactions and performance rating explained by selected demographic and personality variables is significantly greater than by the selected demographic variables. This study offers a useful procedure for treating job-satisfaction data and predictor variables and measures the significance in predictability between criteria variance accounted for by variables not generally found in personnel files and those usually found there. It was found that job satisfactions and performance rating differ both in terms of predictability and functional relationships with Predictor Sets.

Little is known about how fat talk - a verbal expression of body image concerns - functions within romantic relationships. This study used vignettes about a fictional couple to examine how varied levels of a woman's fat talk were perceived by participants as affecting a fictional couple's relationship and sexual satisfaction. Participants were recruited from Amazon Mechanical Turk and included 239 heterosexual people (127 men, 112 women) with long-term relationship experience. Using a 3 (Level of Body Talk: Excessive vs. Minimal Fat Talk vs. Self-Accepting Talk) × 2 (Participant Gender: Male vs. Female) × 2 (Perspective: Husband vs. Wife) between-subjects design, participants read a vignette where the target woman used varying levels of body talk when speaking with her partner. Afterwards, participants completed a series of questionnaires to report on their perceptions of the couple's relationship and sexual satisfaction. Supporting hypotheses, results indicated that participants in the Excessive Fat Talk condition perceived lower relationship and sexual satisfaction levels than the Minimal Fat Talk and Self-Accepting Body Talk conditions. No differences emerged between those exposed to the Self-Accepting and Minimal Fat Talk vignette dialog. Male participants reported lower perceived relationship quality and sexual satisfaction than women participants. Research in this area is in its infancy, and more is needed (especially with actual couples) to better understand how fat talk, as a behavioral function of poor body image, impacts relationship functioning.

Few organizational communication studies examine the organizational aspects influencing career satisfaction specifically among non-white cultures in the medical physician population. This study examines minority physicians' perceptions of extrinsically controlled work environment factors in comparison to their white counterparts. Three research questions were analyzed from a 17-question survey tool to measure: physician satisfaction levels with autonomy over medical decision-making; autonomy over non-medical workplace decisions; and hospital cost containment efforts. These organizational variables have served as major points of discourse within the healthcare arena and they relate to the enigmatic nature of career satisfaction. Determined by the volume of respondents representing each race and ethnicity, five categories were selected for comparison: Asian/Pacific Islander, Indian/Pakistani, White/Non-Hispanic, Hispanic, and Black/African American. Participants that were surveyed included all physicians listed on the medical staff roster of a Southeastern, not-for-profit hospital group, regardless of status and medical specialty. The primary findings indicate that substantial variance exists among racial and ethnic subgroups regarding satisfaction with the dependent measures. Due to low numbers of minority health care physicians, previous studies have commonly measured physician job satisfaction aggregately, failing to differentiate cultural groups. Interestingly, when minority and non-minority groups were aggregately juxtaposed, no significant differences were reported in the data. However, when satisfaction was measured contrasting minority subgroupings with that of non-minority physicians, significant variations emerged from the data set. This study contributes to understanding better the organizational experiences of minority physicians in healthcare and the body of knowledge concerning minority health research as a whole.