Personlig assistans är en insats inom lagen om stöd och service till vissa funktionshindrade (LSS) och syftar till att ge individen kontroll och självbestämmande i sitt liv. Syftet med denna studie var att undersöka hur den assistansberättigade upplever sin personliga assistans utifrån självbestämmande i förhållande till de aktörer som är inblandade i processen såsom sjukvården, Försäkringskassan, kommun, assistansanordnare samt personliga assistenter. Den teoretiska utgångspunkten var Self-determination theory, vilken utgår från begreppen självbestämmande, kompetens och tillhörighet. Semistrukturerade intervjuer med nio assistansberättigade, analyserades tematiskt. Resultaten presenterar fem teman som centrala för upplevelsen av självbestämmande: relationens betydelse - personkontinuitet underlättar; makt, kontroll och kunskap; ingen assistans, inget självbestämmande; kommunikation och stöd för kommunikation samt politik och besparingar. Resultatet visade att relationen till samtliga aktörer påverkar upplevelsen av självbestämmandet, samt att kunskap, kommunikation och stöd är av vikt. Genom att själv vara arbetsledare för sin assistans återtar individen kontrollen över viktiga beslut och kan därmed utöva självbestämmande.

Sedentary behavior has been shown to lead to overweight and obesity, which are risk factors for chronic diseases such as cardiovascular heart diseases (CHD) and type 2 diabetes mellitus. Two constructs have been used to attempt to enhance motivation in order to promote long-term physical activity behavior change: self-efficacy (from Self-Efficacy Theory) and competence (from Self-Determination Theory). Though these constructs are from two different theories and purportedly measure two different concepts, they have been used interchangeably in physical activity research. This project examined similarities and differences in the theoretical explanations of self-efficacy and competence. Participants were college students ages 18 to 53 (n = 194, 65.8% female) who were randomized to one of two intervention groups (competence vs. self-efficacy) or an attention control group, with an overall attrition rate of 0.6%. Repeated measures ANCOVAs controlling for strenuous exercise and BMI showed no within groups or between-groups differences in competence or self-efficacy. Measures of competence and self-efficacy were strongly correlated (r = .74). Further inspection showed both measures were tapping into a third variable: confidence. Additionally complicating the findings is documented evidence of college students over-reporting high confidence levels. Recommendations include incorporating items measuring growing mastery into competence scales and examining this same question for older sedentary adults.

Thesis (Ph. D.)--University of California, San Diego, 2007. / Title from first page of PDF file (viewed Aug. 13, 2007). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (p. 197-204).

Trots att organisationer satsar alltmer på utbildningsinsatser, står det inom forskningen fortfarande oklart vad som leder till faktisk förändring i det fortsatta arbetet. I denna studie undersökte vi utifrån Baldwin och Fords transfermodell vilka individ-, design- och miljöfaktorer som förklarade en grupp  Försvarsmaktsanställdas upplevda kunskapsinhämtning och transfer efter genomförd utbildningsinsats. Detta skedde med Self-Determination Theory (SDT) som teoretiskt ramverk genom en enkätundersökning. För kunskap var autonom motivation (AM), kontrollerad motivation (KM), upplevelse av autonomifrämjande implementering samt behovsstöd från chef förklarande faktorer. För transfer var autonom motivation, upplevelse av autonomifrämjande implementering samt kunskap förklarande faktorer. Studien gav stöd för att SDT går att använda för att förklara upplevd transfer samt visar på viktiga implikationer för organisationer att beakta inför, under och efter framtida utbildningsinsatser. / Although organizations increasingly have been focusing on training, the research is still unclear on what leads to actual change in future work. In this study, we have investigated Baldwin and Ford's model of transfer of training and which individual-, design- and environmental factors that have explained a group of Armed Forces Employees’ perceived knowledge acquisition and transfer after completing training. This was done with the Self-Determination Theory (SDT) as theoretical framework. For knowledge we found autonomous motivation (AM), controlled motivation (KM), Experience of autonomy promotion and Needs Support from the manager to be explanatory factors. Explanatory factors for perceived transfer were autonomous motivation, experience of autonomy promotion and knowledge. In the current study we have found support for SDT to be able to explain experience of transfer, something organizations need to consider before, during and after training.

Lärare i dagens skola ska möta varje elev med sin undervisning, även de som uppvisar problemskapande beteenden. Syftet med denna studie var att genom en kvalitativ ansats undersöka lärares motivation att hantera elevers problemskapande beteenden utifrån motivationsteorin Self-determination theory. Åtta intervjuer genomfördes med lärare och analyserades med tematisk metod. Resultaten skildrade hur informanternas motivation att hantera elevers problemskapande beteenden beskrevs relatera till den grad de basala behoven var tillfredsställda i arbetet med detta. Ansvar verkade viktigt för upplevelsen av kompetens och därmed viktigt för motivationen. Strukturella förändringar inom skolan, såsom ökad administration, beskrevs hindra de basala behoven och inverka negativt på informanternas motivation. Framtida forskning kan undersöka denna studies fynd för att vidare verka för att förbättra lärares arbetssituation. / It is a teachers’ duty to reach every pupil with their education, even those who show challenging behaviors. Teacher motivation for handling challenging behaviors is an unexplored subject wherefore the aim of this study was to examine this using Self-determination theory. Eight qualitative interviews were carried out and analyzed through thematic method. The results showed how the informants’ motivation to handle challenging behaviors were described as related to the degree of basic needs satisfaction. Furthermore responsibility seemed important for the feeling of competence and thereby also for their motivation. Structural changes within the school seemed to affect the teachers’ motivation negatively since it inhibits the basic needs. Future research should investigate these findings further to improve the teacher work situation.

Syftet med uppsatsen var att få en ökad förståelse för hur lärare motiverar elever till att delta i undervisningen i Idrott och hälsa. Forskning av bland annat Owen alt. (2013) visar att lärare har en stor påverkan på klassens motivationsnivå och att elevernas självbestämmande motivation påverkar om de var fysiskt aktiva på fritiden eller inte. På en kvalitativ grund har sex högstadielärare intervjuats med utgångspunkt i fenomenologisk forskning. Det var därmed lärarens upplevelser om hur motivationsarbete fungerar i praktiken. Resultatet visade att det var flera identifierbara faktorer som bidrog till elevernas motivation. Känslan av kompetens och sociala relationer ansågs vara avgörande för elevernas motivation. Påverkan på undervisningen i form av elevinflytande ansågs vara mindre viktig. Lärare motiverar sina elever genom att skapa en god relation. Enskilda samtal nämndes av samtliga som en faktor som kunde höja eller sänka elevernas motivation. Viktigt var även att individanpassa undervisningen så att alla elever kan lyckas. Yttre motivation i form av slutbetyg i årskurs nio var en annan faktor som motiverade elever. Lärarna ansåg framförallt att de själva påverkade elevernas motivation genom sin entusiasm och engagemang.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.

Syftet med denna studie är att undersöka vilken sorts motivation individer drivs av och motiverar dem att träna på gym och om det finns någon skillnad mellan könen. Studien är av kvantitativ karaktär och datainsamlingsmetoden som använts för denna studie är en enkätundersökning som bygger på en validerad enkät Exercise Motivation Inventory - 2. Utifrån enkätsvaren har författaren kodat datan och slagit ihop värdena i dem nya delskalorna gjort en deskriptiv analys och en sambandsanalys mellan kön och motivat-ionsorsaker. I resultatet diskuteras och analyseras utifrån tidigare forskning inom motivationsdomänen samt utifrån Self-Determination Theory. Resultaten visar att människor som tränar på gym i Kalmar drivs av inre motivation samt att det finns vissa skillnader mellan könen kring motivation.

This thesis examines the potential of the indigenous right to internal self-determination as a framework accommodating the demands of the Niger Delta Peoples for Self-determination within the sovereignty of Nigeria. The unsustainable exploitation of crude oil in the Niger Delta resulted in the ecological devastation of the region and adversely affected the Niger Delta People's subsistent traditional mode of using their lands. The response of the Niger Delta People was originally to seek redress by instituting legal actions in Nigerian courts. The failure of the majority of these actions, and the combined factors of the exclusion of the Niger Delta People from the process and proceeds of the oil industry and their marginalization in the political and administrative structure of Nigeria resulted in the demand by the Niger Delta People that Nigeria recognize their right to self-determination. They justified this demand for self-determination with the arguments that:  Their dispossession from their lands by the government in Nigeria was akin to the exploitation of indigenous peoples in the Americas by colonial settlers.  The unsustainable exploitation of resources in their territory placed them in the same position as colonized peoples experienced under foreign domination in the era of colonization. In a bid to protect her sovereignty, Nigeria does not recognize the rights of self-determination or 'peoplehood' or even minority status of any ethnic groups within Nigeria. This thesis argues that the indigenous right to internal self-determination is a framework that has the potential to bring lasting solution to the conflict between the Niger Delta people and the government of Nigeria for the following reasons:  Indigenous internal self-determination prescribes a category of self-determination that is consistent with the sovereignty of states because it recommends inter alia autonomy with the territories of states. Indigenous internal self-determination provides a regime for sustainable development of resources as it recommends inter alia that states recognize the right of indigenous peoples to participation, consultation and free prior informed consent in the exploitation of resources in indigenous peoples' territory.