La presente tesi raggruppa tre contributi che analizzano la partecipazione dei minori ad attività lavorative e scolastiche in Marocco, le variabili correlate con il benessere individuale e le differenze nei livelli salariali in Albania. I tre saggi tentano di fornire analisi empiriche basate sulla letteratura più recente e di contribuire allo sviluppo della metodologia quantitativa più comunemente utilizzata. / The present thesis is a collection of three contributions which investigate children’s schooling and labour participation in Morocco, the correlates of subjective well being and the differences in wage levels in Albania. The papers try to carry out empirical analyses of these issues based on the most recent developments in the relevant literature and to contribute to the empirical methodology commonly used.

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This research project explores whether the delivery of positive psychology interventions in the workplace through an employee assistance program (EAP) can improve employees’ authentic happiness/flourishing as well as decrease symptoms of depression. A small convenience sample of 13 Manitoba public school educators accessing employee assistance were recruited for a quasi-experimental research design. Nine participants were randomly assigned to the experimental group and the remaining participants assigned to the control. Experimental group members participated in a six session psychoeducational, experiential, and process-oriented positive psychotherapy group that met once a week over six weeks. Experimental group participants’ scores on the authentic happiness/flourishing measure increased by a statistically significant 9% and depression scores decreased by a statistically significant 45% from pre-intervention to one month post-intervention. The study’s findings therefore provide promising confirmation that positive psychology interventions delivered through EAPs can make a meaningful difference as both secondary prevention and primary enhancement strategies in the workplace.

This research project explores whether the delivery of positive psychology interventions in the workplace through an employee assistance program (EAP) can improve employees’ authentic happiness/flourishing as well as decrease symptoms of depression. A small convenience sample of 13 Manitoba public school educators accessing employee assistance were recruited for a quasi-experimental research design. Nine participants were randomly assigned to the experimental group and the remaining participants assigned to the control. Experimental group members participated in a six session psychoeducational, experiential, and process-oriented positive psychotherapy group that met once a week over six weeks. Experimental group participants’ scores on the authentic happiness/flourishing measure increased by a statistically significant 9% and depression scores decreased by a statistically significant 45% from pre-intervention to one month post-intervention. The study’s findings therefore provide promising confirmation that positive psychology interventions delivered through EAPs can make a meaningful difference as both secondary prevention and primary enhancement strategies in the workplace.

Syfte och frågeställningar Syftet med studien var att undersöka samband mellan socialt stöd och nätverk gentemot upplevd fysisk och psykisk hälsa hos gymnasielever i årskurs tre. Frågeställningarna var huruvida det fanns några samband mellan socialt stöd och nätverk gentemot upplevd fysisk och psykisk hälsa, vilken form av socialt stöd och nätverk som var mest relevant och vilken roll dess storlek har, samt om det fanns några skillnader mellan könen i förhållandet till socialt stöd och nätverk. Metod Undersökningen är en explorativ och kvantitativ enkätstudie där totalt 326 individer från olika skolor i Eskilstuna, Stockholm och Filipstad ingick. Åldern på deltagarna varierade mellan 17 och 21 år och medelålder var 18 (±0,7) år. 198 var tjejer och 123 killar, fem personer ville ej svara på frågan eller uppfattade sig inte som något av alternativen. Deltagarna besvarade frågor med fasta svarsalternativ kring kvalitén på sitt sociala stöd och storleken på sitt sociala nätverk, samt om upplevd fysisk och psykisk hälsa. Därefter genomfördes olika korrelationsobservationer för att finna eventuella samband mellan de olika faktorerna. Deltagarna till studien har valts utifrån ett icke slumpmässigt, till viss del typiskt, bekvämlighetsmässigt urval. Resultat Signifikanta positiva samband noterades mellan graden av socialt stöd (kvalitet) och upplevd psykisk respektive fysisk hälsa. Starkast korrelation fanns mellan psykisk hälsa och socialt stöd (r = 0,46). Svaga positiva korrelationer fanns mellan antalet (kvantitet) vänner (r = 0,19) respektive familjemedlemmar och släktingar (r = 0,19) gentemot psykisk hälsa, och i förhållande till familj och släkt även den fysiska (r = 0,14). Inga signifikanta skillnader kunde ses mellan könen. Slutsats Studiens hypotes om en positiv samvariation mellan upplevd hälsa och socialt stöd och nätverk stämde i de flesta fall och kvalitet visade sig vara överordnad kvantitet. / Aim The purpose of this study was to examine relations between social support and networks, against the perceived physical and mental health of high school students in grade three. The question formulations were whether there was any correlation between social support and networks against perceived physical and mental health, which form of social support and network that were most relevant and what role its size has, and if there were any gender differences in relation to social support and networks. Method The study is an exploratory and quantitative survey in which a total of 326 individuals were included from various schools in Eskilstuna, Stockholm and Filipstad. The age of the participants ranged between 17 and 21 years, and mean age was 18 (±0.7) years, 198 were girls and 123 boys, five people did not answer the question or did not perceived themselves as either one of the options. The participants answered questions with response sets about the quality of their social support and the size of their social network and perceived physical and mental health. After that, observations were completed to find eventual correlations between the different factors. Participants for this study were selected on a non-random, somewhat typical, conveniences based method. Results Significant positive correlations were observed between the degree of social support (quality) and perceived mental and physical health Strongest correlation was found between mental health and social support (r = 0,46). Low positive correlation was found between the number (quantity) of friends (r = 0,19) and family/relatives (r = 0,19) in relation to mental health, and in relation to family and relatives also the physical health (r = 0,14). No significant differences were seen between the sexes. Conclusion The study’s hypothesis of a positive correlation between perceived health and social support and network sued in most cases, and the quality was shown to be superior to the quantity.

在現今多工、多角色而多刺激的工作環境中，人與人因為頻繁的接觸，使得部屬的情緒問題及其影響愈來愈受到組織所重視，其中，主管情緒協助扮演的角色舉足輕重，如何透過主管的行為影響部屬，進而影響整個組織，對管理意涵而言尤其重要。立基於過去情緒協助研究的認知概念，並以資源保存理論的觀點為基礎，本研究探討主管情緒協助的行為層面的內涵與分類，是如何保存與增加部屬的個人資源，而透過資源的變動，對部屬的主觀幸福感與工作疲勞狀況所產生的影響，另外，根據廣義的社會衝擊理論，試圖理解部屬權力距離傾向可能扮演的調節角色。本研究將採問卷調查法施測，第一階段共回收226份問卷，第二階段發放給226位第一階段的填答者，共回收線上問卷152份，因此，共回收有效線上問卷152份，有效回收率約為67%，研究結果顯示，在高部屬權力距離傾向調節的情況下，主管情緒協助會降低個人資源，使其主觀幸福感降低、工作疲勞上升，而在低部屬權力距離傾向調節的情況下，主管情緒協助會提升個人資源，使其主觀幸福感上升、工作疲勞降低。最後，本研究針對研究結果進行討論，並對理論貢獻、實務意涵、研究限制，以及未來研究方向加以闡述。 / The working environments nowadays are multi-work, multi-role and multi-stimulation. The emotion issue of employees is held in high regard today for organizations since people get in touch with each other more frequently. Among them, supervisors’ emotion helping plays an important role in this situation. Moreover, how supervisors’ behaviors affect subordinates, followed by the impact on organization is crucial when it comes to leadership. Based on pervious cognitive knowledge of emotion helping related studies and conservation of resources theory, the main focus of this research is to examine whether supervisors’ emotion helping behaviors are associated with personal resources and the distinctive mediating mechanisms that may explain subordinates’ subjective well being and work fatigue, as well as the classification of emotion helping behaviors. Furthermore, understanding the moderating role of power distance orientation according to broad social impact theory. This study is conducted by questionnaire survey and received 152 replies from subordinates. The results indicated that personal resources mediated the relationship between emotion helping – subjective well-being and emotion helping – work fatigue while subordinate power distance orientation play a moderated role between emotion helping and personal resources. This study contributing to the implications for organizational researches and managerial practices. Furthermore, limitation and future direction were being discussed at the end of this paper.

As people meet their basic biological needs, they become increasingly concerned with higher level needs, such as personal development and positive well-being. The term "subjective well-being" (SWB) refers to people's evaluations of their lives and although relatively stable, people's levels of SWB are influenced by life events. The high position of esteem needs in Maslow's hierarchy of needs reflects the importance of self-esteem in people's judgement of their quality of life. A one group post test only, analytical research design was utilised with 570 residents of an informal settlement in Soweto. A structured questionnaire was designed to obtain information on demographic variables, levels of SWB and levels of self-esteem. The levels of SWB and self-esteem within the community were relatively high. Multiple regression analyses models confirmed that demographic factors are weakly correlated with SWB and self-esteem. Self-esteem was highly correlated with life satisfaction. / Psychology / M.A. (Psychology)

Personal well-being is a state that involves feelings and thoughts. This concept is investigated in learning area Life Orientation and integrated in the curriculum as a learning outcome for Further Education and Training learners in grades 10-12. A literature study was done to discuss/clarify dimensions of personal well-being that is general subjective, psychological, social and spiritual well-being and mental health. Perspectives, theories, principles and features pertaining to well-being were investigated from an international and local context. An exploratory study used a qualitative approach to investigate and observe perceptions of a small sample of learners of personal well-being. Data gathering used focus groups which completed structured group work activities. The results indicate that learner participants have needs to be satisfied to reach a sense of personal well-being. Based on findings, recommendations regarding coping strategies, intervention strategies and support were made. / Educational Studies / M.Ed. (Guidance and Counselling)

This study investigated the subjective well-being of female strippers. The effect that certain variables namely, self-esteem, general health, self-efficacy, perceived social support and sense of coherence had on subjective well-being and the independent components of subjective well-being, namely life satisfaction and positive and negative affect, were investigated. The sample consisted of 75 female strippers and was a consequence of a combination of purposive and convenience non-probability sampling. These women were employed at Teazers - a chain of strip clubs in Gauteng, South Africa. Information was gathered through self-reported questionnaires with quantifiable scales. The results of the regression models showed that life satisfaction depends on perceived social support, but positive and negative affect depends on self-esteem and general health. If life satisfaction and positive and negative affect is combined into a measurement of subjective well-being, 6.7% of the total variance in subjective well-being is uniquely explained by self-esteem. / Psychology / M. Sc. (Psychology)

Made available in DSpace on 2016-08-03T16:34:30Z (GMT). No. of bitstreams: 1 RAFAEL MARCUS CHIUZI.pdf: 450833 bytes, checksum: 5d9602b9c06d7f45f15a7cbc4801adbe (MD5) Previous issue date: 2006-06-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Organizational characteristics have been studied recently under a different point of view. Today, more emphasis has been given to the positive aspects that make it possible for employees to have positive feelings towards their employer organization and towards the work itself. The current imposed challenges refer to the identification of positive organizational characteristics that allow such growth of the worker. Such characteristics are postulated as beneficial to the organizations, for resulting in greater productivity and profitability, as well as for promoting the well-being of the employees. The objective of this study was to analyze the impacts that the dimensions of the positive organization have over the well-being of the employees. The well-being of the employees was divided into two areas: subjective well-being (composed by general satisfaction with life, positive and negative affects) and well-being at work (composed by three dimensions: job satisfaction, job involvement and affective organizational commitment). Positive organization was conceived as a construct composed by three dimensions: perceived organizational support, perceived organizational justice (distributive and procedural justice) and trust of the employee to the organization. The sample was composed by 200 employees of diverse companies in the State of São Paulo, being 55 of them male, and 145 female, both single and married, with scholar level distributed from complete elementary and middle school up to complete post-graduation. The instrument used to collect data was a self-administered questionnaire composed by nine scales that measured the variables of the study. The results of this research revealed that subjective wellbeing and well-being at work are interrelated. Multiple regression analysis presented that the positive organization dimensions had greater impacts on the well-being at work in relation to the subjective well-being, with special attention to the capability of trust of the employee to the organization when it comes to explaining the well-being of the employees, either in their personal life domains or in their context of work. According to these results, trust of the employee to the organization, perception of organizational justice and perceived organizational support could be pointed out as important dimensions of the positive organization to promote and protect the wellbeing of the employees. Further research should include other positive organizational characteristics to broaden the explanation of the variance of the employee s well-being / Atualmente, características organizacionais vêm sendo estudadas sob um prisma diferenciado. Hoje, são pesquisados com maior ênfase os aspectos positivos que possam prover a possibilidade dos trabalhadores nutrirem sentimentos positivos para com suas organizações empregadoras e ao seu trabalho propriamente dito. Os desafios impostos atualmente giram em torno de se buscar identificar características organizacionais positivas que permitam o florescimento do trabalhador. Tais características são postuladas como benéficas tanto às organizações, por resultar em maior produtividade e lucratividade, assim como para promover o bem-estar dos trabalhadores. O objetivo deste estudo foi analisar os impactos que as dimensões da organização positiva exercem sobre o bem-estar dos trabalhadores. O bem-estar dos trabalhadores foi dividido em duas áreas, bem-estar subjetivo (composto por satisfação geral com a vida, afetos positivos e afetos negativos) e bem-estar no trabalho, composto por três dimensões: satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. Organização positiva foi concebida como um construto composto por três dimensões: percepção de suporte organizacional, percepções de justiça organizacional (distributiva e de procedimentos) e confiança do empregado na organização. A amostra foi composta por 200 trabalhadores de diversas empresas do Estado de São Paulo, sendo 55 do sexo masculino e 145 do sexo feminino, solteiros e casados com escolaridade distribuída desde o ensino fundamental completo até pósgraduação completa. O instrumento de coleta de dados foi um questionário auto-aplicável composto por nove escalas que mediram as variáveis do estudo. Os resultados deste trabalho revelaram que bem-estar subjetivo e bem-estar no trabalho guardam relações entre si. Análises de regressão múltipla informaram que as dimensões da organização positiva tiveram impactos maiores sobre bem-estar no trabalho do que bem-estar subjetivo, destacando-se a capacidade de confiança do empregado na organização de prover explicações para o bem-estar de trabalhadores, seja nos domínios da vida pessoal ou no contexto de trabalho. Conforme tais resultados, confiança do empregado na organização, percepções de justiça e de suporte organizacional poderiam ser apontadas como importantes dimensões da organização positiva para promover e proteger o bem-estar dos trabalhadores. Futuros estudos deveriam incluir outras características organizacionais positivas para aumentar a explicação da variância do bem-estar dos trabalhadores