Thesis (Ph. D.)--University of North Texas, Dec., 2009. / Title from title page display. Includes bibliographical references.

Thesis (M.S.)--Ball State University, 2009. / Title from PDF t.p. (viewed on Mar. 17, 2010). "December, 2008." Research paper (M.S.), 3 hrs. Includes bibliographical references (p. 60-63).

Thesis (M.A.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 12, 2009) Includes bibliographical references.

Thesis (M.A. in anthropology)--Washington State University, May 2009. / Title from PDF title page (viewed on May 26, 2009). "Department of Anthropology." Includes bibliographical references (p. 118-129).

Thesis (M.S.H.S.A.)--Regis University, Denver, Colo., 2008. / Title from PDF title page (viewed on May 28, 2009). Includes bibliographical references.

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 61-73).

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 88-95).

<p>Numerous studies have presented physical and psychological benefits of meditation. Many of these are due to the so called Relaxation Response. In our study, we compared a concentrative meditation practice and a relaxation practice to investigate potential differences in the elicitation of the Relaxation Response. The study was performed during 12 weeks on 15 subjects employed by the Police Authority. We measured the subjective well-being, according to the Positive and Negative Affect Schedule (PANAS), and by reading blood pressures. The descriptive analysis of the results, supports that the Relaxation Response is elicited by meditation and, although weaker, by physical relaxation. An elicited Relaxation Response is, however, maintained by relaxation. We also looked at the possibilities of introducing these practices in the work environment. There are several issues to deal with if the methods are to be applied in the work environment, mainly creating the time and place for the employees.</p>

No description available.

Stress and mental health issues are now the most common cause of workplace absence. Increasing evidence points to the need for organisations to take steps to enhance well-being at work for employees. Social support has been identified as one key factor affecting employee psychological well-being, however, the definition and conceptualisation of the term continues to be debated. To date, research examining the relationship between social support and well-being at work tends to be predominantly quantitative and to prioritise work-based sources of support above other sources of support. Few workplace interventions aimed at improving employee well-being appear to have a specific focus on enhancing social support. This thesis presents findings from a mixed-methods case study of a large, public sector organisation in Scotland. The study had four phases: an online survey (n=158), semi-structured interviews (n=31), a diary phase (n=11) and a final interview (n=11). Higher levels of social support were associated with a higher level of psychological well-being. Findings highlighted the importance of various work and non-work based sources of social support, such as peer support and support from friends, and various dimensions of support too, such as ‘distant vs. proximal’ support. Potential negative effects of social support were also identified, for example, when perceived as interfering. Women reported higher levels of support and of positive mental well-being than did men. Interview and diary data revealed a range of contextual, organisational and individual factors that affected both access to and availability of social support, and the relationship between social support and employee well-being. Recent organisational changes appeared to be particularly influential. Employee opinion regarding existing organisational well-being initiatives varied on the basis of whether the support was formal or informal and in terms of perceived versus received support. Social support was valued highly by respondents with regard to improving employee well-being. Open and honest communication, physical presence of support and familiarity with context-specific knowledge were of particular pertinence. This thesis contributes to knowledge in three ways. Substantively, the importance of examining social support more holistically is highlighted in order to better understand the relationship between social support and employee well-being. Methodologically, this mixed methods approach proved fruitful in generating a richness and depth of data largely untapped by previous, predominantly quantitative, studies. Finally, the findings have practical implications for HR personnel and policy makers as they offer an insight into the contribution of various sources and dimensions of social support to employee well-being, as understood by employees.