No

No / This article presents a model of expatriate work adjustment in which the results obtained in previous investigations on expatriate adjustment are consolidated with the concepts and mechanisms introduced in the general Theory of Work Adjustment (Dawis and Lofquist 1984). It is held that correspondence has to be achieved between the abilities and needs of expatriate managers and the requirements and reinforcements of their jobs abroad in order to ensure that work adjustment can be reached and maintained during an international assignment. Furthermore, it is proposed that an expatriate's organizational commitment relates to the level of work adjustment achieved during the assignment.

Master of Science / Department of Communications and Agricultural Education / Shannon G. Washburn / STEM fields represent between 5% and 20% of all employed in the United States (United States Department of Labor – Bureau of Labor Statistics, 2015). Many employers of job positions in the STEM field have indicated an ongoing challenge of demand for such employees exceeding supply (Hira, 2010). Literature suggests a skills gap exists in some career fields and labor markets (Sentz, 2013). A topic that falls in many STEM fields in water resources. In Kansas, both supply and demand of water resources vary greatly across the state. A growing trend statewide, however, is a need to focus efforts on preserving the quality and quantity of Kansas’ water supply. Anecdotal evidence suggests the focus on water resources increases the demand for employees prepared for careers in related STEM fields (S. Metzger, personal communication, May 3, 2016). Drawing on both the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews based in symbolic interactionism were used to gather data from employers of water-related job positions. The data indicated that a variety of employability and technical skills describe both employers’ ability requirements and employees’ ability sets. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the near future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.

我國日間照顧服務已在二十多年前由政府和學者引進，成為社區照顧的一環。然，國內日間照顧服務相關研究仍聚焦於日間照顧/護營運的成本評估、日照的服務使用情形及效益，缺乏人力資源管理對於日照單位服務品質相關議題的探討，更遑論社會工作人力的討論。而回顧我的實習經驗，發現日照社工員身處的工作環境將考驗其專業與韌性，故研究者以工作適應理論出發，研究目的陳列如後：(1)瞭解日間照顧社會工作者的工作職責與角色功能；(2)描繪日照社工員的工作困境，並進一步探索「工作適應」對日照社工的意涵；(3)分析影響日間照顧服務社工員工作適應的機制和因素；(4)找出日間照顧服務社工員工作適應的策略。 本研究發現，日照社工員的工作職責和角色繁瑣，實際上日照社工員已扮演一名日間照顧服務方案管理者的角色。由於適應是個體解決困境的歷程，日照社工員面臨的工作困境包括角色困境、工作成效有限及團隊合作不順暢等問題，使社工員產生挫折和離職的念頭；而日照社工員心目中的工作適應是個動態的過程、也是平衡的狀態，即社工員的努力能否與機構的期待達成平衡。良好的工作適應展現在三個面向：(1)日照社工員的工作表現；(2)工作滿意度高；及(3)願意工作下去並發現工作的意義；其中適應良好的日照社工員應有的工作表現，包含：(1) 不會將負面情緒帶給個案；(2)在時限內完成份內工作，並追求創新；(3)幫助團隊運作順利，並與團隊成員相處融洽。 本研究亦發現「日照社工員和工作場域之間的一致性」是影響其工作適應的核心機制，即日照社工員和工作場域能否滿足彼此的要求和期待；而日照社工員和工作場域之間的一致性可為兩種類型：(1)個體的工作表現、專業知能與特質能否滿足工作環境的要求；(2)工作環境能否滿足個體的工作需求，例如工作理念、學習機會、成就感和親和等需求。而日照社工員因應工作困境所發展出來的適應策略包括：(1)做中學，包括調整工作計畫、參與教育訓練、觀摩其他日照單位、搜尋相關文獻和媒體資訊；(2)尋求社會支持，例如督導的工具性支持，及同儕/同僚的工具性和情感性支持；(3)溝通，例如向他人說明自己的工作期待和能力限制；(4)妥協，譬如接受社福界工作量龐大的事實及不同專業的文化，以及放下對社工專業角色的堅持。最後，研究者綜合上述研究發現進行深入討論，並提出數項針對未來社會工作教育和實務之建議。 / The adult day care service has been introduced by the government and scholars for twenty years and has become part of the community care. However, related research on the adult day care service in Taiwan mainly focuses on the operating cost analysis, the application, and the benefits. It lacks the exploration of the quality of the adult day care center from the perspective of human resources management, not to mention the discussion about the workforce of social worker. Reflecting on my internship, I find out that the working environment challenges the proficiency and tenacity of the social workers of the adult day care center. Hence, I start from the work adjustment theory. The research purposes are as follows, (1) to understand the responsibility and the role function of the social workers of the adult day care center (2) to delineate the work predicament of the social workers of the adult day care center, and to further explore the meaning of “the work adjustment” to them (3) to analyze the mechanism and the factors that influences the work adjustment of the social workers of the adult day care center (4) to find out the work adjustment strategy that the social workers of the adult day care center adopt This paper finds out that the work and the role of the social workers of the adult day care center is miscellaneous and complicated. In fact, they play the role of the organizers of the adult day care service. This paper finds out that the work and the role of the social workers of the adult day care center is miscellaneous and complicated. In fact, they play the role of the organizers of the adult day care service. Because adjustment is a process of problem solving, the predicament the social workers of the adult day care center face includes role difficulties, the unsatisfied work accomplishment, and the problem with teamwork. All these problems may result in their frustration and resignation. Besides, the work adjustment for them is a dynamic process. That is, whether the social worker’s effort can meet with the expectation of the day care center. A positive work adjustment is showed in three dimensions: (1) The performance of the social workers of the adult day care center (2) Job satisfaction (3) The willingness to continuing working and finding out its meaning The performance a good social worker of the adult day care center should have includes, (1) Do not bring negative emotions to the case (2) Finish the job within limited time and pursue innovation (3) Help the team to process smoothly and get along with team members well This paper also finds out that “the correspondence between the social workers of the adult day care center and the work field” is the crucial mechanism that influences the work adaptation. That is, whether the social workers of the adult day care center and the work field can meet with each other’s requirements and expectations. There are two categories of the correspondence between them (1) whether the individual’s work performance, professional knowledge, and characters can satisfy the requirements of working environment (2) whether the working environment can satisfy the need of the individual, such as the work ethic, learning opportunity, the sense of achievement, and friendship The adjustment strategies the social workers of the adult day care center develop to meet the work predicament includes (1) Leaning by doing, which includes the adjustment of working plan, attending education training, observing and emulating other daycare centers, and searching for related literature and media information (2) Appealing for social support, such as the instrumental support of supervision, and the instrumental and emotional support from their peers (3) Communication, such as explaining to other people their own work expectation and the limitation of their ability (4) Compromise, such as accepting the big workload of social work and the different professional cultures, and abandon the insistence upon the professional role of a social worker Finally, I will analyze these findings and provide several suggestions to the social work education and application in the future.

近年來，在性別主流化之潮流下，司法人員特考之法警類科因應趨勢取消性別報考限制，而使女法警逐年增加，在此一背景下對於法院法警勤務執行，從法警勤務工作性質分析，運用質性的研究方法，訪談臺北地方法院男、女法警在法院勤務執行情形，進而暸解女法警勤務執行之問題與調適方向。 經質化訪談研究發現如下： 一、 法警勤務之工作性質包括工作危險性、工作專業性、工作自主性、角色衝突性、機動性、體力與強制性。 二、 女法警之勤務工作分配，從早期傾向被安排內勤，轉為與男法警一樣共同輪值送達、執行、警衛、值庭等勤務事項。 三、 女法警之條件與特質包括必須融入團隊、具備一定體力、高EQ溝通能力、膽大心細等。 四、 女法警勤務調適部分，生理上必須面對深夜值班熬夜導致睡眠不足的問題；心理上則是須調適面對人犯之心理恐懼。 五、 解決之道，落實教育訓練協助女法警融入職場、增加團隊認同感，並建造友善空間設備。 / In recent years, the gender limit of the Judicial Police Exam has been cancelled due to the current of gender mainstreaming; as a result, the number of judicial policewomen is on the increase .In the above background, I have interviewed with some judicial police about their service, and analyzed the characteristics of the duty system through qualitative research, hoping to find the problems in the judicial policewomen’s service and the adaptation. The followings are the results of my research: 1. The characteristics of the judicial police’s duty include hazards of work, job specialization, job autonomy, role conflict, mobility, physical strength and compulsion. 2. The service allocation of Judicial Policewomen has been transformed to be the same with judicial policemen’s, inclusive of delivery, execution, security and court monitoring. 3. Characteristics that are necessary for Judicial Policewomen include good teamwork spirit, physical strength, communication with high emotional quotient, bravery and chariness. 4. When it comes to adjusting to the service, judicial policewomen have both physical and mental problems. The former is facing sleep deprivation due to midnight shift, and the latter is the fear to confront criminals. 5. The followings may be the solution: Implementing training courses helping judicial policewomen to merge into the work team, enhancing sense of identity in the group, and establishing friendly space and equipment.

With 30 million citizens gaining access to U.S. healthcare through the Affordable Care Act by 2016, healthcare managers need preanalytic employees to ensure quality healthcare services can be provided. The purpose of this qualitative single case study explored strategies used to retain preanalytic employees. The target population consisted of 10 clinical laboratory managers in a single community-based clinical laboratory in the mid-southern United States, selected because of prior success in improved employee retention strategies. The conceptual framework grounding this study was the theory of work adjustment. Data triangulation occurred from using semistructured interviews and company documents. All interpretations from the data were subjected to member checking to ensure the trustworthiness of findings. Using the modified van Kaam method for data analysis, 3 themes included increasing employee training to enhance their roles as stakeholders, provide employee recognition and reward programs, and emphasizing to managers the importance of quality patient care. The application of the findings may contribute to social change by providing healthcare managers with new insights and strategies to retain preanalytic employees, reduce organizational costs associated with recruiting, replacing, and training of new employees, and potentially trained staff that provide quality healthcare services to community citizens.

Lifelong Learning is a key concept in modern ‘knowledge-based’ society and it is viewed as a commodity, a personal drive or a social necessity. This thesis aims to unravel its many dimensions and the values that are ascribed to it by the teachers of Greek Model Experimental High Schools. A Model Experimental High School is a relatively new type of state school in Greece, which is highly differentiated from other schools in terms of curriculum, inter-school activities, staff and students and emerged in the Greek education system in 2011. For this reason, research on the effects of this differentiation in the aspects of Lifelong Learning is scarce. The mixed methods strategy was used in order to form a complete picture of the Lifelong Learning dimensions and the research was conducted in two parts. The first part was quantitative and aimed to categorize the elements that constitute Lifelong Learning for the teachers, the factors that encourage or discourage it and its positive and negative dimensions on a macro level as, through a questionnaire, and as a result responses were collected from the thirty-six Model Experimental High Schools in urban and semi-urban areas of Greece. The second part was qualitative and through semi-structured interviews, it explored more in-depth the issue of Lifelong Learning and the concept of vocational vitality which is related both to Lifelong Learning and a teacher’s professional life. Following the propositions of the Theory of Work Adjustment, the research revealed that through the various non-formal and informal activities that the demanding context of Model Experimental High Schools promotes, Lifelong Learning acts as a reinforcer and a means of sustaining the balance between the school and the teachers by increasing their satisfaction. Moreover, both the quantitative and the qualitative methods revealed that teachers consider Lifelong Learning firstly as a means of personal development and secondly as continuous professional development. Lifelong Learning as investment in the human capital was not found as important as the previous two. Furthermore, the vocational vitality of teachers was found to be thriving due to the importance that Lifelong Learning plays in their life a and despite the difficulties which arise from the work demands or the difficult socioeconomic context in Greece due to the economic crisis of the recent years.

本研究主要目的在於瞭解(一)精神障礙者成功適應工作的情形、(二)適應工作期間的權能感受，以及(三)就業服務人員協助其適應工作與增強其權能之策略運用。藉由受訪者回顧參與過渡性就業期間的經驗以瞭解工作適應狀況和權能感受間的關係和影響。研究中以質化之深度訪談法進行資料蒐集，研究參與者的選取主要是來自中華民國康復之友聯盟「台北交誼中心」和「高雄交誼中心」，涵蓋十位精神障礙會員與兩位就業服務人員，並以半結構式的訪談方式進行資料蒐集。本研究結果歸納為以下重點: 一、影響精神障礙者工作適應的因素，主要分為三大層面:個人(就業動機、個人特質與能力、面臨的工作困難、採取的因應方法)、人際(家庭系統與職場系統)、社會環境(會所模式與醫療院所)，而三者間具有循環且交互影響的作用。 二、精神障礙者的工作適應情況，則可區分為以下三個指標:外在滿意度(出席狀況、準時、工作主動性、工作專注力、工作配合度、工作效率及雇主評價)、內在滿足(正向感受與負向感受)、以及工作任期，其中他們的外在工作表現多能達到雇主要求，內在滿足則是正向感受遠多於負向感受，而工作任期是綜合外在滿意度與內在滿足的工作適應表現，他們皆能穩定就業，達到工作期滿。 三、精神障礙者的權能感受與工作適應狀況息息相關，而多半展現在個人(能夠接納自己與肯定自我、覺察自我效能、建立正向自我形象、激發正向內在動力、自我增權、能夠自我選擇與決定、覺得與所處的環境有良好的適配度)與人際層面(具備與人溝通的知識和技巧、與他人互動時能肯定自我、能夠與他人形成夥伴關係、得到他人的尊重)。 四、就業服務員是精神障礙者的適應工作職場的支持主力，主要是扮演「先鋒」、「支持」與「後盾」等重要角色；亦是運用多元的增強權能策略提升其權能感受之關鍵人物。 五、依據精神障礙者的工作適應與權能感受型態區分為四大取向，分別為「內外權能展現取向」、「內在權能增強取向」、「外在支持調適取向」、「懷才不遇取向」。依循四取向之脈絡，筆者延伸發展出最為理想之核心類屬，即「內外權能實現取向」。 依據研究發現，筆者針對工作適應之關鍵角色--就業服務員提出下列幾點建議(一)對精神障礙者之個人處遇策略:增加精神障礙會員的社交能力、運用更多元的增強權能策略來激發復元因子；(二)催化雇主對精神障礙會員之認識與接納；(三)強化會所過渡性就業與就業職場間的連結；(四)建立友善且接納的社會環境。本研究結果分析與研究限制皆於文中提出說明，提供未來相關研究與實務之參考。 / The study explored the states of persons with psychiatric disability succeeding in work adjustment and empowerment during the Transitional Employment service, and the strategy that employment service staffs adopted to help psychiatric disabilities to adapt their jobs and empower them. Through the survey participants’experiences during the period of participating in the transitional employment service, the study attempted to find out the relationship between work adjustment and empowerment. Qualitative method of the profound experiences was utilized to collect data. The survey participants included 10 persons with psychiatric disability and 2 employment service staffs. All of them were selected from TAMI (The Alliance for the Mentally Ill of R.O.C.,Taiwan) and interviewed by using semi-structured interviewing method. The major findings of this study were as follows: 1.The factors that affected the work adjustment of persons with psychiatric disability were divided into three perspectives：individual (employment motivations, personal characteristic and capability, difficulties encountered at work, and the coping strategies), interpersonal (family and workplaces system) and social environment (the clubhouse and hospitals). Moreover, the three levels of factors had interactive impact on the subjects. 2.The state of psychiatric disability’s work adjustment was divided into three aspects：satisfactoriness (attendance, punctuality, positiveness, concentration, cooperation, working efficiency, and evaluation from the employers), satisfaction (positive and negative feelings),and tenure. For the most part, their performance at work could fulfill the employer’s requests, they have much more positive feelings than negative ones, and as the tenure, which was an integrated performance of both satisfactoriness and satisfaction, they were able to work steadily until the tenure expired. 3.To extend the psychiatric disability’s work adjustment and performance above, the empowerment of persons with psychiatric disability almost revealed itself at both individual (their capabilities to accept and approve of themselves, to perceive self-efficacy, to establish positive image, to stir positive internal motivation, to empower themselves, to make choices and decisions, and to fit the environment) and interpersonal (to possess the knowledge and techniques to communicate with others , to approve themselves while interacting with others, to build up partnership, and to obtain others’ respect) aspect. 4.Employment service staffs played an important role in supporting the psychiatric disability’s work adjustment at workspaces. For the most part, they served as pioneers, supporters, and backing; meanwhile, they were the key persons that adopted multiple strategies to empower the subjects. 5.Based on the states of work adjustment and empowerment, the subjects were categorized into four major types of orientation. Overall, the core category of the subjects extracted was “demonstration of internal and external power”. According to the findings, the investigator brought up some suggestions: 1.The treatment of psychiatric disability’s individual situation：improve psychiatric disability members’ ability to establish interpersonal relationship and adopt multiple empowerment strategies to stimulate resilience. 2.Encourage employers to understand and accept the psychiatric disability members. 3.Strengthen the connection between the Transitional Employment service of the clubhouse and workspaces. 4.Establish a friendly and acceptable social environment. The analysis and restriction of the study was brought up in the article, providing references to future related study and practice.

En stor del av den arbetsföra befolkningen drabbas någon gång under sitt arbetsliv av hälsobesvär. För att möjliggöra ett hållbart arbetsliv finns det lagstadgade krav på arbetsgivaren att genomföra arbetsanpassningar, för att motverka hälsobesvär och för att sjukskrivna medarbetare ska kunna återgå i arbetet. Dock omfattar forskningen sällan HR-funktionen och därför har vi valt att undersöka hur individer i en HR-funktion upplever sin roll vid arbetsanpassning för sjukrivna medarbetare. Studien är avgränsad till att endast omfatta arbetsanpassning vid återgång i arbete. Med en kvalitativ metod har åtta intervjuer genomförts med informanter i en HR-funktion. Resultatet i studien visar att individer i HR-funktionen är en högst delaktig och viktig aktör med en samordnande funktion. / A large part of the workforce suffers from health issues at some point during their work life. As a result, there are statutory requirements for the employer to carry out work adjustments, partly to counteract health problems and so that employees on sick leave can return to work. However, research rarely covers the HR-function and therefore we have chosen to investigate how individuals in the HR-function perceives its role when work is modified for employees on sick leave. This study is limited to modified work when an employee on sick leave will return to work. Through a qualitative method were eight interviews conducted with informants in an HR-function. The results of the study show that individuals in an HR-function is a highly involved and important actor with a coordinated function.

The purpose of this research was to investigate the relationship between the cross-cultural adjustment of the expatriate spouse and their level of subjective well-being. Demographic factors were considered to identify life domains that may affect cross-cultural adjustment and subjective well-being respectively. The Spousal Adjustment Scale, Scale of Positive and Negative Experience, Satisfaction with life scale, and Flourishing scale were used in the study. A quantitative, cross-sectional survey design was used, and a purposive sample which consisted of expatriate spouses currently residing in Germany was approached (N=156). Descriptive and inferential statistical analyses were applied. The results yielded a statistically significant correlation between cross-cultural adjustment and subjective well-being of expatriate spouses and indicated statistically significant differences between demographic groups including language proficiency, dependents, time spent in host country, nationality, career sacrifice, and support network. It was concluded that there is a positive relationship between the cross-cultural adjustment of the expatriate spouse and their well-being and that various demographic factors can influence both constructs. / Industrial & Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)