Made available in DSpace on 2014-06-11T19:29:05Z (GMT). No. of bitstreams: 0 Previous issue date: 2005-04-12Bitstream added on 2014-06-13T18:58:27Z : No. of bitstreams: 1 piva_l_me_assis.pdf: 317627 bytes, checksum: 5b2f884208dd03d8ef6ab07e0f3054c9 (MD5) / O objetivo desta pesquisa consiste em investigar o sofrimento psíquico decorrente da situação de trabalho dos Policiais Militares, tendo em vista a especificidade da sua função. Levou-se em consideração os relatos dos policiais e os aspectos subjetivos suscitados pela situação de trabalho. Considerou-se, ainda, os aspectos históricos e organizacionais que permeiam a instituição militar e que afetam o sujeito nas suas relações intersubjetivas. A pesquisa fundamentou-se no referencial teórico da Psicodinâmica do Trabalho, enfatizando teóricos como Freud, Dejours, Birman e Pellegrino. Em termos metodológicos, os dados coletados por meio de entrevistas semidirigidas, com os policiais que participaram do Programa de Acompanhamento e Apoio ao Policial Militar junto ao Centro de Assistência Social e Jurídica da Polícia Militar - CASJ, na cidade de São Paulo. Os resultados apontaram a presença do sofrimento patogênico devido à falta de reconhecimento, bem como o desenvolvimento de mecanismos defensivos, entre eles, a repressão pulsional. / The objective of this research consists of investigating the psychic suffering due to the situation of work of the Military Policemen considering in view the specialty of their function. It was taken into consideration the policemenþs reports and the subjective aspects raised by the work situation. It was also considered the historical and organizational aspects that permeate the military institution and that affect the subject in his intersubjective relationships. The research was based in the theoretical reference of the Work Psychodynamic emphasizing authors like Freud, Dejours, Birman and Pellegrino. Methodologically the data collected the Program of Accompaniment and Support to the Military Policeman at the Center of Social and Juridical Attendance of de Military Police - CASJ in the city of São Paulo. The results pointedtie the presence of the pathogenic suffering due to the lock of recognition as well as the development of defensive mechanisms among them the repression pulsational.

This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.

Doctorat en sciences psychologiques / info:eu-repo/semantics/nonPublished

This study investigated the physiological and psychological limitations to prolonged work performed at different relative intensities, through the use of an eclectic integrative methodology. Ten young male caucasian subjects (mean V0₂ max. 60,0 ml.kg⁻¹.min⁻¹ ± 7,9) were randomly exposed to treadmill runs at each of four relative intensities, namely 55%, 65%, 75% and 85% of V0₂ maximum, with the instruction to run to the point of subjective discomfort at which they were no longer willing to continue. Physiological measures of oxygen consumption (V0₂), heart rate (HR), respiratory exchange ratio (R) , minute ventilation volume (Vi), breathing frequency (Vf), tidal volume (Vt) and psychological measures of Ratings of Perceived Exertion (RPE), Perceived Thermal Comfo·rt (PTC), Perceived Pain and Perceived Fatigue were recorded throughout the protocol. The relative intensity was held constant by slight decreases in treadmill speed as subjects fatigued, and through feedback from an on-line oxygen consumption computer-aided data acquisition system. Significant increases in both physiological and psychological measures occurred with increases in relative intensity (p<0,05). HR and Vf increased overtime (p<0,05) whilst Rand Vt decreased over time (p < 0,05) . All psychological ratings increased in intensity over time (p < 0,05). Mean endurance times to exhaustion were 243 minutes ± 70 at 55% relative intensity, 159 minutes ±37 at 65%, 96 minutes ±25 at 75 % and 23 minutes +- 8 at 85%, being within the range reported by earlier researchers . A regression equation for prediction of endurance time given a known relative intensity was developed for this sample: % V0₂ max. = 117,8 + (-10,6 x LN (time)) (where r = -0,91) Convergence rankings indicate the greater contribution of local factors in the overall gestalt of perceived exertion, pain and fatigue, with biomechanical limitations to prolonged work (running) strongly implicated . High inter correlations between psychological rating scales suggest the use of the scale considered most applicable to the task at hand and the psychological response measure required. A coefficient of multiple correlation of 0,94 established the close interrelationship amongst the physiological and psychological parameters measured. Pre- and post-test Fatigue Cluster Analysis questionnaires indicated that the most important clusters contributing toward the sensation of fatigue and subsequent decision to cease activity were Task Aversion and General Fatigue (r = 0,96), followed by Leg Fatigue and Thirst. Motivation, the task at hand and an attainable goal appear to be important considerations in prolonged work performance. Relative intensity appears a valid tool for use in prolonged work studies due to its high predictive capacity for endurance performance times (r=-0,91). It is concluded that workloads considerably below 55% of maximal aerobic capacity are indicated as acceptable workloads for an 8 hour working day.

M.Comm. (Industrial Psychology) / Orientation: In theory, work-based identities have been perceived to predict employee performance at work. The rationale behind this thinking is that individuals apply their identities as they work. Little research is available on the exact nature of the relationship between work-based identity and task performance. Research purpose: The aim of this study is to investigate the relationship between work-based identity and task performance before and after the correction of the negatively skewed task performance measure. Motivation of the study: This study will shed light on how to statistically correct negatively skewed task performance ratings. Currently, limited literature exists on how to correct this skewness with the aim of understanding the work-based identity task performance correlation. Research design: The study utilised a secondary data analysis (SDA) approach within the quantitative research paradigm. This study was performed on a cross-sectional survey (n = 2,429) of data which was collected from middle management level, and management levels that fell beneath this, in a large South African Information and Communication Technologies (ICT) sector company (N = 23,134). Scales used in the study were the Work-based Identity (WI-28) and Task Performance Scales. Results: The results confirm a relationship between work-based identity and task performance before and after the logarithmic transformation of the negatively skewed task performance ratings. The results also indicate that the relationship between workbased identity and task performance remains unchanged after the transformation. Practical/Managerial Implications: Employee behaviours impact general organisational outcomes. Managers should strive to design interventions that draw on employee strengths, such as work-based identity and skills that would lead to improved work experiences. Contribution/Value-Add: The study described in this article builds on the work-based identity literature by showing that this construct can be used to predict task performance. The study also provides evidence of how to statistically correct a negatively skewed task performance measure.

Psychological capital (PsyCap), work engagement (WE) and organisational citizenship behaviour (OCB) are all positive constructs which research has indicated will have a positive impact on the bottom line. In light of Positive Organisational Behaviour, this has become increasingly important, particularly in the service industry where good service leads to satisfied customers and ultimately repeat purchases. This research took on the form of a cross- sectional design, using a composite questionnaire to measure PsyCap, WE and OCB. This was a self-report electronic questionnaire which was distributed via email to customer service representatives (N=276) from a national automotive company with dealerships in Gauteng and the Western Cape. The measurement models were revalidated for the South African sample of customer service representatives through conducting Exploratory Factor Analysis. PsyCap remained a four-factor structure, however lost items in the elimination process. Both the UWES and OCB instruments lost items and became two-factor structures. This makes the notion that these instruments are portable to the South African situation questionable. To confirm these structures, item parcelling was utilised and Confirmatory Factor Analysis was conducted. The results indicated that the new measurement models were better suited to the South African sample. Demographic groups had significant differences in the means for PsyCap, WE and OCB. Further to this, relationships between the constructs were tested through multiple regression and structural equation modeling. The most significant relationship was found between PsyCap and work engagement. Finally, PsyCap (barring optimism) and WE were found to load onto a single factor when testing for factorial independence, while OCB came out as a separate factor.

The main purpose of this study is to explore the factors that contribute to occupational stress as experienced by the Student Support staff in a Further Education and Training (FET) College in the Southern Cape. The Student Support staff has displayed many symptoms of stress over the past few years. This in turn has led to absenteeism, change in staff temperament, their feelings towards the College, motivation levels and a significant change in the staff’s day to day operations. Although the Head of Department for Student Support Services has engaged with the staff on numerous occasions to discuss the reasons for their experience of stress, no substantial reasons could be established in order to make the necessary changes in the department. No interventions that have been implemented to date have relieved the staff’s experience of stress. The researcher chose to use a qualitative, exploratory, descriptive and contextual research design to gain insight into the situation or phenomenon in order to identify the factors contributing to occupational stress and to identify measures that can be implemented to reduce occupational stress in the Student Support staff. The participants in this research included at least 10 Student Support staff within the Student Support Services Department at a Further Education and Training College in the Southern Cape. Purposive sampling was used in this research study. Interviews will continue until data saturation is achieved. The staff members must have been employed for at least one year in the Student Support Services Department. The researcher will make use of semi-structured interviews, observations and field notes. The data will be systematically collected and meanings, themes and general descriptions of the experience analysed within the specific context (de Vos, Strydom, Fouche & Delport, 2005). The researcher will make use of Tesch’s method of analysis, and use Guba’s strategies for ensuring Trustworthiness. The researcher will apply the ethical considerations of confidentiality, informed consent, ethical approval from relevant institutions, avoidance of harm to participants, truthfulness and the debriefing of participants when conducting this study. The findings were reported as three major themes and subthemes. The three major themes were; Student support staff identified several factors that contributed to occupational stress, Student support staff identified the effect that occupational stress has on them, Student support staff offered suggestions that the college could implement to reduce occupational stress. These themes were discussed and analysed in-depth.

This grounded theory study investigated the experiences of 18 middle class, middle aged men who lost long term employment because of organizational restructuring. Limited research had previously been conducted in this area and this study extends our understanding about the impact of job loss on people who have lost long term employment. The purpose of the study was to explicate the lived experiences of these men and generate an explanation and model of how they reconstructed their understanding of career following job loss from long term employment. The men's experience of job loss and how they constructed career after the loss of long term employment were explained through a dynamic and interacting four stage process model of the dissolution of career. Stage 1, establishing career, explained how the men came to understand career as a relationship. For these men, career, as a relationship, was based on trust and was comprised of reciprocal terms believed to exist between the "good employee" and the "good employer." Over time, by fulfilling the terms of reciprocity, a psychological contract was established between the men and their employers. This contract contained mutual obligations, such as, employment security in exchange for employee commitment, loyalty, hard work, and sacrifice. Stage 2, the termination of employment, revealed how the experience of job loss signified a violation of the psychological contract. The men believed they had complied with the psychological contract; however, the employer's failure to provide employment security represented a violation of the psychological contract. This violation was a highly emotional experience, tantamount to a betrayal. Although compensation could represent the employer's effort to honour the employer/employee relationship, compensation in the form of severance pay was not adequate. Stage 3, disengaging from career, signified the period of time during which the men attempted to come to terms with the loss of career. The men attempted to secure new employment in a world of work different from the world in which they had begun their careers. Although the men sought employment that promoted the employer/employee relationship of career, seeking work revealed career as they had known it was unlikely in the new world of work. Past experience and educational upgrading had little effect on their ability to secure employment. Employers favoured inexpensive labour, immediate skills, and short term working relationships with employees. Generally, the men found themselves working in unstable jobs for less money. The men who secured stable work, gained job security through union membership or self employment instead of relying on the employer/employee relationship. The men's experiences during this stage underscored the experiences of the second stage. Stage 4, the dearth of career, represented the outcome of the men's experiences of the preceding stages. Although the men maintained previous definitions of career, they stated they had lost career and that career is no longer possible in the context of the new world of work. They were less trusting of employers. They favoured a transactional orientation towards work and stressed self interest in work relationships. Whereas, career provided a major source of purpose and meaning in the past, they constructed new purpose and meaning in life by reprioritizing other relationships in their lives, that is, with self, family, and friends. One wonders, however, whether life seemed less meaningful for the men who participated in this study because they maintained their definitions of career. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

No description available.

This investigation determines students' attitudes toward a "humanized" work climate. The possibility that attitudes developed before entering the labor force contribute to the lack of such environments is the basis of the research design. A review of motivation theories, relevant research and experiences of some "humanized" firms precedes the development of a model for a humanized climate. The three main elements of the model--team activity, the product, and the self-concept--are interconnected by elements such as self-control, job performance, autonomy, goal definition, and learning. The research questionnaire, a thirty-onestatement, Likert-type instrument, elicits attitudes about the time-task aspect of Kahn's "Work-Module." A Cronbach Alpha Coefficient of 0.74 indicates an acceptable reliability. The subjects, all male, were seventy senior business students at North Texas State University, fifty-six high school senior academic students from the Richardson, Texas ISD, thirty-two high school vocational students from the Garland, Texas ISD, and twenty-nine college vocational students from the El Centro Branch of the Dallas County Community College System. A 2 x 2 analysis of variance revealed a significant difference (P = 0.0038) between attitudes of vocational and non-vocational students. Vocational students apparently value an autonomous work situation. They prefer a job which permits them to develop and use four or five work skills, because that type of job appeals to their self-concept and promises economic and vocational security. However, students in academic programs consider their economic and job security best protected by structured and specialized jobs. Individuals who aspire to own their own business also prefer the structured climate; others prefer the autonomous environment. The difference in attitude between the two education levels was significant at P < 0.20. The education process appears to be associated with preference for a more structured work climate, in the case of both academic and vocational students. Education also appears to reduce the difference of opinion between academic and vocational students. The study concludes that the two major elements of the human resource begin their work lives with perceptual differences learned from experiences outside the work environment. Organization-change activities are impeded, and to some extent controlled, by these differences. The relationship of the attitudes, given the traditional manager-employee relationship, can contribute to the scarcity of "humanized" firms.