To date, little empirical work regarding workplace bullying has been done in Canada, thus, a more extensive look at this phenomenon in the Canadian context is needed. One-hundred-and-twenty University of Saskatchewan employees at different levels (e.g., faculty, support staff, administration) were recruited to complete an on-line survey designed to test a number of predictions. The primary goals set forth in the present project were threefold: (1) estimate the prevalence of varying workplace bullying behaviours in a Canadian context; (2) examine connections between workplace environments and prevalence of these aggressive behaviours; and (3) explore whether individuals willingness to intervene in aggressive actions they witness is tied to features of the workplace environment and other mitigating factors. In relation to prevalence, employees reported more witnessed bullying, as compared to experienced bullying. Although no gender differences were observed for rates of bullying, participants did report significantly more female than male perpetrators. In accordance with the studys predictions, negative work environments were positively associated with the prevalence of bullying behaviour. However, in general, negative work environments were not tied to bystanders willingness to intervene in aggressive actions. Other mitigating factors were positively linked to a bystanders willingness to intervene in a bullying incident, including: bullying event is considered serious; someone else steps in to intervene first; bullying is considered a recurring event; bystander likes the victim; bystander dislikes the bully; bystander believes victim did not deserve the bullying behaviour; and victim believes intervening will not take a lot of time and energy. Implications, as well as practical applications of these findings are discussed.

To date, little empirical work regarding workplace bullying has been done in Canada, thus, a more extensive look at this phenomenon in the Canadian context is needed. One-hundred-and-twenty University of Saskatchewan employees at different levels (e.g., faculty, support staff, administration) were recruited to complete an on-line survey designed to test a number of predictions. The primary goals set forth in the present project were threefold: (1) estimate the prevalence of varying workplace bullying behaviours in a Canadian context; (2) examine connections between workplace environments and prevalence of these aggressive behaviours; and (3) explore whether individuals willingness to intervene in aggressive actions they witness is tied to features of the workplace environment and other mitigating factors. In relation to prevalence, employees reported more witnessed bullying, as compared to experienced bullying. Although no gender differences were observed for rates of bullying, participants did report significantly more female than male perpetrators. In accordance with the studys predictions, negative work environments were positively associated with the prevalence of bullying behaviour. However, in general, negative work environments were not tied to bystanders willingness to intervene in aggressive actions. Other mitigating factors were positively linked to a bystanders willingness to intervene in a bullying incident, including: bullying event is considered serious; someone else steps in to intervene first; bullying is considered a recurring event; bystander likes the victim; bystander dislikes the bully; bystander believes victim did not deserve the bullying behaviour; and victim believes intervening will not take a lot of time and energy. Implications, as well as practical applications of these findings are discussed.

Magister Educationis - MEd / The literature identifies the importance of teaching for transfer as one of the most important goals in education. According to Broad and Newstrom (1992) transfer is the “effective and continuing application of the knowledge and skills gained in training. The end goal of training is not achieved unless transfer occurs” (p.15). The literature identified various factors that have an influence on the transfer of learning, but this study focused on factors in the workplace environment. The roles of principals (managers) and peers in reinforcing and supporting what practitioners have learned in the college classroom is seen as one of the main factors influencing transfer of learning (J. Kirkpatrick and W. Kirkpatrick, 2010, p.7). The study explored HRD perspectives in the literature which provided useful information on factors in the workplace environment which support the application of learning. The literature on adult learning and training in the workplace provided insights on learning as a social process – concepts such as guided participation and communities of practice linked directly to my research question on the role of principals and peers in supporting learning transfer in the ECD workplace.

xvi, 117 p. : ill. (some col.) A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / Energy and environmental concerns warrant reconsideration of operable windows as a means of ventilating and cooling office environments. To design for optimal window use and performance, architects must understand human interaction with operable windows and the factors that influence occupant participation in their thermal environment. This thesis examines workers' personal control of operable windows in their office space through the lens of the following attributes: proximity, orientation, and accessibility to operable windows, office floor height, and the operational methods of windows. Three sites in the Minneapolis metro area were examined through site visits, informalinterviews, collection of physical traces, and a questionnaire. Research data reveal that proximity is the greatest determinant of window use. Other attributes have varying degrees of influence on use of windows. Surprisingly, workers valued operable windows significantly more for fresh air than for cooling. / Committee in Charge: Professor John Rowell, Chair; Professor Brook Muller; Professor G.Z. Brown

Background: Stress is a person's biological response to pressure; it may be positive or negative depending on the amount of stress. Too much stress may result in physical or psychological sickness. Nurses in Sweden have laws and constitutions to follow as well as a description of competence. Despite this approximately 1200 patients die due to healthcare related injuries each year, and an additional 100 000 patients experience an adverse event when receiving hospitalized care. Aim: The aim of this study was to describe nurses´ experiences of stress at work. Method: The method literature review was chosen, and eleven scientific articles were analyzed. Result: The analysis resulted in two themes: Challenging relationships and lack of knowledge and Shortcomings and strains in the workplace. Conclusions: This study contributed to increased understanding of nurses' experience of stress and its effect on patient safety. Stress also effects quality of care and is related to the work environment, co-workers as well as managers. To secure nurses' ability to care for patients the head of a department and hospital management must provide them with proper support and resources. They must also work for an environment that allows the nurses to share knowledge and help each other continue their professional development. / En människa upplever negativ stress när den hamnar i en situation som den inte klarar av att hantera. Negativ stress kan orsaka huvudvärk, extrem utmattning och magproblem. Detta skiljer sig från positiv stress som istället kan ge energi och motivation. Tidigare studier har funnit att stress kan leda till försämrad livskvalité och vårdkvalité. Studiens resultat bygger på studier där såväl kvalitativ som kvantitativ metod använts, så kallad litteraturöversikt. Syftet var att beskriva sjuksköterskors erfarenheter av stress i arbetet. Elva vetenskapliga artiklar har analyserats, tolkats och sammanställts till ett nytt resultat. I resultatet framkommer att sjuksköterskor upplever att dåliga relationer till chefer, kollegor, patienter och närstående kan orsaka stress. Sjuksköterskor som anser sig ha brist på erfarenhet eller kunskap kan uppleva stress, även kollegor som anses ha brist på erfarenhet och kunskap orsakar stress. Den dåliga relationen till chefer grundar sig ofta på bristande stöd och gehör från chefen. I resultatet framkommer att miljörisker i arbetet såsom infektionsrisker, arbetsskador och dödsfall av patienter orsakar stress. Hierarki upplevs som en stor orsak till stress enligt sjuksköterskor. Hierarkin kan visa sig som att läkaren på arbetsplatsen anses ha mer makt än sjuksköterskan, vilket kan leda till att sjuksköterskan upplever ett tvång till att äventyra patientsäkerheten för att undvika konflikter med läkare och kollegor. Det framkommer även att sjuksköterskor inte vågar belysa problem då de är rädda för att bli mobbade eller utfrysta av kollegor. Resultatet är betydelsefullt att uppmärksamma, för att minska de negativa konsekvenser som drabbar sjuksköterskor och förbättra patientsäkerheten. Resultatet ökar medvetenheten kring problemet, vilket kan skapa mer engagemang till att förbättra villkoren för sjuksköterskor.

The modem business economy is characterized by increased collaboration among different organizations across nation al boundaries. Post-Soviet Russia is one of the regions that is witnessing rapid economic growth and development of international business relations. Because of the challenges in intercultural communication the current study focuses on the problem of power distance, specifically in the workplace (in post-Soviet Russia). A phenomenological perspective, based on qualitative methodology, guided this research into the meaning of power experiences for individuals. Symbolic interactionism was used as a research paradigm of the study to view humans as active participants of the workplace, who engage in the power relationships actively-reacting to controversies of interactions and constant change in the everyday situations. The researcher developed and conducted several sets of interviews with employees, with relatives/friends of employees, and with country experts. The data were collected from employees of four companies in one of Central Russian regions (where intercultural connections develop especially rapidly)-with two private, two public, two prereform, and two postreform companies. These four companies were selected to examine influences of two dimensions, public versus private and older traditional versus newer entrepreneurial organizations. Analysis included transcribing of the interviews, identification and categorizations of the statements of meaning, description of participants' experiences, and identification of social processes. The results were grouped into gender, age, and ethical themes depending on three major dimensions (ownership, generation, gender). The major findings included: (a) contrary to previous research older managers appear not to be more aversive to risk-taking behaviors, (b) younger superiors are better accepted in the private postreform companies, but are less often appointed to such positions as compared to the other three settings, (c) public companies hold to the Soviet egalitarian gender ideas, but attitudes and hiring practices remain traditional in preferring male leaders, (d) although recognizing that female superiors can be as good as male superiors, young employees emphasize the "natural calling" of the women (that women's primary focus should be family), (e) emphasis on the importance of ethical leaders was common to all company types.

Introduction: Work-related asthma (WRA) is thought to be the most common occupational lung disease in the U.S., but there is no standard case definition of WRA. Most states, including Virginia, do not require WRA diagnoses to be reported to health departments. At present, there is too little epidemiological data on WRA in Virginia to direct public health planning efforts. Objectives: The first objective of this study was to estimate potential exposure to workplace asthma triggers in each of Virginia's 35 health districts. The second objective was to examine associations at the health district level between workplace asthma triggers, other asthma risk factors, and asthma prevalence in Virginia. The third objective was to identify the specific health districts in which workers face the highest risk of WRA. Methods: This ecological study required merging three datasets. Information on weight, age, race/ethnicity, income, gender, and histories of asthma diagnosis and smoking was obtained from the Behavioral Risk Factor Surveillance System (BRFSS) and aggregated at the health district level. Information from the Virginia Employment Commission on the location, industry, and number of employees of each business in the state was combined with data on the asthma triggers found nationwide in specific industries to calculate estimates of potential exposure to WRA triggers in each health district. Descriptive, correlational and multiple regression analyses were conducted, and health districts were sorted by asthma prevalence, or number of workplace triggers, or trigger-based multivariate models of WRA risk.Results: On average, there are 50,104 employees potentially exposed to five or more asthma triggers in workplaces per health district. The number of ever-diagnosed adult asthmatics was highly correlated with the number of workplace asthma triggers in a health district, as well as with all demographic and behavioral risk factors. A linear regression model including number of workplace triggers, number of obese adults, and number of adults with incomes below 200% of poverty accounted for 84% of the variance in health district asthma prevalence. There was little overlap (2 health districts) between the set of highest-risk health districts identified by this model and the set identified by a sort on asthma prevalence alone. Conclusion: The findings of this exploratory ecological analysis suggest that the number of asthma cases in a health district may be an insufficient indicator of health district risk of WRA. Additional WRA surveillance and epidemiological research on WRA may be warranted in the health districts shown in this study to be at highest risk of the disease.

During recent years the stigmatised phenomenon of menstruation has received increased attention, revealing various challenges faced by menstruating women and girls. The prevalence of these have shown to be particularly profound in low- and middle-income countries. Despite an enhanced understanding of how menstruators may be affected by having their periods the focus within the growing body of literature on Menstrual Hygiene Management (MHM) remains narrow, often focusing solely on the practical aspects of MHM, whilst failing to acknowledge the social dimensions of menstruating. Women who work have been notably overlooked within the existing research, which almost exclusively has targeted schoolgirls. This study aims to widen the understanding of MHM, entailing both social and practical aspects. It also seeks to shed light on the experiences of working women, as a previously neglected group. To investigate how menstruation may affect women within their working environment, a field study with respondent interviews was conducted in Accra, Ghana. The narratives of the respondents, consisting of women working within the informal sector at markets, disclosed challenges that relate both to the social and practical aspects of MHM. The results point to the continued need for including working women in the research on MHM. It also demonstrates how practical and social aspects overlap and thus needs to be linked to gain a full understanding of menstruation and how it affects the menstruator.

京都大学 / 新制・課程博士 / 博士(エネルギー科学) / 甲第23289号 / エネ博第414号 / 新制||エネ||80(附属図書館) / 京都大学大学院エネルギー科学研究科エネルギー社会・環境科学専攻 / (主査)教授 下田 宏, 教授 手塚 哲央, 教授 椹木 哲夫 / 学位規則第4条第1項該当 / Doctor of Energy Science / Kyoto University / DGAM

Arbetets struktur kan påverka individens hälsa i både positiv och negativ bemärkelse. Syftet med denna studie var att undersöka den psykosociala arbetsmiljön på Ängdala Skolor. En kvantitativ metod har använts där 50 ut av 55 anställda som under våren 2009 arbetade på Ängdala Skolor har besvarat en validerad enkät. Resultatet analyserades utifrån Karaseks och Theorells krav-kontroll- stöd modell som teoretisk referensram tillsammans med teorier kring socialt stöd och stress på arbetsplatsen. Då populationen var liten har resultatet även till viss del jämförts med en tidigare studie inom samma område, utförd av Region Skåne. Faktorer som identifierats på skolan och som anses vara av vikt för god arbetsmiljö och individens hälsa är bland annat meningsfullhet, variation, utvecklingsmöjligheter, delaktighet, inflytande, bra samarbete samt socialt stöd. De faktorer som identifierats på Ängdala Skolor och som anses vara negativa för arbetsmiljön och därmed utgör en risk för ohälsa och sjukdom är bland annat brist på uppskattning från chefen, höga krav, stress samt brist på konstruktiv kritik. / How the workplace is structured can have both a positive and negative effect on the health of the individual. The aim of this study was to investigate the psycho-social work environment at Ängdala School. A quantitative method of study was applied where 50 out of 55 staff members who in spring 2009 were working at Ängdala Schools were interwieved by a validated questionnaire. The results were analysed using Karasek’s and Theorell’s demand-control-support model as a theoretical framework as well as theories about social support and stress within the workplace. Since the population was small the results have also partly been compared with an earlier survey based on a comparative questionnaire executed by Region Skåne in the same field. Determinants that are generally viewed as positive for a good workplace environment including the promotion of the individual health are meaningfulness, variation, opportunities for individual development, participation, influence, good co- operation and social support which have been identified at Ängdala Schools. Determinants which are considered as being negative in the workplace environment and a potential risk for developing ill-health and disease is lack of appreciation from the leader, high demands, stress and lack of constructive criticism have also been identified at the Ängdala Schools.