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In Norway increasing numbers of working-age people are not actively employed. The health and social services sector have the highest rates of people collecting disability benefits. This is of concern also due to the current demand for qualified staff within the health and social services. Purpose: This study aimed to uncover factors and incentives subjectively experienced by a group of senior female nurses that affect motivation to remain actively employed until retirement. Method: We conducted individual, semi-structured interviews with 11 senior female nurses. Content analysis followed the guidelines of Graneheim and Lundman (2004). Result: The overall theme was labelled Meaning and Self-realization. This theme consisted of two main categories: (1) driving forces (mainly internal or interpersonal aspects), and (2) facilitating factors (mainly work-related and/or organizational aspects including psycho-social climate and meaningful appreciation by management and colleagues). Conclusions: The study shows that the interaction between internal driving forces and facilitating factors generates positive feedback loops that can lead to increased job satisfaction, meaningful experience, and self-realization. The interviewees deemed these factors essential for a long-lasting professional career. Det er med bekymring man ser det økende antallet personer i arbeidsfør alder som står utenfor norsk arbeidsliv. Det er ansatte i helse- og sosialsektoren som har den høyeste raten nye uføre. Dette bildet forsterkes av at Norge har et udekket og økende behov for helsearbeidere. Hensikt: Hensikten med denne studien var å få mer kunnskap om faktorer en gruppe kvinnelige seniorsykepleiere subjektivt opplever som positive for å stå lenge i lønnet arbeid. Metode: Det ble gjort halvstrukturerte individuelle intervju av 11 kvinnelige sykepleiere med lang yrkeserfaring. Intervjuene ble analyserte ved bruk av innholdsanalyse, i tråd med retningslinjer gitt av Graneheim og Lundman (2004). Resultat: Det overbyggende tema ble uttrykt som Mening og selvrealisering. Dette temaet bestod av to hovedkategorier: (1) Drivkrefter, som består av indre og interpersonelle aspekter, og (2) Muliggjørende faktorer, hovedsakelig arbeidsrelaterte og/eller organisatoriske forhold, inklusive det psykososiale klimaet og meningsfull verdsetting fra ledelse og kolleger. Konklusjoner: Studien viser at når indre Drivkrefter og Muliggjørende faktorer i arbeidet virker i gjensidig samspill, skapes en god sirkel som leder til jobbtilfredshet, og opplevelse av mening og selvrealisering. Informantene uttrykker disse forhold som betydningsfulle for sitt lange yrkesliv.
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Professional employees --- Professional ethics --- Job satisfaction --- Psychology
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Civil service --- Employee morale --- Job satisfaction --- United States. --- Personnel management.
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Civil service --- Employee morale --- Job satisfaction --- United States. --- Personnel management.
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Human capital --- Job satisfaction --- Government policy --- Evaluation. --- United States. --- Personnel management.
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Human capital --- Job satisfaction --- Government policy --- Evaluation. --- United States. --- Personnel management.
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Career changes -- Case studies. --- Electronic books. -- local. --- Job satisfaction. --- Vocational guidance. --- Vocational interests. --- Vocational Guidance --- Commerce --- Business & Economics --- Career changes --- Business, Choice of --- Career choice --- Career counseling --- Career patterns --- Career planning --- Careers --- Choice of profession --- Guidance, Student --- Guidance, Vocational --- Occupation, Choice of --- Occupational choice --- Profession, Choice of --- Student guidance --- Vocation, Choice of --- Vocational opportunities --- Occupational satisfaction --- Work satisfaction --- Aspirations, Occupational --- Aspirations, Vocational --- Occupational aspirations --- Vocational aspirations --- Changes, Career --- Changing careers --- Mid-career changes --- Mid-life career changes --- Second careers --- Counseling --- Educational counseling --- Occupations --- Professions --- Quality of work life --- Satisfaction --- Job enrichment --- Vocational guidance --- Age and employment --- Occupational mobility --- Job satisfaction --- Job hunting --- E-books --- Hunting, Job --- Job searching --- Employment agencies
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In recent years, widespread organisational change in large corporations has almost invariably led to work intensification and increased stress for managers. Managing in the Modern Corporation explains how and why large companies have changed their organisational structures and philosophies, focusing in particular on how these changes affect the careers of middle managers. Based on in-depth interviews with over two hundred middle and senior managers working in large corporations in the USA, UK and Japan, it shows how the working lives of managers have been subjected to major disruption, involving work intensification and reduced opportunities for career progression. Furthermore, it argues that such widespread overwork and poor treatment of highly skilled and highly motivated staff has created a major international problem that must be addressed. The book presents a range of solutions to this important problem, suggesting that there are possibilities for saner, less brutal organisational environments.
Middle managers --- Job enrichment. --- Big business --- Travail --- Grandes entreprises --- Enrichissement --- Economic concentration --- Business --- Business enterprises --- Industries --- Job enlargement --- Job restructuring --- Division of labor --- Employee morale --- Job satisfaction --- Motivation (Psychology) --- Organizational change --- Personnel management --- Work --- Middle-level managers --- Middle management --- Executives --- Size --- Psychological aspects --- Business, Economy and Management --- Business Management
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Volgens dit 83ste rapport van de WRR moeten scholen aan dreigende schooluitvallers niet alleen onderwijs geven, maar ook alle sociaal-emotionele zorg en steun die nodig is om een plaats in de samenleving te veroveren. Scholen moeten aan dreigende schooluitvallers niet alleen onderwijs geven, maar ook alle sociaal-emotionele zorg en steun die nodig is om een plaats in de samenleving te veroveren. Alleen op scholen met een dergelijke brede taakopvatting bestaat een reële kans om te voorkomen dat de meest kwetsbare jongeren volledig buiten de maatschappij komen te staan. De regering moet scholen
Dropouts -- Netherlands -- Prevention. --- School management and organization -- Netherlands. --- Schools --Netherlands. --- Students -- Academic workload -- Netherlands. --- Dropouts --- Education and state --- Students --- Burn out (Psychology) --- Psychology --- Burnout (Psychology) --- Pupils --- School life --- Student life and customs --- Drop-outs --- Early school leavers --- School dropouts --- Education --- Job satisfaction --- Job stress --- Motivation (Psychology) --- Stress (Psychology) --- Persons --- Youth --- Onderwijs 37 --- Jeugdproblematiek 301.185.3-053.7 --- 371.78 --- 371.78 Geestelijke gezondheidszorg in het onderwijs --- Geestelijke gezondheidszorg in het onderwijs --- popular science --- wetenschap algemeen
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