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Dissertations / Theses on the topic 'Burnout; human resources management'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Pappenfus, Barbara J. "How frequency of change within organizations affects burnout of human resource professionals." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3608629.

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<p> Businesses are faced with many challenges in the global economy which require frequent changes to their organizational structure and business processes. One of the roles of the human resources (HR) department in any business is to act as the strategic partner for management in disseminating changes to the broader employee base. The HR professional who is faced with communicating and implementing these changes may encounter stressful situations as they are executing these new change processes. When stress is not treated it can lead to burnout. The purpose of this quantitative study was

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2

Ledingham, Marieke. "Beliefs and perceptions about burnout amongst mental health professionals." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1684.

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Protecting the wellbeing of the Australian mental health workforce has become important as demands on health services increase and resources are stretched. A number of studies show burnout to be a significant issue in this sector despite decades of research on its causes and widespread professional awareness of it. This thesis proposes an explanation for this paradox in human perceptual processes encouraging mental health professionals and managers to minimise recognition of, and response to, burnout. So far there has been little systematic study of employees’ beliefs and perceptions concernin

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3

Tseng, Steven T. "When Resource Precedes Human in Human Resource Management: Organizational Dehumanization and the Roles of HR Attributions and Supervisor Bottom-Line Mentality." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590497329605876.

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4

Lundqvist, Elin, Jiewen Cheng, and Elshani Kreshnik Fatos. "Occupational Burnout - An Organizational Challenge & Managerial Responsibility : A qualitative study on leadership and managerial factors’ impact on burnout. Case study conducted on four compulsory schools in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44312.

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Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out. Purpose The aim of the thesis is to investigate the high level of sick-leave or burn

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5

Costa, Andreia Liliana Leitão da. "A Influência das Práticas de Gestão de Recursos Humanos no Burnout: O papel mediador do Comprometimento Organizacional." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2021. http://hdl.handle.net/10400.5/21710.

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Dissertação de Mestrado em Políticas de Desenvolvimento de Recursos Humanos<br>As práticas de gestão de recursos humanos têm, cada vez mais, um papel fundamental na relação dos trabalhadores para com a sua organização, podendo até mesmo influenciar a forma como estes se sentem. O crescimento de sentimentos nocivos poderá traduzir-se em estados de exaustão, levando à desconexão dos trabalhadores com os objetivos organizacionais. Neste estudo analisou-se a influência das práticas de gestão de recursos humanos sobre a síndrome de burnout tendo também sido analisada a possibilidade de mediação po

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6

黃祐榮 and Yao-wing Robert Wong. "Strategic human resources management system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31265856.

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7

Al-Sahhaf, Habeeb. "Human resources management in Kuwait." Thesis, Cranfield University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278719.

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8

Wong, Yao-wing Robert. "Strategic human resources management system /." Hong Kong : [University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13497819.

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9

Ibragimova, Yuliya. "New Methods in Human Resources Management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193004.

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This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coaching and talent management) and employee satisfaction. The thesis has four chapters. First two chapters "M

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10

Соборайчук, Тетяна Юріївна. "Modern approaches to management of human resources." Thesis, Національний авіаційний університет, 2017. http://er.nau.edu.ua:8080/handle/NAU/33032.

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11

Kamenistá, Michaela. "Návrh změn konceptu řízení lidských zdrojů v podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-402057.

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This diploma thesis deals with human resources management in a selected company with an emphasis on revealing deficiencies in the analyzed area of management and suggesting possible improvements. The main objective of the thesis is to analyze human resources management in a particular company, to reveal the strengths and weaknesses of this system and then to propose real improvements. The subject of this diploma thesis is the human resource management system of selected company. The object of the research is an anonymous company. The diploma thesis is divided into three main parts. In the firs

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12

Cheung, Wing-yee Kelly, and 張詠. "Human resources management of joint ventures in China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B42574249.

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Cheung, Wing-yee Kelly. "Human resources management of joint ventures in China." Click to view the E-thesis via HKUTO, 1994. http://sunzi.lib.hku.hk/hkuto/record/B42574249.

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14

Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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15

Ornatowski, Gregory K. "The End of Japanese-Style Human Resource Management?" MIT-Japan Program, 1996. http://hdl.handle.net/1721.1/7575.

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16

吳貴權 and Kwai-kuen Eric Ng. "Human resources strategies for China operations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266769.

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17

HASSAN, ABDULLAHI NUR, and JAMES RAD ANAMAN. "THE IMPACT OF HUMAN RESOURCES MANAGEMENT ON CUSTOMER SATISFACTION." Thesis, Mälardalen University, School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-6404.

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18

Estanislau, João Carlos Martins dos Santos. "Human resources performance management system applied to a SME." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19122.

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Mestrado em Gestão/MBA<br>O Sistema de Gestão de Desempenho de Recursos Humanos é reconhecido, nos dias de hoje, como um fator determinante para a criação contínua de valor na empresa e alcance de todo o seu potencial. O seu principal propósito é combinar e alinhar os objetivos da organização com o desempenho e o desenvolvimento do funcionário por meio de um processo de feedback integrado, permitindo uma gestão mais eficiente dos recursos humanos. As pequenas empresas, devido à sua natureza, não entendem a necessidade de medir e gerir de uma forma estruturada o desempenho dos seus recursos hum

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19

Arkhаnhelskа, Yelyzaveta, Oksana Ovsak, Єлизавета Архангельська, and Оксана Овсак. "Virtual and augmented reality technologies in human resources management." Thesis, National aviation university, 2021. https://er.nau.edu.ua/handle/NAU/53436.

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Архангельська Є., Овсак О. Технології віртуальної і доповненої реальності в управлінні людськими ресурсами// Сучасні проблеми менеджменту: матеріали XVII Міжнародної науково-практичної конференції. – Національний авіаційний університет. – Київ, 2021. - С. 13-15<br>Technology аnd IT аre the most rаpidly developing industries in the modern world. Whether we like it or not, whether we аre аfrаid of it or looking forwаrd to it, if technology is neglected, the business cаn fаll fаr behind its competitors. Nowadays, virtual (VR) and augmented (AR) technologies are widely used in marketing, advertise

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20

Tittozzi, Marta <1995&gt. "Human resources management in China : The case of Huawei." Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/15990.

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The present research seeks to provide a complete analysis about the main aspects of HRM that characterize the operation of an organization. To achieve this purpose, the discussion of this research focuses on the framework of HRM in order to provide a whole understanding of its role within an organization, and on the aspects that characterize HR in Chinese companies. The research is based on books, articles and essays that analyse HR and the factors that affect it , as for example the studies of Hofstede about the classification of cultures. HRM in Chinese companies shows to have its own c

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Sritharakumar, Sinnathamby. "Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the lin

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22

Laforet, Anna, and Anna Larsson. "Mångfald - Från ord till handling : En kvalitativ studie om HRs strategiska arbete med mångfald." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:du-18119.

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Denna studie grundar sig i ett uppdrag från Trafikverket med avsikten att undersöka hur enmångfaldsstrategi kan få ökad effekt i organisationen. Utgångspunkten för denna studie är attdet tycks krävas mer forskning kring hur HR strategiskt kan arbeta med mångfaldsfrågor ochintegrera dem i organisationens alla delar. Syftet med denna studie är således att identifiera hurHR strategiskt kan arbeta med mångfaldsfrågor. Vidare är syftet att visa hur ett strategiskamångfaldsarbete kan bli mer effektivt.Teorier som belyser begreppet mångfald, effekterna av mångfald, strategi, Human ResourceManagement

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23

Ramcharan, Aneel. "Managing human resources in education : applying organisational communication in educational management." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/321.

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A thesis submitted in fulfilment of the requirements for the Degree of D.Litt in Communication Science, University of Zululand, 2004.<br>Human Resource Management has become one of the most discussed approaches to the practice and analysis of employment relationship in our modern society. In this thesis I present my recommendations that organisations will function more effectively and efficiently if the people who work in them are encouraged to develop professionally and to use that approach to undertake organisational tasks. Increasingly human resource management is being recognised as crucia

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24

Boz, Gökhan. "Addressing Critical Business Issues through Strategic Management of Human Resources." Doctoral thesis, Universitat Autònoma de Barcelona, 2013. http://hdl.handle.net/10803/129128.

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Con el fin de alcanzar los objetivos de una organización como el aumento de productividad y la rentabilidad, es un hecho bien conocido que las necesidades de los empleados deben ser satisfechas vía prácticas de recursos humanos (RRHH). La literatura muestra que una estrategia eficaz de gestión de RRHH, que se centre en generar y mantener una mano de obra motivada, es un factor clave para su éxito. Por lo tanto, el objetivo principal de esta tesis doctoral es entender mejor el impacto de la gestión estratégica de RRHH y prácticas de alto rendimiento (PAR) sobre varias cuestiones críticas de neg

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25

Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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<p>This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.</p>

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26

Blackburn, Alan. "The knowledge-based resources built through human resource management practice." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418875.

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27

Ubani-Ukoma, Onyenma Emerole. "Improving human resources management in the City Hall, Atlanta Georiga." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1986. http://digitalcommons.auctr.edu/dissertations/1133.

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The objective of this degree paper, is to discuss and recommend solutions to some of the human resources management, problems confronting the City or Atlanta. It is necessary to improve human resources management at the City Hall because the city is a service oriented bureaucracy. Service delivery depends on the efficiency and effectiveness of the city's local government labor force. Enormous staffing costs are being incurred by the city in meeting its personnel policy obligations. However, these cross could be minimized by a rational application of result-oriented management principles. This

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Fung, Leung Pik-wah, and 梁碧華. "Strategic human resources management in a civil engineering/construction company." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B31264906.

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Okada, Tomohiko M. B. A. Massachusetts Institute of Technology. "Human resources management in Japan : before and after the 1990s." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72939.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references (p. 83-84).<br>In this thesis, I examine the impact on human resources (HR) caused by the lengthy recession in Japan. I discuss earlier systems of human resources management, then turn my focus to human resources since 1990. Japanese companies have a unique HR management system, with associated subsystems. I believe this system has contributed to fair and equal treatment of employees, while also allowing strong collaboration a

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Pinet-Eve, Alexander. "Employee-share-ownership : Human Resources Management and employees behavioural outcomes." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-182865.

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Employee share ownership (ESO) is widely defended as a competitive organisational structure to increase organisational productivity through higher labour performance. Research on the relationship between ESO and labour performance produced mixed results when looking at the commitment and labour turnover. With more than 50% of all companies in Europe providing ownership to their employee, this research studies how ESO influence the labour performance building from previous research on Human Resource Management and employees’ behavioural outcomes. This study uses a quantitative design to analyse

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Uotila, Aliisa. "Sustainable human resources management : Constructed and negotiated by HR professionals." Thesis, Umeå universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173160.

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This present paper analyses how HR professionals construct and negotiate sustainable human resources management (HRM). The empirical data is collected through five interviews with six informants and in the Swedish working context. A Foucauldian inspired qualitative discourse analysis reveals how sustainability is seen as an important part of HR, and moreover, societal sustainability is seen as the main focus of HR. Contrary to most of the prior sustainability HR research, the discourse of ecological sustainability was not activated to the same extent as the other societal discourses. Instead,

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Phosa, Lekgolo Lazarus. "Human resources management : the function of the public sector manager." Diss., University of Pretoria, 1998. http://hdl.handle.net/2263/27464.

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In this dissertation a study was undertaken of the function of the public sector manager at the central level of government and of the role which the public manager plays in the human resources management. South Africa is a three-tier state, which consists of the central, provincial and local levels of government. The central government is the supreme body of government entrusted with the responsibility of making policies, rules and giving direction to the entire citizenry. The central government is manned by politicians from different political parties who have to decide on behalf of their el

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Fung, Leung Pik-wah. "Strategic human resources management in a civil engineering/construction company /." [Hong Kong] : University of Hong Kong, 1991. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13055045.

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Fanzutti, Arianna <1992&gt. "Danieli & c: management and development of international human resources." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12469.

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The purpose of this dissertation is to analyse how a company can deal with international human resources. The first part explains internationalization, from its meaning to the illustration of the process itself. We will then disclose how the environment and resources available influence the results. The second part, so, will illustrate how differences affect human resources management, analysing, for example, cultural factors and economic factors. Successively, the elaborate will take into account how international human resources are treated. The last part will present the company Danieli & c

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35

Harry, Jaqueline. "Talent management versus strategic human resources management a case of evolution or revolution?" Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5865.

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Includes abstract.<br>Includes bibliographical references.<br>The objective is to investigate the theoretical and practical differences between Talent Management and Strategic Human Resource Management and whether Talent Management in is in fact any different to Strategic Human Resource Management. Qualitative research was utilised to explore Talent Management and Strategic Human Resources Management practises in industry through the experiences and opinions of expert Executive Talent Managers. In-depth face to face interviews and a semi-structured interview was utilised to obtain specific inf

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Io, Choi Leng. "The human resources management practices in Macau government : an exploratory study." Thesis, University of Macau, 1997. http://umaclib3.umac.mo/record=b1636724.

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Makarand, Tare, and tmakarand@swin edu au. "A future for human resources: A Specialised role in knowledge management." Swinburne University of Technology. School of Business, 2003. http://adt.lib.swin.edu.au./public/adt-VSWT20040311.093956.

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This thesis is broadly concerned with the future of the Human Resources function within organisations. The nature of these concerns is two-fold: first, how can Human Resources deal effectively with the challenges of organisational life today; second, how can Human Resources convince senior management that it is both relevant, and necessary, to the economic success of the enterprise, and so assure its future as an internal organisational function. This thesis posits that not only does an involvement in the knowledge management process hold considerable benefits for an organisation through a dir

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38

Yaghi, Abdulfattah. "Training transfer in human resources management a field study on supervisors /." Diss., Mississippi State : Mississippi State University, 2006. http://library.msstate.edu/etd/show.asp?etd=etd-11292005-235221.

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Southern, Craig E. "Decision-Making Models in Human Resources Management| A Qualitative Research Study." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10244984.

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<p> Decision making is among the chief liabilities and risks recurring foremost on a daily basis for human resources professionals in today’s workplace. Therefore, human resources professionals as decision makers are often required to be aware of, and comply with, a variety of subject matters, trends, concepts, issues, practices, and laws. For human resources professionals, decision making a core job function. The problem addressed in this study is how the absence of formal decision-making criteria specifically designed for the management of human resources can cause human resources p

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A, Raji Jawvad. "Economic principles formation of a human resources management in Industry 4.0." Master's thesis, Sumy State University, 2020. https://essuir.sumdu.edu.ua/handle/123456789/81775.

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Коли ми говоримо про промисловість 4.0, ми маємо на увазі четверту промислову революцію. Подібно до кваліфікованих робітників першої промислової революції, сьогоднішні працівники фабрики та бек-офісу бачать завдання, колись керовані людьми, передані роботам та роботам зі штучним інтелектом. Вони чують про фабрику майбутнього. І вони задаються питанням, яку роль вони будуть грати в новій операційній моделі. В результаті цього дослідження очікується, що перетворення галузі Industrial 4.0 на галузь глибоко вплине на процеси управління людськими ресурсами завдяки її бізнес-середовищу. На кожному е

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Sapinski, Aleksander, and Agnieszka Knap-Stefaniuk. "Sustainable development and contemporary challenges in human resources management – selected aspects." Thesis, Sumy State University, 2015. http://essuir.sumdu.edu.ua/handle/123456789/43787.

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Enterprises that follow the path of sustainable development are called sustainable enterprises. Their activities are determined by sustainable management, an essential part of which is human resources management. Human resources have a vital role in the process of transforming enterprises into sustainable organizations. The most valuable part of that is sustainable personnel, that is highly qualified employees who understand and implement the rules of sustainable growth in the development of their work.

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Isaac, Dominic Ugochukwu. "Human Resources Management Professionals' Experience with Online Degree Holders in Recruitment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7231.

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Online degree holders in Nigeria have poor acceptability during recruitment and promotion decisions because of reliability and legality perceptions of online degrees. There is little knowledge about how human resource (HR) managers identify employability skills in online degree holders. Guided by Bills's screening conceptual framework, the purpose of this case study was to explore how Nigerian recruiters identify employability skills in online degree holders. The participants for this study consisted of 2 participants from each of 10 sectors covering the government and nongovernmental organiza

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Hoang, Dee Thi Thuy. "Strategies for the Effective Management of Human Resources Outsourcing and Performance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6217.

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Human resources (HR) outsourcing has become a norm that organizational leaders leverage as a strategic tool to achieve various business objectives. However, the outsourcing of specific HR functions generates unintended consequences and impacts the performance of internal staff. The purpose of this qualitative, descriptive multiple case study was to explore the strategies used by HR managers to mitigate the negative effects outsourcing has on HR staff performance. The conceptual framework underpinning this research was transaction cost theory. Data were collected from 6 HR executives with exper

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Dalrymple, Beverly F. "Working adult students' perspectives on persisting in college." FIU Digital Commons, 2000. http://digitalcommons.fiu.edu/etd/2709.

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The purpose of this study was to describe and explain working adult undergraduate students' perspectives on persistence in college in order to address the applicability of retention theory to a specific group of college students. Retention of college students is a major concern in higher education where persistence rates have continued to decline for the last 16 years and changing student demographics have influenced enrollment patterns. A qualitative research design was used. Data were collected through in-depth semi-structured interviews with nine working adult undergraduate students. The pa

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Sommai, Prijasilpa Baker Paul J. "Perceptions of human resources development by accelerated rural development administrators." Normal, Ill. Illinois State University, 1994. http://wwwlib.umi.com/cr/ilstu/fullcit?p9510430.

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Thesis (Ph. D.)--Illinois State University, 1994.<br>Title from title page screen, viewed March 30, 2006. Dissertation Committee: Paul J. Baker (chair), John R. McCarthy, Larry D. Kennedy, Kenneth H. Strand. Includes bibliographical references (leaves 127-131) and abstract. Also available in print.

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Valentim, João Andrade e. Sousa Brito. "People management in the Portuguese nonprofits." Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/9859.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics<br>This study is focused on the People Management – Human Resources – in the Portuguese nonprofit organizations. The objective of this research is to contribute to the understanding of the nonprofit sector in terms of the human factor, and at the same time intends to cast light on the factors that compensate and motivate employees. Through a qualitative approach, after conducting a number of interviews to assorted nonprofit organizations, w

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Quinones, Cristina. "Emotional labour and burnout in the leisure industry : a comparison between Spain and the UK from a conservation of resources perspective." Thesis, University of Southampton, 2011. https://eprints.soton.ac.uk/191857/.

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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased

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Chan, Chi-ping Eliza, and 陳志萍. "Hong Kong competitiveness: human resources infinancial industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267841.

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Brossault, Romain, and Rémi Jaussoin. "Interim Management." Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-5815.

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<p>The economic context changes, companies adapt and recruitment evolves. As future managers and leaders, or simply new actors in the working environment, this is our duty to be aware of the demand of the market. The economic situation has a huge impact on the recruitment and this more so in a crisis period (Aswegen, 2009). In order to respond of the need of flexibility, facing crisis situation or simply facing the need of change, Interim Management seems to correspond to this request or is at least one of the tools that companies can take into consideration.</p><p>During the previous phase of

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