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Barham, Mary Ann. "The relationship between internal organizational conflict, authority structure, and the social environment." PDXScholar, 1991. https://pdxscholar.library.pdx.edu/open_access_etds/4116.
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Sze, Pik Shan. "Workplace interactional unfairness and the new media generation : the impacts of social media exposure." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/890.
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Workplace unfairness has been known as one of the influential elements towards workplace behavior. In the last decade, the rise and popularity of social media may have change people's perception of unfairness as well as their affect which may have an effect on their behavioral outcomes. Although research of unfairness on workplace behavior has been examined, little attention has been paid to the effect of social media exposure. Drawing on construal level theory, this research examined the effects of interactional unfairness on employees' behavioral outcomes through negative affect, as well as moderating effect of social media exposure on interactional unfairness and negative affect. Two studies were conducted in China and the United States respectively to enhance the generalization. In Study 1, a two-wave survey of employees and one-wave survey of supervisors were conducted in China and Hong Kong. Hypotheses were tested in hierarchical linear modelling with 147 matched dyad relationships in the sample. In Study 2, a two-wave survey was conducted in the United States. 262 full time employees from a variety of occupations completed an online questionnaire. The results showed negative correlation on social media exposure and construal level. In addition, age was positively significant to construal level and organizational citizenship behavior, and negatively significant to turnover intention on both studies, and negatively significant to negative affect on Study 2. Additional implications for research and practice will be discussed
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Norrman, Emilia. "Den agila förändringsprocessen? : En studie av hur struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-37375.
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The purpose of this study was to broaden the knowledge about organizational change towards an agile organization through exploring how the faktors; structure, culture, agility och psychosocial work environment interacts during this process and how the relationship manifests in practice. To achieve the purpose, the fowling questions guided the way: • In what ways can older organizational structures and organizational culture affect agile organizational change? • What effects on the psychosocial workplace environment may an organizational change towards agile organization generate. This qualitative study with deductive approach was based on an organization where the implementation of the agile form was conducted three years ago. The collection of data was based on three semi-structured interviews with representatives from HR, the union and the research team witch also has conducted a study of the organization. Content analysis was use as a method of preparing the data for the analysis, which was done so though a model based on the theoretical starting points and previous research that have founded this study. The conclusions drawn by this study shows that parts of the organizations older structure an culture still are present inte the new organization and that they inhibited the anchoring of the new approach and way of working . The same situation applies to the opportunity of improved psychosocial work environment where the dominance of the older organizational form resulted in the opportunities remaining just that - in the areas of the organization where it wasn’t impaired.Syftet med denna studie är att bredda kunskapen om den agila organisationsförändringen genom att undersöka hur faktorerna; struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar med varandra under processen och hur detta kan te sig i praktiken. För att uppnå syftet användes följande frågeställningar: • På vilka sätt kan äldre organisationsstruktur och organisationskultur påverka en agil organisationsförändring? • Vilka organisatoriska och sociala arbetsmiljökonsekvenser kan en agil organisationsförändring få? Denna kvalitativa och deduktiva studie utgick ifrån en organisation där tidpunkten för implementeringen av det agila låg tre år tillbaka i tiden. Genom tre semistrukturerade intervjuer med representanter från HR, fack och det följeforskningsteam som också studerat organisationen, samlades det empiriska materialet in. Innehållsanalys användes som metod för bearbetning av materialet inför analysen, vilken gjordes utifrån en analysmodell baserad på de teoretiska utgångspunkter och den tidigare forskning som lagt grunden för arbetet. De slutsatser som kan dras av denna studie visar att delar av organisationens äldre struktur och kultur fortfarande lever kvar i den nya organisationsformen och att dessa hämmat hur väl de nya arbets- och förhållningssätten har förankrats. Detsamma gäller möjligheten till förbättrad organisatorisk och social arbetsmiljö då den äldre organisationsformens dominans gjort att möjligheterna förblev just bara möjligheter - i de delar där denna inte blev direkt negativt påverkad.
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Widgren, Ofelia. "Enhetschef till varje pris : En studie om den organisatoriska och sociala arbetsmiljöregleringen för första linjens chefer inom vård och omsorg." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-78898.
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This essay will study the working environment of heads of units in a health and social care organization. The working environment that will be focused on in the essay is the psychosocial. My interest in the subject evolved from a rapport that The Swedish Work Environment Authority preformed. The rapport displayed a supervision that took place in the years 2015–2017. The supervision investigated the psychosocial working environment of the heads of units in several workplaces in Sweden. This rapport was analyzed alongside with legislation and literature that regulates the working environment to get an understanding of problems in this area. The aims of this essay are therefore to identify problems in the working environment within the heads of units and do that with an equality perspective. The result of this essay has shown that there is a lot of shortage with the environmental work of the heads of units. These shortages consist of the employee not getting enough resources to deal with the high demands of the work assignment. This leads to negative psychosocial health risks. The legal framework of the subject places high requirements on the employers. But nevertheless, the employers work with the preventive environmental work is insufficient and a contributory to this is the construction of the working environmental law as a frame law.
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Jönsson, Sandra. "Client work, job satisfaction and work environment aspects in human service organizations /." Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.
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Leung, Sau-kuen. "Organizational climate in Hong Kong secondary schools." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17605088.
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Gerling, Martina, and Saskia Pettersson. "Kollegialt stöd i socialarbetares psykosociala arbetsmiljö : En litteraturstudie om det relationella arbetets betydelse." Thesis, Malmö universitet, Malmö högskola, Institutionen för socialt arbete (SA), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-39636.
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Organizations within the field of social work readily use systematic and technical tools in order to manage risk and safety when operating in a preventative work manner. The approach taken when managing both risk and safety is largely informed by an instrumental perspective. The relational factor to be considered here is co-worker support and its relevance in social workers' psychosocial work environments. However, this factor is not as clearly visible in risk prevention work ongoing in social work organizations. Therefore, the aim of this study is to examine the significance of co-worker support and its impact on social workers' psychosocial work environments. The main research questions are: What does co-worker support consists of? What factors are needed to create co-worker support? Finally, what is the significance co-worker support has on social workers' psychosocial work environments? The results show that co-worker support is significant in social workers' psychosocial work environments as it leads to better work outcomes and working efficiency. Furthermore, social workers within organizations with greater co-worker support experienced a higher degree of job satisfaction and positive health outcomes. What became clear is that organizational leadership and managers are responsible for creating a psychosocial work environment where the conditions necessary to create co-worker support are present.
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Wickliff, Tanya Verniece Dugat. "An empirical study of the relations between leadership, social support networks, task autonomy and emotions in a technical work environment." Texas A&M University, 2005. http://hdl.handle.net/1969.1/3074.
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The world in which we live is hyper-dynamic with multiple inputs, outputs and
expectations. As it relates to the fast pace of corporate America, customers
want products and services within a tighter market window, with no defects and
for lower costs. Stakeholders insist that managers do more with less human and financial resources yet more aggressive technological and sales
goals. These realities translate into a more complex work environment in that the
emotional toll of pending economic outcomes act to motivate or paralyze the
very engine designed to produce the desired outcomes the employees.
The body of work presented in this dissertation directly addresses the empirical
relationship between the perceptions of the work context factors of leadership,
task autonomy and social support networks with respect to the positive and negative emotions of the employees of the engineering firm that participated in
this study. The empirical results from this research indicate that a positive and
significant interrelationship does exist among the factors examined in this study.
The employees studied included 249 middle to upper level managers of whom
78.7% were men and 21.3% were women. The range of years of experience for
the participants varied from new hire to more than 20 years. Homogeneity of
Variance tests confirms the validity of comparative analysis for the segmented
data population. Multivariate statistics were used to address the four research
questions. The strongest correlations occurred for the subgroups of women and
non-managers with respect to the relationship of social support networks and
positive emotions. Until now, there has been no empirical research linking the
social support networks factor directly to emotions.
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Hansson, Ann-Sophie. "Determinants of Individual and Organizational Health in Human Service Professions." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8715.
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Rylander, Anna. "Making sense of knowledge work." Doctoral thesis, Stockholm : Skolan för teknik och hälsa, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-620.
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Sandberg, Jessica. "Arbetsmiljöbrott : En rättsvetenskaplig studie om arbetsmiljöbrott som gemondrivandefunktion för organisatoriskt och socialt arbetsmiljöansvar." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-62862.
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The mental ill-health is a growing social problem and the cause to a third of the sick leaves. Organizational and social motives is the primary reason to occupational disease among women. Notwithstanding, work environment offense due to lacks in organizational and social work environment have never lead to conviction. The aim of the essay is to find an explanation to this matter, by examine the legal framework of work environment offense. To further contextualize the problem, a perspective of equality makes it possible to emphasize the differences of how men and women will be affected by the regulation. The subject is highly current, since binding regulations, AFS 2015:4, has been imposed since shortly one year ago. Therefore, an analysis of the value of this regulation in future prosecution has been done. The method of jurisprudence has been used to fulfil the aim of the essay. The results of the essay indicates that the review of work environment offense due to lacks in organizational and social work environment mainly causes problems when finding adequate causality. The primary reasons to this is related to the nature of stress and the legality principle. Stress can hardly be related to a separate variable, which makes it hard to prove it is strictly work related. This reason also makes it hard to legislate regulations that live up to the principle of legal certainly. In my power of judge, despite clearer regulation in AFS 2015:4, reviews of work environment offense will continue being problematic. The perspective of equality clearly shows that problems reviewing work environment offense due to lacks in organizational and social work environment to a great extent affects women in a negative matter.
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Van, Dyck Sarah Elizabeth. "Horizontal Workplace Aggression and Coworker Social Support Related to Work-Family Conflict and Turnover Intentions." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/652.
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Horizontal workplace aggression is a workplace stressor that can have serious negative outcomes for employees and organizations. In the current study, hierarchical regression analyses were used to investigate the hypotheses that horizontal workplace aggression has a relationship with turnover intentions, work-to-family conflict and family-to-work conflict. Coworker social support was investigated as a potential moderator in these relationships. Surveys measuring these constructs were administered to a group of 156 direct-care workers (specifically, certified nursing assistants, or CNAs) in a long-term assisted living facility corporation in the Northwestern United States. Results indicated that horizontal workplace aggression had a significant and positive relationship with work-to-family conflict, family-to-work conflict, and turnover intentions, and that coworker social support significantly moderated the relationship between horizontal workplace aggression and work-to-family conflict, though not in the hypothesized direction. No other hypothesized moderations were significant. Potential explanations, practical implications and directions for future research are discussed.
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Bradford, Andrew Ryan. "An Examination of the Prison Environment: An Analysis of Inmate Concerns across Eight Environmental Dimensions." Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etd/2216.
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This study was undertaken to better understand inmate concerns of the prison environment across 8 dimensions. The 8 dimensions examined in this study were activity, emotional feedback, freedom, privacy, safety, social, structure, and support. To determine the importance of these dimensions among inmates, secondary data were used in an attempt to replicate and validate the findings from Wright's (1985) study which used a prison environment inventory instrument to assess inmate concerns. The secondary data consisted of an inmate sample of 1,054 taken from 30 prisons of minimum, medium, maximum and close security across the states of Tennessee, Kentucky, and Ohio. Principal component analysis did not support Wright's findings of 8 dimensions but indicated that safety was the primary dimension of concern. Confirmatory factor analysis using structural equation modeling did find support for Wright's thesis.
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Leung, Sau-kuen, and 梁秀娟. "Organizational climate in Hong Kong secondary schools." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31958801.
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Botelho, Caitlin C. "Social Identities and Meanings in Correctional Work." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etd/3170.
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This study focuses on correctional officers’ values and perceptions of their workplace, the people they work with and for, and members of the general public. Although prior research has investigated correctional staff members’ feelings about their occupation, far fewer studies have implemented a comprehensive qualitative, microsociological approach. The author conducted 20 in-depth interviews with current and former correctional officers (COs) in public-supported facilities. Additional data were collected through two public Facebook pages designated for COs and citizens interested in the criminal justice system. The study offers insights about the significance of COs’ feelings about their work and how the correctional environment affects their lives at work and away from the workplace among the non-incarcerated public. How COs contend with the devalued nature of correctional work and how female COs deal with a male-dominated workplace are primary analytical themes.
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Ollilainen, Anne Marjukka. "The organizational process of integrating gender into development planning : a case study /." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-08142009-040512/.
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Richards, James. "Developing a theoretical basis for the concept of organizational behaviour." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/185.
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Workplace misbehaviour is seen to be a neglected feature of organizational study (Ackroyd and Thompson; Vardi and Weitz, 2004). Where research has been undertaken into misbehaviour the emphasis tends fall into two broad categories. First of all, organizational behaviour theorists use the term misbehaviour as a means to highlight how the ‘negative’ behaviour of employees gets in the way of formal organizational goals. Secondly, radical sociologists tend to use the term misbehaviour as a means to critique Foucauldian labour process theory. Here an argument is made that suggests the disciplinary affects of new management practices associated with human resource management and total quality management have been overstated. Furthermore, radical sociologists also use the term misbehaviour as means to critique organizational behaviour accounts, which are believed to paint overly optimistic accounts of organizational life. However, on further examination it was discovered that neither a radical sociological approach, nor a traditional organizational behaviour approach, sufficiently addresses the current deficit in our understandings and explanations for workplace misbehaviour. Hence, one of the main themes of this thesis was to design a theoretical and methodological framework to address the deficit in our understandings and explanations. As such, a view was taken of how a radical sociological approach (orthodox labour process analysis) combined with an emerging social psychological perspective (a social identity approach (Haslam, 2001)) could help overcome previous theoretical problems associated with researching misbehaviour. Empirical support for this approach is provided by the detailed examination of the objective and subjective working conditions of four different sets of low status workers. The findings are based on longitudinal covert participant observations, as well as covert interviews and the covert gathering of company documents. The findings depart from previous insights into workplace misbehaviour in stressing the importance of acknowledging and investigating both the organizational and sub-group social identities of low status workers, in relation to such activities. As such, a great deal of the misbehaviour noted in the findings can be attributed to the poor treatment of low status workers by management, yet misbehaviour is equally if not more attributable to the empowering or inhibitive qualities of the many psychological groups that worker can associate with or disassociate themselves from. Recommendations are made about the direction of future research into workplace misbehaviour. There are many suggestions made and include examining misbehaviour in a wider range of settings, sectors and levels of organizations.
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Lang, Marta. "An Investigation of Organizational Culture and Job Satisfaction on board Industrial and Cruise Ships." Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13474.
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The overall aim of the study was to examine work environment factors within the maritime industry. For this purpose a new measurement tool for work environment on board ships was developed. Further aims of the study were the examination of organizational culture, occupational stress and job satisfaction. 215 seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. In order to investigate differences in organizational culture, a multivariate analysis was conducted, which revealed significant differences in organizational culture due to nationality and hierarchical position. In order to examine predictors of job satisfaction, multiple hierarchical block regression analysis were performed. Occupational stress and organizational culture emerged as significant predictors of job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction. Social support and feedback from superiors showed the strongest predictive power for job satisfaction. The results in the study emphasize the importance of nationality and hierarchical position as important variables for measuring organizational culture. In addition, the importance of social relationships between co-workers and superiors are discussed. The aim of the study was to examine whether there were significant differences in organizational culture on board ships when looking at the variables nationality, hierarchical position and ship type. 215 Norwegian and Filipino seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. Multivariate analysis revealed overall significant differences for the seven culture dimensions. In addition a significant difference of nation on the two factors (2) Working with the opposite gender and (3) Social support and feedback given by superiors emerged. Further multivariate analyses showed resulted in overall significant differences between hierarchical positions on organizational culture and especially on the factor (3) Emotional involvement in co-workers problems. The results emphasize the importance of including variables as nationality and hierarchical position when studying organizational culture within the maritime industry. The aim of the study was to examine the dimensions stress and organizational culture as predictors of job satisfaction within the specific conditions of the occupation of seafarers. In addition the impact of Social support and feedback given by superiors on job satisfaction was examined. 215 Norwegian and Filipino seafarers with different ranks from 24 different ships participated in this study. 97 of the respondents reported to be Officers/Managers and 87 of the respondents Ratings/Subordinates. The response rate was 35, 5 % for the entire sample. Multiple hierarchical block regression analysis were performed and revealed both stress and organizational culture as significant predictors of overall job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction as a part of organizational culture. As predicted the factor Social support and feedback given by superiors had great predictive power for job satisfaction. The results emphasize the importance of organizational culture and especially relationships between the employees on board a ship.
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Sundkvist, Albin, and Sofia Axelsson. "Ledarskap, trivsel och motivation : En kvalitativ studie om medarbetare och chefers syn på ledarskapets betydelse för trivsel och motivation." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-34500.
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Denna studie undersöker synen på ledarskapets betydelse för den organisatoriska- och sociala arbetsmiljön hos medarbetare, men också hur ledare värderar sitt eget ledarskap. Studien är genomförd med en kvalitativ metod och materialet har samlats in genom semistrukturerade intervjuer. Empirin har transkriberats, tematiserats och analyserats abduktivt. Forskare har under flera år belyst vikten av ett gott ledarskap och dess betydelse för organisationen samt medarbetarnas motivation och trivsel (Dilschmann, 2005; Granberg, 2017; Theorell, 2003). Ledarskapet har inte bara betydelse för medarbetarnas motivation utan bidrar även till att skapa konkurrenskraftiga och framgångsrika organisationer (Granberg, 2017). Theorells (2003) krav-kontroll-stöd-modell används för att mäta det psykosociala klimatet på arbetsplatsen och Dilschmann (2005) menar att det finns vissa aspekter en ledare måste se till för att främja gott arbetsklimat. Studien visar tydlig konformitet mellan vad tidigare forskare säger om ledarskap och vad de medverkande respondenterna anser vara bra ledarskap. I studien, som inriktar sig på industrisektorn, framkommer viktiga egenskaper hos den idealiska ledaren, vad som främjar den organisatoriska- och sociala arbetsmiljön samt hur chefer ser på betydelsen av sitt eget ledarskap. Studien visar att ledarskapet påverkar motivationen och trivseln för medarbetarna. Det blir även tydligt att ansvaret för att skapa och bibehålla trivsel och motivation låg fördelat på medarbetare, chef och högre ledning, samt att det krävs ett samspel mellan dessa aktörer för att optimera den organisatoriska- och sociala arbetsmiljön. En slutsats som kan dras från detta arbete är att en ledares önskvärda egenskaper för skapandet av motivation och trivsel på en arbetsplats är subjektiva i allra högsta grad. Detta då alla individer är olika och således kräver olika typer av ledning och styrning från sin chef.This study examines the view of leadership´s importance to the organizational and social work environment of employees and managers. The study is conducted using a qualitative method and data was collected through semi-structured interviews. The empiricism has been transcribed, thematized and analysed abductively. For several years’ researchers have highlighted the importance of good leadership and its importance for the organization as well as the motivation and well-being of the employees (Dilschmann, 2005; Granberg, 2017; Theorell, 2003). Leadership is not only important for employee motivation, but also to create competitive and successful organizations (Granberg, 2017). Theorell (2003) uses his demand-control-support model to cope with the psychosocial climate in the workplace, and Dilschman (2005) argues that there are certain aspects a leader must take to promote a good work climate. The study shows clear conformity between what previous researchers say about leadership and what the participating respondents consider to be good leadership. The study, which focuses on the industrial sector, reveals important characteristics of the ideal leader, what promotes the organizational and social work environment as well as how managers view the importance of their own leadership. The study shows that leadership affects the motivation and well-being of employees. It also becomes clear that the responsibility for creating and maintaining well-being and motivation was distributed among employees, managers and senior management, and that an interaction between these actors is needed to optimize the organizational and social work environment. One conclusion that can be drawn from this work is that a leader’s desirable characteristics for the creation of motivation and job satisfaction in a workplace are highly subjective. This is because all individuals are different and thus require different types of management and control from their manager.
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Goes, Pauline Balabuch de. "Gap’s de competências do apenado para o ambiente produtivo." Universidade Tecnológica Federal do Paraná, 2014. http://repositorio.utfpr.edu.br/jspui/handle/1/1548.
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Objetiva-se nesta pesquisa identificar os gap´s de competências do apenado para o ambiente produtivo. O Sistema Penitenciário Brasileiro e, por consequência, o Paranaense, são regidos pela Lei de Execução Penal, que trata das penas e seus regimes de cumprimento. A Gestão de Recursos Humanos utiliza a sistemática de descrição de cargos; recrutamento e seleção; indicadores de gestão; treinamento e desenvolvimento; avaliação de desempenho e recompensas. O ambiente produtivo no Sistema Penitenciário, denominado laborterapia, acontece nos três setores de atividade econômica, e promove disciplina, espiritualidade, dignidade, autoestima, cidadania, valores e liberdade. A formação profissional é promovida pelo Programa e Projetos Profissionais através do PDI – Cidadania/DEPEN. As competências possuem um conjunto de conhecimentos, habilidades e atitudes, requeridos pelo cargo e possuídos pelo apenado. A auditoria de competências busca verificar se as competências exigidas no cargo são apresentadas pelo apenado. E os gap´s de competências são as lacunas, as ausências de conhecimento, habilidades e atitudes, identificados na auditoria, do apenado. O delineamento metodológico classifica-se como método dedutivo, aplicado, qualitativo, exploratório-descritivo e estudo de caso. A conclusão é que os gap’s de competências do apenado são de ordem atitudinal, com déficit também nos conhecimentos e habilidades. Contudo, o programa de laborterapia traz a oportunidade do desenvolvimento pessoal, não apenas na aquisição de competências técnicas, hábitos laborativos e aptidões, mas também, para competências sociais e pessoais.The objective in this research is to identify the convict's gaps skills for the production environment. The Brazilian Penitentiary System, and consequently the “Paranaense”, are governed by the Criminal Sentencing Act, which deals with penalties and their enforcement regimes. The Human Resource Management uses the system of job descriptions; recruitment and selection; management indicators; training and development; performance evaluation and rewards. The productive environment in the prison system is called work therapy, occurs in three sectors of economic activity, and promotes discipline, spirituality, dignity, self-esteem, citizenship, values and freedom. The training is sponsored by the Program and Professional Projects by “PDI - Citizenship/DEPEN”. The skills have a set of knowledge, ability and attitudes required for role and owned by the convicts. The skills auditing seeks to verify if the skills required in the job are presented by the convict. And the gaps in competence are the gaps, the absences of knowledge, skills and attitudes, identified in the convict’s auditing. The methodological delimitation is classified as deductive method, applied, qualitative, exploratory - descriptive and a case study. The conclusion is that the convict's skills gaps are attitudinal order, also with deficit in knowledge and ability. However, the program work therapy brings the opportunity for personal development, not only in the acquisition of technical skills, work habits and capability, but also for social and personal skills.
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Hansson, Marie, and Frida Morell. "Strategiskt arbetsmiljöarbete : En förutsättning för ett hållbart arbetsliv." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-27936.
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Denna studie har tagit form utifrån en organisations önskan att undersöka deras organisatoriska och sociala arbetsmiljö. Syftet har varit att öka förståelsen för viktiga komponenter för den organisatoriska och sociala arbetsmiljön för att möjliggöra ett hållbart arbetsliv. För att svara på syftet har ett kvantitativt tillvägagångssätt använts där 251 enkäter skickades ut till en hel produktionsenhet. Metoden har möjliggjort en generell och bred ögonblicksbild av den organisatoriska och sociala arbetsmiljön på arbetsplatsen. Forskning som berör den psykosociala arbetsmiljön, där vårt fokus främst har legat på det organisatoriska och sociala perspektivet har bearbetats. I stor utsträckning är vår analys baserad på Job Demand – Resources modellen. En väsentlighet i arbetslivet är att det råder balans mellan kraven som ställs i arbetet och resurser som tillförs för att kunna må bra och leverera en bra prestation. Resultatet har analyserats utifrån den teoretiska referensramen och visar att den organisation som undersökts brister i flera av dessa komponenter som krävs för att möjliggöra ett hållbart arbetsliv där det råder balans. Framförallt är det områden som ledarskap, arbetsbelastning, återhämtning och kränkande särbehandling som har visat brister. I arbetet med den organisatoriska och sociala arbetsmiljön finns en koppling mellan medarbetarnas hälsa och välmående och organisationens finansiella resultat. Med anledning av detta bör arbetsmiljöarbete vara en väl integrerad del av verksamheten. Vi har därför föreslagit ett antal åtgärder för organisationen att arbeta med i syfte att förbättra arbetsmiljön och därmed medarbetarnas hälsa och välmående som direkt påverkar organisationens framgång.This study is based on an assignment from an organization whose intention is based on their request to review their organizational and social work environment. The aim of the study has been to increase the understanding of key components of the organizational and social work environment in order to enable a sustainable working life. We therefor chose a quantitative approach where 251 questionnaires were sent to the entire production unit. The method has enabled a general and wide-ranging aspect of the organizational and social work environment in the workplace. Research related to the psychosocial work environment, where our focus has been on the organizational and social aspect, we mainly base our analysis on the Job Demand - Resources model. An essential part of working life is that there is a balance between the job demands and resources that are provided in order to increase health and wellbeing to achieve a high performing organization. The result has been analysed on the basis of the theoretical framework and shows that the organization investigated is lacking in several of these components that are necessary to enable a sustainable work life where there is balance. There are areas such as leadership, heavy workload, recovery and victimization that has shown weaknesses. Research related to organizational and social work environment clearly states that there is a link between employee health and well-being and the organization's financial results. Due to this, our work environment should be a fully integrated part of the business. We have therefore proposed a number of activities for the organization to work with in order to improve the work environment and thus the health and well-being of employees which will directly affect the organization's success.
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Liljestrand, Caroline. "Organisatorisk och social arbetsmiljö i svenska utlandsskolan i Spanien : En kvalitativ intervjustudie om åtta grundskolelärares upplevelser." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-27018.
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Problemformulering: En stor andel av lärare upplever stress och i Sverige är många lärare sjukskrivna på grund av psykisk ohälsa. Ett flertal aspekter i den organisatoriska och sociala arbetsmiljön är associerade med ohälsa bland lärare enligt tidigare forskning. Detta är inte bara ett problem i för lärare i Sverige utan förekommer även bland lärare i flera olika länder. För svenska barn och ungdomar som bor i utlandet finns svenska utlandsskolor där svenska lärare arbetar, och Spanien är det land där det finns flest svenska utlandsskolor. Eftersom ingen tidigare forsning om lärare i svenska utlandsskolans arbetsmiljö och hälsa har gjorts finns stora kunskapsluckor inom området. Syfte: Syftet med denna studie var att undersöka grundskolelärares upplevelser av den organisatoriska och sociala arbetsmiljön i svenska skolan i Spanien. Metod: För att söka svar på syfte och frågeställningar har kvalitativ ansats med intervju som datainsamlingsmetod använts och data har analyserat med kvalitativ innehållsanalys. Resultat: Analysen resulterade i fem huvudområden som lärarna beskriver som betydelsefulla för hur de upplever den organisatoriska och sociala arbetsmiljön i svenska skolan i Spanien; Omsättning av elever, lärare och ledning, Samarbete, Flexibiliteten, Arbetsbördan och Lokalernas betydelse. Slutsats: Lärarna i svenska skolan i Spanien upplever överlag att de har ett fritt och flexibelt arbete, men samtidigt att de arbetar mycket och begränsas i arbetet av den tid och de resurser som finns på skolan. Vidare visar studien att lärarna upplever att de sociala relationerna på arbetsplatsen har betydelse då de både kan möjliggöra och hindra god organisatorisk och social arbetsmiljö samt att de sociala relationerna påverkas av omsättningen av personer på skolan.Aim: The purpose of this study was to investigate elementary school teachers' experiences of the organizational and social work environment in Swedish school in Spain. Method: A qualitative approach with interview as a data collection method has been used. Data has been analyzed with qualitative content analysis. Results: The analysis resulted in five main areas that the teachers describe as important for how they experience the organizational and social work environment in Swedish school in Spain; Turnover of Students, Teachers and Management, Collaboration, Flexibility, Workload and the Importance of the premises. Conclusion: Teachers in Swedish school in Spain generally find that they have free and flexible work, but at the same time they work a lot and are limited in the work of the time and resources available at the school. Furthermore, the study shows that teachers feel that social relations in the workplace are important as they can both enable and constrain good organizational and social work environment, and that social relations are affected by the turnover of people at school.
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Hagsten, Sjöberg Felicia, and Andersson Beatrice. "Psykisk ohälsa-Ett arbete om arbetsmiljö." Thesis, Örebro universitet, Institutionen för naturvetenskap och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-92250.
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Syftet med denna rapport är att ta reda på hur företag arbetar med arbetsmiljö och vad de gör för att förebygga psykisk ohälsa. Det har utförts både en litteraturstudie och intervjuer för att få så bra och tydlig information som möjligt över hur företaget arbetar med arbetsmiljö, samt vilka lagar och regler som måste följas.Vid genomförandet av resultatet beaktades två AFS:ar, Arbetsmiljöverkets författningssamling, som skribenterna ansåg var bäst lämpade till psykisk ohälsa och företaget. AFS:arna heter “Systematiskt arbetsmiljöarbete” (SAM) och “Organisatorisk och social arbetsmiljö”. Företaget har åtta relevanta dokumentationer om psykisk ohälsa. Resultatet visar en granskning mellan företagets dokumentation och arbetsmiljöverkets krav samt en överblick på respondenternas svar från intervjuerna.Slutsatsen med rapporten efter granskning med företagets dokumentation, arbetsmiljöverkets krav och intervjuerna är att verksamheten uppfyller villkoren och arbetar med arbetsmiljö och psykisk ohälsa på ett bra sätt. Företagets vision om arbetet kring arbetsmiljö och ohälsa skulle kunna framföras tydligare för konsulterna men är i övrigt tydlig och bra.The purpose of this report is to find out how companies work with the working environment and what they do to prevent mental illnesses. Both a literature study and interviews have been conducted to get as good and clear information as possible about how the company works with the work environment, as well as which laws and regulations that must be followed.In implementing the results, two AFSs were taken into account, the Swedish Work Environment Authority's statute book, which the writers considered to be best suited for mental illness and the company. The AFSs are called “Work with the systematic work environment” (SAM) and “Organizational and social work environment”. The company has eight relevant documentation on mental illness. The results show a review between the company's documentation and the Swedish Work Environment Authority's requirements, as well as an overview of the respondents' answers from the interviews.The conclusion with the report after review with the company's documentation, the Swedish Work Environment Authority's requirements and the interviews is that the business meets the conditions and works with the work environment and mental illness in a good way. The company's vision of the work around the work environment and ill health could be presented more clearly to the consultants but is otherwise clear and good.
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Sandu, Constantin. "Upplevelse av stress i arbetet : En intervjustudie med legitimerade läkare inom vårdcentral." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163988.
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Det finns många läkare som arbetar deltid, sjukskrivs eller byter jobb på grund av ett påfrestande arbetsmiljö. Syftet med min studie är att identifiera läkarens upplevelse av arbetsrelaterad stress inom vårdcentral. Metoden som valdes är en kvalitativ metod där jag använder halvstrukturerade intervjuer. Två kategorier och fyra subkategorier av upplevelse av arbetsrelaterad stress hos läkare identifierades: faktorer som påverkar stress i arbetet, egna strategier för stresshantering, tidsbrist, ledarskap, brister i organisatorisk och social arbetsmiljö, upplevelse av krav och förväntningar. Informanterna upplevde att deras stress orsakades av brister i den organisatoriska och sociala arbetsmiljön. Läkarens arbete kan förstås påverkas negativt av upplevd stress. Arbetsrelaterad stress kan påverka negativt läkarens bedömningsförmåga vilket ställer patienterna i risk för felbedömningar.There are many doctors who work part-time, are laid off or change jobs because of a stressful work environment. The purpose of my study is to identify the physician's experience of work-related stress in a health center. The method chosen is a qualitative method where I used semi-structured interviews. Two categories and four subcategories of high of work-related stress were identified: factors affecting stress at work, own strategies for stress management, lack of time, leadership, deficiencies in organizational and social work environment, demands and expectations. It was found that the respondents experienced stress was caused by problems in the organizational and social work environment. The physician's work can be adversely affected by high stress. Work-related stress can adversely affect the physician's judgment, which puts patients at risk of misjudgment.
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Abdi, Ailin, and Eva Persson. "En socialpsykologisk studie om organisationsvisionens betydelse för sociala relationer i arbetsvardagen." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-15061.
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In this study, we have considered the impact the organization`s implementation of its vision of the psychosocial work enviroment has been for the relations between the employees. We have primarily relied on a hermeneutic approach to understand our empirical data, and when we have interpreted and made a socialpsycological analysis on our collected empirical data. We have used Smith´s Institutional Ethnography, Sheff`s Social bonds and Asplund`s theory of Social responsivity. To collect the empirical data we have combined quantitative and qualtitative methods and a textanalysis at a visiondocument in the aim of capture both the depht and the breadth of our chosen fields of study. The results we have found shows that the psycosocial work environment within the organization can be seen as interplay between individual and enviroment and between individuals as well and that this interaction is influenced by the organizational culture that is created by the organization`s political visionI denna C-uppsats har vi undersökt vilken betydelse ledningens implementering av sin vision kring den psykosociala arbetsmiljön för de psykosociala relationerna har för relationerna mellan de anställda. Vi har främst utgått ifrån en hermeneutisk vetenskaplig ansats för att förstå vårt empiriska material. Då vi tolkat och gjort en socialpsykologisk analys kring vårt insamlade material har vi använt oss av Smith`s Institutionella etnografi, Sheff`s Sociala band och Asplund`s teori om social responsivitet. För att samla in det empiriska materialet har vi använt både kvantitativ och kvalitativ metod samt en textanalys av ett visionsdokument i syfte att dessa metoder kan fånga både djup och bredd av vårt valda studiefält. Resultatet vi kommit fram till visar på att den psykosociala arbetsmiljön inom organisationen kan ses som ett samspel mellan individ och miljö samt mellan individerna i sig och att detta samspel är påverkat av de organisationskultur som till viss del formas av organisationens personalpolitiska vision.
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Peteri, Terese, and Fredrik Sundqvist. "Att skapa guldkant : En kvalitativ studie om medarbetarengagemang inom vård- och omsorg." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-77304.
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Vård och omsorg är den största arbetsgruppen i Sverige och står även för den största andelen sjukdomsfall, främsta orsaken till sjukskrivningar inom vården är orsakade av den organisatoriska och sociala arbetsmiljön. Syftet med studien var att undersöka medarbetarengagemang för personal inom vård och omsorgsarbete, som en del i den organisatoriska och sociala arbetsmiljön. Frågeställningarna var hur engagemanget ser ut hos medarbetare inom vård- och omsorg och hur engagemanget kan öka. Tidigare forskning har visat att kombination av teorier gällande engagemang och motivation har skapat en djupare förståelse inom området. Därav grundade studien sig på teorier både kring engagemang och motivation. 10 semistrukturerade intervjuer genomfördes med undersköterskor på vård- och omsorgsboende, för att studera medarbetarnas subjektiva upplevelser kring engagemanget. En tematisk analys skedde. Resultatet visade att samtliga respondenter upplevde sig engagerade i arbetet. Diskussionens huvudpunkter var dock att de fanns indikationer på att nivån av engagemang hos medarbetare kunde vara en annan än individens upplevda nivå av engagemang. En annan slutsats var att chefer och medarbetare tillsammans kunde påverka medarbetarengagemanget positivt bland annat genom en bra tvåvägskommunikation. Dock kom skribenterna fram till att för få respondenter deltog för att kunna dra generella slutsatser kring engagemang.The healthcare industry is the largest working group in Sweden and accounts for the largest proportion of illness cases, the main cause of sick leave in healthcare is caused by the organizational and social work environment. The purpose of the study was to investigate employee engagement for staff in health care and social work, as part of the organizational and social work environment. The questions were what the engagement looks like for employees in health care and social work and how the engagement can increase. Previous research has shown that a combination of theories of engagement and motivation has created a deeper understanding in the field. Therefore, the study was based on both theories of engagement and motivation. Ten semi-structured interviews were conducted with nurses at nursing and care homes, to study the employees' subjective experiences about engagement. A thematic analysis occurred. The result showed that all respondents felt engaged in the work. However, the main points of the discussion were that there were indications that the level of engagement of employees could be different from the individual's perceived level of engagement. Another conclusion was that managers and employees together could have a positive influence on employee engagement, for example through good two-way communication. However, the authors concluded that too few respondents participated to be able to draw general conclusions about engagement.
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Meeks, Geraldine Lewis. "ENVIRONMENTAL AND ORGANIZATIONAL FACTORS INFLUENCING SIMILARITIES AND DIFFERENCES BETWEEN NONPROFIT HUMAN SERVICE PROVIDERS THAT ARE FAITH-BASED AND THOSE WITH NO RELIGIOUS AFFILIATION." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1970.
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The American social welfare system is a mixed system consisting of loosely coupled government programs, private nonprofit and for-profit organizations, grassroots and religious entities. Although religious entities historically played a key role in the development of the social welfare system, the faith-based initiative of President George W. Bush targeted religious service providers to receive government funding and take on a larger role in service delivery to at-risk populations based on the belief that these providers were substantially different from traditional providers. Using a cross-sectional research design and a survey instrument created for the study, data was collected from 121 nonprofit service providers in the Richmond Metropolitan Statistical Area of Virginia. Nonprofit organizations were selected from three online databases using identified criteria and sent paper surveys and/or emails inviting them to complete a web-based survey. The study identified similarities and differences between characteristics of faith-based service providers and traditional providers and used a conceptual model composed of Resource Dependence Theory and Neo-Institutional Theory to suggest dynamics impacting similarities and differences between providers. Data analysis included univariate and multivariate analysis of organization characteristics. Univariate findings identified that faith-based organizations in the study were older, served more people in 2006, generally provided services via volunteers, received more funding from congregations and other religious entities and did not favor membership in professional organizations. Other than these notable differences, faith-based providers were fairly similar to their traditional counterparts. A multivariate analysis used a two-group discriminant function (DFA) procedure to determine which variables best discriminated between provider groups. Two variables, funding from congregations/other religious entities and funding from government grants/contracts, were found to be the most important discriminating variables. Study findings were consistent with prior research comparing the provider groups. Although some differences do exist, overall similarities tended to outweigh differences suggesting that the claim of substantially differences between providers did not fit the geographic area studied. For those concerned with community service delivery, the implication is that recent economic developments suggest that attention should be placed on collaboration and service delivery capacity-building rather than on the differences between service providers.
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Hammarstedt, Sandra. "Vilket stöd behöver chefer i arbetet med den organisatoriska och sociala arbetsmiljön? : - En fenomenografisk studie." Thesis, Högskolan i Gävle, Arbetshälsovetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33957.
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Bakgrund: Ohälsa kopplat till den organisatoriska och sociala arbetsmiljön är en av arbetsmarknadens största utmaningar. Inom arbetsmiljöområdet är den organisatoriska och sociala arbetsmiljön det område chefer tycker är svårast att arbeta med och tidigare forskning har visat ett behov av att kartlägga vilket stöd chefer behöver i frågan. Syfte: Syftet med studien är att beskriva vad chefer med personalansvar och fördelade arbetsmiljöuppgifter upplever för olika behov av stöd i arbetet med den organisatoriska och sociala arbetsmiljön. Metod: Studien har en kvalitativ tolkande studiedesign. Totalt 10 chefer från olika medelstora/stora företag i Jönköping län (åtta män och två kvinnor) med minst ett års chefserfarenhet deltog. Datainsamlingen skedde genom semistrukturerade intervjuer under jan/feb 2020 och en fenomenografisk analys användes som metod för resultatframställning. Resultat: Chefer är i behov av relationellt stöd, professionellt stöd, formellt stöd, stödjande kultur och kontextuellt anpassat stöd i arbetet med organisatorisk och social arbetsmiljö. Behovet av relationellt stöd var något mer framträdande, men alla typer av stöd var viktiga och behöver ses i relation till varandra. Slutsats: Studien bidrar med ny kunskap i frågan om vilka olika typer av stöd chefer behöver i organisatoriskt och socialt arbetsmiljöarbete och ger en diskussion om hur behovet kan förstås. Studiens resultat föreslås användas som ett hjälpmedel vid lägesanalys av den egna organisationen och därigenom vara behjälplig vid utformandet av meningsfullt och adekvat chefsstöd i syfte att förbättra organisationens arbetsmiljö i frågan.
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Fransson, Louise, Rebecka Larsson, and Amanda Lilja. "Att arbeta utan att synas : En kvalitativ studie om medarbetares erfarenheter om organisatorisk och social arbetsmiljö." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-34730.
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Den svenska medborgaren spenderar omkring 40 timmar i veckan på sitt arbete vilket inverkar på hälsan både psykiskt, fysiskt och socialt. Trots den medvetenhet som idag finns kring psykosocial arbetsmiljö är det ännu ett problemområde. Arbetsmiljöverket släppte 2016 en föreskrift om organisatorisk och social arbetsmiljö för att minska risken att arbetstagare utsätts för ett ohälsosamt arbetsklimat. Trots det är föreskriften ny vilket skapar intresse kring hur den enskilda arbetstagaren erfar organisatorisk och social arbetsmiljö. Studiens syfte är att utifrån ett medarbetarperspektiv belysa erfarenheter om organisatorisk och social arbetsmiljö. Den teoretiska referensramen är en kombination av pedagogik och hälsa som bestått av community of practice, holistiskt perspektiv, hälsokorset och salutogent perspektiv. Studien är kvalitativ där materialet har insamlats genom tre fokusgruppsintervjuer med totalt 14 medarbetare, där materialet har analyserats genom kvalitativ innehållsanalys. Studien utgår ifrån ett konstruktivistiskt synsätt att se på kunskap för att belysa medarbetarnas erfarenheter, där slutsatser dragits med abduktiv ansats. Resultatet gav till följd tre kategorier. Synligt arbete men osynliga medarbetare där medarbetarna uttryckte lågprioritet och krav på anpassning. Öppenhet för en hälsosam arbetsmiljö som visade på att gemenskap påverkar trivseln samt kommunikationens betydelse för förtroende. Slutligen chans till återhämtning som synliggjorde tillgång till vikarier samt till rast och vila som betydelsefulla resurser i arbetet. Utifrån resultatet kan slutsatsen dras att medarbetarna önskar möjligheten till en arbetsmiljö som stödjer lärande, utveckling och välmående. Ytterligare slutsats är möjligheten till återhämtning samt att insatser utifrån ett salutogent perspektiv kan bidra till välbefinnande och en hållbar psykosocial arbetsmiljö.The Swedish citizen spends about 40 hours a week on his work, which affects health, both mentally, physically and socially. Despite the awareness that exists today about the psychosocial work environment, it is still a problem area. The Swedish Work Environment Authority released a regulation on organizational and social work environment in 2016 to reduce the risk of workers being exposed to an unhealthy working environment. Although the regulation is new, which creates an interest in how the individual employee experiences an organizational and social work environment. The aim of the study is to highlight experiences from an employee perspective on organizational and social work environment. The theoretical frame of reference is a combination of pedagogy and health whereas theories used are community of practice, holistic perspective, the health cross and salutogenic perspective. The study is qualitative where the material has been collected through three focus group interviews with a total of 14 employees, where the material has been analyzed through qualitative content analysis. The study is based on a constructivist approach to looking at knowledge to highlight the employees' experiences, where conclusions are drawn with abductive thinking. The result revealed three categories. Visible work but invisible employees where employees expressed low priority and adaptation requirements. Openness for a healthy working environment that showed that community affects well-being as well as the importance of communication for trust. Finally, a chance of recovery that revealed access to temporary work-force as well the possibility to take breaks during the day. Based on the results, it can be concluded that employees want the opportunity for a work environment that supports learning, development and well-being. Another conclusion is the possibility of recovery and that efforts from a salutogenic perspective can contribute to well-being and a sustainable psychosocial work environment.
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Stjernquist, Felicia. "Kommunala chefers organisatoriska och sociala arbetsmiljö : En studie baserad på första linjens chefers upplevelser." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-43695.
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Studiens syfte är att belysa första linjens chefers organisatoriska och sociala arbetsmiljö inom kommunal verksamhet. Genom ökad kunskap kring de villkor och förutsättningar som kännetecknar chefers arbetssituation finns ökade möjligheter att rikta insatser till de utvecklingsområden som chefer särskilt belyser. Studien tar sin utgångspunkt i faktorer som påverkar organisatorisk och social arbetsmiljö enligt Arbetsmiljöverkets föreskrift om organisatorisk och social arbetsmiljö. Det finns få studier som har undersökt första linjens chefers organisatoriska och sociala arbetsmiljö vilket gör det aktuellt att undersöka deras villkor och förutsättningar. En kvalitativ forskningsmetod i form av tio semistrukturerade intervjuer med första linjens chefer inom en förvaltning i en kommun i södra Sverige har använts. Intervjuresultatet har relaterats till tidigare forskning, litteratur och teorier. Cheferna upplever otillräckliga villkor och förutsättningar för att leva upp till rollen som chef. Den höga arbetsbelastningen behöver vara i balans med resurser. Resurser som eftersöks är framförallt administrativ avlastning, hjälp vid prioritering av arbetsuppgifter och mer tydlighet gällande rollen, direktiv och mandat. Rekommendationer vid fortsatt forskning är att vid liknande studier använda kvantitativ metod för att kunna inkludera ett större urval eller att undersöka första linjens chefers överordnade chefers organisatoriska och sociala arbetsmiljö.This study’s purpose is to highlight organizational and social work environment of first line managers in municipal operations. Through increased knowledge of the terms and conditions that characterize managers’ work situation there are increased opportunities to direct efforts to the areas of development that managers particularly highlight. The study is based on factors that affect organizational and social work environment in accordance with the Swedish work environment authority’s regulation on organizational and social work environment. There are few studies that have examined the first line managers organizational and social work environment which makes it relevant to examine their terms and conditions. A qualitative research-method in terms of ten semistructured interviews with first line managers within an administration in a municipality in southern Sweden has been used. The result of the interviews has been linked to previous research, literature and theories. The managers experience insufficient terms and conditions to live up to their role. The high workload must be balanced with resources. Desired resources are primarily administrative support, assistance in prioritizing work tasks and more clarity about the role, directive and mandate. Recommendations for further research is similar studies with a quantitative method which can include a larger sample or to examine the organizational and social work environment of managers above first line managers.
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Ramos, Ricardo Luiz de Souza. "The critical reflection as a key element in the improvement of the organizational learning capacity: a case study in a Brazilian organization." reponame:Repositório Institucional do BNDES, 2015. https://web.bndes.gov.br/bib/jspui/handle/1408/7561.
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This paper analyzes the relevance of having an environment that encourages critical reflection in a way to enhance organizational learning capacity. It focuses particularly on the organization's ability to deal with organizational cross-cutting issues (human resources, information technology, innovation, etc.) on a state-owned enterprise, the Development Bank, in Brazil. Although the bank has a culture of collegiate decisions, it´s possible to say that this feature is not enough to have an authentic and public reflection environment due to the power relations influence in the organization's ability to reflect, innovate and learn.Dissertação (mestrado) - Lancaster University, Reino Unido, 2015.
Bibliografia: p. 67-69.
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Bladh, Felicia. "“Även om jag inte uppskattar att bli knackad på axeln så saknar jag ändå… Att bli knackad på axeln.” : - En kvalitativ intervjustudie om distansarbetets sociala arbetsmiljö under Covid-19 pandemin." Thesis, Södertörns högskola, Sociologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-43618.
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This study examines employees who, during the spread of the Covid-19 virus, have had to switch from working in the workplace to digital teleworking. The aim of the study is to achieve a deeper understanding of how the informants are experiencing their social work environment in digital teleworking, by examining how they experience their relationships with colleagues, managers and cohabitants, as well as how they experience their organizations’ handling of the social work environment. The empirical data consists of 6 qualitative, semi-structured interviews. The theoretical framework of the study consists of Jahoda’s Deprivation theory and Ahrne’s theory of the Organizational centaur, both of which concern the importance of social contact in the workplace. The result of the study show how the respondent’s collegial relationships are affected or even deteriorative by the digital telework during Covid-19 , and how the relationships with cohabitants have changed their dynamics by becoming more work oriented. The result also shows that the respondents perceived lack of organizational management of the social work environment during their new work circumstances caused by Covid-19. Meanwhile, the experiences of employee engagement for digital social contact has increased, as well as perceived social support from those whose partners also work from home. The conclusions of the study are that work seems to fulfill an unintentional social function that is irreplaceable, and that employee initiatives for social interaction increase when the employees feel that the employer invests too much in organizational goalsDenna studie undersöker arbetstagare som under spridningen av Covid-19 har behövt ställa om från arbete på arbetsplatsen till digitalt distansarbete. Studiens syfte är att nå en djupare förståelse av hur respondenterna upplever den sociala arbetsmiljön i det digitala distansarbetet, genom att undersöka hur de upplever relationerna till kollegor, chefer och samboende samt hur de upplever organisationernas hantering av den sociala arbetsmiljön. Den empiriska datan består av 6 stycken kvalitativa, semistrukturerade intervjuer i vilket respondenterna fått berätta om sina upplevelser. Studiens teoretiska ramverk utgörs av Jahodas deprivationsteori och Ahrnes teori om den organisatoriska kentauren, vilka båda berör vikten av social kontakt i arbetet. Resultaten som framkommer vittnar om försämrade eller uteblivna kollegerelationer i det digitala distansarbete som orsakats av Covid-19, en ändrad relationsdynamik med samboende och upplevd bristande organisationshantering av den sociala arbetsmiljön i det digitala distansarbetet. Samtidigt återfinns dock upplevelser av ett ökat medarbetarengagemang för digital social kontakt, samt ett socialt stöd från partners som också arbetar hemifrån. Slutsatserna blir att arbetet verkar fylla en oavsiktlig social funktion som är oersättlig, samt att medarbetarinitiativen för socialt umgänge ökar då arbetstagarna upplever att arbetsgivaren satsar för mycket på organisatoriska mål.
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Pisapia, Damian A. "EXPLORING THE RELATIONSHIP BETWEEN OCCUPATIONAL BURNOUT AND THE BEHAVIORAL WELL-BEING OF SOCIAL WORKERS." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/455.
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The purpose of this study was to determine if there was a relationship between occupational burnout and the behavioral well-being of social workers. Burnout is a multidimensional syndrome where workers experience feelings of emotional exhaustion, depersonalization, and reduced personal accomplishment as a consequence of work related stress and overwhelming job demands. Burnout can negatively affect organizational functioning, work performance, and pose significant health risks to workers. There are a limited number of studies focusing on the impact of occupational burnout on the behavioral well-being of workers. The findings of this study indicated that there was a significant relationship between burnout and behavioral well-being. Emotional exhaustion was found to negatively impact exercise frequency, which was consistent with previous study findings. Depersonalization was positively correlated to the number of hours of sleep and the frequency of self-care activities participants engaged in. The effects of depersonalization on sleep and self-care activities suggest that workers may engage in these activities as a way to cope with feelings of depersonalization on the job.
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Tsioki, Anita, and Karolina Borg. "Engaging, Inhibitive or an Organizational Chaos? : A Phenomenological Study on Employees’ Perception of the Activity-based Flexible Office." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-39397.
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This study discusses employees’ perception of a rather new and progressive office type, namely the Activity-based Flexible Office, the A-FO. Within this office type, the employee does not have a personal desk, but instead changes workspace depending on the task at hand. The aim of the study was to examine how employees perceive this type of office and their experiences of working within it. In previous research, a model has been created within this field as an attempt towards a theoretical framework, the A-FO-M. Whereas studying this model, we saw some notions not being thoroughly explored, although mentioned in other preceding research. Thus, the need of exploring these aspects further felt vital and therefore, we combined the A-FO-M with other preceding research and created a synthesis with a set off our themes. A qualitative method was chosen and furthermore, a phenomenological approach. This approach suggests examining a certain phenomena, the A-FO in this case, based on the experiences and perceptions of an individual, the employee. Interviews were implemented on a specific company to succeed in reaching our aim. The six interviews completed gave us the empirical results we needed to attain an analysis and thereafter, conclusions. Overall, our findings correspond with the presumptions of the A-FO-M. However, due to Klarna having a certain structure, somewhat differing from the traditional A-FO, the results were contradicting in some cases. The majority of the respondents felt they were able to perform their task without major problems. Some respondents felt that the office made them more open, while others did not feel any impact on their persona in relation to the A-FOs features. Our findings support that the A-FO is a very sociable office type, whereas you constantly meet and interact with people, both known and unknown to you. The respondents appreciate that there is little distance between them and their managers. Additionally, it is found that managers within A-FOs need to have high trust in their employees. Conclusively, some results may be somewhat dependent on the individual and their preferences.
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Hugosson, Mårten. "Constructing cultural patterns from actor's views on industrial forestry in Sweden : an interpretive study based on assessments of conceptualizations and definitions in organizational culture theory /." Uppsala : Swedish Univ. of Agricultural Sciences (Sveriges lantbruksuniv.), 1999. http://epsilon.slu.se/avh/1999/91-576-5647-9.pdf.
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Vanderwood, Marcia W. "Leader Self-Perceptions of Ethics In and Out of the Workplace and Personal Trustworthiness." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5432.
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Ethical breaches in many organizations can be traced to failures in ethical leadership, which undermine trust. If a leader's ethical behavior in their private life and settings is perceived as influencing workplace ethics, it may in turn affect organizational trust levels and the development of trust. A quantitative study based on the social learning and moral theory was conducted to determine whether a difference exists between a leader's self-perceptions of their ethical behaviors inside and outside of the workplace, and whether it affects their perceived personal trustworthiness. Participants' (N = 94) scores on work and nonwork versions of the ethical leadership scale were compared using a paired-samples t test, which determined no significant differences in their ethical behaviors inside and outside of the workplace. Then multiple regression analyses were conducted, which indicated that the model containing both independent variables regarding ethical behavior inside and outside the workplace significantly predicted changes in the dependent variable personal trustworthiness: F (7, 86) = 6.025, p < .001. The model explained 27% of the variance in personal trustworthiness. The model also significantly predicted changes in scores related to propensity to trust; F (10, 83) = 3.692, p < .001. The model explained 23% of the variance in propensity to trust. This research will aid leaders in understanding more about the perception of their own ethics and how this plays into the cultivation of trust. It also has implications that may influence leadership among all types of work environs, including government organizations and industry.
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Engman, Matilda. "Inhyrda konsulters upplevelser av anställningsform och arbetssituation : En kvalitativ intervjustudie på ett industriföretag." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-54198.
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The aim of the study was to investigate how hired consultants experience their form of employment and how it affects their work situation. To investigate how the form of employment is experienced and influenced, a qualitative method has been used with semi-structured interviews. A total of six hired consultants were interviewed, collected data were analyzed through a manifest content analysis. The results show that the hired consultants perceive their form of employment as uncertain and insecure because it is dependent on the client company's production. At the same time, the form of employment can contribute to increased work experience due to the varying labor market of work assignments that the staffing company can offer. Factors that the hired consultants highlight that affects the work situation are stress and perceived requirements because they can not control or always affect the distribution of work tasks, workload. Termination periods at the client company by hired consultants create fear and anxiety to lose the work assignment. The conclusion of the study is that the hired consultants feel that the advantages of the form of employment are that it can contribute to increased work experience and that the disadvantages are that it is perceived as insecure and insecure. The factors that affect the organizational work environment are stress, perceived demands, and fear of getting rid of the work assignment. The social work environment was positively affected by support from colleagues and assignment managers.Syftet med studien var att undersöka hur inhyrda konsulter upplever sin anställningsform samt hur den påverkar deras arbetssituation. För att undersöka hur anställningsformen upplevs och påverkar har en kvalitativ metod använts med semistrukturerade intervjuer. Sammanlagt intervjuades sex inhyrda konsulter och insamlad data analyserades genom en manifest innehållsanalys. Resultatet visar att de inhyrda konsulterna upplever sin anställningsform som osäker och otrygg för att den är beroende av kundföretagets produktion. Samtidigt som anställningsformen kan bidra till ökad arbetslivserfarenhet tack vare den varierande arbetsmarknaden av arbetsuppdrag som bemanningsföretaget kan erbjuda. Faktorer som de inhyrda konsulterna belyser som påverkar arbetssituationen är stress och upplevda krav, för att de inte kan kontrollera eller alltid påverka fördelning av arbetsuppgifter eller arbetsbelastning. Uppsägningsperioder på kundföretaget av inhyrda konsulter skapar en rädsla och oro för att bli av med arbetsuppdraget. Slutsatsen med studien är att de inhyrda konsulterna upplever att fördelarna med anställningsformen är att den kan bidra med ökad arbetslivserfarenhet och att nackdelarna är att den upplevs som otrygg och osäker. De faktorer som påverkar den organisatoriska arbetsmiljön är stress, upplevda krav och rädsla att bli av med arbetsuppdraget. Den sociala arbetsmiljön påverkades positivt genom stöd från kollegor och uppdragschefer.
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Sandberg, Jenny, and Ramona Malmberg. "Chefen som normsändare : En kvalitativ studie ur chefs - och personalperspektiv." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9397.
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The aim of our study is to explore which norms that exists in the home care service, who is sending those norms, how are they maintained and how do they affect the interactions between staff and manager? We want to deep en our knowledge about home care service as an organization and increase our understanding for the psychosocial work environment and also the importance of leadership. We mean to read the organizational culture that exists which allows us to deal with the values that influence the behavior in the organization. The study is based on a qualitative method. The data consists of two focus group interviews, one with managers from the home care service - organization and one with staff from the same organization. T he interview with the managers consisted of five participants and the corresponding figure for the second interview with the staff was eight participants. The theoretical viewpoints have been communication - theory, organizational theory and Foucault´s th eory of power. Our result indicate that norms are something that unconsciously controls us and that we have learned that there are consequences when you step out of what is normative for the group. The result also indicate that norms within the own group i s difficult to recognize and a bit forbidden to talk about. One of the most important findings where that for our two interview - groups there where normative to talk about the care - takers perspective, but at the same time it was normative to base thoughts and acts from their own perspective. An important discovery is also that both managers and staff experience stress, have feelings of inadequacy and that nobody listens to their point of view. Both parts also have the experience of being powerless and not to be able to make decisions. According to them it seems like it is all about implement what they are ordered, which can be seen as the democracy is just a facade. The power exists and is being used but there are no subjects because no one experiences them selves to have any power.
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Johnston-Fisher, Jessica. "Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1332.
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The purpose of this study was to test a multi-level mediation model of incivility. Specifically, it was proposed that predictors of workplace incivility at the individual, group, and organizational level would be related to each other and negative individual outcomes. It was also proposed that the relationship between these predictors and outcomes would be mediated by workplace incivility victimization. Two hundred twenty eight participants completed an online survey through Amazon’s Mechanical Turk. Results indicated that variables at all three levels (i.e., civility climate, group norms for civility, and individual characteristics) were related to one another and predictive of negative individual outcomes. Results also indicated preliminary support for the mediating role of workplace incivility experiences in these relationships and the overall model. Workplace incivility significantly moderated all of the relationships between predictor and criterion variables. Implications and limitations of these findings are discussed, and several directions for future research on workplace incivility are explored.
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Svarfvar, Kristiansson Jesper, John Fridh, and Marina Jakobsson. "Chefer som pedagogisk och hälsofrämjande resurs i förändringsarbeten : En kvalitativ studie kring chefers upplevda förutsättningar för att skapa Healthy workplace." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-43052.
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I takt med att psykisk ohälsa har eskalerat i det svenska arbetslivet de senaste åren har vikten av implementering av hälsofrämjande förändringsarbeten ökat inom organisationsvärlden. Många chefer står inför stora utmaningar i att bedriva dessa arbeten, motivera medarbetare samt framgångsrikt främja såväl organisatorisk som social arbetsmiljö. I relation till detta arbete krävs det att chefer innehar kunskaper om hur hälsa och lärande påverkas på arbetsplatsen. Syftet med studien var att analysera och beskriva hur cheferna upplevde att förutsättningar för hälsa och lärande påverkas under förändringsarbete för att skapa Healthy workplace. Studiens teoretiska referensram grundas i World Health Organizations modell kring hur Healthy workplaces formas i komplement av de pedagogiska teorierna om Kollektivt lärande samt Anpassnings- och Utvecklingsinriktat lärande. Studiens vetenskapsteoretiska utgångspunkter är inspirerade av fenomenografi och konstruktivism samt att en abduktiv ansats tillämpats. I studien genomfördes åtta semistrukturerade intervjuer som analyserades genom en kvalitativ innehållsanalys. Resultatet påvisade att Healthy workplace kan skapas genom ett tydligt ledarskap, involvering av medarbetarna i arbetet, integrering av lärande som en del av arbetet samt att ge medarbetaren tid och rum för reflektion samt kunskapsutbyte. Avslutningsvis blir slutsatsen att tydligt ledarskap i kombination med samarbete mellan alla parter bildar möjligheter för en stärkt sammanhållning på arbetsplatsen. För samtliga parter inom organisationen innebär detta kollektiva arbete en potential att främja såväl hälso- som lärandevillkor under pågående förändringsarbete.
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Medina, Michele Nicole. "Consequences of Coworker Bullying: A Bystander Perspective." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984253/.
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Previous research on workplace bullying primarily focuses on two main actors – the bully and the victim – while neglecting a third actor: the bystander of the bullying. The prevalence of workplace bullying is increasing across organizations, resulting in more employees becoming subjected to the effects of workplace bullying. Furthermore, witnessing coworker-on-coworker bullying is likely to influence the relationships that the bystander has with the two coworkers involved in the bullying episode. Two areas are proposed to investigate their effect on the coworker bystander: coworker interpersonal justice and personal identification with coworkers. Coworker interpersonal justice involves the perceived fairness between coworkers, while personal identification refers to how these bystanders identify with the specific actors of the bullying event. In addition to work-related outcomes, bystanders are affected at a personal level. That is, being exposed to bullying situations causes these bystanders to alter their anxiety levels and their core affect, with core affect being a precursor to moods and emotions.
In addition to the aforementioned outcomes of witnessing a coworker bullying incident, there are also contextual aspects which may influence these relationships. Personal-level factors, such as a bystander's empathy and sense of coherence (i.e., coping mechanisms), may influence the effect of witnessing a coworker being bullied. Similarly, the gender of the victim in relation to the gender of the bystander may also play a role.
Using affective events theory, I investigate how witnessing coworker bullying in the workplace effects bystanders. This research employs a 2 x 2 experimental design with multi-wave data collection and an in-person lab session to test the proposed hypotheses. AET is operationalized by creating a fictional coworker bullying situation in which observers are either exposed to the bullying situation or not.
This research offers several contributions to the management literature as well as to practitioners. First, it extends current workplace bullying literature to incorporate the effect of peer-on-peer bullying, as well as investigating the influence of bystander and victim gender. The second contribution is the creation and testing of scales for coworker interpersonal justice, personal identification with coworkers, and observation of coworker bullying. The third contribution involves developing a more thorough understanding of the outcomes of coworker bullying on bystanders by employing an experimental approach. Fruitful areas of future research regarding coworker bullying, coworker interpersonal justice, and personal identification are discussed.
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Labbouz, Delphine. "Bâtiments tertiaires performants et comportements favorables à l’environnement : le rôle de variables psychosociales et du contexte organisationnel." Thesis, Paris 10, 2015. http://www.theses.fr/2015PA100116/document.
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Le secteur du bâtiment est le premier consommateur d’énergie en France. L’émergence de bâtiments performants apporte une réponse incomplète à ce problème car les comportements des usagers doivent être considérés. Notre objectif est de circonscrire le rôle de facteurs psychosociaux et organisationnels sur l’investissement des salariés pour leur entreprise et pour l’environnement. Au travail, les comportements de citoyenneté organisationnelle (CCO) sont adoptés volontairement et contribuent à l’efficacité de l’entreprise. En prolongement des travaux sur les CCO, les comportements pro-environnementaux (CPE) des salariés peuvent être considérés comme des CCO dirigés vers l’environnement (CCO-E). Pour examiner leurs déterminants, nous avons réalisé six études auprès de 889 étudiants et 592 salariés, travaillant dans un bâtiment classique ou exemplaire. Nous constatons que les salariés se sentant soutenus et traités équitablement seront plus enclins à réaliser des CPE et CCO-E, ce qui incite à renforcer la justice organisationnelle. Par ailleurs, les attitudes, valeurs et habitudes environnementales modèrent les effets du contexte organisationnel sur l’implication des salariés. En outre, la motivation environnementale au travail, lorsqu’elle est autodéterminée, a un effet positif sur les CPE et CCO-E. De même, les normes sociales influencent les comportements des salariés, d’autant plus quand les entreprises présentent une politique environnementale concrète mais non saturante. Enfin, les bâtiments performants offrant un contexte de travail confortable, encouragent la réalisation de CPE et CCO-E par les salariés. À partir de nos résultats, nous proposons des recommandations pour aider les professionnels du bâtiment et les organisations à mieux prendre en compte les occupantsThe building sector is the first energy consumer in France. The emergence of efficient buildings provides an incomplete response to this problem because users’ behaviors need be considered. Our aim is to define the role of psychosocial and organizational factors on employees’ investment for their company and for the environment. At work, organizational citizenship behaviors (OCB) are voluntarily adopted and contribute to the efficiency of the company. In continuation of the research on OCB, employees’ pro-environmental behaviors (PEB) can be viewed as OCB directed toward the environment (OCBE). In order to better understand their determinants, we conducted six studies including 889 undergraduate students and 592 employees, working in classic or exemplary buildings. We notice that employees who feel supported and fairly treated by their organization, will be more prone to adopt PEB and OCBE. This result encourages reinforcing organizational justice. Otherwise, environmental attitudes, values and habits moderate the effects of contextual factors on employees’ pro-environmental implication. In addition, self-determined environmental motivation at work has a positive effect on PEB and OCBE. Similarly, social norms have a positive influence on employees’ behaviors, especially when companies make a concrete but not overwhelming environmental policy. Finally, efficient buildings providing a comfortable working environment encourage employees to adopt PEB and OCBE. Based on our results, we propose recommendations to help building professionals and organizations to take better into account the occupants
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Gaspary, Eliana. "A influência da estrutura organizacional no desenvolvimento de um ambiente interno de inovação: um estudo de caso na 3M do Brasil." Universidade Federal de Santa Maria, 2014. http://repositorio.ufsm.br/handle/1/4695.
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The organizational structure and the internal environment are considered important predictors for the development of innovation in the organizational literature. Yet, few researches analyze the relation between these issues. Based on this gap we aimed throughout this study to better understand how the dimensions of the organizational structure influence on the development of an work environment for innovation in the area of research and development of the 3M Company in Brazil. The research methodology follows a descriptive and explanatory approach based on qualitative and quantitative data collection. A case study was used as the investigative method, which was carried out in a company well renowned for its innovative style: The 3M of Brazil. The data collection was taken through in depth interviews with eight managers, as well as the application of questionnaires to 39 collaborators of the company s corporative laboratory. The results obtained from the qualitative research show the company follows a matrix structure, decentralized, with a medium level of formalization and highly integrated. The internal environment is focused towards innovation with a number of policies and practices to encourage organization members and support leaders. There is integration and share of ideas among teams which are constantly challenged to break paradigms and innovate. People hold autonomy and freedom to perform their jobs; they have access to all necessary resources and have a strong sense of entrepreneurship reinforced by the company s innovative culture. The quantitative results of the research point out that some specific organizational structure dimensions influence the internal environment towards innovation. The results highlight that the level of communication influences positively leadership support and people s perception that resources implemented at work are sufficient. It was also observed that the level of formalization and standardization has a negative effect on encouraging leaders to innovate and on the level of challenges at work. Results also show the higher the centralization and hierarchy dependency the higher the pressure people feel performing their jobs. As the main study s implication we come to the fact that a work environment for innovation must be supported by more flexible organizational structures: decentralized structures that encourage autonomy and entrepreneurship; informal structures favoring people s freedom to execute their tasks; integrated structures that allow for a high level of communication flow and team diversity.A estrutura organizacional e o ambiente interno são considerados na literatura organizacional como importantes preditores para o desenvolvimento da inovação. Apesar disso, há poucos estudos que relacionam esses dois temas. Com base nessa lacuna, buscou-se compreender neste estudo como as dimensões da estrutura organizacional influenciam o desenvolvimento do ambiente interno de inovação da área de pesquisa e desenvolvimento da empresa 3M do Brasil. A pesquisa é classificada como descritiva e explicativa quanto aos seus objetivos. Quanto à abordagem, caracteriza-se como qualitativa e quantitativa. Como método de investigação foi utilizado o estudo de caso, o qual foi realizado em uma empresa reconhecidamente inovadora: a 3M do Brasil. A coleta de dados ocorreu por meio de entrevistas em profundidade com oito gestores, bem como pela aplicação de questionários a 39 colaboradores do laboratório corporativo da empresa. Os resultados da pesquisa qualitativa demonstraram que a empresa possui uma estrutura matricial, descentralizada, com um nível médio de formalização e altamente integrada. O ambiente interno é orientado à inovação, com inúmeras políticas e práticas de encorajamento organizacional e de apoio dos líderes. Há integração e compartilhamento de ideias entre as equipes, que são constantemente desafiadas a quebrar paradigmas e a inovar. As pessoas possuem autonomia e liberdade para a execução do seu trabalho, acesso aos recursos necessários e um forte senso de empreendedorismo, que é reforçado pela cultura de inovação da empresa. Os resultados da pesquisa quantitativa apontaram que algumas dimensões da estrutura organizacional influenciam dimensões específicas do ambiente interno de inovação. Pode-se destacar que o nível de comunicação influencia positivamente o suporte das lideranças e a percepção das pessoas de que os recursos utilizados no trabalho são suficientes. Verificou-se também que o nível de formalização e padronização influencia negativamente o encorajamento dos líderes à inovação e o nível de desafio no trabalho. Os resultados demonstraram ainda que quanto maior é a centralização e a dependência da hierarquia, maior é a pressão que as pessoas sentem no trabalho. Como principal implicação do estudo, conclui-se que o ambiente interno de inovação deve ser apoiado por estruturas organizacionais mais flexíveis: estruturas descentralizadas, que incentivem a autonomia e o empreendedorismo; estruturas informais, que favoreçam a liberdade das pessoas na condução de suas tarefas; estruturas integradas, que concedam um alto nível de fluidez na comunicação e na diversidade das equipes.
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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.
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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Chetty, Preven. "Engaging within zones of proximal development on Facebook : the case of using Facebook to support learning and mentoring on a NQF Level 5 environmental education, training and development practices learnership." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017335.
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This study focuses on two roll-outs of a, year-long National Qualification Framework (NQF) level 5, environmental education learnership in South Africa and attempts at enhancing collaborative learning at workplaces using a familiar social networking site called Facebook. This study uses the Facebook group sites created for the workplace course component of the course as one of the means of data collection. Additional interviews and focus groups with learners and administrators on both Environmental Education Training and Development Practices (EETDP) courses also informed the study. The study is located within the context of the rise of the information age, its effects on socio-ecological landscape at large and ways of using social networking sites in order to facilitate scaffolding and meaning making within zones of proximal development for environmental education learnerships. It also looks at the model of apprenticeship and workplace based learning as it is broadly located at the nexus of the SAQA-led academic inquiry into workplace based learning and professional development. It was found that the use of Facebook on the EETDP learnership allowed for collaborative learning to take place between peer to peer interactions as well as between tutors and learners. It was also noted that scaffolding processes requires both technical assistance and strong instructional input from course tutors. One of the most important findings in terms of collaborative learning and engaging within the Zone of Proximal Development (ZPD) was that learners were able to communicate more effectively and freely with both fellow learners and tutors on course after participating on the Facebook group sites. The study offers recommendations on how a social networking platform like Facebook can be utilised effectively for environmental education. The study recommends that scaffolding of workplace based tasks and concepts needs to be better integrated with the course and in both online and offline interactions between learners. It also illustrates how social networking sites can become powerful tools for creating meaning making when combined with course work.
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Jensen, Tobias. "HR-personals upplevda möjligheter att upprätthålla ett organisatoriskt- och socialt arbetsmiljöarbete vid hemarbete under covid-19-pandemin : En fenomenografisk intervjustudie." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36158.
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Problem: During the COVID -19 pandemic, employers were forced to offer telework in their organizations in order to reduce the spread of infection in society. The implementation of telework has been related to both possibilities and challenges for the organizational and socialwork environment. Among other things, telework may change employers’ conditions to fulfill their work environmental responsibilities. The human resource (HR) function has a delegated responsibility to support employers in maintaining a healthy work environment based on current laws and regulations. The Swedish work environmental legalization lacks practical clarity on how to maintain such healthy work environment during teleworking. There are no studies on the HR functions’ experiences of maintaining an organizational and social work environment during telework forced by the Covid-19 pandemic. Such knowledge may be of importance for future development of work environmental strategies for teleworking in organizations. Purpose of the study: To examine HR employees' experiences and perceptions of opportunities to maintain a good organizational and social work environment when employees have started working from home because of the covid-19 pandemic. Method: This is a qualitative study and data was collected through semi-structured interviews with five informants employed within HR. Interviews were recorded and transcribed. A phenomenographic qualitative analysis approach has been applied to analyze the interview transcripts. Result and conclusion: The HR have experienced a lack of routines and experience of teleworkers’ organizational and social work environment. HR competence and the use of ICT have facilitated HR's work during the covid-19 pandemicProblemformulering: Som en följd av covid-19-pandemin har arbetsgivare behövt erbjuda hemarbete för att minska smittspridningen i samhället. Forskning visar både för- och nackdelar med hemarbete ur ett arbetshälsoperspektiv. Arbetsgivarens arbetsmiljöansvar gäller även när arbete utförs på annan plats än inom arbetsplatsens fysiska verksamhet. I rådande arbetsmiljölagstiftning (SFS 2020:476) framgår inte explicit vilka åtgärder som bör vidtas för att förhindra ohälsa i den organisatoriska och sociala arbetsmiljön (OSA). HR-funktionen har en stor betydelse och tilldelat ansvar för att organisationen ska kunna upprätthålla en god organisatorisk och social arbetsmiljö, även när arbetstagare har behövt jobba hemifrån som följd av covid-19-pandemin. I samband med undersökning av tidigare studier identifierades ingen studie som behandlar HR-perspektivet, vilket kan tyda på att det finns en kunskapslucka som bör behandlas allt mer. Syfte: att undersöka HR-medarbetares upplevelser och uppfattningar om möjligheten att upprätthålla en god organisatorisk och social arbetsmiljö när medarbetare har börjat arbetar hemifrån som en följd av covid-19-pandemin. Metod: Detta är en kvalitativ studie och data samlades in genom semistrukturerade intervjuer med fem informanter anställda inom HR. Intervjuer spelades in och transkriberades. En fenomenografisk kvalitativ analysmetod har tillämpats för att analysera intervjuutskrifterna.Resultat och slutsats: HR har upplevt en begränsad möjlighet att upprätthålla en god OSA vid hemarbete. Arbetet för att hantera covid-19-pandemin har inneburit ett minskat fokus av OSA-arbetet. De hinder som HR-funktion har upplevt utgörs av en brist av rutiner och erfarenhet av OSA-arbete vid hemarbete i den omfattning som har varit, och avsaknad av en konkretisering i lag eller AFS gällande arbetsmiljöansvar vid hemarbete. HR-personalens kompetens och tillämpning av informations- och kommunikationsteknologin har möjliggjort för HR att kunna jobba med OSA:n vid hemarbete som följd av covid-19-pandemin.
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Peters, Dale A. "A PRACTICAL APPLICATION OF COGNITIVE WORK ANALYSIS: TRANSFORMING A STATIC REPORT INTO AN INTERACTIVE INTERFACE." Connect to this document online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1123192948.
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Thesis (M.A.)--Miami University, Dept. of Psychology, 2005.Title from first page of PDF document. Document formatted into pages; contains [1], iv, 41 p. : ill. Includes bibliographical references (p. 41).
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Bendroth, Philip, and Oskar Servenius. "Studenters upplevelse av social och organisatorisk arbetsmiljö : En enkätstudie om skillnader mellan individuella faktorer hos studenter på Jönköping University." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35473.
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Studiens syfte var att kartlägga skillnader mellan individuella faktorer och upplevelsen av social och organisatorisk arbetsmiljö hos studenterna på Jönköping University. Syftet var också att skapa en översikt och ett underlag för åtgärder åt uppdragsgivaren Studenthälsan. Den sociala och organisatoriska arbetsmiljön har i studien grundat sig på sex olika segment: krav, kontroll, socialt stöd, balans mellan studier och fritid, hälsa och välbefinnande samt kränkande beteende. Studien är kvantitativ och har grundat sig i en tvärsnittsdesign med en deduktiv ansats. En webbaserad enkät skickades i mars 2017 ut till de studenter på lärosätet som studerade minst 75 %, vilket genererade 1324 svar med en svarsfrekvens på 19,3 %. Data analyserades med hjälp av t-test med oberoende mätningar, oberoende envägs ANOVA och Kruskal Wallis ANOVA. Resultatet visade att framförallt kvinnor, äldre studenter, internationella studenter utanför utbytesprogram och inhemska studenter samt studenterna på Hälsohögskolan och den Tekniska högskolan upplevde den sociala och organisatoriska arbetsmiljön sämre än jämförelsegrupperna. Segmentet hälsa och välbefinnande visade upp lägst medelvärden av samtliga segment. Resultatet bekräftade befintlig teori med undantagen att äldre studenter upplevde den organisatoriska och sociala arbetsmiljön sämre samt att utbytesstudenter upplevde den bättre på lärosätet för aktuell studie. För vidare forskning föreslås kvalitativa studier som syftar till att identifiera orsakerna till de skillnader som uppvisade signifikanta värden.The study's purpose was to map differences between individual factors and the perception of the social and organizational work environment among students at Jönköping University. The social and organizational work environment in this study is based on six different segments: demands, control, social support, balance between studies and free time, health and wellbeing and offensive behavior. The study is quantitative and is based on a cross-sectional design with a deductive approach. In March 2017, an online survey was distributed to students with a study pace of 75 % or more at the university. The survey generated 1324 responses with at response rate of 19,3 %. The data were analyzed with Independent Sample t-test, Independent One Way ANOVA and Kruskal Wallis ANOVA. The results showed that particularly women, older students, international students who are not part of an exchange program, Swedish students and students from the Health and Technical Schools, perceived the social and organizational work environment more negatively than their comparison groups. The segment, health and wellbeing, showed the lowest mean score of all the segments. The study's results confirmed existing theories with the exceptions that the older students experienced the social and organizational work environment more negatively than the other students, and that the exchange students perceived it more positively. For further research the authors suggests qualitative studies to identify the causes of the differences that showed significant results.
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Ruggiere, Paul John. "Organizational Commitment in a Self-Managing Work Team Environment." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc501012/.
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This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed.
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Engstrand, Christine. "Har ni löst det? : En uppsats om hur pedagogers stress och kortsiktiga lösningar påverkar barnen och förskolans verksamhet." Thesis, Södertörns högskola, Lärarutbildningen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-37515.
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Denna uppsats handlar om hur pedagogers stress och kortsiktiga lösningar påverkar barnen och förskolans verksamhet. Genom att använda mig utav en hermeneutisk forskningsansats har jag försökt få en ny förståelse utifrån den förförståelse jag redan har. Framförallt har jag använt mig utav Hans- Georg Gadamers hermeneutik. Syftet med uppsatsen är att visa på hurpedagogers stress påverkar barnen på förskolan och verksamheten. Genom att visa hurskapas en förståelse över hur man kan arbeta annorlunda. Vad behöver man som pedagog bära med sig in i verksamheten? Min berättelse handlar om tre olika situationer där kortsiktiga lösningar och stress är en faktor. Den ena situationen är ett möte, den andra en vanlig dag på förskolan och den tredje handlar om kommunikation mellan kollegor och kommunikation mellan medarbetare och chef. Mina frågeställningar är: Hur påverkar pedagogers stress och kortsiktiga lösningar förskolans verksamhet? På vilket sätt påverkas barnen i förskolan utav pedagogers stress och kortsiktiga lösningar? Då människor reagerar olika på stress och olika stressorer så finns det inget mirakelmedel för att ”bota” situationerna. Jag har därför i min uppsats visat på vilka rättigheter man har som medarbetare och vilka skyldigheter arbetsgivaren har. Det jag kommit fram till är att pedagogers stress och kortsiktiga lösningar påverkar barn och verksamheten indirekt. Genom att andra faktorer såsom möten och personalbrist hindrar verksamheten så påverkas barnen indirekt. Detta genom att pedagogen är mindre närvarande och mer lättirriterad på grund av sociala och organisatoriska faktorer. Detta i sin tur påverkar barnen indirekt genom att pedagogen hindras från att göra ett tillfredsställande arbete.This essay is about how educators´ stress and short-term solutions affect the children and the preschool activities. By using a hermeneutic research approach, I have tried to get a new understanding based on the pre-understanding I already have. Most importantly, I have used Hans-Georg Gadamer's hermeneutic. The purpose of the paper is to show how preschool teachers´ stress affects the children in preschool and the function of preschool, by showing how to create an understanding of how to work differently. What do you need, as a preschool teacher, to bring into the preschool? My story is about three different situations where short-term solutions and stress are factors. One situation is a meeting, the other is a regular day at preschool and the third is about communication between colleagues and communication between coworkers and boss. My questions are: How do the educator´s stress and short-term solutions affect the preschool's activities? In what way are the children in the preschool affected by the educator´s stress and short-term solutions? As people react differently to stress and stressors, there is no miracle "cure" of the situations. In my essay, I have therefore discussed the rights of employees as well as the duties of the employer. What I have concluded is that preschool teachers´ stress and short-term solutions affect children and the preschool indirectly. Because other factors, such as meetings and staff shortages, hinder the activities, the children are indirectly affected. This is because the pedagogue is less present and more easily irritated due to social and organizational factors. This, in turn, affects the children indirectly by preventing the pedagogue from doing a satisfactory job.