Ledarskapsteori är ett viktigt ämne inom forskning, för att göra det möjligt att optimera prestation och trivsel hos medarbetare i organisationer. Det skapar även möjligheter för ledare att anpassa sig efter sina medarbetare och skapa trivsamma och produktiva arbetsplatser.   Denna studie undersöker sambandet mellan ålder och ledarskapspreferenser hos HR-anställda i Sverige. HR-anställda ansågs vara relevanta att studera då de har stor påverkan på hälsan hos alla anställda på en arbetsplats. Studien utfördes i form av en enkät som besvarades av 221 respondenter, där 21 frågor från instrumentet Multifactor Leadership Questionnaire, MLQ, besvarades. Frågorna mätte ledarstilarna Transformativt ledarskap, Transaktionellt ledarskap samt Laissez faire-ledarskap. Dessutom togs hänsyn till fyra olika generationsindelningar i studien; Baby Boomers, Generation X, Generation Y och Generation Z. Dessa representerar åldern på den arbetskraft som befinner sig på arbetsmarknaden idag.   Resultatet visade på ett negativt samband mellan ålder och preferens för transformativt ledarskap, vilket indikerar att yngre personer föredrar ledare som är mer transformativa i sitt ledarskap. Det fanns även samband mellan preferens för olika ledarstilar, vilket tyder på att en ökad preferens för en av ledarstilarna indikerar en högre preferens för ytterligare en ledarstil. Studien ställer sig kritisk till generationsindelningar, då det inte fanns några signifikanta skillnader mellan preferenserna hos individer från olika generationer. / Leadership theory is an important subject within research, to create information and knowledge of how leadership preferences can differ between individuals. It also creates an opportunity for leaders to adapt their leadership to different co-workers and create healthy workplaces.   The purpose of this study was to investigate the correlation between age and leadership preference in HR-employees in Sweden. HR-employees was considered to be relevant since they are accountable for the health of all employees at a workplace. A survey was conduced, where the 221 respondents answered 21 questions from the questionnaire Multifactor Leadership Questionnare, MLQ. The questions measured the leadership types Transformative leadership, Transactional leadership and Laissez-faire leadership. Four generations were also considered; Baby Boomers, Generation X, Generation Y and Generation Z, which represent the age of the workforce in Sweden at the time the study was conducted.   The study found a negative correlation between age and preference for Transformative leadership, which indicated that younger people prefer leaders who are transformative in their leadership. There were also correlations between preferences for different leadership types, where a higher preference for one leadership type also indicated a higher preference for another leadership type. The study is critical to dividing and judging people based on generation, since there were no differences between the preferences in individuals from different generations.

大多數的已開發國家都逐漸成為高齡化社會；同時，可以幫助高齡族群的科技發明變得越來越流行和重要。本研究提出一個以穿戴式裝置為基礎的服務系統，不只專注在健康，也重視正向情緒、投入程度、人際關係、人生意義和成就感（PERMA，幸福模型）。本系統的目標是透過以活動為基礎的介入，促進幸福價值；亦即透過整合服務系統內的所有資源以提供個人化的活動介入給戰後嬰兒潮族群，並整合子系統的最佳化機制以得到整體的價值最大化。 因為幸福被定義為一種多維度的觀念，為了衡量並評價幸福，我們使用一個以影子價格為基礎的計算矩陣來比較各個活動介入的價值。透過幸福價值最大化，本研究試著幫助戰後嬰兒潮族群成功的在地老化。本研究初探性的結果指出，此系統被證實是有效的，且活動介入有能力增加使用者感受的幸福價值，介入品質和高齡幸福評價被發現有高度關聯性。 / Most of the societies of developed countries are becoming “aging population society”. Technologies that help baby boomers stay healthy become more popular and essential. We propose a wearable-device-based service system that focused not only on vitality but also positive emotion, engagement, relationship, meaning and accomplishment (PERMA as well-being model). Since the system aims at improving well-being value through activity-based interventions, it is necessary to integrate all the resources within the service system and provide the most appropriate personalized interventions with most expected value to the baby boomers. The system generates those interventions through greedy approach, which means they are generated by local mechanism first and combine them to get the global optimality. In order to measure well-being, which is definitely a multi-dimensional concept, we use an evaluation matrix based on shadow price to compare the value between each intervention, i.e. activities. By the well-being valuation and maximization, we try to make the baby boomers live a successful aging. Our exploratory evaluations show that the system is justified to be effective and activity-based interventions are able to increase baby boomers’ perceived value. The correlation between intervention quality and senior well-being valuation is found along with other findings.

No description available.

The purpose of this quantitative study was to examine the perceptions of senior administrative and middle manager community college leaders regarding current succession planning and management practices occurring within their institutions. Three research questions guided this study: (1) Is the four succession planning and management components structurally related, (2) Is there a difference in how senior administrative and middle manager leaders evaluate succession planning and management components, and (3) Is there a difference between size and location of institution in regards to status of succession planning and management components? A suitable succession planning and management instrument was not found; therefore, the Wright-Coward Succession Planning and Management Survey (WCSPMS) instrument was developed. An exploratory factor analysis was used to address research question one and test the structural relationship of the common succession planning and management components of the survey. A second statistical procedure, multivariate analysis of variance, was used to analyze differences between the four dependent measures of succession planning and management and leadership level, and institutional factors. Findings from this study suggested (1) items on the WCSPMS instrument are correlated and three relatively independent succession planning and management factors are associated with the 20 underlying items, and (2) there is a statistical significant difference between leadership level in regards to perceptions of succession planning and management practices. Furthermore, this study indicated there is much work to be done by community college leaders in the area of succession planning and management. / text

Retiring baby boomers and the lack of interest and awareness among college students to enroll in an accredited Clinical Laboratory Science (CLS) program have created a shortage of CLS professionals in the 21st century. The U.S. Bureau of Labor Statistics predicts 18,000 CLS vacancies by 2018. However, only about 5,000 students graduate from accredited CLS programs each year. The purpose of this study was to explore students' perceptions of allied health professions and factors that influenced students and CLS professionals to select CLS as a profession. Bandura's social cognitive career theory served as the theoretical framework for this phenomenological study. Convenient purposeful sampling was used to select the 7 CLS professionals, 5 high school students, and 5 college students in the Chicago area. Participants took part in either a 30- to 60-minute group session or a 45- to 90-minute semi structured interview. Qualitative analysis included open axial coding to identify emerging patterns and themes from the transcripts. Findings revealed that the perceptions of both high school and college students' knew little about the CLS profession, and factors influencing CLS as a career choice included interests in science, health care, and family. CLS professionals indicated their interests in science and a high demand for CLS services in the workforce led them to pursue careers in the field. Implications for social change include improving professional-development programs for student awareness of allied health professions and mitigating the shortage of clinical laboratory scientists.

No description available.

No description available.

No description available.

Cette thèse de sociologie qualitative porte sur les pratiques et les significations des aménagements de l’habitat chez des couples d’individus nouvellement retraités et issus du « Baby-Boom ». Elle rend compte des dynamiques - socio-historiques, identitaires et corporelles, relationnelles et de mode de vie - qui modèlent l’expérience du « vieillir » et de l’ « habiter » de ces individus, et ce, dans une double temporalité : dans le temps présent, à travers les aménagements réalisés et/ou projetés à court terme ; dans l’avenir, à travers les aménagements réalisés par anticipation des risques liés à la vieillesse et/ou projetés à long terme. Les résultats de cette thèse montrent, d’une part, que les aménagements de l’habitat et leurs pratiques afférentes constituent les « supports » d’une transition dans le parcours de vie, pour des « êtres vieillissants sans être vieux » qui arrivent à la retraite et en même temps, au dernier tiers de leur vie. Dans le même mouvement, ils montrent comment les liens et les activités diverses de « pivots générationnels » nouvellement retraités façonnent leur habitat et leur façon d’habiter en début de retraite. D’autre part, les résultats de cette thèse donnent à voir une approche « endogène » de l’adaptation de l’habitat, à l’heure où cette question constitue un enjeu essentiel pour les pouvoirs publics et pour les individus. Cette recherche montre sur ce point comment des Baby-Boomers font preuve, via l’aménagement de leur habitat, d’un empowerment notable au sujet de leur vieillissement présent et à venir, afin de vivre et de vieillir « bien » et si possible, chez eux. Les résultats exposés donnent aussi à penser le potentiel du « confort » pour accompagner les individus issus des générations du Baby-Boom dans la prévention des risques de l’avenir et la préparation de leur vieux jours. En même temps, cette recherche invite à réfléchir à certains freins liés aujourd’hui (encore) à ces questions, tels qu’un imaginaire de la vieillesse profondément négatif, que certaines images et messages véhiculés continuent de nourrir. / This thesis of qualitative sociology is about practices and meanings of home’s adaptations made by newly retired couples of Baby Boomers. It reports various dynamics – sociological, historical, physical or of identity, relationship and lifestyle - that shape the experience of "ageing" and the "housing" of these individuals, and this in two different time frames : in the present, through realized and /or short-term planned developments; in the future, through the developments made by anticipation of risks linked to the ageing and/or long-term projection. The results of this thesis show, first of all, that the adaptation of housing and related practices constitute some "supports" for this transition in the life course, and for "ageing but not old yet” people coming to retirement and entering the “last third of their life”. In the same time, they show how the relationships and the various activities of newly retired "generational pillars" shape their habitat and way of living in the early retirement period. On the other hand, the results of this thesis give to see an "endogenous" approach to adaptation of housing, at a time when this issue is a major challenge for governments and individuals. Regarding this point of view, this research demonstrates how Baby Boomers show, through the development of their habitat, a significant empowerment about their present and future ageing in order to live and age "good" and if possible, at home. The exposed results also suggest the potential of "comfort" in order to help Baby Boomers in the process of risk’s prevention, for the future and the preparation of their old years. At the same time, this research encourages to think about the obstacles that still exist on these questions, such as the deep negative perception of aging, that certain popular images and messages continue to feed.

This thesis aimed to investigate generational differences in the frequency and importance of meaningful work in employees based on the 7 facets of the Map of Meaning. Hypotheses were tested through Analysis of Variance of secondary data. 395 participants self-reported levels of meaningful work on the Comprehensive Meaningful Work Scale. Results indicated that Generation Y had significantly lower levels of meaningful work. Generation Y had significantly lower levels of Unity (importance), Serving (frequency and importance), Expressing full potential (frequency), Reality (frequency and importance) and Inspiration (frequency). Significant differences occurred mainly between Generation Y and Baby boomers, with some significant differences between Generation Y and Generation X and no significant differences between Generation X and Baby boomers. Results showed that overall frequency and importance levels were significantly lower for Generation Y. Overall frequency levels were lower than overall importance levels, which suggests that employees’ desire for meaningful work may not be satisfied. In light of this evidence, it is suggested that to improve organisational outcomes such as engagement, retention and performance, managers should provide opportunities for employees to engage in meaningful work with particular focus on Generation Y. Employees themselves should take responsibility to find meaning in their own work and life because engagement in meaningful activities can lead to satisfaction, belonging, fulfilment and a better understanding of one’s purpose in life.