Majoriteten av militärrelaterade studier fokuserar främst på ledarperspektivet relaterat till deras underordnade; mindre om den vardagliga militärrelaterade påverkan på de underordnade soldaternas välbefinnande. Denna kvalitativa tematiska analys syftade till att identifiera och lyfta fram den subjektiva upplevelsen ur soldatens perspektiv. Artiklar och litteratur från databaser har använts för att undersöka tidigare resultat och relevanta studier, som kan vara till hjälp för att förstå de faktorer som kan påverka soldaternas välbefinnande. Studien genomfördes digitalt genom semistrukturerade intervjuer där tio soldater deltog i samtal om ca 60 minuter gällande ledarskap, välbefinnande och stress inom det militära. Det enda kriteriet för deltagande i studien var att soldaterna för närvarande var anställda av den svenska militären. Resultaten av studien visade att militärledare har ett inflytande på soldaternas välbefinnande och förmåga att hantera stress. När soldaterna inte kunde få stöd från sina ledare, fann studien att de sociala resurserna var av stor vikt för att upprätthålla ett subjektivt bra välbefinnande. / The majority of military-related studies focuses primarily on the leaders perspective related to the their subordinates; less about the everyday military-related effects on the subordinated soldiers wellbeing. This qualitative thematic analysis aimed to identify and highlight the subjective experiences from the soldiers perspective. Articles and literature from databases were used to study earlier findings and relevant theories that could be of help to grasp a greater understanding of factors that could effect the soldiers well-being. The study was conducted digitally through semi-structured interviews with ten soldiers for 60 minutes each. The only criteria for participation in the study was that the soldiers were currently employed by the Swedish Military. The findings of the study showed that leaders in the military have an influence on the soldiers well-being and capability to cope with stress. When the soldiers were not able to get the support from their leaders, the study found that the social resources were a close second to maintain a good subjective wellbeing.

Den här studien analyserar ledarens förändrade ledarskap när de leder via distansarbete till hybridarbete. Syftet är att se hur ledaren arbetar med relationen sett till ansvar, förtroende och stöd på olika sätt i den fysiska världen gentemot den digitala världen. Analysen tar hänsyn till begreppen ansvar, förtroende, stöd, distansledarskap och hybridledarskap för att undersöka om ledarna har en god relation med sina medarbetare vid distansledarskap kontra hybridledarskap. Studiens metod tillämpar en kvalitativ innehållsanalys av intervjuer med sex respondenter som innehar en ledande arbetsroll inom olika organisationer i den privata och offentliga sektorn. Utifrån resultaten finner författarna att samtliga respondenternas ledarskap skiljer sig när de befinner sig vid de olika arbetsförhållandena. Ledarens arbete med ansvar blir bättre vid distansledarskapet medan förtroende och stödet blir bättre vid hybridledarskapet. Ytterligare så identifieras vikten av de fysiska mötena i deras svar som i allmänhet överensstämmer med de sociala behoven som människan besitter. Studiens slutsatser visar att ledaren förändrar sin planering vid de olika ledarskapen. Distansledarskapet innebär högre planering för att underhålla relationen med medarbetaren medan hybridledarskapet får in detta mer spontant i arbetsvardagen. Slutligen föreslås fortsatt forskning kring ämnet för att se hur det resultat som finnes påverkar organisationers effektivitet. Närmare undersöka om ansvarsfördelningen som är större vid distansarbete påverkar mer positivt än det förtroende och stöd som ledaren bättre kan bidra med vid hybridarbete. / This study analyzes the leader's changed leadership when they lead via remote-work versus when the lead via hybrid-work. The purpose is to see how the leader works with the relationship between leader and employee in terms of responsibility, trust and support in different ways in the physical world versus the digital world. The analysis is taking the concepts of responsibility, trust, support, distance leadership and hybrid leadership into consideration while estimating if the leader has a solid outcome with their employees in the physical world versus the digital world. The method that the study applies is a qualitative content analysis of interviews with six respondents that work as leaders in different organizations in the private and public sector. Based on the results the authors find that the respondents leadership differs when they're at the different working conditions. The leaders' work according to responsibility gets better while using remote-leadership, while the leaders' trust and support against the employees gets better while using the hybrid-leadership.Furthermore, the importance of the physical encounters is identified in their responses which are generally consistent with the social needs that humans possess. The study's conclusions show that the leader changes his planning during the different leadership positions. Remote-leadership involves more planning to maintain the relationship with the employee, while this gets more spontaneously into the working routine while using hybrid-leadership. Finally, further research on the subject is suggested, that is to see how the result which has been found, affects the effectiveness of the organizations. To more closely investigate whether the distribution of responsibility, which is greater in remote-work, has a more positive effect than the trust and support that the leader better can contribute with hybrid-work.

[pt] Diante de tantas mudanças inesperadas no cenário global, as maiores implicações são em pessoas e nas organizações. Isso porque é cada vez maior a imposição de antecipar os problemas e reagir às transformações. Devido a este novo contexto em que as organizações estão inseridas, se faz necessário que líderes se aproximem cada vez mais dos liderados, para que seja possível responder à intempérie de maneira proativa, levando em conta as diferenças individuais, diversidade de pensamentos, maneira como os significados são atribuídos e formas de lidar com o novo. Frente a esses desafios, este estudo se propõe a verificar a relação entre as virtudes do líder e a relação líder-liderado associadas a proatividade. O presente estudo foi realizado através de pesquisa quantitativa, baseada em um questionário respondido por 82 profissionais, entre líderes e liderados de uma indústria convertedora de papel localizada no estado do Rio de Janeiro. Os achados sugerem que as virtudes do líder estão positivamente relacionadas a relação líder-liderado, com destaque para a coragem e a justiça, e que afeta positivamente a proatividade dos colaboradores. O estudo aplicou ainda como variável de controle o capital psicológico dos participantes, fator com alto impacto nas relações estudadas nesta dissertação. / [en] Faced with so many unexpected changes in the global scenario, the biggest implications are for people and organizations. This is because the imposition of anticipating problems and reacting to changes is increasing. Due to this new context in which organizations are inserted, it is necessary for leaders to get closer and closer to those They followers, so that it is possible to respond to the elements in proactive way, taking into account indivisual diferences, diversity of thoughts, the way in which meanings are assigned and ways of dealing with the new. Faced with these challanges, this study aims to verify how the leader s virtues and the LMX relationship are associated with proactivity. The presente study was carried out thought quatitative research, based on a questionnaire ansewered by 82 professionals from a paper converting industry located in the state of Rio de Janeiro – Brasil. The findings suggest that the leader s virtues are positively related to the LMX relationship, with emphasis on courage and justice, and that it positively affects the employees proactivity. The study also applied the participants psychological capital as a control variable, a fator with a high impact on the relationship studied in this dissetation.

Motivation är ett komplext fenomen där det är olika faktorer som spelar roll från individ till individ. Förändringar är en stor del i människor vardag och storleken på den organisatoriska förändringen påverkar hur lätt eller svårt det är att motivera till dem. Då människor reagerar olika behöver en förändringsledning anpassa sig utifrån individer då motivationen är en viktig faktor för ett lyckatförändringsarbete. Denna studie avser att undersöka faktorer som bidrar till en ökad motivation utifrån både ett ledar- och medarbetar- perspektiv. Sex kvalitativa intervjuer har genomförts inom två företag med uppdelningen av två ledare från ena företaget samt två ledare och två medarbetare från det andra företaget. Resultatet påvisar transparens, tydlighet och delaktighet är viktiga aspekter för att skapa motivation inför större förändringsarbeten. Relationen mellan ledning och medarbetare står sedan i fokus inom diskussionen som grundar sig i ledarskapsteorin Leader-Member Exchange Theory. / <p>PE207G. Examinationsdatum: 2023-08-17.</p>

Bygg- och anläggningsbranschen innebär en temporär arbetsmiljö där det krävs god kommunikation, förståelse och samordning för att minska säkerhetsrisker. Eftersom det saknas forskning om relationer inom branschen var syftet med studien att, utifrån ett medarbetarperspektiv och med utgångspunkt i LMX-teorin, undersöka vilka faktorer som har betydelse för relationen mellan ledare och medarbetare inom bygg- och anläggningsbranschen. Till intervjustudien medverkade 10 deltagare som arbetade inom olika yrkeskategorier. Den tematiska analysen resulterade i 7 faktorer som främjar samt hindrar utbytesrelationer: ledarens medmänsklighet för medarbetare, ledarens erfarenhet inom branschen, rättvis fördelning av resurser, att tillhöra en ingrupp som stärker företaget, bristfällig kommunikation, fysiskt och psykologiskt avstånd, samt skilda målsättningar. Resultatet visade att främjande faktorer skapade tillit, förtroende och förståelse för varandra, vilket ledde till ett bättre samarbete där medarbetarna ville agera för att gynna företaget. De hindrande faktorerna skapade osäkerhet kring förväntningarna på deras arbetsuppgifter och relation samt kunde försvåra deras samspel.

Notre recherche a pour objectif général de proposer l’adaptation du concept de la relation d’échange superviseur-subordonné (leader-member exchange ou LMX) à la nouvelle réalité du travail à distance. Il s’agit d’étudier la relation d’échange qui se développe entre le superviseur et le subordonné travaillant à distance. Plus précisément, nous visons à définir et à développer une échelle de mesure valide et fiable du concept du LMX à distance. Jusqu’à présent, aucune définition de cette relation d’échange superviseur-subordonné n'a été proposée et aucune échelle de mesure n'a été développée. Dans l’étude que nous proposons, la notion de la distance n’est pas considérée comme un élément contextuel, mais plutôt un élément indissociable du concept lui-même, contrairement à certaines études qui ont examiné la distance comme modérateur de la relation entre le LMX et ses résultantes (Bligh et Riggio, 2012; Brunelle, 2013). À cet effet, cette étude constitue la première sur le sujet. Étant donné l'importance du LMX à distance pour les travailleurs à distance et dont le nombre atteindrait plus de 50 % d’ici 2020 (ITIF, CAS et CoreNet Global), il est primordial de comprendre et d'analyser la relation d’échange superviseur-subordonné à distance afin de mieux comprendre sa nature et son processus de développement, ce qui permettra aux parties de la dyade superviseur-subordonné de mieux s’adapter à cette nouvelle réalité de travail et de développer des relations d’échanges de qualité. Cette recherche aidera les superviseurs travaillant à distance à mieux gérer leur potentiel humain. Pour cerner ce sujet de recherche, nous avons fait une revue approfondie de la littérature traitant du LMX traditionnel et de la notion de distance, et ce, afin de pouvoir proposer une définition du concept du LMX à distance. En outre, nous avons fait appel aux recommandations de la littérature portant sur la psychométrie et nous avons réalisé une étude exploratoire de nature qualitative pour développer son échelle de mesure. Nous avons donc effectué des entrevues individuelles semi-dirigées auprès de trente professeurs d’une université canadienne. Ces entrevues ont été analysées avec le logiciel qualitatif spécialisé Nvivo et ont permis de présenter une première échelle de mesure du LMX à distance composée de sept dimensions et de 27 indicateurs. En somme, nous avons tenu à acquérir une meilleure compréhension de ce phénomène qui est très répandu dans les organisations modernes et à offrir une plateforme théorique et pratique que les chercheurs pourront utiliser pour enrichir leurs connaissances sur le concept du LMX à distance. Enfin, notre étude permettra aux superviseurs et aux subordonnés de comprendre l'importance de développer et de maintenir des relations de qualité conduisant à des résultats organisationnels et personnels positifs. / In this research, we define the concept of distance leader-member exchange (distance LMX) and present a valid and reliable scale to measure it. We argue that the notion of distance is not a contextual element but is instead an integral component of the concept, unlike studies that have examined only the impact of distance in LMX relationships (Bligh and Riggio, 2012; Brunelle, 2013). Therefore we believe that our study is original and groundbreaking in the human resource management field. This measurement tool will allow the dyad parties to better adapt to this new working reality and will motivate them to collaborate and develop high-quality relationships. Our study thus offers an interesting contribution to help companies manage their employees and improve performance in cases of remote working. A review of the literature regarding traditional LMX and distance concepts was carried out to provide an accurate definition of the concept of distance LMX. We relied on the psychometric literature to build a measurement scale for this concept. This scale is the result of a qualitative exploratory study conducted among thirty Canadian university professors. For the data analysis we used Nvivo software to analyze the interviews. We present an initial measurement scale for distance LMX composed of 7 dimensions and 27 indicators. To summarize, we propose an approach to better understand the increasingly widespread remote-working phenomenon, and provide a theoretical and practical platform to help researchers better grasp this concept. Our study will surely help supervisors and subordinates understand the importance of developing and maintaining good relationships that will generate positive organizational and personal results.

Abstract It is widely acknowledged that employees with positive attitudes towards their leaders and working environment can contribute to significant organizational outcomes; which can include customer satisfaction, loyalty, and increased profits. Employee’s service-oriented behaviour has been extensively proposed in literature as the result of a multiple set of organizational variables. However, limited empirical research has explored the links between the behaviour and attitudes of front line employees that lead to constructive service. Based on a sample of 4,220 employees from a well-known Canadian charter bank, this study empirically examined the relationships between rewards and recognition, perceived organizational support (POS), and leader-member exchange (LMX) and its effect on employee’s service oriented organizational citizenship behaviours (COBs). In addition, a theoretical analysis of the relationship between service oriented behaviour, customer satisfaction, and increased company performance explains the importance of empirically investigating the observed relationships. The results provided support for the claim that perceived organizational support and leader-member exchange mediate the relationship between rewards and recognition and service-oriented organizational citizenship behaviours (service COB, loyalty COB, and participation COB) when different sources of rewards and recognition are in effect (e.g.., from manger, non-manager, and understanding of system). This study is relevant to the management of service industries that depend on front-line employees to deliver quality service, and to clarify the environmental and situational aspects that influence employee’s service behaviours. These factors are crucial in face-to-face interactions which can result in business profit or loses.

Anställdas produktivitet har överraskande visat sig öka under tidigare nedläggningar. Detta uppmärksammade fenomen benämns nedläggningseffekten och förklaras bland annat av anställdas ökade autonomi och utrymme för innovativa förmågor under nedläggningsperioden. Relationer mellan ledare och underanställda är enligt LMX-teorin av olika kvalitét vilket kan förklara anställdas engagemang, ett engagemang som även kan förklaras av anställdas individuella differenser. Syftet med studien är att undersöka ledarskapets och personlighetsvariabeln work locus of control betydelse för anställdas målengagemang under en nedläggningsperiod. En enkätundersökning för 275 medarbetare utfördes 2006 på ett tillverkningsföretag. Resultatet från en regressionsanalys visar att ledarskapet spelar en mindre betydande roll för målengagemanget under nedläggningen än medarbetarnas personlighet. Förklaringar till målengagemanget under nedläggningen kan utifrån LMX-teorin tolkas som ett resultat av de högkvalitativa relationer som anställda med intern locus of control tenderar att skapa. Studiens begränsning är att den enbart fokuserar på ledarskapets och personlighetens betydelse för målengagemanget. Andra komponenter av målengagemang bör därför studeras i anslutning till nedläggning.

Abstract It is widely acknowledged that employees with positive attitudes towards their leaders and working environment can contribute to significant organizational outcomes; which can include customer satisfaction, loyalty, and increased profits. Employee’s service-oriented behaviour has been extensively proposed in literature as the result of a multiple set of organizational variables. However, limited empirical research has explored the links between the behaviour and attitudes of front line employees that lead to constructive service. Based on a sample of 4,220 employees from a well-known Canadian charter bank, this study empirically examined the relationships between rewards and recognition, perceived organizational support (POS), and leader-member exchange (LMX) and its effect on employee’s service oriented organizational citizenship behaviours (COBs). In addition, a theoretical analysis of the relationship between service oriented behaviour, customer satisfaction, and increased company performance explains the importance of empirically investigating the observed relationships. The results provided support for the claim that perceived organizational support and leader-member exchange mediate the relationship between rewards and recognition and service-oriented organizational citizenship behaviours (service COB, loyalty COB, and participation COB) when different sources of rewards and recognition are in effect (e.g.., from manger, non-manager, and understanding of system). This study is relevant to the management of service industries that depend on front-line employees to deliver quality service, and to clarify the environmental and situational aspects that influence employee’s service behaviours. These factors are crucial in face-to-face interactions which can result in business profit or loses.

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.