<p>Social housing residents’ lived experiences and understandings of their neighbourhood and home are key factors influencing their health and wellbeing, but remain under-examined in the urban redevelopment literature. This thesis investigates the ways in which people living in Toronto’s Regent Park, Canada’s oldest and largest social housing development undergoing “neighbourhood revitalization,” experience their community and respond to neighbourhood stigma. Drawing on Lamont’s (2009) destigmatization practices concept, the aim of this study was to understand “neighbourhood revitalization” as a place destigmatization strategy that may influence the ways in which residents engage in personal destigmatization practices as well as affect their perceived health and wellbeing. Semi-structured interviews were carried out with 15 Regent Park residents and NVivo 9 software was used for data analysis. Findings show that participants utilize various counter-narratives as destigmatization practices that challenge dominant narratives and stereotypical representations of their neighbourhood. However, since re-housing in revitalized buildings, participants’ narratives describing their neighbourhood have changed and may further stigmatize some Regent Park residents. Counter-narratives may be implicitly linked to resiliency and wellbeing, while place destigmatization through revitalization was strongly associated to residents’ perceived improvements in health and wellbeing. The findings of this thesis may contribute to the developing literature on the impacts of urban redevelopment on residents’ health and wellbeing.</p> / Master of Arts (MA)

Bakgrund: Det är tidigare känt att fysisk aktivitet kan ha en positiv påverkan på hälsan. När det kommer till psykiskt välbefinnande däremot, finns inte så mycket forskning. Vid flera svenska undersökningar uppger många ungdomar ett lågt psykiskt välbefinnande och en låg mängd fysisk aktivitet. Samtidigt spenderar ungdomar en stor del av sin vakna tid stillasittandes.  Syfte: Syftet med studien var att undersöka sambandet mellan mängd fysisk aktivitet och psykiskt välbefinnande, samt mängd stillasittande beteende och psykiskt välbefinnande hos myndiga elever på gymnasiet. Vidare var syftet att ta reda på om det fanns skillnader mellan tjejer och killar gällande fysisk aktivitet och psykiskt välbefinnande.   Metod: En enkät med frågor gällande fysisk aktivitet (Ipaq-SF), psykiskt välbefinnande (WHO-5) och stillasittande beteende (SED-GIH) skickades ut till samtliga gymnasieskolor och ett gymnasieboende i Uppsala kommun. Inklusionskriterierna var myndiga gymnasieelever som identifierade sig som tjej eller kille. Resultatsammanfattning: Fem skolor och ett gymnasieboende distribuerade enkäten. Femtioåtta svar användes i studien (48% tjejer och 52% killar). Sambandet mellan fysisk aktivitet och psykiskt välbefinnande var svagt (r = 0.314). Sambandet mellan psykiskt välbefinnande och stillasittande var mycket svagt (r = -0.121). Inga signifikanta skillnader mellan könen kunde ses i aktivitetsnivå (p=0.084) eller välbefinnande (p=0.130). Slutsats: Studiens resultat indikerar att högre fysisk aktivitet och mindre stillasittande beteende har samband med högre psykiskt välbefinnande hos ungdomar. Inga skillnader mellan könen fanns. Mer forskning kring ämnet behövs för att kunna dra slutsatser. / Background: It is known that physical activity has a positive effect on health. However, when it comes to psychological wellbeing, the research is inadequate. Multiple Swedish surveys report low psychological wellbeing and levels of physical activity in adolescents. Simultaneously, do adolescents spend a large portion of the day sedentarily.  Objective: The aim of the study was to examine the correlation between physical activity and psychological wellbeing, as well as the correlation between sedentary behaviour and psychological wellbeing, among gymnasium students over the age of 18. As well as the difference between the genders in terms of physical activity and psychological wellbeing.  Method: A questionnaire about physical activity (Ipaq-SF), psychological well-being (WHO-5) and sedentary behaviour (SED-GIH) was distributed to all gymnasiums and one gymnasium dormitory in Uppsala municipality. The inclusion criteria were gymnasium students over the age of 18 who identified as a girl or boy.  Results: Fifty-eight respondents (48% girls and 52% boys) from five gymnasiums and one dormitory were included. The correlation between physical activity and psychological wellbeing was weak (r = 0.314). The correlation between psychological wellbeing and sedentary behaviour was very weak (r = -0.121). No significant differences between the genders were detected in activity level (p=0.084) or wellbeing (p=0.130).  Conclusion: The result in the study indicates that higher physical activity and less sedentary behaviour have correlations with higher psychological wellbeing in adolescents. No differences between the genders were detected. More research about the subject is needed to draw conclusions.

The implications of extensive organizational turnover and the subsequent challenge of retaining child welfare social workers have been highlighted as problematic in Sweden. For that reason, child welfare social workers experiences of organizational turnover in their work life and subsequent intentions to remain in or leave the job are explored. This dissertation comprises of qualitative semi-structured interviews with eight (8) child welfare social workers working in different municipalities across Sweden. Collegial social support, making a difference in children’s lives, regular supervision, salary and several organizational incentives such as flexitime, wellness allowance implemented by the organization appeared as factors for child welfare social workers’intention to stay. Discernment of irregular supervision, not being able to make a difference; as a result of the crisis nature of the job, lack of time caused by high caseload, access to crucial resources and management prioritizing financial gain rather than children’s needs, physical (e.g., high blood pressure) and emotional health (e.g.,emotional exhaustion), and lack of salary proportional to their task are factors for their intention to leave. Negative impacts on novice practitioners (e.g., lack of proper induction), caseload size impacting investigation processing time frame negatively, diminished quality (e.g., mismatched interventions), and being directly or indirectly coerced to take cases were perceived as implications of extensive organizationalturnover.

[pt] Segundo o modelo de Demandas e Recursos, as demandas do ambiente de trabalho estão associadas a aspectos negativos do bem-estar relacionado ao trabalho, como a adição ao trabalho, e os recursos têm relação positiva com aspectos positivos. A interface família-trabalho pode impactar bem-estar relacionado ao trabalho, seja gerando novas demandas ou sendo uma fonte de recursos, por meio de estratégias de coping provenientes das relações interpessoais. O objetivo deste estudo foi ampliar evidências do modelo estendido de demandas e recursos do trabalho (JD-R) que considera as interações com outras áreas da vida nos desfechos do bem-estar relacionado ao trabalho. Dentro da interface família-trabalho, as estratégias de enfrentamento da díade romântica foram elencadas como foco dessa investigação (coping diádico – CD). Investigou-se as relações entre variáveis do relacionamento amoroso (CD e satisfação com o relacionamento) e variáveis organizacionais, como as características do ambiente organizacional e os desfechos do bem-estar relacionado ao trabalho - engajamento e satisfação com o trabalho. Participaram da pesquisa 226 adultos brasileiros em relacionamentos amorosos e com atividades profissionais, que responderam a um questionário online contendo perguntas sociodemográficas e instrumentos de medição das variáveis investigadas. Os resultados mostraram relações significativas entre o engajamento no trabalho, algumas caraterísticas organizacionais e CD. Além disso, a interação entre a dimensão Mudanças dos recursos do trabalho e o CD apresentou efeito significativo. Assim, discute-se a importância da busca amplificada por estratégias de enfrentamento para além da área de origem da demanda/estressor, considerando a complexidade das inúmeras interações humanas. / [en] According to the Job Demands-Resources (JD-R) model, workplace demands are associated with negative aspects of work-related well-being, such as work addiction, while resources are positively related to positive aspects. The family-work interface can impact work-related well-being by either generating new demands or serving as a source of resources through coping strategies derived from interpersonal relationships. The objective of this study was to extend the evidence of the expanded JD-R model, which considers interactions with other areas of life in work-related well-being outcomes. Within the family-work interface, the coping strategies of the romantic dyad were highlighted as the focus of this investigation (dyadic coping – DC).The study examined the relationships between romantic relationship variables (DC and relationship satisfaction) and organizational variables, such as organizational environment characteristics and work-related well-being outcomes—namely, work engagement and job satisfaction. A total of 226 Brazilian adults in romantic relationships and engaged in professional activities responded to an online questionnaire, which included sociodemographic questions and instruments measuring the investigated variables. The results indicated significant relationships between work engagement, certain organizational characteristics, and DC. Additionally, the interaction between the dimension of Change in job resources and DC exhibited a significant effect. Thus, this study underscores the importance of seeking enhanced coping strategies beyond the area of origin of the demand/stressor, considering the complexity of numerous human interactions.

The objective of this study was to: (1) assess the overall wellness climate profile of a sample of higher education call centre employees for national benchmarking purposes; (2) explore the relationship between the participants‟ sense of coherence, affective wellbeing and burnout; and (3) determine how the participants differ regarding these variables in terms of socio-demographic contextual factors such as gender, race, age, and marital status. The South African Employee Health and Wellness Survey was used as a measuring instrument. Compared to the national norm, the results indicated a risky wellness climate reflecting a burnout propensity, lower morale (affective wellbeing) and lower resilience (sense of coherence). Significant relations existed between the participants‟ sense of coherence, affective wellbeing and burnout levels. Significant differences regarding these variables were also detected between males and females and the various marital status groups regarding the participants‟ sense of coherence, affective wellbeing and burnout. The findings of this study contributed new knowledge that may be used to inform employee wellness programmes within a higher education call centre environment. The study concluded with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

The objective of this study was to: (1) assess the overall wellness climate profile of a sample of higher education call centre employees for national benchmarking purposes; (2) explore the relationship between the participants‟ sense of coherence, affective wellbeing and burnout; and (3) determine how the participants differ regarding these variables in terms of socio-demographic contextual factors such as gender, race, age, and marital status. The South African Employee Health and Wellness Survey was used as a measuring instrument. Compared to the national norm, the results indicated a risky wellness climate reflecting a burnout propensity, lower morale (affective wellbeing) and lower resilience (sense of coherence). Significant relations existed between the participants‟ sense of coherence, affective wellbeing and burnout levels. Significant differences regarding these variables were also detected between males and females and the various marital status groups regarding the participants‟ sense of coherence, affective wellbeing and burnout. The findings of this study contributed new knowledge that may be used to inform employee wellness programmes within a higher education call centre environment. The study concluded with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

The purpose of this hermeneutic phenomenology study was to explore and describe the meaning employees attribute to the lived experiences of returning to work after cancer treatment. Semi-structured interviews were held with eight participants and a thematic data analysis method was used. The results indicate that cancer survivors experience various challenges that make it difficult to function as they did before the diagnosis when they return to work. A critical hermeneutical reflection against the literature followed the structural analysis and resulted in a contextual framework that incorporated the individual and organisational perspective on the various influences involved in supporting cancer survivors to maintain their wellbeing when they return to work. Four phases, repression, comprehension, activation and reintegration, were identified when they tried to cope/adjust on their return to work. The corresponding forms of organisational support they expected through these phases were labelled motivation, information, navigation and stabilisation. / Industrial and Organisational Psychology / M. Com.

Det här arbetet fokuserar på hur befintliga parker i centrala Gävle skulle kunna fylla en större funktion gällande gynnandet av humlor och annan biologisk mångfald och hur dessa parker skulle kunna omdesignas. Mina frågeställningar berör: befintliga parkers avsaknad av föda åt humlor, bristande möjligheter för dem att finna bo – och övervintringsplatser samt förslag på åtgärder för att motverka dessa problem. Resultatet av denna studie visar att parker kan fylla en större funktion gällande att gynna den biologiska mångfalden i urbana miljöer. Om inte bo– och övervintringsplatser och föda blir lätt åtkomligta för våra humlor riskerar vi att de minskar ännu mer i antal, och detta skulle kunna vara förödande för oss människor eftersom vi är helt beroende av dessa viktiga pollinatörer. Men med rätt kunskap och information till allmänhet och parkförvaltare går det att hjälpa humlor att skapa miljöer som hjälper humlor att kunna leva i urbana miljöer. Om vi med enkla medel inkluderar biologisk mångfald i stadens parker skulle vi kunna skapa gröna oaser där människor, djur och insekter kan trivas sida vid sida och även tillföra glädje för varandra. / This study is dealing with how existing parks in urban areas can fill a bigger role for bumblebees then they are today. My questions concern: lack of food for bumblebees in parks, lack of opportunities to find places to live and to hibernate and actions how to mitigate this. The results of this study show that existing parks can have a bigger positive impact on the biodiversity in urban areas. If bumblebees can’t find places to live or hibernate or find food, the risk is then that their populations will continue to decline which will have a strongly negative effect on us humans because we are depending on pollinators. With the right knowledge and measures we can make it easier for bumblebees to live in urban areas. To facilitate for biodiversity in the planning of parks means that we will create oases which both humans, birds and insects can benefit from.

The Fast Moving Consumable Goods industry is characterized by competitiveness, on going change and high turnover. To stay competitive, retain talent and keep up with these fast paced systems, organisations have to capitalise on the potential of their workforce to outperform the rest. Giving the increasing demand on both employer and employee regarding innovation, creativity and shared knowledge, increased importance of employee well-being being viewed as sources of “prosperity” for organisations, are critical. Organisations must find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing relates to individuals’ evaluation of their functioning on a public and social level. Individuals spend a large part of their adult life at work in organisational environments that are dynamic and ever-changing. The domain of work is a critical part of existence and plays a dynamic role in the development, expression and maintenance of well-being. Globally the workplace is recognised as a key setting for focusing on improving the well-being of employees due to its compelling impact on a variety of organisational outcomes. Flourishing is thus not only relevant in everyday life, but also occurs in the work and organisational environment. Limited studies regarding flourishing in work and organisational contexts exist and central to studying, understanding, and explaining flourishing at work, are valid and reliable instruments. The aim of this study was to develop and validate a multidimensional scale that measures work flourishing. Furthermore, to investigate the impact of various factors in the work and organisational environment on flourishing in the FMCG industry. A cross-sectional survey design was used to gather data regarding the flourishing of employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was iv taken of employees in an alcoholic beverage company in South Africa. The measuring instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor analysis, descriptive statistics, regression analysis and latent class analysis were applied. Structural equation modelling was used to test a structural model of work flourishing and its relation to organisational antecedents and outcomes. The results of study 1 showed the validity of a multidimensional scale that measures flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale) includes the three dimensions of emotional well-being, psychological well-being, and social well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007) regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and social well-being (Keyes, 1998) into a unified structure. The results of the latent class analysis also showed that different classes of well-being were evident due to the interplay between the various dimensions. Study 2 showed that work-related antecedents impact on work flourishing. A short form of the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results confirm that career advancement, authentic leadership and work-life interference predict work flourishing. Advancement and authentic leadership positively relate to flourishing while negative work-life interference impacts flourishing negatively. The Conservation of Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an individual is dependent on the maintenance or gain of resources, is therefore supported. The job demands workload and job insecurity did not predict flourishing in the organisational environment. Study 3 showed that positive organisational practices (positive emotions, support, and inspiration) predict work flourishing. Furthermore, career advancement was a positive predictor of flourishing in the work and organisational context.

The Fast Moving Consumable Goods industry is characterized by competitiveness, on going change and high turnover. To stay competitive, retain talent and keep up with these fast paced systems, organisations have to capitalise on the potential of their workforce to outperform the rest. Giving the increasing demand on both employer and employee regarding innovation, creativity and shared knowledge, increased importance of employee well-being being viewed as sources of “prosperity” for organisations, are critical. Organisations must find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing relates to individuals’ evaluation of their functioning on a public and social level. Individuals spend a large part of their adult life at work in organisational environments that are dynamic and ever-changing. The domain of work is a critical part of existence and plays a dynamic role in the development, expression and maintenance of well-being. Globally the workplace is recognised as a key setting for focusing on improving the well-being of employees due to its compelling impact on a variety of organisational outcomes. Flourishing is thus not only relevant in everyday life, but also occurs in the work and organisational environment. Limited studies regarding flourishing in work and organisational contexts exist and central to studying, understanding, and explaining flourishing at work, are valid and reliable instruments. The aim of this study was to develop and validate a multidimensional scale that measures work flourishing. Furthermore, to investigate the impact of various factors in the work and organisational environment on flourishing in the FMCG industry. A cross-sectional survey design was used to gather data regarding the flourishing of employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was iv taken of employees in an alcoholic beverage company in South Africa. The measuring instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor analysis, descriptive statistics, regression analysis and latent class analysis were applied. Structural equation modelling was used to test a structural model of work flourishing and its relation to organisational antecedents and outcomes. The results of study 1 showed the validity of a multidimensional scale that measures flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale) includes the three dimensions of emotional well-being, psychological well-being, and social well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007) regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and social well-being (Keyes, 1998) into a unified structure. The results of the latent class analysis also showed that different classes of well-being were evident due to the interplay between the various dimensions. Study 2 showed that work-related antecedents impact on work flourishing. A short form of the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results confirm that career advancement, authentic leadership and work-life interference predict work flourishing. Advancement and authentic leadership positively relate to flourishing while negative work-life interference impacts flourishing negatively. The Conservation of Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an individual is dependent on the maintenance or gain of resources, is therefore supported. The job demands workload and job insecurity did not predict flourishing in the organisational environment. Study 3 showed that positive organisational practices (positive emotions, support, and inspiration) predict work flourishing. Furthermore, career advancement was a positive predictor of flourishing in the work and organisational context.