No description available.

Social interactions in the workplace can help improve our mood as well as forge new connections, collab- orations, or friendships. The benefits are not just personal, improving group welfare and connectedness may aid job satisfaction and performance. As social interactions are increasingly performed through mul- tiple channels, often digitally mediated, interactions with eo-workers and the information that underpins them are evolving along with the workplace. The increased amounts of information and the variety of mediums suggests exciting new possibilities for combining and utilising information in different forms, as well as making connections with others. On the other hand, people lead faceted lives, representing them- selves differently depending on audience and social context. With increasingly unified online identities and connected information, boundaries within our lives become blurred, creating potentially awkward or damaging situations if information is shared out of context or self-presentation is impeded. To design for the potential benefits of social awareness in the workplace, while taking into account the complex identity, social, and physical environments we construct, we bring together three strands of work and viewpoints from multiple disciplines, drawing from organisational behavior, HCI and CSCW, and social psychology. We consider tensions in information capture and representation, designing for non- task-focused sociality in the workplace, and sensitivity to sharing information in particular contexts. This thesis explores these issues through three projects. The first two take existing practices: asking 'how are you?', and office decoration, and augment digitally to provide self and group awareness. We undertake user evaluations to understand experience and benefit, and discuss implications for self-presentation, encoding, ambiguity, and agency. The third project explicitly addresses those implications, investigating audience reaction to social media. We find that despite a focus on social awareness, designs were often appropriated in terms of self- presentation issues, or benefits in self-awareness. We propose social awareness applications can be con- sidered in two dimensions (expression and interpretation), and by three actors (self, other, or automatic). We discuss tensions, risks, and benefits of information representation (e.g., encoding versus ambiguity), how the medium of interaction affects use and perception of non-task-focused technologies in a workplace, and the nature of the physical environment when introducing digital technologies. We suggest future work in understanding perception over time, what information is most suitable at what time, and how actor (self, other, automatic) may most beneficially combine with what information representation.

Workplace bullying is an issue of practical importance and theoretical interest. Not only is workplace bullying of increasing concern to employers and employees, it is also the focus of empirical research and analysis. However, there are few studies which examine workplace bullying in Turkey. This study aims to investigate the nature of bullying in Turkish workplaces and to examine the association of bullying with paternalistic leadership and various work-related attitudes. The study uses both qualitative and quantitative techniques. Twenty-eight semi-structured interviews were conducted with Turkish employees to explore in depth the nature of workplace bullying, with a thematic analysis indicating that polarisation at work and institutionalised bullying were major problems in Turkish organisations. In the second phase of the study, a questionnaire focusing on the nature of bullying and its potential determinants was completed by employees in both the public and private sectors in Turkey (n=142). Findings from both the interview study and an exploratory factor analysis of the questionnaire data were used to adapt the Negative Acts Questionnaire-Revised (NAQ-R) for use in Turkey. In the final stage, the adapted questionnaire was completed by a sample of public and private sector employees in Turkey (n=708). Confirmatory factor analyses were used to examine the components of bullying and their relation with dimensions of paternalistic leadership. Hierarchical regression analyses revealed that loyalty-seeking paternalism is positively related to the experience of bullying, whereas familial paternalism is negatively related to the experience of bullying. In addition, negative associations were observed between organisation-based selfesteem and all the components of bullying, except for experience of non-work related criticism. Finally, intention to leave was found to be positively associated with experience of task pressures and work related criticism. This study contributes to the bullying literature by exploring the nature of workplace bullying in Turkey using complementary methods.

No description available.

No description available.

This thesis addresses both the discourse and dynamics of workplace sexual harassment and bullying, and on this basis develops an analysis of the relationship between these discourses, a topic which has hitherto been unexamined. My analysis builds upon a review of literature on workplace sexual harassment and bullying from 1979 to 1997. The emergence of the workplace bullying discourse in UK trade union publications, the media and self-help texts is traced. Empirical data based on interviews is used to explore three themes: (i) the characters of the workplace sexual harassment and bullying discourses; (ii) men's and women's experiences of workplace bullying and sexual harassment; and (iii) how both the workplace bullying and sexual harassment of men and women is underpinned by gender prejudice. My main data source is sixty men's and women's accounts of cross-sex or same-sex workplace bullying and/or sexual harassment in professional/managerial and subordinate jobs, produced in fifty qualitative, in-depth interviews and ten questionnaires. I show that many women embrace the workplace sexual harassment discourse to condemn unwanted male sexual conduct and many workers deploy the workplace bullying discourse to problematise a range of experiences previously understood as parts of the social relations of work. My data reveals that workplace bullying is often a campaign in which allegations of poor work performance are used to encourage an unwanted employee to resign and/or to set him or her up for dismissal. I demonstrate that the workplace sexual harassment and bullying of men and women is gendered: men are sexually harassed when they fail to conform to ideals of hegemonic masculinity and men and women are bullied by line managers because they do not appear to conform to normatively defined gender roles. My argument is that while men's and women's experiences of workplace bullying and sexual harassment might be conceptualised together as examples of 'abuse of power', the specificities of workplace sexual harassment and bullying must remain visible. As such, I propose conceptualising men's and women's experiences of workplace bullying and sexual harassment as a continuum to highlight the similarities and differences between these experiences.

Includes bibliographical references / [283] leaves ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, Dept. of Commerce 1993?

Thesis (M.A.)--University of South Africa, 2002.

The problem statement of this research is, "What is the· basis of the intergroup relations that potentially lead to ineffective work behaviour, and how does it manifest in groups within a specific consulting organisation, in terms of the premises of the Tavistock model of group relations?" The psychodynamic approach, psychoanalytic technique, open systems theory and object relations theory were used. The unstructured interview and hermeneutic approach were used for collection of data, and analysis and interpretation. The results of the research indicate that groups, in interaction with other groups, may install defences against anxieties which could undermine the success of their work efforts .. Issues of ' . ' nonclarity of task, group boundary and identity issues, authority issues and reactions of projection seemed prevalent. Various hypotheses were developed which could be used as a basis for further research. / Industrial and Organisation Psychology / M.A. (Industrial Psychology)

The problem statement of this research is, "What is the· basis of the intergroup relations that potentially lead to ineffective work behaviour, and how does it manifest in groups within a specific consulting organisation, in terms of the premises of the Tavistock model of group relations?" The psychodynamic approach, psychoanalytic technique, open systems theory and object relations theory were used. The unstructured interview and hermeneutic approach were used for collection of data, and analysis and interpretation. The results of the research indicate that groups, in interaction with other groups, may install defences against anxieties which could undermine the success of their work efforts .. Issues of ' . ' nonclarity of task, group boundary and identity issues, authority issues and reactions of projection seemed prevalent. Various hypotheses were developed which could be used as a basis for further research. / Industrial and Organisation Psychology / M.A. (Industrial Psychology)