Innovation is crucial for the long-term survival of MNEs. Especially, in small nations like the Netherlands, innovation is important to be competitive in the international market. The innovative capacity of MNEs dependents on each employee’s ability to act in an innovative type of way, which makes it essential to enhance employee innovative behaviour. A participative leadership style is one way of enhancing employee innovative behaviour. This relationship could be strengthened by different work climates. This thesis investigates a pro-active and risk-taking work climate because those climates have similar characteristics as a participative leadership style. The purpose of this thesis is to explain the relationship between participative leadership and employee innovative behaviour, and how this relationship is contingent on a risk-taking and pro-active work climate in the context of Dutch MNEs. The research is done through a quantitative method by sending a survey to five Dutch MNEs, active in different branches. The results show a positive significant relationship between participative leadership and employee innovative behaviour, and a positive significant moderating effect of a pro-active work climate on this relationship. Besides, only when certain departments are selected, a positive significant moderating effect of a risk-taking work climate is found. This thesis contributes to the literature by showing a positive significant direct effect of participative leadership on employee innovative behaviour. Moreover, this thesis investigated a pro-active and risk- taking work climate as moderating variables on this relationship which has not been done before.

Studien behandlar huruvida en del kontorsanställda akademiker upplevde stress som en konsekvens av till synes god arbetsmiljö med hög grad av krav, kontroll och gott stöd. Frågeställningen behandlar vilka arbetsmiljöfaktorer som upplevdes kunna orsaka hög stress, huruvida några av dessa faktorer var tidigare kända som salutogena samt huruvida dessa faktorer kan ligga bakom eventuella skillnader i upplevd stress mellan avdelningarna. Insamling av data utfördes med hjälp av intervjuer med tio respondenter, nio kvinnor och en man, från två olika avdelningar inom samma organisation. Frågor ställdes kring respondenternas upplevda krav, kontroll, stöd, engagemang samt stress i arbetet. Resultatet visade att graden av stress varierade mellan avdelningarna, främst på grund av obalans mellan krav och kontroll samt bristfälligt instrumentellt socialt stöd inom den ena avdelningen. Vidare fann författarna att tidigare kända salutogena faktorer så som exempelvis kontroll och sociala kontakter kan ha visat sig ge negativa konsekvenser för respondenternas mentala hälsa. Därutöver fann författarna att otydliga arbetsbeskrivningar var en bidragande faktor till arbetsrelaterad stress inom båda avdelningarna. / The study addresses whether some office working graduates experienced stress as a result of a seemingly favorable work environment with a high degree of demands, control and support. The issue concerns which work environment factors that were perceived to cause high stress, whether any of these factors were previously known as salutogenic and whether these factors could be behind any differences in perceived stress between departments. Collection of empirical data was done using interviews with ten respondents, nine women and one man, from two different departments within the same organization. Questions were asked regarding the respondents' experience of demands, control, support, commitment and work related stress. The results showed that the degree of stress varied between departments, mainly due to an imbalance between demand and control and deficient instrumental social support within one department. Furthermore, the authors found that previously known salutogenic factors, such as control and social contacts were shown to have had negative consequences for the respondents' mental health. In addition, the authors found unclear job descriptions to be a contributing factor to the work-related stress in both departments.

The aim of this thesis is to find out how the participants of the Theatre of the Oppressed become empowered and how they use these experiences from the Theatre in other spheres of life. The research is based on a qualitative method and semi-structured interviews with open coding. The sample consists of Roma and non-Roma respondents. The results show that the necessary prerequisites for empowerment include meetings and dialogues with others, games and interventions, sharing of experiences and active work against oppression. In other dimensions of life, we can see personal empowerment manifest itself by higher self-confidence, advanced communication skills and responsible citizenship. In the professional sphere empowerment is presented in a work with a group, in a current job or in an involvement in new projects. For a civil society to thrive it is important that people from the majority society meet and work together with members of the minority groups. It is also essential to promote civil competences and social capital, meet with strongly engaged activists, open discussions in the public sphere and support the principle of taking responsibility for one's life and the life of the community. Key words: Theatre of the Oppressed, empowerment, active work against oppression, Roma and non-Roma people,...