Over the past decade, the study of male body image has increased considerably and substantial levels of body discontent among males have been reported. Accompanying this dissatisfaction is a rise in the documentation of the Drive for Muscularity (DFM), or the desire for increased lean muscle mass, in men. The current study had three objectives. The first was to identify theoretical variables associated with the DFM. The second was to examine body image evaluation and investment in relation to the DFM. The third was to explore the DFM and psychological well-being. Two-hundred fourteen men completed the study and multiple regressions were carried out to examine the various relations. Awareness and internalization of the male body ideal and universalistic social comparison accounted for 35% of the variance in the DFM. Body image investment, but not evaluation, accounted for 26% of the variance in the DFM. Regarding psychological well-being, the DFM accounted for an additional 23% of the variance in muscle pathology after controlling for levels of depression and self-esteem. Other notable findings included mens self-reported intentions to use potentially unhealthy body change strategies to increase size and musculature in the future, and statistically significant associations between the DFM and self-esteem, social physique anxiety, and general worry. These results contribute to the growing literature on male body image and the implications for clinical practice with men presenting with body dissatisfaction are discussed.

Over the past decade, the study of male body image has increased considerably and substantial levels of body discontent among males have been reported. Accompanying this dissatisfaction is a rise in the documentation of the Drive for Muscularity (DFM), or the desire for increased lean muscle mass, in men. The current study had three objectives. The first was to identify theoretical variables associated with the DFM. The second was to examine body image evaluation and investment in relation to the DFM. The third was to explore the DFM and psychological well-being. Two-hundred fourteen men completed the study and multiple regressions were carried out to examine the various relations. Awareness and internalization of the male body ideal and universalistic social comparison accounted for 35% of the variance in the DFM. Body image investment, but not evaluation, accounted for 26% of the variance in the DFM. Regarding psychological well-being, the DFM accounted for an additional 23% of the variance in muscle pathology after controlling for levels of depression and self-esteem. Other notable findings included mens self-reported intentions to use potentially unhealthy body change strategies to increase size and musculature in the future, and statistically significant associations between the DFM and self-esteem, social physique anxiety, and general worry. These results contribute to the growing literature on male body image and the implications for clinical practice with men presenting with body dissatisfaction are discussed.

Bakgrund: Fysisk aktivitet har ett flertal goda hälsoeffekter samt positiv inverkan på, kognition, prestation i skolan och motorisk utveckling. I dagens Sverige rör sig barn och ungdomar allt mindre och få uppnår rekommendationerna för fysisk aktivitetsnivå. Fysioterapeuter har god kunskap om fysisk aktivitet och rörelse och nyttjas i andra länder inom skolans värld, i dagsläget är detta dock mycket ovanligt i Sverige. Syfte: Utforska hur fysioterapeuter verksamma inom skolans värld i Sverige upplever sin möjlighet och handlingsutrymme att påverka barns rörelsebeteende. Metod: Studien bygger på kvalitativ metod och tre semikonstruerade intervjuer genomfördes med fysioterapeuter verksamma inom elevhälsan. Intervjuerna spelades in och transkriberades. Materialet analyserades sedan enligt Graneheim och Lundmans kvalitativa innehållsanalys. Resultat: Fem huvudkategorier framkom: Vårdnadshavarnas avgörande roll för beteendeförändring, Att använda ett systematisk men samtidigt individanpassat arbetssätt, Elevernas medverkan och möjligheten att få lyckas: nyckel till framgång, Socialt stöd och gruppens betydelse för både elev och fysioterapeut, Fysioterapeuten är beroende av och utgår ifrån skolans egna resurser i sitt arbete. Dessa kategorier delades därefter in i 16 underkategorier. Slutats: Skolfysioterapeuterna i Sverige arbetar huvudsakligen för att aktivera och identifiera elever med motorisk svårighet som skolan själva inte når. I arbetet med dessa elever identifieras skolmiljön och dess resurser som viktiga för skolfysioterapeutens förmåga och handlingsutrymme att arbeta med elevers rörelsebeteende. / Introduction: Physical activity has been proven to be beneficial for cognition, academic results, overall health, and motor development. Physiotherapists have a profound knowledge in how to promote physical activity and movement. This knowledge is made use of in other countries, where school-based physiotherapists are common. In Sweden, on the other hand, school-based physiotherapists are scarce.  Purpose: To explore how school-based physiotherapists in Sweden experience their ability and room for manoeuvre when it comes to affecting children's movement behaviours.  Method: A qualitative study based on three semi-structured interviews with school-based physiotherapists in Sweden. The interviews were recorded, transcribed, and later analysed according to Graneheim and Lundman’s qualitative content analysis. Result: The results revealed five main categories and 16 subcategories. The main categories that were identified were: Guardians crucial role for behaviour change, Using a systematic but at the same time individualised approach, Students participation and the opportunity to succeed: the key to success, Social support and the group's importance for both student and physiotherapist and Physical therapists are dependent on the school's own resources.  Conclusion: The school-based physiotherapists in Sweden mainly work to activate and identify students with motor difficulties that the school itself does not have the ability to help. School-based physiotherapists identified the school environment and its resources as important for their ability and room for manoeuvre to work with students' movement behaviours.

O objetivo geral desta pesquisa é aprofundar o entendimento sobre como os fatores humanos críticos de sucesso (FHCS), entendidos como aspectos organizacionais que não podem ser tecnicamente controlados, suportam a adoção de práticas de gestão ambiental para a mitigação da mudança climática em casos empresariais selecionados. Para tanto, é apresentada uma fundamentação teórica que compreende os conceitos das práticas empresariais para a mitigação da mudança climática, eco-inovações e fatores humanos críticos de sucesso para a gestão ambiental. A partir desse arcabouço teórico, foi realizado um estudo de múltiplos casos, tendo como unidades de análise projetos empresariais de eco-inovação em produtos, declarados como tendo incorporado referências à mitigação da mudança climática. Esta pesquisa foi realizada em três projetos eco-inovadores de baixo carbono reconhecidos por sua redução de emissões de gases do efeito estufa (GEE). A premissa norteadora dessa pesquisa é a de que os fatores humanos críticos de sucesso influenciam os resultados da gestão ambiental empresarial e, por conseguinte, a adoção de práticas para a mitigação da mudança climática em inovações especificas. Os resultados indicam que nem todas as empresas apresentam-se nos mesmos estágios de gestão ambiental, permitindo constatar que a maturidade das práticas para a mitigação da mudança climática varia à medida que a gestão ambiental evolui, constituindo uma co-evolução entre as temáticas. Outra constatação que merece evidência é a diferença entre os estágios evolutivos das respostas corporativas para a mitigação da mudança climática mostrou-se determinante no processo de desenvolvimento de produtos de baixo carbono. De forma semelhante, constatou-se que os FHCS estabelecem distintas contribuições às práticas para a mitigação da mudança climática ao longo de sua linha evolutiva. Assim, as práticas mais evoluídas de resposta à questão climática tendem a interagir com a totalidade dos FHCS, produzindo eco-inovações mais disruptivas e que contribuem de forma mais efetiva a mitigação da mudança climática. Enquanto, as práticas para a mitigação da mudança climática nos estágios iniciais, por sua vez, tendem a não se associarem de forma significativa com os FHCS, resultando em eco-inovações menos disruptivas que minimizam os impactos de emissões de GEE, mas configuram-se soluções parciais e incompletas. / The objective of this research is to understand how human critical success factors (HCSF), defined as the organizational aspects that can not be technically controlled, support the adoption of environmental management practices for mitigation of climate change in selected business cases. To this end, we present a theoretical framework that presents the concepts of business practices for the mitigation of climate change, eco-innovations and human critical success factors for environmental management. From this theoretical framework, we present a multiple case study, with projects of eco-business innovation in products as the units of analysis. This research was conducted based on three eco-innovative low carbon projects recognized for their real reduction of emissions of greenhouse gases (GHGs). The premise guiding this research is that HCSF influenced the outcomes of environmental management business and, therefore, the adoption of practices for the mitigation of climate change on specific innovations. The results indicate that not all companies present on the same stages of environmental management, allowing to consider that the maturity of practices for the mitigation of climate change varies as environmental management evolves, forming a co-evolution between these variables. Another finding that deserves evidence is the difference between the evolutionary stages of corporate responses to climate change mitigation proved decisive in the process of developing low carbon products. Similarly, it was found that the different contributions HCSF establish practices for mitigation of climate change along its evolutionary path. Thus the practices more evolved concerning to the climate issue tend to relate with all the HCSF, producing eco-disruptive innovations and contribute more effectively to climate change mitigation. While the practices for the mitigation of climate change in the initial stages, in this turn, tend to not associate significantly with HCSF, resulting in less disruptive eco-innovations.

Den teknologiska utvecklingen har under de senaste decennierna fått en allt större betydelse i samhället. Som en naturlig följd av detta har bankernas verksamhet förändrats, bland annat genom ökat utbud av tekniska tjänster och produkter. Tidigare studier påvisar att människans beteende har förändrats i takt med samhällets utveckling och måste idag vänja sig vid att allt mer kommer att hanteras via de teknologiska distributionskanalerna. Dessutom menar forskare på att banker inte kan stanna upp med sitt förändringsarbete idag utan bör ständigt analysera hur den teknologiska utvecklingen kan tillfredsställa dess organisation samt kunder. Det vi har undersökt i denna C-uppsats är hur bankernas förändringsarbete ser ut med tanke på den teknologiska utvecklingen. Banker har tidigare inte varit snabba med att genomföra förändringar utan de har snarare varit trögrörliga. Därmed uppkom intresset att studera hur banker agerar vid den teknologiska utvecklingen. Vilka förändringar som bankerna genomför, vilka tjänster och produkter som lanseras samt vilka tjänster och produkter som tas bort. Det som är intressant är hur förändringsarbetet ser ut och om det finns skillnader och likheter mellan de olika bankerna. Syftet med vår studie är att belysa hur den teknologiska utvecklingen påverkar förändringsarbetet i olika banker och vilka skillnader och likheter som finns. Vi har använt oss av en hermeneutisk forskningsfilosofi och en kvalitativ metod. Detta valdes eftersom vi ville få en djup förståelse för hur förändringsarbetet ser ut i dagens samhälle. Beslut om förändring tas av personer som innehar en högt uppsatt position inom banker. Men för att skapa en djup förståelse för deras förändringsarbete har vi intervjuat personer som sitter med i ledningen och medarbetare. / Technological development has in recent decades become increasingly important in the community. As a natural consequence, banks' activities changed, partly through increased range of technical services and products. Previous studies indicate that human behaviour has changed as society and must now get used to more and more will be managed via the technological distribution channels. In addition, scientists believe that the banks can’t stay up with the change management today but should constantly analyse how technological developments can satisfy its organization and customers. There we have investigated in this thesis is how the banks change looks like, given the technological developments. Banks have previously not been quick to implement changes but have been rather sluggish. Thus arose the interest in studying how banks operate at the technological development. What changes that banks perform, the services and products being launched and what services and products are removed. What is interesting is how the change process looks like, and if there are differences and similarities between the different banks. The purpose of our study is to illustrate how technological developments affect the change process in different banks and what differences and similarities there are. We have used a hermeneutic research philosophy and a qualitative method. This was chosen because we wanted to get a deep understanding of how the change process looks like in today's society. The study has been limited to three banks in Southern Sweden, since a larger study would not have been possible in this short time. Decision to change taken by persons who hold a senior position within the banks. But to create a deep understanding of their changes, we have interviewed people who sit in the management and employees.

The climate change skepticism has been becoming a more and more distinct and apparently increasing social phenomenon. To date, western scholars have described the different forms it can take and the factors supporting its increase. In the recent years, we've been observing some signs of a similar trend in the Czech Republic because the number of people who find the anthropogenic climate changes significant has been decreasing and the proportion of the "skeptic population" has been growing. Although in the first part of this paper I present an overview of data concerning the "public climate change skepticism" (available poll data), its primary focus is on the research of activities carried out by individuals and groups that relativize the importance of climate changes constantly, publically and in a more or less organized manner. In such case we can talk about a certain form of a countermovement against the environmentalism and the mainstream climatology. This paper draws mainly from a qualitative study conducted between 2011 and 2014 by means of semi-structured interviews with active Czech climate change skeptics. The goal of the study was to describe the strategies of climate change skeptics actions in the changing political and discursive environment, the forms of their organization and the...

O objetivo geral desta pesquisa é aprofundar o entendimento sobre como os fatores humanos críticos de sucesso (FHCS), entendidos como aspectos organizacionais que não podem ser tecnicamente controlados, suportam a adoção de práticas de gestão ambiental para a mitigação da mudança climática em casos empresariais selecionados. Para tanto, é apresentada uma fundamentação teórica que compreende os conceitos das práticas empresariais para a mitigação da mudança climática, eco-inovações e fatores humanos críticos de sucesso para a gestão ambiental. A partir desse arcabouço teórico, foi realizado um estudo de múltiplos casos, tendo como unidades de análise projetos empresariais de eco-inovação em produtos, declarados como tendo incorporado referências à mitigação da mudança climática. Esta pesquisa foi realizada em três projetos eco-inovadores de baixo carbono reconhecidos por sua redução de emissões de gases do efeito estufa (GEE). A premissa norteadora dessa pesquisa é a de que os fatores humanos críticos de sucesso influenciam os resultados da gestão ambiental empresarial e, por conseguinte, a adoção de práticas para a mitigação da mudança climática em inovações especificas. Os resultados indicam que nem todas as empresas apresentam-se nos mesmos estágios de gestão ambiental, permitindo constatar que a maturidade das práticas para a mitigação da mudança climática varia à medida que a gestão ambiental evolui, constituindo uma co-evolução entre as temáticas. Outra constatação que merece evidência é a diferença entre os estágios evolutivos das respostas corporativas para a mitigação da mudança climática mostrou-se determinante no processo de desenvolvimento de produtos de baixo carbono. De forma semelhante, constatou-se que os FHCS estabelecem distintas contribuições às práticas para a mitigação da mudança climática ao longo de sua linha evolutiva. Assim, as práticas mais evoluídas de resposta à questão climática tendem a interagir com a totalidade dos FHCS, produzindo eco-inovações mais disruptivas e que contribuem de forma mais efetiva a mitigação da mudança climática. Enquanto, as práticas para a mitigação da mudança climática nos estágios iniciais, por sua vez, tendem a não se associarem de forma significativa com os FHCS, resultando em eco-inovações menos disruptivas que minimizam os impactos de emissões de GEE, mas configuram-se soluções parciais e incompletas. / The objective of this research is to understand how human critical success factors (HCSF), defined as the organizational aspects that can not be technically controlled, support the adoption of environmental management practices for mitigation of climate change in selected business cases. To this end, we present a theoretical framework that presents the concepts of business practices for the mitigation of climate change, eco-innovations and human critical success factors for environmental management. From this theoretical framework, we present a multiple case study, with projects of eco-business innovation in products as the units of analysis. This research was conducted based on three eco-innovative low carbon projects recognized for their real reduction of emissions of greenhouse gases (GHGs). The premise guiding this research is that HCSF influenced the outcomes of environmental management business and, therefore, the adoption of practices for the mitigation of climate change on specific innovations. The results indicate that not all companies present on the same stages of environmental management, allowing to consider that the maturity of practices for the mitigation of climate change varies as environmental management evolves, forming a co-evolution between these variables. Another finding that deserves evidence is the difference between the evolutionary stages of corporate responses to climate change mitigation proved decisive in the process of developing low carbon products. Similarly, it was found that the different contributions HCSF establish practices for mitigation of climate change along its evolutionary path. Thus the practices more evolved concerning to the climate issue tend to relate with all the HCSF, producing eco-disruptive innovations and contribute more effectively to climate change mitigation. While the practices for the mitigation of climate change in the initial stages, in this turn, tend to not associate significantly with HCSF, resulting in less disruptive eco-innovations.

We are getting older and the health care needs to be developed to keep up with the demographical alterations. The proportion of elderly in Sweden above 80 years of age is expected to increase with 50 percent by 2028 and similar developments are also seen in Europe. Healthcare has many challenges and obstacles to expect, thus wants to use e-health as a tool to make healthcare more efficient. In accordance with sustainable development (Global goals 2030) the goal is to free up healthcare resources and enable and empower the caretakers. The purpose of this study has been to contribute with an increased comprehension of the change processes that can be identified in the implementations of the e-health in elderly care, how these processes are executed and the contextual circumstances that apply in the elderly care. To further understand these processes of change, the study uses a theoretical frame of reference comprised of Andrew Pettigrew's theory of process change and Roger Everett's Diffusion Theory. The study results in the following conclusions: 1) The introduction of e-health is crucial for future healthcare and elderly care.  2) E-health means better patient safety.  3) the demographic development with an older population structure is an important motivating factor for the development of e-health.  4) The public sector currently lacks the competence and expertise to successfully develop e-health.  5) Covid-19 is an important catalyst for accelerating the development of e-health.  6) Normal characteristics of digital tools are a decentralized process due to autonomy in the municipalities.  7) Due to misallocation, the municipalities are dependent on regions for the development of e-health.  E-health and digitalization are, in addition to efficiency aspects, important for delivering a good and preventive care that provides the opportunity for increased transparency and ownership of one’s own care situation. This study applies a qualitative methodology whereas semi-structured interviews have been conducted with four informants. By analyzing collected empirical data from eHälsomyndigheten, Teknikmarknad and ImagineCare AB. The study conclude that e-health is a complex phenomenon, with subprocesses and contextual circumstances, within the elderly care whereas various stakeholder´s interests meet and impacts the possibilities for development. / Vi blir äldre så sjukvård och äldreomsorg behöver utvecklas för att möta demografiska förändringar. Andelen äldre över 80 år i Sverige beräknas öka med 50 procent till år 2028. En liknande utveckling ses i Europa där äldreomsorgen står inför många utmaningar och hinder. E-hälsa är ett av flera tänkbara verktyg för att göra omsorgen effektivare. Enligt hållbarhetens dimensioner (globala mål 2030) är målet att frigöra resurser, skapa jämlikhet och delaktighet, där omsorgstagaren får större insyn och ägandeskap i sin omsorgsprocess. E-hälsa är ett nytt fenomen och studien identifierar implementeringsprocessens problem och de möjligheter som digitaliseringen skapar. Förändringsfaktorerna för utveckling av e-hälsa visas och analyseras. Studiens syfte är att öka förståelsen kring de förändringsprocesser som införandet av e-hälsa inom äldreomsorgen innebär, hur processerna går till och rådande kontextuella förhållanden.   För att förstå dessa förändringsprocesser tillämpas Pettigrews teori om förändringsprocesser samt Rogers diffusionsteori i den teoretiska referensramen. Studien ger följande slutsatser:   1) Införandet av e-hälsa är avgörande för den framtida sjukvården och äldreomsorgen. 2) E-hälsa innebär förbättrad patientsäkerhet. 3) Den demografiska utvecklingen med en äldre befolkningsstruktur är en viktig motivationsfaktor till e-hälsans utveckling. 4) Den offentliga sektorn saknar kompetens och expertis för att på egen hand utveckla e-hälsan framgångsrikt. 5) Covid-19 är en viktig katalysator för att påskynda e-hälsans utveckling. 6) Normala kännetecken för e-hälsans digitala verktyg är decentraliserade processer på grund av självstyre i kommunerna. 7) På grund av suboptimal resursallokering är kommunerna beroende av regioner för utveckling av e-hälsa. E-hälsa och digitalisering är viktiga för effektiviteten samt för att kunna leverera en god och förebyggande vård som möjliggör ökad insyn och ägandeskap för den egna vårdsituationen. I studien används en kvalitativ metod där semistrukturerade intervjuer genomförts med fyra informanter. Insamlad empiri från eHälsomyndigheten, Teknikmarknad och ImagineCare AB analyseras utifrån den teoretiska referensramen varvid en bättre förståelse fås för hur komplex e-hälsa som fenomen är, dess delprocesser och kontextuella förhållanden inom äldreomsorgen där olika intressegruppers mål ställs mot varandra och påverkar utvecklingsmöjligheterna.

「中華人民共和國勞動合同法」於2008年1月1日施行，導致企業用人成本提高，於是企業開始採取一些變革策略，這些策略包括1.全盤接受2.廠區內遷3.招聘退休人員4.自動化及工作外包5.遇缺不補或凍結人事6.要求員工辭職7.裁員8.勞動契約到期不續簽9.提前簽定勞動契約10.轉移員工至派遣公司11.歇業12.關廠13.外移14.棄廠潛逃等。本研究依照「接受法令」的程度，將14項變革策略分為『接受法令』、『接受但有措施因應』、『閃躲法令規定』及『不接受規定』等四類，總計收集大陸台商及員工有效樣本168份，並進行這四類在員工心理契約、組織承諾、組織核心競爭力、及組織績效量表上的信效度分析、變異數分析、及事後考驗，希冀可以作為政策發展者及企業決策者之重要參考。 / 本研究結果顯示：1.各量表之信效度頗高，在心理契約、組織核心競爭力、與組織績效方面，『接受法令』組顯著地優於『閃躲法令規定』組。2.在心理契約及組織績效方面，『接受法令』組的分數也顯著地比『接受但有措施因應』組及『不接受規定』組為佳。3.若將『接受法令』、『接受但有措施因應』歸為接受組，『閃躲法令規定』及『不接受規定』歸為拒絕組時，接受與拒絕組在員工心理契約、組織核心競爭力、及組織績效皆有顯著的差異。最後，研究者嘗試提出「變革策略之競爭力模式」。 / 總而言之，本研究結果支持心理契約、組織承諾對組織核心競爭力、及組織績效的影響，且亦支持組織核心競爭力對組織績效的影響。另外，建議後續研究者或可配合人力銀行或中國學術研究單位，再進一步進行縱貫性研究。最後本研究提出後續學術研究與實務應用之建議。 / "Labor Contract Law" in People's Republic of China was implemented on January 1, 2008. Since this Law, the corporate was increased personnel costs and started taking some change strategies. These change strategies including: 1.Entirely accept 2.Moving the factories to inland 3.Recruiting retirees 4.Automation and job-outsourcing 5. Recruiting freeze 6.Asking Staff for resignation 7.Layoff 8.Contratct un-renewed 9.Signing contracts before the Law was implemented 10.Transfering staffs to temporary worker services 11.Shutting down the business 12.Closing factories 13.Relocation 14. Abandoning factories and absconding. According to the degrees of “acceptance of the Law”, this study divided these change strategies into four categories, including “Accept”, “Accept, but taking actions”, “Dodging the Law by taking actions”, and “Un-accept”. / This study collected 168 samples, and used ANOVA and post-tests to know how these strategies can influence on employees’ psychological contract, employees’ organizational commitment, organizational core competitiveness and organizational performance. / According to the results of this study: 1.the reliability and validity of the scales were high, and the scores of “Accept” in employees’ psychological contract, organizational core competitiveness, and organizational performance were significantly higher than the scores of “Dodging the Law by taking actions”; 2.the scores of “Accept” in employees’ psychological contract and organizational performance were significantly higher than the scores of “Accept, but taking actions” and “Un-accept”; 3.when author divided these four categories into accept group and refuse group, there are significant difference between the scores of employees’ psychological contract, organizational core competitiveness, and organizational performance. Finally, “Organization change of competitiveness model” was proposed. / In summary, this study showed that employees’ psychological contract and organizational commitment do have the influence to organizational core competitiveness and organizational performance. It also showed that the organizational core competitiveness can influence the organizational performance. In conclusion, the model of this study and substantial suggestions were proposed for follow-up academic studies and practical applications.

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