... This paper presents a serious game in which players assess digital technologies’ impact on organizational performance and employee well-being, enabling to collect data about intercultural differences between people’s decisions. Serious games are games designed to acquire knowledge or skills through playful applications (Dörner, Göbel, Effelsberg, & Wiemeyer, 2016) but enable to collect data from collective activities while playing the game.Applying the serious game in an educational context, the aims of the serious game are twofold: 1. To educate players about evaluating the impact of technological solutions on multiple objectives of employee well-being and organizational performance. 2. To investigate intercultural diferences in people’s choices between traditional and technological solutions concerning organizational performance and employee well-being. [Aus: Introduction]

Ledarskap och välmående är ämnen som ofta diskuteras i dagens samhälle. En ledare har en viktig roll i en organisation, inte minst för dem anställda. Fastighetsbranschen är en klass för sig när det gäller ledarskap och jämställdhet. Det är den första branschen i Sverige som lyckats krossa “glastaket” genom att ha en jämn fördelning mellan manliga respektive kvinnliga ledare. Det finns i hög utsträckning mycket som tyder på att en ledares egenskaper och ledarskap påverkar den anställdes välmående på arbetsplatsen. Syftet med denna studie är därmed att öka förståelsen för hur kvinnliga respektive manliga karaktärsdrag påverkar den anställdas välmående genom att studera upplevda ledarskapsegenskaper i en jämnställd bransch Tidigare studier har fokuserat på den anställdes välmående kopplat till ledarskap. Däremot förekommer det begränsat antal studier avseende fastighetsbranschen samt utifrån ett jämställdhetsperspektiv, därmed avser studien kunna bidra till en ökad förståelse inom området. Studien är av kvalitativ art där empiri samlats in genom åtta semistrukturerade intervjuer från anställda inom fastighetsbranschen. De anställda har själva besvarat frågor gällande deras personliga välmående kopplat till det upplevda ledarskapet som de anser att sin närmaste ledare utövar. För att genomföra studiens analys som är kopplat till studiens syfte, grundar sig studien i ett teoretiskt ramverk bestående av fyra delar; ledarskap på arbetsplatsen, manligt och kvinnligt ledarskap, målvägsteorin samt välmående på arbetsplatsen.  Vanligt förekommande faktorer som respondenterna ansåg påverka deras välmående är ledarskap, motivation, arbetsbelastning samt stämningen på arbetsplatsen. Studiens resultat har identifierat att ledarens egenskaper inte är könsspecifika. Däremot iakttas en koppling mellan vilket kön respektive anställd har och vilka egenskaper som de anser mest värdefulla hos sin närmaste ledare.

Целью магистерской диссертации является изучение современной литературы по проблеме благополучия персонала организаций, проведение мониторингового исследования влияния организации на благополучие персонала и разработка практических рекомендаций по повышению уровня благополучия персонала на рабочем месте. В теоретической части работы представлены основные понятия благополучия персонала, его виды, методы оценки уровня благополучия, а также охарактеризована программа повышения уровня благополучия персонала в организации. В практической части приводится краткая характеристика исследуемого производственного предприятия и системы управления персоналом, описываются результаты анализа кадрового состава предприятия, оценки уровня физического и психологического благополучия персонала с применением инструментария социологического опроса, мониторинга самочувствия работников с использованием авторского чат-бота, а также анализа действующей на предприятии системы по поддержанию уровня благополучия персонала. На основе полученных эмпирических данных разработаны предложения по повышению уровня благополучия персонала на основе развития программы «Благополучие». В заключении подведены итоги в соответствии с поставленными задачами. / The purpose of the master's thesis is to study modern literature on the well-being of personnel in organizations, conduct a monitoring study of the impact of the organization on the employee well-being and develop practical recommendations for improving the well-being at work. The theoretical part of the work presents the basic concepts of personnel well-being, its types, methods for assessing the level of well-being, and also describes a program to increase the level of well-being at work. The practical part provides a brief description of the production enterprise and the personnel management system under study, describes the results of the analysis of the personnel composition of the enterprise, assesses the level of physical and psychological well-being of personnel using the tools of a sociological survey, monitors the well-being of employees using the author's chat bot, and also analyzes the current at the enterprise systems for maintaining the level of employees' well-being. On the basis of the empirical data obtained, proposals were developed to improve the personnel well-being based on the development of the "Well-Being" program. In conclusion, the results are summarized in accordance with the tasks set.

This thesis explores the implementation aspects of a four-day work week concept without cuts in salary, considering the potential effects on worker health, productivity and overall job satisfaction. Previous research provided essential background information and context to establish a primarily understanding of the topic. The studies that have been conducted confirmed the connection between work arrangements and various aspects of employee well-being and organizational performance. Reduced working hours, according to previous studies, have been associated with improved health and higher job satisfaction that could potentially lead to improvements in job performance and enhance the overall productivity. This study delves into the implications of implementing a four-day work week concept across three distinct organisations: Altitude Meetings, Sandqvist, and Region Östergötland Surgical Care Department. A qualitative approach, utilizing semi-structured interviews with a total of ten employees and managers was adopted to gather insights into the process and outcomes of the implementation. By integrating work-life balance principles and exploring the flexibility in work arrangements, the study examines the perceived outcomes deriving from the implementation of a four-day work week. Navigating the dynamics of this transition, within the participating organisations, contributed to the evaluation of the change using the ADKAR change model and the Human-Technology-Organization (HTO) framework. Each organization had introduced a different form of reduced working time, aiming at enhancing organisational performance with a more stable work-life balance for its employees. The findings suggest that a four-day work week with a full salary was mostly perceived as positive by the participants in this study, particularly in terms of enhanced job satisfaction, improved overall health, and maintained or increased productivity. At the first stages of the implementation, some difficulties were reported by employees to adapt to the change due to challenges in transferring and applying knowledge related to work methods. However, the participant’s enthusiasm and appreciation for the work time reduction contributed to an increased commitment to the change to ensure its success. The implementation enabled employees to experience a more balanced lifestyle between work and free time with additional time for recovery and personal activities that subsequently resulted in a more focused and effective utilization of time during work. The initiative was still in an experimental phase with a trial approach at the time of this research study. The organizations were evaluating the effects of the change to possibly retain it. It is recommended that further studies are conducted under longer periods of time, across different sectors and including less successful implementations, to identify additional potential challenges and refine implementation strategies. / Det här examensarbetet utforskar implementeringsaspekterna av ett koncept med fyra dagars arbetsvecka utan lönesänkningar, med hänsyn till de potentiella effekterna på arbetarnas hälsa, produktivitet och övergripande arbetstillfredsställelse. Tidigare forskning har tillhandhållit viktig bakgrundsinformation och sammanhang för att skapa en primär förståelse av ämnet. De studier som har genomförts har bekräftat sambandet mellan arbetsarrangemang och olika aspekter av medarbetarnas välbefinnande samt organisatoriska prestationer. Minskad arbetstid har, utifrån tidigare studier, visat sig vara är förknippad med förbättrad hälsa och högre arbetstillfredsställelse, vilket potentiellt kan leda till förbättringar i arbetsprestationer och öka den totala produktiviteten. Denna studie fördjupar sig i implikationerna av att implementera ett fyradagarsarbetsvecka koncept i tre olika organisationer: Altitude Meetings, Sandqvist och Region Östergötlands kirurgiska vårdavdelning. Ett kvalitativt tillvägagångssätt, med hjälp av semistrukturerade intervjuer med totalt tio anställda och chefer, antogs för att få insikter om processen och resultaten av implementeringen. Genom att integrera principer för balans mellan arbete och privatliv samt utforska flexibiliteten i arbetsarrangemang, undersöker studien de upplevda resultaten från genomförandet av en fyradagars arbetsvecka. Att navigera i dynamiken i denna övergång, inom de deltagande organisationerna, bidrog till utvärderingen av förändringen med hjälp av ADKAR-förändringsmodellen och ramverket Human-Technology-Organization (HTO). Varje organisation hade infört olika former av minskad arbetstid, i syfte att förbättra organisationens prestationer med en mer stabil balans mellan arbete och privatliv för sina anställda. Fynden tyder på att en fyradagars arbetsvecka med full lön mest uppfattades som positivt av deltagarna i denna studie, särskilt när det gäller ökad arbetstillfredsställelse, förbättrad övergripande hälsa, samt bibehållen eller ökad produktivitet. I de första skeden av implementeringen rapporterades vissa svårigheter av anställda att anpassa sig till förändringen på grund av utmaningar med att överföra och tillämpa kunskap relaterad till arbetssätt. Deltagarens entusiasm och uppskattning för arbetstidsminskningen bidrog dock till ett ökat engagemang för förändringen för att säkerställa dess framgång. Implementeringen möjliggjorde för medarbetarna att uppleva en mer balanserad livsstil mellan arbete och fritid med extra tid för återhämtning och personliga aktiviteter, vilket sedan resulterade i ett mer fokuserat och effektivt utnyttjande av tiden under arbetet. Initiativet var fortfarande i en experimentell fas med en försöksmetod vid tidpunkten för denna forskningsstudie. Organisationerna utvärderade effekterna av förändringen för att eventuellt behålla den. Det rekommenderas att ytterligare studier genomförs under längre tidsperioder, över olika sektorer och inklusive mindre framgångsrika implementeringar, för att identifiera ytterligare potentiella utmaningar och förfina implementeringsstrategier.

The aim of the study is to determine the nature and utilisation of an Employee Assistance Programme (EAP) in a white-collar work environment, and, more specifically, in a South African context. Information about the research topic was obtained from accumulate records of the Standard Bank's Employee Well-being Programme (EWP), structured interviews which were conducted with eleven EWP practitioners and a union representative, and from self-administered questionnaires which were completed by a sample of 153 of the bank's employees. The study includes an in-depth literature review on EAPs in general and issues such as the nature and scope of the bank's EWP, the extent to which the EWP addresses employees' needs, the nature and extent of the marketing of the EWP, and the extent to which the workforce is utilising the programme, were explored and described. The main findings are that the EWP shows evidence of acceptance by employees as well as a degree of utilisation that compares favourably with local and international trends. It also shows an incongruence between marketing and employee orientation and training initiatives and reveals that programme evaluation efforts are insufficient and could be significantly improved. Accordingly, recommendations have been made pertaining to the needs of employees, employee and union involvement, a multi-disciplinary approach to case management, marketing, training and evaluation with regard to the EWP, an EWP database, and a post-treatment follow-up. / Social Work / M.A. (Social Work)

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-12-14T12:22:34Z No. of bitstreams: 1 Débora Nardelli_.pdf: 4898439 bytes, checksum: 907a2956a3838c5a0006e0c33c92c6fa (MD5) / Made available in DSpace on 2018-12-14T12:22:34Z (GMT). No. of bitstreams: 1 Débora Nardelli_.pdf: 4898439 bytes, checksum: 907a2956a3838c5a0006e0c33c92c6fa (MD5) Previous issue date: 2018-08-10 / Nenhuma / É sabido que a maioria das pessoas investe grande parte de seu tempo em ambientes internos, como escritórios, empresas, fábricas etc. Com o surgimento de novas teorias sobre produtividade relacionadas ao ambiente de trabalho e em decorrência de grandes avanços tecnológicos, novos formatos de trabalho surgiram, e, em consequência, novas demandas ligadas ao trabalho se refletiram em necessidade de mudança em novos ambientes e espaços físicos. Com demandas cada vez maiores e com a preocupação com o bem-estar do funcionário, a busca por ambientes flexíveis e por mais escritórios abertos vem se tornando comum com o passar do tempo. Pesquisas mais recentes evidenciam a importância de um ambiente de trabalho flexível e preocupado com o design relacionado ao funcionário, o qual proporciona melhor desempenho, produtividade e satisfação. Assim, constitui-se como objetivo deste trabalho analisar a percepção dos trabalhadores em relação aos escritórios abertos e flexíveis e como esse tipo de escritório pode influenciar a satisfação do usuário. Para tanto, foram selecionadas duas empresas que foram reformuladas de escritórios fechados para escritórios abertos a fim de se analisar a satisfação do funcionário após a reformulação. Posteriormente, realizou-se uma pesquisa qualitativa exploratória em cada empresa e foram realizados questionamentos individuais com oito funcionários de cada empresa, totalizando dezesseis entrevistados, para se analisarem questões relacionadas à satisfação baseada em elementos como desempenho, bem-estar, ruído, interação e autonomia. A pesquisa realizada aponta, com base nas opiniões dos funcionários, que os aspectos positivos e negativos são percebidos de maneiras diferentes entre os funcionários. Alguns percebem as mudanças e as consequências da transição como algo positivo, enquanto outros percebem o contrário. Dessa forma, impossibilita-se uma conclusão clara referente à satisfação. As contribuições que prevalecem desta pesquisa são o aumento do campo de visão, dado pelas informações e pelas análises aqui trazidas, referente à teoria e à prática da satisfação dos funcionários na transição de escritórios fechados para escritórios abertos. / It is known that most people spend the majority of their time in indoor settings, like offices, companies, factories, etc. With the emergence of news theories about productivity related to indoor settings and big technological advances, new formats of work activity emerged and, consequently, new work-related demands reflected that changes of indoor settings and physical spaces is needed. With demands getting bigger and bigger and the concern of the well-being of the employee, the search for flexible and open settings are becoming common with time. Recent studies show that, the importance of a flexible workspace and with design that attends to his need, can improve his productivity, performance and satisfaction. The objective of this work is to analyze the perception of the workers in relation with their newly renovated, open-plan office environment. For that, it was selected two companies that were renovated from a closed-plan office to an open plan office and the employee satisfaction analyzed. After that, an exploratory qualitative research was made in each company, individual questioning was made with eight employee each, totalizing sixteen people interviewed, of which were analyzed questions about their satisfaction based on elements like performance, well-being, noise, interaction and autonomy. The research points out, taking in account the opinions of the employees, that positive or negative aspects can be perceived differently by them. Some perceive that the changes and consequences that occurred in the office by the transition as something positive, and others feel the opposite. And so, making a clear conclusion about the satisfaction impossible. The contributions that prevail from this research it’s the widening of the field of view about this topic, granting it more information and analyses that the research provided relating to the theory and practice of the employees on the transition to closed-plan offices to open-plane ones.

Job-related aspects of the work environment, such as work pressure, workload, leadership, and management support cause occupational stress and increase costs to organizations. Grounded in the job demands-resources model theory, the purpose of this single case study was to explore strategies some bank managers use to reduce employees' occupational stress. The interview process included 5 managers employed at a bank in the Caribbean who successfully implemented strategies that reduced employees' occupational stress. The data collection and analysis process involved face-to-face, semistructured interviews and analysis of organizational documentation. Using the exploratory approach in data analysis, data were systematically integrated, evaluated, and summarized through a process of coding and generating themes and patterns. During the coding process, 4 major themes emerged: organizational protection and leadership, supportive organization, occupational health and well-being, and prevention. Business managers who develop and execute strategies centered on these themes might reduce job-related stress factors and the negative consequences of occupational stress. The study results might prompt business leaders to develop prevention strategies to address the causes of potential stressors linked to work conditions. The implications for positive social change include the potential for improving employee health and reducing health costs to employees, their families, and communities.

The aim of the study is to determine the nature and utilisation of an Employee Assistance Programme (EAP) in a white-collar work environment, and, more specifically, in a South African context. Information about the research topic was obtained from accumulate records of the Standard Bank's Employee Well-being Programme (EWP), structured interviews which were conducted with eleven EWP practitioners and a union representative, and from self-administered questionnaires which were completed by a sample of 153 of the bank's employees. The study includes an in-depth literature review on EAPs in general and issues such as the nature and scope of the bank's EWP, the extent to which the EWP addresses employees' needs, the nature and extent of the marketing of the EWP, and the extent to which the workforce is utilising the programme, were explored and described. The main findings are that the EWP shows evidence of acceptance by employees as well as a degree of utilisation that compares favourably with local and international trends. It also shows an incongruence between marketing and employee orientation and training initiatives and reveals that programme evaluation efforts are insufficient and could be significantly improved. Accordingly, recommendations have been made pertaining to the needs of employees, employee and union involvement, a multi-disciplinary approach to case management, marketing, training and evaluation with regard to the EWP, an EWP database, and a post-treatment follow-up. / Social Work / M.A. (Social Work)

Syftet med studien var att skapa insikt och förståelse kring hur chefer arbetar hälsofrämjandeför att öka medarbetarnas välmående då ohälsa på arbetsplatsen har negativa konsekvenserför både organisationer och samhället (ISM, 2022a). Metoden som användes var en kvalitativstudie med semistrukturerade intervjuer som datainsamlingsmetod. Åtta intervjuergenomfördes där kriteriet för deltagande var en chefsposition. Det transkriberade materialetbearbetades med hjälp av en tematisk analys där en kombination av en induktiv samt deduktivansats skapade tre huvudkategorier: beskrivning av hälsofrämjande arbete, hälsofrämjandestrategier samt chefers förutsättningar. Slutsatsen var att chefer är nyckelpersoner iorganisationernas hälsofrämjande arbete där cheferna visade sig stå bakom vad och hurmycket hälsofrämjande arbete som genomfördes utöver det systematiska arbetsmiljöarbetet,där många chefer implementerade egna strategier för att främja medarbetarnas hälsa. Dechefer som använde tillgängliga resurser visade på ett högre eget välmående med bättreförutsättningar att driva organisationens hälsofrämjande arbete än de chefer som inteutnyttjade tillgängliga resurser. Denna studie visar även på att chefers kunskap om hälsa ochvälmående, eget intresse samt engagemang är faktorer som har en positiv påverkan påimplementering och hållbarheten av hälsofrämjande initiativ.

The main purpose of this study was to explore the impact of organisational change on the lived experiences of employees’ well-being. A sample of six employees participated in the study. The requisite data was obtained using semi-structured interviews. The literature review aimed to conceptualise organisational change and its related constructs, to explore employee well-being and its related constructs, and to understand the impact of organisational change on employees’ well-being in organisational contexts. The specific aims of the empirical study were to explore the impact of organisational change on employee well-being, to provide a basic framework that may assist organisations in managing change initiatives directed at enhancing employee well-being, and to formulate recommendations for possible future research on the impact of organisational change on employee well-being. The findings of this study indicated that the impact of organisational change on employees’ well-being is generally negative owing to the uncertainty of moving from the known to the unknown. All employees are impacted by organisational changes. The findings further indicated that the adverse impacts of organisational change may be moderated by communication, participation in the organisational change process and support. / Industrial and Organisational Psychology / M. Com (Industrial and Organizational Psychology)