Abstract Purpose – The aim of this thesis is to describe and explain how service employees create personal wellbeing through improving the customer’s experience of the service by being proactive in their work, continuously running the service interaction and stimulating the customer. Design/methodology/approach – The study takes on a qualitative approach and data was collected through a primary analysis of 9 extensive interviews performed on service providers within the mobility service-business in Gothenburg.   Findings – The findings of this study show how service employees’ can create personal wellbeing for themselves in different ways and to varying extent using different tactics, judgement procedures and implicit knowledge resources. Research limitations/implications for future research – The service setting in this study is not comparable to all other organisations, something must be taken into account. Future research should focus on further analysing the findings of this thesis by performing similar studies in other service contexts and a more detailed examination of the different components. Practical implications – The findings of this thesis provide valuable insights for managers within similar service organisations where there is need for improved employee wellbeing and performance. This could lead to significantly enhanced service experiences that would benefit, not only the employees’, but also customers’ and the organisation as a whole. Keywords – Employee Wellbeing, Service Employees, Service Interaction, Transformative Service Research, Service Dominant Logic, Employee Tactics

abstract: Employee wellbeing is a top concern for many organizations as its been linked to job performance and organizational commitment (Colquit, LePine, & Wesson, 2019). Research suggests that overall wellbeing is important to employees as well. Organizations are significantly investing into upgrading workplace environments, and there is a need for a clear understanding of how those improvements truly impact employee wellbeing. Current workplace research reveals that the open-office floorplan accounts for more than 70% of office layouts in the United States and is most commonly used for the benefits of collaboration and efficiency (Gallup, 2017). However, the open office layout ranks poorly in current employee wellbeing studies with a number of office environment stressors such as noise, distractions, and privacy concerns noted to impact employee wellbeing (C. Bodin-Danielsson, 2016; Haynes, Suckley, & Nunnington, 2017). The knowledge work performed in office environments require high amounts of cognitive tasks and when combined with filtering distractions in the workplace it can increase strains caused by common office stressors, thereby impacting employee wellbeing (Bridger & Brasher, 2011). This study will examine common stressors from the open office environment and compare employee’s perceptions of their work environment before and after renovations, as well as observations and behavioral mapping that record how the built environment influences the behaviors of the occupants. This research seeks to understand how wellbeing in the open office is affected by its different physical environmental settings, and how this environment influences employee’s behaviors. The end research goal is to see if there is a significant correlation of physical work environment and workplace behaviors that are common in the open office to help understand how the designed interior workplace impacts the wellbeing of its users. / Dissertation/Thesis / Masters Thesis Design 2020

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<p>Background: During the last decades there has been an increased focus on companies shouldering a greater social responsibility. This is due to globalisation, increased concern for environmental issues and consumer activism. These issues in combination with high-profile corporate scandals have highlighted the concept of CSR, which implies a greater social, ethical and environmental responsibility for companies. </p><p>Purpose: The purpose of this thesis is to, through a theoretical exposition, investigate and analyse the concept of CSR, with a main focus on CSR from an employee perspective and its relation to employee wellbeing. This focus will also be illuminated with empirical data. </p><p>Conduction of thesis: This thesis has been carried out through a theoretical exposition and by conducting eight interviews at a publishing company. </p><p>Results: Regarding CSR from an employee perspective, we categorised different factors into four groups; physical working environment, formal contracts and agreements, organisational power structure and ethical aspects. The empirical findings showed that all the factors were perceived as important for employee wellbeing but it also pointed to some factors being taken for granted.</p>

Background: During the last decades there has been an increased focus on companies shouldering a greater social responsibility. This is due to globalisation, increased concern for environmental issues and consumer activism. These issues in combination with high-profile corporate scandals have highlighted the concept of CSR, which implies a greater social, ethical and environmental responsibility for companies. Purpose: The purpose of this thesis is to, through a theoretical exposition, investigate and analyse the concept of CSR, with a main focus on CSR from an employee perspective and its relation to employee wellbeing. This focus will also be illuminated with empirical data. Conduction of thesis: This thesis has been carried out through a theoretical exposition and by conducting eight interviews at a publishing company. Results: Regarding CSR from an employee perspective, we categorised different factors into four groups; physical working environment, formal contracts and agreements, organisational power structure and ethical aspects. The empirical findings showed that all the factors were perceived as important for employee wellbeing but it also pointed to some factors being taken for granted.

In our paper, we introduced employee wellbeing through physical, psychological and social dimensions. We discuss employee wellbeing in the context of project-based organization (PBO). Meanwhile we summarize features of project-based organizations and this kind of work settings brings some negative effects to employee wellbeing. We figure out some human resource management (HRM) policies and practices for improving employee wellbeing in PBO based on our case study results and theoretical research. These HRM policies and practices can be concluded that performance evaluation and appraisal in PBO should be dynamic and autonomic; employees in PBO should be more involved in work process; trainings and development should include basic skills, broad knowledge and deep technical excellence.

Nowadays most companies are now being faced with the reality that Corporate Social Responsibility is more than merely a fad. Drawing upon CSR, HR and stakeholder related theories this research aims to substantiate empirically by exploring HR¡¦s contribution to responsible leadership within corporations with the endeavor to explore to what extent Taiwanese companies have integrated CSR practices in their Human Resource Management policies and practices. Relying on the quantitative analysis of 82 questionnaires and qualitative analysis of interviews with CSR and HR executives from 3 corporations in Taiwan, an analysis of whether HR supporting functions towards employee training and development (CSR and General), employee wellbeing, employee engagement and CSR communication to employees contributed to the success of CSR programs. Findings of this research uncovered that companies pay due attention to employee training and development, employee wellbeing as well as employee engagement. The study also helped explain the existence of implicit CSR practices in Taiwanese firms suggesting that an inside-out approach to CSR communication exists in Taiwanese firms; most firms do not engage in philanthropic activities but are more akin to ensuring that they maintain a high level of employee work-life balance. The thesis concludes that the HR has the potential to dig deeper into the company levels and structures and identifying underlying definitional issues that may prevent or facilitate the success of CSR programs.

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Implementing cultural change is a huge project for any company. Not only is it time consuming, there are also many factors that determine the success of a cultural change. This study aims to explore a number of these success factors from a social perspective of sustainability, in particular the employees’ perspective. The employee’s psychological perspective is more difficult to expose compared to the economic and environmental perspectives, because it has a qualitative nature and cannot be easily captured in quantitative models. However, this does not make the employees’ psychological perspective less important. Recent studies show that psychological safety supports the individual learning process and creates an openness and motivation for change. Results of this study show that a stronger sense of psychological safety can be created by a positive atmosphere among colleagues, a high level of trust, supportive leader behaviors, and systems that facilitate efficient information and knowledge sharing. Furthermore, the study contributes to the field of organizational theory by investigating the role, effect and perception of psychological safety within one multinational company.

Indiana University-Purdue University Indianapolis (IUPUI) / The Saudi Arabian government launched Vision 2030 in 2016 that will have repercussions for all aspects of society. The Saudi nonprofit sector has undergone massive and unprecedented reform ever since. Professionalism is a major tool for this reform, prompting an increasing need for research on the topic of organizational professionalism. This dissertation examines how to define and measure organizational professionalism and its implications in the Saudi nonprofit sector. After introducing key concepts and historical context in Chapter 1, I include three articles that address these themes. Using grounded theory methodology, in Chapter 2, I focus on how nonprofit workers in Saudi Arabia define professionalism. In Chapter 3, I develop, test, and validate a professionalism scale from Saudi nonprofit workers’ perspective. In Chapter 4, I examine implications of professionalism on Saudi nonprofit employees’ work-related wellbeing: job satisfaction, turnover intention, and job burnout. In the Conclusion (Chapter 5), I discuss results along with potential implications for policies and practice, recommendations, limitations, and directions for future research.