Philosophiae Doctor - PhD / This thesis explores the ways in which migrant labour infrastructure and the related operating practices of the South African colonial administration impacted on workers in and from the colonial north-central part of Namibia, formerly known as Ovamboland. This study stretches from the Union of South Africa’s occupation of the region in 1915 up to 1954 when the last Native Commissioner for Ovamboland completed his term of office and a new administrative phase began. Infrastructure refers to the essential facilities that an institution or communities install to use in order to connect or communicate.4 Vigne defines infrastructure as the mode of connections between techniques, practices, social values, cultures, economies and politics.5 This dissertation deals with two types of infrastructures.

Health care leaders who fail to apply effective retention strategies could negatively affect employee well-being, patient outcomes, and business performance. The purpose of this single case study was to explore effective strategies that leaders used to retain employees in a health care organization. Human capital theory was the conceptual framework for the study. Data were collected via on-site semistructured interviews with 10 leaders of a Texas health care organization who had a history of retaining employees for a minimum of 2 years from the date of hire, and from the review of organizational documents pertaining to employee retention. Data were analyzed using coding and word frequency to discern patterns. Three key themes emerged from the data: (a) healthy work environment, (b) manager relationships, and (c) training and development. The implications for positive social change include the potential to retain top talent in health care organizations, which could improve customer service, promote affordable health care, increase job satisfaction, and improve quality service to patients.

Purpose - This thesis aims to explore how employee coaching leads to employee well-being and what features a digital platform for coaching should integrate to ensure employee well-being. This will be done by answering the following research questions; (1) How does employee coaching contribute to employee well-being? and (2) What features should be integrated in a digital platform for employee coaching to foster employee well-being? Method - The study is a single case study where a Swedish consultancy firm that utilises managerial coaching was investigated. An abductive research approach was chosen, and 19 interviews were conducted with employees at the case company and thematic analysis was used to analyse the data. Findings - The findings of the research include how the six explored components for employee well-being were influenced by employee coaching, which feature categories are crucial for the creation of a platform for coaching and what risks the features can help mitigate. Lastly a summary figure that illustrates the interrelations between digital features, risks the employee well-being components is presented. Theoretical contribution - This study adds to existing literature in three ways. First, it contributes to a more nuanced understanding of coaching and its connection to employee well-being. Second, it contributes to a deeper understanding of the correlation between specific features and its outcome on employee well-being. Third, risks associated with the digital platform for employee coaching fostering well-being are presented and how features can be utilised to mitigate or decrease those risks. Practical contribution - The study provides a foundation for the creation of a digital platform as an aid for the coaching process. Practical contributions include guidelines for managers on how to introduce such a tool in an organisation, the importance of individual adaptation and how to handle data sharing. Limitations of the study - The study's main limitation is that it is a single case study, this implies that the research is limited to the case company's individual thoughts and experiences, which in this case is limited to one year of coaching experience. / Syfte - Syftet med studien är att undersöka hur coachning av anställda kan bidra till anställdas välmående samt vilka features en digital plattform kan integrera för att säkerställa anställdas välmående. Detta genom att besvara följande forskningsfrågor; (1) Hur bidrar coachning av anställda till välmående? och (2) Vilka features bör en digital plattform för coachning av anställda ha för att främja välmående? Metod - Studien är en enskild fallstudie av ett svenskt konsultbolag som nyttjar managerial coaching. En abduktiv forskningsansats utsågs lämpad, studien bestod av 19 intervjuer med anställda på företaget och en tematisk analys nyttjades sedan för att analysera datan. Resultat - Resultatet inkluderar hur de sex komponenterna av anställdas välmående blir påverkade av coachning, vilka featurekategorier som är kritiska för skapandet av en digital plattform för coachning och risker features kan mildra. Teoretiskt bidrag - Studien bidrar till existerande litteratur på tre sätt. Först, bidrar det till en mer nyanserad förståelse av coachning och dess påverkan på anställdas välmående. Sedan bidrar det till en djupare förståelse för korrelationen mellan specifika features kategorier och dess påverkan på anställdas välmående. Slutligen, presenteras risker kopplade till en digital coaching plattform för anställdas välmående samt hur olika features kan nyttjas för att mildra dessa risker.  Praktiskt bidrag - Studien bidrar till en grund chefer kan nyttja inför skapandet av en digital coaching plattform för anställdas välmående. Det praktiska bidraget inkluderar riktlinjer för hur chefer ska introducera och integrera en sådan digital plattform i organisationen, vikten av individanpassning och hur data ska hanteras och delas. Studiens begränsningar - Den huvudsakliga begränsningen är att studien är en enskild fallstudie vilket begränsar den till fallföretagets specifika upplevelser och tankar, vilket är begränsat till ett års erfarenhet av coaching av anställda.

Investing in employee well-being may result in improved employee engagement, less sick leave, greater performance, and enhanced production. However, since they exist in isolation from daily operations, well-being programs often fall short of their promise. The main purpose of this report is to find out the impact of workers' well-being on the productivity of employees, whichmay or may not impact the profitability of the company in Sweden. For this study, qualitative techniques are used, as the topic has been explored enough by previous scholars; our study aims to find the void in this research and hopes to fill it with our take on this topic. Through our research, the findings have established that the emphasis on thewell-being of employees pays as a dividend in the form of increased productivity and, thus, increased profitability. The result of the thesis will help the authors to understand the significance of workers' well-being, and here, the author of the thesis provides a strategy to improve employee well-being in Sweden. Implementation of the new strategy is very importantfor the companies in Sweden.

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Yes / This paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.

Doctor of Philosophy / Department of Psychological Sciences / Clive J. A. Fullagar / In the constantly changing world of work, employees are expected to be proactive by taking initiative and being self-starting, future focused, and change oriented. Consequently, research around proactivity has grown exponentially over the last two decades. However, the relationship with employee well-being has been widely neglected. This research addressed this gap by investigating the dynamics between employee proactivity and subjective well-being, while taking work-related flow into account. With the use of a diary method, this study provided support that proactivity is not necessarily a burden on psychological well-being. Instead, proactivity in its dispositional and behavioral form of task crafting, was found to have a direct impact on optimal work experiences and well-being outcomes such as subjective vitality and positive affect. Acknowledging the complexity of the relationships, this study also tested mediated and moderated paths and provided several theoretical and practical contributions.

Recovery during nonwork time is essential for restoring resources that have been lost throughout the working day. Recent research has begun to explore the nature of recovery experiences as boundary conditions between various job stressors and employee well-being. Interpersonal conflict is an important work stressor that has been associated with several negative employee outcomes, such as higher levels of psychosomatic complaints, anxiety, depression, and frustration. This study contributes to recovery research by examining the moderating role of recovery experiences on the relationship between workplace interpersonal conflict and employee well-being. Specifically, it was hypothesized that recovery experiences (e.g., psychological detachment, mastery, control, relaxation, negative work reflection, positive work reflection, and social activities) would moderate the relationship between interpersonal conflict and employee well-being (e.g., job satisfaction, burnout, life satisfaction, and general health complaints). Hierarchical regression was used to examine the hypotheses. Relaxation was found to be a significant moderator of the relationship between self-reported interpersonal conflict and employee exhaustion. Additional analyses found mastery experiences to be a significant moderator of the relationship between coworker reported interpersonal conflict and both dimensions of burnout (exhaustion and disengagement). Several main relationships between recovery experiences and employee well-being were found that support and extend earlier research on recovery from work. Practical implications for future research are discussed.

<div>To capture the dynamic nature of frontline employees’ subjective well-being (SWB) and turnover intention in the hotel industry, this study used Affective Events Theory (Weiss & Cropanzano, 1996) and the unfolding model of employee voluntary turnover (Lee & Mitchell, 1994) to argue the short-term variability in SWB and turnover intention. Using the job demandsresources model (JD-R model) as the framework, this study examined the role of daily job</div><div>demands (challenge stressors, hindrance stressors, and emotional dissonance) and the role of daily job resources (supervisor support, coworker support, and job autonomy). Given that hotel employees work with different supervisors and co-workers and face various guest situations during each shift, these employees may face high work stress and workload. Furthermore, employees in this industry are often requested to perform non-routine tasks. Therefore, their work is highly associated with high job demands and resource variability. Moreover, the study results stress the importance of the moderating role of day-level job resources and the multilevel moderating effects of employees’ individual levels of resilience and self-efficacy. </div><div>The design of the study employed an experience sampling method. Participants were employees who are in guest-facing positions from food & beverage and front office departments in full-service or luxury hotels in the United States. Sixty-five participants completed a one-time baseline survey and a daily diary study twice per day for at least five working days, resulting in a total of 416 day-level observations. The data structure is day nested within each person. The multi-level data was analyzed by using multilevel linear modeling. </div><div>In summary, this study shows that SWB and turnover intention may not always be stable phenomena among hotel employees due to the daily influences of job demands and job resources. In addition, both personal resources and daily job resources were found to mitigate the negative daily influences of job demands. This study helps managers to better understand employees’ feelings on a daily basis and apply strategies for daily management of employee SWB and turnover intention.</div>