abstract: The division of household tasks has been studied extensively over the past fifty years, but there are unanswered questions about why partners still report imbalances. In this study, I employed a grounded theory research design to systematically collect and analyze data from newly cohabitating, dual-earner couples to generate theory. Three prominent theories (relative resources, time availability and gender ideology) served as the framework for this research. The purpose of this study was to expose the processes of meaning-making, interpretations and decision-making regarding divisions of housework and to determine if, and if so how, dissymmetry in household tasks are understood. My research questions addressed the meanings newly cohabitating couples ascribed to household tasks by and explored how they understand their allocation of these tasks. Eighteen in-depth interviews of six newly cohabitating couples were conducted. Results from the study highlight six major themes that contribute to couples’ meaning-making processes regarding housework performance: care, consistency, expectations, gender & upbringing, micromanagement, and task preference. These findings contribute to the broader body of housework literature by demonstrating how grounded theory methods may offer a unique approach to the examination of household task performance. Further, germination of the blended output theory of housework (B.O.T.H.) that emerged from this study could provide an opportunity to better understand changing family structures. / Dissertation/Thesis / Doctoral Dissertation Communication 2019

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Previous research has indicated that leadership affects employee behavior, but additional research could explain how this relationship is mediated. The purpose of this correlational, quantitative design study was to test the mediating effects of employee income level on the relationship between leadership and employee behavior within the United States. The general problem for leaders is the lack of a comprehensive understanding regarding the relationship between their leadership and employee behavioral outcomes. The specific management problem is that unintended employee behavioral outcomes may be due to leadership decisions made without consideration given to the mediating effects of employee income level. Based on Adams's equity theory, the primary research question for this study was 'How does income level affect the relationship between leadership and employee behavior?' To answer this question I collected a dataset of 95 individuals using an online survey through Qualtrics. Income level was examined as a mediation variable between leadership styles and employee behavior in this study; however, there was no significant relationship between leadership and employee behavior present in the dataset. It was hypothesized that income level partially mediates the relationship between leadership and employee behavior, but the results indicated that income level does not mediate the relationship between leadership and employee behavior. This research is relevant to the field of management and has a positive social change implication because it demonstrates that the understanding regarding leaders and employees may not be as significantly correlated as previously demonstrated.

Die Arbeit befasst sich theoretisch und empirisch mit der so genannten Public Service Motivation (PSM) und ihrem Zusammenhang zu anderen psychologischen Motivationstheorien. Die Public Service Motivation geht davon aus, dass öffentlich Beschäftigte unter anderem dadurch motiviert sind, dass sie in ihrer Arbeit einen Dienst am Gemeinwohl sehen. Auf Basis einer empirischen Erhebung konnte dieses Konstrukt auch für Beschäftigte in Deutschland nachgewiesen und der Einfluss soziodemographischer Variablen bestätigt werden. Darüber hinaus gibt die Arbeit erste Hinweise auf Zusammenhänge zu verschiedenen Prozesstheorien der Motivation. Empirisch zeigt sich vor allem zur Gleichheitstheorie und dem darauf aufbauenden Equity Sensitivity Construct ein starker Zusammenhang. / This thesis theoretically and empirically addresses the construct of Public Service Motivation (PSM) and its relationship to other psychological motivation theories. The concept of Public Service Motivation states that employees working in the public sector are primarily motivated by serving the common good. Based on an empirical study this construct was applied to public employees in Germany. Moreover the thesis collects evidence for the relationship between Public Service Motivation and process theories of motivation. As a key result, strong correlations were found between the PSM and the Equity Sensitivity Construct, a modification of equity theory.

Bemanningsbranschen växer och allt fler personer blir anställda via bemanningsföretag. Bemanningsföretagens viktigaste uppgift är att öka flexibiliteten på arbetsmarknaden. De gör det lättare för företagen att snabbt anpassa arbetsstyrkan till efterfrågan. Samtidigt finns problem och risker med att hyra in personal. Flertalet studier kring dessa problem tangerar ämnena motivation och/eller inhyrda medarbetare, men forskningen är begränsad vad gäller inhyrda medarbetares motivation. Under antagandet att graden av motivation, generellt sett, är lägre hos inhyrda medarbetare än hos anställda medarbetare, syftar denna studie till att undersöka vilka motivationsrelaterade skillnader som finns mellan anställda och inhyrda medarbetare på ett bank- och försäkringsbolag; Företaget. Med hänsyn till att ämnet är relativt outforskat genomförs en explorativ fallstudie genom kvalitativa semi-strukturerade intervjuer med sex medarbetare på Företaget. Studien kan liknas vid en pilotstudie, som kan ligga till grund för framtida, mer omfattande forskning. Studien inleds med en deduktiv ansats och tar teoretiskt avstamp från fem olika motivationsteorier: Expectancy Theory och Equity Theory, är att hänföra till Intrinsic Motivation (inre motivation), medan Goal-Setting Theory och Job Design representerar teorier om Extrinsic Motivation (yttre motivation). Slutligen används Self-Determination Theory som är ett hybridperspektiv som fördelar tyngdpunkten jämnt mellan Intrinsic Motivation och Extrinsic Motivation. Därefter övergår studien till en mera induktiv ansats där respondenternas uttalanden i intervjuerna, tillsammans med teorierna, ligger till grund för en kategorisering i sju motivationsfaktorer: Mål, Lön, Uppskattning – utvecklingsmöjligheter och andra belöningar, Samhörighet, Självständighet och eget ansvar, Meningsfullhet samt Omväxling. Skillnaderna i motivation mellan anställda och inhyrda medarbetare på Företaget analyseras därefter med utgångspunkt från dessa sju kategorier. De motivationsrelaterade skillnader som framkommer genom studien är framför allt följande: Inhyrda medarbetare motiveras av karriärutvecklingsmöjligheter i större utsträckning än anställda, Mål är viktigare bland inhyrda än bland anställda medarbetare. Lön är en viktigare motivationsfaktor för inhyrda medarbetare, dock endast på lång sikt. Bland övriga motivationsfaktorer märks inte lika tydliga skillnader. Med anledning av studien föreslås att framtida forskning i ämnet bör ske i form av mera omfattande studier, gärna av kvantitativ karaktär. Forskningen bör omfatta fler respondenter, på fler företag, ur en större variation av yrkesgrupper, med en högre grad av anonymitet för respondenterna

Using social network analysis as a theoretical framework, the current study examined the associations between self-reported egocentric network characteristics and depression among a sample of United States college students. It is important to understand factors related to depression among this population due to the severity of its potential outcomes (e.g., suicide and interpersonal problems at school). Drawing inspiration from a recent study conducted by Christina Falci and Clea McNeely (2009), the current investigation used OLS regression to test for both linear and curvilinear relationships between egocentric network size and depression. Potential interactions between network size, density, and gender were also explored. As an additional line of inquiry, this project examined whether or not (and to what extent) perceptions of reciprocity mediate the relationships between network characteristics and depression. Data were collected using an online survey, which was proctored to students enrolled in three large undergraduate sociology courses during the fall 2010 semester. In contrast to findings reported by Falci and McNeely (2009), no significant relationships were observed between network characteristics and mental health. However, support reciprocity was found to be a significant predictor of depression at the multivariate level. Additional research will be necessary in order to confirm (or refute) the results of Falci and McNeely (2009) and to further assess the mediating effects of perceived equity.

Made available in DSpace on 2015-04-16T14:48:56Z (GMT). No. of bitstreams: 1 arquivotota.pdf: 1741313 bytes, checksum: 7a56d50b646955395365c96067d4b757 (MD5) Previous issue date: 2012-08-17 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The daily life has been marked by interactions in cyberspace, it is noteworthy in this context the use of social media on the Internet, which have enabled individuals to an unprecedented level of connection. This network of individuals makes possible the dissemination of ideas to people in a very short time period. For organizations this aspect can be positive, and negative as well, since a retaliation message may take unwanted proportion in the network. In this regard, many government agencies began to mobilize efforts to monitor users' interactions on social media such as Twitter and Facebook. This study was aimed to categorize the retaliation behavior from users of public services on the micro blogging tool known as Twitter following the profiles linked to the city of João Pessoa municipal administration. The equity theory proposed by Adams (1965) was used on the research. A qualitative approach was adopted. The study used a corpus composed of retaliation messages collected directly from Twitter and stored in a database. To perform the analysis, the researcher adopted the content analysis technique, using a priori categories as defined in the work of Huefner and Hunt (2000) and Albuquerque, Pereira, Bellini (2011), and the categories a posteriori that emerged throughout the analysis. The strategy for classifying posts was divided on category, retaliation motivation and fairness perception. The analysis resulted in seven categories of retaliation and six motivational aspects of behavior, which led to the understanding of conceptual differences between products and services consumption from the private sector and public services. The differences are reflected regarding the retaliation types chosen. The research detected that the behavior of retaliation can provide organizations with information relevant to the establishment of e-government strategies and social media marketing. / O cotidiano das pessoas tem sido marcado pelas interações no ciberespaço, tem destaque nesse contexto o uso das mídias sociais na Internet as quais têm possibilitado aos indivíduos um nível de conexão sem precedentes. Essa rede de indivíduos faz com que uma ideia possa se propagar para muitas pessoas em pouco tempo. Para as organizações esse aspecto pode ser positivo, bem como pode ser negativo, uma vez que uma mensagem de retaliação pode tomar uma proporção indesejada na rede. Por isso, muitos órgãos públicos passaram a mobilizar esforços para acompanhar as interações dos usuários em mídias como Twitter e o Facebook. Desta forma, este estudo teve como objetivo categorizar o comportamento de retaliação de usuários de serviços públicos no microblog Twitter entre os seguidores dos perfis ligados à administração municipal de João Pessoa-PB, fazendo uso para isso da teoria da equidade proposta por Adams (1965). Assumindo uma abordagem qualitativa, a pesquisa usou um corpus composto por mensagens de retaliação coletadas diretamente do Twitter e armazenada em uma base de dados. Para realização da análise o pesquisador usou a técnica de análise de conteúdo, usando categorias a priori definidas nos trabalhos de Huefner e Hunt (2000) e Albuquerque, Pereira, Bellini (2011), e de categorias a posteriori que foram surgindo ao longo da análise. Assim, utilizou-se uma estratégia de classificação das mensagens dividida quanto à categoria, quanto à motivação da retaliação e quanto à percepção de justiça. Resultaram da análise sete categorias de retaliação e seis aspectos motivadores desse comportamento, o que conduziu a compreensão que as diferenças conceituais entre consumidor de produtos e serviços da esfera privada e usuários de serviços públicos também se refletem no que diz respeito ao tipo de retaliação escolhida. E que o comportamento de retaliação pode fornecer às organizações informações importantes para o estabelecimento de estratégias de governo eletrônico e de marketing em mídias sociais.

<p>In an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.</p>

<p>In an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.</p>