Att prestera inom arbetslivet är viktigt i dagens samhälle för att kunna utvecklas, få erfarenhet och kunna bedömas av sin chef. Tidigare forskning visar att vår personlighet spelar en stor roll i arbetslivet. Denna studie fokuserar på tre olika former av upplevd arbetsprestation, det vill säga uppgiftsbaserad arbetsprestation (vardagliga arbetsuppgifter), kontextuell arbetsprestation (initiativtagande utöver de vardagliga arbetsuppgifterna) och kontraproduktiv arbetsbeteende (arbetar emot verksamheten). Syftet med studien var att undersöka sambandet mellan aspekter av individuell arbetsprestation och personlighetsdimensioner. I studien användes test som mäter personlighet utifrån HEXACO (Mini-IPIP6) och Dark Triad (SD3), samt den individuella arbetsprestationen (IWPQ) för att undersöka samband mellan frågeformulären. I studien deltog 207 personer (M = 36.13 år, SD = 19 år; 109 män). Resultaten visade, som förväntat, att uppgiftsbaserad arbetsprestation var positivt relaterad (.35) till samvetsgrannhet och negativt (-.36) till neuroticism. Kontextuell arbetsprestation var bl.a positivt relaterad (.41) till öppenhet, vilket var den starkaste korrelationen. Kontraproduktiv arbetsbeteende visade starkast korrelation med neuroticism (.39). Studiens resultat tyder på att personlighetsdrag har betydelse för den upplevda individuella arbetsprestationen vilket kan vara behjälpligt vid personalutveckling. / Performing in working life is important today in order to develop, gain experience, and be judged by one’s manager. Previous research shows that our personality plays a big role in working life. This study focuses on three different parts of experienced work performance; that is, task work performance (everyday tasks), contextual work performance (initiative in addition to everyday tasks) and counterproductive work behavior (working against the business). The purpose of the study was to investigate the relationship between aspects of individual work performance and personality dimensions. The study made use of personality-based questionnaires, HEXACO (Mini-IPIP6) and Dark Triad (SD3), as well as a measure of individual work performance (IWPQ). The study involved 207 people (M = 36.13 years, SD = 19 years; 109 men). The results showed, as expected, that task-based work performance was positively related (.35) to conscientiousness and negative (-.36) to neuroticism. Contextual work performance was positively related (.41) to openness, which showed the strongest correlation. Counterproductive work behavior showed the strongest correlation with neuroticism (.39). This study results indicate that personality has significance for individual work performance which can be implemented in staff development.

Bakgrund: En onboardingprocess är ett av de första stegen en nyanställd genomgår och berör hur denne socialiseras och introduceras in i en organisation. Det är något alla organisationer arbetar med, däremot finns det stor variation i hur organisationerna väljer att implementera den på ett strategiskt plan. Forskning har visat att en effektiv onboardingprocess kan bidra till flertal positiva effekter exempelvis ökad arbetsprestation. Däremot finns det enbart begränsad forskning som behandlar relationen mellan onboarding och individuell arbetsprestation inom den svenska arbetsmarknaden. Syfte: Syftet med uppsatsen är att bidra till en ökad förståelse inom området onboarding. Avsikten är även att deskriptivt undersöka och kartlägga relationen mellan en effektiv onboardingprocess och medarbetares individuella arbetsprestation. Metod: Uppsatsen grundas i en kvantitativ metod i form av en enkätinsamling. Enkäten distribuerades till svenska tjänstemän som arbetat på deras nuvarande arbetsplats i mindre än två år. Insamlade data analyserades därefter utifrån the Four C’s som mäter effektiviteten av en onboardingprocess samt Individual Work Performance Questionnaire som mäter individuell arbetsprestation. Resultaten framställdes med hjälp av korrelationsanalyser samt regressionsanalyser. Slutsats: Undersökningen visade att det finns en stark korrelation och en hög påverkansgrad mellan onboarding och individuell arbetsprestation. En effektivare onboarding bidrar till att medarbetare presterar bättre på arbetet. Ytterligare analyser av de tre dimensionerna inom individuell arbetsprestation – Task Performance, Contextual Performance och Counter-productive Work Behavior – påvisade samtliga höga korrelationer mellan 0,360 och 0,674. Den totala korrelationen mellan onboarding och individuell arbetsprestation uppgick till 0,739. / Background: The onboarding process is one of the first steps a new employee goes through and affects how they are socialized and introduced into the organization. It is something that all organizations work with, there are however great variations as to how the organizations choose to implement them strategically. Research has shown that an effective onboarding process can contribute with beneficial effects such as for example job performance. There is however only a limited amount of research that cover the relation between onboarding and individual work performance in the Swedish work force. Purpose: The purpose of this paper is to contribute to an increased understanding within the subject of onboarding. Further intentions include to descriptively examine and map out the relation between an effective onboarding and employees’ individual work performance. Method: This grad paper uses a quantitative method in the shape of a survey. The survey was distributed to Swedish employees’ white-collar workers who have been employed two years or less. Acquired data was then analyzed from the theoretical standpoints of the Four C's that measures the effectiveness of an onboarding process as well as Individual Work Performance Questionnaire, measuring the individual work performance. The results were produced by using Pearsons r as well as a regression analysis. Conclusion: This study showed a strong correlation and a high affectivity between onboarding and individual work performance. An effective onboarding contributes to employees performing better. Further analysis showed that when individual work performance was divided into its three dimensions – Task Performance, Contextual Performance and Counterproductive Work Behavior – they all showed high correlations between 0,360 and 0,674. The total correlation between onboarding and individual work performance amounted to 0,739.

Thesis entitled ?Analysis of educational communication in the lessons of German language at the second degree of elementary school? contains a theoretical and an empirical part. Its aim is to find out whether the pupils of this type of school have a sufficient space for their communication. In order to investigate this fact, there will be watching of the teaching of German lessons. This method is also enriched by interviewing students and their teachers. The research will be held at two elementary schools. Based on the obtained results, there will be compared both schools. In this thesis is explained the issues of communication. The most common and the best-known definitions of communication appear there. It is composed largely of types of communication and a big attention is paid to teaching communication. We cannot forget the methods and forms of teaching, which are used by the teacher in German lessons. Very important is also the individual work of students, in which they will practice and learn the discussed schoolwork. The aim of this work is to find out the issues of communication and possibilities to use the organizational forms of teaching and methods for improvement of teaching of German lessons.

This research aims to understand how the operating conditions for carrying out actions related to collective work during interactions between SI teachers and teachers of other disciplines that make up the curriculum of secondary education in the context of the implementation process of the Restructuring Proposal Curriculum of Secondary Education (PREM) under the coordination of the Secretary of the State Education RS (SEDUC / RS). To achieve this goal, we propose to answer the following research question: To what extent teaching practices developed in the interactions between SI teachers and teachers of other disciplines that make up the curriculum of high school, have characteristics of collective work? We take as sources of information: (1) 09 Teachers responsible for SI; (2) 09 Teachers responsible for other disciplines that make up the current curricular matrices of high school and; (3) (09) members of Pedagogical Coordination of state schools of Eastern RS Education. Used as instruments to collect information on these subjects, basically individual interviews. From the data collected information we can say that there was no awareness that it should be made a collective work, which articulate teachers of different areas of knowledge, development of projects to be developed in the IS discipline. The planning of these activities was the responsibility almost entirely, SI teacher himself, with a little help from members of the Pedagogical Coordination of schools. There is no involvement of all teachers in the proposal, as teachers of other subjects, at no time sought the professor SI to develop some activity together. Hardly the collective teaching work will establish in schools without the Pedagogical Coordination guarantees periodically, discussion spaces and activity planning among teachers. We conclude that, without specific training for all school teachers, to carry out projects that combine different curriculum components for the planning, hardly there will be a collective teaching. / Esta pesquisa tem por objetivo compreender como operam os condicionantes para a realização de ações referentes a trabalho coletivo durante as interações entre professores de SI e professores das demais disciplinas que compõem a matriz curricular do Ensino Médio, no contexto do processo de implementação da Proposta de Reestruturação Curricular do Ensino Médio (PREM) sob coordenação da Secretária de Educação do Estado do RS (SEDUC/RS). Para alcançar esse objetivo, nos propusemos a responder o seguinte problema de pesquisa: Em que medida o trabalho docente, desenvolvido nas interações entre professores de SI e professores das demais disciplinas que compõem a matriz curricular do Ensino Médio, apresentam características próprias de trabalho coletivo? Tomamos como fontes de informação: (1) 09 professores responsáveis pelos SI; (2) 09 professores responsáveis pelas demais disciplinas que compõem as atuais matrizes curriculares do Ensino Médio e; (3) 09 Membros das Coordenações Pedagógicas de Escolas Estaduais de Ensino Médio do RS. Utilizamos, como instrumentos para coletar informações junto a esses sujeitos, entrevistas individuais. A partir das informações coletadas podemos afirmar que não houve a conscientização de que deveria ser feito um trabalho coletivo, que articulasse os professores das diferentes áreas do conhecimento, na elaboração de projetos a serem desenvolvidos na disciplina de SI. O planejamento dessas atividades ficou sob responsabilidade, predominantemente, do próprio professor de SI, com uma pequena ajuda dos membros da Coordenação Pedagógica das escolas. Não há o envolvimento de todos os professores na proposta, pois os professores das demais disciplinas, em nenhum momento, procuraram o professor de SI para desenvolver alguma atividade em conjunto. Dificilmente o trabalho docente coletivo irá se instaurar nas instituições escolares sem que a Coordenação Pedagógica garanta, periodicamente, espaços de discussões e planejamentos de atividades entre os professores. Concluímos que, sem uma formação específica para todos os professores da escola, para a realização de projetos que articulem diferentes componentes curriculares para o planejamento de atividades, dificilmente, haverá um trabalho docente coletivo.

Att få ut det bästa och mesta av varje medarbetare har blivit allt viktigare i dagens samhälle. Vi förväntas vara både produktiva och effektiva i allt vi gör. Men vad är det egentligen som samvarierar med den individuella arbetsprestationen? Är det hur engagerade vi är i arbetet, vår prestationsbaserade självkänsla eller ligger det till och med i vår personlighet? Finns det verktyg att använda vid rekrytering som kan förutsäga något om hur en individ kommer att prestera i arbetet? Syftet med föreliggande studie var att undersöka huruvida arbetsengagemang, personlighet och prestationsbaserad självkänsla är av betydelse för den upplevda individuella arbetsprestationen. I studien studerades validerade test som mäter personlighet (Mini-IPIP6), prestationsbaserad självkänsla (PBSE) och arbetsengagemang (UWES9) i förhållande till den individuella arbetsprestationen (IWPQ) för att undersöka vilka samband som finns. En webb-enkät bestående av dessa fyra frågeformulär sammanställdes och kompletterades med bakgrundsfrågor. Insamlade data analyserades med hjälp av korrelations- och regressionsanalyser. I studien deltog 250 personer (M = 34 år, SD = 11 år) med olika bakgrund, och det enda inklusionskriteriet var att ha någon form av arbetslivserfarenhet. Resultaten visade att arbetsengagemang var den variabel som i störst utsträckning kunde förutsäga en god individuell arbetsprestation medan personlighetsdimensionerna neuroticism och ärlighet var de variabler som i störst utsträckning kunde förutsäga ett kontraproduktivt arbetsbeteende. Slutsatsen i föreliggande studie blev därmed att frågeformulär som mäter arbetsengagemang (UWES9) är det bäst lämpade av Mini-IPIP6, PBSE och UWES9, då syftet är att försöka förutsäga en god upplevd individuell arbetsprestation. / Getting the best and most out of every employee has become more important in today's society. We are expected to be both productive and efficient in everything we do. But what exactly does coincide with the individual work performance? Is it how committed we are at work, our self-esteem or is it even our personality? Are there any tools for recruiting who can say something about how someone will perform at work? The purpose of the present study was to investigate whether employee engagement, personality and performance-based self-esteem are of importance to the perceived individual work performance. The study examined validated tests that measure personality (Mini-IPIP6), performance-based self-esteem (PBSE) and work engagement (UWES9) in relation to the individual work performance (IWPQ) to investigate which relationships that exist. A web questionnaire with these four questionnaires was compiled and supplemented with background issues. The collected data were analyzed using correlation and regression analyzes. The study comprised 250 people (M = 34 years, SD = 11 years) with different backgrounds, and the only inclusion criterion was to have some form of work experience. The results showed that work engagement was the best variable to predict a good individual work performance, while the personality dimensions, neuroticism and honesty, were the best variables to predict a counterproductive work behavior. The conclusion in this study was that questionnaires that measure work engagement (UWES9) are best suited of Mini-IPIP6, PBSE and UWES9, when the purpose is to try to predict a good perceived individual work performance.

En utmaning för företag runtom hela världen är individuella arbetsprestationer, vilket har lett till omfattande forskning kring ämnet. Personlighet har visat sig vara en av de faktorer som har betydande roll för individuella arbetsprestationer. Syftet med föreliggande studie var att undersöka sambandet mellan personlighet och självupplevd individuell arbetsprestation samt att undersöka vilket personlighetsdrag som kan förklara mest av variationen av den självupplevda individuella arbetsprestationen. En kvantitativ studie gjordes med en webbaserad enkät innehållandes totalt 75 frågor. Mätinstrumenten Mini-IPIP6, SD3 och IWPQ användes för att mäta personlighet och självupplevd individuell arbetsprestation utifrån självskattningsskalor. Totalt deltog 302 personer i studien (M = 44 år, SD = 13.2, range 20 - 74 år, 72% kvinnor). Det enda kravet för att få deltaga i studien var att respondenten hade någon form av yrkeslivserfarenhet på minst 50% under minst 3 månaders tid. Den genomsnittliga arbetslivserfarenheten uppgick till M = 22.4 år (SD = 13.2, range 0.7 - 51 år). Resultaten visade att narcissism hade störst betydelse för självupplevd kontextuell prestation och uppgiftsbaserad prestation medans psykopati visade sig ha störst betydelse för självupplevd kontraproduktivt arbetsbeteende. Vår slutsats är att personlighet är en prediktor för självupplevd individuell arbetsprestation. / A challenge for companies around the world is individual work performance, which has led to extensive research on the subject. Personality has proven to be one of the factors that play a significant role in individual work performance. The purpose of the present study was to investigate the relationship between personality and self-perceived individual work performance and to investigate which personality traits can explain most of the variations of the self-perceived individual work performance. A quantitative study was conducted with a web-based questionnaire containing a total of 75 questions. The measuring instruments MiniIPIP6, SD3, and IWPQ were used to measure personality and self-perceived individual work performance based on self-assessment scales. A total of 302 persons participated in the study (M = 44 years, SD = 13.2, range 20 - 74 years, 72% women). The only requirement to participate in the study was that the respondent had some form of professional experience of at least 50% for at least 3 months. The average work experience was M = 22.4 years (SD = 13.2, range 0.7 - 51 years). The results showed that narcissism had the greatest significance for selfperceived contextual performance and task performance while psychopathy proved to be most important for self-perceived counterproductive work behavior. Our conclusion is that personality is a predictor of self-perceived individual work performance.

Frågan om det finns något sätt att förutsäga hög arbetsprestation hos individer är på många sätt relevant i organisationssammanhang. Tidigare forskning har visat att personlighet och arbetsengagemang relaterar till prestation, för vad är det egentligen som bidrar till hög individuell arbetsprestation? Syftet med föreliggande studie var att med hjälp av en enkätundersökning undersöka vilken roll personlighet och arbetsengagemang spelar för individuell arbetsprestation. Studiens hypoteser handlade om vilken prediktor, arbetsengagemang eller ett specifikt personlighetsdrag som kunde förklara mest av variationen i individuell arbetsprestation. En kvantitativ studie genomfördes med hjälp av en webbaserad enkätundersökning som baserades på mätinstrument för individuell arbetsprestation (Individual Work Performance Questionnaire), arbetsengagemang (Utrecht Work Engagement Scale) samt personlighet (Mini International Personality Item Pool-6). Kriterierna för att få delta var att vara över 18 år samt besitta en arbetslivserfarenhet över 6 månader. Studiens deltagande uppgick till 162 personer (ålder: M = 35.8, SD = 14.5). Resultaten från regressionsanalysen överensstämde med studiens hypoteser där arbetsengagemang var den överlag starkaste prediktorn för att kunna förutsäga individuell arbetsprestation. Av personlighetsdragen hade conscientiousness störst samband för uppgiftsbaserad prestation samt kontextuell prestation, medan neuroticism hade störst samband för kontraproduktivt arbetsbeteende. Studiens slutsats var att det mest effektiva sättet att mäta individuell arbetsprestation på var genom mätinstrumentet Utrecht Work Engagement Scale (UWES-9) som mäter arbetsengagemang. / The question of whether there is a way of forecasting high individual work performance is in many ways relevant in organizational contexts. Previous research has shown that personality and work engagement relate to work performance but what part exactly is it that contributes to high individual work performance? The purpose of this paper was to conduct a survey to investigate the relevance between personality and work engagement variables and their correlation to individual work performance. The hypotheses of the study concerned which predictor, work engagement or a specific personality trait could explain most of the variation in individual work performance. A quantitative study was conducted using a web-based survey based on measuring instruments for individual work performance (Individual Work Performance Questionnaire), work engagement (Utrecht Work Engagement Scale) and personality (Mini International Personality Item Pool-6). To participate you had to be over the age of 18 and exceeded 6 months of work experience. 162 participants were involved in this study (M = 35.8, SD = 14.5). The results show that work engagement was the strongest predictor to forecast high individual work performance. In regard to task-based and contextual performance the results show a correlation with the personality trait conscientiousness, while counterproductive work behaviour had a strong correlation with neuroticism. The study shows that the most effective way to estimate individual work performance was through Utrecht Work Engagement Scale (UWES-9), which measures work engagement.

Gabriela Čanigová Teaching focused on the development of foreigners` language skills - benefits and disadvantages at work with class in Science in 2nd grade ABSTRACT The work will deal with the development of language skills of pupils with different mother tongue and evaluation of the possible benefits of including such focused activities in teaching the whole class. As many research surveys show, weakened language skills in the mother tongue are not only for pupils with a different mother tongue. Adjusting teaching to pupils with different foreigners language could enrich other pupils as well. On the other hand, it is possible that these activities will be too simple for most pupils, which could lead to a loss of interest. Another possible risk appears to be time consuming, which could lead to the need to reduce the scope and possibly the content of education. The research will be carried out in two research groups in the form of experimental teaching of selected topics of the subject Prvouka. In the experimental group the teaching (explanation, work with text, etc.) will be adapted to the language skills of pupils with different foreigners language. Such oriented education will emphasize an increased level of graphic visualization of the content of teaching and creation of space for communication and...

Globalization in the past few decades has been marked by increased mobility of highly skilled workers from one country to another. Even though self-initiated expatriation is a widespread phenomenon, it is a relatively under-researched phenomenon in the academic literature, especially in an organizational context. Existing literature shows that not all individuals are equally suited to embark on a new life in another country, and self-initiated expatriates (SIEs) could be particularly susceptible to failure since they have no support from a home organization. This study was designed to investigate the experiences of self-initiated professional expatriates and the effect it had on their work performance. The purpose was to understand how their organizational and social experience affected their cross-cultural adjustment process and in turn affected their individual work performance. The researcher used a qualitative method using semi-structured interviews, observations, and documents with ten self-initiated expatriates. This study contributed to the expanding literature on the experiences of self-initiated expatriates, specifically how different support systems affected cross-cultural adjustment and individual work performance.

Made available in DSpace on 2016-04-26T20:22:17Z (GMT). No. of bitstreams: 1 Andre Luis Torres Pessoa.pdf: 647487 bytes, checksum: 5d3cea3c95b2a945e820afbf61bbeaef (MD5) Previous issue date: 2013-10-24 / This dissertation addresses the application of good faith and its obligations within an individual work contract. The dissertation starts off by bringing the concept of good faith, its characterization and history as a general rule, as well as showing its development and integration into Brazilian law. After this, the study brings forth the functions of the good faith objective, including the creation of obligations by bringing an analysis of the most common ones within this specialized doctrine. What follows is a study of the application of these duties to the standards within labor law and the duties of the parties in a labor contract, which is shown through a provision analysis of obligations in the Brazilian Labor Code, subsequently, showing the consequences arising from any violation of the contract when there is failure by the parties to abide to the concepts of good faith and the obligations that follow it / A presente dissertação aborda a aplicação dos deveres anexos da boa-fé objetiva ao contrato individual de trabalho. Inicia trazendo o conceito de boa-fé, a sua caracterização como cláusula geral e o seu histórico, demonstrando o seu desenvolvimento e a sua inserção no direito brasileiro. Após isso, traz um estudo sobre as funções da boa-fé objetiva, dentre elas a de criação de deveres anexos, trazendo uma análise acerca daqueles mais comuns na doutrina especializada. Segue estudando a aplicação destes deveres anexos às normas do Direito do Trabalho e as obrigações geradas às partes do contrato de trabalho, evidenciando a análise da previsão dos deveres anexos na CLT e, posteriormente, avaliando as consequências oriundas da violação positiva do contrato, quando da inobservância dos deveres anexos da boa-fé objetiva pelos contratantes