Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2017-09-26T16:43:47Z No. of bitstreams: 1 Rosemary Francisco_.pdf: 7758052 bytes, checksum: 44ca1c4c6afa003c13d4783f220148be (MD5) / Made available in DSpace on 2017-09-26T16:43:47Z (GMT). No. of bitstreams: 1 Rosemary Francisco_.pdf: 7758052 bytes, checksum: 44ca1c4c6afa003c13d4783f220148be (MD5) Previous issue date: 2017-06-30 / Nenhuma / Mobile workers are professionals who frequently work on the move, far from a fixed workplace, often performing knowledge-intensive activities. Mobility brings challenges to the processes of knowledge creation and sharing of these workers, and the existing literature lacks theoretical frameworks to explain these phenomena. Considering this gap, this study seeks to answer the following research question: How knowledge creation and knowledge sharing are carried out in collaborative problem-solving situations in the mobile workers’ context? The primary purpose of this investigation is to analyse how knowledge creation and knowledge sharing are carried out in collaborative problem-solving situations in the mobile workers’ context. To reach the research goals, this study applied Activity Theory (AT) and its key concepts as a theoretical lens. This theoretical approach allowed better understanding both the individual (the mobile worker) as well as his relations in his/her social context. Besides, the adoption of the Design Science Research method (DSR) provided tools for a deeper understanding of the research problem and also to propose an approach to stimulate knowledge creation and sharing through collaborative problem-solving in the mobile workers’ context. The results of this study helped to understand the fundamental needs of mobile workers related to knowledge creation and knowledge sharing to solve work problems. It was observed that these workers use their ICT tools, especially mobile ICT, to conduct the majority of their collaborative problem-solving situations and subsequently, to create and share knowledge on the move. The findings also highlight how mobile technologies are used to support collaborative problem-solving in the mobile work’ context. Therefore, the key argument tested and supported in this thesis is that collaborative problem-solving mediated by mobile ICT can support and stimulate knowledge creation and knowledge sharing in the context of mobile workers. This research makes a theoretical contribution by exploring this key argument with the use of AT as a theoretical lens. Since this theory was not used so far to analyse practices of knowledge creation and sharing in the context of mobile workers, this study contributes to the expansion of this theory in this subject. The results of the empirical data also provided lessons from the practice that can contribute to the theory, mainly considering the diversity of workplaces that mobile workers can use to perform their work activity. Also, this study provides methodological and practical contributions; through a detailed descriptive of how to apply the DSR in IS (Information Systems) studies, in addition to the artifact developed that can be used in practice. Finally, this study addresses some questions that can be explored in future research. / Trabalhadores móveis são profissionais que freqüentemente trabalham em movimento, longe de um local de trabalho fixo, muitas vezes realizando atividades intensivas em conhecimento. A mobilidade traz desafios aos processos de criação e compartilhamento de conhecimento para esses trabalhadores, e a literatura existente carece de frameworks teóricos para explicar esses fenômenos. Considerando esta lacuna, este estudo procura responder à seguinte pergunta de pesquisa: Como a criação e o compartilhamento de conhecimento são realizados em situações colaborativas de resolução de problemas no contexto dos trabalhadores móveis? O objetivo principal deste estudo é analisar como a criação e o compartilhamento do conhecimento são realizados em situações colaborativas de resolução de problemas no contexto dos trabalhadores móveis. Para alcançar os objetivos da pesquisa, este estudo aplicou a Teoria da Atividade (AT) e seus conceitos-chave como uma lente teórica. Esta abordagem teórica permitiu uma melhor compreensão tanto do indivíduo (o trabalhador móvel) quanto das suas relações no seu contexto social. Além disso, a adoção do método de pesquisa Design Science Research (DSR) proporcionou ferramentas para uma compreensão mais profunda do problema de pesquisa e também para propor uma abordagem para estimular a criação e o compartilhamento do conhecimento por meio da colaboração na resolução de problemas no contexto dos trabalhadores móveis. Os resultados deste estudo ajudaram a compreender as necessidades fundamentais dos trabalhadores móveis em relação à criação e ao compartilhamento de conhecimento para a resolução de problemas de trabalho. Observou-se que esses trabalhadores utilizam suas ferramentas de TIC, especialmente as TIC móveis, para conduzir a maioria de suas situações colaborativas de resolução de problemas e, posteriormente, criar e compartilhar conhecimento em movimento. Os resultados também destacam como as tecnologias móveis são usadas para apoiar a resolução colaborativa de problemas no contexto do trabalho móvel. Portanto, o principal argumento testado e suportado por esta tese, indica que a resolução colaborativa de problemas, mediada por TICs móveis, pode apoiar e estimular a criação e o compartilhamento do conhecimento no contexto de trabalhadores móveis. Esta pesquisa faz uma contribuição teórica explorando este argumento chave com o uso de AT como uma lente teórica. Uma vez que esta teoria não foi utilizada até agora para analisar as práticas de criação e compartilhamento de conhecimento no contexto dos trabalhadores móveis, este estudo contribui para a expansão desta teoria neste assunto. Os resultados empíricos também forneceram lições da prática que podem contribuir para a teoria, considerando, principalmente, a diversidade de locais de trabalho que os trabalhadores móveis podem usar para realizar suas atividades de trabalho. Além disso, este estudo fornece contribuições metodológicas e práticas; por meio de um descritivo detalhado de como aplicar o DSR em estudos de SI (Sistemas de Informação), além do artefato desenvolvido que pode ser usado na prática. Finalmente, este estudo endereça algumas questões que podem ser exploradas em futuras pesquisas.

Many organizations now realize the important role of social network technology (SNT) in building social capital and hence broadening their customer base. However, observations have indicated that, while working, many knowledge workers use SNT to engage in non-job related activities, potentially leading to a decrease in productivity. The purpose of this study was to examine the relationship between the usage of SNT and productivity in the health sector. The theoretical foundation of this study emanated from Rogers's theory of diffusion of innovations and Campbell, Rodney, Scott, and Christopher's theory of performance. Collection of data involved a self-administered survey designed with tools from SurveyMonkey. Out of 123 respondents, some were team members (67%), some were independent (24%), others were team leaders (8%), and a few were administrators (2%). A multiple linear regression analysis subsequent to correlation analysis between each of the 4 variables of SNT (frequency of SNT use, duration of cellphone-based SNT use, duration of PC-based SNT use, and performance rating) and knowledge worker productivity revealed a significant relationship between productivity and performance. The findings suggest that, of the 4 SNT variables, performance rating statistically predicts productivity of the health care professional. Managers may find these results informative in their effort to boost productivity among their health care professional workers. Further investigations are recommended to explore the association between productivity and SNT among knowledge workers.

The venerable desktop metaphor is beginning to show signs of strain in supporting modern knowledge work. Traditional desktop systems were not designed to support the sheer number of simultaneous windows, information resources, and collaborative contexts that have become commonplace in contemporary knowledge work. Even though the desktop has been slow to evolve, knowledge workers still consistently manage multiple tasks, collaborate effectively among colleagues or clients, and manipulate information most relevant to their current task by leveraging the spatial organization of their work area. The potential exists for desktop workspaces to better support these knowledge work practices by leveraging the unifying construct of activity. Semantically-meaningful activities, conceptualized as a collection of tools (applications, documents, and other resources) within a social and organizational context, offer an alternative orientation for the desktop experience that more closely corresponds to knowledge workers' objectives and goals. In this research, I unpack some of the foundational assumptions of desktop interface design and propose an activity-centered model for organizing the desktop interface based on empirical observations of real-world knowledge work practice, theoretical understandings of cognition and activity, and my own experiences in developing two prototype systems for extending the desktop to support knowledge work. I formalize this analysis in a series of key challenges for the research and development of activity-based systems. In response to these challenges, I present the design and implementation of a third research prototype, the Giornata system, that emphasizes activity as a primary organizing principle in GUI-based interaction, information organization, and collaboration. I conclude with two evaluations of the system. First, I present findings from a longitudinal deployment of the system among a small group of representative knowledge workers; this deployment constitutes one of the first studies of how activity-based systems are adopted and appropriated in a real-world context. Second, I provide an assessment of the technologies that enable and those that pose barriers to the development of activity-based computing systems.

Le bien-être et le mal-être au travail sont des concepts d’actualité, qui recoupent de nombreux modèles et théories issus de disciplines et d’épistémologies différentes. On peut questionner la pertinence de ces modèles pour comprendre le rapport au travail de professions intellectuelles, d’activités d’expertises ou de travailleurs de la connaissance. En partant d’une synthèse des littératures qui existent sur ces sujets, cette thèse étudie le rapport au travail des métiers de laboratoire en sciences dures. Ce travail est une démarche qualitative, compréhensive et interprétativiste, basée sur l’étude de cas multiples enchâssés de quatre laboratoires du Commissariat à l’Énergie Atomique et aux Énergies Alternatives (CEA). Cette recherche montre que les différents statuts présents dans les laboratoires partagent les mêmes sources d’engagement et de bien-être mais ont des facteurs de mal-être différents. De plus, ils présentent tous des « rapports ambigus au travail », conjonction simultanée de bien-être et de mal-être, qui obligent à repenser l’articulation entre bien-être et mal-être au travail. / Workplace well-being and malaise are current concepts that overlap many models and theories from various disciplines and epistemologies. The relevance of these models can be questioned in order to understand the relationship to work of intellectual professions, of expertise activities or knowledge workers.Starting from a synthesis of existing literature on these topics, this thesis studies the relationship to work for natural sciences laboratory occupations. This work is a qualitative, comprehensive and interpretative approach, based on a Commissariat à l’Énergie Atomique et aux Énergies Alternatives (CEA) four laboratories embedded and cross-cases studies.This research shows that different statuses present in the laboratories share the same commitment and well-being drivers but have different malaise factors. In addition, they all have some kind of “ambiguous relationship with work”, simultaneous combination of well-being and malaise, which requires to rethink the relationship between well-being and malaise at work.

Managing knowledge work and knowledge workers is of growing importance in theory as well as in practice. Organizations are continuously evolving value added work. It is observed over a period of time, that manual work is reducing and educated work force is delivering, executing and successfully performing organizational activities. Particularly in Indian context there is a phenomenal growth in employment of knowledge professionals. They contribute towards building value through their innovation, new technology and its application. Knowledge professionals possess the talent and required skills to cater to organizational competitive demands. Knowledge professional creates knowledge and transfer knowledge to other professionals. There are several univariate studies focusing on satisfaction, stress, motivation, there are also studies which talks about knowledge transfer aspects, but they are not studied in the context of knowledge professionals and linking them to value added behavior and well-being. This is a multi-construct study with an attempt to explain causal relationship between knowledge professionals, organizational & knowledge practice, knowledge transfer modes, enhanced valued behavior and well-being, for which the existing literature is reviewed. Literature review for this study has been broadly classified into four major headings, i.e. knowledge professionals, organizational and knowledge practices, knowledge transfer modes and finally well-being of knowledge professionals. Knowledge professionals are dealing with the increase in knowledge intensive work and therefore there is a need to link knowledge professionals to over all organizational strategies and focus on their well-being. The different practices in both organizational and knowledge identifies the purpose of such different practices and how it affects the expertise in the professionals. Practices tend to vary based on the human processes in the different sectors. Several studies focused on knowledge transfer and also identified the modes of transfer of knowledge in terms of one to one basis, formal and informal, on the job trainings, apprenticeships etc., in the past. Lastly, work profile, different practices and modes of knowledge transfer tends to have a bearing on well-being. There are several univariate and bivariate research studies conducted on knowledge and knowledge management practices existing within the organization. Knowledge professionals are the most valuable resource of the organization as they contribute to maximum growth of their organization. Hence there is a need to understand their well-being. But previous research has not focused on this dimension of knowledge professionals. Earlier studies have not focused in detail about the knowledge intensiveness in knowledge professionals work profile, nor its impact on their well-being. Therefore we found a need to focus our study on understanding the knowledge professionals work profile and their well-being. Though there are various studies on knowledge transfer but there is a paucity of studies in the area of knowledge professionals, and its impact on the valued behavior of the organization. We further felt the need to study the relationship existing between well-being of knowledge professionals and knowledge transfer modes. Based on this we framed our objectives of the study as follows: To develop a framework for relating knowledge work, organizational & knowledge practices, and the role of modes of knowledge transfer on valued behavior and well-being. To understand the effect of different knowledge intensive work on valued behavior and well-being. To suggest appropriate managerial initiatives to sustain knowledge work and well-being of knowledge professionals. In order to achieve the above mentioned objectives, conceptual framework was formalized. Thorough literature review helped in identifying gaps in the research. Discussions with practitioners in the field were useful in selecting the variables for the study. The different variables studied were work profile of knowledge professionals, organizational and knowledge practices. Knowledge transfer modes to determine the influence of transfer process on well-being and valued behavior. We attempted to understand the effect of different practices and transfer modes on valued behavior and well-being of knowledge professionals. To achieve the objectives, survey methodology was executed for the main study. Questionnaire developed was a 5 point Likert scale where professionals had to rate with options choosing from strongly disagree, disagree, neither agree nor disagree, agree and strongly agree. This was combined with in-depth interview on a one to one basis, between researcher and professionals without any external disturbance in a secure silent place. The main sample consisting of 439 professionals from five organizations, out of which 2 of them are Government sectors and remaining 3 are private sectors. Sample comprised of knowledge professionals working in IT and R & D sector with a minimum of 2 years of experience and working in the same or similar kind of projects, both male and female professionals with varied qualifications, and age ranging from 19 to 61 years. To validate our objectives of the study different statistical analysis was computed. We first confirmed the reliability of the designed questionnaire by computing cronbach alpha. Factor analysis helped us identify the groupings of the variables. To understand the effect of demographic variables such as age, gender, educational qualification, work experience, type of organization on the work profile on the knowledge professionals, obtained sample was studied on each of these variables by computing ‘t’tests. The differences in the demographical variables was analyzed and reported. This was further analyzed to understand the effect of independent factors on output factors and the effect of mediating factors on output by computing multiple regression. Regression was first done without mediating factors by regressing independent factors on output and later by adding mediating factors to verify the mediating effect of the different factors. The obtained regression value results are analyzed for firstly validating if the model can be accepted by verifying the significance of F value, next by checking the goodness of fit of the model by looking at the R square value and finally we verified the items which had an impact on the output factors by looking at their Beta coefficient value. Significant beta coefficient values were accepted and discussed further. We further diagrammatically depicted the connections of the independent factors on the output factors from the obtained findings. The findings of this chapter show that mediating factors have improved the R square value showing that mediating factors increases the explanatory power. It can be observed that all the hypotheses are proved. To further understand the different knowledge intensive work of knowledge professionals, input factors, mediating factors and output factors were regressed for each group separately and presented in next chapter. Knowledge professionals were grouped based on the knowledge intensive jobs being performed by them. It was observed that 5 unique groups were being formed and we aimed at systematically understanding the differences in the groups. Discussion was done group wise. All the groups were analyzed and understood based on their age, educational qualification, work experience, gender, type of job etc. Further multiple regression was computed on each of the group separately. Here again multiple regression was done without mediating variable in the first step and in the next step to verify the effect of mediating factors they were included in the analysis. Regression model was checked for significance level through F value, goodness of fit was verified by obtained R square and later significant beta values were analyzed and diagrammatically represented. From the findings it can be observed that each group is exclusive and tends to have significant differences between the groups based on the knowledge intensive jobs being performed by them. The findings can be summarized as there are differences between the groups with regard to the extent to which the different input, mediating factors affect the output factors. There exist differences in the way the factors influence each group, indicating the uniqueness of each group. It can be concluded that this study provides a profound understanding about the different groups of knowledge professionals based on the knowledge intensive job being performed by them. This finding can be used by other organizations while recruiting, training, and charting out clear career growth for professionals, and for job analysis. This study has attempted to understand well-being of knowledge professionals and how it tends to affect and vary based on the different knowledge professional groups. This framework of studying knowledge professionals and their well-being is a unique contribution to the existing literature and for organizational as well as managerial practices. An attempt has been made to understand the different knowledge transfer practices and its impact as value add for the organization. This research has contributed theoretically and it is methodologically unique by adapting a multi construct model, the different practices being studied will help in framing effective knowledge management practices in organizations.

La globalizzazione e i cambiamenti tecnologici hanno portato a importanti trasformazioni nel mercato del lavoro. Questi cambiamenti enfatizzano le dimensioni democratiche e collaborative del lavoro e si basano su processi di lavoro simultanei, multidirezionali e reciproci, in contrapposizione alle forme di lavoro e organizzazione che si realizzano attraverso una consolidata divisione del lavoro, comunità e sistemi formali e informali di regole altamente definiti. Il coworking sta emergendo in questo attuale scenario sociale e organizzativo come componente chiave delle trasformazioni. Compare come fenomeno emergente nei primi anni del 2000, sottolineando il suo potenziale collaborativo nella promozione dei cambiamenti sociali nel mercato del lavoro e promuovendo valori quali l'accessibilità, l'apertura, la sostenibilità, la creazione di comunità e la collaborazione. Questa tesi è incentrata sull'analisi qualitativa di spazi di coworking in Italia. Lo scopo del presente lavoro è quello di mettere in discussione e di discutere criticamente potenzialità e vantaggi del coworking. Attraverso l'utilizzo di un approccio critico, la tesi offre una comprensione articolata del coworking e discute le sfide e i rischi del fenomeno e della sua potenziale evoluzione. Nella tesi si fa riferimento all'approccio teorico dell'Activity Theory e viene si presentano i due studi qualitativi per l'analisi del coworking, attraverso cui si giunge alla presentazione di una tipologia di coworking e all'individuazione di tensioni storiche e contraddizioni locali che caratterizzano il fenomeno nella sua evoluzione. / In recent decades, globalization and technological changes have brought about important transformations in the labor market. These changes emphasize the democratic and collaborative dimensions of labor, and they are based on simultaneous, multi-directional, and reciprocal work as opposed to forms that take place in organizations with an established division of labor, demarcated communities, and formal and informal sets of rules. Coworking has been emerging in this current social and organizational scenario as a key component of the unfolding transformations. It started in the early years of the 2000s, emphasizing its collaborative potential in promoting social changes in the labor market and promoting values related to accessibility, openness, sustainability, community, and collaboration (Kwiatkowsky, 2011). This thesis is focused on the analysis of the kinds of spaces that are defined as coworking spaces and that, generally speaking, are said to be focused on the promotion of a collaborative approach to work. The aim of this work was to question and critically discuss various potentials and benefits of coworking. by evaluating coworking from a critical perspective, the dissertation offers an articulated understanding of coworking and discusses the challenges and risks of coworking and its potential evolution. In order to provide a foundation for fruitful discussion of the logic of the thesis that can be supported by the theoretical framework, the idea of moving from the history of coworking to its classification and to its dynamic contradictions is implemented. Given these premises, in the thesis, I problematize coworking using the Activity Theory approach in an effort to counter the optimistic views, which are emphasized in the existing literature. In the dissertation, a sequential, qualitative and mixed-methods research design is proposed that is aimed at improving the available information concerning coworking and enhancing the understanding of its implications, contradictions, potentials, and risks that coworking presents as a way of work and organization inside the current complex and quickly developing social and labour market.

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The increasing utilization of generative artificial intelligence (AI) in organizations isenhancing productivity and decision-making processes of knowledge workers. However, alimited number of studies have focused on both communicative and organizationalimplications of how knowledge workers’ utilization of generative AI tools is affecting domainexpertise and knowledge sharing within organizations. In collaboration with the Swedishtelecommunications company Ericsson, this study embraces an interdisciplinary approach andimplements a qualitative research strategy based on data from 18 in-depth interviews withknowledge workers employed at a global ICT company. The findings highlight two keydimensions; firstly, knowledge workers perceived that by utilizing generative AI it couldaugment their expertise – both transcending domain boundaries and enhancing specializeddomain expertise. At the same time, they perceived work roles to become moresocio-technical in the future. Secondly, generative AI can facilitate knowledge sharingbetween domains by taking on the role of a mediator when communicating expertise acrossdomains. However, the facilitative knowledge sharing effects of generative AI might bedampened by potential silo effects when turning to generative AI instead of colleagues. Thishighlights the need for clear organizational objectives around generative AI usage and theimportance of collaborative knowledge sharing activities to create common understandings ofthe opportunities and limitations of generative AI tools / Den ökande användningen av generativ artificiell intelligens (AI) inom organisationerförbättrar produktiviteten och beslutsprocesser hos kunskapsarbetare. Däremot har ettbegränsat antal studier utförts som fokuserar på både kommunikativa och organisationellakonsekvenser av hur kunskapsarbetarnas användning av generativa AI verktyg påverkardomänexpertis och kunskapsdelning inom organisationer. I samarbete med det svenskatelekommunikationsföretaget Ericsson tillämpar denna studie ett tvärvetenskapligttillvägagångssätt och implementerar en kvalitativ forskningsansats baserat på data från 18djupintervjuer med kunskapsarbetare anställda på ett globalt ICT-företag. Resultatent visar påtvå huvuddimensioner; kunskapsarbetare uppfattade att de genom generativ AI kundeförstärka sin expertis genom att både överskrida domängränser och förbättra specialiseradexpertis. Samtidigt upplevde kunskapsarbetarna att arbetsroller kan komma att bli mersociotekniska i framtiden. Den andra dimensionen visar hur generativ AI kan faciliterakunskapsdelning som en medlare mellan olika domäner. Brist på tydlighet inomorganisationen gällande användningen av generativ AI i arbetsuppgifter och potentiellasilo-effekter kan däremot hindra verktygets kapaciteter för kunskapsdelning. Detta påvisarvikten av tydliga riktlinjer gällande användningen av generativ AI ochkunskapsdelningsaktiviteter för att skapa en gemensam förståelse av möjligheterna ochbegränsningarna med generativa AI verktyg.

English, Afrikaans and Northern Sotho summaries / Die algemene doel van hierdie navorsing was om ’n loopbaantevredenheids- en indiensneembaarheidsprofiel vir kenniswerkers saam te stel, gebaseer op die verhoudingsdinamika tussen individue se biografiese eienskappe (ouderdom, ras en indiensnemingstatus), loopbaankognisies (loopbaanaanpasbaarheid en psigososiale loopbaanpreokkupasies as voorgangers), hulle psigososiale loopbaanhulpbronne (indiensneembaarheidskenmerke, loopbaanankers en loopbaanwaardes as moderators) en hulle loopbaantevredenheid en selfwaargenome indiensneembaarheid (gevolge of uitkomste). Die einddoel van die navorsing was om gevolgtrekkings te maak oor die verhoudingsdinamika (omvang en rigting) tussen die konsepte ten einde organisatoriese loopbaanontwikkelingspraktyke vir die kenniswerker voor te stel. ’n Kwantitatiewe deursneenavorsingsbenadering is gevolg en het ’n steekproef van N = 404 kenniswerkers behels wat by professionele Suid-Afrikaanse liggame geregistreer is. Beskrywende, korrelasie- en meerveranderlike inferensiële statistiek is ingespan. Aanvullend tot die kanoniese korrelasieresultate, het regressie and strukturele vergelykingsmodellering ontledings aangetoon dat die loopbaantevredenheidsprofiel unieke beïnvloedingsfaktore het terwyl die selfwaargenome indiensneembaarheidsprofiel ook oor sy eie unieke beïnvloedingsfaktore beskik. Moderering regressie-ontleding het gewys dat individue se loopbaankognisies (dit is die vlakke van loopbaanaanpasbaarheid en loopbaanpreokkupasies) nie voorwaardelik ten opsigte van hulle psigososiale loopbaanhulpbronne was (dit is, indiensneembaarheidseienskappe, loopbaanankers en loopbaanwaardes) om hulle vlakke van loopbaantevredenheid en selfwaargenome indiensneembaarheid te verduidelik nie. Die loopbaankognisies en psigososiale loopbaanhulpbronne het individuele, bepaalde hoofgevolge om te oorweeg ten einde kenniswerkers se loopbaantevredenheid en selfwaargenome indiensneembaarheid te verstaan. Stapsgewyse regressie en hiërargies-moderering regressie-ontleding het gewys dat ouderdom, ras en indiensnemingstatus belangrike oorwegings was wat betref die loopbaantevredenheidsprofiel van kenniswerkers. Ras in die besonder het geblyk belangrik te wees om in aanmerking te neem ooreenkomstig hulle selfwaargenome indiensneembaarheid. Verskille tussen die biografiese groepe het ook aan die hand gedoen dat unieke loopbaanontwikkeling oorweeg moet word in multikulterele, diverse werkskontekste. Die loopbaantevredenheid en indiensneembaarheidsprofiel is saamgestel, gebaseer op die belangrikste insigte wat uit die essensiële, betekenisvolle bevindings bekom is. Loopbaantevredenheid en indiensneembaarheidsteorie is in hierdie navorsing uitgebrei. Aanbevelings vir organisatoriese loopbaanontwikkelingondersteuningspraktyke is gemaak, gebaseer op die voorgestelde profiel vir die professionele kenniswerker. / Maikemisetsomagolo a dinyakisiso e bile go go hlama phrofaele ye e kgotsofatsago mosomo le go thwalega mosomong go basomi ba tsa tsebo go lebeletswe seemo sa dikamano magareng ga dipharologantsi tsa dipalopalo ka ga batho (e lego mengwaga, bong, mohlobo le maemo a mosomo), go kwesisa ka ga mesomo (go tlwaela mosomo le seemo sa menagano ya setshaba ka ga mesomo bjalo ka dilo tseo di tlago peleng), methopo ya bona mosomo mabapi le menagano ya setshaba (dikokwane tsa go kgona go thwalega mesomong, dihlohleletsi tsa go hwetsa mesomo le maitshwaro a mesomong bjalo ka dilo tseo di lekolago mesomo) le go kgotsofatsa ga dinyakwa tsa mesomo le go ipona bjalo ka yo a thwalegago (seo se tlago ka moragonyana goba bjalo ka poelo). Maikemisetso ao a nepilwego a dinyakisiso e bile go tla ka dipheto mabapi le seemo sa dikamano (bogolo bja tsona le fao di lebilego gona) magareng ga kago ya maikemisetso a go sisinya ditiro tsa tlhabollo ya basomi ka dikhamphaning go mosomi yo a somago ka menagano. Mokgwa wa dinyakisiso wa bontsi wa mafapha a mantis o dirisitswe gomme sampole ya N = 404 ya basomi ba tsa tsebo o dirisitswe le go akaretsa mekgatlo ya sephrofesenale ya ka Afrika Borwa. Dipalopalo tsa go hlatholla, tsa papetso le tsa tshupetso ya makala a mantsi di dirilwe. Dipoelo tsa papetso tsa tatelano di laeditse gore go phrofaele ya go kgotsofatsa mosomo e na le dintlha tsa khuetso tsa go swana di nnosi mola e le gore phrofaele ya go ipona bjalo ka yo a thwalegago le yona e na le dintlha tsa khuetso tsa go swana di nnosi. Tshekatsheko ya poelomorago yeo e hlokometswego e laeditse gore dikwesiso tsa batho ka ga mosomo (ke gore, maemo a tsinkelo mosomong le go tlwaelo go phethagatsa mosomo) ga se tsa lebana le seemo sa methopo ya go phethagatsa mosomo wa mabapi le menagano ya setshaba (ke gore, dipharologantshi tsa go thwalega mesomong, dihlohleletsi tsa mesomo le maitshwaro a mesomong) go hlalosa maemo a bona a go kgotsofatsa phethagatso ya mesomo le go ipona o thwalega mosomong. Dikwesiso ka ga mesomo le methopo ya mesomo mabapi le menagano ya setshaba di bile le diabe tse itsego go batho tseo di swanetsego go hlokomelwa gore re kwesise go kgotsofatsa ga mesomo ka basomi ba tsa tsebo le go ipona ba thwalega mesomong. Tshekatsheko ya poelomorago ka dikgato tse mmalwa le ya poelomorago ya basomi go ya ka tatelano ya bona di laeditse gore mengwaga, morafe le maemo a mosomo di bile bohlokwa go di hlokomela mabapi le phrofaele ya go kgotsofatsa mesomo ga basomi ba tsa tsebo. Morafe o bonagala o tloga o le bohlokwa kudu go hlokomela mabapi le go ipona ba thwalega mesomong. Diphapano magareng ga dihlopha tsa merafe le mehlobo le tsona di sisintse gore go hlokega tlohabollo ya ka mesomong ye e swanago e nnosi yeo e swanetsego go dirwa ka seemong sa mesomo fao go somago batho ba ditso tse di fapafapanego. Phrofaele ya tlhabollo ya basomi le go thwalega mesomong go hlamilwe go lebeletswe tsebo ye bohlokwa ye e hweditswego go dikutollo tsa motheo tse bohlokwa. Dinyakisiso di katolositse teori ya mabapi le tlhabollo ya basomi le ya go thwalega mesomong. Go dirilwe ditshisinyo mabapi le ditiro tsa thekgo ya tlhabollo ya basomi ka dikhamphaning ka ga phrofaele ye e sisintswego ya mosomi wa tsa tsebo wa sephrofesenale. / The general aim of the research was to construct a career satisfaction and employability profile for the knowledge worker based on the relationship dynamics among individuals’ biographical characteristics (age, gender, race and employment status), career cognitions (career adaptability and psychosocial career preoccupations as antecedents), their psychosocial career resources (employability attributes, career anchors and career values as moderators) and their career satisfaction and self-perceived employability (consequences or outcomes). The end goal of the research was to draw conclusions on the relationship dynamics (magnitude and direction) between the constructs for the purpose of proposing organisational career development practices for the knowledge worker. A quantitative cross-sectional research approach was followed and involved a sample of N = 404 knowledge workers registered with South African professional bodies. Descriptive, correlation and multivariate inferential statistics were performed. Supplementary to the canonical correlation analysis, regression and structural equation modelling analysis indicated that the career satisfaction profile has unique influencing factors while the self-perceived employability profile also has its unique influencing factors. Moderated regression analysis showed that individuals’ career cognitions (i.e. levels of career adaptability and psychosocial career preoccupations) were not conditional upon their psychosocial career resources (i.e. employability attributes, career anchors and career values) in explaining their levels of career satisfaction and self-perceived employability. The career cognitions and psychosocial career resources had individually specific main effects to consider in understanding knowledge workers’ career satisfaction and self-perceived employability. Stepwise regression and the hierarchical moderated regression analysis showed that age, race and employment status were important to consider in terms of the career satisfaction profile of knowledge workers. Race seemed especially important to consider in terms of their self-perceived employability. Differences among the biographical groups also suggested unique career development needs to consider in multi-culturally diverse work contexts. The career satisfaction and employability profile was constructed based on the key insights derived from the core significant findings. The research extended career satisfaction and employability theory. Recommendations for organisational career development support practice were made based on the proposed profile for the professional knowledge worker. / Psychology / Ph. D. (Psychology)

<p>This thesis begins by making two observations. First, that the regional economic landscapes in which we all live our daily lives, and which provide the basis for employment and prosperity, are constantly changing. Second, that one of the most popular strategies currently pursued by regions and nations for coping with such change, relies heavily on innovation within a few high-tech industries, biotech being one prominent example. The thesis is an investigation into the potential – and limits – of biotech-based development policies for creating renewal and economic growth at the local, regional or national scales. How does it really work when a team of biotech researchers develops a new invention? How can a small Swedish town manage to attract large foreign direct investments and stay competitive in the global biotech landscape? How is the performance of biotech knowledge workers affected by the places they live in, go to, leave, and make up? What impact can a biotech firm have on the local economic landscape in which it is located? These are the kind of questions that are studied in the four papers that make up this thesis. The thesis develops a conceptual framework within which we can better understand the extent to which mono-territorial actors, like regional and national policymakers, can influence high-tech sectors like biotech; sectors that are polycentric in nature and only partly take place in, or pass through, regional and national territories.</p>