To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-related attitudes and behaviors. The overarching aim of this dissertation is two-fold: (1) investigate the generational differences and similarities in work values among younger Chinese workers; (2) uncover the underlying mechanisms by which the linkages between the work-value-based person-organization fit and employee work outcomes may be influenced by the impact of leader-member exchange (LMX) and perceived organizational support (POS). In this study, I used a research design that blended interviews and two survey-based studies to address four main research questions. More specifically, I conducted a pilot test to refine the work-value scale in China, and to pretest the established and validated measures for the key variables. In the second study, I gathered survey data from a sample of 179 employees from three Chinese small- and medium-sized enterprises (SMEs). The research findings showed no significant differences in employee work values between the two younger generations (i.e., the Social-Reform Generation and the Millennials Generation). Regarding the hypothesized conceptual scheme that links P-O fit and work outcomes, the results supported most of my hypotheses. Specifically, P-O fit is a significant predictor of three important work outcomes; it is positively related to job satisfaction and organizational commitment, while negatively related to turnover intention after controlling for demographic characteristics. The three hypothesized mediating mechanisms involving POS also received empirical support. That is, as predicted, POS mediates the effect of P-O fit on job satisfaction, organizational support, and turnover intention. Finally, when LMX was incorporated into the conceptual model and statistical analyses, the findings revealed that there was overall moderated mediation for the connections between P-O fit, job satisfaction, and organizational commitment, but no moderated mediation for the connection between P-O fit and turnover intention.

Organizational change and innovation are critical for business survival and more likely to occur when employees engage in change-oriented behaviors. Previous studies have examined the direct effects of workplace social exchanges on employees’ change-oriented behaviors; however, less attention has been given to the combined effects of these exchanges and the mechanisms by which these relationships occur. In this study, I look at the combined effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors via psychological safety. In addition, based on the understanding that psychological safety is not always present in the work environment, I look at the conditions under which these workplace social exchanges lead to the aforementioned behaviors even when psychological safety is low or absent. Therefore, the purpose of this dissertation is three-fold: (1) to explore the combined effects of leader-member exchange, trust in team members, and perceived organizational support in improving followers’ psychological safety within the organization, (2) to investigate the mediating role of psychological safety on the relationships between workplace social exchanges and followers’ change-oriented behaviors, and (3) to expand on previous findings and examine the conditions under which these social exchanges and psychological safety lead to followers’ change-oriented behaviors. Specifically, I propose and test a theoretical model derived from social exchange theory to examine conditional indirect effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors through psychological safety within the organization, and to examine the role of proactive personality, political skill, perceived team social integration, perceived support for innovation and perceived organizational justice as second stage moderating variables that may compensate for low psychological safety within the organization. My theoretical model was tested using lagged data collected from leader-follower dyads representing 174 followers and 85 leaders from four organizations located in the United States. To test this theoretical model, I used a quantitative non-experimental research design, a survey method, and multilevel analytical procedures.

No description available.

Syftet med denna uppsats är att skapa en djupare förståelse för vilket stöd som socialarbetare inom socialtjänsten får vid hot och våldssituationer på arbetsplatsen i relation till de stöd som socialarbetare tycker att de behöver. Det är viktigt att undersöka då kunskapen kan bidra till diskussion om socialarbetare får adekvat stöd i arbetsmiljöer där hot och våld är närvarande. Intresset har varit att undersöka om socialarbetaren får rätt stöd i hot och våldssituationer. Studien baseras på sjukvalitativa, semistrukturerade intervjuer med socialarbetare inom Sveriges socialtjänst. En tematisk analys har genomförts för att bearbeta den insamlade empirin. Empirin har också analyserats utifrån tidigare forskning och två olika teorier, coping och human relations. Studien visar att socialarbetarna någon gång i yrket utsatts för hot och våld och att de subtila hoten förekommer mer frekvent än andra hot och våldshandlingar. Samtliga deltagare beskriver att de idag har ett bra stöd när incidenter om hot och våld inträffar på arbetsplatsen men att det finns en del stöd som kan utvecklas. Stödet de vill se mer av vid hot och våldssituationer är bland annat: förebyggande rutiner, stående punkter om hot och våld på arbetsplatsträffar, handledning, att chef har inblick i ärenden och ger återkoppling, bättre introduktion inför arbetet gällande hot och våld på arbetsplatsen och mer dialog om ämnet då hot och våld inte sällan normaliseras i det sociala arbetet. Gemensamt för socialarbetarna är att de vill se politikerna ta ansvar i frågan om hot och våldsbilden mot socialarbetare. / The purpose of this study is to gain a deeper understanding of the support that social workers in the social services receive in situations involving threats and violence at the workplace in relation to the support that social workers feel they need. It is important to investigate this topic as the knowledge gained can contribute to discussions about whether social workers receive adequate support in work environments where threats and violence are present. The study is based on seven qualitative, semistructured interviews with social workers in Sweden's social services. A thematic analysis has been conducted to process the collected empirical data. The data has also been analyzed based on previous research and two different theories, coping and human relations. The study shows that social workers have been exposed to threats and violence at some point in their careers, where subtle threats occur more frequently than other forms of violence and threats. All participants describe that they currently have good support when incidents of threats and violence occur in the workplace, but that there is room for improvement in some areas of support. The support that they want to see more of in situations involving threats and violence includes: preventive routines, standing items on threats and violence at workplace meetings, guidance, managers having insight into cases and giving feedback, better onboardings to the work regarding threats and violence in the workplace, and more dialogues on the subject since threats and violence are often normalized in social work. Social workers share the desire for politicians to take responsibility for the issue of threats and violence against social workers.

No description available.

No description available.

Background: Intensive Care and Anaesthetists Nurses are, through their profession and the COVID-19 pandemic, predisposed to suffering from Compassion Fatigue (CF). CF develops as stressors exceed the ability to cope with the demands of caring and has been associated with organisational factors. When nurses develop CF, healthcare organisations and patients suffer. The individual nurse becomes negatively affected and may develop a turnover intention, which is particularly worrying due to the current shortage of specialist nurses. Motive: In Sweden, there is a lack of knowledge about Intensive Care and Anaesthesia Nurses’ CF with focus on organisational factors and turnover intention.  Aim: to measure Intensive Care and Anaesthesia nurses’ Compassion Fatigue and explore its correlation with organisational support and turnover intention in the context of Swedish healthcare in the aftermath of the COVID-19 pandemic. Methods: This is a cross-sectional correlation study. 79 specialist nurses answered a web-based survey which included, among other instruments, the Professional Quality of Life Scale. Spearman's rank, Kruskal-Wallis and Mann-Whitney U were used in the statistical analysis in jamovi. Result: Specialist nurses had moderate Compassion Satisfaction (CS) while CF, measured as Burnout (BO) and Secondary Traumatic Stress (STS), was low. CS was negatively correlated with BO. Intensive Care Nurses and female nurses had higher STS. Current job turnover intention was associated with CS, BO and Perceived Organizational Support (POS). Nursing profession turnover intention was associated with CS and CF. In addition to current-job turnover, POS was correlated to CS and BO.   Conclusion: The Professional Quality of Life is a useful tool to monitor the trends in specialist nurses’ wellbeing. POS has the potential to improve several issues simultaneously, increasing CS and reducing BO and turnover intention. Future research should therefore focus on POS as well as explore CS potential to minimise BO. / Bakgrund: Intensivvårds- och Anestesisjuksköterskor är, genom deras yrke och COVID-19-pandemin, predisponerade att lida av empatitrötthet. Empatitrötthet utvecklas i takt med att stressfaktorer överstiger förmågan att klara av omvårdnads utmaningar och har förknippats med organisatoriska faktorer. När sjuksköterskor utvecklar empatitrötthet drabbas hälso- och sjukvårdsorganisationer samt patienter. Den individuella sjuksköterskan blir negativt påverkad och intention till egenuppsägning kan utvecklas, vilket är särskilt oroande på grund av den rådande bristen på specialistsjuksköterskor. Motiv: I Sverige, saknas det kunskap om Intensivvårds- och Anestesisjuksköterskors empatitrötthet med fokus på organisatoriska faktorer och intention till egenuppsägning. Syfte: Att mäta Intensivvårds- och Anestesisjuksköterskors empatitrötthet och utforska dess korrelation med organisatoriskt stöd och intention till egenuppsägning i kontexten av svensk hälso- och sjukvård efter COVID-19-pandemin. Metod: En korrelationsstudie har genomförts med tvärsnittsstudiedesign. 79 specialistsjuksköterskor besvarade en webbaserad enkät som bland annat inkluderade skalan Professional Quality of Life (ProQOL). Spearman's rank, Kruskal-Wallis och Mann-Whitney U användes för genomförandet av statistikanalysen i dataprogrammet jamovi. Resultat: Specialistsjuksköterskorna hade måttlig medkänsle-tillfredsställelse medan empatitrötthet, mätt som utbrändhet och sekundär traumatisk stress, var låg. Medkänsletillfredsställelse var negativt korrelerat med utbrändhet. Intensivvårdssjuksköterskor och kvinnliga sjuksköterskor hade högre sekundär traumatisk stress. Egenuppsägningsintention från nuvarande jobbet var associerad med medkänsletillfredsställelse, utbrändhet och upplevt organisatoriskt stöd. Egenuppsägningsintention från sjuksköterskeyrket var associerat med medkänsletillfredsställelse och empatitrötthet. Utöver egenuppsägningsintention från nuvarande jobbet så var upplevt organisatoriskt stöd korrelerat till medkänsletillfredsställelse och utbrändhet. Slutsats: ProQOL är ett användbart instrument för att bevaka förändringar i specialistsjuksköterskornas välbefinnande. Organisatoriskt stöd har potential att förbättra flera problem samtidigt genom att öka medkänsletillfredsställelse och reducera utbrändhet samt egenuppsägningsintention. Framtida forskning bör därför fokusera på upplevt organisatoriskt stöd samt att utforska potentialet av medkänsletillfredsställelse för att minimera utbrändhet.

本研究以團隊研究的角度探討創新的過程，進而去探討比較深入的團隊互動細節。本研究希望能夠將創新過程與團隊研究進行整合與對話，從中了解到團隊研究對於創新有何助益，而創新過程中不同的團隊因素之間又有何關聯性存在著？進而對我國企業未來進行創新過程時能有所助益。 研究對象的選擇方面，經由研究者立意評估之後，決定選擇「iBook與蘋果電腦協同設計個案」、「國豐Monitor品牌經營個案」、「華宇PMP之商品開發個案」、「華宇LCD Monitor商品開發個案」作為本研究之研究個案，原因簡述如后。 iBook與蘋果電腦協同設計個案： 爭取到蘋果電腦的合作意向之後，持續進行協同設計達五年之久。從創意發想到進行提案，成功爭取蘋果電腦首肯同意合作，並且開始進行iBook的細部開發，面對先進技術的未知性，面對及時上市的壓力，最後成功在市場上獲得好評。該公司當時只是成立不到一年的新公司，面對大廠環伺，該公司如何能夠勝出進行創新過程？以小搏大是本案例的獨特性，更能帶給新創業者不一樣的啟示。 國豐CRT Monitor品牌經營個案： 從無到有推出自有品牌，在傳統CRT螢幕被LCD取代之前穩占世界前五大品牌。從創意發想到確定構想，進而進行跨團隊合作，整合不同國家的人員進行創新過程，並且成功在市場上獲得一席之地。如何在眾家CRT競爭之下脫穎而出，值得深入進行探討。 華宇PMP商品開發個案： 華宇當時決定進行PMP產品的開發，在全無類似產品開發的經驗下，持續近一年之久。從創意發想到產品研發與製作，都是公司先前沒有經驗的領域，而且過去的華宇是以筆記型電腦代工為主，對於PMP產品並沒有接觸。華宇是個代工廠，且以筆記型電腦代工為主力，在這樣情境下的創新過程，會是怎樣轉折值得探討。 華宇LCD Monitor商品開發個案： 華宇在PMP商品開發失敗後，決定事業部化，遂成立視訊事業部專司LCD Monitor研發。捲土重來，雖然PMP失敗了，但是LCD卻成功，其中的原因為何？歷經一次失敗後，成功熱銷LCD Monitor之過程，浴火重生經驗值得研究。 本研究之個案均有獨特的背景與環境，研究者針對團隊研究之因素進行分析，找到各個團隊因素之間的關聯性後，以此進行本研究個案之研究探討，最後並作出結論與提出建議。 / This research will look at the process of “creativity to product” from the angle of team research. Team research focuses on confirming the interconnection of the factor such as the relationship between the leader and follower, the relationship between knowledge sharing and the innovation, etc. I decide to choose “Cooperating design of iBook and Apple computer”, ” Kuofeng monitor brands perating”, ”Arima’s PMP products development”, and “Arima’s LCD monitor development” as the cases studies for this research. The result of the cases I listed above. Cooperating design of iBook and Apple computer： From idea to proposal and finally the permission, ibook has cooperated with Apple computer for five years. Although faced with pressure and uncertainty, iBook finally was popular in the market. Encountered with many strong manufacturers, iBook was just a new company open less than one year. Its success in that kind of predicament can set a good example for the innovative industries. Kuofeng CRT monitor brands operating: Starting the brand from scratch, Kuofeng was always the top five brands before LCD replaced CRT monitor. From idea to realization, and then team work, they integrate the perators from different countries and different field, and successfully gain a place in the market. It completely experienced the process so that it also fit the criteria of comparability. Arima’s PMP products development: Arima wanted to find a way out by developing a new product, which was PMP. However, Arima did not possess the specialists of PMP related-products, neither did the industry. Though many adversities, what caused the final failure? I will elaborate this in my paper. Arima’s LCD monitors development: After the failure of PMP, the company became profit-centered. One of the unit specialized in developing the the LCD monitor.They did not have the experience but still developed the product received huge success. Compared with the failure of PMP, what cause the final success of this product? However they all have different background, direction and environment. How will these factors affect the result is worth doing research on it.The structure of this research is reflecting on the literatures, and focusing on the team factors to analyze, and using these results to study the cases.

Made available in DSpace on 2016-08-03T16:34:30Z (GMT). No. of bitstreams: 1 RAFAEL MARCUS CHIUZI.pdf: 450833 bytes, checksum: 5d9602b9c06d7f45f15a7cbc4801adbe (MD5) Previous issue date: 2006-06-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Organizational characteristics have been studied recently under a different point of view. Today, more emphasis has been given to the positive aspects that make it possible for employees to have positive feelings towards their employer organization and towards the work itself. The current imposed challenges refer to the identification of positive organizational characteristics that allow such growth of the worker. Such characteristics are postulated as beneficial to the organizations, for resulting in greater productivity and profitability, as well as for promoting the well-being of the employees. The objective of this study was to analyze the impacts that the dimensions of the positive organization have over the well-being of the employees. The well-being of the employees was divided into two areas: subjective well-being (composed by general satisfaction with life, positive and negative affects) and well-being at work (composed by three dimensions: job satisfaction, job involvement and affective organizational commitment). Positive organization was conceived as a construct composed by three dimensions: perceived organizational support, perceived organizational justice (distributive and procedural justice) and trust of the employee to the organization. The sample was composed by 200 employees of diverse companies in the State of São Paulo, being 55 of them male, and 145 female, both single and married, with scholar level distributed from complete elementary and middle school up to complete post-graduation. The instrument used to collect data was a self-administered questionnaire composed by nine scales that measured the variables of the study. The results of this research revealed that subjective wellbeing and well-being at work are interrelated. Multiple regression analysis presented that the positive organization dimensions had greater impacts on the well-being at work in relation to the subjective well-being, with special attention to the capability of trust of the employee to the organization when it comes to explaining the well-being of the employees, either in their personal life domains or in their context of work. According to these results, trust of the employee to the organization, perception of organizational justice and perceived organizational support could be pointed out as important dimensions of the positive organization to promote and protect the wellbeing of the employees. Further research should include other positive organizational characteristics to broaden the explanation of the variance of the employee s well-being / Atualmente, características organizacionais vêm sendo estudadas sob um prisma diferenciado. Hoje, são pesquisados com maior ênfase os aspectos positivos que possam prover a possibilidade dos trabalhadores nutrirem sentimentos positivos para com suas organizações empregadoras e ao seu trabalho propriamente dito. Os desafios impostos atualmente giram em torno de se buscar identificar características organizacionais positivas que permitam o florescimento do trabalhador. Tais características são postuladas como benéficas tanto às organizações, por resultar em maior produtividade e lucratividade, assim como para promover o bem-estar dos trabalhadores. O objetivo deste estudo foi analisar os impactos que as dimensões da organização positiva exercem sobre o bem-estar dos trabalhadores. O bem-estar dos trabalhadores foi dividido em duas áreas, bem-estar subjetivo (composto por satisfação geral com a vida, afetos positivos e afetos negativos) e bem-estar no trabalho, composto por três dimensões: satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. Organização positiva foi concebida como um construto composto por três dimensões: percepção de suporte organizacional, percepções de justiça organizacional (distributiva e de procedimentos) e confiança do empregado na organização. A amostra foi composta por 200 trabalhadores de diversas empresas do Estado de São Paulo, sendo 55 do sexo masculino e 145 do sexo feminino, solteiros e casados com escolaridade distribuída desde o ensino fundamental completo até pósgraduação completa. O instrumento de coleta de dados foi um questionário auto-aplicável composto por nove escalas que mediram as variáveis do estudo. Os resultados deste trabalho revelaram que bem-estar subjetivo e bem-estar no trabalho guardam relações entre si. Análises de regressão múltipla informaram que as dimensões da organização positiva tiveram impactos maiores sobre bem-estar no trabalho do que bem-estar subjetivo, destacando-se a capacidade de confiança do empregado na organização de prover explicações para o bem-estar de trabalhadores, seja nos domínios da vida pessoal ou no contexto de trabalho. Conforme tais resultados, confiança do empregado na organização, percepções de justiça e de suporte organizacional poderiam ser apontadas como importantes dimensões da organização positiva para promover e proteger o bem-estar dos trabalhadores. Futuros estudos deveriam incluir outras características organizacionais positivas para aumentar a explicação da variância do bem-estar dos trabalhadores

Submitted by Diego Barreiros Dutra Sampaio (digdutra@msn.com) on 2013-09-17T17:03:53Z No. of bitstreams: 1 Speak Now or Forever Hold Your Peace - Dissertação (Diego Barreiros Dutra Sampaio).pdf: 2546308 bytes, checksum: 266a9ec2bfd922a06bff1ae2bf211a09 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2013-09-25T13:39:02Z (GMT) No. of bitstreams: 1 Speak Now or Forever Hold Your Peace - Dissertação (Diego Barreiros Dutra Sampaio).pdf: 2546308 bytes, checksum: 266a9ec2bfd922a06bff1ae2bf211a09 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-09-27T12:41:28Z (GMT) No. of bitstreams: 1 Speak Now or Forever Hold Your Peace - Dissertação (Diego Barreiros Dutra Sampaio).pdf: 2546308 bytes, checksum: 266a9ec2bfd922a06bff1ae2bf211a09 (MD5) / Made available in DSpace on 2013-09-27T12:42:29Z (GMT). No. of bitstreams: 1 Speak Now or Forever Hold Your Peace - Dissertação (Diego Barreiros Dutra Sampaio).pdf: 2546308 bytes, checksum: 266a9ec2bfd922a06bff1ae2bf211a09 (MD5) Previous issue date: 2012-10-29 / À medida que ajudam as organizações a prevenir condutas irregulares e a manter um ambiente de trabalho mais éticos, as denúncias (whistleblowing) são frequentemente apontadas pela literatura como um benefício à sociedade como um todo. Entretanto, pouco se sabe a respeito de muitos aspectos associados à decisão de denunciar uma irregularidade. No Brasil, em especial, onde o assunto permanece sendo negligenciado por pesquisadores, elementos culturais específicos podem obstruir o caminho da denuncia, além de impor restrições à generalização dos resultados de pesquisas anteriores, quase sempre voltadas para a realidade anglo-saxônica. Com base nesses pressupostos, este estudo busca identificar os antecedentes do whistleblowing interno nas organizações brasileiras. De modo geral, os resultados da pesquisa empírica realizada com uma ampla amostra de profissionais oriundos de empresas púbicas e privadas dão suporte ao modelo proposto e reforçam a noção de que o ato de denunciar é o resultado complexo da interação entre fatores da organização, do indivíduo da situação observada. Em particular, os resultados sugerem que os indivíduos são mais propensos a realizar a denúncia quando a irregularidade observada é percebida como grave e quando a própria denuncia é vista como um curso de ação ético. Por outro lado, os indivíduos podem optar pelo silêncio se o alvo da denúncia for alguém com alto status na organização, se eles não sentirem apoio da organização ou se temerem retaliações. A influência negativa do medo de retaliação sobre a intenção de denunciar, contudo, pode ser atenuada se o indivíduo está convencido de que o correto a fazer é denunciar. Por fim, os resultados também sugerem que profissionais em posição gerencial são mais propensos a denunciar irregularidades do que os demais membros de uma organização. As implicações desses resultados, bem como as limitações e contribuições do estudo para a teoria e para a prática são discutidas em detalhe, juntamente com sugestões para pesquisas futuras. / Whistleblowing is often assumed to benefit society at large as it promotes a more ethical work environment by helping organizations to prevent misconducts. However, little is known about many aspects of the decision to blow the whistle on a wrongful act. Particularly In Brazil, where the topic remains neglected by researchers, specific cultural elements may hinder whistleblowing behavior and limit the generalization of findings from previous studies, almost always based on the context of English speaking countries. By relying on these assumptions, this study attempted to ascertain the antecedents of internal whistleblowing intentions in Brazilian organizations. Results of a survey carried out within a large sample of employees from public and private organizations provide support to the proposed model and reinforce the notion that whistleblowing is the complex result of the interplay between organizational, individual and situational variables. In particular, it is suggested that individuals are more likely to blow the whistle when they observe a severe ethical violation and when they view the disclosure as an ethical course of action. Individuals, on the other hand, may decide to remain silent if the wrongdoer is of a high status, if they lack the support from the organization and if they fear retaliation. The negative influence of the fear of retaliation, however, may be attenuated if the observer is convinced that blowing the whistle is the right thing to do. We also found that managers are more likely to blow the whistle than other employees. Implications, limitations and contributions to theory and practice are discussed in detail, along with directions for future research.