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Recent literature regarding occupational stress in higher education has predominantly focused on students or student-facing activities such as teaching and advising, overlooking stress in research creation, research production, and research administration. Guided by the Job Demands-Resources model and Organizational Support theory, this dissertation used a mixed methods approach to address this gap through an examination of stressors and stress moderators among U.S. tenure-track faculty, tenured faculty, and university research administrators. Results from this dissertation study showed that members of the academic research workforce encounter a variety of occupational stressors that impact their job performance and overall well-being. Quantitative results revealed a link between perceived occupational support and perceived organizational support and that perceived stress was highest among early career faculty members. Qualitative results identified operational intensity, organizational complexity, negative workplace climates (such as bullying, racism, and sexism), and interpersonal factors as job demand stressors. Identified job resources that moderated stress included institutional support, social resources, talent management, and well-being resources. These findings suggest that institutions can enhance employee well-being and research creation, production, and administration through implementation of support systems that facilitate positive work climates.

No / Purpose – The purpose of this paper is to identify the impact of organizational stressors on organizational citizenship behaviour (OCB) and how perceived organizational support (POS) will moderate in the relationship between stressors and citizenship behavior. Design/methodology/approach – The sample for this research involves operators from call center organizations located around the national capital of India. A questionnaire survey was carried out involving 402 operator level employees from five different organizations. Findings – The results highlight a significant negative relationship between organizational stressors and OCB, a significant positive relationship between POS and OCB, and confirmation that POS moderates in the relationship between organizational stressors and OCB. Research limitations/implications – This research has been carried out in an emerging economy and in a sector which is seen as an attractive area of work. However, as this study is limited to the BPO sector in India, these results may not be generalized to other areas such as the public and manufacturing sectors and in other national contexts. Future research in this area should also consider using different data collection approaches to maximize participation and enrich findings. Practical implications – The analysis suggests that change management initiatives in organizations may not be implemented as effectively as they can under high stressor conditions because employee extra‐role work behavior and commitment may not be at full capacity. Originality/value – There is limited research examining the relationship between organizational stressors and OCB in the presence of POS, especially within high demand environments such as the Indian BPO sector.

Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing within audit firms has taken on greater importance. Given the profession's requirements to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a conceptual model on whistle-blowing intentions among external auditors, where individual-led antecedents influence whistle-blowing intentions, but are moderated by isomorphic and issue-specific factors. Survey questionnaires were administered to 226 external auditors, and 18 individual interviews as well as 2 focus groups were conducted in Barbados. Results indicated that individual antecedents (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting, and personal cost of reporting) were significantly related to internal whistle-blowing, but only perceived behavioural control was significantly related to external whistle-blowing. Partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms and group cohesion on the relationships between the majority of the independent variables (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting and personal cost of reporting) and internal whistle-blowing. However, partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms iii and group cohesion on the relationships between fewer independent variables and external whistle-blowing. Overall, respondents preferred anonymous internal channels of reporting, and showed a general reluctance to report externally. The presence of an open-door policy, ethics partners, hotline, on-going training and clearly defined policies could encourage whistle-blowing. Further implications for research and practice are discussed.

Since the concept was popularized by McKinsey & Company in the late 1990s, talent management initiatives have been pushed with urgency to the forefront of organizational priorities, and businesses have exerted considerable effort in locating and developing the upper echelon talent pools. Much emphasis has been put on the need to identify and attract top talent, focus has shifted away from developing ordinary talent into extra-ordinary talent through broad human resource development initiatives. This research examines a global training initiative implemented in a multi-national corporation, and sets out to identify the primary impediments to its effectiveness. After a literature review, and a focus group, six factors were identified as crucial to this situation: accuracy, communication, feedback, motivation, organizational support, and time. A survey was then disseminated to the relevant organizational members to identify which of these six issues was the most pressing. Based on the results, the author concludes by extrapolating the potential organizational implications, as well as providing some accommodating solutions.

Anxiety disorders are among the most common and undertreated mental health disorders in the US (World Health Organization, 2001). Utilizing an online, correlational design and a sample of approximately100 American employees with Generalized Anxiety Disorder (GAD), this study will examine the impact of perceived organizational support (POS) on the help seeking behaviors of employees with GAD. It is predicted that POS will be positively correlated with likelihood of treatment seeking among employees with GAD, and negatively correlated with treatment seeking delay. It is further predicted that perceived mental health stigma will mediate the relationship between POS and these treatment-seeking behaviors. This research may hold significant implications for individuals suffering from GAD, as well as organizations that employ these individuals, as it may shed light on critical correlates of help seeking, and how organizations can promote treatment-seeking behaviors.

Made available in DSpace on 2016-07-27T14:18:36Z (GMT). No. of bitstreams: 1 FLAVIO AUGUSTO SETTIMI SOHLER.pdf: 9143477 bytes, checksum: 638fbba8ba0180c85c868d6218cd9df6 (MD5) Previous issue date: 2013-11-11 / The main objective of this study is to assess the effect of the organizational culture (which is measured by the organizational values and practices) upon the positive and negative past experiences related to the job well being, being such relationship mediated by the organizational support and coping. Therefore, there were adopted the scales of positive and negative past experiences related to the job well being; the Brazilian tool for the Organizational Culture assessment; Perceived Organizational Support and Coping Scales. The employees of a federal government company took part in this research. This assessment adopted some methodological procedures for analysis classified as qualitative and quantitative. The data analysis demonstrated that the two factors, the cooperative professionalism values and the employees satisfaction and well being, were predictors of the positive affection. Moreover, it identified that cooperative professionalism values and the practices for promoting the interpersonal relationship are negatively associated with the negative affections. Such results have demonstrated that, more the company comes out with a cooperative culture value, bigger are the positive experience with its work force, on the other hand, smaller are the negative ones. The cooperative professionalism value, the employees satisfaction and well being were both predictors of the control coping. In its turn, the control coping was the predictor of either the positive and negative affections. However, the coping was not a mediator between the organizational culture and the job well being. As results have shown, once the employee perceptions regarding the organizational support and values and organizational practices were well consolidated among the employees, they could be appointed as relevant dimensions for the positive organization towards promoting the workers well being. / O presente estudo teve como objetivo principal identificar o efeito da cultura organizacional mensurada pelos valores e práticas organizacionais - sobre as experiências positivas e negativas do bem-estar no trabalho,através do suporte organizacional e coping. Para tanto, foram utilizadas as escalas de Experiências Positivas e Negativas no Trabalho; Instrumento Brasileiro de Avaliação da Cultura Organizacional; Escala de Percepção de Suporte Organizacional e Escala de Coping. Participaram da pesquisa os funcionários de uma empresa estatal federal. Esta investigação adotou regressão padrão e hierárquica de análise classificados como qualitativos e quantitativos. A análise dos dados demonstrou que os fatores de valores do profissionalismo cooperativo e de satisfação e bem-estar dos empregados foram preditores dos afetos positivos.Identificou ainda que os valores de profissionalismo cooperativo e práticas de promoção do relacionamento interpessoal estão associados negativamente aos afetos negativos. Esses resultados demonstraram que,quanto mais a empresa apresenta uma cultura de valores do profissionalismo cooperativo, maiores são as experiências positivas dos trabalhadores e, analogamente, menores são as negativas. Os fatores de valores de profissionalismo cooperativo, profissionalismo competitivo e satisfação e bem-estar dos empregados, além da prática de promoção do relacionamento interpessoal, foram preditores do suporte organizacional. Os resultados demonstraram ainda que, quanto mais a empresa oferece suporte organizacional, maior é a experiência de afetos positivos dos trabalhadores e menor a de afetos negativos. Os resultados demonstraram ainda que a percepção de suporte organizacional foi mediadora entre os valores e práticas organizacionais e os afetos positivos e negativos do bem-estar dos trabalhadores. Os fatores de valores de profissionalismo competitivo e satisfação e bem-estar dos empregados foram preditores do coping de controle. Por sua vez, o coping de controle foi preditor tanto dos afetos positivos quanto dos afetos negativos. Entretanto, o coping não foi mediador entre a cultura organizacional e o bemestar no trabalho. Conforme tais resultados, as percepções do empregado quanto ao suporte organizacional e valores e práticas organizacionais bem sedimentadas entre os empregados poderiam ser apontadas como importantes dimensões da organização positiva para promover o bem-estar dos trabalhadores.

Made available in DSpace on 2016-07-27T14:21:56Z (GMT). No. of bitstreams: 1 Adriana Perim Maciel.pdf: 655565 bytes, checksum: 00d2ae0d46c31e5df8a91c3d50fe751f (MD5) Previous issue date: 2010-03-15 / This study aimed to analyze the relations among organizational support perception, coping strategies, affective dimensions of subjective well-being, and sociodemographic factors in young learners. The sample were composed for 200 young learners, aged between completed 14 and incompleted 24 years old. The measuring instruments were: Scale of Organizational Support Perception, Coping Response Inventory - Youth Form and the Scale of Positive and Negative Affects at Work. The descriptive analysis of the stressing problems presents the relationals with higher prevalence, 53%. The most used strategies were: problem solving, logical analysis and positive re-evaluation. Regarding to the positive and negative affects, there were a predominance of positive affect. The results of multiple regression applied to the analysis of predictors of positive affects indicated that the factors of organizational support perception: management style of leadership, material support, promotion and salaries showed a significant relation with positive affects. Regarding to coping strategies, the problem solving and the search for gratification presented positive correlation and the acceptance / resignation presented a negative correlation with positive affects. Among the socio-demographic variables (age, sex, education, family income, length of service) only age and education showed significant relations with positive and negative affects. In order to conclude, the organizational variable - organizational support - showed higher correlation with the experience of positive affect than the individual variable - coping. / Este estudo teve como objetivo a análise das relações existentes entre a percepção de suporte organizacional, as estratégias de coping, dimensões afetivas do bem-estar subjetivo e fatores sócio-demográficos em jovens aprendizes. A amostra foi composta por 200 jovens aprendizes, com idade entre 14 anos completos a 24 anos incompletos. Os instrumentos de medida foram: Escala de Suporte Organizacional Percebido, Coping Response Inventory Youth Form e a Escala de Afetos Positivos e Negativos no Trabalho. A análise descritiva dos problemas estressantes apresenta os relacionais com a maior predominância, 53%. As estratégias mais utilizadas foram: resolução de problemas, análise lógica e reavaliação positiva. No que concerne aos afetos positivos e negativos, houve predominância dos afetos positivos. Os resultados da regressão múltipla aplicada à análise dos preditores dos afetos positivos apontaram que os fatores de percepção de suporte organizacional: estilo de gestão da chefia, suporte material, ascensão e salários mostraram relação significativa com os afetos positivos. No que tange as estratégias de coping, a resolução de problemas e a busca de gratificação apresentaram correlação positiva e a aceitação/resignação correlação negativa com os afetos positivos. Dentre às variáveis sócio-demograficas (idade, sexo, escolaridade, renda familiar, tempo de serviço) apenas a idade e a escolaridade apresentaram relações de significância com os afetos positivos e negativos. A guisa de conclusão, a variável organizacional suporte organizacional - demonstrou maior correlação com a vivência de afetos positivos que a variável individual coping.

Made available in DSpace on 2014-12-17T15:39:05Z (GMT). No. of bitstreams: 1 AlessandraSO.pdf: 468703 bytes, checksum: 8d980d6e99d5b52f3982fb70db6d2277 (MD5) Previous issue date: 2006-11-07 / This work deals with organizational support perception-OSP. This is done considering staff global beliefs, value of their contributions, care and well being related of individuals in an organization. These issues has been have been present in many researches since the 80s. It is important to analyze this matter considering all the changes that occurred nationally and internationally in the academic environment, characterized as being diversified in academic and managerial level. This occurs especially in Brazil since Federal Universities and their agents have suffered impact and restructuring. The research has emphasized the technical-managerial as well as professor staff level at Universidade Federal do Rio Grande do Norte aiming to deal with their unsatisfaction upon social political support. Thus, there was participation of 259 staff that were admitted from 2003 to 2005 in many sectors and units of the university. These subjects were submitted to a social and demographical query through an application of a scale of organizational support perception-OSP. Descriptive and multivariate analysis was done considering factors (management style of higher command), material support, wages, work overload, social support at work and ascending levels). Results show that there a hierarchy of the analyzed factors, the factor social support at work as being the first one with 3,31%, the factor management style of the higher command in second with 3,30%, then followed by the factor social support at work with 2,92%, in a sequence the factor material support, factor overload with 2,49% in the fourth position, and in the fifth place, the factor ascending with an average of 2,33% and in last the factor wages with 2,20%. It is concluded that the factors related to the more positive attributions of the OSP (social support at work), in a sequence material support opposing from the most negative factors of the OSP (wages, overload, ascending) reveal a reality that points out that the OSP is very much related to the individualized actions of the members of the organization (leader-member-group) rather than on structure and institutionalized actions carried out at UFRN / A percep??o de suporte organizacional designada como as cren?as globais dos indiv?duos de quanto ? organiza??o cuida do bem-estar deles e valoriza as suas contribui??es tem sido alvo de muitas pesquisas a partir dos anos 80, sendo importante inseri-la e compreend?-la ? luz de mudan?as atuais ocorridas no cen?rio nacional e internacional do contexto universit?rio bastante heterog?neo e diversificado do ponto de vista administrativo e acad?mico. Sobretudo, no caso brasileiro acerca dos impactos e reestrutura??es vivenciadas nas universidades federais p?blicas e seus agentes. Enfatizou-se a categoria dos servidores t?cnico-administrativos e docentes em virtude de demandas concretas da Universidade Federal do Rio Grande do Norte no tocante ? insatisfa??o com as pol?ticas de suporte social ao novo servidor. Participaram do estudo 259 servidores admitidos no per?odo de 2003 a 2005 lotados nos mais diversos setores e unidades da universidade. Os participantes responderam ao instrumento escala de percep??o de suporte organizacional e uma ficha sociodemogr?fica. Realizou-se an?lises descritivas e multivariadas a cerca dos fatores (estilo de gest?o da chefia, suporte material, sal?rios, sobrecarga, suporte social no trabalho e ascens?o). Os resultados apontaram para uma hierarquiza??o dos fatores analisados aparecendo em primeiro lugar o fator suporte social no trabalho com 3,31%, o fator estilo de gest?o e chefia em segundo lugar com 3,30%, o fator suporte social no trabalho em seguida com 2,92%, o fator sobrecarga com 2,49% na quarta posi??o, em quinto o fator ascens?o com m?dia 2,33% e em ?ltimo o fator sal?rio com 2,20%. Conclui-se, portanto, que os fatores com atribui??es mais positivas da PSO (suporte social no trabalho e estilo de gest?o e chefia), seguido de suporte social no trabalho, em detrimento dos fatores com atribui??es mais negativas da PSO (sal?rios, sobrecarga e ascens?o) revelam uma realidade de que a PSO est? muito mais relacionada ?s a??es individualizadas dos membros da organiza??o (l?der-membro-grupo) do que ?s a??es mais estruturantes e institucionalizadas desenvolvidas pela UFRN