The general objective of this study was to investigate the capacity of explanation of Absenteeism among call center operators, through a set of micro and macro organizational variables, specifically, Perceived Organizational Support, Organizational Climate, Affective and Calculative Commitment and the Five Global Factors of Personality (Big Five) surveyed by the 16PF personality questionnaire. In order to investigate these relationships, a case study in a great contact center company was carried through, from a sample of 360 participants answered consistent and validated scales of perception about the measures under investigation (of Organizational Support, Organizational Climate, Affective and Calculative Commitment and the personality test). Four months after this procedure, the Absenteeism data (total of lost days) has been collected. Descriptive and correlate analyses and multiple regression stepwise have been, then, carried through, considering the measure of Absenteeism as a dependent variable. These procedures have been carried through for the complete sample and, later, for two groups of the same sample, of receptive and active call center operators. The results had indicated, essentially, that Absenteeism in the general sample (7,1%) and among receptive operators (6,8%) is slightly predicted by the model, including perception of Support (-) and the personality factor Self-control (+),a correlate of Conscientiousness (a personality factor of the Big Five model that has a recognized impact on the general performance). The model did not significantly explain variance in the active operators sample. The relationship between Perceived Organizational Support and Absenteeism is coherent with the model and international reports; otherwise, the relationship found between Self-control and the dependent variable is surprising, since it contests most of the literature. Amongst the results, the major predictive capacity of the macro-organizational variable over the only microorganizational variable that remained in the model must be pinpointed. This allows inferring that the environment has a greater control over the counter-productive behavior than the individual variable does. The results are discussed based on the literature, detaching the role of Perceived Organizational Support on the workers behavior. The conclusions of the study refute great part of the proposed model, but the limitations of the study are recognized and several perspectives for new research studies are offered. Contributions for the studied organization are also raised, as well as for practice among human resources professionals. / O objetivo geral deste estudo foi o de investigar a capacidade de explicação do Absenteísmo no trabalho de operadores de tele-atendimento, através de um conjunto de variáveis micro e macro-organizacionais, especificamente, Percepção de Suporte Organizacional, Clima Organizacional, Comprometimentos Afetivo e Calculativo e os cinco fatores globais de Personalidade aferidos pelo teste de personalidade 16PF. Para investigar estas relações, foi realizado um estudo de caso em uma grande empresa de tele-atendimento (contact center), de onde foi retirada uma amostra de 360 participantes, que respondeu a escalas validadas e consistentes de percepção de Suporte, Clima, Comprometimentos Afetivo e Calculativo e ao teste de personalidade. Quatro meses após este procedimento, foram recolhidos os dados de Absenteísmo (total de dias perdidos). Foram, então, realizadas análises descritivas, correlacionais e de regressão múltipla stepwise, tendo a medida de Absenteísmo como variável dependente; estes procedimentos foram realizados para a amostra completa e, posteriormente, para dois grupos da mesma amostra, de operadores receptivos e ativos de teleatendimento. Os resultados indicaram, essencialmente, que o Absenteísmo da amostra geral (7,1%) e dos operadores receptivos (6,8%) é pouco predito pelo modelo, que incluiu apenas a percepção de Suporte (-) e o fator de personalidade Auto-controle (+), suposto como correlato de Conscienciosidade (fator de personalidade do modelo Big Five que tem reconhecido impacto sobre o desempenho geral). O modelo não explicou, significativamente, a variância da amostra de operadores ativos. A relação entre a percepção de Suporte e o Absenteísmo é coerente com o modelo e os relatos internacionais; por sua vez, a relação encontrada entre Auto-controle e a variável dependente é surpreendente, pois contraria a maior parte da literatura. Entre os resultados, destaca-se a maior capacidade preditiva da variável macroorganizacional sobre a única micro-organizacional que permaneceu no modelo, permitindo inferir que o ambiente tenha maior controle sobre o comportamento contra-producente do que as variáveis individuais. Os resultados são discutidos à luz da literatura, destacando o papel da percepção de suporte organizacional sobre o desempenho dos trabalhadores. As conclusões do estudo refutam grande parte do modelo proposto, mas são reconhecidas as limitações do estudo e várias perspectivas para novas pesquisas são oferecidas. Também são levantadas as contribuições para a organização estudada, bem como para a prática dos profissionais de recursos humanos. / Mestre em Psicologia

The Organizational Commitment Construct has occupied a place of distinction in the field of research in Organizational behavior since the second half of the 1970´s. This relevance is justified by the interest of researchers in determining the precedents, correlates and consequences of such behavior and also through the interest of mangers on the their impact upon the Organizational context, when searching for ways to manage commitment of their employees using it as a differential in current competition However, research has pointed to gaps as to characteristics and organizational actions which trigger employee commitment to the organization. Therefore this study aimed to test a model that foresees perception of Organizational Support as a direct predecessor of the three components of Organizational Commitment Affectivity, Calculativity and Normativity - while perceptions of Organizational Culture would be indirect predecessors. Sample was composed of 202 employees, from different companies of diverse segments in the Triângulo Mineiro and region (state of Minas Gerais, Brasil) that voluntarily participated in the study. Data was obtained by applying the following scales: Club Culture Perception Scale, Culture of Function Perception Scale, Culture of Task Perception Scale, Culture Existence Perception Scale, Organizational Support Perception Scale, Affective Organizational Commitment Scale, Calculative Organizational Commitment Scale (evaluated by four factors Professional Losses, Investment Losses in the Organization, Organization Return Losses and Social Losses at Work) and Normative Organizational Commitment Scale. Twelve multiple analysis regressions were performed to test the model. The proposed model was confirmed only for Normative Organizational Commitment and for the Professional Losses factor of Calculative Organizational Commitment. Results revealed perceptions of Organizational Culture as direct predecessors of Affective Organizational Commitment. In relation to the rest of the Calculative Organizational Commitment factors (Investment Losses in the Organization, Organization Return Losses and Social Losses at Work) as independent variables were positioned on the same level. Next, multiple regressions were calculated stepwise to verify the best predictors of those criteria-variables of Organizational Commitment. Results showed that: perceptions of Cultural Existence and Club Culture were predictors of Organizational Commitment; Perceived Organizational Support was predictive of Normative Organizational Commitment and the Professional Losses factor of the Calculative Organizational Commitment; Perceived Organizational Support and Perceived Culture of Function were predictors of Organization Return Losses of the Calculative Organizational Commitment; the factors referring to Calculative Organizational Commitment - Investment Losses in the Organization and Social Losses at Work were mainly predicted by Perceived Organizational Support. These results were discussed, considering the impact of independent variables in explaining employee commitment to the company and an investigation agenda was proposed. / O construto comprometimento organizacional tem ocupado lugar de destaque no âmbito das pesquisas em comportamento organizacional a partir da segunda metade da década de 70 do século passado. Tal relevância é justificada pelo interesse dos pesquisadores em determinar as variáveis que lhe são antecedentes, correlatas e conseqüentes e também pelo interesse dos gerentes nos impactos por ele exercidos sobre o contexto organizacional, ao buscar formas de gerenciar o comprometimento de seus empregados, utilizando-o como diferencial na competitividade atual. No entanto, as pesquisas têm apontado lacunas quanto às características e ações organizacionais que desencadeariam o comprometimento do empregado com a organização. Assim, este estudo teve por objetivo testar um modelo que previa percepção de suporte organizacional como antecedente direto dos três componentes de comprometimento organizacional - Afetivo, Calculativo e Normativo - enquanto as percepções de cultura organizacional seriam seus antecedentes indiretos. A amostra foi composta de 202 empregados, de diferentes empresas de segmentos diversos do Triângulo Mineiro e região, que voluntariamente participaram do estudo. A coleta de dados foi realizada utilizando-se as seguintes escalas: Escala de Percepção da Cultura de Clube, Escala de Percepção da Cultura da Função, Escala de Percepção da Cultura da Tarefa, Escala de Percepção da Cultura Existencial, Escala de Percepção de Suporte Organizacional, Escala de Comprometimento Organizacional Afetivo, Escala de Comprometimento Organizacional Calculativo (avaliado por quatro fatores - Perdas Profissionais, Perdas de Investimentos feitos na Organização, Perdas de Retribuições Organizacionais e Perdas Sociais no Trabalho) e Escala de Comprometimento Organizacional Normativo. Para testar o modelo foram realizadas doze análises de regressão múltipla hierárquica. O modelo proposto foi confirmado apenas para Comprometimento Organizacional Normativo e para o fator Perdas Profissionais do Comprometimento Organizacional Calculativo. Os resultados apontaram as percepções de Cultura Organizacional como antecedentes diretos de Comprometimento Organizacional Afetivo. Com relação aos demais fatores de Comprometimento Organizacional Calculativo (Perdas de Investimentos feitos na Organização, Perdas de Retribuições Organizacionais e Perdas Sociais no Trabalho) as variáveis independentes foram posicionadas no mesmo nível. A seguir, foram calculadas regressões múltiplas stepwise para verificar os melhores preditores das variáveis-critério de comprometimento organizacional. Os resultados identificaram que: Comprometimento Organizacional Afetivo teve como preditores as percepções de Cultura Existencial e Cultura do Clube; Comprometimento Organizacional Normativo e o fator Perdas Profissionais do Comprometimento Organizacional Calculativo tiveram como preditor a Percepção de Suporte Organizacional; Perdas de Retribuições Organizacionais relativas ao Comprometimento Organizacional Calculativo teve como preditores Percepção de Suporte Organizacional e Cultura da Função; os fatores referentes ao Comprometimento Organizacional Calculativo - Perdas de Investimentos feitos na Organização e Perdas Sociais no Trabalho - tiveram como principal preditor Percepção de Suporte Organizacional. Esses resultados foram discutidos, considerando o impacto das variáveis independentes na explicação do comprometimento do empregado com a organização e uma pauta de investigações foi proposta. / Mestre em Psicologia Aplicada

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.

Orientation: Perceived Talent Management Practices, Perceived Organizational Support and Perceived Supervisor Support are distinct but related constructs, and all of them appear to influence an employee’s intention to quit an organization. Research Purpose – The objective of this study was to investigate Generation Y’s perception of an organization’s talent management practices and to determine how it relates to their intention to quit the organization. In essence, the study aims to establish possible relationships of four constructs: Perceived Talent Management Practices, Perceived Organizational Support (POS), Perceived Supervisor Support (PSS) and Intention to Quit. The mediating/moderating characteristics of POS and PSS on the relationship between Perceived Talent Management Practices and Intention to Quit are also investigated. Motivation for the study – Talent is the new tipping point in corporate success. It has the potential to be the origin of an organisation’s demise or the reason for its continuous success. A concept that exuberates this much potential for both disaster and prosperity validates some examination into its protection. Research design, approach and method – Four Instruments (HCI Assessment of Talent Practices (HCI), Survey of Perceived Organizational Support (SPOS), Survey of Perceived Supervisor Support and an Intention to Quit Scale) was administered to a convenience sample of 135 employees from a population of 450 employees working in three provinces in which the organization was operational. Pearson product-moment correlation analysis and Multiple Regression analysis were used to investigate the structure of the integrated conceptual model on Perceived Talent Management Practices, POS, PSS and Intention to Quit. Main findings - The findings of this study indicates a strong practically significant positive correlation (r(df = 135; p < 0.001) = 0.724, large effect). between Perceived Organizational Support (POS) and Perceived Supervisor Support (PSS). A strong practically significant positive relationship (r(df = 135; p < 0.001) = 0.640, large effect) was found between Perceived Organizational Support (POS) and the employee’s perception of the organization’s Talent Practices. The study confirmed a strong practically significant negative relationship (r(df = 135; p < 0.001) =-0.569, large effect) between Perceived Organizational Support (POS) and the employee’s Intention to Quit. A medium practically significant negative relationship (r(df = 135; p < 0.001) = -0.436, medium effect) was established between Intention to Quit and Perceived Supervisor Support (PSS). This study determined a medium practically significant positive correlation (r(df = 135; p < 0.001) = 0.471, medium effect) between Perceived Supervisor Support (PSS) and the employee’s perception of the organization’s Talent Practices. The findings also establishes a medium practically significant negative relationship (r(df = 135; p < 0.001) = -0.477, medium effect) exists between employees’ perception of the organization’s Talent Practices and their intention to quit the organization. Multiple regression confirmed that neither POS nor PSS mediates/moderates the relationship between Perceived Talent Management Practices and Intention to Quit. Practical/Managerial Implications - Cappelli (2008) stated that paradigms only come undone when they ”encounter problems that they cannot address. But before the old paradigm is overthrown, there must be an alternative, one that describes new developments better than the old one does” (Cappelli, 2008). This study provides evidence that management can use paradigm shifts as a talent retention strategy where the creation of a high perception of talent management practices will result in a lower intent to leave the organization. Contribution: The findings of this study indicate a positive relationship between perceived talent management practices, POS and PSS. The study also established a positive relationship between POS and PSS. A negative relationship was confirmed between POS, PSS and Perceived Talent Management Practices in relation to Intention to Quit. / Dissertation (MCom)--University of Pretoria, 2010. / Human Resource Management / unrestricted

Employee disengagement is a significant issue for leaders and managers in many organizations. The general problem is the workforce in many American organizations includes disengaged employees. In 2016, only 33% of the workforce in the United States was engaged. The purpose of this quantitative study was to examine the relationship between the independent variables of mentoring, which include role modeling, acceptance and confirmation, and mentoring friendship functions with a dependent variable of employee engagement. The moderating variable of perceived organizational support was measured to test the strength or weakness of the effects that mentoring has on employee engagement. The theoretical foundation for this study was social exchange theory. The researcher recruited a convenience sample of 307 technicians and technologists representing 7 industries. The participants completed surveys and questionnaires to provide their views of mentoring, perceived organizational support, and work engagement. Data were analyzed using descriptive and inferential analysis, including Pearson's correlations, linear, and stepwise regression analysis. The results of the inferential analyses indicated that each part of the mentoring variables (career support, psychosocial support, and role modeling) had an independent impact on work engagement. The interaction between psychosocial support and organizational support was also significant after accounting for the effects of mentoring and organizational support. The findings indicate that managers can achieve positive social change and improve employee well-bring within their organizations by being dutifully involved in their employees' work lives. Managers should also be available to apply resources such as mentoring for technicians and technologist when needed.

Psykisk ohälsa ses som ett folkhälsoproblem bland barn och ungdomar. Psykiska besvär tidigt i livet ökar risken för suicidförsök. I åldersgruppen 10–19 år begår ungefär 50–60 personer suicid per år i Sverige. Psykologer på barn- och ungdomspsykiatrin (BUP) arbetar bland annat med suicidnära barn och ungdomar. Syftet med studien var att undersöka psykologers upplevelse av att arbeta med suicidnära barn och ungdomar. Studien har även ämnat till att undersöka vilket stöd organisationen erbjuder psykologerna i arbetet med suicidnära barn och ungdomar samt hur stödet upplevs. Sju psykologer på BUP intervjuades med semistrukturerade intervjuer som analyserades med tematisk analys. Majoriteten av deltagarna upplevde arbetet med suicidnära barn och ungdomar som ensamt, utmanande och emotionellt belastande samt att känslorna följde med efter arbetstid. Stödet från organisationen beskrevs som svagt och bestod oftast av handledning, riktlinjer och utbildning. Det kollegiala stödet upplevdes som bra men otillräckligt. Det stöd som psykologerna upplevde som viktigast att få från organisationen var emotionellt stöd. Slutsatsen var att psykologerna upplever en obalans i arbetskrav och arbetsresurser som har resulterat i känslor som stress och oro. Förslag till framtida forskning är att studera patienternas och ledningens perspektiv på BUP samt jämföra arbetet på privatiserade BUP för att undersöka skillnader i upplevelse och stöd från organisationen. / Mental illness is seen as a public health problem among children and adolescents. Mental disorders early in life increase the risk of suicide attempts. In Sweden, approximately 50 to 60 people between the ages of 10 and 19 commit suicide each year. Among other things, psychologists in child and adolescent psychiatry (BUP) work with suicidal children and adolescents. The purpose of this study was to examine psychologists' experiences of working with suicidal children and adolescents. The study also aimed to investigate what organizational support is offered to psychologists working with suicidal children and adolescents and how the support is experienced. Semi-structured interviews of seven psychologists in BUP were conducted and analyzed using thematic analysis. The majority of the participants experienced their work with suicidal children and adolescents as lonely, challenging, and emotionally draining and that these emotions followed them home after working hours. The organizational support was described as weak and usually consisted of supervision, guidelines, and training. The support from colleagues was perceived as good but insufficient. The organizational support that psychologists felt was most important to receive was emotional support. The conclusion was that psychologists experience an imbalance in professional demands and resources that has resulted in emotions such as stress and anxiety. Suggestions for future research are to study patient and management perspectives on BUP and compare existing research with the work in privatized BUP to see if there are differences in experiences and organizational support.

Indiana University-Purdue University Indianapolis (IUPUI) / Nursing education is faced with addressing the challenge of educational reform as a result of the rapid changes in the complexity of health care delivery systems, increased technology and biomedical knowledge, a shortage in nursing faculty, and increased enrollment in schools of nursing. Although national nursing organizations have called for reform and innovation in nursing education little is known about the factors that are related to educators’ adoption of such changes. The purpose of this descriptive, exploratory, correlational, survey study was to explore the adoption of socioculturally-based teaching strategies (SCBTS) by examining the following variables in relation to their adoption using Everett Rogers’ diffusion of innovations model: (a) clinical nurse educators’ perceived characteristics of SCBTS, (b) clinical nurse educators’ perceived organizational support for innovation, and (c) selected demographic characteristics. Minimal research has been conducted regarding the factors related to clinical nurse educators’ adoption of SCBTS, which may better prepare nurse graduates for today’s health care system. Findings from this study suggest that adoption is not straightforward, but the perceived characteristics of teaching strategies play an important role in the clinical nurse educator’s decision to adopt or not adopt SCBTS. Rogers’ model was partially supported based on the findings that clinical nurse educators were more likely to adopt a teaching strategy if it was perceived to be advantageous, compatible, and not too complex. On the other hand, clinical nurse educators were more likely not to adopt teaching strategies that they must “try out” or that must be observable by others, which was not supportive of Rogers’ model. Adopters of SCBTS were more experienced clinical educators who felt supported by their academic organizations in terms of innovation; however organizational support for innovations was not associated with adoption of the teaching strategies. Holding a certificate in a nursing specialty, the type of program in which the educator taught, and the age of the educator were not associated with the adoption of SCBTS. Future research using Rogers’ model or other appropriate models is called for to further explore the adoption of SCBTS by clinical nurse educators.

No description available.

本研究指在探討校長分布式領導、教師知覺組織支持與教師組織公民行為的關係。研究方法採問卷調查法，以越南胡志明市公立高級中學教師為研究對象。在預試階段，寄發300份問卷，回收有效問卷共有275份，據以檢視研究工具之信效度。在正式調查階段，寄發960份問卷，回收有效問卷共908份。在資料處理方面，本研究分別以描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析及結構方程模式取向之路徑分析等統計方法進行分析。本研究獲得以下結論： 一、越南胡志明市公立高級中學校長分布式領導、教師知覺組織支持與教師組織公民行為的現況大致良好。 二、教師對校長分布式領導的知覺，會因教師之年齡、服務年資、學歷、學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 三、教師對組織支持的知覺，會因教師之年齡、學校所在地與學校規模之不同而有顯著差異。 四、教師對教師組織公民行為的知覺，會因學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 五、校長分布式領導、教師知覺組織支持與教師組織公民行為之間兩兩具有正向相關。 六、校長分布式領導、教師知覺組織支持與教師組織公民行為三者之間具有顯著影響關係。 七、校長分布式領導可透過教師知覺組織支持的部分中介效果，間接影響教師組織公民行為。 八、校長分布式領導、教師知覺組織支持與教師組織公民行為的結構方程模式適配度良好。 基於上述之研究結果，本研究提出一些建議，作為主管教育行政機關、學校校長、教師及未來研究之參考。 / The study aims to investigate the relationships among distributed leadership, perceived organizational support, and organizational citizenship behavior. The study population is all in-service teachers at public high schools in Ho Chi Minh city. The questionnaires are used to collect data. In the pretest stage, data collected from a sample of 275 teachers at 20 public high schools, and was used to test the validity and reliability of the research instruments by using the exploratory factor analysis. In the formal survey, data collected from a sample of 908 teachers at 64 public high schools. Then the descriptive analysis, t-test and one-way ANOVA, correlation analysis and SEM approach’s path analysis were used to analyze the data. The findings indicated that: 1. The teachers’ perception of distributed leadership, perceived organizational support, and organizational citizenship behavior is good. 2. Six demographic variables, including teachers’ age, year of experience, level of education, school location, school size, and years as principal at current school, showed significant differences in distributed leadership. 3. Three demographic variables, including teachers’ age, school location, school size, showed significant differences in perceived organizational support. 4. Three demographic variables, including school location, school size, and years as principal at current school, showed significant differences in organizational citizenship behavior. 5. There is a significant positive correlation between the variables of distributed leadership, perceived organizational support, and organizational citizenship behavior. 6. Both distributed leadership and perceived organizational support showed a positive direct effect on organizational citizenship behavior. 7. Perceived organizational support partially mediated the effect of distributed leadership on organizational citizenship behavior. 8. The SEM constructed for the distributed leadership, perceived organizational support, and organizational citizenship behavior showed a goodness of fit. Based on these results, there are many applications proposed to education authority, school principals, and teachers and some recommendations provided for further research.

La présente recherche a comme objectif d’étudier l’effet de l’environnement de travail sur l’engagement affectif envers son organisation. Le concept de l’environnement de travail se compose de trois dimensions, à savoir les caractéristiques de l’emploi, la communication managériale et la perception du soutien organisationnel. Cette recherche vise également à comprendre s’il existe un effet modérateur de la génération sur la relation entre ces dimensions de l’environnement de travail et l’engagement affectif. Les générations Baby-boomers, X et Y sont celles à l’étude. Les données ont été collectées au sein de deux compagnies privées dont la main-d’œuvre n’est pas syndiquée. Au total, 110 participants ont répondu au questionnaire. Des analyses de régression multiple ont permis de vérifier l’effet distinct de chaque dimension de l’environnement de travail sur l’engagement affectif alors que des analyses de régression hiérarchique ont testé la présence d’un effet modérateur de la génération dans cette relation. Les résultats indiquent que les seules dimensions de l’environnement de travail ayant un effet direct et significatif sur l’engagement organisationnel affectif sont la communication managériale et la perception du soutien organisationnel. En ce qui a trait à la génération à laquelle appartient le travailleur, il semble que cette variable ne modère pas la relation entre les dimensions de l’environnement de travail et l’engagement affectif. Les apports théoriques et pratiques de cette étude sont discutés tout comme ses limites et quelques recommandations pour les recherches futures. / The objective of the present research is to study the effect that the work environment can have on affective commitment toward the organization. The concept of work environment is divided into three dimensions. They are the job characteristics, the communication with the supervisor and the perceived organizational support. This research also wishes to understand if there exists a moderating effect of the generation on the relationship between these dimensions of the job environment and affective commitment. The generations of the Baby-boomers, X and Y are the one selected for the purposes of this study. The data were collected in two private and non-unionized companies. In total, 110 participants answered the questionnaire. Regression analysis were conducted to verify the distinct effect of each of the three dimensions of the work environment on the affective commitment and also to test the presence of a moderating effect of the generation in this relationship. The results indicate that the only dimensions of the work environment having a direct and significant effect on the affective organizational commitment are communication with the supervisor and perceived organizational support. Concerning the generation of the worker, it seems that this variable does not moderate the relationship between the dimensions of work environment and affective commitment. The theoretical and practical implications of this research are discussed as well as its limits and recommendations for future researches.