Studiens syfte är att belysa projektledares upplevelser och agerande för arbetsrelaterad hälsa i projekt inom offentlig sektor. Via explorativa intervjuer med nio projektledare från sju olika myndigheter beskrivs allt från det organisatoriska klimatet och förutsättningarna för hälsa i projekt samt deras eget bidrag i sin roll. Resultatet visade på upplevelser av bristande förutsättningar inom organisationerna i stort beskrivna i temat ”Som ett löv för vinden”. Otydlighet i vem som bär ansvaret för hälsa på arbetet illustreras via temat ”Var det inte din tur att vattna?”. Deras reflektioner kring det egna bidraget och goda förutsättningar som finns inom projektets ramar beskrivs som ”Den goda jordmånen”. Slutsatser som dras är att det finns behov av att hitta ett systematiskt sätt att främja och belysa hälsa, tydliggöra ansvar och öka kunskapen om hur hälsa uppnås och vinsterna med dessa. / The aim of the study was to investigate the experiences and actions for work related health in projects within government agencies. By exploratively ask nine project managers from seven different governments of work-related health they describe everything from the climate of the government and conditions for health and their own contribution in their own role as a leader. The results showed that there is an experience of deficient conditions within the government described as “Like a leaf to the wind”. Unclarity when it comes to responsibility for health at work illustrated in the theme: “wasn’t it your turn to nourish the soil?”. Their own thoughts of their contribution and the good conditions within the project described as “The good soil”. The conclusions of the study showed that there is a need of finding a systematic way of working with and spread light to health, make responsibilities even more clear and raise the knowledge how to contribute to health at work and the profits of it.

The increase for project efficiency has led to some businesses adopting the agile project management model. This research project has studied how a project-oriented manufacturing company has introduced the agile model in its Research & Development organization. The report here is based on qualitative analysis of 9 interviews with respondents and intends to evaluate how far the agile transformation in the Research & Development organization has progressed. The report further aims to describe how the respondents have perceived and have been affected by the agile transformation.  The respondents in this study have been working as developers and have experienced the agile transformation in the organization from day one. The respondents´ experiences have been analyzed using Self-Determination Theory and the mediating role of psychological safety. Furthermore, previous studies on project transition and agile transformation have been used in the analysis.  This research study has also sought to learn how the temporary organization has introduced internal improvements in its organization through the introduction of the agile model.

The increasing reliance on technology for communication seems to have shown that nontechnology or traditional team building activities may not be effective in improving certain interpersonal skills (Klein et al., 2009). The researcher investigated whether the use of a serious game, i.e. an educational video game, is a better mode of delivery to improve group problem solving, team cohesiveness, team learning behaviours and, perceived team psychological safety rather than traditional team building intervention, i.e. a non-technology-based team building intervention (Emsley & Rumeser, 2018; Edmondson, 1999). The researcher conducted two post test only quasi-experiments to compare the methods of team-building. In Study 1, four teams of university students (n=15 total students) took part in either a serious game or a traditional team building intervention. The serious game was based on a scavenger hunt mobile application while the traditional team building activity was an obstacle course. Each team was assessed, after the team building interventions, on their group problem-solving skills and team cohesiveness in order to determine if there was a significant difference between the scores of the two dimensions above for intervention groups. Study 2 consisted of six teams of university students (n=30 total students) participated in either a traditional online team-building activity or an online team-based serious game. The traditional online team-building activity was a spectrum mapping activity, and the online team-based serious game was an online escape room. Each team then participated in the same thought experiment and were finally asked to answer a questionnaire. Furthermore, a field researcher participated in both activities and her experiences were noted through an interview. There did not seem to be sufficient evidence to support the hypotheses for the second quasi experiment. However, the was evidence collected throughout both quasi-experiments that suggests that serious games are more enjoyed by participants and there seems to be a clearer initiative to utilise the interpersonal skills acquired in the future.

Background Employee turnover has been a major concern for organisations as far as a global competitive advantage is concerned. Amongst the proximal antecedents of turnover, intention to quit has been determined to exhibit the feelings and perceptions of employees concerning alternatives for the possibility of quitting the current employment relationship. Globally, an increasing portion of employees experiences some form of work overload, emotional and technological demands at the workplace, consequential in the feelings of being vulnerable and insecure. The current study, therefore, investigated the moderating role of pf psychological safety in the relationship between job demands, job resources, and intention to quit. The rationale for the research study Knowledge as to whether job demand and job resources have implications for employee retention will make it possible for practitioners to devise strategies to ensure that employees' level of intention to quit is reduced. For instance, to ensure that job demands are managed to prevent emotional and physical drain and consequently intention to quit. To ensure that employees are offered access in terms of resources to improve their motivation, and thereby reduce the intention to quit. Moreover, knowledge and consideration of the moderating effect of psychological safety on the relationship between job demands and job resources will allow managers to enhance retention strategies and thus provide assurance for higher organisational productivity. Aim of the study The current research study was an exploratory attempt to investigate the moderating effect of psychological safety on the relationship between job demands, job resources, and intention to quit. Whereas the existing literature on conservation resources theory provides valuable frameworks for understanding intention to quit, few researchers have investigated how the intention to quit may be influenced by job demands and job resources, through the mediating effect of psychological safety. Research Design, Sampling, and realised sample The cross-sectional study was used in the current research study as a quantitative approach through descriptive statistics to measure the relationship between intention to quit, job demands, and resources, and this associated being moderated by psychological safety. In other words, by applying descriptive statistics, the cross-section design was used in the current study to enable a detailed analysis of the variables in a systematic and standardised manner (ZangirolamiRaimundo, Echeimberg, & Leone, 2018). This research implemented a structured questionnaire method to get primary data. In other words, the respondents were asked to respond to similar questions in a prearranged manner (Doyle, 2009). A realised sample of n= 114 from the central banking environment was obtained using a convenience sampling approach. Statistical analyses To statistically analyse data, the Statistical Package for the Social Science (SPSS) programme was used. Exploratory Factor Analysis discovered common factors among the items; factor analysis was used to identify common variances. Through direct extraction and rotation methods to improve the interpretation of the factor loadings to reduce ambiguities in the initial analysis. The reliability and validity of the intention to quit, job demands-resources, and psychological safety were assessed through coefficient alpha and factor analysis. In other words, in evaluating the results, the test of reliability data was conducted to determine the Cronbach alpha, which would be acceptable when found to be at a minimum of 0.7 (Taber, 2018). Descriptive and correlational designs were used to provide analysis of data. First to classify and summarise data, and secondly to determine and test for the relationship between intention to quit, job demands-resources and psychological safety as variables of this study Results In investigating the association between job demands (work overload and technological demands) and intention to quit, correlation analysis results indicated a weak and negative relationship between technological demand and intention to quit. to determine whether job resources (job autonomy and performance feedback) would be able to predict the intention to quit, the multiple regression model was performed. Although a weak and negative correlation between job resources and intention to quit existed, there was no sufficient evidence that job resources could be a good predictor of intention to quit since the regression model highlighted an insignificant value of 0.411 which is greater than 0.05. The multiple regression highlighted that when psychological safety was introduced, it was found that combined psychological safety and job demand were good predictors of intention to quit and it was significant at 0.05 since the significance level of the model was 0.03. The multiple regression highlighted that when psychological safety was introduced, it was found that combined psychological safety and job demand were good predictors of intention to quit and it was significant at 0.05 since the significance level of the model was 0.02. Findings The findings from the results supported various discussions and studies in the literature and practice, that psychological safety moderates the relationship between job demands, job resources, and intention to quit. Further evidence was also found in support of the conservation of resources theory. Managerial Implications The results of the present research study embrace a practical implication for organisations in that the findings support the literature suggesting that psychological safety moderates the relationship between job demands, job resources, and intention to quit. The findings further contribute to a growing body of knowledge surrounding intention to quit, job demands, job resources, and psychological safety fields of research.

No description available.

[pt] O principal objetivo desta dissertação consistiu em investigar os papéis das ações de redesenho do trabalho e da segurança psicológica na prevenção de sintomas do burnout. Para tanto, foram conduzidos dois estudos. O primeiro estudo consistiu em uma revisão teórica das relações entre redesenho do trabalho, segurança psicológica e burnout, considerando o impacto da interação entre profissionais de diferentes gerações no ambiente de trabalho. Já o segundo estudo, consistiu na proposição de um modelo no qual as ações de redesenho do trabalho exercem um papel de mediação na relação entre segurança psicológica e sintomas do burnout. Uma análise quantitativa foi conduzida, baseada na aplicação de escalas de avaliação de segurança psicológica, ações de redesenho do trabalho e sintomas do burnout e a partir de questionários respondidos por uma amostra de 179 trabalhadores dos setores químico, petroquímico e de óleo e gás. Através dos resultados obtidos, foi proposto um modelo no qual as ações de reformulação cognitiva desempenharam um papel de mediação parcial na relação entre segurança psicológica e os sintomas primários do burnout. Tais resultados reforçam a importância do desenvolvimento de ações direcionadas à capacitação de equipes e lideranças nos temas segurança psicológica e identificação de oportunidades de redesenho do trabalho. / [en] The main objective of this dissertation was to investigate the roles of job crafting actions and psychological safety in preventing burnout symptoms. For this, two studies were conducted. The first study consisted of a theoretical review of the relationships between job crafting, psychological safety and burnout, considering the impact of interaction between professionals from different generations in the work environment. The second study consisted of proposing a model in which job crafting actions play a mediating role in the relationship between psychological safety and burnout symptoms. A quantitative study was carried out, based on the application of assessment scales of psychological safety, job crafting actions and burnout symptoms and from questionnaires answered by a sample of 179 workers in the chemical, petrochemical and oil and gas sectors. Through the obtained results, a model was proposed in which the cognitive crafting actions played a partial mediation role in the relationship between psychological safety and the primary symptoms of burnout. Such results reinforce the importance of developing actions aimed at training teams and leaders in psychological safety issues and identifying opportunities for job crafting.

No description available.

<p>This research investigated the influence and relationship of two cognitive diversity frameworks on student design team knowledge integration capabilities and team contribution among seventy-five (75) student teams in Purdue’s Tech 120: Design Thinking in Technology course. </p> <p> </p> <p>When in cognitively diverse teams, students do not effectively integrate the knowledge available to them. Past research results in this area have further demonstrated that students tend to get worse at collaboration as the cognitive differences emerge and are exposed over time. The costs of this lack of collaboration and assimilation of knowledge assets are significant, such as diminished creativity, coordination, and other team performance measures. The purpose of this study then, was to provide student design teams with models or frameworks for visualizing and understanding the cognitive diversity available to them in their team and test the impact these frameworks have on various measures of team effectiveness: knowledge integration, psychological safety, and individual contribution. </p> <p> </p> <p>Cognitive diversity frameworks in question have been used successfully in various industry and organizational settings. The first, is the FourSight Thinking Profile™. This framework is used to understand one’s creative problem-solving preferences and how those preferences (high, neutral, and low) impact group dynamics. The second, is the AEM-Cube®. This framework draws on several theoretical foundations to assess an individua’s patterns of thinking and responses to change. Both the FourSight Thinking Profile™ and the AEM-Cube® have shown to help teams in industry settings collaborate (DeCusatis, 2008; Reynolds & Lewis, 2017), but their use in educational settings to solve the knowledge integration and team contribution problem in student teams is untested. </p> <p> </p> <p>The nearly 470 students in Purdue’s TECH 120 course were organized into teams ranging from 3-5 members by their instructors, thus creating a total of 129 teams. The researcher then divided the 129 teams into two fairly equal treatment groups. Each treatment group was given one of two cognitive diversity assessments (FourSight or AEM-Cube) to complete individually, time to review the results, and then asked to create a team charter or contract where students discussed cognitive strengths and weaknesses and how they planned to manage those assets and deficiencies as they worked on a 4-week long design thinking project. Only 75 teams completed all steps of the treatment (either FourSight or AEM-Cube) and thus were the focus of analysis. </p> <p> </p> <p>The major conclusions of this study are that while neither the FourSight or AEM-Cube frameworks for cognitive diversity were more effective in raising student knowledge integration capability or overall team contribution, these frameworks did not negatively impact the student experience; high levels of psychological safety were maintained among both more homogeneous teams and those that were more heterogeneous; and higher levels of knowledge integration capabilities and team contribution were achieved by students in varying degrees of diversity of creative problem-solving preferences and strategic agility. While the reason(s) for such high scores for knowledge integration capability, team member contribution, and psychological safety are unknown, the students reported that the processes by which these teams integrated their knowledge assets and solicited the contribution of their team members was both positive and effective. </p> <p> </p> <p>Further research into the effectiveness of the treatment, the influence of demographic diversities on team functions, and the experience of the 54 student teams that did not complete the treatment are needed to elucidate and understand the findings of this study. </p>

Det sätt organisationer generellt hanterar att vara uppdaterade och ligga i framkant är genom arbete i team. Det är välkänt inom tidigare forskning att arbete i team leder till högre grad av kreativitet och prestation, vilket möjliggör för att ligga i framkant. Till följd av covid-19 pandemin har arbete i team blivit mer komplicerat. Utökat distansarbete i virtuella team och de utmaningar som virtuella team står inför har blivit mer påtagliga. Tidigare forskning visar att några utmaningar är kommunikation, tillit och stöd mellan medarbetare och chef. Vidare visar tidigare forskning att psykologisk trygghet är en viktig förutsättning för ett teams samarbets- och innovationsförmåga. Team som arbetar inom tech-branschen arbetar idag ofta virtuellt och ställs inför ett högt innovationstryck, de måste därför ständigt ligga i framkant och hålla sig uppdaterade på den senaste utvecklingen. Då forskning inom området vad gäller psykologisk trygghet i virtuella team är något begränsad har syftet med denna studie varit att undersöka, ur ett medarbetarperspektiv, hur psykologisk trygghet kan etableras av chefer till virtuella team. För att besvara studiens syfte har data samlats in genom en enkätundersökning riktat till medarbetare som arbetar i team vid två organisationer inom tech-branschen. Studiens resultat visade att kommunikation, tillit och stöd har en effekt på den psykologiska tryggheten på ett mer komplext sätt än vad tidigare forskning indikerat. Resultatet visade att det fanns olika underliggande dimensioner i kommunikation, tillit och stöd som är viktiga för chefer att använda sig av för att skapa ett klimat präglat av psykologisk trygghet i virtuella team. Studiens slutsatser är att psykologisk trygghet i virtuella team är en utmaning för chefer och deras ledarskap. För att övervinna utmaningar som virtuella team ställs inför och för att kunna skapa ett klimat präglat av psykologisk trygghet visade studiens resultat att det krävs ett ledarskap där chefer framför allt lägger fokus på tillitsfull kommunikation till sina medarbetare.

Syftet med den här studien var att undersöka om teamsammanhållning, teammedlemmars inre motivation och psykologisk trygghet kan predicera teameffektivitet i eventprojekt. För att besvara studiens syfte genomfördes en kvantitativ tvärsnittsstudie och data samlades in via en webbaserad enkät. Studiens deltagare bestod av personer som ingått eller ingår i projektteam som jobbat eller jobbar med eventprojekt. En multipel regressionsanalys genomfördes och resultatet visade att de oberoende variablerna teamsammanhållning, inre motivation och psykologisk trygghet tillsammans kan predicera teameffektivitet i eventprojekt. Både teamsammanhållning och psykologisk trygghet hade unikt signifikanta bidrag till förklaringsmodellen och inre motivation hade inte ett unikt signifikant bidrag. / The aim of this study was to investigate whether team cohesion, team members' intrinsic motivation and psychological safety can predict team effectiveness in event projects. To answer the purpose of the study, a quantitative cross-sectional study was conducted and data was collected via a web-based survey. The study's participants consisted of people who were or are part of project teams who worked or are working with event projects. A multiple regression analysis was carried out and the result showed that the independent variables team cohesion, inner motivation and psychological safety together can predict team effectiveness in event projects. Both team cohesion and psychological safety had uniquely significant contributions to the explanatory model, and intrinsic motivation did not have a uniquely significant contribution.