Whole document restricted, see Access Instructions file below for details of how to access the print copy. / Approaching retirement, individuals are confronted by a range of future risks and uncertainties. The primary worry is insufficient income and the associated danger of outliving one's capital. New Zealand has a unique approach for reducing this risk, comprising a universal state pension supplemented by voluntary unsubsidised saving. This simple model meets poverty prevention objectives, but middle-income baby-boom cohorts may struggle to achieve their income-replacement aspirations. The modest capital they have saved to supplement the state pension is exposed to the risks of inflation, poor investment outcomes, growth in living standards, and increasing longevity. They will enter retirement with significantly less private pension provision than previous generations and while they may hold a high proportion of their assets in owner-occupied homes, this equity is not readily accessed. They and their families also face the risk that they might require costly long-term residential care in old age. Women are likely to be particularly affected, not only as the spouses of men needing care, but, because of greater average longevity, they have a higher propensity to need long-term care themselves. Pension design and annuity markets are neglected areas of inquiry in New Zealand. In part this is because international pressures to privatise the state pension by setting up compulsory savings schemes in the private sector have been resisted. This thesis outlines the historical, practical, political and theoretical factors that explain the demise of private pensions and annuities. This provides a record of international interest as New Zealand is the first developed country to institute a tar neutral environment for retirement saving. While the New Zealand model is largely a credible one, there are significant shortcomings. This thesis examines whether economic theories can cast new light on what should be done and finds the experimentation of a pragmatic kind that has gone on historically precludes highly theoretical or ideological policy solutions. Normative judgements about well-being and distribution cannot be avoided. An integrated approach to reforming the New Zealand system is explored, based on the advantages of linking certain kinds of insurance. A substantial role for the state is inescapable; especially in the annuities market, which, it is argued, should be developed to play a significant role in retirement policy options. A state-guaranteed life annuity linked to long-term care insurance financed by a combination of cash and home equity is proposed, subsidised by intragenerational transfers from the retired population. This reform proposal builds on the existing pre-retirement saving policy and keeps the state pension as the cornerstone. The pay-off is improved welfare for middle-income retirees, greater economic efficiency, lower fiscal cost and improved equity both across and within generations. A greater credibility for the New Zealand model in international forums is also likely to follow.

Diss. Uppsala : Univ., 2003.

Diss. Umeå : Univ., 2005.

Diss. (sammanfattning) Stockholm : Karolinska institutet, 2008. / CD-ROM: Titel från titelskärmbild. Även utgiven som CD-ROM.

Zugl.: Duisburg, Essen, Universiẗat, Diss., 2008.

Zugl.: Duisburg, Essen, Univ., Diss., 2008 / Zusätzliches Online-Angebot unter www.ESV.info/978 3 503 12426 8

Inom den offentliga sektorn har individuell lönesättning blivit ett vanligare tillvägagångsätt för att öka anställdas prestationsnivå. Även tro på den egna förmågan har en betydande roll för hur arbetsgivare bör hantera sin anställda vid lönesättning. Personer med hög self-efficacy söker sig till arbetsplatser med individuell lönesättning i högre grad än anställda med låg self-efficacy. Studiens syfte var att undersöka anställda inom den offentliga sektorns attityd till individuell lönesättning utifrån grad av self-efficacy och självskattad prestationsnivå. 174 anställda i åldrarna 19-68 tillfrågades om att delta i studien. Enkäten bestod av påståenden om attityd till individuell lönesättning, arbetsrelaterad self-efficacy och självskattad prestationsnivå. Resultatet visa på ett signifikant samband mellan attityd till individuell lönesättning och self-efficacy samt en tendens till ett positivt samband mellan attityd till individuell lönesättning och prestation. Slutsatsen blev att anställda med högre self-efficacy har en mer positiv attityd till individuell lönesättning men att det krävs mer forskning inom ämnet.

This thesis is focused on positive affect in the workplace, with a particular emphasis on the UK public sector. Three samples of data were taken from 433 respondents across nine participating organizations with the aim of identifying those who rate themselves as happy and upbeat and whom others are noticing in this regard. Thus, the thesis goes beyond the analysis of those who are self-nominated as happy, seeking those who are flourishing (denoted throughout as Happy Plus or H+ ) which, for the purposes of this thesis, are categorised as employees whose positive affect is contagious. The data identified 45 H+ respondents, ascertaining that their happiness has a degree of longevity that is in line with eudaimonic sources and that the state of flourishing is unlikely to be accidental. The flourishing respondents were measured on 16 workplace emotions and compared against a group of 388 non-flourishing work colleagues. The H+ respondents recorded higher scores in all 4 emotions associated with employee engagement (enthusiastic, joyful, inspired & excited) and employee satisfaction (calm, relaxed, laid back & at ease) while the NonH+ group scored higher in emotions associated with stress (nervous, anxious, tense & worried) and depression (dejected, despondent, hopeless & depressed). Independent samples t-tests (using the Bonferroni correction) suggest these differences are statistically significant in 13 of the 16 affects measured. This is salient in that the more vigorous sense of employee engagement tends to result in pro-social behaviours that are correlated with bottom-line performance. The thesis then sought to discover the means by which the H+ respondents achieve and maintain their flourishing status. Following Lyubomirsky s (2007) contention that if an individual s genes and circumstances are fixed (in the immediacy of here and now) then it is the 40% of one s intentional strategies that will differentiate the flourishing from their non-flourishing colleagues. Thus, the H+ and NonH+ groups were compared on a raft of seventeen within-person strategies. The flourishing group rate choosing to be positive as their biggest single strategy, with the corollary that attitudinal choice requires both awareness and effort. It is postulated that engaged employees are attitude maximizers rather than satisficers , in that they are less likely to make do with ambivalent attitudes, striving to be as positive as they are able. Flourishing employees are also significantly more likely to set goals, play to their strengths, have positive internal dialogue, reframe negative events and consume less news. They indulge in what is termed life-crafting in which they alter their thoughts and circumstances to maximise their likelihood of remaining happy. The thesis concludes with a series of recommendations, focusing on co-creation , the idea that happiness emerges as a collective and cooperative endeavour that requires both favourable working conditions and individual effort. As such, recommendations are aimed at how organizations can learn from the findings to implement structures and policies that are best placed to facilitate flourishing cultures. There is a further set of recommendations alluding to what individuals can do to raise their own happiness levels. As such, it is argued that organizational culture change is not simply a matter of instigating top-down or bottom-up remedies, but rather eliciting change that emanates from inside-out.

This thesis investigates the public sector in Latvia and the research question is “what is the nature of transition of Human Resource Management ideologies and paradigms against the backdrop of larger scale dynamic development in Latvia?” The interest within this research is that of the contextual paradigmatic view of Human Resource Management (HRM) (Brewster et al., 2010; Brewster, 1999; Moreley, 2004) exploring the contextual factors, or surrounding antecedents of HRM (Brewster, et al., 2010). The research is a case study of the public sector within the State of Latvia for what became a journey through the complex history of this country revealing a state with a varied and dramatic past which has been subject to various invasions, occupations and subjected to the control and command society of the Soviet Union for a considerable number of years. The journey from Soviet control of the politically motivated ‘cadre’ system into independence has provided a rich source of research exploring how human resource management (HRM) has developed within the public sector. This was investigated as a case study since it is a ‘constant’ in relation to changes and a good indicator of attitudes to management from a national perspective. As well as past ‘models’ or attitudes to HRM from a Soviet perspective, various models of HRM have been explored and discussed, particularly in relation to the universalistic nature of Westernised typologies. The concept of a European model has been considered and discussed with consideration of various ‘clusters’ of practices which take into account cultural aspects, in particular national culture, as an important element within the study. Overarching this is the growing interest in convergence or divergence of HRM as the Central Eastern European states have developed post-independence (Brewster, 2004). The mixed methods approach used is firmly place within the qualitative field or phenomenological approach and explores aspects such as behaviour, perspectives, experiences and feelings (Atkinson et al., 2001; Marshall and Rossman, 2006). The research utilises grounded theory building (Glaser and Straus, 1967; Charmaz, 2014; Bryant and Charmaz, 2007; Strauss and Corbin, 1997; Glaser, 2002)) combining multiple data collection methods taking a pragmatic approach to research. The level of analysis explores the macro, meso and micro level environments of the Latvian public sector. The macro-level concerns interactions between state and society from a broad perspective, fundamentally this is the level where decision-making takes place, the meso-level explores individual ‘behaviours’ embedded in every day social practices shaped or constrained by material and infrastructural contexts and the micro-level of individual behaviour and action). Exploratory research has considered historical accounts along with what was sparse research within the area. A Soviet perspective was considered for the period immediately preceding independence. Elite interviews were carried out followed by a survey questionnaire. The opportunity to enter the organisation and undertake observations was thwarted by a change of government and therefore ‘access’ afforded to the researcher. The findings are integrated throughout this work as is the nature of grounded theory building, and given the paucity of research has become part of a wider social study of a system finding its identity through difficult times. The results and analysis takes into account not only elite interviews and the survey questionnaire but also background historical research. The result is a fertile breeding ground for investigation which offers many avenues for further research. Various questions for future research are raised within the thesis and remain an interest of the researcher to take forward.

Around 2.5 million utility works (street works) occurred in England in 2016 with a construction cost of approximately £2 billion. Comparative figures for highway works (road works) are not readily available, but are expected to be similarly significant. Unsurprisingly, the volume of road works and street works (RWSW) activity in urban areas is considered to have a negative impact on the road network causing disruption and premature deterioration, blighting the street scene, damaging local business trade, and significantly increasing social, economic and environmental costs. Indeed the social costs of street works alone are estimated to be around £5.1 billion annually. Despite the economic significance of highway infrastructure, the subject of road works and street works management is under-researched, with greater research emphasis on technology-based, as opposed to policy-based management approaches. Consequently, the aim of this study was to investigate the efficiency and effectiveness of managing the business process of RWSW. Due to limited academic literature in the subject domain, earlier research focused on identifying the industry actors, their motivations, as well as drivers and barriers to RWSW management. Semi-structured interviews with industry stakeholders highlighted the industry s complexity and revealed that several issues contributed to ineffective RWSW management. Principal problems included Street Authorities (SA) failing to take enough ownership of the RWSW coordination process, highway legislation not encouraging joint working due to inherent challenges arising from reinstatement guarantees, and entrenched attitudes and adversarial practices in the construction industry encouraging silo working. The Derby Permit Scheme (legislative tool) was intended to improve RWSW management through giving SAs greater control of highway works. Accordingly, RWSW activity was tested through a statistical time series intervention analysis to separately examine the impacts of the Highway Authority (HA) led works and utility industry led works over 6.5 years. The Permit Scheme was found to reduce utility works durations by around 5.4%; equivalent to 727 days, saving between £2.1 - £7.4 million in construction and societal costs annually. Conversely, the Permit Scheme did not noticeable reduce the HA led works. Instead, the introduction of a works order management system (WOMS) to automate some of the back office road works process was found to reduce works durations by 34%; equivalent to 6519 days and saving between £8.3 - £48.3m per annum. This case study highlighted that more considered practices were required by the HA to reduce RWSW. The stakeholder study and the automated WOMS technology found that well-managed business processes tended to lead to better executed highway works on-site. Informed by these experiences, the sponsor was keen to re-engineer its internal business processes. Business process mapping was adopted to identify inefficient practices and improved coordinated working opportunities on three key internal teams involved in the road works process. Findings revealed that silo working was inherent and that processes were built around fragmented and outdated Information Technology (IT) systems, creating inefficiencies. A subsequent validation exercise found that certain practices, such as restricted data access and hierarchal management styles were culturally embedded and also common across other local authorities. Peer reviewed recommendations to improve working practices were made, such as adopting an integrated Highways Management IT system, vertical integration between the customer relationship management IT system and the Highways IT systems, and the provision of regulatory training. In conclusion, based on the finding of this study, a generic logic map was created with potential to transfer the learning to other local authorities and for their use when evaluating road works administrative processes.