In the organization environment, supervisor is the most closely person in subordinates' working interpersonal network. Supervisors and subordinates have different responsibility in the organization. In order to make subordinates complete task successfully, supervisors usually have the important mission to motivate subordinates behaviors. From the past research results shows that subordinates perceived supervisor support will affect job satisfaction, job involvement, job performance,etc. Therefore how to make subordinates feel supervisors' care, trust and support, which usually is an important key to open subordinates' inner mind. It's also that this research want to discuss subject. This research use the critical incident method to interview different seniority subordinates to understand supervisor¡¦s support / non support behavior , subordinates' emotions, follow-up reaction, and what opinion about supervisor .It also intersect analyse the correlation between behavior, reaction and opinion. Summarized the results of this research, the following conclusions as below, 1. When subordinates perceived supervisor support, whatever emotion, reaction and opinion about supervisor are all positive, active and affirmative. On the contrary , when subordinates perceived supervisor not support, it will increase turnover intention. 2.When subordinates perceived supervisor not support, their emotion and behavior are not consistent. Subordinates easily have emotional labor. 3.Junior subordinates have more positive reaction than senior subordinates to face supervisor not support behavior even they have negative emotions Finally, the discussion of the research results, this study understand what supervisor support behaviors that subordinates concerned. That also can motivate subordinates¡¦ behavior in their work or organization environment. On the other hand, we can also know supervisor not support behaviors will bring negative effect. This study can give supervisor behavior reference to manage their staff in the organization and contribute to enhance the relationship between supervisors and subordinates and organizational development.

An aging population results in retirement ages going up and the age difference between subordinates and managers growing bigger. Despite an extensive literature review on trust within organizations, we have not been able to identify studies related to the influence of age difference between managers and their subordinates. The main purpose of this thesis is to gain a deeper understanding of the influence of age difference on trust in relationships between managers and subordinates, and more specifically how the age difference influences the trust in the relationship with their older subordinates. Our research question has been formulated as follows: How does age difference influence trust between young managers and their older subordinates? Despite studies on trust increasing in popularity over the last years, we identified a research gap since there is no previous studies addressing the influence of age difference on trust between managers and subordinates. Specifically, the influence of the age difference between young managers and older subordinates and the trust between them in their relationship. In order to fulfil the purpose of our thesis we have conducted a qualitative research, where we gathered qualitative data through the use of semi-structured interviews. These interviews were conducted in a Dutch multinational production company employing approximately 25.000 employees. By analysing the data we gathered through our semi-structured interviews and relating it to the theoretical framework we built up from pre-existing literature, we were able to answer our research question. As a theoretical foundation, we have used the key theories on trust: trust, factors of perceived trustworthiness, antecedent of trustworthy behaviour and employee-organisation relationship. The findings demonstrate that the age difference has influence on an individual’s behaviour, employee expectations and factors of trust. We found an influence of the age difference on benevolence as well as for ability. Young managers are perceived to have different values than older subordinates, resulting in an influence on integrity. Factors related to the social exchange influence trust in other ways as interpersonal relationships have been found to influence the age difference. Finally, the age difference does influence individuals and relational factors due to the expectations of young managers being perceived as strengthening trust with their subordinates. Our thesis has contributed to the theory of trust by gaining a deeper knowledge of the influence of age difference on trust between managers and their subordinates. Also we have opened up new areas for research concerning the influence of age difference on trust in other industries or reversed situations. Our thesis has provided management scholars and managers with a deeper understanding of trust in manager-subordinate relationships, providing young managers with theories on how to improve their relationships with their older subordinates.

Made available in DSpace on 2016-04-25T20:20:42Z (GMT). No. of bitstreams: 1 Elcio Nogueira dos Santos.pdf: 2404956 bytes, checksum: c6c1b4914385b1cb86da5957204d613c (MD5) Previous issue date: 2012-06-01 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / This text questions the hegemonic masculinities concept and subordinate variants of these masculinities. It has as a hypothesis that hegemonic masculinities and their subordinate variants depend of the historical time and the culture they are inserted in. In other words, there is not a universal and ahistorical model of hegemonic masculinity. It takes as analysis focus the relations established between a group of men who buy sex from sex workers and the sellers, here denominated boys, male prostitutes and sex workers, in enclosed spaces, or male prostitutes bathhouses in the city of São Paulo, places which offer the service of these professionals. It was used as method of research participant observation and semi-structured and in depth interviews with sex workers and their clients. It became possible through the study of this group of men to discuss that hegemonic masculinities and their subordinate variants are in frequent contest for the power and hegemony of the groups, whether it is the group of the clients, whether it is the group of sex workers. It also questioned this group s desire, affection and its intergenerational relations. It proposes that the relations between sex workers and clients are originated from the partners desire and, in some relations, deepen, then constituting new affectivities between the same partners. It brings to discussion the social markers of difference that exist in male prostitutes bathhouses and that configure hegemonies and subordinate between masculinities. It also discusses the relations of power between these groups / Este texto interroga o conceito de masculinidades hegemônica e variantes subalternas destas masculinidades. Tem como hipótese que masculinidades hegemônicas e suas variantes subalternas dependem de época histórica e da cultura nas quais estão inseridas. Ou seja, não há um modelo de masculinidade hegemônica universal e a- histórica. Toma como foco de análise as relações que se estabelecem entre um grupo de homens que compram sexo de profissionais do sexo e os vendedores, neste texto denominados boys, michês e profissionais do sexo, em espaços fechados na cidade de São Paulo, ou as saunas de michê, locais que oferecem os serviços destes profissionais. Utilizou-se como método de pesquisa observação participante e entrevistas semiestruturadas e em profundidade com profissionais do sexo e clientes destes profissionais. A partir do estudo deste grupo de homens tornou-se possível discutirmos que masculinidades hegemônicas e suas variantes subalternas encontram-se em constante disputa pelo poder e pela hegemonia dos grupos, seja o de clientes dos profissionais do sexo, seja o do grupo de michês. Questionou também o desejo e a afetividade deste grupo e as relações intergeracionais. Propõe que as relações entre michês e clientes nascem do desejo dos parceiros e, algumas relações, se aprofundam, constituindo então, novas afetividades entre os mesmos parceiros. Traz à discussão os marcadores sociais de diferença que existem nas saunas de michê e que configuram hegemonias e subalternidades entre as masculinidades. Discute ainda as relações de poder entre estes grupos

Made available in DSpace on 2016-04-26T14:53:39Z (GMT). No. of bitstreams: 1 Elcio Nogueira dos Santos.pdf: 2404956 bytes, checksum: c6c1b4914385b1cb86da5957204d613c (MD5) Previous issue date: 2012-06-01 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / This text questions the hegemonic masculinities concept and subordinate variants of these masculinities. It has as a hypothesis that hegemonic masculinities and their subordinate variants depend of the historical time and the culture they are inserted in. In other words, there is not a universal and ahistorical model of hegemonic masculinity. It takes as analysis focus the relations established between a group of men who buy sex from sex workers and the sellers, here denominated boys, male prostitutes and sex workers, in enclosed spaces, or male prostitutes bathhouses in the city of São Paulo, places which offer the service of these professionals. It was used as method of research participant observation and semi-structured and in depth interviews with sex workers and their clients. It became possible through the study of this group of men to discuss that hegemonic masculinities and their subordinate variants are in frequent contest for the power and hegemony of the groups, whether it is the group of the clients, whether it is the group of sex workers. It also questioned this group s desire, affection and its intergenerational relations. It proposes that the relations between sex workers and clients are originated from the partners desire and, in some relations, deepen, then constituting new affectivities between the same partners. It brings to discussion the social markers of difference that exist in male prostitutes bathhouses and that configure hegemonies and subordinate between masculinities. It also discusses the relations of power between these groups / Este texto interroga o conceito de masculinidades hegemônica e variantes subalternas destas masculinidades. Tem como hipótese que masculinidades hegemônicas e suas variantes subalternas dependem de época histórica e da cultura nas quais estão inseridas. Ou seja, não há um modelo de masculinidade hegemônica universal e a- histórica. Toma como foco de análise as relações que se estabelecem entre um grupo de homens que compram sexo de profissionais do sexo e os vendedores, neste texto denominados boys, michês e profissionais do sexo, em espaços fechados na cidade de São Paulo, ou as saunas de michê, locais que oferecem os serviços destes profissionais. Utilizou-se como método de pesquisa observação participante e entrevistas semiestruturadas e em profundidade com profissionais do sexo e clientes destes profissionais. A partir do estudo deste grupo de homens tornou-se possível discutirmos que masculinidades hegemônicas e suas variantes subalternas encontram-se em constante disputa pelo poder e pela hegemonia dos grupos, seja o de clientes dos profissionais do sexo, seja o do grupo de michês. Questionou também o desejo e a afetividade deste grupo e as relações intergeracionais. Propõe que as relações entre michês e clientes nascem do desejo dos parceiros e, algumas relações, se aprofundam, constituindo então, novas afetividades entre os mesmos parceiros. Traz à discussão os marcadores sociais de diferença que existem nas saunas de michê e que configuram hegemonias e subalternidades entre as masculinidades. Discute ainda as relações de poder entre estes grupos

Syftet med vår studie var att undersöka hur organisatoriska faktorer som krav i arbetet och stödfunktioner kan påverka grundskolans mellanchefers förutsättningar att vara tillgängliga för medarbetare enligt medarbetarnas förväntningar. För att får svar på vårt syfte använde vi oss av en kvalitativ metod med semistrukturerade intervjuer. Resultatet från vår kvalitativa undersökning analyserade vi med hjälp av teorier kring krav i arbetet, kontrollspannetsbetydelse, mellanchefers behov av stöd och chefen som stötdämpare. Resultatet visar att medarbetarna förväntar sig att chefen är nåbar och tar sig tid genom att faktiskt lyssna aktivt när medarbetaren behöver det. Hur stödet ser ut påverkar hur mycket tid chefen kan lägga på att vara tillgänglig enligt medarbetarnas förväntningar. Ett stöd som fungerar frigör tid med medarbetarna medan ett ofungerande stöd istället tar tid från medarbetarna. Kraven på cheferna ökar, möjliga faktorer handlar om att omvärlden förändras och då ändras även arbetets förutsättningar som exempelvis fler uppgifter att hantera. / The aim of our study was to examine how organizational factors such as job demands and support can influence primary school middle managers opportunities to be available to subordinates under subordinates' expectations. To answer our purpose, we used a qualitative approach with semi structured interviews. The results was analyzed using theories of job demands, span of control, middle managers need for support and a theory about middle managers acting as a shock absorber between subordinates wishes and the managements demands. What kind of support the manager have affects how much time the manager can spend on being available for the subordinates. If the support isn´t adapted for the managers situation, the result will be more unnecessary duties for the manager and less time for the subordinates. The results show that subordinates expect the middle manager to be reachable and to take time to priority the subordinate when the subordinate needs it. Even if the manager can prioritize subordinates needs today, changes inside and outside the organization leads to higher demands on the managers.

The aim of this work was to investigate the genre testimonio, in its social, political and cultural Hispanic-American context from the 60 s; which has evidenced significant resonances in the Brazilian publishing market. However, the trajectory of this model of representation raises a series of discussions aiming to understand its anatomy , mainly because its fundamental peculiarity is giving way to voices which are aside the cultural and political process and take the written word to reveal a significant event in the constitutive process of their group. In addition, it s necessary to consider that, from its emergence to its institutionalization and migration to other cultural spaces, this genre acquires functions and distinct senses. It is the case of A Prisioner s Diary: the book, 2001, from Jocenir, used here to analyze a literary work which illustrates the testimonio in Brazil. This book presents some situations related to the prison s routine, which carry the intention to make public the marginal experience, represented by an individual who is not acquainted to the literate conventions. It is in this circumstance that lies most of the impasses to be established, as there is a constant process of negotiation between dissonant social-cultural contexts, necessary to guarantee the insertion of this narrative in the literate space. / Neste trabalho pretende-se investigar a configuração do gênero testimonio, presente no contexto social, político e cultural hispano-americano a partir dos anos 60, e que tem evidenciado significativas ressonâncias no espaço editorial brasileiro. Entretanto, o percurso desse modelo de representação desencadeia uma série de discussões em busca do entendimento de sua anatomia , ainda mais por apresentar como peculiaridade fundamental a abertura para vozes à margem do processo cultural e político, que se apropriam da palavra escrita para revelarem um evento marcante no processo constitutivo de seu grupo. Ademais, não se pode perder de vista que, desde sua emergência até sua institucionalização e migração a outros espaços culturais, esse gênero assume funções e sentidos distintos. É o caso da narrativa Diário de um detento: o livro, 2001, de Jocenir, tomada aqui para o exame de uma obra ilustrativa da configuração do testimonio no Brasil. Nela são narradas situações concernentes à rotina carcerária, que se carregam de pretensões de denúncia da experiência marginal, formalizada por um sujeito pouco familiarizado às convenções letradas. É nessa circunstância que reside grande parte dos impasses que se estabelecerão, na medida em que se instaura um constante processo de negociação entre esferas sócio-culturais dissonantes, o qual se faz necessário para garantir a inserção dessa narrativa no espaço letrado.

Leadership is developed by experience and grows with time (Ohnstad, et al, 2019). However, being a young leader many times relates to having less experience. This can add to the already existing obstacles that a leader encounters, making it more challenging for a young leader to fulfill their position. Therefore, the following study investigates what perceptions young leaders experience, and what strategies they adopt to gain legitimacy and respect in their position, and thereby influence their employees. The study's findings provide a greater understanding of the underlying reasons why young people may experience difficulties in being leaders, and what strategies they therefore use to be perceived as more suited for their position A qualitative research approach was chosen to conduct the study. The collected data consists of semi-structured interviews with 14 respondents. The findings in the study indicate that prejudices among young leaders can vary. This depends on how long one has been involved in an organization or if the leader is the creator of the company. Also engaging in emotional labor can be a way of fitting into the norm to be perceived as more suitable for a certain position, which is a way to avoid prejudices. The findings of the study resulted in four strategies that the young leaders use to be considered serious leaders: 1) being present, 2) tailor-made workplace, 3) personalized leadership and 4) non-hierarchical environment. Finally, in terms of leading efficiently, emotional intelligence is exercised as a part of a young leader's strategy to gain trust, influence and meet the needs of the employees. Keywords: young leaders, leadership, emotional labor, emotional intelligence, strategies, leaders, subordinates, followers.

Tidigare forskning har visat att det finns mellanchefer som anser att deras arbetsrelaterade stress är relaterad till krav från både över- och underordnade (Skagert, Dellve, Eklöf, Ljung, Pousette & Ahlborg, 2004). Syftet med den föreliggande studien var att i en offentlig organisation undersöka om mellanchefers upplevda arbetskrav från över- och underordnade har samband med deras upplevda arbetsrelaterade stressnivå. Följande frågeställning formulerades: I vilken grad kan upplevda arbetskrav från överordnade, underordnade, ålder och antal år som mellanchef predicera grad av upplevd arbetsrelaterad stress. Deltagarna i studien var 63 mellanchefer, varav 52 kvinnor och 11 män. Resultatet visade att upplevda arbetskrav från underordnade var den enda oberoende variabeln som statistiskt signifikant predicerade uplevd arbetsrelaterad stress. Antal år som mellanchef hade en negativ statistiskt signifikant korrelation med upplevd arbetsrelaterad stress. Dessa resultat var delvis i linje med presenterad teori och tidigare forskning. / Previous research has shown that middle managers believe that their work-related stress is connected to the demands from both superiors and subordinates (Skagert, Dellve, Eklöf, Heather, Pousette & Ahlborg, 2004). The aim of the present study was to in a public organization investigate whether the middle managers perceived job demands from superiors and subordinates are related to their perceived work-related stress level. The following research question was formulated: To what extent can the perceived job demands from superiors, subordinates, age and number of years as middle manager predict levels of perceived work-related stress. Participants in the study consisted of 63 middle managers (52 women and 11 men). The results showed that perceived job demands from subordinates were the only independent variable that statistically significantly predicted perceived work-related stress. Number of years as middle manager had a negative statistically significant correlation with perceived work-related stress. These results were partially in line with the presented theory and previous research.

Trust in transformational leadership is related to motivation, self-enhancement, and positive job outcomes. Trust in the leader-follower relationship, from the perspective of subordinates, has yet to be examined. Trust is considered an important factor when seeking to improve the chances for organizational success and positive job outcomes. The merits of trust in transformational leadership were addressed in this qualitative case study for the purpose of understanding the value of trust in leader-follower relationships viewed from the experiences of subordinates. Interviews were conducted with 30 participants from 2 organizations within the Newton and Rockdale counties located in the state of Georgia; the chosen sample size was an exhaustive representation of those interviewed and conveyed the depth and breadth of participants'. Research questions addressed how subordinates perceived trust in their leaders and how leaders put into practice trust in their leader-follower relationships. Questions were analyzed using open and axial coding and the following themes emerged: perseverance, effective communication, feedback, commitment, confidence, unity, dependability, exemplary leadership, helpfulness, and satisfaction. Some connections were made between trust in transformational leadership and subordinates' views of their trust in leaders. By implementing these practices and hiring managers with transformational behaviors, organizations can help succeed in engaging employees to promote trusting relationships and encourage future research in the leadership management field. This study may affect positive social change by demonstrating how trust can be created by both leaders and followers: these findings may also contribute to the expansion of new leadership development training programs.

Background: The traditional view of leadership focuses on the role and responsibilities of the superior. This becomes problematic as sustainable leadership should focus on a shared process. Furthermore, the focus is often on economic sustainability before ecological and social sustainability. Over time, however, the focus has shifted more to the leadership process where both superiors and subordinates are in focus and where a holistic perspective of all three dimensions of sustainability has become important. However, the knowledge of bottom- up influence needs to be developed to gain a further understanding of the subject in its whole. This study is a further step towards this changed focus and contributes to a deeper understanding of the phenomenon of influence. Research question: How do subordinates influence superiors in a sustainability context from a superior and subordinate perspective? Aim: The aim is to describe the bottom-up impact that exists within a sustainability context from a superior and subordinate perspective. Method: To answer the research question, an inductive research approach and qualitative method have been used. A comparative case study of a collective case of three superiors and a collective case of six subordinates has been conducted. The empirical data has been collected through qualitative interviews. Conclusions: The conclusions that this study arrives at are shown in model 4.3 where we get a description of how “leadership with a focus on sustainability” can be achieved. Furthermore, model 4.3 creates an understanding of how superiors can open up for a bottom-up influence and how subordinates can make it possible to be able to influence. Above all, through the relationship between superiors and subordinates, but also based on subordinates' knowledge, the possibility of a bottom-up influence is created. The study shows the importance of the interaction between superiors and subordinates and serves as a complement to previous research on leadership, influence and sustainability. / Bakgrund: Den traditionella synen på ledarskap fokuserar på den överordnades roll och ansvar. Detta blir problematiskt då hållbart ledarskap bör fokusera på en delad process. Vidare ligger fokusen ofta kring en ekonomisk hållbarhet före en ekologisk och social hållbarhet. Med tiden har fokusen dock gått över mer till ledarskapsprocessen där både överordnade och underordnade är i fokus och där ett helhetsperspektiv av alla tre dimensioner av hållbarhet har blivit viktigt. Emellertid behöver kunskapen om nedifrån-upp påverkan utvecklas för att få en förståelse för helheten. Denna studie är ett ytterligare steg mot denna ändrade fokus och bidrar till en djupare förståelse av fenomenet påverkan. Forskningsfråga: Hur påverkar underordnade överordnade inom en hållbarhetskontext utifrån ett överordnad och underordnad perspektiv? Syfte: Syftet är att beskriva den nedifrån-upp påverkan som finns inom en hållbarhetskontext utifrån ett överordnad och underordnad perspektiv. Metod: För att besvara forskningsfrågan har en induktiv forskningsansats och kvalitativ metod använts. En komparativ fallstudie av ett kollektivt fall av tre överordnade och ett kollektivt fall av sex underordnade har genomförts. Empirin kopplat till fallen har insamlats genom kvalitativa intervjuer. Slutsatser: Slutsatserna som denna studie kommer fram till visas i modell 4.3 där vi får en beskrivning av hur “ledarskap med fokus på hållbarhet” kan uppnås. Vidare skapar modell 4.3 en förståelse för hur överordnade kan öppna upp för en nedifrån-upp påverkan och hur underordnade kan möjliggöra för att kunna påverka. Genom framför allt relationen mellan överordnade och underordnade men även utifrån underordnades kunskap så skapas möjligheten för en nedifrån-upp påverkan. Studien visar vikten av samspelet mellan överordnade och underordnade och fungerar som ett komplement till tidigare forskning av ledarskap, påverkan och hållbarhet.