This dissertation is a degree project for a bachelor's degree at Media Producer Education, 180 credits, Umeå University. The study is about identifying and describing how the assistant roles differ from first, second and third and how the work is structured and distributed during a television and film production in Sweden, the United States and England. The study also shows the similarities and differences that exist between the countries. The report is initiated with a part in which the background to the study and the questions that gave rise to the study are presented. Then the method chosen for the study is presented. Through participation in a television drama production, interviews and literature studies have research material has been collected for the study. The conclusion of the study shows that in the United States and England the AD professions and what they include are pretty much the same, However, it differs in Sweden. In Sweden, the role of First AD is the same as in the United States and England, but the others have become more optimized to suit Swedish television or film production. In Sweden, the United States and England the First AD is the directors right hand person and the link between the crew and the director. The first AD is the one who controls the recording site and its main task is to lead and coordinate the film team and support the director in its work. A Second AD in the United States and England works directly under the First AD and acts as his or hers the right hand person. The second AD’s main task is to ensure that the First AD's directives is performed in time and by the right person, that the schedule for actors is held and put together every recording day's call sheet. In Sweden, the Second AD can act as the First AD right hand person, or have responsibility for the background actors. Then the Second AD under pre-production books extras for each scene, schedules costume tests and during production, the second AD has responsibility for the extras and directs the extras according to the director's wishes. In the United States and England the third AD works directly under the First AD and the Second AD and its main responsibility is to assist the First AD and Second AD. The Third AD is also the one that has the responsibility for the background actors. In Sweden, the Third AD works directly under the First AD and Seond AD, if the Second AD isn’t in charge of the background actors. However if the Second AD is in charge of the Extras, then the Third AD works closer to the first AD and fills up for the responsibilities that the Second AD would otherwise have. / Rapporten är ett examensarbete för en kandidatexamen vid Medieproducentutbildningen, 180 hp, Umeå Universitet. Studien handlar om att identifiera och beskriva hur regiassistentrollerna skiljer sig ifrån först, andra och tredje och hur arbetet struktureras och fördelas under en tv-produktion respektive filmproduktion i Sverige, USA och England. Studien visar även på de likheter och olikheter som finns mellan länderna. Rapporten inledes med en del där bakgrunden till studien och de frågeställningar som legat till grund för studien presenteras. Därefter presenteras metoden som valts för studien. Genom praktiskt deltagande i en tv-dramaproduktion, intervjuer och litteraturstudie har det samlats in underlag till studien. Resultatet av studien visar på att mellan USA och England skiljer sig yrkesrollerna och vad de innefattar nästintill ingenting, dock skiljer sig Sverige ifrån USA och England. I Sverige är FAD:ens roll den samma som i USA och England men de övriga har blivit mer optimerade för att kunna passa svensk tv-eller filmproduktion. I USA, England och Sverige är FAD:en regissörens högra hand och hen fungerar som en länk mellan filmteamet och regissören. FAD:en är den som styr inspelningsplatsen och dess viktigaste uppgift är att leda och koordinera filmteamet och stödja regissören i dess arbete. SAD:en I USA och England arbetar direkt under FAD:en och fungerar som hens högra hand. Dess huvuduppgifter är att se till att FAD:ens direktiv utförs i tid och av rätt person, att tidsplanen för skådespelare hålls och att göra i ordning varje inspelningsdags Call sheet, dagbesked. I Sverige kan SAD:en fungera som FAD:ens högerhand eller vara statistansvarig. Som statistansvarig arbetar SAD:en under förproduktion med att boka statister för varje scen, att styra upp mask och kostymprovningar. Under produktion har SAD:en ansvaret för att statisterna och SAD:en regisserar statisterna efter regissörens önskemål. I USA och England arbetar TAD:en direkt under FAD:en och SAD:en och dess huvudansvar är att assistera FAD:en och SAD:en. Ett huvudansvar som faller på en TAD i USA och England är att vara statistansvarig. I Sverige arbetar TAD:en direkt under FAD:en och SAD:en, om SAD:en inte fyller rollen som statistansvarig. Fyller däremot SAD:en rollen som statistansvarig, arbetar TAD:en närmare FAD:en än vad den gör SAD:en. TAD:en fyller då ofta upp för de funktioner som SAD:en annars skulle haft.

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La présente thèse porte sur le harcèlement moral au travail (HMT). Elle a pour objectif d’étudier d’une part ses effets sur la justice organisationnelle (JO), le climat de sécurité psychosociale (PSC), la détresse psychologique, l’intention de quitter l’entreprise et l’engagement affectif. D’autre part, elle cherche à étudier le rôle médiateur du soutien social de la hiérarchie et de la théorie de l’autodétermination (TAD) (satisfaction et frustration des besoins psychologiques).Afin de répondre à ces objectifs, trois études ont été réalisées. La première étude évalue d’une part les effets du HMT sur la détresse psychologique et l’intention de quitter l’entreprise et, d’autre part,le rôle médiateur du soutien social de la hiérarchie. La deuxième étude propose de tester le rôle médiateur de la satisfaction des besoins psychologiques entre les inducteurs organisationnels (HMTet JO) et individuels (l’intention de quitter l’entreprise et l’engagement affectif). Une troisième étude examine, les effets du HMT et le PSC sur les inducteurs individuels (l’intention de quitter l’entreprise et l’engagement affectif) dans le secteur de la santé. Cette dernière étude montre également le rôle médiateur de la frustration des besoins psychologiques. Pour conclure, les résultats de la thèse montrent l'impact négatif du HMT et d'autres facteurs tels que l'OJ et PSC chez les salariés. Soulignons que ces résultats révèlent également que les besoins psychologiques(satisfaction et frustration) jouent un rôle déterminant en milieu organisationnel. La discussion générale de la thèse dégage les implications et les conclusions découlant des études. / This thesis deals with workplace bullying (WB). It aims to study on one hand its effects onorganizational justice (OJ), psychosocial safety climate (PSC), psychological distress, intention toleave the company and emotional commitment. On the other hand, it seeks to study the mediatingrole of the social support of the hierarchy and the theory of self-determination (SDT) (psychologicalneed satisfaction and frustration). To meet these objectives, three studies were conducted. The firststudy evaluates, firstly, the effects of WB on psychological distress and the intention to leave thecompany and secondly the mediating role of the social support of the hierarchy. The second studyproposes to test the mediating role of the satisfaction of psychological needs between theorganizational and individual inducers (WB, OJ, the intention to leave the company and theemotional commitment). A third study examines the effects of BWP and PSC on individual inducers(intention to leave the company and emotional engagement) in the health sector. This last study alsobrings out the mediating role of the frustration of psychological needs. In conclusion, the results ofthe thesis attest the negative impact of bullying at work and other factors such as OJ and PSCamong employees. It should be noted that these results also reveal that psychological needs(satisfaction and frustration) play a determinant role in an organizational environment. The generaldiscussion of the thesis therefore releases the implications and conclusions of the studies.

Cette recherche a été menée auprès d'étudiants de Classes Préparatoires aux Grandes Ecoles Scientifiques. Un de ses objectifs est d'analyser l'influence des variables motivationnelles sur la performance académique. L’auto-efficacité académique, l’orientation des buts et la motivation autodéterminée sont souvent citées pour leur rôle majeur dans la réussite universitaire. Ces variables sont issues de cadres théoriques distincts et nous souhaitons étudier comment elles s'influencent mutuellement. Des outils psychométriques, dont une échelle d’auto-efficacité académique, ont été créés et validés. Des analyses en pistes causales ont été effectuées afin de proposer un modèle traduisant les influences qui existent entre variables motivationnelles et performances académiques.Nos résultats montrent que :- l’auto-efficacité est la seule variable motivationnelle à avoir une influence directe sur les performances académiques ;- le but d’approche de la maîtrise est sous influence de l’auto-efficacité et une orientation vers ce type de but influence positivement la motivation intrinsèque et négativement l’amotivation ;- le but d’approche de la performance a une influence positive sur les différentes formes de motivation extrinsèque et, parmi ces dernières, la motivation extrinsèque à régulation identifiée influence positivement l’auto-efficacité tandis que la motivation extrinsèque à régulation externe l’influence négativement ;- l’amotivation influence négativement l’auto-efficacité académique ;- l’impact de l’amotivation sur les performances académiques est totalement médiatisée par l’auto-efficacité.Des prolongements de cette étude et certaines applications sont proposés. / This research has been carried out among French science students enrolled in CPGE (Classes Préparatoires aux Grandes Ecoles). One of its objectives is to study how motivational variables influence academic achievement. Academic self-efficacy, achievement goals or self-determined motivation are reported to play an important part in academic achievement. By relating self-efficacy, goal orientations and motivation, as conceptualized in self-determination theory, to both preceding and subsequent academic achievement, it is possible to further investigate the structural relation between these variables. Therefore, we aim at analysing the mutual influences which exist among them.Psychometric tools, among which an academic self-efficacy scale, were created and validated. Path analysis were performed in order to produce a multivariate model including motivational variables, previous academic performance and subsequent academic achievement. Our results showed that:- self-efficacy is the only motivational variable that directly influences academic achievement; - mastery approach goal, which is influenced by self-efficacy, enhances intrinsic motivation but is negatively related to amotivation;- performance approach goal enhances extrinsic motivation and identified regulated extrinsic motivation is positively related to self-efficacy while externally regulated extrinsic motivation is negatively related to it;- amotivation is negatively related to self-efficacy;- Self-efficacy beliefs are mediators between amotivation and subsequent academic achievement.Future research could build on these findings. Suggestions of applications are provided.

Following the discovery of the one-dimensional sequence of human DNA, much focus has been directed on microscopy and molecular techniques to learn about the spatial organization of chromatin in a 3D cell. The development of these powerful tools has enabled high-resolution, genome-wide analysis of chromosome structure under many different conditions. In this thesis, I focus on how the organization of interphase chromatin is established and maintained following mitosis. Mitotic chromosomes are folded into helical loop arrays creating short and condensed chromosomes, while interphase chromosomes are decondensed and folded into a number of structures at different length scales ranging from loops between CTCF sites, enhancers and promoters to topologically associating domains (TADs), and larger compartments. While the chromatin organization at these two very different states is well defined, the transition from a mitotic to interphase chromatin state is not well understood. The aim of this thesis is to determine how interphase chromatin is organized following mitotic chromosome decondensation and to interrogate factors potentially responsible for driving the transition. First, I determine the temporal order with which CTCF-loops, TADs, and compartments reform as cells exit mitosis, revealing a unique structure at the anaphase-telophase transition never observed before. Second, I test the role of transcription in reformation of 3D chromosome structure and show that active transcription is not required for the formation of most interphase chromatin features; instead, I propose that transcription relies on the proper formation of these structures. Finally, I show that RNA in the interphase nucleus can be degraded with only slight consequences on the overall chromatin organization, suggesting that once interphase chromatin structures are achieved, the structures are stable and RNA is only required to reduce the mixing of active and inactive compartments. Together, these studies further our understanding of how interphase structures form, how these structures relate to functional activities of the interphase cell, and the stability of chromatin structures over time.