The purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration of two surveys and demographic questions to higher educational leaders at 28 state and community colleges in the State of Florida. These instruments measured levels of well-being through the PERMA-Profiler instrument and preferences for Theory X or Theory Y using the Theory X and Theory Y Managerial Assumptions Inventory. Multiple correlation and regression analyses were used to address the research questions. This study detected no relationship between well-being and happiness in this sample. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

Although there is still a gender division of labour in post-industrial countries, evidence seems to suggest that there are some fathers more involved than others, and interestingly, a growing number of fathers that want to be more involved with their children. Using the Catalan Survey on the Use of Time, this thesis aims to understand how paternal time devoted to children under 10 years old differs across educational level, income, age, number of (paid) working hours, occupation and partner’s occupation among other independent variables. Understanding patterns of those fathers involved with their children will presumably give some clues on how to promote gender equality in parenting. Furthermore, it will contribute to the fatherhood literature by expanding the research to Catalonia. Furthermore, while we know that fatherhood involvement is positively related with child outcomes and gender equality, less is known about the benefits of having both work and family roles for working fathers themselves and their jobs. Using the conceptual framework of WFE elaborated by Greenhaus and Powell (2006), this thesis seeks to explore how resources developed at home are positively transferred and applied at work, and vice versa. For that aim, 20 interviews with Catalan working fathers have been conducted. Understanding and shedding light on these hidden sources of enrichment between work and family domains might be a positive way to challenge the disproportionate attention to the conflict perspective in the work-family literature and to counteract the benefits of the “ideal worker” and “organization man”. The methodological contribution of this thesis is that it is the first study to use the Catalan Survey on the Use of Time to look at fathers as well as offering one of the first qualitative studies to examine the work-family enrichment process for fathers. Regarding the empirical contribution, the analysis of the time use data reveals that father’s age, educational level and partner’s occupation is positively associated with paternal time devoted to children. On the other hand, working hours is negatively associated with time devoted to young children. The qualitative analysis suggests that enrichment occurs under certain conditions. Interestingly, the sources of enrichment reported from family to work (invisible rewards) were different from the sources of enrichment reported from work to family. This thesis also suggested that fathers employed in higher-levels occupation were more likely to experience high levels of enrichment, but at the same time high levels of conflict.

The Master's thesis is dealing with equal opportunities in organizations in terms of gender, gender discrimination, work-life balance and other related topics. The aim of the thesis is to analyze equal opportunities in a selected organization, to find out the viewing of equal opportunities by female and male managers and to compare programs supporting equal opportunities offered by bank to programs of organizations awarded for their innovative approach to this issue. After analysis of all available materials it's possible to conclude that the Bank is not the leader in the field of equal opportunities but a successful follower. Currently the bank is trying to implement various programs supporting women in management and work-life balance and following the principles of diversity.

The technological development has had a major influence on the financial market through increased digitalization and meant a big change for how banks now are operated. One of the effects is that it has changes the duties carried out by the staff who work at the banks. These changes have made the work more focused on customer service. Thus, the influence of staff has changed and become important to customers. The aim of the study is to identify factors that affect employees’ attitudes towards internal recruitment within two different banks. Based on theories, three categories have been created to compare employee attitudes and influencing factors behind attitudes in the form of internal recruitment, influencing factors in work and the importance of balance between work and life situation. The study uses a qualitative method in the form of semi structured interviews, where the sample consists of ten employees from two different banks. The study shows that there are similarities in influencing attitudes of the staff within the two banks when it comes to career opportunities, management and value creation in work. Differences in terms of experiences and the balance between work and privacy as influencing factors in staff attitudes towards internal recruitment for both banks. Proposals for continued research is measuring staff's attitudes towards internal recruitment to establish a generalized conclusion. Another suggestion is to study the organizational structure of different banks and its impact on staff's attitudes towards internal recruitment.

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During recent years the stigmatised phenomenon of menstruation has received increased attention, revealing various challenges faced by menstruating women and girls. The prevalence of these have shown to be particularly profound in low- and middle-income countries. Despite an enhanced understanding of how menstruators may be affected by having their periods the focus within the growing body of literature on Menstrual Hygiene Management (MHM) remains narrow, often focusing solely on the practical aspects of MHM, whilst failing to acknowledge the social dimensions of menstruating. Women who work have been notably overlooked within the existing research, which almost exclusively has targeted schoolgirls. This study aims to widen the understanding of MHM, entailing both social and practical aspects. It also seeks to shed light on the experiences of working women, as a previously neglected group. To investigate how menstruation may affect women within their working environment, a field study with respondent interviews was conducted in Accra, Ghana. The narratives of the respondents, consisting of women working within the informal sector at markets, disclosed challenges that relate both to the social and practical aspects of MHM. The results point to the continued need for including working women in the research on MHM. It also demonstrates how practical and social aspects overlap and thus needs to be linked to gain a full understanding of menstruation and how it affects the menstruator.

The information technology (IT) industry workforce in the United States is expected to increase by approximately 50,000 jobs through the year 2024, creating opportunities for employees to change jobs if they are not satisfied. Replacing talented IT professionals can cost a business as much as 150% of the salary of the outgoing employee. The purpose of this descriptive single case study was to identify strategies successful IT business leaders used to reduce voluntary turnover among IT professionals. The research population was 4 leaders from an IT business in southeastern Virginia, who oversee supervisory and hiring. The conceptual framework was Herzberg's 2-factor theory. The data were collected using semistructured interviews and reviews of applicable organization documents. Yin's 5 phases of analysis were the means to process the data resulting in the 5 themes of flexibility, individual, recognition, team, and work-life balance. Recognition and flexibility were the 2 key themes that made significant contributions to the organizational culture and success for the business. The implications for social change include companies using unspent replacement cost dollars to invest in local communities, improve the local economic growth, and provide incentives for employee quality of life and improved work environment.

This thesis attempted to examine the effects of on-call work schedules on professional social workers. This was achieved through the use of a demographic survey and qualitative face-to-face and phone interviews. A total of 15 interview questions were explored, the subjects included: the impacts of on-call work on psychological, physiological, emotional well-being and work family balance of professional social workers. Participants were recruited using availability sampling and the sample size consisted of nine participants. The nine interviews were transcribed and analyzed using thematic analysis. The researcher identified common themes related to on-call work schedules. Results found that participants suffered familial disruption as well as impacts on their well-being and support system. There was also a lack of access to patient information and similar difficulties experienced by participants while on-call. Participants also provided suggestions in order to improve on-call experiences. It is recommended that similar studies be conducted on a larger sample size to insure generalizability and a greater understanding of the impacts on-call work has on the social work profession.

It is estimated that by 2020, 25% of the US labor force will be aged 55 or older. Along with this demographic shift, Americans and employees in other industrialized nations are now working longer than before, either out of preference or financial necessity. Therefore, it is essential that we understand how to support employees so that they can continue working in a healthy, happy, and productive manner as they age. The construct of work ability (the extent to which people perceive they can meet the mental and physical demands of their jobs) has the potential to guide research and practice on how best to support employees throughout the lifespan. However, though studied extensively in the occupational health literature, work ability has only recently gained attention in the Industrial/Organizational Psychology and Occupational Health Psychology literatures. This study helps to further integrate work ability into our field and theoretically ground the construct using the Job Demands-Resources model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). Specifically, this study examined psychosocial characteristics of the work environment (age diversity climate, team cohesion, organizational justice, and leader-member exchange) that were expected to buffer against the negative effects of increased age and poor health on work ability. The interaction between team cohesion and poor health had a significant effect on work ability. While the other hypothesized interaction relationships were unsupported, ancillary analyses showed that both team cohesion and age diversity climate do relate positively to work ability, even after controlling for age and health. These findings highlight the importance of a positive social work environment in supporting employees' work ability throughout the lifespan. Suggestions for future research include examining additional psychosocial predictors and behavioral outcomes of work ability, as well as conducting intervention studies aimed at increasing work ability by improving social aspects of the work environment.

The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory (WDI), which was used to empirically examine the 7-factor model of the taxonomy in over 20 different industries. Exploratory factor analysis using data from 209 respondents supported a six-dimension taxonomy, with one factor from the proposed taxonomy (Leadership) collapsed into two of the included WDI dimensions (Diversity Climate and Organizational Justice). Subsequent confirmatory factor analysis indicated an adequate to good fit for the six-factor model, with the WDI reduced from 47 to 24 items. Results and implications for theory and practice are discussed.