Ce mémoire a pour but d’étudier les liens entre la rémunération intangible, les attentes au travail et l’intention de quitter. À la suite d’une revue de littérature, un total de quatre hypothèses sont proposées. Les deux premières hypothèses sont mises de l’avant pour confirmer la présence d’un lien négatif entre la rémunération intangible et l’intention de quitter. Celles-ci sont soutenues par la théorie motivation-hygiène de Herzberg (1966). Les deux dernières hypothèses sont émises pour valider la présence d’un effet modérateur des attentes au travail sur la relation entre la rémunération intangible et l’intention de quitter. La théorie de l’échange social de Blau (1964) vient soutenir ces hypothèses. Les données utilisées dans ce mémoire ont été colligées à l’automne 2019 dans une université canadienne, auprès de futurs diplômés inscrits dans un programme de gestion au premier cycle. Le questionnaire est basé sur un devis quasi expérimental, comportant quatre scénarios. Un total de 318 questionnaires ont été distribués aux étudiants du programme. Les deux hypothèses concernant la relation négative entre la rémunération intangible et l’intention de quitter ont été confirmées. En ce sens, plus la reconnaissance et la formation et développement sont utilisés, plus l’intention de quitter diminue. La reconnaissance engendre un plus grand effet de taille que la formation et développement sur l’intention de quitter. Ainsi, la reconnaissance serait à prioriser pour diminuer l’intention de quitter de jeunes professionnels. Une seule des deux hypothèses concernant l’effet modérateur des attentes au travail a été partiellement confirmée. Le niveau d’attentes en accomplissement au travail est la seule composante qui a un effet modérateur sur la relation entre la formation et développement et l’intention de quitter. En d’autres mots, plus un individu entretient un haut niveau d’attentes en accomplissement au travail, plus il y a réduction de l’intention de quitter en raison de la formation et développement. En conclusion, ce mémoire met de l’avant l’importance de continuer la recherche sur la rémunération intangible. Pour ce faire, l’une des contributions de ce mémoire est la proposition d’une définition de la rémunération intangible. En effet, une définition stable de ce concept permettra de continuer à développer les outils nécessaires pour mieux documenter son potentiel. / This thesis aims to study the relations between intangible compensation, work expectations and intent to quit. After a literature review, a total of four hypotheses are stated. The first two hypotheses aim to verify the presence of a negative relationship between intangible compensation and intent to quit. These are supported by Herzberg (1966) Motivation-Hygiene theory. The last two hypotheses are put forward to substantiate the moderating effect of work expectations on the relationship between intangible compensation and intent to quit. Blau's (1964) Social exchange theory is used to support these hypotheses. The data used in this thesis was colligated during the fall of 2019 in a Canadian university amongst the future graduate registered in an undergraduate management program. The questionnaire has a quasi-experimental design with four scenarios. A total of 318 questionnaire was distributed to the students in the program. The first two hypotheses concerning the relationship between intangible compensation and intent to quit were both confirmed. As the use of recognition and training and development increases the intent to quit is reduced. Recognition’s size effect is bigger than training and development. Therefore, prioritizing recognition is the best way to retain young professionals. Out of the last two hypotheses concerning the moderating effect of work expectations, only one was partially confirmed. The level of expectations toward work accomplishment moderates the relationship between intangible compensation and intent to quit. A person with high level of expectations in work accomplishment will have a lower intent to quit when offered more possibilities to train and develop then it’s counterpart with a lower level of expectations in work accomplishment. To conclude, this thesis supports the importance of continuing research on intangible compensation. One of the main contributions of this thesis is a definition of intangible compensation to help with this recommendation. A stable definition will help future research align themselves to develop the proper tools to document intangible compensation’s potential.

Hybridarbete har medfört fördelar och utmaningar som arbetsgivare behöver uppmärksamma för att främja ett hälsosamt arbete. En hybrid arbetsform kan bidra med det bästa från två världar, distans- och kontorsarbete, förutsatt att arbetsgivare och arbetstagare samverkar för att utveckla nya färdigheter för att anpassa sig till det nya arbetssättet. Denna studie syftar till att skapa en djupare förståelse för den organisatoriska och sociala arbetsmiljön vid hybridarbete. Studien är genomförd med en kvalitativ ansats och materialet har samlats in med hjälp av tio semistrukturerade intervjuer med både medarbetare och chefer inom en svensk offentlig organisation. Studiens metodval är inspirerad av empirisk fenomenologi med ett hermeneutiskt förhållningssätt som syftar till att skapa förståelse. Empirin har tematiserats och analyserats med hjälp av tematisk analys. Studiens resultat visar att den främsta fördelen med hybridarbete är flexibiliteten till att påverka balansen mellan arbete och fritid. Till följd av den hybrida arbetsformen visar resultatet utmaningar i egenskap av minskade fysiska interaktioner med kollegor, digital trötthet, uteblivna pauser samt svårigheter med gränsdragningen mellan arbete och fritid. Resultatet visar att tydliga riktlinjer för hybridarbete får betydelse för hur individen upplever den organisatoriska och sociala arbetsmiljön. Studien konstaterar att tillgång till socialt stöd, delaktighet, dialog, autonomi samt explicita riktlinjer och rutiner som kan anpassas efter individuella behov främjar en god arbetsmiljö. Avslutningsvis presenteras en modell som kan användas av praktikersamhället för att bidra med kunskap om hur känslan av sammanhang (KASAM) främjas i den hybrida arbetsmodellen. / Hybrid work has brought benefits and challenges that employers must observe to promote healthy work among employees. Hybrid working can create the best of both worlds, remote and office work, if employers and workers work together to develop new skills to adapt to the new way of working. This study aims to create a deeper understanding of the organizational and social work environment in hybrid work. The study is conducted with a qualitative approach and the material has been collected using ten semi-structured interviews with employees and managers within a Swedish public organization. The study's choice of method is inspired by empirical phenomenology with a subjective hermeneutic approach that aims to create understanding. The empiricism has been thematized and analyzed using thematic analysis.The results of the study show that the main advantage of hybrid work is increased flexibility regarding the ability to influence the balance between work and leisure. The results also show some possible disadvantages of the hybrid working form, such as reduced physical interactions with colleagues, digital fatigue, missed breaks and difficulties with drawing the line between working time and free time. The results shows that clear guidelines for hybrid work are important for how the individual experiences the organizational and social work environment. The study states that access to social support, participation, dialogue, autonomy and explicit guidelines and routines that can be adapted to individual needs promote a good work environment. Finally, a model is presented that can be used by the practitioner community to contribute knowledge about how the sense of coherence (SOC) is promoted in the hybrid work model.

Introduktion: Digital teknik har gjort det möjligt att kunna arbeta hemifrån under pandemin. Världshälsoorganisationen [WHO] rekommenderade att hålla social distans, vilket medförde att många människor övergick till distansarbete. Denna förändring innebar att vanor förändrades och nya beteenden anammades. Arbetet är en av de viktigaste hälsodeterminanterna för hälsan och dess effekt går åt båda hållen med både hälsa och ohälsa som följd. Syfte: Syftet med studien är att undersöka påverkan av distansarbete på arbetsrelaterad hälsa och välbefinnande till följd av pandemin. Metod: Metoden som tillämpades var en strukturerad litteraturstudie och data samlades in via databaserna CINAHL, PubMed och Web of Science. Det resulterade i 11 vetenskapliga artiklar som analyserades genom en kvalitativ innehållsanalys med induktiv ansats. Resultat: Analysen av resultaten genererade fyra teman: arbetslivsbalans, sociala relationer, arbetsmiljö, hälsa och välmående. Resultatet visade att distansarbete påverkar arbetsrelaterad hälsa och välbefinnande både positivt och negativt. Upplevelserna varierade och de flesta distansarbetare hittade egna taktiker för att skapa en balans mellan arbete och privatliv. Slutsats: Under pandemin hade arbetare inget val än att följa restriktionerna för att minska smittspridning. De positiva aspekterna med distansarbete visade sig vara större flexibilitet och autonomi, besparingar i pendlingstid och ekonomi samt mer tid med familjen och minskad risk för att bli smittad av covid-19. De negativa aspekterna var bland annat den bristande interaktionen med kollegor, isolering och sämre arbetsförhållanden. / Introduction: Digital techonology has made it possible to work from home during the pandemic. World Health Organization recommended keeping social distance, which directed many people to switch to telework. This meant that habits changed and new behaviours were adopted. Work is one of the most important health determinants. The effects of work goes in both directions with both health promoting and deteriorating outcomes. Aim: The aim of the study is to investigate the impact of teleworking on work-related health and well-being as a result of the pandemic. Methods: The method used was a structured literature review with data collected from the databases CINAHL, PubMed and Web of Science. This resulted in 11 scientific articles that were analyzed trough a qualitative content analysis with an inductive approach. Results: The analysis of the results generated four themes: work life balance, relationships, work environment, health and well-being. The results showed that teleworking affects health and well-being both positively and negatively. The experiences varied and most teleworkers found their own tactics to create a balance between work and private life. Conclusion: During the pandemic, workers had no choice but to follow the restrictions to reduce the spread of infection. The positive aspects of teleworking during the pandemic turned out to be greater flexibility and autonomy, savings in commuting time and finances as well as more time with the family and reduced risk of becoming infected with covid-19. The negative aspects included the lack of interaction with colleagues, isolation and poorer working conditions.

This study aims to analyze factors and individual characteristics that affect the outcomes:work-life balance, work engagement and sense of coherence for white-collar workers whenworking remotely. In today’s society where technology is constantly evolving, hybrid and remote work optionsare becoming more common. Research has shown that work-life balance, work engagement,and sense of coherence affect employee well-being and organizational performance. Theresearch on the extent to which remote work can contribute to sustainable work andemployee well-being is mixed, and most of the research on remote work has been conductedeither before or during the COVID-19 pandemic. Further post-pandemic research cancontribute to more sustainable work and society as a whole. To analyze what factors affect the outcomes in a remote work setting, a mixed-methodapproach was used to gain a comprehensive understanding, including a quantitative and aqualitative study. The quantitative method included bivariate correlation tests, multiple linearregression and group difference testing on cross-sectional survey data collected from twolarge Swedish companies. The qualitative method included six interviews with experiencedwhite-collar workers, which helped us interpret the findings and gain a more in depthunderstanding of quantitative results. To analyze the study findings the theoretical model ofhuman, technology, and organization (HTO) was applied. The quantitative study showed that social support from superiors, remote leadership quality,functionality of digital management systems and digital learning climate were identified asfactors that were associated with work-life balance, work engagement and sense ofcoherence. However, digital resources and social support from superiors were found to beinfluencing work engagement and sense of coherence to a greater extent. For work-lifebalance, social support from superiors and remote leadership quality was found to besignificant. The qualitative study showed that the interviewees' perception of work-lifebalance, work engagement, and sense of coherence was affected by flexible workingarrangements, functionality and use of digital tools, social interaction, collaboration,communication, inspirational relationships at the workplace, supportive colleagues, andsupportive and responsive superiors. Better understanding of what factors affect employees'personal and working life when working remotely can help organizations to promoteoccupational well-being and performance, which can contribute to more sustainable work. / Denna studie syftar till att analysera faktorer och individuella egenskaper som påverkarutfallen: balans mellan arbete och privatliv, arbetsengagemang och känsla av sammanhangför tjänstemän som arbetar på distans. I dagens samhälle där tekniken ständigt utvecklas, blir hybrid- och distansarbeten alltvanligare. Forskning har visat att balans mellan arbete och privatliv, arbetsengagemang ochkänsla av sammanhang påverkar medarbetarnas välbefinnande och organisatorisk prestation.Forskningen om i vilken utsträckning distansarbete kan bidra till hållbart arbete ochmedarbetarnas välbefinnande är blandad, och det mesta av forskningen om distansarbete harbedrivits antingen före eller under COVID-19-pandemin. Ytterligare postpandemiskforskning kan bidra till ett mer hållbart arbete och samhället. För att analysera vilka faktorer som påverkar utfallen i distansarbete användes en blandadmetod för att få en övergripande förståelse, inklusive en kvantitativ och en kvalitativ studie.Den kvantitativa metoden inkluderade bivariata korrelationstester, multipel linjär regressionoch tester av gruppskillnader. Tvärsnittsdata samlades in från två stora svenska företaggenom en enkät. Den kvalitativa metoden inkluderade sex intervjuer med erfarna tjänstemänoch hjälpte oss att tolka utfall och få en mer djupgående förståelse av kvantitativatestresultat. För att analysera studiens resultat användes den teoretiska modellen förmänniska, teknologi och organisation (MTO). Den kvantitativa studien visade att socialt stöd från överordnade, ledarskapskvalitet pådistans, funktionalitet av digitala ledningssystem och digitalt lärandeklimat identifieradessom faktorer som korrelerade med utfallen. Digitala resurser och socialt stöd frånöverordnade visade sig dock ha en större förknippning med faktorerna som påverkararbetsengagemang och känsla av sammanhang. För balans mellan arbete och privatliv varsocialt stöd från överordnade och ledarskapskvalitet på distans betydande. Den kvalitativastudien visade att intervjupersonernas uppfattning om balans mellan arbete och privatliv,arbetsengagemang och känsla av sammanhang påverkades av flexibla arbetsarrangemang,funktionalitet och användning av digitala verktyg, social interaktion, samarbete,kommunikation, inspirerande relationer på arbetsplatsen, stödjande kollegor, samt stödjandeoch lyhörda överordnade. Bättre förståelse för vilka faktorer som påverkar anställdaspersonliga liv och arbetsliv när de arbetar på distans kan hjälpa organisationer att främjayrkesmässigt välbefinnande och prestation, vilket kan bidra till ett mer hållbart arbete.

This sociological study investigates the effects of work stress on family dynamics. Job demands, like heavy workload and working overtime, could have an effect on family members to fulfill role obligations and vital family functions according to Parsons’s, Murdock’s and Merton’s functionalist theories. By employing qualitative research techniques, fifty in-depth interviews guided by an interview schedule are conducted. The three research questions or tentative hypotheses, based on the functionalist theory, are answered by the findings from the data gathered. An inductive strategy is used to gather and interpret data to eventually build new theory. Theory is grounded in the data, hence grounded theory. The findings are categorized in terms of the research questions and describe and explain how the family is affected when work stress is experienced by the employee and family member. Possible explanations are offered as to why this occurs. Recommendations for further research are also made. / Sociology / M.A. (Sociology)

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)

This sociological study investigates the effects of work stress on family dynamics. Job demands, like heavy workload and working overtime, could have an effect on family members to fulfill role obligations and vital family functions according to Parsons’s, Murdock’s and Merton’s functionalist theories. By employing qualitative research techniques, fifty in-depth interviews guided by an interview schedule are conducted. The three research questions or tentative hypotheses, based on the functionalist theory, are answered by the findings from the data gathered. An inductive strategy is used to gather and interpret data to eventually build new theory. Theory is grounded in the data, hence grounded theory. The findings are categorized in terms of the research questions and describe and explain how the family is affected when work stress is experienced by the employee and family member. Possible explanations are offered as to why this occurs. Recommendations for further research are also made. / Sociology / M.A. (Sociology)

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)

The aim of the study was to determine the impact of transformational leadership styles of managers on subordinates' job satisfaction, in a steel and mining company. Leadership was conceptualised from the trait, behavioural, contingency and neocharismatic theories. Job satisfaction was derived from content and process theories.The literature highlighted leadership and job satisfaction theories, the changing context of leadership and research of both transformational leadership and job satisfaction. The study was exploratory and a random sample (N=126) was used. The Multifactor Leadership Questionnaire was used to measure transformational leadership and the Job Satisfaction Survey was used to measure subordinate job satisfaction. The results indicated that there was a significant impact of transformational leadership styles of managers on subordinates' job satisfaction, more specifically, in terms of fringe benefits and pay dimensions of job satisfaction, as well as the biographical variable, age. Future research may include transformational leadership styles and other variables such as performance and productivity in the steel and mining industry as well as the biographical variable, age. uture research may include transformational leadership styles and other ariables such as performance and productivity in the steel and mining ndustry. / Industrial Psychology / M.Adm. (Industrial Psychology)

The study set out to investigate the factors influencing turnover among professional staff in some selected NGOs in Malawi. Using qualitative and participatory methods, the study used the levels of complexity model to analyse the factors leading to the problem of staff turnover in the selected NGOs. The main findings were that: · Professional staff turnover was 50% within a period of 18 months across all the NGOs interviewed. · For the professional staff, the main factors contributing to staff turnover were: ineffective organisational policies, systems and procedures; poor relationships and communication; and poor organisational values and culture. · In addressing the problem, NGO leaders tend to concentrate on efforts to improve salaries and other monetary benefits; and training opportunities. In order to more comprehensively address the problem of staff turnover among the professional staff however, NGO leaders must adopt a process or an Organisation Development (OD) approach. / Public Administration & Development Studies / M.A. (Development Studies)