The study is about understanding how workplaces can implement health promotion to promote, preserve and improve employees' health and well-being at work. The aim: The aim of this study was that from a health promotion perspective and with some prior understanding of what contributes to job satisfaction, study what job satisfaction is perceived to be and  if there is a relation between job satisfaction and to learn and develop in working life. Method: Through a qualitative interview-study, 8 interviews were conducted with employees from a private company and a local administration. Based on some certain preconceptions about what it is that contributes to job satisfaction in the workplace and with a hermeneutic approach, the employee’s experiences through statements of job satisfaction and learning and development in the workplace were interpreted in order to understand if there was a relationship between them. Results: The study's results suggest that employees experience job satisfaction in the form of pride, satisfaction and security and that employees feel that they learn and develop through challenges and by the exchange of experience. The results also suggest that internal forces are something that can explain a relationship between job satisfaction and learning and developing for employees´ in the workplace. Theoretical framework: The theoretical framework used in this essay was inspired by and focused on educational and the health subject area with a aim on happiness and learning. The essays theoretical framework and previous research was inspired by theories and studies related to health promotion, Workplace Health Promotion, job as a health factor, health promotion work, social support, involved leadership, desire and joy of learning processes as well as lifelong learning and positive learning environment. Conclusion: This study illustrates how job satisfaction activates internal forces which are considered more important than external assessment to promote learning and development in the workplace, both in the sense of challenge and the feeling of a good community. / Studien handlar om att förstå hur arbetsplatser kan arbeta hälsopromotivt för att främja, bevara samt öka medarbetares hälsa och välmående i arbetslivet. Syfte: Syftet med studien var att utifrån ett hälsopromotivt perspektiv och med viss förförståelse för vad som bidrar till arbetsglädje studera vad arbetsglädje upplevs vara och om det kan finnas någon relation mellan arbetsglädje samt att lära och utvecklas i arbetslivet. Metod: Genom en kvalitativ intervjustudie genomfördes totalt 8 intervjuer med medarbetare ifrån ett privat företag och en kommunal förvaltning. Utifrån en viss förförståelse för vad som bidrar till arbetsglädje i arbetslivet och med en hermeneutisk utgångspunkt tolkades medarbetares upplevelser kring arbetsglädje samt lärande och utveckling i arbetslivet för att förstå om det däremellan fanns en relation. Resultat: Studiens resultat tyder på att medarbetare upplever arbetsglädje i form av stolthet, nöjdhet och trygghet samt att medarbetare upplever att de lär och utvecklas vid utmaningar och genom erfarenhetsutbyten. Resultatet tyder även på att inre drivkrafter är något som kan förklara en relation mellan arbetsglädje samt att läras och utvecklas inom arbetslivet. Teoretisk referensram: Studiens litteratur fokuserade på pedagogiska och hälsofrämjande ämnesområden med tyngd på glädje och lärande. Litteraturen var inspirerad av teorier och studier rörande hälsopromotion, Workplace Health Promotion, arbetsglädje som en friskfaktor, hälsofrämjande arbeten, socialt stöd, delaktigt ledarskap, lust och glädje för lärande processer samt livslångt lärande och positiv lärande miljö. Slutsats: Studien belyser hur arbetsglädje aktiverar inre drivkrafter vilka anses vara viktigare än yttre uppskattning för att främja lärande och utveckling inom arbetslivet, både genom känslan av utmaning samt känslan av en god gemenskap.

In 2010, an Association of Public and Land Grant Universities (APLU) study (Crawford, 2010) found that the agricultural industry representatives, Land Grant University alumni, and government employees look for certain skillsets (e.g., communication, leadership) in prospective employees. With the U.S economy recovering from a major economic recession, a greater number of new UA graduates with undergraduate degrees from CALS have cause to be concerned about their overall workforce competitiveness. Crawford's 2010 study examined which soft skills students should possess in order to be deemed hirable by the agriculture industry. Building off of Crawford's research, the current study involves a needs assessment that examines how students perceive 21st century workplace competencies. Specifically, this study will explore and describe the level of perceived importance and ability of 2015 UA CALS students graduating with baccalaureate degrees specific to 21st century workplace soft skill sets. Such identification of needs gaps will lead to greater understanding of the connection between industry demands, higher education institutions, and undergraduate students. The current research required the generation of data capable of leading to insights into the current development needs of undergraduate students in the agriculture and life sciences disciplines specific to 21st century workplace competencies. Student perceptions of such competencies were measured first according to perceived importance, and then perceived ability (Borich, 1980). This descriptive research gathered information from participants with the goal of measuring, summarizing and generalizing among the study's target population (Ary et al., 2010). The results suggest which competencies UA CALS undergraduate students perceive to be important and how they perceive their own abilities within each competency. Descriptive statistics were used to describe the data relevant to each of the four research objectives framing this study. In particular, measures of central tendency and variability were used to assess the perceived levels of importance and ability subjects placed on individual competencies. To describe the professional development needs of CALS students in the seven constructs that together categorize 21st century workplace competencies as a whole (professionalism, team, leadership, decision making/ problem solving, experiences, communication, and self-management), mean weighted discrepancy scores (MWDS) were used to analyze the need for the competencies. Borich's needs assessment model was used to reveal the areas of highest training priority as determined by the MWDS.A web based questionnaire with multiple points of contact yielded 61 respondents with diverse backgrounds (e.g., transfer status, geographical background, major fields of study, co-/extra-curricular involvement) from across the college. Of the 52 competencies included within the seven competency categories, 16 had an MWDS that was prioritized as a tier I professional development need, which is of the highest priority. Of the remaining competencies, 20 of them had MWDS's that indicated tier II priority level set for professional development need. Lastly, there were 23 competencies that had MWDS's that indicated tier III priority level set for professional development need, which is the lowest priority level. Recommendations for curricular innovation to better foster student development in the context of the 21st century workplace are provided.

Although the topic of bullying generally leads to discussions of the dynamicsbetween and among children, bullying increasingly involves complex power structuresamong adults in their workplaces. The purpose of this project is to broaden theunderstanding of workplace bullying in the United States through the critical analysis ofpopular media and U.S. legal discourses. The analysis unravels the ways in whichbullying is normalized, individualized, perpetuated and rewarded. It seeks to denaturalizethe phenomenon and situate bullying as a construction that can bedeconstructed and addressed. It interrogates the messages of resistance, agency andblame as productive and disciplinary strategies that permit bullying to operate withdiscursive and material impunity. Legal prohibitions alone will not prove to be thepanacea but, along with reframed discourses, they will help undermine the naturalizationof bullying in the workplace and open new avenues for exploring solutions andalternatives.

Arbetsmarknaden står inför ett generations- och paradigmskifte, när den äldre generationen går i pension och de yngre förväntas ta över. Samtidigt ökar den psykiska ohälsan och sjukskrivningen främst bland de yngre och stress rapporteras vara den stora bakomliggande orsaken; känslan av otillräcklighet och svårighet att få balans i livspusslet. Undersökningar poängterar att förebyggande arbete och tidiga insatser gynnar såväl medarbetares hälsa och arbetsplatsens ekonomi. Studiens syfte är att undersöka om samtalsstöd som ett nytt subventionerat friskvårdsalternativ uppfattas positivt, i synnerhet av Generation Y (födda 1982-1999). Resultatet av enkätundersökningen, genomförd på ett kommunkontor med 76 deltagare visade att 60% skulle boka samtal idag om det erbjöds som ett friskvårdsalternativ. Många uppgav att de hade en förstående person att samtala med. Stress, ökade krav i arbetslivet och arbetsbelastning angavs som största nyttan att samtala kring, främst av kvinnor och Gen Y. Resultatet bekräftar att det är önskvärt och behov av samtalsstöd föreligger.

Mental stress resulting from a traumatic event in the workplace has a noteworthy impact on employees. Psychological debriefing is offered to TTC employees as a means of immediate trauma support, however, the usefulness of the intervention is unknown. This thesis explores the debriefing intervention using a mixed methods approach. TTC employees who have experienced a traumatic event were recruited. Post Traumatic Stress Disorder (PTSD) symptom development and time lost from work were compared between debriefed and not debriefed employees. In addition, purposively selected employees were qualitatively interviewed. The quantitative analysis showed no significant differences in PTSD symptomatology or lost time from work between the groups. Despite these results, however, employees who were debriefed had an overall positive perception of the intervention. Further exploration in this area of study would be beneficial to not only the TTC, but to all workplaces at high risk of exposure to traumatic events.

Arbetsplatsmobbning har omfattande konsekvenser för individer i arbetslivet och samhället. Observatören har en viktig roll i arbetet mot mobbning, då dennes ingripande kan influera andra att göra detsamma. Denna studie undersökte om observatörens kön, locus of control och erfarenhet av observerad mobbning har en påverkan på intentionen att ingripa vid en mobbningssituation. Detta prövades utifrån sex hypoteser och frågeställningen hur relationen ser ut mellan ovangivna variabler i förhållandet till intentionen att ingripa vid mobbning. 165 individer i arbetslivet, varav 114 kvinnor, besvarade en enkät vilken innehöll Rotters The internal-external scale, en justerad Negative Acts Questionnaire-Revised och ett instrument inspirerat av Hektner och Swensons påstående om intentionen att ingripa. Materialet anlyserades med hjälp av tvåvägs-ANOVA och Pearsons korrelationskoefficient. Studiens resultat var att erfarenhet av observerad mobbning, både enskilt och i kombination med kön och locus of control, påverkar intentionen att ingripa. Kön och locus of control visade inte på signifikanta huvudeffekter.

The modernist polykatikia typology (translating to multi-dwelling) arose in Athens after the population boom of the 1960s. Now sixty years later, the demands of the city have changed. No longer is there a need to build houses for people, but a need to focus on the workplace. As economic turmoil is pressuring Greece towards larger, more efficient operations, the thesis seeks to signify the importance of micro-economies of informal Athens. Given that energy and vibrancy are defining characteristics of the city, it considers how the workplace can intersect with public space to create new relationships in Athens. By curating talent, people and expertise which already exist in Athens, the aim is to propose workplaces based on resource sharing within underutilized zones in the city: an urban gesture which re-imagines the city blocks of Athens as a system of micro-agoras.

The purpose of this study was to develop a measure to understand victimization in the workplace, defined as the degree to which individuals perceive themselves as being hurt by an aggressive act that was deemed to be intentional. The definition is based on a review of the workplace aggression literature. The study followed a multi-phase procedure to develop this measure. Items were developed using a deductive process based on the construct definition. Subject matter experts reviewed the developed 30 items to assess content validity. Two independent samples were used to reduce the measure to the most appropriate and representative items to reflect the construct of perceived victimization. The construct validity of the final eight-item perceived victimization measure was examined against a theoretical nomological network. Findings suggest reliability and preliminary validity evidence for the perceived victimization measure, which may be used in research and applied settings. / Social Sciences and Humanities Research Council

This study examined emotional reactions that occurred when participants compared the fairness of own outcomes to that of peer outcomes. The mediating role of emotions (pride, guilt, envy, or anger) on the fairness perceptions and the intention to engage in organizational citizenship (OCB) or counterproductive work behaviour (CWB) was assessed. Two hundred and sixty nine undergraduate business students participated in the main study. Peer evaluation vignettes were used to simulate four fairness conditions. Hierarchical multiple regression was used to test the hypotheses. The results indicated that perceived fairness to self interacted with perceived fairness to others, which led to emotional reactions, including pride, guilt, envy, and anger. Perceived fairness also directly influenced behaviour. However, only the negative emotions of anger and envy acted as mediators. As such, anger decreased OCB intention and increased CWB intention. Envy decreased the intention to engage in OCB. Implications of the results were discussed. / x, 128 leaves ; 29 cm

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