The overall aim of this study is to examine what roles newly graduated communicators are ascribed in the workplace, and what expectation the workplace places on newly graduated communicators. The theoretical framework is based on Anthony Giddens’ thesis on modernity, as well as a revised version of Erving Goffman’s thesis on roles, adapted to the roles of communicators. The study uses the qualitative method of interviews to examine the experiences and feelings of four newly graduated communicators working in the public sector in Sweden. Through interviews, the results show that not one specific role can be applied to a single communicator, and that the roles within the profession are flexible and constantly changing. The interviews also shows that the newly graduated communicators don’t necessarily experience any expectations of them and their skills inthe workplace, and that the newly graduated communicators believe it’s more important to be active and to try out things at every given opportunity.

Sharing information at a workplace is important to keep the employees inthe loop. At workplaces where employees don’t have common work hoursconventional methods for sharing information are insufficient, making itchallenging to stay in the loop. Through participation and observation thisstudy has investigated how information is shared at Systembolaget in VästraHamnen in Malmö. Based on the findings, a design proposal is suggested and tested with the employees at the store.

Background: Stress is a person's biological response to pressure; it may be positive or negative depending on the amount of stress. Too much stress may result in physical or psychological sickness. Nurses in Sweden have laws and constitutions to follow as well as a description of competence. Despite this approximately 1200 patients die due to healthcare related injuries each year, and an additional 100 000 patients experience an adverse event when receiving hospitalized care. Aim: The aim of this study was to describe nurses´ experiences of stress at work. Method: The method literature review was chosen, and eleven scientific articles were analyzed. Result: The analysis resulted in two themes: Challenging relationships and lack of knowledge and Shortcomings and strains in the workplace. Conclusions: This study contributed to increased understanding of nurses' experience of stress and its effect on patient safety. Stress also effects quality of care and is related to the work environment, co-workers as well as managers. To secure nurses' ability to care for patients the head of a department and hospital management must provide them with proper support and resources. They must also work for an environment that allows the nurses to share knowledge and help each other continue their professional development. / En människa upplever negativ stress när den hamnar i en situation som den inte klarar av att hantera. Negativ stress kan orsaka huvudvärk, extrem utmattning och magproblem. Detta skiljer sig från positiv stress som istället kan ge energi och motivation. Tidigare studier har funnit att stress kan leda till försämrad livskvalité och vårdkvalité. Studiens resultat bygger på studier där såväl kvalitativ som kvantitativ metod använts, så kallad litteraturöversikt. Syftet var att beskriva sjuksköterskors erfarenheter av stress i arbetet. Elva vetenskapliga artiklar har analyserats, tolkats och sammanställts till ett nytt resultat. I resultatet framkommer att sjuksköterskor upplever att dåliga relationer till chefer, kollegor, patienter och närstående kan orsaka stress. Sjuksköterskor som anser sig ha brist på erfarenhet eller kunskap kan uppleva stress, även kollegor som anses ha brist på erfarenhet och kunskap orsakar stress. Den dåliga relationen till chefer grundar sig ofta på bristande stöd och gehör från chefen. I resultatet framkommer att miljörisker i arbetet såsom infektionsrisker, arbetsskador och dödsfall av patienter orsakar stress. Hierarki upplevs som en stor orsak till stress enligt sjuksköterskor. Hierarkin kan visa sig som att läkaren på arbetsplatsen anses ha mer makt än sjuksköterskan, vilket kan leda till att sjuksköterskan upplever ett tvång till att äventyra patientsäkerheten för att undvika konflikter med läkare och kollegor. Det framkommer även att sjuksköterskor inte vågar belysa problem då de är rädda för att bli mobbade eller utfrysta av kollegor. Resultatet är betydelsefullt att uppmärksamma, för att minska de negativa konsekvenser som drabbar sjuksköterskor och förbättra patientsäkerheten. Resultatet ökar medvetenheten kring problemet, vilket kan skapa mer engagemang till att förbättra villkoren för sjuksköterskor.

The overall problem this research addresses is the costly impact of counterproductive work behaviors. The purpose of this study was to examine whether uncertainty, stress, or frustration are related to variability, or in predicting counterproductive work behaviors. Wavering economic conditions have steadily altered work environments, and with continuous work changes are growing feelings of uncertainty, concerns of employee and organizational safety, performance, and overall wellbeing. The social exchange theory and the workplace social exchange network were used in this study to better understand employee relationships and response behaviors. Research questions compared the relationships among perceived uncertainty, stress, frustration, and levels of counterproductive work behaviors. For this study, a sample of 180 volunteers completed the Psychological Uncertainty Scale, the Perceived Stress Scale-10, the Frustration Scale, and the Counterproductive Work Behavior Checklist-10. Volunteers were recruited via invitation by Findparticipants.com. and SurveyMonkey-® hosted the data collection. This non-experimental, quantitative study employed a survey design, and multiple linear regression analysis were used to test the hypotheses. Regression analyses indicated a significant relationship between frustration and counterproductive work behaviors (t = 4.269, p < .001); however, the relationship of uncertainty and stress with counterproductive behaviors was not statistically significant. Predicting employee negative behaviors and gaining a better understanding of factors with negative influences on work behavior allows leadership the opportunity to develop more sustainable strategies designed to influence and encourage positive social change.

Workplace incivility is increasing in prevalence in healthcare organizations. Despite the adverse effects of workplace incivility on employee engagement and voluntary employee turnover, some organizations do not have policies to address workplace incivility among employees. The purpose of this descriptive, single case study was to explore successful strategies leaders at healthcare organizations with 50 or more employees used to reduce workplace incivility and improve employee retention. The spiral theory provided the conceptual framework for the study. Semistructured interviews were held with 2 human resources (HR) professionals and 1 department manager with experience dealing with employee relations and success in retaining healthcare employees within Greenville, South Carolina. Interviews and policies were reviewed, analyzed, and coded for themes and subthemes. To assure the credibility and trustworthiness of the findings, member checking and methodological triangulation were used to verify and compare the interpretations from the interviews and the organization's policies and processes. Among the key themes that emerged were the uniform use of strategies and processes for addressing workplace incivility including consistently communicating and enforcing policies for addressing workplace incivility, using one-on-one communication techniques between managers and employees, and addressing key implementation barriers such as resistance to change. To effect positive social change, HR professionals and department managers in similar organizations can assess the findings' relevance for reducing workplace incivility, reducing employee turnover, and increasing retention for improving the quality of patient care to benefit patients, families, and communities.

A woman’s experience in the workplace is an inductive process into a technological, hierarchical, and often male-dominated system. This study examines how female practitioners in technical and professional communication confront the technological system of the workplace. I trace the forces that contribute to the hierarchy and power struggles women face, I present how they claim authority and agency within such hierarchical and technological systems, and I show how these experiences can lead to activism and advocacy.In addition, my findings suggest that some women leave the workplace altogether in favor of less structured and more innovative ways of communicating about technologies, particularly technologies and processes they find more applicable to their lives as women. The data from 39 interviews with female practitioners reveals that the traditional notion of the workplace is in crisis, and that women are asserting agency in order to disrupt the system and ensure a place for themselves within it.

The modem business economy is characterized by increased collaboration among different organizations across nation al boundaries. Post-Soviet Russia is one of the regions that is witnessing rapid economic growth and development of international business relations. Because of the challenges in intercultural communication the current study focuses on the problem of power distance, specifically in the workplace (in post-Soviet Russia). A phenomenological perspective, based on qualitative methodology, guided this research into the meaning of power experiences for individuals. Symbolic interactionism was used as a research paradigm of the study to view humans as active participants of the workplace, who engage in the power relationships actively-reacting to controversies of interactions and constant change in the everyday situations. The researcher developed and conducted several sets of interviews with employees, with relatives/friends of employees, and with country experts. The data were collected from employees of four companies in one of Central Russian regions (where intercultural connections develop especially rapidly)-with two private, two public, two prereform, and two postreform companies. These four companies were selected to examine influences of two dimensions, public versus private and older traditional versus newer entrepreneurial organizations. Analysis included transcribing of the interviews, identification and categorizations of the statements of meaning, description of participants' experiences, and identification of social processes. The results were grouped into gender, age, and ethical themes depending on three major dimensions (ownership, generation, gender). The major findings included: (a) contrary to previous research older managers appear not to be more aversive to risk-taking behaviors, (b) younger superiors are better accepted in the private postreform companies, but are less often appointed to such positions as compared to the other three settings, (c) public companies hold to the Soviet egalitarian gender ideas, but attitudes and hiring practices remain traditional in preferring male leaders, (d) although recognizing that female superiors can be as good as male superiors, young employees emphasize the "natural calling" of the women (that women's primary focus should be family), (e) emphasis on the importance of ethical leaders was common to all company types.

Sedentary time and physical inactivity have negative impacts on health and health costs as well as an impact on workplace wellbeing. There is evidence that people are more sedentary and engage in less physical activity on work days. Additionally, sedentary behavior has been found to increase distress and negative mood. Activity trackers such as Fitbits are a useful way to collect and intervene on sedentary behavior and potentially impact other factors of workplace wellbeing in real time and promote self-monitoring. The reminder to move prompts that are now part of Fitbit models provide an innovative and simple way to intervene on workplace sedentary behavior with hourly movement prompts. This study examined the impact of an intervention on sedentary time at work with Fitbit reminders to move and what impact the intervention had on other factors of workplace wellbeing including depression, positive and negative affect, job stress, and productivity. Participants were university employees who wore a Fitbit device for three weeks and completed pre-and post-study measures. For the first week, the Fitbit displayed only the watch screen with no access to other data. This was done to establish baseline data. For the second week, the Fitbit device and Fitbit app allowed for self-monitoring by displaying the activity being tracked, including steps, distance, calories expenditure, and stairs walked. For the third week, the sedentary time reduction was implemented by activating the Fitbit application reminder to move. This caused the Fitbit to vibrate at the 50-minute mark of the hour if the participant had not moved 250 steps in that time. Results show that having the reminders to move prompt activated decreased sedentary time at work and increased steps throughout the day on work days. These changes in sedentary time significantly contributed to decreases in depression. From the start of the study to after the intervention, on average participants reported significantly less depression, negative affect, and stress and more positive affect, affect balance, social functioning, physical functioning, and productivity at work. The benefits of in the moment self-monitoring and an intervention around sedentary time with Fitbits on factors of workplace wellbeing are discussed as well as limitations, and future directions.

Workplace bullying has become increasingly prevalent in the workplace, and as such has led to instances of job dissatisfaction, and in extreme cases, workplace violence. It is important to understand workplace bullying as an organization, a manager, and particularly in the role of human resources in order to best address such situations. Current studies have evaluated the effects of workplace bullying, along with possible suggested causes – however with the vast differences in the four generations now working together in the workplace – this is an area that also needs to be addressed as the problem of workplace bullying continues to grow. The quantitative study of workplace bullying and the effect of multiple generations will be conducted using a survey, where respondents can disclose their experiences with workplace bullying anonymously. The data will be collected and analyzed using SPSS to determine any correlations between different generations and bullying in the workplace. Current theories such as social exchange theory (SET), social cognitive theory (SCT) and affective events theory (AET) will be used to support the current research. Upon reviewing the results of the study, the conclusions that can be made will help provide further research in the field, for both human resource professionals and organizations.

There is evidence that cooperation in the workplace can have positive outcomes for organizations. To take advantage of these outcomes, it would be useful to gain information about the causes of cooperation. This study attempts to isolate some factors, leader motivation and style in particular, that may predict cooperation within work groups.