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41	Anpassning av energidata för ökat engagemang i energieffektiviseringsarbetet : En kvalitativ studie av energidatabehov i tre organisatoriska nivåer på ett industriföretag i järn- och stålsektorn Svensson, Anders January 2016 (has links) Syftet med studien är att utveckla ny kunskap om behovet som finns för energidata i ett industriföretag som verkar inom järn- och stålsektorn. Studien bidrar på så sätt till en djupare förståelse för faktorer som begränsar eller ökar en organisations förmåga att använda energidata. Användning av energidata har hög verksamhetsrelevans inom vald näringslivsgren eftersom det finns en konkurrensfördel i att ständigt effektivisera resurs- och energianvändningen i produktionsprocesser. Studien angriper energidata ur ett holistiskt perspektiv och utreder behovet i tre olika organisationsnivåer i delar av en energiintensiv produktionsprocess. Genom tillämpning av en kvalitativ metod, och tre åtskilda semistrukturerade djupintervjuer söktes svar på vad som begränsar eller hjälper en organisations medarbetare att bli mer engagerade i arbetet med energieffektivisering med hjälp av energidata. Resultatet visar att det finns ett behov av att synliggöra och visualisera energidata på arbetsplatsen för att öka allmänintresset för organisationens energianvändning. En respondent anser att energinyckeltal ökar i relevans och ger ett ökat engagemang om det anpassas till den mottagare som adresseras. Vidare ansåg en av respondenterna att ledningen borde öka efterfrågan av energidata för att förmedla att organisationens energikostnad prioriteras. En tydligare efterfrågan från ledningen skulle på så vis kunna stimulera till en ökad användning av energidata i det ständiga förbättringsarbetet. Fortsatt forskning behövs för att utveckla kartläggningsmetodiken ytterligare med målet att kunna generalisera behovet på organisationen som helhet. I en sådan forskningsstudie vore det lämpligt att genom en kvantitativ metod utforma en enkät som grundar sig i den empiri som inhämtats i föreliggande studie, för att sedan samla data ur en representativ population av organisationens medarbetare. / The purpose of the study is to identify, analyse and present an organisational need of energy data in an industrial company operating in the steel sector. Thus, the researcher develops an in-depth understanding of factors that cause limitations or increase an organisation's ability to use energy data. The business relevance of using energy data is significant in order to create competitive advantages and continuously improve the resource efficiency in energy-intensive manufacturing processes. The study was carried out using a qualitative method and it approaches energy data from a holistic perspective, auditing its use or not use in three organisational levels within an energy-intensive manufacturing process. To collect empirical data, three semi-structured interviews were carried out to find out what limits or helps an organisation's employees to become more involved in energy issues by the means of energy data. The results highlight the need to visualize energy data in the working place area as a way to increase public interest in the organisation. Furthermore, respondents felt that the energy performance indicators must be adapted to specific functions in order to gain relevance and increase the commitment of employees. One of the respondents expressed that top management should request energy data more often to give a clear signal that the organisation's energy cost is highly prioritized. A clear demand from management would thus encourage co-workers to use energy data in a continuous improvement process. The results of the study cannot be applied to all employees within each organisational level of the company. Through the qualitative method, the author developed a unique understanding of how energy data are used in the specific situation of three respondents. This knowledge opens the way to increase the validity of future studies. Further research should aim to generalize the needs of the organisation as a whole. In such a research study, it would be appropriate to use a quantitative method to design a questionnaire based on the empirical data gathered in this study. Co-Worker Commitment Energy Efficiency Energy Data Energy Visualisation Energy Management Continuous Improvement Medarbetares engagemang Effektiv energianvändning Energieffektivisering Energidata Visualisering av energidata Energiledning Förbättringsarbete
42	The combined effects of psychological conditions contributing to the outcome of employee engagement Kraner, Brenda 04 September 2019 (has links) No description available. Adult Education Behavioral Sciences Business Education employee engagement psychological conditions co-worker relationships transformational leadership dominance analysis
43	Ledarskapets betydelse : En kvalitativ studie om enhetschefers uppfattning om på vilket sätt ledarskap kan bidra till ett ökat psykiskt välbefinnande hos medarbetarna / The importance of leadership : A qualitative study of unit manager’s perception of how leadership can contribute to increased mental well-being of co-workers Åkesson, Fanny, Robertsson, Sandra January 2022 (has links) På ett år anger 27% av alla vuxna i åldern 18–65 inom EU, Island, Norge och Schweiz någon form av psykisk ohälsa. Trots denna statistik finns en kunskapslucka kring forskning mellan ledarskap och hälsa, då ledarskap tidigare har undersökts i relation till effektivitet, produktivitet och resultat (Wallo & Lundqvist, 2020). Denna studie undersöker i stället hur enhetschefer inom kommunal äldreomsorg beskriver att deras ledarskap kan bidra till psykiskt välbefinnande hos sina medarbetare. För att göra detta är studien utformad som en kvalitativ studie för att få en djupare förståelse om enhetschefernas upplevelser kring ämnet. Semistrukturerade intervjuer har utförts på nio respondenter för att kunna besvara syftet och studiens tre frågeställningar. Empirin som har samlats in har bearbetats genom en hermeneutisk ansats eftersom vi är intresserade av att tolka och förstå de meningsfulla fenomen som respondenterna har delat med sig av. Därefter har materialet tolkats utifrån våra valda teorier KASAM och Salutogent ledarskap. Resultatet i studien visar att enhetschefernas uppfattning om hur de kan arbeta för att öka det psykiska välbefinnandet är genom situationsanpassat ledarskap, men också att vara närvarande och bidra till gemenskap. Om ett mindre fungerande ledarskap hade tagit plats visar resultatet att effekterna hade blivit att medarbetarna kan känna en meningslöshet att gå till jobbet och en känsla av att inte bli stöttad. Till sist visar studiens resultat att effekten av ett fungerande ledarskap, där ledaren är närvarande, tydlig och kommunicerar med sina medarbetare, är ett ökat psykiskt välbefinnande. / In one year, 27% of all adults aged 18-65 in the European Union, Iceland, Norway and Schweiz report some form of mental illness. Despite these statistics, there is a knowledge gap around research between leadership and health, as leadership has previously been investigated in relation to efficiency, productivity and results (Wallo & Lundqvist, 2020). This study examines how unit managers in municipal elderly care describes that their leadership can contribute to the mental well-being of their co-workers. To do this, the study is designed as a qualitative study which aims at increasing the knowledge of the unit manager’s experiences within the subject. Semi-constructed interviews have been executed with nine respondents to be able to answer the purpose and the study’s three questions. The collected empirics have been processed through a hermeneutic approach since we are interested in interpreting and understanding the meaningful phenomena which the respondents have shared. After this, the material has been interpreted from our chosen theories KASAM and Salutogenic leadership. The results of this study show that the unit managers perception of how they can work to increase mental well-being is through situation-adapted leadership, but also to be present and supportive. If a less functioning leadership had taken place, the results show that the effects would have been that the employees could feel a meaninglessness to go to work and a feeling of not being supported. Finally, the results of the study show that the effect of a functioning leadership, where the leader is present, clear, and communicates with the co-workers, is an increased mental well-being. Leadership mental well-being co-worker unit manager social work Ledarskap psykiskt välbefinnande medarbetare enhetschef socialt arbete Social Work Socialt arbete
44	Impact of Human Resource Management on Federal Employees' Positive Attitudes and Behaviors Nguyen, Thi Hong Nhung 22 June 2021 (has links) This dissertation presents three article manuscripts investigating contemporary human resource management issues in the United States (US) federal government. Drawing on the behavioral public administration approach, the three articles hypothesize and test theoretical models using data from the US Office of Personnel Management's employee surveys. Chapter 1 introduces the motivation of this dissertation, theoretical backgrounds, and a summary of the three research studies conducted. Chapter 2 presents the first article manuscript, looking at the generational difference issue and its implications for theories and practices. Drawing on generational theories, this study empirically compares affective commitment of federal Millennials and Generation Xers. This study uses time-lag data from the 2011 Federal Employee Viewpoint Survey (FEVS) and the 2004 Federal Human Capital Survey (FHCS). The results show no statistically significant differences between the two generations in terms of their affective commitment levels and how several work experiences influence the two generations' attitude. As such, this study provides evidence to reduce generational stereotypes in the public sector. Chapter 3 draws on conservation of resources theory to address perceptions of workload in the public workplace. Using structural equation modeling method with data from the 2019 FEVS, this study finds that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. This study deepens scholarly understandings and points to appropriate practical strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees, building on the trickle effects models and job demands-resources model. Analysis of 2019 FEVS data finds that employee trust in senior leaders and direct supervisors are positively related to as well as interact with each other to influence public employees. This research also finds trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being, and that workload moderates these effects. Chapter 5 concludes this dissertation with summaries of research findings, theoretical and practical implications, research limitations, and future research directions. The quantitative empirical methods used in this dissertation contribute to a community of inquiry using diverse data and methods. / Doctor of Philosophy / This dissertation investigates issues related to managing people in the US federal government. Chapter 1 introduces the motivation of the study, lays out the theoretical background, and presents a brief summary of the three research studies conducted. Chapter 2 examines whether federal employees belonging to the Millennial generation (those born between 1982 and 1999) differ from those of the Generation X (those born between 1965 and 1981) in their affective commitment and how job experiences influence the attitude of these generations. The findings show no substantial differences between the two generations, providing evidence to reduce generational stereotypes in the public sector. Chapter 3 investigates the ways to help employees feel their workload as more reasonable and enhance their job satisfaction. It found that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. As such, this study suggests appropriate management strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees. It found that employee trust in senior leaders and direct supervisors can influence as well as enhance the effect of each other on employees. Also, trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being. Meanwhile, reasonable workload enhances the effect of trust in senior leaders on employees but decreases the effect of trust in supervisors on employees. Chapter 5 concludes this dissertation with summaries of research findings, the contributions of this dissertation, research limitations, and future research directions. human resource management US federal government Millennials Generations affective commitment reasonable workload job satisfaction supervisor support co-worker support tangible job resources trust extra-role behavior
45	The role of interpersonal communication in managing peer co-worker conflict in a non-governmental organisation : a case study of SILC Kenya, Eldoret Omayo, Faith Moraa 15 July 2016 (has links) Conflict is an inevitable occurrence in any human interaction setting and organisations are no exception. Communication is an essential an important aspect of conflict. People run organisations and without interaction through communication, organisational existence would be next to impossible. This dissertation aims to explore the role of interpersonal communication in managing peer co-worker conflict in a Non-Governmental organisation, SILC KENYA, Eldoret. This study adopted a qualitative case study. Semi-structured face-to-face interviews were conducted to collect data from fifteen employees of the same hierarchical level. The study revealed various causes of conflict amongst the peer co-workers. Exchange of resources amongst peer co-workers was seen to better interpersonal relations in the workplace and it was further noted that interpersonal communication plays an important role in conflict management. The study recommends that peer co-workers should be equipped with interpersonal communication skills through frequent teambuilding activities and training workshops to aid in conflict management. / Communication Science / M. A. (Communication Science) Conflict Conflict management Organisational communication Interpersonal communication Interpersonal conflict Resource exchange Social Exchange theory Non-Governmental organisation Peer co-worker relationships Peer co-worker exchange 303.6096762 Conflict management -- Kenya -- Eldoret Human security -- Kenya -- Eldoret
46	Antecedents and outcomes of happiness of managers in the agricultural sector in South Africa /\|cJohannes Petrus Swart Swart, Johannes Petrus January 2011 (has links) The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. / PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012 Happiness Pleasure Meaning Engagement Hedonia Eudaimonia Managers Antecedents Psychological needs satisfaction Job satisfaction Work engagement Flourishing Work-role fit Co-worker relations Task characteristics Work beliefs Purpose Organisational citizenship behaviour Turnover intention
47	Antecedents and outcomes of happiness of managers in the agricultural sector in South Africa /\|cJohannes Petrus Swart Swart, Johannes Petrus January 2011 (has links) The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. / PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012 Happiness Pleasure Meaning Engagement Hedonia Eudaimonia Managers Antecedents Psychological needs satisfaction Job satisfaction Work engagement Flourishing Work-role fit Co-worker relations Task characteristics Work beliefs Purpose Organisational citizenship behaviour Turnover intention
48	Exploring experiences of co-worker trust, relatedness and vitality in a Music Therapy well-being intervention in a South African bank Brand, Adriaan Cornelius January 2013 (has links) A qualitative research project was conducted to explore experiences of co-worker trust, relatedness and vitality through a short-term Music Therapy intervention designed to promote well-being. Thirteen adults who work at a branch of a South African bank in the Cape Winelands in the Western Cape Province of South Africa participated in the study. Six Music Therapy sessions were conducted in work time. Focus groups were conducted before and after the intervention. Data were generated by means of transcription of the focus groups, and thick description of selected Music Therapy session video clips. Data were analysed by means of content analysis through data-driven, open coding, followed by two levels of categorisation and theme extraction (Ansdell & Pavlicevic, 2001; Gibbs, 2007; Graneham & Lundman, 2004; Hsieh & Shannon, 2005; Punch, 1998). Findings suggest that participants experienced meaningful shifts in experience on all three of the identified focus construct dimensions, as well as on the dimensions of individual competence and autonomy. Further emerging questions were explored regarding the transferability of gains made in the Music Therapy space to the work context. It was proposed that increased experiences of autonomy, competence, and vitality in the therapy space supported the development of trust and enriched relatedness across both work and therapy contexts. Trust and relatedness gains were proposed to be longer-lasting. A progression of relatedness development phases was proposed, through which participants may have been able to achieve notable outcomes pertaining to improved communication, decreased conflict, increased cooperation and interpersonal support. / Dissertation (MMus)--University of Pretoria, 2013. / gm2014 / Music / unrestricted Wellbeing/ Well-being intervention Corporate environment Work environment assessment South African banking sector Team building Social capital Musical capital Self-determination theory Organismic Integration Theory Autonomy Competence Relatedness Vitality Co-worker trust Intrinsic motivation Music Therapy UCTD
49	Bullying: Out Of The School Halls And Into The Workplace Cooney, Lucretia 01 January 2010 (has links) The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be victimized. Data also suggest that being young, Black, and relatively uneducated may contribute to being bullied in certain situations. Future research is needed to examine influences of socio-economic, legal, and other demographic factors that may predict the chance of being bullied. psychological abuse mobbing verbal abuse workplace bullying workplace harassment workplace mistreatment workplace aggression psychological violence employee employee emotional abuse emotional emotional abuse bullying job workplace bully occupational mobbing incivility interpersonal conflict harassment psychological violence employee abuse psychological service service positions women black non-white narcissists work boss bosses managers target age IPV interpersonal violence younger females marital status divorced single married occupation positional power relational power Marx Marxist social social conflict education health minority education region attendance church religious professional educational NIOSH prestige put down act upset upset shout personal space space sociology policy victim business academia co-worker humiliation intimidation slander social isolation isolation perpetrator stress discriminatory discrimination hospital court harassment Sociology

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