Thesis (Ph. D.)--University of Oregon, 2002. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 161-169). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis (Ph. D.)--University of California, San Diego, 2000. / Vita. Includes bibliographical references (leaves 65-68).

Thesis (Ph. D.)--University of Oregon, 1999. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 110-113). Also available for download via the World Wide Web; free to University of Oregon users. Address: http://wwwlib.umi.com/cr/uoregon/fullcit?p9947970.

<p>In this study we examined co-workers experiences of having a previous colleague as their leader, which is relatively common. We made qualitative interviews with six social welfare administrators who had been through this situation at work. The questions had been concentrated at how they were affected by the previous relationship, what expectations they had, and their view of how the business had been handled by their leader. The result of these interviews has then been connected to two leadership theories. The conclusion of the study was that the experience of the situation differs. One negative experience that emerged was that the leader had a hard time letting go of the roll as a colleague, which in turn made a few co-workers feel bad about how some co-workers were favoured and others not. Some of the commented expectations were to receive a more specific job-competent leader from outside, a leader who could raise and advance the activity at work, along with expectations of treating all co-workers equally. An opinion that the leader was always looking for consensus has emerged which wasn't always perceived positive, another wish was that the leader also has to be able to make own decisions. Everyone experienced a great involvement in the activities and the leadership was also experienced to have been democratic.</p>

Thesis (Ph. D.)--University of California, San Diego, 2007. / Title from first page of PDF file (viewed June 21, 2007). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 95-99).

The relationship "between touch "behavior, marital satisfaction, and touch expectation in stable marriages was explored. Subjects included couples, married a minimum of seven years, chosen at random from a community of middle-class families. Spanier's Dyadic Adjustment Scale, Jourard's Body Accessibility Questionnaire, and a touch expectation question on the data sheet were utilized to measure each subject's level of marital satisfaction, touch behavior, and touch expectation. These instruments were hand delivered to each couple and returned by mail to the experimenter.

Happiness has recently gained interest as an influential variable in managing the employment relationship, as studies have suggested benefits for productivity and performance. Knowledge on workplace happiness is, however, still relatively limited and more understanding is needed on employee perceptions and benefits of and expectations for happiness, as well as happiness responsibility. Qualitative approaches can provide new information on such a highly subjective and complex phenomenon as happiness, which has mainly been addressed with quantitative methods. 24 young professionals from various fields, based in Edinburgh, took part in this study. They were requested to take photos when experiencing work-­‐ related happiness during a two-­‐week period. Afterwards they were asked to talk through their photos. Narratives were supported by semi-­‐structured interviews. Data was analysed using thematic inductive coding, leaning on the framework from Fisher (2010), psychological contract (Rousseau, 1989) and interactionist perspective (Ahuvia et al., 2015). Collected data revealed insights into workplace happiness expectations, enablers, responsibility and happiness concepts. Participants emphasised the importance of workplace happiness and expectations to be happy at work. Happiness was seen to improve performance and social behaviour, but there was also a pressure to be happy at work. The five main happiness enablers were: having sense of control, work going well, doing something that matters, physical environment and working with friends. Participants highlighted their responsibility for their own happiness at work, however, shared responsibility was also proposed. The results suggest that young professionals want to be happy at work. If they are not, they are likely to leave. The happiness requirement is mainly based on expectations on authenticity, work-­‐life integration and being a good employee. The findings suggest that listening to the employees and enhancing conversations is the key in creating happier workplaces. This study also shows how happiness is better elucidated through empirical narratives than through intellectual abstractions and definitions. Theoretical contributions include four pathways into happiness responsibility, clarifying and reasoning the importance of the five main happiness enablers and providing suggestions to existing happiness models. On the practical side, this study contributes to the gaps of knowledge from the employees' point of view based on lived-­‐experiences. It deepens understanding of employee happiness, providing vital information for the HR/management personnel, policy makers and academics about the values and expectations of young professionals. Furthermore, it supplies new insights into elucidating employee happiness, by explaining the advantages and challenges of using narrative methods and visual data.

The purpose of this grant proposal is to develop a toolkit to support school teams in the development and implementation of culturally responsive Positive Behavioral Interventions and Supports (PBIS). The toolkit is necessary to help school teams address lingering disparities in discipline and to improve school climate. Exclusionary discipline, such as out of school suspensions and expulsion, disproportionately affects ethnically and racially diverse students, and has a devastating effect on student outcomes, including academic achievement, attendance, and graduation. Ethnically and racially diverse students are also more likely to be given a disciplinary consequence for behaviors that require a subjective interpretation of the student’s behavior, which can be influenced by implicit bias. In schools that have implemented PBIS, exclusionary discipline has been shown to decrease overall, but disproportionate discipline persists. The development of a culturally responsive toolkit will support the efforts of school PBIS teams to decrease disproportionate discipline outcomes. The toolkit will assist school teams with the cultural adaptation of core features of PBIS by providing a process for addressing contextual fit of the school and soliciting feedback from the school community. The methodological approach for this project includes both qualitative and quantitative processes. An expert panel will be convened to address the complexities of implementation and cultural adaptation within the context of PBIS. The culturally responsive PBIS toolkit will consist of a comprehensive series of recommended practices, contextual considerations, evaluation tools, and resources, to be used concurrently with analysis of schoolwide data. The toolkit will be piloted in schools in the Pacific Northwest and then disseminated.

Lorsqu’un salarié est amené à choisir parmi différents types de mobilité intra-organisationnelle, quelles variables interviennent pour expliquer ce choix? Telle est la problématique de cette thèse. Ce travail a été conduit dans la perspective de l’individu et son interaction avec l’organisation et l’environnement. Il s’appui sur la théorie des expectations développée par Vroom (1964). Cette thèse s’appuie sur les résultats d’une étude quantitative exploratoire menée auprès de 102 salariés dune entreprise de haute technologie, complétée par une étude quantitative confirmatoire menée auprès de 391 anciens étudiants diplômés de l’IAE. Le résultat principal de ce travail consiste à créer un modèle de recherche qui permet d’expliquer et de prédire l’intention des salariés envers les différents types de mobilité intra-organisationnelle. D’autres résultats. complémentaire, confirment la multiplicité des ancres de carrière chez l’individu. / When an employee has to choose among various types of intra-organizational mobility, which factors intervene to explain his choice? Our dissertation explores this question. This research study utilizes the individual’s interaction with the work environment perspective. Our work relies on the theory of expectations, developed by Vroom (1964). This theory assumes that an employee’s beliefs about Expectancy, Instrumentality, and Valence provide a model for the proximal antecedents of the intra-organizational mobility intention. This dissertation relies on two research studies: an exploratory study, conducted among 102 employees of a high technology company, and a quantitative study, conducted arnong 391 IAE student Alumni. The main result of this study is to elaborate a research model enables to explain and predict why employees choose a particular type of intra-organizational mobility. Another result in the research confirms the multiplicity of career anchors.