Det finns idag fler personer som heter Johan som är VD i börsnoterade bolag än vad det finns kvinnliga VD:ar i Sverige. Uppsatsen är skriven om ett stort svenskt företag i näringslivet. Syfte med studien var att utvärdera varför kvinnliga chefer på höga positioner inom ett större svenskt företag i näringslivet har valt att sluta samt vad företaget kan förbättra för att bli en mer jämställd och attraktiv arbetsplats för kvinnor i chefsbefattningar. Forskning visar på att det idag 2013 fortfarande finns en hel del ojämställda arbetsplatser. Via kvalitativa semi-strukturerade intervjuer med sju kvinnliga före detta chefer på företaget har en bild av vad detta kan bero på skapats. Det som uppdagades i uppsatsen var att många av informanterna ansåg att företaget hade en gubbig struktur som de ansåg att företaget måste arbeta med att sudda ut för att bli en attraktivare arbetsplats samt att kvinnor generellt har svårare att nå högre positioner inom företaget jämfört med deras manliga kollegor. Det uppdagades även att ett antal av informanterna som företaget ansåg var high potential inte var medvetna om det.

Despite the increased attention directed toward high potential and talent in the world of work, conceptual and empirical research is lagging and is needed to better understand what these concepts represent and how they can be predicted (Dries, 2013; Silzer & Church, 2009). The present dissertation sought to address these gaps using discursive and psychological approaches. In Study 1, semi-structured interviews were conducted with executive and senior leaders from a Canadian post-secondary institution to understand how they made sense of and gave sense to high potential and talent. I analyzed transcripts from 20 participants using discourse analysis. The analysis revealed that ‘high potential’ was in the initial stages of entering the focal institution’s discourse and tied to the concept of ‘leadership.’ Talent was used in a general sense to depict successful, skilled, or accomplished individuals. Leadership books and their corresponding ideas served as discursive resources that were used by participants to reshape, legitimate, and contest the shifting meaning of leadership that was occurring in the focal institution and to define the meaning of ‘high potential leadership.’ Moreover, the leadership books (and the associated ideas) were embedded within leadership development programming and other HR practices in the institution. In Study 2, associations between distinct dimensions of cognitive complexity (i.e., differentiation and integration) with leadership level and high potential recommendations were examined in a sample of mid- and senior-level leaders from the aforementioned post-secondary institution. Using two novel computer-assisted software programs (i.e., Profiler Plus & Automated Integrative Complexity), participants’ responses to six questions on the topic of leadership were content analyzed to assess the extent to which their cognitive representations were differentiated and integrated. As expected, participants holding senior leadership positions possessed lower differentiation and higher integration than mid-level leaders. Furthermore, mid-level leaders possessing higher differentiation and lower integration were provided with more high potential recommendations from senior leaders. I discuss the findings of this work within the context of how cognitive complexity may be a valid predictor of high potential leadership across its shifting conceptions. / February 2017

<p>Tidigare forskning har visat på att konkurrensen kring talangfulla medarbetare aldrig förr varithårdare och att ha strategier för att behålla dessa blir därför viktigt. En strategi som syftar till att görajust detta är talent management. Men hur arbetar man med detta och vilka föreställningar kringfenomenet finns? Vilka faktorer kan finnas som hindrar och/eller möjliggör arbetet med talentmanagement? För att ta reda på detta har det i studien valts att göra en fallstudie där data samlats ingenom semistrukturerade intervjuer. Det framkommer i studien att talent management upplevspositivt då det ger erkänsla och uppskattning. Dock är det viktigt att det finns en tydligkommunikation så att tanken kring vad satsningen ska leda till och att förväntningarna är tydliga.HR-avdelning, chefer och talanger har alla ett ansvar för att talent management ska bli en strategi föratt få talangfulla medarbetare att stanna kvar i företaget.</p>

Tidigare forskning har visat på att konkurrensen kring talangfulla medarbetare aldrig förr varithårdare och att ha strategier för att behålla dessa blir därför viktigt. En strategi som syftar till att görajust detta är talent management. Men hur arbetar man med detta och vilka föreställningar kringfenomenet finns? Vilka faktorer kan finnas som hindrar och/eller möjliggör arbetet med talentmanagement? För att ta reda på detta har det i studien valts att göra en fallstudie där data samlats ingenom semistrukturerade intervjuer. Det framkommer i studien att talent management upplevspositivt då det ger erkänsla och uppskattning. Dock är det viktigt att det finns en tydligkommunikation så att tanken kring vad satsningen ska leda till och att förväntningarna är tydliga.HR-avdelning, chefer och talanger har alla ett ansvar för att talent management ska bli en strategi föratt få talangfulla medarbetare att stanna kvar i företaget.

Background: Seasonal fluctuations in outdoor temperature have been shown to affect blood pressure in adults. We have asked whether or not there is either a seasonal variation or an influence of outdoor temperature on blood pressure measurements in children and adolescents in middle Europe. Methods: Blood pressure was routinely measured in healthy and sick children and adolescents in outpatient clinics and during hospitalisation in a total of 6714 subjects (3,497 boys/3,237 girls), age 3 to 21 years, with a median of 10.6 years. Results: Cross-sectional analysis showed a significant seasonal variation in blood pressure measurements. The mean increase of systolic and diastolic blood pressure was 4.45/2.42 mmHg during winter. A significant correlation between average outdoor temperatures and systolic blood pressure was found (ρ=-0.074 p<0.001). However, the effect was only detectable at an average temperature below 0° C/32° F and above 10° C/50° F. For each degree Celsius increase in average outdoor temperature, the systolic blood pressure fell by 0.12 mmHg. Conclusion: Blood pressure measurements in children and adolescents, even in a temperate climate, are influenced by temperature and seasonal variation. Considering seasonal variations in blood pressure could be of clinical interest. / Background: High blood pressure is a major risk factor for cardiovascular disease. Blood pressure tracking could help to identify individuals with potential hypertension. Therefore, we have asked whether or not tracking was of predictive value for the development of hypertension in early life. Methods: Blood pressure was routinely measured in 13,261children and adolescents in outpatient clinics as well as during hospitalization. In a sub-analysis 568 individuals with normotensive and elevated blood pressure were compared after three follow-up periods (two, four and six years) and 2,157 normotensive individuals were compared in a paired t-test. Results: The follow-up analysis showed a significant tracking effect. However, the Pearson correlation coefficients of the systolic and diastolic blood pressure SDS decreased over time. Upon the follow-up after six years 35.6% of the children and adolescents with elevated blood pressure values remained in the elevated range group. Of the children within the normotensive blood pressure range 80.4% remained normotensive after six years. Children with normotensive blood pressure showed a stronger tracking than those who had had one hypertensive blood pressure reading. Children with high body weight gain left their SDS track to higher blood pressure values. Conclusion: Blood pressure tracking in children and adolescents is moderate. We conclude that the predictive power of a single hypertensive blood pressure measurement during a single visit is rather small, and thus repetitive measurements across several consecutive visits are necessary.

Depuis les années 1990, les grandes entreprises françaises mettent en place des politiques d’évaluation des « hauts-potentiels » pour préparer le renouvellement des équipes dirigeantes. Ces processus maintenus secrets sont très peu étudiés, alors qu’ils conditionnent le devenir professionnel des salariés concernés. La thèse ouvre la boîte-noire en étudiant la construction de l’évaluation des « potentiels » dans les processus (internes à l’entreprise et externalisés à un cabinet de conseil) mis en place par trois grandes entreprises. En prenant appui sur l’approche conventionnaliste des compétences et la sociologie de l’action organisée et à partir d’un matériau empirique très riche (150 entretiens semi-directifs, observations non participantes, analyse des outils et des rapports d’évaluation), cette thèse précise comment se construit l’évaluation dans un processus étiré, allant de l’élaboration des politiques d’évaluation jusqu’à la restitution du jugement au salarié évalué. Elle souligne que l’enjeu principal pour les différents acteurs impliqués tient non pas à l’objectivation, mais à la légitimation de l’évaluation dans l’entreprise. Elle démontre comment l’acceptabilité sociale de l’évaluation se construit par un travail de convergence et de mise sous silence des désaccords. Elle met enfin en évidence la fonction intégratrice des gestionnaires RH, au cœur de ce processus de construction de l’acceptabilité. / Since the 1990s, French big companies are implementing evaluation policies of "high-potential" to prepare the renewal of leadership teams. There are few empirical studies regarding these processes, whereas they have crucial impacts on the professional future of employees. The thesis opens the black box by studying the construction of "potential" in the evaluation processes (internal to companies and outsourced to a consulting firm) set up by three big companies. Relying on the conventionalist approach of competencies and the sociology of organized action and using a rich empirical material (150 semi-structured interviews, non-participant observation, analysis of assessment tools and evaluation reports) this dissertation specifies how the evaluation is constructed in an extended process from the development of evaluation policies until feedbacks to the assessed employee. It stresses that the main challenge for the different actors involved in the process is not the objectification, but the legitimation of the evaluation in the company. It shows how the social acceptability of the assessment is built by a work of convergence and by ignoring disagreements. Finally, it highlights the integrative role of HR managers at the core of the process of construction of acceptability.

京都大学 / 0048 / 新制・課程博士 / 博士(工学) / 甲第21787号 / 工博第4604号 / 新制||工||1717(附属図書館) / 京都大学大学院工学研究科物質エネルギー化学専攻 / (主査)教授 安部 武志, 教授 作花 哲夫, 教授 阿部 竜 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DGAM

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The ability to backfill leadership positions has become a key focus of business leaders since 2005 when the baby boom workforce started to age. An aging workforce threatens the capability of business leaders to develop leadership pipelines to ensure business success. Grounded by the social exchange theory, the purpose of this qualitative single case study was to explore successful strategies that technology services managers used to align core business objectives to improve succession planning at a technology services organization located in Dallas, Texas. Data collection and triangulation included semi structured telephone interviews with 12 technology services managers, company documents, and archival information. Data analysis included the examination of rich text data, coding, and classification of themes using Yin's 5-step approach. Four themes emerged, revealing that these managers (a) created and sustained a leadership talent pipeline for high potential employees for future leadership roles; (b) sourced internal candidates with core leadership competencies; (c) remediated leadership skills gaps through developed relationships and documented processes; and (d) re-engineered the replacement planning process for the internal leadership talent pipeline. Implications for positive social change include the potential for technology services managers to implement effective succession planning strategies that could increase employee morale, enhance profitability and growth, and promote healthy community partnerships.

Female entrepreneurship, as a subject of the academic research, has gained a lot of popularity in the recent years. A considerable amount of attention to this field has been caused by the growing recognition that female entrepreneurship has a profound impact on the economic development. Nevertheless, the potential of female entrepreneurs is far from being fully realized in many economies. Having chosen Russia as the area of investigation, the researchers intend to examine female entrepreneurship and discover specific obstacles contained in it. Therefore, this study aims at discovering preventing factors that dissuade Russian women from stepping into entrepreneurship. For the purposes of this work,qualitative research approach is followed, with the actors view and qualitative content analysis being applied. Case studies and interviews are used to collect data about female entrepreneurs' opinion on the general state of female entrepreneurship in Russia, their attitudes toward it and assumptions about existing barriers.               The results of the research demonstrate that distinguished and describedbarriers of female entrepreneurship hold different level of influence. The researchers also emphasize that actual barriers do not fully comply with those that are generally perceived by Russians and broadly described by scholars. From the study it is revealed that the most influential barriers are the following: managerial incompetence together with financial illiteracy, mistrust to the government and the myth of female entrepreneurship, with corruption and social prejudices being of less significance. The conclusion can also be drawn that the revealed myth of female entrepreneurship influences women's attitude towards entrepreneurship in Russia to much more extent than other obstacles. Some recommendations regarding possible alterations to current state of female entrepreneurship in Russia as well as suggestions to future female entrepreneurs, such as improving entrepreneurial environment, educational toolkit for female entrepreneurs, the importance of telling inspirational stories, are presented.