[pt] Estudar o bem-estar mental de policiais é relevante pois ele impacta diretamente a produtividade e os números de afastamentos, ideações de suicídio e aposentadorias precoces (Edwards & Kotera, 2020). O bem-estar mental é afetado tanto pelo medo, que é uma emoção capaz de paralisar ou diminuir a capacidade de reação diante de uma situação arriscada, quanto pelo estresse, que causa danos como ansiedade, depressão, irritabilidade, aumento da pressão arterial, dores musculares e dependência química. Argumentamos que o medo de errar, mensurado pelo Questionário Multidimensional do Medo de Falhar (QMMF), e o estresse ocupacional, mensurado pela Job Stress Scale (JSS), são coerentes com a realidade policial e buscamos verificar como ambos se relacionam por meio de um estudo de caso conduzido na Polícia Militar do Estado do Rio de Janeiro. Foi encontrada uma correlação indireta entre o medo de errar e o estresse ocupacional, principalmente no que diz respeito ao apoio social no ambiente laboral. Dessa forma, o trabalho contribui para a aproximação dos estudos sobre o medo de errar, majoritariamente em áreas como psicologia do esporte e empreendedorismo, com os estudos organizacionais. A contribuição se estende ao fornecer insumos para que a área de recursos humanos atue para diminuir os afastamentos e evitar que o sofrimento dos agentes se transforme em patologias mais graves (Minayo et al., 2008). Por fim, sugerimos a realização de estudos adicionais de modo a contornar as limitações metodológicas impostas a essa pesquisa. / [en] It is relevant to study the mental well-being of police officers because it directly impacts the productivity and the number of sick leaves, suicidal thoughts, and early retirements (Edwards and Kotera, 2020). Mental well-being is affected both by fear, which is an emotion capable of paralyzing or reducing the ability to react to dangerous situations, and by stress, which causes harms such as anxiety, depression, irritability, increased blood pressure, pain muscle, and chemical dependence. We argued that the fear of failure, measured by the Questionário Multidimensional do Medo de Falhar (QMMF), and occupational stress, measured by the Job Stress Scale (JSS), are consistent with the reality of police officers, and we verified how they are both related through a case study conducted among Brazilian Military Police Officers. We found an indirect correlation between fear of failure and occupational stress, especially concerning social support in the workplace. Thus, our work contributes to bring together research about fear of failure, mainly in areas such as sport psychology and entrepreneurship, with organizational studies. This contribution also provides inputs for the human resources department to work to reduce absences and prevent the police officers mental suffering become more serious pathologies (Minayo et al., 2008). Finally, we suggest additional studies to circumvent the methodological limitations imposed on this research.

The staff distribution and the gender diversity in the Swedish Armed Forces aren't at the level the organization has the ambition to be. Meanwhile previous research shows that there are multiple obstacles for women to work and advance in military organizations. This study examines the staff category of newly examined female officers’ perception of their possibilities to work in the Swedish Armed Forces, a personnel category that specifically hasn't been studied in this area. The study will be conducted by interviewing female officers in this personnel category. The study shows that most of the interviewed women have a positive experience in their new workplace, where a supporting commander seem to be a success factor. Some of the interviewed women also testifies about perceived misconducts in the workplace where problems such as traditionally manly ideals permeate colleagues and/or the organization's behaviour and consequently limits the women’s possibilities.

The aim of this study is to explore the effects of probation officers and their work. The following questions have been asked to come to a conclusion: How do probation officers view their work and the purpose of it? What are the effects of probation officers work? The approach of the study is of a qualitative nature and has been conducted by interviewing three officers of the correctional service system, three probation officers and two ex-criminals that have been on probation. The selection is based on a snowball type selection. To analyse the results of the study we have applied previous research and phenomenological theory to examine the experience of correctional service officers, probation officers and ex criminals. The results of our empirical study show that motivation is a key factor for successful results of probation officers work. The effects probation officers and their work have on preventing crime are uncertain, but the study shows that the experiences of the work of probation officers are positive and that the work is meaningful to the clients. The supportive and prosocial aspects of probation officers work has been identified as a priority. Our study also shows that the work of probation officers has to change in order to successfully prevent crime and a number of improvements are suggested, such as giving the probation officers specific assignments and giving the probation officers a better education before they are given assignment.

Chief Executive Officers (CEOs) have become recognised as brands in the academic and popular domain, but little is known about the relationship between these senior manager ¿brands¿ and the corporate brand of the organisation they represent. Since stakeholders associate the CEO¿s reputation with that of the company, they may negatively or positively affect each other, and there is little research into this dynamic. Indeed there is only a limited understanding about the field of people branding in general and much less into CEO brands in particular. Consequently this doctoral thesis investigates the people and CEO brands phenomena, the relationships between CEO, corporate brand and stakeholder¿s self-image and how these can be effectively managed in order to enhance brand equity for the company. Based on a critical realist perspective, this research examines traditional product brand elements from the literature and develops a new conceptual framework for people brands, which is subsequently applied to CEOs. Furthermore a survey is performed with business school students. The findings are analysed by using content analysis, descriptive statistics and by developing and testing a Structural Equation Model. The contribution to knowledge is threefold. Firstly a conceptual framework of people brands is constructed. Second this model is applied to CEO brands. Third five propositions about stakeholder perceptions of CEO brand differentiation and equity are empirically tested. The main findings are that visual presentation is not the main factor to differentiate CEO brands from each other, nor is their association with the company. Positive perceptions of corporate brands can influence the reputation of the CEO brand and lead to an enhancement of their brand equity. Importantly this indicates that stakeholders do not distinguish between CEO and company. Brand equity is also created if there is a relationship between stakeholder self-image and company brand, which in turn can improve the reputation of the CEO brand. Finally brand equity is enhanced through stakeholder perceptions of an ideal self-image. Overall this research has important implications for academia and managerial practice as it extends the knowledge about people and CEO brands and provides an insight into ways in which the relationships between CEO, company and stakeholders can be managed to enhance brand equity for the company

This research explores leadership effectiveness in organisations in Kuwait from the perspective of Chief Executive Officers (CEOs). This is an area that has been neglected by the extant literature, and no integrated model for assessing CEO effectiveness exists for us to fully understand the phenomenon. Based on a positivist qualitative research approach, evidence was drawn from 16 CEOs using semi-structured interviews. The evidence was corroborated by using data obtained from participant observations of two CEOs working in the same organisation as the researcher. The results indicated that CEOs perceive leadership effectiveness as driving execution and not necessarily the realisation of goals themselves. Their experiences of leadership lead to CEOs in Kuwait believing that leadership effectiveness depends on their leadership style, relationship with the Board and the Executives, experience and family ground, societal and organisational culture, the business environment and CEO characteristics. On the basis of the participants’ perceptions of leadership effectiveness, it is recommended that CEO leadership development in Kuwait should focus on these areas, as this should equip CEOs to be effective in formulating clear visions and executing strategies to enable economic development of the country, and this should help them to compete globally. As the study focused on private and public companies, future research could consider CEOs from governmental and not-for-profit organisations to expand the sample of CEOs.

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