Garment sector trade unions have proved largely powerless to combat hypermobile transnational capital’s systematic extraction of surplus value from the newly industrialized Global South. Optimized conditions for accumulation coupled with the 2005 phase-out of the Multi-Fibre Agreement (MFA) have meant a radical geographic reconfiguration of the globalised garment industry heavily in favour of capital over labour. The thesis approaches the global garment sector from multiple vantage points across the world with the goal of uncovering the obstacles to workers' organisation, examine workers' strategies of resistance, and analyse the changing composition of labour and capital within the clothing commodity chain. The thesis highlights five distinct but interconnected case studies including a transnational workers campaign from a garment factory in Honduras; a history and present-day feasibility of establishing a transnational collective bargaining from El Salvador to Turkey to Cambodia; the prospects for a countermovement in the organizing strategies at the bottom of the clothing commodity and supply chain in Bangalore; the growth of a 'full package' denim manufacturer in changing the relationship between 'buyers' and 'suppliers' on the outskirts of Bangalore; and finally a continuation of this analysis the case of a strike at a monopoly footwear supplier in China. The central research question is: How do workers build power and establish workers' rights in the globally hypermobile garment sector? Ultimately, what is demonstrated within this thesis is that the actions of garment workers shaped and circumscribed the actions of capital in the sector, and as capital transformed new landscapes for accumulation new vistas for opposition begin to emerge.

Telecommunications policy debates concerning the contentious issue of net neutrality have revolved around a number of broadband network operator behaviors, including discriminatory traffic management – differential treatment of network traffic associated with different Internet applications for the purpose of managing performance. Some stakeholders have advocated for regulatory intervention to prevent network operators from discriminating to the detriment of independent application innovation. Others would prefer to rely on competition between network operators to discipline operator behavior. Fixed-line broadband markets in the United Kingdom and the United States have differed substantially with respect to discrimination, competition, and regulation. The UK has experienced intense competition and pervasive discriminatory traffic management without triggering regulatory activity. The US has seen much less discrimination, limited competition, and regulatory threat followed by regulatory intervention. This thesis uses elite interviews, participant observation, and documentary analysis in a comparative study of these two cases between the mid-2000s and 2011 to determine why network operators take up discriminatory traffic management (or not) and how competition and the regulatory environment affect traffic management outcomes. This thesis demonstrates that network operators take up discriminatory traffic management primarily to control cost, performance, or both. Competition promotes rather than deters discrimination because it drives broadband prices down, encouraging operators to manage high-volume applications whose traffic incurs high costs. Regulatory threat can be sufficient to counteract these desires, but in its absence and without concerns vocalized by interest groups, discriminatory approaches endure. Telecommunications regulators intervene to safeguard nondiscrimination when they conceive of their remits as encompassing social and industrial policymaking, are ambivalent about litigation risk, and are driven by their leaders’ reputational agendas, as in the case of the Federal Communications Commission. With a narrower perception of its remit and more concern for its organizational reputation, Ofcom exemplifies the characteristics that inhibit traffic management regulation.

This thesis is an analysis of technology diffusion and the long-run institutional impact of the nature of that diffusion. It examines how a growing commercial trading relationship with Lancashire-based millwrights enabled textile industrialisation in late 19th century Bombay, and reflects upon the evolving character of Indian manufacturing and organisational behaviour within and beyond the colonial context, and into 21st century industrial strategy. Drawing upon primary archival material from sources in Britain and India (including historical company records, trade association records, transactional correspondence between Lancashire and Bombay, and administrative records of the India Office in Whitehall), and upon 27 elite interviews with prominent Mumbai-based businessmen and their families, a technological and cultural dependence by manufacturing elites upon the commercial agent is identified. The emplacement of colonial business norms and particularly the use of informal networks, in turn bolstered by a culture for clubbability, appears to influence the distinctly tight-knit, ‘gentlemanly’ character of Indian family business houses established during the late 19th and early 20th century. Applying a mixed-methods approach to technology theory and analysis, the data chapters are split into two parts, respectively concerning info rmation flows and knowledge flows from the UK to Western India. The former explores patterns in technological transactions and decisions governing the diffusion of textile technology that enabled industrial establishment. The latter focuses on the replication of managerial, cultural and business practices following and reflecting upon Bombay’s textile industrialisation; this establishes the observed presence of British ideals of gentlemanly business conduct within informal networks, familial and community ties. Overall, this research highlights how business history may be used as a lens to understand the process of technology diffusion and analyse the reinforcement of culturally-hybrid social norms in peripheral regions via technical or commercial links. In terms of developmental trajectory, moreover, this case study considers how given limited capacity for innovation or capital goods production, strategic supply-side decisions may garner early cumulative value by replicating industrial production, albeit with long-term institutional consequences. This research has implications for future understanding of the development of UK-Commonwealth trading relationships, and how these might foster structural transformation in the so-called Fourth Industrial Revolution. While this thesis focuses on the diffusion of physical capital and technology-driven industry, such a narrative exploration of networks and business norms surrounding structural transformation might be pursued based on alternative factors of production including capital investment and flow, or else feasibly extend into other post-colonial regions.

To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal and external environment of an organisation delivering a controversial service, gambling, and to examine the impact of these environmental aspects on the empowerment, commitment and well-being of its employees. Working in any service organisation can be demanding for employees, exacerbated when employees deliver a controversial service such as gambling, and work in close proximity to people who gamble. Research indicates that delivery of a gambling service differs from the delivery of other recreational pursuits due to the negative personal, social, and financial impacts of gambling on problem gamblers and others. These negative costs of gambling have generated long standing ethical or moral objections within the community, and, because of the range of community views about gambling, employees who deliver gambling services are likely to be confronted with opposing community views. By interacting with patrons, employees may also question their values and attitudes to gambling, and feel concerned about those patrons who they consider may have a problem with gambling. Organisational resources that facilitate the empowerment, work attitudes and well-being of employees may exist, however, and reduce the negative effects of any gambling-related influences on employees. A mixed methods research design, consisting of two sequential phases, was used. The methods complemented each other, and minimised the disadvantages of using only one approach. A qualitative method was used in the first phase of the program to collect rich descriptions of the experiences of twenty staff working in seven Queensland clubs with gambling services in South East Queensland. The in-depth interviews helped to identify gambling-related challenges and climate-based resources of the internal and external work environments of the service organisation. The gambling-related challenges included community and media attitudes to gambling, peoples' demands on clubs, and staff beliefs about patrons who gamble. The climate-based resources included the organisational welfare of employees, expressed as meeting employees' needs for respect, developing supportive relationships with staff, encouraging open and clear communication, and the provision of social support. Organisational emphasis on quality service and meeting the needs of patrons also served as a climate-based resource for employees. The qualitative process additionally examined the impact of these factors on the empowerment, commitment and well-being of the employees, allowing the development of a conceptual model of the environmental factors of a gambling industry predicting employees' empowerment, commitment, and well-being. In the second phase of the research program, the conceptual model was tested using a cross-sectional survey. A complex, stratified, random sampling technique allowed access to a sample of clubs and participants that best represented registered and licensed clubs in Queensland. A self-administered mail questionnaire was sent to 468 employees over 41 Queensland clubs with 25 to 280 poker machines. After firstly establishing the soundness of the measurement properties of the model using confirmatory factor analysis, structural equation modelling was used to test the utility of the conceptual model developed in Study 1. Overall, Study 2 supported several of the proposed links, suggesting that the conceptual model developed in Study 1 was useful for examining the salient aspects of the external and internal environments of a club that influence staff empowerment, commitment, and well-being. The study showed the role of climate-based resources in a gambling industry by indicating that those employees who had positive perceptions about employee relations, positive beliefs about patron welfare, and felt supported by their supervisors, felt more empowered, and reported higher commitment and reduced emotional exhaustion. Employee relations was the most influential construct in predicting empowerment, and indirectly affected commitment and well-being (mediated by the empowerment dimensions). Study 2 also confirmed that gambling-based challenges of the external and internal environments impacted on the empowerment and well-being of employees. Those employees who believed that the community supported gambling reported an increased sense of influence over their work environment. The employees who held positive beliefs about patrons who gamble, reinforced gambling in clubs, and attributed the causes of problems in gambling onto sources outside themselves (mostly to the patrons), reported more positive well-being. Employees who perceived that people were demanding, and were not appreciative of what clubs did for the community reported reduced meaningfulness, a reduced sense of influence over their duties and work environment, and reduced well-being. Findings also illustrated the key role of influence, and, in particular, the meaningfulness dimension, in the empowerment, commitment, and well-being of employees in an industry delivering a gambling service. The findings of this research have implications for managerial interventions designed to promote the empowerment, commitment and well-being of employees who deliver a gambling service. By developing and strengthening the organisational resources that facilitate the empowerment, work attitudes and well-being of employees, managers are also likely to reduce the negative effects of the demands and conflicting influences of the external and internal gambling-related challenges on employees. This research program is distinctive in that research has not previously examined the impact of internal and external challenges and resources of a gambling industry on the empowerment, work attitudes, and well-being of its employees. There has, also, been no prior research focused on the work attitudes of employees in the Queensland club industry. Future research needs to replicate the findings of the present research program. The challenges and resources that were found to affect employees in the club industry, however, may be organisation specific. There is, therefore, a need for further research that compares the impact of factors related to the delivery of a gambling service in the club industry with different gambling industries, such as the hotel and casino industries. To provide further insight into the effects of empowerment on employees' work outcomes, a performance measure, such as patron satisfaction could be included. Future studies could also examine group differences in perceptions of climate-based and gambling-related influences on the empowerment, work attitudes and well-being of employees, as a function of their occupational level. The interviews of the present research program implied that employees in different organisational positions might respond differently to both the external and internal environmental factors of the organisation.

The environmental governance sphere in South Africa is fragmented. This fragmentation is exacerbated in the provinces. Fragmentation manifests in various ways, including, inter alia, structural fragmentation between the various spheres and line functions of government, fragmented environmental legislation which is silo-based and issue-specific, jurisdictional overlaps, and duplication of procedures and processes. Fragmentation poses several disadvantages and may ultimately hamper effective and sustainable service-delivery by government. The problem of fragmentation forms the crux of this study. The principal objective of this thesis is accordingly to investigate possible solutions to address fragmentation and to propose a more sustainable strategy to achieve integration of currently fragmented environmental governance efforts in South Africa and the North-West Province (NWP). The NWP has specifically been chosen as a case study in this regard since problems of fragmentation are exacerbated in the provinces. The first step in this thesis is to analyse the theoretical concept of sustainability in order to establish the eventual objective of what integrated environmental governance efforts should achieve. The concept of fragmented governance and possible generic reasons for fragmentation, including unco-operative and unsustainable organisational behaviour, are also investigated to highlight the nature and disadvantages of fragmentation and other factors that may contribute to it. A further component of the theoretical analysis includes an investigation of the concepts of integrated, or holistic governance, and an investigation of the concepts integrated environmental management (IEM), co-operative environmental governance (CEG), and integrated pollution prevention and control (IPPC). These concepts are investigated in order to ascertain the possible solutions for integration that they may pose. Secondly, this thesis investigates the current state of the fragmented environmental governance regime in South Africa and the NWP. The extent and reasons for fragmentation are discussed; and unco-operative organisational behaviour patterns in the national, provincial and local spheres of government are investigated. The concepts of IEM, CEG and IPPC, as they are established in South African law, are also discussed. Thirdly, this study investigates integrated approaches to environmental governance in the international sphere by way of a comparative study. For this purpose, the relevant provisions of the European Integrated Pollution Prevention and Control Directive, 1996 are discussed. The comparative study is concluded with an investigation of the provisions of the Directive as they are applied in national legal frameworks in the EU, with specific reference to Finland and the Netherlands. The main objective of this part of the study is to ascertain whether established solutions for integration of governance efforts are available in practice, and if so, to what extent they are employed to address fragmentation. This study concludes with recommendations on how the fragmented environmental governance sphere in South Africa may be integrated. These include short-, medium-and long-term scenarios, namely: a less radical strategy which must aim to optimise the current environmental governance regime by employing established concepts such as IEM, CEG and IPPC; a more radical strategy, which aims to establish a single act to regulate all procedural aspects relating to environmental governance and authorisations, and a single authority that is responsible for all procedural aspects in terms of the act; and an extremely radical strategy, which aims to establish a one-stop environmental governance shop, with a single act regulating all procedural and substantive aspects, and a single lead agent responsible for regulation in terms of this act. / Thesis (LL.D. (Estate Law))--North-West University, Potchefstroom Campus, 2006.

The environmental governance sphere in South Africa is fragmented. This fragmentation is exacerbated in the provinces. Fragmentation manifests in various ways, including, inter alia, structural fragmentation between the various spheres and line functions of government, fragmented environmental legislation which is silo-based and issue-specific, jurisdictional overlaps, and duplication of procedures and processes. Fragmentation poses several disadvantages and may ultimately hamper effective and sustainable service-delivery by government. The problem of fragmentation forms the crux of this study. The principal objective of this thesis is accordingly to investigate possible solutions to address fragmentation and to propose a more sustainable strategy to achieve integration of currently fragmented environmental governance efforts in South Africa and the North-West Province (NWP). The NWP has specifically been chosen as a case study in this regard since problems of fragmentation are exacerbated in the provinces. The first step in this thesis is to analyse the theoretical concept of sustainability in order to establish the eventual objective of what integrated environmental governance efforts should achieve. The concept of fragmented governance and possible generic reasons for fragmentation, including unco-operative and unsustainable organisational behaviour, are also investigated to highlight the nature and disadvantages of fragmentation and other factors that may contribute to it. A further component of the theoretical analysis includes an investigation of the concepts of integrated, or holistic governance, and an investigation of the concepts integrated environmental management (IEM), co-operative environmental governance (CEG), and integrated pollution prevention and control (IPPC). These concepts are investigated in order to ascertain the possible solutions for integration that they may pose. Secondly, this thesis investigates the current state of the fragmented environmental governance regime in South Africa and the NWP. The extent and reasons for fragmentation are discussed; and unco-operative organisational behaviour patterns in the national, provincial and local spheres of government are investigated. The concepts of IEM, CEG and IPPC, as they are established in South African law, are also discussed. Thirdly, this study investigates integrated approaches to environmental governance in the international sphere by way of a comparative study. For this purpose, the relevant provisions of the European Integrated Pollution Prevention and Control Directive, 1996 are discussed. The comparative study is concluded with an investigation of the provisions of the Directive as they are applied in national legal frameworks in the EU, with specific reference to Finland and the Netherlands. The main objective of this part of the study is to ascertain whether established solutions for integration of governance efforts are available in practice, and if so, to what extent they are employed to address fragmentation. This study concludes with recommendations on how the fragmented environmental governance sphere in South Africa may be integrated. These include short-, medium-and long-term scenarios, namely: a less radical strategy which must aim to optimise the current environmental governance regime by employing established concepts such as IEM, CEG and IPPC; a more radical strategy, which aims to establish a single act to regulate all procedural aspects relating to environmental governance and authorisations, and a single authority that is responsible for all procedural aspects in terms of the act; and an extremely radical strategy, which aims to establish a one-stop environmental governance shop, with a single act regulating all procedural and substantive aspects, and a single lead agent responsible for regulation in terms of this act. / Thesis (LL.D. (Estate Law))--North-West University, Potchefstroom Campus, 2006.

Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore critical as it relates directly to work performance. Positive Organisational Behaviour (POB) emerges within the framework of the Positive Psychology movement. POB takes Positive Psychology to the work environment as it studies and applies positively orientated human resource strengths and psychological capabilities that can be measured, developed and effectively managed. The general objective of this research was to conceptualise the components of Positive Organisational Behaviour (POB) (hope, optimism, self–efficacy, and resilience) from the literature and establish the reliability of established international psychometric measures in a South African sample. Additionally, the relationship between POB and other work–related phenomena, such as job satisfaction and turnover intention, work stress and engagement are also of interest. Various research designs were employed to obtain the necessary data. First, a cross–sectional survey design was used to obtain a sample from the study population at a particular point in time. Data was gathered from all employees in a specific business unit in a chemical factory. In addition to the cross–sectional design, a one–group pre–test post–test design was also utilised to evaluate the effects of a self–development programme on POB. This design also allowed for the investigation of the role of POB in the link between organisational stress and employee health. Finally it was possible iv to test the cross–lagged effects between measurements of POB and Engagement, and investigate causality. The following measuring instruments were used in attaining the objectives of the empirical study, namely a biographical questionnaire, the Dispositional Hope Scale, Life Orientation Test–Revised (LOT–R), Self–Efficacy Scale, Ego–Resiliency Scale, Lack of Role Clarity, Role Conflict, Quantitative and Qualitative Role Overload, Job Satisfaction, Turnover Intention, Quantitative and Qualitative Job Insecurity, Neuroticism, General Health Questionnaire (GHQ) and the Utrecht Work Engagement Scale (UWES). The SPSS Programme was used to carry out statistical analysis to describe the participants in terms of demographic characteristics, investigate the reliability and validity of the measuring instruments, and reveal the nature and relationship of the variables in terms of descriptive statistics, analysis of variance, correlation coefficients and multiple regression analysis. The Amos Programme was used to carry out structural equation modelling. Exploratory and Confirmatory factor analysis established the validity of each of the four scales (hope, optimism, self–efficacy and resilience) that constitute POB and showed that only one factor explains the variance in the data, and that the individual scales relate positively to POB. The study provides support for the core POB construct in a heterogeneous South African sample and provides a new instrument for its measurement. Results confirmed a negative relationship between job satisfaction and turnover intention over time. No relationship between POB, job satisfaction and turnover intention could be found in this research. The only significant contributor to participants? turnover intention over time was their baseline levels of turnover intention and their job satisfaction at both baseline and at the second measurement. The moderating role of POB in the relationship between turnover intention and job satisfaction was also not supported. No evidence could however be found that the training programme had a significant contribution to increase job satisfaction and POB with the subsequent lower levels of turnover intention. Results indicated that only the job stressors, quantitative and qualitative job insecurity and the lack of role clarity hold predictive value with regard to POB (T1) and general health. It could also be established that POB (T1) acts as a partial mediator between v job stressors and general health. The negative effect of job stressors can therefore be minimised in the presence of POB. A positive correlation between the stress factors (lack of role clarity, role conflict, role overload and job insecurity), neuroticism and general health is evident from the results of this research. Results also confirmed a positive relationship between the aggregate engagement and POB scores, as well as the positive relationship between the total POB and engagement score. Given the positive nature of all the constructs measured, the inter–correlations were significant at both Time 1 and 2. Results revealed that POB at Time 1 did not predict engagement at Time 2. Strong evidence was found, however, that engagement at Time 1 predicted POB at Time 2. This finding is in line with research which suggests that engagement can facilitate the mobilisation of job and personal resources. In closing, recommendations for the participating organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore critical as it relates directly to work performance. Positive Organisational Behaviour (POB) emerges within the framework of the Positive Psychology movement. POB takes Positive Psychology to the work environment as it studies and applies positively orientated human resource strengths and psychological capabilities that can be measured, developed and effectively managed. The general objective of this research was to conceptualise the components of Positive Organisational Behaviour (POB) (hope, optimism, self–efficacy, and resilience) from the literature and establish the reliability of established international psychometric measures in a South African sample. Additionally, the relationship between POB and other work–related phenomena, such as job satisfaction and turnover intention, work stress and engagement are also of interest. Various research designs were employed to obtain the necessary data. First, a cross–sectional survey design was used to obtain a sample from the study population at a particular point in time. Data was gathered from all employees in a specific business unit in a chemical factory. In addition to the cross–sectional design, a one–group pre–test post–test design was also utilised to evaluate the effects of a self–development programme on POB. This design also allowed for the investigation of the role of POB in the link between organisational stress and employee health. Finally it was possible iv to test the cross–lagged effects between measurements of POB and Engagement, and investigate causality. The following measuring instruments were used in attaining the objectives of the empirical study, namely a biographical questionnaire, the Dispositional Hope Scale, Life Orientation Test–Revised (LOT–R), Self–Efficacy Scale, Ego–Resiliency Scale, Lack of Role Clarity, Role Conflict, Quantitative and Qualitative Role Overload, Job Satisfaction, Turnover Intention, Quantitative and Qualitative Job Insecurity, Neuroticism, General Health Questionnaire (GHQ) and the Utrecht Work Engagement Scale (UWES). The SPSS Programme was used to carry out statistical analysis to describe the participants in terms of demographic characteristics, investigate the reliability and validity of the measuring instruments, and reveal the nature and relationship of the variables in terms of descriptive statistics, analysis of variance, correlation coefficients and multiple regression analysis. The Amos Programme was used to carry out structural equation modelling. Exploratory and Confirmatory factor analysis established the validity of each of the four scales (hope, optimism, self–efficacy and resilience) that constitute POB and showed that only one factor explains the variance in the data, and that the individual scales relate positively to POB. The study provides support for the core POB construct in a heterogeneous South African sample and provides a new instrument for its measurement. Results confirmed a negative relationship between job satisfaction and turnover intention over time. No relationship between POB, job satisfaction and turnover intention could be found in this research. The only significant contributor to participants? turnover intention over time was their baseline levels of turnover intention and their job satisfaction at both baseline and at the second measurement. The moderating role of POB in the relationship between turnover intention and job satisfaction was also not supported. No evidence could however be found that the training programme had a significant contribution to increase job satisfaction and POB with the subsequent lower levels of turnover intention. Results indicated that only the job stressors, quantitative and qualitative job insecurity and the lack of role clarity hold predictive value with regard to POB (T1) and general health. It could also be established that POB (T1) acts as a partial mediator between v job stressors and general health. The negative effect of job stressors can therefore be minimised in the presence of POB. A positive correlation between the stress factors (lack of role clarity, role conflict, role overload and job insecurity), neuroticism and general health is evident from the results of this research. Results also confirmed a positive relationship between the aggregate engagement and POB scores, as well as the positive relationship between the total POB and engagement score. Given the positive nature of all the constructs measured, the inter–correlations were significant at both Time 1 and 2. Results revealed that POB at Time 1 did not predict engagement at Time 2. Strong evidence was found, however, that engagement at Time 1 predicted POB at Time 2. This finding is in line with research which suggests that engagement can facilitate the mobilisation of job and personal resources. In closing, recommendations for the participating organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Abstract A Kleinian Analysis of Organisations: Implications for Employee Health and Well-Being. This dissertation considers research that was conducted into the impact of organisational style of operation upon the health and well-being of individual employees. A Kleinian analysis of organisations, from a psychoanalytic perspective, highlights the defining characteristics of different organisations within the study. The intent of the thesis is to argue that the different types of organisations impact upon the health and well-being of their employees. Six organisations were studied using both qualitative and quantitative methods. Extensive interviews were conducted with 120 employees from those organisations. A Kleinian Analysis Questionnaire and a Kleinian Analysis Rating Scale (new psychoanalytic techniques aimed at promoting dialogue with employees) assisted in the analysis and positioning of the organisations. The findings suggested that organisations can be distinguished in Kleinian terms and that these differences produce a range of health effects for employees. In the qualitative parts of this research extensive discussions took place with the employees of organisations considered to be in either the Depressive position or the Paranoid – Schizoid positions. Using the Kleinian Analysis Questionnaire (KAQ), a great deal was revealed about the emotional lives of their organisations and the impact of these realities on their own individual emotional lives and on their mental and physical health. Organisational employee assistance programs (EAPs) were considered in terms of how support was extended to employees within the studied organisations and how the efficacy and utilization of EAPs were affected by organisational classification of either Depressive or Paranoid-Schizoid. A range of quantitative measures were employed in the study and included the broad health measures SF-36, the Satisfaction With Life Scale (SWLS), the Schedule for the Evaluation of Individual Quality of Life - Direct Weighting (SEIQoL-DW) and the Work Environment Scale (WES). Employees in the Depressive organisations described their workplaces as open, encouraging, creative, flexible and democratic in process. They described how the stated values and mission statements of their organisations were consistent with their own personal values and how their work as described by Gabriel (2002) enhanced their sense of self esteem and self image. There were abundant examples of their organisations providing support, described in psychoanalytic terms as ‘containment’. The quantitative results, in part, supported the qualitative results by demonstrating that the employees of Depressive organisations had a better rate of recovery from psychological issues arising from personal and workplace matters. In contrast, employees from Paranoid – Schizoid organisations described their workplaces as defensive, blaming, scapegoating, rigid and concrete, where organisational behaviour was often inconsistent with the organisation’s stated values and mission statements. They described some of the competitive activity as inconsistent with their own personal values and at times giving rise to anxiety. This discord had reflections on the emotional health of individuals. This was borne out in the quantitative aspects of the study which also found that the mental health of individuals and their rate of recovery from psychological issues were adversely affected by the lack of ‘containment’ afforded to them by their organisations. The results strongly demonstrated the value of EAPs as mechanisms of support for employees and revealed differences in the impact upon health and well-being of employees between the two Kleinian organisational types in addition to differences in the levels of utilization and involvement. Keywords: Kleinian Analysis; Health Implications; Employee Assistance Programs; Containment Australian and New Zealand Standard Research Classifications (ANZSRC): 150305:50%; 150311:25%; 179999:25%

In light of contradictory findings in previous research regarding the activity-based workspaces’ effect on organisational behaviour, this study applies The Activity-based Flexible Office Model on the company Kognity, which recently implemented this office concept. The purpose is to test if this may increase understanding of consequences on organisational behaviour from implementing an activity-based workspace. Semi-structured interviews and observations at Kognity are used as methods for the collection of data for the study. As secondary data, results from web-based surveys conducted by Kognity are used. Furthermore, previous research within the field of organisational behaviour and activity-based office concepts are used to give the study credibility and to gain a deeper insight of the topic. The theoretical framework for this study is based on The Activity Based Flexible Office Model and Maslow's Hierarchy of Needs Theory. The conclusion is that the activity-based workspace does affect organisational behaviour. Applying the Activity Based Flexible Office Model increases the understanding of what the implementation of an activity-based workspace may lead to in terms of organisational behaviour. The model is a useful tool which shows that task-related moderators can determine in what extent the workspace effects organisational behaviour, depends on individual values and task requirements. Further, application of Maslow’s Hierarchy of Needs shows that the higher needs in Maslow’s hierarchy of needs may be met through the freedom of choice within an activity-based workspace. / Tidigare forskning, som berör vilka konsekvenser implementeringen av ett aktivitetsbaserat kontor har på de anställda samt hur det påverkar organisatoriskt beteende, har visat sig vara motsägelsefull. För att bidra till ökad kunskap, applicerar den här studien modellen The Activity-based Flexible Office Model på ett företag vid namn Kognity. Kognity har nyligen implementerat ett aktivitetsbaserat kontor. Semi-strukturerade intervjuer och observationer utfördes på Kognity. Studien använde sig även av sekundärdata i form av resultat från enkäter som Kognity utför själva. Den teoretiska referensramen som applicerades på den här studien var The Activity-based Flexible Office Model samt Maslows behovsteori. Studiens slutsatser är att organisatoriskt beteende påverkas av implementerandet av ett aktivitetsbaserat kontor. Genom att applicera The Activity-based Flexible Office Model ges bidrag till ökad förståelse för konsekvenserna av implementerandet av ett aktivitetsbaserat kontor. Modellen är ett användbart verktyg för att undersöka vilka faktorer som påverkar och vilka omständigheter som kan påverka ytterligare. Vidare visar applicerandet av Maslows behovsteori att ett aktivitetsbaserat kontor skulle kunna möta de högre behoven i teorin tack vare anställdas frihet att välja sin arbetsplats.