L’internationalisation des marchés fait désormais partie intégrante de la réalité du monde des affaires, et de plus en plus d’organisations se retrouvent à étendre leurs activités à travers plusieurs pays. Cela est toujours d’actualité aujourd’hui, alors qu’une très grande proportion d’organisations s’attend à voir leurs mandats à l’international augmenter ou à tout le moins demeurer stable (Brookfield, 2015). Alors que nombreuses études se sont penchées sur l’adaptation des expatriés en terre étrangère (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2004), un nombre nettement moins élevé de chercheurs s’est attardé à l’adaptation de ces individus une fois de retour à la maison. Or, il est de plus en plus admis que plusieurs difficultés peuvent être associées à un retour d’un mandat à l’international. Celles-ci sont d’ailleurs parfois plus élevées que les difficultés vécues à l’international (Forster, 2000). Cette thèse tente donc de pallier cette lacune en examinant, tout d’abord, le rôle de deux antécédents de l'adaptation: la perception du soutien organisationnel (PSO) et la proactivité du rapatrié. Le rôle médiateur de la satisfaction des attentes sera également exploré. Pour ce faire, un total de 125 policiers revenant d’une mission à l’international ont participé à cette étude. En raison d’un nombre considérable de données manquantes pour certaines variables, la méthode d’imputation multiple a été utilisée (m = 5). Deux médiations ont été effectuées afin de tester les hypothèses, et ce, en contrôlant pour le temps écoulé depuis le retour de l’individu. Premièrement, il y a un lien indirect significatif de la PSO sur l’adaptation qui passe par la satisfaction des attentes (b = 0,25, BCa IC [0,11 – 0,40]). Deuxièmement, il y a également un lien indirect significatif de la proactivité sur l’adaptation qui passe par la satisfaction des attentes (b = 0,16, BCa IC [0,01 – 0,32]). Les résultats semblent donc soutenir les deux hypothèses. En d’autres mots, la PSO et la proactivité amèneraient une augmentation de l’adaptation, et ce, en permettant aux rapatriés de se former des attentes plus réalistes face au rapatriement. Nos résultats suggèrent donc qu’autant l’organisation que l’individu auraient un rôle à jouer dans l’adaptation des rapatriés, quoique l’impact de la proactivité de ces derniers paraisse moindre que celui de la PSO. À la lumière de ces résultats, le dernier chapitre abordera quelques pistes d’explications visant à comprendre l’effet plus petit de la proactivité, en plus de discuter plus en profondeur de l’implication théorique et pratique des résultats. Enfin, les limites et pistes de recherches futures de la thèse seront présentées. / Nowadays, internationalisation of markets is a pressing economic reality, bringing many organizations to increasingly choose to extend their activities abroad. This still relevant today as a very large proportion of organizations expect their international assignments to either increase or at least remain stable (Brookfield, 2015). While many studies have examined the adaptation of expatriates (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2004), a much smaller number of researchers have focused on the adaptation of these individuals once they have returned home. However, several difficulties are associated with repatriation and they are often more important than those encountered abroad (Forster, 2000). This thesis attempts to bridge this gap by examining, firstly, the role of two antecedents of adaptation: perceived organizational support (POS) and repatriates’ proactivity and secondly, the mediating role of expectations. To this end, a total of 125 police officers returning from a mission abroad participated in this study. Due to a considerable number of missing data for some variables, the multiple imputation method was used (m = 5). Two mediations were carried out in order to test the hypotheses, controlling for the elapsed time since the return of the repatriate. Our findings indicate that satisfied expectations mediate both the relationship between POS and repatriates’ adaptation (b = 0,25, BCa IC [0,11 - 0,40]) and proactivity and adaptation (b = 0.16, BCa IC [0.01 - 0.32]). The results therefore seem to support both hypotheses. In other words, POS and proactivity lead to increased adaptation by allowing repatriates to develop more realistic expectations of repatriation. This suggests that both the organization and the individual have a role to play in the adaptation of repatriates, although the impact of the latter appears to be less than that of the organization. In light of these findings, the final chapter explores some possible explanations in order to understand the smaller effect of proactivity, and also discusses more extensively the theoretical and practical implications of the results. Finally, limits and avenues for future research are presented.

To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-related attitudes and behaviors. The overarching aim of this dissertation is two-fold: (1) investigate the generational differences and similarities in work values among younger Chinese workers; (2) uncover the underlying mechanisms by which the linkages between the work-value-based person-organization fit and employee work outcomes may be influenced by the impact of leader-member exchange (LMX) and perceived organizational support (POS). In this study, I used a research design that blended interviews and two survey-based studies to address four main research questions. More specifically, I conducted a pilot test to refine the work-value scale in China, and to pretest the established and validated measures for the key variables. In the second study, I gathered survey data from a sample of 179 employees from three Chinese small- and medium-sized enterprises (SMEs). The research findings showed no significant differences in employee work values between the two younger generations (i.e., the Social-Reform Generation and the Millennials Generation). Regarding the hypothesized conceptual scheme that links P-O fit and work outcomes, the results supported most of my hypotheses. Specifically, P-O fit is a significant predictor of three important work outcomes; it is positively related to job satisfaction and organizational commitment, while negatively related to turnover intention after controlling for demographic characteristics. The three hypothesized mediating mechanisms involving POS also received empirical support. That is, as predicted, POS mediates the effect of P-O fit on job satisfaction, organizational support, and turnover intention. Finally, when LMX was incorporated into the conceptual model and statistical analyses, the findings revealed that there was overall moderated mediation for the connections between P-O fit, job satisfaction, and organizational commitment, but no moderated mediation for the connection between P-O fit and turnover intention.

Organizational change and innovation are critical for business survival and more likely to occur when employees engage in change-oriented behaviors. Previous studies have examined the direct effects of workplace social exchanges on employees’ change-oriented behaviors; however, less attention has been given to the combined effects of these exchanges and the mechanisms by which these relationships occur. In this study, I look at the combined effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors via psychological safety. In addition, based on the understanding that psychological safety is not always present in the work environment, I look at the conditions under which these workplace social exchanges lead to the aforementioned behaviors even when psychological safety is low or absent. Therefore, the purpose of this dissertation is three-fold: (1) to explore the combined effects of leader-member exchange, trust in team members, and perceived organizational support in improving followers’ psychological safety within the organization, (2) to investigate the mediating role of psychological safety on the relationships between workplace social exchanges and followers’ change-oriented behaviors, and (3) to expand on previous findings and examine the conditions under which these social exchanges and psychological safety lead to followers’ change-oriented behaviors. Specifically, I propose and test a theoretical model derived from social exchange theory to examine conditional indirect effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors through psychological safety within the organization, and to examine the role of proactive personality, political skill, perceived team social integration, perceived support for innovation and perceived organizational justice as second stage moderating variables that may compensate for low psychological safety within the organization. My theoretical model was tested using lagged data collected from leader-follower dyads representing 174 followers and 85 leaders from four organizations located in the United States. To test this theoretical model, I used a quantitative non-experimental research design, a survey method, and multilevel analytical procedures.

No description available.

Background: Intensive Care and Anaesthetists Nurses are, through their profession and the COVID-19 pandemic, predisposed to suffering from Compassion Fatigue (CF). CF develops as stressors exceed the ability to cope with the demands of caring and has been associated with organisational factors. When nurses develop CF, healthcare organisations and patients suffer. The individual nurse becomes negatively affected and may develop a turnover intention, which is particularly worrying due to the current shortage of specialist nurses. Motive: In Sweden, there is a lack of knowledge about Intensive Care and Anaesthesia Nurses’ CF with focus on organisational factors and turnover intention.  Aim: to measure Intensive Care and Anaesthesia nurses’ Compassion Fatigue and explore its correlation with organisational support and turnover intention in the context of Swedish healthcare in the aftermath of the COVID-19 pandemic. Methods: This is a cross-sectional correlation study. 79 specialist nurses answered a web-based survey which included, among other instruments, the Professional Quality of Life Scale. Spearman's rank, Kruskal-Wallis and Mann-Whitney U were used in the statistical analysis in jamovi. Result: Specialist nurses had moderate Compassion Satisfaction (CS) while CF, measured as Burnout (BO) and Secondary Traumatic Stress (STS), was low. CS was negatively correlated with BO. Intensive Care Nurses and female nurses had higher STS. Current job turnover intention was associated with CS, BO and Perceived Organizational Support (POS). Nursing profession turnover intention was associated with CS and CF. In addition to current-job turnover, POS was correlated to CS and BO.   Conclusion: The Professional Quality of Life is a useful tool to monitor the trends in specialist nurses’ wellbeing. POS has the potential to improve several issues simultaneously, increasing CS and reducing BO and turnover intention. Future research should therefore focus on POS as well as explore CS potential to minimise BO. / Bakgrund: Intensivvårds- och Anestesisjuksköterskor är, genom deras yrke och COVID-19-pandemin, predisponerade att lida av empatitrötthet. Empatitrötthet utvecklas i takt med att stressfaktorer överstiger förmågan att klara av omvårdnads utmaningar och har förknippats med organisatoriska faktorer. När sjuksköterskor utvecklar empatitrötthet drabbas hälso- och sjukvårdsorganisationer samt patienter. Den individuella sjuksköterskan blir negativt påverkad och intention till egenuppsägning kan utvecklas, vilket är särskilt oroande på grund av den rådande bristen på specialistsjuksköterskor. Motiv: I Sverige, saknas det kunskap om Intensivvårds- och Anestesisjuksköterskors empatitrötthet med fokus på organisatoriska faktorer och intention till egenuppsägning. Syfte: Att mäta Intensivvårds- och Anestesisjuksköterskors empatitrötthet och utforska dess korrelation med organisatoriskt stöd och intention till egenuppsägning i kontexten av svensk hälso- och sjukvård efter COVID-19-pandemin. Metod: En korrelationsstudie har genomförts med tvärsnittsstudiedesign. 79 specialistsjuksköterskor besvarade en webbaserad enkät som bland annat inkluderade skalan Professional Quality of Life (ProQOL). Spearman's rank, Kruskal-Wallis och Mann-Whitney U användes för genomförandet av statistikanalysen i dataprogrammet jamovi. Resultat: Specialistsjuksköterskorna hade måttlig medkänsle-tillfredsställelse medan empatitrötthet, mätt som utbrändhet och sekundär traumatisk stress, var låg. Medkänsletillfredsställelse var negativt korrelerat med utbrändhet. Intensivvårdssjuksköterskor och kvinnliga sjuksköterskor hade högre sekundär traumatisk stress. Egenuppsägningsintention från nuvarande jobbet var associerad med medkänsletillfredsställelse, utbrändhet och upplevt organisatoriskt stöd. Egenuppsägningsintention från sjuksköterskeyrket var associerat med medkänsletillfredsställelse och empatitrötthet. Utöver egenuppsägningsintention från nuvarande jobbet så var upplevt organisatoriskt stöd korrelerat till medkänsletillfredsställelse och utbrändhet. Slutsats: ProQOL är ett användbart instrument för att bevaka förändringar i specialistsjuksköterskornas välbefinnande. Organisatoriskt stöd har potential att förbättra flera problem samtidigt genom att öka medkänsletillfredsställelse och reducera utbrändhet samt egenuppsägningsintention. Framtida forskning bör därför fokusera på upplevt organisatoriskt stöd samt att utforska potentialet av medkänsletillfredsställelse för att minimera utbrändhet.

本研究以團隊研究的角度探討創新的過程，進而去探討比較深入的團隊互動細節。本研究希望能夠將創新過程與團隊研究進行整合與對話，從中了解到團隊研究對於創新有何助益，而創新過程中不同的團隊因素之間又有何關聯性存在著？進而對我國企業未來進行創新過程時能有所助益。 研究對象的選擇方面，經由研究者立意評估之後，決定選擇「iBook與蘋果電腦協同設計個案」、「國豐Monitor品牌經營個案」、「華宇PMP之商品開發個案」、「華宇LCD Monitor商品開發個案」作為本研究之研究個案，原因簡述如后。 iBook與蘋果電腦協同設計個案： 爭取到蘋果電腦的合作意向之後，持續進行協同設計達五年之久。從創意發想到進行提案，成功爭取蘋果電腦首肯同意合作，並且開始進行iBook的細部開發，面對先進技術的未知性，面對及時上市的壓力，最後成功在市場上獲得好評。該公司當時只是成立不到一年的新公司，面對大廠環伺，該公司如何能夠勝出進行創新過程？以小搏大是本案例的獨特性，更能帶給新創業者不一樣的啟示。 國豐CRT Monitor品牌經營個案： 從無到有推出自有品牌，在傳統CRT螢幕被LCD取代之前穩占世界前五大品牌。從創意發想到確定構想，進而進行跨團隊合作，整合不同國家的人員進行創新過程，並且成功在市場上獲得一席之地。如何在眾家CRT競爭之下脫穎而出，值得深入進行探討。 華宇PMP商品開發個案： 華宇當時決定進行PMP產品的開發，在全無類似產品開發的經驗下，持續近一年之久。從創意發想到產品研發與製作，都是公司先前沒有經驗的領域，而且過去的華宇是以筆記型電腦代工為主，對於PMP產品並沒有接觸。華宇是個代工廠，且以筆記型電腦代工為主力，在這樣情境下的創新過程，會是怎樣轉折值得探討。 華宇LCD Monitor商品開發個案： 華宇在PMP商品開發失敗後，決定事業部化，遂成立視訊事業部專司LCD Monitor研發。捲土重來，雖然PMP失敗了，但是LCD卻成功，其中的原因為何？歷經一次失敗後，成功熱銷LCD Monitor之過程，浴火重生經驗值得研究。 本研究之個案均有獨特的背景與環境，研究者針對團隊研究之因素進行分析，找到各個團隊因素之間的關聯性後，以此進行本研究個案之研究探討，最後並作出結論與提出建議。 / This research will look at the process of “creativity to product” from the angle of team research. Team research focuses on confirming the interconnection of the factor such as the relationship between the leader and follower, the relationship between knowledge sharing and the innovation, etc. I decide to choose “Cooperating design of iBook and Apple computer”, ” Kuofeng monitor brands perating”, ”Arima’s PMP products development”, and “Arima’s LCD monitor development” as the cases studies for this research. The result of the cases I listed above. Cooperating design of iBook and Apple computer： From idea to proposal and finally the permission, ibook has cooperated with Apple computer for five years. Although faced with pressure and uncertainty, iBook finally was popular in the market. Encountered with many strong manufacturers, iBook was just a new company open less than one year. Its success in that kind of predicament can set a good example for the innovative industries. Kuofeng CRT monitor brands operating: Starting the brand from scratch, Kuofeng was always the top five brands before LCD replaced CRT monitor. From idea to realization, and then team work, they integrate the perators from different countries and different field, and successfully gain a place in the market. It completely experienced the process so that it also fit the criteria of comparability. Arima’s PMP products development: Arima wanted to find a way out by developing a new product, which was PMP. However, Arima did not possess the specialists of PMP related-products, neither did the industry. Though many adversities, what caused the final failure? I will elaborate this in my paper. Arima’s LCD monitors development: After the failure of PMP, the company became profit-centered. One of the unit specialized in developing the the LCD monitor.They did not have the experience but still developed the product received huge success. Compared with the failure of PMP, what cause the final success of this product? However they all have different background, direction and environment. How will these factors affect the result is worth doing research on it.The structure of this research is reflecting on the literatures, and focusing on the team factors to analyze, and using these results to study the cases.

Made available in DSpace on 2016-08-03T16:34:30Z (GMT). No. of bitstreams: 1 RAFAEL MARCUS CHIUZI.pdf: 450833 bytes, checksum: 5d9602b9c06d7f45f15a7cbc4801adbe (MD5) Previous issue date: 2006-06-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Organizational characteristics have been studied recently under a different point of view. Today, more emphasis has been given to the positive aspects that make it possible for employees to have positive feelings towards their employer organization and towards the work itself. The current imposed challenges refer to the identification of positive organizational characteristics that allow such growth of the worker. Such characteristics are postulated as beneficial to the organizations, for resulting in greater productivity and profitability, as well as for promoting the well-being of the employees. The objective of this study was to analyze the impacts that the dimensions of the positive organization have over the well-being of the employees. The well-being of the employees was divided into two areas: subjective well-being (composed by general satisfaction with life, positive and negative affects) and well-being at work (composed by three dimensions: job satisfaction, job involvement and affective organizational commitment). Positive organization was conceived as a construct composed by three dimensions: perceived organizational support, perceived organizational justice (distributive and procedural justice) and trust of the employee to the organization. The sample was composed by 200 employees of diverse companies in the State of São Paulo, being 55 of them male, and 145 female, both single and married, with scholar level distributed from complete elementary and middle school up to complete post-graduation. The instrument used to collect data was a self-administered questionnaire composed by nine scales that measured the variables of the study. The results of this research revealed that subjective wellbeing and well-being at work are interrelated. Multiple regression analysis presented that the positive organization dimensions had greater impacts on the well-being at work in relation to the subjective well-being, with special attention to the capability of trust of the employee to the organization when it comes to explaining the well-being of the employees, either in their personal life domains or in their context of work. According to these results, trust of the employee to the organization, perception of organizational justice and perceived organizational support could be pointed out as important dimensions of the positive organization to promote and protect the wellbeing of the employees. Further research should include other positive organizational characteristics to broaden the explanation of the variance of the employee s well-being / Atualmente, características organizacionais vêm sendo estudadas sob um prisma diferenciado. Hoje, são pesquisados com maior ênfase os aspectos positivos que possam prover a possibilidade dos trabalhadores nutrirem sentimentos positivos para com suas organizações empregadoras e ao seu trabalho propriamente dito. Os desafios impostos atualmente giram em torno de se buscar identificar características organizacionais positivas que permitam o florescimento do trabalhador. Tais características são postuladas como benéficas tanto às organizações, por resultar em maior produtividade e lucratividade, assim como para promover o bem-estar dos trabalhadores. O objetivo deste estudo foi analisar os impactos que as dimensões da organização positiva exercem sobre o bem-estar dos trabalhadores. O bem-estar dos trabalhadores foi dividido em duas áreas, bem-estar subjetivo (composto por satisfação geral com a vida, afetos positivos e afetos negativos) e bem-estar no trabalho, composto por três dimensões: satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. Organização positiva foi concebida como um construto composto por três dimensões: percepção de suporte organizacional, percepções de justiça organizacional (distributiva e de procedimentos) e confiança do empregado na organização. A amostra foi composta por 200 trabalhadores de diversas empresas do Estado de São Paulo, sendo 55 do sexo masculino e 145 do sexo feminino, solteiros e casados com escolaridade distribuída desde o ensino fundamental completo até pósgraduação completa. O instrumento de coleta de dados foi um questionário auto-aplicável composto por nove escalas que mediram as variáveis do estudo. Os resultados deste trabalho revelaram que bem-estar subjetivo e bem-estar no trabalho guardam relações entre si. Análises de regressão múltipla informaram que as dimensões da organização positiva tiveram impactos maiores sobre bem-estar no trabalho do que bem-estar subjetivo, destacando-se a capacidade de confiança do empregado na organização de prover explicações para o bem-estar de trabalhadores, seja nos domínios da vida pessoal ou no contexto de trabalho. Conforme tais resultados, confiança do empregado na organização, percepções de justiça e de suporte organizacional poderiam ser apontadas como importantes dimensões da organização positiva para promover e proteger o bem-estar dos trabalhadores. Futuros estudos deveriam incluir outras características organizacionais positivas para aumentar a explicação da variância do bem-estar dos trabalhadores