Occupational roles are constantly changing in today's society. Corporate Sustainability Reporting Directive (CSRD) is a new EU directive that sets requirements for companies sustainability reporting, which may change the occupational role of HR managers. The aim of the study is to investigate if, and in that case, what changes in the occupational role the implementation of CSRD has led to in terms of tasks and role expectations and whether it has resulted in a changed role identity . In order to study whether there has been a change in the occupational role of HR managers, qualitative interviews have been conducted. The theoretical framework is based on the concepts: tasks, role expectations and role identity. The study's results show that the occupational role of HR managers has changed in some respects. A few new aspects have been added to the existing role, but the occupational role has not changed into a completely new role. The results also show that the changed occupational role has not lead to a changed identity. / Yrkesroller förändras ständigt i dagens samhälle. Corporate Sustainability Reporting Directive (CSRD) är ett nytt EU-direktiv som ställer krav på företags hållbarhetsrapportering vilket kan förändra HR-chefernas yrkesroll. Syftet med studien är att undersöka om och i så fall vad implementeringen av CSRD har lett till för förändringar i HR-chefers yrkesroll gällande uppgifter och rollförväntningar och om det resulterat i en förändrad rollidentitet. För att studera om det har skett en förändring av HR-chefers yrkesroll har kvalitativa intervjuer genomförts. Den teoretiska referensramen baseras på begreppen: uppgifter, rollförväntningar och rollidentitet. Studiens resultat visar att HR-chefers yrkesroll har förändrats i vissa avseenden. Yrkesrollen har inte förändrats till en helt ny roll utan det har tillkommit vissa nya aspekter till den befintliga rollen. Resultatet visar även att förändringen av yrkesrollen inte lett till en förändrad identitet.

No description available.

The U.S. Housing and Urban Development (HUD) Agency provides Community Development Block Grant (CDBG) funding to state and local governments, giving them broad flexibility to design and implement community projects. The CDBG program emphasizes that public hearings are a requirement to obtain federal funding at the state and local levels. Also, HUD lists several other public participation methods that can be used in addition to public hearings. Further, the extant literature on public participation emphasizes the prevalent use of one method, public hearings, compared to the use of other more engaging techniques. Despite the availability of different methods that may be more engaging, administrators continue to engage the public through the use of public hearings. This study explores the motivation and identity of public administrators in local government, implementing public participation programs. Using a multi-site case study based on fifteen interviews with officials from various localities across the Commonwealth of Virginia, I found that administrators held onto their identity as public servants but might have had difficulty staying motivated to do public engagement work when they perceived that there were impediments in the work environment. Another interesting finding is that these obstacles created tensions between the public servants and their respective organization, leading to fewer performance outcomes among the administrators. Further, the administrators' characteristics (identity) such as job tenure, rank, education, age, and gender, along with their public service motivation, might have impacted their actions and behavior in the public sector environment. I also found that administrators who wanted to do more, commonly reported they were situated in a work environment that limited their ability to do more. I found that the work environment and the identity (personal characteristics and public service motivation) could influence the public service behavioral outcomes of administrators. The interview data pointed out a complex picture of the tensions existing between the institution and the individual. The research revealed that public administrators often adhered to their role as public servants but were faced with dynamics that interacted with their performances. From these findings, administrators must look pass those informal and formal influences that prevent them from staying engaged with their roles as public servants and find ways to give citizens meaningful opportunities to have input into the government decision-making process. / Doctor of Philosophy / This research sought to discover the public administrators' identities and their motivation for engaging in public participation, along with understanding their roles as public servants. To examine this further, the researcher captured how administrators have engaged the public and how they have documented this engagement in their citizen participation plans. The findings showed that public administrators were committed to their identities as public servants and continued to perform in this capacity despite some of the barriers that may have prevented them from having meaningful engagement opportunities with the public.

People spend substantial parts of their life in a close dyadic relationship. The results range from the fulfillment of emotional, intellectual, social and physical needs, to physical and emotional abuse. The study clarifies the association between sex-role identity type, with its two traits (masculinity and femininity), and relationship satisfaction, at the dyadic level. The latter implies a focus on the identical (or different) levels of presence of the two constructs among partners in couples. Extraneous factors and personal (non-dyadic) effects are covered in addition. The two main variables are evaluated with the Bem Sex Role Inventory (BSRI) and Spanier's Dyadic Adjustment Scale (DAS). In each case, a second instrument was administered for validation. The survey-type study followed a correlational, cross-sectional design. The main purposes have been to test new theoretical frameworks against empirical data, and knowledge production. A three-pronged approach included: an extensive literature review to identify methodological and knowledge gaps; a theory-driven design and methodology to ensure a sound study; and empirical data collection to verify the theoretical position through hypothesis testing. Likely sources of bias were countered by involving balanced numbers of male and female, and homosexual and heterosexual respondents, from non-student populations, over a wide age range, and living in close relationships spanning at least two years. The correlational design and relatively small sub-samples dictated the application of descriptive frequencies, and chi-square, variance (ANOVA) and regression analyses, as statistical techniques. The findings emerged as more similar than different for homosexual and heterosexual participants. This implies that homosexuals are not a deviant group, but equally able to achieve happiness. Congruent (identical) sex-role identity traits between partners were not strong(est) in predicting satisfaction. However, femininity and androgyny, as highest adaptive type, and identical sex-role identity types between partners did. As a result, the initial sex-role identity congruence theory has been modified into the adaptive femininity trait theory. Married heterosexual women face a predicament. While for them an undifferentiated sex-role identity type correlates with their husbands' happiness, and their own unhappiness, the inverse applies to their femininity and androgyny. The practical implications of this and other conclusions are also detailed. / Psychology / D. Litt et Phil (Psychology)

Le nombre de familles monoparentales dirigées par des pères isolés atteint un niveau record non seulement en France mais aussi dans la majorité des pays occidentaux. Dans le cadre de la présente recherche doctorale, nous nous intéressons à la consommation familiale assurée par des pères en situation de cumul de rôles, celui du père et de la mère. Nous nous interrogeons sur la façon dont les pères isolés assurent et éprouvent l’achat familial et la sphère domestique traditionnellement perçue comme féminine. Nous identifions trois types de pères isolés selon leurs stratégies d’assurer et/ou de déléguer le rôle de la mère. Notre recherche montre que l’achat familial, les tâches domestiques ainsi que le soin des enfants constituent des éléments constructifs de l’identité paternelle de ces pères. Le shopping et la consommation familiale contribuent à la (re)construction du rôle du père. En outre, notre recherche montre que la consommation contribue à la construction d’une nouvelle famille à travers notamment la création de nouvelles relations entre les pères isolés et leurs enfants. / Nowadays, a record number of households are runned by single fathers not only in France but also in most of western societies. Our research aims to explore how single fathers experience the domestic sphere, a traditionally feminized field, while accomplishing their role of fathers. These fathers are living a situation of cumulating roles: the role of the father and the role of the mother. We identify three main categories of single fathers depending on their strategies to copy and/or delegate the role of the mother. Household duties such as shopping, cooking and housekeeping in addition to the nurturing role are experienced by many of the respondents as constructing elements of their fatherhood. Moreover, we identify the role of the marketplace and consumption in building a new family, particularly by creating new relationships between single fathers and their children.

本研究主要的目的：（一）建立並驗證幼稚園教師教學角色認同及角色踐行之間的模式，（二）探討影響幼稚園教師之教學角色認同或角色踐行社會化之因素。 針對上述二項目的，自編『幼稚園教師教學角色量表』，由社會期望之95項教學角色行為所組成，以360位74至78年之九所師院幼教師資科畢業之現職幼教教師之評量角色行為難易結果作因素分析，得到五項教學角色變項，再由80學年度考進市立師院幼教系進修部之現職幼教教師160人作每一變項之因素分析，得到每一變項之兩個因素為評量指標，以十個評量指標組成『幼稚園教師教學角色量表』，進行幼稚園教師教學角色認同及踐行的研究。 研究樣本為655位現職幼稚園教師，一方面取樣自台北市公私立幼稚園，一方面取樣自各師院幼教系之高職幼保學分班中之任教幼稚園者，先以LISREL統計驗證教學角色認同影響教學角色認同及角色踐行之相關、變異數差異及區別分析的結果。以研究結果解釋幼稚園教師教學角色社會化過程。本研究結論如下： 壹、由探索性因素分析得到教學角色的五個變項：教學設計、教學準備、教學實施、教學評量、幼兒輔導。再由探索性因素分析來尋找每一變項之兩項因素，作為每一變項之評量指標：教學設計包括『活動選擇』及『活動組織』，教學準備包括『環境佈置』及『教材教具準備』教學實施包括『教學技巧實施』及『教學領域實施』，教學評量包括『實際評量』及『應用評量』，幼兒輔導包括『關係建立』及『瞭解幼兒』。 貳、以平均來看，本研究樣本認同這些教學角色變項是相當重要的，『應用評量』的踐行有點困難，其餘教學角色變項的踐行則都還很容易。 參、教學角色認同影響教學角色踐行的模式獲統計結果支持。 肆、依據前研究推論所建立之『幼稚園教學角色踐行模式』獲統計結果支持：教學設計角色的難易程度影響教學準備的難易程度，教學準備角色的難易程度影響教學實施的難易程度，教學實施的難易程度影響幼兒輔導的難易程度，幼兒輔導的難易度程度影響教學評量的難易程度，教學評量的難易度影響教學設計的難易程度。 伍、角色踐行對角色認同的影響是透過社會化的心理建構過程，卻是間接的影響關係，本研究以『幼稚園教學角色踐行模式』為角色踐行所建構的認同體。 陸、相關分析結果：學歷、年資、師生比率、進修機會對教師角色的認同及踐行之二十個指標之相關多少都有達顯著的指標，以與年資達顯著相關的指標最多，與學歷達顯著相關的指標最少：而在達顯著相關的指標數，以角色踐行的指標多於角色認同的指標。 柒、區別分析結果：生涯發展階段不僅在教學角色認同有其區別，在教學角色踐行也有其區別，依生涯發展階段由新教進師至諮詢教師，愈來愈認同也愈來愈容易；任教前五年間雖在角色認同沒有區別，可說是同一認同階段，但在角色踐行則依年資有進步：高師生比率也會造成教師角色之認同較低及角色踐行較難。 至於不同師資培育別教師教學角色認同及踐行在引道學習及關係建立上有所區別：高職幼保傾向於關係建立的角色，幼專傾向於引導學習的角色。任教園別之教學角色認同及踐行之區別則在環境佈置角色認同及踐行，私立幼稚傾向於其他教材準備及領域教學等角色的認同及踐行。 捌、關係建立及教學評量的認同在年資及生涯發展階段中都未改變，所以非幼稚園教師教學角色認同之社會化的重要原因。其他教學角色變項之認同雖隨年資而認同漸增，但在前五年的教學年資未改變，在生涯發展階段間才有改變：資深教師（任教第五至十年）環境佈置角色認同程度最高，諮詢教師（任教十一年以後）教學設計及教學技巧之認同程度最高，至於教材教具準備、教學領域實施、瞭解幼兒等角色認同依年資而漸增。 玖、活動選擇、活動組織、環境佈置、教材教具準備、教學技巧實施、教學領域實施、實際評量、應用評量、瞭解幼兒九項指標之角色踐行因年資而愈來愈容易，關係建立則不因年資而愈來愈容易。在任教年資前五年間，活動組織、環境佈置、教學技巧實施、瞭解幼兒之角色踐行容易度就有進步，除關係建立外，各教學指標踐行容易度都有依年資而進步的現象。 拾、本研究提出之幼稚園教學角色社會化過程模式大部份已為本研究所支持或找出影響因素：本研究之教學角色變項、評量指標及項目就是社會期望之幼稚園教師教學角色，在新進教師已經有相當的認同，教學角色的認同會影響教學角色的踐行，而教學角色的認同及踐行也受社會化的因素所影響，如師資培育別、任教年資別、生涯發展階段、進修機會、任教園別、師生比率別等，然而任教年教前五年並未改變角色認同，但改變角色踐行。由教學角色行為難易所建構之角色認同體即『教師教學角色踐行模式』，此模式也受本研究樣本所支持，可見是合理的模式，可提供師資培育實習生或新進教學師教學時之參考架構，促進教學行為省思、評估或建議認同體的參考。本研究結果發現教學角色認同生涯發展階段而影響，表示角色認同經長時間的經驗累積仍有轉移的情形。 依據研究結論提出的建議如下： 壹、對幼稚園教學的建議 一、鼓勵教師辨認其個人之教學踐行模式，以確定其教學行為對幼兒學習的意義。 二、教學設計、教學準備、教學實施、教學評量及幼兒輔導可為提供幼稚園教師在思索其教學踐行模式的五個參考變項。 三、以本研究之教學角色踐行模式可為新進教師教學時思考的參考。 貳、對幼稚園教師專業成長的建議 一、促進幼稚園教師的在職業進修以增加專業認同。 二、建立幼稚園帶班老師的晉級制度及教學諮詢制度。 參、對幼稚園師資培育的建議 一、加強培養師範生概念架構形成的能力。 二、協助師範生獲得課程及教學的知識、自我瞭解及教師生涯成長的知識，以增加其教學工作之省思能力。 三、加強實習生在活動組織、環境佈置、教學技巧實施、瞭解幼兒之經驗。 肆、對幼稚園教學研究的建議 一、重視幼稚園教學之中幼兒學習心理學基礎的研究。 二、研究幼稚園教育理念與教學實際之關係，以確定教育理念是否被切實實拖。 三、研究生涯發展階段中教師角色認同的轉移。 四、研究教學評量的理論與實務

People spend substantial parts of their life in a close dyadic relationship. The results range from the fulfillment of emotional, intellectual, social and physical needs, to physical and emotional abuse. The study clarifies the association between sex-role identity type, with its two traits (masculinity and femininity), and relationship satisfaction, at the dyadic level. The latter implies a focus on the identical (or different) levels of presence of the two constructs among partners in couples. Extraneous factors and personal (non-dyadic) effects are covered in addition. The two main variables are evaluated with the Bem Sex Role Inventory (BSRI) and Spanier's Dyadic Adjustment Scale (DAS). In each case, a second instrument was administered for validation. The survey-type study followed a correlational, cross-sectional design. The main purposes have been to test new theoretical frameworks against empirical data, and knowledge production. A three-pronged approach included: an extensive literature review to identify methodological and knowledge gaps; a theory-driven design and methodology to ensure a sound study; and empirical data collection to verify the theoretical position through hypothesis testing. Likely sources of bias were countered by involving balanced numbers of male and female, and homosexual and heterosexual respondents, from non-student populations, over a wide age range, and living in close relationships spanning at least two years. The correlational design and relatively small sub-samples dictated the application of descriptive frequencies, and chi-square, variance (ANOVA) and regression analyses, as statistical techniques. The findings emerged as more similar than different for homosexual and heterosexual participants. This implies that homosexuals are not a deviant group, but equally able to achieve happiness. Congruent (identical) sex-role identity traits between partners were not strong(est) in predicting satisfaction. However, femininity and androgyny, as highest adaptive type, and identical sex-role identity types between partners did. As a result, the initial sex-role identity congruence theory has been modified into the adaptive femininity trait theory. Married heterosexual women face a predicament. While for them an undifferentiated sex-role identity type correlates with their husbands' happiness, and their own unhappiness, the inverse applies to their femininity and androgyny. The practical implications of this and other conclusions are also detailed. / Psychology / D. Litt et Phil (Psychology)

Mellanchefens organisatoriska roll har transformerats sedan Burns först utforskade mellanchefsrollen och sedan slutet av 1900-talet har rollen förändrats och tilldelats fleråtaganden än tidigare. En studie från Previa belyser mellanchefsrollens ökade sjukskrivningar och vittnar om att positionen i mitten av organisationer har blivit en utsatt arbetsbefattning att disponera över i dagens moderna samhälle. Följande kvalitativa studie syftar till att utforska hur mellanchefsrollen upplevs av olika chefspositioner inom organisationer och belysa problematiken kring rollkonflikterna som uppstår på mellanchefspositioner ur ett nytt perspektiv. Studiens empiriska material utgår frånelva chefsintervjuer från tre matrisorganisationer. För att bearbeta studiens material har vi använt oss av en abduktiv metod där vi under studiens gång har arbetat genom hermeneutiken och pendlat mellan empiri och teori för att skapa förståelse. I studien försöker vi inte definiera mellanchefsrollen ur några exakta riktlinjer utan studien utforskar rollen i en föränderlig praktik. Vi har inte som avsikt med studien att presentera någon form av absolut sanning gällande mellanchefsrollen utan vi vill snarare förmedla olika poänger om mellanchefsrollens arbetssituation som förhoppningsvis leder till en djupare reflektion tills studiens läsare. I studien bearbetar vi fram mellanchefsrollens komplexitetgenom differentierade chefers kunskaper, perspektiv och berättelser om det vardagligaarbetet. Studiens resultat framhäver att mellanchefsrollen upplevs olika beroende på vilken chefsposition rollen upplevs av. Framförallt skiljer sig övre chefers perspektiv gentemot linjechefernas perspektiv på vad rollen finns till för i organisationer och vilka interna intressenter som mellanchefsrollen ska tillfredsställa. / The organizational role of the middle manager has been transformed since Burns first explored the role of middle manager, since the end of the 20th century the role continues to change and increasingly more tasks than before have been added to its role. A study from Previa highlights the middle managers role's increased sick leave and indicates that the organization's mid-level position has become a vulnerable job role to command of, in today's modern society. The following qualitative study aims to explore how the role of middle manager is experienced by different managerial positions within organizations hierarchy and from a new perspective shed light on the problems surrounding the role conflicts that arise in middle manager positions. The empirical data is based on eleven conducted managerial semistructured interviews from three organizations. To process the study's material, we’ve applied an abductive method where we throughout the course of the study worked through hermeneutics and thus altered between empiricism and theory to produce an understanding. In this study we don’t aim to define the middle manager role from any exact guidelines, but the study explores the role in a changing practice. Furthermore, this study doesn’t intend to present any form of absolute truth regarding the middle manager role, but rather we want to convey different perspectives about the middle manager role's work situation. Hopefully this will subsequently lead to a deeper reflection for the readers. Through the differentiated managers' knowledge, perspectives and stories about everyday work we managed to understand and process the complexity of the middle manager role. In conclusion, the results concludes that the perception of the middle manager's role varies, depending on which managerial position is being addressed. Above all, there is a conspicuous difference between the senior executives’ perspectives and the line managers' perspectives on the middle managers function within the organization and which internal stakeholders the middle manager role ought to satisfy.

Thèse de doctorat présenté en vue de l'obtention du doctorat en psychologie - recherche intervention, option psychologie du travail et des organisations (Ph.D) / Les gestionnaires d’aujourd’hui sont constamment exposés à des discours sur le leadership qui leur demandent d’être des leaders. Mais qu’est-ce que signifie être un leader ? Plus que jamais, la notion même du leader est ambiguë. La complexité grandissante des environnements organisationnels fait en sorte qu’elle est sujette à de multiples interprétations. En réponse à cette ambiguïté, un nombre croissant d’études tente de se rapprocher de l’expérience vécue des gestionnaires pour mieux comprendre comment ils s’y prennent pour répondre à la question : Qui suis-je en tant que leader ? Dans leur ensemble, ces études suggèrent qu’un travail identitaire en continu soit nécessaire pour développer et maintenir une identité de leader. Cela dit, à ce jour, les études se sont principalement intéressées aux contextes de transition. Par conséquent, nous en savons peu sur le travail identitaire que font les gestionnaires dans leur contexte usuel de travail. La présente thèse explore donc la question suivante : Comment les gestionnaires en position de leadership s’engagent-ils dans un travail identitaire face à la notion de leader ? La thèse a pour objectif d’explorer et d’approfondir cette question en s’intéressant au travail identitaire de 12 gestionnaires issus de différents types de milieux organisationnels. Un devis qualitatif a été utilisé pour explorer leur expérience subjective. Une méthode d’analyse abductive basée sur l’analyse thématique réflexive proposée par Braun et Clarke a été utilisée. Cinq grands résultats ressortent de cette thèse. L’analyse a mis en lumière que les leaders peuvent ressentir trois types de tensions identitaires : 1) une incompatibilité entre deux de leurs idéaux identitaires de leader, 2) une divergence entre leur identité de rôle de leader et les attentes organisationnelles y étant rattachées et 3) une incompatibilité entre leur identité de leader et une autre de leur identité. L’analyse des idéaux identitaires a notamment mis en lumière que les leaders se retrouvent à cheval entre deux paradigmes de leadership. Cela en aspirant à des idéaux du paradigme post-héroïque qui conçoit le leadership comme un processus d’influence partagé et bidirectionnel ; tout en aspirant à des idéaux du paradigme héroïque qui conçoit le leader comme la principale source d’influence. Les identités et aspirations identitaires conflictuelles amènent les leaders à faire appel à diverses stratégies pour tenter de gérer les tensions ressenties. Afin d’en rendre compte avec parcimonie, une typologie schématisée de 16 stratégies de travail identitaire a été créée en s’appuyant sur la littérature. La mise en relation des différentes tensions et stratégies a permis de faire ressortir cinq dynamiques intégratrices qui synthétisent le travail identitaire que font les leaders de l’étude. Ce travail intégrateur a également permis de formuler des propositions théoriques quant au lien entre l’interprétation des tensions comme des menaces ou opportunités et le type de dynamiques identitaires dans lesquelles les leaders s’engagent. Ces résultats offrent des contributions théoriques à la littérature générale sur le travail identitaire ainsi qu’à la littérature sur le travail identitaire des leaders, plus spécifiquement la théorie de la construction de l’identité de leader, la théorie de l’identité narrative, la théorie critique et la théorie de l’identité de rôle. Finalement, la thèse offre des contributions pratiques quant aux formules pédagogiques entourant le développement des leaders. / Managers today are constantly exposed to leadership discourses that ask them to be leaders. But what does it mean to be a leader? More than ever, the very notion of a leader is ambiguous. As the complexity of organizational environments grows, so too does the multiple interpretations of the concept of leader. In response to this ambiguity, a growing number of studies are trying to get closer to the lived experience of managers to better understand how they go about answering the question: Who am I as a leader? Taken together, these studies suggest that ongoing identity work is necessary to develop and maintain a leadership identity. That said, to date, studies have mainly focused on transitional contexts. Consequently, we know little about the identity work that managers do in their usual work context. This thesis therefore explores the following question: How do managers in a leadership position engage in identity work in the face of the notion of leader? It aims to deepen this question by focusing on the identity work of 12 managers from different types of organizational backgrounds. A qualitative design was used to explore their subjective experience. An abductive analysis method based on the reflexive thematic analysis proposed by Braun and Clarke was used. Five main results emerge from this thesis. The analysis highlighted that leaders can experience three types of identity tensions: 1) an incompatibility between two of their leader identity ideals, 2) a divergence between their leader role identity and the organizational expectations attached to it, and 3) an incompatibility between their leader identity and another of their identities. The analysis of identity ideals has highlighted that leaders find themselves straddling two paradigms of leadership. This by aspiring to ideals of the post-heroic paradigm which sees leadership as a shared, two-way process of influence; while aspiring to ideals of the heroic paradigm which sees the leader as the main source of influence. Conflicting identities and identity aspirations lead leaders to use various strategies to try to resolve the tensions they feel. Building on existing literature and the result of this study, a schematic typology of sixteen identity work strategies was created. The linking of the different tensions and strategies has helped identify five integrative dynamics that synthesize the identity work in which the leaders engaged. This integrative work has also allowed to formulate theoretical proposals regarding the link between the interpretation of tensions as threats or opportunities and the type of identity dynamics in which the leaders engage. These results offer theoretical contributions to the general literature on identity work as well as to the literature on leader identity work, more specifically on leadership identity construction theory, narrative identity theory, critical theory and role identity theory. Finally, the thesis offers practical contributions regarding the pedagogical formulas surrounding the development of leaders.

No description available.