En kriminalvårdare bemöter många olika förväntningar på sig i sin yrkesroll, och att veta vad som förväntas av en är en viktig faktor för arbetsmiljön och hälsan. Därav är syftet med denna studie att undersöka kriminalvårdares upplevelser om vilka förväntningar som finns på deras yrkesroll inom organisationen och vilka negativa konsekvenser detta kan medföra. Studien tillämpar också frågan i ett genusperspektiv och studerar om förväntningarna skiljer sig åt mellan kvinnor och män. Teoretiska utgångspunkter som används i studien är det dramaturgiska perspektivet, genusteorier, emotionellt arbete,konformitet samt ingrupp- och utgrupp. Metoden som används är en kvalitativ metod i form av semistrukturerade intervjuer där tio respondenter mellan 23 – 50 år deltar. Därefter görs en analys med hjälp av tematisk analysmetod. Resultatet visar att det finns motstridiga förväntningar på yrkesrollen i form av en vårdande roll samt en kontrollerande roll. Det framkommer att genusskillnader finns på så sätt att manliga kriminalvårdare förväntas inta den kontrollerande rollen medan den kvinnliga förväntas inta den vårdande rollen. Resultatet visar att förväntningarna medför negativa konsekvenser för den enskilde kriminalvårdaren i form av emotionella påfrestningar samt att de kan behöva gå emot sina egna värderingar. Negativa konsekvenser visar sig också i form av konflikter inom personalgruppen där det uppstår vi-mot-dem. / A prison guard meets many different expectations in his or her professional role, and to knowing what is expected of yourself is an important factor for the work environment and health. Therefore, the purpose of this study is to examine prison guard’s perceptions of what expectations there are of their professional role within the organization and what negative consequences this may entail. The study also applies the issue in a gender perspective and studies whether expectations differ between women and men. Theoretical starting points used in the study are the dramaturgical perspective, gender theories, emotional work, conformity and in-group and out-group. The method used is a qualitative method in terms of semi-structured interviews in which ten respondents between the ages of 23-50 participate. Then an analysis is made using a thematic analysis method. The results show that there are conflicting expectations of the professional role in terms of a caring role and a controlling role. It appears that gender differences exist in such a way that male prison guards take the controlling role while the female guards takes the caring role. The results show that the expectations have negative consequences for the individual prison guard in terms of emotional strain guard and they also have to go against their own values. Negative consequences also manifest themselves in terms of conflicts within the working group where we-against-them occurs.

The enduring question of why apparently ordinary individuals participate in the systemic perpetration of mass violence hallmarks genocide studies, and it arose yet again when the multifarious atrocities faced by civilians in the Yugoslav Wars of 1991–1995 were apparent. With explanations resting on notions of “ancient hatreds” having been denounced in favour of ones that emphasise the role of emotions like fear and resentment, ethnic myths and symbols, and competition on group and individual levels of society, there remains some issues with these approaches; they cannot account for what motivates variations in behaviour by on-the-ground perpetrators nor can they describe the process by which violence develops in tandem on micro- and meso-levels, while still accommodating macro-level causes for conflict. In this thesis, symbolic interactionist and social constructivist theories of social roles and social norms are applied in the search for finding the motives for violent behaviour by perpetrators in the Yugoslav Wars of 1991–1995 to establish a more complete understanding the dynamics of individual decision-making and collective action in the context of violence. A directed qualitative content analysis is conducted of testimony provided by twenty-nine on-the-ground perpetrators and by select witnesses. This testimony was collected from the Hugo Valentin Centre’s database of court transcripts from the International Criminal Tribunal for the Former Yugoslavia. The research revealed that the (dis-)organisation of the perpetrating groups’ social structures, as well as the presence, or lack thereof, of both role strain and role conflict were deciding factors in motivating violent behaviour.

No description available.

No description available.

The purpose of the study has been to explore how professionals in the field of social work view professional licensure. Through semi-structured interviews, we have explored their reflections and opinions on the potential of professional licensure, their perceptions of their work, and how they believe licensure could affect their area of work in relation to professional status. The results are presented based on a qualitative content analysis, and the responses indicate that professional licensure is expected to raise the status of social workers in society. The study presents the complexity of the social work profession’s field, where boundaries are often seen as diffuse externally. This is demonstrated from the study's results and previous research around the difficulties of implementing uniform professional licenses. The interviewees also emphasize the importance of social work education for the exclusivity of the profession, where a stronger connection between practice and theory may be suggested to strengthen the profession’s legitimacy.  Another significant finding is the central role of social workers for the welfare and well-being of society. Although the social work profession can sometimes be perceived negatively by the public, partly due to media portrayal, the study points out that there is a need for the public to gain an improved understanding of social workers’ roles and competences. The study's findings indicate that this could strengthen the profession's legitimacy and status. Even though there is strong support for professional licensure for social workers, challenges also emerged regarding its implementation. Some interviewees felt that licensure should be limited to specific work roles and tasks, especially those involving the exercise of authority. Others expressed concern that the introduction of licensure could lead to even more fragmented professional identities. In conclusion, the study shows the collective support for professional licensure for social workers yet emphasizes the challenges that must be addressed in such a process for the implementation of licenses.

This study focuses on the mechanisms of women behaviour in salary negotiation, inparticular the counter-stereotypical gender dilemma, a concept this study develops. The dilemma is based on a conflict between the woman role (with characteristics such assubmissiveness, friendliness and communality) and the negotiator role (with conflicting male characteristics such as being strong, being dominant, being assertive and being rational) and is defined as the dilemma of whether to act in accordance to the gender stereotypical role or counter the stereotypical gender role in salary negotiations. The purpose of this study is thus to deepen the understanding of women behaviour in wage negotiations and in the long run contribute to pay equality between men and women. The research question is: how do women experience the counter-stereotypical gender dilemma when deciding salary claims in salary negotiations? 12 women working in white collar – female dominated professions were interviewed. The findings showed that women experienced salary negotiations as in conflict with their sense of self, this sense of self included many characteristics of the stereotypical woman role. This conflict caused women to lower their salary claims as they found high salary claims to be in conflict with who they are. The participating woman also expected backlash for going outside the woman role and claim high salary, this also caused women to lower their salary claims. However the findings also showed that women developed strategies to deal with this dilemma and contexts that mitigated the dilemma where identified.

The background of this study derives from the fact that the auditing sector is characterized by excessive workload, psychological ill-health and high staff turnover. Prior research emphasizes the effects on chartered accountants, auditing quality and organizational consequences. The purpose of this study is therefore to examine junior auditor’s individual well-being, hence the research question: What is the relationship between workload, role conflict and role ambiguity together with psychological well-being of junior auditors? Cooper and Marshalls theory of occupational sources of stress is the basis for this study and the research model originates from Jones, Norman and Wier. A survey was sent to 201 junior auditors in Stockholm working within Big Four, furthermore, to answer the research question at hand, hypothesis testing is applied. Results of this study shows that work overload is the most prominent of the examined variables, but psychological ill-health could possibly derive from other non-studied factors. Conclusively, the study shows that junior auditors neither experience role conflict or role ambiguity, and therefore, solely workload has a negative effect on occupational stress and psychological illhealth. Further researchers should conduct a qualitative study in order to gain greater understanding of the individuals, but also to examine whether other variables can affect junior auditors. / Bakgrunden till denna studie är att revisionsbranschen präglas av hög arbetsbelastning, psykisk ohälsa och personalomsättning, där tidigare forskning lagt stor vikt vid att undersöka auktoriserade revisorer, revisionskvalitén och organisatoriska konsekvenser. Syftet med denna studie är därmed att lägga fokus på juniora revisorers individuella välbefinnande, och således blir forskningsfrågan: Hur ser sambandet ut mellan arbetsbelastning, rollkonflikt samt rolltvetydighet och juniora revisorers psykologiska välbefinnande? Teorin som ligger till grund för detta arbete är Cooper och Marshalls teori om källor till arbetsrelaterad stress, och forskningsmodellen som används i denna studie är en modifiering av Jones, Norman och Wiers. En enkät skickades ut till 201 juniora revisorer inom Big Four och 60 svar erhölls, för att kunna besvara forskningsfrågan tillämpades hypotesprövningar. Resultatet visar att arbetsbelastning är den mest betydande av de undersökta variablerna, dock kan försämrat psykologiskt välbefinnande även föranledas av andra faktorer som inte undersöks i denna studie. Slutsatsen är därmed att juniora revisorer varken upplever rollkonflikt eller rolltvetydighet, och studie har således funnit att endast arbetsbelastning påverkar den arbetsrelaterade stressen och det psykologiska välbefinnandet negativt. Förslag till vidare forskning är att utföra kvalitativa studier för att uppnå en djupare förståelse av individen, men även studera andra faktorer som kan påverka de juniora revisorerna.

Evidências empíricas contábeis não só destacam o papel do controller nas empresas, como também salientam situações organizacionais que criam tensões como conflito e ambiguidade de função. Nesse contexto, esta pesquisa tem como objetivo identificar com que intensidade o conflito e ambiguidade de função percebida pelos controllers brasileiros incidem sobre a satisfação no trabalho. A amostra foi composta por 114 controllers das maiores empresas do Brasil segundo a base de dados da revista M&M. A coleta dos dados foi viabilizada por meio de questionário online. O instrumento utilizado para a mensuração das variáveis conflito e ambiguidade de função foi o desenvolvido por Rizzo et al (1970), e, para satisfação no trabalho, foi utilizado Job Satisfaction Index apresentado no trabalho de Tarrant (2008). Para a análise dos dados, foi utilizada a técnica de modelagem de equações estruturais (SEM-PLS) bem como estatísticas descritivas. Não foram rejeitadas as duas hipóteses de estudo, demonstrando, com base em evidências estatísticas, que o conflito e a ambiguidade de função são percebidos pelos controllers brasileiros e, de fato, incidem negativamente sobre a satisfação no trabalho. Ademais, a amostra sustenta que o conflito de função afeta menos a satisfação no trabalho do que a ambiguidade. Além disso, os dados suportam que a falta de clareza sobre os objetivos e responsabilidades do controller acarretam em maiores níveis de ambiguidade de função e que o conflito percebido, aumentava em situações nas quais o executivo tinha que ignorar ou deixar de considerar uma regra ou política organizacional a fim de desempenhar alguma das suas funções. Finalmente, foi constatado que, apesar dos controllers perceberem esses dois tipos de tensão, em geral, eles se sentem satisfeitos com sua atual situação de trabalho. Uma das situações que menos contribuiu para a satisfação no trabalho dos controllers brasileiros foi a remuneração. / Empirical accounting evidences not only highlight the role of the controller in the companies, but also emphasize organizational situations that create stresses like role conflict and role ambiguity. In this context, this research aims to identify in what extent the role conflict and role ambiguity, perceived by Brazilian controllers, have an affect on job satisfaction. The sample comprised 114 controllers of the largest companies in Brazil, obtained from M&M magazine database. Data collection was conducted through a online questionnaire. The instrument used to measure the variables role conflict and role ambiguity was developed by Rizzo et al (1970), and to job satisfaction, was used the Job Satisfaction Index presented on Tarrant\'s (2008) work. We used the technique of structural equation modeling (PLS-SEM) as well as descriptive statistics for data analysis. The two study hypotheses were not rejected, demonstrating, based on statistical evidence, that role conflict and role ambiguity, perceived by Brazilian controllers, surely affect negatively on job satisfaction. Moreover, the sample sustains that the role conflict function affects less job satisfaction than role ambiguity. Furthermore, the data supports that the lack of clarity about the controller\'s goals and responsibilities, lead to higher levels of role ambiguity, and the perceived conflict increased in situations where the executive had to ignore or fail to consider a rule or organizational policy in order to perform any of its functions. Finally, it was found that despite the controllers realize these two types of stress, in general, they feel satisfied with their current employment situation. One of the situations that less contributed to the Brazilian controllers\' job satisfaction was the remuneration.

Som socialarbetare behöver man både kunna hålla huvudet kallt och samtidigt ha ett varmt hjärta. Att drivas av viljan att hjälpa samtidigt som lagar och regler styr stora delar av arbetet kan skapa konflikter i yrkesrollen. Denna uppsats lyfter de splittrade rollerna. Studien syftar till att undersöka socialarbetares upplevelser av rollen som myndighetsperson och rollen som hjälpare i det sociala arbetet samt hur dessa roller påverkar mötet med klienten samt hur makten i myndighetsrollen påverkar hjälparrollen och mötet med klienten. För att ta reda på socialarbetarnas upplevelser genomfördes fem semistrukturerade intervjuer. Faktorer som undersökts är förhållandet mellan rollerna, rollkonflikter, hantering av rollkonflikt samt vilken makt som finns i rollerna. Resultatet har analyserats med begreppen pastoralmakt och caring power. Studien visar att samtliga informanter beskriver att de upplevt motstridigheter mellan rollerna samt att balansen mellan makt och hjälp är komplex. Alla informanter beskriver att de olika rollerna påverkar mötet med klienten men trots det verkar detta många gånger vara oreflekterat hos socialarbetare. / As a social worker, you need to think with a cool head while having a warm heart. Driven by a will to help, but faced with laws and regulations that can lead to conflicts between the professional and governing body. This study has been put in place to examine this relationship from the social workers point of view. This qualitative study aims to examine social workers experiences of power in “the authority role” and how that power affect “the helper role” within social work. We also want to investigate how these roles affect in meeting with the client. In order to understand the social workers experiences semi-structured interviews were made with workers within this department. The main focus was to exam how the specified roles affect the meeting with clients. Factors examined are: The relationship, conflicts, management and power between the roles. In the analysis of the result, the concepts of pastoral power and caring power have been used, and thus lift the social workers view of power and help. The study shows that all informants experienced contradictions between the roles and that the balance between power and help is complex. However, the study also shows that the subject is relatively unreflected by the social workers.

Work-life balance is a dilemma for both men and women. However, the perspective of men on this issue has not been previous addressed. Work intensification and societal pressures cause men to work longer, harder, and cope with the stressors of multiple role conflicts and work-life imbalance. The purpose of this phenomenological study was to explore men's lived experience in managing multiple roles regarding work-life conflicts, and identify coping strategies they used to achieve a work-life balance. The research questions were related to the lived experiences, perceived causes, and coping strategies of work-life imbalance for men in the aerospace industry. The study was based on the theoretical construct of Maslow's and Herzberg's motivation theory. The modified Van Kaam method was used to analyze data from interviews with 20 men. The findings of the study revealed 6 themes: recreation, regain composure, set priorities and goals, good stewardship, time management, take chances, and utilize resources. These 20 men desired more out of life than just a career and more out of their career than just compensation; they wanted the ability to balance the demands of life and high expectations set for themselves that caused them stress and drained them of their energy. Unless accommodations are made, these men may continue to experience challenges balancing multiple life roles. Organizations should develop or modify policies and programs to ameliorate conditions that exacerbate work-life conflicts for employees, especially men. The implications for positive social change include the potential to educate managers, business leaders, and policy makers on the importance and mutual benefit of supporting the work-life needs of all employees regardless of gender.