Purpose: The aim of the study is to analyse why the socialworker at the socialservices havn’t implemented the perspective of woman as subordinate and men as superior. Questions: Is the perspective of woman as subordinate and men as superior significant for the socialworker? Is the organisation, colleagues or de individuals thought structure of importance when it comes to implement the perspective? Does the socialworkers view of the clients as victims have an impact on the fact that the perspective has been given interest?  Method: Critical case study. Flexible design; The study is based on interviews with socialworkers and study of documents and statistics Conclusion: One of the central findings of the field study was that the implementation of the perspective of woman as subordinate and men as superior was of no use for the socialworkers as they saw it. The findings showed that the definition of a victim was not used or that they were unconscious that the definition of a victim did affect them in their work. The possibilities for the organisation to learn is of  importance for the implementation of the perspective of woman as subordinate and men as superior. Finally the results showed that in some way their work was influenced not only of the definition of the victim but also indirect of the perspective of woman as subordinate and men as superior.

Organizational justice literature indicates that high quality relationships will result in more favorable treatment of the individual. However, little has been done regarding how relationships with the supervisor (i.e., ingroup/outgroup identification, leader-member exchange, and guanxi: a Chinese concept for interpersonal relationship) can influence the effects of organizational justice on employees’ job satisfaction, organizational commitment, trust in the supervisor, and trust in the organization. Thus, the first purpose of this dissertation is to examine how different relationships with the supervisor influence the effects of organizational justice on individual and organizational outcomes. Further, most of the current research on organizational justice is done in the U.S. culture. But, there is still doubt that employees recognize principles of justice the same across all cultures, and that organizational justice would have the same consequences on affected employees. The second purpose of my dissertation is to investigate how the relationships between organizational justice and its consequences vary among employees with different cultural values, specifically in the U.S. and China. Finally, I explore the potential three-way interaction of relationships with supervisors, cultural values, and organizational justice on key outcomes. Specifically, I hypothesized that supervisor-subordinate relationships and cultural values will each separately moderate the effects of organizational justice on outcome variables. In addition, I hypothesized that there will be joint moderating effects of supervisor-subordinate relationships and cultural values on the influence of organizational justice. Data were collected from the U.S. and China to test the hypotheses of the present study. Results from hierarchical linear regression showed that only a small percent of hypothesized effects was significant and there was no strong evidence to support hypotheses. However, there were also some interesting results. LMX, guanxi, and ingroup identification all exhibited some extent of moderating roles on the effects of organizational justice, suggesting a multi-dimensional supervisor-subordinate relationship. Cultural values did not show much moderating effects as predicted. Threeway interactions among organizational justice, supervisor-subordinate relationships, and cultural values were more complex and did not show a consistent pattern. Possible explanations for these results and limitations were discussed. Contribution to the literature, practical implications, and future research were also addressed.

The first aim of this work is to describe the subordinate implicit clauses in Italian and in French and to compare the structures of these clauses in both languages. The second aim is to examine the use of the subordinate clauses formed with gerund in Italian and in French in a corpus of journalistic texts. The work is divided into a theoretical and a practical part. At the beginning, the theoretical part includes an explanation of some notions and a short description of the morphology and syntax of the non-finite verb forms in Italian and in French. A larger part of the work is then dedicated to the description of the subordinate implicit clauses in Italian and in French. The practical part contains an analysis of the subordinate gerund clauses in both languages. The corpus analysis is conducted using the corpus InterCorp and its aim is to examine the frequency, the semantics and the function of gerund in Italian and in French in journalistic texts.

Master of Arts / Department of Communication Studies / Gregory Paul / Over the last decade, people have been able to access and use the Internet quickly and easily though several types of advanced technologies. Social networking sites (SNS) have attracted millions of users from all over the word and have become a part of their social and work lives. As the most popular SNS, Facebook.com has been leading the SNS market with 1.86 billion monthly active users (Facebook, 2017). Facebook has also been adopted by workplaces. Individuals in the workplace use Facebook for several reasons, such as staying in touch with colleagues. This integration of SNSs into people’s work life has led to personal and professional boundaries being blurred and created privacy dilemmas. This study examines factors that influence subordinate’s willingness to accept a Facebook friend request from their supervisor, using the theoretical lens of communication privacy management (CPM). Overall, 231 individuals who have a Facebook account and work at either a full-time or part-time job completed an online survey. A positive relationship was found between subordinates’ willingness to accept a Facebook friend request from a supervisor and subordinate communication satisfaction with a supervisor. This study’s results indicate that alterations in Facebook content, and being more open through privacy management practices do not predict subordinates’ willingness to accept supervisors’ Facebook friend request. Further, subordinates’ communication satisfaction with their supervisor did not influence subordinates’ content alterations of Facebook, such as deleting previously posted media content, wall posts, modifying profile information, or removing status updates. This thesis ends with a discussion of the implications of Facebook connections between subordinates and supervisors. This study also provides insights on the intersections of use of SNS, workplace use of SNSs, workplace relationships, and communication privacy management theory.

<p> This study was concerned with investigating the causes of supervisory style. To interpret certain dimensions of supervisory style, the superior-subordinate relationship was viewed as a role system. Four dimensions, which are empirically identified but theoretically related to essential conditions of role systems, were investigated: production orientation, worker orientation, closeness, and time allocation. It was argued that while the way a supervisor performs his role may vary along these dimensions, the range of variability is constrained by the social structure and technology of the work place and the background characteristics of the supervisor himself. The general hypothesis of the study was that supervisory style is the product of the interaction of these three factors. </p> <p> Interviews were conducted with 114 first-line supervisors in seven industries to assess the effect of these factors. A "transitional model" that involved age as a significant variable influencing the closeness of supervision was developed. Three age groups (23-39, 40-49, 50-62) were considered as three periods - initial, transitional, and mature, in correspondence with each age group - which a foreman goes through. In each period the foreman responds to different influencing factors in his environment, so that his supervisory style changes. Two explanations were considered: a "maturational" and a "job security" explanation. </p> <p> It was also found that most supervisors tend to be almost equally production-oriented and worker-oriented. The nature of production in industry, preference of recruitment, and role conflict experienced by the supervisors were cited as explanations.</p> <p> Support was found for the hypothesis that time allocation is influenced by technological factors. Planning and the general increment of paper work caused by technological advancement were considered as reasons accounting for this finding.</p> / Thesis / Doctor of Philosophy (PhD)

Within research regarding superior-subordinate conflict there is noticeable variation. Scientists have found different answers to the question: what causes superior-subordinate conflicts in the workplace. A literature-study was conducted to examine the different scientific studies in the area and try to find a conclusion to what causes the variation and how it affects how one views the social phenomena that is superior-subordinate conflicts. The results indicate that (1) depending on theoretical standpoint the responsibility for the conflict is shifted. (2) Depending on methodical preference the conflict is more or less likely to be viewed as collectively created. In addition to this a Marxian perspective was added in an analytical discussion. Showing that using this theoretical standpoint conflicts can be portrayed as something positive.

Master of Arts / Department of History / Charles Sanders / This thesis examines the relationships of Ulysses S. Grant and four of his subordinate generals. Ultimately, it is a command study of General Grant that analyzes how he managed his subordinates. The four individuals that this thesis examines are John Alexander McClernand, John Alexander Logan, James Birdseye McPherson, and Gouverneur Kemble Warren. These individuals provide an excellent balance between professional generals from West Point and volunteer generals with political backgrounds. The survey also balances the degrees of success experience by the four subordinates. The thesis traces each subordinate general during the Civil War, their relationship with Grant, and evaluates Grant’s management of each individual. Finally, the thesis identifies certain characteristics that Grant sought in a subordinate general. Taken as a whole, the thesis provides several lessons on the politics of the Union Army’s command structure during the Civil War, thoroughly covers the experiences of each individual subordinate while serving under Grant, and offers valuable insight on the overall generalship of Ulysses S. Grant. The thesis concludes that Grant was an effective manager of his subordinate generals and that his management also transcended his personal preference of West Point graduates. The thesis also identifies proper subordination, aggressive command style, the ability to effectively and efficiently carry out his orders, and trustworthiness as the qualities that Grant sought in his subordinates.

The purpose of the study was to investigate the effectiveness of the superordinate and subordinate words as mediators in mediate association learning across three different age groups in the A-B, B-C, A-C mediation x paradigm. The effects of sex difference, high and low levels of associational fluency, as well as a type of pre-training which was done by requiring subjects to create associations to the mediating B terms, were considered. The subjects used were, 50 fourth graders (22 boys and 28 girls), 54 seventh graders (26 boys and 28 girls), and 51 tenth graders (22 boys and 29 girls), for a total of 155 students. Each group of subjects was divided into high and low associational fluency groups using the cutting point. The high and low associational fluency groups were divided further into two groups each using the odd-even method on the ranks on the associational fluency scores. Prior to the mediate association learning task, one group received the pre-training procedure while the other received the no-pre-training procedure where each subject was simply required to write a short story. The learning materials consisted of superordinate and subordinate words, and high association value nonsense syllables. Two sets of A-B, B-C, A-C, mediate association learning task were constructed using superordinate words as B terms in one set and subordinate words as B terms in the other, while the same nonsense syllables were used as the A and C terms in both sets. Each set of the learning task consisted of two 12 paired-associate lists, half of which was used as the experimental pairs with the other half as the control pairs. Each list of paired-associates was presented one pair at a time for five seconds for seven trials. Each subject received both sets of the learning task and served as his own control. The multiple-choice method was used to measure the amount of mediation. The results of the experiments were as follows: Mediation was obtained with both the superordinate and subordinate words as mediators when subjects in the fourth, seventh and tenth grades were each treated as a single group, with the exception of the fourth grade group when the superordinate words were used as mediators. In general, when subjects were treated on the subgroup basis, mediation was obtained increasingly with age. The pre-training method was not superior to the no-pre-training (control) method in producing mediation. In fact, on the seventh grade level with superordinate words as mediators, the pre-training group was inferior to the control group in producing mediation. Superordinate words were not more effective mediators than subordinate words. There was a trend which indicated that subordinate words were more effective mediators than the superordinate words with the increasing age of subjects, especially among female subjects. There was no clear-cut evidence that the high associational fluency level enhanced the occurrence of mediation more than the low associational fluency level when the superordinate words and subordinate words were used as mediators. It was found that age had a definite effect on mediation. The amount of mediation produced occurred increasing with age, at least for the three grade levels compared. There was no sex difference on mediation produced superordinate words as mediators. But with the subordinate words as mediators there were sex difference effects on the amount of mediation produced in favor of female groups on the fourth and tenth grade levels. In conclusion, the results of the study were in agreement with the majority of the findings reported in the literature on mediate association experiments that mediation could be experimentally produced. The superordinate words and subordinate words proved to be about equally effective as mediators and their effectiveness increased with the increasing age of the subjects.

The issue of corporate social responsibility (CSR) is a highly prominent on the international business stage. CSR is present in almost any organization regardless of its size or the industry in which it is operating. This thesis aims to examine the unconventional link of CSR and employee work motivation, considering how prominent the issue is today. It seeks to explore employee awareness of the issue in the workplace and its influence on motivation of employees on both managerial and subordinate levels.Interviews and surveys were conducted among employees from a variety of departments in organizations that are highly involved with CSR. The goal was to learn about the influences that CSR has on the individuals who have a close connection with it and predict whether making more emphasis on social responsibility in organizations could have a practical benefit resulting in an increased employee motivation. The analysis of the findings showed that CSR can indeed contribute to increased employee motivation. Training and development programs based on CSR can have a positive effect on motivation of employees with some dependency on several factors: level of intrinsic motivation, initial interest in and the level of awareness about CSR and/or the presence of needs of achievement and affiliation.

The thesis deals with the hypothetical concessive clauses and hypothetical comparative clauses in the present-day French and its subsequent comparison with Czech. The aim of this comparative work is to find the expressive means of the hypothetical concessive and hypothetical comparative clauses in the present-day French and compare them with their expressive equivalents Czech by using the InterCorp corpus. The thesis is divided into two main parts: theoretical and practical. The first one, theoretical part defines and describes basic concepts and divisions by using specialized literature. It proceeds from the general description from the clause to the hypothetical concessive and hypothetical comparative clauses. The second, practical part consists of the analysis of the French expression means of the hypothetical concessive and hypothetical comparative clauses in the InterCorp corpus, and subsequent by qualitatively and quantitatively processing of their Czech equivalents.