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Stressful workplace relationships, such as abusive supervision, social undermining, and victimization, are rampant in the workplace, presenting serious challenges to individuals and organizations. This research attempts to shed new light on factors that lead to an individual experiencing a stressful relationship at work. Using a mixed methods approach, I assess a number of relationship dynamics by evaluating these relationships both from the perspective of individuals who may be the target of stressful relationship behaviors, as well as individuals who may be actors driving the stressful relationship. I first use a qualitative approach in Study 1 to get a broad sense of these relationships, including how these relationships come about, traits and behaviors of each party, coping strategies, and various outcomes. Based on this study's conclusions, and in concert with existing theories and research, I then conduct a quantitative study to specifically look at a number of factors that lead to a stressful relationship. Focusing on supervisor-subordinate dyads, Study 2 examines how supervisor behaviors are related to perceptions of subordinate arrogance, and how specific supervisor behaviors impact subordinates on both personal and professional levels. This study will also examine whether subordinate self-determination mediates the relationship between supervisor behaviors and subordinate outcomes. This research addresses a number of gaps in the literature, including: a) how perceptions of another individual motivate stress-causing behaviors, b) how perceived behaviors of one individual contribute to another (target) individual experiencing a stressful work relationship, and c) the role target self-determination plays in the relationship between actor behaviors and subordinate outcomes.

Doctor of Philosophy / Department of Psychology / Clive J. A. Fullagar / Interpersonal conflict has remained a pervasive and important issue in all organizations. Despite the prevalence of workplace conflict and high individual and organizational costs, hypotheses regarding the effects of operationalizing work conflict in different ways have been largely ignored and only indirectly investigated. Study 1 experimentally examined the extent to which the process of conflict resolution was affected by context (i.e., definitional differences). Results from 507 college student participants indicated that felt conflict was manipulated by subtly changing the definition of work conflict used in survey instructions. While the manipulation was somewhat effective, the effect size was weak. Ultimately, students’ perceptions about what the conflict was about directly predicted conflict intensity, frequency, efficacy, and some resolution preferences. Results from Study 1 help refute recent criticisms that operationalizing work conflict in different ways has created a fragmented literature base, and allowed for Study 2 to move away from measurement and design issues to the more pragmatic concern of investigating the newly established and important concept of conflict efficacy, including its antecedents and consequences. Although self-efficacy is one of the most popular constructs in psychology, little research has examined conflict efficacy, or one’s assessment of their ability to resolve interpersonal conflicts. Study 2, a cross-sectional study, tested a model in which conflict efficacy (CE) was the central research variable. Study 2 attempted to establish conflict resolution skills, mastery experiences, vicarious experiences, physiological arousal, and verbal persuasion as antecedents of CE, and negative interactions at work and positive social relationships at work as key outcomes of CE. Results from 137 college students indicated that the hypothesized sources of conflict efficacy were actually better predictors of positive work relationships than either task or domain CE. Negative interactions at work and positive social relationships were predicted by task CE. In addition, frequency of negative work interactions was found to moderate the effect of conflict avoidance preference on work relationships such that avoiding was negatively related to positive work relationships when the individual experienced frequent negative interactions at work, but non-significantly related when relatively less negative interactions at work were experienced.

[pt] As constantes mudanças organizacionais provocadas pela tecnologia da informação e pelo aumento da competitividade global implicam em transformações profundas nas relações de trabalho. Nas grandes empresas, é clara a intensificação da prática da terceirização do setor de TI para empresas especializadas na prestação de serviços em tecnologia. Isso faz com que o profissional de TI terceirizado passe a se relacionar diretamente com duas empresas: a contratante e a contratada. O presente estudo tem como objetivo analisar como este indivíduo constrói o seu contrato psicológico com essas empresas e como ele percebe a sua situação no novo contexto do mercado de trabalho. Para tal, foram realizados estudos de caso em três empresas de atuação nacional que contratam este tipo de serviço em TI. Utilizou-se o método de pesquisa qualitativa com a realização de entrevistas semi- estruturadas com os profissionais de TI terceirizados em tais empresas. Nos resultados observou-se que o contrato psicológico é moldado por fatores que vão além dos limites do vínculo empregatício, sendo influenciado, entre outros aspectos, pelas forças do mercado, pelo contexto de vida pessoal, e pelo grau de identificação do indivíduo com as duas empresas. / [en] The continuous organizational changes caused by information technology and by the increase in global competition entail deep transformations in work relationships. The IT sector of large companies are increasingly resorting to outsourcing these services from IT specialized firms. It makes the outsourced IT professional deal directly with two firms: the contractor and the contracted. The present study aims at analyzing how this individual develops his psychological contract within these two firms, and how he becomes aware of his situation in a new labor market context. To this end, case studies were carried out in three companies operating domestically. The qualitative research method was used for effecting semi-structured interviews with outsourced IT professional in such firms. Results showed that the psychological contract is molded by factors other than the limits of the employment contract. For example, such factors as market forces, one´s personal life, and the degree of individual identification with both firms.

Žmogaus teisės – esminė šiuolaikinės civilizacijos vertybė. Viena iš tokių vertybių yra darbuotojų teisė į informavimą ir konsultavimą grupės darbuotojų atleidimo atveju. Darbuotojų teisė į informavimą ir konsultavimą atleidimo atveju susijusi ir su socialinėmis, ekonominėmis asmens teisėmis, todėl informavimas, konsultavimas privalo būti įgyvendinami laiku kaip turintys įtakos užimtumo politikai. Darbuotojų teisė į informavimą ir konsultavimą grupės darbuotojų atleidimo atveju yra reglamentuota tiek nacionaliniu lygiu (LR DK, Lietuvos Respublikos užimtumo rėmimo įstatymas ir kt.), tiek tarptautiniu lygiu (Tarybos direktyva 98/59/EB, TDO konvencija Nr. 158 „Dėl darbo sutarties nutraukimo“, Tarybos direktyva 2001/23/EB ir kt.). Šiame darbe yra siekiama išanalizuoti ir nustatyti įstatymais ir kitais teisės normų aktais įtvirtintas teises į informavimą ir konsultavimą grupės darbuotojų atleidimo atveju. Darbas buvo rašomas remiantis lietuvių ir užsienio moksline literatūra, įvairiais teisės normų aktais, teismų praktika, internetinėse teisinėse sistemose pateikta informacija. / Human rights are the basic value of nowadays civilization. One of the values is employees’ of the group right to information and consultation on discharge from employment. The right to information and consultation on discharge from employment is related to person’s social, economic rights; therefore, information and consultation must be enforced on time because it has some influence on employment policy. The right to information and consultation on discharge from employment is regulated on national level (Labour Code of the Republic of Lithuania, Law of the employement promotion of the Republic of Lithuania, etc.) and international level (Council directive 98/59/EB, Convention of International Labour Organization No. 158 “On breaking work contract”, Council directive 2001/23/EB, etc) The present work seeks to analyze and determine the right to information and consultation on discharge from employment established by laws and other legal acts. The present work is based on Lithuanian and foreign scientific literature, various legal acts, practice of courts, and information presented in on-line legal systems.

Due to a demographic change in today’s society, it often occurs that people from different generations cohabitate in workplaces with each other. Due to this change, we observe a re-orientation of society and its beliefs and values, which affects not only organizations themselves, but also the work relationship between younger and older generations and explicitly the relationship between a leader and a follower. Generational diversity evolves, which can have a positive but also a negative impact on the workforce in organizations. The aim of this master thesis is to give an insight of how generations experience their leader-follower relationships in multigenerational workplaces, on the example of Millennials and Baby Boomers. For this purpose, a tendency to an inductive research approach was chosen. Firstly, a theoretical background is comprised, which includes a description of generations as well as leader-follower relationships. Secondly, a qualitative empirical study was pursued, with interview participants of the Millennial as well as Baby Boomer generation, in either leading or following positions. Based on the empirical data, nine areas of experience were discovered. These include open communication connected with honesty, work climate, mindset towards change, learning from each other, appreciating each other, respect, trust, intensity of relationship and preconceptions. The experiences of Millennials and Baby Boomers in leading as well as following positions can be categorised in these areas. The findings shall serve as a contribution for leaders as well as followers who cohabitate with each other in multigenerational workplaces. The study provides an insight of what Millennials and Baby Boomers value and expect in their workplace today, with the help of which a positive work climate can be ensured.

Made available in DSpace on 2015-04-11T13:41:29Z (GMT). No. of bitstreams: 1 Dissertacao - Denison Silvan Menezes da Silva.pdf: 464090 bytes, checksum: 6ef0590e833f6668ff79621fda712bd2 (MD5) Previous issue date: 2009-10-08 / FAPEAM - Fundação de Amparo à Pesquisa do Estado do Amazonas / This study makes an approach to company Mineração Taboca, especially with to the subject of work and employment relationships experienced by pioneer workers of Pitinga. The 1980s is the background of this study that verify how much workers were faced with authoritarian power relations at the workplace, an emphasis on its political organization in Pitinga mine, located in Presidente Figueiredo, Amazonas. It s all about extractive industry workers that work in mine owned by Taboca Mining, a company founded in early 1980. The study assumes the contribution of qualitative approaches, using techniques of interview semi-structured, implemented with a sample of 12 workers. The whole course of the work is illuminated by the methodological perspective of history from below, proposed by Thompson, to bring relief to the life stories of the social subjects of low social status. We analyzed the expansion of capital in the Amazon and its development in large projects in the Amazon, which negatively impacted the environment and life of traditional peoples, while showing that the disciplinary authority has caused extreme difficulties in the relationship between the mining company and the workers. The research reveals that the trade union was about as subservient to the bosses, in view of the union leader and tied to employer power. It shows that the process of forming a union alternative in 1990 occurred organically and through the base, which, however, annulled by the courts direct influence of the mining company. Notes, finally, that despite the difficulties encountered during work activities in the 1980s the pioneering work of Pitinga somehow managed to make her future, currently living in relative well-being. This study is of fundamental importance as it could be in a document to support strategies for worker s action with the government, and contribute new approaches to raise this issue not yet explored. / Este estudo realiza uma abordagem sobre a empresa Mineração Taboca, especialmente no que se refere ao tema do trabalho e das relações de trabalho vividos pelos trabalhadores pioneiros do Pitinga no âmbito dessa empresa mineradora. A década de 1980 é o recorte temporal desta pesquisa, que tem o propósito de verificar em que medida os trabalhadores se depararam com relações de poder autoritárias no âmbito laboral, dando relevo à sua organização política na mina do Pitinga, localizada no município de Presidente Figueiredo, no Amazonas. Trata-se dos trabalhadores extrativistas industriais que desempenharam função na mina do Pitinga de propriedade da Mineração Taboca, empresa fundada no início da década de 1980. A pesquisa assume o aporte das abordagens qualitativas, com uso de técnicas de entrevista do tipo semi-estruturado, aplicada junto a uma amostra de 12 trabalhadores. Todo o percurso do trabalho é iluminado pela perspectiva metodológica da história vista de baixo, proposta por Edward Palmer Thompson, que busca dar relevo às histórias de vida dos sujeitos sociais de baixo status social. Procuramos analisar a expansão do capital na Amazônia e seus desdobramentos nos grandes projetos amazônicos, que impactaram negativamente o meio ambiente e a vida das populações amazônicas, mostrando ao mesmo tempo que o poder disciplinar causou extremas dificuldades na relação entre a empresa mineradora e os trabalhadores. A pesquisa revela que a organização sindical se deu de forma subserviente aos patrões, na perspectiva do sindicalismo pelego e atrelado ao poder patronal. Revela que o processo de formação de um sindicato alternativo, em 1990, ocorreu de maneira orgânica e pela base, sendo, no entanto, anulado na Justiça por influência direta da empresa mineradora. Constata, que apesar das dificuldades enfrentadas durante as atividades laborais na década de 1980 os trabalhadores pioneiros do Pitinga conseguiram de certa forma superá-las, vivendo atualmente em relativo bemestar. Este estudo assume fundamental importância na medida em que poderá constituirse em um documento para fundamentar estratégias de ação dos trabalhadores junto ao poder público, além de contribuir para despertar novas abordagens neste tema ainda pouco explorado.

Made available in DSpace on 2017-07-10T17:55:40Z (GMT). No. of bitstreams: 1 2015Gilvana Machado Costa.pdf: 1309194 bytes, checksum: eec8e609dabcba3b39b9454aaeb26abf (MD5) Previous issue date: 2015-10-29 / This research aims to describe and understand the ways of living and working of the workers involved in production dynamics in the manufacturing sector. The survey covers the southwest region of Paraná, more specifically the city of Santo Antonio Southwest, for its changes in the production of clothing from the 1960s to the year 2013. Some of the workers have in their career working in the field and later industrial work. This experience shows striking changes, especially when they are followed by illness. This result is a form of work organization, pace, pressures and extended daily hours for overtime and poor working conditions. By analyzing the Journal of Beltrao circulating in the southwest region, narratives contradict the speech to some extent convincing. Therefore, the analysis set up in denunciation of these working conditions. Because in addition to not allow the worker to overcome the production process keeps subordinate. For this research it was necessary to the production and analysis of interviews with workers, two editions of the Journal of Beltrao, and Ipardes data / Esta pesquisa tem como objetivo descrever e compreender os modos de viver e trabalhar dos trabalhadores envolvidos nas dinâmicas de produção no setor de confecção. A pesquisa abrange a região sudoeste do Paraná, mais especificamente a cidade de Santo Antônio do Sudoeste, por suas mudanças na produção de vestuário dos anos de 1960 até o ano de 2013. Parte dos trabalhadores têm em sua trajetória o trabalho no campo e mais tarde o trabalho industrial. Tal experiência evidencia alterações impactantes, principalmente quando são seguidas de adoecimento. Este resultado se deve a forma de organização do trabalho, o ritmo, as pressões e as jornadas diárias estendidas pelas horas extras e as condições precárias de trabalho. Ao analisar o Jornal de Beltrão que circula na região sudoeste, as narrativas contrapõem o discurso que, em certa medida convence. Portanto, a análise configurou-se em denúncia dessas condições de trabalho. Pois além de não permitir ao trabalhador a superação do processo produtivo o mantém subordinado. Para esta pesquisa se fez necessário a produção e análise de entrevistas com trabalhadores, duas edições do Jornal de Beltrão, além de dados do Ipardes

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