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Magister Commercii (Industrial Psychology) - MCom(IPS) / Empirical and anecdotal evidence suggests that organisations, including higher education institutions (HEI‘s) have a propensity to focus on extrinsic rewards as a main motivator that attracts and retains staff (Kubler & De Luca, 2006). Twenge, Stacy, Campbell and Hoffman (2010) maintain that work values represent people‘s expectations from the workplace. Studies performed to determine the impact of intrinsic work values, as opposed to extrinsic work values and rewards, indicate that the sustainable factors influencing long-lasting career choices can be found in the attainment of intrinsic work values (Kovach, 1987; Masibigiri & Nienaber, 2011). With respect to leadership behaviours, intrinsic work values and rewards are seldom considered when focusing on the factors that lead to attracting and retaining academic staff. Werner (2011) posits the view that an understanding of underlying work values of employees can assist in sound people practices to foster engagement and retention of staff. Aspects of intrinsic work values become more important in the context of literature relative to research done about younger generations, who have different expectations from leadership and different ideas of desired work cultures (Sujansky, 2010). Brown (2003), as cited by Patton and McMahon (2009 p.41), states that ―occupational tenure is partially the result of the match between the culture and work values of the worker, supervisor and colleagues‖. The alignment of leadership culture to strategies is therefore important (Rhodes & Mc Guire, 2009). Moreover, the alignment between desired organizational work values and perceived current work values is contended to influence the effective functioning of a workplace. The current research was undertaken based on a cross-sectional, quantitative survey approach which requested participants to select work values out of a pre-designed list of approximately a hundred possible work-related values as positioned in the vision and mission statements of the institution at which the research was undertaken. The results of the research indicate that the two younger groups of academic staff who were targeted in this research, accord importance to intrinsic work values which relate to meaningful and fulfilling work. An analysis of the trends which emerged from the data suggest that leadership and cultural aspects designed to support desired work values may influence successful attraction and retention of these younger generations for academic careers. These findings emphasise the importance for leadership to act in alignment with change needs of academic staff and their own stated vision and mission strategies. The results provide useful insight into the current and perceived work-related values and could be used to inform strategic debates within the HEI. Although tentative in nature, the findings provide a heuristic framework within which to align work-related values across generations of academics and serve as an impetus for future research.

This study aims to examine whether there has been a difference for female journalists in local newsrooms in terms of task assignments and workplace environment since the #MeToo movement. We investigated whether there has been a difference in their treatment at the newsrooms and whether their duties have changed. The study used field theory and gender theory together with previous research that supports it. The study used qualitative interviews where we interviewed four female journalists and two female editors at various media companies in smaller towns around Sweden. The interviews were designed after semi-structured interviews in order to examine and understand women journalists’ experiences. Our research questions were “How do female journalists perceive that their areas of coverage have changed?” and “How has the treatment of female journalists changed in local newsrooms since #MeToo?” The results of the study shows that the tasks have become more equal, this is for journalists who work in local editorial offices, as the smaller newsrooms do not have the same opportunity to divide the news into smaller coverage areas as the large newsrooms. The results also show that female journalists write about both “hard” and “soft” news, which is a change from previous studies. In terms of #MeToo, the movement has not brought about a big change in how female journalists are treated. It has become more of a difference in the awareness of what is acceptable behaviour and what is not. The participants in the study say that both male and female managers and colleagues think more often about how they are perceived by those around them. They think about how they behave and express themselves towards others.

Cette étude porte sur la culture de travail des femmes qui ont été à l’emploi du grand magasin Dupuis Frères de Montréal entre 1920 et 1960. Nous nous intéressons aux particularités du travail salarié féminin dans le domaine de la vente au détail au Québec, mais aussi à la nature et à l’évolution de cette culture de travail de même qu’à ses liens avec les changements qui surviennent à l’époque dans la construction des nouvelles normes de la féminité respectable. D’une part, notre but est de montrer que pour les travailleuses de Dupuis, leur emploi leur permet de gagner leur vie certes, mais aussi de l’agrémenter, de se divertir au moyen de loisirs organisés par l’entreprise et de créer des liens entre elles. À travers la culture de travail qu’elles y développent, ces femmes se créent une identité particulière. Nous soulignons aussi que Dupuis Frères, dans un esprit paternaliste, encadre de près ses employées et exploite leur culture de travail afin de s’assurer de leur loyauté et de maintenir sa bonne réputation auprès de l’opinion publique. D’autre part, nous cherchons à prouver que même si la culture des femmes à l’emploi de Dupuis au cours de cette période est largement influencée par la domesticité et l’idéologie des sphères séparées, caractéristiques de la féminité « traditionnelle » dominante, elle intègre néanmoins de plus en plus, surtout à partir de la Deuxième Guerre mondiale, de nouvelles dimensions plus « modernes » de la féminité qui ne remplacent pas l’idéal de la mère-ménagère, mais qui viennent plutôt s’y greffer et qui rendent, du coup, leur identité féminine plus complexe. / This study is about the work culture of the women who were employed by Dupuis Frères, a famous Montreal department store, between 1920 and 1960. We will focus on the features of this particular type of paid work, that is women’s work in retail in Quebec. We will also insist on the nature and evolution of that work culture and on the fact that it was influenced, during this period, by the transformations that occurred in the construction of new forms of respectable femininity. First, our goal is to show that these Dupuis Frères women employees didn’t work for the sole purpose of earning a living, but did also in order to live a more pleasant life, to entertain themselves by participating in leisure activities organized by their employer and to create new bonds among themselves. With this work culture that they developed, these women workers also created themselves a new particular identity. We also want to show that Dupuis Frères, with its paternalistic management, was controlling its employees and was exploiting their work culture to ensure the employees’ faith in them and maintain the company’s reputation. Second, we want to prove that even if the work culture of the women working at Dupuis Frères, during that period, was influenced by domesticity and the separate spheres ideology (features of the dominant « traditional » femininity), it was more and more incorporating, mostly from Second World War, new dimensions of a more « modern » femininity that were not replacing the mother-housewife ideal, but that rather were making their feminine identity more complex.

O objetivo deste trabalho é apresentar as formas adquiridas pela cultura do trabalho portuário avulso após o processo de modernização, ocorrido em 1993, ano de promulgação da Lei nº 8.630, que rege sobre a reforma portuária brasileira. O caso estudado é o Porto de Santos. O estudo levanta a hipótese que com a regulamentação da atividade sindical e a vinculação do trabalho portuário avulso ao sindicato (closed shop), fato ocorrido nos anos 1930, esta cultura passa a basear-se na figura da entidade sindical. O processo de regulação econômica e reforma do estado brasileiro, iniciado no Governo Fernando Collor de Mello, acaba com o closed shop e vincula o trabalho portuário a um órgão gestor de mão-de-obra. A lei aparece como marco, pois determina o fim do sistema de closed shop. Para análise da formação desta cultura utiliza-se a noção de experiência e o conceito de consciência de classe de E. P. Thompson e o conceito de habitus de Pierre Bourdieu. / The objective of this work is to present the forms acquired for the culture of the dock work after the process of modernization, occurrence in 1993, year of promulgation of the Law nº 8.630, that it prevails on the Brazilian port reform. The studied case is the Port of Santos. The study it raises the hypothesis that with the regulation of the syndical activity and the entailing of the dock work to the union (closed shop), fact occurred in years 1930, this culture starts to base in the figure of the labor union. The process of economic regulation and reform of the Brazilian state, initiate in the Government Fernando Collor de Mello, finishes with closed shop and ties the port work with a managing agency of man power. The law appears as landmark, therefore determines the end of the closed-shop system. For analysis of the formation of this culture it is used experience notion and the concept of class conscience of E.P. Thompson and the concept of habitus of Pierre Bourdieu.

O objetivo deste trabalho é apresentar as formas adquiridas pela cultura do trabalho portuário avulso após o processo de modernização, ocorrido em 1993, ano de promulgação da Lei nº 8.630, que rege sobre a reforma portuária brasileira. O caso estudado é o Porto de Santos. O estudo levanta a hipótese que com a regulamentação da atividade sindical e a vinculação do trabalho portuário avulso ao sindicato (closed shop), fato ocorrido nos anos 1930, esta cultura passa a basear-se na figura da entidade sindical. O processo de regulação econômica e reforma do estado brasileiro, iniciado no Governo Fernando Collor de Mello, acaba com o closed shop e vincula o trabalho portuário a um órgão gestor de mão-de-obra. A lei aparece como marco, pois determina o fim do sistema de closed shop. Para análise da formação desta cultura utiliza-se a noção de experiência e o conceito de consciência de classe de E. P. Thompson e o conceito de habitus de Pierre Bourdieu. / The objective of this work is to present the forms acquired for the culture of the dock work after the process of modernization, occurrence in 1993, year of promulgation of the Law nº 8.630, that it prevails on the Brazilian port reform. The studied case is the Port of Santos. The study it raises the hypothesis that with the regulation of the syndical activity and the entailing of the dock work to the union (closed shop), fact occurred in years 1930, this culture starts to base in the figure of the labor union. The process of economic regulation and reform of the Brazilian state, initiate in the Government Fernando Collor de Mello, finishes with closed shop and ties the port work with a managing agency of man power. The law appears as landmark, therefore determines the end of the closed-shop system. For analysis of the formation of this culture it is used experience notion and the concept of class conscience of E.P. Thompson and the concept of habitus of Pierre Bourdieu.

Organizations are looking for ways to have higher employee engagement and productive employees. A way that this may be accomplished is through Positive Organizational Behavior (POB) practices. There is a lack of knowledge surrounding the successes and failures of implementing a POB culture by human resource departments (HRDs). The purpose of this qualitative multiple case study design was to explore the influence POB practices have on HRDs. Specifically, the research helped to gain an understanding of how a POB strategy operates and affects HRDs. Items examined in the conceptual framework include a foundation in positive psychology theories and human resource (HR) theories. The elements of HRDs that can affect POB are culture, group dynamics, job design, and policies and procedures. The outputs of the system include employee morale, company profitability, employee productivity, and employee engagement. The research questions centered on discovering how HRDs achieve a POB culture based on their policies, procedures, funding, structure, and internal and external relationships. The research questions explored how a POB culture has affected the HRDs positively and negatively. Thirty-one participants' from13 different companies provided the data. The findings cause social change by providing HR professionals insight into POB practices that increase employees' job satisfaction, team productivity, and organizational profitability. The outcomes create social change by allowing individuals to have increased job and life satisfaction.

Cette étude porte sur la culture de travail des femmes qui ont été à l’emploi du grand magasin Dupuis Frères de Montréal entre 1920 et 1960. Nous nous intéressons aux particularités du travail salarié féminin dans le domaine de la vente au détail au Québec, mais aussi à la nature et à l’évolution de cette culture de travail de même qu’à ses liens avec les changements qui surviennent à l’époque dans la construction des nouvelles normes de la féminité respectable. D’une part, notre but est de montrer que pour les travailleuses de Dupuis, leur emploi leur permet de gagner leur vie certes, mais aussi de l’agrémenter, de se divertir au moyen de loisirs organisés par l’entreprise et de créer des liens entre elles. À travers la culture de travail qu’elles y développent, ces femmes se créent une identité particulière. Nous soulignons aussi que Dupuis Frères, dans un esprit paternaliste, encadre de près ses employées et exploite leur culture de travail afin de s’assurer de leur loyauté et de maintenir sa bonne réputation auprès de l’opinion publique. D’autre part, nous cherchons à prouver que même si la culture des femmes à l’emploi de Dupuis au cours de cette période est largement influencée par la domesticité et l’idéologie des sphères séparées, caractéristiques de la féminité « traditionnelle » dominante, elle intègre néanmoins de plus en plus, surtout à partir de la Deuxième Guerre mondiale, de nouvelles dimensions plus « modernes » de la féminité qui ne remplacent pas l’idéal de la mère-ménagère, mais qui viennent plutôt s’y greffer et qui rendent, du coup, leur identité féminine plus complexe. / This study is about the work culture of the women who were employed by Dupuis Frères, a famous Montreal department store, between 1920 and 1960. We will focus on the features of this particular type of paid work, that is women’s work in retail in Quebec. We will also insist on the nature and evolution of that work culture and on the fact that it was influenced, during this period, by the transformations that occurred in the construction of new forms of respectable femininity. First, our goal is to show that these Dupuis Frères women employees didn’t work for the sole purpose of earning a living, but did also in order to live a more pleasant life, to entertain themselves by participating in leisure activities organized by their employer and to create new bonds among themselves. With this work culture that they developed, these women workers also created themselves a new particular identity. We also want to show that Dupuis Frères, with its paternalistic management, was controlling its employees and was exploiting their work culture to ensure the employees’ faith in them and maintain the company’s reputation. Second, we want to prove that even if the work culture of the women working at Dupuis Frères, during that period, was influenced by domesticity and the separate spheres ideology (features of the dominant « traditional » femininity), it was more and more incorporating, mostly from Second World War, new dimensions of a more « modern » femininity that were not replacing the mother-housewife ideal, but that rather were making their feminine identity more complex.

Made available in DSpace on 2016-12-23T13:44:58Z (GMT). No. of bitstreams: 1 Flavia Salles.pdf: 1241709 bytes, checksum: 50308755fa5edac5a597718c6c1c9741 (MD5) Previous issue date: 2011-08-22 / The main purpose of this research is to comprehend the role played by Catholic Church in the determination of an immigration policy to Brazil and the role in the development of an ideal immigrant model that could be manipulated to expand and consolidate the religion, trying to understand the reason why the Catholic Italian immigrant was chosen in this context. Therefore, this work sought to deepen the study on the transition period from slave to free labor as well as the way how the process of a specific work culture formation took part, associated to the Italian immigrants and their descendants. The methodological procedures used were: bibliographic and descriptive research. Bibliographic, once sought to explain the main objective of the research through several theoretical frameworks, trying to understand and analyze the scientific and cultural contributions concerning the Italian immigration and its relation with Catholic religion. Descriptive, once it was intended to describe the characteristics and connections between the topic of this study and a specific reality, such as the case of the Italian Catholic immigrants in Espírito Santo, in order to identify the social representations and the group profile. It was understood that the political purposes of settlement and formation of labor market were built by another issue: the intention of maintaining the ascendancy of the Catholic Church on the majority of the country population, as well as the maintaining of its influence on the oligarchy. The research also found that the foreign immigration to Brazil and specific to Espírito Santo, was symbolically supported on the possibility of rising the worker to the condition of land owner, since the slavery system caused a mismatch between the reproduction of labor work and the expansion of the economic system that led to the strangulation of the colonial economy, requiring the creation of a labor market that served to the developed capitalists interests. The immigrant was so, the human agent performing the transformation of the worker ideology into the owner framed in this process by the Catholic Church and its ultraframed fundaments / O objetivo central desta pesquisa foi compreender o papel desempenhado pela Igreja Católica na determinação de uma política imigratória para o Brasil e na elaboração do modelo de imigrante ideal que poderia ser instrumentalizado para ampliar e consolidar a religião, tentando entender porque o eleito para tais quesitos foi o imigrante católico italiano. Buscou-se dessa forma aprofundar o estudo sobre o período de transição da mão-de-obra escrava pela livre e como se deu o processo de formação de uma cultura do trabalho específica, associada aos imigrantes italianos e seus descendentes. Os procedimentos metodológicos utilizados foram: pesquisa bibliográfica e pesquisa descritiva. Bibliográfica, pois se buscou explicar o objetivo central da pesquisa por meio de referências teóricas diversas, procurando conhecer e analisar as contribuições culturais e científicas sobre a temática imigração italiana e sua relação com a religião católica. E descritiva, pois se pretendeu descrever as características e relações existentes entre a temática de estudo e uma realidade específica, no caso a dos imigrantes italianos católicos no Estado do espírito Santo, visando identificar as representações sociais e o perfil do grupo. Compreendeu-se que os propósitos políticos de povoamento e de formação do mercado de trabalho, estavam cimentados por outra questão: a intenção da manutenção da ascendência da Igreja católica sobre a maioria populacional do País, e assim também, da manutenção de sua influência junto à oligarquia. Também constatou-se que a imigração estrangeira para o Brasil e especificamente para o Espírito Santo, estava apoiada simbolicamente na possibilidade de ascensão do trabalhador à condição de proprietário da terra. Pois, o sistema de escravismo causou um descompasso entre a reprodução da força de trabalho e a expansão do sistema econômico que conduziu ao estrangulamento da economia colonial exigindo a criação de um mercado de trabalho que atendesse aos interesses capitalistas em desenvolvimento. O imigrante foi assim, o agente humano da realização da ideologia da transformação do trabalhador em proprietário e moldado nesse processo, pela atuação da Igreja católica com fundamentos ultramontanos