The primary purposes of this study were to explore the relationships among four work experiences (i.e., job variety, job autonomy, job stress, and job feedback) and coaches?? job satisfaction to examine the influence of institutional support (i.e., affective institutional support and financial institutional support) on job satisfaction, and to investigate if the relationship between the type of institutional support and job satisfaction differs (does not differ) between revenue generating sport coaches and non-revenue-generating sport coaches. To achieve these purposes this study examined the relationships among four work experiences and institutional support variables on job satisfaction. This study also examined differences between revenue-generating sport and non-revenue-generating sport coaches. Coaches (N = 599) in 7 sports (i.e., football, basketball, baseball, softball, soccer, volleyball, and tennis) from NCAA Division I schools were asked to participate in this study. The response rate was a 34.7 % (208 / 599). Participants included 145 males and 63 females. Of the 208 completed and returned questionnaires, 100 (48.1%) were from revenue sport coaches (i.e., football and basketball). Meanwhile, 108 (51.9 %) were from non-revenue sport coaches. The results indicated that job variety, job stress, job feedback, affective institutional support, and financial institutional support were significantly related to job satisfaction. Namely, these three job experiences and two types of institutional support in the organizational environment impacted coaches?? attitudes, or job satisfaction. Further, for revenue generating sport coaches, financial institutional support was a significant indicator of job satisfaction; however, for non-revenue-generating sport coaches, affective institutional support held a stronger relationship to job satisfaction than did financial institutional support. Additionally, one of the job experience variables, job feedback, played a meaningful role to both coaches of revenue sports and coaches of nonrevenue sports in shaping job satisfaction.

The primary purposes of this study were to explore the relationships among four work experiences (i.e., job variety, job autonomy, job stress, and job feedback) and coaches?? job satisfaction to examine the influence of institutional support (i.e., affective institutional support and financial institutional support) on job satisfaction, and to investigate if the relationship between the type of institutional support and job satisfaction differs (does not differ) between revenue generating sport coaches and non-revenue-generating sport coaches. To achieve these purposes this study examined the relationships among four work experiences and institutional support variables on job satisfaction. This study also examined differences between revenue-generating sport and non-revenue-generating sport coaches. Coaches (N = 599) in 7 sports (i.e., football, basketball, baseball, softball, soccer, volleyball, and tennis) from NCAA Division I schools were asked to participate in this study. The response rate was a 34.7 % (208 / 599). Participants included 145 males and 63 females. Of the 208 completed and returned questionnaires, 100 (48.1%) were from revenue sport coaches (i.e., football and basketball). Meanwhile, 108 (51.9 %) were from non-revenue sport coaches. The results indicated that job variety, job stress, job feedback, affective institutional support, and financial institutional support were significantly related to job satisfaction. Namely, these three job experiences and two types of institutional support in the organizational environment impacted coaches?? attitudes, or job satisfaction. Further, for revenue generating sport coaches, financial institutional support was a significant indicator of job satisfaction; however, for non-revenue-generating sport coaches, affective institutional support held a stronger relationship to job satisfaction than did financial institutional support. Additionally, one of the job experience variables, job feedback, played a meaningful role to both coaches of revenue sports and coaches of nonrevenue sports in shaping job satisfaction.

The knowledge of early employment experiences has evolved over the last decade in countries such as Australia and Great Britain. In Sweden, this type of research is still unusual and the aim of this study was to break new ground by highlighting some areas that could be of extra interest in the Swedish early employment research to come. A focus in the study was to give an overview of what job sectors school students work in; and the amount of jobs aquired through school-organized work placement, private social networks or personal marketing of own merits. In addition to this, a multi variate analysis was carried out to find patterns in the picture of early employment experiences among students at upper secondary school. The findings of the study has relevance for ways of conducting career counselling and therefore the general aim of this study is to point out the importance of developing the practises of vocational psychology. A survey among 74 teenaged school students with economics as their main subject has been carried out in a mid-size Swedish city May 2012. 62 school students answered. The survey showed that 94% of the students had part-time jobs. Most common was to have 1-3 employers during the three years at upper secondary school. Most students worked in the job-sectors retail (29%), catering (23%), and care of the elderly (14%). An interesting finding was that no Swedish students seemed to work with delivery. This is surprising since this job-sector is big among school students in both Australia and Great Britain. Another interesting find was ways of aquiring a job. Not surprisingly most jobs were aquired through private social networks (59%), but some job-sectors stood out as pathways to a job for those students without the right social networks. In catering 48% of the jobs were aquired through marketing of own merits, and in the care of the elderly job-sector 78% of the jobs were aquired this way. The study indicates that early work experiences in Sweden in major parts reflect the research carried out in Austalia and Great Britain. But some research areas differ. A more close look at early work experiences among teenaged school students in Sweden is therefore necessary to develop vocational psychology and to incorporate learning outside school into school practices. An aspect that has been observed sofar is the way in which social background steers both the experience of early employment and career choice.

One segment of the academic community that is overlooked in most research is the large cadre of professionals who deliver a multitude of services to students outside of the classroom. From the perspective of students, the student affairs professionals they encounter in the residence halls, advising offices, and within other aspects of the campus life fabric, are the face of the university. This case study of student affairs professionals within four departments at one large, public, Research-I University seeks to define the core values of the work, understand perspectives on the individuals they work with, how practice unfolds within the organization context of the campus, and what values guide practice. The literatures drawn upon include; student affairs ideology, service delivery patterns and techniques, institutional theory, professional specialization, and trends in higher education. The findings from this study illustrate that the work experiences of student affairs professionals are dominated by brief encounters with students that occur within a work environment that is frequently overwhelming. High volumes of students seeking service and limited opportunities to develop ongoing relationships create challenging work expectations for student affairs professionals. The core values of the profession are in transition as institutional priorities that focus on efficiency and competitive advantage become further established within academe. Policy recommendations for the student affairs profession and institutional decision makers are made in the final chapter.

Cosmopolitanism is widely debated in the literature of business and management and social sciences. It is often seen as a solution to the problem of international employees' maladjustment. The literature has predominantly examined the experiences of labour migrants and expatriates. In recent years, self-initiated foreign work experiences (SFE) have gained more relevance. Demographically, economically, socially and culturally, SFEs are situated in the 'middle' between labour migrants and expatriates. Yet, concomitant discussions of a 'middle' of cosmopolitanism and the exploration of everyday life of this middle cosmopolitanism have been rare. Conceptualising SFE processes is vital for a more holistic and effective understanding of international adjustment and cosmopolitanism. To this end, the study provides an ethnography of SFEs' everyday lives. In particular, it examines the backgrounds and current experiences of international employees (IEs) in India's knowledge process offshoring (KPO) industry at work, at home and outside their homes. At work, IEs displayed and created attachments to their work, India and the local through their colleagues and friends. At home, IEs in different company apartments demonstrated various processes of sharing and learning despite cultural and linguistic differences. Outside their homes, IEs engaged in numerous leisure activities revealing IEs' motivations and ways in which IEs adjusted. The study offers two findings. Throughout their activities at work, homes and in India, IEs balanced emotions and reasons, negotiated the global and local and self-flexibility and externally required flexibility. IEs also engaged in friendships to various degrees. Both findings of IEs' activities reveal complex dynamics of SFE adjustment and cosmopolitanism. The findings built the foundation for a new framework to understand SFE cosmopolitanism and international adjustment.

The relationships between work and personal life have been on the public, business, and research agenda for about 35 years. Perspectives on these relationships have shifted from a work-family to work-life or work-personal life focus, from a conflict to a balance or enrichment view and, finally, from a segmentation to an integration perspective. This evolution, however, leads to a theoretical and practical impasse where neither integration nor segmentation can be seen as the absolute individual, organisational and societal value. This thesis takes the discussion one step further and focuses on individuals’ work/non-work experiences, calling for a humanistic case. The humanistic case urges placing individuals’ work/non-work experiences at the centre of human resources and at the centre of the work-life field. The aim of the thesis is to theorise individuals’ work/non-work experiences in their individual, organisational and societal contexts. To achieve the purpose, the thesis presents individuals’ work/non-work self-narratives. These self-narratives of six French middle-managers, three men and three women, underline how individuals experience their diverse life domains, namely the work, the family, the social and the private and their management. The self-narratives have been generated through in-depth qualitative interviews and diaries. The thesis explores and provides an understanding of individuals’ work/non-work experiences from a boundary perspective. Focusing on the processes behind individuals’ work/non-work experiences, the thesis reveals that work/non-work preferences for integration and/or segmentation are not sufficient to understand individuals’ experiences. It is essential to consider the preferences in relation to their level of explicitness and the development of work/non-work self-identity. Moreover, it is important to understand the roles of positive and negative work/non-work emotions emerging in the work/non-work process as a respective signal of individuals’ satisfaction or dissatisfaction in how their life domains are developed and managed. The thesis contributes to the work-life field, especially the boundary perspective on work and non-work by presenting a model of individuals’ work/non-work experiences. The model pursued is derived from 33 theoretical propositions. The study suggests a two-dimensional approach for life domain boundaries as a systematic combination of seven boundary types (spatial, temporal, human, cognitive, behavioural, emotional and psychosomatic) and their mental and concrete natures. It suggests a three-dimensional model for work/non-work preferences, revealing five major archetypes of work/non-work preferences between segmentation and integration, and stressing the emotional side of the work/non-work process. It shows that individuals value segmentation on a daily basis and integration on a long-term. This thesis concludes that segmenting and integrating is essential for the harmony of their life domains namely their work, their family, their social and their private.

No description available.

Background: Founders hold a powerful position that can shape the future and direction of their new ventures, especially in the early stages of venture development. Prior work experiences are known to be influential for future growth, but the relationship between founders' prior work experiences and their growth intentions is poorly understood.  Purpose: The study aims to contribute to the existing literature by furthering the awareness and understanding of how founders are using their prior work experiences when shaping and evaluating their growth intentions. The study answers the research question:  How do founders' prior work experiences influence growth intentions in the early stages of venture development?  Method: Our method is based on qualitative research and adapts an explanatory purpose to capture the process between prior work experiences and growth intentions and elaborate the understanding of how growth intentions are created in the early stage of the ventures' development. Through a case study with semi-structured interviews, we have interviewed nine new venture founders in the tech sector, which have been the ground for our empirics. The analysis of data was conducted in three steps, namely empirical analysis, retroduction, and corroboration.  Conclusion: Our study advances the explanation of how founders' prior work experiences shape how they manage their ventures' internal environments, which impact their growth intentions. By conducting a conceptual model, we explained how building social working environment, structuring people and practices, and implementing routines manifest as mechanisms in the process between prior experiences and growth.

Made available in DSpace on 2016-07-27T14:18:39Z (GMT). No. of bitstreams: 1 ALESSANDRA RAMOS DEMITO FLEURY.pdf: 9617369 bytes, checksum: a6ac3e34563293c29f5b96e79826acf2 (MD5) Previous issue date: 2013-12-10 / O trabalho docente nas Instituições federais de ensino superior (Ifes) tem sido marcado por um contexto de intensificação, precarização e flexibilização nos últimos anos. A invasão da lógica neoliberal no espaço universitário trouxe implicações para o cotidiano de trabalho docente, o qual passou a se orientar pelas premissas da eficiência e da produtividade. Este contexto desenvolveu novas formas de organização do trabalho docente, influenciando suas relações socioprofissionais e suas vivências de prazer e sofrimento. Esta tese teve o objetivo de descrever e analisar, com base em categorias de análise da clínica psicodinâmica do trabalho, as vivências dos docentes da Faculdade de Odontologia da Universidade Federal de Goiás (UFG) em relação ao seu trabalho na instituição de ensino superior (IES). Para tanto, buscou-se identificar os elementos que causam vivências de prazer e sofrimento nos docentes e que se relacionam ao seu contexto de trabalho, compreender as estratégias defensivas coletivas utilizadas pelo grupo em relação ao sofrimento gerado pelos constrangimentos no trabalho e verificar as possibilidades de constituição de um espaço de discussão coletivo. Foram desenvolvidos dois estudos para alcançar esse objetivo. O primeiro baseou-se em uma análise documental, a qual analisou os cadernos de avaliação institucional, e um diagnóstico organizacional elaborado por empresa de consultoria especializada na área. O estudo I também envolveu a realização de entrevistas individuais, relacionadas à temática das categorias da psicodinâmica do trabalho. O segundo estudo foi desenvolvido com base na validação dos dados do estudo I e realizado em sessões coletivas com os professores da Faculdade de Odontologia da UFG. O referencial teórico para interpretação dos resultados foi a Psicodinâmica do trabalho, a qual é imbuída de uma ética de defesa da saúde do trabalhador e de sua ação autônoma e transformadora das formas patogênicas de gestão e organização do trabalho. Os resultados das análises indicam que as vivências de sofrimento relacionam-se à sobrecarga, à falta de reconhecimento e aos conflitos presentes nas relações socioprofissionais, e que todos estes elementos se relacionam com a liberdade e a autonomia do professor. Essas, percebidas pelos professores como fontes de prazer, possibilitam o uso das estratégias defensivas do individualismo e do isolamento, e auxiliam o enfrentamento da sobrecarga de trabalho, das relações interpessoais conflituosas e da cobrança por produtividade. A liberdade e a autonomia contribuem para o prazer, mas também para o sofrimento, pois dificultam a formação de um coletivo capaz de restaurar a solidariedade e a confiança entre os professores e que possibilitaria ao docente deliberar coletivamente sobre as dificuldades enfrentadas no cotidiano de trabalho, elaborando soluções compartilhadas, promovendo o reconhecimento sobre o seu engajamento, e o exercício pleno da liberdade e da autonomia, as quais poderiam modificar o seu contexto de trabalho. As vivências de prazer dos professores estão relacionadas ao convívio com os alunos, à sala de aula e ao significado da profissão docente em sua potência em transformar realidades. Conclui-se que o reconhecimento do aluno constitui um tipo singular, o qual ressignifica o sofrimento docente advindo da sobrecarga de trabalho e da ausência de outros reconhecimentos.

Syftet med denna fallstudie är att beskriva chefer och anställdas upplevelser av distansarbete efter en återgång till kontoret, genom att koppla till faktorer som organisatoriskt engagemang och produktivitet. Tidigare har forskningen varit inriktad på distansarbetets effekter under Covid-19-pandemin, däremot finns det en brist av forskning inom området efter pandemin. Studien bidrar till kunskap inom området genom att koppla upplevelser av distansarbete till den teoretiska ingången resursbaserat perspektiv. Studiens forskningsmetod är kvalitativ och semistrukturerade intervjuer har genomförts. Den övergripande slutsatsen av studien är att chefer och anställdas upplevelser av distansarbete har resulterat i en positiv inställning till arbetsmodellen. Det som däremot är den främsta orsaken till den positiva inställningen är den hybrida arbetsmodellen som företaget som ingår i studien använt. Chefer och anställda föredrar en kombination av både distans- och kontorsarbete. Detta har även gjort att faktorerna produktivitet och organisatoriskt engagemang har upplevts olika beroende på olika situationer av arbetsmodellerna. Studiens bidrag är därmed att belysa vikten av att kunna kombinera distansarbete och kontorsarbete. / The purpose of this case study is to describe managers’ and employees’ experiences of remote work after returning to the office, by connecting to factors like organizational commitment and productivity. Previous research has been focused on the effects of remote work during the Covid-19 pandemic. However, there is a dearth of research on this topic after the pandemic. This study contributes to knowledge on this area by connecting experiences of remote work to the theoretical model of resource-based perspective. The research method of this study is qualitative and semi-structured interviews have been conducted. The overall conclusion of the study is that managers’ and employees’ experiences of remote work have resulted in a positive attitude to the working model. Thefore most cause of this positive attitude is the hybrid model used by the company analysed in this study. Managers and employees prefer a combination of both remote and office work. This has also led to the factors of productivity and organizational commitment have been experienced differently due to different situations of the work models. The contribution of the study is thus to show the importance of being able to combine remote work and office work.