This dissertation contains reports of three separate studies in which the connections between work role salience, family role salience, stereotype threat, and work-family conflict were explored. In the first study, findings from a systematic review of the role salience literature were reported. Following a search of four Human Resource Development (HRD) journals, the PsycINFO database, and the Academic Search Complete database, 69 articles and papers were identified for inclusion in the literature review. The literature mostly pertained to career development, with a notable emphasis on life-span, life-space theory. Though, very little of the research in the sample of literature pertained specifically to how individuals negotiate their lives as they occupy multiple life roles. In the second study, meta-analytic techniques were used to identify the nature of the relationships between work role salience, family role salience, and work-family conflict. Hypothesized relationships were based on conservation of resources theory. Data were collected from fourteen papers and articles to test the hypothesized relationships. Work role salience was positively related to work-family conflict (ρ = 0.151; p < 0.01) and family role salience was negatively related to work interference with family (ρ = -0.049; p ≤ 0.05). Family role salience appeared to support healthy involvement in both the work and family roles while work family salience appeared to deplete the necessary resources to balance work and family roles satisfactorily. The third study was an introduction of stereotype threat as a potential moderator of the role salience and work-family conflict relationships. Data were collected from 727 individuals who responded to an online survey. MANOVA was used to conclude that White and Black/African-American participants differed in their responses to the work-family conflict and stereotype threat scales. Regression analyses were used to assess the moderating effects of stereotype threat. Stereotype threat moderated the relationships between parental role salience and family interference with work. Future research efforts should include further examination of the similarities and differences in how the variables interact across racial boundaries and the mechanism(s) by which the stereotype threat affects role salience and work-family conflict relationships.

The Diploma thesis deals with the role and status of social workers in the social welfare system in Mongolia defines the basic concepts and characteristics of a social system care in contemporary society. With the collapse of the Soviet Union in 1991, fell in Mongolia communist regime and adopted a free market economy. Rapid political and economic changes over the last decade has caused many families poverty, many of them have lost the opportunity to care for their children. As a result, many children left their families, many are homeless and live on the streets or in institutionalized orphanages. The road to democracy was attacked corruption, economic crisis and political movements. In July 2008 along political committees have brought hope to a common agreement. In Mongolia, social work began its operations in 1997 as a result of the recognition of the needs of professional intervention in urgent social problems caused by social, political and economic transformation from a communist Mongolian society to a democratic, which took place in 1990. Democratic change has laid a solid foundation for the promotion of social justice, human rights and civil society development in the country. Social work as a professional discipline in Mongolia is new, so the next challenge for social workers is to introduce and popularize the role of social work. Even more important is the pursuit of the development of the national identity of the social worker. Given the novelty of professional and institutional development is needed to develop programs designed to support local, national and regional needs and priorities, to promote professional development and practice-based learning, and create educational resources. The qualitative research was conducted four interviews with social workers, each of them working in different areas of the city. The fifth interview I had with a professor in the Department of Social Work at the University of UlanBator. Data obtained through interviews I compiled using open coding. The aim of this thesis is to introduce the issue of social care in the capital UlanBator. The operational objective of the thesis is to identify specifically describe and analyze the current status of social workers. The research showed that in Mongolia is not clearly defined system of Social Work and Social Services Act, which would define the exact role of social workers. In today's society in Mongolia role of the social worker is varied. The issue of social work is that the Mongolian government is focusing more on cash assistance, but does not take account of social work in the form of direct intervention to the citizens. The opportunity to study abroad is expensive, costs associated with the study must cover themselves. The contribution of this work is to contribute to the understanding of the overall situation of social workers and obstacles to their further development. Our results obtained could also contribute to the understanding of social work in general.

Cette recherche sur articles a pour objectif de mieux comprendre l’impact du climat diversité, considéré comme un climat organisationnel, sur la performance individuelle des salariés. Nous mobilisons ici le cadre conceptuel de Kopelman et al. (1990).Le concept de climat diversité a cependant été critiqué pour ses défaillances conceptuelles et méthodologiques. Nous réalisons dans un premier article une revue de littérature approfondie (Nombre d’études analysées = 62), et proposons une reconstruction du climat diversité en trois dimensions : l’intentionnalité, la programmation et la pratique. Nous nous appuyons pour ce faire sur le cadre conceptuel de HRM system structure d’Arthur et Boyles (2007) et les diversity management system components de Kulik (2014).Dans un deuxième article, nous opérationnalisons le climat diversité tel que reconceptualisé, en développant et validant une échelle de mesure en 11 items au niveau organisationnel. Nous avons mené pour ce faire trois études (N = 150 ; N = 398 ; Nunité = 11, Nindividuel = 221) qui nous ont permis de valider les propriétés psychométriques de l’échelle en termes de fiabilité et de validité convergente, discriminante, nomologique et prédictive.Enfin, dans un troisième article nous testons nos hypothèses de recherche grâce à une dernière étude (Nunité = 34 ; Nindividuel = 509). Nos résultats montrent que le climat diversité organisationnel influence positivement la performance individuelle, et que la satisfaction au travail et l’engagement organisationnel affectif sont des médiateurs de cette relation. La médiation de l’engagement organisationnel normatif n’est pas concluante.Notre recherche a une contribution significative sur le plan conceptuel et méthodologique, en proposant une approche structurelle innovante et une mesure pour l’étude du climat diversité, par-delà les paradigmes dominants du management de la diversité. Elle offre de plus une forte contribution managériale, en proposant une taxonomie des climats diversité dans les organisations et en ouvrant plusieurs voies aux praticiens pour le développer. / This research aims to better understand the impact of diversity climate, as an organizational climate, on individual employee performance. We use the conceptual framework of Kopelman et al. (1990).However, the concept of diversity climate has been criticized for its conceptual and methodological shortcomings. In a first article, we produce an in-depth literature review (number of studies analyzed = 62), and we propose a reconstruction of diversity climate in three dimensions: intentionality, programming and praxis. We rely on Arthur and Boyles (2007)’s HRM system structure and on Kulik (2014)'s diversity management system components conceptual frameworks.In a second article, we operationalize diversity climate as reconceptualized, developing and validating an 11-item measurement scale at the organizational level. To proceed, we conducted three studies (N=150; N=398; NUnit =11, Nindividual =221) that allowed us to validate the psychometric properties of the scale in terms of reliability and convergent, discriminant, nomological and predictive validity.Finally, in a third article we test our research hypotheses with a final study (Nunit =34; Nindividual =509). Our results show that organizational diversity climate positively influences individual employee performance, and that job satisfaction and affective organizational commitment mediate this relationship. Mediation of normative organizational commitment is inconclusive.Our research has a significant contribution conceptually and methodologically, since it proposes an innovative structural approach and a measure for the study of diversity climate, beyond the dominant paradigms of diversity management. It also offers a strong managerial contribution, providing a taxonomy for diversity climates in organizations and opening up several avenues for practitioners to develop it.

No description available.

Syfte: Syftet med denna uppsats är att undersöka hur journalisters yrkesidentitet förändrats i och med mediebranschens stora förändringar på grund av teknologins utveckling. Vidare vill vi öka förståelsen för hur organisationer kan stötta personalens identitetsarbete i samband med stora förändringar som påverkar yrkesidentiteten. Metod: En fallstudie som undersöker journalisters yrkesidentitet med en abduktiv ansats. Den empiriska datan är insamlad med hjälp av intervjuer. Slutsats: Studien har visat på att journalister har en tydlig yrkesidentitet som grundar sig på de journalistiska idealen och värden som etik och neutralitet. Det har även konstaterats att på grund av ny teknologi har yrkesrollen för journalister förändrats och därmed har yrkesidentiteten också delvis förändrats. Vi kan se att oberoende vilken bransch som står inför stora förändringar på grund av ny teknologi så behövs en förståelse från organisationer om hur yrkesidentiteten kan påverkas. / Purpose: The purpose of this thesis is to investigate how journalist’s professional identity has changed because of the large changes of the media industry due to new technology. We also want to increase the understanding of how organizations can support their employees in identity work in connection to organizational changes that may impact the professional identity. Methodology: We have conducted a case study that investigates journalist’s professional identity with an abductive approach. The empirical data was collected using interviews. Conclusion: The study shows that journalists have a distinct professional identity based on journalistic ideals and values such as ethics and neutrality. It was also found that due to new technology the work role as journalists has changed and consequently the professional identity has also partly changed. We can see that regardless of which industry that is facing large changes due new technology, organizations need to understand how the professional identity can be impacted.

Presented diploma thesis deals with the problematics of communication between the social workers and the children or adolescents. The first three chapters introduce theoretical starting points serving as the base for the following research. Attention is paid to the characteristics of social work, including its legislative definition and methods and techniques with regard to their use in contact with the child's client. The thesis also brings forward the role of the social worker. Briefly, the specifications of the child's age, that are to be taken into account in terms of social work, are addressed - mainly attachment issues and developmental aspects. The fourth chapter is spent on description of the survey involving 19 social workers from the South Bohemian Region. The survey showed, the social workers are familiar with the principles of social work with the children and adolescents and they are careful to follow them in practice. In communication with the children and adolescents they focus mainly on non-verbal communication, recognizing the difference between a child and an adolescent. Due to the respondents, the most important is the social worker's authenticity, the creation and maintenance of secure relationship and the consistency of verbal and non-verbal communication. Unfortunately, the social workers are mostly not interested in expanding their competencies in connection with the acquisition of new social work techniques suitable for communication with the children and adolescents.

Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The results indicate that dependent on commitment style, the organization may override their personal sustainability identities. Our observations indicate that affective committed individuals choose to justify both personal and organizational actions in order to mitigate value incongruent behaviors. The thesis ends with a chapter of managerial recommendations. / <p><strong>Grade</strong>: Pass with distinction (VG)</p>

No description available.

Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. / PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012

The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. / PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012