This thesis investigates Australian middle management teamwork in private and public sector organisations. The research sought to understand key teamwork variables previously overviewed in the literature, but never synthesised and substantially investigated. The main aim, and value, of the study is to bring greater clarity to business organisation teamwork in Australia by determining the variables that define teamwork, and creating a practical model for teams to manage their development. the research rests on a paradigm of post-positiveness, with a particular emphasis on critical realism.The main data collection methodology employed was a survey instrument. The selected paradigm of critical realism allowed a mixture of exploratory methods, and therefore team member focus group reviews were employed to triangulate and confirm the teamwork concepts extracted from the extant literature review. The results indicate that the research hypotheses were not all supported by the data. In general, the hypotheses logically theorised that people in the same teams in the same organisations shared the same attitude and effectiveness perception of their teams. This model could also be used to gain a first pass understanding of team success potential. It should be of assistance to operational management review team processes and human resource departments trying to decide if team members need specific help in the form of education, team member rotation or team member mix adjustment. The model may also help senior management individuals better understand the process required for successful middle management teamwork. / Doctor of Philosophy (PhD)

Organisationer är beroende av ledare och medarbetare. I yrken som berör andra människor har kommunikation och bemötande stor betydelse och kräver vissa egenskaper hos personalen. Där möten med andra sker uppstår ibland konflikter. Studien omfattar både en kvalitativ och en kvantitativ del. Syftet med studien var att studera ledare och medarbetares upplevelse och hantering samt konsekvenser som kan uppstå i samband med konflikter.  En intervjustudie med tre ledare och en enkätstudie med 59 medarbetare genomfördes i tre organisationer som har sin verksamhet inom LSS. Resultatet visade att konflikter kan upplevas både positivt och negativt. Ledarna hade olika strategier för hur de hanterade konflikter. De flesta medarbetare upplevde att konflikter löstes på ett bra sätt samt att de flesta trivdes med sitt yrke och arbetsuppgifter. Ledarskap, personliga egenskaper, arbetsmiljö, trivsel, kommunikation och bemötande inverkar på konflikter. Konsekvenser av konflikter berör hälsa och utveckling både hos individen och hos organisationer. / Organizations are dependent on their leaders and their staff. In occupations which integrate with other people, communication and reception are of great importance and require certain qualities of the staff. Sometimes conflicts turn out, where people meet.This study amounts one qualitative part and one quantitative. The purpose of this study was to see leaders and co-workers and to learn about their experiences, their actions and also the consequences that may appear together with conflicts. An interview was performed with three directors and a questionnaire was made and answered by 59 co-workers. The results showed that conflicts can be taken as something both positive and negative. The leaders had different strategies how to handle the conflicts. Most of the staff felt they solved the conflicts in an appropriate way and also that they were comfortable with their occupation and their responsibilities. Leadership, individual personality qualities, work environment, communication and reception have all together effects on conflicts. The consequences of conflicts are affecting both health and progress to individuals as well as the organization as a whole.

Due to the change of thought and external environment, design of the physical environment is more and more important than before. Based on the interview with the office designers, four cases and the questionnaires, this research tried to find out: 1.The design of the current working environment, 2.The key factors of the workplace which affect worker¡¦s performance, 3.Try to offer the corporations useful suggestions when design or redesign workplace. The main conclusions of this research are as following: 1.The basic is more important than esthetics 2.Office layout is according to level 3.The setting of amenities is limit to the total area of a company 4.The office design which could make the work easier is the most important, the second one is the design make workers feel comfortable, and the third one is aesthetic factors.

Background: Stress is a common problem for nurses around the world. In Uganda, the enormous pressure on the healthcare in the country makes it no different. Aim: To describe stressors in nurses’ working-environment in one hospital, one clinic and one refugee-camp in central and western Uganda. Methods: A qualitative observational study with observations from three different health facilities. The data was analyzed using content analysis by Graneheim and Lundman. Results: The results showed that factors like lack of equipment, improper handling of needles, exposure to contagion, environmental factors and information were all contributing to stress. Discussions: The result was discussed from two themes: Lack of safety and Knowledge related to lack of equipment. The first theme described the environmental hazards the nurses were exposed to in their proffession. The second described the relationship between knowledge, lack of equipment and stress.

Since 2011, several reports regarding the increasing number psychologists on sick leave in Sweden have been published. These suggest deficits in their working environment. The aim of this study was to examine resources in the working environment of psychologists within the adult psychiatric clinics in a county council in northern Sweden. The research questions involved identifying resources in the workplace of psychologists, based on the four levels of Job Demand-Resources model (Bakker & Demerouti, 2007). The sample consisted of six participants and data was collected through individual in-person interviews. The interviews were transcribed and analyzed using thematic analysis.  The results are in parts consistent with previous research but also include several resources less well-known related to well-being amongst psychologists. These were Nature of the work, Training and education, Physical resources and Mentoring. The conclusions provide useful information to improve the working environment of psychologists, by protecting existing resources and providing important resources requested.

When stress-related diseases are increasing, the preventive work becomes increasingly important. The aim with this essay is to determine established law about psychosocial working environment. With the legal dogmatic method, an investigation has been made about the law on working conditions and what it says about preventive work to the psychosocial working environment. After a profound investigation regarding the frameworks pros and cons, it is possible to draw the conclusion that the law on working environment should keep the character of framework. Even if this entails difficulties with interpretation, it is not suitable to regulate the details in a law that should be appropriate for every profession. By studying the regulations of Swedish Work Environment Authority, the law is clarified. However, they should also clarify the concepts, which the law refers to, in order to know when the law should be applied. The same problem occurs when an analysis is made of the declaration forms of accidents and incidents. As a consequence of a weakly formulated definition of “serious incident”, problems arise when applying the law. How stress-related incidents should be treated is also weakly formulated, which could complicate and delay the preventive work. This is because the employers only know that they should report the diseases but not the incidents.

In the recent few years, players of financial industry in Taiwan have developed wealth management business in full swing because of the optimistic aspects for the future revenue. Financial advisors provide the suggestions for saving investments, asset allocation and tax deduction which can help clients achieve their financial goals. Based on personal criteria play essential roles in this battle. They not only need to search for the potential customers but also sell varied kinds of financial products to them. Thus, financial advisors become popular positions in latter days. This research studied the training transfer of effectiveness for financial advisors in the F bank and there were 176 effective questionnaires returned. The reliability test, T-test, One-way ANOVA, Pearson of Correlation and Multiple Regression Analysis were instructed as methods of research in this study. The results were stated as followed¡G 1.The training transfer of effectiveness is different because the financial advisors¡¦ ages, seniorities, tenures and positions are varied. 2.The training transfer of effectiveness is indifferent when the financial advisors¡¦ gender, marriage, education background, related financial experience and the investment target. 3.The characteristics of trainees, the design of training and working environment are positively correlated to the training transfer of effectiveness. 4.The characteristics of trainees, the design of training and working environment is able to predict the training transfer of effectiveness.

Dissertation.

Syftet med arbetet är att undersöka i vilken omfattning särbehandling av studenter förekommer till sjöss. Studiens syfte är också att kartlägga mönster, vad man blir utsatt för, av vem och bakomliggande orsaker. För studien valdes enkätundersökning som metod med personlig närvaro under insamlingen på plats ute hos målgruppen för att på så sätt säkerställa ett så omfattande underlag som möjligt. Respondenterna utgjordes av de båda fyraåriga sjökaptensprogrammens avgångsklasser i Kalmar respektive Göteborg. Resultatet visade att 51 % av respondenterna minst någon gång under sin praktiktid hade upplevt sig vara utsatta för särbehandling. Alla tillfrågade respondenter deltog i enkätundersökningen. Studien visar på att många studenter blivit utsatta för psykiska trakasserier och utanförskap från den ordinarie besättningen. Detta kan ha sin grund i hög arbetsbelastning, nedärvda attityder och brist på uppdaterad kunskap inom områden som till exempel ledarskap. Även skolornas ansvar lyfts fram som möjliga orsaker. / The study aimed to investigate the possible presence and extent of discrimination / harassment of students on onboard training and had its starting point in the debate about students' vulnerability which in 2014 was written about in the Swedish Shipping Gazette. The study's purpose was to identify patterns, such as what one is exposed to, by whom and underlying causes. For the study a questionnaire survey were selected as method. With personal attendance on site during the collection the aim was to ensure the broadest possible result. The target group consisted of the two graduating classes in the four-year master mariner-programs in Kalmar and Gothenburg. The results showed that 51 % of the surveyed respondents at least some time during their onboard training had experienced themselves victims of discrimination. The study showed that the students most likely to have been exposed to psychological harassment and exclusion from the regular crew.  This may be due to high workload, inherited attitudes and lack of updated skills in areas such as leadership. Even the schools responsibility is highlighted.

Introduction: As jobdemands in the healthcare system increases, one of the main protective factors involves support within the work environment. Limited knowledge exists about the work environment of nurse assistants and their well-being at work. A relatively small number of studies on this topic in the Nordic countries, and their results indicate high job demands and risk for negative health outcomes. Purpose:This study aimed to investigate nurse assistants’ perception of job demands, the servant leadership of their next superior, job satisfaction, symptoms of emotional exhaustion, and physical well-being at work. It wasalso investigatedwhether perception of servant leadership of their next superior related to job satisfaction and symptoms of emotional exhaustion.Methods: Questionnaires sent to all nurse assistants with registered email addresses at the Icelandic Nurse Assistants Association yielded 588 participants (49% response rate). A new Dutch inventory on servant leadership (SLI) was used to measure perception of servant leadership in nursing; additional questions explored work environment, demands, control and support at work, symptoms of burnout, and job satisfaction. To answer the research questions, a cross-sectional descriptive designwas used Results:The majority of participants experienced high job demands and reported on control and support at work. Despite high levels of burnout, the majority of nurse assistants weresatisfied at work. Servant leadership was practicedsomewhat within nurse assistant’s workplaces. The correlation between perception of servant leadership, job satisfaction, and emotional exhaustion was significant for all SLI sub-factors except courage, and the strongest correlation was for empowerment, humility, and stewardship as sub-factors of servant leadership.Conclusion:This study highlights supportive factors within the work environment, particularly regarding the leadership-empowering role of servant leadership in nursing. Results showhow thissupportis related to nurse assistants ́ well-being at work andsuggeststhat servant leadership can support health promotion within the work environment of nurse assistants. These findings are valuable for nurse assistants, nurse managersand leadershipin the health care system, thus contributingto public health / <p>ISBN 978-91-86739-28-7</p>