xi, 272 p. : ill. (some col.) / This is a qualitative comparative study about perspectives and experiences of contemporary journalists at three newspapers in the United States and Japan. The newspaper industry in both the United States and Japan is going through an unprecedented transitional period driven by economic forces and technological changes. One purpose of the study is to shed light on everyday journalists who are exposed to industry-wide structural changes. Based on interviews with journalists of the three newspapers, this study explores journalists' experiences about economic and technological impacts and their perspectives about their work. Another purpose of this study is to compare and contrast these perspectives and experiences. By doing so, it is possible to examine how the interconnected economies of the countries and globally standardized technology influence the views and behavior of U.S. and Japanese journalists. Journalists of the three newspapers are confronting a dilemma between their journalistic ideals and increasing economic pressures that limit their activities. They are increasingly feeling insecure about employment in the newspaper industry. They show different attitudes toward employment with their newspapers. Journalists at the U.S. newspaper think of changing careers for better job security, while Japanese journalists seek solutions within the company, rather than leaving. This indicates that U.S. journalists have more freedom to choose, while Japanese journalists are bound to their company partly because of hiring and training practices specific to Japanese newspapers. Journalists have contradictory views about technological development. While they appreciate increased productivity brought by digital technology, they feel their labor has been cheapened partly because of the same technology. Similarities in journalists' experiences beyond newspapers and national borders occur as a result of homogenous impacts of interconnected economies of the two countries and globally standardized technology. However, shared ideas, values and norms specific to the workplace play an important role in determining journalists' perspectives and social behavior. This is why journalists' perspectives and attitudes vary by newspaper. This study concludes by emphasizing the importance of labor studies of newspaper journalists as information providers who are expected to make democracy function. / Committee in charge: Dr. John Russial, Chairperson; Dr. Gabriela Martinez, Member; Dr. Janet Wasko, Member; Dr. Jeffery Hanes, Outside Member

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I Sverige är hotell- och restaurangbranschen den bransch där flest anställda utsätts för sexuella trakasserier på arbetsplatsen, där en sexistisk och hård jargong är en betydande faktor. Studiens övergripande syfte är att undersöka hur arbetstagare inom branschen upplever sexuella trakasserier, arbetsgivarens arbete mot detta samt vad som påverkar beslutet att anmäla. För att undersöka detta skickades en webbenkät till arbetsgivare som delade enkäten med sina arbetstagare samt delades på en Facebookgrupp för anställda inom hotell- och restaurangbranschen. Den besvarades av totalt 79 personer, med tämligen jämn könsfördelning. Resultatet visade att 64% av deltagarna har utsatts för sexuella trakasserier på sin arbetsplats samt att kvinnor är signifikant mer utsatta än männen. Deltagare vittnade om att de blivit utsatta för sexuella trakasserier fysiskt, verbalt och icke-verbalt från kunder, kollegor och chefer. Resultatet visade även att upplevelsen av att känna stöd från arbetsgivaren kan predicera en upplevd meningsfullhet att anmäla sexuella trakasserier. Studien ger en bild av en bransch vars arbete mot sexuella trakasserier bör förbättras och stärkas. / The hotel and restaurant industry in Sweden has the highest relative number of sexual harassments occur at the workplace. The harsh, and often sexual, jargon has been identified as a significant contributing factor. The overall purpose of the study is to investigate how employees within the industry are experiencing sexual harassment, how organizations work to counteract sexual harassment and the employee’s decision to report. To investigate this aweb-based questionnaire was sent to employers who distributed it to their employees, andthrough a Facebook group for employees working in the hotel and restaurant industry. The questionnaire was answered by 79 employees, with a gender distribution that was approximately even. The results show that 64.4% of the participants state that they have been subjects of sexual harassment in their workplace. Furthermore, there is a significant difference between women and men, where women are victimized to a larger extent than men. Participants testify that they have been subject to physical, verbal, and non-verbal harassment by customers, colleagues, and managers. The results show that the feeling of support from the employer can predict whether the employee finds it meaningful to report sexual harassment. Moreover, the report indicates that the industry should improve and strengthen its ongoing efforts against sexual harassment.

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Social work practice in child welfare is widely acknowledged as a challenging field. Most social workers who choose to enter this field of practice do so with the knowledge that they will be exposed to difficult, at times traumatic, situations. They expect that the job will be stressful; that they will need to manage complex and challenging cases; and they will do so with few resources and often little public support. They also expect to be supported by their workplace in carrying out their mandated roles, however increasingly, a disconnect exists between those administer child welfare services and their understanding of front-line work (Herbert, 2007). Social workers’ wellbeing in child protection practice is directly affected by workplace culture; a subject that is often unexamined when addressing the high turnover of staff in the field. Instead, workers who leave child welfare practice – as well as though who stay while experiencing compassion fatigue or vicarious trauma - are viewed by administrators as being unsuitable for the work, a way of individualizing systemic issues (La Rose, 2009). This study sought to understand the ways that the culture of the workplace contributes to worker experiences of vicarious trauma, compassion fatigue and burnout. Survey research was conducted anonymously with child protection workers in Southern Ontario to understand the aspects of workplace culture that child welfare workers find helpful and supportive in managing the day-to-day of their work, as well as in addressing mental health in the workplace. From the seventy responses that were received, a number of themes emerged including Workplace Culture; Worker Well-being; Agency Support; Safety; Systemic Issues and Training. In this study, participants identified informal peer support and reflexive, supportive supervision as key areas that either sustained their practice or worsened their experiences. Workplace culture emerged as a significant factor in determining worker well-being and resiliency. Survey participants provided examples that illustrated clearly the ways in which neo-liberal policies and austerity measures have contributed to a workplace culture in which workers expressed feeling replaceable, devalued, and in precarious situations. Cutbacks to services and staffing, crushing workload and increasingly complex client situations contribute to the sense of being overwhelmed experienced by workers. Addressing experiences of compassion fatigue and vicarious trauma requires a paradigm shift from exclusively individual responsibility and towards an understanding of the broader systemic context and organizational responsibility (Antonopoulou, 2017; Mathieu, 2012; van Dernoot Lipsky, 2009). Organizational strategies to support worker wellbeing are shown to be significant factors in addressing and preventing compassion fatigue and vicarious trauma, ultimately preventing burnout and staff turnover. / Thesis / Master of Social Work (MSW)

This dissertation of limited scope explored via a qualitative reflective approach how pastoral therapy and care practices contributed to workplace transformation and ethics at a factory that had to be restored to profitability. In Chapter 1, the study's research curiosity questions how pastoral therapy and care practices could inform business in its resistance of workplace trauma and injustice. The epistemology of contextual theology and social constructionism is reviewed in Chapter 2 in its support of the research. Themes and ideas such as; participatory ethical care, ethics, the prophetic role, narratives, workplace culture, witnessing and participant awareness and empowerment are applied to workplace culture transformation. Chapter 3 explores the factory's dominant story of low morale, financial loss and feelings of no hope for the future in context of discourses of capitalism. In resistance to the dominant story, Chapter 4 focuses on practices and experiences that supported the factory's alternative story and Chapter 5 reviews the factory's alternative story in context of purposeful transformation practice. Chapter 6 concludes the study by reflecting on the research curiosity, the research aims and the researcher's development. / Practical Theology / M. Th ((Specialising Past Therapy) Practical Theology)

This thesis explores gender-related barriers in CEO successions. Only 4% of Fortune 500 CEOs are female despite the fact that women have held the majority of college degrees in the US since the late 1990's and now comprise almost half of the workforce and the majority of managerial positions. Their representation is low even in comparison to the other two top management positions from which CEOs are typically sourced. It is less than one-third of the percentage of both female executive officers (15%) and board directors (17%). A holistic and qualitative research approach was utilized. Data were gathered on societal, individual and organizational factors through one-on-one, semi-structured interviews with board directors, executive search consultants and female CEOs, and analyzed using computer-assisted coding software. This thesis challenges the perception that women's individual barriers are the main reason why there are so few female CEOs. While all three types of barriers were found, organizational barriers appear to be the most important. The convergence of predominately male board directors, CEOs and top executive search consultants with informal, subjective, secretive and disparate talent management and CEO successions programs effectively results in the CEO position being a better fit for men than women. While moderating factors were beneficial to the women who have become CEOs, many factors were found for why they cannot be relied upon to greatly increase the number of female CEOs. A deliberate and comprehensive effort by society, individuals and organizations is required.

This dissertation of limited scope explored via a qualitative reflective approach how pastoral therapy and care practices contributed to workplace transformation and ethics at a factory that had to be restored to profitability. In Chapter 1, the study's research curiosity questions how pastoral therapy and care practices could inform business in its resistance of workplace trauma and injustice. The epistemology of contextual theology and social constructionism is reviewed in Chapter 2 in its support of the research. Themes and ideas such as; participatory ethical care, ethics, the prophetic role, narratives, workplace culture, witnessing and participant awareness and empowerment are applied to workplace culture transformation. Chapter 3 explores the factory's dominant story of low morale, financial loss and feelings of no hope for the future in context of discourses of capitalism. In resistance to the dominant story, Chapter 4 focuses on practices and experiences that supported the factory's alternative story and Chapter 5 reviews the factory's alternative story in context of purposeful transformation practice. Chapter 6 concludes the study by reflecting on the research curiosity, the research aims and the researcher's development. / Philosophy, Practical and Systematic Theology / M. Th ((Specialising Past Therapy) Practical Theology)

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I Sverige finns ett gemensamt mål att bedriva en god och lika vård på lika villkor för alla. Vård- och omsorgssektorn står inför stora framtida utmaningar utifrån kompetensförsörjningen för att kunna bedriva en god vård. För att attrahera och behålla arbetskraft är det av stor vikt att prioritera arbetsmiljöarbetet och stärka ledarskapet. Organisationens syn på ledarskap påverkar vilka chefer som rekryteras och förutsättningarna för hur ledarskap skapas och utvecklas. Förstalinje chefer inom vård och omsorg har komplexa uppdrag i jämförelse med chefer inom andra branscher med tanke på storlek på arbetsgrupper, uppdragsbeskrivning, ekonomiska utmaningar och sämre organisatoriskt stöd. Organisationerna inom vård- och omsorg har färdigställd värdegrund som en del av marknadsföringsfilosofi och från ledning önskad organisationskultur, medan arbetsplatser har utvecklat egna kulturer och normer vilket leder till att förstalinje chefer hamnar i svår position då dem ska balansera mellan dessa kulturer. Tidigare forskning har påvisat att hållbart ledarskap har stor vikt för både organisationen, arbetsplatsen och förstalinjens chefer. Syftet med studien var att med fokus på vård och omsorg, undersöka huruvida det ömsesidiga förhållandet mellan ledarskap, psykologisk trygghet, mångfald organisationskultur och arbetsplatskultur främjar ett hållbart ledarskap. Metoden som använts är kvalitativ metod, där sex förstalinje chefer från olika delar av vård- och omsorg intervjuats då målet var att undersöka deras upplevelser och erfarenheter för att få en ökad förståelse hur organisationskultur och arbetsplatskultur påverkar och påverkas av ledarskapet. Intervjuerna har analyserats och sammanfattats utifrån följande kategorier: organisationskultur, arbetsplatskultur, psykologisk trygghet samt ledarskap och hållbart ledarskap. Resultatet har påvisat en betydlig skillnad mellan organisationskulturen och arbetsplatskulturen samt deras påverkan på förstalinje chefer och dennes ledarskap. Vidare, har det påvisat att förstalinje chefer upplever att ledarskapet blir mindre hållbart utifrån organisationskultur, medan mer hållbart utifrån arbetsplatskultur. Förstalinje chefer arbetar i hög grad att implementera en hållbar arbetsplatskultur där de poängterar vikten av ett närvarande och tillitsbaserat ledarskap. / In Sweden, there is a collective goal of providing high-quality and equitable care on equal terms for all. The health and social care sector faces significant future challenges in the area of competence maintenance in order to be able to provide high-quality care. To attract and retain a workforce, it is of great importance to prioritize work environment management and strengthen leadership. An organization’s perspective on leadership impacts which managers are recruited and the conditions for how leadership is created and developed. Taking into consideration the size of work groups, mission statement, economic challenges and comparatively weak organizational support, first line managers within health and social care have complex assignments in comparison with managers in other sectors. Organizations within the health and social care sector have finalized values as a part of their marketing philosophy and the organizational culture desired by leadership, while workplaces have developed their own cultures and norms, which leads to first line managers being placed in the difficult position of balancing between these cultures. Previous research has demonstrated that sustainable leadership is of great importance for organizations, workplaces, and first line managers.    The purpose of this study was to, with a focus on health and social care, investigate to what extent the reciprocal relationship between leadership, psychological security, diverse organizational cultures and work cultures promotes sustainable leadership.   The method of this study is a qualitative one, based on interviews conducted with six first line managers from different areas within the health and social care sector, with the goal of investigating their experiences in order to gain an increased understanding of how organizational culture and workplace culture affect and are affected by leadership. We have analyzed and summarized these interviews in relation to the following categories: organizational culture, workplace culture, psychological security, leadership and sustainable leadership.   The results demonstrate a significant distinction between organizational culture and workplace culture, as well as their impact on first line managers and their leadership. Furthermore, they demonstrate that first line managers feel that leadership becomes less sustainable in relation to organizational culture, but more sustainable in relation to workplace culture. First line managers work extensively with the implementation of sustainable workplace cultures, where they stress the importance of a present and trustbased leadership.