Dissertations / Theses on the topic 'Work'
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Meerkins, Tera M. "Where work works: The role of community context in decent work and life satisfaction." Thesis, Boston College, 2021. http://hdl.handle.net/2345/bc-ir:109028.
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Thesis advisor: David L. BlusteinThe U.S. has witnessed growing inequality, decreasing wages, and increasing instability in work over the past several decades (Krugman, 2012; Stiglitz, 2015). Moreover, evidence demonstrating work’s impact on well-being is expansive, as is its role in upward mobility and maintaining systemic oppression (Blustein, 2006; 2008; Swanson, 2012). Despite this breadth of research, studies rarely attend to community factors that shape opportunity for accessing work. As such, the present study sought to better understand relationships among individuals’ economic resources and work-related psychological constructs, in conjunction with community economic conditions and access to decent work. The present study utilized latent structural equation modeling to test several hypothesized tenets of the Psychology of Working Theory (Duffy et al., 2016) involving the latent constructs of social class, work volition, decent work and life satisfaction, in a sample of 816 working adults. Modeling contained both a composite decent work (DW) factor and its five discrete components of DW: safe working conditions, adequate compensation, access to healthcare, adequate rest and free time, and a match of organizational and social/family values (Duffy et al., 2017). Moderation analyses relied on matching individual participant data to their county-specific opportunity data, such as poverty, unemployment, and Preschool enrollment rates. Results indicated that social class indirectly predicted DW through work volition and that DW subsequently predicted life satisfaction. When examining distinct DW components in tandem with a global construct, social class predicted the healthcare and rest/time off components of DW, which further attests to the unique variance in these components. Findings underscore the powerful role economic resources play in securing DW and shaping people’s work conditions, in addition to the clear impact of DW on overall well-being. Analyses did not yield significant moderation effects for economic conditions and community opportunity in hypothesized pathways. Implications for research, practice and policy, as well as study limitations are presented
Thesis (PhD) — Boston College, 2021
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental and Educational Psychology
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North, Fiona Mary. "Work and absence from work." Thesis, University College London (University of London), 1990. http://discovery.ucl.ac.uk/1349621/.
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This study assesses risk factors for sickness absence in the British civil service. As one component of a large study of psychosocial factors and health, 10,314 civil servants between the age of 35 and 55 completed questionnaires about their work environment, social circumstances outside work, health and health-related behaviours. To obtain a more objective measure of the work environment, personnel managers provided external assessments of participants' jobs. The baseline variables were related to rates of short spells (7 days or less) and long spells (more than 7 days) of sickness absence for 85% of participants, over a mean period of 20 months (6-26 months). There were striking grade differences in sickness absence, with a stepwise increase in rates of both short and long spells from top administrators to clerical and office support staff. Other identified risk factors explained only a third of these grade differences in sickness absence. Further analyses were adjusted for age and grade. Self-reported health was strongly related to rates of long spells and, to a lesser extent, short spells. Adequacy of support and difficulty paying bills were the two factors outside work which related to rates of both short and long spells. Job satisfaction was the only measure of the work environment which related to rates of both short and long spells. Other aspects of the work environment which were associated with increased rates of short spells were low variety and skill use and low support at work for both sexes, and low control, slow work pace and few conflicting demands for men. Self-reports and external assessments of the work environment related to sickness absence in a similar way, suggesting that the work environment itself was important. Factors which did not relate to either short or long spells of sickness absence were marital status, dependent children, the frequency of social contacts and physical activity. Women had higher rates of sickness absence than men and Asians had higher rates than Caucasians. This study identified a number of risk factors for sickness absence and differences in these risk factors for short and long spells of sickness absence. The grade, sex and ethnic differences in sickness absence remained largely unexplained. Group attitudes towards sickness absence may be important. Methodological issues related to the assessment of psychosocial factors are discussed.
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Cody, Celia. "Team work, piece work, or both : work reform at Levi Strauss." Thesis, Massachusetts Institute of Technology, 1993. http://hdl.handle.net/1721.1/65221.
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Ekelin, Annelie. "The work to make eParticipation work /." Karlskrona : Department of Systems and Interaction Design, Blekinge Institute of Technology, 2007. http://www.bth.se/fou/forskinfo.nsf/01f1d3898cbbd490c12568160037fb62/06c223cbd4e0037dc12572dd004a9ca1!OpenDocument.
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Jordon, John David. "The work programme : making welfare work?" Thesis, Manchester Metropolitan University, 2016. http://e-space.mmu.ac.uk/600415/.
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This thesis provides a review of the United Kingdom’s ‘Work Programme’ as it was operating in 2014. The Work Programme was a welfare-to-work scheme rolled out nationally across mainland Britain in 2011. It was the flagship welfare programme of the Conservative and Liberal Democrat coalition government that was formed following the UK’s general election of 2010. Welfare-to-work, alternatively known as ‘workfare’, is an approach to welfare provision which, in theory, mandates strict ‘reciprocal activity’ in return for receiving state benefits. Welfare-to-work is also increasingly associated with ‘payment-by-results’ schemes operated by private ‘providers’. Welfare-to-work has been described by numerous theorists, politicians and social commentators as a positive and revolutionary transformation of the UK’s benefits system that will re-build long-term welfare claimants’ self-esteem, re-train them via ‘tailored help and support’, and subsequently re-integrate them into the active labour market. Such claims are also often associated with the belief that past welfare systems were too generous, thereby prompting the emergence of a pathological, intergenerational underclass. Welfare-to-work is therefore argued by many to be the best solution to a crisis of social exclusion, cultural degeneration and excessive national welfare costs. However, critics characterise welfare-to-work as an essential aspect of a ‘neoliberal’ crackdown on former social democratic states. Such critics claim that this New Right ‘hardening’ of welfare policy is designed to force the UK’s labour markets to adapt to conditions of global competitiveness, lower-wages, less rights, and onerously ‘flexible’ working conditions. This thesis explores these broad and seemingly contradictory themes in both theory and also practice. More specifically, it assesses the degree to which either of these competing claims could be said to be valid for the Work Programme as it was operating within two welfare-to-work centres in the north of England in May, 2014. The thesis is based on 68 interviews with Work Programme staff and ‘customers’, foodbank managers and one anti-workfare activist. In addition, it draws on full-time fieldwork conducted over four weeks in May 2014 within two Work Programme centres. The main findings are that the Work Programme did not support the long-term unemployed into work, but also that it did not act as a punitive forced work scheme. Rather, it provided only limited contact with, and support to, claimants, and was essentially pointless in terms of improving a claimant’s chances of finding work.
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Scanlon, Thomas Joseph. "Work and non-work stress among solicitors : modelling the work-home interface." Thesis, University of Central Lancashire, 2005. http://clok.uclan.ac.uk/22005/.
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Focusing upon solicitors working in private law firms in England and Wales, the study investigates the interrelationships between domain-specific and work-home interference factors and their predictive value in relation to different categories of strain symptomatology and satisfaction outcomes. The research also examines the moderating influences of gender and family type on the interface between work and home, and their differential impacts on well-being. Data were gathered in two stages. Stage one involved 20 interviews that allowed respondents to identify sources of work and home pressures for themselves. Content analysis of the interview transcripts facilitated the development of separate work and home pressure inventories. In addressing the difficulties associated with construct measurement, stage two developed an unorthodox approach for measuring both forms of work-home interference, which was part of an extensive survey instrument that included established outcome measures. The sample group was devised using a cluster sampling strategy whereby legal firms were grouped according to their size and then by regional cities. Nearly 2,500 surveys were distributed with a return rate of nearly 30%. The data set was split into two sub-sets via a cluster sampling strategy based on gender and family type to allow for a series of exploratory and confirmatory analyses in the development and testing of structural equation models of the work and home domain. A distinguishing feature of this study is its examination of the work-home interface at the microlevel, which involved developing a series of structural equation models relevant to the most salient sources of work-home interference and domain-specific pressures experienced by solicitors. Through a series of exploratory and confirmatory analyses, the study' tested three differing sets of explanatory relations as to the interplay between specific aspects of the two domains, and the implications of this interplay for a range of outcomes. The findings provide strong empirical support to assert that work-to-home interference (e. g., concerns over ability) and home-to-work interference (e. g., unfulfilled domestic responsibilities) represent two distinct dimensions of individuals functioning with different rates of prevalence and different role related antecedents and outcomes that indicate that solicitors are being stretched in both domains. The empirical evidence indicates an increasing convergence in the public and private roles of male and female solicitors, highlighting the importance of both sexes having the opportunity to attain a balance between the domains of work and home. The study also demonstrates that work-home interference is not exclusively a problem for employees located in traditional nuclear families and shows that solicitors within differing familial situations (e. g., single persons) experience high levels of work-home interference that can exacerbate domainspecific pressures resulting in a poor state of health and low levels of work and home satisfaction.
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true, Connie L. "The influence of work station architecture on work perceptions and work behavior." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3852.
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A field study was conducted to find whether open office architecture is related to employees' perceptions of their jobs and their work groups, and to their behavior in and around their work stations. Fifty-two employees in the administrative division of a large manufacturing operation volunteered to participate by answering a questionnaire and allowing their work stations to be analyzed for levels of visual access and visual exposure, the two independent variables. Access and exposure, at first theorized to be independent and interacting functions, were found to be too highly correlated in this open off ice setting to test as originally planned. The design was modified by combining the measures of access and exposure, thereby creating a new independent variable called visual information. Under the modified design, results supported a prediction that less visual information would correlate with more positive responses to survey items about employees' job characteristics, and a prediction that less visual information would correlate with higher rates of work station occupancy. But there was no support for a prediction that more visual information would correlate with more positive responses to survey items about employees' work groups, nor was there support for a prediction that more visual information would correlate with fewer numbers of personal items displayed at employees' work stations. Suggestions were made for more appropriate tests of the original design in order to determine whether visual access and visual exposure operate as independent and interacting dynamics.
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Mullins, Christine M., Jo-Ann Marrs, and S. Reed. "Preceptorship With Graduate Students: What Works and Doesn’t Work." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/7129.
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Rana, Vishal. "Non-Preferred Work Tasks in Work Design." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.
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Both academics and practitioners have devoted increasing attention to job design as a result of continued changes to the nature of work. There have been many studies on job design over the last five decades, and the most prominent model used to study job design is the job characteristics model (JCM) (Hackman & Oldham, 1980). More recently, Morgeson and Humphrey (2006) extended the JCM and job design research by developing a comprehensive work design questionnaire (WDQ) that includes characteristics such as social characteristics, knowledge characteristics and work context, in addition to the already existing JCM. The focus of JCM, and now WDQ, has primarily been on the job characteristics that motivate employees. In reality, however, not every task that an employee performs in their work role is preferred by that employee. Therefore, it would be naïve to not consider those tasks in work roles that employees prefer not to perform. A mixed methods research approach was used in this research to delve deeper into the task level analysis of job design. In particular, this research investigates those tasks that employees prefer not to perform. This research is based on the following research questions: RQ1: Do employees identify non-preferred work tasks (NPWTs)?; RQ2: How do employees manage NPWTs?; RQ3: What is the effect of NPWTs on work outcomes?
The first and second research questions were answered through Study 1, which was qualitative in nature and sought responses from 40 professionals working over two industries (hospitality and university). The semi-structured interviews with the participants provided greater understanding of the nature of NPWTs in work roles. Furthermore, the respondents provided various ways in which they managed their NPWTs when answering the second research question.
Addressing the third research question required the use of a scale development process in Study 2, as there were no pre-established scales measuring NPWTs. This process established the reliability and validity of the scale for NPWTs by testing the scale for predictive and discriminant validity with a sample size of 126 respondents. After successfully establishing a scale for NPWTs in Study 2, Study 3 was undertaken to answer the third research question, using an experimental design that manipulated positive emotions (high and low) and further test the predictive and discriminant validity for the scale of NPWTs. Study 3 tested whether NPWTs predict organisational citizenship behaviour (OCB) and work engagement.
Chapter 1 provides the background and introduction to the dissertation, including justifying the broad research questions. Chapter 2 provides a review of the literature across a diverse range of fields under which research on this topic has been undertaken. NPWTs are conceptualised and unpacked in Chapter 3 through a variety of examples that provide the basis and reasoning to understanding NPWTs in this thesis.
Chapter 4 describes Study 1, which involved the conduct of semi-structured interviews to explore the nature of NPWTs and how employees manage NPWTs in their work roles. Upon confirming that NPWTs exist and employees identify and differentiate between their NPWTs and preferred work tasks (PWTs), the data from Chapter 4 were used to develop a scale to measure NPWTs in Chapter 5, which outlines Study 2.
Study 2 established the items for the scale of NPWTs and confirmed the internal reliability for the measure. The predictive and discriminant validity with a small sample size of 126 respondents was also assessed. The predictive validity of NPWTs was tested against the outcome variables of creativity and workplace deviance. Once the reliability and validity of the scale was confirmed, an experimental design was conducted in Chapter 6, Study 3, to manipulate positive emotions (high and low activation) further test the predictive validity of the scale of NPWTs with 145 respondents. The outcome variables for this study were organisational citizenship behaviours and work engagement. The results of this study confirmed the prediction that NPWTs are negatively related to positive organisational outcomes of OCB and work engagement.
Chapter 7 outlines the overall results, draws out emerging themes, and notes the contributions to research and practice that emerged from this program of research. The research findings, limitations, and implications for practice and theory are discussed.
The results of these studies offer several contributions to research and practice. Firstly, they offer researchers a new, timely, and an important avenue of research in job design literature by highlighting the importance of task analysis in job design. The results also draw attention to the new concept of non-preferred work tasks. The scale developed in this thesis will further help researchers to investigate the impact of NPWTs in organisational outcomes. Finally, the findings from this new measure will assist practitioners to understand the impact of NPWTs on work outcomes and the role of positive emotions in ameliorating this effect. Given that billions of dollars are being lost on lack of employee engagement in workplaces, it is anticipated that this research will support managers and organisations in making decisions about the tasks that employees perform in their roles and reduce NPWTs by addressing these with their employees.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.
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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near their peak level, individuals must be willing to supply discretionary work effort. Thus, managers need to understand the determinants of discretionary work effort. Nonetheless, despite many years of scholarly investigation across multiple disciplines, considerable debate still exists concerning why some individuals supply only minimal work effort whilst others expend effort well above and beyond what is minimally required of them (Le. they supply discretionary work effort). Even though it is well recognised that discretionary work effort is important for promoting organisational performance and effectiveness, many authors claim that too little is being done by managers to increase the discretionary work effort of their employees. In this research, I have adopted a multi-disciplinary approach towards investigating the role of monetary and non-monetary work environment characteristics in determining discretionary work effort. My central research questions were "What non-monetary work environment characteristics do employees perceive as perks (perquisites) and irks (irksome work environment characteristics)?" and "How do perks, irks and monetary rewards relate to an employee's level of discretionary work effort?" My research took a unique approach in addressing these research questions. By bringing together the economics and organisational behaviour (OB) literatures, I identified problems with the current definition and conceptualisations of the discretionary work effort construct. I then developed and empirically tested a more concise and theoretically-based definition and conceptualisation of this construct. In doing so, I disaggregated discretionary work effort to include three facets - time, intensity and direction - and empirically assessed if different classes of work environment characteristics have a differential pattern of relationships with these facets. This analysis involved a new application of a multi-disciplinary framework of human behaviour as a tool for classifying work environment characteristics and the facets of discretionary work effort. To test my model of discretionary work effort, I used a public sector context in which there has been limited systematic empirical research into work motivation. The program of research undertaken involved three separate but interrelated studies using mixed methods. Data on perks, irks, monetary rewards and discretionary work effort were gathered from employees in 12 organisations in the local government sector in Western Australia. Non-monetary work environment characteristics that should be associated with discretionary work effort were initially identified through a review of the literature. Then, a qualitative study explored what work behaviours public sector employees perceive as discretionary and what perks and irks were associated with high and low levels of discretionary work effort. Next, a quantitative study developed measures of these perks and irks. A Q-sorttype procedure and exploratory factor analysis were used to develop the perks and irks measures. Finally, a second quantitative study tested the relationships amongst perks, irks, monetary rewards and discretionary work effort. Confirmatory factor analysis was firstly used to confirm the factor structure of the measurement models. Correlation analysis, regression analysis and effect-size correlation analysis were used to test the hypothesised relationships in the proposed model of discretionary work effort. The findings confirmed five hypothesised non-monetary work environment characteristics as common perks and two of three hypothesised non-monetary work environment characteristics as common irks. Importantly, they showed that perks, irks and monetary rewards are differentially related to the different facets of discretionary work effort. The convergent and discriminant validities of the perks and irks constructs as well as the time, intensity and direction facets of discretionary work effort were generally confirmed by the research findings. This research advances the literature in several ways: (i) it draws on the Economics and OB literatures to redefine and reconceptualise the discretionary work effort construct to provide greater definitional clarity and a more complete conceptualisation of this important construct; (ii) it builds on prior research to create a more comprehensive set of perks and irks for which measures are developed; (iii) it develops and empirically tests a new motivational model of discretionary work effort that enhances our understanding of the nature and functioning of perks and irks and advances our ability to predict discretionary work effort; and (iv) it fills a substantial gap in the literature on public sector work motivation by revealing what work behaviours public sector employees perceive as discretionary and what work environment characteristics are associated with their supply of discretionary work effort. Importantly, by disaggregating discretionary work effort this research provides greater detail on how perks, irks and monetary rewards are related to the different facets of discretionary work effort. Thus, from a theoretical perspective this research also demonstrates the conceptual meaningfulness and empirical utility of investigating the different facets of discretionary work effort separately. From a practical perspective, identifying work environment factors that are associated with discretionary work effort enhances managers' capacity to tap this valuable resource. This research indicates that to maximise the potential of their human resources, managers need to address perks, irks and monetary rewards. It suggests three different mechanisms through which managers might influence discretionary work effort and points to the importance of training for both managers and non-managers in cultivating positive interpersonal relationships.
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Chang, Ruby Yi-Ju. "The relationship between work and non-work support and work-life balance in Taiwan." The University of Waikato, 2009. http://hdl.handle.net/10289/2789.
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The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined. Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.
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Isfeld, John Alexander. "Postmodernism and social work, is social work oppressive?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0008/MQ32142.pdf.
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Stenson, Kevin. "Social work discourses and the social work interview." Thesis, Brunel University, 1989. http://bura.brunel.ac.uk/handle/2438/5011.
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It will be argued that, in order to understand particular exchanges between social workers and clients, it is essential to go beyond the view that sees them simply in terms of interaction between unique persons, and locate them within the wider discursive settings within which they occur. Most of the talk which takes place in these interviews concerns problematic issues within family life, particularly in terms of the relationships between parents and children. Behind these apparently mundane conversations lie agendas of social work issues which have been constructed historically with the rise of the caring professions. The early part of the thesis is concerned with uncovering the historically constructed norms of acceptable motherhood which underpin social work strategies with families and which help set the agendas of interviews. Then the analysis focuses on how general norms and objectives are translated into operational, professional techniques. This theme is carried forward through a focus on the social settings in which interviews take place, the building up of subject positions within interviews, for social worker and client, and the implications of translating from a predominantly oral to a literate based, professional mode of discourse. Finally, the analysis is concerned with the tentative attempts, marked by ambiguity and resistance, to go beyond the mere monitoring of the life of the client, and draw her/him into a form of discourse which is openly committed to social work aims, where the client seems to want to present his or her life problems in terms which are intelligible to, and manageable within, the strategies open to the social worker.
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Taylor, Stephen Adam. "Work and autonomy : case studies of clerical work." Thesis, Durham University, 1995. http://etheses.dur.ac.uk/1512/.
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Marques, Ana Isabel dos Santos. "Decent work clues in knowledge work job advertisements." Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/21932.
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O conceito de Decent Work, proposto pela International Labour Organization, recebe a contribuição de várias disciplinas, como a psicologia, para a sua definição, aprofundamento e aplicabilidade. O objetivo deste estudo é a descrição e caracterização de indícios de Decent Work em anúncios de empregos para trabalhadores do conhecimento. A amostra é composta por 1000 anúncios de emprego. Os principais resultados demonstram que embora alguns Elementos Substantivos de Decent Work estejam geralmente presentes nos anúncios de emprego outros estão ausentes. Os três Elementos Substantivos totalmente ausentes são: “Safe Work”, “Work that should be abolished” e “Social and Economic Context”. Este estudo realça a importância da informação e transparência para uma futura relação de maturidade e confiança entre empregador e empregado. Realça ainda a importância de um compromisso aberto dos empregadores relativamente à oferta de trabalho que possa ser adjetivado como Decent Work. Muito se evidenciou estar por fazer a respeito disso; Abstract:
The concept of Decent Work, proposed by the International Labour Organization, receives the contribution of several fields, such as psychology, for its definition, deepening and applicability. The purpose of this study is to describe and characterize Decent Work clues in job advertisements for knowledge workers. The sample consists in 1000 jobs. The main results demonstrate that although some Decent Work Substantive Elements are usually present in job advertisements, others are absent. The three totally missing Substantive Elements are: "Safe Work", "Work that should be abolished" and "Social and Economic Context". This study highlights the importance of information and transparency for a future relationship of maturity and trust between employer and employee. It also stresses the importance of an open commitment of employers on the job offer that can be termed Decent Work. Evidences suggest that much remains to be done.
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Gillette, Margaret. "Love is Work| Work-Based Platonic Love Theory." Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10935947.
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The purpose of this research was to understand how people working in California’s San Francisco Bay Area/Silicon Valley technology industry love one another platonically in the workplace, as well as what effects they perceive from this love. Through this constructivist grounded theory study, a theory was developed. This Work-based Platonic Love Theory involves workplace relationships that are heavily centered around work itself. These relationships can begin in admiration for one another, conflict with one another, or even dislike. They are transformed into loving relationships through shared experiences of work-related hardship, challenging or innovative work, and/or spending long work hours together. Participants describe the relationships as familial, often team-oriented, caring, and rooted in work. Effects of these work relationships include the perception of greater individual and team success, high performance, and shatterproof teams. Work-based Platonic Love Theory resulted from data produced by in-depth interviews with 17 participants who reported experiences with platonic love in San Francisco Bay Area/Silicon Valley technology firms. The study underscores the value of platonic love in the workplace to the work itself, to teams, and to individuals. It also suggests a heavily work-centric nature of loving relationships within the technology industry in the San Francisco Bay Area and Silicon Valley.
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Wong, Yuen-man Candy. "Outsourcing inspection work of unauthorized building works in Hong Kong." Click to view the E-thesis via HKU Scholars Hub, 2004. http://lookup.lib.hku.hk/lookup/bib/B37934132.
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Rada, Nicholas S. "plywood work: setting up looms and other works of mischief." Thesis, Virginia Tech, 2006. http://hdl.handle.net/10919/34493.
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TANG, Shuwen. "Work support, work-family enrichment, work demand and work well-being among Chinese employees : a study of mediating and moderating processes." Digital Commons @ Lingnan University, 2010. https://commons.ln.edu.hk/soc_etd/28.
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Work and family are the central and salient domains in one’s life. Juggling work and family life has become a challenge for many employees and families (Hammer et al., 2005). This study proposed a theoretical model in which work to family enrichment functioned as the mediator between work support (support from supervisor, co-workers and organization) and work well-being (job satisfaction and psychological health), and also examined whether work demand buffered the impact of work support on work well-being. The inclusion of work to family enrichment extends prior research on Job Demands – Resources model (Demerouti & Bakker, 2007), and allows for a more detailed assessment of the effects of work support on work well-being from a perspective of positive organizational behavior. A total of 978 employees in Chinese society were recruited. An exploratory factor analyses and a confirmatory factor analyses supported a 10-item Work Support Scale measuring supervisor support, co-worker support and organization support. Structural equation modeling (SEM) and Sobel Test results showed that work to family enrichment partially mediated the influence of work support on job satisfaction and full mediated the influence of work support on psychological health, whereas the regression results showed that work demand indeed buffered the positive relationship between work support and job satisfaction. Implications for future research on work-family enrichment were discussed.
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Castillo, Alessandra, and Hernández David Rodríguez. "Work Labs." Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/130137.
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Tesis para optar al grado de Magíster en AdministraciónCastillo, Alessandra (Parte I Análisis estratégico y de mercado ), Rodríguez Hernández, David (Parte II Análisis organizativo y financiero)
WorkLabs is a startup serviced office company that is dedicated to providing its members with a quality workspace, business solutions, and other services designed to satisfy all of their needs, so they can focus on excelling in their core business. Based in Santiago, Chile, WorkLabs aims to build a broad and loyal consumer base among small to mid-sized businesses that are looking to establish a presence in the city’s most important business hub. As both visionaries and users, the founders bring their industry experience, a diverse network of friends and colleagues from around the world, and their formal business knowledge together in order to solve a pressing need for most any business: a workspace that best fits their businesses needs, so they can focus on being the best in their respective fields. To be incorporated in Santiago, Chile, its founding members will each hold an equal stake in the company. David Rodríguez Hernández, a manager at On-Site/Facilities services giant Sodexo, and previously at consumer goods multinational Procter & Gamble, and Alessandra Castillo, associate director of Alumni Affairs and Corporate Giving, partnered to form WorkLabs. Additionally, an operational manager and sales manager will join the team, bringing experience and ideas that can help boost company growth from the start. WorkLabs provides a full range of services to businesses and individuals looking for a place to do business. We provide our “plug and play offices”, shared 100-megabit fiber-optic high-speed internet access, phone service with options for unlimited long distance, bilingual call management/messaging services (English/Spanish), along with a host of other services designed to create a productive and enjoyable workspace. The serviced office market has experienced tremendous growth worldwide, with Latin America exhibiting the highest percentage growth over the past year of any region worldwide, increasing by 37.5% with a net increase of 45 new centers in the region, the majority of the growth coming from Brazil and Mexico. The Chilean market has also seen tremendous increase in size, as companies like Regus, and other smaller competitors, attempt to establish a major presence in the country’s capital by establishing new centers. Although the serviced office market has grown tremendously, of the overall small to mid-size business market of size of USD $21B in sales, made up of 89,715 individual companies, and employing 464,455 people the serviced office market is still very much in its initial stages of growth, totaling an estimated 3,198 companies, a total market of $11,944MM. The outlook for the serviced office market is very promising, given the current size and growth rates of the market.
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Walker, Esther. "Negotiating work." Thesis, University of York, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.387170.
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Crisp, Rosalind. "Solo work." Thesis, View thesis, 1998. http://handle.uws.edu.au:8081/1959.7/29103.
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Imagine a lilly pond. Each lilly floating independently. The individual lilly is framed by the water that surrounds it. The lilly pond becomes apparent by the presence and absence of lillies. This thesis is a compilation of diverse floating articles. Not everything has been covered. I hope that the gaps revealed illuminate the edges of the work. Different writing styles have been adopted in an attempt to get closer to the complexity and ephemerality of the research -- research that has taken place in the dancing body. In presenting the written material this way, I wish to take the reader on a journey -- an experiential journey into the dance -- one that is 'like' the dance rather than an extracted description of it. I hope that the reader will 'come to their senses' and feel the materiality of the dance as I have studied it and known it in my body and with-in the bodies of the other two dancers. The framework for the research in the body has been the integration of the histories collected in our bodies -- practices, trainings, country and culture -- all of which continue to slip and slide, continually re-forming themselves and re-inventing the dancing and not-dancing bodies that we are.
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Crisp, Rosalind. "Solo work." View thesis, 1998. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030908.150923/index.html.
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Disque, J. Graham. "Trauma Work." Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etsu-works/2841.
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Lange, Shara K. "Work Sticks." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/3658.
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Hulme, Geber Vera. "Patch Work." Thesis, Konstfack, Textil, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:konstfack:diva-6762.
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Aigner, Ernest, Sanchez Lucia Baratech, Desiree Alicia Bernhardt, Benjamin Curnow, Christian Hödl, Heidi Leonhardt, and Anran Luo. "Sustainable Work." European Commission, bmwfw, 2016. http://epub.wu.ac.at/4831/1/WWWforEurope_WPS_no112_MS210.pdf.
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In a highly globalised world where all production and consumption activities are internationally intertwined and the environmental consequences of those actions are hard to identify, rethinking the role of work in our societies according to sustainability principles is a complex but highly necessary task. Salaried work has become one of the crucial indicators to analyse any country in the world. By looking at the proportion of the population that is employed, the working conditions they have, and how productive they are when performing their tasks, it is possible to produce an image of a country's society to assist in the understanding of the levels of well-being of its citizens. Work and labour markets not only largely structure the way the economy and society function, they also heavily influence an individual's life satisfaction and happiness; virtually the entire life of a person is designed around their work. Given the relevance work has at all levels, diving into the concept of sustainable work is a crucial project due to the urgency of environmental matters. The biggest role humanity faces is how to transform our societies so that they are sustainable from a social, ecological and economic perspective. For the sustainable society vision, work would need to be drastically altered in order to adapt it to the multi-dimensional sustainability requirements. This research aims to contribute to this enterprise by identifying the conditions that define the sustainability of work and then present an overview of seven European countries from this perspective. The present document introduces our conceptualisation of work and explains its main components. These are designed around the idea of the sustainable society and are composed of individuals' needs, equity and planetary boundaries. The final section concludes and introduces the different country-case studies.Series: WWWforEurope
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George, Ranjan Michael Jeyadas, of Western Sydney Nepean University, and Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work." THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.
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This thesis is a study of gender and organisation in Sri Lanka, a society of diverse cultural identities. The research question addresses factors related to women and men's orientations to work and the extent to which institutional factors, located in the broader societal context of Sri Lankan organisations, add explanatory power in analysis of the degree of job satisfaction and work perceptions. The thesis also investigates the relationship between organisational level attributes and the understanding of managers' work perceptions, as well as seeking variation at the institutional level. The main research instrument was a questionnaire, and quantitative data was generated from field surveys of 382 Sri Lankan male and female managers. The data is stratified randomly, forming a sample of top, middle and junior level managers. These managers belong to diverse Sri Lankan organisations in terms of size, ownership, and line of business. The findings illustrate that organisational level attributes have greater explanatory power in interpreting the work perceptions of male and female managers in Sri Lanka than do the institutional factors. However, qualitative interviews that were conducted reveal the salience of institutional factors to explain aspects of work perceptions. Organisational policies and recommendations that can be derived from this finding are elaborated in the conclusions.Doctor of Philosophy (PhD)
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Biederman, Julie Lynne. "The Dimensionality of Work-Related Needs and Work Reinforcers." NCSU, 1998. http://www.lib.ncsu.edu/theses/available/etd-19981103-121903.
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AbstractBIEDERMAN, JULIE LYNNE. The Dimensionality of Work-Related Needs and Work Reinforcers. (Under the direction of J.W. CUNNINGHAM.)Even though there have been many approaches to the study of the person-environment (P-E) fit, little research is available that makes it possible to systematically compare work-related needs and work-reinforcers across various instruments. Research suggests that the traditional concept of commensurate measurement may not be feasible at the item or scale level (Shubsachs, Round, & Lofquist, 1978; Rounds, Dawis, & Lofquist, 1987). This study investigated and compared the factor structures of four self-report inventories (measuring work-related needs) and three job-rating inventories (measuring work reinforcers) in a search for some common dimensionality among instruments. The underlying structures of the self-report and job-rating inventories were established and compared through three groups of analyses. In the first group, multitrait-multimethod analyses of correlation coefficients offered support for the convergent and discriminant validity of eight matched factors common to two or more self-report inventories. In the second group, multitrait-multimethod analyses of congruence coefficients supported three common constructs among the job-rating inventories. In the final group of comparative analyses, six common factors were identified across the self-report and job-rating inventories.Although the number of factors differed among the analyses, subsequent categorical groupings of factors seemed to offer a parsimonious and meaningful model for comparing self-report and job-rating inventories. The three identified categories were Existence, Relatedness, and Growth, as presented in Alderfer's (1969) E.R.G. theory of work motivation. In the future, these categories could prove useful in commensurate measurement and P-E fitting. Practical implications and suggestions for future research are addressed.
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George, Ranjan Michael Jeyadas. "Job satisfaction, gendered work-lives and orientation to work /." [Campbelltown, N.S.W.] : University of Western Sydney, Macarthur, Faculty of Business, 1999. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030604.134036/index.html.
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Alavinia, Seyed Mohammad. "The effect of work on health and work ability." [S.l.] : Rotterdam : [The Author] ; Erasmus University [Host], 2008. http://hdl.handle.net/1765/12705.
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BRANCO, URSULA NASCIMENTO DA ROCHA. "NEW BUSINESS PROCESSES MANAGEMENTS: DECENT WORK OR PRECARIOUS WORK?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23251@1.
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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIROCOORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO
Esta dissertação trata sobre as modificações que o trabalho vem sofrendo a partir do processo de reestruturação produtiva praticado no Brasil desde a década de 1990, visando compreender melhor as alterações em curso, especialmente no que se refere às novas gestões empresariais baseadas em processos. Neste sentido, buscou conhecer a gestão por processos e sua relação com a organização do trabalho, tomando como exemplo uma empresa do setor elétrico brasileiro. Ressalta-se que tal modelo de gestão teve início, no setor, em 2012, com a reorganização da estrutura empresarial, desde a área de negócios até a gestão de recursos humanos. A pesquisa buscou analisar, também, a chamada reestatização do setor elétrico, associada a um movimento de aceleração do crescimento incrementada por exigências de competências e adventos tecnológicos, dada a sua posição estratégica para a economia e o acesso à energia pelos brasileiros. Da mesma forma, objetivou investigar a mobilidade gerada pelo modelo de gestão de processos, imposta aos trabalhadores, enquanto possibilidade de trabalho precário ou trabalho decente. A abordagem teórico-metodológica adotada pautou-se no conceito de trabalho decente como o direito a ter trabalho e de mantê-lo com dignidade e proteção social, tomando-se o trabalho precário como contraposição ao trabalho decente, isto é, como aquele que promove a redução ou suspensão dos direitos. Para tanto, foram realizados contatos com os gestores e com os trabalhadores da empresa estudada, de forma a se compreender a possibilidade de existência do trabalho decente em meio a uma mudança nos padrões de produção e organização do trabalho, onde a palavra de ordem é otimização, uma vez que a implementação da gestão por processos significa a possibilidade de tornar a empresa mais competitiva no mercado, através da otimização de custos e consequente aumento da eficiência na produção de energia elétrica. Os resultados da pesquisa indicaram que a empresa vem operando profundas modificações para atender às exigências do mercado, de forma ágil. Com isso, verificou-se uma diminuição considerável de gastos, principalmente na área de pessoal, com promoção de cortes no orçamento, desenvolvendo, dessa forma, um plano de incentivo à demissão de funcionários terceirizados, o que torna o trabalho decente uma possibilidade ainda distante de se realizar.
This dissertation discusses the changes that work has suffered since the restructuring process practiced in Brazil since the 1990s, intending to understand better the transformations underway, especially those which are related to new corporate managements based processes. The research sought to understand business process management and its relation to the organization of work, through the case study of a Brazilian public electrical company. It is worth emphasizing that this management model started in this sector in 2012 with the reorganization of the company structure, from the business departments to human resource management. The research also sought to analyze the so-called renationalization of the electricity sector associated with accelerating growth by increased demands for skills and technological advances, due to the strategic position of the economy and the access to energy for Brazilians. Equally, we aimed to investigate the mobility generated by this business process management model, imposed on work, and on those who only need their work to survive, through precarious or decent work. The methodological approach adopted was based on the concept of decent work as the right to work with dignity and social protection, seeing precarious work as the opposite of decent work, in other words, as one that promotes the reduction or suspension of rights. With this objective contacts were made with the managers and workers of the company studied in order to understand the possible existence of decent work during the changes in patterns of production and organization of work, where the buzzword is optimization, as the implementation of process management means the ability to make the company more competitive in the market, by optimizing costs and consequently increasing efficiency in electricity production. The research results indicated that the company carries out profound transformations in order to attend to market requirements in an agile way. With this, a considerable decrease in spending mainly in personnel was clear, with promotion of spending cuts, developing, a plan which incentivized the redundancy of outsourced workers, making decent work a distant dream to be achieved.
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Brewis, Joanna Patricia. "Sex, work and sex at work : a Foucauldian analysis." Thesis, University of Manchester, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.530512.
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This thesis uses the work of Michel Foucault to analyse the three main knowledges around sex at work - scientific modernism, liberal feminist sexual harassment knowledge and re-eroticization knowledge. The main argument is that such knowledges can be identified as generating subjectifying power effects; that is to say. this thesis argues that modern human subjects are produced through the operations of prevailing power/ knowledge regimes such as those around sex at work. It is further suggested that the subject positions which these knowledges generate can, in line with Foucault's argument that 'everything is dangerous', be identified to have particular implications. A program of semi-structured interviews has been completed in a university and in a financial services company in order to assess how powerful each knowledge around sex at work has been with regard to subjects in the respondent group. Resistances to the knowledges were also catalogued. Acknowledgement is also made where appropriate of power effects of and resistances to these knowledges with regard to subjects in the wider social. Importantly, analysis is also offered of the implications of the subject positions identified; that is to say, of what it might mean for these men and women to understand themselves in these ways. This thesis therefore conforms to Foucault's recommendation that intellectual work should be used to subvert claims to truth and to reveal the effects of power so that subjects may begin the 'critical ontology' of themselves. This project of self rests on an awareness on the part of individual subjects that what that they know of themselves is nothing more, and nothing less, than the power effects of particular knowledges. Foucault suggests that this kind of relationship with self allows for a certain degree of self-fashioning - that we can come to be able to choose the ways in which we know ourselves. The concluding part of the thesis addresses the criticisms that have been made of this vision of a new form of subjectivity and, in so doing, clarifies the ethicopolitical contribution of the kind of Foucauldian analysis that has been attempted here.
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Eliasson, Benitha. "Social Work Approaching Evidence-Based Practice. : Rethinking Social Work." Doctoral thesis, Luleå tekniska universitet, Arbetsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-18343.
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The Swedish public sector has undergone major changes over the last decades, with increased demands to be effective and perform their tasks with high quality, but also with the demand to increase the influence of users and citizens over the support given. This development has influenced how social services organise and how their work is perform, and is one motive given as to why evidence-based practice was introduced. This development can also be traced back to the manager philosophy new public management and neo-liberalism. Evidence-based practice has its origin in evidence-based medicine, which had a large impact internationally from the 1990s.Although there are different opinions concerning how evidence-based practiceshould be understood is often described on the basis of Sackett et al.’s (2000) definition which regards evidence-based practice as an integration of different knowledge sources – the best evidence, clinical or professional expertise and the values and preferences of users. The professional have the responsibility to use all these knowledge sources in the daily work.The purpose of this thesis is to describe and analyse different processes of the introduction of evidence-based practice. One aspect is what these processes have contributed to in terms of organising ways of working and management within social services; another aspect concerns what this means for social work. With a combination of new institutional organisational theory and Berger and Luckmann’s (1967) insights into the social construction of everyday life, it is possible to analyse the introduction of evidence-based practice as a process, moving between a macro, meso and micro perspective. The empirical base for this thesis is interviews with 33 personnel from different professions and organisations. Those interviewed from thesocial services include social workers within individual and family services and socialservices managers, as well as regional representatives from a Research and Development Unit. To understand the development of evidence-based practice and its proliferation into social services I also interviewed doctors from health care in a County Council.New institutional organisational theory is useful for understanding how differentways of organising activities are spread between and within organisations. With concepts used in new institutional theory, the focus is on how evidence-based practice travels from medicine to social work, and from a national level to the local social services level, via the regional level. Giddens (1990) terms ‘disemedding’ and ‘reembedding’ are used. Different isomorphic processes are recognised in these processes, as well as strategies to decouple or loosely couple evidence-based practice from social services ordinary activities as a way to gain legitimacy. The main findings in the thesis are that evidence-based practice has been introduced with evidence-based medicine as a role model, and that this has been done from different conditions. As is described in the interviews, the development of evidencebased practice has been controlled from national organisations such as the government, the National Board of Health and Welfare and in recent years also the Swedish Association of Local Authorities and Region, while the development within the medical area was governed by national organisations but performed by the medical profession, which advocated the introduction of evidence-based practice within the profession. The regional representatives largely support the myth that is presented of evidence-based practice, and have a central responsibility in the national initiativesconducted; they are intermediary between the national initiatives on development work and the local practice. When evidence-based practice is introduced in social work this has entailed loosely coupling between the myth about evidence-based practice and the ordinary activities, this strategy is especially obvious among social services managers. Furthermore, when a medical model of evidence-based practice is used, although with a broader approach, the introduction of evidence-based practice does not reflect the social workers’ education, profession and ways of working in the same way as evidence-based medicine reflects the doctors’ education, profession andway of working. The intention to analyse the introduction of evidence-based practice from a micro perspective is about understanding how evidence-based practice is received by the social worker and their managers. When the interviews with the doctors, social workers and managers are analysed there is less coherence between evidence-based practice and social workers’ work than between evidence-based medicine and doctors’ work. This means that social workers have to shape and construct their daily work anew through internalising the new habits and routines into everyday work, something that takes energy and time, which most interviewees feel does not exist.This thesis also highlights the need for social work to approach evidence-based practice both at an organisational and a structural level, and from the level where the daily work is performed by social workers. Finally, there exists among almost all interviewees a great interest in introducing evidence-based practice, especially among the social workers, but at the moment it is not re-embedded in social work.Godkänd; 2014; 20140731 (beneli); Nedanstående person kommer att disputera för avläggande av filosofie doktorsexamen. Namn: Benitha Eliasson Ämne: Arbetsvetenskap/Human Work Science Avhandling: Social Work Approaching Evidence-Based Practice Rethinking Social Work Opponent: Professor of Health Care Organisation Mike Dent, Faculty of Health Sciences, Staffordshire University, Storbritannien Ordförande: Professor Elisabeth Berg, Avd för arbetsvetenskap, Institutionen för ekonomi, teknik och samhälle, Luleå tekniska universitet Tid: Måndag den 29 september 2014, kl 13.00 Plats: A109, Luleå tekniska universitet
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Campbell, Kelley Marie. "Flexible Work Schedules, Virtual Work Programs, and Employee Productivity." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/509.
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In a workplace marked by increasing change and competing commitments, business leaders require an increased understanding of alternative work programs. Utilizing spillover theory, motivator-hygiene theory, and adaptive structuration theory, this single case study was an exploration of the strategies that business leaders use for flexible work schedules and virtual work programs. The population consisted of 3 managerial business executives and 6 employees within a midwestern United States division of a global blood management solutions firm. The data collection process included a series of semistructured interviews, a focus group, and the assessment of company documentation. Methodological triangulation identified 5 emerging themes: program assessment and monitoring, standard set of virtual working hours, remote office setup, increased virtual communication, and promotion of quality of life. The transferability of this single case study remains with the reader and future researchers to determine. Future researchers may discover that the findings contribute to social change by better preparing organizations for success while simultaneously positioning individuals to attain optimum balance across life and work responsibilities.
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Languilaire, Jean-Charles. "Experiencing work/non-work : Theorising individuals’ process of integrating and segmenting work, family, social and private." Doctoral thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, EMM (Entreprenörskap, Marknadsföring, Management), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-10935.
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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.
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Quarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.
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The interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability and utilization of organizational W/NW practices and employees' perceptions of organizational attractiveness in a sample of full-time employees. In addition, the study examined the roles of five variables: perceived organizational support (POS), perceived organizational non-work support (PONS), perceived supervisor non-work support (PSNS), W/NW enhancement, and W/NW interference. Three hundred eighty-four participants, recruited through Amazon's Mechanical Turk, completed questionnaires related to their current work experiences. The results supported all but one of the hypotheses. Most importantly, the availability and utilization of W/NW practices were both positively related to employee attraction. Participants who reported higher percentages of practice availability or utilization were significantly more attracted to their current employer than participants who reported lower percentages of practice availability or utilization. In addition, POS, PONS, PSNS, and W/NW enhancement partially mediated these relationships, such that the availability and utilization of W/NW practices led to increased employee attraction through increased POS, PONS, PSNS, and W/NW enhancement. Implications for future research and practical applications are discussed.
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Poppleton, Sarah Elizabeth. "Inside the work-non-work relationship: a qualitative study of how employees in two organizations construed domain relationships and experienced work-non-work difficulties." Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421683.
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Roux, Sylvia. "Customising work through social exchange: An examination of how manager responses to requests for flexible work impact on work-home interaction and work engagement." Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/107549/2/Sylvia_Roux_Thesis.pdf.
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Customised work arrangements (CWAs) include all formal and informal forms of flexibility at work. This thesis used the social exchange process to understand employee requests and manager responses to CWAs. The research surveyed employees' requests, responses to requests and impacts on work-home interaction and work engagement, and the moderating effects of the cultural environment on those outcomes. The limits of responses to CWA requests, impacts on individual and business-related outcomes and social exchange theory are discussed. This research offers insights into how CWAs impact employee experiences which have implications for organisations and government.
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Sprung, Justin Michael. "Work Locus of Control as a Moderator of the Relationship between Work Stressors and Counterproductive Work Behavior." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1320345099.
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De, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.
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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
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Lo, Siwin. "Work and the work of art : Agnes Martin, 1959–1964." Thesis, University of British Columbia, 2015. http://hdl.handle.net/2429/54533.
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Agnes Martin's grids confound easy classification. Each is a six-foot square consisting only of horizontal and vertical lines arranged in stable, rhythmic patterns that emphasize no one portion of the canvas over another. In 1960, the grid emerges from the wall, from the canvas, and from Martin’s own hair and clothing. The artist herself retreats, sheathing herself in the very same graphic strategy that she commits to in the decades of painting to come. Yet, there is ample visual evidence that she was already exploring aspects of this final form in two 1959 works, both Untitled, that demonstrate Martin’s exploration of detail’s relationship to viewing distance and an awareness of the grapheme’s ability to testify to the labour of artwork. An examination of this rigorous disciplinary process offers a means of considering artistic labour as a form of resistance to the elision of human labour time inherent in capitalist modes of production. By addressing abstract labour under capital through an analysis of the painterly abstraction of Martin’s artistic practice, this study aims to demonstrate the critical potential of formal analysis by means of two major interventions into recent Marxist theory. The first addresses a lacuna within Marx’s own definition of the work of art. The second involves a repurposing of Italian feminist theory on housework to address the slippages of meaning within artwork that can act as potential moments of resistance to the logic of industrial capitalist production.Arts, Faculty of
Art History, Visual Art and Theory, Department of
Graduate
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Wahlstedt, Kurt. "Postal work - work organizational changes as tools to improve health." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2001. http://publications.uu.se/theses/91-554-4994-8/.
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Robertson, Katelyn. "The Antecedents of Work-School Conflict and Work-School Enrichment." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33013.
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The cost of higher education is rapidly increasing on both a global scale (Creed, French & Hood, 2015), and in the local South African context (Calitz & Fourie, 2016). This rise in costs has seen a commensurate increase in the number of university students who work, largely as a means to fund the increasing cost of their higher education (Butler, 2007; Cinamon, 2016; Owen, Kavanagh & Dollard, 2018). These working students are frequently referred to as non-traditional students in the academic literature. The psychological experiences of non-traditional students who work is a pertinent and expanding area of interest for multiple stakeholders (Owen et al., 2018). These experiences can be classified through the constructs of Work-School Conflict (WSC) and Work-School Enrichment (WSE), which refer, respectively, to the negative and positive aspects of the work-school interface (Butler, 2007). The antecedents of WSC and WSE experiences amongst nontraditional working students have to date not received any empirical attention in the South African research literature. This study aims to address this gap by contributing to the national body of knowledge in this area. The measures used were secondary self-report survey data completed by post-graduate university students who are simultaneously engaged in paid work (N=330). Multiple regression analyses indicated that time demands, job demands and social support from work explained a significant proportion of WSC; whilst job-school congruence and social support within the work context were statistically significant predictors of WSE. Moderation analyses revealed that social support at work influenced the relationship between job demands and WSC, whilst employee role saliency significantly interacted with job-school congruence to influence WSE. The results of this study are aligned to international work-school research findings, which support the additive model of job characteristics as antecedents to WSC and WSE. These results also provide deeper insight into the less explored moderation effects of work resources and demands interacting to influence WSC and WSE. Theoretical, management and educational implications of these findings are considered in relation to the existing literature.
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Eriksson, Elias, and Arpine Petrosian. "Remote Work - Transitioning to Remote Work in Times of Crisis." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172779.
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During times of crisis, such as when the world is going through a pandemic. Many companies get affected and need to change their way of working. Our purpose is to study how the abrupt transition to remote work effects different aspects of work and to see whether, and in what ways, the involuntary nature of the current remote work situation changes how remote work is perceived by employees and managers. We choose to do a qualitative study, in order to get a deeper understanding from both employees’ perspective and managers perspective. The managers and employees participating in our interview are from banking, insurance, and staffing agencies. These interviews will be supplemented with secondary sources from news and statistical surveys. By comparing the results from our study with earlier research and recommendations from industry experts, we concluded that organizational members are handling the transition to remote work well despite the ongoing situation. Similar pros and cons of remote work that are present in previous research are also present in our interviews. However, there are some distinct differences as well. Our thesis is intended to help other organizations learn and gain knowledge about how different organizations are managing remote work in a crisis and the challenges that it brings.
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Fisher, Ronald James. "Gender and Emotions at Work: A Reconceptualisation of Work Commitment." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366871.
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This thesis provides a different lens through which work commitment can be viewed, with a particular focus on how such commitment is gendered and emotionalised. The study is a qualitative investigation into how work commitment is gendered and emotionalised within a university-based workplace, highlighting the long-standing conceptual and methodological inadequacies of work commitment research. In addition, it also recognises the gendered and emotionalised nature of work commitment, through the development of a grounded theory of work commitment. The grounded theory of work commitment provides a significant addition to the current literature, and enables a depth of insight not yet achieved in previous theorising and conceptualisation of work commitment.
This study uses gender and emotion as a lens through which to study work commitment for several reasons. First, the theorising and conceptualising of work commitment to date has not fully considered the impact of gender and emotions upon how organisations and individuals describe and measure work commitment. Only a few studies have argued that commitment is a gendered construct with women ascribing different meaning to work commitment than men. Work commitment research has also not adequately addressed the importance of emotions as part of commitment, with emotional aspects of commitment being regarded as the efforts of organisational members to retain membership or embrace organisational goals and values. It is this lack of attention to the importance of the relationships between gender and emotions and their impact on work commitment, and how this relationship is understood from the perspective of organisational members, that underpins the need for research in this area Therefore, this study investigates and addresses the question: How is work commitment gendered and emotionalised? This thesis utilises a specific methodological and theoretical approach to the study of work commitment. In comparison to the extensive work commitment literature, which has been primarily functionalist in nature, utilising a dualistic ontology and positivistic epistemology, the study upon which this thesis is based uses a grounded theory approach. A focus on understanding from the perspective of people in the workplace, rather than a focus on measurement of a number of commitment related constructs, has allowed the researcher to delve deeper into important issues relating to commitment that have either been previously overlooked or only partly understood. For example, previous research has mainly regarded gender and emotions as independent, objective constructs, with no regard given to the intertwining relationships within which these constructs exist. In contrast, this research reconceptualises work commitment through accounts of the workers themselves. A grounded theory methodology and method is used to build a substantive theory of work commitment. Grounded theory provides an appropriate methodology and method to understand how commitment is gendered and emotionalised by building a theory based on the interpretations of workers of commitment in their workplace.
This research concludes that the work commitment of university academic staff is a gendered construct. Women are often faced with the competing demands of the greedy institutions of home and the workplace (Coser, 1974; Franzway, 2000). Maintaining an effective work/life balance has important implications for work commitment, with women being affected to a greater degree than men. In addition, the career building work activities of male staff, such as a focus on research, also impact unfairly upon women, for this activity is often at the expense of teaching and service to the university. This study also found that emotions are central in the construction of work commitment, not only in relation to the display of emotions but also in relation to the ways in which emotions are considered indicators of work commitment. Women tend to display emotions like caring, passion and excitement while men tend to show anger at perceived poor management and decision making.
This study makes an important contribution to the work commitment literature through illustrating how gender and emotions impact upon organisational, career and professional commitment, issues which have been neglected in previous research. The construction of a theory of work commitment, through the utilisation of a grounded theory approach, enables a theory of commitment to be built based on the lived interpretative experiences of organisational members.
The construction of a grounded theory of work commitment allows for illustration of commitment to organisation, profession and career as the common threads that link the sub-categories of the theory. As a result of the tendency of men to concentrate on research as a commitment to career, work that is less well regarded by decision makers, such as teaching and service, falls to women. Organisational commitment is weak amongst both women and men, with commitment at the departmental or school unit level not being reflected at the organisational level. Professional commitment is strong, and clearly gendered, with women associating teaching with the notion of profession. Career commitment for women is mainly centred on giving, learning and helping. For men, career commitment involves a focus on research and a commitment based on reciprocity. The grounded theory produced by this research is a substantive theory which focuses on behavioural phenomena involved in work commitment in the setting for the study. As a substantive grounded theory its findings may not be generalisable beyond the setting of the study.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Griffith Business School
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"What works at work : overview and assessment." Sloan School of Management, Massachusetts Institute of Technology], 1996. http://hdl.handle.net/1721.1/2610.
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Thomas A. Kochan ... [et al.].Cover title.
Includes bibliographical references (p. 38-42).
Supported by the National Center for the Workplace, the Alfred P. Sloan Foundation, and the Department of Labor. 41USC252C3
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CHEN, WEN-XUN, and 陳紋薰. "Work –related pressure and Career Development of Female military personal - work –Family-word Conflict of Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/9u53w3.
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碩士國立高雄師範大學
事業經營學系
107
The purpose of this research is to discuss and understand women the relevance from working pressure and career development. We will also discuss moderation effects of Work-Family Conflicts and its impact on working pressure and career development. The present study employs a questionnaire survey for female Marines stationed in the southern part of Taiwan. The on-line survey was conduct in Snowball-sampling manner and spread to all female military personnel chatting group. The effective sample size is 220. After literature review, the data obtained in this way was subjected to analysis using SPSS21.0 software to conduct empirical analysis. The results obtained were as follows: 1. Working pressure create some significant impacts on career development. 2. Work-Family Conflicts generate some significant moderation effects for working pressure and career development. According to empirical results, the reader can realize empathy of work-family conflicts for women in the military when they encounter different working pressures. Moreover, all military commanding officers can employ this family values to their management practice to improve the difficult problem for working pressure and career development for women in the Military. Also, those commanders can set the example to their subordinates for right family values. The results provide a perfect career development and promotion criteria and create a balance working environment.
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Chen, Chun-Ku, and 陳俊谷. "work resources, work/family conflict and work/nonwork-related outcomes." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/44044384525832991234.
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碩士國立中央大學
人力資源管理研究所
95
The aim of the research was to explore relations between work resources, work/family conflict and work/nonwork-related outcomes, in the cultural context of a Chinese society (Taiwan). Specifically, we explored the effectiveness of various types of work resources in reducing work/family conflict and enhancing work morale as well as personal well-being. Using structured questionnaires, a sample of 264 full-time employees were surveyed. Analyses revealed that for Taiwanese employees, various types of work resources were positively related to reduced WFC and FWC, enhanced job satisfaction, family satisfaction and happiness. Both WFC and FWC were positively related to reduced job satisfaction and family satisfaction. Both job satisfaction and family satisfaction were positively related to enhanced happiness. More importantly, we found that “supervisor family support” was the most effective work resource in reducing work/family conflict and enhancing work/nonwork-related well-being, whereas “organizational family-supportive policies” and “organizational family support values” were less effective resources. Thus, the crucial beneficial effect of supervisor support was again underlined regarding work/family issues for employees working in relationship-conscious collectivistic cultures.
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Schaenfield, Hilary. "Work." Thesis, 2006. http://spectrum.library.concordia.ca/9234/1/schaenfield_hilary_2006.pdf.
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Work is a collection of short stories linked by themes of career, job, and the all consuming practice of "work". "The Shift", "Your Boy Friday", "Lady Fortuna" and "23 Ways to Creep Into My Sub Consciousness" are first person accounts that move fast in fine focus. Fun and sometimes bawdy, they are the written equivalent of a four-martini business lunch (expensed to the company, of course.) Taking a far less frenetic approach, the piece entitled "Clean" uses limited third person narration to, among other things, gain a sliver of space between navel and gaze. It is the somberest story of the bunch, dealing with life, death and the impossible, sometimes irrational lengths we go to in order to find acceptance. "Little Girl Games" employs first person, but achieves distance through nostalgia and reflection, putting years between the narrator and the subject of the story. Whether dealing with travails at the office, janitorial duties, wedding planning or fortune telling, Work attempts to wring a spirited energy out of what can often feel like banal drudgery.