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The goal of this evaluation is to offer instructive practice on how to improve researcher agency. Indicated are how the literature review is an investigative process providing context to research studies and overall scholarship. Further, practical connection exhibits how exceptional research skills improve the body of information, structure, and quality needed to investigate global issues. Researchers provide a comprehensive analysis of phenomena to convey conceptual, theoretical, and empirical analysis of studies. Further, substantive feedback from collaborative research teams allows for corroboration and a refined final product. Likewise, the content of a research study must align to reflect objectivity and continuity. Conclusively, researchers must employ a regimented and ethical process to refine conceptual, theoretical, empirical, or grey literature studies to provide focus, clarity, and organization.

The French national funding agency (Agence Nationale de la Recherche - ANR) represents since 2005 the “delegation authority” of the public science system. As being the principal national funding agency, ANR influence regarding research communities is a mix of huge prestige, when getting a grant, and a collective satiric humour shared on Twitter (Agence Nationale de l'Excellence Scientifique, @Excelleagence). In between, the fact and the fears that ANR role in shaping and reconfiguring French research priorities is regularly debated. Based on the analysis of ANR data (2006 to 2016), recently released, our proposition aims to observe how and to what extent, ANR research priorities are impacting French communities research agenda. From a comparison between ANR thematic, grants thematic and research prospective expressed then realised by researchers themselves, the analysis will provide elements to depict the way researchers are adapting to the ANR authority. Our approach is both quantitative and qualitative and takes into account the longitudinal dimension to observe the variations occurred during 2006-2016 period.

International audience; The paper presents the studies that have been led toward the integration of device-to-device (D2D) communications within LTE networks in the frame of the project ACCENT5 (Advanced Waveforms, MAC Design and Dynamic Radio Resource Allocation for Device-to-Device in 5G Wireless Networks) supported by the French National Research Agency. The solutions presented in this paper cover several aspects of D2D communications; they are the result of a close cooperation between four partners Thales Communications and Security, CNAM, TeamCast and CentraleSupélec. Physical Layer aspects have been investigated, especially concerning waveforms envisioned for D2D communications within 5G networks. Also, a new MAC protocol has been designed to address the issues raised by the integration of D2D transmissions within LTE cells. The solution coming out of the study guarantees a minimum QoS for both types of users (D2D users and regular users) and aims at reusing spectrum while offloading the burden on the base station. © 2017 IEEE.

International audience; The paper presents the studies that have been led toward the integration of device-to-device (D2D) communications within LTE networks in the frame of the project ACCENTS (Advanced Waveforms, MAC Design and Dynamic Radio Resource Allocation for Device-to-Device in SG Wireless Networks) supported by the French National Research Agency. The solutions presented in this paper cover several aspects of D2D communications; they are the result of a close cooperation between four partners: Thales Communications and Security, CNAM, TeamCast and CentraleSupelec. Physical Layer aspects have been investigated, especially concerning waveforms envisioned for D2D communications within SG networks. Also, a new MAC protocol has been designed to address the issues raised by the integration of D2D transmissions within LTE cells. The solution coming out of the study guarantees a minimum QoS for both types of users (D2D users and regular users) and aims at reusing spectrum while offloading the burden on the base station.

The diploma thesis deals with the phenomenon singles and its development after 1989 in the territory of the Czech Republic. The implications of the phenomenon singles began gradually to appear after 2000. Theoretical part of the thesis contains explanation of concepts, possible causes of formation of this phenomenon, which in the recent past influenced the demographic indicators closely related to singles. Following practical part describes demographic indicators connected with phenomenon singles using graphs and carto diagrams based on data from the Czech Statistical Office. Also, the socio-economic data from research agency Median, s.r.o. and their research MML-TGI, which better capture the current development of phenomenon singles are shown. The conclusion is whether the hypotheses have been confirmed or refuted.

The aim of this paper is to investigate organizational well-being in a Public Research Agency, exploring the point of view of two different categories of workers, administrative staff and researchers, employed in the same organization. We hypothesized that, in a complex organization, the kind of work performed, along with other factors, could influence the representation of organizational well-being. The study involved 37 administrative staff and 24 researchers of the Italian National Research Council (CNR), the largest Public Research Agency in Italy. According to different key areas of organizational well-being in CNR, seven focus groups were carried out and collected data was analyzed using the qualitative data analysis software NVivo9. Results of this study seem to confirm the authors' hypothesis. In effect, even though the framework of organizational well-being is the same for the two categories of employees considered, there are differences in meaning and in importance given by stakeholders to each dimension of the construct. As a whole, the specificity of the points of view might be explained by considering not only the different working conditions and the different kind of work performed, but also the different cultural values of the Research Institutes and of the Central Administration. These aspects should be taken into account in the predisposition of tools for evaluation of organizational well-being, above all in complex organizations, in order to have at the organization's disposal research tools able to be representative of the entire population. A set of recommendations for improving organizational well-being in complex organizations are provided.Keywords: Organizational Well-Being, Administrative Staff, Researchers, Exploratory Study, Research AgencyIntroductionOver the last few years, interest in the topic of organizational well-being has increased not only in a national context, but also in an international context, becoming the subject of several theoretical and empirical studies (Schaufeli, 2004; Horn et al., 2004).This construct has been studied in relation with the construct of psychological well-being, showing that feeling good at work has benefits for both the person and the organization (Avallone and Paplomatas, 2005; Diener and Seligman, 2004). Indeed, in a healthy organization employees feel well, take delight in work and make a commitment to their organization. At the same time, if employees are physically and psychologically well, they bring passion, motivation and volition to their working environment, contributing to improve efficiency and productivity of the entire organization. According to this perspective, developed in the context of functional psychology (Rispoli, 2001), personal and corporate well-being are not opposed, but are mutually reinforcing. In support of this perspective, recent research focused on the link between job performance, psychological well-being and organizational commitment, underlining that the absence of organizational well-being can cause a decrease of productivity, a high absenteeism rate, poor working motivation, poor availability to take on work, lack of trust (Meyer et al., 2002; Wright and Hobfoll, 2004; Mowday et al., 2013).Therefore, one of the interests in organizational well-being is due to practical consequences for the life and functioning of the entire organization. One of the biggest difficulties associated with the study of organizational well-being is related to the definition and conceptualization of this construct. In effect, it is a multidimensional (Donald et al., 2005; Wilson et al., 2004) and dynamic construct, consisting of several interdependent levels and influenced by the context. Some authors have defined this construct as the overall health of an organization comprised of many constructs including organizational climate (i.e., the overall ambiance of an organizational system, what it feels like to be at work; Steele and Jenks, 1977), social climate (i. …

The aim of this paper is to investigate the representation of organizational well-being that workers performing different roles have. Through this study we want to contribute to the definition of the construct of organizational well-being, taking into account the point of view of different groups of workers, that is workers performing leadership roles and workers performing executive roles. The study involved 27 top and middle managers, and 34 researchers and employees with administrative/technical profiles of the Italian National Research Council (CNR). 7 focus groups were carried out and collected data were analyzed using qualitative data analysis software NVivo9. Areas that contributes to the organizational well-being in the CNR are the same for workers who perform leadership roles and for workers who perform executive roles, but they are different in contents and meanings. Also the prominence given by the different categories of stakeholders to each dimension of organizational well-being is different. The results of this study highlight the importance to develop assessment tools for organizational well-being suited to workers performing different roles, able to take into account the complexity of the entire organization.

The reform of mandatory employment in Italy, performed by the national Law 68/99, represented a crucial step not only for the assertion of the right to work for disabled people, but also a cultural innovation in the matter of workplace inclusion. Is this law sufficient to ensure this process? What are the aspects that, in the point of view of people with disabilities, are able to promote or hinder their inclusion? The literature on working inclusion of people with disabilities has focused mainly on accommodation as "technical measures" to be implemented in organizations, but few studies have instead evidenced the importance of social factors in the inclusion process. The research presented was performed in the National Research Council (CNR), the major public research Agency in Italy. 7966 employees work within the CNR, 371 of whom are people with disabilities. The aim of the study was to investigate how, in an Agency in which the management of disability would seem to be mostly left to the individual initiative, the employees with disabilities perceive their working wellbeing, identifying those factors that could promote or hinder the workplace inclusion. The study involved 21 employees with different types of disabilities, 9 of whom were male and 12 were female. As research tool, we used the semi-structured interview. The interview-guide was focused on the areas of the organizational wellbeing in the CNR, that is: balance between work and personal life; work environment; diversity management and equity; knowledge, communication and innovation; individual and group; responsibility, value and professional development; sense of belonging and professional identity; mission and social usefulness. The study was performed using the Grounded Theory method. Interviews were taped, transcribed, categorized and coded using qualitative data analysis software NVivo9. The more critical factors highlighted from employees concern areas related to work environment, individual/group, value, professional development and social usefulness. In particular, people expressed a feeling of worthlessness of their work, reporting stress conditions related to the impossibility of career advancement and to the "lightweight workload". Another source of stress is related to the non-allocation of tasks or to an allocation of tasks judged below their capabilities. Therefore they perceive a sense of injustice and discrimination, feeling not valued for their skills and abilities. Some of them also refer the lack of involvement in working group and in decision making. These difficulties sometimes got worse because of the physical location of their offices, such as the work room of the blind telephone operators, labeled by colleagues as "office of the living dead". The workplace inclusion seems to be a rather complex process, in which organizational/managerial factors seem to have an important role, as well as social and environmental ones. Organizations capable of supporting the inclusion of people with disabilities are probably more attentive to the management of diversity in general, more able to recognize and enhance the skills of all employees and to promote positive interpersonal relationships. These factors are also important for the welfare and productivity of the entire organization.

This bachelor thesis is sociological analysis of recruitment phase of qualitative research projects, especially focus groups in praxis of marketing research. First part of thesis introduces history of focus groups methodology until its nowadays form including rules of its realization. Thesis further deals with history of marketing research within Czech Republic with focus on focus groups methodology and continues until description of todays situation. Next part characterizes projects of qualitative research, especially focus groups with its all varieties. Overmore it brings overview of recruitment methods and standards used in praxis and mostly carried out by Simar association. Last part of thesis is dedicated to methodology and research conducted among five recruiters, who are responsible for qualitative research projects recruitment. By using interviews with them, author describes whole recruitment process, defines its critical points and proposes points for optimization.

The aim of this paper is to identify the key areas that contribute to organizational well-being in the Italian National Research Council (CNR), the major Public Research Agency in Italy. Through this study we want to contribute to the definition of this construct in specific contexts, such as research agencies and universities. 7 focus groups were carried out involving 61 employees with different professional roles and profiles. Using qualitative data analysis software NVivo9, we identified 6 key areas of organizational well-being in the CNR. The results of this study highlight the value not only of human resources management, but also of knowledge management, relationships, clarity of the Agency vision and employee future outlook, motivation and participation in decision making as important factors for organizational well-being of a research agency. We propose interventions for organizational health promotion, aimed at creating a learning organization and at activating knowledge management processes.

International audience; The French national funding agency (Agence Nationale de la Recherche - ANR) represents since 2005 the 'delegation authority' of the public science system. As being the principal national funding agency, ANR influence regarding research communities is a mix of huge prestige, when getting a grant, and a collective satiric humour shared on Twitter (Agence Nationale de l'Excellence Scientifique, @Excelleagence). In between, the fact and the fears that ANR role in shaping and reconfiguring French research priorities is regularly debated. Based on the analysis of ANR data (2006 to 2016), recently released, our proposition aims to observe how and to what extent, ANR research priorities are impacting French communities research agenda. From a comparison between ANR thematic, grants thematic and research prospective expressed then realised by researchers themselves, the analysis will provide elements to depict the way researchers are adapting to the ANR authority. Our approach is both quantitative and qualitative and takes into account the longitudinal dimension to observe the variations occurred during 2006-2016 period.