Motivation: Previous research has shown that the focal firm’s supply chain leadership styles could have an impact on the outcome of green supply chain management. However, previous studies of focal firms, such as multinational corporations, have shown that many govern their supply chains through an indirect approach, which needs further research due to the lack of research in the combination of different supply chain leadership and followership styles. Previous research has also indicated that little research has been done on barriers to green supply chain management from the supplier's perspective, especially concerning the followership style and governance mechanism. The context of the study is in the electric-automotive industry, and more specifically, on an original equipment manufacturer's multi-tier supply chain, where the increased use of printed circuit boards has shown to have a tremendous negative impact on the climate. Purpose: The study set out to investigate how supply chain leaders and followers, together with their respective styles and governance mechanisms, are cascading green sustainability throughout the printed circuit board’s multi-tier supply chain. An additional purpose is to find out the barriers to green supply chains from the suppliers’ perspective. Methodology: The study takes a qualitative approach with a single case study design. Further, the different members in the OEM's multi-tier supply chain were interviewed with a semi-structured interviewing method, and respondents were found by a snowballing technique. Finally, the interviews were recorded, transcribed, and then coded and thematized in NVivo. Findings: Interesting findings showed that all supply chain members used an indirect approach as the governance mechanism, which led to the suppliers simultaneously assuming both a leadership role and a followership role. Further, contrasting to previous research was that all the closest tier one suppliers assumed an opposite followership style than the OEM’s leadership style; however, what partly confirms previous research is that the supplier’s leadership style was the same as the OEM. In addition, interesting behavior from the tier two suppliers showed that they assumed a different leadership and followership style than the tier one, which was discussed as a potential reason that the tier one suppliers have lesser influence than the OEMs. Lastly, several barriers to reaching green supply chains were discovered. One of the most problematic was the transparency barrier, which complicated collaboration further down the multi-tier supply chain. Another finding indicated that the use of third-parties could harm the motivation of the followers.

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Rethinking the possible borders of leadership, requires an investigative work which problematizes the principal assumptions upon which leadership discourse is built. From follower-centered approach, this research examines the relational factors that might accelerate the wheel of toxic behaviour in organizations, with a brief critique of the out- dated themes which continue to occupy fair amount of the discourse of leadership, this critique is based on problematizing the perspectives, commonly referred to, as The Romance of Leadership. after doing so, I try to create a counterweight body of work in which I disregard some of leaders domination by focusing on followers instead, consequently, I attempt to introduce possible breakthrough in term of language as an approach to replace old and depreciated terms, as well as, recommendations for countering the radical views toward followers. In addition, I did an empirical investigation to the abovementioned themes by conducting a study in my workplace in order to check the plausibility of the conceptualization I done before, through, and after the empirical phase of this thesis, finally, I presented some personal reflections in regard with the course of study and suggested some ideas concerning the methodology within which this research has functioned.

Background: Low morale is classified as a latent condition for performance variability in safety-critical environments. Morale management may assist in the control of performance variability as part of a systems approach to safety. A context-specific model for measuring and managing morale with reference to followership in a safety-critical air traffic control (ATC) environment could not be found. Purpose/Aim: The purpose of this study was to develop a model that enables the measurement and management of air traffic controller (ATCO) team morale. Research Design: An exploratory sequential mixed method design was adopted. A census approach to sampling was used to conduct 21 focus group sessions as the qualitative phase, providing the definition and drivers of morale. The Measure of Morale and its Drivers (MoMaD) survey instrument was created from qualitative data, then administered to 256 ATCOs in the quantitative phase. Statistical methods included exploratory factor analysis, correlation and regression analysis to construct the final MoMaD model. Results: A context-specific definition of morale is provided and communication management, team cohesion, leadership interaction, staff incentive, staffing level, workplace health and safety and mutual trust were found to be the drivers of morale in a safety-critical ATC environment. A single-item measure of perceived morale reflected the state of context-specific ATCO team morale more accurately than an existing generalisable multi-item measure. Conclusion: This study contributes to the body of knowledge by integrating applicable aspects of morale, followership, performance variability and organisational culture and climate in safety-critical ATC environments into a new theoretical framework. The MoMaD instrument is presented as a context-specific model for measuring and managing ATCO team morale in an ATC environment. Recommendations: Future research opportunities include the possible influence of morale as a predictor of morale in safety-critical environments and the development of a context-specific multi-item measure of morale for integration into the MoMaD model. / Business Management / D. B. L.

Introduction: Temporary working agencies (TWAs) within the healthcare industry has exploded within the last 10 years. The temporary agency workers (TAWs) have a unique triangular employment agreement, resulting in leadership and employesship complexities. Leadership and employeeship has been linked to many aspects within an organization such as employee’s health and well-being, productivity, effectiveness, and satisfaction. Purpose: The purpose of this study is to explore and describe the perceptions of desirable leadership, and employeeship in a client organization for temporary agency nurses. Method: The study is qualitative and uses the Interpretative Phenomenological Analysis (IPA) method and follows the Standards for Reporting Qualitative Research (SRQR). Results: The TAW nurses desire a manager that is sincere and involved, and a manager as a guide when it comes to leadership and a desire to work independently, collaborate and respect each other and for there to be humor when it comes to employeeship in client organizations. Conclusion: Desirable leadership and employeeship that the TAW nurses desire is foremost linked to relations-oriented leadership behavior according to the Task, Change and Relations (TRC) model for leadership. The TAWs have a unique triangular employment, that result in complexities. / Under de senaste tio åren har bemanningsbranschen inom sjukvården expanderat. Bemanningsanställda har en unik triangulär anställningsform som kan leda till ledarskap- och medarbetarskapskomplexitet. Ledarskap och medarbetarskap har tydligt kopplats till många aspekter inom en organisation såsom anställdas hälsa och välbefinnande, produktivitet, effektivitet och tillfredsställelse. Syftet med studien är att utforska och beskriva sjuksköterskors uppfattningarna av önskvärt ledarskap och medarbetarskap i en klientorganisation. Studien är kvalitativ och använder Interpretative Phenomenological Analysis (IPA) och följer Standards for Reporting Qualitative Research (SRQR). Resultatet visade att önskvärda ledarskapet i klientorganisationer är en ledare som är uppriktig och involverad och en ledare som vägleder. Önskvärt medarbetarskap i klientorganisationer är att arbeta självständigt, samarbeta, respektera varandra och humor. Slutsatsen är att önskvärt ledarskap och medarbetarskap i klientorganisationer är främst kopplat till det relationsorienterade ledarskapsbeteendet enligt Task, Relations and Change (TRC) modellen.

Bakgrund: Digitaliseringen är ett aktuellt fenomen som förändrar samhället, organisationer och hur människor organiserar sig och lever sina liv. När digitalisering förändrar organisatoriska processer och det sätt människor arbetar suddas gränserna mellan arbete och det övriga livet allt mera ut. För att hantera denna förändring behöver organisationer ett kollektivt initiativtagande där relationer mellan medarbetare, ledare och chefer måste hanteras, något som i en svensk kontext kallas medarbetarskap. Den digitala omställningen har accelererat till följd av Covid-19 pandemin där en omväxling till digitala hjälpmedel tagit plats. Uppfattningar om digitaliseringen kan anses vara positivt eller negativt för medarbetare är delade. Det finns en viss avsaknad av forskning inom medarbetarskap, synnerligt i en mer modern och digitaliserad kontext. Med mer digitaliserade organisationer finns det fortfarande frågetecken kring medarbetarskapet. Detta skapar ett intresse att undersöka medarbetares upplevelser av medarbetarskap i en digital arbetsmiljö. Problemformulering: PF1: Hur upplever medarbetare medarbetarskapet i en digitaliserad arbetsmiljö? PF2: Vilken betydelse har den digitaliserade arbetsmiljön för medarbetarnas upplevelse av engagemang och meningsfullhet? Syfte: Studiens syfte är att undersöka medarbetares upplevelser för att skapa en utökad förståelse kring medarbetarskap i en digital arbetsmiljö samt betydelsen detta har för engagemang och meningsfullhet. Metod: Då syftet med studien är att undersöka upplevelser har en kvalitativ undersökningsmetod använts. Detta har skett genom sju semistrukturerade digitala intervjuer med medarbetare från både privata och offentliga organisationer med hjälp av Zoom och Microsoft Teams. Resultat: Majoriteten av medarbetarna upplevde en effektivisering av arbetet och ett ökat deltagande, men till en förlust av den sociala kontakten. Det fanns även inslag av att den digitala arbetsmiljön skapat koncentrationssvårigheter och störningsmoment vilket minskar engagemanget. Medarbetarna upplever att arbetsuppgiften i sig, gemenskap och samhällsnytta är vad som ger arbetet mening. Den digitala arbetsmiljön underlättar vardagspusslet men till en bekostnad av förlorad social kontakt som upplevs minska meningsfullheten hos medarbetarna. Slutsats: Slutsatsen för studien är att upplevelsen medarbetarskapet i den digitala arbetsmiljön är skild, vilket kan liknas med ett tveeggat svärd. Den digitala arbetsmiljön för med sig såväl positiva inslag, som effektivisering och ökat deltagande, och negativa inslag som försämrad kommunikation och gemenskap. Betydelsen av engagemang och meningsfullhet är fortsatt stor men studien framhäver samtidigt vikten av att beakta gemenskap och samarbete för ett konstruktivt medarbetarskap i en digital arbetsmiljö. / Background: Digitalization is a contemporary phenomenon that is changing how the society, organizations and people live their lives and organize themselves. When digitalization changes organizational processes and the way people work, the boundaries between work and the ‘rest of life’ are being erased. To handle this change, organizations need a collective initiative where relationships between employees, leaders and managers must be handled, which is something that is called employeeship in a Swedish context. The digital transition has been accelerated as a result of the Covid-19 pandemic, where a major shift to digital tools has taken place. Employees' conceptions about digitalization are divided and can be considered both positive and negative. There is a certain lack of research in employeeship, especially in a more modern and digitized context. With more digitized organizations, there are still questions about how it affects the employeeship. This creates an interest in examining employees' experiences of employeeship in a digital work environment. Research questions: RQ1: How do employees experience employeeship in a digital work environment? RQ2: Which importance does the digital work environment have for employees’ experience of commitment and meaningfulness? Purpose: The purpose of the study is to examine the meaning of employeeship in a digital work environment and value the importance of engagement and meaningfulness to gain an enhanced understanding. Method: Since the purpose of the study is to examine experiences a qualitative methodology has been used. This has been done through seven semi-structured digital interviews with employees from both private and public organizations through Zoom and Microsoft Teams. Results: A majority of employees experienced an increase in effectiveness and participation, however they also experienced a loss of social contact with their colleagues. A tendency of increased difficulties of concentration and new distractions was embossed when working in a digital work environment which lowered their commitment. Employees experienced meaningfulness from work duties, fellowship and contributing to society. The digital work environment eases the puzzle of everyday life however at a cost of lost social contact which employees experienced reducing the meaningfulness of work. Conclusion: The conclusion of the study is that the experiences of employeeship in a digital work environment are different and can be described as a double-edged sword. The digital work environment brings positive elements, such as efficiency and increased participation, as well as negative elements of impaired communication and fellowship. The importance of commitment and meaningfulness remains great, but the study also emphasized the importance of considering fellowship and cooperation for a constructive employeeship in a digital work environment.