Low job satisfaction is a major cause of high turnover among health care providers (Krueger, Brazil,Lohfeld, Edward, Lewis & Tjam, 2002; Costello, 2001 and Nobile & McCormick, 2008). Job satisfaction that affects the quality of service and organisational commitment may be a contributing factor in the shortage of health care providers. These observations led to an increased interest in assessing job satisfaction levels among health care providers.

Background- CSR is a highly relevant subject for corporations today, since there is an increased stakeholder demand to report corporate social, economic and environmental performance. CSR may convey numerous benefits for a firm, such as a competitive advantage, increased trust and improved corporate image, as well as many outcomes related to the employee. The automotive industry is facing high external pressures to lower their carbon footprint, and to become more sustainable, consequently, this industry is a suitable context for CSR research.   Purpose- The purpose of this study is to investigate different characteristics of employee’s and their perceptions and expectations of CSR, to find the most important aspects of the phenomena from an employee’s perspective, and thereby, engaging them in a company’s CSR initiatives. By investigating this field, it will be possible for companies to improve their CSR communication and meet the employee’s expectations. An effort will be made to distinguish different types of employees, to find out their main differences in terms of preferences and willingness to engage, and by that, find the most efficient ways to get them involved in CSR activities. These insights could help companies to successfully implement CSR programmes internally throughout their organization.   Method- A mixed method was used to fulfil the purpose of the study. A quantitative online survey was conducted and provided responses from 350 employees at a single automotive company. To acquire deeper insights, qualitative interviews with ten employees and observations as complete observers were used in a complementary manner at the same company.   Results and Conclusion- The main conclusions from the empirical results and theoretical background showed that the willingness to engage in CSR activities might diverge depending on the location and the functional area of the employee. The CSR aspect that the employees perceived as most important was an economic aspect “maintaining a solid financial performance”, followed by “providing product innovations that get ahead of market and customer needs”, and “satisfying customer needs in a measurable way”. The most efficient ways to engage the employees appeared to be mainly through training, community engagement, and accurate communication.   Practical Implications- The findings from this study provides implications and recommendations to both managers and marketers on how to market the CSR programme internally, which aspects of CSR to emphasise and how to get the employees involved. This will consequently strengthen corporation’s CSR programme and thus, benefit the society.   Keywords - CSR, Employee Engagement, Internal Marketing, Stakeholder

Abstract   Background:           Although the area of Gnosjö, Gislaved and Värnamo (GGV) have many companies it still lacks of highly educated people. The three municipalities are underrepresented of highly educated employees in relation to population, thus being able to attract and keep employees are a crucial part for the survival of the companies. The new younger generation, generation Y, is different from previous generations as they demand more from their employer and change jobs more frequently than previous generations thus the employer branding and internal marketing strategies must be improved.   Purpose:       The purpose of this study is to understand how different companies in the area of  Gislaved, Värnamo and Gnosjö can attract and retain highly educated employees.   Method:        The study was made with a qualitative method, through in-depth interviews with the HR-managers of the companies chosen. A judgmental sampling technique was used with the criteria’s of manufacturing companies, 35 number of employees, 300 million SEK in turnover and located in the area of GGV. The interviews were recorded, transcribed and coded.   Conclusion: Concluding, the majority of the companies are lacking highly educated employees. The results show that companies are to some extend using strategies for attracting and retaining employees. The participants were asked about employees, employer branding strategies and internal marketing activities. However the strategies are not grounded in how the employees want it, nor in previous research. The companies could use several more strategies and in a more structural way.

Purpose: The purpose of this thesis is to investigate the role that internal marketing and internal communications play in transferring the corporate identity to the members of the organization Background: Having a strong corporate identity can be a competitive advantage. However, few organizations are willing to devote the time and money it takes to ensure that everyone within the organization are fully aware of the corporate identity. One way to spread the corporate identity within the organization is through internal marketing. Many different activities fall under the concept internal marketing one of them being internal communications. One problem with this is that most organizations are more willing to make sure that their external stakeholders know of their corporate identity and they willingly throw money into advertising campaigns without informing the employees. Method: The investigation is based on a qualitative method in form of a case study where Riksbyggen was used. Five employees were interviewed and the results are presented in the empirical findings. Later the data was analyzed along with the frame of reference. Conclusion: The research found that Riksbyggen does not use their internal marketing to a large extent to spread their corporate identity. They use other internal marketing activities, e.g. internal training, bonus system, health care and funding to take courses that are unrelated to their work. The evidence that those activities actually spread the corporate identity might not be clearly visible to everyone. However, when analyzing Riksbyggen’s values, vision, history and through interviewing the employees it was clear that they embodied the corporate identity of Riksbyggen.

Summary With the implement of 'The Law of Financial Holding Company(FHC) ¡§, 14 FHCs which have advantages such as huge fund and extensive marketing channel were established successively at the end of the year 2001. In spite of the legality of managing across industries, the FHC still cannot make consumers understand what the Financial Holding means. According to the chaos of the recognition about the FHC brand, this research intends to examine the internal FHC in order to study how the parent company manages the subsidiary¡¦s brand. At the same time, basis on the concept of internal marketing from service industry, this research also studies the way of subsidiary¡¦s internal marketing. This research adopts the qualitative method and quantitative method. In the qualitative interview, we collect the management concepts about the parent company operating the brand identity. In the quantitative statistics, we examine the employee¡¦s identity degree about the brand and internal marketing in the subsidiary to conclude the outcome of internal marketing system. The following are the discoveries of this research: First¡BBrand Identity System of FHC 1. The FHC adopts the way ¡§top down¡¨ to plan the group's brand, and the subsidiary does not participate in actual decision . 2. Whether the subject organization of FHC exists or not determines that structure of group's brand identity. 3. The comprehensive of Brand Identity is the synergistic outcome while the FHCs merge. Second¡BBrand communication of FHC 1.Changing the name of financial industry or group itself will accelerate the process of brand outside. 2.The advertising benefit determines the outside advertising subject of brands. 3. Inside brand information is transmitted through the application system and entry website of FHC. Third¡BManage the relation between organization culture and brand. 1. The combine of brands didn¡¦t affect organization culture of every subsidiary which operate independently . 2. Organization culture will influence the benefit of group¡¦s brand in the future. Fourth¡BManage the relation between market condition and brand The parent company pays attention to the subsidiary original profession under group's brand . Fifth¡BInternal marketing system and brand identification 1.It is having dependence and influence that inside internal marketing and brand identification. 2.Individual variables are not obviously correlated with the consciousness degree of internal marketing and brand identification 3.The average of Internal marketing and brand identification of Cathay United Bank and Chiao Tung Bank is lower than another subsidiary of FHC in this study. In a word, the parent company have to establish management style to enlarge the power of brand elements; and subsidiary must strengthen internal marketing system to make higher brand identification of all employees.

The finance industry has the highest the rate of labor concentration among the industries.The customers¡¦ satisfaction and their positive appraisal about the services they received are mainly concluded from the employees¡¦ service enthusiasm and their perception about customer significance.Therefore, the employees that have a direct contact with the customers are critical persons in terms of delivering the services to the customers. Thus, a company should treat its employees not only its most valuable assets, but also its internal customers. The concept for this is to place the employees, the internal customers, in the same position where they can experience the marketing and promotion strategies applying to their external customers, and to enhance the employees¡¦ perception of customer orientation. The company will then have the differential advantage in customer orientation in the competitive marketing environment. This research is composed through several methodologies, including quantitative methods, such as the integration of the conclusions in its related researches, thorough interviews with key groups, and questionnaire survey. The data is collected through the research of the front-line service employees in a foreign bank. The data will help to identity the relationship between the employees¡¦ perception and satisfaction of internal marketing, as well as their job satisfaction and the agreement of customer orientation. The results of this research can be described in five categories. (1)The perception of internal marketing is divided into five aspects; namely, active transportation of information, the style of direct supervisor, job compensation, competitive salary, and communication. (2)Internal marketing satisfaction is divided into six aspects; the style of direct supervisor, information delivery, compensation, competitive salary, the interaction between the company and the employees, and communication. (3)Job satisfaction is divided into three aspects; benefits from job, job contents, and the inter personal relationship from job. (4)Customer orientation is divided into three aspects; selling orientation, customer priority, and short-term selling orientation. (5)To verify both internal marketing perception and satisfaction have significantly positive relationship with job satisfaction. (6)Part of the dimensions in internal marketing perception and satisfaction have significantly positive relationship with customer orientation.

ABSTRACT Nowadays, in highly competitive circumstance, the highly qualified employee has become one of the key points for company to success and also the precious asset to keep company superior. In the service-guided industries, most service occurs between employees and customers by face-to-face. Therefore, the more agreement the employees show to their company and job, the higher quality the service will be paid to customers. The satisfaction and positive evaluation from customers usually are decided by the received service affected by the employees¡¦ conscience and enthusiasm. In order to make all employees prepare good service fervency, it¡¦s quite important for the company to develop an Internal marketing conception and employees with high loyalty of Organizational commitment. This research is mainly by quantifiable amount of questionnaires to analyze relationship between Internal marketing and Organizational commitment, then through the associate literatures and actual experience to probe the influence on Service quality. With regarding to the character in military unit, we used Length of service and Duty as a control variable, and analyzed by statistics to obtain the conclusion and meaning of management with three conceptions as below: 1.The loyal level of Organization commitment of employees mainly depends on ¡§working condition¡¨ and ¡§employees¡¦ Cognition¡¨. 2.The Service quality received by the fleet may be affected by the Internal marketing status and Organizational commitment of employees. 3.The better of the Internal marketing made by organization, the higher Organizational commitment will be, and also the higher service quality the fleet will acquire. Key Words: 1. Internal marketing, 2. Organization commitment, 3. Service quality

<p><strong>Purpose: </strong>The purpose of this thesis is to investigate the role that internal marketing and internal communications play in transferring the corporate identity to the members of the organization</p><p><strong>Background:</strong> Having a strong corporate identity can be a competitive advantage. However, few organizations are willing to devote the time and money it takes to ensure that everyone within the organization are fully aware of the corporate identity. One way to spread the corporate identity within the organization is through internal marketing. Many different activities fall under the concept internal marketing one of them being internal communications. One problem with this is that most organizations are more willing to make sure that their external stakeholders know of their corporate identity and they willingly throw money into advertising campaigns without informing the employees.</p><p><strong>Method: </strong>The investigation is based on a qualitative method in form of a case study where Riksbyggen was used. Five employees were interviewed and the results are presented in the empirical findings. Later the data was analyzed along with the frame of reference.</p><p><strong>Conclusion: </strong>The research found that Riksbyggen does not use their internal marketing to a large extent to spread their corporate identity. They use other internal marketing activities, e.g. internal training, bonus system, health care and funding to take courses that are unrelated to their work. The evidence that those activities actually spread the corporate identity might not be clearly visible to everyone. However, when analyzing Riksbyggen’s values, vision, history and through interviewing the employees it was clear that they embodied the corporate identity of Riksbyggen.</p>

Vidaus marketingas yra traktuojamas kaip pagrindinis ir lemiamas veiksnys, turintis įtakos išorinio marketingo sėkmei, nes darbuotojų ir vidaus aplinkos dėka įmonės gali labiau atitikti vartotojų ir esamų ar būsimų partnerių lūkesčius. Tokiu atveju, galima kalbėti apie verslo partnerystės vykdymą ir vystymą pasitelkiant vidaus marketingo ir ryšių marketingo susietumą bei sėkmingų ir efektyvių darbuotojų motyvavimo, atrankos, skatinimo diegimu ir planavimu organizacijose. Visų pirma partnerystė reikalauja, ne tik lanksčios, stiprios ir nepertraukiamos komunikacijos, kuri yra vienas svarbiausių veiksnių lemiančių sėkmingą partnerystę, tačiau yra būtina nuolat sieti abiejų partnerių darbuotojų žinias, kompetenciją, sėkmingai motyvuoti bei ieškoti naujų partnerių taip įgyjant konkurencinį pranašumą prieš kitas įmones. Todėl šiame straipsnyje atskiedžiamas inovatyvus požiūris į verslo partnerystės vystymą, pasitelkiant santykių ir vidaus marketingo elementus bei pasiūlomas apibendrinantis daugiakriterinis modelis. Darbo objektas: Verslo partnerystė Darbo tikslas: Išnagrinėjus verslo partnerystės ir vidaus marketingo teorinius aspektus ir atlikus jų sąsajų identifikavimą, sukurti verslo partnerystės vystymo vidaus marketingo pagrindu modelį ir pritaikyti jį paslaugų įmonei Darbo uždaviniai: 1. išanalizuoti partnerystės ir vidaus marketingo konceptualius pagrindus; 2. išsiaiškinti, kokį vaidmenį atlieka ir kokią įtaką partnerystės ryšiams daro vidaus marketingas; 3. parengti verslo... [toliau žr. visą tekstą] / Internal marketing is approached to as the key and critical factor influencing success of the external marketing, because thanks to the employees and internal environment, the companies can better satisfy expectations of the users as well as current and prospective partners. In this case we can think about implementation and development of business partnership by using coherence between marketing and relationship marketing and efficient implementation of motivation, screening and promotion or employees and planning within the organization. Partnership primarily requires not only flexible, strong and continuous relationship, which is a key factor for beneficial cooperation, but also constant linkage of the both partners’ know-how, competence, successful motivation, and search for new partners to obtain competitive advantage against other companies. Therefore, the present article reveals innovative approach to business partnership development by employing elements of the relations and internal marketing. Besides, the article proposes a presumptive multi-criteria model. Subject matter of the paper is business partnership. The aim of the paper is the development of hypothetical business partnership development model based on the internal marketing after analyzing theoretical aspects of business partnership and internal marketing and after carrying out identification of their coherence. Research methods applied in the paper are: analysis of scientific literature; questionnaire... [to full text]

Companies in the learning industry are in the business-to-business marketplace and the companies focus on providing services to their customers. In service businesses delivering on the brand promise is aligned with the services employees deliver to customers. The learning industry was used to research whether a commitment to internal brand training impacts business performance. Two of the initial hypotheses were supported; a learning orientation increases commitment to internal brand training and internal brand training increases employee commitment to the brand. The third hypothesis, employee brand commitment improves business performance, was not supported. A re-specified model found. * Learning orientation directly affects Brand Training and Employee Brand Commitment * Brand Training directly affects Employee Brand Commitment and Business Performance * Employee Brand Commitment directly affects Business Performance The largest direct effect on improved business performance is employee brand training, yet it is the area with the least number of hours of training in the organizations, which provides an opportunity for practitioners.