In dieser Arbeit werden außerberufliche Tätigkeiten von Erwerbstätigen in ihrem Arbeitsortumfeld untersucht. Es wird erforscht, welche Aktivitäten Erwerbstätige dort koppeln. Als Einflussfaktoren werden die funktional-räumliche Ausstattung des Arbeitsortumfeldes, deren Wahrnehmung und Bewertung durch die Erwerbstätigen und Merkmale der beruflichen Tätigkeit, Verkehrsmittelwahl und soziodemographische Merkmale betrachtet. Nahmobilität im Arbeitsortumfeld wurde bislang in Deutschland noch nicht explizit untersucht. Damit wurden bisher aus theoretischer Sicht ein bedeutsamer Pol des Aktionsraumes von Personen sowie ein wesentlicher Ansatzpunkt zur planerischen Stärkung der Nahmobilität bzw. der Umsetzung des Leitbildes der Stadt der kurzen Wege vernachlässigt. Eine quantitative Befragung von Angehörigen der Humboldt-Universität zu Berlin (N = 565) zeigte die Bedeutung des Arbeitsortumfeldes für die Alltagsorganisation in den Bereichen Freizeit, Dienstleistungen und Einzelhandel auf. Zur Beschreibung des Kopplungsverhaltens dienen die Begriffe „Nutzerakzeptanz“, „objektives Nutzungsspektrum“ und „subjektives Nutzungsspektrum“. Es üben 96 % der Personen Aktivitäten im Arbeitsortumfeld aus (Nutzerakzeptanz). Sie konzentrieren ihre Nutzung meist auf wenige Gelegenheiten aus dem Spektrum aller vorhandenen Gelegenheiten (objektives Nutzungsspektrum). Neu eingeführt wird in der vorliegenden Studie das subjektive Nutzungsspektrum als Anteil der genutzten an den subjektiv bekannten Angeboten im Arbeitsortumfeld. Im Vergleich zum objektiven ist das subjektive Nutzungsspektrum deutlich größer. Es konnte ein deutlicher Zusammenhang der Nutzung von Angeboten im Arbeitsortumfeld mit der Stadtstruktur, mit der Verkehrsmittelwahl und mit soziodemographischen Merkmalen der Befragten aufgezeigt werden. Der Zusammenhang des Nutzungsverhaltens mit Merkmalen der Erwerbstätigkeit ist hingegen nicht eindeutig interpretierbar. / The present work investigates what non-work activities are trip chained by employees nearby their places of work. As influencing factors the facility mix close to the places of work, its perception and evaluation, occupational characteristics, mode of transport, and sociodemographic factors are taken into account. So far, in (German) research there is a strong tendency to focus on the residential area end of the trip when exploring short-distance mobility patterns. Thus, research left an important part of action space unattended and disregarded an aspect of land use that might be susceptible to successful planning control in order to promote short-distance mobility patterns. A quantitative survey among members of Humboldt-Universität zu Berlin (N = 565) revealed the importance of the proximity of the place of work for non-work activities in the fields of recreation, services and shopping. The utilisation of facilities is described by the terms “acceptance of facilities by users” (1; “Nutzerakzeptanz”), “objectively used share of facilities” (2; “objektives Nutzungsspektrum”) and “subjectively used share of facilities” (3; “subjektives Nutzungsspektrum”). 96 % of the respondents carry out activities nearby their place of work (1). In doing so, most people concentrate only on a few facilities out of the whole range of facilities offered (2). A new aspect in the present work is the focus on the “subjectively used share of facilities” which describes the portion of used facilities of all facilities known to a person. In comparison to the “objectively used share of facilities” the “subjectively used share of facilities” is bigger. An interrelationship of the utilisation of facilities with facility mix, perception and evaluation of the facilities, choice of transport mode, and sociodemographic characteristics, respectively, was found. The interrelation between the utilization of facilities and occupational characteristics is less clear.

Studien har genomförts på en svensk organisation som står inför en branschomställning vilket innebär att rekryteringsbehovet ökar och fler medarbetare behöver anställas. Syftet med studien är att undersöka vad en attraktiv arbetsplats är, hur attraktiva arbetsplatser skapas, om det går att mäta och hur den studerade organisationen förhåller sig till det.   Datainsamlingen bestod av marknadsundersökningar som behandlar vad som utgör attraktiva arbetsplatser, organisationens egen medarbetarundersökning samt intervjuer med ledning och medarbetare. Data analyserades med teorier och tidigare forskning inom organisatorisk förändring, ledarskap och sensemaking, offensiv kvalitetsutveckling, attraktiv arbetsplats samt arbetsgivarvarumärke.   Organisationens medarbetare trivs väldigt bra, men organisationen har ett arbete framför sig för att bli mer attraktiva bland potentiella arbetstagare. Förbättringspotential ligger i att skapa delaktighet bland medarbetarna, ökad transparens i kommunikation och beslutsfattande, ledarskap och sensemaking samt att arbeta aktivt med ständiga förbättringar och innovation.   Med hänsyn till hur en attraktiv arbetsplats kan mätas presenteras en mognadsmodell med fem dimensioner. Dessa är sociala värderingar, maximera potential, effektivt ledarskap, ömsesidig tillit samt utveckling och innovation. Organisationen utvärderas med hjälp av modellen och nuläge identifieras. Slutligen presenteras förbättringsförslag som organisationen kan använda sig av för att göra en förflyttning mot att bli en mer attraktiv arbetsplats. / The study has been conducted at a Swedish organization facing industry changes and scaling, meaning the organization need to reconsider their strategies for attraction and retention of employees. The study aims to investigate what makes a workplace attractive, how great places to work are created and how this can be measured. Further, the study investigates where the specific organization fits into this and how they can create a workplace to attract more talent.   Data for the study was collected through market research, the organization's employee survey and through interviews with top management as well as employees. The data was analyzed using theories and previous research within organizational change, leadership and sensemaking, total quality management, great place to work and employer branding.   There is an overall high satisfaction amongst employees of the organization, however, there are areas of improvement. The organization needs to work with involving and engaging employees at all levels, increase transparency in communication and decision making, leading through sensemaking, and working actively with continuous improvements to innovate.   In regards of measuring how attractive a workplace is, a maturity grid has been presented. The maturity grid is based on five dimensions for creating a great place to work. These are social values, maximizing potential, efficient leadership, mutual trust in addition to continuous improvement and innovation. The studied organization has been evaluated in the maturity grid and suggestion for improvement to create a better workplace has been presented.

Master thesis is performed on 99 sheets (A4 format, font Times New Roman, font size 14, 1.5 line spacing), excluding attachments. Number of tables – 15 (excluding attachments). The number of figures – 28 (excluding attachments). Final qualifying work consists in Introduction, three chapters, conclusion and bibliography. In the theoretical part presents the definition of employer branding, importance of the topic and best practices. The practical part describes the general characteristics of the investigated company, opinion of experts about employer branding and the analysis of gathered employees and students data with average results. Based on these results, there was developed a proposal of employer branding campaign to position a company as the best employer in the Ural region. In conclusion there are explained findings and how the objective was achieved. / Магистерская диссертация выполнена на 99 листах (формат А4, шрифт Тімеѕ New Roman, размер шрифта 14, межстрочный интервал 1,5) без учета приложений. Количество таблиц – 15 (без вложений). Количество рисунков – 28 (без учета приложений). Выпускная квалификационная работа состоит из введения, трех глав, заключения и библиографии. В теоретической части представлено определение брендинга работодателя, значимость темы и лучшие практики. Практическая часть описывает общие характеристики исследуемой компании, мнение экспертов о брендинге работодателя и анализ собранных данных о сотрудниках и студентах со средними результатами. На основе этих результатов было разработано предложение брендинговой кампании работодателя позиционировать компанию как лучшего работодателя Уральского региона. В заключение поясняются выводы и способы достижения поставленной цели.

Subject background and discussion: In recent decades, issues of human rights, labor and environmental change has been hot topics world wide, which also has influenced the financial market. More and more investors use socially responsible investing (SRI) screens when constructing their portfolios. One form of SRI screen is to choose companies that have satisfied employees. Existing theory says that employee satisfaction is an intangible asset to the firm that will positively affect a firm’s performance in the future. Intangible assets are often unrecognized by the market and thereby not incorporated in the stock price. The efficient market hypothesis has been studied and debated for several decades. Proponents of the EMH argue that all available information is incorporated in the stock price, thus it is not possible to systematically beat the market. However, EMH is controversial, since research has shown different results regarding the possibility to make abnormal return from various investing strategy. Research question: Is it possible to make abnormal returns by investing in a portfolio of worldwide firms with top scores on the SRI screen employee satisfaction? Purpose: The main purpose of this study is to examine investor’s possibility to make abnormal return with controls for multiple risk factors by investing in worldwide firms with top scores in employee satisfaction. One sub-purpose is to examine how the market values intangibles depending on the degree of market efficiency. Another sub-purpose of the study is to test two different portfolio weighting methodologies, equally- and value weighted, and observe the differences between them. Theory: This study deals with the efficient market hypothesis and the concepts of SRI, employee satisfaction, intangible assets and several risk-adjusted measurements. Method: We have chosen to perform a quantitative study with a deductive approach to answer our research question. We used a sample size of 696 firms based on “Great Place to Works”- lists of companies with high employee satisfaction to construct sex portfolios with different holding periods and strategies. These portfolios have been explored and tested significantly with both equally and value weighted methods. Result/Analysis: The study finds significant evidence of an average annual abnormal return of 3,66% and 2,43% for our main portfolio over the market for equally- and value weighted, respectively, using the three-factor model. When adjusting for momentum, thus employing the four-factor model, all the predictive variables still identify strong persistence in the abnormal return, with statistical significance. Conclusion: The results show that it is possible to make abnormal returns, during the observed time period, regardless of the weighing methodology, although the equally weighted received higher abnormal returns. Thus, the market efficiency appears to be in weak form and does not fully value intangibles.

<p>This study examines the extent to which transit may be able to assist with the upward mobility of low-income groups, specifically those making less than a living wage. Previous studies relating to job accessibility have examined the feasibility of reaching jobs using various modes of transportation, and some have factored educational requirements into the attainability of those jobs. However, no studies thus far have attempted to determine transit accessibility to jobs that can facilitate and enable upward mobility for low-income households. Employment data relevant to the labor force of Marion County, Indiana, is used to determine the earnings (mainly wages or salaries) associated with occupations, and which occupations require no more than a high school education. Those occupations are then paired with the various industries they are found in, and the earnings belonging to the industry’s highest-earning occupation is associated with that industry. The median household incomes of low-income Census block groups (CBGs) are then compared to the earnings of each transit-accessible industry to evaluate whether those earnings are large enough to induce upward mobility for those living in the CBGs. Bus routes and bus stops for the local transit system (IndyGo) along with workplace locations are mapped in ArcGIS to assess the low-income population’s accessibility to workplaces belonging to a select group of industries. </p><p> </p><p> </p><p>Bus routes that serve both downtown Indianapolis and low-income CBGs were found to provide people living in those CBGs with access to some of the most lucrative jobs, particularly those found in the <i>Finance and Insurance</i> industries. Over half of Indianapolis’ transit-accessible industries have earnings amounts large enough to induce upward mobility for those living in all the low-income CBGs; this corresponds to 6,748 unique workplaces. Findings from this study suggest that low-income people would benefit from having access to transit routes that serve downtowns and other areas with high concentrations of white-collar jobs. Low-income Indianapolis residents informed of this study’s results may be motivated to explore the possibilities for better-paying jobs accessible to them by transit. Furthermore, methods used in this study can help in ranking different transit routes for accessibility to workplaces conducive to upward mobility. The rankings can be updated periodically to assist in addressing equity goals for transit planning.</p>