Two studies examined cultural differences in the propensity to seek performance feedback using an experimental policy-capturing design. Findings demonstrated differences between European-Canadians and Chinese participants in the importance of contextual and individual variables in predicting feedback-seeking intentions. In particular, European-Canadians were more motivated than Chinese participants to seek individual feedback when it was positive versus negative (feedback valence). Further, the ego-based motive (ego-defensiveness) predicted the relationship between feedback valence and feedback-seeking intentions for European-Canadians, whereas the motive did not predict the relationship for Chinese participants. Results indicated that both European-Canadians and Chinese participants were less likely to seek feedback when feedback seeking occurred in public versus private. This finding was qualified by a significant interaction between culture and the image-based motive (defensive impression management) in predicting the relationship between publicness of feedback seeking and feedback-seeking intentions. Specifically, the image-based motive predicted the relationship between the publicness of feedback seeking and feedback-seeking intentions for Chinese participants but did not predict this relationship for European-Canadians. Findings also revealed cultural differences in the propensity to seek feedback from different sources. European-Canadians were significantly more likely than Chinese participants to seek feedback when it came from a supervisor versus a peer. Contrary to prediction, the relationship between the mean beta weight for the Source cue was not predicted by the instrumental motive for European-Canadians. In support of prediction, power distance predicted the relationship between feedback source and feedback-seeking intentions for Chinese participants. Overall, the two studies provide evidence for differences in the motivation to seek feedback between East Asian and Western individuals. Study limitations and future research directions are discussed, as well as practical and theoretical implications of the current findings.

Two studies examined cultural differences in the propensity to seek performance feedback using an experimental policy-capturing design. Findings demonstrated differences between European-Canadians and Chinese participants in the importance of contextual and individual variables in predicting feedback-seeking intentions. In particular, European-Canadians were more motivated than Chinese participants to seek individual feedback when it was positive versus negative (feedback valence). Further, the ego-based motive (ego-defensiveness) predicted the relationship between feedback valence and feedback-seeking intentions for European-Canadians, whereas the motive did not predict the relationship for Chinese participants. Results indicated that both European-Canadians and Chinese participants were less likely to seek feedback when feedback seeking occurred in public versus private. This finding was qualified by a significant interaction between culture and the image-based motive (defensive impression management) in predicting the relationship between publicness of feedback seeking and feedback-seeking intentions. Specifically, the image-based motive predicted the relationship between the publicness of feedback seeking and feedback-seeking intentions for Chinese participants but did not predict this relationship for European-Canadians. Findings also revealed cultural differences in the propensity to seek feedback from different sources. European-Canadians were significantly more likely than Chinese participants to seek feedback when it came from a supervisor versus a peer. Contrary to prediction, the relationship between the mean beta weight for the Source cue was not predicted by the instrumental motive for European-Canadians. In support of prediction, power distance predicted the relationship between feedback source and feedback-seeking intentions for Chinese participants. Overall, the two studies provide evidence for differences in the motivation to seek feedback between East Asian and Western individuals. Study limitations and future research directions are discussed, as well as practical and theoretical implications of the current findings.

The study examines the meaning of having a dog in the workplace of personnel who work with therapy. The purpose was to examine the personnel’s view of dogs in their work envi-ronment. The study uses two theories. One is ‘psychosocial work environment’ and the other theory used is ‘symbolic interactionism’. The first theory aims to see the personnel in the con-text of their work environment. The second theory aims to examine the symbolic meaning of the dog for the personnel. The method used is a semi-structured qualitative interview with eight personnel that work in a place where they use therapy dogs as a part of therapy for the clients. The study showed that good work environment is very important to the personnel and that bad work environment affects them negatively both at work as well as at home. The study also showed that having a dog at a workplace has many advantages as cheering up the per-sonnel and clients, making the workload easier and makes the clients motivated for therapy. A negative aspect was that there are risks for allergic people and that the dog could be distract-ing to the clients.

This thesis deals with an analysis of motivation and satisfaction of employees in the international company Tech Data and it is mainly based on the results of annual questionnaire survey the aim of which is to find out how its employees are satisfied in four areas. The thesis is divided into a theoretical and practical part describing theoretical bases for motivation and satisfaction at work, remuneration and education of employees. The sources of motivation and satisfaction provided by the company Tech Data, including the analysis of results of staff survey not only in the Czech republic but in the whole Europe, are then summed up. Finally the thesis consists of an evaluation of the current situation in the company Tech Data along with some proposed measures to improve staff motivation and satisfaction.

Syftet med studien var att undersöka graden och arten arbetsmotivation hos direktanställda och bemanningsanställda sjuksköterskor utifrån Self-Determination Theory. Data inhämtades genom en webbenkät som distribuerades till respondenterna genom e-post och sociala medier. Totalt inkom 384 svar. Arbetsmotivationen mättes genom mätverktyget WEIMS (Work Intrinsic and Extrinsic Motivation Scale). En mixad ANOVA användes för att analysera data. Resultatet visade att bemanningsanställda sjuksköterskor hade högre arbetsmotivation än vad direktanställda sjuksköterskor hade. Detta överensstämde inte med hypotes 1. Resultatet visade att både direktanställda och bemanningsanställda sjuksköterskor hade högre självbestämd än icke självbestämd arbetsmotivation. Det överensstämde inte med hypotes 2. Då datainsamlingsfasen erbjöd vissa problem med att upptäcka och utesluta störande variabler, som till exempel sjuksköterskornas yrkesinriktning, kan det vara motiverat att replikera studien med bättre kontroll över dessa faktorer. / The aim of this study was to investigate the strength and type of work motivation among regular and contractual nurses using Self-Determination Theory. Data was collected through a web-based questionnaire which was distributed to the respondents through email and social media. Altogether 384 respondents replied. Work motivation was measured using WEIMS (Work Intrinsic and Extrinsic Motivation Scale). Data was analyzed using a mixed-design ANOVA. The result showed that contractual nurses had higher work motivation compared to regular nurses. This was not in line with hypothesis 1. The result showed that both regular and contractual nurses had higher self-determined than nonself-determined work motivation. This was not in line with hypothesis 2. Due to some problems with the collection of data concerning the discovery and extinction of confounding variables, such as nurses’ professional orientation, it could be motivated to replicate the study under better control over those factors.

Sverige är Europas mest jämställda land. Däremot anser männen i större utsträckning än kvinnorna att vi lever i ett jämställt samhälle. Den föreliggande studien genomfördes för att undersöka könsskillnader i upplevd jämställdhet i en arbets- och organisationskontext. Studien syftade även till att undersöka samband mellan upplevd jämställdhet och arbetsmotivation. Datainsamlingen genomfördes via en webbenkät vilken besvarades av 60 deltagare. Resultatet visade ingen skillnad i upplevd jämställdhet mellan kvinnor och män. Vidare visade resultatet att graden av jämställdhet förklarade 22 procent av arbetsmotivationen hos kvinnorna och 19 procent hos männen. / Sweden is Europe's most gender-equal country. On the other hand, men to a greater extent than women believe that we live in an equal society. The present study was conducted to investigate gender differences in perceived gender equality in a work and organizational context. The study also aimed to investigate the relationship between perceived gender equality and work motivation. The data collection was carried out via an online questionnaire which was answered by 60 participants. The results showed no difference in perceived equality between women and men. Furthermore, the results showed that the degree of gender equality explained 22 percent of the work motivation for women and 19 percent for men.

Employee engagement is a recent work attitude that was introduced among practitioners in the 90's of last century. Academic researchers accepted this new concept reservedly and discuss the actual contribution of the term to the work motivation theory. There can be identified several different approaches toward defining the term in the academic literature. Yet there is no general agreement on one single approach. At the same time the concept is a subject to objections, that it brings nothing new and extra above the existing work concepts, especially work satisfaction and organizational commitment. In my thesis I set myself an objective to answer a question whether the concept of employee engagement introduces new aspects of strong identification and activation to the work motivation theory. In the second chapter I compare employee engagement to the established work attitudes, namely to work satisfaction, organizational commitment, job involvement and organizational citizenship behaviour. By compilation of theoretical resources I demonstrate that employee engagement is distinct from the other work attitudes by its strong degree of employee identification and activation. Afterwards I define engagement on its own and strive for systematic classification of its concepts. Via compilation of theoretical...

The Swedish labour market is facing major challenges with regard to supply of skilled staff and recruitment of new employees. This concerns especially the welfare sector where an important group to attract is nurses. The purpose of this study is to elucidate what factors students in the nursing program at Umeå University value as important in future employers.The results from this study could be of value for the organisations to take into account; also,for employer branding. To find this out, an internet-based questionnaire was sent out via email to the nursing students attending semester 4–6. Based on the answers received, it is shown that the nursing students at Umeå University value social work environment, a high salary and good leadership as the three most important in future employment. High wages were equally valued between the genders but all the other areas where more highly valued by women. This study shows similarities to previous research within the field and how it looks today in the nursing profession, that is the soft and post-materialistic values where highly valued. What contradicts,and even makes this study unique, is that the nursing students also valued the materialistic values a safe and secure employment and a high salary as an incredibly important factor in their future professional life. To attract these students future employers has to offer a good social work environment where they can have fun with colleagues and ask for help if needed. They must also be given an adequate salary that corresponds to what their work actually entails.

<p>Leva för att jobba eller jobba för att leva?</p><p>En undersökning om arbetsmotivation</p><p>Ann-Catrin Jansson</p><p>Tidigare forskning visar att kommunalanställda trivs bättre på jobbet jämfört med övriga sektorer som industri- tjänste- och statlig sektor. Ett uttryck för arbetsmotivation är trivseln. Syftet med studien var att identifiera vilka psykosociala faktorer som påverkar trivseln på ett kommunalt servicehus. Studien genomfördes med en enkät som deltagarna (n = 36) besvarade. Enkäten hade 72 frågor, varav 63 frågor togs från QPS. En multipel linjär regressionsanalys (metod stepwise) användes för att analysera associationerna mellan QPS och trivsel, resultatet visade att låga arbetskrav och hög arbetsmotivation var signifikant associerade till trivseln. Associationen mellan ålder och QPS var emellertid låg. Undersökningen, som kan ses som en förberedande pilotstudie på grund av det låga antalet respondenter, visade på tendenser som kräver vidare forskning.</p>

Whether one organization can survive or not, it will depend on its competitiveness. In other words, an organization which is not competitive enough will be forced to leave from this competitive battlefield. On the perspective of human capital, while taking about the level of the organizational competitiveness, the quality of ¡§human resource¡¨ is the key indicator besides the production equipment. In this case, almost every organization put efforts on employee training and education on talents for long-term planning. On personal perspective, training does not only increase one¡¦s confidence and job satisfaction, but also improve the performance ¡]Baldwin & Ford, 1988; Roat, 1988; Curry, Dobbins & Ladd, 1994¡^. In other words, a complete training can increase personal confidence and job performance efficiency as well. Curry (1994) indicated that the only 10-13% trainees can transfer what they have learned from training program to their work, which turns out the waste of 87-90% training cost (Huang, 1999). Moreover, one¡¦s willingness on participation depends on his motivation (Amabile, 1988) which implies that employees¡¦ motivation will significantly influence their performance. In this study, according to the released information of companies from The Life Insurance Association of The Republic of China, we have surveyed the employees of the top 8 companies. The variables including training transfer, as the independent variable, job performance, as the dependent variable, and work motivation, as the moderator, will be examined in this study. We are going to discuss that the work motivation will mediate the relationship between training transfer and job performance through hierarchical regression analyses. The result indicated that training transfer significantly influence job performance and work motivation mediates the relationship between training transfer and job performance. In practice, the trainers can try to increase the trainees¡¦ motivation on participation or consider those employees who are tend to be active on participation while developing organizational training program. Besides, the course design and teaching approaches can improve higher satisfaction of trainees. Increasing employees¡¦ work motivation through social support from managers and colleagues, promotion incentives, new job skills learned from training programs to improve employees¡¦ job performance.