Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility. Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers. Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation. Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework. Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation. Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study. Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce. / Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet. Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet. Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys. Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket. Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen. Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien. Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.

Syftet med denna studie var att utvärdera arbetsmotivation på företaget Norstedts Juridik och att ge underlag för förbättringsarbete. Utvärderingen gjordes med hjälp av en modell för arbetsmotivation, som konstruerades med grund i teori och tidigare forskning. Modellen innefattade åtta dimensioner som tillsammans antogs utgöra arbetsmotivation. Dessa dimensioner var variation, autonomi, signifikans, feedback, utvecklingsmöjligheter, tillhörighet och lojalitet, lön och belöningssystem samt work- life balance. Dimensionerna analyserades i förhållande till de tre bakgrundsvariablerna kön, anställningstid och arbetsenhet och resultaten behandlades i statistikprogrammet SPSS. En kvantitativ studie genomfördes med hjälp av en enkätundersökning. Resultatet visade att arbetsmotivationen på Norstedts Juridik i allmänhet är hög. Högst medelvärde har dimensionerna autonomi och signifikans. Därefter följer tillhörighet och lojalitet samt feedback. Lägst medelvärden har dimensionerna work- life balance och utvecklingsmöjligheter. I en separat fråga rangordnade medarbetarna på Norstedts Juridik dimensionerna autonomi, utvecklingsmöjligheter och work- life balance som viktigast. I analysen framkom skillnader i upplevd arbetsmotivation mellan olika grupper på företaget. Fyra signifikanta samband framkom: anställningstid påverkar upplevd utvecklingsmöjlighet och arbetsenhet påverkar upplevd feedback, upplevd tillhörighet och lojalitet samt upplevd work- life balance. Bakgrundsvariabeln kön påverkade inte arbetsmotivationen. Med hjälp av de fyra sambanden kunde rekommendationer göras för riktade insatser i arbetet med att ytterligare förbättra medarbetarbetarnas arbetsmotivation. / This thesis aimed to evaluate work motivation at Norstedts Juridik, a Swedish publishing house. The evaluation was based on a proprietary model, which was built upon theory and previous research. The model design contained eight dimensions adopted to give a complete picture of work motivation. The dimensions were variation, autonomy, significance, feedback, opportunities for development, organizational commitment and work- life balance. The analyses of responses from 127 employees of Norstedts Juridik were analyzed along gender, length of employment and business unit. The result indicated an elevated level of work motivation at Norstedts Juridik. The dimensions autonomy and significance had the highest mean values, followed by organizational commitment and feedback. The lowest mean values were found on the dimensions work- life balance and opportunities for development. In a separate question, the employees at Norstedts Juridik were asked to rate the importance of the dimensions. The analysis showed that the dimensions rated as most important were autonomy, opportunities for development and work- life balance. The result also showed differences in experienced work motivation within the company. Four significant correlations were revealed; length of employment affects experienced opportunities for development and business unit affects feedback, organizational commitment and work- life balance. Work motivation was not affected by gender. The four correlations became the basis for recommendations on how to improve working conditions even further at Norstedts Juridik.

Human resource is an important resource to achieve organizational mission (McGregor, 1960). The impact of strong competition, dramatic changes in the external environment, the business enterprise has a certain degree of impact and influence. How to operate with sustainability in this changeable environment of intense competition would be the prior goal that a firm is pursuing. Under the context of rapidly-changing industrial paradigm, leaders face the critical issue of how to attract excellent employees and keep them dramatically influences the competitiveness of the company. The purpose of this study was to investigate the relationships among leadership style, work motivation, and job involvement, and also use the oranizational justice as a moderator. This research tries to find out the moderating effect of organizational justice on work motivation and job involvement. This research targeted the top 1000 companies in manufacturing industry and top 500 companies in service industry which were according to the year 2008 ranking of the Common Wealth Magazine, of that, 417 valid samples were returned. The study adopts the following statistical analysis techniques: The confirmatory factor analysis (CFA), the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the correlation analysis, and the hierarchical regression analysis. The finding were as follows. 1. Both transformational and transactional leaderships show significant positive effects on the extrinsic motivation. 2. Both transformational and transactional leaderships show significant positive effects on the intrinsic motivation. 3. The extrinsic motivation shows significant positive effects on the job involvement; but the intrinsic motivation shows no effect on the job involvement. 4. Both transformational and transactional leaderships show positive effects on the job involvement. 5. The extrinsic motivation has mediated effect between leadership style and job involvement. 6. The procedure justice has moderated effect between intrinsic motivation and job involvement. This study concludes by discussing for the implications of major findings, which would be a reference to the academy and industries, and make suggestions for further studies.

The oil price in the global market hit new records in the recent years. Under the circumstance of opened market and fierce competition, the gas station industries toward lower profit due to high operation cost plus price war and intensive promotion. The station managers are responsible for operation management, market analysis, administrative, personnel as well as sale. Although the station scale is small, it is a business unit indeed. In the diversity of management and competition environment, the station managers shall possess not only the ability of certain expert or supervisory but also multiply requirement. Except personal technical skill, the station managers with the competency of human resource management are one of key successful factors. This research is trying to find out the human resource management is necessary for the station managers. Furthermore, this research would like to find out the interaction effects of management competency, human resource management and work motivation on operational performance.

<p>Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility.</p><p>Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers.</p><p>Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation.</p><p>Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework.</p><p>Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation.</p><p>Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study.</p><p>Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce.</p> / <p>Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet.</p><p>Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet.</p><p>Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys.</p><p>Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket.</p><p>Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen.</p><p>Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien.</p><p>Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.</p>

<p>Communication is one of successful functioning organization‘s elements. Many companies‘ managers comprehended that when communicating effectively, organization can achieve more during a shorter period of time. Current study aimed to determine internal organizational communication, motivation and performance relationships as well as present a model reflecting them. Employees of the same organization participated in the research. 54 employees filled in questionnaire which included Communication Satisfaction Questionnaire, Work Preference Inventory to measure intrinsic and extrinsic motivation, Extended Delft Measurement Kit General Performance subscale. Demographic questions were included as well. After performing data analysis, the study found that only satisfaction with media quality differs in groups according gender. Men were more satisfied with media quality than women. Higher satisfaction with personal feedback and communication with a supervisor was related to lower extrinsic motivation. Higher intrinsic motivation was related to higher subjective performance. An internal organizational communication, work motivation and performance model was developed using structural equation modeling.</p>

Background – Due to the increased complexity of the Swedish financial market, the increased demand for financial services and the increased number of financial advisors, the role of financial advisors is important on the financial market. The external control from Finansinspektionen has been increased in order to eliminate rogue advisors and this type of control often affects employees’ motivation in a negative way. Because of the important role financial advisors have on the financial market, it is essential that they are motivated in order to perform well in their profession.  Purpose – The purpose of this study is to investigate how the external control affects the work motivation of financial advisors and how motivational factors could be used when designing a management control system in a context characterized by high external control. To answer this purpose, this thesis answers these following three research questions: What do financial advisors perceive to be the most effective motivational factors? How does the external control influence the motivation of financial advisors? How could the work be designed to maximize the motivation of financial advisors? Method – In order to fulfill the purpose of this study, we have a qualitative approach were we conducted ten semi-structured interviews with financial advisors. The financial advisors are working at two large Swedish financial advisory companies. Findings/Conclusion – After analyzing the empirical data, with relevant theories, interesting findings were made. In general, the external control from Finansinspektionen is interpreted as unmotivating by financial advisors. To counter this, it is important that the employers invest resources to develop IT-systems that minimize the time spent on these work tasks. The administrative work, which arises from the external control, would become more effective and not so time consuming. The management control systems must be designed so that they maximize the motivation of the advisors. Employers must also use correctly designed reward systems in order to have motivated employees. Practical Implications – This study contributes to important findings for managers in Swedish financial advisory companies. Since the management control systems could be designed in another way to maximize the motivation of the financial advisors, this study is an important contribution to the financial sector, where the financial advisors operate.

Leva för att jobba eller jobba för att leva? En undersökning om arbetsmotivation Ann-Catrin Jansson 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.

Communication is one of successful functioning organization‘s elements. Many companies‘ managers comprehended that when communicating effectively, organization can achieve more during a shorter period of time. Current study aimed to determine internal organizational communication, motivation and performance relationships as well as present a model reflecting them. Employees of the same organization participated in the research. 54 employees filled in questionnaire which included Communication Satisfaction Questionnaire, Work Preference Inventory to measure intrinsic and extrinsic motivation, Extended Delft Measurement Kit General Performance subscale. Demographic questions were included as well. After performing data analysis, the study found that only satisfaction with media quality differs in groups according gender. Men were more satisfied with media quality than women. Higher satisfaction with personal feedback and communication with a supervisor was related to lower extrinsic motivation. Higher intrinsic motivation was related to higher subjective performance. An internal organizational communication, work motivation and performance model was developed using structural equation modeling.

What is e-leadership and how can it be framed in a distance context? How can work motivation be understood as a correlated theme? In prior leadership research and theory it has been taken for granted that leadership occurs in a face-to-face environment, so how to study leadership in a remote context? According to recent research, e-leadership defines this leader-member relation in this new arena, and a central focus of this research has been on communication. Communication is a central theme in the remote setting because it is the only interaction arena which allows leadership to be seen and understood. By conducting a case study in a multi media organization with distance working journalists as focus group this essay aims to bring a deeper understanding of how e-leadership works and how it effects work motivation. The field of media organizations is interesting to study as distance work is not an unusual working environment for journalists, and research has indicated that work motivation needs for these highly specified creative workers are somewhat differentiated from other, for example industrial workers, which implies that motivation theories urges an update. The data was collected by individual interviews which later were transcribed and categorized into emerging themes. The themes were then analyzed through the theoretical framework. The results from this case study implies that the distance working context includes several challenges and more responsibilities in a comparative to a physical environment where there are other service units. For example the social aspects of having meaningful social relationships to coworkers and leaders is a challenge in a context where there are few, if any physical meetings. The time pressure in the daily work makes the communication mostly work based, and there is little time over for small talk. The distance work environment also includes more responsibilities in terms of watering the flowers at the office, filling up the printer with paper and other responsibilities not strictly attached to the work assignments, but still a part of them.