Background: Sweden is one of the biggest coffee consuming countries in Europe with the average annual coffee consumption per capita as high as 8.2kg. This mass consumption of coffee therefore creates high level of competition amongst coffee providers in the Swedish coffee market. There are numerous coffee shops and even some food chains and retail stores selling their own brand of coffee. This study will focus on Generation Y, as they will soon be the majority of consumers Purpose: The purpose of this thesis is to investigate and analyze what factors affect Generation Y’s loyalty to coffee shops and examine what forms the basis of Generation Y’s loyalty for coffee shops. Methodology: In this thesis, the research method is based on a quantitative approach using a questionnaire to collect data. The findings are established by using both existing literature and primary data. The questionnaire consists of 432 respondents and 400 respondents’ data was used to answer the research question. The respondents consist only of Generation Y who has lived in Sweden for longer than six months. Conclusion: This study has shown that the most important factor that affects people of Swedish Generation Y to become loyal customers to coffee shops is being provided a comfortable and suitable environment. The second important factor is product quality. The third factor is service. However, for those who are students and unemployed Swedish Generation Y, price is also a factor that could influence their loyalty. Moreover, Coffee shops can use loyalty programs to get their customers’ higher customer loyalty. Key words: Coffee shops, Generation Y, Customer loyalty, Customer satisfaction

Les nombreux modèles de turnover que l’on peut trouver dans la littérature en Gestion des Ressources Humaines illustrent l’importance de la fidélisation des salariés à l’entreprise.L’objectif de cette thèse est d’analyser l’effet de l’« étape de carrière » sur les facteurs de fidélisation et sur le niveau de fidélité des salariés. Ce travail est également l’occasion d’étudier les déterminants de l’étape de carrière et de débattre autour de l’impact de l’appartenance à la génération Y sur l’intention de quitter l’entreprise.Pour répondre à ces questions de recherche, une enquête par questionnaires a été réalisée en janvier 2011 auprès de salariés français d’une entreprise franco-américaine et de deux entreprises françaises. L’échantillon est composé de 478 répondants : 206 vendeurs, 150 techniciens, 76 salariés de fonctions support et 46 de fonctions indéfinies. La population étudiée a un niveau de qualification faible à moyen (CAP/BEP/BAC à BAC+2/BTS).Les résultats confirment (1) le rôle central de la satisfaction extrinsèque au travail et de l’implication affective organisationnelle dans un modèle de turnover et (2) l’influence du score à l’étape de carrière d’un individu à la fois sur les facteurs de fidélisation et l’intention de quitter l’entreprise.Le profil du salarié a également un impact sur les facteurs de fidélisation et sur l’intention de quitter. Le score à une étape de carrière est peu influencé par l’âge et les différentes formes d’ancienneté.L’appartenance à la génération Y, plutôt qu’à la génération X ou à celle des Baby Boomers, n’influence pas l’intention de quitter l’entreprise, du moins telle qu’elle est mesurée par l’appartenance à une tranche d’âge. / The numerous turnover models found in the Human Resource Management literature illustrate the importance of employee loyalty to the company.The objective of this thesis is to analyze the “career stage” effect on employee loyalty-building factors and on employee loyalty to the company. This work also gives the opportunity to study the determinants of the career stage and to debate the impact of belonging to generation Y on the intention to leave the company.To answer our research question, surveys have been administered in January 2011 to French employees from a Franco-American company and from two French companies. The sample is composed of 478 respondents: 206 salespeople, 150 technicians, 76 support staff and 46 undefined jobs. The studied population has a low and medium qualification level CAP/BEP/BAC to BAC+2/BTS).The results confirm (1) the central role of extrinsic job satisfaction and affective organizational commitment in a turnover model and (2) the influence of an individual’s career stage on both his loyalty-building factors and his intention to leave the company.The employee profile also has an impact on loyalty-building factors and on employee intention to leave. Moreover, age and the different kinds of tenure have little influence on the score to a career stage.Belonging to the generation Y, rather than to the generation X or to the Baby Boomers generation, does not influence employee intention to leave as far as generational belonging is measured by age groups.

The main aim of this thesis is defining employee loyalty in its entirety and describing the concept of employee loyalty based on a qualitative research. The concept has been proposed by using theoretical knowledge, semi-structured interviews and qualitative method of thematic analysis with a partial process of grounded theory. The concept corresponds to the main research questions, and therefore formulates a theoretical definition of employee loyalty, loyalty aspects, and implications and possibilities of influencing loyalty within organizational processes. The results obtained illustrate the relationship between the job satisfaction and employee loyalty. The job satisfaction affects building and maintenance of a loyal employee relationship with the organization, but it could be also the consequence of such loyal relationship. The aspects of employee loyalty can include: personal skills, satisfaction, reciprocity of investments in the relationship, interpersonal trust, sharing of similar values and beliefs, experience, positive attitudes and desires, moral background, clear expectations and mapping of potential changes on both sides, knowledge of mutual goals, willingness to put common goals above individual ones, own responsibility towards common goals, mutual faith in the relationship, form of...

Thesis title: Customer satisfaction of the recreational center Vršasport Goal of the thesis: This thesis focuses on recreational center Vršasport. The customer satisfaction was measured by a survey handed out to the customers of the center. The creation of the survey and following data elaboration was the main goal of this thesis as well. The result of the survey will reflect the customer satisfaction of the recreational center. Based on data extracted from the survey, the center will be able to improve its services to better serve the customers. Methods: Customer satisfaction was examined by the survey that was handed out to customers of Vršasport center between November 2011 and April 2012. The survey focuses mainly on topics related to satisfaction of the customer needs. Results: Customers of sport center Vršasportcentrum are mainly satisfied with offered services. Deficiencies were mainly found in lack of hygiene in locker rooms and in lack of center presentation - both center's wabpages and facebook pages. Overall, the customers are satisfied with offered services. Key words: marketing, services, sport services, loyalty, customers, survey

The thesis focuses on the concept of the duty of due managerial care as regulated in the legal framework of the Czech Republic and the Federal Republic of Germany; in particular, the comparison is aimed at the application of this duty against the members of the board of directors and the supervisory board of the joint-stock company and the executives of the limited liability company. The thesis first describes the duty of due managerial care as a standard of conduct. Chapter 3 describes the particular consequences of said duty for the conduct of the members of the board of directors and the supervisory board of the joint-stock company. Chapter 4 is focused on the reflection of this duty on the legal relationships within the limited liability company. Chapters 3 and 4 each include a partial conclusion concerning the most important differences as well as the effectiveness of the respective legal regulation. Chapter 5 is divided into two parts, differentiated according to the legal form of the company in question, and concerns itself with the liabilities following from the breach of said duty. Particular attention is paid to the possibilities of shareholders (members) to influence - whether ex ante or ex post - the said liabilities, as this area is marked by the most significant differences when...

M. Comm. / Psychiatrists are medical doctors who have specialised in the field of Psychiatry. Psychiatry is one of the five major fields in medicine, the other fields being Surgery, Obstetrics and Gynaecology, Internal Medicine and Paediatrics. Psychiatrists treat psychiatric disorders by way of diagnosis and invariably the prescription of the appropriate medication. Sixty to seventy percent of the diagnoses made by psychiatrists in private practice involve the so-called mood disorders in which a depressed mood is a common occurence. Depression is mostly treated with anti-depressant medication. (Olfson and Klerman , 1993:572). Accumulating evidence suggests that the use of anti-depressant medications is increasing. Sclar et. al. examined data from the National Ambulatory Medical Care Survey for the period 1990 through 1995. American National estimates of the number of office-based visits resulting in a prescription for or continuation of anti-depressant pharmacotherapy for any purpose escalated from 16 534 268 in 1990 to 28 664 796 in 1995, a 73,4% increase. (Sclar, Robinson, Skaer, Galin.1998:870) .although a Medline search cannot produce more recent figures it is commonly accepted that the most widely prescribed anti-depressants today fall in the class known as the SSRI's which stands for selective serotonin reuptake inhibitors. Use of a SSRI for the treatment of depression increased from 37.1% in 1990 to 64.6% in 1995. The first SSRI medication to become available on the South African market was fluoxetine under the trade name of Prozac in late 1987. (Preskorn, 1996: 18). To date approximately 25 million people have used Prozac worldwide. Prozac and other newer anti-depressants have been the topic of lead articles in national news magazines, best-selling books and widely watched television talk shows.

Background: Internet has brought radical changes in the recruitment industry where individuals are increasingly turning to the Internet when seeking jobs. The increased use of e-recruitment is partly because it is considered to be the most effective way to reach the target group of applicants, and partly because of the cost savings and competitive pressure in the market. Therefore, is the brand a crucial factor for online companies such as e-recruitment websites thus having a strong brand can lead to competitive advantage in the market. The role of branding in e-marketing is increasingly getting more important. Previous research has used intention to purchase as an outcome of brand equity. However, this research studies brand equity towards intention to use as most e-recruitment websites offer free services. Purpose: To describe the determinants of brand equity of e-recruitment websites and how they affect individuals’ intention to use such websites. Methodology: A quantitative research was chosen to collect the data using an online questionnaire to be able to describe the variables relationship in this research. Conclusion: The findings of this research suggests that brand equity as a whole increases individuals’ intention to use an e-recruitment website. The determinant of brand equity; brand awareness, perceived quality and brand loyalty gave a positive and significant relationship towards individuals’ intention to use. The findings involving the moderator were found to be significant when using brand equity as whole, while being rejected when involving the determinants of brand equity.

In 1998/99 the European Union (EU) acknowledged a need for an autonomous military action force. In 2007 the European Battlegroups (EUBG) were ready for ‘rapid reaction’. Today, in the year of 2016, they have still never been deployed. – How come the EUBG still exist, even though they have never been used? By an approach of explaining outcome process tracing, this study address – How can we understand the persistence of EUBG within the European Union in terms of integration and disintegration of regional organisations? By the developed theoretical framework of Security Communities (SC), it is argued that the EU, as a ‘tight, pluralistic, mature security community’ possibly cannot revise the renowned EUBG; disintegrate the Union, due to external and internal pressures and integrated features. This is shown by a method of a triangulated approach of surveys, interviews and textual analysis. The research concludes that deep-rooted integration and strong loyalty prevent members, of a regional organisation, to express contingent dissatisfaction and/or leave cooperation.

Dans le contexte de la globalisation croissante, les entreprises multinationales qui s’implantent à l’étranger ont un véritable défi à relever à l’heure actuelle et pour les années à venir : comment attirer et retenir des talents dans le cadre d’une compétition mondiale. L’enjeu est particulièrement fort en Chine dans un contexte de croissance rapide et de pénurie de talents. Le taux de turn-over au sein des entreprises multinationales en Chine est très élevé. Une mobilité fréquente des jeunes talents, au particulier les jeunes cadres qui circulent entre les entreprises étrangères est une vraie menace managériale. L’objectif de cette recherche est déterminer les meilleures pratiques de GRH et, tout particulièrement, de management des compétences qui permettent d’améliorer la fidélisation des jeunes cadres des multinationales. La fidélité se traduit par une faible intention de départ et une forte implication organisationnelle. Notre question de recherche est donc : Quels sont les facteurs qui influencent l’intention de départ des jeunes talents d’une part et leur implication organisationnelle d’autre part ? / In the context of increasing globalization, multinational companies set up abroad have a real challenge at present and for the near future: how to attract and retain talent in a global competition. This is particularly crucial issue in China, in a context of rapid growth and of talent shortage. The rate of turnover in multinational companies in China is very high. The frequent mobility of young cadres moving between foreign companies is a real managerial threat. The objective of this research is to determine the best HRM practices, and especially, the practices of management skills that improve the loyalty of senior executives of multinational companies. The loyalty is translated by a low intention to depart and a strong organizational implication. Therefore, our research question is: What are the factors that influence on the one hand, the intention to depart of the young talents, and the organizational implication on the other?

Title of thesis: Restriction of Performance of Other Gainful Activity During the Employment Relationship Abstract This diploma thesis deals with the issue of restriction of performance of other gainful activity by employee during his employment relationship. In accordance with the wording of the legal provision governing the employee's obligation not to compete with his employer by performance of other gainful activity, it may seem that this is fairly clear regulation. However, further examination provides more detailed view that the provision conceals several aspects which may be confusing for employees. Such misunderstanding of this restriction may frequently lead to breach of that duty, without awareness of employee. It is therefore no exception that the Supreme Court of the Czech Republic often deals with the settlement of disputes concerning void termination of an employment relationship, which occurred by the employer due to a breach of the employee's obligation not to perform other gainful activity which is prohibited by law. By studying this case-law thoroughly, it is possible to find out boundaries between what is considered to be a violation in question and what is not. In fact, the legislation imposes the restriction on the performance of other gainful activity on the employer's scope of...