Mergers and acquisitions bring convenient solutions for organizations who are looking to broaden their scales. These activities are being pushed towards cross- border activities due to increased globalization. While strategic and financial perspectives are carefully evaluated before an M&A, the human factor is oftentimes neglected. This results in a high rate of failure and dissatisfaction. Managing a cross-border M&A comes with the responsibility of achieving employee satisfaction. While prior research has noted the importance of managerial approaches in post-merger states it failed to compare transformational and transactional leadership styles.  This paper examines the achieved employee satisfaction under transformational/transactional leaders in post-merger environments. The purpose is to compare these two managerial styles to denote how they achieve said satisfaction.  A qualitative approach with exploratory purpose and a grounded theory methodology was followed in our study. We build upon a relativist ontology paired with a social constructivist epistemology. Nine open-ended interviews were conducted with employees from three different merged organizations.  The results show that transformational and transactional leaders both carry essential virtues when it comes to achieving employee satisfaction in a cross-border, post- merger environment. Our research indicates this state is achieved when the leaders use the two approaches complementary and frequently adjusted to the situation, thus are ambidextrous.

This case study has researched the internal market orientation (IMO) in relation to a merger and acquisition (M&A) situation. Research within these two areas has been done to a great extent on their own. However, the combination of the two has not been made previously. By combining the areas, it was made possible to evaluate employee satisfaction, and how it was actively attended to, in an organization experiencing an M&A situation. Variables for evaluating the IMO were selected from an existing model, which then was combined with M&A research to create a conceptual framework. This framework was used for analysis and as the basis for the questions for the interviews.  The empirical data showed signs that even though the organization was not actively working according to an IMO mindset, there were signs of IMO in their operations. However, the M&A situation heavily influenced day-to-day tasks and infringed on managers’ ability to prioritize the employees. The research is concluded by the clear signs that actively working with an IMO can have a substantial effect on employee satisfaction and could decrease some of the negative effects that the M&A situation brings.

To ensure the success of a company, it is essential for supervisors to interact effectively with the employees they oversee. Effective interactions between supervisor and employee go hand-in-hand with employee satisfaction, which can impact firm performance. The purpose of this thesis is to examine key drivers of employee satisfaction. Specifically, this thesis tests whether or not employees with supervisors of the same sex as themselves are more satisfied than employees with supervisors of the opposite sex. It also compares and contrasts the level of satisfaction an employee has in correspondence with transformational and transactional leadership styles and whether this relationship is contingent on the employee's level of work experience.

In the field of management control systems, employee retention is a significant challenge faced by management. In contemporary society, the workplace is experiencing increased dispersion, which presents challenges for management in effectively addressing these issues. If unsuccessful, it may result in additional costs and decreased productivity for the organisation. The current study aims to gain a deeper understanding of how management control systems can support managers in implementing remote work to enhance employee retention. The study started by evaluating modern use cases in the field, followed by collecting data on employee retention and conducting interviews. The findings shed light on the possibilities and challenges that management control systems present in the context of remote work and employee retention. The insights gained from this research hold potential benefits for academics, managers, and executives in making informed decisions to improve employee retention strategies. Furthermore, this dissertation lays the groundwork for future research that aims to optimise the advantages of effective management techniques in enhancing overall organisational performance and employee satisfaction.

This research explored the relationship between sustainability leadership practices and employeesatisfaction in small and medium-sized enterprises (SMEs) in Germany and Swede. The objective was toinvestigate how sustainability leadership practices influenced employee satisfaction within the context ofSMEs. Ten interviews were conducted with employees and managers in first-line and middle managementpositions from diverse industries across Sweden and Germany. The study aimed to gather employees'perceptions of leadership and management behaviors, practices, and outcomes within their organizationsand determine the impact of these practices on employee satisfaction. The findings of this studydemonstrated a positive relationship between the adoption of sustainability leadership practices andemployee satisfaction. Nevertheless, out of the six interviewees who expressed some level ofdissatisfaction, five acknowledged the presence of leadership practices that were consistent with thetheoretical framework of sustainability leadership. These findings enhanced our understanding of therelationship between sustainability leadership and employee satisfaction and offered insights to improveleadership practices and employee satisfaction. The research provided valuable insights for SMEmanagers, employees, and practitioners, highlighting the significance of sustainable leadership practices inenhancing organizational performance and contributing to sustainable development.

This thesis investigates employee attitudes to corporate citizenship (CC) and the impact on employer brands. It addresses the practice of CC in the German FMCG industry, considers employee understanding of CC, and examines which CC initiatives influence perceptions of employer brands. The research is driven by the dual challenges of sustainable development and the ‘war for talent’ in attracting, motivating and retaining employees. It is underpinned by the extant literature on CC dimensions, stakeholder theory and employer brands. The research approach is based on two case studies, comprising three phases: analysis of corporate documentation followed by two phases of semi-structured interviews exploring employees’ perceptions of CC and the link to employer brands. Key findings: An understanding of the positioning of CC in the corporate sustainability strategy and differing foci of CC, including environment, sustainable supply chain and people/culture. The study highlights employee understanding of eight CC dimensions, revealing economic responsibility toward employees as a new dimension. With respect to employer brands, CC initiatives focused on discretionary responsibility towards the natural environment and economic responsibility towards customers are seen as essential; legal, ethical and discretionary responsibility towards community are limited; and discretionary and economic responsibilities towards employees have a strong relationship. A focus on economic responsibilities towards owners has a strong but negative relationship. The theoretical contribution is a conceptual framework of all identified CC dimensions in practice and their relationship to employer brands. Contributions to practice include the importance of benefit packages, work-life balance support, employee development and work environment.

Background: Given the impact of job satisfaction on service quality and the value, job satisfaction holds significant importance in the hospitality industry. Understanding the drivers and hinders of job satisfaction is vital in an industry influenced by globalization and market competition. Job satisfaction is a widely debated and important topic in the hospitality sector, particularly in the hotel industry. Job satisfaction has a positive effect on the turnover of the company, employees’ fulfillment, and overall quality of goods and services. However, there is still not a clear statement which are the exact factors influencing the job satisfaction in the hospitality industry. Purpose: The focus of this paper is to determine how certain components impact the job satisfaction, specifically within the Bulgarian hospitality industry. By answering the research question, the study intends to contribute to the understanding of job satisfaction itself and how it affects employees’ performance in the hospitality and service industry. The findings will also provide a foundation for future research in this field, advancing knowledge on the influence of the drivers and hinders for job satisfaction. Method: This research paper has taken a qualitative, abductive approach. This approach fits the study as new concepts and ideas can occur by exploring various theories. Interviews were executed with employees, holding different positions in luxurious hotels in Bulgaria. The aim of the qualitative research is to attain a more profound comprehension regarding the topic based on personal experience of each respondent. Conclusion: Based on the findings of this paper, it can be concluded that the drivers indeed have a significant influence on employees' performance, which results with an increase on job satisfaction.  On the other hand, it can be stated that the hinders effect job satisfaction less compared to the drivers. Furthermore, the section indicates additional research that could have been done to determine the relationship between all the factors.

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In this manuscript I examine outcomes associated with social networks in organizations. Specifically, I consider how two characteristics of social networks (i.e., centrality, tie strength) can affect the performance and satisfaction of employees at work. Then, I explore the role that perceptions of fit (i.e., person-group fit, person-organization) may play in mediating the relationship between social network characteristics and (a) employee performance and (b) job satisfaction. Moreover, I investigate boundary conditions of the aforementioned mediated relationships (i.e., social network characteristics - fit perceptions - employee performance; social network characteristics - fit perceptions - job satisfaction). First, I consider how individual differences (i.e., racioethnicity, sex) generate employee dissimilarity that likely moderates the relationship between structural network characteristics and perceived fit in the mediated relationships proposed. Second, I examine an organizational variable (i.e., perceived diversity climate) as a first and second stage moderator of the aforementioned mediated relationships. Overall, it is necessary to investigate the relationships proposed in the model, because studying social networks helps us to understand why employees interact with certain individuals (or not with others) and how organizational outcomes are affected by employees' choices regarding their social networks. / Business Administration/Human Resource Management

Employee satisfaction is a crucial aspect of organizational success, influencing productivity,retention rates, and overall workplace experience. This thesis presents an in depth investigationof handling the results from an employee satisfaction survey at the Swedish/ Norwegiancompany, SmartOptics. Recognizing the multifaceted nature of employee satisfaction, the studyutilizes data from the company’s employee survey to investigate factors affecting employees'perceptions of their workplace. With the help of data from a previous employee satisfactionsurvey, three areas were identified as interesting and chosen for further investigation, which was done through an interview questionnaire. Subsequently, a thematic analysis was used to identifythemes and subthemes within the answers. The results reveal key areas for improvement related to the three predetermined areas: challenge, motivation and collaboration. The analysis highlights the root causes of these issues accordingto the employees using the theoretical background, as well as the effectiveness of variousinitiatives aimed at improving employee satisfaction. In the thesis's discussion chapter, the adequacy of what is considered motivating implementationsfor the employees, is discussed in light of the underlying dissatisfaction. It also examines howgreater challenges can lead to more satisfied employees, the role of social interactions in theworkplace and how they can support better collaboration, and the complications of individualdesires and needs compared to those of the group and the company. The methods used in thethesis are discussed and suggestions for improvements in implementations are presented, basedon the survey responses and the theoretical background. / Medarbetarnöjdhet är en avgörande aspekt för organisationens framgång och påverkarproduktivitet, personalomsättning och den övergripande upplevelsen av arbetsplatsen. Dettakandidatarbete presenterar en djupgående undersökning av hanteringen av resultaten från enmedarbetarundersökning på det svensk/norska företaget SmartOptics. Med insikt om denmångfacetterade komplexiteten av medarbetarnöjdhet tillämpar studien data från företagetsmedarbetarundersökning för att undersöka faktorer som påverkar de anställdas upplevelse avderas arbetsplats. Med hjälp av data från den tidigare medarbetarundersökningen identifieradestre intressanta områden och valdes för ytterligare undersökning, vilket genomfördes genom eninkätstudie. Därefter användes en tematisk analys för att identifiera teman och subteman inomsvaren. Resultaten avslöjar nyckelområden för förbättring kopplat till de tre förutbestämda områdena,utmaning motivation och samarbete, och analysen belyser grundorsaker till dessa enligt demanställda, samt effektiviteten av olika initiativ som syftar till att förbättra medarbetarnöjdheten. I arbetets diskussionskapitel diskuteras om vad som anses som motiverande implementeringarför de anställda är dugliga med tanke på det missnöje som ligger bakom, hur större utmaningarkan leda till nöjdare medarbetare, den sociala tillvarons roll på arbetsplatsen och hur den kanstödja ett bättre samarbete samt komplikationer med individens önskemål och behov jämfört medgruppens och företagets behov. De metoder som används i avhandlingen diskuteras ochförbättringsförslag för implementeringar presenteras, baserat på svaren från inkätundersökningenoch den teoretiska bakgrunden.