The purpose of the study was to examine how a shift in elements of organizational culture impacted attitudes toward job satisfaction in a medium-sized, consumer-owned electric utility over a period of 13 years. The unit of analysis was a municipal utility distributing electrical energy to approximately 27,000 customers. Data collection included the Science Research Associate Employee Inventory, a review of the organization's documents, and a subjective Job Satisfaction Questionnaire. A one-tailed z-test was performed to test whether or not the proportion of employees answering favorable in one survey was greater than the proportion answering favorable in the other survey. It was also used to analyze certain cultural changes. The elements of job satisfaction assessed were: job demands, working conditions, pay, employee benefits, friendliness and cooperation of fellow employees, supervisor/employee interpersonal relations, confidence in management, technical competence of supervision, effectiveness of administration, adequacy of communication, security of job and work relations, status and recognition, identification with the company, and opportunity for growth and advancement. Elements assessed depicting culture were attendance, safety, United Way participation and turnover. Conclusions of the study emphasized that long-term cultural aspects including attendance, safety and United Way participation may be changed positively while maintaining or improving attitudes toward certain aspects of job satisfaction. Areas of attitude improvement were pay, benefits, and effectiveness of administration. It was also concluded that employees with higher education levels and more behavioral training may have higher expectations of their supervisors.

The correlation between employee theft and various employee attitudes is investigated with 489 subjects from a large discount store chain located in the southeastern United States. Subjects completed two tests: Personnel Decisions, Inc. 's Employment Inventory/Customer Service Inventory which measures employee reliability and orientation toward providing customer service; and the Organization Responsiveness Questionnaire which measures satisfaction and perceived store security. Individual scores on the tests were correlated with a performance rating form completed by the subject's supervisor. Scores were computed for each store and correlated with inventory shrinkage rates. Results revealed relatively weak correlations for some variables. The multiple regression analysis was unable to significantly predict any of the criterion variables.

Syftet med studien är att synliggöra och utveckla kunskap om medarbetarskap inom den kommunala gymnasieskolan. I förlängningen ämnar vi dessutom få en djupare förståelse för innebörden av medarbetarskap i gymnasieskolan ur både ett medarbetar- och ett ledarskapsperspektiv. Vi har även förhoppning om att denna studie kan bidra till den generella kunskapsbildningen inom detta område som för skolutveckling anses mycket viktigt.  Studien utgår från en hermeneutiskt ansats med ett fenomenologiskt perspektiv där delarna i det som refereras till som ett myndigt medarbetarskap skapar en helhetsbild av medarbetarskap. Studiens empiri baseras på semistrukturerade intervjuer med intervjuguider skapade utifrån studiens frågeställningar: Hur tar sig medarbetarskap uttryck i den kommunala gymnasieskolan? Hur är synen på medarbetarskap hos medarbetare och skolledare? I den deduktiva delen av processen har informanternas svar kategoriserats utifrån färdiga teman i medarbetarskapshjulet (Hällsten & Tengblad, 2006) och därefter analyserats utifrån begreppsparen förtroende och öppenhet, gemenskap och samarbete, engagemang och meningsfullhet samt ansvarstagande och initiativförmåga. Studiens slutsats är att delar av medarbetarskapet såsom det definieras i medarbetarskapshjulet anses vara uppfyllda men att det saknas viktiga delar för att det skall anses fulländat och därmed utveckla den kommunala gymnasieskolan såsom är möjligt. / The purpose of this study is to visualize and develop knowledge about the view on employeeship within the municipal upper secondary school. In addition, we intend to gain a deeper understanding of the meaning of employeeship in upper secondary school from the perspective of both employees and the principals. We also hope that this study can contribute to general knowledge in this area which is considered very important for school development. The study is based on a hermeneutic approach with a phenomenological perspective in which the parts of what is referred to as a governmental partnership creates a holistic picture of employeeship. The study's empirical data is based on semi-structured interviews with interview guides created based on the research questions: How can one see employeeship in the municipal upper secondary school? What are coworkers’ and principals’ view on employeeship? In the deductive part of the process, the informants' responses were categorized based on completed themes in the Wheel of Employeeship (Hällsten & Tengblad, 2006) and then analyzed. The study's conclusion is that parts of the employeeship as defined in the Wheel of Employeeship is fulfilled, however, there are still important parts missing that need further research.

Background - As a result of the latest advances in artificial intelligence (AI), the world ofbusiness is facing a major transformation where basic organizational principlesare redefined initiating a new era. It is predicted that AI in the coming decadeswill make a significant imprint and organizations aiming to stay at the forefrontcannot afford not to change. AI adoption can bring great benefits to organizationswhere a crucial factor is to establish AI readiness. However, as in any change,different perceptions are raised among employees which can either hinder orfoster organizational AI readiness, placing leaders in a crucial position. Purpose - The purpose of this study is to investigate how managers can foster organizationalAI readiness by understanding distinctive features of employee AI attitudes. Byidentifying how employees develop change attitudes towards AI, the opportunityto explore how managers should respond to these attitudes in order to achieve AIreadiness opens. Method - To gain a greater understanding of the phenomenon managing AI attitudes and tofulfil the purpose of the study, a mix of a qualitative and quantitative researchmethodology was used. The empirical data were abductively collected through asingle case study via a survey containing 80 respondents and through a focusgroup including six participants holding different roles affected by an AIimplementation. The empirical data were processed using thematic analysis andfurther analysed through systematic combining. Conclusions - The conclusions in this study confirm already existing theory. It also expands itas the phenomenon managing attitudes towards AI change was placed in a newcontext. The research results indicate that employees’ change attitudes towardsAI are affected by the organizational AI maturity, personal interest, and personaland organizational AI knowledge. They also indicate that employees develop theirchange attitudes towards AI depending on how managers handle or not handletheir attitudes. Finally, four dimensions along which leaders should manageemployee change attitudes to promote AI readiness were elaborated.

The current study examines the mediating role of General Organizational Means‑efficacy (GOME) in the relationships between organizational context and employee attitudes. The organizational context consists of leadership support, centralization, and emphasis on training and development; and employee attitudes consist of job satisfaction, organizational commitment, and career outcomes. The purpose of this study is to reveal what contextual factors in an organization may affect employees’ perceptions of resources available and in turn affects employee attitudes. Structural equation modeling was used to analyze these relationships, and it was found that leadership support and an emphasis on training and development were positively related to GOME, and centralization was negatively related to GOME. It was also found that GOME was positively related to job satisfaction, organizational commitment and career outcomes. Additionally, GOME was found to be a partial mediator of the relationships between organizational context and employee attitudes. These findings add to the limited research on GOME and provide organizations a better understanding of what may influence perceptions of resources within an organization along with how those perceptions may be affecting employee attitudes.

The main objective of this research is to examine the relationship between the internal and external service quality dimensions in Egyptian commercial banks. To achieve this objective, the thesis introduced the internal–external service quality model which proposes that the internal service quality has a positive impact on the external service quality. The research model was developed and tested empirically through three main stages. The first stage was based on the extensive review of the literature in order to identity the concepts and measures of the internal and external service quality. In this stage, the research objectives were identified. The second stage was concerned with the building of the internal–external service quality model which proposed that the internal service quality dimensions have a significant positive impact on external service quality. To identify causal indicators for this relationship, some control variables were used and a set of empirically testable hypotheses were developed. [Continues.]

This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured. Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured. / Ph. D.

Text in English / Supply chains incorporate “green” principles in their processes to promote environmental sustainability. Through an online survey, this study investigated green supply chain management (GSCM) implementation and employee awareness of GSCM initiatives in five starch and glucose processing companies in Gauteng. Eighty employees working in management and supervisory positions participated in the study by completing an online questionnaire. The research findings indicated that employees are aware of environmental goals and targets, environmental policies, legislation and standards, and green designing initiatives implemented. Employees perceive that collaboration with suppliers and contractors on environmental issues is in place, however, government partnerships are perceived as being insufficient. Benefits of green marketing campaigns and GSCM initiatives have not been identified. The study noted resistance to change, lack of adoption of technology advancement, insufficient communication and training, and cost implications as barriers hindering GSCM success. It is, therefore, recommended that appropriate support and communication regarding GSCM initiatives are strengthened. / College of Agriculture and Environmental Sciences / M. Sc. (Environmental Management)