Bakgrund: Medarbetares engagemang är oroväckande lågt såväl nationellt som internationellt vilket är ett kostsamt problem för organisationer då detta kan bidra till lägre produktivitet, försämrad kundnöjdhet och minskad lojalitet hos de anställda. Ett viktigt verktyg som organisationer kan använda sig av för att stärka medarbetares engagemang är att skapa en väl fungerande intern kommunikation. Denna kommunikation har ur ett organisatoriskt perspektiv fått en mer framträdande roll då den interna informationen mellan ledning och medarbetare måste anpassas utifrån medarbetares behov för att på så sätt ge det bästa förutsättningarna för att nå organisatorisk framgång och bidra till ett högre engagemang. Syfte: Syftet med denna uppsats har varit att få en ökad förståelse över hur organisationers symmetriska interna kommunikation påverkar anställdas engagemang, sett ur en medarbetares perspektiv. Metod: Studiens syfte har varit att få en ökad förståelse för det valda problemområdet vilket resulterat i att en kvalitativ forskningsansats använts. För att undersöka engagemang hos de anställda genomfördes nio stycken semistrukturerade intervjuer. Denna metod användes för att fånga informanternas subjektiva upplevelser om engagemang kopplat till symmetrisk intern kommunikation. De nio informanterna valdes ut från en organisation, där urvalet gjordes strategiskt slumpmässigt. Organisationen valdes då de aktivt arbetade med symmetrisk intern kommunikation och medarbetarnas engagemang. Resultat/Slutsats: Denna studie har kommit fram till att det är kombinationen av symmetrisk och asymmetrisk kommunikation som skapar det gynnsammaste förutsättningarna för en väl fungerande intern kommunikation. Kombinationen av interna kommunikationskanaler underlättar de anställdas arbetssituation och bidrar till ett ökat engagemang. / Background: Employee commitment is worryingly low, both nationally and internationally which is a costly problem for organizations as this may contribute to lower productivity, reduced customer satisfaction and reduced employee loyalty. An important tool that organizations can use to strengthen the employees' commitment is to create a well-functioning internal communication. This communication has from an organizational perspective been given a more prominent role since internal information between management and employees must be adjusted on the basis of employees' needs so as to provide the best conditions for achieving organizational success and contribute to a higher commitment. Purpose: The purpose of this study was to obtain a better understanding of how organizations symmetrical internal communication affects employee engagement, seen from an employee's perspective. Method: The study's purpose was to get a better understanding of the chosen problem area which resulted that a qualitative research approach was used. To investigate the corporate commitment of the employee’s nine semi-structured interviews was conducted. This method was used to capture the informants' subjective experiences of commitment linked to symmetrical internal communication. The nine informants were selected from one organization, where the selection was made strategically random. The organization was chosen as it actively worked with symmetric internal communications and employees’ commitment. Results/Conclusion: This study has come to the conclusion that it is the combination of symmetrical communication and asymmetric communication that creates the most favorable conditions for well-functioning internal communication. The combination of internal communication channels facilitates the employees' work situation and contributes to increased engagement.

Purpose: The purpose of this study is to investigate what experienced professional engineers value regarding work related factors and what makes them stay in an employment and in an organization. Theory: The theory used is derived from relevant research regarding work life science and was divided into several parts. The first part contains research about Employer Branding and how employers can use strategies to attract candidates and retain current employees. The second part concerns turnover intentions which is used to examine whether there are relationships between work-related factors that professional engineers believe they have in their workplace and their intentions to stay. The third part embraces Model of retention which contains eight work-related factors which are divided into organizational- and job level. These eight work-related factors shows to have impact on retention of professional workers. Some items were added from Bloom Live Connect Grow Employer Branding framework to complete the ability to measure retention levels. At last we used theory regarding employee engagement to predict the target group’s engagement level to see if it had significant impact on retention of experienced professional engineers. Methodology: A cross-sectional quantitative approach was used in this study and a questionnaire was sent out to 301 experienced professional engineers that had an employment within a global industrial enterprise. Approximately 158 experienced professional engineers completed the survey which lead to a responding frequency of 52,5 % percent. Findings: The result of the study showed that almost all 26 items tested out of Model of retention scored high means. Therefore they proved to be important for the maintenance of professional engineers to make them want to remain in an employment and in an organization. The only work-related factor that showed statistical significance from the regression analysis performed was compensation. Another interesting disclosure found was that the target group proved to be engaged, but nevertheless, there was a greater intention to leave than to remain in the workplace. Practical implications: It is important for employers to pay attention to the results of this study when shaping workforce strategies to become competitive as an employer. Social implications: Engineers are a sought-after target group in the labor market and therefore it is important for employers and HR-departments to work with strategies regarding remaining valuable competences such as experienced professional engineers to ensure the future of the organization.

This nonexperimental, correlational study (N = 283) examined the relation among job fit, affective commitment, psychological climate, discretionary effort, intention to turnover, and employee engagement. An internet-based self-report survey battery of six scales were administered to a heterogeneous sampling of organizations from the fields of service, technology, healthcare, retail, banking, nonprofit, and hospitality. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement and employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis results suggested that the employees who reported experiencing a positive psychological climate were more likely to report higher levels of discretionary effort. As for the intention to turnover model, the hierarchical regression analysis results indicated that affective commitment and employee engagement predicted lower levels of an employee’s intention to turnover. The regression beta weights ranged from to .43 to .78, supporting the theoretical, empirical, and practical relevance of understanding the impact of employee engagement on organizational outcomes. Implications for HRD theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of employee engagement as a means for improving organizational performance.

The thesis is divided into theoretical, methodological and practical part. The theoretical part deals with the development of management considering HR aspects, the development of the concept of HR work with detail on the models of human resource management and the importance of human resources. In the methodological part, the methods of research are presented. The research itself, its results and subsequent recommendations for HR professionals are described in the practical part of the thesis. First, the key challenges in human resource management are identified and characterized. These challenges are subjected to qualitative and quantitative researches and then the results are compared to Europe-wide survey by The Boston Consulting Group. The final chapter gives practical recommendations to HR professionals and executive managers how to work with the most key HR challenges so that HR professionals are treated as the business partners and the future competitiveness of a company in the market is ensured.

The aim of this case study was to explain how voluntary climate initiatives are communicated to employees, and the role of employee involvement as an antecedent for more strategic environmental sustainability work. More specifically, the project explored enabling factors for stakeholder involvement from a Corporate Social Responsibility (CSR) communication perspective. A flexible research design was structured through qualitative methods and an inductive approach. Semi-structured interviews and corporate sustainability documents from two knowledge-intensive IT businesses were analyzed to understand the internal CSR landscape related to voluntary climate initiatives, like carbon offsetting actions and reduce-reuse-recycle efforts. The theoretical framework used concepts from CSR communication, environmental marketing and stakeholder management. Case study findings indicate that voluntary carbon offsetting initiatives may have a notable impact on building a more distinct company-wide climate change agenda. Furthermore, the study confirmed that employees are important drivers in environmental initiatives and may act as informal sustainability ambassadors by supporting the organizational climate impact work internally (and later externally) – by building credibility from the inside-out.

Sponsring av idrottsevenemang innefattar ett ömsesidigt utbyte mellan sponsorn och idrottsevenemanget vilket gör att sponsring blir aktuellt både i idrottsvärlden och företagsvärlden. Företag som sponsrar idrottsevenemang kan arbeta med sponsringen både externt och internt. Det externa arbetet har länge varit det primära syftet med sponsring vilket har lett till att det interna arbetet inte uppmärksammats i samma utsträckning. En central faktor vid internt arbete är att påverka de anställdas arbetsmotivation.   Syftet med denna studie är att skapa en förståelse för samt beskriva hur sponsring av idrottsevenemang används internt för att påverka de anställdas arbetsmotivation. För att undersöka detta har intervjuer med Vasaloppets samtliga fem huvudsponsorer genomförts. För att analysera det empiriska materialet tog vi stöd i studiens teoretiska referensram.  Vår studie visar att samtliga företag arbetar internt med sin sponsring av idrottsevenemang men i olika utsträckning och på olika sätt. Studien tyder på att företagets storlek, bransch samt sponsorskapets långvarighet kan påverka skiljaktigheter i det interna arbetet. Studien visar även att det interna arbetet med sponsorskapet av Vasaloppet kan generera arbetsmotivation hos de anställda på grund av stolthet och engagemang.  Bidraget med vår studie är framtagandet av tre olika arbetsområden som företag bör ta i beaktning i det interna arbetet vid sponsring av idrottsevenemang för att påverka de anställdas arbetsmotivation: värderingar, personligt intresse och involvering. Avslutningsvis kan vi konstatera att det interna arbetet med sponsring av idrottsevenemang kan bli begränsat på grund av att de interna effekterna är svåra för företag att mäta och sätta ett värde på. / Sport event sponsorship involves a mutual exchange between the sponsor and the sporting event, which makes sponsorship relevant in the world of sports and the business world. Companies that sponsor sport events can work with sponsorship both externally and internally. External work has long been the primary purpose of sponsoring, which had led to a minor focus on the internal work. A key factor of internal work is to influence employees work motivation.  The purpose of this study is to create an understanding of and describe how sport event sponsorship is used internally to influence employees’ work motivation. To investigate this interviews with all of the five main sponsors of Vasaloppet were conducted. To analyze the empirical material, we took support in the theoretical frame of the study.  Our study shows that all companies work internally with their sport event sponsorships, but in varying extent and in different ways. The study indicates that the differences in the size of the company, the industry and the longevity of the sponsorship may affect differences in how a company forms the internal work. The study also shows that the internal work with the sponsorship of Vasaloppet can generate work motivation among the employees’ due to staff pride and commitment.  The contribution of our study is the development of three different work areas that companies should take into account when forming the internal work of a sport event sponsorship to influence employees’ work motivation: values, personal interest and involvement. In conclusion, we can conclude that the internal work with sponsoring sport events can be limited because the internal effects are difficult for companies to measure and value.

When integrating sustainability, companies are often overlooking the changes needed in their organisational culture. This hinders organisations’ core business to efficiently embed sustainability and dooms corporate sustainability initiatives to be superficial. A possible solution is for organisations to develop a sustainability- oriented organisational culture that engages employees with the sustainability change and that develops a leadership supportive of the engagement of their employees. As a result, this thesis aims at exploring how organisations can change their organisational culture in order to fully integrate sustainability by engaging employees and managers. Specifically, it studies how employee engagement can contribute to transforming organizational cultures to fully embed sustainability. Additionally, this paper analyses how managers can support employee engagement with sustainability. The thesis conducts a literature review to set the theoretical foundations; it further resorts to semi-structured interviews and document analysis conducted in a Swedish public company, which has begun to integrate sustainability into its culture. The study finds that organisations’ cultures are being changed at the artifact levels and, partially, at the values and beliefs level of their cultures. Additionally, the thesis establishes that organisations are failing to create the conditions for employee engagement. It finally shows that leadership in companies is not efficiently supporting the engagement of employees to integrate sustainability into their culture.

This thesis deals with the topic of work engagement. Firstly, various concepts of work engagement and approaches to measuring this concept are presented. Moreover, the context of engagement and its relations to important aspects of working life are being discussed. Lastly, links between work engagement and important organizational indicators of success are being outlined. The research project aims to determine relationships between selected work resources, work engagement and business performance, turnover and client satisfaction within the branch network of a Czech banking company. Research results showed a significant relationship between work engagement and all measured work resources. Part of the relationship between work resources and work engagement has been shown to be mediated through perceived meaningfulness of work. Furthermore, the significance of work engagement as a predictor of business performance was successfully verified. No significant correlations were found between work engagement, turnover and client satisfaction. Keywords work engagement, employee engagement, predictors, work resources, business performance, turnover, client satisfaction, meaningfulness of work

Vid varje nyanställning sker en introduktion för nyanställda, en så kallad onboarding. Onboardingprocessen är en viktig process som, om den genomförs korrekt, kan generera att nyanställda lättare förstår sin roll, får ökad motivation till dagligt arbete och känner en högre lojalitet till sina medarbetare. En effektiv onboardingprocess kan leda till en rad olika fördelar, bland annat ökad lönsamhet för företag. På grund av covid-19 har dessa processer behövts genomföras digitalt på distans. Denna studie undersöker fenomenet onboardingprocess och jämför den digitala onboardingprocessen med den fysiska onboardingprocessen. Syftet är att ta reda på vilka skillnader det finns i de två olika processerna och bidra med förståelse för vilka verktyg och kommunikationskanaler som med fördel kan användas. För att undersöka detta genomfördes sju semi-strukturerade intervjuer och en webbenkät. För att undersöka hur processen ser ut och struktureras upp genomfördes intervjuer med de som genomför onboardingen. För att vidare mäta uppfattningar från de som genomgår onboarding delades en webb-enkät. Insamlad data analyserades sedan med hjälp av en tematisk analys för den data som var kvalitativ och sambandsanalys för den data som var kvantitativ.  Resultatet visade att strukturen i de olika onboardingprocesserna inte skiljde sig mycket. Däremot upptäcktes det att flera delar, såsom organisationssocialisering, var svårare att uppnå i den digitala onboardingprocessen. Det visade sig även att både för digitala onboardingprocesser samt för fysiska onboardingprocesser är handledning i form av bland annat mentorskap ett önskvärt och positivt verktyg för nyanställda. Dessa delar resoneras kring i diskussionen där både fördelar och nackdelar tas upp om samma teman. Detta gav slutsatsen om att de största bristerna vid den digitala onboardingprocessen på distans låg vid bristande verktyg som inte lyckas generera tillräckligt bra socialisering och tillhörighet för nyanställda.  Med hjälp av teori och empiri ges förslag på hur företag kan tänka för att kunna förbättra deras onboardingprocesser. Det finns dock fler utvecklingsmöjligheter som tas upp i förslag till vidare forskning, där denna uppsats kan ligga som grund för undersökningsämnen. / At each new employment, there is an introduction for new employees, a so-called onboarding. The onboarding process is an important process which, if carried out correctly, can generate that new employees more easily understand their role, gain increased motivation for daily work and feel a higher loyalty to their employees. An efficient onboarding process can lead to a number of different benefits, including increased profitability for companies. Due to covid-19, these processes have had to be carried out digitally remotely. This study examines the phenomenon of the onboarding process and compares the digital onboarding process with the physical onboarding process. The purpose was to discover what differences there are in the two processes and contribute with an understanding of which tools and communication channels can be used to its advantage. To examine this, seven semi-structured interviews and an online survey were conducted. To investigate how the process is structured, interviews were conducted with those who carry out the onboarding. To further measure perceptions from those who undergo onboarding, a web survey was shared. Collected data were further analyzed using a thematic analysis and a correlation analysis.  The results showed that the structure of the different onboarding processes did not differ much. However, it was discovered that several elements, such as organizational socialization, were more difficult to achieve in the digital onboarding process. It also turned out that supervision in the form of mentorship is a desirable and positive tool for new employees, both for digital onboarding processes and for physical onboarding processes. These parts are discussed in the discussion where both advantages and disadvantages are addressed on the same themes. The conclusion of the study was that the biggest shortcomings of the digital onboarding process were the lack of tools that do not succeed in generating good enough socialization and a sense of belonging for new employees. With the help of theory and empirical data, suggestions are given on how companies can think in order to improve their onboarding processes. However, there are more development opportunities that are addressed in proposals for further research, where this thesis can be the basis for research topics.

I studien har fyra faktorer identifierats som anses ha en påverka påmedarbetarengagemang inom SME företag; Värderingar som anses öka känslan av meningsfullhet hos medarbetaren. Studiens resultat förespråkar fokus på bland annat individuella värderingar samt gemensamt framställda värderingar.Decentralisering anses också ha en påverkan på känslan av meningsfullhet hos medarbetaren. Här rekommenderas hög grad av autonomi och medarbetarinvolvering inom beslutsfattanden. Trygghet i chefer och kollegoranses bidra till en ökad psykologisk säkerhet hos medarbetaren. Studiens resultat förespråkar transparens och öppenhet, kontinuerliga dialoger om välmående samt gemenskap. Stöd och kommunikation anses påverka medarbetarens psykologiska samt fysiska tillgänglighet. Här rekommenderas kontinuerliga puls-mätningar och möten för att identifiera kompetensgap och behov av stöd. I följd av detta ska medarbetarna även ha tillgång till coachning eller andra former av stöttning.