The aim of this work was to investigate how it is to move in hierarchy from crew to officer within the seafaring profession and how to be affected by this. How you are perceived by the crew when going from to represent a part of a system to represent a different part of the same system and if you are ready to assume the responsibilities of the new role entails? This is relevant and interesting as we will soon is facing at this transition. The work is based on a qualitative approach. The choice of this method gave the information needed for a perfect result. Interviews were conducted through personal meetings with active officers which also provided the opportunity to ask follow-up questions and the respondents were given the opportunity to share their experiences. The results showed that the transition from crew to command seems to be something individual from person to person but consistently has been the feeling that it is a major challenge of excitement and some nervousness. The largest portion prior to having been men from before is that it felt familiar with the safety procedures on board and to have a basic sense of security regarding departures and mooring, loading and unloading. Most felt that it was difficult to give orders to his old sailor colleagues but afterwards it felt more natural.

The overall aim of the study was to examine work environment factors within the maritime industry. For this purpose a new measurement tool for work environment on board ships was developed. Further aims of the study were the examination of organizational culture, occupational stress and job satisfaction. 215 seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. In order to investigate differences in organizational culture, a multivariate analysis was conducted, which revealed significant differences in organizational culture due to nationality and hierarchical position. In order to examine predictors of job satisfaction, multiple hierarchical block regression analysis were performed. Occupational stress and organizational culture emerged as significant predictors of job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction. Social support and feedback from superiors showed the strongest predictive power for job satisfaction. The results in the study emphasize the importance of nationality and hierarchical position as important variables for measuring organizational culture. In addition, the importance of social relationships between co-workers and superiors are discussed. The aim of the study was to examine whether there were significant differences in organizational culture on board ships when looking at the variables nationality, hierarchical position and ship type. 215 Norwegian and Filipino seafarers from 24 ships participated in the study. The response rate was at 35% for the whole sample. Multivariate analysis revealed overall significant differences for the seven culture dimensions. In addition a significant difference of nation on the two factors (2) Working with the opposite gender and (3) Social support and feedback given by superiors emerged. Further multivariate analyses showed resulted in overall significant differences between hierarchical positions on organizational culture and especially on the factor (3) Emotional involvement in co-workers problems. The results emphasize the importance of including variables as nationality and hierarchical position when studying organizational culture within the maritime industry. The aim of the study was to examine the dimensions stress and organizational culture as predictors of job satisfaction within the specific conditions of the occupation of seafarers. In addition the impact of Social support and feedback given by superiors on job satisfaction was examined. 215 Norwegian and Filipino seafarers with different ranks from 24 different ships participated in this study. 97 of the respondents reported to be Officers/Managers and 87 of the respondents Ratings/Subordinates. The response rate was 35, 5 % for the entire sample. Multiple hierarchical block regression analysis were performed and revealed both stress and organizational culture as significant predictors of overall job satisfaction. Especially relationships with co-workers and relationships with superiors emerged as predictive for job satisfaction as a part of organizational culture. As predicted the factor Social support and feedback given by superiors had great predictive power for job satisfaction. The results emphasize the importance of organizational culture and especially relationships between the employees on board a ship.

Efterfrågan på hållbarhetsinformation är något som ökar i dagens samhälle. Samtidigt visar tidigare studier att det finns allvarliga brister i företags hållbarhetsrapporter. Forskare har dessutom konstaterat att revisorer har en kvalitetssäkrande roll för hållbarhetsrapporters trovärdighet. I takt med samhällsutvecklingen växer hållbarhetstjänster inom revisionsbranschen, och det går att skönja ett proaktivt hållbarhetsarbete hos revisorer. Något som oss veterligen inte studerats tidigare är vad som driver revisorers proaktiva hållbarhetsarbete. Syftet med studien är att förklara vad som driver revisorers proaktiva hållbarhetsarbete utifrån fyra individ- och byråspecifika faktorer. Dessa faktorer är byråtillhörighet, kompetens, individens hållbarhetsengagemang och hierarkisk position. Frågeställningen är: I vilken utsträckning kan revisorers proaktiva hållbarhetsarbete förklaras utifrån fyra individ- och byråspecifika faktorer? Legitimitetsteorin, professionsteorin och institutionella teorin har använts som teoretisk ram för att uppnå studiens syfte. Även litteratur som behandlar hållbarhetsrapportering, autonomi, proaktivt agerande och de fyra faktorerna har använts. Med utgångspunkt i litteraturen har sex hypoteser bildats, vilka sedan testats empiriskt. För att samla in data konstruerades en webbenkät som sedan skickades ut via mejl till revisorer runtom i Sverige. Resultaten av studien visar att det finns ett positivt samband mellan revisorers proaktiva hållbarhetsarbete och kompetens, yrkesmässigt såväl som privat hållbarhetsengagemang respektive hög hierarkisk position. Däremot gick det inte att påvisa att byråtillhörighet och tid i branschen skulle vara förklarande faktorer till revisorers proaktiva hållbarhetsarbete. Studiens viktigaste bidrag är att ge revisionsbranschen insikter i vad som driver proaktivt hållbarhetsarbete bland revisorer. Studien upplyser också samhället om att revisorers proaktiva hållbarhetsarbete kan gynna hållbarhetsutvecklingen i samhället. / Demand for CSR information is increasing in today’s society. At the same time, previous studies show some serious deficiencies in CSR reporting. Researchers have also found that CSR reports certified by a financial auditor are perceived as more credible. CSR services are a growing business area in the audit industry, and a proactive CSR work among auditors can be discerned. As far as we are aware, there has yet to be any research conducted on what influences auditors’ proactive CSR work. The purpose of this study is to explain what influences auditors’ proactive CSR work based on four individual- and agency specific factors. The research question is: To what extent are auditors’ proactive CSR work explained by four individual- and agency specific factors? Legitimacy-, professional-, and institutional theory, and literature that deals with CSR reporting, autonomy, proactive behavior and our four factors has been used as a theoretical framework. Based on the literature, six hypotheses have been formed, which later have been empirically tested. Data was collected through a web-based survey which was sent via e-mail to Swedish auditors. The results show that there is a positive relationship between auditors’ proactive CSR work and competence, dedication to sustainability issues – professionally as well as private, and high hierarchical position. It was not possible to demonstrate that agency affiliation or time in the industry would be an explanatory factor for auditors’ proactive CSR work. The main contributions of this study are to provide the audit industry with insights into what influences auditors’ proactive CSR work. The study also informs society that auditors’ proactive CSR work can benefit the sustainable development.