<p>Medarbetarskap har fått mer betydelse i det svenska arbetslivet under de senaste decennierna. Många organisationer strävar efter att förbättra samarbetet inom och över avdelningsgränserna samt chefens och medarbetarens relation. Arbetstagaren har till stor del övergått till att ta en mer aktiv roll i arbetet. Enkätundersökningen (<em>N</em> = 139) genomfördes i en statlig myndighet där medarbetarskap undersöktes utifrån F. Hällstén och S. Tengblads (2006) modell. Medarbetarskap kopplades till arbetsmotivation och lojalitet mot organisationen även intressanta likheter och skillnader undersöktes. Resultatet visar hur det rådande medarbetarskapet ser ut och kan utvecklas. Ett positivt samband uppvisades mellan medarbetarskap och arbetsmotivation samt lojalitet mot organisationen. Studien fann att upplevelsen av medarbetarskap är högst individuellt. Tidigare forskning har utgått ifrån ledningens och chefens perspektiv medan vår studie som kontrast utgick ifrån medarbetarens perspektiv. Detta uppmanar framtida forskning att undersöka båda perspektiven i en studie för att få en sammanfattande helhetsbild av fenomenet medarbetarskap.</p>

Medarbetarskap har fått mer betydelse i det svenska arbetslivet under de senaste decennierna. Många organisationer strävar efter att förbättra samarbetet inom och över avdelningsgränserna samt chefens och medarbetarens relation. Arbetstagaren har till stor del övergått till att ta en mer aktiv roll i arbetet. Enkätundersökningen (N = 139) genomfördes i en statlig myndighet där medarbetarskap undersöktes utifrån F. Hällstén och S. Tengblads (2006) modell. Medarbetarskap kopplades till arbetsmotivation och lojalitet mot organisationen även intressanta likheter och skillnader undersöktes. Resultatet visar hur det rådande medarbetarskapet ser ut och kan utvecklas. Ett positivt samband uppvisades mellan medarbetarskap och arbetsmotivation samt lojalitet mot organisationen. Studien fann att upplevelsen av medarbetarskap är högst individuellt. Tidigare forskning har utgått ifrån ledningens och chefens perspektiv medan vår studie som kontrast utgick ifrån medarbetarens perspektiv. Detta uppmanar framtida forskning att undersöka båda perspektiven i en studie för att få en sammanfattande helhetsbild av fenomenet medarbetarskap.

In the rapid improvement of network communication, some phenomena are been changing and multi working style is one of them. This study focus on ¡uTeleworkig¡vthat is one of the new working style. The concept of global village has been made under the process of globalization. Furthermore, the relationship between Taiwan and China becomes closer and how to manage the employees more flexible, using telework for Taiwanese corporations might be a good time now. How to select the suitable person as teleworker is what this study wants to discuss. The samples were from the social networking of author of this study via internet to collect the questionnaire. These samples did not limit in industry¡Bbusiness style or position and there were 105 valid questionnaires collected. Via the data of collected questionnaires to analysis what kind of industry¡Bbusiness style and position are suitable for teleworking and try to find the relationship between teleworking and job performance. The discussion of this study is how to select the suitable person as teleworker and also has good job performance then to discuss the possibility of promoting the teleworking. This study used three relative constructs of personality such as job autonomy¡Bgeneral cognitive ability and job motivation to discuss the influence with teleworking and job performance. This study was discovered job autonomy and job motivation are positive influence to job performance, but not general cognitive ability. Meanwhile, there was no obvious relationship between teleworking and job performance. For corporations, people who have higher job autonomy and job motivation are the basic requirement to recruit the employees. It would succeed to run teleworking easily if the employees have these two personalities.

Since the deregulation of the telecommunication industry, our company has been confronted with various internal as well as external challenges. Externally, we are facing an ever-competitive market, which resorts to endless price-cutting as a business tactic. As a result, not only that we have lost market share of customers, but the profit margin has steadily deteriorated. Internally, we are challenged with an aging workforce, whose mentality is ill-adjusted for the ferocious competition industry-wide. Some employees are plagued with low moral, due in part to the uncertainty about the company¡¦s privatizing status. The net result is a clear adverse effect on the overall productivity output of our company as a whole. Despite the efforts put forth to motivate our employees, the outcome is nowhere near our expectation. This ineffectiveness, ironically is due to a combination of job security, comfortable work atmosphere and above-average wages. Our management must investigate the employee mentality in depth, so that effective motivation measures can be undertaken. The endeavor is absolutely required to promote work ethics and improve the company¡¦s competitive edge. We have recently conducted a written survey, which is aimed primarily to determining employee job satisfaction. As a part of the survey analysis, we also intend to compare job satisfaction between employees of internal and external responsibilities. The survey reveals above-average satisfaction toward teamwork, individual work, wages, collegiateship and direct supervisorship. The only below-average satisfaction rating fell into the category of rank promotion. The survey also indicates that job satisfaction differs between genders and employees of different responsibility areas. Other than gender and job nature, all employees showed insignificant differences in job satisfaction. Further, the survey reveals that (1) intrinsic motivation and cognition of equity significantly affect employee job satisfaction of both the internals and the externals, the effect being more prominent with the internals (2) extrinsic motivation shows no effect on job satisfaction in either the internals or the externals. Suggestions to the company¡GPrior to privitization, it¡¦s essential for the company to consider two factors that apparently contribute to job satisfaction, i.e., intrinsic motivation and cognition of equity. The company should implement a motivation system with appropriate measures to improve job satisfaction and work moral. These measures, as successfully employed by private sectors of the industry, may include commission, dividend and equity sharing.

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.

The attractiveness of the principalship is a variable that may help explain why candidates do and do not pursue principal positions. This study sought to determine if a discrepancy exists between what potential principal candidates desire and what they believe to be true about the attributes of the job of principal, and if that discrepancy can predict the attractiveness of the principalship to prospective candidates. A researcher-developed instrument was administered to teachers who are currently enrolled in four principal preparation programs in Virginia. Survey items were related to the domains that explain the attractiveness of the principalship. An overall attractiveness score was measured using a Thurstone Scale of Equal Appearing Intervals. A demographic section was included to collect background information. Overall, respondents rated the principalship as somewhat attractive. The regression found that there were five predictors of the attractiveness of the principalship. School location and number of years in education, both demographic factors, were the most significant predictors. Discrepancies in what candidates desired and believed to be provided regarding recognition of achievement, the ability to form relationships, and opportunities for professional growth followed as significant predictors of job attractiveness. / Ed. D.

This study aims to see if there is a difference between employers and employees job motivation, as well as what sort of incentives that may affect their motivation and what these eventual differences can be explained by. The research questions were examined by using data from European working condition survey year 2015. In order to investigate both employers and employees job motivation, an index concerning motivation were created. The result of this study is presented by using multilevel models and show that there is a correlation between an individual's working position and their motivation to work, as employers tend to have a higher motivation in general than employees. The correlation between working position and motivation to work can be seen in previous research as well, but this study emphasizes the difference in their general motivation as well as what kinds of incentives that affect them the most. Furthermore, the results show in contrast to previous research, that monetary incentives do not have a major impact on individuals’ motivation to work and it is rather the non-monetary incentives that have the greatest impact on both employers and employees job motivation.

Studien syftade till att undersöka om det finns samband mellan conscientiousness, Locus of Control och arbetsmotivation samt om ålder och anställningslängd predicerar en del av ar-betsmotivation. Studien omfattade 63 anställda (28 kvinnor och 35 män) på ett telekommuni-kationsföretag i Sverige. För att studera conscientiousness användes ett egenformulerat test med god intern homogenitet, Cronbachs alfa = 0,85. För att mäta Locus of Control och ar-betsmotivation användes redan konstruerade test med god validitet och reliabilitet, skapade av Rotter (1966) och Cammann, Fichman, Jenkins och Klesh (i Bowling &amp; Hammond 2008). I den statistiska prövningen användes både bivariat korrelation i form av Spearmans rho och MRA-standard och hierarkisk. Spearmans rho visade ett signifikant samband mellan consci-entiousness och arbetspsykologisk motivation. Standard MRA visar att endast conscientious-ness förklarar en del av arbetspsykologisk motivation. Varken ålder eller anställningslängd predicerade delar av arbetspsykologisk motivation, vilket inte stämmer överens med tidigare forskning. I diskussionen förs resonemang om resultatet i relation till tidigare forskning. / The study aimed to investigate whether there are correlations between conscientiousness, Lo-cus of Control and job motivation, and if age and length of service predict job motivation. The study comprised 63 staff (28 women and 35 men) at a telecommunications company in Swe-den. To study conscientiousness, we used a self-constructed test with good internal homo-geneity, Cronbach's alpha = .85. To study Locus of Control and job motivation we used al-ready developed tests, with high validity and reliability, created by Rotter (1966) and Cam-mann, Fichman, Jenkins and Klesh ( in Bowling &amp; Hammond 2008). Statistical tests, using both bivariate correlations such as Spearman's rho and standard and hierarchical MRA showed significant relationship between conscientiousness and job motivation. Using stan-dard MRA shows that only conscientiousness predicts aspects of motivation. Neither age nor length of service predicted aspects of motivation, which is not consistent with previous re-search. The discussion is carried on effect on the outcome in relation to previous research.

Healthcare costs in the United States continue to grow at an alarming rate. Concerning the cost of medications, there are a number of factors that drive these costs. While personnel costs are not the largest of these, they do contribute a significant portion. The cost of the cognitive component of order processing by pharmacists can range from three dollars to over six dollars per prescription depending on the production throughput of the pharmacist. Studies at the organization which was the focus of the research, as well as reports in the literature, indicated that work disruption and other environmental factors could impact the rate at which pharmacist process physicians' orders into prescriptions. At the time of this study the collaborating facility was undergoing a re-organization; funding had been allocated to relocate and redesign the outpatient pharmacy. This provided a timely opportunity to examine the effect that changes to the physical plant, with specific attention being given to reducing interruptions to the pharmacists finishing orders, would have on pharmacists' productivity. This was measured in orders processed per hour, before and after the reorganization. Sixteen months after the pharmacy was moved, supervisors were concerned that the outpatient pharmacy was still not performing at maximum efficiency and workload data was posted, with the intent that this information would motivate those professionals, whose output may have been below the average, to increase their production. All outpatient prescriptions are maintained in a data base which records, among other items, the pharmacist who processed the order which generated the prescription and the time and date this was done. Data for prescriptions filled before and after each intervention were abstracted from the data base and used to determine production rates before and after the interventions. There was a small, but statistically significant, decrease of two prescriptions per hour per pharmacist in production following the relocation. Fourteen of the twenty-one pharmacists (66.6%) had decreases in productivity averaging 4.1 prescriptions per hour while seven had an increase averaging 2.2 prescriptions per hour. All but one of the pharmacists who had an increase in productivity after the relocation also had a slight, but statistically insignificant, increase averaging 3.0 prescriptions per hour per pharmacist after the posting of the workload data. The effect of posting the workload data was not statistically significant even though the study group processed 16,692 more orders working only 221 more hours. Nine of the study pharmacists (42.8%) had decreases in productivity averaging 2.3 prescriptions per hour per person, while the remaining twelve increased production by an average of 2.8 prescriptions per hour per pharmacist. An analysis of both effects, using ANOVA, indicated that the pharmacist was a significant contributor to the effect in both cases. Only in the analysis of the impact of the relocation was the effect of the intervention significant and that was to decrease productivity. The net result of this research was that the postulated interventions to increase productivity had no real effect and the motivation of the pharmacists may be the most significant factor. The fact that a third of the study pharmacists had decreases in productivity after both interventions is telling and may indicate problems with job design and motivation. A further review of production rates and error are indicated with an emphasis on determining if there is an association between error rate and production rate. At this point there are little published data and what is available is either conjecture, as in the case of the North Carolina Board's determination of 150 prescriptions per day being a safe upper limit, to Malone's survey based research determining an average rate of 14.1 prescriptions per hour.

This study has investigated the problems experienced by female educators in relation with their job satisfaction by focussing on: The nature of job satisfaction; The problems and factors which cause job satisfaction/job dissatisfaction among female educators; To achieve these goals a literature study and an empirical study has been conducted. The literature study was undertaken by consulting primary and secondary sources. After the nature of job satisfaction and the problems causing satisfaction or dissatisfaction were established and discussed, a questionnaire was drafted. From a review of the literature, it appeared that the problems experienced by the female educators were intrinsic problems, within the classroom, outside the classroom, and within the community. A study population was used in which female educators who worked in secondary schools in the Potchefstroom District were involved. The empirical investigation indicated that the major problems experienced by the female educators were mostly outside the classroom. A minor problem for female educators appears to be that the learners are not under the obligation to tell if they are HIV/Aids infected. Also safety does not seem to be of influence on the job satisfaction of female educators in secondary schools / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2005.