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Submitted by Morgana Silva (morgana_linhares@yahoo.com.br) on 2016-09-01T17:12:37Z No. of bitstreams: 1 arquivototal.pdf: 3204495 bytes, checksum: d85e5e2785b6795c485368461733c004 (MD5) / Approved for entry into archive by Morgana Silva (morgana_linhares@yahoo.com.br) on 2016-09-01T20:13:32Z (GMT) No. of bitstreams: 1 arquivototal.pdf: 3204495 bytes, checksum: d85e5e2785b6795c485368461733c004 (MD5) / Approved for entry into archive by Morgana Silva (morgana_linhares@yahoo.com.br) on 2016-09-01T20:20:17Z (GMT) No. of bitstreams: 1 arquivototal.pdf: 3204495 bytes, checksum: d85e5e2785b6795c485368461733c004 (MD5) / Made available in DSpace on 2016-09-01T20:22:18Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 3204495 bytes, checksum: d85e5e2785b6795c485368461733c004 (MD5) Previous issue date: 2016-02-18 / This work comprises a longitudinal study that sought to analyze volunteers through the prism of the motivational factors of expectation, entrance, stay and exit from the Fundação Cidade Viva in the City of João Pessoa / PB. As the final product, we expected to provide information relevant to this institution on its praxis. Thus, it was used as the basis of theory of Structural Model of Motivation at Work Volunteer by Cavalcante (2012). It was then carried out an exploratory case study that designed quantitative questionnaires which were tabulated and evaluated by descriptive statistics and other tests such as the T test for independent samples and ANOVA (one way). As a result, it was detailed as the profile of the volunteers of the institution the prevalence of adult and married women in their 35 years, with monthly income above R$ 5,000.00. The pointed minimum education level was unfinished higher education. Usually a family member and / or friend have already performed volunteer work or currently does. Commonly they have participated in this type of work at another institution, but not at present time. It confirmed the hypothesis that voluntary motivations change with the passage of time, and analyzes suggests the possibility of conflict between the expectations of volunteers and the performance of this activity, because the indexes obtained as motivation compared in the four moments indicate that they fall moderately in the first year of operation to grow again since then. Furthermore, religion has emerged as the main tool to attract and maintain the workforce of the institution at issue which does not exclude the importance of other elements such as civic bias, learning objectives or identification with the organization, but suggests that the organization studied should pay attention to the religious element as its mainstay in their internal human resources policies. / O presente trabalho compõe um estudo longitudinal que buscou analisar voluntários sob o prisma dos fatores motivacionais de expectativa, entrada, permanência e saída na Fundação Cidade Viva da cidade de João Pessoa/PB. Como produto final, esperou-se o fornecimento de informações relevantes para a citada instituição sobre sua práxis. Para tanto, foi utilizada como teoria de base do Modelo Estrutural de Motivação no Trabalho Voluntário de Cavalcante (2012). Foi realizado então um estudo de caso exploratório em que se empregaram questionários quantitativos que foram tabulados e avaliados por estatística descritiva e outros testes, como o Teste T para amostras independentes e ANOVA (one way). Como resultados, foi descoberto como perfil dos voluntários da instituição a predominância de mulheres adultas e casadas na faixa dos 35 anos, com renda mensal acima dos R$ 5.000,00. A escolaridade mínima apontada foi ensino superior incompleto. Normalmente algum familiar e/ou amigo já realizou trabalho voluntário ou atualmente o faz. Comumente elas já participaram desta natureza de trabalho em outra instituição, mas não o exerce mais hodiernamente. Confirmouse a hipótese de que as motivações voluntárias se alteram com o passar do tempo, e as análises sugerem a possibilidade de haver conflito entre as expectativas dos voluntários e o exercício desta atividade, pois os índices obtidos quanto a motivação em comparação nos quatro momentos indicam que elas caem moderadamente no primeiro ano de atuação para crescerem novamente a partir de então. Além disso, a religião destacou-se como principal instrumento para atração e manutenção do corpo funcional da instituição pesquisada, o que não exclui a importância de outros elementos, como o viés cívico, objetivos de aprendizagem ou identificação com a entidade. Todavia, sugere que a organização estudada deve atentar ao elemento religioso como seu principal sustentáculo em suas políticas internas de recursos humanos.

Syfte: Syftet med uppsatsen är att få en ökad förståelse för vad som motiverar säljare, studien ämnar undersöka hur säljares motivation påverkas av belöningssystem och det sociala samspelet i form av; tävlingar, interaktion med kollegorna och utvecklingsmöjligheter. Metod: För att samla in material till studien har semi-strukturerade intervjuer används. I studien har åtta säljare intervjuats. Slutsatser: Studien har visat att kollegor och feedback är viktigt för våra respondenters motivation på arbetsplatsen. Viljan att gå till arbetet påverkas av relationerna till kollegorna. Feedback är viktigt för motivationen till arbetet. Kollegornas feedback värmer medan chefens feedback fungerar mer som en sporre till att arbeta hårdare. Provision, tävlingar och utvecklingsmöjligheter är något som motiverar flertalet av våra respondenter. Provisionen är en morot för de flesta och tävlingar gör det lite roligare för de anställda. Utvecklingsmöjligheter är viktigt för majoriteten av studiens respondenter. / Purpose: The purpose of this paper is to obtain a better understanding of what motivates salespeople, the study aims to investigate how the motivation of salespeople is influenced by reward systems and social interaction in the form of; competitions, interaction with colleagues and development opportunities. Methodology: To collect material for the study semi-structured interviews has been used. Eight salespersons were interviewed. Conclusions: The study has shown that for our study’s respondents colleagues and feedback is the most important source of motivation in the workplace. The will to go to work is influenced by relationships with colleagues while the feedback is important for the motivation to work. Colleagues' feedback is warming while the manager's feedback acts more as an incentive to work harder. Commissions, competitions and development is something that motivates the majority of our respondents. The commission is a carrot for the majority and competitions make it more fun for employees. Development opportunities are important for the majority of the study respondents.

The diploma thesis is devoted to the analysis of the connection between mindfulness, work engegament and authentic behavior. The theoretical part of the diploma thesis is divided into three chapters. The first chapter describes the sources of work motivation. The second chapter deals with the relationships between employees and personal resources that lead to engaged behavior. In the third chapter, I describe the appropriate interventions and impacts that lead to increased engagement and work related well-being. The work thus evaluates a specific theory of personal, work and motivational resources that affect further work engagement and satisfaction. The research part of the work consists of quantitative research, in which we have verified the mediation analysis of the relationships between mindfulness and engagement, where authenticity is considered a mediator of these relationships. Based on the results of the mediation analysis, it was proved that the relationship between mindfulness and engagement is fully mediated by authenticity. While the direct relationship between mindfulness and engagement ceased to be significant (β = -.0632, p = .543), the indirect relationship was significant (β = -.2196, p < .001). Key words Engagement, authenticity, mindfulness, work-related motivation, proactivity,...

This diploma thesis deals with the topic of work motivation. If focuses on ways to improve the motivation scheme in a particular company. Via a series of surveys, it analyses the current motivation scheme in a company. Based on the results of the analysis, the thesis suggests measures for improving ways to increase staff motivation to work, their satisfaction at work and the effeciency of the company.

anglicky This diploma thesis focuses on the influence of journalistic profession on personal, private and family life of journalists. The aim is to find different approaches by which people employed in the media approach their work and reconcile personal life with employment, as well as to identify and describe possible differences in attitudes between men and women. The method of qualitative research is semi-structured interviews followed by analysis through grounded theory. A sample of respondents made up of men and women who work in the media of various types, focus and reach at the time of writing this diploma thesis should help to get a comprehensive view of the matter.

Das Forschungsanliegen der vorliegenden Arbeit war es, sich mit der Herausforderung digitalisierter Wissensarbeit mit Social Software für die Organisation von Unternehmen und in diesem Rahmen insbesondere mit der Bedeutung für die Arbeitsmotivation auseinanderzusetzen. Hierzu wurde der Zusammenhang zwischen der Nutzung von Social Software in Unternehmen, damit zusammenhängender Organisationsmerkmale und der Arbeitsmotivation von Wissensarbeitern untersucht.:Kapitel 1: Einleitung 1 1.1 Die Digitalisierung der Arbeitswelt: Social Software, Wissensarbeit und die Organisation menschlichen Handelns in Unternehmen 1 1.2 Problemstellung, Gegenstand der Untersuchung und Forschungsthese 3 1.3 Zielsetzungen der Arbeit 6 1.4 Forschungsansatz, wissenschaftstheoretische Einordnung und methodisches Vorgehen 7 1.5 Theoretischer Referenzrahmen für die Gliederung der Arbeit 9 Kapitel 2: Begriffliche Grundlagen und theoretischer Bezugsrahmen 13 2.1 Ein Verständnis von Organisation 13 2.2. Perspektive Wissensarbeit 42 2.3. Perspektive Digitalisierung 51 2.4 Fazit: Ableitung forschungsleitender Fragen für die theoretische und empirische Analyse 62 Kapitel 3: Theoriebasierte Exploration und Stärkung erster Annahmen mittels Experteninterviews 65 3.1 Komponenten des (qualitativen) Forschungsdesigns 65 3.2 Aufbau und Durchführung der explorativen Studie 70 3.3 Dateninterpretation: Auswertung des Interviewmaterials 73 3.4 Validierung der Interpretationsergebnisse 85 Kapitel 4: Digitalisierte Wissensarbeit mit Social Software und vernetzte Organisation 86 4.1 Nutzwerte digitalisierter Wissensarbeit mit Social Software 86 4.2 Vernetzte Organisation: digitalisierte Wissensarbeit und Organisation 111 Kapitel 5: Die Selbstbestimmungstheorie als Theorie der Arbeitsmotivation von Wissensarbeitern 137 5.1 Wissen, Bedürfnisse und der organisationale Kontext 138 5.2 Zentrale Theorie: Die Selbstbestimmungstheorie als Theorie der Arbeitsmotivation 144 5.3 Ausgewählte Konzepte der Selbstbestimmungstheorie 148 5.4 FAZIT: Eignung der Selbstbestimmungstheorie für den Untersuchungsgegenstand 161 Kapitel 6: Entwicklung eines Modells zur Erklärung selbstbestimmter Motivation von Wissensarbeitern durch die Nutzungspraktiken von Social Software und inhärenter Merkmale vernetzter Organisation 163 6.1 Erweiterte Forschungsfrage 163 6.2 Hypothesenentwicklung 164 6.3 Involvierte latente Konstrukte und das Hypothesensystem 184 Kapitel 7: Untersuchungsdesign und Datenerhebung 189 7.1 Forschungsmethodik 190 7.2 Operationalisierung der Variablen 198 7.3 Stichprobe und Datenerhebung 210 Kapitel 8: Ergebnisse der empirischen Untersuchung 218 8.1 Datenaufbereitung 218 8.2 Beschreibung der Stichprobe 221 8.3 Datenanalyse: Modellparameter und Gütekriterien des PLS-Pfadmodells 226 8.4 Fazit: Evaluation des Gesamtmodells 251 Kapitel 9: Theoretische Diskussion 262 9.1 Zentrale Erkenntnisse: Vernetzte Organisation und Arbeitsmotivation 263 9.2 Theoretische Implikationen 275 9.3 Limitationen und Anknüpfungspunkte für zukünftige Forschung 281 9.4 Implikationen für die Praxis 285 Kapitel 10: Fazit 288 Kapitel 11: Appendix 293 11.1 Experteninterviews (Studie 1) 293 11.2 Kausalanalyse im Strukturmodell (Studie 2) 303

The diploma thesis "Social worker in youth drop-in centres / services" in the theoretical part delineates borders of the field ,,drop-in service" and describes the importance of contact workers in terms of reaching the true sense of the youth drop-in service. In the practical part it answers the research question: "Which positive and negative factors influence motivation for remaining in this field?" The answer has been found using open coding analytical tool of the Strauss and Corbin's Grounded Theory in responses of (the representative sample of) ten social workers, which have been active in youth drop-in service longer than two years. The important output from the practical part of the diploma thesis is the finding that there are many motivation factors, which can be influenced by social workers themselves or by their direct and/or indirect superiors. Final part of the diploma thesis presents the list of factors. They are classified from the point of view "we can/cannot do something with it". There is also recommendation for supporting the motivation of the social workers to remain in the youth drop-in services, especially by weakening negative factors and strengthening the positive ones.

The profession of a rescuer is considered to be as one of the most dangerous, due to extreme physical and psychical stress. It is generally assumed that the quality of the work is, besides other factors, relevant to what the staff feel, whether they feel satisfaction or frustration in their work. The above mentioned satisfaction is rooted in the sense of the work. Different levels of motivation are determined by different approaches. The aim of the thesis is monitoring the character of experience referring to the sense of South Bohemian firebrigade{\crq}s work, to their value systems, to their motivations to work and their abilities to cope with extreme stresses of their work.

This thesis deals with non-financial incentives for employees in health and social organizations. For this purpose, is in this paper mentioned the issue of non-financial incentives for employees and its significance. Aim of this thesis is to analyze the role of tools focused on non-financial motivation of employees in social and health organizations and their occurence in Jedlicka institute. This thesis is divided into two parts - theoretical and practical. In the theoretical part there is summarized characteristics of health and social organizations and specifics of its financing. It also discusses the issue of human resources in organizations, management and evaluation and its relationship to quality management. Moreover this thesis deals with motivation to work and presents important theories of motivation. The last chapter in the theoretical part is a key chapter of this thesis is dedicated to issues of character of financial and non-financial motivation, employees motivation, incentive rules and tools of motivation. The practical part consists of two types of research - an interview with managers and questionnaries among employees. Practical part of this thesis compares identical and different perception of area of motivation and motivating tools between employees and management. This part...