Sammanfattning Studiens syfte var att, med intervjuer, undersöka missbrukares upplevda motivationskällor (motiverande faktorer) för drogfrihet samt skillnader i motivationskällor för drogfrihet hos missbrukare som avslutat missbruket själva jämfört med dem som genomgått behandling. Resultatet visade att motivationskällan önskan av en förändring till ett bättre liv och tron på egna möjligheter att förändras var viktig för samtliga respondenter. Motivationskällan tron på den egna förmågan att kunna lyckas med ett avslut var särskilt viktig för dem som själva avslutade sitt missbruk och motivationskällan saknaden av och önskan att sluta såra människor i deras närhet för dem som slutade efter behandling. Studien visade också att missbrukarens tro på sin förmåga att lyckas avsluta ett missbruk samt nivån i personens upplevda motivation vid lyckade försök att avsluta ett drogberoende är viktiga faktorer för drogfriheten. / Abstract The aim was to investigate, with interviews, the motivational factors for drug soberness and differences in motivational factors between two groups of former addicts; those that ended their abuse by them self and those that ended after a treatment. The results indicated similar as well as different motivational factors for the two groups. It was also shown that the participants’ belief in their ability to successfully end their addiction and the level of motivation at the occasions of successful trials to end their addiction are important factors for soberness.

I defend a version of cognitivist motivational internalism which I call belief internalism. The constitutive claim of any version of cognitivist motivational internalism is that moral belief entails motivation. But, while this internalist thesis captures the practical nature of morality, it is in tension with the dominantly held Humean theory of motivation. The constitutive claim of the Humean thesis is that no belief could entail motivation. In defence of this internalist it is tempting to argue either that the Humean constraint only applies to non-moral beliefs or that moral beliefs only motivate ceteris paribus. But, while succumbing to the first temptation places one under an ultimately insurmountable burden to justify the motivational exceptionality of moral beliefs, succumbing to the second temptation saddles one with a thesis that fails to do justice to the practical nature of morality. I avoid the temptation to defend this thesis in either of these flawed ways by defending a more radical departure from the Humean theory of motivation. I avoid the first temptation by arguing for a motivationally efficacious conception of belief. I start the defence by demonstrating that it is conceptually coherent for belief to entail motivation. I then argue that all beliefs have behavioural dispositional properties that are not predicated on desire; in particular, all beliefs can motivate assent without the assistance of a conceptually independent desire. I then develop a unified and inclusive account of cognitive motivation, according to which unqualified normative cognition—which includes moral cognition—motivates normative actions without the assistance of such a desire. Beliefs of the form ‘I ought to ф’, in other words, motivate the believer to ф. I avoid the second temptation by arguing that moral belief motivates simpliciter as opposed to ceteris paribus. There are, however, both commonsense and scientifically informed counterexamples which prima facie demonstrate that it is possible to both fully believe and fully understand one’s first person cognitive moral judgement and yet not motivated by that judgement. I argue that the commonsense prima facie counterexamples are not decisive; and I argue that the scientifically informed prima facie counterexamples misinterpret the empirical research on salient psychological conditions.

Introduction: Physical inactivity, related lifestyle diseases and back pain are severe problems in today’s society. One way to increase physical activity level is through Motivational Interviewing (MI).   Purpose: Comparing participants who were in need of MI for physical activity due to risk of heart- and coronary disease with participants not in need of MI, and to describe whether MI for physical activity and other factors can predict change of physical activity level.   Method: A cohort was followed during two years and measured on lifestyle factors, socioeconomic and psychological factors, general health, motivation to change lifestyle and back pain by questionnaires. Based on risk of heart and coronary disease, participants underwent an MI-session for increased physical activity (n=393) or no MI-session (n=380) at baseline.   Results: Besides having a deteriorated lifestyle, the majority of participants who received MI were females, had lower self-estimated economy, had lower health-related quality of life, scored lower on psychological factors and had comorbidity and back pain to a larger extent. Factors related to increase of physical activity level included being physically inactive at baseline, being a female, not having MI and not having disability due to back pain.   Conclusion: Participants in the MI-group had poorer health and more back pain. Having MI did not predict an increase of physical activity, but a low level of physical activity in the past and being a female did play a part in the prediction. More research is needed on MI for increase of physical activity level for an individual with risk of heart- and coronary disease and/or with back pain. / Introduktion: Fysisk inaktivitet, livsstilssjukdomar, och ryggsmärta är stora problem i dagens samhälle. Ett sätt att öka fysisk aktivitet är motiverande samtal (MI).   Syfte: Att jämföra deltagare som på grund av ökad risk för hjärt-/kärlsjukdom har behov för MI för ökad fysisk aktivitet med de som inte har behov, samt att beskriva om MI för ökad fysisk aktivitet och andra faktorer kan predicera en ökning i fysisk aktivitetsnivå efter två år.   Metod: En cohort följdes genom två år och mättes med enkäter beträffande livsstils-, socioekonomiska och psykologiska faktorer, hälsa, motivation till ändrad livsstilsbeteende samt ryggsmärta. Baserad på sin risk för hjärt-/kärlsjukdom fick deltagare ett MI-samtal syftat till att öka sin fysiska aktivitetsnivå (n=393) eller inget MI-samtal (n=380) vid baslinjen.   Resultat: Deltagare som fick MI för ökad fysisk aktivitet var oftare kvinnor, hade lägre själv-estimerad ekonomi, sämre hälsorelaterad livskvalitet, sämre psykologisk hälsa, mera komorbiditet och mera ryggsmärta. Faktorer relaterade till ökning av fysisk aktivitetsnivå var att vara inaktiv vid baslinjemätningen, att vara kvinna, att inte ha haft MI och att inte ha funktionsnedsättning på grund av ryggsmärta.   Konklusion: Deltagare i MI-gruppen hade sämre hälsa och mera ryggsmärta. MI predicerade inte en ökning av fysisk aktivitetsnivå. Däremot predicerade tidigare låg aktivitetsnivå och att vara kvinna en ökning. Mer forskning behövs avseende effekt av MI för ökning av fysisk aktivitetsnivå för individer med risk för hjärt-/kärlsjukdom och/eller ryggsmärta.

Problem: Motivation is the number one problem facing businesses today. It is essential for employers to recognize what motivates employees in order to improve productivity and ensure the success of the company (Wiley, 1997). Even though employee motivation is a well researched topic, most studies have particularly focused on small domestic companies. Opportunities within MNCs and small companies are significantly different. Qualitative methods in the field of management is very limited, which the article by Cassell, Symon, Buehring and Johnson (2006) supports.  Purpose: The purpose of this dissertation is to explore what motivates employees to work. Focus will be on employees working in multinational corporations in Sweden. In order to do so, we aim to identify key factors which have an impact on motivation at work. This study will contribute with a framework of motivational factors in a organization. It will also give an insight in employees’ attitudes towards motivation and what motivation means to them.  Methodology: This thesis will use a qualitative method. The study is based on an interpretivistic philosophy with an abductive research approach. In order to answer our research question, primary data is collected through interviews with a number of employees from multinational companies in Sweden. This research strategy enables us to make investigations about work motivation. Conclusions: After analyzing the motivational factors in our study, we can make the conclusion that motivation is highly personal and differs from individual to individual. Work motivation is also not consistent over time, meaning, the factor which motivates an individual today will most likely not be the same motivational factor a year from now. It is clear that personal circumstances will have an impact on employee motivation. Results reveal that employees who are in the same profession are similarly motivated and satisfied in their work.

The pedagogical debates within language learning and language teaching have emphasized motivation as one of the key factors. Conversely, the broadness of motivation and its complexity has been acknowledged as a challenging concept which is difficult to grasp. This study aims at examining motivation as a concept determined by different internal and external factors which also shape individuals’ attitudes towards language learning. With the aim of understanding the existence of motivation and attitudes in a variety of contexts, individuals’ level of language knowledge is the point of departure in this study. Motivation and attitudes in language learning are examined in the light of individuals’ learning experiences, personal beliefs, self-determination and personal goals.

Background: Development of technologies and high pace of changes made a modern organization highly dependent on the expertise and assistance of technology specialists. To be able to compete and be cost efficient, but at the same time be on the cutting-edge of technology development, is an essential requirement for doing business in the contemporary world. Moreover, this requirement became a solid ground for the emergence of a technical consulting industry and a new type of human resources - technical consultants. On the one hand, technical consultants are the main resources of technical consulting organizations, but on the other hand, technical consultants can cause harm to technical consulting organization, particularly, in the case of voluntary turnover. Aim: Through the qualitative analysis of the four technical consultants’ voluntary turnover stories in Sweden and based on the literature review, this master thesis opens up the door to the world of technical consultants. The aim of this work is to seek new insights into the problem of voluntary turnover in a new context of technical consultants and discover what role multiple identities and perceived promises play in voluntary turnover decision. Results: Technical consultants are a type of knowledge workers with non-traditional work arrangements. Empirical evidence demonstrates that technical consultants’ decision to quit can be described using "Eight motivational forces", but the framework should be extended, due to developing multiple identities and receiving perceived promises from multiple sources.

Syftet med studien var att undersöka samband mellan lagsammanhållning och upplevt motivationsklimat i fotboll, samt skillnaden mellan kvinnliga och manliga fotbollsspelare i lagsammanhållning och upplevt motivationsklimat. I studien deltog 101 fotbollspelare mellan 15 år och 19 år (m=17.05, sd=0.93) från olika gymnasier med fotbollsinriktning i Halland. Lagsammanhållning mättes med ”Group Environment Questionarie” och motivationsklimat med ”The Perceived Motivational Climate in Sport Questionaire-3”. Studiens resultat visade att såväl positiva som negativa samband mellan lagsammanhållning och upplevt motivationsklimat, samt att män och kvinnor skiljer sig i vissa kategorier av lagsammanhållning och motivationsklimat. Resultaten diskuteras utifrån tidigare forskning på området. / The purpose of this study was to examine the relation between cohesion and perceived motivational climate in football, and if male and female football players differs in cohesion and perceived motivational climate. In total 101 football players between 15 to 19 years (m=17.05, sd=0.93) from different high schools with a football academi participated. Cohesion was measured with, Group Environment Questionarie and the motivational climate with “The Perceived Motivational Climate in Sport Questionaire-3”. The results showed both positive and negative relations between cohesion and the perceived motivational climate, and some differences between men and women in team cohesion and motivational climate. The result is discussed from previous research on the area.

Syfte med studien var att beskriva motiverande samtal som användbar metod i hälso- och sjukvårdspersonalens hälsofrämjande arbete med patienter som är i behov av livsstilsförändringar. Metod var en deskriptiv litteraturstudie som inkluderade 12 stycken vetenskapliga artiklar med både kvalitativ och kvantitativ ansats. Litteratursökningen gjordes i databaserna Medline/PubMed och Cinahl. Resultat visade att motiverande samtal är en användbar metod framförallt för sjuksköterskan men är även användbar för all hälso- och sjukvårdpersonal. Resultatet visar även att motiverande samtal är en användbar metod i det hälsofrämjande arbetet utanför vårdrummet. Studiens resultat visar att motiverande samtal har goda effekter på livsstilsförändringar hos många olika patientgrupper, allt från diabetespatienter och deras följsamhet i vården, till att få afro-amerikaner att äta mer frukt och grönsaker. Slutsats var att motiverande samtal är en användbar metod för all hälso- och sjukvårdspersonal i deras hälsofrämjande arbete. Motiverande samtal är också en metod som fungerar på i stort sett alla patient- och åldersgrupper.     Nyckelord: Motiverande samtal, sjuksköterska och livsstilsförändring. / The aim of this study was to describe motivational interviewing as a useful method for health care staffs in their work to promote health with patients who are in need of lifestyle changes. The method was a descriptive literature study that included 12 scientific articles with both qualitative and quantitative approach. The literature search was performed in the databases Medline/PubMed and Cinahl. The result showed that motivational interviewing is a useful method especially for nurses but it´s also useful for all health care professionals. The results also show that motivational interviewing is a useful method to people without any medical training. Our results demonstrate that motivational interviewing has good effects on lifestyle changes for many different groups of patients, ranging from diabetes patients and their compliance in care, to getting African Americans to eat more fruits and vegetables. The conclusion was that motivational interviewing is a useful method for health care professionals in their health promotion work. Motivational interviewing is a method that works on almost all patients and age groups.     Keywords: Motivational interviewing, nurse and lifestyle change.

The long-term success and survival of corporations depends on the stewardship of its organizational actors. With a special focus on leadership, this dissertation explores the various relational and motivational factors that affect stewardship behaviors in organizations. The central goals of this research are to theoretically develop the construct of stewardship, explore a set of possible antecedents, and empirically test these determinants to generate a descriptive behavioral science model of stewardship in organizations. I conceptualize stewardship as an outcome of leadership behaviors that place the long-term best interests of the stockholders and other stakeholders ahead of a leader's self-interest. Building upon the themes presented in the stewardship literature, such as identification and intrinsic motivation, and drawing from other research streams to include factors such as interpersonal and institutional trust and moral courage, I put forth a behavioral leadership model of stewardship. Within this model, I argue that issues of psychological ownership and power in the organizational context are central to stewardship concerns. Additionally, I present two empirical tests of the stewardship framework; the first is a field survey study, designed to explore the naturally occurring relationships between relevant constructs in the organization, and the second is a controlled experiment, designed to refine the test of these relationships. Together, the results from these studies suggest that motivational support and moral courage are central antecedents of stewardship. Specifically, relational and motivational support directly influence moral courage; relational support also influences moral courage indirectly through its joint effect with contextual support on motivational support. Counter to predictions, contextual support is found to have a direct negative influence on moral courage. The argument is made that contextually supportive leadership behaviors that foster a sense of belonging and organizational identification in followers may be responsible for a type of moral social loafing. The implications of this phenomenon are discussed. I conclude by discussing the implications if this research at the individual, organizational, and societal level, putting forth future avenues of study for stewardship research. / Dissertation

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