This study examines the motivation factors that make some individuals (terrorists) confidential informants. The study is based on the assumptions of Maslow’s hierarchy of needs and Herzberg’s motivation-hygiene theories. Accordingly, main assumption of the present study is that some individuals with unsatisfied needs in religion-abusing terrorist (RAT) networks choose to become confidential informants to satisfy their predominant needs. The main hypothesis for the purpose of this study is “The individuals’ decision-making processes to cooperate with law enforcement intelligence (LEI) as a confidential informant is affected by some motivation factors during recruitment process.” The present study tests 27 hypotheses in order to answer two main research questions. To meet its objectives the present study uses quantitative research methodology, constructs a cross-sectional research design, and employs secondary data analysis to test the hypotheses of the research questions. A dataset was formed based on official records of Turkish National Police by including all confidential informants within eight different RAT networks in Turkey. First, individual effect of each motivation factor on being a confidential informant is tested and discussed in detail. Then two group specific multivariate models for being an informant in Al-Qaeda and Turkish-Hezbollah are illustrated, compared and contrasted. Both bivariate and multivariate statistical analyses not only revealed the extent of individual effects of motivations among RAT groups, but also helped us to build fitting multivariate models that explain the probability of being informants in certain RAT networks. By doing so, the present study aims to make contributions to the literature and practice on this relatively unexplored phenomenon. Findings indicate that while some motivation factors are common among all RAT networks, the strength and direction of their effects vary among different RAT networks.

Introduction: The properties of human blood are so specific that it has not yet been possible to replace human blood with any other fluid than obtaining it as a blood gift from donors. In recent years, there has not been a sufficient number of new blood donors in the Czech Republic to compensate for the decrease in the number of donors due to the increasing incidence of a number of civilization diseases and age (Czech Red Cross, 2020). Blood donation and the need for blood products are constantly increasing with the development of the methods of treatment and medicine as a science. Ensuring a sufficient number of blood donors and sufficient deposition of blood obtained from donors is a permanent task of healthcare (Society for Transfusion Medicine of the Czech Medical Association JEP, 2019). Aim of the work: The main goal of the research was to map the issue of blood donation, to identify the factors by which blood donors are motivated to donate. Furthermore, what can cause stagnation in the growth of blood donors and what means doctors motivate potential blood donors. Methodology: A qualitative research method was chosen for the research survey. Data collection took place in the form of semi-structured interviews and was completed by achieving theoretical data saturation. In order to preserve...

The dissertation thesis is focused on exploring the psychological context of motivation for change in adult convicted men who participated in and completed the motivational resocialization program named "Get a job". In the first part, selected theoretical knowledge is presented. Introductory chapters (Ch. 1-3) deal with the issue of social control, context of motivation for change in the offender as well as the motivational factors in the penitentiary environment. Subsequently, a system of probation and rehabilitation programs in the Czech Republic and risk factors affecting the process of prison rehabilitation are described. The next two chapters (Ch. 4-5) capture the development of view of penitentiary intervention, provide an overview of therapeutic approaches in rehabilitation, and contain a discussion of the possibilities of verifying the effectiveness of rehabilitation programs. The second part focuses on the description of the "Get a job" rehabilitation program. Here, basic information on the implementation of the program (Ch. 6) is presented together with individual topics including the content, tutoring work specifics and examples of specific work done by prisoners (Ch. 7). The third part includes an empirical investigation and presentation of the obtained results. The introductory...

Problematisering: En del av ledarskapets svåraste uppdrag är att bibehålla motivation och prestation bland medarbetare. Medarbetare som presterar genererar en framgångsrik organisation. Motivationen till att fortsätta prestera tenderar att förändras och avta med åldern. En organisation som har omotiverade medarbetare uppnår inte bästa tänkbara resultat och ledare har ett stort ansvar för medarbetarnas förutsättningar att fortsätta prestera och finna motivation i sitt arbete. Syfte: Studiens syfte är att undersöka vilken syn ledare har på äldre medarbetare samt vilken attityd de har till äldre medarbetare. Studien ska även undersöka vilken strategi ledarna tillämpar för att motivera äldre medarbetare till att fortsätta prestera på arbetsplatsen. Metod: Genom att tillämpa en kvalitativ metod i form av semistrukturerade intervjuer har studien kunnat undersöka och analysera vilken syn och attityd ledare har till äldre medarbetare och vilken strategi som är avgörande för att bibehålla motivation och prestation bland äldre medarbetare. Slutsats: Det främsta sambandet som återfinns är synen på äldre medarbetare som föråldrade kunskaper, färdigheter och attityder. De äldre medarbetarna har vidare skickligheter och kunskaper som anses vara ovärderliga för organisationen. Studiens resultat visar att ett transformativt och individanpassat ledarskap har varit framgångsrikt för att motivera äldre medarbetare till att fortsätta prestera. Ledarens attityd till åldern har en påverkan på individen och dess förmåga vilket främst har påverkats vid förändringar, tekniska incitament och den fysiska förmågan. / Problematization: Part of the leadership's hardest mission is to maintain motivation and performance among employees. Employees who perform generate a successful organization. The motivation to continue performing tends to change and wane with age. An organization that has unmotivated employees does not achieve the best possible results, and leaders have a great responsibility for the employees' conditions to continue performing and find motivation in their work. Purpose: The aim of the study is to investigate what view managers have of older employees and what attitude they have towards older employees. The study will also investigate which strategy the leaders apply to motivate older employees to continue performing in the workplace. Method: By applying a qualitative method in the form of semi-structured interviews, the study has been able to investigate and analyze which view and attitude leaders have towards older employees and which strategy is decisive for maintaining motivation and performance among older employees.  Conclusion: The main connection found is the view of older employees as outdated knowledge, skills and attitudes. The older employees also have skills and knowledge that are considered invaluable to the organization. The study's results show that a transformative and individualized leadership has been successful in motivating older employees to continue performing. The leader's attitude to age has an impact on the individual and his ability, which has mainly been affected by changes, technical incentives and physical ability.

Konkurrensen på arbetsmarknaden är idag hög och det blir allt viktigare för organisationer att vara attraktiva arbetsgivare för att kunna attrahera och behålla personal. De olika generationerna som idag är yrkesverksamma har enligt forskning olika förväntningar och idéer om vad som identifierar en attraktiv arbetsgivare. Det är därför viktigt för organisationer att ta hänsyn till generationernas olika förväntningar och anpassa sitt arbetsgivarvarumärke därefter. I denna studie undersöker vi en organisation som upplever svårigheter att behålla medarbetare i generation Y och Z. Vi vill därmed identifiera vad dessa personer anser är attraktivt arbete, hur organisationen arbetar för att vara en attraktiv arbetsgivare och hur anställda och tidigare anställda inom generation Y & Z upplever att organisationen kan utvecklas. Denna studie bygger på en kvalitativ metod, datainsamlingen har skett genom semistrukturerade intervjuer samt information från avvecklingssamtal. Tillsammans med teorin och datainsamlingen indikerar studien att generation Y och Z lägger stor vikt vid bland annat feedback, flexibilitet och utveckling på arbetsplatsen. Andra identifierade faktorer har också visat sig ha betydelse, bland annat lön, relationer och ledarskap. Slutligen diskuteras förbättringsförslag till organisationen som kan bidra till att behålla medarbetare i generation Y och Z i framtiden. / In today’s labor market the competition is high and it is becoming increasingly important for organizations to be attractive employers in order to attract and retain employees. According to research, the different generations that are currently active in the labor market have different expectations and ideas about what identifies an attractive employer. It is therefore important for organizations to consider the different expectations and adapt their employer brand to the generations they recruit accordingly. In this study, we are examining an organization that is experiencing difficulties in retaining employees in the Y and Z generation. Thus, we want to identify what these people consider attractive work, how the organization today works to be an attractive employer. As well as how employees and former employees within generation Y and Z believe that the organization can be developed. A qualitative method has been used, data collection has taken place through semi-structured interviews and information from exit interviews. Together with the theory and data collection, the study shows that generation Y and Z attaches great importance to factors such as feedback, flexibility, and development in the workplace. Other identified factors have also been found to be important, including salary, relationships in the workplace and leadership. Finally, suggestions for improvements to the organization that can help to retain employees ingeneration Y and Z in the future are discussed.