Security awareness has been a popular topic in the last few years for both information systems researchers and organisations. News broadcasts has brought attention to the increase in cyber-attacks, with these reports noting that a significant number of these breaches have been caused by human error, linked to employee’s lack of engagement with their organisations security policies and awareness campaigns. Whilst there is existing research in human factorsand the barriers of security behaviours effect on cybersecurity awareness; in practice we know very little about how employees can be motivated to engage in cybersecurity awareness programs. This study aims to explore how information security practitioners motivate interest in cybersecurity awareness. It does this through an exploratory case study approach using qualitative data collected from in-depth interviews of four cybersecurity awareness practitioners that were conducted. From an application perspective, the findings suggest that these practitioners do use a variety of techniques to motivate employee interest in cybersecurity awareness. The study identified four factors used by practitioners to motivate cybersecurity awareness which are 1) using different engaging techniques, 2) making it personable & relatable, 3) utilising leadership commitment and 4) embracing technical controls. This paper discusses these factors and implications for practitioners.

Experimental examination of the generality of learned helplessness has previously been confined to treatment and tests employing aversive motivators, such as electric shock. In the present study, rats were used to evaluate the effect of inescapable shock on their performance in a water test of competitive dominance which employs no aversive motivator. The subjects were paired and pre-tested for competitive dominance. In the experimental groups one member of each pair was treated with inescapable shock and the pairs were then post-tested for competitive dominance either 48, 72, or 168 hours after treatment. The control subjects were pre- and post-tested with no treatment intervening. Competitive dominance ranks were assigned to subjects after each test. Rank differences from pre- to post-test were analyzed for treated and control subjects. Controls showed no shifts in dominance from pre- to post-test, while significant shifts toward subordination appeared in all three experimental groups. No treated subjects showed shifts toward dominance. Significant pre- to post-test differences in drinking time were produced in all treatment groups, with the greatest difference at 72 hours after treatment. These results parallel those of Glazer and Weiss (1976) for escape time latencies at different times of posttreatment testing. The results of the present study, in contrast to those of Glazer and Weiss, cannot be accounted for by the principles of stimulus control. Instead, they support the claim of Maier and Seligman (1976) for considerable generality to the effect of learned helplessness, though the generality observed in this study is not explained by current principles of learning theory.

Distance education is an innovative delivery method that is gaining a great deal of attention on university campuses across the United States, as well as worldwide. While this attention may seem to be newfound, the earliest record of the practice of distance education traces back to Biblical times and was later referred to as correspondence. Land-grant institutions in the United States were among the first to offer correspondence courses to students who may otherwise not have been able to attend traditional university classes. While online education programs and courses across the United States have grown, from 1.6 million students enrolled in the fall 2002 semester to 5.6 million students in the fall 2009 semester, only 4.5% of those were offered in the natural resources discipline. Identification of inhibitors and motivators for engagement in online education opportunities with regard to university administrators, faculty, and students in the natural resources is the next step to understanding why the discipline is poorly represented. Three surveys were conducted in cooperation with 50 institutions listed in the Society of American Foresters (SAF) Accredited and Candidate Forestry Degree Programs to identify inhibitors and motivators, real and perceived, of university administrators, faculty, and students regarding their levels of engagement, if any, in online education activities. SAF, the accrediting body for undergraduate forestry programs, has recognized these institutions as having met the criteria for a professional degree in forestry. While this research cannot be generalized to each discipline within the field of natural resources, it does expand upon the existing research on perceived inhibitors to and motivators for participation in online education and also highlights unique characteristics and challenges of natural resource administrators, faculty and students. The research designs utilized similar techniques previously implemented on the disciplines of business, education, agricultural economics, and agribusiness and it was determined that responses by natural resources administrators and faculty coincided with their peers from other disciplines. Additionally, results indicate that natural resource students are enrolling in online courses to supplement their degrees; however, they are not enrolling in online degree programs.

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Denna studie ämnar undersöka arbetsmotivation inom detaljhandeln. Syftet med studien är att identifiera vilka faktorer som kan tänkas ha en upplevd påverkan på medarbetarnas arbetsmotivation. Vidare är studiens syfte att undersöka om de valda företagens CSR-aktiviteter kan upplevas påverka medarbetarnas arbetsmotivation. Studien är av kvalitativ karaktär och intar ett hermeneutiskt perspektiv. Studien genomfördes genom semistrukturerade intervjuer med sex medarbetare inom detaljhandeln varav tre arbetar på H&M och tre på The Body Shop. Teoriavsnittet belyser Herzbergs tvåfaktorsteori samt Self-Determination Theory. Teorierna ligger till grund för insamlingen av empiri samt för tolkningen av resultatet och den efterföljande analysen. Resultatet av studien visar att medarbetarna till stor del motiveras av samma faktorer såsom erkännande, personlig utveckling och avancemang, återkoppling samt samhörighet. Trots detta så kom man fram till att faktorer såsom lön och arbetsmiljö också är viktigt för medarbetarna men att det råder tvivel kring huruvida dessa kan anses som motivationsskapande ur ett långsiktigt perspektiv eller endast verkar som tillfredsställande under en kortare period. Slutsatsen man kan dra av studiens resultat är att vad som motiverar butiksmedarbetare i stor utsträckning stämmer överens med Herzbergs tvåfaktorsteori samt Self-Determination Theory. Även om det råder viss grad av ifrågasättande gällande Herzbergs uppdelning av hygien-respektive motivationsfaktorerna så kan en sammantagen slutsats dras gällande att det är de interna faktorerna som i huvudsak verkar som motiverande för samtliga medarbetare. En ytterligare slutsats som studien frambringat är att ett företags CSR-aktiviteter i liten utsträckning verkar som motiverande för medarbetarna. / This study aims to investigate the motivation to work in retail. The purpose of the study is to identify factors that may have a perceived impact in the employees' work motivation. Furthermore, the study investigates if the selected companies' CSR activities may have an impact on employee motivation. The study is of a qualitative character and assumes a hermeneutic perspective. The study was carried out by semi-structured interviews with six employees in the retail sector, three of them work in H&M and three in The Body Shop. The theory section highlights Herzbergs’ dual factor theory, and Ryan & Decis’ Self-Determination Theory. These theories work as basis for collecting the empirical data and for interpretation of the results and subsequent analysis. The results of the study show that employees are largely motivated by the same factors such as recognition, personal and career development, feedback and relatedness. Despite this, it was concluded that factors such as salary and working environment is also important for the employees but there is doubt as to whether these can be considered as motivation creation in the long term or satisfactory for a short period. The conclusion to be drawn from the study's findings is that what motivates employees in the retail industry largely correspond to Herzberg two factor theory and Ryan & Decis’ Self-Determination Theory. Although there is some degree of questioning regarding Herzberg's division of hygiene and motivation factors an overall conclusion can be drawn that it is valid that the internal factors are what essentially operate as motivating for all employees. Another interesting conclusion that the study has generated is that a company's CSR activities to a small extent seems as motivating for employees.

Master of Agribusiness / Department of Agricultural Economics / Vincent Amanor-Boadu / This research identifies factors that distinguish rural women who have migrated to Bangkok for the purpose of enhancing their economic wellbeing by engaging in the sex industry and those who have stayed in their rural communities and are not engaged in the sex industry. The research used primary data collected through interviews in the red light districts of Bangkok and Pattaya and in villages in the rural provinces of Buriram, Udon Thani, Sakon Nakhon, Chayaphum and Khon Kaen in Thailand. A total of 100 respondents provided information for the study: 55 percent from the red light districts and the remainder from the provinces. The data were analyzed using logit regression modeling approach as well as statistical analysis. The statistical analysis provided the descriptive statistics of the respondents and an overview of the data. The logit regression modeling approach facilitated the estimation of the responses of the probability of working in the red light entertainment districts to specified demographic and psychographic variables. The pseudo R-square of the logit model was 46.2 percent for the base model, which included age, marital status, number of male and female siblings respectively, birth position and number of children, education, financial responsibility and average monthly age. The results indicated that marital status was significant at the 1 percent level, exhibiting a marginal effect of about -35.2 percent. That is, when the marital status of a respondent changed from unmarried (0) to married (1), the probability of sex industry participation decreased by about 35 percent. Assessing the effect only among respondents with children, the results are not very different from the base model. The pseudo R-square for this model – which is the same as the base model, except that it has Teen Mother as a variable – was 61.4 percent with a total number of observations of 78 instead of the original 100. This implies that about 22 respondents did not have any children. In this model, the marital status variable is significant at the 1 percent level as was the number of female siblings. The average monthly wage is significant at the 5 percent level, with a 1000 Thai Baht increase in wages leading to a marginal 0.01 percent decline in the probability of sex industry participation. Education, under this model, is statistically significant at the 10 percent level, with another year of education decreasing the probability of sex industry participation by 2.5 percent. The foregoing provides some clear policy direction. Specific efforts may be invested in enhancing the education of women in Thailand, which is expected to increase their economic situation. However, this expectation would not materialize if investments are not made to enhance the economic opportunities available to women across the economic spectrum. Perhaps most importantly, however, this study shows that incremental improvement in educational and economic opportunities for rural women alone may not achieve lasting results if cultural paradigms regarding marriage, relational fidelity and imbalanced socio-cultural obligations of daughters are not addressed in tandem.

Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

Problem: In today’s competitive business world, companies are faced with challenges due to increasing competition, changes in customer demands, new technologies, and globalization. Due to these changes, competition does not take place between single companies anymore but rather whole SCs. To cope with such challenges, more and more companies focus on SCI. Business managers and academics emphasize the potential of integration. However, existing literature shows a gap concerning the integration of LSPs. In this thesis, LSPs are divided into three different types; carriers, intermediaries, and 3PL providers. Due to differences in their business focus and the deriving logics, their way of integrating with customers will likely differ. Hence, based on these differences and the gap in literature concerning the integration of LSPs, this thesis focuses on an investigation of two carriers, two intermediaries, and two 3PL providers. Purpose: The purpose of this Master thesis is to explore how and why LSPs integrate with their main customers. Therefore, motivators and obstacles, advantages and disadvantages, as well as the extent of integration and possible integration approaches are investigated. Method: This qualitative study makes use of a case study strategy which includes six companies. Data is gathered from semi-structured interviews and documentary secondary data. The findings are analyzed using a two-stage process. First, a comparison of the findings for each of the three types of LSP is conducted. Second, a cross-analysis among carriers, intermediaries, and 3PL providers is performed in order to identify similarities and differences. Conclusions: The findings of this thesis reveal integration of technologies and systems, flows, and relationship evaluation as approaches for LSPs. Further, LSPs integrate externally, upstream and downstream in terms of intermediaries and 3PL providers and downstream in regards to carriers, and on different levels ranging from relatively shallow in case of carriers to deep in terms of 3PL providers. Moreover, LSPs are motivated by factors such as competition, differentiation, and business safety, whereas aspects such as resource investments and customer power differences present potential obstacles. Furthermore, LSPs benefit from integration, e.g. due to improved problem-solving ability, expansion of business, and better responsiveness to market changes. In contrast, aspects such as increased customer expectations, the risk of sunk costs, and dependence present potential disadvantages for LSPs.

Problem and Purpose – Diversity management, a subject of increasing interest over the last three decades in the business context, is even more relevant to higher education institutions, where diversity is present both in the supplier and customer side. In addition to general organisational improvements, most of the benefits arguably derived would have a direct impact on the cognitive processes such as problem-solving, creativity and learning, which are the core of the university reason for existence, being a centre for knowledge creation and transfer. However, the existing research covering diversity and its management in this particular organisational setting is very scarce. This paper aims to fill some of this gap. The purpose of this study is to identify the key motivators for ethnic diversity management in higher education institutions and the perceived benefits derived. Method – The investigation took the form of in-depth structured interviews conducted through e-mail, policy document analysis and website reviews of four selected higher education institutions. Pattern matching (Yin, 1994) was employed as the mode for data analysis. Findings – Ethnic Diversity Management was present in all units, however, it went beyond just the business case to include social justice view and other aspects. The HEIs studied were found to either manage diversity for purely ethical reasons, be motivated by a combination of moral considerations and perceived performance improvements, or completely culturally embrace diversity in the environment with less designated initiatives of diversity management, dependent on a range of variables present in each institutions related to their perceptions, goals and environment. Hence, both the social justice case and business case were concluded to be strong motivators for diversity management in the higher education context. Originality/value – The paper highlights various DM initiatives, strategies as well as observed effects, hence solidifying the arguments for recognizing and managing diversity and the link between well managed diversity and performance in various aspects, both in business and higher education context. The study is expected to make a contribution  to knowledge by assisting in providing information on key motivators for DM in HEIs and is intended  to be  an elementary supplement  for scholarly discourse in management science, and particularly DM in the HEI context.

Motyvacijos svarba integruojasi į organizacinės kultūros bendrą aplinką, o pastarosios praktinė reikšmė pasireiškia kalbant apie darbo rezultatyvumą, vadinasi ir apie pelningumą. Daug vadovų tiki, kad galima motyvuoti kiekvieną asmenį, tačiau kiekvienas supranta, kad nėra vieno geriausio metodo ar strategijos, ar slaptos formulės motyvuoti visus žmones vienodai. Todėl organizacijos valdymo efektyvumą apibūdina tikslingi motyvacijos metodai, teisingai pasirinktos motyvavimo sistemos taikymas. Tyrimo objektas. Privačių organizacijų darbuotojų veiklos motyvai, motyvavimo būdai ir priemonės. Tikslas. Darbuotojų motyvavimas yra individualus, tačiau šio tyrimo tikslas - identifikuoti motyvavimo pozicijas bendrame organizacijos funkcionavime ir remiantis pagrindinėmis motyvavimo valdymo problemomis surasti veiksmų planą tinkantį motyvuojant UAB „Apranga“ darbuotojus. Taigi, tyrimas turi padėti atsakyti į klausimą: koks veiksmų derinys yra optimalus motyvuojant UAB „Apranga“ darbuotojus? Keliamos hipotezės: Darbuotojų motyvavimas bendrame valdymo mechanizme, pagal svarbą užima žemesnę nei vidutinę vietą; Motyvavimo priemonės padeda darbuotojams pajusti pasitenkinimą darbu bei darbuotojų motyvavimo priemonių (motyvatorių) parinkimas priklauso ne tik nuo darbuotojų poreikių bet ir nuo socialinio statuso; Darbuotojų motyvacijos stoka traktuojama kaip darbo efektyvumą mažinantis reiškinys, kuris sąlygoja dažną darbuotojų kaitą, pasyvumą darbe bei lojalumo organizacijai trūkumą. Darbinės... [toliau žr. visą tekstą] / The importance of motivation integrates into the common environment of organizational culture and its practical importance is evidence when we are talking about work efficiency, consequently about profitability. Most of the boss’s believe that they could motivate everybody but every one understand that there are not one method or strategy or formula to motivate everybody alike. Therefore the effectiveness of organizational management is definable by expedient motivation method’s and properly use the chosen motivation system. Object of this paper – private organization employee’s action motives and motivators. Object of the research – to answer the question: what is the optimal set of the actions while motivating employees in “Apranga” organization? For the current object, an empirical research was made and 100 respondents from one practice organization “Apranga” were questioned. During the research some clear tendencies were recognized and they are related to work action motivation in “Apranga” organization. Practical research also confirmed hypothesis: H1: employees motivation in the common mechanism of management holds a lower than moderate place; H2: motivators helps employees to feel satisfaction and the chosen of motivators depends not only from employee’s needs but from social status too; H3: employee’s motivation lack is handle as the expression of decreasing work effectiveness which determine the often changes of employee’s, the work drift and lack of organization... [to full text]