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I och med ett ökat krav på öppenhet av företags hållbarhetsarbete är kommunikationen av företags hållbarhetsinformation av stor relevans. Intressenter som mottagare baserar bedömningar och beslutsfattande på den kommunicerade hållbarhetsinformationen varpå dess kvalitet är viktig. Då miljöstörande branscher utgör en stor miljöpåverkan och förväntas vara föregångare vid hållbarhetsredovisning har denna studie undersökt miljöstörande industriföretag. Denna studie poängsätter och förklarar vad kvalitet inom de svenska industriföretagens hållbarhetsinformation är och genom metoden PSI kunde det urskiljas vad som bidrog till företagens höga kvalitet. Resultaten visar att kvalitet är att ha en transparent, detaljrik och balanserad information som tydligt redovisar företagets aktiviteter och prestationer på ett jämförbart sätt. Kvalitet innebär även att som företag ta både ett socialt och miljömässigt ansvar för en hållbar utveckling. Studien bidrar med en ökad förståelse för begreppet kvalitet i samband med hållbarhetsinformation samt med praktiska implikationer för vad företag bör sträva efter för att uppnå kvalitet.

This dissertation focuses on “organizational efficacy”, in particular on employees’ beliefs of organizational capacity to be efficacious. Organizational efficacy is considered from two perspectives – competing values approach and collective efficacy, and evaluated in internationalized companies. The dissertation is composed of three studies. The data were collected in thirteen Italian companies on different stages of internationalization for a total number of respondents is 358. In the first study the factorial validity of the competing values instrument (Rohrbaugh, 1981) was investigated and confirmed. Two scales were used to measure collective efficacy: a general collective efficacy scale (Bohn, 2010), and a specific collective efficacy scale, developed following suggestions of Borgogni et al. (2001), it evaluates employees’ beliefs of efficacy of organizations in the international market. The findings suggest that competing values and collective organizational efficacy instruments may provide a multi-faceted measurement of employees’ beliefs of organizational efficacy. The second study examined the relationship between organizational efficacy and collective work engagement. To measure collective work engagement the UWES-9 (Schaufeli & Bakker, 2003) was adapted at the group level; its factor structure and reliability were similar to the standard UWES-9. The findings suggest that organizational efficacy fully predicts collective work engagement. Also we investigated whether leadership moderates the relationship between organizational efficacy and collective work engagement. We operationalized leadership style with MLQ (Bass & Avolio, 1995); the results suggest that intellectual stimulation and idealized influence (transformational leadership) and contingent reward (transactional leadership) enhance the impact of organizational efficacy on collective work engagement. In the third study we investigated organizational efficacy and collective work engagement in internationalized companies. The findings show that beliefs of organizational efficacy vary across companies in different stages of internationalization, while no significant difference was found for collective work engagement. Limitations, practical implications and future studies are discussed in the conclusion.

To allow access to the network at all times a base station has to continuously stay active. While being active, a base station does not usually transmit data constantly. Typically, the base stations either send out lots of data or barely anything at all, yet, the network is actively drawing power the whole time. Succeeding in lowering the power consumed when the data rate is often so low would therefore lead to great benefits, both economically and environmentally, as well as new prospects of innovation in engineering. The process of how to dynamically change from a capacity optimized mode to an energy optimized mode as well as when to do this change is studied in this thesis for LTE. By using methods such as antenna muting and psi-omni coverage, the power consumption can decrease. These solutions however also decreases performance, and has to be activated with great care in mind not to cause any major impact on user performance. The dynamic configuration is dependent on the load of the system, changing to an energy efficient mode when traffic is low and to a capacity optimized mode when the network needs to supply high data rates. Simulations show that most energy savings can be found in rural and urban environments. Dynamic antenna muting achieved, summarizing macro environments, 24.9% energy savings with 95.27% downlink data rates compared to the reference case of using sector mode continuously i.e MIMO. In the same environments, dynamic psi-omni coverage together with antenna muting achieved energy savings of 43.8% with 89.3% downlink data rates compared to typical sector mode. Traffic rates are based on future demands in Europe by 2015, assuming that 20% of the subscribers are downloading 900 MB/h and the other 80% subscribers, at 112.5 MB/h.

The open data concept is based on the EU directive from 2003 with the goal to highlight the need for member states to increase and digitalize their public data and thus achieving transparency and stimulating economic growth based on new innovations. In Sweden, the development has fallen behind expectations and are currently the worst performing nordic country in open data development. In relation, research on open data is limited, especially when it come to barriers and challenges for adopting strategies to handle open data for local public organizations. This research is therefore aimed towards understanding and identifying barriers for adopting open data in local public organizations in Sweden. To answer this, we have conducted a case study based on the municipality of Örnsköldsviks. Our findings suggest that existing research on open data is somewhat lacking in the areas of ethical issues,  the private sector and the challenge of  moving towards openness; these are important aspects to consider when it comes to open data development. Furthermore, our results indicate that collaboration on both national and regional levels is advantageous and combined with PSI Directive improvements, is something that can bridge the gap between open data barriers and ambitions.

Workaholism is defined as the combination of two underlying dimensions: working excessively and working compulsively. The present thesis aims at achieving the following purposes: 1) to test whether the interaction between environmental and personal antecedents may enhance workaholism; 2) to develop a questionnaire aimed to assess overwork climate in the workplace; 3) to contrast focal employees’ and coworkers’ perceptions of employees’ workaholism and engagement. Concerning the first purpose, the interaction between overwork climate and person characteristics (achievement motivation, perfectionism, conscientiousness, self-efficacy) was explored on a sample of 333 Dutch employees. The results of moderated regression analyses showed that the interaction between overwork climate and person characteristics is related to workaholism. The second purpose was pursued with two interrelated studies. In Study 1 the Overwork Climate Scale (OWCS) was developed and tested using a principal component analysis (N = 395) and a confirmatory factor analysis (N = 396). Two overwork climate dimensions were distinguished, overwork endorsement and lacking overwork rewards. In Study 2 the total sample (N = 791) was used to explore the association of overwork climate with two types of working hard: work engagement and workaholism. Lacking overwork rewards was negatively associated with engagement, whereas overwork endorsement showed a positive association with workaholism. Concerning the third purpose, using a sample of 73 dyads composed by focal employees and their coworkers, a multitrait-multimethod matrix and a correlated trait-correlated method model, i.e. the CT-C(M–1) model, were examined. Our results showed a considerable agreement between raters on focal employees' engagement and workaholism. In contrast, we observed a significant difference concerning the cognitive dimension of workaholism, working compulsively. Moreover, we provided further evidence for the discriminant validity between engagement and workaholism. Overall, workaholism appears as a negative work-related state that could be better explained by assuming a multi-causal and multi-rater approach.

Zugl.: Mainz, Univ., Diss., 2008

Univ., Diss., 2007--Mainz.

University, Diss., 2003--Bonn.

University, Diss., 2003--Bonn.