The relationship between citizenship performance and overall performance and the relationship between citizenship performance and reward recommendations were investigated, with gender and scale type as possible moderators. Two hundred and fifty-four University of South Florida students were used in this study. The majority of these participants were undergraduate, psychology majors, female, and between the ages of 17 and 23. Participants were given statements describing a teacher's performance and were asked to evaluate the professor on citizenship and overall performance and recommend them for rewards. No support was found for the hypothesis that men would have a stronger relationship than women between citizenship and overall performance. No support was found for the hypothesis that men would have a stronger relationship than women between citizenship performance and reward recommendations. Scale type was not found to influence these relationships. These results are not consistent with the shifting standards model. Numerous suggestions are made for changes to the experiment, including performing a field study instead of a lab study.

Homecare work is commonly described as a job involving high workload. Homecare in Sweden is affected by difficulties regarding recruiting and retaining employees. The aim of this study is to analyze the relationship between workload and the homecare employee's intention to quit their work. Workload is examined based on three dimensions: temporal, physical and relational workload. Result from frequency analysis shows that workload exists in all three dimensions. The physical dimension shows the highest percentage of workload of all three dimensions. Results from multiple logistic regressions shows that eight of nine examined variables increases the odds of homecare employee's intention to quit their work. The only examined variable that does not increase the odds is to feel inadequate regarding the care recipient’s needs. The results indicate, with the help of the effort-reward imbalance model, that there is an imbalance between homecare workers' efforts and rewards. Furthermore, the findings suggest that improvements regarding homecare employees' work situation are needed such as rewarding employees more for their efforts.

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Background: 'Neuromarketing' is a term that has often been used in the media in recent years. These public discussions have generally centered around potential ethical aspects and the public fear of negative consequences for society in general, and consumers in particular. However, positive contributions to the scientific discourse from developing a biological model that tries to explain context-situated human behavior such as consumption have often been neglected. We argue for a differentiated terminology, naming commercial applications of neuroscientific methods 'neuromarketing' and scientific ones 'consumer neuroscience'. While marketing scholars have eagerly integrated neuroscientific evidence into their theoretical framework, neurology has only recently started to draw its attention to the results of consumer neuroscience. Discussion: In this paper we address key research topics of consumer neuroscience that we think are of interest for neurologists; namely the reward system, trust and ethical issues. We argue that there are overlapping research topics in neurology and consumer neuroscience where both sides can profit from collaboration. Further, neurologists joining the public discussion of ethical issues surrounding neuromarketing and consumer neuroscience could contribute standards and experience gained in clinical research. Summary: We identify the following areas where consumer neuroscience could contribute to the field of neurology: First, studies using game paradigms could help to gain further insights into the underlying pathophysiology of pathological gambling in Parkinson's disease, frontotemporal dementia, epilepsy, and Huntington's disease. Second, we identify compulsive buying as a common interest in neurology and consumer neuroscience. Paradigms commonly used in consumer neuroscience could be applied to patients suffering from Parkinson's disease and frontotemporal dementia to advance knowledge of this important behavioral symptom. Third, trust research in the medical context lacks empirical behavioral and neuroscientific evidence. Neurologists entering this field of research could profit from the extensive knowledge of the biological foundation of trust that scientists in economically-orientated neurosciences have gained. Fourth, neurologists could contribute significantly to the ethical debate about invasive methods in neuromarketing and consumer neuroscience. Further, neurologists should investigate biological and behavioral reactions of neurological patients to marketing and advertising measures, as they could show special consumer vulnerability and be subject to target marketing. (authors' abstract)

Highly palatable and/or calorically dense foods, such as those rich in fat, engage the striatum to govern and set complex behaviors. Striatal dopamine signaling has been implicated in hedonic feeding and the development of obesity. Dieting and bariatric surgery have markedly different outcomes on weight loss, yet how these interventions affect central homeostatic and food reward processing remains poorly understood. Here, we propose that dieting and gastric bypass produce distinct changes in peripheral factors with known roles in regulating energy homeostasis, resulting in differential modulation of nigrostriatal and mesolimbic dopaminergic reward circuits. Enhancement of intestinal fat metabolism after gastric bypass may also modify striatal dopamine signaling contributing to its unique long-term effects on feeding behavior and body weight in obese individuals.

Genom att i praktiken se hur ett kommunalt bostadsbolag använder sig av belöningssystemsyftar denna studie till att få en bättre inblick i belöningssystemets användning ocheffektivitet. Vidare syftar studien till att bidra med en ökad förståelse och kartlägga hur ettkommunalt bostadsbolag kan begränsas och förhålla sig till de lagkrav som återges ikommunallagen (1991:900) och lag (2010:879) om allmännyttiga kommunalabostadsaktiebolag vid användningen av belöningssystem. Tre forskningsfrågor är formuleradeför att besvara studiens syfte. Studien är kvalitativ och genomfördes med en abduktiv ansats.Det har tillämpats ett hermeneutiskt synsätt för att tolka och förstå det material som samlats inoch datainsamlingen har skett genom semistrukturerade intervjuer samt en kvalitativinnehållsanalys. Vid analysen av intervjuerna tillämpades en tematisk analys med ettdeduktivt förhållningssätt. Temana fastställde vi med hjälp av den teoretiska referensramenoch studiens syfte. Resultatet av innehållsanalysen har lyfts fram i en tabell där kopplingarmellan de undersökta lagarna och belöningssystemets begränsningar redogörs.Det framkommer i studien att det undersökta bolagets belöningssystem inte verkar effektivt iden utsträckning som är möjlig. Det finns delar av belöningssystemet som är bristfälligt dåledningen beskriver en avsaknad av vissa belöningar som de motiveras av. Vidare finnerstudien att kommunallagen (1991:900) och lag (2010:879) om allmännyttiga kommunalabostadsaktiebolag i ett flertal punkter kan begränsa användningen av ett kommunaltbostadsbolags belöningssystem. / The purpose of this thesis is to gain a better insight into the reward systems utilization andefficiency, this through practice see how a municipal housing company uses reward systems.Furthermore this thesis aims to contribute to a better understanding and mapping how amunicipal property may be limited by the Swedish local government act (1991:900) in thedesign of its reward system. This thesis is qualitative and was conducted by using anabductive approach. It has applied a hermeneutical perspective to interpret and understand thedata that have been collected during the thesis. The data has been collected through semistructuredinterviews and a qualitative content analysis. For the analysis of the semi-structuredinterviews we have applied a thematic analysis with a deductive approach. The themes wereestablished with the help of the theoretical framework and the purpose of the thesis. The resultfrom the content analysis is presented in a table where links between the studied laws and thereward systems limitations.The thesis shows that the studied company's reward system does not seem to be as effective aspossible. The management is lacking in some certain rewards that they are motivated bywhich results that parts of the reward system is flawed. Furthermore the thesis finds that theSwedish local government act (1991:900) in more than one way can limit the use of amunicipal housing company reward system.This thesis is hereinafter written in Swedish.

Highly palatable and/or calorically dense foods, such as those rich in fat, engage the striatum to govern and set complex behaviors. Striatal dopamine signaling has been implicated in hedonic feeding and the development of obesity. Dieting and bariatric surgery have markedly different outcomes on weight loss, yet how these interventions affect central homeostatic and food reward processing remains poorly understood. Here, we propose that dieting and gastric bypass produce distinct changes in peripheral factors with known roles in regulating energy homeostasis, resulting in differential modulation of nigrostriatal and mesolimbic dopaminergic reward circuits. Enhancement of intestinal fat metabolism after gastric bypass may also modify striatal dopamine signaling contributing to its unique long-term effects on feeding behavior and body weight in obese individuals.

Alterations in the dopaminergic system have been implicated in both animal and human obesity. However, to date, a comprehensive model on the nature and functional relevance of this relationship is missing. In particular, human data remain equivocal in that seemingly inconsistent reports exist of positive, negative or even no relationships between dopamine D2/D3 receptor availability in the striatum and measures of obesity. Further, data on receptor availability have been commonly interpreted as reflecting receptor density, despite the possibility of an alternative interpretation, namely alterations in the basal levels of endogenous dopaminergic tone. Here, we provide a unifying framework that is able to explain the seemingly contradictory findings and offer an alternative and novel perspective on existing data. In particular, we suggest (i) a quadratic relationship between alterations in the dopaminergic system and degree of obesity, and (ii) that the observed alterations are driven by shifts in the balance between general dopaminergic tone and phasic dopaminergic signalling. The proposed model consistently integrates human data on molecular and behavioural characteristics of overweight and obesity. Further, the model provides a mechanistic framework accounting not only for the consistent observation of altered (food) reward–responsivity but also for the differences in reinforcement learning, decision-making behaviour and cognitive performance associated with measures of obesity.

The objectives of this thesis are: (1) to investigate the antecedents and consequences of fairness of performance evaluation processes (procedural fairness) in the context of performance measurement, evaluation, and reward systems; and (2) to investigate the behavioural effects of reliance on multiple performance measures (RMPM) in evaluating subordinates' performance. In relation to the first objective, it examines whether managers' perceptions of procedural fairness are influenced by the form (financial or nonfinancial) of performance measures used to evaluate performance, and by goal-related variables such as participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers. With regard to the consequences of procedural fairness, it examines the effects of procedural fairness on job satisfaction, performance, organisational commitment, and goal commitment, and also examines whether any such associations are direct or indirect. In relation to the second objective, it examines whether RMPM affects managerial performance or whether the effect is contingent on goal difficulty and goal specificity. To address these objectives, this thesis draws on organisational justice theory and goal theory and employs both quantitative and qualitative approaches. Quantitative data are collected using a questionnaire survey sent to managers in four organisations and qualitative data are gathered by means of interviews and focus group discussions within the organisations. The results indicate that procedural fairness is affected by participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers, but not by the type of performance measure used to evaluate performance. With regard to the consequences of procedural fairness, the results indicate that: (1) the effects of procedural fairness on job satisfaction and performance are indirect and fully mediated by distributive fairness, trust, and organisational commitment; (2) the effect of procedural fairness on organisational commitment is partially mediated by distributive fairness and trust; and (3) the effect of procedural fairness on goal commitment is partially mediated by trust. Finally, the results indicate that the effect of RMPM on performance is contingent on goal specificity, but not on goal difficulty.