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Relationer mellan köpare och leverantören har funnits lika länge som det funnits handel. Relationsmarknadsföring beskrivs idag som viktig för företag då strategin anses hjälpa leverantörer i dess strävan efter lönsamma kunder. Vissa forskare beskriver dock relationsmarknadsföringens effektivitet som låg och menar att andra faktorer är betydligt viktigare då en kund ska välja leverantör. Syftet med denna studie är att utforska hur effektiv relationsmarknadsföring är i en leverantörs strävan att öka intäkter och etablera kundrelationer. Vilka faktorer påverkar en köpbeslutprocess vid inköparens val av leverantörer? Hur stor roll har relationskapandet vid en inköpares val av leverantör? Sex semi- strukturerade intervjuer, där inköpare var respondenter, låg till grund för det empiriska materialet i studien. Frågorna togs fram enligt en kvalitativ strategi och materialet analyserades senare också på ett kvalitativt vis. Enligt resultatet i studien kan relationsmarknadsföringens effektivitet ifrågasättas då respondenterna i studien ofta tenderade att uppfatta en leverantörs strävan efter att bygga relationer som onödig. Andra faktorer hade betydligt större inverkan i respondenternas val vilket kan innebära att en leverantör bör lägga mer resurser på dessa faktorer än de gör på relationsmarknadsföring.

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This dissertation examines the total returns to the employment relationship from a variety of perspectives. In the first chapter, I examine different forms of training and study its influence on individual turnover. My second chapter examines the impact of mandatory volunteer/work experience in high school on the employment and wage decisions of youths. In my final chapter, I examine flexible work hours as a moderator in the relationship between workplace strategy and organizational performance. The first chapter highlights the importance of the type of training provided to the employee in order to avoid voluntary turnover. I compare the impact of institutional training compared to course training on voluntary turnover. Estimates indicate that employees who receive course training are more likely to leave the firm for another job, while employees who receive institutional training are more likely to stay with the firm. The results indicate that different types of training have differential impacts on the employee’s turnover decision. The second chapter utilizes a provincial policy reform that requires either working at a paid job or volunteering as a mandatory high school graduation requirement and examines its impact on employment outcomes. I propose that this reform causes a change in the perceptions of work by individuals which may lead them to sacrifice income for an altruistic purpose. In addition, the low quality of jobs found working or volunteering in high school may result in a distaste for work and hence provide motivation for enrolling in post-secondary education. The empirical results support this argument as the reform resulted in an increased likelihood of high school graduates to pursue post-secondary education, while those who entered the labour force had a lower probability of employment and lower wages. The final chapter examines the generalizeable conditions under which flexible work schedules are beneficial to firm performance. I find that flextime is not a best practice that is applicable across all firm environments. Instead, flextime only increases profitability when implemented within a workforce strategy focused on employees. Conversely, flextime when implemented with a cost-reduction strategy has detrimental effects on firm profits.

This dissertation examines the total returns to the employment relationship from a variety of perspectives. In the first chapter, I examine different forms of training and study its influence on individual turnover. My second chapter examines the impact of mandatory volunteer/work experience in high school on the employment and wage decisions of youths. In my final chapter, I examine flexible work hours as a moderator in the relationship between workplace strategy and organizational performance. The first chapter highlights the importance of the type of training provided to the employee in order to avoid voluntary turnover. I compare the impact of institutional training compared to course training on voluntary turnover. Estimates indicate that employees who receive course training are more likely to leave the firm for another job, while employees who receive institutional training are more likely to stay with the firm. The results indicate that different types of training have differential impacts on the employee’s turnover decision. The second chapter utilizes a provincial policy reform that requires either working at a paid job or volunteering as a mandatory high school graduation requirement and examines its impact on employment outcomes. I propose that this reform causes a change in the perceptions of work by individuals which may lead them to sacrifice income for an altruistic purpose. In addition, the low quality of jobs found working or volunteering in high school may result in a distaste for work and hence provide motivation for enrolling in post-secondary education. The empirical results support this argument as the reform resulted in an increased likelihood of high school graduates to pursue post-secondary education, while those who entered the labour force had a lower probability of employment and lower wages. The final chapter examines the generalizeable conditions under which flexible work schedules are beneficial to firm performance. I find that flextime is not a best practice that is applicable across all firm environments. Instead, flextime only increases profitability when implemented within a workforce strategy focused on employees. Conversely, flextime when implemented with a cost-reduction strategy has detrimental effects on firm profits.

<p>The main purpose of this study was to assess the psychological well-being of mothers and their pre-adolescent children (aged 10-12). Specifically, the study used a mixed methods sequential explanatory design to compare and understand the interaction between 245 single and married mother-pre adolescent relationships with regard to self esteem, autonomously-supportive and psychologically controlling parenting practices. And their familial enviironment within low and high socio-economic settings. A qualitative component was used to explore mothers' understanding of their relationships with their pre adolescent children. The Coppersmith- Self-steem Inventory and the Satisfaction with Life Scale were used to assess the psychological well-being of mothers and children, the Perceptions of Parents Scale for autonomously-supportive maternal parenting practices, Parent Psychological Control for psychologically controlling parenting practices and the environment Scale for family functioning. The findings provide an understanding of how healthy families function within enhancing and hindering environments and empasises the importance of parenting.</p>

Thesis (PhDBusinessandManagement)--University of South Australia, 2004.