Employee turnover is an inherent challenge encountered by managers at nonprofit organizations. The purpose of this single case study was to explore the strategies some community-based organization managers used to reduce employee turnover in western New York. Five organizational managers were selected who had successfully implemented strategies to reduce employee turnover. Herzberg's 2-factor theory was the conceptual framework for this doctoral study. Data collection occurred through semistructured interviews and review of organizational documents. Data analysis involved collecting data, organizing the data into codes and themes, and interpreting and revealing information about the themes. Member checking and methodological triangulation increased the validity and reliability of the study. The 3 themes that emerged from the study were building positive relationships to promote communication, offering employee training and advancement, and recognizing that compensation is an important factor but does not influence employee behavior. Recommendations for action include redesigning processes to change organizational culture and implementing strategies to mitigate employee resignations. The findings from this study may contribute to social change, because organizational managers could use the study results to reduce employee turnover, which could lead to increased service quality in communities.

Inspirerat från ett blogginlägg om funktionen av Two-Factor Theory of Emotion i skräckspel, författat av Chris Pruett (2009), ämnade denna studie undersöka på vilket sätt, om något, kan olika ludiska utmaningar påverka den affektiva tonen i skräckspel. Undersökningen hade 12 deltagare. Baserat på en förundersökning delades deltagarna in i två grupper. Deltagarna fick sedan spela igenom en artefakt som hade två utmaningar, ett logiskt pussel och ett spatialt/reaktionsbaserat plattformshinder. Alla deltagare spelade igenom samma innehåll – men beroende på vilken grupp de tillhörde bytte utmaningarna plats i nivåerna. Under spelningen bar deltagarna ett pulsband och blev observerade, efter sessionen svarade deltagarna på ett formulär. Datan sammanställdes och grupperna jämfördes mot varandra. Framtida forskning kan med fördel utföras med större deltagarantal.

There is an abundance of scholarly literature examining the Millennial generation's characteristics and their uniqueness in the workforce, but few studies have examined the lived experiences of Millennials and what motivates them in the public sector workplace. Given the size of the Millennial cohort, the largest and most educated in history, this generation of public servants merits more research. This phenomenological study sought to determine what factors motivate Millennial public sector workers through a criterion sample of 20 District of Columbia government employees. Data obtained from interviews were analyzed through use of NVivo10 allowing for the identification of themes, findings and recommendations for further studies. Findings revealed that these 20 workers were motivated by the same factors that impact other generations, as Herzberg delineated in his 2-factor theory. Despite these similarities, participants felt they were unique and not understood by the generations of workers that precede them. The themes obtained from this study can inform public administrators seeking to increase workforce collaboration and productivity and underscores the need for further scholarly attention. Millennial public servants need to feel engaged through increased responsibility, recognition, and the nature of work, as they will soon comprise 1/3rd of the workforce. These findings have implications for social change by educating public administrators and Millennials' coworkers to capitalize on the younger workers' ability to contribute to the overall productivity and competitiveness of government.

Aim & Research questions: The aim of this work is to study the motivational techniques of a Swedish and a Chinese company and analyze the effects of motivational techniques on employee motivation in both companies. Method: Both qualitative and quantitative methods have been used for data collection. Survey is contacted on the employees in the Swedish and Chinese company. Total of five interviews have been done. Findings & Conclusion: It is found that the Swedish and Chinese company both apply similar and different motivational techniques. The motivational techniques which are related to hygiene factors and motivators worked well to motivate employees in the Swedish company but not in the Chinese company. Contribution & Suggestions for future research: This study provides knowledge on how manufacturing industry motivate employees, especially in Sweden and China. It also gives readers new perspectives of culture and type of company in looking and thinking employee motivation. Besides, analyzing based on different motivation theories, explaining the reasons from different other perspectives and comparing the same type of companies could be the suggestions for future research. Finally, the future research could be extend to research in China-Sweden joint venture, how they motivate employees under the multi-culture background.

Herzberg (1959) proposed a two-factor model, often named as two-factor theory when adopted by the following researches. Through measuring the level of dissatisfaction and satisfaction, he classified antecedents of work satisfaction into hygiene and motivator two type. While hygiene factors are variables which lead to dissatisfaction, motivators are variables correlated with satisfaction. In marketing area, Kano (1984) also proposed a similar concept, named two-way quality model. This model adopts both satisfaction and dissatisfaction concepts and, based on these concepts, he further classified quality properties into Must-be, Attractive and One-dimension three types. This implies that the separation of satisfaction with two dimensions allow researchers to understand how each antecedent functions. However, in past information system (IS) area, IS satisfaction was treated as a linear concept and measured with Likert or semantic differential scale. This approach lead to a direct consequence that identifying possible antecedents is possible but understanding the way they function is difficult. The purpose of this study is to develop a better approach to understand how different antecedents affect IS satisfaction. We attempt to adopt the confirmation concept in expectation-disconfirmation theory (EDT). Through measuring the level of confirmation (or disconfirmation) and satisfaction (or dissatisfaction), this study attempts to clarify how each antecedent generate effect under different contexts. This study attempts to achieve its purpose through a two-stage approach. We first used modified Delphi obtain various antecedents of IS satisfaction. In this stage, opinions from 29 scholars and experts resulted in 6 dimensions, contain 28 variables in total. In the next stage, we collected empirical data through survey to classify 28 variables into different types. We find the factors about the relation with user and IT are hygiene factor, e.g. system quality etc. The factors about the relation with user, IT and task are motivator, e.g. information quality etc. The factors about the relation with user, IT and organization are motivator and performance factor, e.g. management support and computer training are performance factors, MIS¡¦s service quality etc. are motivator. The result should provide insightful implications for both IS academia and practitioners.

Skatteverket är en av Sveriges viktigaste statliga myndigheter då myndigheten på något sätt berör alla individer i samhället. Studiens syfte är att skapa en djupare förståelse för varför det finns en diskrepans i svaren från Skatteverkets medarbetarundersökning 2013, gällande upplevelsen av arbetstillfredsställelse, i relation till synen på Skatteverket som en attraktiv arbetsplats samt till synen på att rekommendera arbetsplatsen till andra personer. Studien tar utgångspunkt i begreppet arbetstillfredsställelse, som betraktas som attityder människan känner gentemot sitt arbete, och tillämpar ett kvalitativt angreppssätt. Genom 12 semistrukturerade intervjuer med handläggare på ett skattekontor i Västsverige, görs en ansats till att förklara diskrepansen utifrån en analys av medarbetarnas uppfattningar. Det empiriska materialet har analyserats genom fenomenologisk dataanalys och studiens slutsatser visar att det finns en viss grad av missnöje bland handläggarna gällande faktorer såsom löneutveckling, bristande karriärvägar samt upplevelsen av andra människors uppfattning om handläggarens arbete och arbetsplats. / The Swedish Tax Agency is one of the most important governmental agencies as it affects all individuals of the society in some way. This studies purpose is to create a deeper understanding of why there is a discrepancy in the answers from the Tax Agency employee survey in 2013, regarding the experience of job satisfaction in relation to the perception of the Swedish Tax Agency as an attractive workplace and to the view of recommending the workplace to other people. The study uses a qualitative approach and is based on the concept of job satisfaction, which is regarded as the attitudes people feel towards their work. By means of 12 semi-structured interviews with caseworkers at a tax office in Western Sweden, an attempt was made ​​to explain the discrepancy through analysis of employee perceptions. The empirical material was analyzed by phenomenological data analysis and the conclusions are that there is a certain degree of dissatisfaction among case workers relating to factors such as wages, lack of career paths and the experience of other people's perception of one's work and workplace.

Qualitative research was conducted to explore if, and how, music therapy utilising group marimba playing can facilitate increased self-esteem for children in a small independent school in the Western Cape. The case study involved ten weekly group music therapy sessions as well as a performance session. African marimbas were used in conjunction with other methods of active music making in the group sessions. Excerpts of video recordings were analysed and the Behavioural Indicators of Self-esteem (BIOS) rating scale was completed for each child pre- and post-intervention in order to examine whether music therapy sessions facilitated changes in children’s self-esteem that transferred to the classroom situation. The findings from the qualitative analysis of video excerpts indicate that group music therapy intervention utilising marimba playing appeared to facilitate the development of self-esteem. Experiences were provided to increase the participants’ sense of worthiness and competence. Results of the BIOS scale could not be statistically analysed due to the small sample size, but the data suggests that the music therapy intervention had an impact that carried over to the classroom situation on participants who were assessed to have lower self-esteem before the intervention (compared to others in the sample) as observed in their classroom behaviour. / Dissertation (MMus)--University of Pretoria, 2015. / Music / MMus / Unrestricted

Level: Bachelor Thesis in Business Administration, 15 ECTS.   Department: School of Business, Society and Engineering, Mälardalen University Authors: Guillermo Berrojo Romeyro Mascarenhas (2001/06/14), Alaa Tish (1994/01/10), Aymen Safi (2000/03/27). Title: Robotic Powered Satisfaction? A Quantitative Study on The Impact of Robotization on Job Satisfaction.  Supervisor: Noushan Memar Keywords: Robotization, Robots, Job Satisfaction, Herzberg Two-Factor Theory, Employee’s Retention. Research question: To what extent does robotization impact job satisfaction? Purpose: This research attempts to verify the extent of the impact of robotization on job satisfaction as the primary goal, and the likelihood impact of the latter on employee retention as a sub-goal.  Method: Utilizing the phenomenon of robotization in the wholesale industry as the empirical context, a quantitative research approach was adopted. The primary data was collected through a questionnaire that was conducted among warehouse and terminal staff in the wholesale industry.  Conclusion: The results of this research confirm that robotization, as a phenomenon of system or process automation using robotic devices, has a significantly positive relationship with job satisfaction. The findings also suggested the notion that robotization affects more profoundly on motivating factors than hygiene factors.

In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Participants included 96 members of the Central Florida Institute of Internal Auditors. Data were collected using the Minnesota Satisfaction Questionnaire and the Michigan Organizational Assessment Questionnaire. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict auditors' turnover intentions, F(2, 93) = 47.635, p < .001, R2 = .506. Extrinsic job satisfaction was the only significant predictor (t = -6.515, p < .001). Implications for social change include the potential for leaders to better understand predictors of involuntary turnover and the potential to save money on recruitment and training. Business owners may become more profitable through better employee retention strategies; these findings may also add to the body of knowledge for stable employment opportunities. Business owners can develop strategies to enhance the level of intrinsic and extrinsic job satisfaction of internal auditors. Job satisfaction of internal auditors is essential and a fundamental determinant of growth, service, and quality within an organization.

The current trauma literature lacks adequate differentiation between the effects of sexual versus non-sexual trauma on stimuli responses as well as analyses of the college campus as a uniquely challenging environment for rape survivors. In the first study, 66 adults (22 with sexual trauma experience, 22 with non-sexual trauma experience, and 22 with no significant trauma experience) will be exposed to vignettes with threat-generalized, rape-related or neutral stimuli and their arousal rates in response to these cues will be recorded using Galvanic Skin Response and Heart Rate. It is expected that individuals who have experienced sexual assault will show more arousal in response to the rape-related stimuli than the threat-generalized stimuli. In the second study, 44 college age females who have been sexually assaulted (22 living on a college campus, 22 living off of a college campus) will be exposed to the same vignette conditions as in the first study. These women will also be asked to rate their daily/weekly exposure to certain situations or objects representative of the college environment. It is expected that individuals with a higher exposure to rape culture score will be more aroused by the rape-related stimuli. Mowrer’s two-factor theory of learning (1956) along with the shame (Feldner et al., 2010) accompanying sexual trauma suggests that sexually assaulted individuals will exhibit higher levels of arousal to the rape-related stimuli rather than the threat-generalized stimuli, as other trauma victims might.