Happiness has recently gained interest as an influential variable in managing the employment relationship, as studies have suggested benefits for productivity and performance. Knowledge on workplace happiness is, however, still relatively limited and more understanding is needed on employee perceptions and benefits of and expectations for happiness, as well as happiness responsibility. Qualitative approaches can provide new information on such a highly subjective and complex phenomenon as happiness, which has mainly been addressed with quantitative methods. 24 young professionals from various fields, based in Edinburgh, took part in this study. They were requested to take photos when experiencing work-­‐ related happiness during a two-­‐week period. Afterwards they were asked to talk through their photos. Narratives were supported by semi-­‐structured interviews. Data was analysed using thematic inductive coding, leaning on the framework from Fisher (2010), psychological contract (Rousseau, 1989) and interactionist perspective (Ahuvia et al., 2015). Collected data revealed insights into workplace happiness expectations, enablers, responsibility and happiness concepts. Participants emphasised the importance of workplace happiness and expectations to be happy at work. Happiness was seen to improve performance and social behaviour, but there was also a pressure to be happy at work. The five main happiness enablers were: having sense of control, work going well, doing something that matters, physical environment and working with friends. Participants highlighted their responsibility for their own happiness at work, however, shared responsibility was also proposed. The results suggest that young professionals want to be happy at work. If they are not, they are likely to leave. The happiness requirement is mainly based on expectations on authenticity, work-­‐life integration and being a good employee. The findings suggest that listening to the employees and enhancing conversations is the key in creating happier workplaces. This study also shows how happiness is better elucidated through empirical narratives than through intellectual abstractions and definitions. Theoretical contributions include four pathways into happiness responsibility, clarifying and reasoning the importance of the five main happiness enablers and providing suggestions to existing happiness models. On the practical side, this study contributes to the gaps of knowledge from the employees' point of view based on lived-­‐experiences. It deepens understanding of employee happiness, providing vital information for the HR/management personnel, policy makers and academics about the values and expectations of young professionals. Furthermore, it supplies new insights into elucidating employee happiness, by explaining the advantages and challenges of using narrative methods and visual data.

Abstract Employer branding is an approach to recruit potential employees, it can be significant for organizations to have the most appropriate human capital in order to increase the effectiveness and build competitive advantage. It is important for all types of organizations, equally for the private and public sector, to understand what effect advertising has on potential employees. Recruitment advertising has been ranked second in terms of its reliability when finding jobs, and nowadays happens mainly through online media, as it is cost effective and it is possible for organizations to reach a wider audience. The public sector in Sweden is responsible for about 30% of the labour market. Despite this, young professionals have negative perceptions about working in the public sector and young professionals also have a lack of presence in the public sector. However, young professionals are essential in organizations as they bring knowledge, new ideas and have a diversity of perspective and experience. Therefore, this paper aims to discover employer branding advertising strategies in attracting young professionals to the public sector. This study is done through an online media content analysis of the 10 biggest regions and municipalities in Sweden, the study also consists of three in depth interviews with employees working with recruitment in three municipalities in Sweden. The research has concluded that public organizations are aware of what young professionals value and that the advertisements are eligible for young professional. However, some shortcomings in the advertisements have been found with room of improvements, with the main focus on creating a positive image in the mindset of young professionals and therefore loose the negative perceptions.

<p>I den här uppsatsen har vi undersökt vilka värderingar drivkrafter och behov som finns bland fordonstillverkaren Scanias unga akademiker, vilka i undersökningen går under benämningen Young Professionals. Detta i syfte att utröna varför Young Professionals lämnar Scania och vilka faktorer som är avgörande för att skapa ett attraktivare Scania bland denna målgrupp samt att komma fram till lämpliga åtgärder som i största möjliga mån kan förmå dem att stanna inom företaget. Undersökningen bedrevs genom användande av kvalitativa intervjuer och fokusgrupper vilket resulterade i ett antal faktorer framkom som viktiga för denna målgrupp.</p><p>Dessa faktorer är chefskapet, missnöje med företagets engagemang och tillvaratagande på den enskilde individens driv, motivation och kunskaper samt inre processer som är alldeles för segdragna vilket mynnar ut i frustration hos YP och därigenom leder till motivationstapp.</p> / <p>In this thesis we have examined the values, motivation and needs of the vehicle manufacturer Scanias Young Professionals. The aim of the study is to determine why Young Professionals are leaving Scania for other employers and the factors that are decisive for creating a more attractive Scania among the targeted group. We are also recommending suitable actions for keeping them within the company. The study was conducted through in depth interviews as well as in focus groups with four participants from different divisions within the company. These interviews resulted in a number of different factors that were found important for this group.</p><p>The factors are leadership, dissatisfaction with the company’s commitment and procurement of the individual’s motivation and knowledge as well as internal processes that are to slow and resulting in frustration among the Young Professionals, resulting in less commitment to the company.</p>

I den här uppsatsen har vi undersökt vilka värderingar drivkrafter och behov som finns bland fordonstillverkaren Scanias unga akademiker, vilka i undersökningen går under benämningen Young Professionals. Detta i syfte att utröna varför Young Professionals lämnar Scania och vilka faktorer som är avgörande för att skapa ett attraktivare Scania bland denna målgrupp samt att komma fram till lämpliga åtgärder som i största möjliga mån kan förmå dem att stanna inom företaget. Undersökningen bedrevs genom användande av kvalitativa intervjuer och fokusgrupper vilket resulterade i ett antal faktorer framkom som viktiga för denna målgrupp. Dessa faktorer är chefskapet, missnöje med företagets engagemang och tillvaratagande på den enskilde individens driv, motivation och kunskaper samt inre processer som är alldeles för segdragna vilket mynnar ut i frustration hos YP och därigenom leder till motivationstapp. / In this thesis we have examined the values, motivation and needs of the vehicle manufacturer Scanias Young Professionals. The aim of the study is to determine why Young Professionals are leaving Scania for other employers and the factors that are decisive for creating a more attractive Scania among the targeted group. We are also recommending suitable actions for keeping them within the company. The study was conducted through in depth interviews as well as in focus groups with four participants from different divisions within the company. These interviews resulted in a number of different factors that were found important for this group. The factors are leadership, dissatisfaction with the company’s commitment and procurement of the individual’s motivation and knowledge as well as internal processes that are to slow and resulting in frustration among the Young Professionals, resulting in less commitment to the company.

The overall research objective is motivated by two simultaneous developments. On the one hand, due to globalization and fast changing markets, organizations face increasing pressure to stay competitive and to survive in these fast changing environments. To innovate, organizations rely on recruiting and developing their workforce. As the individual is the source of innovation, an ever increasing emphasis is placed upon individual innovativeness and in particular in the investigation of sources of individual innovativeness. Leaders are essential in the promotion of employees´ innovativeness and leadership is proposed as one of the most influential predictors of individual innovativeness. In the view of innovation pressure and demographic changes, it is important for organizations to shed light on their young professionals, especially on their young professionals’ innovativeness, as they are the future workforce. This is especially important for leaders who aim to support the innovativeness of their young professionals. Nevertheless, the importance of young professionals’ innovativeness in the retail industry is still underestimated. Hence, organizations and especially leaders may benefit greatly from being aware of their young professionals’ innovativeness as one possibility to face the challenges of innovation pressure.

Diploma thesis discusses yuppie lifestyle and its successor bobo lifestyle in the context of postmodern transformation of society. Through the construction of weighted additive index of yuppie and bobo lifestyle the study is asking whether the young, economically active Czech population tends to these ways of life, or even has their representatives, to what extent they meet the American image of yuppies and bobos, which is their socio-demographic profile and mutual relationship. These questions are examined twice, in 2001 and in late 2011 and 2012, so we can observe development of these two lifestyles in terms of Ingelhart's transition theory from materialist to post-materialist values . The thesis shows that we can find a group of people professing the whole set of yuppie atittudes and also a group that is with some reservations similar to bobos. Detected high rate of closeness of both lifestyles, however, leads to a redefinition of purely materialistic yuppies for the Czech environment and to identification of yuppie lifestyle with post-materialist consciousness. Bobos are permanently characterized only by university education, pos-materialistic yuppies also by the highest personal income and household income. Number of post-materialist yuppies is more than twice bigger than bobos, during the...

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка, приложений. В теоретической части представлены понятие, виды и этапы карьеры и карьерного развития, основные модели и стратегии карьерного развития, а также сущность и основные аспекты управления карьерой персонала, специфика управления карьерным развитием молодых специалистов в организации. В практической части описывается общая характеристика базы исследования, проведен анализ системы работы с молодыми специалистами и процесса управления карьерным развитием молодых специалистов в ООО «Газпром трансгаз Екатеринбург». На основе полученных данных разрабатывается модель управления карьерным развитием для молодых специалистов ООО «Газпром трансгаз Екатеринбург». В заключении подведены итоги в соответствии с поставленными задачами. / The final qualification work consists of an introduction, three parts, a conclusion, a reference list and applications. The theoretical part presents the concept, types and stages of career and career development, the main models and strategies of career development, the essence and main aspects of personnel career management, the specifics of career development management of young professionals in the organization. The practical part describes the general characteristics of the research base, analyzes the system of work with young specialists and the process of managing the career development of young specialists at “Gazprom Transgaz Yekaterinburg” LLC. A model of career development management is being developed for young specialists of “Gazprom Transgaz Yekaterinburg” LLC based on the obtained results. The conclusion summarizes the results in accordance with the tasks set.

The overall research objective is motivated by two simultaneous developments. On the one hand, due to globalization and fast changing markets, organizations face increasing pressure to stay competitive and to survive in these fast changing environments. To innovate, organizations rely on recruiting and developing their workforce. As the individual is the source of innovation, an ever increasing emphasis is placed upon individual innovativeness and in particular in the investigation of sources of individual innovativeness. Leaders are essential in the promotion of employees´ innovativeness and leadership is proposed as one of the most influential predictors of individual innovativeness. In the view of innovation pressure and demographic changes, it is important for organizations to shed light on their young professionals, especially on their young professionals’ innovativeness, as they are the future workforce. This is especially important for leaders who aim to support the innovativeness of their young professionals. Nevertheless, the importance of young professionals’ innovativeness in the retail industry is still underestimated. Hence, organizations and especially leaders may benefit greatly from being aware of their young professionals’ innovativeness as one possibility to face the challenges of innovation pressure.:I Part I: Introduction 1 Motivation and relevance 2 Overall resource-based perspective 3 Research gaps and questions 4 Overall structure of the dissertation II Part II: Foundations 1 Structure of part II 2 Individual innovativeness 3 Leadership supporting individual innovativeness 4 Summary of part II III Part III: Empirical studies 1 & 2 1 Structure of part III 2 Overall research context 3 Overall research design 4 Study 1: Individual innovativeness of yps 5 Study 2: Leadership supporting yps’ innovativeness IV Part IV: Discussion 1 Structure of part IV 2 Discussion of study 1: Individual innovativeness of yps 3 Discussion of study 2: Leadership supporting yps’ 4 Summary of overall empirical findings V Part V: Conclusion 1 Summary of parts 2 Implications for management 3 Limitations and avenues for further research 4 Conclusion References Annexes Annex A: Related to Part II: Individual innovativeness Annex B: Related to Part II: Leadership supporting individual innovativeness Annex C: Related to Part III: Empirical study 1&2

Магистерская диссертации посвящена исследованию работы с молодыми специалистами путем развития внутреннего HR-бренда компании. В теоретической части отражены теоретические аспекты изучения проблемы работы с молодыми специалистами, влияние теории поколений на работу с молодыми специалистами, рассмотрены вопросы удержания персонала и роль HR-брендинга в удержании специалистов. В аналитической части описывается общая характеристика линейного производственного управления магистральных газопроводов, проведен анализ существующей системы работы с молодыми специалистами и разработка рекомендаций по ее совершенствованию. Исследование состояло из трех этапов. Первый – анализ нормативных документов организации регламентирующих работу с молодыми специалистами, второй – анализ организации работы с молодыми специалистами, третий – выявление карьерной мотивации студентов к профессиональной деятельности в контексте теории поколений. В практической части на основе полученных данных, разработаны рекомендации по развитию внутреннего HR-бренда организации в целях совершенствования работы с молодыми специалистами. В заключении подведены итоги в соответствии с поставленными задачами. / Тhe master's thesis is devoted to the study of working with young specialists through the development of the company's internal HR-brand. Тhe theoretical part reflects the theoretical aspects of studying the problem of working with young specialists, the influence of the theory of generations on working with young specialists, the issues of personnel retention and the role of HR- branding in retaining specialists. Тhe analytical part describes the general characteristics of the linear production management of main gas pipelines, analyzes the existing system of work with young specialists and develops recommendations for its improvement. Тhe study consisted of three stages. The first is the analysis of normative documents regulating the work with young specialists, the second is the analysis of the organization of work with young specialists, the third – identifying career motivation of students to professional activity in the context of the theory of generations. In the practical part, based on the data obtained, recommendations were developed for the development of the internal HR-brand of the organization in order to improve work with young specialists. In conclusion, the results are summed up in accordance with the tasks set.

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