Syfte: Undersökningens syfte är att få en förståelse i vilken omfattning privata investerare beaktar utomstående faktorer vid sina investeringsbeslut på aktiemarknaden. Studien har för avsikt att undersöka om verkligheten stämmer överens med teorin, därmed om människor är rationella vid sina beslut, och vilka faktorer som styr individens beslut vid aktiehandel.  Metod: Denna undersökning är en kvantitativ tvärsnittsstudie med ett deskriptivt förhållningssätt. Undersökningen grundar sig i en genomgripande studie av litteratur följt av en enkätundersökning. Slutsats: Resultatet från undersökningen visar att psykologiska faktorer samt information har en påtaglig effekt på privatpersoners investeringsbeslut. Vidare indikerar undersökningen att många privata investerare som använder sig främst av nyckeltal vid aktieanalys samt vid investering. / Purpose: The purpose of this study is to gain an understanding of the extent to which private investors take external factors into account when making their investment decisions in the stock market. The study intends to investigate whether reality is consistent with the theory, thus whether people are rational in their decisions, and what factors govern the individual's decisions in stock trading. Method: This study is a quantitative cross-sectional study with a descriptive approach. The survey is based on a comprehensive study of literature followed by a survey.  Conclusions: The results from the survey shows that psychological factors and information have a significant effect on private investment decisions. Furthermore, the survey indicates that many private investors use key figures in stock analysis and their investments.

AI applications are today implemented in a wide range of settings with the goal of achieving greater efficiency. However, these implementations can not be guaranteed to be free of risks. This study investigated how people perceive these risks and benefits, and whether there were any notable differences to be found between the domains in which they appear, in this case e-commerce/marketing and healthcare. Additionally, the relationship between the perceptions and individual positive and negative attitudes towards AI were examined by utilizing an affect heuristic framework. The findings showed that the two domains did differ from one another, as ratings of both perceived risks and benefits were higher for the healthcare domain compared to the e-commerce/marketing domain. Further, an inverse correlation between ratings of risks and benefits were found within each domain, which is consistent with the affect heuristic framework.

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Executive compensation and its issues are a very sensitive subject, to be taken with apinch of salt, but it is above all a fascinating subject, which deserves a more globalunderstanding from people. Our study thus aims to determine to what extent executivecompensation and its structure, which may seem complex at first glance, play a role inthe risk aversion of executives. Our study demonstrates that there are more predominantexternal factors than compensation that influence an executive's risk aversion.Previous literature contains and exposes a large theoretical framework in our researcharea about risk aversion, and some factors that could have consequences on it. However,it has never been estimated and conducted through the interviews of people that candescribe the phenomena they have to deal with on a daily basis: executives andCompensation & Benefits Specialists. The emphasis on the practical point of view theycould provide was a key point of our approach.This thesis was directed with a qualitative study to understand perception and explainingfactors on the value of risk aversion by top managers. The semi-interviews completedgave data from various points of view in terms of roles in the company, sector of activityor country of the firm. Established from our review of previous research, the interviewguide evoked seven main themes to enable us to answer our research question.Literature search permitted us to highlight how risk aversion could be seen as a parameterthat needed leverage from the principal, rooting on the agency theory and its solution,with the optimal contract. We identified factors that could impact the risk aversion ofmanagers on top of the executive compensation. These four factors: innovation,information sharing, temporality and external factors went under analysis, linkingprevious studies and our data to explain, evaluate and understand how they couldinfluence risk aversion.Our study brings a real added value to the previous research. Indeed, on the theoreticallevel, our study allows us to know that it is not compensation that has the most prominentleverage effect on the risk aversion of executives. Beyond this theoretical benefit that thisresearch brings, it also brings a practical benefit since it will allow the managers of listedcompanies to better understand the stakes of a compensation structure, in particular thatof risk aversion. It provides companies with the keys to conceptualizing a compensationstructure in accordance with their culture and long-term objectives.

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We conducted experiments on norm focusing. The tests were carried out with two versions of dictator games: in one version of the game, the dictator had to allocate a gain of e10, while in the other version, a loss of e−10 needs to be allocated. In a first treatment, we focused subjects on the average giving in similar previous dictator games. The second treatment focused subjects on the behaviour of what a self-interested actor should do. In total, N = 550 participants took part in our experiments. We found (1) a significant difference in giving behaviour between gain and loss treatments, with subjects being moderately more self-interested in the loss domain, (2) a significant effect of focusing subjects on the average behaviour of others, but (3) no effect of focusing subjects on the behaviour of self-interested actors.

<p>A C. elegans model of nicotine use and aversion resistance following chronic low-dose nicotine pretreatment. Model was then applied to various receptor knockouts  (acr-5, acr-15, acr-16, dop-1, and dop-2) to determine the role of these receptors in aversion resistance. </p>

Titel: Mellanchefen &amp; hantering av medarbetares motstånd mot förändring Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi  Författare: Elsa Berg och Alicia Bergström Handledare: Emilia Kvarnström   Datum: 2024 - Januari   Syfte: Idag driver företag ständigt förändring- och utvecklingsarbeten och med förändringar kommer ofta motståndsreaktioner. Motstånd mot förändring från medarbetare behöver bemötas och hanteras för att förändringar ska kunna fortgå i verksamheter. Tidigare forskning studerar högre chefer och företags hantering av motstånd mot förändring, men mellanchefen däremellan har blivit bortglömd. Det finns en saknad i tidigare forskning om mellanchefens unika roll i samspel med hantering av motstånd från medarbetare. Därav syftar arbetet till att undersöka mellanchefers hantering av motstånd mot förändringsarbete. Den ledande forskningsfrågan för arbetet är: Hur hanterar mellanchefer motstånd mot förändring från sina medarbetare? Metod: Arbetets studie är av kvalitativ metod som har samlats in genom semistrukturerade intervjuer, dokument och iakttagelser. Det empiriska underlaget har samlats in och presenterats tematiskt utefter arbetets förutbestämda teman under avsnittet för resultat. Därefter har det gjorts en analys, där teori och empiri länkas till varandra. Studien har studerat mellanchefer som drivit igenom en strukturell förändring praktiskt och därtill hanterat motstånd mot förändring från sina medarbetare.  Resultat och slutsats: Resultatet för arbetets studie visar att det finns återkommande val av verktyg som mellanchefer använder sig av för att hantera motstånd mot förändring från sina medarbetare. Arbetet jämför tidigare forskning som riktas till högre chefer där tre sätt att hantera motstånd är centrala: kommunikation, förebyggande förändringsbearbetning och närvarande chef. Studien finner att mellanchefer likt högre chefer använder sig av kommunikation och närvarande chef, medan förebyggande hantering endast är möjlig om mellanchefen är involverad tidigt i förändringen. Upptäckten är att mellanchefer i förhållande till högre chefer står i en beroendeställning där de själva inte beslutar om deras involverande utan det ligger i händerna på deras överställda chefer. Därtill finner studien ett nytt sätt som mellanchefer hanterar motstånd mot förändring från sina medarbetare: mellanchefen som krockkudde.  Examensarbetets bidrag: Arbetet bidrar med ökad förståelse för hur mellanchefer hanterar motstånd mot förändring från sina medarbetare. Samt att de i förhållande till högre chefer hanterar motstånd mot förändring under andra villkor, vilket styr deras val av och möjlighet till hanteringsverktyg. Detta kan dels vara värdefullt för företag som strävar efter att vinna mer kunskap om den komplicerade mellanchefsrollen eller att utveckla sina mellanchefers funktioner. Det kan även vara en vägledning för vidare forskning inom området för mellanchefer.  Förslag till fortsatt forskning: Utifrån studiens resultat föreslås vidare forskning i form av att inkludera ett större antal respondenter samt olika sorters positioner för att vinna fler infallsvinklar. Vidare skulle även en tvärsnittsstudie vara av intresse för att undersöka om utfallet skiljer sig mellan olika företag. Ett mer komplicerat men ack så intressant förslag på vidare forskning är att genomföra observationer, förslagsvis deltagande observationer som sträcker sig över en längre tid och ger möjligheten till att verkligen få inblick i hur mellanchefers faktiska hanteringen av motstånd mot förändring ser ut. Nyckelord: Middle manager, employee resistance to change, change aversion, change management och managing resistance to change. / Title: The middle manager &amp; managing employee resistance to change Level: Bachelor's degree thesis in business administration Author: Elsa Berg och Alicia Bergström Supervisor: Emilia Kvarnström   Date: 2024 – January  Aim: Today, companies are constantly pursuing improvement and development work, and with changes often come resistance reactions. Resistance to change from employees needs to be met and managed for changes to continue in businesses. Previous research studies managers and companies' management of resistance to change, but the middle manager in between has been forgotten. There is a lack in previous research on the unique role of the middle manager in interaction with handling resistance from employees. Hence, the work aims to investigate middle managers' handling of resistance to change work. The leading research question for the work is: How do middle managers handle resistance from their employees during change work? Method: The study is of a qualitative method that has been collected through semi-structured interviews, documents and observation. The empirical basis has been collected and presented thematically according to the predetermined themes of the work under the results section. After that, an analysis has been made, where theory and empiricism are linked to each other. The study has studied middle managers who pushed through a structural change in practice and also dealt with resistance to change from their employees. Results and conclusion: The result of the study shows that there are recurring choices of tools that middle managers use to deal with resistance to change from their employees. The work compares previous research aimed at senior managers where three ways of handling resistance are central: communication, preventive change processing and present manager. The study finds that middle managers, like senior managers, use communication and a present manager, while preventive management is only possible if the middle manager is involved early in the change. The discovery is that middle managers in relation to higher managers are in a dependent position where they themselves do not decide on their involvement, but it is in the hands of their superior managers. In addition, the study finds a new way in which middle managers handle resistance to change from their employees: the middle manager as an airbag.  Contribution of the thesis: The work contributes with increased understanding of how middle managers handle resistance to change from their employees. And that, in relation to higher managers, they deal with resistance to change under other conditions, which controls their choice of and opportunity for management tools. This can be valuable for companies that strive to gain more knowledge about the complicated middle management role or to develop the functions of their middle managers. It can also be a guide for further research in the area of ​​middle managers.  Suggestions for future research: Based on the study's results and limitations, further research is suggested in the form of including a larger number of respondents and different kinds of positions to gain more angles. Furthermore, a cross-sectional study would also be of interest to investigate whether the outcome differs between different companies. A more complicated but oh so interesting proposal for further research is to carry out observations, for example participant observations that extend over a longer period of time and provide the opportunity to really gain insight into what middle managers' actual handling of resistance to change looks like.  Key words: Middle manager, employee resistance to change, change aversion, change management and managing resistance to change.

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