Yes / This study investigates whether participation in goal-setting within performance measurement and evaluation processes affects goal commitment and if so, whether the effect is mediated by procedural fairness and interpersonal trust. Using a sample of 54 managers within a UK financial services organisation, this study finds that participation in goal-setting is positively associated with goal commitment. Further analysis arising from introducing procedural fairness and interpersonal trust as mediating variables reveals that the association is significantly mediated by procedural fairness. Overall, these findings offer empirical evidence on the importance of procedural fairness on the relationship between participation and goal commitment.

Yes / This study aims to examine the drivers and impact of et-moone on relational governance within B2B relationships in the Arab Asian region. Building on commitment and trust theory, this study proposes how et-moone could be driven by IT-enabled interactions during the COVID-19 pandemic. Data were collected using an online questionnaire survey from the food, pharmaceutical, detergent and sterilizer industries in Jordan and Saudi Arabia. A two-stage structural equation modelling approach was used to test the model. The results largely support the significant impact of et-moone predictors. A strong and significant relationship was also found between et-moone and relational governance. This study expands the theoretical horizon of et-moone by considering a new driver (i.e., IT-enabled interactions) and its consequences in terms of relational governance. The outcomes of the current study also make contributions for both practitioners and researchers who are interested in socio-cultural values (i.e., et-Moone) in Arabic countries. An in-depth discussion on the above is presented in the subsections on theoretical and practical implications.

Syfte: Syftet med detta arbete är att genomföra en kartläggning av anledningar till att en del arbetstagare väljer att sjukanmäla sig från arbetet även om varken sjukdom eller skada har skett.   Metod: Grundad teori-metod om fenomenet Ogiltig korttidssjukfrånvaro med en induktiv ansats. Datainsamlingen har skett genom ostrukturerade intervjuer.   Slutsats: De allra vanligaste orsakerna som gömmer sig bakom arbetstagarnas ogiltiga sjukskrivningar kan förklaras via ledarskap som brister i olika aspekter, brist på motivation och engagemang med arbetet, arbets- och ickearbetsrelaterad stress, för hög arbetsbelastning och missbruk av sjuklön.   Nyckelord: Arbetsmiljö, Bedrägeri, Korttidssjukfrånvaro, Ogiltig sjukfrånvaro, Personligt välbefinnande, Work commitment. / Purpose: The purpose of this study is to conduct a mapping of the reasons why some employees choose to call in sick from work even when no illness or injury has occurred.   Method: Inspiration of Grounded Theory method about invalid sick-absence with an inductive reasoning. Data gathering method has been done by unstructured interviews.   Conclusion: The most common reasons that hide behind employees' invalid sick leave can be explained through leadership such as deficiencies in various aspects, lack of motivation and commitment to work, work- and nonworkrelated stress, excessive workload and misuse of sick pay.   Key words: Work environment, Fraud, Short term sick-absence, Invalid sickabsence, Personal wellbeing, Work commitment.

Teacher burnout, absenteeism, and turnover continue to plague schools throughout the United States. Researchers have suggested that a school principal's transformational leadership may impact teacher commitment, though there are limited findings regarding the differences in commitment levels among rural and non-rural teachers. There are also limited findings regarding how the different elements of a principal's transformational leadership (idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation) impact teachers' professional and organizational commitment, if at all. The purpose of this study was to investigate potential differences in commitment levels among rural and non-rural teachers, as well as urban-rural differences in the links between principal transformational leadership (including its specific sub-domains: idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation) and teacher commitment to the profession and the organization. This quantitative study included a questionnaire that was filled out by 363 urban teachers and 460 rural teachers living throughout the state of Arizona. Statistical t-tests and regression models were used. The findings reveal that, among other things, idealized influence (attributes) consistently proves to be a predictor of professional and organizational commitment among both rural and non-rural teachers and that rural teachers experience greater levels of commitment than do urban teachers. Schools and districts may use these results in their search for hiring and training principals by searching for candidates that display characteristics in line with idealized attributes and by doing more to train current principals in behaviors tied to this element of transformational leadership. Districts and schools may also explore other ways to help non-rural teachers to feel more committed.

Studiens syfte var att undersöka huruvida ”Corporate Social Responsibility” (CSR) påverkar de anställdas organisatoriska engagemang och ”Organizational Citizenship Behavior” (OCB) positivt samt huruvida CSR-aktiviteterna minskar de anställdas vilja att säga upp sig. Forskningsstrategin har utgått ifrån en deduktiv ansats och grundades i en kvantitativ design där en webbaserad enkätstudie skickades ut till de anställda på ett medelstort kooperativt företag inom fastighetsbranschen under april 2016. Ett klusterurval genomfördes vilket genererade 62 enkätsvar med en svarsfrekvens på 36%. För att säkerställa mätinstrumentets reliabilitet användes Cronbachs alfa reliabilitetskoefficient där samtliga värden låg mellan α=0,81 och α=0,89. Pearsons korrelationsanalys och flera stegvisa regressionsanalyser utfördes för att analysera data. En signifikansnivå på p=0,05 tillämpades och studiens resultat visade att CSR predicerar de anställdas organisatoriska engagemang (p <0,001) och OCB (p <0,001). Slutsatsen av resultatet indikerade på att företagets CSR-arbete är relevant och har en positiv påverkan på de anställdas attityder och beteenden.

<p>In recent time the pressure on companies from groups like governments, regular citizens and media on taking its social responsibility has increased in rapid pace. This has led to increased interest from companies all over the world about social issues and the companies’ responsibility for these issues.</p><p>In the more competitive environment were companies act today the use of corporate social responsibility (CSR) to differentiate itself against other company’s increases in importance. Together with increasing interest from stakeholders about social issues has made it central for companies not only to be social responsible but also to be good at finding future social trends that will give them competitive advantage against other actors.</p><p>The purpose of this paper is to examine how the three largest fashion chains in Sweden, Hennes & Mauritz, Lindex and KappAhl, are managing its CSR work now and how good their organisation is prepared to manage the CSR work in the future. The examination will focus on the factors that make the management of CSR successful or not, and to get an overview of if the conditions for current and future successful CSR is present at the companies. By doing a qualitative document analysis of the selected companies the conclusion is made that there is much work to be done at the three largest Swedish fashion chains to more effectively use CSR and the positive effects that a well developed CSR plan can bring to the companies. The conclusion is based on the lack of long-term remuneration incentives for the management that rewards a short-term decisions and the extensive use of collective commitments instead of exclusive CSR work.</p>

Commitment Issues? – En kvantitativ studie om commitment i relationen mellan kund och bank  Frågeställning  Hur upplever kunden commitment i relationen till banken och Internetbanken? Hur kan banken agera för att påverka kundens commitment?  Syfte Studien syftar till att undersöka commitment i relationen mellan kund och bank för att dra slutsatser kring vikten av kundens commitment. Vidare är syftet att undersöka påverkansfaktorerna förtroende och misstro samt bankens och Internetbankens påverkan på commitment.  Metod För att undersöka kundernas upplevda commitment genomfördes en kvantitativ studie med hjälp av en Internetbaserad enkät som besvarades av 1 265 svensktalande respondenter.  Slutsats Kundens commitment är influerat av relationen till banken och hur bankens commitment upplevs. Banken har således möjlighet att stärka kundens commitment genom att visa engagemang och kommunicera på ett personligt sätt, för att tydliggöra att kundens behov och intresse är främsta prioritet. Förtroende är en viktig grundsten i relationen mellan bank och kund, vilket ligger till grund för commitment. Om en kund däremot känner misstro för banken är benägenheten att byta bank större. Commitment till Internetbanken är nära kopplat till kundens commitment till banken. Stärkt commitment till banken stärker commitment till Internetbanken och vice versa. / Commitment Issues? – A quantitative study about commitment in the relationship between the customer and the bank  Research questions What is the customer perception of commitment in the relationship with the bank and online bank? How should the bank act to influence customer commitment?  Purpose The study aims to explore the concept of commitment in the relationship between the customer and the bank. The paper also examines the influence of trust, distrust and online banking on customer commitment and gives direction for how Swedish banks should conduct their business in order to build commitment.  Method In order to explore customers perceived commitment, a quantitative study was carried out using an online survey which was conducted by 1 265 Swedish speaking respondents.  Conclusion The perceived commitment is influenced by the relationship with the bank. It is influenced by the manner of communication, personalization has proven effective to show customers that their needs and interests are prioritized. Customers generally have a higher level of commitment when they feel valued by the bank. Trust is the main pillar in the relationship between the bank and the customer, which is the foundation of commitment. Distrust on the other hand increases the likelihood that the customer will switch to an other bank branch. The commitment to financial services online is closely related to the commitment to the bank branch. A strong commitment to the bank creates a strong commitment to the online bank, and vice versa.

The purpose of this research was to study the effect of the conflict settlement process on the degree of expressed organizational commitment of employees in a collective bargaining setting. The research was done in a basic industry in northern Alabama. The instrument included the Organizational Commitment Questionnaire (OCQ) developed by Mowday, Porter, and Steers. Demographic variables measured were education, age, and sex. Main effects variables were tenure; union membership; and self-described experience with and feeling toward grievance/arbitration as a category 1 grievant, category 2 grievant, witness, and supervisor. Data were analyzed with hierarchical multiple regression. No statistically significant results were found. Limitations included the economic climate of the region and the industrial relations climate of the company.

Output power of hydro power plant was modelled and an optimization algorithm was implemented in a tool for optimizing hydro power plants. The tool maximizes power output of a hydro power plant by distributing water over a set of active units in the power plant which will be used in planning of electricity production. This tool was built in a MATLAB environment, using the optimization toolbox, and a GUI was developed for Vattenfall. The optimization tool was based on the same architecture as the current tool used for this kind of optimization which is to be replaced by the work presented in this thesis. Therefore, the goal was to achieve the same optimal results as the current optimization tool. Power output of three of Vattenfall’s hydro power plants were computed and two of these plants were optimized. These power output results were compared to results from the optimization tool currently used. This showed differences within the inaccuracy of measurements of ≤ 0.3%. These three power plants proved that the new tool is sufficient to replace the current tool but further testing is recommended to be conducted on more of Vattenfall’s hydro power plants to prove its consistency.

The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.