The forestry industry played an important role in the industrialization of the Swedish economy in the late 19th century. The aim of this study is to deed with the determination of income and wages in the forestry regions where the sawmills and pulp industries found their raw material supplies.The formation of incomes and wages for lumberjacks and drivers is analysed in the Parish of Jokkmokk in the far north of Sweden for the period 1878 to 1938. The number of workers engaged in forestry is also estimated as is the total labour supply in the parish.Technological development and productivity in felling and transportation are analysed. This part of the study covers the period 1880 to the present, and includes log-driving activities on the Lule River from 1881 to 1977.Briefly, the findings of the study are that income, timber prices and wages in forestry in the parish fluctuated together with exports of forestry products, particularly pulp after the year 1910. Estimates also show that troughs were deeper and booms more marked in the study area than in the overall market for forestry products measured both in volume and in export value.Labour productivity in felling and transport showed a rising tendency in the last two decades of the 19th century, which reflects the replacement of the axe as the only instrument for felling by the two-man timber saw. Better horses, fodder and sledges also raised efficiency.However, during the first half of the 20th century, labour productivity was markedly stagnant. Improvements in equipment, such as better steel in the saws, even stronger horses and so on, could not compensate for circumstances such as longer transporting distances and more cutting in the forests with lower volume per tree.These latter tendencies reflect a growing shortage of raw materials which the Swedish forestry industries had to face from about the turn of the century. Not until about 1955, when tractors replaced horses and the power saw replaced the one-man timber saw, did productivity rise substantially. Over a period of fifteen to twenty years, forestry work became almost completely mechanized.The labour force in the Parish of Jokkmokk was over 2,000 men in the boom of the 1930s. Today, the labour force is a steady 250 or so. The technological change in the 1960s was, of course, an adjustment to the extremely high labour costs in the Swedish post-war economy.In industry, a continuous adjustment to the factor proportions in the economy had taken place. In forestry, adjustment took place over a very short period of time after decades of stagnation from the technological point of view. Institutional, social and technical obstacles had delayed adjustments earlier. A totally new organization within forestry work was required before new techniques could be introduced. These were not applicable to older organization forms based on part-time farmers, part-time foresters. / digitalisering@umu

People experience autonomy when they perceive their behaviour to be volitional and they feel controlled when their behaviour is driven by external demands or internal pressures. Gaine and La Guardia (2009) developed the Motivations for Relational Activities (MRA) scale to assess the extent to which romantic partners feel autonomous and controlled in a variety of specific relational activities. In a sample of mostly non-married individuals, Gaine and La Guardia (2009) found that the more willing and the less pressured individuals feel to engage in relational activities, the greater their relationship well-being. Study 1 examined whether autonomous and controlled activity motivations have similar implications for relationship well-being for married individuals. Results replicated the results from the non-married sample (Gaine & La Guardia, 2009). Study 2 assessed the relational activity motivation of both partners in married and common-law relationships and examined how one’s own motives relate to one’s own relationship well-being and one’s partner’s relationship well-being. Results suggested that one’s own motivations toward relational activities predict one’s own relationship well-being but not one’s partner’s well-being, with the exception of men’s relationship satisfaction, which was positively predicted by women’s autonomous activity motivation. Study 2 also employed daily diaries to examine the implications of each partner’s activity motivations for partners’ daily relational functioning and well-being. Results showed that when individuals are more willing and less pressured to engage in relational activities, they experience greater daily relationship well-being. Further, when individuals are more willing and less pressured in their relational activities, they are observed by their partner to be more engaged and responsive on a day-to-day basis. Finally, women’s willing engagement of relational activities emerged as a particularly important predictor of their own as well as men’s relational functioning and wellness.

Feedback sign (positive, negative, or no feedback sign) and feedback style (autonomous, controlling, or no feedback style) were manipulated in a 3x3 repeated measures design. Two hundred thirty-three undergraduate students from introductory psychology classes completed measures of perceived competence, perceived choice, and interest over four time periods. Interest was regressed on perceived competence, perceived choice, and a moderation analysis revealed that perceived choice moderated the effect of perceived competence on interest. Creative answers to open-ended problems were assessed after time 2 (before feedback), and after time 3 (after feedback). Feedback style (autonomous, controlled, and neutral) and Feedback sign (positive, negative, and neutral) manipulations were analyzed using a 3x3 ANOVA, revealing no effect of feedback. Post-hoc analyses using perceived difficulty of the first creative problem as a covariate revealed an interaction of feedback style and difficulty, limiting between subjects analyses. Creativity was also regressed on interest. Pre-feedback interest predicted creativity according to expectations, but post-feedback interest did not predict creativity. Creativity did predict post-performance interest, possibly implying that interest is not a valid proxy for intrinsic motivation in within-subjects designs. Future studies should test the proposition that feedback affects intrinsic motivation, which in turn affects creative performance, and creative performance affects interest.

Using asset prices to explain the fluctuations of nominal exchange rate is popular for decades. A majority of papers focused on Monetary Model but failed to make a consistent conclusion. In this article, we suggest that the failure of monetary model might be coming from the basic assumption of taking different countries¡¦ assets as ¡§perfect substitutes¡¨. Under such circumstances, we introduce another model named as ¡§Portfolio Balance Model¡¨ where assets of different countries are no longer be taken as ¡§perfect substitutes¡¨ , implying that UIP( Uncoverd Interest Rate Parity)exist no more either. We do not overthrow the entire theory of Monetary Model. Instead, we expect the combination of these two models will turn something out that can be much more general, consistent, and robust. We take Canada as our domestic currency and adopt Johansen(1988) and Stock & Walson(1988) by using co-integration to test on three exchange rates relation (USD/CAD,GBP/CAD,JPY/CAD) from 1973 Q1 to 2004 Q4. It turns out that most of the coefficient are correct and passing statistical significance, such result suggest that the portfolio balance effect should not be ignored in the model.

No description available.

The developmental period of adolescence typically refers to the years between 13 and 19, and is associated with developmental tasks that help youth become young adults. The transition to adulthood is typically recognized by common adulthood benchmarks such as leaving home, finishing school, marriage, financial independence and having children. However, many young men and women attending college remain financially and emotionally dependent on their parents, as they have not entered the professional work ranks and are faced with the challenges of college. Increasingly, colleges and universities are becoming places to help teach young people to become prepared for the professional ranks and engaged with the world that surrounds them. However, very little research in higher education is focused on the developmental benefits associated with the college experience. The purpose of this study was to examine the presence of developmental supports for self-determination and initiative in a student leadership program. Throughout the youth development literature, self-determination and initiative are recognized as important internal capacities that aid young people as they transition to adulthood. These concepts provide the theoretical lens for a qualitative case study of a college leadership group. Data were gathered through in-depth semi-structured interviews, observations, a year end focus group, and supplemented by a review of the organizational instruments and tools they develop. Findings from this study confirm past studies of youth development organizations and extend this work by applying it to the developmental period of emerging adulthood. For the leadership group under investigation, initiative and self-determination were supported primarily through the actions of peers within the group. The experience of student leaders often shaped how the group was led, and these leaders became an important source of support for the basic needs of relatedness, competence, and autonomy within the group. The study covers a three-year period, and contrasts how peer leadership changed and impacted group functioning and performance over time. Practical implications of the study relate to the important role of faculty and graduate student advisors in training and monitoring student leaders before these individuals take a formal leadership role for these groups.

Thesis (Ph. D.)--University of Oregon, 2001. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 99-105). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis--Sarajevo, 1952. / At head of title: Miroslav, R. Đorđević. Includes bibliographical references.

I dagens informationssamhälle blir konkurrensen allt hårdare och servicen gentemot kunden ett allt viktigare konkurrensmedel. Servicen som frontpersonal levererar gentemot kunderna blir extra viktig inom tjänsteföretag då det är en central del av verksamheten. För att frontpersonalen ska vilja göra ett så bra arbete som möjligt och agera serviceinriktat i interaktionen med kunderna är det då viktigt att de är motiverade. Handlingsfrihet är ett verktyg för att motivera sina anställda och innebär, ”Att ge anställda befogenhet att själva fatta beslut och agera efter eget huvud i problematiska situationer”. Det finns många studier som tyder på att handlingsfrihet hos frontpersonalen kan leda till ökad arbetstillfredsställelse som i sin tur kan leda till ökad motivation och bättre arbetsprestation.   Handlingsfrihet behöver dock inte nödvändigtvis leda till en mer motiverad frontpersonal som levererar en bättre service gentemot kunderna. Det är inte passande att ge alla i personalen handlingsfrihet eftersom inte alla vill axla det ansvar som följer med handlingsfriheten. En väl fungerande handlingsfrihet kan leda till ökad servicekvalitet gentemot kunden samtidigt som frontpersonalen upplever ett ökat förtroenden, välmående och motivation. Detta skulle då utgöra en yttre autonomt motiverande faktor vilket är när yttre motivationsfaktorer stämmer överens med individens egna värderingar och denne finner en inneboende glädje samt vilja i att utföra uppgifterna. Samtidigt kan en misslyckad handlingsfrihet även leda till stress och osäkerhet som i sin tur kan resultera i felaktiga beslut, försämrad servicekvalitet och en minskad motivation. Människor är olika och reagerar på olika sätt i olika situationer, vissa kanske stimuleras av ansvarstagande, ökat förtroende och utrymme för kreativitet och frihet i sitt handlingsutrymme samtidigt som andra kan vara intresserade av att ha tydliga riktlinjer för vad som ska göras oavsett situation. Utifrån ovanstående bakgrund har studien följande problemformulering:   Hur påverkar handlingsfrihet frontpersonalens upplevda yttre autonoma motivation inom tjänsteföretag?   Syftet med denna studie är att skapa en fördjupad kunskap om hur handlingsfrihet påverkar frontpersonalens yttre autonoma motivation samt att resultatet ska kunna användas av ledare inom främst tjänstesektorn.   Studien använder sig av en kvalitativ metod med en induktiv ansats som grund. För insamlandet av data har elva semistrukturerade intervjuer genomförts och transkriberat där respondenterna utgörs av kundtjänstpersonal på de fem största bankerna.   Slutsatserna visar att handlingsfrihet kan leda till en ökad yttre autonom motivation. Om det ger en ökad yttre autonom motivation eller inte beror dock till stor del på individens egen inställning till handlingsfrihet. För att kunna avgöra om handlingsfrihet passar för individen kan ledaren identifiera det genom att analysera individernas personlighetsdrag. Detta då det finns ett tydligt samband där de respondenter med högre grad av personlighetsdragen tenderar att skapa en ökad yttre autonom motivation vid mycket handlingsfrihet medan de personer som med en lägre grad av personlighetsdragen istället tenderar att få en minskad motivation av handlingsfrihet.

Syftet med studien var att undersöka om det förelåg några skillnader i upplevelsen av inre arbetsmotivation och arbetstillfredsställelse bland tjänstemannakonsulter inom ett bemanningsföretag beroende på antal uppdrag. Syftet var även att undersöka om det förelåg någon interaktionseffekt mellan hur väl uppfyllda de inre motivationsbehoven var och antal uppdrag. Ytterligare ett syfte var att undersöka vilket motivationsbehov som predicerade generell arbetstillfredsställelse främst. Studien genomfördes inom ett bemanningsföretag i mellansverige, där 70 tjänstemannakonsulter deltog genom att besvara en webbenkät. Mätinstrumenten som användes var Basic Need of Satisfaction at work scale (BNS) och Minnesota Satisfaction Questionnaire (MSQ). BNS mätte de inre motivationsbehoven; autonomi, kompetens och samhörighet och MSQ mätte inre och yttre arbetstillfredsställelse. Resultatet visade en signifikant skillnad i upplevelse av de inre motivationsbehoven där kompetens och samhörighet skattades högre än autonomi. Resultatet visade även att autonomi predicerade generell arbetstillfredsställelse främst i gruppen med 1-3 uppdrag medan i gruppen med 4-12 uppdrag var det kompetens som predicerade generell arbetstillfredsställelse främst. / The purpose of the study was to examine whether there were any experience difference of intrinsic work motivation and work satisfaction among agency workers depending on the amount of assignments. The purpose was also to examine whether there was an interaction between the amounts of assignments and how well met the work motivations needs were and finally to examine which motivation needs that predicted general job satisfaction best in the groups. The study was conducted within an employment agency in Sweden, where 70 agency workers participated by answering an online questionnaire. The measuring instruments used were Basic Need of Satisfaction at work scale (BNS) and Minnesota Satisfaction Questionnaire (MSQ). BNS measured the intrinsic motivation needs; autonomy, competence and relatedness while MSQ measured internal and external work satisfaction. The results showed that there was a significant difference in the experience of the intrinsic motivation needs; competence and relatedness was higher estimated than autonomy. The results also showed that autonomy was the best predictor of general job satisfaction in the group with 1-3 assignments while competence was the best predictor of general job satisfaction in the group with 4-12 assignments.