A factor analysis using an oblique rotation was performed on an employee attitude survey developed for a data processing company. The survey was administered to 669 volunteer employees. There were 291 males and 378 females. It was hypothesized that four main factors would be identified as "Advancement Opportunities," "Compensation and Benefits," "Management Style," and "Job." Results of the factor analysis did not confirm the hypothesized a priori factor structure. The lack of confirmation of the hypothesized factor structure was found to be a result of poor survey construction. The attitude survey was found not to be a valid measure of employee attitudes. Implications of this study suggest that a poorly constructed attitude survey may be worse than no survey at all.

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En chef använder olika färdigheter i sin vardag t ex kommunikation, relationsskapande och beslutsfattande. Likväl som chefen agerar med olika ledarstilar utifrån kontexten och medarbetarna. Kvaliteten på chefens färdigheter och agerande kan bedömas i en medarbetarenkät där medarbetaren även bedömer sitt och gruppens välbefinnande. En medarbetarenkät ska vara ett stöd för chefen att utveckla sitt ledarskap och sin verksamhet. Denna uppsats analyserar de tio bästa och de tio sämsta enheterna från en medarbetarenkät i ett landsting. I uppsatsen skapas olika ledarstilsindex utifrån redan befintliga frågebatterier och användandet av enkätens frågor. Uppsatsen förklarar sambanden och variationen i svaren på frågor kring medarbetarnas hälsa och förtroende för chefen utifrån skapade ledarstilsindex. ”Ledarklimatet” och ”Ledarskap som främjar hälsa och utveckling” är de ledarstilsindex som förklarar mycket av variationen i svaren. Grunden i dessa index är kommunikationen. Uppsatsen visar att utveckling och ökad kunskapen kring kommunikation kan ge bättre resultat på en medarbetarenkät. Att förstå sambanden mellan olika delar av enkäten kan hjälpa chefen att sätta in rätt åtgärder för bra ledarutveckling och därmed förbättra arbetsklimatet och öka välbefinnande hos medarbetarna. / A manager uses different skills in their everyday life such as communication, relationship-building and decision making. As well as managers is acting with different leadership styles based on context and employees. The quality of the manager's skills and behavior can be valued in an employee survey where the employee also values his and the group's well-being. An employee survey is to provide support for the managers to develop their leadership and their activities. This paper analyzes the ten best and the ten worst units from an employee survey in a county council. The paper created different leadership style indices based on existing questionnaires and the use of survey questions. The paper explains the relationships and the variation in the responses to questions about the health and confidence of the manager based on the management style indices. " Leadership climate" and "Health and development promoting leadership behavior " is the leadership style indices that explain much of the variation in the responses. The basis of these indices is communication. The paper shows that development and increased knowledge of communication can give better results on an employee survey. Understanding the relationships between different parts of the survey can help the manager to apply the correct measures to good leadership development and thereby improve the working climate and the well-being of employees.

A 75-item, Likert-type employee attitude survey was completed by a sample of 670 hourly and salaried employees of a Southwestern company engaged in computerized tax-form processing. The survey contained items relating to attitude dimensions roughly analogous to those subsumed under the two-factor theory of job satisfaction as defined in the relevant literature. Factor analysis, using the principle axes solution, followed by both orthogonal (varimax) and oblique (direct oblimin) rotations was performed. The oblique rotation derived 11 factors which accounted for 87.3% of the common variance. These lent statistical support to 10 of 16 a priori, hypothesized attitudinal dimensions. The six remaining hypothesized dimensions were not empirically supported.

Studiens syfte var att undersöka operatörers upplevelser av medarbetarundersökningar med avsiktatt belysa erfarenheter som upplevs ha bidragit till formandet av attityder gentemotmedarbetarundersökningar. För att uppnå detta användes en kvalitativ metod. Åttasemistrukturerade intervjuer genomfördes med yrkesverksamma operatörer som hade erfarenhet avmedarbetarundersökningar. Materialet från datainsamlingen transkriberades för att sedan analyserasmed hjälp av en induktiv tematisk analys. Analysen resulterade i fyra huvudteman: åtgärder ochuppföljningsarbete, att påverka arbetsplatsförhållanden, förmedling av åsikter genommedarbetarundersökningar samt anonymitet gentemot arbetsgivaren. Huvudresultatet visade attföljande erfarenheter upplevs ha bidragit till att forma respondenternas attityder gentemotmedarbetarundersökningar: 1) Upplevelsen av huruvida organisationen vidtar eller inte vidtaråtgärder och uppföljningsarbete på det presenterade undersökningsresultatet, 2) om respondenternaupplever att de har möjlighet att påverka arbetsplatsförhållanden genom medarbetarundersökningareller inte, 3) upplevelsen av att det i undersökningar går att uttrycka sina åsikter eller ej, 4) samt omundersökningsdeltagande upplevs anonymt eller inte. / The aim of the study was to explore operator`s experiences of employee surveys with theintention of highlighting experiences that was perceived to contribute to the formation ofattitudes towards employee surveys. To achieve this, a qualitative method was used toconduct the study. Eight semi-structured interviews were conducted with respondents whowas working as operators and had experience of employee surveys. The material from thedata collection was transcribed and then analyzed using inductive thematic analysis. Theanalysis resulted in four main themes: actions and follow-up work, influencing workplaceconditions, conveying opinions through employee surveys, and anonymity towards theemployer. The main result showed that the following experiences contributed to the formationof the respondent`s attitudes toward employee surveys: 1) The experience of whether theorganization acts upon the presented result or not, 2) if the respondent`s experience that theyhave the opportunity to influence workplace conditions through employee surveys or not, 3)the experience of whether it`s possible to express their opinions in surveys or not, and 4) if theparticipation in surveys is perceived as anonymous or not.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Magister Commercii - MCom / Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided. / South Africa

Syftet med den här studien är att undersöka på vilket sätt mellanchefer upplever att medarbetarenkäter kan vara ett verktyg för förändring och utveckling med utgångspunkt i kartläggning av den psykosociala arbetsmiljön. Medarbetarenkäter är ett diskuterat ämne som rymmer olika åsikter. Utifrån syftet har tre frågeställningar formulerats: Med fokus på den psykosociala arbetsmiljön, Vad anser mellanchefer är syftet med medarbetarenkäter?, Hur upplever mellanchefer att resultatet av medarbetarenkäterna tas om hand och används i förändringsarbetet? samt Vilken roll får resultatet av medarbetarenkäter i arbetet med att driva förändringsprocesser, enligt mellancheferna? Studien är kvalitativ och har genomförts genom semistrukturerade intervjuer. Det empiriska materialet är baserat på intervjuer med sju mellanchefer i omsorgsförvaltningen, där samtliga har minst tre års erfarenhet av att arbeta med medarbetarenkäter som verktyg. Teorier som används är Kurt Lewins förändringsmodell samt Karaseks & Theorells (1990) krav-kontroll-stödmodell. Dessa används för att förstå det empiriska materialet och sätta studien i en vetenskaplig kontext.  Studiens resultat visar att mellanchefer upplever att syftet med medarbetarenkäter är att fånga upp medarbetarnas åsikter, att mäta den psykosociala arbetsmiljön, att fungera som en temperaturmätning och ett komplement till andra verktyg. Vidare beskriver många att syftet uppnås om chefen arbetar med den på rätt sätt, vilket inte alltid görs. Resurser som tid och pengar påverkar och stoppar ofta arbetet med medarbetarenkäterna. Vidare upplever många av respondenterna att hur resultatet av medarbetarenkäterna tas om hand beror på hur de själva, cheferna, kommunicerar ut syftet, resultatet samt hur de får medarbetarna engagerade i processen. Efterarbetet och eget ledarskap har en stor betydelse i respondenternas upplevelse kring hur enkäten faktiskt leder till förändring och utveckling på arbetsplatsen. Det verkar även vara chefen som är den som är ansvarig för att en förändring ska ske även om det är ett samspel med medarbetarna. / The purpose of this study is to investigate the way in which middle managers feel that employee surveys can be a tool for change and development based on the psychosocial work environment. Employee surveys are a discussed topic that contains different opinions. Based on the purpose, three questions have been formulated: With a focus on the psychosocial work environment, what do middle managers think is the purpose of employee surveys?, How do middle managers feel that the results of the employee surveys are taken care of and used in the change work? and What role does the result of employee surveys play in the work of running processes, according to the middle managers? The study is qualitative and has been conducted through semi-structured interviews. The empirical material is based on interviews with seven middle managers in the care administration, all of whom have at least three years' experience of working with employee surveys as a tool. Theories used are Kurt Lewin's change model and Karasek´s & Theorell's requirements-control-support model. These are used to understand the empirical material and put it in a scientific context. The results of the study shows that middle managers feel that the purpose of employee surveys is to capture the employees' opinions, function as a yardstick for the psychosocial work environment, that is, function as a temperature measurement and a complement to other tools. Furthermore, many describe that the purpose is achieved if the manager works with it in the right way, which is not always done. Resources such as time and money often affect and stop the work with the employee surveys. Moreover, many of the respondents experience that how the results of the employee surveys are handled depends on how they, the managers, communicate the purpose, the results and how they get the employees involved in the process. The follow-up work and own leadership are of great importance in the respondents' experience of how the survey actually leads to change and development in the workplace. It also seems to be the manager who is responsible for a change to take place even if it is an interaction with the employees.

Purpose: This thesis aim is to examine the employer’s responsibility regarding the psychosocial work environment and to investigate the shape of employee surveys as a tool for the employer to discover psychosocial risks in the work environment. The aim is also to investigate how international organizations pay attention to the issue. Method: The legal dogmatic method is applied in the work to establish current law in the field of psychosocial work environment. Furthermore, the method of sociology of law is applied in order to study three different employee surveys as a result of established law. Results: The result shows several factors that the employer needs to take into account due to their responsibility when it comes to psychosocial work environment. An example of this is help and support units for employees that should be offered by the employer. The result of the employee surveys studied shows that they contain some disadvantages, such as that they tend to be too long. However, they pay attention to a lot of psychosocial risks. There also tends to be a clear correlation between regulations within the psychosocial work environment field and the formulated questions in the employee surveys. Conclusion: The study finds that the employer has an extensive responsibility when it comes to the psychosocial work environment. It also shows that the employee surveys have improved over time and that they have the potential to be a functional tool to discover psychosocial risks at work. The study also finds that the different international organizations have quite different focus regarding psychosocial work environment.