A growing body of research suggests that intra-organizational mobility represents an important source of value creation and retention. Internal hires who are embedded in organizational social networks have greater resources and experience than external workers who are less socially connected. Notwithstanding the great practical and theoretical interest in the benefits of intra-organizational mobility at the organizational level, little is known about how individuals’ intra-organizational careers unfold and the influence of social networks toward that end. This dissertation combines findings from three separate projects to investigate the mechanisms underlying the phenomenon of intra-organizational mobility—the structural factors that explain why people move within an organization, how movers and incumbents do or do not benefit from mobility, and the individual differences in network behavior for mobility. More specifically, in the first chapter, I examine how pre-existing communication contacts affect the mover’s performance upon joining the new group. I expect that movers are more likely to join business units to which they have pre-existing ties. Nonetheless, the ties that facilitate movers’ joining business units are oftentimes not those that help them to perform well subsequently. In the next chapter, I explore gender differences in network behavior as they impact on intra-organizational mobility. I argue that when a mover retains ties to the working unit that is being left, it improves the mover’s post-move performance. And women are more likely to maintain such persistent social ties, whereas men are more likely to establish new ties. In the final chapter, I assess the effects on the receiving group when a mover joins, and I argue that low-ranking incumbents embedded in stable performance hierarchies suffer from the introduction of high-performing newcomers and the induced unfavorable social comparison. I test my predictions using time-series data on the internal inter-branch transfers of retail sales employees at a US-based financial institution between November 2014 and April 2016. The dataset is composed of individual demographic information, monthly performance metrics (in dollars), and meta email communication among all employees. The data permits several methodological advancements: (1) the use of objective and consistent performance measures; (2) analysis of the temporal changes in the networks of the movers and their contacts; (3) analysis of communication network and its impact on performance, and (4) robustness checks that apply instrumental variable techniques. The approach taken in this dissertation adds a new perspective on the relationship between intra-organizational mobility and competitive advantage.

To be successful in today s turbulent business environment it is very important for a company to exhibit flexibility in its processes, activities and interfaces. Such a flexible approach enables firms to adapt and improvise in order to achieve the best possible outcomes. In spite of there being ample research on how to achieve flexibility in a variety of business process and activities, there remains little understanding on how flexibility in managing the use of resources reveals itself in intra-organisational interfaces. This thesis sheds more light on this issue and investigates flexibility specifically in the relational context of cross-functional interfaces. The importance of developing and investigating flexibility at the cross-functional relational interface is embedded in the recognition that the ability and willingness of departments to adapt and to accommodate deviations from original strategies through their cross-functional working is a critical factor for success. This research investigates flexibility at one such interface that is argued to be essential in achieving organisational success but that is characterised by conflict, lack of cooperation and distrust the Marketing and Sales interface. A literature review incorporating two broad literature streams; i.e., the Marketing and Sales cross-functional relationship literature and the literature on organisational flexibility helped develop a guiding definition of Marketing and Sales Interface Flexibility (MSIF). This definition was subsequently confirmed in the exploratory phase of the thesis, thereby providing a stronger conceptualisation of the MSIF phenomenon. The concept was found to be predicated on social exchange theory s view on the M&S exchange relationship as a dynamic process in which both continuously adapt to each other s needs through modification of their resources required to match those needs. Consequently, a theoretical model was developed. This model argues for an inverted U-shaped relationship between MSIF and business performance. According to this model, beyond certain optimal point MSIF may reduce business performance. Based on the empirical testing of the model via a survey of 229 UK-based business organisations no support was found for the inverted U-shaped relationship between MSIF and customer performance. Results of the empirical testing indicated that MSIF has an inverted U-shaped relationship with a firm s market performance. These results imply that a firm s market success is secured at lower levels of MSIF whereas further increases in investments in MSIF may, at some point, become detrimental to an organisation s market performance (i.e., market share and sales volume). Therefore, the findings suggest that managers should manage MSIF wisely, hold themselves from over-investing in MSIF and seek to find the optimal level which will provide the best market performance. On the other hand, MSIF was found to have a linear, positive relationship to customer performance indicating that higher levels of MSIF will secure more a satisfied and loyal customer base. The study also incorporates the contingency theory perspective and hypothesises the moderating effect of market dynamism on the MSIF - performance relationship. The results indicate that the value of MSIF for generating market performance decreases as technological turbulence in the market increases. Based on the social exchange theory the relationship between four socially constructed antecedents and MSIF are proposed. The findings highlight the positive impact of, (1) trust in the Marketing and Sales relationship, and (2) rules and norms of social exchange between Marketing and Sales as reflected in compatible goals and joint rewards on MSIF. However, resource dependence asymmetry is found to be negatively related to MSIF suggesting that a misbalanced resource dependency between the two will hamper MSIF. The theoretical and practical implications of the study findings are subsequently presented along with an acknowledgment of the study s limitations and proposed future research to further explore this important area.

<p>National tourism marketing is a competitive business; many countries try to attract foreign tourists to benefit the nations’ economy. Functions of national tourism marketing are the combination of business, politics, and psychology. This explanatory research provides information about the roles and organization structure of the Thai National Tourism Office (NTO) located in Sweden and its role as a key gatekeeper linking Thai tourism development to the Scandinavian market. The department responsible for the Thai NTO is called the Tourism Authority of Thailand (TAT), and operates under the authority of the Ministry of Tourism and Sports. The objectives of this research are to explore the role of the overseas National tourism office (NTO) in promoting Thai tourism and perception from the head office of TAT in Bangkok, Thailand. The qualitative methods are applied to research: public document and in-depth interviews. Open-ended interviews with the director of TAT in the Stockholm overseas office and with Deputy Governor for International Marketing of TAT in Thailand to exhibit and compare the marketing strategies of Thai NTO and overseas office. The research focuses on comparison in intra-organizational communication, marketing strategies, marketing performance, and perceptions towards Thai tourism and destinations marketing development between TAT head office and TAT Stockholm overseas office.</p>

National tourism marketing is a competitive business; many countries try to attract foreign tourists to benefit the nations’ economy. Functions of national tourism marketing are the combination of business, politics, and psychology. This explanatory research provides information about the roles and organization structure of the Thai National Tourism Office (NTO) located in Sweden and its role as a key gatekeeper linking Thai tourism development to the Scandinavian market. The department responsible for the Thai NTO is called the Tourism Authority of Thailand (TAT), and operates under the authority of the Ministry of Tourism and Sports. The objectives of this research are to explore the role of the overseas National tourism office (NTO) in promoting Thai tourism and perception from the head office of TAT in Bangkok, Thailand. The qualitative methods are applied to research: public document and in-depth interviews. Open-ended interviews with the director of TAT in the Stockholm overseas office and with Deputy Governor for International Marketing of TAT in Thailand to exhibit and compare the marketing strategies of Thai NTO and overseas office. The research focuses on comparison in intra-organizational communication, marketing strategies, marketing performance, and perceptions towards Thai tourism and destinations marketing development between TAT head office and TAT Stockholm overseas office.

Social networks and social capital issues have been combined with organizational behavior scope for decades. Nevertheless, the difficulty of methodology and data collection causes the rareness of related empirical study. In this dissertation, multi-level research structure and hypothesis, including dyadic-level, individual-level, and network-level, are proposed to be examined respectively. 505 questionnaires were collected from 17 companies providing a great deal of support to be analyzed by social network analysis technique of UCINET VI for windows. The following are results and conclusions of each research level: For dyadic level, ¡§cognition-based trust¡¨ and ¡§affect-based trust¡¨ are core variables representing dyadic relationship quality. Similarity/attraction paradigm, self-categorizing, and social identity were used as theory basis to prove the positive effects of antecedents embracing gender, education level, age, and tenure similarity, also the ¡§value fit¡¨ and ¡§cognitive friendship¡¨, on dyadic relationship quality and interaction behaviors. The results demonstrate the higher similarity of education level and tenure between two individuals, the greater level of value fit, friendships, cognitive-based trust, affect-based trust, knowledge sharing, and citizenship behaviors. Cognition and affect trusts between two individuals cause the knowledge sharing and citizenship behaviors for each other. The positive effects of gender differences on relationship quality are discovered unexpectedly. For individual level, the normalized in-degree of centralities of ¡§advice networks¡¨ and ¡§friendship networks¡¨ were measured by social network analysis techniques to be examined as core variables. I draw on the formal organization structure (work flow network centrality and rank), personalities (conscientiousness, high-low self-monitoring, extraversion/introversion, collectivism/individualism), and job characteristics (job inter-dependency and work loading) for the antecedent variables of ¡§advice networks¡¨, ¡§friendship networks¡¨, and personal contextual performance (knowledge sharing and citizenship behaviors). Also treat the ¡§personal social capital¡¨ as the mediate variables among personal social networks and personal contextual performance. The results demonstrate the positive effects of rank, work flow network centrality, conscientiousness, self-monitoring, collectivism, and job inter-dependency on the centrality of advice network. The negative-effects of work loading are also verified. For the centrality of friendship network, the results proved the positive effects of the work flow network centrality, and conscientiousness, also the negative effects of work loading on it. Knowledge sharing behaviors representing the part of personal contextual performance are positively affected by conscientiousness, self-monitoring, rank, work flow network centrality, advice network centrality, friendship network centrality, and personal social capital. Work loading influences the knowledge sharing behaviors negatively. Citizenship behaviors that also represent the part of personal contextual performance are influenced by advice network centrality, friendship network centrality, and personal social capital. The mediating effects of social capital among personal social networks and personal contextual performance are also manifested. For network level, the comparisons among formal organization structure and nine intra-organizational social networks demonstrate the influences of rank and division on social network structural configuration. I also draw on the similarity-attraction paradigm as the theory basis to examine the positive effects of the similarity of department, gender, age, education-level, marriage status, and nine intra-organizational social network matrices on the relational matrices of friendship and affect-trust. MRQAP (Multiple Regression Quadratic Assignment Procedure) technique is applied on this analysis. The results verified the positive effects of the similarity of department, gender, and marriage status on friendship and affect-trust between two individuals. In addition, the theoretical and managerial implications, limitations and future research questions based on the findings and suggestions for future research are provided.

The master's thesis consists of introduction, two chapters, conclusion, bibliography, applications. The theoretical part presents the basic concepts of intra-organizational training of personnel, its types and forms, stages and methods. In the practical part, a general description of the enterprise under study, an analysis of the staff, is described, an analysis of internal organizational training of personnel is carried out using the example of the Irbit College of Humanities. Based on the data obtained, proposals have been developed to improve internal organizational training of personnel. In conclusion, the results are summarized in accordance with the tasks set. / В работе представлены основные понятия внутриорганизационного обучения персонала, ее виды и формы, этапы и методы. В практической части описывается общая характеристика исследуемого предприятия, анализ кадрового состава, проведен анализ внутриорганизационного обучения персонала на примере ГБПОУ СО «Ирбитский гуманитарный колледж». На основе полученных данных разработаны предложения по совершенствованию внутриорганизационного обучения персонала. В заключении подведены итоги в соответствии с поставленными задачами.

Интерес к внутриорганизационному маркетингу обусловлен признанием важности вовлеченности сотрудников компании в процесс создания ценности для потребителей. За счет использования инстру¬ментов внутриорганизационного маркетинга и достижения удовлетво¬ренности сотрудников, высшие учебные заведения, в конечном итоге, могут добиться более высокого уровня обслуживания не только внутренних, но и внешних клиентов. Именно персонал организации и его отношения с потребителями (внешними и внутренними) делают выпускаемый продукт уникальным и конкурентоспособным. Поэтому важной задачей для организации становится работа с персоналом. Полученные данные в ходе нашего исследования и разработанная методика позволяют оценить уровень сформированности внутриорганизационного маркетинга и инновационной среды вуза, определить степень сформированности потребности в инновационной деятельности у персонала вуза, выявить существующие проблемы, принять, в случае необходимости, корректирующие управленческие решения и выработать приоритетные направления для повышения конкурентоспособности вуза. Предложено организационное оформление внутриорганизационного маркетинга на основе создания проектной группы, состоящей из маркетологов по партнерским отношениям и менеджеров по управлению персоналом, переход к модели управления на основе ценностей как наиболее перспективной для реализации актуальных стратегий развития высшего образования в России. / The interest in intra-organizational marketing stems from the recognition of the importance of employee involvement in the process of creating value for consumers. Through the use of internal marketing tools and the achievement of employee satisfaction, higher education institutions can ultimately achieve a higher level of service not only to internal but also to external customers. It is the staff of the organization and their relationship with consumers (external and internal) that make the manufactured product unique and competitive. Therefore, an important task for the organization is to work with personnel. The data obtained in the course of our research and the developed methodology allow us to assess the level of formation of intra-organizational marketing and the innovative environment of the university, determine the degree of formation of the need for innovative activities among university personnel, identify existing problems, take, if necessary, corrective management decisions and develop priority areas for increasing competitiveness of the university. The organizational design of intra-organizational marketing based on the creation of a project group consisting of marketing specialists for partnerships and human resource managers is proposed, the transition to a management model based on values as the most promising for the implementation of current strategies for the development of higher education in Russia.

The people of Sweden have a long history of being engaged in sport organizations. Recently though, a decline of participation in sport organizations has been detected. The Swedish society has evolved immensely lately and with it new marketing techniques, new communication tools and new values have seen the light of day. The thesis of this study is to examine how non-profit sport organizations function in the areas of organizational culture, internal communication, consumer surplus and branding. The theories have been selected to provide background knowledge in the different functioning areas of an organization and to see how they cooperate in order to make marketing efforts more effective. The primary data has been collected with the use of semi structured interviews with representatives from the participating organizations. Additional primary data has been collected in the form of observations of published digital posts from the organizations communicational channels, to complement the data received in the interviews. The result shows that the principles of non-profit sports organizations are outdated and therefore differs from the rest of the society. The prevailing culture is one whom focuses primary on performance. This is reflected in their communication where the digital communication is somewhat neglected whilst the verbal forms of communication are highly developed. The only area where the involvement of members is coherent is in the context of performance.

Problem definition: There must be a knowledge transfer within the organisation to prevent illness and accidents at work.  Aim: Is to examine and describe how opportunities to share knowledge with other organisational members experienced by managers with occupational health and safety responsibilities. Method: A qualitative case study with semi-structured interviews from N=10 informants.  Main results: Managers' experience are perceived to be the possession of a superior power and that they need to bring in non-relational resources to dissemination knowledge. Conclusion: Theory suggests that by creating relationships by using communication and interaction to access trust and reciprocity, there are great opportunities for knowledge transfer. We have taken part of the informants' experiences, we have come to the conclusion it's not the easy to implement relationships in the work environment because it does not always precondition for this. Because of cultural differences, experience-and competence differences and organisational characteristics. / Problemformulering: I arbetet förekommer det stora risker för ohälsa och olyckor, för att kunna minimera dessa risker måste det ske en kunskapsspridning inom organisationen. Att sprida kunskap gällande arbetsmiljö är en viktig faktor i alla arbetsområden i samhället, dock är spridningen inte det enklaste. För att kunna sprida kunskap behöver vi undersöka hur chefer som ansvarar för arbetsmiljö upplever sina förutsättningar för kunskapsspridning inom organisationer. För att sedan ta del av detta och skapa förutsättningar som främjar spridningen av kunskap. Syfte: Att undersöka och beskriva hur förutsättningar att dela med sig av kunskap till andra organisationsmedlemmar upplevs av chefer med arbetsmiljöansvar Metod: En kvalitativ fallstudie med semistrukturerade intervjuer från N=10 informanter. Innehållsanalys har används för att analysera data. Huvudresultat: Skapandet av relationer är inte det enklaste tillvägagångsättet för att sprida kunskap. Chefernas förutsättningar upplevs vara att inneha en överordnad position och att de behöver/vill ta in icke-relationella resurser för att kunskapen enklare skall spridas. Slutsats: Teorin menar att nära relationer som byggs upp med hjälp av kommunikation och interaktion för att komma åt tillit och ömsesidighet medför stora förutsättningar för kunskapsspridning. Denna studie visar att tänket att skapa värdefulla relationer finns hos cheferna. Men på något vis är det inte det enklaste att genomföra, eftersom det inte alltid finns förutsättningar för detta. Det vill säga förutsättningar som, kulturella skillnader, erfarenhet- och kompetenskillnader och organisatoriska egenskaper.

Background Strategic alliances grant access to rare know-how, inimitable resources and valuable capabilities otherwise out of reach for a single firm. Existing alliance management literature focuses on the transfer of technical know-how between alliance partners. The intra-organizational learning process with the aim to build a firm-level alliance management capability to become better at managing strategic alliances has received little attention. Especially striking is the lack of extensive research on the barriers to this process. Aim This paper aims to shed light on the existence of learning barriers to the building of a firm-level alliance management capability. Methodology A qualitative study was conducted using semi-structured interviews. Ten individuals with varying degrees of experience in managing strategic alliances were interviewed. The ten respective sample firms were spread across seven different countries and six different industries. Findings The analysis revealed 38 learning barriers existent to the building of a firmlevel alliance management capability both confirming common organizational learning barriers and revealing context-specific learning barriers. They originate either in the firm member’s thinking and behavior, the firm’s processes and structures or in the specific learning environment. Categorized in thematical clusters, they show problem areas such as a lack of top management support. Some of the found learning barriers like the tendency of alliance managers to prioritize the relationship to the alliance partner are findings that have not received attention in theory yet. Those contributions can support a deeper understanding of what individual firms and the field of alliance management is missing in building a firm-level alliance management capability.