Bakgrund: Det offentliga näringslivet kännetecknas av att de kombinerar olika institutionella logiker och på sikt blivit kallad för en hybridorganisation. Hybrida organisationer kan förklaras som att de blandar olika element som liknar både den privata och den offentliga sektorn. Hybrida organisationer är väldigt komplexa i förhållande till styrning och ledning. Men om hybrida organisationer lyckas att få det att fungera bra så blir de väldigt konkurrenskraftiga i och med att de lyckats kombinera element från de olika sektorerna. Incitament är studiens huvudfokus, då den är drivande för ekonomin och är essentiell. Syfte: Studiens syfte är att jämföra privata och hybrida energibolags omfattning av yttre-och inre incitament för medarbetarna. Metod: Studien har tillämpat en kvantitativ metod som bygger på en deduktiv ansats där två hypoteser har formulerats baserat på tidigare forskning inom incitamentsteori mellan privata-och offentliga sektorn. Studien tillämpar en kvantitativ innehållsanalys som omfattar att jämföra 30 hybrida och 30 privata energibolags årsredovisningar som operationaliseras för att beskriva omfattningen av redovisning om yttre-och inre incitament för medarbetarna. Slutsats: Studiens resultat visar att det finns samband mellan hybrida offentligt ägda bolag och omfattningen av yttre incitament i årsredovisningar. Sambandet är negativt signifikant korrelerade mellan oberoende variabel och beroende variablerna, yttre ord och meningar. Även en signifikant negativ korrelation mellan inre meningar och oberoende variabeln hittades. Av kontrollvariablerna för storlek visade totala tillgångar och antal anställda en positiv signifikant korrelation med omfattningen av redovisningen. / Background: The public sector is characterized by combining different institutional logics and in the long term being called a hybrid organization. Hybrid organizations can be explained as mixing different elements similar to both the private and public sectors. Hybrid organizations are very complex in relation to governance and management. But if hybrid organizations manage to make it work well, they will become very competitive as they manage to combine elements from the various sectors. Incentives are the main focus of the study, as it is driving the economy and is essential. Purpose: The aim of the study is to compare the extent of private and hybrid energy companies' extrinsic and intrinsic incentives for employees. Methodology: The study has applied a quantitative method based on a deductive approach where two hypotheses have been formulated based on previous research in incentive theory between the private and public sectors. The study applies a quantitative content analysis that includes comparing 30 hybrids public and 30 private energy companies' annual reports that are operationalized to describe the scope of accounting for extrinsic and intrinsic incentives for employees. Conclusion: The study's results show that there is a connection between hybrid publicly owned companies and the extent of extrinsic incentives in annual reports. The correlation is negatively significantly correlated between independent variable and dependent variables, extrinsic words and sentences. A significant negative correlation between intrinsic sentences and the independent variable was also found. Of the control variables for size, total assets and number of employees showed a positive significant correlation with the scope of the accounting.

Inledning: Techbranschen är en relativt ny men stor och omfattande bransch som ständigt växer. Techbranschen spelar en viktig roll för Sveriges nuvarande och framtida ekonomi. Därav anses techbolag vara relevanta att studera. I den här uppsatsen är de det transformativa ledarskapet och motivation inom techbolag som kommer att undersökas. Detta eftersom ett lyckat ledarskap och anställda som är motiverade anses som väsentligt för att företag ska kunna bli framgångsrika. Forskningsfråga: Hur motiveras anställda av ett transformativt ledarskap inom techbolag? Syfte: Syftet med denna studie är att beskriva och få en förståelse över det transformativa ledarskapets betydelse för anställdas motivation inom techbolag. Genom en ökad förståelse är målsättningen att utveckla ett teoretiskt ramverk. Teoretisk referensram: Den teoretiska referensramen är uppbyggd av de två centrala delarna transformativt ledarskap och motivation. I den teoretiska referensramen presenteras även Job Characteristics Model som utgör en central del i uppsatsen. Referensramen sammanfattas slutligen i en egen analysmodell. Metod: I denna studie användes en abduktiv forskningsansats. Vidare har en kvalitativ studie genomförts där respondenter från två olika techbolag bidragit till empirin genom semistrukturerade intervjuer. Litteraturstudien utfördes genom att samla in teorier från tidigare studier.  Empiri: Det empiriska resultatet av de kvalitativa intervjuerna presenteras. Analys: Genom att ha analyserat respondenternas svar framgår det att alla de fyra olika beteendena som det transformativt ledarskap består av har en betydelse för den inre motivationen men i olika stor utsträckning. De beteenden som anses ha störst betydelse för anställdas inre motivation inom techbolag är intellektuell stimulans och individuell omtanke. I slutet av analysen presenteras det teoretiska ramverket som utformats med stöd av studien. Slutsats: Slutsatsen av den här studien är att det transformativa ledarskapet har en stor betydelse för anställdas motivation inom techbolag. Det transformativa ledarskapet har en direkt positiv påverkan på anställdas inre motivation. Intellektuell stimulans och individuell omtanke är de transformativa ledarskapsbeteenden som visade sig ha störst betydelse för anställdas motivation inom techbolag. Vidare visar studien att ledarens egen arbetsbelastning kan påverka det transformativa ledarskapet negativt. I studien har det även framkommit att transformativt ledarskap har en betydelse för anställdas yttre motivation. / Introduction: The tech industry is a relatively new but large and extensive industry that is constantly growing. The tech industry plays an important role in Sweden's current and future economy. Hence, tech companies are considered relevant to study. In this study, it is transformational leadership and motivation in tech companies that will be examined. This is because successful leadership and motivated employees are considered essential for companies to be successful. Research Question: How does transformational leadership motivate employees in tech companies? Purpose Statement: The purpose of this study is to describe and gain a deeper understanding of the transformational leadership significance for employee motivation in tech companies. Through an increased understanding, the goal is to develop a theoretical framework. The theoretical frame of reference: The theoretical frame of reference is made up of the two central parts of transformational leadership and motivation. The theoretical frame of reference also presents the Job Characteristics Model, which is a central part of the thesis. The frame of reference is finally summarized in a separate analysis model. Method: In this study, an abductive research approach was used. Furthermore, a qualitative study was conducted where respondents from two different tech companies contributed to the empiric through semi-structured interviews. The literature study was performed by collecting theories from previous studies. Empirical data: The empirical results of the qualitative interviews are presented. Analysis: By analyzing the respondents' answers, it appears that all the four different behaviors that transformational leadership consists of have significance for the internal motivation but to varying degrees. The behaviors that are most important for employees' internal motivation within tech companies are intellectual stimulation and individual care. At the end of the analysis, the theoretical framework designed with the support of the study is presented. Conclusion: The conclusion of this study is that transformational leadership is of great significance for employee motivation in tech companies. Transformational leadership has a direct positive impact on employees' internal motivation. Intellectual stimulation and individual care are the transformational leadership behaviors that proved to be most significant for employee motivation in tech companies. Furthermore, the study shows that the leader's workload can negatively affect transformational leadership. The study has also shown that transformational leadership has an impact on employees' external motivation.

Abstract:In the dynamic landscape of contemporary organizations, the complex interplay between motivation and employee performance creates a complex tapestry that shapes the path of success. Scholars recognize the important role of motivation in driving and promoting employee performance, yet a comprehensive understanding of the complex ways in which these values are embedded within the organization is lacking. There has been some research on the relationship between employee performance and motivation. The definition of motivation and two well-known theories of motivation are covered in this essay. A comprehensive examination of the literature is done to investigate the connection between motivation factors and employee performance. It has been discovered that employees' dedication to their work is influenced by both intrinsic and extrinsic motivation factors. The study explores the impact of motivation factors in organizational performance. A quantitative study based on Sweden Stockholm. Our findings show that motivation factors contribute significantly to employee performance and effectiveness. The quantitative method includes administering a wide range survey with employees working in Stockholm, Sweden to collect data on their motivation level and its impact on overall employee performance.

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Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Une large investigation sur l’influence de plusieurs défauts métallurgiques sur les processus de diffusion et de piégeage de l’hydrogène a été conduite sur le nickel. Ce travail a été réalisé selon deux orientations scientifiques. Une première approche a consisté à évaluer l’impact des défauts intrinsèques et plus particulièrement les joints de grains et les dislocations géométriquement nécessaires sur les modes de transport et de ségrégation de l’hydrogène. Le couplage de caractérisations microstructurales avec les essais de perméation électrochimiques et de thermo-désorption a permis d’établir que les joints de grains présentant une structure ordonnée appelés « spéciaux » représentent des zones privilégiées à la ségrégation de l’hydrogène. Une seconde catégorie de joints de grains dits « généraux » ou « random » présentant un excès de volume important constituent des promoteurs à la diffusion de l’hydrogène. Ces derniers sont la principale source des phénomènes de courts-circuits de diffusion relatés dans les matériaux cubiques à faces centrées. La seconde approche de cette étude a consisté en l’étude de l’interaction de l’hydrogène avec les hétérogénéités de déformation plastique. Les essais de perméation électrochimique réalisés sur des microstructures obtenues par déformation ont montré qu’en traction monotone, les cellules équiaxes et les murs de dislocations représentent des pièges pour l’hydrogène. Celles-ci ralentissent son transport. Ce dernier est essentiellement assuré par le mécanisme de diffusion interstitielle. Par ailleurs, pour la microstructure de déformation résultant de l’essai en fatigue, une accélération de la diffusivité de l’hydrogène a été enregistrée ce qui suggère qu’un phénomène comparable au court-circuit de diffusion intervient dans le transport de l’hydrogène. Concernant les deux approches, les résultats obtenus suggèrent une contribution de l’hydrogène dans la formation de lacunes. / A thorough investigation on the influence of several metallurgical defects on the hydrogen diffusion and trapping was conducted on nickel. This work was conducted towards two scientific orientations. A first approach was to assess the impact of intrinsic defects, especially grain boundaries and geometrically necessary dislocations on the hydrogen transport and segregation mechanisms. Combining microstructural characterizations with electrochemical permeation tests and thermal desorption spectroscopy, it has established that the grain boundaries with ordered structure called "special grain boundaries" are preferential areas for hydrogen segregation. On the other hand, a second category of grain boundaries called "general" or "random" with high free volume and disordered structure are promoters for hydrogen diffusion, and they represent the main sources of the phenomena short-circuit diffusion reported in the face-centered cubic materials. The second approach of this work consisted in the study of the interaction of hydrogen with the plastic deformation heterogeneities. The electrochemical permeation tests performed on microstructures obtained by deformation showed that for the traction monotonous, the equiaxed cells and walls of dislocations are the potential traps for hydrogen and they slow its transport, this latter is mainly provided by the interstitial diffusion mechanism. In addition, for fatigue microstructure, rapid diffusivity of hydrogen was recorded, and suggesting that a phenomenon similar to short-circuit diffusion is involved in the transport of hydrogen. On two approaches, the results suggest a contribution of hydrogen in the formation of vacancies

Várias metodologias buscam conhecer e medir o desempenho dos indivíduos na organização, estabelecendo uma comparação entre o comportamento esperado e o apresentado por esses indivíduos. Este trabalho tem o propósito de desenvolver um método que integre a avaliação de desempenho de modo objetivo, fatores motivacionais, o planejamento estratégico das instituições de P&D e os critérios de avaliação do CNPq. A partir da revisão bibliográfica, aplicações práticas, e indicadores de produtividade acadêmica, chegou-se ao modelo proposto, com o qual se almeja contribuir para a melhoria das instituições de P&D. O modelo é flexível, pois permite avaliar a produção acadêmica na área de serviço, ensino, produção e desenvolvimento, podendo ser aplicado/adaptado em qualquer área do conhecimento. Com base em uma análise quantitativa e qualitativa dos dados obtidos, conclui-se que a metodologia multidimensional de avaliação de desempenho pode por meio de indicadores, de forma objetiva, avaliar a produção acadêmica de pesquisadores e tecnologistas científicos. / Various methodologies seek to know and measure the performance of individuals in the organization, comparing the expected behavior and that presented by these individuals. This work aims at developing a method that integrates, objectively, the performance assessment, motivational factors, the strategic planning of R & D institutions and the CNPq evaluation criteria. From the literature review, practical applications and academic productivity indicators, the proposed model with the target of contributing to the improvement of R & D institutions, was achieved. The model is flexible because it allows the academic production in the service area, teaching, production and development to be evaluated and it may be applied / adapted to any area of knowledge. Based on quantitative and qualitative data analysis, it was concluded that the multidimensional methodology for performance evaluation may, by means of specific indicators, appraise, objectively, the academic production of scientific researchers and technologists.

Researchers have conducted many studies to examine the academic, social and general self-concept of pupils of differing ages and in varied settings. Yet, not very much is known about the varied facets of self-concept of bilingual pupils and the monolingual who have specific literacy difficulties (SpLD). Furthermore, the influence of learning a second language on the self-concept or the motivation to learn a second language in the Arabic- English pupils in the Middle Eastern region has also not been addressed by any researchers. So, the main focus of this study was to examine the self-concept of bilingual (Arabic-English) and monolingual pupils who have specific literacy difficulties. The motivation to learn a foreign language and its impact on the pupils' English and general self-concept was also studied. This study used a mixed methodology design using a systematic survey followed by purposive case studies. Established measures were used to examine each facet of the self-concept moving from the literacy in both English and Arabic (reading, writing and spelling) to the maths self-concept and to a more general self-concept, academic self-concept and school self-concept. Furthermore, this study also examined the non-academic self-concept such as athletic self-concept and social self-concept among a group of bilingual (Arabic-English) and monolingual (Arabic) who have SpLD. The study was conducted in Oman in a bilingual private schools and monolingual state schools which included 99 pupils. A Foreign Language Learning Orientation Scale/ intrinsic – extrinsic motivation was also designed to measure the motivation to learning English as a second language. In phase two, this study examined the consistency between the pupils’ and Arabic and English teachers’ interview reports and the pupil's questionnaire for 6 bilingual pupils who had SpLD. This study compared 4 groups (monolingual SpLD, bilingual SpLD, monolingual typical literacy level and bilingual typical literacy level). The quantitative results showed differences between the four groups in terms of the self-concept. There were no differences in terms of the self-concept between the monolingual SpLD and bilingual SpLD in any facets of the self-concept. However, there were a significantly lower Arabic handwriting self concept, Arabic spelling self-concept and general school self-concept for monolingual SpLD pupils in comparison to their peers who had typical literacy level. Also bilingual pupils with SpLD showed significantly lower English reading self-concept, English spelling self-concept, and the general school self-concept than for the bilingual typical literacy pupils. The last comparison showed that there were significantly lower Arabic reading, Arabic handwriting, and Arabic spelling self-concept for the monolingual typical literacy levels in comparison to their bilingual typical literacy peers. In terms of intrinsic extrinsic motivation there were no significant differences shown between the SpLD bilingual and the bilingual typical literacy levels groups. According to the case study analysis there was a general inconsistency between the pupils’ interview and their questionnaire reports for their general, English and Arabic self-concept and the intrinsic and the extrinsic motivation for learning a foreign language. In many cases the pupils were negative about their literacy self-concept according to the questionnaire, but they perceived themselves more positively in the interview. In general, there was a tendency for both quantitative and qualitative results to indicate positive social self-concept for the bilingual and monolingual pupils who had SpLD and the 6 case studies. It was concluded that as research into self-concept of the bilingual (Arabic- English) is not well developed, more research is need in this area, especially in the Middle East using the same methods from this study. It is concluded that it is important for language assessors to consider assessing the literacy difficulties in two languages when the pupils are bilingual.

Domestic violence (DV) rehabilitative program facilitators administer the same treatment programs to males who reoffend. When DV facilitators administer the same unsuccessful treatment programs to repeat offenders, facilitators may lose intrinsic and extrinsic motivation to perform their job. For this study a hermeneutic phenomenological methodology approach was used to explore the phenomenon of DV facilitators' motivation. Self-determination theory was used to frame the influence of intrinsic and extrinsic motivation on DV facilitators who administer treatment programs to repeat offending males. A recruitment flyer was placed in the DV organization, data were collected from 7 participants through face-to-face or telephone interviews that were 18 years of age, proficient English speaking, actively facilitating DV treatment programs to repeat offending males, and employed with the DV organization. Data were transcribed and coded using open and axial coding, and analyzed for themes. Findings indicated that accountability, intrinsic motivation, and commitment influenced DV facilitators when administering programs to repeat offenders. Social change implications include awareness of perceived laissez-faire criminal justice policy towards DV male offenders and the lack of community support of challenges and opportunities for enhancing motivation for DV program facilitators.

<p>The aim of the present study is to examine how the development of <i>syntactic complexity</i> and <i>accuracy</i> in spoken Spanish L2 is related to two parameters, <i>motivation</i> and <i>aptitude</i>, in which <i>individual differences</i> are often claimed to correlate with successful second language learning (Dörnyei and Skehan 2003). The study shows how an understanding of the relationship between progression in second language proficiency and motivation is gained through the study of longitudinal data and the assessment of motivation in discourse. The development of syntactic complexity and accuracy in oral performance has been chosen as main indicators of <i>proficiency level</i>. <i>Correlations</i> have been computed between proficiency levels, <i>development coefficients</i>, quantitative outcomes of aptitude tests and quantified assessment of motivation. The study is based on longitudinal data consisting of recorded interviews and conversations in Spanish in Swedish upper secondary school. </p><p>The results from the progression analysis show that the whole group develops syntactic complexity, and that individual learners concentrate on either syntactic complexity or accuracy in their development. </p><p>Discourse analytical methods have been applied to the in-depth interviews in order to identify motivational types expressed by the learner and the strength of each type. These have been represented in terms of values on a self-determination scale, the extreme points of which are '<i>intrinsic</i>' vs. '<i>extrinsic</i>' motivation. An aptitude test (<i>Lat03</i>, Meara 2005) has also been administered to the participants and analysed . </p><p>Correlations (Spearman) have been further calculated between the relevant parameters. The results indicate that self-determined, intrinsic motivation correlates with progression. Analytic aptitude, however, does not predict progression to the same extent as intrinsic motivation seems to do at this level. </p>