Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors. A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquo / supervisors. Hierarchical regression analyses were performed on the data. In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors. The study&rsquo / s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.

Magister Bibliothecologiae - MBibl / The study examines job satisfaction among research librarians in selected research libraries situated in the Western Cape region. Many studies worldwide have been done on job satisfaction in various subject fields including librarianship. The theoretical framework for this study refers however only on the Job Characteristics Model (JCM) (1976) of Hackman and Oldham. The reason why this model was chosen was because this model was the most appropriate model given the nature of the study, even though there are other models available. A brief overview of the other theoretical models namely; Maslow's (1943) hierarchy of needs and Herzberg's (1954) two factor theory of motivation are discussed as a starting point of this research study. Research librarians work under stressful conditions given the need to produce successful end results.

Thesis deals with motivation potential of work in a selected organisation, identification of presence of job characteristics according to Hackman and Oldham Job Characteristics Model, their perception of intensity and importace for employee. Furthermore proposing improvements of job characteristics and enrichment of employees' job. Another goal is to find satisfaction with current motivation program and in case of deficiencies to propose changes. Data were obtained by using questionary, this data were processing by descriptive statistics. In conclusion, were proposed possibles changes in case of job characteristics or in case of motivation program if enrichment of job characteristics was not suffice.

Ledarskap är viktigt för att medarbetarna ska bli motiverade i arbetet. Inom bankbranschen har chefen höga krav på medarbetarna. Medarbetarna i bankbranschen är ofta högutbildade och det finns olika sätt att motivera dem. Medarbetarna kan motiveras med både inre och yttre motivationsfaktorer. Transformativt ledarskap är en ledarstil som motiverar medarbetarna att göra mer än vad som förväntas av dem. Den tidigare forskningen om transformativt ledarskap visar att det har en positiv betydelse för medarbetarnas motivation. Denna uppsats ämnar att undersöka: Vilken betydelse har ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen? Studien syftar till att utveckla ett ramverk för att få förståelse för betydelsen av ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen. I referensramen behandlas transformativt ledarskap, inre motivation utifrån Hackman och Oldhams motivationsteori och yttre motivation. Dessa komponenter bildar tillsammans ramverket. För att få förståelsen mellan transformativt ledarskap och inre och yttre motivation har en kvalitativ metod använts för insamling av empirin där en fallstudie gjordes på ett lokalt kontor hos en av storbankerna. Med utgångspunkt i den deduktiva metoden skapades frågor för att sedan kunna koppla samman transformativt ledarskap med inre och yttre motivation. Slutsatsen av studien visar att transformativt ledarskap har en betydelse för medarbetarnas inre och yttre motivationen i bankbranschen. Studien kommer även fram till att det mest betydelsefulla beteendet för medarbetarnas inre och yttre motivation är ta hänsyn till individen. Det minst betydelsefulla beteendet för medarbetarnas inre och yttre motivation var idealiserat inflytande. Studien visar även att stress har negativ påverkan på ledarskapet. / Leadership is important to get the employees motivated to work. In the banking industry the manager has high demands on the employees. Employees in the banking industry are often highly educated and there are different ways to motivate them. Employees can be motivated by both intrinsic and extrinsic motivational factors. Transformational leadership is a leadership style that motivates employees to do more than what is expected of them. The previous research about transformational leadership shows that it has a positive impact on employees motivation. This study aim to investigate: What meaning does a leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry? The aim of this study is to develop a framework to understand the meaning of the leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry. The theoretical reference frame involves transformational leadership, intrinsic motivation based on Hackman and Oldham job characteristics model and extrinsic motivation. In order to gain an understanding between transformational leadership and intrinsic and extrinsic motivation a qualitative method have been used to gather the empirical data. A case study was made on a local office at one of major banks in Sweden. With a deductive approach questions were created to be able to find the connection between transformational leadership and intrinsic and extrinsic motivation. The conclusion of the study shows that transformational leadership has a meaning for the employees intrinsic and extrinsic motivation in the banking industry. This study also find that individualized consideration has the most meaning for the employees intrinsic and extrinsic motivation. The behavior with least meaning for the employees intrinsic and extrinsic motivation was idealized influence. The study also show that stress has negative influence on the leadership.

Denna studie syftade till att skapa förståelse för ledarnas föreställningar om vad de anser påverkar medarbetarnas motivation inom den offentliga sektorn utifrån frågeställningarna “Vilka föreställningar har cheferna om vilka faktorer som påverkar medarbetarnas motivation?” samt “Hur anser ledare att de kan motivera sina medarbetare?”. Metoden i studien grundar sig på en kvalitativ metodansats med semistrukturerade intervjuer. För empiriinsamling genomfördes sex intervjuer med personer som har eller haft en ledarbefattning inom offentlig sektor. Studiens teoretiska referensram utgörs av tidigare studier om arbetsmotivation samt klassiskt etablerade teorier i form av Självbestämmandeteorin, Herzbergs tvåfaktorsteori samt Hackman & Oldhams arbetsdesignteori.    Resultatet visade att det främst är den inre motivationen cheferna anser vara motivationsskapande. För att motivera medarbetarna fokuserar de således på att stimulera inre motivationsfaktorer hos medarbetarna. Beroende på vilka föreställningar de hade kring vilka faktorer som var mest motiverande kunde det variera vilka motivationsverktyg de fokuserade mest på. De mest framträdande motivationsverktygen cheferna använde sig av var bekräftelse/beröm samt en ständig dialog med sina medarbetare. / This study aimed to create an understanding of leaders perception of what they believe affects the employees motivation in the public sector based on the questions “what ideas do managers have about what factors affect their employees motivation?” and “how does the leaders think that they can motivate their employees?”. The method on this study is based on a qualitative method with an approach of semi-structured interviews. For the empirical data collection, six interviews were made with people who have or had a leader position in the public sector. The theoretical frame for this study was based on the Self-determination theory, Herzberg's two-factor theory and Hackman & Oldham's job characteristics model.    The result showed that it is primarily the internal motivation that managers consider to be motivational. To motivate employees, they focus on stimulating internal motivational factors among employees. Depending on their perceptions of which factors were most motivating, it could vary which motivational tools they focused most on. The most prominent motivational tools that the managers used were affirmation, praise and as well as constant dialogue with their employees.

Det har genomförts omfattande forskning inom ledarskap på vinstdrivande företag men området avseende ideellt ledarskap har blivit försummat. Tidigare studier har föreslagit transformational leadership som ett produktivt ledarskap inom sport, där utvecklande ledarskap är den svenska motsvarigheten till teorin. Ridsporten är en av de få sporter där utövaren behöver förhålla sig till ett levande och potentiellt farligt djur, vilket kan skapa krav på ett mer konventionellt ledarskap.  I denna studie undersöktes ledarskapet på lokal och nationell nivå via lokala ridklubbar i två olika städer samt på Svenska Ridsportförbundet (SvRF) för att fastställa hur ledarskapet bedrivs inom ridsporten. En jämförelse av de lokala klubbarna kontra SvRF har sedan genomförts med teorierna om utvecklande ledarskap samt job characteristics model som teoretisk förankring. Studien är deduktiv med en kvalitativ ansats. För att besvara forskningsfrågorna så har semi-strukturerade intervjuer genomförts med respondenter inom ledarposition på lokala ridklubbar och SvRF. Studien ämnar ge en bredare teoretisk förståelse till ideellt ledarskap inom ridsport.  Resultatet visade att ett utvecklande ledarskap brukades främst och väldigt få inslag av konventionellt ledarskap påträffades. Flera inslag av job characteristics model påträffades också. Resultatet visade även på väldigt få skillnader mellan lokal nivå kontra nationell nivå. Framtida studier skulle även kunna fokusera på en enda verksamhet för att få en djupare förståelse för det ideella ledarskapet. / There is extensive existing research within the leadership of for-profit organizations but the area surrounding non-profit leadership has been neglected. Previous studies have suggested transformational leadership as a productive leadership within sports, where developmental leadership is the Swedish version of the theory. Equestrian sport is one of the few sports where the practitioners need to adapt to a living and potentially dangerous animal, which could create a need for a more conventional leadership.  In this study the leadership within local equestrian clubs in two different cities and the Swedish equestrian federation (Svenska Ridsportförbundet, SvRF) was examined in order to determine how leadership is conducted within the equestrian sport. A comparison of the local clubs versus SvRF has then been conducted with the theories of developmental leadership and job characteristics model as the theoretical framework. The study is deductive with a qualitative approach. To answer the research questions semi-structured interviews have been conducted with leadership representatives within local equestrian clubs and SvRF. The study aims to deliver a wider theoretical understanding of non-profit leadership within equestrian sport.  The result of the study showed that developmental leadership was mainly used with very few elements of conventional leadership. Several elements of the job characteristics model were also encountered. The result of the study also pertained to very few differences between the local and national level. Future research could focus on a single organization to gather a deeper understanding of non-profit leadership.

Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar. Studien genomfördes på två fallföretag med en population utav 60 anställda med icke-komplexa arbetsuppgifter samt 30 anställda med komplexa arbetsuppgifter med en svarsfrekvensen på 57%. Resultatet bekräftar att personer med komplexa arbetsuppgifter upplever inre motivation samt att personer med icke-komplexa arbetsuppgifter upplever yttre motivation. Det är snarare tillgången till en viss typ av motivation än själva arbetsuppgiftens komplexitetsgrad som avgör vad anställda motiveras av. / The purpose of this thesis was to determine whether and how the level of complexity within work task affects what employees are motivated by. Moreover, was the purpose to investigate what preferences the employees with different level of complexity in their work task had regarding non-monetary rewards. The degree to which the executives were aware of their employees preferences regarding non-monetary rewards was also examined. Based on theoretical perspectives should the employees with complex work tasks be motivated by intrinsic factors such as praise, growth and increased autonomy. The employees with non-complex work task should be affected by extrinsic factors such as salary and spontaneous material rewards. The study was carried out on two case companies with a population of 60 employees with non-complex work tasks and 30 employees with complex work tasks with a response rate of 57%. The results of this study confirm that people with complex work tasks experience intrinsic motivation whereas those with non-complex work tasks experience extrinsic motivation. The result concludes that it is the access to a certain kind of motivation rather than the complexity of work task which determines what the employee is motivated by.