En uppsats som reder ut vad en författare är och vilken roll denne intar i ett nytt medium som YouTube. Genom att undersöka forskning om författarens roll i äldre media och analyser av tre olika författarroller på YouTube utreder den här uppsatsen hur rollen ser ut i ett nyare media. Här analyseras en tydligt enskild uppladdare på YouTube, klipp skapade och uppladdade av ett produktionsbolag och ett fenomen där olika uppladdare använder samma ursprungsmaterial för att skapa nya kreationer. Både litteratur och filmforskningen har överlag fokuserat på den enskilda författarrollen men den här uppsatsen påvisar dock att kollektivt författarskap blir tydligare i ett medium som YouTube.

Research on the quality of work life, job satisfaction and intention to quit of emotional labor ¢w based on the examples of the receptionists of Chunghwa Telecom. Abstract With change of industrial structure and structure of labor force, service sector has become the major trend of the economical society in lieu of agriculture and industry, and play quite an important role in the global economic. The service quality has always been a competitive tool emphasized by the organizations among the service sectors. Therefore, the primary service personnel turn to be the key factor deciding whether the service quality is good or not. Rafaeli & Sutton (1989) thought that customers viewed a whole and overall impression on those organizations out of the emotions expressed by the employees. When emotions are turned from private behaviors to commercialization, the organizations also start to think how to make use of a variety of managerial methods to let the emotional labors performance their best at work. Since relative research on emotional labor is not mature theoretically, and the job behavior, characteristic, outcomes etc. of the performers of such fields are not that clear relatively, this research tends to proceed an empirical research on the job behavior and feeling of the emotional labors (the receptionists) of the service sector (Chunghwa Telecom), in order to flesh out the relative empirical explores on such field, and wish to provide appropriate advices through the explored outcomes of this research; moreover, these can be important references to management proposal of the emotional labor human resources while the companies are being transformed (privately owned by the people). This research used the questionnaire, and adapted the descriptive statistical analysis, validity analysis, factor analysis, t-test on independent samples, one-way ANOVA, Pearson¡¦s relative and regressive analysis to explore the relationship among the quality of work life, the job satisfaction and intention to quit of the receptionists, and further took the job satisfaction as the moderating factor to explore its moderating effect to the relationship between the job satisfaction and intention to quit. The important findings are as follows: 1.The receptionists identify themselves least with the ideas that the quality of work life is based on the components of the company system and growth of esteem. 2.The receptionists are discontented most with that external satisfaction is based on the components of job satisfaction. 3.The receptionists tend to quit generally. 4.The receptionists tend to be of middle and old aged from the view of distribution of overall age. 5.There are significant positive correlations and positive influences on the quality of work life and job satisfaction of the receptionists; especially, the relation and ability of the components of superiors¡¦ attitude to predict external satisfaction are the highest; moreover, the relation and ability of the components of job nature to predict internal satisfaction and general satisfaction are the highest. 6.There are significant negative relative and negative influences on the job satisfaction and intention to quit of the receptionists; especially, the relation and ability of the components of external satisfaction to predict the intention to quit are the highest. 7.There are significant negative relative and negative influences on the quality of work life and intention to quit of the receptionists; especially, the relation and ability of the components of company system to predict the intention to quit are the highest. 8.Only partial moderating effect exists between the relationships of job satisfaction versus quality of work life and intention to quit. Key words: emotional labor, quality of work life, job satisfaction, intention to quit

Abstract Telecom market had been opened since 2001. Facing dramatically changing environment, in order to keep benefiting customers and investors, and to maintain employees¡¦ morale, it is important for the state-owned enterprise to be more competitive. ¡§Human Resource Management¡¨ is the key point to increase its competitive advantages. By understanding employees¡¦ organizational commitment (OC), we can find a way to keep them. Besides, if managers¡¦ politics of downward influence (PDI) can cause employees¡¦ dissatisfaction, employees might have intent to quit (ITQ). It might also increase company¡¦s cost. Therefore, it is necessary to have a research standing from subordinates¡¦ viewpoint, and exploring the effects of managers¡¦ PDI on subordinates¡¦ OC and ITQ. The research collected 629 effective samples from case company in Southern Taiwan via questionnaires and analyzed data by SPSS software. By proving the hypothesis, the research found several results: 1.Through factor analysis, there are three dimensions of power traits: conciliation & reason, authority & exert pressure, hypocrisy & urge by sarcasm. 2.The power trait of ¡§Conciliation & Reason¡¨ has significantly positive influence on OC. 3.The power trait of ¡§Conciliation & Reason¡¨ has significantly negative influence on ITQ. 4.The power traits of ¡§authority & exert pressure¡¨ and ¡§hypocrisy & urge by sarcasm¡¨ have significantly negative influence on OC. 5.The power traits of ¡§authority & exert pressure¡¨ and ¡§hypocrisy & urge by sarcasm¡¨ have significantly positive influence on ITQ.

The comprehension of how job satisfaction impacts on an employee’s intention to quit is critical to an organisation. Consulting engineering firms who do not retain their skill sets will not survive. Knowledge of the relationship between job satisfaction and intentions to quit will allow managers to manipulate the variables that increase job satisfaction, which in turn can minimise an organsation’s employee turnover rate. A theoretical analysis was done. As an empirical analysis, a targeted cross-sectional survey by means of a standardised questionnaire was sent to 3 000 (three thousand) engineers, technicians and technologists registered with the Engineering Council of South Africa (ECSA). Multiple regression analysis was done and Spearman Correlation Coefficients were used to indicate the relationships between variables. Achievement was the factor that was most significantly related to job satisfaction and intention to quit. The strong negative relationship between job satisfaction and intention to quit was confirmed, the effect of which would be that the more job satisfaction increases, the more intention to quit decreases. Management techniques that consist of supervisory consideration, participative decision making, performance feedback and communication are therefore advocated. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The comprehension of how job satisfaction impacts on an employee’s intention to quit is critical to an organisation. Consulting engineering firms who do not retain their skill sets will not survive. Knowledge of the relationship between job satisfaction and intentions to quit will allow managers to manipulate the variables that increase job satisfaction, which in turn can minimise an organsation’s employee turnover rate. A theoretical analysis was done. As an empirical analysis, a targeted cross-sectional survey by means of a standardised questionnaire was sent to 3 000 (three thousand) engineers, technicians and technologists registered with the Engineering Council of South Africa (ECSA). Multiple regression analysis was done and Spearman Correlation Coefficients were used to indicate the relationships between variables. Achievement was the factor that was most significantly related to job satisfaction and intention to quit. The strong negative relationship between job satisfaction and intention to quit was confirmed, the effect of which would be that the more job satisfaction increases, the more intention to quit decreases. Management techniques that consist of supervisory consideration, participative decision making, performance feedback and communication are therefore advocated. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Organisations lose a lot of money by not retaining their star performers each year. This is of great concern to top level managers, for it influences the profit of the organisations. The big question that is asked is why do people leave organisation? Factors like; job satisfaction, working climate, organisational commitment, and job alternatives are important to understand turnover of employees. The aim of the study was to investigate the relationship between job characteristics, job satisfaction and intentions to quit, that could assist management in retaining the skilled employees in an organisation. The theoretical research conducted in this study was on job characteristics, job satisfaction and the influence both have on quitting intention of employees to establish a good understanding of why skilled employees stay and why they intend to leave an organisation. The empirical study conducted was on a group of skilled employees of about 300, working for a multi–national petrochemical industry. A questionnaire was distributed throughout a specific group in the organisation to determine how the theoretical and empirical data compare. The study concluded that there were some variables that might have an effect on an employee's decision to leave this specific multi–national petrochemical company. The variables in this study were; work variety, ambiguities at work, lack of information and extrinsic job satisfaction. Organisations need to focus on talent retention and talent management to establish the needs and to successfully retaining their skilled employees. Recommendations for future studies and to organisations are provided in this study. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Organisations lose a lot of money by not retaining their star performers each year. This is of great concern to top level managers, for it influences the profit of the organisations. The big question that is asked is why do people leave organisation? Factors like; job satisfaction, working climate, organisational commitment, and job alternatives are important to understand turnover of employees. The aim of the study was to investigate the relationship between job characteristics, job satisfaction and intentions to quit, that could assist management in retaining the skilled employees in an organisation. The theoretical research conducted in this study was on job characteristics, job satisfaction and the influence both have on quitting intention of employees to establish a good understanding of why skilled employees stay and why they intend to leave an organisation. The empirical study conducted was on a group of skilled employees of about 300, working for a multi–national petrochemical industry. A questionnaire was distributed throughout a specific group in the organisation to determine how the theoretical and empirical data compare. The study concluded that there were some variables that might have an effect on an employee's decision to leave this specific multi–national petrochemical company. The variables in this study were; work variety, ambiguities at work, lack of information and extrinsic job satisfaction. Organisations need to focus on talent retention and talent management to establish the needs and to successfully retaining their skilled employees. Recommendations for future studies and to organisations are provided in this study. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Magister Commercii - MCom / Job Satisfaction and the Intention to Quit are two factors that a synonymous with each other. Various research and studies have been conducted over the years indicting that there is a direct relationship between job satisfaction and intention to quit, suggesting that these factors often result in employees with low levels of job satisfaction resigning from the organisations they are employed at. Therefore the objective of this study was to examine those factors that affect job satisfaction and the intention to quit amongst employees at a small to medium auditing firm in South Africa. Demographic factors such as age, gender, marital status, tenure (length of service), number of dependents and qualification was used to establish the impact it had on employee's job satisfaction levels and their intention to quit. The study was conducted using a quantitative, non-probability, convenience sampling method. The sample group consisted of all permanent employees (N = 350) of an auditing firm with nine (9) offices across South Africa. The one hundred and fifteen (115) participants who voluntarily completed the questionnaires were made up of the CEO, Directors, Managers and employees within the Audit and Assurance, Accounting, Internal Auditing, Consulting and Group Services spectrum. They were required to complete an online biographical questionnaire (BQ), the Work Satisfaction and Motivation Questionnaire (WMQ) as well as the Michigan Organisational Assessment Questionnaire – Intention to Quit (ITQ), was used in order to gather relevant data for the study. Participants were informed that their participation was voluntary, anonymous and strictly confidential. All participants were informed of the purpose of the study and all ethical issues were clarified. Data was analysed by making use of the following data analysis techniques: descriptive, inferential, the Pearson product–moment correlation coefficient and ANOVA statistics. The results indicated that there was a significant positive relationship between job satisfaction and intention to quit amongst the sample of the auditing firms employees. There was also a significant relationship between pay and job satisfaction with a converse relationship between pay and intention to quit. Furthermore, the findings of the current study indicated that when taking into consideration the significant relationship between job satisfaction and intention to quit in relation to various biographic factors, there was no significant difference between different age groups, male or female, number of children (dependents) an employee had, their marital status or the qualifications that they held.However, it was found that there was no statistically significant difference between length of services and job satisfaction, but that there was a significant difference when taking into account the impact length of service had on the intention to quit. Recommendations were made and limitations for future research discussed in order to provide insight to the organisation stemming from the current study.

The purpose of this study was to quantitatively investigate if workload, job satisfaction and work engagement could contribute to employees’ intention to quit in healthcare and which factor contributes this to the highest degree. A questionnaire was sent out to all 21 regions in Sweden and to private hospitals, and was shared on LinkedIn and Facebook. The criterion for participating in the study was that the respondents should work in healthcare with direct patient contact and a total of 67 responses were received. The questionnaire was based on questions from the Copenhagen Psychosocial Questionnaire (COPSOQ III) och Ulrecht Work Engagemant Scale (UWES). The results showed that workload, job satisfaction and work engagement together contribute employees’ intention to quit in healthcare. The factor that contributes intention to quit to the highest degree was job satisfaction.

Smoking cessation can reduce health risk and prevent millions of tobacco-related deaths. However, cessation rates are low in low-and-middle income countries (LMICs), with only a small proportion of smokers intending to quit. Given the paucity of literature to support tobacco cessation programs in LMICs, this study aimed to: 1) identify factors associated with intention to quit smoking, 2) assess the relationship between health care provider quit advice/tobacco screening and utilization of cessation assistance, and 3) examine the relationship between home smoking rule and smoking intensity across three stages of smoking cessation (precontemplation, contemplation and preparation) in LMICs. Data were obtained from the Global Adult Tobacco Survey, 2009-2012, a nationally representative household survey of noninstitutionalized civilians aged 15 years and older. Weighted multivariable regression analyses were conducted using SAS version 9.4. Adjusted odds ratios (OR), percent change in smoking intensity and associated 95% confidence intervals (CI) were estimated. Home smoking rule and exposure to anti-smoking messages were the important factors associated with contemplation and preparation to quit smoking. Approximately 1%, 7%, 9% and 15% used quitline, medical treatment, counseling/cessation clinic and cessation assistance (all three combined), respectively, in the past year. Quit advice was significantly associated with utilization of counseling/cessation clinic (OR=3.89, 95% CI=2.8–5.5), medical treatment (OR=1.71, 95% CI=1.2–2.4) and cessation assistance (OR=2.60, 95% CI=2.0–3.4). Tobacco screening was associated with utilization of counseling/cessation clinic (OR=2.60, 95% CI=1.1–5.9) and medical treatment (OR=1.71, 95% CI=1.2–2.4). Living in a completely smoke-free home was associated with a 22.5% (95% CI=17.1%–28.0%), an 18.6% (95% CI=9.0%–28.2%), and a 19.4% (95% CI=3.9%–34.9%) significant reduction in smoking intensity among smokers in precontemplation, contemplation and preparation, respectively. In conclusion, the results suggest that smoke-free home, anti-smoking campaigns, and health care provider intervention promote smoking cessation in LMICs. Therefore, comprehensive smoke-free policies, anti-smoking media campaigns and integration of tobacco screening and quit advice into the health care system are important for tobacco cessation in LMICs, suggesting the need for full implementation of the World Health Organization Framework Convention for Tobacco Control Articles 8 and 11 – 13.