NU-sjukvården önskade hantera sina resurser optimalt och öka kostnadseffektiviteten. Med denna studie undersöktes vad som skulle kunna motivera sjuksköterskor på kirurgi- respektive medicinavdelningar (N= 62) att öka sin kompetens för att arbeta på två olika avdelningar, om inställningen till detta skiljer sig mellan områdena samt huruvida ålder, anställningstid, inre motivationoch omotivation kunde predicera inställningen till att arbeta på två olika avdelningar. Instrumentet bestod av fyra delar. En demografisk del, två förundersökningen konstruerade skalor avseende att mäta sjuksköterskornas motivation till att öka sin kompetens för att arbeta på två olika avdelningar och inställningen till detta system, samt en svensk version av Work Extrinsic and Intrinsic Motivation Scale. Svarsfrekvensen var 60,9% och respondenterna var mellan 23 och 62 år (M = 39,8, SD= 11). Undersökningen visade att sjuksköterskorna främst motiverades till att arbeta på två olika avdelningar av högre lön, både på sikt och omgående. Inställningen till att arbeta på två olika avdelningar skiljde sig inte signifikant mellan de olika områdena.Motivationstyperna inre motivation och omotivation kunde var för sig signifikant förutse inställningen till att arbeta på två olika avdelningar. De sjuksköterskor som var mest positivt inställda till att arbeta på två olika avdelningar var de sjuksköterskor som drevs av att uppnå resultat och få belöningar.

The aim of this master thesis is to examine research perspectives and a selection ofmanagers’ views on the concept of work motivation. With an exploratory approach,based on a literature review and interviews these views are examined and compared inrelation to a theoretical framework. This theoretical framework consists of three keyconcepts, the individual, the context and the regulation of work motivation. Theliterature review reveals two research perspectives, a classic economic perspectivebased on Principal–Agent Theory and a more up to date social psychologicalperspective based on Self-Determination Theory. Interviews with selected managersas informants reveal that both of these research perspectives are represented amongthe managers, but foremost the social psychological perspective. The comparisonbetween the research perspectives and the managers’ views also show that thesimilarities between the social psychological perspective and the managers’ views arestrongest in relation to the key concept of the individual, compared to the keyconcepts of context and regulation. A discrepancy between how managers view workmotivation and how managers deal with work motivation in practice can also be seenand related to the managers’ views on the key concepts named.

Aesthetic labour means that a person with a certain physical aptitude is required. Previous researcher in this field has essentially been focusing on the business benefits from front-line employees as reinforcement to their image. Furthermore, researches have discussed how the employees experience the aesthetic requirements and have found negative effects. Motivation research have, on the other hand, shown that if a person can identify with the requirements it can create wellbeing, through the creation of role identification. Consequently, the research shows different effects of aesthetic requirements, which are this study’s starting point and the aesthetic labour will be illumine with motivations research. The purpose of this study is to illuminate aesthetic labour from a role identification perspective, to understand how the front-line employee is affected by the aesthetic requirements. In the theoretical framework the aesthetic labour will be explained and its negative effects, although also illumined by the research of motivation’s benefits. The method applied has a qualitative approach and the data has been collected by semi-structured interviews with seven employees in retail and the banking sector. The interviews have been transcribed and coded to enable interpretations of the data with the theoretical framework by categorizing and creating themes of the found phenomena. The result yielded four different levels on how the employees identified themselves in their role at work, which creates different reactions to behaviour (active identification, acknowledgment, acceptance and conflicting conciliation). In the discussion these levels where further developed in relation to and with the theoretical framework, concerning how result partially confirms previous research. Furthermore, the study’s findings in the field of aesthetic labour are discussed, which are that employees’ experience of aesthetic requirements is more complex and that additional levels of motivation in the role at work exists. The conclusion summarizes the main points of the study and outlines the study’s contribution of aesthetic labour, which is the understanding that additional levels of motivation in a role at work exists and that employees can be motivated without identification.

Earlier studies have identified factors that could be a threat to an employee'swell-being, performance, and motivation during an organizational change.However, there is a lack of research on hierarchical management organizationsand a line-manager's part of how a change is delivered to employees. With theuse of self-determination theory as a basis, this study examined a top-manager'smotivation style towards their line-managers, in the context of anorganizational change, and whether the line-manager's basic psychologicalneeds are satisfied. The hypothesis for the present study expresses: A linemanager'slevel of satisfaction with its basic psychological is associated withits top-manager's motivation style orientation. The sample (N= 52) consists oftwo levels of management, top-managers, and line-managers, and this studyshows a between-subject effect, and a within-subject effect, where, based onmotivation style, the rating on experienced satisfaction and frustration aredifferent. The proposal for further research suggests taking all the differenthierarchical management levels into account during an organizational change. / Tidigare studier har identifierat faktorer som kan hota anställdasvälbefinnande, prestation och motivation under en organisationsförändring.Det saknas dock forskning inom organisationer med ett hierarkiskt ledarskapoch linjechefens roll i hur en förändring levereras till anställda. Med selfdeterminationtheory som grund undersöker denna studie en toppchefsmotivationsstil gentemot sina linjechefer, under en omorganisation, och ifallderas grundläggande psykologiska behov är uppfyllda. Hypotesen för denaktuella studien är följande: linjechefens upplevelse av att ha autonomi,samhörighet, och kompetens tillfredställt har en association med derastoppchefs motivationsstil. Urvalet (N= 52) består av två nivåer av ledning,toppchefer och linjechefer. Resultatet visar en effekt både mellan och inomgrupperna, där upplevd tillfredsställelse och frustration är olika baserat påmotivationsstil. Förslag till senare forskning föreslås att ta hänsyn till allanivåer i en hierarkisk ledning under en organisationsförändring.

<p>Kreiranje preduzetničkih ekosistema povlači za sobom razvoj programa i inicijativa podrške preduzetništvu, posebno značajnih za žene koje su u znatno manjem broju prisutne na preduzetničkoj sceni. Inkubator se može posmatrati kao preduzetnički ekosistem na mikro nivou koji pored osnovnih usluga u vidu radnog prostora i tehničke infrastrukture, podstiče razvoj preduzetničke aktivnosti kroz organizovanje radionica, sesija sa mentorima i događaja koji omogućavaju umrežavanje i širenje baze kontakata. Istraživanja su pokazala da mentori imaju značajan uticaj na razvoj preduzetničke ideje i samih preduzetnika, te se mogu smatrati katalizatorima inovacija, kreirajući ambijent u kojem se nove uloge mogu uspešno razvijati i negovati. Primenom teorije samodeterminacije formiran je model kojim se može predvideti uticaj i značaj inkubatora kao sredinskog faktora na razvoj preduzetništva, sa posebnim naglaskom na značaj koji imaju za razvoj ženskog preduzetništva. Istraživanje je pokazalo da programi podrške unutar preduzetničkih ekosistema imaju značajan uticaj na žene, razrešavajući dilemu o rodnim predispozicijama za bavljenje preduzetničkim biznisom. Pored priloga unapređenju primene postojeće teorije i instrumenata u oblasti preduzetništva, istraživanje je doprinelo usklađivanju odgovarajućih javnih mera za podsticanje lansiranja i razvoja novih preduzetničkih poduhvata.</p> / <p>Creation of entrepreneurial ecosystems entails development of programs and initiatives to support entrepreneurship, especially for women who are significantly less present in the entrepreneurial scene. The incubator can be seen as an entrepreneurial ecosystem at the micro level, which, in addition to basic services in the form of workspace and technical infrastructure, encourages development of entrepreneurial activity through the organization of workshops, mentoring sessions and events that enable networking and expansion of contacts. Research has shown that mentors have a significant influence on the development of the entrepreneurial idea and the entrepreneurs themselves, and can be considered as catalysts of innovation, creating an environment where new roles could be successfully developed and nurtured. Using the theory of self-determination, a model was formed to predict the impact and importance of incubators as a central factor for development of entrepreneurship, with particular emphasis on the importance they have for the development of female entrepreneurship. Research has shown that support programs within entrepreneurial ecosystems have a significant impact on women, resolving the dilemma of gender bias for entrepreneurship. In addition to contributing to advancing the application of existing theory and instruments in the field of entrepreneurship, the research has contributed to the harmonization of appropriate public measures for encouraging the launch and development of new entrepreneurial ventures.</p>

Arbetsengagemang har beskrivits som ett positivt arbetsrelaterat tillstånd. Med förståelse för medarbetarnas arbetsmotivation kan arbetsengagemanget öka och riskerna med negativ stress undvikas. Syftet med denna studie var att undersöka vilka motivationstyper som till störst del förklarade dimensionerna i arbetsengagemang hos tjänstemän. Genom en kvantitativ studie har tre regressionsanalyser genomförts. Som mätinstrument utformades en digital enkät baserad på Work Extrinsic and Intrinsic Motivation Scale (WEIMS) och Utrecht Work Engagement Scale (UWES-9). Enkäten skickades via mail till 199 tjänstemän vid en avdelning hos ett företag i industrisektorn. Datainsamlingen genererade 124 enkätsvar som analyserades. Resultaten visade att inre motivation och omotivation var de starkaste prediktorerna för samtliga dimensioner i arbetsengagemang. Integrerad- och identifierad reglering hade signifikant betydelse för dimensionen uppslukande medan integrerad reglering också var signifikant för hängivenhet. Anställda som tilldelas eget ansvar och självbestämmande har högre känsla av inre motivation och känner högre arbetsengagemang än individer som inte får fatta egna beslut. / Work engagement has been described as a positive work related state of mind. With understanding for work motivation work engagement may increase among coworkers and risks of negative stress can be avoided. The purpose of this quantitative study was to examine which motivation types that most explain the dimensions in work engagement. A digital questionnaire was designed based on Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Utrecht Work Engagement Scale (UWES-9). The questionnaire was sent by e-mail to 199 white collar workers at a company in the industrial sector. The collected data included 124 answers and was analysed by three regression analysis. Our findings showed that intrinsic motivation and amotivation was the strongest predictors for all dimensions in work engagement. Integrated- and identified regulation showed significant importance for the dimension absorption while integrated regulation also showed significant importance for the dimension dedication. Employees who are self-determined and given own responsibility have both higher feeling of intrinsic motivation and work engagement than individuals who does not get the opportunity to make own decisions.

Cette thèse porte sur la structure interne et les relations extérieures du berbérisme en Algérie, et le passage de cette tendance d’une revendication culturelle et linguistique à des demandes politiques autonomistes, au nom de l’amazighité du pays et l’antériorité de l’existence du peuple Amazigh sur son territoire. Ce peuple autochtone, présent dans tous les pays de l’Afrique du Nord, l’Afrique subsaharienne et dans les îles Canaries, jouit d’une particularité dans l’épreuve algérienne. En effet, la mobilisation berbériste est passée d’une revendication pour plus de valorisation culturelle et linguistique à une protestation politique qui ambitionne l’autonomie, voir l’autodétermination de la région de Kabylie.Afin d’arriver à une explication objective et épistémologique de la spécificité berbère en Algérie, incarnée essentiellement par la composante kabyle, nous procédons à un tour d’horizon de la situation des Amazighs dans les pays du Maghreb, dans une approche comparative qui nous aidera à comprendre l’enjeu de l’amazighité dans le passé et le présent. Nous avons opté pour la comparaison, car nous partons du principe que les sciences humaines et sociales ont construit leur perception scientifique du monde à travers des paradigmes et des branches comparatifs : politique comparée, droit comparé, sociologie comparée, etc. Nous estimons également que la comparaison s’impose aujourd’hui comme une nécessité pour comprendre les réalités politiques et sociales. Cet apport, initié en grande partie par Emile Durkheim, a fait de la comparaison un des mécanismes indispensables des études découlant des sciences humaines et sociales.Les travaux sur les droits des minorités et des peuples autochtones gagnent davantage du terrain dans les sciences humaines et sociales. La pertinence de ce champ d’étude est remarquable dans sa pluridisciplinarité. En conséquence, l’étude de chaque peuple requiert la fusion de toutes les principales mentions en sciences humaines et sociales. Des mentions à la fois distinctes et complémentaires. L’ouverture d’une analyse dans le cadre d’une discipline donnée est forcément susceptible d’orienter le travail du chercheur vers d’autres spécialités, étudiant divers aspects de la réalité humaine sur le plan de l'individu et sur le plan collectif.Notre travail d’analyse politico-juridique, qui nécessite un traitement pluridisciplinaire, comporte des aperçus historiques, ainsi que des notions économiques, géographiques, ethnologiques, sociologique et anthropologiques, jugées nécessaires pour une meilleure compréhension du cas algérien. / This doctoral thesis focuses on the internal structure and external relations of the Berber Identity Movement in Algeria, and the transition from a cultural and linguistic claim to autonomic and political demands. The Berber militants want to approve the precedence of the existence of the Amazigh people on its territory. These indigenous peoples are present in all the countries of North Africa, sub-Saharan Africa and the Canary Islands. The Algerian Berbers are different. Indeed, the Berber mobilization, especially the Berbers of Kabylia, moved from a claim of increasing the value of their culture and language to a political protest which aspires to autonomy and selfdetermination of the Kabylia area.To achieve to an objective and epistemological explanation of the Berber specificity in Algeria, we will analyze the Amazigh’s situation in Maghreb countries. We will use a comparative approach that will help us to understand the Amazigh’s challenge in the past and the present. We opted for comparison because we assume that the human and social sciences have constructed their scientific perception of the world through paradigms and comparative branches: comparative politics, comparative law, comparative sociology, etc. We also believe it’s important to compare to understand political and social realities. This idea, initiated by Emile Durkheim, has made comparison one of the indispensable mechanisms of humanities and social sciences.The studies on minorities and indigenous people’s rights are more present in the humanities and social sciences, with more multidisciplinary. We mean that the study of each minority or indigenous group requires a complementary fusion of all the humanities and social sciences fields, for a better comprehension of the individual and collective human realities.Our political-legal analysis, which requires a multidisciplinary treatment, includes historical insights, as well as economic, geographical, ethnological, sociological and anthropological notions, which are necessary for a better understanding of the Algerian and Berber identity question.

Syftet med studien var att undersöka fysiskt funktionsnedsatta individers motivation till att delta i parasport och deltagandets betydelse för deras livskvalité (QoL). I studien deltog 11 intervjupersoner med fysisk funktionsnedsättning, fem kvinnor och sex män i åldrarna 19-74 (M=32.6, SD=16.3). Samtliga deltagare hade varit aktiva i parasport minst två månader innan inledd studie. En semistrukturerad intervjuguide tillämpades. Resultatet delades in i fyra teman baserat på motivation och livskvalité; Fysik som möjlighet och svårighet, känna gemenskap, känna psykiskt välmående och parasportens villkor. Deltagarna upplevde att parasporten ökade deras livskvalité och att det var en motiverande faktor till att delta. Deltagarna uttryckte ökad fysisk funktion, mindre smärta, social gemenskap, psykiskt välmående och glädje som motiv till deltagande. ”Att se bra ut” var en rapporterad, ej tidigare beskriven, förklaring till motivation till deltagande i parasport. Barriärer som upplevdes begränsa deltagandet i parasport var brist på energi, smärt, sociala och praktiska hinder. Baserat på resultatet av studien är rekommendationerna att ytterligare ansträngningar görs för att underlätta övervinnandet av barriärerna som ligger till grund för lågt deltagande i parasport. Detta för att ge fler möjligheten att ta del av de positiva hälsofördelar parasporten kan ha på livskvalité. / The purpose of the study was to investigate physically disabled individuals motivation to participate in parasport and the importance of participation in their quality of life (QoL). In the study, 11 interviewees, five women and six men with physical disabilities aged 19-74 (M=32.6, SD=16.3) participated. All participants had been active in parasporting for at least two months within the initiated study. A semi-structured interview guide was used. The results were divided up in four themes based on motivation and quality of life; Physical activity like opportunity and difficulty, feeling of community, feeling mentally well-off and matching the conditions of the sport. The parasport participants felt that the parasport increased their quality of life and that it was a motivating factor to participate. The participants in the study expressed increased physical function, less pain, social community, mental well-being and joy as motives for participation. "Looking good" was a reported, not previously described, explanation of motivation for participating in parasport. Barriers that were perceived to limit participation in parasport were lack of energy, pain, social and practical barriers. Based on the results of this study, the recommendations are that further efforts are made to facilitate the winning of the barriers underlying low participation in parasport. In order to give more people the opportunity to take advantage of the positive health benefits that parasport can have on the quality of life.

The main objective of this thesis is to verify the relationship of the contextually specific motivation in sport to a global self-esteem and possible mediation effects of the physical self-perceptions in this relationship. To achieve this objective six individual studies were conducted. First, we focused on the translation of diagnostic instruments: the Sport Motivation Scale (SMS; Pelletier et al., 1995) and the Social Physique Anxiety Scale (SPAS; Hart, Leary, Rejeski, 1989) into the Czech language. Next, the validity and reliability of the scores obtained by Czech versions of the instruments were examined. Based on the results of the structural equation modeling and using a known-difference evidence validity approach we concluded that both translated instruments may be useful as a valid and reliable diagnostic tools for measuring different kinds of motivation in sport (SMS) and negative physical self-perception (social physical anxiety - SPAS). Using structural equation modeling, we also concluded that different types of motivation in sport (which vary in degree of relative autonomy of the subject) affect specific self-esteem associated with the body, as well as the evaluation of one's self at the global level. Relationship of the sport motivation and the global self-esteem was largely mediated...

Vård och omsorg är den största arbetsgruppen i Sverige och står även för den största andelen sjukdomsfall, främsta orsaken till sjukskrivningar inom vården är orsakade av den organisatoriska och sociala arbetsmiljön. Syftet med studien var att undersöka medarbetarengagemang för personal inom vård och omsorgsarbete, som en del i den organisatoriska och sociala arbetsmiljön. Frågeställningarna var hur engagemanget ser ut hos medarbetare inom vård- och omsorg och hur engagemanget kan öka. Tidigare forskning har visat att kombination av teorier gällande engagemang och motivation har skapat en djupare förståelse inom området. Därav grundade studien sig på teorier både kring engagemang och motivation. 10 semistrukturerade intervjuer genomfördes med undersköterskor på vård- och omsorgsboende, för att studera medarbetarnas subjektiva upplevelser kring engagemanget. En tematisk analys skedde. Resultatet visade att samtliga respondenter upplevde sig engagerade i arbetet. Diskussionens huvudpunkter var dock att de fanns indikationer på att nivån av engagemang hos medarbetare kunde vara en annan än individens upplevda nivå av engagemang. En annan slutsats var att chefer och medarbetare tillsammans kunde påverka medarbetarengagemanget positivt bland annat genom en bra tvåvägskommunikation. Dock kom skribenterna fram till att för få respondenter deltog för att kunna dra generella slutsatser kring engagemang. / The healthcare industry is the largest working group in Sweden and accounts for the largest proportion of illness cases, the main cause of sick leave in healthcare is caused by the organizational and social work environment. The purpose of the study was to investigate employee engagement for staff in health care and social work, as part of the organizational and social work environment. The questions were what the engagement looks like for employees in health care and social work and how the engagement can increase. Previous research has shown that a combination of theories of engagement and motivation has created a deeper understanding in the field. Therefore, the study was based on both theories of engagement and motivation. Ten semi-structured interviews were conducted with nurses at nursing and care homes, to study the employees' subjective experiences about engagement. A thematic analysis occurred. The result showed that all respondents felt engaged in the work. However, the main points of the discussion were that there were indications that the level of engagement of employees could be different from the individual's perceived level of engagement. Another conclusion was that managers and employees together could have a positive influence on employee engagement, for example through good two-way communication. However, the authors concluded that too few respondents participated to be able to draw general conclusions about engagement.