Thesis (Ph. D.)--University of Washington, 2003. / Vita. Includes bibliographical references (leaves 107-119).

The study focused on the relationship between management styles and job satisfaction of employees in the organization. The aim of this study was to investigate the relationship between management style, using Theory X and Y management style and job satisfaction as moderated by employees’ self-efficacy and gender. The study involved N = 137 participants from two different Swedish organizations in the engineering and manufacturing sector based in Stockholm and Växjö, Sweden. The data was collected through surveys from each participant. Study findings showed that there was a positive correlation between self-efficacy and job satisfaction. Additionally, results revealed that the relationship between theory X and Y and job satisfaction is not moderated by either self-efficacy and gender. Based on the study, it was observed that job satisfaction is greatly impacted by management styles which are oriented more towards theory Y than theory X in the relationship between management and employees in organizations in Sweden. Thus, the study highlights the importance of employee-oriented leadership style for the organizations and how this influences job satisfaction of employees.

The effectiveness of manager¡¦s management leadership is potentially affected by the interpersonal interactions with and delegation to its employees. At the same time, the level of employee job satisfaction is also affected by such relationships. How much trust does a supervisor has in this subordinate? What level of delegation is exercised by supervisors? In a business organization, what kinds of relationships exist between supervisor¡¦s trust in employees, delegation to employees and employee job satisfaction? When a supervisor¡¦s trust in and delegation to employees are met with employee with orientation toward theory X, or theory Y, what kinds of relationships exist for internal and external job satisfaction? Two sets of samples were collected in this study. One set of data were collected from a group of Taiwanese employee, the other set from a group of Chinese employee employed by Taiwanese business enterprises in the Gungdong district of China. The results of the two groups in different geographic regions were compared. Differences in trust, delegation and employee job satisfaction in the two groups with similar Chinese culture were identified. The research findings are as follows: 1. Trust and delegation are moderately and positively correlated. In this relationship, the Taiwanese employee group exhibits no significant difference with the Chinese employee group.¡@The correlation for this relationship was not highly correlated in for both employee groups. 2. Trust and employee overall job satisfaction showed moderate positive relationship. The results indicate that the Chinese employee group exhibit higher level of job satisfaction relative to the Taiwanese employee group in respect of trust. In the Taiwanese employee group, there was no significant difference between internal and external job satisfaction. But in the Chinese employee group, internal job satisfaction was higher than external job satisfaction with respect to trust. 3. In the sample of Chinese employee studied, there was no employee with theory X orientation. In the Taiwanese employee group, when theory X and Y was introduced as a factor moderating the relationship between trust and internal job satisfaction, employee with theory Y orientation showed higher level of internal job satisfaction with respect to trust than employee with theory X orientation. For both groups of employee with theory Y orientation, the Chinese employee group showed higher level of internal job satisfaction than the Taiwanese employee group. 4. Delegation and overall job satisfaction showed moderate level of positive relationship. There was no difference between the Taiwanese and Chinese employee group. 5. The relationship between delegation and internal and external job satisfaction was moderated by theory X and Y orientation. In this study, the Chinese employee group has no employee with theory X orientation. In the Taiwanese employee group, employee with theory Y orientation exhibit higher level of correlation between delegation and internal job satisfaction than employee with theory X orientation. In both groups of theory Y orientation, there was no significant difference between the Chinese and Taiwanese employee group with respect to internal job satisfaction. With respect to the relationship between delegation and external job satisfaction, in the Taiwanese employee group, the correlation between delegation and external job satisfaction for employee with theory Y orientation was much higher than that for theory X. For both groups of theory Y, the internal job satisfaction in Taiwanese employee group was higher than the Chinese employee group. This study reviews the relationship between supervisor¡¦s trust and delegation with respect to subordinate¡¦s level of job satisfaction. The results serve as reference for supervisors and managers in their management or leadership. For the business managers and supervisors of Taiwanese business enterprises in China, this study has made comparison between the Taiwanese group and Chinese group, which may be beneficial in understanding the organizational behavior of local Chinese employee when considering investment in China.

Vår studie handlar om utförandet av privata angelägenheter under arbetstid. Syftet med studien är att skapa en förståelse för utförandet av privata angelägenheter under arbetstid inom restaurangbranschen. Frågor som vad de anställda sysslar med på arbetstid och hur de hanterar privata angelägenheter framför gäster kommer besvaras. Även varför respondenterna utför privata angelägenheter kommer att undersökas. Restaurangbranschen är speciellt intressant att undersöka då ständig kundkontakt förekommer. Servitriser och servitörer deltar i undersökningen då dessa har daglig kontakt med kunder och vi vill undersöka vilka och varför de utför privata angelägenheter dels framför gäster. Tidigare forskning har undersökt utförandet av privata angelägenheter i andra miljöer som kontor men vi anser att vidare studier om serviceyrken behövs.I teoriavsnittet finns relevanta teorier kopplade till utförandet av privata angelägenheter under arbetstid. Teorier om work-life balance, digitalisering, organisationskultur och neutraliseringstekniker etc.   Sex respondenter, blandat servitriser och servitörer från olika företag deltar i undersökningen. Vi har valt att göra en kvalitativ undersökning med intervjuer som insamlingsmetod. Svar från intervjuer jämfördes med teorier och en analys växte fram. Analysen mynnade ut i svar till våra frågeställningar och det framkom att det vanligaste våra respondenter ägnar sig åt när det gäller privata angelägenheter under arbetstid är mobilen, dator och olovliga pauser. Det kan handla om sms, telefonsamtal, spel på mobilen, surfa och ägna sig åt sociala medier.   Varför våra respondenter utför privata angelägenheter är dels för att få ihop arbete och fritid, alltså att ha ett fungerade work life-balance, för att det är okej inom organisationen och för att de behöver en paus i arbetet. Vidare visar det sig att respondenterna använder sig av olika tekniker för att rättfärdiga sitt beteende kring utförandet av privata angelägenheter. Vissa respondenter tycker att de förtjänar att ägna sig åt annat än arbete för de jobbar så hårt, andra förhåller sig till hur mycket kollegorna arbetar och gör inte mer eller mindre och då kan utrymme för privata angelägenheter finnas.   Respondenterna berättar även att de utför privata angelägenheter framför gäster. De använder mobil och dator framför gäster men i kontrast till det beteendet vill respondenterna även agera professionellt i yrkesrollen och framför gästen.   Slutsatserna som kunde dras var bland annat att mobilen är den absolut största faktorn till att privata angelägenheter utförs. Vanligt förekommande var att datorer och annan elektronisk utrustning användes för att svara på privata samtal, spela spel eller skicka e-mail. Det framkom att organisationskultur, sättet att leda personalen samt work life balance var faktorer som svarade på varför privata angelägenheter utförs. Det framkom även att medarbetarna rättfärdiga sitt beteende genom att förminska, normalisera eller jämföra arbetsprestationer sinsemellan.

Background: The COVID-19 pandemic reshaped part of the labor market, causing an increase in remote work and consequently the rise of “quiet quitting”. Quiet quitting refers to when an employee does the bare minimum at work, and the specific reasons for its rise, vary, however, there is reason to believe that remote work can be a contributing factor due to its effect on social connections and motivation.    Purpose: The purpose of this thesis is to investigate the relationship between working from home and quiet quitting, and how digital leadership can affect job satisfaction. This is because employers need to recognize and address the contributing factors of quiet quitting to be able to keep job satisfaction. Method: This thesis is a qualitative study using an interpretivist method. The research has been performed though an inductive research approach. The primary data were gathered though 20 semi-structured interviews with 10 companies form various industries located in Småland Sweden. A person in a leading position and an employee were interviewed from each organization and a thematic analysis approach was used to analyze the data.    Conclusion: The result from our findings showed that remote work has a significant impact on employee job satisfaction. Many employees experienced a lack of support and feedback from their managers and colleagues, as well as lower cohesion, which many perceived effected their motivation and increase the risk of quiet quitting.  That is why managers should focus on creating “digital cohesion” by reworking their digital work, improving digital communication, and improving digital feedback. This may result in employees feeling more appreciated and committed to the organization, thus mitigating the risk of quiet quitting.

Det upplevs bristande forskning om kompetensutvecklingens effekter, specifikt de effekter som sker på individnivå (Ellström &amp; Kock, 2008; Jönsson &amp; Schölin, 2013). Därför är syftet med den här studien att få en fördjupad förståelse för hur individen upplever vad kompetensutveckling kan ge. Studien utfördes på ett stort företag som tillämpar ett brett kompetensutvecklingsutbud för sina anställda med både kravsatta och frivilliga kompetensutvecklingsmöjligheter. Därför är studiens andra syfte att tolka och förstå individens upplevelse om vad kompetensutvecklingen kan ge utifrån tankar om tvingande eller frivillig kompetensutveckling. För att nå kunskap och insikt kring ämnet antar studien därför en kvalitativ ansats med intervjuer som datainsamlingsmetod. Sammanfattningsvis upplevde intervjupersonerna att kompetensutveckling bidrog med en identifikation med företaget, förändrad identitet, personliga inställningar, kontroll, gemenskap, välmående, en attraktionskraft och karriärmöjlighet. Upplevelserna kring vad kompetensutveckling kan ge förändrades inte om kompetensutvecklingsaktiviteten var tvingande eller frivillig. Intervjupersonernas upplevelser var att företagets ledarstil genomsyrades av öppenhet och medbestämmande och att de tydliggjorde sina motiv för utbildningarna och därmed var en anledning till varför dessa inte upplevdes som ett krav. / <p>Ledning och strategiskt personalarbete (LOSP) 3, 30 hp</p>

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Text in German / This dissertation is a contribution to cybernetics, a sub-discipline ofPractical Theology. It is a dialogue between theology and management science. The first part discusses whether such a dialogue is reasonable at all. There are a lot of parallels between wisdom theology in the Old Testament and modern management theory. We discuss the benefits and the limitations of wisdom, and the way Israel took advantage of wisdom knowledge of the surrounding peoples. Finally, we draw conclusions for the way how church leadership could integrate knowledge from management theory. The main part of this dissertation is on anthropology and leadership. McGregor invented 1957/60 the so-called theories X andY. He demonstrated that leadership styles of managers are affected by the way they look at their subordinates. Leaders who regard people as lazy (theory X) will try to movitate people by extrinsic factors. Theory Y assumes that human beings have intrinsic motives to work. This assumption is an implicit basis of modem leadership concepts. The background and influence of these theories are explained. Especially, we follow the way from the anthropology of the reformators to theory X and from theory X (Taylorism) to theory Y. Limitations of theory Y are also discussed. In the next step we describe various facets of Old Testament anthropology dealing with man's willingness and capacity to work. The significance of the imago dei in this context is discussed by and large. Finally, we compare these facets with the theories X and Y. Result: The reformators emphasized one-sidedly the undignity of human beings implying that many Protestants consider theory Y as too positive, too humanistic. Old Testament portrays both the dignity and the undignity of human beings. Old Testament anthropology correlates better with theory Y. Thus theory Y is not an antibiblical theory. / Practical Theology / D.Th (Practical Theology)

A series of 1,3,2,4,5-dithiadiazarsoles with the general formula RAs(S₂N₂) (R = Me, Et, i-Pr, t-Bu, Ph and Mes) have been prepared and characterised by multinuclear NMR, IR and Raman spectroscopies and mass spectrometry. The X-ray structures of PhAs(S₂N₂) and MesAs(S₂N₂) were determined. The low temperature X-ray structures of the half-sandwich 5,1,3,2,4-metalladithiadiazoles Cp*M(S₂N₂) (M = Co, Ir) were determined and Cp*Rh(S₂N₂) was prepared. All three metalladithiadiazoles were characterised by multinuclear NMR, IR and Raman spectroscopies and mass spectrometry. The X-ray structures of complexes [Cp*RhCp*]Cl,[Cp*Rh(μ-S₃N₂)(μ-S₂O₃)RhCp*] and Cp*Ir[S₂N₂(IrCl₂Cp*)] obtained during this work were determined. The low temperature X-ray structure of Roesky's sulfoxide (S₃N₂O) is presented together with assignments of its vibrational spectra as suggested by theoretical calculations. The experimental structures of the metalladithiadiazoles and that of Roesky's sulfoxide are compared with calculated geometries. A limited amount of simple experiments have been carried out with selected title compounds to get an insight into their reactivity.

Careful treatment of water molecules in ligand-protein interactions is required in many cases if the correct binding pose is to be identified for molecular docking. Water can form complex bridging networks and can play a critical role in dictating the binding mode of ligands. A particularly striking example of this can be found in the ionotropic glutamate receptors (iGluRs), a family of ligand gated ion channels that are responsible for a majority of the fast synaptic neurotransmission in the central nervous system that are thought to be essential in memory and learning. Thus, pharmacological intervention at these neuronal receptors is a valuable therapeutic strategy. This thesis relies on various computational studies and X-ray crystallography to investigate the role of ligand-water mediated interactions in iGluRs bound to glutamate and α-amino-3-hydroxy-5-methyl-4- isoxazole-propionic acid (AMPA). Comparative molecular dynamics (MD) simulations of each subtype of iGluRs bound to glutamate revealed that crystal water positions were reproduced and that all but one water molecule, W5, in the binding site can be rearranged or replaced with water molecules from the bulk. Further density functional theory calculations (DFT) have been used to confirm the MD results and characterize the energetics of W5 and another water molecule implicated in influencing the dynamics of a proposed switch in these receptors. Additional comparative studies on the AMPA subtypes of iGluRs show that each step of the calculation must be considered carefully if the results are to be meaningful. Crystal structures of two ligands, glutamate and AMPA revealed two distinct modes of binding when bound to an AMPA subtype of iGluRs, GluA2. The difference is related to the position of water molecules within the binding pocket. DFT calculations investigated the interaction energies and polarisation effects resulting in a prediction of the correct binding mode for glutamate. For AMPA alternative modes of binding have similar interaction energies as a result of a higher internal energy than glutamate. A combined MD and X-ray crystallographic study investigated the binding of the ligand AMPA in the AMPA receptor subtypes. Analysis of the binding pocket show that AMPA is not preserved in the crystal bound mode and can instead adopt an alternative mode of binding. This involves a displacement of a key water molecule followed by AMPA adopting the pose seen by glutamate. Thus, this thesis makes use of various studies to assess the energetics and dynamics of water molecules in iGluRs. The resulting data provides additional information on the importance of water molecules in mediating ligand interactions as well as identifying key water molecules that can be useful in the de novo design of new selective drugs against iGluRs.