Thematische Bibliographien / Employer Loyalty

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Auswahl der wissenschaftlichen Literatur zum Thema „Employer Loyalty“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 14. Februar 2022

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Zeitschriftenartikel zum Thema "Employer Loyalty"

Kot-Radojewska, Magdalena, und Iryna V. Timenko. „Employee loyalty to the organization in the context of the form of employment“. Oeconomia Copernicana 9, Nr. 3 (30.09.2018): 511–27. http://dx.doi.org/10.24136/oc.2018.026.

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Research background: Organizations that function in the contemporary, competitive economy attribute the increased importance to employee loyalty, which translates, to a large extent, into commitment to work. A loyal employee, strongly associated with the organization, is its valuable asset. On the other hand, in the dynamically changing reality, organizations more often use the alternative, flexible forms of employment, which are not only a response to the needs of the organization, but also employees themselves. Purpose of the article: The purpose of the paper is to examine the relationship between employee loyalty to the employer and the form of employment. Methods: The paper presents the results of research conducted by means of a diagnostic survey with the use of a questionnaire among 569 employees of manufacturing and service enterprises operating on the Polish market. Empirical data were collected from December 2015 to January 2016. The research process was based on the grounded theory and statistical analyses were conducted by means of the SPSS, assuming the level of significance at 0.05. In order to compare people with the different forms of employment, the Kruskal-Wallis test was used. Findings & Value added: The research results indicated that there are certain relationships between the form of employment and loyalty to the employer. A majority of the respondents believed that the form of employment influences the loyalty to the employer. A majority also rated the degree of their own loyalty to the employer high. Employees working under an indefinite duration employment contract rated the impact of the current form of employment on loyalty to the employer higher than people that have a fixed-term employment contract. The people who have an indefinite duration employment contract rated the degree of their own loyalty to the employer higher than people that have a fixed-term employment contract.

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Zhong, Xin, You Xin Zhang, Sheng Li und Yue Liu. „A Multilevel Research on the Factors Influencing Employee Loyalty Under the New Employer Economics“. Business and Management Research 9, Nr. 2 (15.06.2020): 1. http://dx.doi.org/10.5430/bmr.v9n2p1.

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Existing research shows that scholars try to achieve the goal of employee loyalty through human resource management practices at the organization level. However, the new employer economics proposes a tendency from “employer-centered” to “employee-centered”. Through a multi-level research method, this paper used 40 teams and found that employer brands had a significantly positive effect on employee loyalty. Basic psychological needs played a mediating role between employer brand and employee loyalty, but the team identification didn’t mediate the relationship between employer brand and employee loyalty. At last, the moderating role of servant leadership between employer brand and employee loyalty was not proved.

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Winnicka-Wejs, Alicja. „Staff Loyalty Value (Results of Working Students’ Survey)“. Kwartalnik Ekonomistów i Menedżerów 23, Nr. 1 (31.01.2012): 104–27. http://dx.doi.org/10.5604/01.3001.0009.5772.

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The article presents results of the survey concerning the meaning of staff loyalty (the loyalty towards the employer) in the professional life of working students of the University of Economics in Katowice. An independently prepared survey questionnaire was used. The article is utilitarian – twenty one working hypotheses were verified. The results of empirical research were presented as eight main points: the notion of staff loyalty as perceived by student respondents, the importance of staff loyalty as compared to other types of loyalty, the self-assessment of loyalty towards the employing organisation, the assessment of the respect shown by immediate superiors towards loyal employees, staff loyalty as a value appreciated both by employers and employees, the portfolio of satisfaction and loyalty evaluator, stability versus changeability in professional life, the perceived effects of staff loyalty.

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Schrag, Brian. „The Moral Significance of Employee Loyalty“. Business Ethics Quarterly 11, Nr. 1 (Januar 2001): 41–66. http://dx.doi.org/10.2307/3857868.

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Abstract:Expectations and possibilities for employee loyalty are shifting rapidly, particularly in the for-profit sector. I explore the nature of employee loyalty to the organization, in particular, those elements of loyalty beyond the notion of the ethical demands of employee loyalty. I consider the moral significance of loyalty for the employee and whether the development of ties of loyalty to the work organization is in fact a good thing for the employee or for the employer. I argue that employees have a natural inclination to extend loyalty to the organization and that organizations consequently have an obligation to make clear to employees the degree to which the organization will recognize and reward employee loyalty.

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Pavlovic, Goran, und Stefan Zdravkovic. „THE INFLUENCE OF EMPLOYER BRAND ON EMPLOYEES LOYALTY – THE MODERATOR EFFECT OF EMPLOYEES SATISFACTION“. Balkans Journal of Emerging Trends in Social Sciences 2, Nr. 2 (2019): 140–49. http://dx.doi.org/10.31410/balkans.jetss.2019.2.2.140-149.

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The successful operation of the organization is not based exclusively on customer satisfaction, but it is necessary to ensure the satisfaction of all relevant stakeholders. For an organization, it is first of all important to provide value for its employees, as it will result in a greater degree of their satisfaction, loyalty and productivity, which further leads to value creation for consumers. Companies are making significant efforts to build a unique image in order to present it as a unique and desirable place to work, which can also be defined as an employer brand. The main goal of the paper is to determine whether the employer brand has a positive impact on employee satisfaction and loyalty. The results showed that the employer brand has a significant impact on employee satisfaction and loyalty, and that satisfaction has a positive moderator role.

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Gardner, Timothy M., Jason Stansbury und David Hart. „The Ethics of Lateral Hiring“. Business Ethics Quarterly 20, Nr. 3 (Juli 2010): 341–69. http://dx.doi.org/10.5840/beq201020326.

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ABSTRACT:Lateral hiring is the intentional action of one employer to identify, solicit, and hire an individual or group of employees currently employed by another firm, a practice often pejoratively labeled “poaching.” We use the method of critical genealogy to demonstrate that the norms that discourage lateral hiring are constructions used by powerful employers to control the turnover of their employees, making them subjects of their employer’s power rather than free and autonomous people in their own right. We suggest instead that ethical responsibility for entertaining or rejecting lateral hiring offers rests with the focal employee(s). We conclude that the form and symmetry of loyalty between employees and their current employers are the determinants of the appropriateness of an employee’s decision to entertain and accept outside offers. These conclusions imply responsibilities for employers to forge (and employees to honor) symmetrical relational loyalty in the workplace, but not for alternate employers to refrain from making lateral hiring offers.

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Pfeiffer, Raymond S. „Owing loyalty to one's employer“. Journal of Business Ethics 11, Nr. 7 (Juli 1992): 535–43. http://dx.doi.org/10.1007/bf00881446.

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Miśkowicz, Tomasz. „Loyalty and the rule of law in the employment relationship“. Roczniki Administracji i Prawa specjalny, Nr. XIX (30.12.2019): 369–78. http://dx.doi.org/10.5604/01.3001.0014.1050.

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This article will be devoted to the relations between loyalty and the rule of law under an employment relationship, previously defined terms, whether the loyal side of this legal relationship is always a party following the binding legal order, and if not then can one speak of the loyalty of one of the parties to the employment relationship to the other party of the employment relationship. The study will, therefore, be devoted to employee loyalty, but not only, it will also mention the loyalty of the employer to the employee and the effects of their mutual relations.

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Boroff, Karen E., und David Lewin. „Loyalty, Voice, and Intent to Exit a Union Firm: A Conceptual and Empirical Analysis“. ILR Review 51, Nr. 1 (Oktober 1997): 50–63. http://dx.doi.org/10.1177/001979399705100104.

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Drawing on economics and organizational behavior concepts, the authors develop a model of employee “voice” (defined in terms of the frequency of grievance filing) and employee intent to exit the firm. They test the model using data on a sample of nonmanagement employees of a large multinational telecommunications firm in 1991. Employees' loyalty to the firm and their perception of the grievance procedure's effectiveness are the main independent variables. In tests that focus exclusively on employees who reported having been treated unfairly by the employer at some time, loyalty is found to have had a consistently strong negative association with both the exercise of voice and intent to exit the firm. One implication of these findings is that loyal employees who experienced unfair workplace treatment primarily responded by suffering in silence.

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Ogunyemi, Kemi. „Employer Loyalty: The Need for Reciprocity“. Philosophy of Management 13, Nr. 3 (2014): 21–32. http://dx.doi.org/10.5840/pom201413315.

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Dissertationen zum Thema "Employer Loyalty"

Mårtensson, Adam, und Karl Westdahl. „Kompetens som kvarstår - i tid och rum : En kvalitativ studie om hur eftergymnasialt utbildade individer upplever att intern employer branding bidrar till ökad medarbetarlojalitet“. Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105197.

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Kandidatuppsats i företagsekonomi III, organisation 15 hp, 2FE78E, Ekonomihögskolan vid Linnéuniversitetet i Kalmar, vårterminen 2021. Titel: Kompetens som kvarstår – i tid och rum Författare: Adam Mårtensson och Karl Westdahl Handledare: Jasmina Beharic Examinator: Mikael Lundgren Syfte: Syftet med denna studie är att urskilja och identifiera faktorer inom intern employer branding, för att se hur dessa påverkar eftergymnasialt utbildade individers medarbetarlojalitet. Genom att bidra till en förståelse över hur anställda upplever intern employer branding, kan organisationer använda informationen för att utveckla dess strategier därefter. Metod: En kvalitativ tvärsnittsstudie, med djupgående semistrukturerade intervjuer, användes för att skapa en större förståelse för studieobjektet. Denna, induktiva studie har bearbetat insamlade data genom initiala extensiva genomsökningar, vilket sedermera möjliggjort kodning. Slutsats: Studien påvisade att medarbetarlojalitet är avhängigt individuella preferenser. Det visade sig även att vissa faktorer inom intern employer branding är särskilt viktiga för medarbetarlojaliteten. Organisationer behöver klargöra strukturen kring vardera faktorn för de anställda. Annars är det osannolikt att medarbetarlojalitet utvecklas.
Bachelor Thesis in Business Administration III, Organization 15 hp, 2FE78E, School of economics at Linnaeus University Kalmar, Spring 2021. Title: Competency that remains – in time and space Authors: Adam Mårtensson and Karl Westdahl Supervisor: Jasmina Beharic Examiner: Mikael Lundgren Purpose: The aim of this study is to distinguish and identify factors within internal employer branding, too see how they affect the employee loyalty of post high school educated individuals. By contributing with an understanding of how employees perceive internal employer branding, organizations can use and implement this knowledge when developing their strategies. Method: A qualitative and cross-sectional method with profound, semi- structured interviews, was used to develop a greater understanding of the study object. This, inductive study has processed the collected data through an initial extensive scan which later provided the possibility to code the data. Conclusion: The study shows that employee loyalty is dependent on individual preferences. Some factors within the internal employer branding showed to be key for the employee loyalty. Organizations must clarify the structure of each factor to the employees. Or else, employee loyalty is unlikely to develop.

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Forsslund, Elin, und Julia Halin. „Understanding Millennials' Workplace Preferences : A Study on Choosing and Becoming Loyal Towards an Employer“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69655.

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Employees choosing their employer rather than the employer choosing their employees have resulted in an increased interest of understanding what is requested among today's workforce. The growing generation of the labour market, Millennials, have been shown to create difficulties for organisations, in form of an increased turnover rate among them. In order to decrease the turnover rate, the purpose of this thesis is to provide a better understanding of Millennials’ preferences when choosing a company, and factors that would make them loyal. Previous theory state important factors that are affecting Millennials, but these are studies conducted in countries such as Canada, the USA, and India. Therefore, this thesis focuses on Millennials in Sweden. To gain a deeper understanding of Millennials’ preferences, semi-structured interviews, with non-standardised questions were held. To analyse the empirical data a thematic method was used. This made it easier to compare the data with previous literature. Findings suggest that relations with colleagues and managers are an important factor that affects both the choice of employer and the loyalty towards them. Moreover, psychological work environment, values, progress, and salary were mentioned as essential factors. Depending on the research question, the outcome differed.
På dagens arbetsmarknad har det visat sig att anställda väljer sin arbetsgivare, istället för att arbetsgivaren väljer sina anställda, vilket har resulterat i ett ökat intresse i vad som efterfrågas bland dagens arbetskraft. Den växande generationen på arbetsmarknaden, millenniegenerationen, har visat sig skapa svårigheter för organisationer, däribland genom ökad personalomsättning. Syftet med uppsatsen är att öka förståelsen för hur denna generation väljer en arbetsgivare och vilka faktorer som skulle bidra till deras lojalitet. Tidigare forskning har påvisat viktiga faktorer som påverkar millenniegenerationen, men denna forskning är främst utförd i Kanada, USA och Indien. Därför fokuserar detta arbete på millenniegenerationen i Sverige. För att få en djupare förståelse för generationens preferenser för en arbetsgivare utfördes semistrukturerade intervjuer med icke-standardiserade frågor och analyserades med hjälp av tematisk analys. Detta underlättade arbetet i jämförelsen mellan data och tidigare forskning. Slutsatserna av analysen var att relationer med kollegor och chefer är en viktig faktor som påverkar både valet av företag, samt lojaliteten mot dessa. Utöver det var den psykologiska arbetsmiljön, värderingar, utvecklingsmöjligheter och lön viktiga faktorer. Beroende på forskningsfrågan blev innebörden olika.

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Ahlström, Helena, und Madeleine Bergholtz. „Arbetstagarnas inställning till arbetsgivaren gällande lojalitet och tillit : en jämförande studie“. Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-231.

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I denna studie har en jämförande studie mellan privat och offentlig sektor genomförts gällande arbetstagarens inställning till sin arbetsgivare. Studien bygger på en hypotetiskt deduktiv metod i vilken vi försöker verifiera vår hypotes. Hypotesen är att arbetstagare inom privat sektor känner större tillit och lojalitet till sin arbetsgivare. Vidare avser vi att studera hur arbetstagarnas inställning till sin arbetsgivare påverkas av de grundläggande tillits- och lojalitetsfaktorerna. De faktorer som ingår i undersökningen är ledningens hänsyn, kompetens, ärlighet och öppenhet, belöningssystem samt ledningens förmåga att inte svika sina arbetstagare. Hypotesen prövas sedan mot de analyser som görs utifrån empiriska data. I undersökningen ingick 168 respondenter från ett flertal olika arbetsplatser. Av dessa var 76 stycken anställda inom privat sektor och 92 stycken inom offentlig sektor.

Resultatet visar att arbetstagare inom den privata sektorn har en mer positiv inställning till att ställa upp för sin arbetsgivare. Att de offentligt anställda har en mer negativ inställning är en tendens som samtliga redovisade påståenden verifierar. Gällande delen av analysen som specifikt behandlar de tillits- och lojalitetsgrundande faktorerna visar resultatet att arbetstagare inom privat sektor i större utsträckning anser att deras arbetsgivare hanterar faktorerna på ett bra sätt. Ett resultat av detta är arbetstagarnas beteende, vilket skiljer sig åt i de två sektorerna. De privat anställda ställer i större grad upp för sin arbetsgivare exempelvis när det gäller övertidsarbete samt att de ger en mer positiv bild av sin arbetsgivare till personer utanför organisationen. Sammanfattningsvis konstaterar vi att vår hypotes verifieras, det vill säga arbetstagarna inom den privata sektor har en mer lojal inställning till sin arbetsgivare än vad arbetstagarna inom den offentliga sektorn har.

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Segolsson, Lola. „Den kommunala arbetstagarens rätt till yttrandefrihet kontra lojalitetsplikten gentemot arbetsgivaren : The municipal employees freedom of speech versus the duty of loyalty towards the employer“. Thesis, Karlstads universitet, Fakulteten för ekonomi, kommunikation och IT, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-7693.

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SAMMANFATTNING Syftet med uppsatsen har varit att beskriva och analysera gällande rätt, vad avser förhållandet mellan den kommunala arbetstagarens rättigheter till yttrandefrihet kontra den lojalitetsplikt som denne genom anställningsavtalet har gentemot sin arbetsgivare. Eftersom det finns en hel del praxis inom området främst från Justitieombudsmannen (JO), eftersom det rör sig om kommunal verksamhet, använder jag mig i uppsatsen av flera uttalanden och beslut från denna instans. Yttrandefriheten är en av de mest grundläggande rättigheterna i ett demokratiskt samhälle och är i Sverige en grundlagsfäst rättighet. Rätten att fritt kunna uttrycka sin uppfattning är viktig för att information skall kunna spridas, och att alla skall kunna vara med och påverka samhället via dialog och debatt. Teknikens utveckling och sociala mediers utbredning gör att information och åsikter blir lättillgängliga för en stor krets av mottagare. Att använda sig av sociala medier och via bloggar och facebook ge uttryck för åsikter och attityder blir allt mer frekvent förekommande, och det är inte helt ovanligt att man som arbetstagare kommenterar sin arbetsplats, chef eller verksamheten man är anställd inom. Arbetstagaren i den kommunala verksamheten har ett förstärkt skydd för sin yttrandefrihet gentemot arbetsgivaren (det allmänna) genom den grundlagsfästa meddelarfriheten och meddelarskyddet. I uppsatsen redogör jag för de rättigheter och det skydd som den kommunala arbetstagaren har när det gäller att utnyttja sin yttrandefrihet i form av kritiska uttalanden gentemot arbetsgivaren. Förutom rättigheten att uttrycka kritik gentemot sin arbetsgivare har den kommunala arbetstagaren också skyldigheter att anmäla missförhållanden inom vissa områden, Detta via lex Maria och lex Sarah, vilket jag också redogör för. I uppsatsen beskriver jag även det betänkande som i april i år (2011) presenterats angående lex Sarah inom skolan. I uppsatsen konstaterar jag att rätten till yttrandefrihet går före den lojalitetsplikt som i och med anställningsavtalets ingående uppstår. Jag konstaterar att lojalitetsplikten i kommunal verksamhet inte existerar när det gäller negativa eller kritiska yttranden gentemot arbetsgivaren. Lojalitetsplikten handlar för den kommunala arbetstagaren i själva verket enbart om hur man skall utföra sina arbetsuppgifter, inte vad arbetstagaren uttrycker om sin arbetsgivare.
Abstract The purpose of this essay is to explain and analyze the law, how the relations between the municipal employee towards freedom of speech work against the duty of loyalty the employee has towards the employer through the employment contract. Because of the high amount of standardized practice within this field, especially from the ombudsman, and because this essay is about the municipal functions, the essay will consist of multiple statements and decisions from these instances. The freedom of speech is one of the most fundamental rights in a democratic society – and in Sweden a right that is supported by the constitution. The right to freely express your own opinion is important for the information to spread, and for everybody to be able to affect the society via dialog and debate. The technological development and social media’s spread make information and opinions more accessible to a larger audience. The use of this kind of media such as blogs and the extensive use of Facebook to express opinions and different attitudes become used more frequently, it is not uncommon for a employee to make comments about his or hers workplace, boss or the field of work in one of these digital medias. The Employee in the municipal operation has a strong protection when it comes to freedom of speech towards the employer, through the constitutional freedom of information and the protection of sources. The essay will cover the rights and the protections that the municipal employees have when it comes to the use of freedom of speech in criticism towards the employer. Aside from the right to express criticism towards the employer, the municipal employee also have obligations to address anomalies within some fields, which will be described in the essay. Lex Maria and lex Sarah regulate this. I also describe a report that just has been presented concerning the lex Sarah in schools. In the essay I note that the freedom of speech will be prioritized before the duty of loyalty the employee has against the employer. And I note that the duty of loyalty in municipal operations does not exist when it comes to negative opinions or criticism against the employer. The duty of loyalty for the municipal employee is only about how the employer should carry out his work duties, and not what the employee, express about their employer.

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Bäcklund, Alexander, Bill Samuelsson und Simon Levander. „Generation Ys drivkrafter på arbetsplatsen : En studie av intern marknadsföring från ett medarbetarperspektiv“. Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-36076.

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Sammanfattning – ”Generation Ys drivkrafter på arbetsplatsen” Datum: 2/6-2017 Nivå: Kandidatuppsats i företagsekonomi, 15 ECTS Institution: Akademin för Ekonomi, Samhälle och Teknik, EST, Mälardalens Högskola Författare: Alexander Bäcklund, Bill Samuelsson och Simon Levander Titel: Generation Ys drivkrafter på arbetsplatsen Handledare: Kerstin Nilsson Nyckelord: Employer branding, Generation Y, Intern marketing, Loyalty, Social Exchange Theory. Frågeställning: Vilka incitament är det som påverkar den anställde att stanna på en arbetsplats?Matchar företagets employer branding-arbete med de anställdas motivationsfaktorer? Syfte: Syftet med undersökningen är att förklara de incitament som leder till att medarbetare väljer att stanna inom organisationen och jämföra det med företagets human resource-arbete för att behålla anställda. Metod: Undersökningen var av kvalitativ karaktär. Medarbetare samt human resource-chefer på tre företag intervjuades. Intervjumallen baserades på de valda teorierna samt den sekundära information som varit till underlag till studien. Intervjuerna analyserades genom en innehållsanalys och resultatet presenterades i de teman som varit återkommande i empirin. Slutsats: Undersökningen bekräftade den tidigare empirin om hur Generation Y som medarbetare karaktäriseras. Generationen är uppväxta med många möjligheter och är den högst utbildade generationen. Detta ger Generation Y större makt på arbetsmarknaden. Undersökningen visade att medarbetarna inom denna generation var mer drivna av kunskap än av finansiella mål. Att låta medarbetarna växa organiskt är därför ett av de viktigaste incitamenten för ökad lojalitet. Därför bör human resource-avdelningarna nischa sig mot vad Generation Y efterfrågar eftersom de är en majoritet på arbetsmarknaden.

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Grönvik, Möller Ida, und Malin Gustafsson. „Vägen till lojala medarbetare : En kvantitativ studie om intern employer branding“. Thesis, Södertörns högskola, Sociologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-37384.

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This study aims to investigate the attitudes towards the employer brand of an individualcompany from an employee perspective. By applying the Employer Attractiveness scale(EmpAt) (Berthon et al. 2005), it is investigated how the employees perception ofattractiveness of the employer varies depending on selected demographic components.Furthermore, the purpose is to establish whether a statistically significant relationship existsbetween employees loyalty and perception of the employer attractiveness. A quantitativeresearch method in terms of an online survey is used when collecting the data of the study,which is later analyzed using the statistical computer program SPSS. The results indicate thatthere are no significant demographic differences regarding the perceived attractiveness of theemployer. A strong positive correlation has been identified between the attractiveness of thestudied company and its employees loyalty. The results of the study are only applicable to theparticipating population, and cannot be generalized to a different population than the studyparticipatory.
Denna studie syftar till att undersöka medarbetares attityder gentemot ett enskilt företagsemployer brand. Genom tillämpning av Employer Attractiveness-skalan (EmpAt) (Berthon etal. 2005) studeras hur medarbetarnas uppfattning av attraktiviteten hos arbetsgivaren varierarberoende på utvalda demografiska komponenter. Vidare är syftet att ta reda på huruvida ettstatistiskt signifikant samband existerar mellan medarbetarnas lojalitet och medarbetarnasuppfattning om arbetsgivarens attraktivitet. En kvantitativ forskningsmetod i form av endigital enkätundersökning tillämpas vid insamling av studiens datamaterial, vilket analyserasi det statistiska dataprogrammet SPSS. Resultaten visar att det inte råder några signifikantademografiska skillnader vad gäller den upplevda attraktiviteten hos arbetsgivaren. Ett starktpositivt samband har identifierats mellan det undersökta företagets attraktivitetsvärde ochdess medarbetares lojalitet. Studiens resultat är endast applicerbara för den deltagandepopulationen, och kan inte generaliseras till en annan population än den i studien deltagande.

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Sanderson, Ellinor. „Arbetsgivares skydd mot arbetstagares utnyttjande av företagshemligheter från tidigare anställning“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Rättsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-24024.

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I ett kunskapsföretag besitter anställda kunskap om företagets hemligheter genom sin anställning. Denna kunskap utgör en väsentlig tillgång i företaget och stärker företagets konkurrensförmåga på marknaden, vilket ökar behovet av ett starkt skydd för företagshemligheter. Problematiken uppstår när anställda lämnar sin anställning och tar med sig den hemliga informationen till sin nya arbetsgivare och utnyttjar den där. När anställda konkurrerar med sin tidigare arbetsgivare får den arbetsrättsliga lojalitetsplikten väsentlig betydelse. Utgångspunkten är att anställda inte är bundna av lojalitetsplikten när anställningen upphör, vilket innebär att anställda är fria att utnyttja kunskap, erfarenhet och skicklighet som förvärvats under anställningen. Detta innebär att anställda inte kan ställas till ansvar efter anställningens upphörande, förutom i vissa fall då det enligt lagen (1990:409) om skydd för företagshemligheter (FHL) föreligger ”synnerliga skäl”. Avtal mellan parterna kan därför få en avgörande betydelse för arbetsgivares skydd. En godtroende ny arbetsgivare kan själv bli skadeståndsansvarig om en nyanställd, i sin nya anställning, missbrukar tidigare arbetsgivares företagshemligheter. Frågan som uppsatsen behandlar är huruvida den nya arbetsgivaren kan skydda sig mot detta. Slutsatsen är att FHL:s sanktionssystem och den arbetsrättsliga lojalitetsplikten är en ny arbetsgivares främsta skydd. Risken för en ny arbetsgivare att drabbas av skadestånd enligt FHL är överhängande när en anställd missbrukat tidigare arbetsgivares företagshemligheter i den nya verksamheten. I förebyggande syfte kan en ny arbetsgivare vidta åtgärder, t.ex. klargöra för anställda om sanktionssystemets innebörd och om arbetsgivarens egen inställning. Med anledning av KOM(2013) 813 och lagrådsremissen den 12 december 2013 kan en ny arbetsgivares skydd komma att förstärkas.
In a knowledge based company employees possess knowledge of the company’s secrets through their employment. This knowledge constitutes an essential asset of the company and strengthens its competitive position on the market, which increases the need for strong protection of trade secrets. The problem arises when employees terminate their employment and bring trade secrets to their new employer and exploit it there. When employees compete with their previous employer, the labour law duty of loyalty is essential. The starting point is that employees are not bound by the duty of loyalty when the employment is terminated, which implies that employees are free to utilize the knowledge, experience and skills acquired during their employment. This means that employees can not be held liable under the Act on the Protection of Trade Secrets (“the Act”) after the termination of the employment, except from “extraordinary reasons”. Contracts may therefore be vital for employers’ protection. A new employer in good faith can be held liable for damages if the new employee during the new employment abuses the previous employer’s trade secrets. The question that this thesis addresses is whether the new employer can protect himself/herself against this. The conclusion is that the Act’s system of sanctions and the labour law duty of loyalty is a new employer’s primary protection. The risk for a new employer to suffer damages under the Act is imminent when an employee has abused previous employer’s trade secrets in the new business. The new employer can take measures for preventive purposes, for example to clarify to employees the meaning of the system of sanctions and the employer’s own position. COM(2013) 813 and the proposal for new legislation referred to the Swedish Council on Legislation (December 12, 2013) may enhance a new employer’s protection.

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Peloso, Antony Frederick. „The antecedents of the employee loyalty-customer loyalty relationship“. Queensland University of Technology, 2005. http://eprints.qut.edu.au/16028/.

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Increasing and maintaining customer loyalty has been shown to enhance service firm profitability. This research focuses on the antecedents of customer loyalty in a large national North American banking organisation, in particular the relationship between employee loyalty and customer loyalty, and further within the organisation, the antecedents of the employee loyalty-customer loyalty relationship. Thus the current research investigates the chain of events from managerial actions to customer loyalty with the aim of identifying relevant managerial practices and their influences within the organisation that lead to customer loyalty. The research provides tangible evidence supporting the importance of providing organisational resources to increase employee loyalty as a means of increasing customer loyalty in service organisations. To achieve this goal, the study suggests that a comprehensive set of managerial practices will enhance an organisation's service climate, foster positive employee attitudes and behaviours in relation to service provision, that impact on employee loyalty, service quality, and ultimately customer loyalty. These practices include support provided by senior leadership, the provision of resources that facilitate effective work practices, a positive management orientation on customers, and the use of employee evaluation and remuneration based on service-oriented behaviours and attitudes. By instituting these managerial practices, management can increase employee perceptions of self-efficacy, employees' beliefs in the abilities to perform well in their jobs, increase employee satisfaction, which in turn drive employee loyalty. These managerial practices also enhance the favourable nature of the organisation's service climate so that customer perceptions of service quality are likely to be more positive. Overall the study provides evidence to support the existence of a chain of events from managerial actions to employee and customer loyalty intentions. Evidence also exists to support the relationship between employee loyalty and customer loyalty, so that higher levels of loyalty within service a service organisation can potentially lead to higher levels of customer loyalty. The implications of the research are that management within service organisations can impact customer loyalty by focussing directly on service delivery issues and by providing a favourable service climate. Managers can also influence employee beliefs about their abilities to do their jobs and the level of satisfaction employees have within those organisational roles. The study also suggests that a service organisation's service climate is an important mechanism by which management can communicate to both employees and customers that a customer orientation is a primary managerial imperative. Finally, the study provides valuable insight into the processes by which employees perceive managerial orientation and support, and how those perceptions influence customer perceptions of service quality and impact on their loyalty intentions towards service organisations.

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Ramokolo, Mmatsatsi Elizabeth. „The exploration of the reasons for the resistance of troubled employees to utilize the Employee Assistance Programme at Aventis Pharma“. Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-01242005-143926.

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Chiboiwa, Malvern Waini. „The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe“. Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.

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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.

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Bücher zum Thema "Employer Loyalty"

Meschke, Stephan. Employee Loyalty. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9.

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McCarthy, Dennis G. The loyalty link: How loyal employees create loyal customers. New York: Wiley, 1997.

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Walton, William B. The new bottom line: People and loyalty in business. San Francisco: Harper & Row, 1986.

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Employee engagement: A roadmap for creating profits, optimizing performance, and increasing loyalty. San Francisco: Jossey-Bass, A Wiley Imprint, 2009.

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Rao, Ajit. The tao of loyalty: Winning with employees. New Delhi: Response Books, 2006.

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Malsberger, Brian M. Employee duty of loyalty: A state-by-state survey. 3. Aufl. Washington, D.C: Bureau of National Affairs, 2005.

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Malsberger, Brian M. Employee duty of loyalty: A state-by-state survey. 4. Aufl. Arlington, VA: BNA, 2009.

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Malsberger, Brian M. Employee duty of loyalty: A state-by-state survey. Arlington, VA: Bloomberg BNA, 2013.

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American Bar Association. Employment Rights and Responsibilities Committee., Hrsg. Employee duty of loyalty: A state-by-state survey. 4. Aufl. Arlington, VA: BNA Books, 2009.

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Kazanjian, Kirk. Driving loyalty: Turning every customer and employee into a raving fan for your brand. New York: Crown Business, 2012.

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Buchteile zum Thema "Employer Loyalty"

Ogunyemi, Kemi. „Employer Loyalty“. In Encyclopedia of Business and Professional Ethics, 1–6. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-23514-1_334-1.

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Huang, Chao-Chin. „Experience Co-creation, Employer Branding, Customer Loyalty: A Multi-level Analysis: An Abstract“. In Enlightened Marketing in Challenging Times, 561–62. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-42545-6_194.

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Meschke, Stephan. „The Concept of Employee Loyalty“. In Employee Loyalty, 27–72. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_3.

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Meschke, Stephan. „Results“. In Employee Loyalty, 131–65. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_7.

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Meschke, Stephan. „Employees in Organizations“. In Employee Loyalty, 7–26. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_2.

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Meschke, Stephan. „Introduction“. In Employee Loyalty, 1–5. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_1.

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Meschke, Stephan. „Outcomes of Employee Loyalty“. In Employee Loyalty, 73–87. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_4.

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Meschke, Stephan. „Intercultural Comparison of Employee Loyalty“. In Employee Loyalty, 89–103. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_5.

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Meschke, Stephan. „Discussion“. In Employee Loyalty, 167–84. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_8.

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Meschke, Stephan. „Empirical Investigation of Employee Loyalty“. In Employee Loyalty, 105–29. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_6.

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Konferenzberichte zum Thema "Employer Loyalty"

Fodor, Monika. „OPINION OF HR EXPERTS ABOUT THE LOYALTY INCREASING SOLUTIONS AND EMPLOYER BRANDING CAMPAIGNS IN CASE OF Z GENERATION“. In IISES Annual Conference, Sevilla, Spain. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.035.016.

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Gürbüz, Gözde, İlknur Kumkale und Adil Oğuzhan. „TheEffects of Empowerment Applications on Organizational Loyality in the Banking Sector: A Study of Trakya Region“. In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00767.

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It is necessary that several applications should be done by the firms to adaptation to the changing market conditions and taking advantage of loyality. The first-major one of these applications is “empowerment” which is a modern management application. Efforts and labor of employees, who are so important for the firms’ developing and growing process, make valuable the firms. As businesses are aware of this, give power, responsibility, authority, and confidence to the employees; and thus they will be empowered. When the employees feel that they are empowered, their loyality will increase to the employer. This is important for the firms in today's hard conditions. In this study, it was investigated how was applied empowerment in the banking sector that there is intensive competition and how the empowerment effect the loyality level on the organization. The study is done via first data acquired from questionnary which were applied to 382 employees in 20 banks in Edirne, Tekirdağ and Kırklareli city-centers, and seconder data is from the literrature. The reliability test, demographical dispersion of employees, interpretation of employee empowerment and organizational commitment’s surveys, factor analiysis, variation tests (Kolmogrov-Smirnov Z, Mann-Whitney U, Kruskal-Wallis), regression and correlation analysis was made by SPSS. As a result of the study, it is concluded that, the empowerment applications in the banking sector, increased the loyality of the employee to the organizations.

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Syahrizal, Syahrizal, Dina Patrisia und Abror. „Employee Engagement, Satisfaction and Loyalty: Preliminary Findings“. In Proceedings of the Third Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba-19.2019.78.

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Gao, Jun, und Xin Shu. „Trust, perceived organizational support and employee loyalty“. In International conference on Management Innovation and Information Technology. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/miit132072.

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Alwi, Mohd Nur Ruzainy. „Gen Y: Employee Rewards, Motivation And Workplace Loyalty“. In IEBMC 2017 – 8th International Economics and Business Management Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.07.02.38.

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Huang, Jing. „Employee Loyalty and Its Impact on Hotel Growth“. In 7th International Conference on Management, Education, Information and Control (MEICI 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/meici-17.2017.143.

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Wulandari, Nurlaily, Alvin Arifin, Masfufatul Khoiriyah, R. A. Istiqomah Pujiningtiyas und Moh Arifin. „Effect of Empowerment and Compensation on Employee Loyalty“. In International Conference on Health Informatics, Medical, Biological Engineering, and Pharmaceutical. SCITEPRESS - Science and Technology Publications, 2020. http://dx.doi.org/10.5220/0010330902590263.

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Melayansari, Melisa, und Risa Bhinekawati. „The Impact of Work-Balance on Employee Performance Mediated by Employee Loyalty (Lessons from Female Employees Working in International Environment in Greater Jakarta, Indonesia)“. In 6th Annual International Conference on Management Research (AICMaR 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200331.025.

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„The Effect of Corporate Social Responsibility on Employee Satisfaction and Loyalty: A Research on Banking Sector Employees in Erbil, Kurdistan“. In International Conference on Accounting, Business, Economics and Politics. Ishik University, 2018. http://dx.doi.org/10.23918/icabep2018p11.

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Tokareva, Yulia. „THE FORMATION OF EMPLOYEE LOYALTY TO THE COMPANY NORETIOCHOLANOLONE CRISIS“. In 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017. Stef92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/15/s05.064.

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