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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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Wiklund, Frida, und Sandra Jansson. „Employee Loyalty and the Factors Affecting It : A qualitative study comparing people with different working experience on their view of employee loyalty“. Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161047.
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Having high employee loyalty is something which most organisation strive to obtain. Not only because of the morals of it, but also because of the fact that high levels of employee loyalty have been proven in many studies to increase operational performance. However, the literature on the concept provides many different definitions on it, and also suggest many different factors that affect how loyal an employee feels towards their organisations. The studies conducted previously on the topic has mainly been quantitative studies researching the connection between levels of loyalty and performance, and at specific companies or industries. As soon to be newly graduated students, the authors of this study also found the lack of comparison between people with different working experience interesting. Due to these reasons, the purpose of this study was to dig deeper into the concept of employee loyalty, how it is defined and which factors that affect the level of loyalty an employee feels towards an organisation. The sub-purposes of this study involve comparing one group of people with 1-3 years of working experience to another group with more than 15 years of working experience. The research question that was developed to be answered in this thesis is as follows: How does the view upon employee loyalty and the factors affecting it differ between people whom have been working for more than 15 years versus 1-3 years? In order to answer the research questions and fulfil the purpose, a comparative qualitative study was conducted through semi-structured interviews. In line with some previous studies, the Social Identity theory and the Social Exchange theory were used in order to explain the factors affecting employee loyalty. The first focuses upon the level of identification the respondents feel towards different components of the organisation, while the other focuses on factors of exchange between the organisation and its employees. These theories, and theories connected to what employee loyalty is, was used in order to develop a conceptual model which served as a foundation for the data collection, empirical findings, and the analysis. The empirical findings of this thesis showed that while some definitions of employee loyalty and the factors which are affecting it are similar between the groups, there were also some differences. Employee loyalty was defined by most as someone whom has a behaviour and attitude which is positive, does what is expected from them and whom represents the company in a good manner. The difference between the groups regarding employee loyalty were that the group with more experience seem to have higher demand to classify someone as a loyal employee than the group with less experience has. Moreover, the most evident difference of what affects employee loyalty was that the factor competence development was by far most important for the groups with less experience, while a responsive organisation was what the group with more experience found important in order to keep employees loyal. Conclusions drawn from this study is that “softer” factors like the relationship’s employees have between each other, the organisational culture, and sense of opportunity for personal growth seem to be far more important for employees than physical benefits. Furthermore, there seem to be some differences regarding employee loyalty between groups with different levels of working experience which is why this thesis recommends organisations to be responsive to its employees’ needs and adapt their management to all employees.
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Ericsson, Adam. „Organizational Culture and Employee Loyalty : The Case of IKEA“. Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26373.
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Title: Organizational Culture and Employee Loyalty Subtitle: The Case of IKEA Level: Thesis for Master Degree in Business Administration Author: Adam Ericsson Supervisor: Daniella Fjellström Examiner: Maria Fregidou-Malama Date: March 2018 Aim: This research aims to investigate how organizational culture influence employee engagement and loyalty. Method: The study is based on qualitative research method. Interviews serve as the main primary data. Result & Conclusions: Organizational culture of IKEA makes employees engaged to achieve the company’s objectives and stay loyal at the company. Organizational culture of openness and communication creates a comfortable atmosphere making co-workers involved to improve existing practices. Organizational culture of empowerment conveys the trust and belief that the company puts in co-workers making co-workers willing to develop and make IKEA grow. Organizational culture of learning and development motivates co-workers to develop, transfer learning and stay loyal to the company. Besides, organizational culture of reward/compensation and work/life balance makes co-workers feel valued, cared for, recognized and hence stay loyal. Last, organizational culture of Family makes co-workers feel included, equal and identify themselves with the company, hence creating happy and loyal co-workers. Suggestions for future research: Focusing on the employee's perspective related to organizational culture and loyalty, it will be interesting to investigate the influence of organizational culture on employee engagement and loyalty from the employer’s perspective. Contribution of the thesis: The study contributes to the organizational culture and employee loyalty literature in the retail industry by presenting a model how organizational culture influences employee engagement and loyalty. It introduces Family culture as the result of core values; which reflects the company's structure and way of doing things; these core values can by that influence employee attitudes. The company’s culture of learning and development, reward/compensation and ´´Family´´ makes employees loyal. Last, the company's organizational culture of ´´Voice´´ characterized of openness, communication and empowerment makes employees engaged. Keywords: Organizational Culture, Employee Attitudes, Employee Behavior, Core Values, Employee Loyalty, Employee Engagement, Family Culture.
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La, Beur Howard Edward. „Communications effect on employee anxiety and loyalty during a merger“. CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1961.
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Only in about 35 percent of mergers do companies meet their pre-merger goals. One cause of these failures is attributed to the unstable work environment created by a pending merger. Previous research has focused on post-merger attitudes of employees. The purpose of the current study was to explore communication processes in announcing a merger. Scenarios were used to simulate merger announcements.
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Zajdlewicz, Leah. „Predicting employee intentions to support a hotel re-brand /“. [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19211.pdf.
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Gargouri, Chanaz. „Employee Perceptions of Loyalty as a Factor of Performance. Grounded Theory Approach“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4058.
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The relationship between employee loyalty and organizational performance has long been recognized but not included in performance appraisal models. This study identifies the perspectives of Master of Business Administration (MBA) candidates at a small private university in the eastern U.S. Fifteen interviews were conducted after distributing flyers among MBA classes and interested students volunteered to participate. The study was qualitative, based on personal interviews, to explore how loyalty is perceived in relation to performance. The theoretical framework used was Hogan's (1983) socioanalytic theory to explain differences in people's performance at work. Through use of a grounded theory approach, employees' perceptions on loyalty as a component of employee performance evaluation inducted to a theoretical model. This research shows, for the first time, loyalty as an expectation of performance from the perspective of individuals preparing to be future managers. The model explains the interrelationship between the suggested dimensions inducted from participants' perceptions for the purpose to assess both company and employee loyalty. The theoretical model demonstrates that a balance is needed to build a loyalty base between the company and employee loyalty that will lead to better performance. Specifically, respondents identified components of loyalty in the dimensions of integrity, flexibility, transparency support, dedication, conscientiousness, accountability, and advocacy. The model supports intuitive recognition that management behavior that creates employee loyalty also improves employee performance. The theoretical model can be used by researchers and human resource professionals to shape their quantitative research and organizational policies.
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Pereira, Kenneth N. „Loyalty of online faculty: A work design perspective of the impact of a telecommuting work environment on employee loyalty“. Scholar Commons, 2009. http://scholarcommons.usf.edu/etd/2138.
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ABSTRACT This study empirically evaluates the theoretical impact of a telecommuting or online work environment on employee loyalty. While the concept of employee loyalty has been extensively researched, the concept of the impact of the work environment on employee loyalty is fairly new. Specifically, this study operationally defines the work environment characteristics that contribute to employee loyalty and examines the impact of the online or telecommuting work environment on employee loyalty. A survey instrument is utilized to collect perceptual data about the psychological components of the work environment and their impact on employee loyalty from the employee's perspective. Multiple linear regression analysis is used to analyze the data from one hundred and three respondents to determine correlation between the work environment characteristics and employee loyalty.
Additional statistics utilized in the analysis of the data include: factor analysis, t-test, K-S test, and Cronbach's Alpha. While the study's findings confirm that the three work environment factors (job satisfaction, social interaction, and trust) contribute to employee loyalty as represented by the surrogate, intent to turnover, the dynamics underlying the perceptions of telecommuting and traditional collocated employees is complex. Telecommuting employees, as hypothesized, demonstrate higher levels of intention to turnover, the key construct in the study, than do traditional onsite employees. Similarly, job satisfaction is much lower for telecommuters. No statistically significant differences were found in trust or social interaction. When exploring casual impacts of satisfaction, social interaction and trust on intention to turnover, very different dynamics emerged between the telecommuting and traditional.
In particular, job satisfaction, while very important to the traditional workers, was insignificant to intention to turnover to telecommuter employees. In addition, telecommuters apparently had derived alternative mechanisms to allow for social interactions, other than face-to-face ones. Trust, in both groups, is an overriding factor in ameliorating intention to turnover. This research adds to current perspectives on the effects of the work environment on employee loyalty. This research will enhance insights into this increasingly prevalent work environment, and organization researchers and managers will be able to use these results to enhance understanding of the impact on work environment. These contributions may help to decrease turnover and enhance the satisfaction derived in telecommuting work environments. The study ends with a discussion of limitations and suggestions for future research.
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Geraets, Julie Ann. „Minnesota Chamber of Commerce aligning employees with brand values /“. Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006geraetsj.pdf.
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Rowe, Kate Penelope. „Psychological capital and employee loyalty: The mediating role of protean career orientation“. Thesis, University of Canterbury. Psychology, 2013. http://hdl.handle.net/10092/7621.
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Evidence that positively disposed employees are inclined to experience greater loyalty to the organisation and fewer intentions to quit may be underestimated. The present study
investigated the role that the individual’s career attitude plays in the relationship between positive psychological capital (a composite variable based on hope, self-efficacy, resilience,
and optimism) and subsequent loyalty to the organisation. An online survey was administered to New Zealand employees across five distinct industries. Regression analyses on a sample of 518 confirmed that a self-directed and values-driven approach to career management mediates the relationship between psychological capital and affective commitment to the organisation and turnover intentions. Results are discussed in terms of their implications for individual and organisational activities and recommendations for future research are provided.
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Skoog, Hjertquist Pontus, Daniel Andersson und Karin Hafstad. „Exploring the Relationship between Employee Branding and Brand Loyalty : a qualitative case study“. Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26691.
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Background: Making customers loyal to the brand have become a key issue for marketers to achieve since it acts as a major contributor to competitive advantage. The brand image is argued to be the main source for brand loyalty and organizations continuously seeks for ways to achieve brand loyalty through enhancing their image. Employee branding makes it possible for organizations to consistently deliver a desired brand image to the customers, through its employees, and it could therefore be of importance to explore the relationship between employee branding and brand loyalty. Research questions: RQ1: How does the organization’s management communicate its desired brand image to the employees? RQ2: How do the various sources of messages contribute to employees’ knowledge of the desired brand image? RQ3: How do the various sources of messages contribute to the upholding of the psychological contract between the employees and the organization? RQ4: How does the image projected by employees influence brand loyal customers? Purpose: The purpose of this thesis is to explore the relationship between an organization’s employee branding and brand loyalty. Methodology: Conducted as a single embedded case study, semi-structured interviews Conclusion: The empirical investigation revealed that employee branding activities could strengthen customers’ loyalty towards the brand. Employee branding therefore influence customers’ satisfaction, commitment, trust, and identification to the brand.
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Pretorius, Luzaan. „A critical analysis of the employees' tax implications of loyalty points awarded to employees in South Africa“. Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26507.
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Since the introduction of frequent flyer miles (e.g. Voyager miles) in South Africa, the concept has evolved in a number of ways. Currently, loyalty programmes are widely used in the consumer industry. Despite the fact that these programmes have been in place for several years, the South African Revenue Service (hereafter referred to as SARS) has failed to issue any legislation or guidance with regard to the treatment of these miles from an employees’ tax perspective. The fringe benefit implications of frequent flyer miles have been the topic of research both in South Africa and abroad. However, little research has been identified on the tax implications of loyalty programmes. This study re-examined past studies and literature identified on frequent flyer miles and analysed the impact these have on loyalty points earned on personal and corporate credit cards from an employees’ tax perspective. The study also extended past research and investigated loyalty points awarded to employees as an incentive from an employees’ tax perspective. The study had three specific objectives. The first objective was to analyse past research studies, court cases and other literature in order to establish the theoretical construct of this study. Secondly, it compared the treatment of frequent flyer miles earned by, or awarded to, employees in South Africa to the treatment of these in Australia and Canada. The third objective was to analyse the employees’ tax implications of loyalty points earned by, or awarded to, employees in specific scenarios. These scenarios were limited to loyalty points earned by employers on corporate credit cards and which are awarded to employees for personal use; loyalty points earned on personal credit cards as a result of business expenditure incurred by employees; and loyalty points awarded to an employee, as part of a loyalty programme operated by the employer, as an incentive. The concluding argument of this study was that loyalty points earned on corporate or personal credit cards, which are used for the benefit of employees, may be considered not to be taxable and that consequently, no employees’ tax obligation will arise. However, this argument is plagued by uncertainties and it is questionable as to whether this view will be supported by the South African courts and SARS. In the scenario where loyalty points are awarded as an incentive to employees, it may clearly be argued that these should be taxable with the result that an employees’ tax obligation will arise. However, the nature and value of the benefit, as well as the point at which the tax event occurs, may create inequities and is therefore uncertain. All these uncertainties highlight the need for guidance in this area from SARS. AFRIKAANS : Sedert gereelde vlugmyle (bv. Voyager miles) in Suid-Afrika in plek gestel is, het hierdie konsep in verskeie vorms ontwikkel. Vandag word lojaliteitsprogramme algemeen in die verbruikersbedryf gebruik. Ten spyte van die feit dat hierdie programme vir baie jare reeds in plek is, het die Suid-Afrikaanse Inkomstediens (hierna verwys na as SAID) steeds geen wetgewing of leiding uitgereik oor die hantering van hierdie myle uit ’n werknemersbelastingsoogpunt nie. Alhoewel die byvoordeelimplikasies van gereelde vlugmyle die onderwerp was van navorsing in Suid-Afrika sowel as oorsee is min navorsing geïdentifiseer oor die belastingimplikasies van lojaliteitsprogramme. Hierdie studie heroorweeg bestaande studies en literatuur oor gereelde vlugmyle en analiseer die impak daarvan op lojaliteitspunte verdien op persoonlike en sakekredietkaarte uit ’n werknemersbelastingsoogpunt. Die studie sal ook bestaande navorsing uitbrei deur lojaliteitspunte, wat as ’n aansporing aan werknemers gegee word, uit ’n werknemersbelastingsoogpunt te analiseer. Die studie het drie spesifieke oogmerke. In die eerste plek is dit om bestaande navorsingstudies, hofsake en ander literatuur te analiseer om ’n teoretiese basis te vestig. Tweedens is dit om die belastinghantering van gereelde vlugmyle verdien deur of toegeken aan werknemers in Suid-Afrika te vergelyk met die hantering hiervan in Australië en Kanada. Die derde oogmerk is om die werknemersbelastingimplikasies van lojaliteitspunte toegeken aan of verdien deur werknemers in spesifieke scenario’s krities te analiseer. Hierdie scenario’s is beperk tot lojaliteitspunte verdien deur werkgewers op sakekredietkaarte en toegeken aan werknemers vir persoonlike gebruik; lojaliteitspunte verdien deur werknemers weens sake-uitgawes aangegaan op persoonlike kredietkaarte; en lojaliteitspunte, wat deel vorm van ’n lojaliteitsprogram wat deur die werkgewer bedryf word, gegee aan werknemers as ’n aansporingsbonus. Volgens die studie se bevindinge kan daar aangevoer word dat lojaliteitspunte verdien op sake- en persoonlike kredietkaarte vir werknemers se persoonlike gebruik nie belasbaar is nie en gevolglik geen werknemersbelastingverpligting teweeg bring nie. Nietemin gaan hierdie siening gepaard met baie onsekerhede en word bevraagteken of dit deur die Suid-Afrikaanse howe en SAID ondersteun sal word. In die scenario waar lojaliteitspunte aan werknemers as ’n aansporing gegee word, kan dit duidelik aangevoer word dat hierdie voordeel belasbaar is en dus ’n werknemersbelastingverpligting teweegbring. Daar is egter onsekerheid oor die tydstip waarop die voordeel belas moet word, asook die aard en waarde van die belasbare byvoordeel. Hierdie onsekerhede onderstreep die behoefte aan leiding op hierdie onderwerp vanaf SAID.Dissertation (MCom)--University of Pretoria, 2010.
Taxation
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Jones, Michael L. „Measuring customer and employee loyalty at Space and Naval Warfare Systems Center Charleston“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Sep%5FJones%5FMichael.pdf.
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Thesis (M.S. in Systems Engineering Management)--Naval Postgraduate School, September 2005.Thesis Advisor(s):Laurie Anderson, Carol Smith. Includes bibliographical references (p. 109-11). Also available online.
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Matsaung, R. G. (Raesibe Granny). „Factors Influencing the morale of employees at the greater Tzaneen municipality“. Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/41809.
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The purpose of the study was mainly to explore factors influencing the morale of employees at the Greater Tzaneen Municipality (GTM). Morale is the psychological state of a person as expressed in self-confidence, enthusiasm, and/or loyalty to a cause or organisation and it flows from people's conviction about the righteousness or worth of their actions and the hopes of considerable rewards (material or otherwise) in the future. The study was conducted at the Greater Tzaneen Municipality, Tzaneen Area in Limpopo. The investigation consisted of a literature review about morale in order to gain an understanding to answer the research question which is: What are factors influencing morale of employees at the GTM?
The sample of the study comprised 103 employees at the GTM including, directors, managers, supervisors and first line level employees. The samples were drawn from the population of the GTM using stratified random sampling and the required number of respondents was further selected proportionally from each stratum using random sampling. Quantitative research was performed utilising a questionnaire as a data collection tool. A theoretical background on morale, Employee Assistance Programme and working conditions of employees was provided through a literature study.
The empirical findings were gathered based on the information received from the respondents. The findings of the study were based on 97% of the questionnaires received and/or returned by the respondents. The findings were presented and analysed using tables, graphs, pie charts and also interpreted in words. The majority of the respondents who participated in the study, revealed that the expectation of receiving a desired reward contributes to high morale, with expected monetary rewards having a larger influence than non-monetary rewards, but praise for a job well done and a feeling of accomplishment were also indicated to contribute positively to employee morale.
The results also revealed that there is a significant correlation between positive attitudes toward work and morale, and a positive correlation between performance management, commitment, leadership, employees’ salaries, compensation, training and development with employee morale. The demographic characteristics were shown not to have a discernable influence on workplace morale. Based on the findings of the study, recommendations and conclusions were made regarding strategies to be implemented by both management and employees to deal with morale in the Greater Tzaneen Municipality.Dissertation (MSW)--University of Pretoria, 2014.
lmchunu2014
Social Work and Criminology
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Ek, Malin, und Madeleine Renheim. „Kan arbetsmotivation påverka arbetstagares lojalitet gentemot arbetsgivare?“ Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29642.
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The purpose of this study was to analyze which kind of work motivation was the strongest predictor to index for work loyalty. The sample was employees that worked at least part time (50%) and had been employed by the same employer for at least one year. The participants were women and men in the ages between 21 to 66 years. The survey was based on The Multidimensional Work Motivation Scale (MWMS) and five additional items about work loyalty from Tseng and Wu’s (2017) survey. The survey generated 95 survey responses of which 80 were complete. The analyses were carried out in IBM SPSS Statistics 24 and the results showed that the dimensionintrinsic motivationwas the strongest predictor to work loyalty. Further analyses showed that the factor identified regulationwas the strongest predictor to work loyalty of the dimension intrinsic motivationassociated factors. A negative significant correlation was demonstrated between the dimension amotivationand work loyalty. Since employees are one of the most important assets to an organization, it is essential that HR work together with managers to promote employees’ intrinsic motivation to create loyal employees.Syftet med studien var att undersöka vilken sorts arbetsmotivation som starkast predicerade index för arbetslojalitet. Urvalet för studien var anställda som arbetade minst deltid (50%) och som hade varit anställda hos samma arbetsgivare minst ett år. Deltagarna var kvinnor och män mellan 21 till 66 år. Enkäten i föreliggande studie baserades på Multidimensional Work Motivation Scale (MWMS) som mätte arbetsmotivation och ytterligare fem påståenden som mätte arbetslojalitet från Tseng och Wu (2017) studie. Enkäten genererade 95 enkätsvar varav 80 var fullständiga. Analyserna genomfördes i IBM SPSS Statistics 24 och resultatet visade att dimensionen intrinsic motivation(inre motivation) starkast predicerade arbetslojalitet. Vidare analyser visade att identified regulation(identifieringspåverkan) var den faktor som starkast predicerade arbetslojalitet av dimensionen intrinsic motivationtillhörande faktorer. En negativ signifikant korrelation påvisades mellan dimensionen amotivationoch arbetslojalitet. Eftersom arbetstagare är en av de viktigaste tillgångarna som en organisation har är det väsentligt att HR tillsammans med chefer arbetar aktivt med att främja arbetstagares inre motivation för att således skapa lojala arbetstagare.
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Botes, J. A. „Customer Loyalty and Employee Enthusiasm: An eclectic paradigm for strategic sales improvement at MB Silicon Systems“. Thesis, Milpark Business School, 2008. http://www.milpark.co.za.
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The objective of this study was to examine the role that customer loyalty and employee enthusiasm can play as a strategic objective to increase sales at MB Silicon Systems. In order to address these two factors from a strategic perspective, elements from various concepts have been used to gain a new understanding of customer loyalty, employee enthusiasm and strategy. The final goal of the study was to use the knowledge gained throughout the report to propose a management framework which can be implemented to give MB Silicon Systems a competitive advantage in its competitive industry.The literature review suggested that a strategy of customer loyalty and employee enthusiasm will result in above average financial performance. Customer loyalty and employee enthusiasm cannot be separated from each other and they are linked by leadership, the vision and core values of the organisation. It is not possible to achieve customer loyalty and employee enthusiasm without the proper formulation and execution of a strategy. Such a strategy needs to utilize core management tools like the Balanced Scorecard which will bridge the vision of the organisation with goal setting mechanisms of motivation. The Balanced Scorecard will ensure that strategic objectives of the organisation will be mapped into the Balanced Scorecard while employees will be rewarded according to achieved targets of these objectives.Surveys which were conducted with customers and employees have shown that MB Silicon Systems performs below international standards with respect to customer loyalty and that the organisation is failing with its existing strategy. The surveys have also shown that employees are demotivated. This state of demotivation results in a lack of teamwork and mistrust between employees. The lack of teamwork and mistrust is only the symptoms of organisational problems which need to be resolved by organisational redesign, implementation of management principles and healthy corporate governance. The low base of loyal customers and the demotivated state of employees is resulting in below average financial performance.A management framework was recommended that will transform a strategy of customer loyalty and employee enthusiasm by using proven management tools. Implementation of the framework will ensure a competitive advantage to MB Silicon Systems which will result in above average financial performance.
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Lee, Seung Suk. „Relationships among leadership empowerment, job satisfaction, and employee loyalty in university dining student workers“. [Ames, Iowa : Iowa State University], 2008.
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Oldenmark, Linn. „Att fånga elden av talang & lojalitet : En kvalitativ studie av de anställdas inställning till lojalitet och Talent management på H&M“. Thesis, Karlstads universitet, Handelshögskolan, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-36136.
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Uppsatsen grundar sig i en tanke om en koppling mellan begreppen Talent management och lojalitet. Orsaken till att just dessa begrepp ska studeras är utifrån en praktik på H & M där båda begreppen anses aktuella i organisationen och spännande i ett studiesammanhang inom arbetsvetenskapen. Syftet är att studera de anställdas attityd till begreppen och vilken betydelse det har beträffande de ansä̈lldas lojalitet, hur den förhåller sig och uttrycks i en organisation som arbetar med en Talent management strategi. För att besvara syftet med undersökningen ligger dessa frågeställningar till grund; Vilka synsätt på lojalitet finns bland de anställda? Uttrycker de anställda en lojalitet i arbetet och i sådana fall, hur är den riktad? Har en Talent management strategi en inverkan på hur lojaliteten riktar sig och om så är fallet, på vilket sätt? H & M är ett värdestyrt företag där en av värderingarna är ”vi tror på människan”, som visar sig i mycket internrekrytering och karriärmöjligheter inom organisationen. Statistik visar att H & M är en utav Sveriges populäraste arbetsplatser och en organisation som lyckas attrahera och behålla sina anställda, vilket kan tyda på att begreppet Talent management är aktuellt i en kombination av lojala arbetstagare. Undersökningen utgår från tidigare forskning om lojalitet i arbetslivet samt i litteratur som beskriver fenomenet Talent management som relateras till anställdas attityder inför begreppen i en organisation som H & M. Studien är en kvalitativ studie där nio intervjuer genomförts med kvinnliga anställda på H & M i åldrarna 20-45 år och som besitter olika positioner i organisationen. I analys- och resultatet sammanförs en strukturerad version där frågeställningarna återges i huvudrubriker som följs av kategoriseringar. Empirin gestaltas genom intervjuresultat och citat som analyseras utifrån teorikapitlet med en Grounded theory inspirerad metod samt komparativ- och idealtypscentrerad analys. Undersökningen visar att det finns olika karaktärer av lojala anställda på H & M där lojaliteten riktas åt olika håll beroende på hur en Talent management strategi behandlas. Lojaliteten riktas antingen mot kollegorna eller organisationen beroende på hur organisationen skapar förtroende till sina anställda. Där förtroendet brister gentemot ledningen riktas lojaliteten istället mot sina kollegor.
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Moruri, Thabiso Vincent. „The intent by black professionals to leave private sector organisations in the Nelson Mandela Bay“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19201.
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Since the dispensation of the democracy in 1994, the South African labour market has been inclusive to the race that previously was excluded in certain positions in the private sector. Black professionals, managers and senior managers have since increased in the market and they became in demand due to the introduction of the Equity laws by the government of South Africa. The purpose of this study was to investigate the reason why black professionals do not stay or develop loyalty with the private sector organisation that employ them within the Nelson Mandela Bay region. Factors that could affect the reason to stay or not with these private organisations were identified and researched. These factors are, Employment Equity, Career Development, Diversity Management, Trust, Transformation and Management Style. Literature review on the views of scholars about these factors was done. A questionnaire to investigate these factors was distributed to black professionals that still work for the private organisations in the Nelson Mandela Metro and to the ones that opted not to stay. Interviews were also conducted with the professionals that are specialists in the field of human resources. The following are the main findings of the study. Racial prejudice towards black professionals is evident in these organisations. There is lack of equity and affirmative action is not implemented properly, which assists in the decision not to stay with these organisations. Career development is determined by race, meaning those who are developed are chosen by their race. The lack of career development is also perpetuated by the lack of proper strategies and the respondents feel that these strategies need to be reviewed. The lack of career development also contributes to the decision whether to stay or not. Trust between the black professionals and their superiors is not a problem. The black professionals are happy with how their superiors support them and how they reward them. Racial discrimination plays a role in the superior’s ability to manage diversity and this also contributes in the decisions whether to stay or not with private organisations. The lack of the diversity management influenced by racial prejudice, gives enough reasons to the black professionals to leave the organisations. Lack of transformation is evident. It seems that black professionals are only given manager or senior manager positions only to comply with the laws of the country. The respondents seemed to be happy with the management style of their superiors.
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Dean, Alison Mary 1950. „Delivering service quality in call centres : customers' responses and frontline employees' views“. Monash University, Dept. of Management, 2004. http://arrow.monash.edu.au/hdl/1959.1/5255.
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Näsholm, Johansen Johanna, und Amin Noor Al. „E-loyalty in digital platforms : How do the employees in banks experience their work with customer e-loyalty, individually and in relation to each other?“ Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-354624.
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This thesis aims to study how the top management and employees in banks experience their work with customer e-loyalty in digital settings, both individually and in relation to each other. Today's bank customers desire freedom in where they conduct their business and do at the same time require a deeper personal relationship with their bank advisors. The adjustments to balance these two requirements have been a challenge for many banks. While satisfied customers often create loyalty, banks in Sweden have during the recent years experienced decreasing customer satisfaction. The digitalization within the banking sector will continue to have a big impact on the relationship between banks and their customers. By adapting a qualitative approach, the thesis aims to contribute with knowledge of how the top management and employees work with and perceive the impact digitalization has on e-loyalty. The thesis provides academic contributions, such as the insight in how top management and employees in two of Sweden’s biggest banks perceive their work with customer e-loyalty. The second contribution to the literature is a suggestion to development of the 8C model. The practical contribution is what the top management in banks should consider when mediating e-loyalty strategies to employees
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Al-Shaibie, Mahmoud, und Saima Batool. „The Effects of Tight Budgetary Control on Employee Behavior in the Public Sector of Jordan, Pakistan and Sweden“. Thesis, Karlstads universitet, Handelshögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-34657.
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This thesis aims to explore the effects of tight budgetary control on employee behavior focusing on employee loyalty, employee satisfaction, job related tension and tendency towards data manipulation in public sectors. The study explores the subject on the population of three countries which includes Sweden, Jordan and Pakistan. In Pakistan and Jordan, no previous study has ever been performed which tried to explore effects of tight budgetary control in employee behavior. Method: Keeping the above fact in view, method derived for this study was the combination of qualitative and quantitative approach. Questionnaires were formulated and sent to employees of the sampled companies receiving 740 responses. For qualitative method, 5 employees were interviewed from entire three countries. Finding: the study revealed that all three countries are experiencing tight budgetary control whereas Jordan and Pakistan are experiencing it on higher level and Sweden is experiencing it in lower level as compared to Pakistan and Jordan. As far employee behavior is concerned, both the method proved that loyalty was negatively related to tight budgetary control for Pakistan and Sweden whereas positively related in case of Jordan. Satisfaction is also negatively related to tight budgetary control for Sweden and Pakistan while positively related for Jordan. Job related tension and tendency towards data manipulation are positively related to tight budgetary control for all three countries. Research type: Master’s thesis.
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Molnikaitė, Vaida. „BĮ UAB ,,Sanitex" darbuotojų lojalumo analizė“. Bachelor's thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_101359-98438.
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Bakalauro baigiamajame darbe nagrinėjama darbuotojų lojalumo tema. Darbe siekiama išanalizuoti BĮ UAB ,,Sanitex“ darbuotojų lojalumą ir jį sąlygojančius veiksnius. Darbą sudaro dvi pagrindinės dalys: teorinė ir empirinė. Teorinėje dalyje analizuojama lojalumo samprata, lojalumo formos, darbuotojų segmentai, pagrindiniai veiksniai, turintys įtakos darbuotojų lojalumui. Empirinėje baigiamojo darbo dalyje pristatomas BĮ UAB ,,Sanitex“ darbuotojų lojalumo tyrimas bei jo metu gauti rezultatai, kurie leidžia nustatyti, kokia forma darbuotojai yra įsipareigoję organizacijai, kokie veiksniai įtakoja darbuotojų lojalumą, kaip darbuotojai vertina savo organizaciją, ko jiems trūksta darbe. Atlikus statistinių duomenų analizę darbe pateikiamos išvados ir rekomendacijos, kaip patobulinti darbuotojų lojalumo skatinimo sistemą.In the final bachelor thesis is analized the topic of the loyalty of employees. The main point is to analize the factors that influence the loyalty of employees. There are two parts: theoretical and empirical. In the theoretical part it is analized the conception and forms of loyalty, the segments of employees, main factors that influence the loyalty of employees. In the empirical part it is presented the results that was made during the analysis of emplyees loyalty, which allows to identify in what form the emplyee is commited to organization, what factors influence the loyalty of employees, how does the employees evaluate their organization and what they lack for. After the analysis of the statistical data the conclucions and reccomendations were made according to the improvement of the emplyees' loyalty system.
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Chou, Cathy Kai-i. „Organizational attachment of newspaper reporters how professional sentiments come into play /“. Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4547.
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Thesis (M.A.) University of Missouri-Columbia, 2006.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 22, 2007) Includes bibliographical references.
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Yee, Wai Yee. „An empirical study of the service-profit chain“. online access from Digital Dissertation Consortium, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3282326.
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Al-Kuwari, Ahmed. „An empirical assessment of factors affecting employees organisational commitment in the petroleum industry : the case of the Qatar General Petroleum Corporation (QGPC)“. Thesis, University of Exeter, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264603.
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35
Åberg, Lisa, und Jessica Henry. „Employee Retention : Utifrån ett generationsperspektiv“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15223.
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Bakgrund: Det finns idag en problematik för kunskapsintensiva företag i Sverige att lyckas bibehålla medarbetare. Detta då den svenska arbetsmarknadens utveckling har resulterat i fler högutbildade medarbetare, vilka generellt känner lite lojalitet gentemot arbetsgivaren. Företags önskan om att bibehålla medarbetare grundar sig i deras strävan att uppnå en låg personalomsättning då det anses positivt för företaget ur flera aspekter. För att studera denna problematik studeras Employee Retention-faktorer utifrån ett generationsperspektiv. Detta då medarbetares jobbvärderingar och därmed preferenser kring viktiga faktorer enligt tidigare forskning till stor del påverkas av generationstillhörigheten. Syfte: Syftet med studien är att utforska vilka faktorer som får medarbetare i olika generationer att stanna inom kunskapsintensiva företag. Detta genom att belysa Employee Retention utifrån ett medarbetarskap- samt generationsperspektiv. Metod: Studien syftar till att undersöka medarbetarnas upplevda verklighet, därför utgår studien från en kvalitativ forskningsmetod. Fallstudiemetoden har tillämpats, då denna är lämplig för att förstå komplicerade sociala företeelser. Ett centralt drag i fallstudier är att kombinera olika datainsamlingsmetoder, därför har 10 semistrukturerade intervjuer samt 25 frågeformulär med medarbetare på valt fallföretag genomförts. En analys av insamlad data har därefter genomförts, vilket resulterat i studiens slutsats. Slutsats: Studien har identifierat de viktigaste Employee Retention-faktorerna inom respektive generation och bekräftar därmed att generationstillhörigheten påverkar de faktorer som får medarbetare att stanna inom kunskapsintensiva företag. Studien har också påvisat att de viktigaste faktorerna som identifierats i respektive generationerna har en tydlig koppling till det psykologiska kontraktet. Om kunskapsintensiva företag tar hänsyn till dessa faktorer och därmed det psykologiska kontraktet, resulterar det i lojalitet och bibehållande av medarbetare.Background: In the last couple of years there has been an ongoing change in the Swedish labor market where the knowledge-intensive companies find it harder to retain employees. This because highly educated employees generally are less experience less loyal towards the employer. Why companies wish to retain employees is because they aim for a low employee turnover, which is considered to be important for companies in several aspects. The study focus on important variables for employees, which makes them stay at a company, using a generation perspective. This perspective is used because employee’s work values and preferences are found to be affected by generational belonging. Purpose: The purpose of this study is to explore which variables that make employees with different generation belongings stay at knowledge-intensive companies. This by illustrating Employee Retention from the employee’s perspective and using a generation perspective. Method: The study applies a qualitative approach since the purpose is to explore the employee’s experienced reality. A case-study method is also applied since it’s suitable for complicated social phenomenon. Fundamental for a case-study is to combine different data collection methods, which is why 10 semi-structured interviews and 25 questionnaires are made within the case-company. The analysis of the data was then made with directions of an analysis strategy, which lead to the conclusion of the study. Conclusion: This study has identified the most important Employee Retention-variables within each generation, which also acknowledge that the generational belonging affects the variables that the employees value and consequently makes them stay at a company. The study has also shown that the most important variables that are identified in the different generations, also are found in the psychological contract. If knowledge-intensive companies identifies these variables and thereby strengthen the psychological contract, the output will be organizational loyalty and Employee Retention.
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Chen, Chi-Yuan, und 陳啟元. „Influencing Factors for Job Board Employer Customers’ Loyalty－a Case Study of 104 Jobbank“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/67031524171858751187.
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碩士國立臺灣科技大學
管理研究所
98
Abstract Title of thesis： Influencing Factors for Job Board Employer Users’ Loyalty－a Case Study of 104 Jobbank Abstract: The services of job boards had been launched over a decade, job boards have strongly connected employers and job seekers in Taiwan, more than 75% companies and organizations have used job boards for their recruitment in 2006 . Since there are more than one job boards in Taiwan, it’s very important to know what are the factors that influence those employers’s choices, it’s a critical issue to increase users’ loyalty for job boards. The major findings of this study are summarized as followed: (1). The main factors that influence job board employer users’ loyalty are recruit effect, price, website functions and services. (2).To avoid employer users turn to competitors, job board should enhance the connections between sales persons and employer clients, and also should have more sales packages. (3).The experiences once the decision maker using job board as a employee will also influence the royalty when he become a employer later. Keyword: job board, customer royalty, customer satisfaction
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Ferreira, Cátia Andreia Coimbra Rodrigues. „Employer Brand e os seus determinantes: A perspetiva dos atuais colaboradores“. Master's thesis, 2017. http://hdl.handle.net/10316/82587.
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Dissertação de Mestrado em Marketing apresentada à Faculdade de EconomiaO conceito de Employer Brand tem ganho cada vez mais importância na chamada economia do conhecimento. A tendência é para que os recursos se tornem todos replicáveis, de organização para organização, devido ao avanço tecnológico. No entanto, as pessoas são o recurso valioso, raro, inimitável e sustentável que pode contribuir para a vantagem competitiva de uma empresa, diferenciando-a das demais. Neste contexto, o Employer Brand torna-se fundamental na medida em que contribui para a lealdade, a satisfação e a performance individual dos colaboradores, bem como para a performance organizacional. Dada a importância do tema para a gestão, a presente dissertação tem como objetivo apresentar um modelo concetual que identifique os antecedentes e consequentes do Employer Brand, da perspetiva dos atuais colaboradores. A identificação dos determinantes do Employer Brand permitirá às empresas focar os seus esforços na construção da sua marca de uma forma eficaz e eficiente.Para a validação do modelo foram recolhidos dados primários através de um questionário online, o qual foi aplicado a uma amostra de 360 pessoas. Os resultados corroboraram a literatura no que diz respeito à multidimensionalidade do Employer Brand, na medida em que este é um conceito complexo. De acordo com Biswas e Suar (2014) este conceito é composto pelo Brand Equity, decomposto em Brand Endorsement, Comportamento Consistente com a Marca e Fidelidade à Marca (King et al., 2012), pelo Engagement e pela Atração e Retenção de Talento. Foi possível verificar que o Prestígio Externo Percebido representa a variável que influencia todas as dimensões que constituem o Employer Brand e que, por outro lado, os Benefícios Económicos não têm impacto em nenhuma das dimensões do Employer Brand. Os restantes antecedentes do Employer Brand, nomeadamente, os Benefícios Funcionais relacionados com a Tarefa e com o Desenvolvimento, os Benefícios Psicológicos, o Suporte Organizacional Percebido e a Confiança Organizacional influenciam pelo menos uma das dimensões do Employer Brand. Quanto à Satisfação no Trabalho, à Performance no Trabalho, à Performance Organizacional Percebida e à Lealdade à Marca Empregador todas sofrem influência de pelo menos três das cinco dimensões do Employer Brand.
The Employer Brand concept has gained even more importance in the so called knowledge economy. The trend is that resources are replicable, from organization to organization, due to the technological advance. However, the people are a valuable, rare, inimitable and a sustainable resource that can contribute to the competitive advantage of a company, differentiating it from the others. Thus being said the Employer Brand became essential because it contributes to employees loyalty, satisfaction and individual performance, as well as organizational performance.Given the importance of this subject for the management, the present dissertation aims to come up with a conceptual framework that identifies the antecedents and consequents of Employer Brand, from the current employees’ perspective. The identification of the Employer Brand determinants will allow companies to focus their efforts in the brand’s construction in a more effective and efficient way.To validate the model primary data was collected through an online survey, which was applied to a sample of 360 people. The results corroborated the literature regarding Employer Brand multidimensionality, acknowledging the complexity of the concept. According to Biswas e Suar (2014) this concept is comprised by Brand Equity, decomposed into Brand Endorsement, Brand Consistent Behavior and Brand Allegiance (King et al., 2012), by Engagement and by Attraction and Retention of Talents. It was possible to verify that Perceived External Prestige represents the variable that influence all the Employer Brand dimensions and, on the other hand, the Economic Benefits have no impact on any of the Employer Brand dimensions. The remaining Employer Brand antecedents, namely, the Functional Benefits related to the Tasks and to the Development, the Psychological Benefits, the Perceived Organizational Support and the Organizational Trust influence at least one of the Employer Brand dimensions. Regarding Job Satisfaction, Job Performance, Perceived Organizational Performance and Employer Brand Loyalty they all suffer influence of at least three of the five Employer Brand dimensions.
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Alves, Maria Manuel Mendes Couto. „Relatório de Estágio com proposta de Employer Branding para a Empresa SETH“. Master's thesis, 2020. http://hdl.handle.net/10400.26/34581.
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Este relatório descreve todas as atividades realizadas no
decorrer do estágio curricular na empresa SETH, com o objetivo de
obter o grau de mestre pela Universidade Europeia.
Durante o estágio, foram desenvolvidas atividades em várias
áreas dos Recursos Humanos sendo que, após a sua conclusão, foi
possível identificar lacunas na atração de novos colaboradores, que
levou a uma pesquisa de soluções.
Assim, para contornar essas lacunas, este relatório aborda
noções de Employer Branding, de modo a “desenvolver” este conceito
na empresa e nos seus colaboradores. Além disso foi realizada uma
análise critica da empresa e são dadas propostas de melhoria vindas da
revisão da literatura deste tema, da experiência durante o estágio, da
análise mercado em si e de um questionário online realizado a
engenheiros civis.
Com este relatório pretende-se que a empresa de engenharia
SETH melhore os seus processos de recrutamento e nível de Employer
Brand, através da aplicação das várias propostas de melhoria
sugeridas.This report describes all the activities carried out during the curricular internship at SETH, with the aim of obtaining a master's degree from the European University. During the internship, the activities were developed in different areas of Human Resources, which turned possible to identify gaps in the attraction of new employees, which led to a search for solutions. Thus, to overcome these gaps, this report addresses notions of Employer Branding, in order to “develop” this concept in the company and with its employees. In addition, a critical analysis of the company was carried out and proposals for improvement were made from the review of the literature on this topic, from the experience during the internship, from the market analysis itself and from an online questionnaire made to civil engineers. This report was intended for the engineering company SETH to improve its recruitment processes and Employer Brand level, by applying the various suggested improvement proposals.
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Lee, Hsing-Han, und 李欣翰. „Effect of Relational Benefits and Brand Relationship on Consumer Loyalty of Employer Brand and Corporate Brand in the Service Industry“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/59319062073337108216.
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碩士義守大學
管理學院碩士班
98
The purpose of this study is to examining the overall net effect that customer loyalty to an employee brand may have on customer loyalty to a service firm brand. A total of 915 students enrolled in a university in southern Taiwan were selected of participate in this study for the quantitative survey. The hypothesized relationships were testing using structural equation modeling (SEM). The research found significant positive relationships between customer loyalty to a brand, brand relationship quality and customer loyalty to a brand. But the relationship structure of employee brand is radically different from that of service firm brand. The results also confirm that customer loyalty to an employee brand cancels out part of the positive effects on customer loyalty to the service firm brand.
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Santos, João Nuno Pinto dos. „Employer Branding como mecanismo de atração e retenção de talento : o caso da Michael Page“. Master's thesis, 2017. http://hdl.handle.net/10400.14/23622.
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Atualmente as empresas precisam de atrair e reter os melhores colaboradores para ganhar vantagem competitiva no mercado. O Employer Branding surge suportado na literatura como prática que potencia a atração e retenção do melhor talento. Este trabalho explora as práticas de Employer Branding utilizadas pela empresa Michael Page relativamente à atração e retenção de colaboradores e qual o seu efeito. A análise critica das práticas e a confrontação com o turnover e a taxa retenção de colaboradores permite concluir que a construção de uma marca forte influencia o fluxo de potenciais candidatos ainda que muitos sejam desasjustados às necessidades da empresa. As políticas de recursos humanos, centradas no desenvolvimento e progressão dos colaboradores favorecem a retenção dos melhores colaboradores. Este trabalho permite uma melhor compreensão do conceito numa abordagem holística em contexto real, e entender o efeito de utilização desta prática.Actually, companies need to attract and retain best employers in order to achieve competitive advantage in the market. The Employer Branding emerge supported in literature as practice that increase de potential of attraction and retention of the best talent. This work explores which Employer Branding practices are used in Michael Page company towards the attraction and retention and what its effect. Critical analysis of practices and a comparison with turnover and tax retention of employees allow to conclude that build a strong company influence the flow of potential candidates even though many are misadjusted from the needs of the company. Human resources policies, focused on the development and progression of employees, favor the retention of the best employees. This work allows a better understanding of the concept in a holistic approach in real context, and understand the effect of using this practice.
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Eone, Hortense Y. „Vie privée et bon usage des NTIC au travail : risques et responsabilités“. Thèse, 2010. http://hdl.handle.net/1866/4839.
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Un nombre croissant de salariés ont aujourd’hui accès à l’Internet et à la messagerie électronique sur leur lieu de travail. Ils sont parfois tentés d’utiliser ces outils à des fins autres que professionnelles, ce qui constitue une source potentielle de conflits.
En effet, sous prétexte d’assurer la protection de leurs biens et équipements, de vérifier que les salariés exécutent leurs obligations et de prévenir les risques de responsabilité, les entreprises contrôlent de plus en plus souvent – et parfois subrepticement – l’utilisation qui est faite des ressources ainsi fournies. Les employés, de leur côté, revendiquent leur droit à ce que leurs activités personnelles en ligne demeurent privées, même lorsqu’elles sont réalisées durant leur temps de travail et avec le matériel de l’employeur. Peuvent-ils raisonnablement voir leurs droits protégés, bien que le droit à la vie privée soit traditionnellement atténué en milieu de travail et que les entreprises aient accès à des technologies offrant des possibilités d’espionnage toujours plus intrusives?
Comment trouver un équilibre viable entre le pouvoir de direction et de contrôle de l’employeur et les droits des salariés? Il s’agit d’une problématique à laquelle les tribunaux sont de plus en plus souvent confrontés et qui les amène régulièrement à réinterpréter les balises établies en matière de surveillance patronale, au regard des spécificités des technologies de l’information.
Ce contexte conflictuel a également entraîné une évolution des pratiques patronales, dans la mesure où un nombre grandissant d’employeurs se dotent d’outils techniques et juridiques leur permettant de se protéger contre les risques, tout en s’aménageant un droit d’intrusion très large dans la vie privée des salariés.A growing number of employees now have access to the Internet and email in the workplace. They are sometimes tempted to use these tools for other purposes than business, creating thus a potential source of conflict. Indeed, under the pretext of protecting the company’s property and equipment, verifying that the employees execute their contractual obligations, and preventing risks of liability, employers more frequently – and sometimes surreptitiously – monitor the use of the resources so provided. Employees, on the other side, are claiming their right to have their personal online activities remain private, even when these are conducted during their working hours and with the equipment provided by the employer. However, can they reasonably expect to have their rights protected, when the right to privacy in the workplace has traditionally been mitigated and when employers have access to spying technologies that are more and more invasive? How then to find a workable balance between employer’s management rights and employees’ rights? It is an issue that courts increasingly face and that regularly induces them to reinterpret the rules set for the employer’s surveillance with regard to the specificities of information technologies. That situation of conflict has also brought changes to the practices in the workplace, insofar as employers are increasingly likely to adopt legal and technical tools enabling them to protect themselves against risks, while keeping a large right of intrusion into employees’ privacy.
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劉文莊. „Factors Affecting Employee Loyalty at PINACO, Vietnam“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/7887ha.
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碩士美和科技大學
企業管理系經營管理碩士班
104
With the intention to help the company to maintain and develop the strong workforce, especially among the office staff in the condition of fierce competition from other companies and the narrowing down of the activities of the battery and cell company, the author carried out this research. From the theory about motivation and previous studies, the author put forward the research framework with six hypotheses, including a positive relationship between salary, work environment, colleagues, rewards, welfares, training and promotion opportunities with employee loyalty. The research was conducted by both qualitative and quantitative method with the participation of 237 respondents. After analyzing the data using SPPS 16.0, the author found that all hypotheses are supported. Based on this, some suggestions are pointed out to help to company develop the labor force and attract more talented peoples.
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Nyawera, James Xolani. „The study of employee loyalty in the workplace in Durban, KwaZulu-Natal province“. Thesis, 2009. http://hdl.handle.net/10413/7871.
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The aim of this study was to ascertain the main factors that influence employee loyalty in the
workplace. It additionally sought to prioritise the main factors.
The sample population used in this research was made up of fulltime employees in the private
sector organisations in Durban. Data was collected using a questionnaire. A sample of 91
participants took part in the survey. This sample comprised of 91.2% male participants and
8.8% female respondents. Years of service with their current employers were 50.5% for 0-5
years, 19.8% for 5-10 years, 16.5% for 10-20 years and 13.2% for 20-40 years. In this
research there was 1.1 % of the sample population with no-matriculation, 34.1 % with
matriculation, 29.7% with a diploma, 30.8% with a degree and 4.4% with post graduate
qualification.
The research results revealed that having flexible working arrangements, having excellent
mentoring and coaching, paying market related salaries, addressing employee’s concerns
effectively and a good retention strategy were the main factors influencing employee loyalty
in the workplace.
There was a strong positive correlation between having flexible working arrangements,
having excellent mentoring and coaching, paying market related salaries and feeling a strong
sense of belonging to the employer with Pearson’s coefficient (r) of 0.767, 0.762 and 0.742
respectively. This research revealed a weak positive correlation between addressing
employees’ concerns effectively, a good retention strategy and feeling a strong sense of
belonging to the current employer with Pearson’s coefficient (r) of 0.463 and 0.401
respectively.
This study contributes to employee loyalty research as it presents the main factors to be
prioritised by top management.Thesis (M.B.A.)-University of KwaZulu-Natal, 2009.
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Chung-Liang, Chen, und 陳忠良. „The Relationship between Job Satisfaction and Employee Loyalty“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/46747580923442361001.
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碩士國立彰化師範大學
企業管理學系國際企業經營管理
100
Abstract The aim of this study is to explore the relationship between job satisfaction and employee loyalty of industry employees. A total of 547 effective samples have been collected from Taiwan's industry employees using "industry, employee satisfaction, employee loyalty questionnaire". SPSS for Windows 15.0 software has been utilized to perform several statistical analysis including a descriptive statistics, t test, analysis of variance, Pearson correlation and linear regression analysis. The empirical findings are as follows: First, the employee of sample industry has an high degree of job satisfaction. Second, the employee of sample industry has an high degree of loyalty. Third, the job satisfaction construct are significantly positive corrected to the construct of loyalty. Fourth, loyalty can be explained by some demographic variables and job satisfaction. Keywords: Job satisfaction, Employee loyalty, Regression analysis
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Wang, I.-Yu, und 王怡又. „The Study of Employee Loyalty of Preschool Educators“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/03225044904413923933.
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博士國立臺南大學
教育學系教育經營與管理碩博士班
103
The aim of this study is to explore the importance of employee loyalty in preschool educators, the implication and relationships of attitudinal loyalty and behavioral loyalty, and factors affecting true loyalty and spurious loyalty. For research methodology, this study adopted “purposive sampling” to choose the study participants, preschool educators who have served in their specific private preschool for more than five years. A semi-structured and in-depth interview was used as the main method of data collection. Reflective notes and interviews with respondents’ colleagues and bosses were implemented to collect supplementary data. This triangulation method can increase study reliability and validity. Data were collected and analyzed until category saturation was reached. The results were based on 26 participants. Three conclusions were drawn from this study. First, employee loyalty is very important to the organization, young children and preschool educators. The second conclusion is related to attitudinal loyalty and behavioral loyalty. Attitudinal loyalty comprises a sense of belonging to the served preschool and professional and ethical attitudes. In terms of the sense of belonging to the served preschool, loyal preschool educators should show that they have formed a symbiosis relationship with the preschool, fully support the preschool’s decision-making, and work enthusiastically. As for professional attitudes, loyal preschool educators should have a strong sense of responsibility and ethical beliefs in their work. Behavioral loyalty comprises five dimensions. The first is about protecting the preschool image and reputation, promoting and stressing the advantages of the preschool, and avoid harming the preschool. The second dimension is about supporting the preschool’s as well as the leader’s policies and strategies and communicating with each party. The third dimension is about supporting the preschool’s strategies and cooperating with colleagues to achieve the organizational vision. Fourthly, it is about playing the ideal role of teachers and working with the team earnestly, wholeheartedly and selflessly. The fifth dimension is about being highly involved in and highly satisfied with the work, appreciating and praising their preschool in front of others, and staying with their served preschool even if there are better offers from competitors. In addition, attitudinal loyalty and behavioral loyalty are closely related. Finally, true loyalty is affected by group affection, leadership, balance between family and work life, and recognition of work value. Spurious loyalty on the other hand is affected by external situation and self-interest.
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Long, Nguyen Hai, und 阮海龍. „Analysis of Employee Loyalty for Nam Long Business“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/vd9m92.
Der volle Inhalt der QuelleAnnotation:
碩士美和科技大學
企業管理系經營管理碩士班
107
In every business environment, employees are among the most essential factors contributing to the success of the firm. Nam Long Business is undoubtedly not an exception. In the context of Vietnam's growing economy, the demand for trading and services is increasing continuously not only in domestic market but also in international market. Therefore, the objective of this research is to find out the most important factors that have an impact on the loyalty of employees at Nam Long Business. This research used quantitative methods including questionnaires to interview and the SPSS 22.0 application to analyze the results. Totally 370 surveys were delivered on June 1, 2018, and collected on June 25, 2018, with 356 qualified responses. The successful recovery rate was approximately 96.21%. Based on the result from research, there are 4 factors that affect directly the loyalty of employees at Nam Long Business: empowerment, salary & rewards, training, and promotion. Firstly, the salary & reward is the factor that has the most significant impact on employee loyalty at Nam Long Business. Secondly, about the promotion factor, Nam Long Business should have a concern to all employees, which are qualified, then promote them to a higher position. Thirdly, in terms of the empowerment factor, the company should encourage senior managers to support their junior employees to create good achievements with their positions and give them more opportunities to be involved in tasks that are more important. Finally, about training factor, Nam Long Business should make a training program to enhance the skills and productivity of each employee.
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Jhou, Pei-Xuan, und 周佩萱. „The Impacts of Community Media LINE Communication Effectiveness on Organizational Communication, Job Satisfaction and Employee Loyalty of Hotel Employees“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ge9ggb.
Der volle Inhalt der QuelleAnnotation:
碩士國立屏東科技大學
餐旅管理系
106
With the widespread use of mobile networks and personal smart phones, the LINE community communication media have become a common communication channel for the public. Many companies have also begun to build a company's internal social network to communicate, workprofiles through social communication software. And as a management communication tool between managers and employees. Many scholars at home and abroad have discussed this topic. However, the social communication software uses different industry characteristics, work content, user characteristics, etc., and different job satisfaction and loyalty. Therefore, this study is aimed at the current situation of China's hotel industry using social media for human resource management. This topic is further explored. In this study, qualitative and quantitative hybrid design research methods were used. Through interviews, questionnaires and statistical analysis, the questionnaire surveyed the hotel staff as the research parent, with a total of 420 questionnaires and 370 valid questionnaires. The questionnaire recovery data were analyzed by SPSS 22.0 statistical software for narrative, statistics, independent sample t-test, factor analysis, single-factor variation, correlation analysis and regression analysis. The conclusions are summarized as follows: First, there are differences between different demographic variations in LINE communication effectiveness, organizational communication, job satisfaction and employee loyalty Second, hotel managers believe that the use of LINE is a useful tool for hotel personnel management, because through LINE management, you can look back at past messages and display time so that managers are very fond of this social media, and have many functions, can By presenting it in the form of a bulletin board, or by promptly informing colleagues about the message, you can reach out in the group and let everyone know the information immediately. More than 90% of the hotel's employees use LINE for more than 2 years, and more than half of the hotel employees have 1 to 5 company LINE groups. In the LINE friends, the company's colleagues account for about 1/4. Third, the current hotel staff in the organization of communication, the company and the supervisor's communication is more important is that "the company often announces the business or work focus through announcements or e-mails", and the communication with colleagues in the department pays more attention to the "direct supervisor" I can listen and pay attention to my response and suggestions on my work. The communication with colleagues outside the department is more important. "I can help each other with my colleagues in the work." Fourth, through the analysis of correlation analysis and regression analysis, LINE communication effectiveness has a positive and significant impact on organizational communication and job satisfaction, while organizational communication and job satisfaction have a positive and significant impact on employee loyalty; Employee loyalty also has a positive impact, so it can be known that the LINE communication effectiveness has an impact on organizational communication, job satisfaction and employee loyalty. Through the results of this research, it will provide an important reference for the management level of the hotel industry personnel management, so that the employees' interaction and communication will be smoother and more efficient, and can improve employee loyalty and reduce manpower changes.
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Ho, Hsiang-Chi, und 何湘琪. „The Impact of Personality Characteristics, Employee Value, and Perceived Value on Employee Loyalty“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/57vcpd.
Der volle Inhalt der QuelleAnnotation:
碩士國立勤益科技大學
企業管理系
106
Because of the popularization of higher education and the age deferring of Taiwanese people entering the labor market complete with the trend of low birth rate, the working-age population would decrease gradually in the future accompanied with the aging phenomenon. In order to have an abundant labor supply in the future, a sound labor market system and appropriate labor conditions shall be established, employees whose personality characteristics conforming to an enterprise’s culture shall be selected and great importance shall be attached to employees and perceived value to retain employees and increase their loyalty to enterprise to meet the demands of labor market. In this study, the correlation and influence between personality characteristics, employee value, perceived value, and employee loyalty has been explored by taking the employees as the objects of study, using the convenience sampling method to carry out questionnaire surveys and conducting statistical analysis. The results of this study indicate that: (1) there is a significant positive correlation between personality characteristics, employee value, perceived value, and employee loyalty; (2) there is also a significant positive influence between personality characteristics, employee value, perceived value, and employee loyalty; (3) among the demographic variables, there is a significantly different perception on the perceived value and employee loyalty between the testees of different ages; there is a significantly different perception on the employee value and employee loyalty between the testees of different service lengths and employee numbers; there is a significantly different perception on the employee value, perceived value, and employee loyalty between the testees of different positions; there is a significantly different perception on the employee value between the testees of different industries. The findings can provide understanding of the employee’s loyalty to an enterprise can be increased through the employee’s personality characteristics, employee value and perceived value, but also provide reference for their future operation and human resources utilization and management.
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Nam, Le Hoai. „Factors Affecting Employee Loyalty in Tuyen Quang Power Company“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/xwd83f.
Der volle Inhalt der QuelleAnnotation:
碩士義守大學
管理學院管理碩博士班
102
Evaluation of employee loyalty to a company and business generally is a large problem and involves many factors and aspects for research . The debate is all about the staff , including the elements and aspects of concern for many employees for the dedication , their loyalty to investors and businesses . Practice has shown that if there is no loyalty in company employees with working conditions satisfy their satisfaction is hard to sustain the growth of the business and increase revenue doamh for the company and this research has been conducted to analyze and evaluate the fidelity of employees for businesses and companies in the long run , medium and short in Tuyen Quang power company ( PCTQ ) . Research can learn loyalty of the employees as well as their needs , desires and satisfaction is what they might be motivated to contribute more to investors and companies - Public utility Tuyen Quang ( PCTQ ) . Based on the analysis , some solutions and recommendations that can be implemented to improve employee loyalty not only to PCTQ but also for the energy industry and the government's interest is made.
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Liu, Yen-Chih, und 劉彥志. „The Impact of Organizational Politics on Employee Organizational Loyalty“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/sfg5zp.
Der volle Inhalt der QuelleAnnotation:
碩士國立中山大學
人力資源管理研究所
106
Every company faces problems arise within people. Organizational politics can be found everywhere, whether be it between employees, managements or company as a whole, including upward management, downward management and parallel management. Political behavior within an organization plays an intangible role. The level of impact incudes: overall performance, loyalty of employees and team morale, which can be said to affect the organization as a whole. This is an inevitable problem to the organization. This study mainly explores the various levels of political behaviors within an organization and its impact on loyalty of the employees and job retention of employees. If one can understand which types of behaviors affect employee loyalty, then organization can adjust their internal communication method and solve problems accordingly so as to allow employees to come into similar consensus, then enhance the centripetal force and competitiveness of the organization. The purpose of this study came from a practical point of view. The research results show that even if the top management has the full decision making power, the effort the employees put into their work remains. The conclusions and suggestions of this study can be used as reference for future research.