From a time where employees often remained at one company until retirement, globalization and changed employment patterns have created a more mobile labor market in the last years. In an effort to expand the connection between organization and employee a rising interest in corporate alumni networks has emerged. Previous research has shown that conditions for such networks are formed through employees social identification, perceived organizational support and organizational citizenship and can be shaped by company's HR practices.This paper aims to examine two case companies' perceived benefits through alumni relations as well as their HR prac-tices, in order to increase understanding surrounding the relationship between the two areas. Further the study intends to draw conclusions about the role of corporate alumni networks in the creation of the received benefits.The study indicates that HR practices, through the creation of an organizational citizenship behavior, can influence the conditions for beneficial alumni relations. Results show that some expected benefits of alumni relations can be re-ceived through strong citizenship.

Previous research in the area of leadership and stress has shown that the leader plays an important role but in what way is still an issue to explore. A qualitative approach was used in this study to develop an increased understanding of the leader's experience of stress using four themes; leadership, stress, control and organizational factors. A total of 12 semi-structured and un-structured interviews were carried out with 6 leaders, three females and three males. The data was transcribed and thematic as well as narrative analysis was conducted.The results indicates that leadership stress is caused by a lack of control and that factors intrinsic to the role as a leader both facilitates and complicates the leaders situation when facing stress..

Objectives: The aim in this thesis has been to generate information relevant for strategic positioning and future evaluations within the scientific field of sport and exercise psychology. This has been done by request, and in collaboration with The Group of Sport and Exercise Psychology at the Institution of Psychology at the University of Umeå.Research questions:  (1) How does the cognitive structure within the field of sport and exercise psychology take shape with respect to research topics in current sport-psychological research, i.e. the research front? (2) How does the social structure within the field of sport and exercise psychology take shape with respect to formal scientific collaboration?Data: 879 articles published between 2008-2011 were used in this study. The population of articles were collected from a set of 5 core journals: International Journal of Sport Psychology, Journal of Applied Sport Psychology, Journal of Sport and Exercise Psychology, The Sport Psychologist, Psychology of Sport and Exercise.

In non-profit organizations, surplus of the organization goes back to the organization's members. We have noted that Hyresgästföreningen initiated a change in 2005 when the organization merged its local membership registries to a national registry. There are few studies explaining how non-profit organizations are using management in an organizational change. What happens with the business management at an organizational change that is similar to the change in Hyresgästföreningen? The aim of this thesis is to explore how the governance of a nonprofit organization is changing at an organizational change.

Our findings show that depending on the contextual setting and what sort of merger an organization goes through, the identity strategies will differ. We see that symbols and values are two objects of relevance in our case companies? identity strategies, but that there are differences in how they are being used. There is consensus around the fact that values are important to have, however their meaning to each organization differs and it has also proven to be dependent on what position you possess in the company. We have developed a four-fielder in order to further illustrate our findings.

Purpose: The aim of this thesis is to create a greater understanding of organizational identification and the factors influencing this process. The understanding will be obtained by identifying what individuals identify them selves with and why this identification occurs.Method: The thesis is a case study with an abductive research approach with a focus on organizational identification. Data has been collected with a qualitative focus in interviews and images.Conclusion: The employees at Plain Capital primarily identify themselves with their profession, the company and their co-workers. The reasons why they identify are mostly because of the feeling of pride and participation. We have discovered a link between a strong group identity and a high organizational identification.

Syftet med denna studie var att kartlägga en grupp tonårskillars ridintresse samt att se hur detta intresse kan ha påverkat deras identitetsutveckling. Deltagare i studien var sex tonårskillar i åldrarna 17 till 19 år. Datainsamlingen skedde med hjälp av öppna, explorativa tematiserade intervjuer. Resultaten visade att det framförallt var två saker som var viktiga för killarna med deras ridintresse, dels att prestera genom tävlande och dels kontakten med hästen. Andra saker som också hade viss betydelse var det sociala umgänget med andra människor som rider samt utövandet av en idrott.

In connection with that the last few decades have been characterized by major changes where also the rate of change has increased, changes in organizations has become a natural part of today's organizational activities. Every change involves a learning challenge and because of that every change is unique, its output is unclear. However, there is much research that highlights various factors critical to creating an effective change, among others internal communication.The purpose of this study is to investigate whether Engeström's theory can be applied to a completed organizational change and see whether an expansive learning has been promoted in connection with this. This is accomplished through interviews with six employees, all working in one of Sweden's leading property companies. Engeström's theory of expansive learning is applied in order to analyze whether learning is promoted in connection with the organizational change.The result of the study shows that Engeström's theory can be applied to a completed organizational change in order to analyze whether an expansive learning has been promoted in connection with this.

This thesis explores how remote work impacts organizational culture and identifies leadership strategies that can preserve and strengthen the culture in a remote work environment. By employing a theoretical framework related to organizational culture, remote work, and strategies, along with a methodology based on qualitative interviews, the study aims to fulfill its specified purpose. Theories such as Schein?s three levels of culture and McKinsey?s 7S Framework are applied to understand and analyze the collected empirical data. The empirical data, presented through four themes, is based on respondents? experiences and opinions regarding remote work can lead to reduced social interaction and sense of belonging, but strategic digital initiatives and adaptive leadership can help maintain organizational culture despite the lack of physical presence.

Vilken betydelse har en arbetssökandes etnicitet och beslutsunderlagets diagnosticitet (informationskvalitet) för en granskarens benägenhet att rekommendera anställning? 172 studenter fick läsa en utskrift från en anställningsintervju och skatta hur pass anställbar den arbetssökande (svensk eller utländsk) var utifrån den information som erhölls (diagnostisk eller ickediagnostisk). Hypotesen om att sämre information om den sökandes personlighetsegenskaper medför lägre skattad anställningslämplighet för sökande med invandrarbakgrund (p.g.a. av negativa stereotyper) men inte för svenskar kunde inte bekräftas. Tvärtom skattades den utländske sökanden som mer anställbar än den svenske när informationen var ickediagnostisk (p = .03).

The purpose of this essay is to examine how four Swedish retail companies describe their information management in connection to ethical trade. My purpose is also to examine how this information management relates to organizational learning. My questions at issue are ? ?Which activities related to information management in connection to ethical trade is described by the companies?? and ?How can these activities and statements be related to organizational learning?? My method of investigation is to perform qualitative interviews with representatives from the retail companies and relate the results to theories on information management and organizational learning, mainly theories of double-loop- and single-loop learning. The information management literature address issues such as information needs, information sources and information seeking.

In 2009, the Swedish Basketball Federation started a Region U15 development project in order to change the structure of the regional organization to get into a more transparent and similar operations throughout the country. My purpose is to study the attitudes to the change among the region leaders in the regional operations and evaluate the change from an organizational perspective. The study is primarily based on the following questions: What are the experiences of the change process among the region leaders in the regional organization? How involved have region leaders been in the changing process? Which are the positive and negative aspects with the regional operation today? What can be done further to develop the regional operation and to what extent do the organizational change follow general organizational theories? In my study, a qualitative method was used in terms of interviews with 8 regional leaders to understand their attitude to the project and the changing process. To analyze the results of the region leaders ?responses, a transcription have been made.

Organizational democracy has been a popular research area in recent decades but the implementation in real organizations is slow (Kokkinidis, 2012; Verdorfer, Weber, Unter Rainer & Seyr, 2013). Several researchers (Schön Jansson, 2012; Falkheimer, Heide & Johansson, 2013) argue that communication practitioners have a key role in democratic processes and that because their job role is under constant change there are only a few modern studies regarding the subject. The purpose of this study is to illustrate how communication practitioners in private and public organizations experience their role in the process of internal communication and to what extent they are aware of, and work with internal organizational democracy.The practitioners we interviewed had a strong feeling that they were a support function for the business and the organizational management. As a result of the study it is clear that communication practitioners are very loyal to their employers and to the organization they work for. They are, therefore, not neutral in their professional role and argue that their task is to represent the management's interests.

As a result of globalization, multinational teams are being more frequently used in today´s businesses. This specific type of team can be described as heterogeneous when it comes to nationality and linguistics. The aim of this study was to explore the concept of multinational teams. This was made using culture as a main concept, and nationality, linguistics, and organizational culture in order to describe it. We intended to say something about how this type of team´s efficiency; when it comes to satisfaction and performance; was affected by national and linguistic heterogeneity within the team.

The aim of this study was to explore the students? use of and attitudes towards cannabis at Linnaeus University. Social psychology and gender perspective was used as theories to explain the use and attitudes among the students? and how the use and attitudes could change through social influence. The study operates from a quantitative approach and is based on an online survey which includes answers from 126 respondents.