#ILoveMyJob: Drivers of Online Employer Brand Advocacy at a Multinational IT-Company

Objective of the Study The objective of the study was to evaluate what drives employer brand advocacy online at the case company, a Nordic-based multinational IT-company. Operating in an industry where the competition for attracting and retaining top talent is fierce, the case company seeks to make use of its employees to spread the word of the company as a preferable place of work. The study sought answers to the main research question: What drives employer brand advocacy online at a multinational IT company? and three subsequent sub questions: (1) What themes relating to the employer brand of the employer are employees at the case company willing to advocate for? (2) Which factors act as limiting aspects for employer brand advocacy online? and (3) Which motivators support employer brand advocacy at the case company? Methodology and Theoretical Framework The study was conducted as a single case study, combining data from semi-structured interviews and online material gathered from employees’ Twitter feeds. Five employees in the case company’s B2B unit were interviewed, with online material gathered from four employees. The theoretical framework includes three levels: (1) thematical topic of advocacy content, (2) limiting factors for advocacy online, and (3) motivational factors behind advocacy. Findings and Conclusions The study resulted in three main findings: (1) employees are most inclined to advocate for interest aspects of the employer brands, and unwilling to advocate for economic aspects, (2) choice of channel is the main factor limiting advocacy, with Twitter and LinkedIn identified as the most suitable channels for employer brand advocacy content, with Facebook deemed unsuitable for the purpose, and (3) advocacy being motivated mainly by two factors: altruism and ability to show expertise. These findings suggest that employer brand advocacy in the context of the case company can be used to communicate about the employer brand, with focus on interest topics. Furthermore, advocacy can be facilitated by focusing on channels that support advocacy, and encouraging employees to advocate by appealing to their willingness to help the employer or their desire to build their personal brand as experts within the industry

The Dark Inside the Prologue : Enactive Cognition and Eerie Ontology in Catherynne M. Valente's Radiance

Twenty-first-century fiction continues to examine the ontological instabilities of postmodernism. But even as they hold on to the idea of multiple realities, these works also aim to change the tone with which that idea is represented. This article analyzes Catherynne M. Valente's Radiance (2015), a novel which thematizes the unstable ontologies that Brian McHale describes through the metaphor of flickering. By adding embodied and communicative dimensions to the postmodernist imaginary, Valente's novel rethinks what the metaphor of flickering could mean and what effects ontological groundlessness can have on readers. The article connects these literary phenomena to the theories of enactive cognition, and suggests that enactive theory, just like Valente's reinterpretation of postmodern flickering, provides a sense of the world having strange agency as well as lacking proper solidity. Thus contemplating our perception of reality is eerie in the sense proposed by Mark Fisher, a term that provides a new grip on the experience of unstable ontology.Peer reviewe

Alien Registration- Polvinen, Kalle (Andover, Oxford County)

https://digitalmaine.com/alien_docs/18060/thumbnail.jp

"You want to do your own stuff because there is a team that needs you" - an extensive multiple case study on motivational self-management in a self-directed work team

This thesis explored the topic of self-management of motivation i.e. how employees in the contemporary work environment manage their motivation to work. The research design was an extensive multiple case study based on semi-structured interviews of eight individuals in one self-directed work team. The study asked how these motivational self-management methods are linked to autonomous or controlled motivation, based on the Self-Determination Theory by Deci & Ryan (2000), and with what potential outcomes. The motivational self-management methods and processes of knowledge-workers in team-based organizations had not been studied previously, and overall little empirical research has been done on self-management of motivation in any discipline. Studying these methods and processes is important for society, as being better able to self-manage one’s motivation has the potential to increase one’s wellbeing and productivity, especially if it happens through autonomous motivation (Gagné, Forest et al., 2015). As the job-design in the knowledge-intensive sector has been changing to favor flexibility and autonomy of employees (Hornung, Rousseau et al., 2010), these employees also have the increased responsibility of managing one’s motivation without constant top-down orders. The thematic analysis showed that the participants of this study self-manage their motivation in the following ways: work and environmental control, scheduling by disposition, increasing task enjoyability, creation of meaning, procrastination, enforcing self-discipline, thinking about material rewards, self-rewarding, seeking positive affirmation, visualizing progress, avoiding negative feelings, and acting out of dependency and responsibility. The motivational self-management methods of increasing task enjoyability and creation of meaning are linked to autonomous motivation, while procrastination, enforcing self-discipline, thinking about material rewards, and avoiding negative feelings can be tied to controlled motivation. The study argues that previous studies of self-management of motivation have given an overly static picture of motivational self-management. Thus, the main contributions of this study include the dynamic and flexible nature of motivational self-management in the context of a self-managed team and the role of self-reflection in this process. The practical implications of this study highlight the importance of HR practices emphasizing personnel development and person/organization-fit when recruiting

Alien Registration- Polvinen, A. Peter (Paris, Oxford County)

https://digitalmaine.com/alien_docs/22280/thumbnail.jp

Determinants of transition from partial to full disability pension: a register study from Finland

Aims: This study explored the rate of transition from partial to full disability pension (DP) and aimed to determine whether age, sex, education, employment status, employment sector, pension type and medical cause of disability were associated with transition to full DP during a four-year follow-up. Methods: We used register data, including a 70% random sample of partial disability pensioners aged 20–58 at the time that their partial DP started in 2010 or 2011 (N=5277). Competing risk analysis was used to estimate sub-hazard ratios (SHR) and their 95% confidence intervals (CI) for full DP. Results: One third of partial disability pensioners transitioned to full DP during the four-year follow-up. More than half (52%) continued on partial DP, and 15% were in some other state. Men, older people, those with low education levels, those whose pension was granted until further notice and those whose pension was due to mental disorders (MD) proceeded to full DP more often than others. The SHR for full DP was 1.62 (95% CI 1.43–1.83) among partial disability pensioners with MD and 1.15 (95% CI 1.02–1.28) among partial disability pensioners with other diseases compared to those whose pension was granted due to musculoskeletal diseases. Conclusions: Partial DP is a relatively stable state, and moving to full DP is relatively rare. However, male sex, older age, low education level, a pension granted until further notice and partial DP due to MD are important risk factors for full DP. The risk factors for ending up on full DP varies by diagnosis and pension type

Cognitive Science and the Double Vision of Fiction

Peer reviewe

Limits of Narrative : Introduction

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Mimetic and Synthetic Views of Characters : How Readers Process “People” in Fiction

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