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Vad motiverar, trygghet eller äventyr?: En kvantitativ studie som jämför pliktade och frivilliga rekryter i motiverande drivkrafter och synen på ledarskap
Swedish Defence University.
2019 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
What motivates, safety or adventure? : A quantitative study comparing conscript and voluntary recruits in motivational driving forces and the view of leadership (English)
Abstract [sv]

År 2018 återinfördes pliktsystemet i Sverige vilket innebar att vi till delar lämnade ett professionellt yrkesförsvar som vi hade haft på grund av fredstider. Frivillighetsförsvaret hade haft vissa problem med ”tappet” av människor både under grundutbildningen på grund av möjligheten till avhopp men också efter grundutbildningen. Det bristande intresset att fortsätta sin yrkeskarriär inom Försvarsmakten har uppmärksammat i den tidigare forskningen och med ett pliktförsvar som även har frivilligt sökande rekryter blev jämförandet mellan grupperna basen till problemställningen att det kanske finns en skillnad mellan pliktade och frivilliga rekryter i motivationen till fortsatt karriär inom Försvarsmakten som kan påverkas av befälens ledarskap.

Teorierna som används för att jämföra motivation hos frivilliga och pliktade rekryter grundar sig i Fabrizio Battistellis (1997) teori som kartlägger om respondenterna har paleomoderna drivkrafter moderna drivkrafter eller postmoderna drivkrafter. För att jämföra synen på ledarskapet användes teorier av Gerry Larsson som Utvecklande ledarskap, Konventionellt ledarskap och Destruktivt ledarskap. Resultatet mellan de pliktade rekryterna och de frivilligt ansökande rekryterna visade att de motiverades av liknande anledningarna och även hade liknande uppfattningar om ledarskapet. Det fanns få statistiskt signifikanta skillnader, men rekryterna motiverades mest av de självförverkligande drivkrafterna både i början av grundutbildningen och tre månader senare.

Resultatet för uppfattandet av ledarskap visade att de mest ansåg att befälet använde sig av ett konventionellt ledarskap. Att rekryterna uppfattade att befälen bedrev ett konventionellt negativt ledarskap borde uppmärksammas då det kan leda till destruktivt ledarskap som i sin tur kan leda till fler avhopp. Konsekvenserna av ett negativt ledarskap har en inverkan både på kort och lång sikt, och enligt tidigare forskning har ledarna ett stort ansvar för möjligheten att påverka rekryterna genom sitt ledarskap.

Abstract [en]

In 2018, the duty system was partly reestablished in Sweden, which meant that we left a professional defense that we had had because of peacetime. The voluntary defense had some problems with the "lost" of people both during the basic education because of the possibility of drop-off but also after the basic education. The fact that volunteers did not have the same interest in a continuing professional career has drawn attention in the previous research and with a duty defense that also has voluntarily seeking recruits, the comparison between the groups was the basis of the problem that perhaps there is a difference between obliged and voluntary recruits in the motivation for continued career in the Armed Forces that can be influenced by the commanders' leadership.

The theories used to compare the motivation are based on Fabrizio Battistelli's (1997) theory which maps whether the respondents have paleomodern drivers of modern driving forces or postmodern driving forces. To compare the view of leadership, theories were used by Gerry Larsson as Developing Leadership, Conventional Leadership and Destructive Leadership.

The result between the obliged recruits and the volunteer recruits showed that they were motivated by similar reasons and also had similar views on leadership. The similar perceptions resulted in the differences seen in the result being not statistically significant, but the recruits were motivated most by the self-realizing driving forces both at the beginning of the basic education and three months later. The result for the perception of leadership showed that most believed that the command used a conventional leadership. The fact that the recruits perceived that the commanders were conducting a conventional negative leadership should be recognized, as this can lead to destructive leadership which in turn can lead to more departures. The consequences of negative leadership have an impact both in the short and long term, and according to previous research, the leaders have a great responsibility for the possibility of influencing the recruits through their leadership.

Place, publisher, year, edition, pages
2019. , p. 38
Keywords [en]
motivation, leadership, military, occupational defense, duty defense
Keywords [sv]
motivation, ledarskap, militär, yrkesförsvar, pliktförsvar
National Category
Other Social Sciences
Identifiers
URN: urn:nbn:se:fhs:diva-8329OAI: oai:DiVA.org:fhs-8329DiVA, id: diva2:1278625
Subject / course
Ledarskap under påfrestande förhållanden
Supervisors
Examiners
Available from: 2019-03-07 Created: 2019-01-14 Last updated: 2019-03-07Bibliographically approved

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CiteExportLink to record
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Cite
Citation style
  • apa
  • harvard-cite-them-right
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
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