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Thematische Bibliographien / Employer preferences / Dissertationen

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Dissertationen zum Thema „Employer preferences“

Autor: Grafiati

Veröffentlicht am 14. Dezember 2024

Zuletzt aktualisiert am 31. Juli 2025

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1

Shay, Nathan Michael. "Investigating Real-Time Employer-Based Ridesharing Preferences Based on Stated Preference Survey Data." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1471587439.

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Lindgren, Erik, and Michael Skarped. "Employer Attractiveness : A quantitative study of preferences among swedish civil engineering students regarding future employers." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8777.

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<p>The purpose of this thesis is to measure the importance of different factors that contribute to employer attractiveness among students. Further, its purpose is to measure how those same students perceive a case company, Ramböll, relating to those same factors. The method used</p><p>to satisfy this purpose is a quantitative survey among Swedish civil engineering students at three Swedish universities, Uppsala Tekniska Högskola, Luleå Tekniska Högskola and Chalmers Tekniska Högskola. The survey got a response rate of 19% and the results show that the majority of the respondents think that fac

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OLIVEIRA, SIMONI APARECIDA DE PAULA. "ASPECTS RELATING TO CAREER PREFERENCES AND ITS RELATIONSHIP WITH VALUES ALIGNMENT REGARDING THE EMPLOYEE AND THE EMPLOYER." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=22223@1.

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O presente trabalho de pesquisa visa a estudar aspectos referentes às inclinações de carreira e suas relações com o alinhamento de valores dos empregados, considerando os valores da instituição empregadora. Para a realização de tal estudo foi elaborado um questionário, composto de 89 perguntas, que foi desenhado com o auxílio do software Qualtrics. Para o levantamento dos valores, foi utilizado o Inventário de Valores elaborado por Rokeach (1973), composto de 36 valores individuais. No que se refere à identificação das âncoras de carreira dos empregados, foi utilizado o instrumento elaborado p

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Andersson, Felicie, and Jonathan Hurtig. "Vad attraherar supertalangerna? : om anställdas preferenser i textilbranschen." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10633.

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I det moderna samhället är arbetet inte längre enbart en inkomstkälla utan ett verktyg för självförverkligande. Ur de anställdas perspektiv är företagens attraktivitet, sociala värden, ekonomiska fördelar och utvecklingsmöjligheter viktiga aspekter som tas i beaktning när man söker sig till ett företag och därför betydelsefulla för företagen att efterleva. Uppsatsens teoretiska referensram sätter därför arbetsgivarlöftet och vikten av att det följs i centrum. Vi har funnit ett flertal forskningsstudier relaterade till arbetsgivarlöften, som genomförts inom olika branscher, men saknar undersökn

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Jahn, Aron, and Paulina Knopf. "Millennials’ employer preferences and the role Corporate Social Responsibility plays in them." Thesis, Umeå universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-162735.

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The purpose of this paper is to investigate what millennials prefer in their future employers. Three research questions were formulated from the purpose statement: (1) what kind of values do millennials prefer in their future employers? (2) How important are values connected to CSR for millennials? And finally, (3) how do group settings influence the importance of CSR in millennials’ employer preferences? In order to understand and explore the stated purpose, literature on the subjects of millennial employer preference, the millennial labor market and the Scandinavian context are used. Further

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Forsslund, Elin, and 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 affec

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Lundahl, Sofia, and Pernilla Bredolt. "Graduating students' preferences in first employment attributes : A quantitative study among students at Jönköping International Business School and Jönköping School of Engineering." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-7672.

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Roberts, Jessica. "Relationships Among Employee Engagement, Communication Climate, and Employees’ Communication Channel Preferences." Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1366717721.

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Isaksson, Julia, and Ellen Bengtsson. "Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.

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För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartlägg

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Mamman, Aminu. "Employees' preferences for payment systems." Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248142.

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Fraser, Kimbal John. "Employee Ownership and Preferences for Organisational Control." Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/3758.

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Employee ownership describes the situation where employees own an equity stake in an employing organisation. Psychologists have found that employee ownership positively relates to several attitudes that contribute to organisational effectiveness, including: Organisational Commitment, Job Satisfaction, Organisational Justice, and Psychological Ownership. Contrarily, economists point out that employee owned firms exhibit reduced value maximisation compared to investor owned firms, and suggest that employee influence in decision making produces suboptimal outcomes. This thesis investigated whethe

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Jones, Deb. "Municipal government employee survey : preferences for and perceptions of employee health and assistance programs." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28737.

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Promoting participation in EHAPs (employee health and assistance programs) by those employees most in need of health improvements is important to increasing the effectiveness of these programs. Programs which are designed to reduce perceived barriers to participation and to meet the specific needs and interests of these employees have resulted in higher participation. The purpose of this investigation was to determine the extent to which demographics and perceived health status were associated with employees preferences and perceptions of EHAPs. This was done through survey analysis of four hu

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Weiss, Phillip Andrew. "Knowledge Transfer Preferences of Expert Employees Nearing Retirement." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1950.

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Managers of organizations face increasing rates of retiring Baby Boomers as that generation begins to leave the workforce. Some managers of organizations have no formalized knowledge transfer strategies in place to reduce the lost productivity and negative financial effects of these retiring employees. The purpose of this single-site case study was to explore the knowledge transfer preferences of expert scientific support employees nearing retirement at a United States national laboratory in northern California. Understanding the preferences of employees nearing retirement may allow managers t

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Crider, Autumn Marie. "Exploring employee preferences for the Farm Credit System incentive program." Thesis, Kansas State University, 2010. http://hdl.handle.net/2097/14042.

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Master of Agribusiness<br>Department of Agricultural Economics<br>Brian Niehoff<br>The purpose of this thesis was to examine the relative efficacy of the incentive plan for loan officers within Farm Credit of the Virginia’s, ACA (FCV). The purpose of FCV’s incentive plan includes promoting firm financial growth and stability, employee retention, and encouraging teamwork. Incentive plans are important financial decisions for companies and these plans have upside potential and downside risk that should be considered in the decision making process. A literature review was conducted to analyz

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Langhammer, Kristina. "Employee selection : Mechanisms behind practitioners’ preference for hiring practices." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-95890.

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Despite the great advances science has made in developing selection decision aids practitioners’ generally remain reluctant to adopt them. This phenomenon is considered today one of the greatest gaps in industrial, work and organizational psychology. This thesis adopts a psychological approach to practitioners’ resistance toward hiring procedures with high predictive validity of work performance. Consequently, three specific research questions were examined, two of which highlighted aspects of self-regulation, and one focused on agency relation in order to study outcomes in terms of actual use

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Ritz, Tiffany. "An Evaluation of Preference Assessment Outcomes on Employee Performance." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/theses/1540.

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The need continues within the field of organizational behavior management for empirically valid and feasible interventions to assist organizations with producing desirable changes in the work behavior of employees. The present study sought to determine the utility of a procedure to identify preferred stimulus among employees and the effects of implementation of the preferred stimulus on employee performance. Baseline data was collected on the productivity of employees. Then, a preference assessment was administered to employees. The results of the preference assessment yielded a commonly pre

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Wendel, Anna. "Employee mobility intentions within a regional industry : A study on high-tech employees' perceived opportunities and preferences for mobility within a regional industry." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19669.

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Background As digitalization and the Internet of Things (IoT) evolves in a rapid pace, the need for engineers, IT specialists and software developers introduce an increasing shortage of skilled workers. Managing the existing workforce is a challenge, increasing the interest in the antecedents and implications of their mobility activities. Employee turnover has been broadly viewed as a disadvantage for firms losing valuable human capital, increasing the implementation of retention strategies. On the other hand, an increasing amount of studies argue that mobility within a region is a source of k

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Worren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.

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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier r

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Bowles, Roger A. "Hiring preferences of employers of entry-level biomedical equipment technicians in Texas." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5478/.

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This study examined the signaling strength, or marketing power, of the most common qualifications of entry-level biomedical equipment technicians (BMETs) in Texas, based on stated hiring preferences of BMET managers, using order ranking of fictitious resumes. This study also sought to determine whether certification status, education background, military training background as a BMET, or type of employer [hospital or ISO] of the hiring manager had an effect on hiring preference for applicant qualifications of associate degree, military training as a BMET, or certified biomedical equipment tech

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Shaffer, Victoria A. "Preference reversals in employee evaluations of cash versus non-cash incentives." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117599610.

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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains x, 102 p.; also includes graphics (some col.) Includes bibliographical references (p. 100-102). Available online via OhioLINK's ETD Center

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Jaruphongsa, Paisit. "Motivational preferences of hospitality workers a study of the Grand Garden Hotel, Sungai Kolok, Narathiwat, Thailand /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998jaruphongsap.pdf.

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Ferreira, Elizabeth H. "The role of employee value propositions and corporate brand preferences in talent attraction." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/20950.

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The ever increasing competition to recruit talented and skilled employees has created the necessity to understand which factors influence an applicant's decision to pursue a job offer from an organisation. Recruitment efforts no longer focus solely on the unemployed job seekers market, but has in recent years extended more aggressively into recruiting students before graduation. Moreover, some authors suggest that 60 % of current employees are passively seeking other employment, which creates opportunities to entice talented employees from competitors. However, it has become exceedingly clear

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Keshave, Hiten. "A survey of employee preferences in the design of a performance management system." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/d1021180.

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This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management s

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Chen, Yingzhu. "Art preference of healthcare staff in break room environments." Pullman, Wash. : Washington State University, 2009. http://www.dissertations.wsu.edu/Thesis/Fall2009/Y_Chen_111409.pdf.

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Thesis (M.A. in interior design)--Washington State University, December 2009.<br>Title from PDF title page (viewed on Jan. 28, 2010). "Department of Interior Design." Includes bibliographical references (p. 62-69).

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Estepa, Juan. "An exploratory adaptation of Visitor Employed Photography for determining the open space preferences of seniors." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ47322.pdf.

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Jamriska, James T. "Recreation professionals' preferences for resume content for prospective graduate assistants." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1294247.

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The purpose of this study was to provide prospective recreation graduate assistants recommendations how to write clear and concise resumes that would help them earn a graduate assistantship. After reviewing the literature, three categories of resume development were identified as important in evaluating what graduate assistants will need to include in a resume that would attract recreation professionals' attention during the selection process. The categories included demographic information, resume content components, and general information. No prior research existed for recreation graduate a

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Chang, Chu-Hsiang. "Effects of transformational leadership on followers' feedback seeking, feedback preference, and reactions to feedback through cognitive and motivational processes." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1122910737.

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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005.<br>"August, 2005." Title from electronic dissertation title page (viewed 12/14/2005) Advisor, Rosalie J. Hall; Committee members, Paul E. Levy, Robert G. Lord, Ramona Otega-Liston, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

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Chen, Yihuan, and Yanting Cao. "A Study of Actual and Ideal Leadership across Different Enterprise Types in Shanghai." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-230485.

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Since the Chinese economic reform in 1979, there have been various types of enterprises being established instead of the period when the market was mainly dominated by state-owned enterprises (SOEs). Nowadays, except for the government (GOV) departments, the three main types of enterprises are state-owned enterprises (SOEs), private-owned enterprises (POEs) and foreign-owned enterprises (FOEs). In the paper, the aim is to compare the difference in empowering and coaching of the leadership style from employees’ perspective across different types of enterprises and government in Shanghai and fin

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Arnoldsson, Lovisa, and Jessika Varvne. "Vad attraherar arbetstagaren : om arbetstagarens preferenser inom ingenjörsbranschen." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-15583.

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Det kan vara svårt och tidskrävande att hitta rätt arbetstagare. Företagen måste sticka ut i mängden för att locka och rekrytera rätt kandidat. Employer Branding är ett arbetssätt som handlar om att bygga ett varumärke på konkurrensmarknaden, rekrytera samt förstärka sina nuvarande anställdas engagemang i företagets kultur och strategier. Examensarbetet kommer handla om hur företag kan attrahera ingenjörsstudenter för att få en ökad förståelse vad en arbetstagare söker hos en arbetsgivare. Genom att finna vad studerande ingenjörer attraheras av kan man ta fram strategier som eventuellt kan min

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Jackson, Aurora Pearl. "Preferences for employment and perceived well-being among black single employed mothers of preschool-aged children /." The Ohio State University, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487683049375498.

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Farrell, James. "Risk preferences in defined contribution plan investing a study of state of Florida employees /." Tallahassee, Florida : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-08202009-100134/.

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Thesis (Ph. D.)--Florida State University, 2009.<br>Advisors: Tim R. Sass, David Macpherson, Florida State University, College of Social Sciences, Dept. of Economics. Title and description from dissertation home page (viewed on Mar. 12, 2010). Document formatted into pages; contains xiv, 128 pages. Includes bibliographical references.

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Maglieri, Kristen A. "Assessing preference for and reinforcer value of employee- and manager-selected rewards in an organizational setting." abstract and full text PDF (free order & download UNR users only), 2005. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1433395.

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Lee, Liu Jaime. "Main causes of voluntary employee turnover a study of factors and their relationship with expectations and preferences." Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/129705.

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Seminario para optar al grado de Ingeniero Comercial, Mención Administración<br>¿Por qué la gente se cambia de trabajo? ¿Qué los lleva a decidir que estarán mejor en otro lugar? Este estudio analiza varios factores que, combinados, pueden afectar la rotación laboral voluntaria. También provee un entendimiento del comportamiento y preferencias de las personas, ya que puede ayudar a que los empleadores sean capaces de diseñar programas de retención mejores y más efectivos. El proyecto analiza la información de 112 encuestados de entre 18 y 40 años de edad del mercado laboral Chileno, y lo comple

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Lee, Allen. "Insecurity Threat and its Implications for Leadership Preference." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1583.

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I investigated insecurity threat and its implications for employee leadership preferences. Preferences for three types of leadership style were examined: charismatic, relationship-oriented, and task-oriented leadership. It was anticipated that individuals’ salient work values would predict leadership preference more strongly after insecurity threat than under control conditions. Two different types of threats were investigated in comparison to a neutral control condition. Results showed that there were no statistically significant differences in leader ratings between threat conditions. My res

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Pouliakas, Konstantinos. "Socioeconomic effects on employee well-being : preference identification in response to non-standard labor market conditions." Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.445148.

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This thesis investigates the effects of ‘atypical’ forms of employment, induced by labour market flexibility, on <i>employee well-being</i>. The empirical analysis uses subjective job satisfaction information included in large household panel surveys (BHPS, ECHP) and in an original cross-section sample of low-skilled workers in Europe (EPICURUS). Apart from assisting in the establishment of consensus regarding the impact of various determinants of job satisfaction, it also extends the conventional specification by incorporating several “new” explanatory variables in the model, such as part-tim

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Sisavic, Florian Michael. "Job Attribute Preferences of the Workforce in Polish High Technology Enterprises." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/1185.

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A key precept in work place motivation theory is that management knows what job attributes are valued by the employee. Management can benefit by asking employees what they want from their work experience (i.e., job attribute preferences), rather than assume they know. This is particularly important to Polish high technology companies that are in transition to a free-market economy and to Polish workers who must be appropriately motivated to compete globally. This study attempts to better understand the job attribute preferences of Polish managers and workers, the potential gaps between Polish

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Wilkinson, Richard F. "Hospitality management student work aspect preferences and reinforcers in the quick service restaurant industry /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841193.

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Gunkel, Marjaana. "Country compatible incentive design : a comparison of employees' performance reward preferences in Germany and the USA /." Wiesbaden : Dt. Univ.-Verl, 2006. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015618335&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Gunkel, Marjaana Wolff Birgitta. "Country-compatible incentive design : a comparision of employees' performance reward preferences in Germany and the USA /." Wiesbaden : Dt. Univ.-Verl, 2006. http://www.gbv.de/dms/zbw/509009921.pdf.

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Gunkel, Marjaana. "Country-compatible incentive design : a comparision of employees' performance reward preferences in Germany and the USA /." Wiesbaden : Deutscher Universitäts-Verlag, 2006. http://www.gbv.de/dms/zbw/509009921.pdf.

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Baek, Kwang Ho. "Identification of perception and preferences of behavior relative to philosophy, implementation, and design of workforce education in Korea a provider and participant comparison /." Access citation, abstract and download form; downloadable file 9.68 Mb, 2004. http://wwwlib.umi.com/dissertations/fullcit/3131655.

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Dulin, Linda. "Leadership preferences of a Generation Y cohort: A mixed methods study." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4735/.

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Presently there are four generational cohorts in the workplace. Born from 1977 to 1997, the youngest cohort group, referred to as Generation Y (or Gen Y) in this study, has 81 million members, of whom over 29 million are already in the workplace. The importance of leader-subordinate relationships in the workplace has been confirmed; in recognizing this, leaders must identify and adapt to the changing era-shaped needs of employees, who cannot fully participate in organizational life if their most urgent needs are not being met. Because Gen Y employees are only now entering the workforce, little

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Gerold, Stefanie, and Matthias Nocker. "Reduction of Working Time in Austria. A Mixed Methods Study Relating a New Work Time Policy to Employee Preferences." European Commission, bmwfw, 2015. http://epub.wu.ac.at/4722/1/WWWforEurope_WPS_no097_MS225.pdf.

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This mixed-methods study examines factors determining employees' desire to reduce worktime. The results of a binary logit regression model, based on data from the Austrian Microcencus 2012, suggest that employees who prefer shorter weekly working hours are older, higher educated and work longer hours in white-collar positions, compared to those who do not wish to change their hours. Gender differences are greatest in terms of household and family characteristics, supporting the 'male breadwinner & part-time' model. Qualitative interviews have been conducted among employees who had the possibil

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Fried, David D. "Work-role Attachment and Preferences to Extend Career Employment through Phased Retirement." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1304452170.

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Bennett, Hadyn R. V. "Demographic and biographical predictors of work values and preferences in the Northern Irish context : implications for employee selection and person-organisation fit." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248875.

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AlGassim, Ali Ahmad. "Examining the Relationship between Cultural Values Orientations and Employee Preferences for Human Resource Management Practices in Multinational Corporation Hotels in Saudi Arabia." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367889.

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The question of how cultural values impact upon human resource management (HRM) practices in organisations has become an important issue in the developing Middle Eastern countries' business context (Aycan, Al-Hamadi, Davis, & Budhwar, 2007; Afiouni, Ruel, & Schuler, 2013). There is growing support for the notion that country-based factors, such as culture, have an important influence on international HRM practices (Nyambegera, Span·ow, & Daniels, 2000; Budhwar, 2012). For example, thereis increasing concern about how models ofHRM practices, largely created in the developed world, can be

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Tengmo, Matilda. "Flexibelt arbete och stress : En kvantitativ enkätstudie på universitetsanställda." Thesis, Högskolan i Gävle, Arbetshälsovetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24236.

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Bakgrund: Ett flexibelt arbete innebär att arbetet är flexibelt gällande tid och rum där arbetstagarna får ett stort inflytande över när, var och hur länge de ska utföra sitt arbete. Flexibiliteten kan innebära att gränserna mellan arbete och privatliv suddas ut, där det föreligger individuella skillnader i såväl förmågan att sätta gränser mellan domänerna arbete och privatliv som preferenser gällande gränssättande, där vissa föredrar att hålla arbetet på arbetet medan andra trivs med att blanda samman arbetet med privatliv. Syfte: Syftet med studien var att undersöka om obalans mellan beteend

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Maršíková, Linda. "Personální marketing." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-11978.

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This thesis discuss the topic of the recruitment marketing, with it's principles, functioning, goals and instruments. Topic is separated into two parts, external a nd internal. These parts are analysed out below. The usage of the recruitment marketing is described on the sample of the company IKEA, Czech republic. The tesis is finished in the project of the recruitment strategy for mentioned firm, which is based on the results of the accomplished research.

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Knappert, Lena [Verfasser]. "Global Performance Management In The Multinational Enterprise: an Analysis of Country-specific Practices, Global Best Practices, and Employees’ Preferences in Performance Management / Lena Knappert." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2013. http://d-nb.info/104130577X/34.

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Aharbil, Adil Arnaud. "L'insertion professionnelle des marocains diplômés en France après le retour au pays d'origine." Electronic Thesis or Diss., Bordeaux, 2024. http://www.theses.fr/2024BORD0158.

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La migration des étudiants marocains, notamment vers la France, reflète une volonté de surmonter les défis d’un marché du travail local souvent considéré comme défavorable aux diplômés marocains. Face à ces contraintes, ces étudiants choisissent une formation académique à l’étranger, particulièrement en France, dans l’espoir d’acquérir des compétences et une reconnaissance internationale susceptibles d’améliorer leurs perspectives professionnelles. Cependant, cette dynamique soulève la question de savoir dans quelle mesure un séjour en France, qu’il soit purement académique ou enrichi par une

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