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Phan, Nam. "Faculty perceptions of the performance appraisal process." Thesis, California State University, Fullerton, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3581783.
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In recent decades, there has been increasing pressure for teacher accountability and interest in teacher evaluation throughout the world. While much research has been conducted on significant factors contributing to high student achievement, including the examination of the positive correlation between the faculty evaluation process and student success, there is a lack of research in the Vietnamese culture on faculty perceptions of the meaning and influences of faculty performance evaluation. This study addressed faculty perceptions of a particular evaluation process and their perceptions of its impact on their teaching performance. The purpose of this qualitative case study was to explore full-time faculty members' perceptions of the evaluation or performance appraisal (PA) process currently implemented in a private university in Ho Chi Minh City, Vietnam. The study utilized data obtained from individual, semi-structured interviews with12 full-time faculty participants. After data analysis, the following salient findings were identified. First, faculty found a PA process that emphasized both competency and highlighted professional growth beneficial and motivating in measuring their performance and enhancing their teaching quality. Second, significant factors contributing to faculty positive perceptions of the PA process and to faculty instructional improvement included the clarity of the PA purpose, faculty involvement in the PA design and development, and the critical role of the evaluator and his/her constructive feedback in the PA process. Finally, faculty strongly recommended that additional types of evaluation, especially student feedback, be incorporated into the PA process and more opportunities be made available for professional development. As a result of these findings, this study could serve as a catalyst for policymakers and school leaders in improving the existing evaluation processes and in increasing their insight into how instructors perceive these policies and what factors contribute to their perceptions. In addition, the findings could stimulate further research on appraisal policy reform. Identifying key factors that instructors believe are critical in an effective evaluations process could assist the leadership in finding tools to make process meet instructors' expectations.
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Perdicoulis, Anastassios. "Appraisal of local authority development plans." Thesis, University of Salford, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.360434.
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Serido, Joyce. "Appraisal and interpersonal stressors: Untangling the stress process." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280448.
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To understand variations in the stress response, two separate research traditions have developed: one that focuses on appraisal and the other on stressors. Research on stressors informs our understanding of the social conditions that expose individuals to potentially stressful situations, whereas research on appraisal informs our understanding of why different people respond to stressors in different ways. The present study seeks to integrate findings from these two research traditions and extend our understanding of the stress process by investigating the possibility those variations in sources of stress trigger different appraisals. In addition, this study also attempts to untangle the separate effects of appraisal and stressor by examining each construct at a more granular level than has previously been undertaken. Finally, this study examines the relationships between stressors and appraisal to understand how they may, in combination, influence distress. The data for these analyses are merged from the National Survey of Midlife Development in the United States (MIDUS) and the National Study of Daily Experiences (NSDE). The MIDUS participants are a representative sample of 3032 adults aged 25 to 74 obtained through a random-digit dialing process. The NSDE participants are a subsample of 1031 participants from the MIDUS. The participants for the present study are the 534 men and women who participated in the NSDE who experienced at least one interpersonal tension during the 8-day telephone diary. Results from multilevel modeling analyses indicated that there was more within-person variability in appraisal of interpersonal tensions than between-person variability. Findings from this study also provide empirical support that stressors and appraisal are separate constructs with independent effects on distress. Further, there are multiple pathways through which dimensions of appraisal and attributes of the stressor in combination influence distress.
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Mohammed, Moftah. "The capital investment appraisal process : the case of Libya." Thesis, University of Dundee, 2013. https://discovery.dundee.ac.uk/en/studentTheses/863c06e2-6491-4065-b472-ba05041c49f2.
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This thesis aims to explore and investigate the state of current investment appraisal practices within Libyan firms. In particular, the thesis attempts to answer four research questions: (1) How do Libyan firms appraise capital investments? (2) Do Libyan firms incorporate risk into their capital investment appraisal processes? (3) Do Libyan firms face capital rationing and, if so, is it externally or internally imposed? and (4) Does the availability of Islamic Finance affect Libyan firms' view of the capital investment appraisal process? This study is based on a qualitative empirical approach, with a subjectivist orientation but a main concern with the sociology of regulation; the interpretive paradigm is employed in this thesis. Rather than simply providing a simple description of the phenomena under investigation, the aim of this thesis is to interpret and understand the issues surrounding the problem being considered. Thus, this study seeks to establish a better understanding about the nature of the capital investment appraisal process in Libyan corporations, and how it differs across Libyan economic sectors. In order to provide evidence and contribute to our knowledge about this topic, two research methods, both compatible with the interpretive paradigm and consistent with the methodology and the researcher’s beliefs about the topic under investigation, are employed. The research methods used are: (i) a semi-structured interviews; then (ii) a questionnaire survey based upon the literature review and on the key results from (i). For the former, 20 interviews were conducted, involving two groups: firm-based interviewees (‘insiders’ working in firms) in five economic sectors with different size and ownership structures and ‘outsider’ interviewees (bankers, academics and chartered accountants). In the second phase, 45 questionnaires were collected from firms which operate in five economic sectors, again with various size and ownership patterns. The main findings indicate that non-financial criteria (e.g. political priorities, State development plan and personal experience) play a more important role than financial factors. While Libyan companies use multiple techniques to appraise capital investments, usage of discounted cash flow techniques (DCF), although increasing is not yet as high as in developed nations, with payback remaining the most popular. The evidence shows that the source of the funding (followed by project size and nature of the project, respectively) also plays a role in choosing the appraisal techniques. Typically, the process of capital investment appraisal in Libya appears to have five stages (determination of budget, research and development, evaluation, authorisation, and monitoring and controlling). Libyan firms consider the first of these as the most important stage. The majority of the respondents employ a post-audit phase of two years or less; about half the sampled firms conduct the post-audit by comparing the actual performance with the feasibility study on which the project was based. The companies consider real options when looking at flexibility, but they have no effect on the choice of the appraisal techniques or the process generally. Similarly, there are no changes in the techniques or the process when advanced manufacturing technology investments are considered. Regarding risk evaluation, this is mostly subjective although scenario analysis and sensitivity analysis are employed to some extent. Around 50% of the firms calculate the cost of capital, but most of these firms do so subjectively (e.g. via interest rate observations), while the rest use CAPM to calculate the cost of capital. Fewer than one in ten of the firms that calculate the cost of capital employ project-specific rates. The majority of the companies noted their experience of capital rationing, mostly of the external variety (primarily reflecting State actions). The majority of the firms claimed to be considering the Libyan Stock Market as source of funding, but not in the near future, essentially because of a lack of knowledge among Libyan companies about its functioning. The findings suggest that use of Islamic finance is not yet common among Libyan firms. However, two thirds of the firms suggested that they would use Islamic financial products to finance their future projects for several reasons; mainly religion, to avoid paying interest or demurrage, plus risk sharing though the use of Islamic financial products such as Musharakah. Those firms, which did not view Islamic finance positively, mentioned the incompatibility of the current products with Islamic Shariah law, suggesting that in reality they are just traditional financial products with Islamic names. Some notable differences between theory and practice emerged in this research. For instance, certain non-financial criteria (e.g. political priorities) were more important than financial factors. Relatedly, there was evidence of external interested parties such as academics seeing practice and ideals differently. This type of finding suggests a key contribution of this study as highlighting the need for contextual specificities to be carefully considered when investigating an issue as (theoretically) straightforward as investment decision-making in practice.
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Beyerle, Theresa Susan. "THE ACCOUNTABILITY OF NONPROFIT EXECUTIVE DIRECTORS: THE PERFORMANCE APPRAISAL PROCESS." Akron, OH : University of Akron, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1145296188.
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Dissertation (Ph. D.)--University of Akron, Dept. of Public Administration and Urban Studies, 2006."May, 2006." Title from electronic dissertation title page (viewed 10/11/2006) Advisor, Raymond W. Cox III; Committee members, Julia Beckett, Francois Doamekpor, Jennifer Alexander, Kathryn Feltey; Interim Department Chair, Charles B. Monroe; Dean of the College, Ronald F. Levant; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Klayton, Margaret A. "The impact of telecommuting on the supervisory performance appraisal process." VCU Scholars Compass, 1994. http://scholarscompass.vcu.edu/etd/3992.
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The problem studied was whether supervisors evaluated telecommuters differently than their on-site co-workers and, if they did, was this difference explainable by the models on performance ratings by Landy and Farr (1980, 1983, 1989)? For this study, telecommuting referred to employees who are full-time employees, but work off-site using electronic communication devices and telecommuted at least one day per week. Twenty organizations nation-wide were surveyed. Hypotheses stated that there was no difference in supervisory performance appraisal criteria, supervisory performance ratings whether the supervisor selected employees to telecommute or the supervisor telecommuted or not, and the frequency between formal performance appraisals for telecommuters and non-telecommuters. Performance appraisal criteria and other questions concerning the evaluation process were analyzed. The data supported the first hypothesis of no difference in performance appraisal criteria used to evaluate telecommuters and non-telecommuters. The second hypothesis was not supported by the data. The three groups disagreed that telecommuters were generally better performers than their on-site co-workers. Supervisors and telecommuters disagreed on their perceptions of telecommuters as rated as better employees. It was assumed in the third hypothesis that supervisors who themselves telecommuted would not rate telecommuters as better employees than their co-workers. Due to the small sample size, the results were inconclusive. In the fourth hypothesis, it was assumed that supervisors who had the final say about who would be eligible to telecommute would not perceive telecommuters as better employees. Based on the analysis, the hypothesis could not be supported or refuted due to the small sample size. Finally, the fifth hypothesis relied on measuring the number of months between formal reviews to determine if telecommuters were evaluated more frequently than their onsi te co-workers. The analysis verified that there was no difference between the two groups.
Because no prior research has been conducted about differences in evaluating telecommuting and nontelecommuting employees, there is no data available for comparison purposes to discover any trends or changes. Future research on this subject should include a review of actual performance appraisal records to determine if differences in ratings for telecommuters and nontelecommuters exists.
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Lindbergh, Josefine, and Evelina Valge. "Appraisal process of Swedish expatriates : - How does Scandinavian culture affect it?" Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-19885.
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As globalization influences today’s world markets, many organisations are becoming global. An important challenge facing multinational enterprises (MNEs) in the global market is to manage the performance appraisal of expatriates out on assignment. The purpose of this thesis is to explore the appraisal process of Swedish expatriates. There has been research on expatriate appraisals in the past; however, only few of them have focused on Scandinavian MNEs. Therefore, we will investigate the effect Scandinavian management style has on the appraisal process of Swedish expatriates. The data in our thesis is collected through semi-structured interviews with listed Swedish MNEs. The empirical findings were then compared on our revised model that reflects the characteristics of Scandinavian management style. The results of this thesis indicate that there are some relationships between characteristics of Scandinavian management style and the appraisal process of Swedish expatriates. A collaborative approach to Human Resource Management (HRM) practices is common in Scandinavian countries, as well as focus on creating a partnership culture between employer and employee and we found that such characteristics had a large impact on attributes in the appraisal process. Scandinavian MNEs can use the conclusions drawn from the study as guidelines for performing effective appraisals of their expatriates. However, the findings are only a minor contribution to this poorly investigated field, which needs further investigation. Suggestion for future research could be to do a similar investigation on a larger scale, and with a bigger sample.
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Weber, Bruce R. "Integration of the scientific process with the appraisal process for evaluating the feasibility of brownfield redevelopment." Thesis, University of Ulster, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.420225.
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Smith, Lagena L. "The Performance Appraisal Process| Best Approaches to Support Organizational Justice for Employees." Thesis, University of Maryland University College, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10639764.
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What is considered a fair and accurate performance appraisal depends on whom you ask. The performance appraisal, an evaluation/assessment instrument widely used by many human resource departments, has been in the controversial spotlight for almost as long as organizations have been in existence. The performance appraisal process (or lack thereof) is one of the mostly hotly debated human resources issue in today’s work environment, and there is a trend to abandon traditional performance appraisals (Kenny, 2016). One purpose of the performance appraisal is to communicate to employees any information collected about their performance over a specified period of time. While the performance appraisal process is a critical function of human resources that can trigger assessment fairness perceptions, understanding how fairness influences job productivity and employee satisfaction, as well as employee behavior consequences, have practical implications. Social influences of perception are fast becoming contextual components of the performance appraisal process. The traditional approach to the performance appraisal is antiquated because the workplace environment has rapidly changed due to technological advances. The manner in which 21st Century employees work and the definition of performance, significantly impacts how employee performance should be measured (Bititci, Garengo, Dorfer & Nudurapati, 2012). Applying the social comparison, expectancy, and equity theories to the performance appraisal process suggests that an employee expects to be fairly compensated, recognized, and fairly rewarded for their contributions to meeting organizational goals. This research underscores the importance of incorporating organizational justice dimensions into the performance appraisal process. Additionally, this research enhances the understanding of organizational justice and the role that it plays on employee perception of the overall performance appraisal process.
Using thematic synthesis, employee and manager/supervisor perceptions, reactions, and observations of performance appraisal accuracy and equity were examined. These variables were identified as predictor constructs for appraisal effectiveness and satisfaction. The findings show that organizational justice within the context of the performance appraisal is significantly impacted by national context and demographic characteristics, and the relationship quality between the appraiser and appraisee is crucial. These results provide HR practitioners and organizations with a meaningful approach to integrate organizational justice. The pivotal role and important implications that organizational justice plays on the performance process is presented.
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Unwin, Bren Carolyn. "Phenomenology and landscape experience : a critical appraisal for contemporary art practice." Thesis, University of Hertfordshire, 2008. http://hdl.handle.net/2299/2115.
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This thesis examines some of the ways in which phenomenology might be applied to the representation of landscape experience within contemporary art practice. In particular, the thesis examines how embodied landscape experience, informed by an understanding of phenomenology, might be articulated by contemporary art practice that uses the media of film and digital video. The thesis also questions ways in which time might contribute to an understanding of such a representation of the landscape. Based on a critical analysis of landscape experience and its representation in art practice, the thesis identifies critical omissions both within the aligned disciplines of cultural anthropology and art history, particularly in instances where art has been employed ineptly as a tool for critical enquiry. Through a conceptual analysis of phenomenology, cultural archaeology, cultural anthropology, theories of technology, art history, critical film theory and art practice, this project makes a critical examination of new ways in which art can articulate phenomenological notions of landscape experience, both in the forms of a written exegesis and in examples of my own practice. To these ends, the writing of Christopher Tilley and Tim Ingold is examined in order to draw upon some of the ways in which cultural archaeology and cultural anthropology use Maurice Merleau-Ponty’s phenomenology and James Gibson’s ecological theory of visual perception to understand an embodied engagement with the landscape. Following an expanded phenomenological examination of landscape the thesis identifies ways in which cultural anthropology has used painting. This examination is followed by an analysis of the work of Mike Michael and Don Ihde in order to determine the role played by technology within the mediation of experience and its representation in art. The writing of Joyce Brodsky is examined to analyse the relationship between embodied experience and art practice and, using Sobchack’s analysis, the thesis describes ways in which Merleau-Ponty’s idea of reversibility can explain moving imagery as the perception and expression of experience. As part of the method of analysis, a case study is conducted into how phenomenological ideas that have been identified in association with landscape experience might be understood within Tacita Dean’s work Disappearance at Sea. An analysis of phenomenological notions of landscape experience within my own art practice has led to the generation of a body of practice that includes film and digital video media. Key examples of my art practice have been selected that can articulate this thesis. Specifically, a 16mm film, Line, and a digital video, Length II provide evidence of contemporary art practice articulating an experience of the landscape from a phenomenological viewpoint. Within the production of moving imagery, there is a sequence of human actions and technological interventions that can be considered in phenomenological terms. Through a reflection of my own embodied experience - extended by vehicles, cameras and their associated technology - Line and Length II pay specific attention to how the placement of a camera and its associated technology mediates the mobile character of an experience of the landscape. Central to this enquiry has been the contention that through a rigorous application of phenomenology, a new mode of making moving imagery emerges, specifically one that gives particular emphasis to the placement of the camera and its associated technology in order to reveal the dynamic relationship between a perceiver and their environment in the twenty-first century.
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Fristedt, Victoria. "Will the Appraisal Process for Commercial Real Estate be Automated? A study on the perceptions amongst professionals operating within the Swedish CRE industry." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21496.
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Uppsatsens titel: Kommer den kommersiella fastighetsvärderingsprocessen automatiseras? En studie i uppfattningarna hos verksamma aktörer inom den svenska kommersiella fastighetsbranschen. Författare: Victoria Fristedt Handledare: Peter Palm Problemformulering: Digitaliseringen av den kommersiella fastighetvärderingsprocessen är på framfart. Genom allt snabbare utvecklad teknologi uppstår nya möjligheter att implementera effektiviserande tekniska lösningar. Det verkar kunna bli tekniskt möjligt att gå från en manuell till en automatiserad värderingsprocess för kommersiella fastigheter. Ingen tidigare forskning har genomförts med syfte att undersöka vad verksamma inom den svenska värderingsbranschen förutspår för framtiden. Således förefaller det relevant att undersöka vilka uppfattningar angående automatisering som finns hos personer som är verksamma inom kommersiell fastighetsvärdering. Dessutom är det intressant att undersöka på vilket sätt teknologi kan effektivisera värderingsprocessen. Syfte: Studiens syfte är att undersöka vilka uppfattningar verksamma aktörer inom den kommersiella fastighetsvärderingsbranschen har rörande automatisering samt framväxande teknologi. I tillägg syftar studien till att undersöka vilka fördelar respektive nackdelar det kan medföra att gå från en manuell till en mer automatiserad värderingsprocess. Frågeställningar: - Vilka uppfattningar finns kring en automatiserad värderingsprocess hos verksamma aktörer inom den kommersiella fastighetsvärderingsbranschen? - Skulle värderingsprocessen kunna effektiviseras med hjälp av teknologi, och om så är fallet, hur? Metod: Studien har en kvalitativ ansats. Semistrukturerade intervjuer har genomförts med professionella som är verksamma inom olika delar av den kommersiella fastighetsvärderingsbranschen. Syftet med detta var att få ett så nyanserat resultat som möjligt. Respondenternas svar har blivit analyserade med avstamp i tidigare forskning för att nå rimliga slutsatser. Slutsatser: Fastighetsbranschens inställning till en automatiserad värderingsprocess är vad som kommer avgöra om processen blir automatiserad eller ej. Det verkar troligt att teknologin kommer att vara tillgänglig innan branschen är övertygad om att den är pålitlig nog. Nyckelord: Kommersiella fastigheter, Fastighetsvärdering, Automatisering, DigitaliseringTitle: Will the Appraisal Process for Commercial Real Estate be Automated? A Study on the Perceptions Amongst Professionals Operating Within the Swedish CRE Industry Author: Victoria Fristedt Supervisor: Peter Palm Problem: The digitalization of the appraisal process for commercial real estate is emerging. With rapid development of technologies, the opportunities to implement new efficient solutions arises. There seems to be a possibility that the process of appraising CRE can transfer from manual to automated. It has not yet been researched what professionals operating within the CRE appraisal industry in Sweden predict about the future. Thus, a study that aims to research what the perceptions of implementing automated systems are, as well as looking into how the appraisal process can become more efficient with help from technology, can be considered relevant. Aim: The aim of the study is to investigate the perceptions of automation and emerging technologies amongst Swedish appraisers, system developers, banks and CRE owners. Furthermore, the aim is to investigate potential advantages and disadvantages of going from a manual appraisal process to a more automated one. Research questions: - What is the perception of automation amongst people operating in the CRE appraisal industry in Sweden? - Could technology make the appraisal process for CRE more efficient and if so, then how? Method: The study is performed with a qualitative approach. Semi-structured interviews have been performed with professionals operating within different parts of the CRE appraisal industry in order to achieve an as nuanced results as possible. The respondents’ answers have been analyzed along with what previous research has shown in order to reach reasonable conclusions. Conclusion: The mindset of the industry is likely to determine the future of the automated appraisal process for CRE. The technology is most likely to be accessible long before the industry is convinced of its trustworthiness. Keywords: Commercial Real Estate, Automation, Appraisal, Digitalization
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Pym, June. "Initiating a school based teacher appraisal process: A study in educational innovation in South Africa." Thesis, University of the Western Cape, 1999. http://etd.uwc.ac.za/index.php?module=etd&.
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The culture of teaching in most South African schools is one of isolation and independence. Once individuals have qualified as teachers, there is a strong sense of getting on with the job of teaching, rather than beginning a journey of critical reflection and change. This study aims to address and contribute towards shifting this ethos and establishing a joint reflective school culture.
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Hawkes, Tammy Lane. "The appraisal review process : the impact of feedback and goal setting on overall job satisfaction." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/864901.
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This study attempted to discover perceptions held by public relations counsels and corporate attorneys regarding their professional relationship and whether demographics help determined perceptions. A Q-Sort mail survey asked participants to rank 52 statements. Statements were classified into six subject areas: day-to-day and corporate policy, crisis situations, communications, management, perceptions, and orientation. Five demographic questions were asked. A total of 148 surveys were mailed; 62 (41.9 percent) were returned.Q-Sort rankings, when subjected to factor analysis (Quanal), typed people with similar or dissimilar views. Quanal produced two types--Team Players and Communicators. Team Players were positive about their perception of each other, management, and communications. Communicators felt more strongly about crisis situations and day-to-day activities, especially deadlines.This study found a positive professional relationship between the two groups. Satisfaction with the relationship was indicated. Roles in the corporation were understood. Demographics did not influence perceptions in this study.Department of Speech Communication
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Bradley, Victoria Jane. "Community participation and the village appraisal process in rural England : a case study of Northamptonshire." Thesis, University of Leicester, 2000. http://hdl.handle.net/2381/30724.
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A realist approach is developed to enable a detailed interpretation of the process of village appraisals at the national and local level, focusing upon the wider national structures and the ways these are shaped by the distinctive characteristics of individual localities and the people and groups who live there. This study focuses on the county of Northamptonshire, which has a long history of self-help and where village appraisals have been taken up with particular enthusiasm.;Given the shift towards local governance in the past two decades, and a growing emphasis on individual and community responsibility and procedures such as the village appraisal which mobilize local skills and resources and empower rural communities from the structures of government, the study involves a detailed investigation of the relationships which currently exist between the statutory authorities and local communities with specific reference to the village appraisal. Further research using participant observation of over 30 steering group meetings in three case-study villages, supported by a survey of over 300 households and 40 interviews with parish councillors and steering group members, gave detailed insights into the means by which local people were availed of the opportunity to participate in the village appraisal process and to shape its content and structure.;The key conclusions indicate that significant tensions are evident in the attitudes of local government agencies, particularly in how they might participate in the village appraisal process and what forms that participation should take. At the local level, the notion of participation, seen as an integral part of rural life, is shown as illusory with most villages and villagers choosing not to become involved. As a result most appraisals are conducted by small elites within the village, often with the token involvement of the population through a questionnaire survey.
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Svobodová, Klára. "Proces implementace systému hodnocení pracovníků v renomované české pojišťovací společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192416.
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Employees' appraisal belongs to the active instruments of human resource management and performance. Its importance in the management of today's companies grows constantly with the increasing role of human capital in the intellectualization process. Appraisal is becoming an important way of achieving and maintaining the policy of high performance, productivity and competitiveness. The object of this thesis is a renowned Czech insurance company, which in the context of streamlining its processes and systems decided to change the employees' appraisal system. The aim of this thesis is to map out the implementation process of this new form of the appraisal system. The company will gain feedback on the overall course of the implementation and will be able to avoid some deficiencies defined during the process in future. At the same time this thesis can provide the company with some optimizing recommendations, which the company can use in the future revision of its appraisal system.
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Gandolfo, Cynthia Joan. "The role of leader member exchange theory and multi-rater feedback on evaluating the performance appraisal process /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1140202651&sid=21&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Ji, Hye Kang. "The positive emotion elicitation process of Chinese consumers toward a U.S. apparel brand a cognitive appraisal perspective /." online access from Digital Dissertation Consortium access full-text, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3291278.
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Israel, Laura [Verfasser], and Felix [Akademischer Betreuer] Schönbrodt. "The cognitive emotion process : examining appraisal theory using theoretical modeling and machine learning / Laura Israel ; Betreuer: Felix Schönbrodt." München : Universitätsbibliothek der Ludwig-Maximilians-Universität, 2020. http://d-nb.info/1218466618/34.
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Stacciarini, Thais Santos Guerra. "Adaptação e validação da escala para avaliar a capacidade de autocuidado Appraisal of Self Care Agency Scale - Revised para o Brasil." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-16012013-111537/.
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O diabetes mellitus requer da pessoa o gerenciamento do autocuidado de forma contínua e permanente, para a prevenção de agravos e para a melhoria da qualidade de vida, no entanto, é necessário ter a capacidade para se comprometer em atividades de autocuidado. Nesse contexto, a escala \"Appraisal of Self Care Agency - Revised\" (ASAS-R) é utilizada para avaliar a capacidade de autocuidado quanto ao poder da pessoa em executar operações produtivas de autocuidado. Essa escala foi estruturada a partir de sua versão original que tem como base conceitual a Teoria do Déficit de Autocuidado de Orem juntamente com a análise do Grupo de Conferência em Desenvolvimento em Enfermagem (NDCG). Escala do tipo Likert que contém 15 itens com cinco opções de resposta, três fatores nomeados de \"Tendo, Desenvolvendo e Faltando Poder para o autocuidado\" e intervalo possível para o total da medida de 15 a 75, sendo que os maiores valores refletem maior capacidade de autocuidado. O presente estudo objetivou descrever o processo de tradução, de adaptação e de validação da escala ASAS-R para o Brasil em uma amostra de pessoas com diabetes mellitus (DM) tipo 2 em uso de insulina. Estudo do tipo metodológico que foi conduzido na Estratégia Saúde da Família (ESF) de um município do interior do Estado de Minas Gerais, no ano de 2011. O processo seguiu as etapas: tradução, síntese das traduções, avaliação pelo Comitê de Juízes, retrotradução, submissão das versões retrotraduzidas aos autores da versão original, validação semântica, pré-teste e análise das propriedades psicométricas (validade de construto convergente, discriminante e fatorial, confiabilidade e reprodutibilidade). A amostra foi constituída por 150 participantes, sendo 83(55,3%) do sexo feminino, 94(62,7%) com mais de 60 anos de idade, 76(50,7%) aposentados e 117 (77,9%) com menos de nove anos de estudo. Os resultados da análise da validade de construto convergente confirmaram a hipótese de correlação negativa entre os escores da escala ASAS-R com a Escala Cognitiva de Depressão (DCS) e de correlação positiva com o instrumento Estado de Saúde Percebido (SF 36) em seis de seus domínios; por outro lado, rejeitou a hipótese de correlação positiva com a Escala de Apoio Social (MOS). A validade de construto discriminante entre grupos distintos constatou diferenças estatisticamente significantes entre as pessoas com mais de 75 anos de idade (p<0,026), com baixa escolaridade (p<0,002) e que não autoaplicam a insulina (p<0,001), nas quais obtiveram menor escore de capacidade de autocuidado. A validade de construto obtida, a partir da análise fatorial, não confirmou integralmente a dimensionalidade da escala proposta teoricamente pelos autores da versão original, porém a partir da análise do scree plot, foi confirmado o mesmo número de fatores (três). A confiabilidade, por meio da consistência interna, apresentou valores de alfa de Cronbach satisfatórios para o total de itens (α=0,74) e para os fatores 1 \"Tendo Poder\" e 3 \"Faltando Poder\" (α=0,69). A reprodutibilidade, por meio do teste-reteste e análise interobservadores, confirmou a estabilidade (r=0,81; p<0,001) e a equivalência (r=0,84; p<0,001) da escala ASAS-R pelo coeficiente de correlação intraclasses. Conclui-se, portanto, que a escala ASAS-R é válida e confiável, no entanto, novas pesquisas em amostras representativas da população geral serão necessárias para consolidar o processo de validação da escala e comprovar a dimensionalidade da estrutura fatorial. Espera-se que este estudo subsidie ações que contribuam em estratégias para melhor acompanhamento das pessoas com DM na ESF.Diabetes Mellitus requires the person to manage self-care in a continuous and permanent way for injury prevention and the improvement of life quality. However, it is necessary to be committed in self-care activities. In this context, the Appraisal of Self-care Agency - Revised (ASAS-R) scale is used to evaluate the ability of self-care related to the power of the person to execute productive self-care operations. This scale was structured from its original version which has as a conceptual basis the Orem\'s nursing self-care theory together with the analysis of the Conference Group in Nursing Development (NDCG). Likert scale which contains 15 items with five answer options, three factors called \"Having, Developing and Lacking power to self-care\" and interval possible for the total measure of 15 to 75, having the higher values reflecting higher skill of self-care. This study had the aim to describe the process of translation, adaptation and validation of the ASAS-R scale for Brazil in a sample of subjects with type 2 diabetes mellitus using insulin. A methodological study was carried out in Family Health Strategy (FHS) in an inner county in Minas Gerais State, in 2011. Process followed the stages: translation, synthesis of the translations, evaluation by the Judges Committee, back translation, submission of the back translated versions to the authors of the original version, semantic validation, pretest and analysis of the psychometric properties (validation of the discriminant, convergent and factorial construct, reliability and reproducibility). Sample was constituted of 150 participants, being 83 (55.3%) female, 94 (62.7%) over 60 years old, 76 (50.7%) retired and 117 (77,9%) with less than nine years of study. The results of the analysis of the convergent construct validation confirmed the hypothesis of the negative correlation between the scores of ASAS-R scale and the Depressive Cognition Scale (DCS) and the positive correlation with the Medical Outcomes Survey 36 item Short-Form (SF 36) showed in six of its domains. On the other hand, it refused the hypothesis of the positive correlation with the Social Support Scale (MOS). Validation of the discriminant construct among different groups saw statistically significant differences among people over 75 years old (p<0.026), lower education (p<0.002), and the ones who do not self-administer insulin (p<0.001), in which they got the lower score of self-care skill. Validation of the construct obtained from the factorial analysis did not fully confirm the dimensionality of the scale proposed theoretically by the authors of the original version; however, from the analysis of the scree plot, it was confirmed the same number of factors (three). Reliability, through internal consistence, presented satisfactory alpha Cronbach values for the total items (α=0.69). Reproducibility, through test and retest, and interobserver analysis, confirmed the stability (r=0.81; p<0.001) and equivalence (r=0.84; p<0.001) of ASAS-R scale by the intraclass correlation coefficients. It is concluded, therefore, that ASAS-R scale is valid and reliable; nevertheless, new research with representative samples from the general population is necessary for the consolidation of the scale validation process and to check the dimensionality of the factorial structure. It is hoped that this study will subsidize actions that contribute to strategies for better monitoring of the people with DM in FHS.
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Mahmoud, Oubay. "Managerial judgement and the real options approach in the investment appraisal process : evidence from the British automotive components manufacturers." Thesis, Bournemouth University, 2008. http://eprints.bournemouth.ac.uk/10309/.
Full textAbstract:
While there has been extensive research on the use of financial appraisal techniques (Pay back, Return on Capital Employed, Internal Rate of Return and Net Present Value) in the Investment Appraisal Process (lAP), little research has been conducted on the role of the Real Options Approach (ROA) and Managerial Judgement (MJ) in the IAP. In an ideal world, prior to making Strategic Investment Decisions (SIDs), a detailed analysis of the benefits generated by the investments would be conducted. This would cover financial and nonfinancial benefits. In practice, however, many investments are undertaken on the basis of financial returns with little or no analysis of the growth options embedded in the proposed investments. The exploitation of these options contributes to the enhancement of the business strategy as financial returns do. Essential to considering these options in the IAP is the deployment ofMJ inthe lAP. This thesis aims to make a sound contribution to the development of the emerging literature on capital budgeting. First, it provides a critical review of the existing investment appraisal literature. Second, it investigates whether or not British Automotive Components Manufacturers (BACMs) deploy the ROA and MJ in the lAP in order to accommodate the growth options. And fmally, it presents an alternative perspective of the IAP by the development of a conceptual framework that integrates the ROA & MJ into the lAP, while taking account ofproject risk and business strategy. This research draws on a 73-firm survey of finance directors in this industry enhanced by fieldwork (11 interviews) to set out the relative importance of the strategic approach (ROA informed by MJ) and financial analysis when making the SIDs. The findings from the survey show similar results to earlier studies in relation to the popularity of PB and the use of more than one financial technique in the lAP. However, in contrast to previous studies, DCF techniques seem to be less popular and higher usage of ROCE is evident, and no relationship is found between company size and the range and type of techniques used in the lAP. The main thrust of the findings of the statistical analysis is the absence of the formal adoption of the ROA in the IAP. However, the impact of the growth options regarding the deployment of MJ in the lAP appeared to be evident. The analysis shows that MJ is considered when assessing both investments with growth options and risky projects. The fieldwork provides insights into the context of the lAP and the factors that influence the deployment of the ROA and MJ in the lAP. Conclusions are drawn regarding the interrelationships between financial analysis and the ROA and MJ in the lAP. The integration of the ROA and MJ into the lAP appears to involve moving the focus of attention in the lAP away from financial analysis and a short-term perspective towards a more strategic perspective. More importantly, it contributes to bridging the gap between risk management and strategic analysis.
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Chen, Xian. "An assessment of the performance appraisal process in the public sector : a comparative study of local government in the City of Cape Town (South Africa) and Hangzou city (China)." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8085_1305010278.
Full textAbstract:
This study found that the performance appraisal process, in particular, is an instrument of the performance appraisal system that contributes tremendous value to planning and implementation. The research found that the performance appraisal process in the City of Cape Town can be improved through addressing the process and improving the approaches followed by the managers in daily appraisals, which can be done by following the complete process and including all the steps it involves, and by having a positive attitude towards the performance appraisal process. This mini&ndash
thesis also provides a set of conclusions and recommendations for the performance management and performance appraisal system, particularly regarding appraisal process enhancement. It is hoped that the lessons learned through this study will inform current practices and provide information for future research at local government level.
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Fetibegovic, Ahmed, and Adam Nilsson. "Real Estate Discounted Cash Flow Model Development and Design : The process of developing a new DCF model at a multinational real estate consultancy." Thesis, KTH, Bygg- och fastighetsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-76078.
Full textAbstract:
Due to increasing skill and awareness of overall functions in programs such as Excel, an increasing number of analysts at real estate firms and consultancies have started developing "desktop" versions of valuation models used for professional appraisal of property value. Due to personal preferences, differences in schools and professional backgrounds, these so called desktop models vary in quality, robustness, accuracy, design and user friendliness. Professional software suites are not suitable either, as they are expensive, hard to learn, hard to adapt to specific needs of the business, outdated design and need of additional IT resources. At a multinational Real Estate consultancy such as Jones Lang LaSalle, requirements on tools used for professional opinions on questions as important as property value, are rigorous. Therefore, decision was made to develop a new DCF model which would be closely monitored by management and have a prismatic approach meaning that the model would satisfy the needs of more than one division at Jones Lang LaSalle. When reviewing existing models and practices at the company, the result became a tailored DCF valuation model that was focused on increasing efficiency of appraisers at Jones Lang LaSalle. Aside from being robust and technically sophisticated, the result also suited the specific needs of Jones Lang LaSalle in terms of features and user interface. Development of the model involved several divisions to ensure that the needs were met for Research & Valuation, Capital Markets, Corporate Solutions and Asset Management at Jones Lang LaSalle.
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Bendib, Rachid. "Hydrocarbons, rent and the Algerian growth strategy : a critical appraisal of the process of building an 'independent and national economy'." Thesis, University of Glasgow, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328993.
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Curran, Chaney L. "In-service Teacher Perception of Feedback From Formative Evaluation Within the Teacher Appraisal Process and Its Relationship to Teacher Self-efficacy." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc699855/.
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The purpose of the study is to describe the current status of and the relationships between teacher self-efficacy and in-service teachers’ perceptions and/or attitudes of (a) the quantity and quality of feedback from formative evaluation, (b) toward feedback from formative evaluation, and (c) the impact of feedback from formative evaluation on teacher self-efficacy. In addition to calculating correlation coefficients, 6 teachers were interviewed – 2 each from high, medium, and low efficacy schools. The quantitative data reported low, positive correlations between all of the factors. Statistically significant correlations were found between 8 of the 12 factors including teacher attitudes toward feedback from formative evaluation and: overall Teacher Sense of Efficacy Scale (r = .302), student engagement (r = .309), instructional strategies (r = .237) and classroom management (r =.266). Other statistically significant correlations were found between teacher perceptions of the impact of feedback from formative evaluation and its relationship to self-efficacy and: overall Teachers’ Sense of Efficacy Scale (r = .295), Student Engagement (r = .300), Instructional Strategies (r = .209), and Classroom Management (r = .282). The face-to-face interviews and online focus group supported the quantitative findings as the participants reported that they value formative evaluation and feedback and deem it a necessary component of professional growth. Participants felt that they would benefit from an increased number of formative evaluations followed by specific, frequent and positive feedback. The participants indicated that their self-efficacy was not negatively impacted by infrequent observations and/or feedback that lacks detail.
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Blundel, Richard Kenneth. "The growth of 'connected' firms : a re-appraisal of Penrosian theory and its application to artisanal firms operating in contemporary business networks." Thesis, University of Birmingham, 2002. http://bura.brunel.ac.uk/handle/2438/1325.
Full textAbstract:
The thesis is concerned with the growth of ‘connected’ firms, characterised as small firms that are engaged in stable spatial and vertical network relationships, involving a variety of actors, including larger firms. It locates these firms within the landscape of the ‘New Competition’, (Best 1990, 2001), highlighting the relatively unexplored region occupied by connected artisanal firms. The literature review is constructed around a detailed re-appraisal of Edith Penrose’s (1959) study, The Theory of the Growth of the Firm, which traces its antecedents, re-constructs its interconnections and calibrates its explanatory potential against the work of contemporaries, successors and opponents. The review provides the basis for development of a modified Penrosian framework, designed to embrace a multi-level analysis of growth processes that span the ‘blurred boundaries’ of the connected firm. An empirical study of the growth of connected artisanal firms demonstrates the application of this modified framework. The study is presented in the form of an analytically structured narrative, illustrated by network mapping sequences and informed by a qualified critical realist perspective. The final chapters reflect on the theoretical, methodological and practical policy implications of the study, highlighting the broader implications for researching the growth of other forms of connected firm.
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Zhang, Yakun. "Product returns in a digital era : the role of multidimensional cognitive dissonance, regret, and buying context in the post-purchase appraisal process." Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12489/.
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The retailing industry is battling a behemoth – the escalating problem of product returns. The problem is of a graver import for e-tailers. However, the underlying cognitive and affective appraisal process that leads to product returns in case of online purchase still remains unclear. The liberal product returns environment in the context of online purchase has led consumers to proactively consider the option of decision reversal. Nevertheless, the impact of the initial buying context on the post-purchase appraisal process has been neglected in previous studies. To bridge the gaps found after evaluating the current gamut of research work conducted on this topic, a mixed-method approach was employed in the present study. Using in-depth semi-structured interviews (N = 42), the first qualitative study identified three online purchase situations (unplanned, purchase-for-trial and opportunism buying) that frequently provoke product returns. Additionally, the qualitative uncovered the salient post-purchase appraisal factors. To empirically test the underlying appraisal process and the differences caused by the buying situations, a quantitative study was conducted, using scenario-based experiment (N = 620). Findings suggest that contrary to recent studies (e.g., Lee, 2015; Powers & Jack, 2013), cognitive dissonance is not the immediate cause of product returns. It is the affective factor, regret, which leads to decision reversal. Additionally, in opposition to the claim of previous literature that high coping potential reduces stress, this study suggests that the ability to reverse the decision actually increases regret and, in turn, leads to product returns. Results also indicate that buying context (e.g., different buying situations) causes difference in serial mediation pathways from both primary and secondary appraisal to product returns likelihood. E-tailers should utilise consumers’ behavioural profile in order to classify different consumer groups and tailor the means to manage product returns accordingly.
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Nutakor, Simon-Davies Amenyenu. "Employee Perceptions of Fairness in Performance Appraisals and Job Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6636.
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Business and management researchers have shown that performance appraisals have continued to remain a standard component of the human resource management (HRM) function and play an integral role in contributing to employee performance and job satisfaction levels. Recent researchers indicated that employees have continued to hold negative views about the degree of fairness and accuracy of appraisals, thus rendering the process a mere routine and periodic ritual detrimental to organizational efficiency and growth. The purpose of this study was to add to what is a paucity of data on perceptions of fairness of employees and examine the employee perceptions of fairness in performance appraisals related to job satisfaction. The conceptual framework for this study was rooted in organizational justice and motivational theory. Research questions examined the perceptions of employees of performance appraisals on job satisfaction. Qualitative data were collected in this multiple case study using face-to-face interviews of 20 participants. Data were organized, coded, and analyzed for emergent themes and patterns that aligned with the research questions. Research findings showed that employee perceptions of performance appraisals are critical and remain an invaluable component of the human resource function to benefit management executives and should include basic knowledge and employee input in the appraisal design and process. Implications for possible positive social change may include enhanced insights, knowledge, and understanding of the perceptions of performance appraisals that may enhance management decisions through fair, just, and accurate employee appraisals that will positively translate to job satisfaction.
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Elsbury, O. James, and n/a. "An examination of a military performance appraisal system and the selection of commanders; perceived validity, prototypes and sources of error." University of Canberra. Applied Science, 1996. http://erl.canberra.edu.au./public/adt-AUC20050307.155449.
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Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended
to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian
organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant
differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.
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Ghanam, Boushra. "Toward an integrated process model of consumer grudgeholding : does gender make any difference?" Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/14502.
Full textAbstract:
As consumers or customers, when we go into a shop and buy a product or, these days, when we buy something online, we expect not only the product itself to be fit for purpose but we also expect that we, the customers, get good customer service. If we get good or excellent customer service, we leave the shop feeling satisfied and positive in some way. How do shops, online or otherwise, or any other organisations, such as banks, hospitals or universities help to ensure that their employees deliver the appropriate customer service? It is still the main challenge. Thus, there are instances when a customer does not get the service that they deserve, or believe that they deserve. A happy, satisfied customer may perhaps tell others and thus encourage others to buy or go to that particular shop or organisation thus benefiting the business (new customers, who will spend money). However, there is evidence that an angry, upset dissatisfied customer will almost certainly tell five, or perhaps more, people of their bad experience. This is, clearly, bad for the business in question. No wonder, then, that businesses want, and need, to ensure that they have happy, satisfied customers and not dissatisfied or grudgeholders. Given the importance of customer satisfaction to businesses/organisations, the literature in this area demonstrates that there is still much to further understand about not only customer satisfaction but, importantly, customer dissatisfaction. Dissatisfaction can be short and easily forgotten and it might be argued that this might not negatively affect a business/organisation too much in terms of future business. However, if a customer experiences or believes that they have suffered a great deal of negative emotions such as anger, fear, disappointment, betrayal and/or disgust, as well as perhaps telling many people, potential future customers about their bad experience they may well, also, take more direct action in the form of either making a formal complaint to the business/organisation, or perhaps retaliating in some way either immediately or at the nearest opportunity. Such a customer may hold a grudge against the business/organisation which is not only bad for the customer for their mental health (holding a grudge is negative) but is also bad for the business/organisation, too. Unfortunately, despite vital advances in dissatisfaction and complaining behaviour research, the psychological cognitive-emotive process underlying consumers’ coping behaviour have been neglected in the literature, as major work on this issue did not take into account the different negative emotions responsible for grudge and their impact on the grudgeholding coping responses. Dealing with those customers who are more than dissatisfied is time consuming for a business/organisation. Time is money. It is therefore important that, if businesses/organisations are to better understand their customers’ feeling and thinking to be able to predict their behaviours in order to make them happy returners instead of angry revengers. Therefore, it is essential to understand the experiences of grudgeholding customers through a process model and to look closely at issues related to grudgeholding, including the wide range of retaliatory behaviours. These might well vary according to factors such as the cost of the product (dissatisfaction might be greater for a goods or service costing a lot of money compared to something costing very little) but it may also vary according to individual characteristics of the customers themselves. Gender also plays its part, perhaps, that is, men and women may possibly think, feel and behave differently when it comes to holding grudge or retaliating as always controversial disputes exist in terms of gender differences. For example, females complain and spread the word more aligning with their communal stereotypical nature, and males like bargains and shop to win according to their agentic stereotypical nature. There is a need to further explore the consumer grudgeholding behaviour and why emotion is an important factor when talking about grudgeholding, the behaviours undertaken by those who hold a grudge and the impact of grudges on businesses/organisations if businesses/organisations are to better deal with their customers. Therefore, a cognitive-emotive process model is developed based mainly on cognitive appraisal theory to better understand consumers grudgeholding through deeper insight on their cognitions and emotions. The model is designed due to the lack of attention to the role of emotion in the dissatisfying marketplace experience. The model presents cognitive appraisal as the key element in the evaluation of grudgeholding consumer stress and aggression. Stressful appraisal outcomes are posited to elicit emotive reactions that, in combination with cognitive appraisal, impact the type of coping strategy used by the grudgeholder. Two coping strategies (problem focused and emotion focused) are recognized and discussed. Key propositions are presented to answer some questions about consumer grudgeholding behaviours such as (causes of grudge, product or service involved, the cost, the emotions generated, the coping behaviours like complaining and word-of-mouth, the corrective actions, the current emotions, the purchase intentions and future behaviours). To achieve the aims of this study, the research described in this thesis adopts the positivist research, quantitative research approach. According to the exploratory nature of this research, self-administered questionnaires are used for data generation. Closed and open-ended questions (specifically propping questions) were both used in the research as a way of motivating the respondent’s memory to retrieve a previous experience and recall actions and behaviours. Using both closed and open-ended questions provides the research with expected and unexpected answers. The research used non-probability sampling; namely, convenience sampling consisted of 786 responses to undergraduates and postgraduates British students whose age groups range from 18 to 39.The survey data were subsequently edited, coded and entered in SPSS 20 for analysis. The ultimate contribution of this study stems from explaining the consumer grudgeholding phenomenon by designing a cognitive-emotive process model that takes the role of consumer’s emotion into account. The findings revealed that emotion made a critical difference, especially anger. Gender gap was relatively small between the young British males and females. Angry females shared their negative experiences with others more than angry males. Besides, females shop to love and males shop to win.
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Didymus, Faye F. "Exploring the organizational stress process in sport performers : from theory to practice." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10959.
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The increasing evidence of the organizational demands encountered by sports performers provides a fertile ground for research. There is now a requirement to move beyond describing the organizational stressors that performers encounter in order to understand the complex appraisal and coping processes that athletes engage in when experiencing organizational stress. This thesis aimed to conduct a detailed examination of these processes in high-level sport performers. Chapter 2 describes a narrative review of the extant appraisal literature that has examined the roles of situational and personal influences on appraising. In order to generate a detailed understanding of this literature, the review includes findings from the general, occupational, organizational, and sport psychology literatures. This review was instrumental in determining the direction of the research described in later chapters. Chapter 3 aimed to narrow the focus of the thesis to organizational stress transactions in sport performers and therefore, describes a diary study that explored swimmers appraisals of organizational stressors. The findings of this study provided insight into the complex process of appraisal and suggested that appraisals are related to the situational property of the stressor encountered. In addition, the results pointed to the importance of exploring the coping strategies that athletes use to manage organizational stressors in future research. Chapter 4 describes a narrative review of the literature that has examined athletes ways of coping with organizational stressors. Due to the limited sport psychology research in this area and in order to extend current knowledge in sport, prominent findings from the organizational and occupational psychology domains were considered. Chapter 5 was designed to extend the findings of Chapter 3 and the existing literature by examining the coping strategies that swimmers use in response to organizational stressors. This chapter highlighted the complexity of coping and suggested that appraisal mechanisms are linked to the coping family employed. Chapter 6 aimed to take a more complete approach to examining organizational stress transactions by exploring various components of stress transactions. The study presented in this chapter suggested that the appraisal an athlete makes is influential in determining the performance outcome that they will experience. Collectively, the chapters described above highlighted appraising as the pivotal element in stress transactions and established a rationale for the cognitive-behavioral based intervention that is described in Chapter 7. The study presented in Chapter 7 aimed to alleviate some of the negative outcomes of organizational stress by optimizing sport performers appraisals. The findings suggested that cognitive restructuring was a useful technique for achieving this aim. The program of research presented in this thesis suggests that appraising is the pivotal element of organizational stress transactions in sport and that appraising can be optimized in order to alleviate the negative emotional and performance outcomes of maladaptive appraisals. In addition, the research highlights the importance of considering the situational properties of stressors, the complexity of coping, and the relationships between components of stress transactions in future research. Further, the findings presented within this thesis suggest that future research should aim to make methodological and measurement advances and examine, in detail, performers appraisal and coping processes.
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Reis, Idaldina Patrícia de Almeida. "Avaliação de desempenho como promotor da partilha de conhecimento." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14308.
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Mestrado em Gestão de Recursos HumanosO presente estudo tem como objetivo estudar a forma pela qual a avaliação de desempenho é promotor/facilitadora da partilha de conhecimento. O mesmo será feito com base na análise da perceção dos colaboradores acerca da justiça e equidade do processo avaliativo, aprendizagem organizacional, e a perceção de Justiça Interacional. A amostra foi composta por 55 respondentes, parte de duas consultoras (IT e Recursos Humanos). Os resultados mostraram que tendo em conta à análise de regressão linear simples, as variáveis perceção de justiça no processo avaliativo e aprendizagem organizacional têm uma influência positiva na partilha de conhecimento, quanto a variável perceção de justiça interacional não demonstrou o mesmo, Mas a análise de regressão linear múltipla demonstra que todas as variáveis não têm um impacto positivo. Concluiu-se, que neste estudo o impacto positivo da avaliação de desempenho na partilha de conhecimento é confirmado tendo em conta a regressão linear simples, e com base na múltipla não se confirma e as hipóteses tornam-se nulas.
The present study aims to study the way in which performance appraisal is a promoter / facilitator of knowledge sharing. The same, will be done based on the analysis of the employees' perception about the fairness and equity of the appraisal process, organizational learning, and the perception of Inter-Justice. The sample consisted of 55 respondents, part of two consulting firms (IT and Human Resources). The results showed that considering simple linear regression analysis, the variables perception of justice in the appraisal process and organizational learning have a positive influence on knowledge sharing, as the variable perception of interactional justice has not demonstrated the same, but multiple linear regression analysis demonstrates that all variables do not positively impact. It was concluded that in this study the positive impact of performance appraisal on knowledge sharing is confirmed by considering simple linear regression, and based on the multiple is not confirmed and the hypotheses become null.
info:eu-repo/semantics/publishedVersion
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Omoge, Akinyemi Paul. "The direct and mediated effects of customer relationship management (CRM) systems usage as service delivery channels on consumer buying behaviour : an empirical appraisal of the context of the Nigerian banking industry." Thesis, Robert Gordon University, 2016. http://hdl.handle.net/10059/2139.
Full textAbstract:
Ample evidence from the literature suggests that in recent years, banks have been heavily investing in customer relationship management (CRM) systems. The reasons for this are traced to banks' emergent need to gain and sustain competitive advantage through greater knowledge of their customers. In turn, this increased knowledge is likely to also lead to increased: a) customer base, b) customer satisfaction, c) customer retention and, d) customer loyalty. The literature suggests that there is a knowledge gap, which relates to the reasons for CRM systems in adoption and usage as service delivery channels, as well as its effects on banks' customers. This is particularly the case with regards to the banks' customers' buying behaviour and is stemming from the fact that bank customers display some unique buying patterns. Based on the above, the aim of this study is to find out whether or not there is a potential influence of newly implemented CRM systems on consumer buying behaviour in the context of the Nigerian banking industry and also to assess the extent and nature of this influence (if any).
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Rowe, Barry W. "A case study of the influence of teacher efficacy and readiness for self-directed learning on the implementation of a growth-oriented teacher performance appraisal process in one school district." Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/29157.
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In recent years, traditional approaches to teacher supervision have been criticized as giving little impetus for teacher professional growth by scholars sharing a neo-progressive perspective (Beerens, 2000; Johnson, 1993; Tracy & MacNaughton, 1989). Current thinking indicates that teacher evaluation through a process of teacher performance appraisal for professional growth will yield better results. (Duke, 1990, 1993).
There is evidence to suggest that the goals of teacher performance appraisal processes are dependent on teacher efficacy (TE). TE has been linked to the goals of instructional experimentation (Allinder, 1994; Ross, 1998), teachers' willingness to implement innovations (Guskey, 1984; Smylie, 1988), and teachers' goal setting (Ross, 1998).
Collaborative teacher performance appraisal processes also align well with current adult learning concepts. For example, SDL, one concept associated with adult learning, has been referenced as a process to promote ongoing reflective thought, "with learners expected to assume primary responsibility for their own learning".
An increased understanding of the attributes of TE coupled with a knowledge of teachers' readiness for SDL would allow for more positive teacher professional growth experiences through a teacher performance appraisal process that encourages SDL. The purpose of this study, therefore, was to examine TE and SDL within the context of an actual teacher performance appraisal process. The study identifies gaps in our knowledge base of self-directed teacher performance appraisal processes. Additionally, the study identifies barriers to the implementation of a teacher performance appraisal process that encourages SDL.
This study determined that teachers' TE levels influence their professional growth experiences in a teacher performance appraisal process. Specifically, this research project confirmed the assertion that teachers' PTE levels are strong determinants of success in teacher professional growth initiatives. (Abstract shortened by UMI.)
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Ure, Heather. "The Effect of the Engineering Design Process on the Critical Thinking Skills of High School Students." BYU ScholarsArchive, 2012. https://scholarsarchive.byu.edu/etd/3089.
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The purpose of the research reported here was to determine the impact learning the engineering design process (EDP) would have on the critical thinking skills of high school physics students. An EDP unit was conducted with 5 classes of high school physics students in grades 10-12 over 1 month. The EDP unit's curriculum allowed for the gradual release of responsibility as students became more familiar with the EDP and more consistent in using it. The six steps used in this EDP unit were Ask, Imagine, Plan, Create, Test, and Improve. The Watson-Glaser Critical Thinking Appraisal was given as a pre- and post-test to measure the growth in critical thinking skills. By measured standards, qualitative analysis and observation, students showed an increase in critical thinking skills and in confidence to use them.
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Johansson, Josefin, and Ida Aggerstam. "En grönare investeringsbedömning : En fallstudie om Södra Skogsägarnas hållbara investeringsbedömning." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-86079.
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Inledning: Studien har sin utgångspunkt i ett praktisk problem på Södra Skogsägarna angående en upplevd svårighet att bedöma hållbara investeringar. Att göra investeringar med hållbarhetshänsyn har blivit allt vanligare vilket kan bero på den ökade uppmärksamheten kring ämnet. Södras verksamhet präglas av en mängd investeringar vilka är betydelsefulla för företagets framtid och överlevnad. Syfte: Syftet med studien är att definiera och kartlägga vad hållbara investeringar är. Författarna ska även analysera Södras investeringsbedömning och hur de hanterar hållbarhetsaspekter i den. Studien ska bidra till att ge ett förslag på hur företag kan anpassa sin investeringsbedömning för att bättre ta hänsyn till hållbarhetsaspekter. Metod: Denna studien är en empiriskt driven fallstudie av kvalitativ karaktär. Det teoretiska materialet baseras på vetenskapliga artiklar och litteratur från Linnéunivesitets bibliotek. Det empiriska materialet grundar sig på semistrukturerade intervjuer och dokument. För att studien ska anses vara trovärdig har vi beaktat ett antal kvalitetskriterier och forskningsetiska överväganden. Slutsats: Slutligen ges rekommendationer på hur Södra Skogsägarna kan anpassa sin inventeringshandbok och investeringsrutin för att beakta hållbara investeringar. Huvudsakligen handlar det om hur företaget ska hantera klassindelning, kalkylmetoder, kalkylränta och kvalitativ information.Introduction: The study is based on a practical problem at Södra Skogsägarna regarding a perceived difficulty in consider sustainable investments. Making investments with sustainability considerations has become increasingly common, which may be due to the increased attention to the subject. Södra's operations are characterized by a large number of investments which are important for the company's future and survival. Purpose: The purpose of the study is to define and map what sustainable investments are. The authors will also analyze Södra's investment appraisal and how they handle sustainability aspects in it. The study will help to give a suggestion on how companies can adapt their investment assessment to better take into account sustainability aspects. Method: This study is an empirically driven case study of qualitative character. The theoretical material is based on scientific articles and literature from the library at Linnaeus University. The empirical material is based on semi-structured interviews and documents. For the study to be considered credible, we have considered a number of quality criteria and research ethical considerations. Conclusion: Finally recommendations are made on how Södra Skogsägarna can adapt their investment manual and investment routine to consider sustainable investments. It is mainly about how the company should handle class division, calculation methods, interest rate and qualitative information.
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Santos, Jussana Ramos dos. "Cenários experienciais para redução da ansiedade: uma investigação com futuros mestrandos no processo de busca de informações sobre os cursos." Universidade do Vale do Rio dos Sinos, 2013. http://www.repositorio.jesuita.org.br/handle/UNISINOS/4094.
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O estudo a seguir tem como objetivo discutir a contribuição do design estratégico, através do uso de cenários, para qualificar a experiência de candidatos interessados em cursar mestrado e que encontram-se no processo de busca de informações e escolha dos mesmos. Para tanto, resgata-se visões de alguns autores que abordam os principais temas, que são, design estratégico e design para experiência, cujo foco é a experiência emocional. Uma das principais abordagens discutidas na área de experiência emocional é a Teoria dos Appraisals (Desmet, 2002), que trata das emoções que resultam de avaliações (appraisals) através da interação das pessoas com produtos ou serviços. É com base nessa teoria que o método proposto neste estudo foi uma adaptação ao desenvolvido por Demir et al. (2009), cujo estudo envolveu emoções resultantes de avaliações (appraisals) na interação de usuários com produtos. Além disso, para a construção dos cenários, foi utilizada como base a metodologia proposta por Reyes (2011). Utilizou-se um roteiro com base na Teoria dos Appraisals para a realização de entrevistas em profundidade com 20 participantes. Resultados indicam que a ansiedade é uma das emoções presentes entre alunos que encontram-se nesse estágio. Por esse motivo é discutido o uso dos cenários experiencais como caminhos projetuais para a redução de tal experiência emocional. Os resultados apontam ainda que as conexões entre o papel da ansiedade e a compreensão das avaliações (appraisals) relacionados a essa emoção servem de base para apresentação de potenciais cenários experienciais como alternativas para qualificar a experiência dos envolvidos nesse processo.
This study discusses the contribution of strategic design, through the use of scenarios, to qualify the experience of subjects interested in master courses that are in the process of looking for information to choose their course. To do so, it is reviewed the perspective of some authors who work in the following areas: strategic design and experiential design, whose main focus is emotional experience. One of the main theoretical approaches discussed in the area of emotional experience is the Appraisal Theory (Desmet, 2002), which deals with emotions that result from appraisals made by an individual when interacting with a product or service. Based on this theory, the methodology proposed in this study is an adaptation of that developed by Demir et al. (2009), whose study evaluated the emotions resulting from appraisals of interaction between individuals and products. In addition, the methodology proposed by Reyes (2011) is employed to help construction of scenarios. Based on Appraisal Theory, a unstructured questionnaire was created to collect data from 20 subjects. Results indicate that anxiety is one emotion existent in subjects analyzed. Then, the experiential scenarios are discussed as potential ways of reducing such emotional experience. Thus, it is possible to confirm that the connections between anxiety and comprehension of appraisals serve as basis for presentation of potential experiential scenarios as alternatives to qualify the experience of people involved in this process.
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Grainger, Jenny. "Mind shift creating change through narrative learning cycles : a qualitative interpretive study of clinical conversation as an appraisal process for sexual and reproductive health nurses : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Health Science, 2007." Click here to access this resource online, 2007. http://aut.researchgateway.ac.nz/handle/10292/375.
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Thesis (MHSc--Health Science) -- AUT University, 2007.Includes bibliographical references. Also held in print (xii, 196 leaves ; 30 cm.) in North Shore Campus Theses Collection (T 610.730690993 GRA)
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Tyler, Carmen M. "How the Illness Experience Predicts Key Psychosocial Outcomes in Veterans with Brain Injury." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1494576111782556.
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Pinto, Leonor Simões Pires Duvens. "O processo de avaliação de desempenho numa consultora de sistemas de informação." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10542.
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Mestrado em Gestão de Recursos HumanosReconhece-se atualmente que, em ambientes muito competitivos, as empresas para sobreviverem necessitam de saber gerir o desempenho dos seus colaboradores. Este é claramente o caso das consultoras no ramo dos sistemas de informação, dado que as capacidades distintivas do seu capital humano são a sua principal fonte de vantagem competitiva, num mercado altamente dinâmico e instável. Essa instabilidade que tem reflexos nos colaboradores cria novas condicionantes ao desenvolvimento das suas carreiras. De forma a criarmos estabilidade, confiança e segurança na carreira de um colaborador, torna-se premente fomentar políticas de remuneração e recompensas assentes no desempenho dos colaboradores que promovam a retenção dos talentos. O processo de avaliação de desempenho surge assim como algo vital para garantir a competitividade das empresas na medida em que, para além de permitir alinhar os objetivos individuais com a estratégia organizacional, serve de referencial para a introdução de determinadas políticas de gestão de recursos humanos que potenciem o crescimento da empresa e dos colaboradores. Pretendeu-se, com este projeto, contribuir para a melhoria de um sistema de avaliação de desempenho existente, que tivesse em conta a especificidade da empresa e fosse um instrumento vivo e dinâmico, com impacto na política de recompensas e benefícios, na gestão e desenvolvimento de carreiras e na retenção dos colaboradores. Verificou-se que o sistema de avaliação implementado forneceu informação relevante para a gestão dos recursos humanos da consultora em análise, nomeadamente ao nível da gestão de carreiras dos consultores.
Currently, in competitive environments, to survive, companies need to know how to manage their employee's effort and productivity. This is clearly the case of IT consultant companies since distinctive human capital capacities represent their main competitive advantage in a very dynamic market. This instability is reflected on the employees, creating entropy on the development of their professional careers. In order to create stability, trust and security on their careers, it becomes crucial for consultant companies to offer benefits and rewards based on the productivity and effort of each employee. For this reason, the process of evaluating one's productivity and effort becomes something vital to assure that companies remain competitive. This, also allows them to align the individual objectives of each employee with the company's strategy and thus, serving as referential for the introduction of human resources management that, are able to bring growth to both the company and employees. It is intended with this project, contribute to the improvement of an existing performance evaluation system, taking account of the specific nature of the company and would be seen as a live and dynamic instrument, with an impact on rewards and benefits policy, management and career development and the retention of employees. After evaluating the results, we concluded that it has provided valuable information for human resources management particularly in terms of career management
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Ohtsuki, Celi Hiromi. "Como as organizações brasileiras identificam pessoas aptas a assumir atribuições e responsabilidades no contexto do processo sucessório: um estudo de caso." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-26112013-203629/.
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O tema da sucessão é relevante porque a sobrevivência das empresas depende de dispor de pessoas em todos os níveis organizacionais preparadas para assumir posições críticas abertas pelo crescimento do negócio ou saída de seus atuais ocupantes. Nota-se tendência de as organizações buscarem o desenvolvimento dos talentos internos como parte de seu sistema de gestão sucessória. Entretanto, essa estratégia requer que a organização disponha de mecanismos que permitam identificar quando/quanto os indivíduos estão prontos para assumir posições de maior complexidade. Falha nessa identificação implica na perda dos investimentos no desenvolvimento das pessoas e nas consequências indesejáveis inerentes ao fracasso de líderes. O presente estudo teve como objetivo aprofundar a compreensão sobre como as organizações brasileiras identificam, no contexto do processo sucessório, pessoas aptas a assumir atribuições e responsabilidades de maior complexidade. Para tanto, optou-se pelo método do estudo de caso único. Com base no referencial teórico, desenvolveram-se cinco proposições que serviram para orientar a busca e análise dos dados. A primeira afirmava que organizações com práticas diferenciadas de gestão de pessoas têm um sistema de gestão sucessória que inclui a avaliação sistemática do desempenho e do potencial das pessoas. A segunda propunha que as organizações diferenciam as posições conforme o nível de complexidade das atribuições e responsabilidades. Ambas foram confirmadas pelos resultados do caso. A terceira era que as organizações determinam os requisitos das posições conforme o nível de complexidade das atribuições e responsabilidades, o papel de gestão e liderança e a orientação estratégica do negócio. Esta proposição foi parcialmente confirmada. Verificou-se que apenas requisitos de natureza técnica são diferenciados por nível de complexidade e que a determinação dos requisitos considera o papel de gestão e a orientação estratégica da organização. A quarta afirmava que as organizações adotam os requisitos da posição atual como critério para avaliar desempenho na dimensão de desenvolvimento e da posição de maior complexidade, para avaliar potencial, o que não foi confirmado. A quinta e última afirmava que as organizações utilizam o resultado das avaliações de desempenho nas dimensões de objetivos e metas, comportamentos e desenvolvimento, assim como da avaliação de potencial para identificar aquelas aptas a assumir posições de liderança de maior complexidade. Esta proposição foi confirmada. Não foi identificado um processo linear ou objetivo para a identificação de pessoas aptas a assumir posições de liderança de maior complexidade. Observou-se um processo fluido, flexível e subjetivo que considera um conjunto de informações geradas pelos processos de gestão de pessoas e de negócios. As avaliações de desempenho e de potencial fornecem informações que permitem identificar indivíduos com potencial de crescimento e desempenho acima do esperado para a posição que ocupam. Observou-se que estas são pré-condições para assumir atribuições e responsabilidades de maior complexidade. Além dos processos de avaliação de pessoas presentes na proposição, a organização estudada revelou outros processos que também são considerados na identificação de pessoas aptas a assumir posições de liderança de maior complexidade, como gestão de competências, mentoração e assessment, além de alguns processos de gestão de negócios como reuniões gerenciais e operacionais.The theme of succession is relevant because companies\' survival depends on disposing of people at all organizational levels ready to take on the critical positions generated by business growth or departure of the incumbent. There is a trend whereby organizations are seeking to develop internal talent as part of their succession management system. However, this strategy requires mechanisms that allow the organization to identify when/whether individuals are ready to take on more complex assignments and responsibilities. Failure to do so implies losses in the investments made in development as well as the undesirable consequences of leader failure. The present study aims at enhancing the understanding of how Brazilian companies identify, in the context of the succession process, people ready to take on more complex assignments and responsibilities. In order to achieve this goal, the case study method was chosen. Based on theory review, five propositions were developed. These propositions served to guide data collection and analysis. The first stated that organizations with differentiated human resources management practices have a succession management system that includes the systematic appraisal of employee performance and potential. The second proposed that organizations differentiate work positions according to the level of complexity of the assignments and responsibilities. Both propositions were confirmed by case results. The third stated that organizations determine position requirements according to the complexity of the assignments and responsibilities, the management and leadership role, and the business strategic orientation. This proposition was partially confirmed. It was verified that only technical requirements are differentiated according to the complexity of the assignments and responsibilities and that the determination of the requirements considered the management role and the business strategic orientation. The fourth stated that organizations adopt current position requirements as criteria for performance appraisal in the dimension of development and the requirements of the next, more complex position, for potential appraisal. This statement was not confirmed. The fifth stated that organizations utilize the results of the performance appraisals in the dimensions of objectives and goals, behaviors and development, as well as those of the potential appraisal, to identify people that are ready to take on more complex leadership positions. This proposition was confirmed. The identification process that this study revealed was neither linear nor objective, but rather, fluid, flexible and subjective, considering a set of data generated in the various business and people management processes. The performance and potential appraisal processes supply information that support the identification of individuals that show superior performance in the current position and potential to grow to more complex positions. It was observed that these are pre-requisite conditions to take on more complex assignments and responsibilities. In addition to the appraisal processes stated in the propositions, the case studied revealed other processes that are also important in the referred identification such as competency management, mentoring and assessment, as well as business management processes such as management and operational meetings.
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Jorge, Gabriel Gallina. "A contribuição da hierarquia de concerns para o processo de projeto de sistema produto-serviço." Universidade do Vale do Rio dos Sinos, 2017. http://www.repositorio.jesuita.org.br/handle/UNISINOS/6601.
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O projeto de Sistema Produto-Serviço abrange a criação de artefatos e suas inter-relações, considerando dimensões tangíveis e intangíveis na composição da oferta e em como isso pode ser entregue ao usuário da maneira mais completa possível. Para atender o usuário é preciso antes compreender quais são suas predisposições (concerns) frente àquilo que deve ser projetado. Através da Teoria dos Appraisals é possível alcançar este entendimento e também instrumentalizar o designer para sua aplicação em projeto. O objetivo desta pesquisa é avaliar o uso de um perfil de concerns organizado hierarquicamente no desenvolvimento de um projeto de SPS, e identificar sua contribuição neste processo. O contexto de SPS estudado são os eventos de comida de rua que ocorrem em Porto Alegre, Brasil. Para a realização desta pesquisa utilizamos primeiramente métodos qualitativos (13 entrevistas em profundidade) para identificar predisposições e elaborar o perfil de concerns de frequentadores e não-frequentadores destes eventos. Em seguida, aplicamos um método quantitativo (survey com 328 usuários) para levantar parâmetros descritivos das afirmativas de concerns enquanto variáveis. A partir deste resultado foi feito um procedimento estatístico de análise multivariada de dados, em que obtivemos uma hierarquia das afirmativas de concerns. O último movimento investigativo é representado por uma etapa projetual, organizada em dois workshops com profissionais discutindo e desenvolvendo um projeto de evento de comida de rua, sendo que apenas um grupo contava com o perfil de concerns hierarquizado. Nossos resultados sugerem que a hierarquização de concerns pode contribuir disponibilizando ao designer recursos mais qualificados sobre o usuário, reduzindo riscos durante o processo projetual, e encaminhando um SPS mais focado nas predisposições do usuário. Estes achados têm implicações práticas e teóricas quanto a pesquisas e processos sobre a perspectiva do usuário no Design de SPS.
A Product-Service System project covers the creation of artifacts and their mutual relationships, taking into account both tangible and intangible dimensions in the composition of the offer and how this can be delivered to user in the most complete way possible. In order to meet the users' needs, first it is needed to understand what their concerns are in relation to what is about to be designed. Through the Appraisals' Theory it is possible to gain this insight and also provide the designer with the tools needed to apply it to the project. The objective of this research is to evaluate the use of a hierarchically organized concern profile in the development of a PSS project and to identify its contribution to this process. The PSS context under study are street food events based in Porto Alegre, Brazil. In order to conduct this research, we have first used qualitative methods (13 in-depth interviews) to identify concerns and elaborate a concern profile for patrons and non-patrons. We have then applied a quantitative method (survey with 328 users) to establish descriptive parameters for the concern statements as variables. A statistical procedure of multivariate data analysis has been performed on these results, obtaining a hierarchy of the concern statements. The last research step has been a project stage, organized in two workshops with professionals discussing and developing a street food event project, with only one group having access to the hierarchized concern profile. Our results show that the hierarchization of concerns can contribute by providing the designer with more qualified resources about the user, reducing risks during the design process, and promoting a PSS more focused on the user's concerns. These findings have practical and theoretical implications for research and processes involving user perspective in PSS design.
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Ferenbach, Clive Thomas. "Process of psychological adjustment to multiple sclerosis : comparing the roles of appraisals, acceptance, and cognitive fusion." Thesis, University of Edinburgh, 2011. http://hdl.handle.net/1842/6289.
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Background: Research in psychological adjustment to multiple sclerosis (MS) suggests that the way individuals appraise their condition can have an impact upon their psychological well-being and adjustment to their condition. Such research has influenced the development of Cognitive Behavioural Therapy (CBT) interventions in this population. In recent years, Acceptance and Commitment Therapy (ACT) has gathered increasing interest in relation to chronic health conditions. ACT does not target the content of thought, but rather focuses on the contexts in which thought occurs (i.e. how individuals relate to their experiences). Aim and Primary Hypothesis: A cross sectional design was used to compare the extent to which cognitive appraisals and ACT constructs (‘acceptance’ and ‘cognitive fusion’), mediate the relationship between physical symptoms of MS and psychological adjustment outcomes. It was hypothesised that in comparison to cognitive appraisals, ACT constructs would serve as stronger mediators of the relationship between physical symptoms of MS and outcome measures. This study also piloted a newly adapted measure of MS related acceptance, the Multiple Sclerosis Acceptance Questionnaire (MSAQ). Method and Results: Participants (N = 133) completed self-report measures of: MS symptom severity, various cognitive constructs (cognitive appraisals and ACT constructs), symptoms of psychological distress, and satisfaction with life. Multiple mediation analysis was then used to compare competing mediational hypotheses. In comparison to all measures of cognitive appraisals, the ACT constructs tended to be stronger mediators of the relationship between symptoms and outcome measures (both psychological distress, and satisfaction with life). There was also some evidence for appraisals of personal control mediating the relationship between symptoms of MS and psychological distress. Conclusions: This research suggests that ACT constructs may be relevant to the process of psychological adjustment to MS, and that ACT based interventions may be worthy of investigation in this population. The newly adapted MSAQ also shows preliminary promise as a measure of MS related acceptance.
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Rodríguez, José F. "Perceptions of Leadership and Climate in the Stressor-Strain Process: Influences on Employee Appraisals and Reactions." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3697.
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This paper attempts to place the role of transformational leadership within the stressor-strain process by investigating the potential indirect effects of the perceptions of transformational leadership on counterproductive work behaviors (CWBs) through its influence on perceptions of the communication climate and trust. Leaders perceived as being transformational will offer an ameliorating effect on employee appraisals of stressors (i.e., conflict). Non-task organizational conflict is a stressor that captures employees’ perceptions of conflict with co-workers attributable to organizational factors (e.g., unclear or contradictory policies). Previous studies have found this type of stressor to be associated with negative health and workplace outcomes. Counterproductive work behaviors are a form of workplace incivility in which employees engage in minor acts of retribution. Transactional theories of stress place particular importance on appraisal mechanisms to explain the experience of stress and subsequent engagement in CWBs. Volumes of literature in the field of leadership have suggested that transformational leaders have the ability to influence the ways employees make meaning of events at work. However, few studies have investigated the mechanisms by which employees’ appraisals of stressors are influenced. This study investigated the potential role of trust in leadership and communication climate as possible mechanisms. Organizational climate research focuses on how employees, through their social interactions, create and ascribe meaning to work events. Communication climate specifically focuses on the supportive and defensive qualities of an organization’s communicative norms and expectations. Previous research suggests trust to be a key factor in mitigating the experience of stressors and strains. Participants were primarily recruited from positions in higher education administration, using a sample of convenience, snowball sampling. Survey instruments were administered during two waves of data collection, for a full-panel sample of N = 123. Results suggested transformational leadership indirectly effected engagement in CWBs through its influence on the experience of non-task organizational conflict. Trust in leadership was not a significant predictor. Communication climate provided a mixed picture. While perceptions of a more supportive communication climate were associated with less conflict and fewer CWBs, the data did not support the indirect effects of transformational leadership through communication climate.
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Selvig, Lisa Ann. "Temperament in the coping process : a study of affect intensity, cognitive appraisals and coping strategies in adolescents /." Full text (PDF) from UMI/Dissertation Abstracts International, 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3110691.
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Unglaub, Delton Lehr. "Sustentabilidade e Gestão de Recursos Humanos: um estudo sobre o processo de avaliação de desempenho." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/96/96132/tde-15092015-104848/.
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O estudo da sustentabilidade e da gestão de recursos humanos é um tema atual e importante para o desenvolvimento das organizações em um ambiente corporativo globalizado. A integração de sistemas de avaliação de desempenho e a sustentabilidade se faz necessária para as empresas que tem como objetivo se adequar aos parâmetros de índices e certificados sustentáveis. Estes, são importantes para o crescimento nos mercados em que se inserem. Assim, a pesquisa mostra a possibilidade de integrar as dimensões da sustentabilidade junto às dimensões do sistema de avaliação de desempenho utilizado pela organização. Neste contexto, o problema de pesquisa deste trabalho formulou-se da seguinte forma: como a avaliação de desempenho pode estruturar os objetivos sustentáveis e estratégicos da Gestão de Recursos Humanos? O presente trabalho visa, então, verificar se os processos de avaliação de desempenho dos colaboradores estão incorporando aos objetivos estratégicos de sustentabilidade das organizações. O trabalho foi realizado por meio de pesquisa qualitativa, utilizando a técnica do grupo focal. Na qual contribuiu para a elucidação de fatores que envolvem a Gestão de Recursos Humanos e do desenvolvimento sustentável em empresas do interior de São Paulo. Os momentos de discussão e reflexão culminaram em algumas considerações relevantes sobre o entendimento da estrutura das avaliações de desempenho e dos processo de sustentabilidade nas organizações. A principal conclusão deste trabalho está contida na necessidade da criação da gestão de desempenho sustentável. E, esta será possível quando as organizações delegarem responsabilidades sociais/ambientais aos colaboradores; estabelecerem metas para a performance sustentável; e, estabelecerem políticas para o uso de produtos insustentáveis, energia renovável e para redução de elementos tóxicos. Este trabalho é relevante, pois ratifica a necessidade da elaboração de ferramentas de mensuração da sustentabilidade dentro da organização e a estruturação do processo de avaliação de desempenho sustentável.The study of sustainability and human resource management is a current topic and important for the development of organizations in a globalized business environment. The integration of performance appraisal systems and sustainability is necessary for companies that aim to fit the parameters of sustainable indexes. These are important for market growth in which they operate. Thus, the research shows the possibility of integrating the dimensions of sustainability along the dimensions of performance evaluation system. In this context, the work of this research problem was formulated as follows: how the performance evaluation can structure sustainable and strategic objectives of Human Resource Management? The present work addresses the topic of whether the employees\' performance evaluation process is incorporating the organizations\' sustainability strategic objectives. The study was conducted through qualitative research, using the focus group technique. In which, it contributed to the elucidation of factors involving Human Resources Management and sustainable development in São Paulo state companies. The moments of discussion and reflection culminated in some relevant considerations on the understanding of of performance assessments structure and sustainability process in organizations. The main conclusion of this work is the need to create sustainable performance management. And this will be possible when organizations delegate social/environmental responsibilities to employees; set goals for sustainable performance; and establish policies for the use of unsustainable products, renewable energy and for toxic elements reduction. This work is important because it confirms the need to prepare for sustainability measurement tools within the organization and the structuring of sustainable performance assessment process.
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Madeira, Vanessa Sofia Amado. "Análise da satisfação com o processo de avaliação de desempenho numa organização de prestação de serviços a organizações do sector público português." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2020. http://hdl.handle.net/10400.5/20160.
Full textAbstract:
Dissertação de Mestrado em Gestão e Políticas PúblicasNos últimos anos, a avaliação de desempenho tem sido uma das áreas da Gestão mais importante e estudada, com o foco da investigação nas organizações públicas e privadas. A avaliação de desempenho é um processo em que se procura identificar, observar, medir e desenvolver o desempenho dos membros de uma dada organização em consonância com a sua missão, visão e valores, sendo a satisfação com a mesma, uma das reações mais frequentemente medidas. Na presente dissertação será analisada a satisfação com o processo de avaliação de desempenho (PAD) numa organização de prestação de serviços a organizações do sector público português. Isto porque a satisfação dos colaboradores gera comportamentos que tendem a refletir-se num bom desempenho, o que contribui para a melhoria da prestação do serviço público. Assim, pretende-se estudar a perceção da utilidade e precisão do PAD e a sua relação com a satisfação com a avaliação de desempenho, assim como o papel mediador da satisfação com o PAD na relação entre a perceção da utilidade e a perceção da precisão do PAD com a satisfação com a avaliação de desempenho. Para esta análise foram recolhidos dados de 47 colaboradores da organização investigada. Os resultados demonstraram que existe uma relação positiva entre a perceção da utilidade e precisão do PAD e a satisfação com avaliação de desempenho, bem como uma relação positiva entre a satisfação com o PAD e a satisfação com a avaliação de desempenho.
In recent years, performance appraisal has been one of the most important and studied areas in Management, with emphasis of the investigation in public and private organizations. Performance appraisal is a process that seeks to identify, observe, measure and develop the performance of members of a given organization in line with the organization's mission, vision and values, and satisfaction with it is one of the most frequently measured reactions. In this dissertation, the satisfaction with performance appraisal process in an organization that provides services to Portuguese public sector organizations will be analyzed; because, employee’s satisfaction generates behaviors that are likely to be reflected in good performance, which contributes to a better public service delivery. As such, the purpose is to study perceived utility and accuracy of the performance appraisal process and its relationship with satisfaction with performance appraisal, as well as the mediating role of satisfaction with performance appraisal process in the relationship between perceived utility and perceived accuracy of the performance appraisal process with satisfaction with the performance appraisal. In this analysis, data was collected from 47 employees of the studied organization. The results showed that there is a positive relation between the perceived utility and accuracy of the performance appraisal process and the satisfaction with the performance appraisal, as well as there is a positive relation between the satisfaction with the performance appraisal process and the satisfaction with the performance appraisal.
N/A
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Moroga, Denis wangwi. "An appraisal of the Institutional framework under the Kenyan proceeds of crime and Anti-Money laundering act, 2009." University of the Western Cape, 2017. http://hdl.handle.net/11394/6367.
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Department of Criminal Justice and ProcedureMoney laundering (ML) evolves in tandem with global technological advancement. This phenomenon calls for multi-faceted responsive measures at national and international levels to combat this nefarious crime.1 Today, combating ML requires co-operation among, inter alia, financial intelligence units (FIUs), reporting institutions, law enforcement agencies, the judiciary, as well as inter-state co-operation. In response to the ML threat, Kenya has adopted comprehensive anti-money laundering (AML) laws, such as the Proceeds of Crime and Anti- Money Laundering Act No. 9 of 2009 (POCAMLA) and the Prevention of Terrorism Act No. 30 of 2012. These, among other statutes, constitute the principal arsenal of the AML legal framework.
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Müller, Uwe Thomas. "Peer-Review-Verfahren zur Qualitätssicherung von Open-Access-Zeitschriften." Doctoral thesis, Humboldt-Universität zu Berlin, Philosophische Fakultät I, 2009. http://dx.doi.org/10.18452/15885.
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In der vorliegenden Arbeit wird die Problematik der Qualitätssicherung beim wissenschaftlichen Publizieren umfassend diskutiert. Dabei werden die spezifischen Charakteristika hervorgehoben, die sich aus dem elektronischen Publizieren, Open-Access-basierter Geschäftsmodelle und insbesondere bei der Realisierung von Open-Access-Zeitschriften ergeben. Aus den unterschiedlichen Ansätzen, die für die Qualitätsbewertung und deren wesentliche Zielstellung – die Herausfilterung relevanter und geprüfter Informationen – infrage kommen, werden vor allem die Peer-Review-Verfahren näher betrachtet. In diesem Zusammenhang werden Schwachpunkte und prinzipielle Kritik an Peer Review aufgezählt und in den Kontext der bisherigen Untersuchungen auf diesem Gebiet gesetzt. Wesentlicher Bestandteil der Arbeit ist eine Klassifikation von Peer-Review-Verfahren anhand unterschiedlicher Eigenschaften und deren möglicher Ausprägungen. Obwohl Peer Review seit Jahrzehnten Gegenstand teils grundsätzlicher Kritik ist, wird dieser Ansatz noch immer als Mittel der Wahl für die vor der Publikation stattfindende Qualitätssicherung betrachtet. Währenddessen stehen die stets an Bedeutung gewinnenden Open-Access-Zeitschriften unter dem Verdacht, geringere Qualitätsmaßstäbe anzusetzen und Artikel zu publizieren, die zuvor keine oder eine weniger strenge Kontrolle durchlaufen haben. Vor diesem Hintergrund wurde für die vorliegende Arbeit eine umfassende Studie durchgeführt, die darauf abzielt, Peer-Review-Verfahren wissenschaftlicher Open-Access-Zeitschriften zu untersuchen. Unter Nutzung der durch das Directory of Open Access Journals (DOAJ) bereitgestellten Daten wurden mehr als 3.000 Herausgeber befragt. Mit einer Rücklaufquote von mehr als 40 % können die gefundenen Ergebnisse als durchaus repräsentativ betrachtet werden. Sie zeigen deutlich, dass die meisten Open-Access-Zeitschriften Peer-Review-Verfahren einsetzen und legen außerdem nahe, dass eine große Bandbreite unterschiedlicher Verfahren und Eigenschaften von Peer Review existieren – etwa die gegenseitige Anonymität von Autoren und Gutachtern, der Informationsfluss, das Verfahren zur Auswahl der Gutachter und formale Regelungen in Bezug auf mögliche Interessenkonflikte. Dabei hängt das Aussehen eines konkreten Peer-Review-Verfahrens wesentlich von dem Wissenschaftsgebiet und der Art des Verlegers der betreffenden Zeitschrift ab. Darüber hinaus können Zusammenhänge zwischen externen Qualitätsindikatoren und Peer-Review-Eigenschaften beobachtet werden.The present work broadly discusses the problem of quality assurance in the field of scholarly publishing. It highlights the specific characteristics resulting from electronic publishing, business models based on Open Access, and particularly Open Access Journals. Out of the different approaches for quality assessment and its fundamental purpose – filtering relevant and audited information – mainly peer review processes are examined in detail. In this context weak points and basic criticisms on peer review are enumerated and subsequently discussed with respect to known studies in this field. As a major part the present work contains a classification of peer review processes regarding different properties and its potential values. Although it has been subject to fundamental criticism for decades peer review is still widely considered to be the method of choice for pre-publication quality assurance in scholarly publishing. Meanwhile, open access journals which increasingly appear within the scholarly publication market regularly raise suspicion to follow lower quality standards and to publish articles which have passed no or less rigorous editorial examination. Against this background the present work presents a comprehensive survey which aims at analyzing peer review processes of scholarly open access journals. Using the data provided by the Directory of Open Access Journals (DOAJ) more than 3.000 editors have been asked to participate. With an overall return rate of about 40 % the resulting findings can be considered as highly representative. They clearly show that most open access journals actually apply peer review processes. Moreover, the analysis indicates that there exists a broad variety of different procedures and characteristics constituting peer review, includ-ing reciprocal anonymity between authors and reviewers, information flow, the reviewer selection process, and formal settlements as for conflicts of interest. Thereby, the nature of the applied peer review process strongly depends on the scholarly discipline of the respective journal and its publisher. In addition, correlations between external quality indicators and peer review properties could be observed.
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Keys, Vernon C. "Capital investment appraisal in a process environment." Thesis, 2012. http://hdl.handle.net/10210/6215.
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M.Ing.As the manufacturing environment evolved over the past century, the nature of investments in manufacturing capabilities changed dramatically. Automation can be seen as the single biggest driver of this evolution; enabling the manufacturing fraternity to develop smarter technology in order to exploit the opportunities that were created by the volatility that exist in most markets. This lead to the development of flexible manufacturing technology. Constructing a definition of manufacturing flexibility is difficult mainly due to the various views and perspectives that exist of flexibility. In short, flexibility can be defined as the ability to react ( to any change ) with little penalty in time, effort, cost or performance. These technologies that enable a manufacturing system to be flexible in a certain manner are generally difficult to justify in terms of traditional financial yardsticks. This can be contributed to the diverse benefits to be gained from these investments; and often these benefits are of a nonfinancial nature. Furthermore, when reviewing investments in flexible manufacturing technology within a process environment there appears to be an even bigger problem. The relatively fixed nature of the design output of process equipment, and the enormous quantities of capital outlay initially required to erect and commission process plants, often makes it near impossible to justify any investment that does not deliver good financial returns within the short term. Thus it becomes clear that the traditional methods of investment appraisal within the process environment have become generally unsuitable; and this call for a re-evaluation of the processes applied to guide value adding investments. This study set out to deliver a logical approach to appraising investments in manufacturing flexibility by defining a framework to be applied. The proposed framework consists of the following 4 primary steps. Firstly the strategic direction followed by the business is defined; then an analysing of the manufacturing flexibility required is performed. The third step is to evaluate the manufacturing technology available and furthermore a suitable performance measured criteria is defined to evaluate the proposed investment. This model is set within the strategic context of the manufacturing strategy of a business and thus should ensure the development of manufacturing capabilities that will ensure business growth over the medium to long term.
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Maharaj, Sachin. "Administrator Perceptions of Ontario's Teacher Performance Appraisal Process." Thesis, 2013. http://hdl.handle.net/1807/35563.
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This study examines the views of administrators (i.e. principals and vice-principals) in Ontario, Canada with regards to the province’s Teacher Performance Appraisal process. A total of 178 responses were collected to a web-based survey that examined five areas: 1) Preparation and training; 2) Classroom observations; 3) Preparing the formal evaluation; 4) The impact on teaching practice; and 5) Improving the process. Results indicate that administrators did not receive extensive training and of the training they did receive, most did not find it very useful. Most administrators did not feel strongly that the classroom observations adequately assessed teacher practice and most did not feel that there had been substantial improvement in teacher practice in their schools as a result of the process. The most common suggestions for improvement were to have more classroom observations, some of which are unannounced; evaluate teachers more frequently; and have more than two rating categories.