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1
Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.
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Kelvin, William F. "Competing Identifications Among a Newspaper's Journalists and Advertising Salespeople." [Chico, Calif. : California State University, Chico], 2009. http://csuchico-dspace.calstate.edu/xmlui/handle/10211.4/170.
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Van, der Linde Marzanne. "The psychometric properties of an employee attitude survey for a South African Automotive Manufacturing Organization." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-121003/.
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Barbeite, Francisco. "Importance of learning and development opportunity to job choice decisions." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28567.
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Bryant, Melanie. "From organisational change to org. talk : a study of employee narratives." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5725.
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Tse, Chi-tai Willie. "Developing a norm of organizational climate in Hong Kong /." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12792664.
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Lee, Ying-tong Sanna. "Work motivation in Japanese banks : a Hong Kong study /." Click to view the E-thesis via HKUTO, 2001. http://sunzi.lib.hku.hk/hkuto/record/B42575941.
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Altman, Michael A. "Attitudes towards giving quality service : a comparison between Las Vegas and Windsor Casino employees /." Online version of thesis, 1994. http://hdl.handle.net/1850/11109.
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Wong, Man-kit Bernard, and 黃文傑. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31255358.
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Wong, Lai-kin Cindy. "A study of employee attitude towards performance pledge in government departments and semi-government departments /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18836847.
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Koulikov, Mikhail. "Assessing Measurement Equivalence of the English and Spanish Versions on an Employee Attitude Survey Using Multigroup Analysis in Structural Equation Modeling." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4315/.
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The study utilized the covariance structure comparison methodology - Multigroup Analysis in Structural Equation Modeling - evaluating measurement equivalence of English and Spanish versions of an employee opinion survey. The concept of measurement equivalence was defined as consisting of four components: sample equivalence, semantic equivalence, conceptual equivalence and scalar equivalence. The results revealed that the two language versions of the survey exhibited acceptable measurement equivalence across five survey dimensions Communications, Supervision, Leadership, Job Content & Satisfaction and Company Image & Commitment. Contrary to the study second hypothesis, there was no meaningful difference in opinion scores between English-speaking and Spanish-speaking respondents on the latent construct of Job Content & Satisfaction.
13
Law, Wai-fun Margaret, and 羅蕙芬. "A case-study of attitude surveys and their impact on organizational and management development." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264359.
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Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.
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Thesis (MA)--University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural
model that explicates the nature of the causal linkages between the six main
constructs comprising the ODQ was developed and tested. Data obtained from
273 employees in a chrome manufacturing plant was used. This research found
that the proposed model offers a plausible account of the influences that exist
between the six main constructs. The benefit of this structural model will be in
the enhanced interpretation of the diagnostic results derived from the ODQ.<br>AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan
die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die
onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV
blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n
chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die
voorgestelde model ‘n aanneemlike weergawe is van die onderliggende
verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die
voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die
diagnose verkry is, kan verbeter.
15
Omari, Maryam. "Towards dignity and respect at work an exploration of bullying in the public sector /." Connect to this title online, 2007. http://adt.ecu.edu.au/adt-public/adt-ECU2007.0005/01front-Omari,M.pdf.
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Greenberg, Stuart Elliott. "Measuring absence cultures: an examination of absence perceptions of males and females." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/44639.
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<p>Absenteeism was explored from a social psychological
perspective. The purpose was to measure the absence cultures
(Nicholson and Johns, l9S5) of male and female employees
through the use of policy capturing (Hobson and Gibson, l9S3).
Absence was split into three dimensions: Personal Health, Stress
Relief, and Family Responsibility (Nicholson and Payne, l9S7).
One hundred and two employees of a large southeastern
university were used as subjects. They were asked to give their
own opinion and their opinion of their organization's view about
the inappropriateness/appropriateness of the absence behaviors
in the 27 policy capturing vignettes. They were also asked to
give their subjective weighting of how they used each dimension
to make their overall rating.</p><br>Master of Science
17
Sakurai, Yuka. "Problems and prospects in cross-cultural interactions in Japanese multinational corporations in Australia." View thesis entry in Australian Digital Theses Program, 2001. http://thesis.anu.edu.au/public/adt-ANU20020122.092141/index.html.
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Matutoane, Leanetse Paul. "A study of employee satisfaction in two manufacturing facilities of General Motors South Africa." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003887.
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Employed individuals spend a majority of their waking time at work. Therefore, within an individual’s working lifetime, most hours will be spent at work. Subsequently, theories abound purporting that humans are hedonistic beings. Considering that on average people spend most of their working lives in a working environment, it then stands to reason that people should endeavor to be satisfied at work if humans are always in pursuit of happiness. The questions arise as thus: what makes people satisfied at work, does being satisfied with the job result in less turnover, and is that the only reason that they would endeavor to prolong their employment, are older employees more satisfied with their jobs than younger employees, is a plant with an older workforce more satisfied than a similar plant with a younger workforce? This study attempts to find an answer to these and other related questions. It was conducted on employees of two plants of an automotive manufacturer based in Port Elizabeth, a town in the Eastern Cape province of South Africa. The Job Descriptive Index (JDI) was used to collect the feelings of 92 employees in different shops and analyzed to check for differences in satisfaction levels. No significant differences were found between the plants, shops and age categories surveyed.
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Frick, Beatrice Liezel. "Verkennende studie van die menings van vroulike werknemers, van geselekteerde Suid-Afrikaanse maatskappye, jeens korporatiewe drag." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52048.
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Thesis (M Consumer Science)--Stellenbosch University, 2000.<br>ENGLISH ABSTRACT: Clothing is an important phenomenon within corporate and organisational culture and forms an
integral part of the total corporate identity. It fulfills a symbolic purpose and serves as a reference. It
is a way in which companies can change or modernise their image as it is conveyed to clients. Little
research has been done on uniform types of clothing, even though it has been an important
phenomenon in the subject area of Clothing for ages. South African companies offers unique
opportunities for research within a multi-cultural environment and Consumer Science's distinctive
multi-disciplinary approach makes it an ideal starting point for this type of study.
Three environments are concerned with the phenomenon of corporate clothing, namely the
employers and employees of organisations or companies, academia of educational establishments
and the manufacturers of corporate clothing.
The study concerned tried to investigate the phenomenon of corporate clothing within the South
African corporate environment. This was firstly done by studying the available clothing literature
and describing aspects which have direct or indirect relations to corporate clothing. Information and
advice was obtained from experts to gain insight into the South African circumstances with relation
to corporate clothing. Secondly, employees who wear corporate clothing were questioned as to their
opinions on specific aspects with regards to corporate clothing. This was done by means of a
questionnaire which was developed to determine if employees of selected South African companies
see corporate clothing as representative of company image, culture and policy. The extent to which
extent employees are involved in decision-making processes with regards to corporate clothing was
also determined. Employees' opinions with regards to consumer requirements and the extent of
satisfaction with corporate clothing was determined. The extent to which age and position within
the company playa role in employees' opinions of corporate clothing were investigated according
to the information obtained through the questionnaire.
The above mentioned information was structured to give possible guidelines to companies with in
the implimentation and development of corporate clothing within the existing organisational
culture. This study did not focus on manufacturers of corporate clothing, but it is assumed that they
can benefit from the findings of the study.
The study will contribute to the building of theory in the subject area of Clothing and consequently
also contribute to the academical field.<br>AFRIKAANSE OPSOMMING: Korporatiewe kleredrag is 'n belangrike fenomeen binne die korporatiewe en organisatoriese
kultuur en vorm 'n integrale deel van algehele korporatiewe identiteit. Dit vervul 'n simboliese rol
en dien as 'n verwysingsmaatstaf. Dit is 'n manier waarop maatskappye hul beeld aan kliënte kan
verander of moderniseer. Alhoewel uniforme drag reeds vir eeue 'n belangrike fenomeen in
kleredrag is, is daar steeds min aandag in navorsing aan hierdie onderwerp geskenk. Suid-
Afrikaanse maatskappye bied unieke geleenthede vir navorsing binne 'n multi-kulturele omgewing
en Verbruikerswetenskap se eiesoortige multi-dissiplinêre benadering maak dit by uitstek geskik as
vertrekpunt vir hierdie tipe studie.
Drie omgewings het belang by die fenomeen van korporatiewe drag, naamlik die werkgewers en -
nemers van organisasies of maatskappye, akademici van opvoedkundige instellings en die
vervaardigers van korporatiewe drag.
Die betrokke studie het gepoog om op 'n verkennende wyse ondersoek in te stel na die fenomeen
van korporatiewe drag binne die Suid-Afrikaanse korporatiewe omgewing. Dit is gedoen deur
eerstens beskikbare kledingliteratuur te bestudeer en sodoende aspekte te beskryf wat direk en
indirek betrekking het op korporatiewe drag. Inligting en advies is vanaf kundiges ingewin om insig
in dié verband in die Suid-Afrikaanse omstandighede te verkry. Tweedens is werknemers wat
korporatiewe drag dra, se menings oor spesifieke aspekte met betrekking tot korporatiewe drag
vasgestel. Vir hierdie doel is 'n vraelys ontwikkel om vas te stel of die werknemers van
geselekteerde Suid-Afrikaanse maatskappye korporatiewe drag sien as verteenwoordigend van
maatskappybeeld, -kultuur en -beleid. Daar is ook vasgestel in watter mate werknemers betrek
word in besluitneming oor korporatiewe drag. Werknemers se menings oor verbruikersvereistes,
die mate van tevredenheid met die korporatiewe drag is bepaal. Die mate waartoe ouderdom en
posvlak 'n rol speel in werknemers se menings van korporatiewe drag is ook vasgestel met behulp
van die inligting verkry uit die vraelyste.
Bostaande inligting is gestruktureer om moontlike riglyne aan maatskappye te bied met betrekking
tot die invoer of ontwikkeling van korporatiewe drag binne die bestaande organisatoriese kultuur.
Daar is nie in hierdie studie gefokus op vervaardigers van korporatiewe drag nie, maar dit word
aanvaar dat die groep wel sal kan baat vind by die bevindings.
Die studie sal 'n bydrae lewer tot die opbou van teorie in die vakgebied van Kleding en gevolglik
ook 'n bydrae tot die akademie lewer.
20
Coetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.
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Smith, Kaye M., and mikewood@deakin edu au. "Employer satisfaction with employees with a disability." Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.
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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled employees (NDEs) on employer satisfaction and work performance; (2) determinants of employer satisfaction differed between EWDs and NDEs; (3) employers were more satisfied with EWDs than NDEs in relation to work performance; (4) lower comparative ratings on employer satisfaction for EWDs influenced future employment intentions toward people with a disability; (5) employers perceptions of job-match affected ratings on employer satisfaction and performance; (6) effects of job-match on employer satisfaction were direct and indirect, through work performance; and (7) variables representing job-match were relatively more important to employers decisions to hire and retain a person with a disability than variables representing Social Concerns and employer/management items. A theoretical model that depicted the influence of processes (job-match) and outcomes (work performance) on employer satisfaction with EWDs was supported. The second study analysed questionnaire ratings from 36 non-employers of EWDs. Findings indicated very similar responses between employers and non-employers of EWDs on experiences related to employer satisfaction with NDEs. Views about the relative importance of variable related to hiring and retaining a person with a disability suggested that generalising findings from the first study to all employers was reasonable. The third study analysed data from interviews with 50 employers and 40 DESPs; and questionnaire responses for 56 DESPs and 36 non-employers of EWDs. This study validated the importance of job-match to successful employment outcomes; suggesting DESPs were undervaluing their services to the employers. The study also showed that Bronfenbrenners Ecological Systems Theory provided a relevant framework with which to interpret complex information from different stakeholders, important to understanding employer satisfaction. In summary, employer satisfaction was shown to be a relative concept that varied with referent, and a developmental phenomenon that was influences by many factors operating and interacting at a number of ecological levels. Policies and practices to promote employer satisfaction with EWDs need co-ordinated approaches that recognise the influence of contexts internal and external to the workplace and the dynamic nature and interrelationships of characteristics within these contexts.
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Lee, Ying-tong Sanna, and 李瀅鏜. "Work motivation in Japanese banks: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B42575941.
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Pohl, Sabine. "Contribution à une définition de la culture organisationnelle en gestion des ressouces humaines: une analyse en termes d'implication organisationnelle, d'implication à l'égard du travail et de satisfaction professionnelle." Doctoral thesis, Universite Libre de Bruxelles, 2000. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211742.
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Gatts, Strawberry Kathy. "Community development work study grant proposal to HUD: The selection factors and management plan." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1816.
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Barnes, Alison Kate School of Industrial Relations & Organisational Behaviour UNSW. "'The centre cannot hold': resistance, accommodation and control in three Australian call centres." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2005. http://handle.unsw.edu.au/1959.4/22026.
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Drawing upon case studies of three organisations operating six call centres in Australia, this thesis explores the manifestations and interplay of employee resistance and accommodation in response to five facets of employer control: electronic monitoring; repetitious work; emotional control; the built environment; and workplace flexibility. Accommodation refers to the ways workers protect themselves from and adapt to the pressures that make up their day-to-day experiences of work. Accommodation, unlike resistance, which implies opposition to control, may superficially resemble consent to control. I argue that resistance and accommodation are not polar opposites; rather they are both reflections of the conflict and tensions that lie at the heart of the employment relationship. At the study sites, employees utilised resistance and accommodation both separately and concurrently. An explanation of these seemingly contradictory responses and of the links among accommodation individual resistance and collective resistance lies in the concept of ???self???. In this thesis, ???self??? refers to workers??? perceptions of fairness, dignity and autonomy. I examine how these notions frame worker discontent and promote employee solidarity. ???Everyday resistance???, a concept first developed by Scott (1985) in relation to peasant struggles, is employed to highlight the existence of subterranean struggles in workplaces that otherwise appear to be harmonious. At the study sites, everyday resistance was a multi-faceted, widely employed strategy whose strength lay primarily in its immediate impact. There was, however, no necessary sequential development from accommodation, through everyday resistance to overt, formal forms of conflict. What was evident was that multiple responses to employer control could co-exist and inhibit or promote one another. But it was through organised collective resistance that more formalised gains were made and widely held grievances addressed. I suggest that, although everyday resistance may lay the groundwork for more formal struggles, one should not conclude that traditional collective resistance is ???genuine??? resistance and everyday resistance is simply a second-best prelude to it. Although conflict is always present, its intensity differs. If we are to understand the complexity of worker responses to managerial control, we need to expand the theoretical frameworks within which we analyse and interpret conflict.
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Tse, Chi-tai Willie, and 謝志棣. "Developing a norm of organizational climate in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31264773.
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White, Janice M. "Are schools preparing students for the regional workforce? teacher and employer perspectives /." Connect to resource online, 2009. http://library2.sage.edu/archive/thesis/ED/2009baker_e.PDF.
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Thesis (E.Ed.)--The Sage Colleges, 2009.<br>"A Doctoral Research Project presented to Associate Professor Daniel Alemu, Doctoral Research Committee Chair, School of Education, The Sage Colleges." Suggested keywords: workforce preparation; perceptions of employers and teachers; 21st centuary knowledge; skills and abilities; proficiency of high school graduates. Includes bibliographical references:(p. 69-74).
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Collins, Robert. "Engineering graduate preparedness for the workplace employer assessments of outcome based education /." abstract and full text PDF (UNR users only), 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3339098.
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Swander, Carl Joseph. "Assessing the Differential Functioning of Items and Tests of a Polytomous Employee Attitude Survey." Thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/9863.
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Dimensions of a polytomous employee attitude survey were examined for the presence of differential item functioning (DIF) and differential test functioning (DTF) utilizing Raju, van der Linden, & Fleer's (1995) differential functioning of items and tests (DFIT) framework. Comparisons were made between managers and non-managers on the 'Management' dimension and between medical staff and nurse staff employees on both the 'Management' and 'Quality of Care and Service' dimensions. 2 out of 21 items from the manager/non-manager comparison were found to have significant DIF, supporting the generalizability of Lynch, Barnes-Farell, and Kulikowich (1998). No items from the medical staff/nurse staff comparisons were found to have DIF. The DTF results indicated that in two out of the three comparisons 1 item could be removed to create dimensions free from DTF. Based on the current findings implications and future research are discussed.<br>Master of Science
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Teixeira, Diogo Pereira. "Attitudes on the ethics of tax evasion : a survey of banking employees." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13278.
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Mestrado em Finanças<br>O principal objetivo deste trabalho é avaliar as atitudes dos funcionários da banca em relação à ética na evasão fiscal. O estudo da ética nos funcionários da banca é particularmente relevante, dado que, desde a crise de 2008, a confiança no setor ainda não foi totalmente recuperada, particularmente em Portugal, devido a vários casos recentes de falências e de pessoas que perderam as suas poupanças em virtude a más práticas bancárias.
De forma a abordar esta questão, foi construído um questionário, com base na literatura e em estudos anteriores, e aplicado a funcionários de uma instituição bancária que opera em Portugal. Este questionário aborda várias questões como ética fiscal, moral tributária, evasão fiscal e cumprimento fiscal, sendo a amostra constituída por 71 observações.
Os resultados apontam para a existência de um elevado nível de ética fiscal nos funcionários da banca. O estudo não permitiu constatar que as pessoas mais velhas apresentam um maior nível de ética relativamente à evasão fiscal. Por outro lado, as mulheres não apresentaram níveis mais elevados de ética fiscal do que os homens. Não foram encontradas diferenças entre pessoas religiosas e não religiosas em relação ao seu nível de ética fiscal.
De forma a ter uma imagem mais completa da ética fiscal no sistema bancário português, seria interessante alargar a amostra a nível nacional, com o acesso às respostas dos funcionários das maiores instituições bancárias em Portugal.<br>The main objective of this paper is to assess the attitudes of banking employees on the ethics of tax evasion. The study of the ethics on banking employees is particularly relevant,given
that, since the 2008 crisis, the confidence in the sector has not been fully recovered, particularly in Portugal, due to several recent cases of bankruptcy and people who have lost
their lifesavings due to malpractices in the banking industry.
To address this issue, a survey was designed, based on the tax ethics literature and previous studies, and administered to banking employees from a bank institution operating in Portugal.
The survey addresses several issues like tax ethics, tax morals, tax evasion and tax compliance and the sample obtained consisted of 71 observations.
The results point to the existence of a high level of tax ethics on banking employees. The study didn?t found older people to be more ethical in their attitudes towards tax evasion, while women did not present higher levels of tax evasion than men. There were not found differences on the ethics towards tax evasion between religious and non-religious people.
In order to construct a more complete picture of ethics in the Portuguese banking system, it would be interesting extending this survey at a national level with access to employees of the biggest bank institutions operating in Portugal.<br>info:eu-repo/semantics/publishedVersion
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Pernebrink, Linnea, and Azab Adam El. "Retailing in the digital age : A cross-sectional survey of employees' attitudes toward digitalization." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-156261.
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Digitalization is changing the world, and the retail industry is no exception. The new technologies are affecting retail in multiple ways to increase sales and customer satisfaction. This change is being observed in the physical stores as well as new online markets. The customers’ role in retail is increasing as self-service systems are taking over cashiers, and an increase in e-commerce websites begs the question if the digitalization is threatening the physical store and the number of employees. The worst case scenario being, digitalization rendering the physical stores obsolete. Managers and consumers have been the focus of previous studies, but little is known of how employees perceive the new forms of digitalization emerging in retail. This study examines front-line employees’ attitudes toward digitalization in the retail industry by answering the questions; what are the retail employees' attitudes toward digitalization? Do they differ depending on the industry? Which, if any, factors are affecting employees’ attitudes toward digitalization? This quantitative study has used a deductive approach to construct a cross-sectional survey. The survey has been used to answer the research questions, fulfill the studies purpose, and bridge the gap in research regarding employees’ attitudes. The results show that employees’ attitudes are somewhat positive toward digitalization, and evidence was found of multiple differences between the industries - employees’ attitudes toward digitalization being no exception. The study found that how useful employees perceive digitalization, their personal usage, and what industry they work in are factors affecting employees’ attitudes toward digitalization. This study can be used as a foundation for further study in multiple fields with a focus on retail employees and attitudes. The results of the study also have a practical contribution as it provides evidence of factors which could influence employees’ attitudes. This is of value for managers who can use the results of this study to better influence and manage the attitudes of employees.
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Maxwell, Carol Monica. "The Promotion and Marketing of Leadership Training: Implications for Practice." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368156.
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Leadership training has become increasingly popular since the latter part of the twentieth century, to the point where it is currently the highest form of non-industry specific workplace training. The number of programs on the internet offered to people in cross-sectional enterprises ranging from blue-collar manual labourers to white-collar executive exposed this popularity. It would seem from my research that employers and employees have developed an uncritical acceptance of the benefits of leadership training and that both parties hold high expectations for the outcome post-training. This research project highlights that these ideas are problematic because employees and employers have different expectations post leadership training. The initial focus of the research was to identify what led to the popularity of leadership training by focusing on why employers offer this form of training to their employees and what motivates employees to participate. Later, the emphasis moved to the expectations of both parties for the outcome following leadership training.<br>Thesis (PhD Doctorate)<br>Doctor of Philosophy (PhD)<br>School of Education and Professional Studies.<br>Arts, Education and Law<br>Full Text
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Lin, Chia-Chun. "Attitudes to work and computer training : a survey of older work trainees and Canterbury employers." Thesis, University of Canterbury. School of Educational Studies and Human Development, 2002. http://hdl.handle.net/10092/2135.
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The present research examined attitudes towards older workers, the ageing
workforce and computer training. The sample comprised 29 Canterbury employers
and 140 trainees from the Training Opportunities Programmes (TOPS) aged 19 to 69.
The Questionnaire survey of Canterbury Employers was designed to obtain
information about the impact an ageing workforce may have on businesses, the value
of older workers and the influence of computer training in the workplace, as this has
been seen as a significant issue in the employability of older workers. The
Questionnaire survey of TOPS Trainees was compiled to obtain information about
trainees' views on work and computer training. Both questionnaires were sent to the
participants by post.
Results indicated that Canterbury employers (N=29) did not envisage that
there would be a significant impact on their organisations in the short term as a result
of the ageing workforce, however, they expected positive influences of the ageing
workforce on their organisations. Responses also showed that Canterbury employers
valued the skills and attributes of their older workers and they were willing to provide
computer training courses that were job-related. Older workers are regarded as having
useful experiences, being loyal to the organisation, having low absenteeism and
having a strong work ethic.
Responses from TOPS trainees (N=140) were divided into two groups: the
older trainees (40 years of age and older) and the younger trainees (less than 40 years
old). 84% had previously been in full-time work. Older trainees had more work
experiences, primarily as either labourers or office workers. Findings indicated there
was no significant difference between older and younger trainees on the General
Health Questionnaire (GHQ-12) in terms of psychological health. On the Work
Aspect Preference Scale (WAPS), older and younger trainees differed significantly in
the Life Style, which measures the effect that employment might have on where and
how one lives, and Altruism, which measures a concern for assisting others. Although
older trainees were found to have less computer experience than younger trainees did,
they appeared to attend more computer training classes and generally had better
attitudes towards computers.
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Schroeder, Susan A. "A Survey of Employees of the United States Department of Agriculture's Animal Damage Control Program." DigitalCommons@USU, 1996. https://digitalcommons.usu.edu/etd/6475.
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This study examined the attitudes of employees of the United States Department of Agriculture's Animal Damage Control (ADC) Program. This research examined ADC employees' attitudes about wildlife, the ADC program and ADC employment, wildlife damage management methods, euthanasia and the killing process, and the role of various public and private groups on ADC policy. This study also applied the theory of organizational capture to the ADC program to test its utility in explaining the attitudes and behaviors of employees. Results were based on a survey of ADC employees conducted in January 1995.
Survey responses were analyzed to explore associations between employee attitudes and job type or time of service at ADC. Job type was found to be a better indicator of employee attitudes than time of service. Field and management employees tended to have more positive views of ADC and ADC employment compared with research employees. Respondents with different job types perceived different levels of effectiveness and humaneness for wildlife control methods. In general, field employees viewed lethal techniques as more effective and humane than research employees. Similarly, research employees reported nonlethal techniques to be more effective and humane than field employees. Finally, research employees felt that outside interest groups should have more influence on ADC practices than field and management employees felt they should.
ADC employees were found to have some characteristics indicative of organizational capture. They had a homogeneous client base, and were resistant to reaching out to nontraditional clients in the face of opposition from traditional clients. However, they were not deflected from the ADC mission. Because respondents indicated conformity to the ADC mission, ADC was found to be at most variably captured by its traditional farming and ranching clientele.
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Jones, Gregory Thornton. "Relational dimensions, communication satisfaction, gender, and position in superior-subordinate compliance-gaining communication." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1784.
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This study examined the relationship of managers' relational messages with employees' communication satisfaction, as well as compliance-gaining requests and participants gender in superior-subordinate communication.
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Alhassan, Joy Ukwo. "The relationship between employee perceptions of training, organisational commitment and their impact on turnover intentions: a survey of selected SMMEs in the Cape Metropole Area." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1728.
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Thesis (MTech(Human Resource Management)-- Cape Peninsula University of Technology, 2011<br>While the relationship between training and organisational commitment has to some extent been widely researched, most of the information available in literature is based on studies done in western countries. The aim of the study was to determine the relationship between the research variables of employee perceptions of training (measured by perceived availability of training, perceived supervisor support for training and perceived co-worker support for training) and organisational commitment (measured by affective and continuance commitment) an their impact on turnover intentions among employees of SMMEs within the hotel sector of the Cape Metropole area of the Western Cape Province of South Africa.A quantitative descriptive approach to research was adopted through the use of survey questionnaire to elicit relevant information from the respondents. In the absence of a sample frame (comprising only small hotels within the Cape Metropole area) and in order to meet the criteria laid down by the National Business Act for small business, non-probability judgemental sampling was deemed appropriate and was used to identify 10 SMME hotels to participate in this study. A total 127 respondents were drawn from across the 10 hotels. The research variables were measured using validated instruments from prior studies.
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Lu, Qiuying Sandy, and 呂秋莹. "Risk perception and secondhand smoke exposure: a survey on catering workers' health effect in Hong Kongafter smoke-free legislation, 2007." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B43085891.
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Farr, Jeanne Marie. "Moving beyond diversity by numbers : new approaches to fostering healthy intercultural climates in human services organizations supporting people with disabilities." Scholarly Commons, 2007. https://scholarlycommons.pacific.edu/uop_etds/668.
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The purpose of this research study was to foster improved intercultural communication and understanding in the studied organizations and to foster diversity related discussion in the Oregon developmental disabilities services industry. Research was conducted by collecting data from 16 human resource managers who work in human services organizations serving people with developmental disabilities. Through the use of an email survey and follow-up telephone interviews with a subgroup ofthe 16 participants, data were gathered regarding participant perspectives on their organizations' diversity initiatives and on their suggestions for effective diversity strategies. Specific areas of focus included: the benefits and barriers to workplace diversity and strategies to foster workplace diversity. The research produced a comprehensive set of strategies that focused on the following six areas: leadership commitment to diversity; organizational commitment to diversity; organizational commitment to diversity training; the modification of human resources practices to accommodate diverse cultural needs; the consideration of alternative service configurations and job descriptions to accommodate different cultural needs; and the development of a comprehensive community outreach program.
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Phoofolo, Selloane Tryzer. "Social factors influencing employee well-being." Thesis, 2008. http://hdl.handle.net/10210/656.
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The benefit of organizations that invest in the people who work for them has been shown in numerous academic publications. Some of these human capacity investments are amongst other the Employee Assistance Program. These programmes are designed to assist employees who in the course of their work encounter personal or interpersonal problems that may or may not influence the work environment. Departments can also make use of Employee Assistance Program (EAP’s) in their bid to offer help to employees. EAP is a program aimed at addressing quality of life and quality of work life of employees. When the mental, physical and emotional capacities are disturbed, the enthusiasm to work seems to decrease and hence economical implications are unavoidable. Good interpersonal relations, quality of supervision, improved working conditions in the workplace are important tasks that can contribute significantly to social factors influencing employee well-being. To make headway on these tasks, a study was conducted with the employees at the Department of Social Development, Germiston Office in Gauteng Province. The aim of this research study was to measure social factors influencing employee well-being at the Department of Social Development, Germiston. The objectives of the study were: • To draw up a profile of employee well-being at the Department of Social Development. • To review literature on social factors influencing employee well-being. • To select and prepare suitable instrumentation for the collection of quantitative data. • To analyze data and determine most suitable indicators of employee well-being. • Data will be interpreted for the purpose of drawing conclusions that reflect the interests, ideas and theories that initiated the inquiry. • To establish relationships between social factors and employees. • To draw conclusions and make recommendations. The findings of this study showed that the problems of the respondents that needed attention of the management are as follows: • Home language is an important determinant that can be associated with equality. English/Afrikaans respondents are less likely to be given equal opportunities to advance in their careers than African-language-speaking respondents. • Home language is an important determinant that can be associated with job satisfaction. African respondents are more likely to experience job satisfaction than English/Afrikaans respondents. • Home language is an important determinant that can be associated with expectation. African respondents are more optimistic about the future than the English/Afrikaans respondents. • Home language is an important determinant that can be associated with energy. English/Afrikaans-speaking respondents are less likely to enjoy the things that they are doing than African respondents. • Home language is an important determinant of that can be associated with responsibility. African respondents are more likely to get what they want if they work hard than English/Afrikaans respondents. There is statistically significant difference between family income of the respondents and energy. Family income is an important determinant that can be associated with energy. The respondents earning more than R6 000 or more per month are less likely to enjoy life than the respondents who are earning less than R5 999 per month. Home language is an important determinant of medical aid. English/Afrikaans respondents have a greater need for medical aid than African respondents. The study has shown that African employees at the organization are generally more contempt in their work than Afrikaans and English speaking employees. One can only speculate as to what may contribute to this marked difference in opinion. Environmental factors may be included in these findings. The study does show however that expectations and perceptions amongst various cultural groups of employees are different and that English and Afrikaans employees are less optimistic about the future than the African group. It is significant to note however that expectations regarding aspects such as access to a medical aid may contribute to a sense of well - being as well. It is important for management to conduct surveys which research how employees are feeling and what the morale is in an organization. The findings will help management in structuring a performance appraisal system, team building as well as developing career development programs and improving factors that have an impact on the well-being of the employees.<br>Dr. W. Roestenburg
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Neswiswi, Humbulani. "Employee attitude towards business ethics in the motor industry." Diss., 2014. http://hdl.handle.net/2263/44220.
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The aim of this study was to assess whether a relationship existed between an
employee’s attitude toward business ethics and the variables of age, race,
gender, level of education, position, tenure and place of work within the South
African Motor Industry. The study was conducted using a well-known research
instrument, the Attitude Toward Business Ethics Questionnaire (ATBEQ), in
order to be able to compare the results with previous studies.
The study did not find significant evidence to suggest that the above-mentioned
demographic variables were related to an employee’s attitude toward business
ethics barring for a few of the measured variables from the questionnaire. In its
findings, the study did not support most of the previous studies that have been
done in the field of attitude toward business ethics.
The suggested area for future research is to include a demographic of culture
and upbringing to assess the relationship between that variable and attitude
toward business ethics.<br>Dissertation (MBA)--University of Pretoria, 2014.<br>zkgibs2015<br>Gordon Institute of Business Science (GIBS)<br>Unrestricted
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Matsuda, Takeshi Ken. "Practicing Japanese-style management in the United States a study of Japanese-owned factories in New England /." 1994. http://catalog.hathitrust.org/api/volumes/oclc/34632496.html.
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Schumacher, Svenja Kristina. "Unraveling the minds of survey participants: A respondent-centered approach to understanding response behavior in employee attitude surveys." Doctoral thesis, 2020. https://repositorium.ub.uni-osnabrueck.de/handle/urn:nbn:de:gbv:700-202009183540.
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In the context of organizational development, surveys are important tools for learning about employees’ experiences in the organization. Organizational practice is faced with two main challenges to the successful implementation of surveys. First, the increasing use of surveys may lead to survey fatigue potentially negatively impacting employees’ motivation to engage in surveys. Second, survey results serve as a basis for strategic decision-making in organizations and thus need to be adequate for linkage research or benchmarking practices. The presented research aims to address these two challenges by taking a respondent-centered approach focusing on motivational and cognitive aspects of employees’ experiences while taking surveys. First, it introduces the new construct of survey experience as a respondent- centered criterion of successful survey design (Paper 1). A short-scale is theoretically developed based on user experience theory (Hassenzahl, Platz, Burmester, & Lehner, 2000) and empirically tested and validated in two studies. It, therefore, contributes to the understanding of survey design influences on participant’s motivational processes of survey response. Additionally, the short-scale equips practitioners with a reliable and economic lever to counter possible effects of survey fatigue by creating enjoyable and usable surveys tailored to specific target groups. Second, the presented research addresses cognitive and motivational aspects of survey processing and potential implications for the comparability of results. It, specifically, examines item-wording effects on response behavior on the example of intensifiers in Likert-type item stems of employee attitude surveys (Papers 2 and 3). It, further, considers the role of the organizational setting in determining employees’ response behavior (Krosnick, 1991) in the response process (Tourangeau & Rasinski, 1988) of employee attitude surveys (Paper 3). It, thereby, contributes to the understanding of employees’ response processes in this particular setting and provides practical advice for item-wording practices in organizations. Overall, the three papers bridge the previous literature by considering the survey itself, participants’ motivational and cognitive processes of survey response, and the survey setting in the context of employee attitude surveys together. The results of the presented research highlight the need for a contextual approach to researching and designing surveys that considers interactions between the survey, the participants, and the setting. It, thereby, contributes starting points to enable a more sophisticated approach to understanding survey response in employee attitude surveys.
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"An exploratory study of attitudes towards home-based telecommuting among personnel in the hi-tech corporations of Hong Kong." 2000. http://library.cuhk.edu.hk/record=b5890167.
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by Chou Hsin Yi, Samtani Lavina Santu.<br>Thesis (M.B.A.)--Chinese University of Hong Kong, 2000.<br>Includes bibliographical references (leaves 81-90).<br>ABSTRACT --- p.iii<br>TABLE OF CONTENTS --- p.iii<br>ACKNOWLEDGEMENTS --- p.v<br>Chapter CHAPTER I --- INTRODUCTION --- p.1<br>The Concept of Telecommuting --- p.1<br>"""Telecommuting"" and ""Teleworking""" --- p.1<br>"Definition of "" Telecommuting “" --- p.3<br>Driving Forces --- p.4<br>Who is a Telecommuter? --- p.6<br>Telecommuting in the Context of Hong Kong --- p.8<br>Methodology --- p.10<br>Chapter CHAPTER II --- TELECOMMUTING AS A PRACTICE --- p.13<br>Pervasive in Traditional and IT-Related Industries --- p.13<br>Successful Examples --- p.13<br>Nationwide Figures --- p.14<br>Actors and Driving Forces --- p.16<br>Individual Perspective --- p.16<br>Organizational Perspective --- p.19<br>Societal Perspective --- p.21<br>Not as Pervasive --- p.21<br>Chapter CHAPTER III --- MULTINATIONAL CORPORATIONS & LOCAL TELECOMS --- p.23<br>Background --- p.23<br>The Two Voices: Managers and Employees --- p.23<br>The Managers' Perspective --- p.24<br>The Employees' Perspective --- p.30<br>The Other Two Voices： Men and Women --- p.35<br>Synopsis --- p.38<br>Chapter CHAPTER IV --- INTERNET STARTUPS --- p.40<br>Background --- p.40<br>The Two Voices: Managers and Employees --- p.41<br>The Managers' Perspective --- p.41<br>The Employees' Perspective --- p.41<br>The Other Two Voices: Men and Women --- p.47<br>Synposis --- p.52<br>Chapter CHAPTER V --- SELF-EMPLOYED ENTREPRENEURS --- p.54<br>A Commercial Software Consultant --- p.55<br>Technical Director at InstruX.com.hk --- p.55<br>Synopsis --- p.58<br>Chapter CHAPTER VI --- DISCUSSION --- p.60<br>Type of Organisation --- p.62<br>The Notion of Teamwork --- p.62<br>Relationship Between Managers and Employees --- p.63<br>Job-Related Perceptions --- p.66<br>Gender-Related Perceptions --- p.65<br>The Connection Between Work and Non-Work Domains --- p.67<br>The Role of Technology --- p.69<br>The Role of Relationships --- p.70<br>Concluding Remarks --- p.71<br>Food For Thought --- p.75<br>APPENDIX --- p.76<br>BIBLIOGRAPHY --- p.81
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Kaur, Harjeet. "The impact of human resource factors on employee attitudes and environmental performance in a sample of Malaysian ISO 14001 EMS certified companies." 2008. http://arrow.unisa.edu.au/vital/access/manager/Repository/unisa:36459.
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Despite the considerable existing body of academic literature, increasing employee motivation for environmental endeavors continues to be poorly understood. Recently Govindarajulu and Daily (2004) presented a comprehensive theoretical framework for environmental performance by looking at the crucial employer and employee factors affecting environmental performance. The authors identified management commitment, employee empowerment, feedback and review, and rewards as key human resource (HR) factors in increasing employee motivation for enhanced environmental performance. However, no published studies to date have empirically validated the framework. Therefore, one purpose of this dissertation is to address this void. Additionally, job satisfaction and organizational commitment were proposed as mediators in the relationship between the HR factors and environmental performance.
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Albritton, Felix Reginald Ebener Deborah J. "A comparative analysis of business majors' attitudes toward disability, job applicant disability status, and the placeability of persons with disabilities." Diss., 2005. http://etd.lib.fsu.edu/theses/available/etd-07112005-142010.
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Thesis (Ph. D.)--Florida State University, 2005.<br>Advisor: Dr. Deborah J. Ebener, Florida State University, College of Education, Dept. of Childhood Education, Reading, and Disability Services. Title and description from dissertation home page (viewed Sept. 23, 2005). Document formatted into pages; contains xiii, 114 pages. Includes bibliographical references.
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Stainbank, L. J. (Lesley June) 1953. "Employers' and public accountants' attitudes towards employee reporting in South Africa." Thesis, 2000. http://hdl.handle.net/10500/16100.
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The traditional focus of financial reporting has been on meeting the needs of investors and creditors. However, meeting the needs of other users of financial reports, particularly the employees, cannot be ignored. Employee reporting has therefore evolved as a form of reporting which meets the needs of employees for information about the enterprise for which they work. In South Africa, this is a particularly pertinent topic as a result of recent developments which highlight the need to provide other users with information and emphasize the rights
of employees. Furthermore, companies in South Africa are producing employee reports although there is no guidance by any regulatory bodies as to the form and contents of such reports. This study examines the
desirability of employee reporting in South Africa with emphasis on the theoretical background to
the subject, and the attitudes of employers and public accountants towards the desirability of
employee reporting, its form and contents, and public accountant involvement with published
employee reports.
After analysis, it was concluded:
(1) There is a need for employee reporting.
(2) Although the average response provided support for a separate employee report issued
annually as the most desirable form of employee reporting, employers preferred regular
meetings as the form of employee reporting.
(3) Public accountant involvement with published employee reports is undesirable.
(4) More research is needed.
These conclusions support the following recommendations.
(1) SAICA should show support for the disclosures required by The King report on corporate
governance.
(2) SAICA should re-instate the Employee Report Award.
(3) The communication role of employee reporting should be emphasized.
(4) There should be no regulatory interference with the form of employee reporting at the
moment.<br>Financial Accounting<br>D. Comm. (Accounting)
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Osborn, Anthony. "Public school teacher attrition and organizational health: a comparative study." Thesis, 2006. http://hdl.handle.net/2152/2597.
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"Work satisfaction among nurses in selected Botswana hospitals." Thesis, 2012. http://hdl.handle.net/10210/5558.
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M.Cur.<br>The overall objective of this study is to measure the level of work satisfaction among nurses at Athlone, Lobatse Mental and Scottish Livingstone hospitals, and develop guidelines for the nursing service manager to facilitate work satisfaction. The nursing service manager is responsible and accountable for quality personnel management. Personnel management involves the adequate provision and utilisation of personnel as well as the retention and development of personnel. In view of existing problems such as high turnover rates, too much work and the public's concerns about the standard of nursing, there is need to regularly evaluate the level of work satisfaction among nurses. Hence the study address the formulation of guidelines for the nursing service manager to facilitate work satisfaction and empower nurses. Emanating from the above the following questions are relevant: What is the level of work satisfaction among nurses in the three government hospitals ? What measures need to be put in place in order to increase work satisfaction among nurses ?
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Abukhait, Rawan. "The impact of employee perceptions of organizational work environment and job satisfaction on innovative climate." Thesis, 2012. http://handle.uws.edu.au:8081/1959.7/518533.
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This study investigates the relationship between three variables: the organizational work environment; job satisfaction; and innovative climate. The study proposes that the innovative climate is an outcome of a positive relationship between job satisfaction and organizational work environment. A model was developed based on the literature review and on the motivation theories. In this model, organizational work environment contained the learning environment and the support environment. While job satisfaction consisted of job content, career development, salary and work hours. The aim of proposing a model was to come up with a final study model that suggests factors impacts the innovative climate in the telecommunication industry in Jordan/Amman. The obtained data from the conducted interviews modified and expanded the proposed model leading to model two. Additional factors emerged as new findings as shown below: Organizational work environment, which included: Learning environment: consisted of learning, training, and rotation. Support environment: contained physical work environment and psychological work environment, which in turn incorporated communication and encouragement. Organizational working structure: included policy, progression and monitoring plans, process, communication, leadership style, flexible working hours, transparency, and delegation. Job satisfaction, which included: rewards and compensations; culture; routine; teamwork; headcounts; job content; and recruitment. All emerging factors are proposed to create a positive innovative climate. Model two was tested to answer the research questions and to come up with the final study model. The study was applied in the Jordanian context focusing on the telecommunication sector. Two companies were examined. A comparative approach was conducted between managers that are at the same managerial level. The approach was taken to understand what were the most important factors according their views. The methodology in this study adopted a mixed method approach. Data collection was conducted in three stages. Stage one involved the application of semi-structured interviews with 21 participants, including directors, managers, and supervisors. Findings from the interviews and observations aided in the survey development and model refinement. Stage two was the distribution of the survey which resulted in 304 completed filled surveys. In addition, observation took place during the data collection process. Stage three was triangulating the data obtained from the analysis of the interviews, survey analysis (correlation, frequency distribution, and regression) and observation done in stage one and two. The above lead to the final research model designated the innovative climate model. This model expands the current understanding of innovative climate by adding new groups of factors in the areas of job satisfaction, organizational work environment personal behaviour. The model has been validated through empirical research in Jordanian telecommunication organizations.
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Lombard-Sims, Danielle. "Applicant Reactions to Structuring the Selection Interview." Thesis, 2013. http://hdl.handle.net/1805/3423.
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Indiana University-Purdue University Indianapolis (IUPUI)<br>Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and
acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.