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1
Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.
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The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
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Maagaf, Aziza. "Employee involvement and participation in Libyan oil Companies." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509837.
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This thesis provides an examination of the theory and practice of Employee Involvement and Participation in the Libyan context. It consists of three case studies of multinational oil companies operating in Libya. Additionally, a detailed discussion is also provided about the Libyan oil regulatory agency - the National Oil Corporation (NOC) - and its influence on multinational oil companies operating in Libya. The empirical work involved, interviews with management and employees and a survey of employees as the main data collection tools within the three companies, and analysis of corporate documents. The results suggest that the three multinational companies i.e. Italian Eni-Gas, German Wintershall, and British Expro, share a similar approach to Employee Involvement and Participation, exhibiting popular downward communication, weak upward problem-solving techniques, and a lack of financial participation and nominated representative participation. Most of the similarities among these case studies are attributed to the strong influence of the NOC. Various differences were also observed in many respects, being explained by contextual factors such as technology, the style of management, and some small influence from the parent foreign company. This study also suggests that employee participation in decision-making is generally at the infonnative level, with consultation featuring at the bottom of ladder. The scope of EIP programmes was found to be tactical rather than strategic. Due to 'spiritless' initiatives of EIP programmes, their implementation was largely in the hands of individual managers. The effects of employee involvement and participation were also varied such as high levels of commitment, organisational performance and improve employee attitudes. It was confirmed that employee trust in their nominated representatives was minimal, and that more trust was placed in managers.
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Nuttall, P. A. "Understanding 'empowerment' : a study in a manufacturing company." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246150.
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Roustaei, Simin. "An Employee Participation Change Project and Its Impact on the Organization: a Case Study." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc503900/.
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The purpose of this study was to document and assess the consequences of implementing employee involvement in a manufacturing setting. Using a quasi-experimental design, the study utilized information from various sources of data including archives, interview, and questionnaire data for a three to four year period. Time series comparisons were used. The results indicated that production increased initially, but then dropped back to original level. Quality of products increased and continued to improve gradually. The highest rate of improvement was observed in safety. An attempt was made to measure current level of commitment at the plant but was unsuccessful due to a low return rate of questionnaires. Overall, data collected partially support the hypotheses. Implications for further research and practice are discussed.
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Stanford, Jane Herring. "Measuring the Implementation of Employee Involvement in the Maquiladora Industry : A Matched-pairs Analysis of United States Parent Companies and Their Mexican Subsidiaries." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278521/.
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Participative management practices between United States parent companies in the maquiladora industry and their Mexico assembly plants were investigated for this study. It was hypothesized that managers of parent maquiladora companies in the United States encouraged greater levels of worker participation than did expatriate managers in Mexican subsidiaries. However, the findings of this study indicate that expatriate managers in a number of the Mexico subsidiaries are currently implementing employee involvement approaches. In some instances, highly participative team-based approaches are being used.
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Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.
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This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation.
Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured.
Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.Ph. D.
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Suter, Jane Elizabeth. "Informal and formal employee involvement and participation (EIP) in the hospitality industry : A contingency perspective." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500471.
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Evans, Claire. "The impact of employee participation and involvement initiatives on levels of trust in four manufacturing firms." Thesis, Cardiff University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.439460.
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Theories of high commitment management (HCM) ascribe a central role to high trust relationships between management and labour if organisations are to achieve high performance (Legge, 2005; Appelbaum et al, 2000). However, such relations are difficult to achieve within the capitalist employment relationship, particularly so within liberal market economies such as the UK (Godard, 2002; Hall and Soskice, 2001). Employee involvement (EI) and participation initiatives potentially constitute a principal mechanism through which trust may be achieved, although wider evidence suggests that desired performance improvements may only accrue where participation is'meaningful' (Delbridge and Whitfield, 2001). Conversely, EI can be used to intensify the work process and achieve tighter control, although whether this is done through managerial 'commission' or 'omission' remains open to debate. This study sought to explore these questions. The critical realist paradigm was deemed to be the most appropriate methodological approach, and a'firm-insector' approach was applied. This facilitated investigation of meso-level, as well as macro-level, effects on enterpriselevel processes and outcomes. Four manufacturing plants, drawn from the pharmaceuticals and automotive components sectors, constituted the units of analysis. It was postulated that the pharmaceuticals sector might constitute a more conducive environment in which to cultivate trust. Conversely, it was averred that the encroachment of the 'customer' into the management of the employment relationship within the components supply business might encourage a control orientation. In keeping with a general predilection of British management, it was found that 'genuine' trust existed in none of the organisations at the time of the fieldwork (Thompson, 2003; Claydon, 1998). Management sought to (or had done so) substitute 'meaningless' EI for collective organisation. However, at two of the plants, employees reported previous instances where trust had existed. Significantly, this was not confined to the pharmaceutical sector. This facilitated identification of the antecedent conditions necessary for trust to develop, namely a value orientation on the part of senior management, strong organisational performance, effective trade unionism and participative, 'informal' management styles.
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Beirne, Martin J. "Social paradox and 'user-involvement' : a critical study of employee participation in the design of computing systems." Thesis, University of the West of Scotland, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278911.
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Gtansh, Abdussalam. "The influence of national and organizational culture on employee involvement and participation (EIP) : a cross-cultural study." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3281/.
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In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.
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Sarvanidis, Sofoklis. "The implementation of information and consultation of employees regulations in Great Britain." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.527136.
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The thesis focuses on the impact of the EU Directive (2002/14/EC), which was incorporated into UK employment law, with its phased implementation starting on 6th April 2005. The empirical evidence is based on a survey and predominantly on case-study research that involved interviews with: managers, employees and trade union representatives, together with the collection of relevant documentary evidence. The empirical findings, especially for the non-unionised sector, indicate that the reflexive nature of the Information and Consultation of Employees (ICE) Regulations has mainly stimulated the development of organisation-specific or tailor-made information and consultation arrangements, which minimally comply with the legislative provisions. Moreover, the development of such arrangements is primarily based on the ad hoc momentum that is generated by business pressures (i.e. collective redundancies, transfer of undertakings etc) and can be viewed as reflecting the conceptual framework of legislatively prompted voluntarism. The ICE Directive is aimed at bringing a consistency to the establishment of basic and standard information and consultation arrangements across the workplaces in Great Britain. Subsequently, it should promote the harmonisation of employee participation practices amongst the UK and other EU countries, as it has the goal of ensuring that there is a minimum floor of rights in relation to information sharing and consultation with employees. Nevertheless, the Europeanisation of British industrial relations cannot instantly take place through the adoption of such EU directives. With regard to this research endeavour, it emerges that the extant national idiosyncrasies cannot be substantially altered, whilst business pressures and employers’ goodwill continue to be key drivers in the development of employee participation and consultation arrangements in Great Britain, albeit within the newly adopted legislative and statutory framework.
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Rengura, Demetrius Kativa. "Exploring staff involvement in an organization development intervention in a school in the Kavango region, Namibia: a case study." Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003424.
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Since independence, the Namibian education system has experienced a process of transformation from authoritarianism to democratisation. The philosophy underpinning this process is spelt out in the policy, Toward Education for All, with its four major goals being: Access, Equity, Quality and Democracy. Democratisation of education would mean that people would be equally involved in decision‐making processes both at the system and organizational level, so as to contribute collectively to shaping the destiny of education in Namibia. This would mean at the school level of an organization, that teachers are the facilitators of democracy and agents of change in the learning organization environment. To strengthen democracy and empower people’s participation in the decision‐making process, Namibia further adopted a decentralization policy which involved the devolution of power and administrative functions from central government to regional authorities. In the context of this policy framework, schools should take responsibility to introduce and manage change in their organizations. However, evidence suggests that schools have been slow to take up the challenge and that change is largely still initiated by regional officials. This study looks at how organisation development (OD) may play a role in encouraging a mindset where change may be initiated by the organisation itself. OD is a planned change strategy based on normative re‐educative and empirical rational strategies implemented systematically. OD is participant driven, involving a series of activities that move the organization to a preferred future. It focuses on human behaviour and organizational change through staff participation practising a bottom‐up rather than top‐down approach. This study reports on an OD intervention in a rural school east of Rundu, in the Kavango Educational region of Namibia. The study aimed at exploring staff involvement in an OD intervention and probed participants’ perceptions and experiences of the process. The study is an action research case study located within the interpretive and critical paradigms. Observation and semi‐structured interviews were the main data‐collection tools used in the study. In its preliminary investigation the study found that a lack of staff involvement in decisionmaking processes and participation in meetings were the major factors that were perceived to retard the effectiveness of the organization. The study further found that the authoritative style of leadership in the school contributed to the lack of cooperation and participation of staff members. In contrast, the staff responded positively to the OD intervention. Participants embraced OD as a democratic approach to change as it made a meaningful impact on their understanding and conception of organization change. The intervention further empowered participants with new skills and knowledge of initiating change and problem‐solving. Apart from that, the intervention provided a possible short‐term outcome that encouraged participants to adopt and apply OD in the future, without underestimating the difficulties associated with the process.
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Šilakauskaitė, Renata. "Darbuotojų dalyvavimas "N" gydymo įstaigos valdyme." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060612_200319-60582.
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Participation of employees in management of an institution is an important determinant of organization activity effectiveness, quality development, satisfaction of employees at work, generation and realization of new ideas. There are no researches performed in Lithuanian institutions, which would analyse participation of employees in decision-making on managerial issues of an organization.
Aim of the study: to analyse participation of employees in management of a hospital. There are two objectives to succeed in this aim:
1) to examine managers attitude towards recent participation of employees in management of a hospital;
2) to compare participation of physicians and nurses in the management of a hospital.
Methods of the research: questionnaire and comparative analysis. During the research 300 questionnaires were distributed, 206 of them were returned (26 percent of all physicians, 28 percent of all nurses and 38 percent of all nurse’s assistants were questioned). The data was processed and analysed using statistical package SPSS 9.0. Hypotheses were checked using χ2, Wilkinson, Freedman, Man-Witney, Z criterions.
Results: it was settled that an input of employees, who participated in the research, to the decision-making on managerial issues of the institution is insufficient. Only 23,2 percents of employees were involved in discussions about the projects implemented in the hospital. Employees should and could be more active. Almost all questioned managers are positive... [to full text]
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Dadmehr, Navid, and Johan Meuller. "Förändringsarbete i offentlig verksamhet : En kvalitativ studie av medarbetares upplevelser." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35491.
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Syftet med denna studie är att undersöka hur medarbetare upplevde processen under implementeringen av ett nyligen infört löne- och personalsystem. Författarna till studien har valt en kvalitativ metod för att utforska empirin och ställa den i relation till tidigare forskning. Datainsamlingen skedde i form av intervjuer med sex lönekonsulter. Studien utgår ifrån fyra utvalda teman, hämtade från tidgare forksning vilka är kommunikation, motstånd, stress och delaktighet. I resultatet framhålls det som framträtt under intervjuerna grundat i de utvalda temana. Det visade sig att förändringen innebar mycket stress och en hög arbetsbelastning. Tidsbrist, kommunikationsbrist och kunskapsbrist framträdde också som tre huvudsakliga faktorer. Dessutom visar resultatet att förändringsprocessen är påverkad av de lagar och regler som styr organisationen. Studien avslutas med en sammanfattning av det som framträtt i resultatet och diskussionen. Ledningen bör finna strategier för att kommunicera förändringen till medarbetarna. Ledningen bör också se förändringen som en möjlighet istället för ett krav för att främja lärandet och motivera medarbetarna.The aim of this thesis is to investigate employees experiences of the process during the implementation of a newly introduced personnel- and salary system. The authors of this study have chosen a qualitative method in order to explore the empirics and connect this to previous research. The data collection method used was interviews with six salary consultants. This study is based on four themes that were chosen based on prevoius research which are communication, resistance, stress and participation. In the results the information from the respondents are presented, based on the four themes. It was shown that the change caused a lot of stress and a high workload. Lack of time, lack of communication and lack of knowledge were three other main factors that were shown. The results also demonstrate that the change process is affected by the law that controls the organization. Lastly a conclusion is made based on the results and the discussion. The managers should find strategies to communicate change to the employees. The managers shouls also see the change as a possibility instead of a demand in order to promote employees learning and motivation.
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Abu, El-Ella Nagwan. "Employee involvement in open innovation." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2015. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-172362.
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This dissertation consists of three independent studies - two empirical studies and one literature review - that examine different issues regarding the involvement of employees in innovation within the growing open innovation environment. In particular, I focus on the different facets and vital enablers that influence involving the general workforce in innovation, among which trust plays a critical role for their active involvement and their decision to contribute to innovation. In the first study, the focus is on a powerful set of enablers of high involvement innovation, namely; the new corporate web technologies, and their role in accelerating a wider base of collective innovation. The second study then examines the involvement of a very specialized category of the workforce in innovation which is the highly qualified external workforce. Those employees represent a rich yet underexplored resource of employee innovation. Finally, in the third study, I focus on exploring the different roles played by innovation intermediaries and argue that intermediaries could take a more active role in open innovation, through proposing the ‘trust incubator’ role. New insights coming from this thesis advance the current discussion of actively and effectively involving employees in innovation, as well as uncover important and current related issues and allow us to draw conclusions that are useful for both research and practice.
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Jayawardana, Ananda Karuna Liyana, and n/a. "Sustaining employee involvement in a developing country." University of Canberra. Business & Government, 2004. http://erl.canberra.edu.au./public/adt-AUC20050719.125732.
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The thesis examines the factors influencing the sustainability of employee involvement
strategies in the Sri Lankan manufacturing sector. Applying the psychological contract
perspective, the researcher attempts to explore how employee involvement strategies are
sustained at the factory floor level. More specifically, the attempt is to understand the
involved behaviour of employee in the perspectives of a relational as well as a transactional
psychological contract. The empirical evidence is drawn from three case studies in to
consumer products, tobacco products and garment manufacturing in Sri Lanka.
The thesis highlights several key findings relating to the process of sustaining employee
involvement strategies in Sri Lankan manufacturing firms. First, the existence of a
psychological contract in the form of a relational contract supports the sustenance of
employee involvement strategies. Second, the social exchange process that produces the
relational contract in an employer-employee setting draws from situational factors such as the
supportive climate created by employer and employee development programmes and the
psychological factors, such as work values, job involvement, and commitment of the
employee to organization. Third important factor: the trust placed in the organization by the
employee develops exchange relationships with the organization, managers and fellow
employees leading to a relational psychological contract, which results in the sustenance of
outcomes of employee involvement. Some confirming evidence for the third factor could be
drawn from situations where a break down of trust prompts a violation of the psychological
contract. In such situations, the relational contract is transformed into a transactional contract
resulting in the failure of employee involvement process. Finally, the thesis finds little
evidence to support the view that moving down power, information, knowledge and skills and
rewards to the frontline employees alone are sufficient to sustain an employee involvement
process.
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Aminudin, Norsiah. "Attitudes towards employee involvement : gender differences and similarities." Thesis, University of Strathclyde, 2007. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21667.
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Employee involvement (EI) has been the focus of considerable research on the management of people in organizations, particularly on whether EI results in improved employee attitudes and behaviours, and in turn company performance. Although EI trends have continued to interest academics and practitioners and are well documented in literature, the literature is relatively silent on studying EI schemes in relation to gender. This thesis intends to reconcile this gap by examining differences between the attitudes of men and women towards EI programmes. A second feature of this research is its focus on a non-western context. This is important both in examining the issue of gender in attitudes towards EI, and expanding the cross-cultural validity of mainly western-oriented research in the broader area of employee participation. Given the above issues and the limited empirical evidence in the context of non-western cultures, the current study sought to explore the attitudes towards EI in a Malaysian context. Quality Circles (QC) and Employee Share Ownership Schemes (ESOS) were the focus of the current study of EI. The general aim was to understand the relationship between EI and employees' organizational commitment and the effects of gender, degree of participation, and management support within a Malaysian context. Both quantitative and qualitative research approaches were used in a mixed methods study. In the first stage,a survey questionnaire gathered data on employee attitudes from 217 respondents in three Malaysian public utility companies. This data was used to test a series of hypotheses regarding the relationships between attitudes to the EI programmes and organizational commitment, as well as the effects of gender, participation in programmes, and supervisory support. A second qualitative stage used semi structured interviews with management and focus groups with employees to explore further the gender dimension and identify both differences and similarities in the treatment of women at work and their experiences with EI. The research found that there were no significant differences in the attitudes of men and women towards EI schemes; nor were there any gender differences in wider work related attitudes including organizational commitment, job satisfaction and attitudes towards management. Men, however, were still more negative in their general attitudes about women and work. The qualitative phase suggested that Malaysian organizations need a more democratic culture and better support from superiors in order to make EI schemes successful. It was also found that the practices of Malaysian organizations mirrored the issues of stereotyping and lack of opportunities available to women as compared to those of men, which are found in western literature. Overall, the findings of the study served to enrich the EI literature, particularly with respect to the treatment of women, and offered valuable guidelines for non-western organizations seeking to improve the implementation of EI schemes.
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Fenton-O'Creevy, Mark Paul. "Employee involvement and the middle manager : a multi-level, cross-company study of their role in the effectiveness of employee involvement initiatives." Thesis, London Business School (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243791.
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King, Jennifer Marie. "Employee participation in organizationally-maintained knowledge sharing activities." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq62883.pdf.
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Cable, John. "Employee participation and enterprise performance : an economic analysis." Thesis, University of Warwick, 1986. http://wrap.warwick.ac.uk/34798/.
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This study investigates the relationship between employee participation in decision-making within production enterprises and their economic performance. Alternative forms of employee involvement such as profit sharing and employee ownership are also considered. A theoretical framework is developed in which the firm's structural and performance characteristics are seen as the outcome of a strategic game in which employers and workers can either seek to impose unilateral control or cooperate to maximise joint welfare. Two new theoretical insights are gained. The first is that a latent 'prisoners dilemma' may be inhibiting more widespread adoption of participatory production. The second involves an important distinction between two conceptually separate ways in which the hypothesized participation-performance relationship might operate. Problems of measuring the key, participation variable in empirical work are raised and solved. A test procedure is devised and applied to arbitrarily-weighted participation indexes of the kind used in previous econometric work. In all cases tested the indices are found to rest on unacceptably restrictive assumptions. This calls into question previous results and appears to present a barrier to further work. However alternative, Guttman scales of participation are proposed anfound statistically valid for samples of firms in the West German and UK engineering industries. Incidentally these tests provide support for an existing hypothesis in the literature concerning the pattern of development of participation within the firm. When applied to subsamples of participatory and non-participatory firms in the West German database, significance tests of subsample means and discriminant analysis reveal no statistically significant differences in productivity. However significant differences in technology and labour-force characteristics are found, in particular indicating greater human capital development in participatory firms. OLS and 2SLS estimates of augumented production functions in general confirm these results. Implications for public policy measures to promote greater industrial democracy and profit-sharing are briefly considered.
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Yavasi, Mahmut. "Employee participation and board structures in the EU." Thesis, University of Leeds, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.405918.
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Calongne, Lisa J. "Self-efficacy for employee participation: an exploratory investigation." Diss., Virginia Tech, 1995. http://hdl.handle.net/10919/39145.
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This study explores self-efficacy as an explanation for individual differences in participation in a manufacturing organization with a structured participation program. Participation covers three distinct dimensions of behavior: (1) decision-making pertaining to tasks, (2) good citizenship in the form of extra effort and helping others, and (3) contributing to improvement in work processes. Self-efficacy refers to an individual's belief that he/she can successfully perform an activity in a specific situation. The project was based on an action research design in which the first phase examined the dimensionality of participation self-efficacy, the relationship between participation self-efficacy and actual ratings of participation, and the relationship between perceptions of situational factors and self-efficacy. Exploratory factor analysis found preliminary support for the three proposed dimensions of participation self-efficacy and also for a fourth communication dimension. Weak (e.g., r=.27) and non-significant correlations were found between self-efficacy and actual participation ratings. Situational factors were examined as perceptions of barriers which were proposed to be inversely related to self-efficacy. As expected, negative correlations (ranging from -.28 to -.45) were found between perceptions of situational factors and participation self-efficacy. Phase two of the project evaluated a critical thinking training program designed to increase employee participation. A Pre-test Post-test! Nonequivalent control group design was used to study the influence of training on learning self-efficacy and participation self-efficacy. ANOYA and ANCOVA found no significant differences in post-training self-efficacy between the trained group and the control group.Ph. D.
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Rijke, Juanita Jean de. "Citizen participation and democratic involvement : the case of parental involvement in schools." Thesis, University of Exeter, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426154.
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Brengesjö, Ellen, and Eveline Eskengren. "Time to Involve : Employee Involvement in CSR Activities - A Qualitative Study Investigating Contributors to Involvement in CSR among Employees." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48811.
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In recent years, the concept of Corporate Social Responsibility (CSR) has been widely studied. Scholars agree that employee involvement is crucial for successful implementation of CSR, however complexities exist as employee involvement in CSR is not always evident in organisations. While existing literature commonly address the importance of employee involvement, it seldomly devote attention to what factors affect this involvement and as such, does not focus of why certain factors are brought up. Moreover, as employees are key stakeholders in organisations, there is a need of including their voice to contribute with valuable insights to the field. The purpose of this study is first to examine what factors contribute to employee involvement in CSR activities, followed by the second aim of understanding why these factors are considered important with regard to employee involvement. As the nature of the study is qualitative, an interpretivist design is applied, with four companies acting as foundation for data. Primary data is collected through semi-structured interviews with the use of open-ended questions. A thematic approach is applied for analysing data. The empirical findings reveal five factors contributing to employee involvement in CSR and why those factors are important. These are (1) Coordination, as it helps provide clear guidelines anchored in deeper purposes, (2) Conditions, since varying tools enable those guidelines to be implemented, (3) Communication, because it allows employees to learn and be updated regarding CSR, (4) Concretisation of actions, by making CSR visible and easier to apply, and finally, (5) Community, since it fosters the mindset of shared responsibility and solidarity. These findings are visually presented in Figure 2 - The 5C-Model for Employee Involvement in CSR.
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Yu, Jia. "An examination on the employee participation system in China." Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2138653.
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Neal, Heather A. "Barriers to employee participation in wellness/health promotion programming." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164843.
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A major goal when conducting worksite health promotion activities is to reach a high percentage of employees. Participation rates vary, especially between blue and white-collar workers. This study investigated perceived barriers to participation in both participants and non-participants, as identified by Support, Professional and Auxiliary Service employees (which include blue and white-collar) at Ball Memorial Hospital in Muncie Indiana. A questionnaire was sent through interoffice mail to a random sample of employees. It included five barrier categories: perceived physical barriers, lack of perceived self-efficacy, perceived psychological barriers, convenience factors and presence of social support. The categories were subjected to an F test and results in 3 of the 5 supported the research hypothesis that there would be a significant difference in the perceived participation barrier scores. For four of the five barrier categories the mean value was highest for Professional Service employees.Fisher Institute for Wellness and Gerontology
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McKelvey, Claire. "Methods for enabling collective employee participation in strategic change." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80476.
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top and senior-level leadership, in the development and implementation of strategic change within organisations. In addition, strategic change research also tends to focus on the methods for enabling individual preparation and commitment to strategic change initiatives. Little is therefore known about the methods that enable collective employee participation in strategic change. In a business environment that is increasingly dynamic, complex and unpredictable, the collective participation of employees in strategic change presents an opportunity to increase the effective delivery of strategic change and enhance an organisation’s ability to adapt to and compete in this fast-moving world.
Research evidence recommends that employee participation in strategic change needs to be embedded in dialogical or social mechanisms, supported by organisational behaviours that endorse interpersonal relationships that are founded on psychological safety and the value of diverse contribution. Within this context, this study explored the nature of methods utilised within organisations to enable collective employee participation in strategic change and gained a deeper understanding of the factors that influenced their application and resulting effectiveness.
Through this qualitative study, semi-structured interviews were conducted with 13 research participants who were members of organisations, working within various roles that required decision-making capability around the methods utilised for strategic change implementation. Valuable insights were obtained from the study through instances where organisations had adopted a participative approach to strategic change using dialogical mechanisms and behaviours that supported, or were being shaped to support, the presence of supporting interpersonal relationships. Organisations within the sample that demonstrated an absence or partial use of a participative approach also provided important insights to this study, especially with regards to the barriers that prevented the use of this approach. The study was able to gain insights into the more immediate benefits of a participative approach, but due to the nature of the study, could not establish direct evidence that confirmed longer-term strategic results of strategic adaptability.
This study makes a humble contribution to literature by providing a view of the current nature and utilisation of methods for enabling collective employee participation in strategic change within the current dynamic environment and provides evidence that supports the use of dialogical mechanisms, founded on quality relationships for the effective implementation of this approach.Mini Dissertation (MPhil)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
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Lee, Rosemarie. "Perceptions of Stress: Employee Participation in a Yoga Class." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4385.
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Abstract
Employees experience workplace stress that can affect their health resulting in chronic diseases such as diabetes, stress, hypertension, and cardiovascular diseases. Stress also contributes to staff presentism, absenteeism, and high turnover rate. The employee wellness program (EWP) yoga class at a metropolitan teaching hospital has not been evaluated for its effectiveness in employee stress reduction and improvement in employee health. The practice focus question for this project explored employees' perception of the impact of a metropolitan teaching hospital's EWP yoga class on their stress reduction and health promotion activities. The theoretical framework for this project is Lazarus' transactional model of stress and coping. This model suggests that individuals assess the stressor and find strategies for coping with the stress as it relates to them and their environment. The evidence that guided this project included a comprehensive literature review and the analysis of data retrieved from semi structured interviews with 20 participants in the yoga class who responded to an open invitation. Audiotaped interviews with the participants were analyzed and coded for common themes and revealed that participating in the EWP yoga program helped to reduce their perceived stress and improve their mental and physical well-being. The findings of this project were used to inform organizational leadership and may provide opportunities to evaluate the current yoga program regarding employee stress reduction, improving healthy activities, expansion of the program to other work sites within the organization, maintaining a healthy workforce, and reducing health care costs.
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Lester, Daliwonga Byron. "Employee participation in decision making in the mining sector." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4276.
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Magister Philosophiae - MPhilThe main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts to determine the efficacy of the current statutorily protected channels for employee participation in the mining sector against the backdrop of prevalent theories on employee participation. Although many labour law authors have commented on the role of workplace forums in South Africa, the relative advantages of workplace forums have not been analysed through the lens of the theories on employee participation
30
Rabe, Linn. "Participation and Legitimacy : Actor Involvement for Nature Conservation." Doctoral thesis, Södertörns högskola, Miljövetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31809.
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This PhD thesis in environmental science aims to contribute to the theoretical and empirical understanding of the relation between participation and legitimacy in multi-level environmental governance. It is widely assumed that actor involvement has great potential to improve the legitimacy of nature conservation through long-term acceptance and target achievement. However, local resource conflicts problematize the way a relation between participation and legitimacy is depicted on other administrative levels. Studies exploring the effect that participation has on legitimacy are relatively rare, especially in multi-level arrangements of coastal conservation. In this thesis the relation between participation and legitimacy on the local level is examined, as well as how this relation is conditioned by multi-level governance and power. The relation is empirical studied with two local implementation processes of the Helsinki Convention’s network of marine protected areas (HELCOM MPAs). The cases are located in Sweden. Sweden and the Baltic Sea region are in the forefront of participation in nature conservation, and therefore act as a strong case for the exploration of institutional participation. However, despite apparent political will and international support, the efficiency of actor involvement for nature conservation has been questioned, also for the HELCOM MPA and especially on the local level. Based on the results of this study, I question the assumption that weak legitimacy predominantly is an issue of insufficient information sharing. The findings show that involving actors to legitimize the adoption of strict adherence to a pre-established model of conservation likely fails to create long term support for conservation. Instead, relocation of power to the affected actors seems essential in order to make participation establish legitimacy. It appears important to create room for local influence in the design, management and implementation of a particular conservation area in the particular place/context. In both examined cases, there are elements of participation that support legitimacy, for example the development of a shared vision. There are also elements that hamper legitimacy, such as, for example, the high expectations different actors have on participation to reach consensus on protective values. These unmet expectations seem to fuel conflicts of interests among actors on different levels.Världens hav är i kris. Med ett stort internationellt tryck för att skydda dem har den svenska regeringen satt ambitiösa mål för etablering av marina reservat. Beslutsfattare och forskare har höga förväntningar på att lokalt deltagande underlättar etableringen. Men utan verkliga möjligheter för lokalt deltagande att påverka besluten så verkar förväntningarna orealistiska, med allvarliga konsekvenser för legitimitet av miljöskydd. Avhandlingen undersöker relationen mellan deltagande och legitimitet i svensk östersjöförvaltning genom att studera samrådsprocesserna för Gräsö marina naturreservat och St Anna-Missjö marina skyddsområde. Studien visar på både positiva och negativa samband mellan deltagande och legitimitet, beroende på kvalitén av deltagande. Olika lokala aktörer är djupt engagerade i resursfrågor och vill ha möjlighet att diskutera dessa med staten. Lokala aktörer uttrycker besvikelse och frustration om samråden har en begränsad inverkan på faktiska beslut. Besvikelsen kan underminera stödet för naturskydd och försämra relationen mellan stat och lokala aktörer i längden. I ett av de undersökta fallen var de lokala aktörerna engagerade i att formulera en gemensam vision för området tillsammans med myndigheterna, något som annars är ovanligt. Det visade sig ha en mycket positiv effekt på samrådsprocessen och legitimiteten av naturskyddet.
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Dawkins, Cedric E. "Employee involvement programs in unionized settings : determinants of worker support." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272980089.
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Kubheka, Praise-God Ntandokayise Mandla. "Factors influencing employee engagement during change." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3135.
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A lot of attention over the years has been focused on understanding employees resistance to change. A few researchers have provided insights into the reasons why some employees remain positive and engaged during times of uncertainty and changes in the organosation. To help build this knowledge area the study was aimed to investigating the factors that drive employee engagement during change. One-hundred-and-twenty employees, across a cross-section of jobs at a specific bank in South Africa, were surveyed. The empirical results obtained from the survey showed that independent variables such as dialogue, organisational culture and a clear4 career plan were congruent with the expected results. In other words these vriables displayed a significant association with the de[endent variables (e.g. job involvement, organisational commitment and organisational citizenship behaviour.).
33
Georgiadis, Konstantinos. "Embeddedness of employee involvement and employee attitudes in UK : a secondary data analysis using the WERS98 dataset." Thesis, University of Bath, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436770.
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Figueredo, Jorge Cesar. "Public Participation In Transportation: An Emperical Test For Authentic Participation." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4265.
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This dissertation examines the public participation activities of State Departments of Transportation (SDOTs) in the United States. A review of existing literature and legal frameworks suggests that an "authentic" public participation results when dimensions of representativeness, use of public inputs, interactiveness, and quality of citizen inputs have been achieved. The study sought to identify conditions that serve as measurements that must presumably be satisfied for authenticity to exist in public participation. The result was a Model of Authentic Public Participation that served as the basis for creation of a new four-tiered methodology to assess the performance of these districts relative to authenticity requirements. This study also sought to identify the key determinants that lead districts to achieve Authentic Public Participation in District public involvement programs. A Predictor Model for Authentic Public Participation was created to test whether the key internal and external determinants are responsible for districts achieving authenticity in their public participation programs. The data for this study came from a mail-back survey that was administered to senior district administrators in 380 State Departments of Transportation districts in the United States. A total of 233 surveys were returned for a response rate of 61.3 percent. The results of the study suggest that most SDOT districts struggle to implement public participation programs that achieve high levels of authenticity. The increased use of public participation tools, specifically those active tools that allow for increased interaction between district staff and the public, can assist districts in achieving higher levels of authenticity in their programs. Of key importance to achievement of authenticity is the willingness of district staff to adopt new ideas and innovation learned from dealings with the public. District public participation programs benefit from training that increases the individual's acceptance of public participation as a valid mechanism for serving the public. Recommendations were made for SDOTs to work toward: • The creation of increased opportunities for the occurrence of Authentic Public Participation • The creation of individual ownership of authenticity in public participation • The creation of community partnerships to foster authenticity in public participationPh.D.
Other
Health and Public Affairs
Public Affairs: Ph.D.
35
Randall, Kim D. "Collecting recyclables at corporate sites : attempts to increase employee participation /." Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-10242009-020204/.
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Viljoen, Ezalle. "Employee participation within an engineering support services company / E. Viljoen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9237.
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The general objective of this study was to explore and investigate employee participation within an engineering support services company. Attention was therefore given to the opinions and perceptions of employees and managers regarding employee participation as well as the relationship between employee participation and employees’ union membership. To conduct this study a qualitative and quantitative research design was adopted. In order to examine employees and managers’ opinions and perceptions, semi-structured one-on-one interviews were conducted with participants. Six employee participation themes were identified as well as various sub-themes. Self-developed group administrative questionnaires were also utilised to determine the relationship between employee participation and union membership. The study found that employees and managers attach positive opinions and perceptions towards employee participation therefore leading to positive participation outcomes. In exploring the relationship between employee participation and union membership it was found that 87.1% of the employees in the company did not belong to a union. It was also found that there is a statistical significance relationship between employees’ race and their tendency to join a union (0.068). Employees also indicated that they will join a union if co-management and self-management (as forms of employee participation) is not present in their organisation; with a statistical significance of 0.016 and 0.068. Information presented in this study can be used to develop effective employee participation strategies as well as assist in implementing these strategies.Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.
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Henry, Markanthony. "Factors Motivating Employee Participation in Employer-Sponsored Health Awareness Programs." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1517.
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Employers adopt worksite health promotions to reduce the incidence of preventable diseases, reduce healthcare costs, reduce absenteeism and presenteeism, and improve productivity. The purpose of this qualitative phenomenological study was to explore the motivational factors affecting employee participation in employer-sponsored health awareness programs. The theory of planned behavior grounded the study and formed the conceptual framework. Data collection occurred through semistructured interviews with 24 participants in the northeastern United States with lived experiences in worksite health promotion. Participants answered open-ended interview questions regarding the motivations for engaging in health promotions. Data were transcribed and coded for trends and themes. During data analyses, 4 themes emerged, which included program recruitment and notification, employer commitment, employee motivations, and incentives and rewards. The implications for positive social change include the potential for employers incorporating the results to instigate enhanced employee participation in employer-sponsored health awareness programs. Higher employee rates of participation may aid employers in achieving the established benefits of worksite health promotion and may contribute to improving the health of employees.
38
Berube, Wendy-Jo. "Profiling Employees Participation in Employer Sponsored Fitness Programs in Maine." Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/BerubeWJ2003.pdf.
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Ngan, Hon-wing, and 顔漢榮. "Participation in large project works management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263367.
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Preemo, Christina, and Rodríguez Maria Llaneli. "Employee Involvement in the Waste Management Implementation Process : Volvo Cars Corporation." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-19926.
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Abstract Aim: This project deals with ‘employee involvement in the implementation process of waste management. The research focus on Volvo Cars Corporation since the company involves a set of departments in such process. The purpose is to identify the dominant factor(s) affecting employee involvement during waste management execution. These factors are ‘the creators of employee involvement’ and they are organizational culture; communication; training and education; teams; employee empowerment; and rewards. Thus, the research question that has been addressed is ‘how does employee involvement take place in organizations during the implementation of waste management strategies?’ Method: Case study design was applied since it serves as ground for understanding the phenomenon; and it is connected to qualitative research. The authors collected mixed data. Secondary data were gathered from the firm’s sustainability reports, while primary data is obtained from interviews with Volvo’s employees who were related to waste management implementation. Results were offered by applying coding, categorization and content analysis. Results and Conclusions: Volvo demonstrates a green corporate culture with informal and participative channels of communication. Employees work in cross-sectional and self-managed teams and they are not intensely trained in environmental oriented issues. Decentralization in decision-making is the common approach within the company. Moreover, a bonus reward system exists there. Limitations and Suggestions for further research: As the results from representative case studies design cannot be generalized, a comparative case study design regarding a number of automotive companies is recommended. The employee involvement factor has been explored in this study, however, additional research regarding firm’s performance and employee involvement outcomes is decidedly suggested. In addition, the authors recommend to conduct further studies related to other green strategies such as lean production, reduction of toxic emissions, reuse, recycle, etc. Contribution: training and education programs plus rewards packages are found irrelevant in the employee engagement with waste management. Conversely, the conducted study find out additional factors. They are the ‘social component’ and the ‘ecological mentality’ of the business which have to be considered for managers and society as important dimensions in the course of the employee involvement. Key words: HRM, employee involvement, waste management implementation process, creators of employee involvement.
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Rees, Chris. "Employee involvement in quality management strategies : a case study based analysis." Thesis, University of Warwick, 1996. http://wrap.warwick.ac.uk/36302/.
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Quality management (QM) has without doubt been one of the leading management fashions of the 1990s. QM programmes derive from a growing belief during the 1980s that commercial success comes not simply from low cost competitiveness but from high and reliable quality. The aim is to foster the commitment of employees across the organisation to quality in terms of product and service delivery, and to create a culture of "continuous improvement".
42
Bradley, Catherine M. "Student involvement in the natural resources public participation process." Diss., The University of Arizona, 2001. http://hdl.handle.net/10150/290134.
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Recent trends and research indicate a continuous decrease in civic involvement that impacts skills and abilities of individuals to participate in public decision-making in a meaningful way. Evidence indicates that student involvement in the public participation process can increase civic participation as adults. Gaps in the literature indicate a need to identify ways to increase student involvement in the public participation process, and to improve the process overall. Using a mail survey instrument, two groups in Arizona--planners and teachers grades 4 through 12--were queried to determine what methods are currently used to increase civic awareness and participation, and what each group needs to involve students more often in the public participation process. Survey results are compared between groups to understand compatibility of methods, and opportunities for planner/teacher partnership. Results indicate similarities in methods used but incompatibility regarding preference or frequency of use of methods. Both groups strongly agree there is student benefit from participation in the public planning process. They also agree that student involvement adds value to the planning process. Both groups' results suggest a need to learn more about how to involve students in the public participation process Two case studies are used to make a case for teacher-lead student involvement in the public participation process. Four goals from the environmental education field are modified and proposed, as an approach to structure effective student involvement.
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Samuel, Suzanne. "Adult community learning participation and parental involvement in schooling." Thesis, Cardiff University, 2017. http://orca.cf.ac.uk/110489/.
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The argument that adult community learning (ACL) participation plays a part in influencing parents’ perceptions and practices with respect to schooling children is appealing but there is little evidence to show whether this is the case and, if so, what form it takes. Statistical studies have revealed mixed findings, ranging from no impact to some changes in behaviour when parents study at university. Yet, the mechanisms by which this process occurs are little understood. Considering the varied findings, this qualitative study aims to explore the nature and extent of ACL, and its influence on parents and children. Drawing on adult education theory and Bourdieu’s concept of ‘capital’, the study focuses on examples of parental ACL participation in Wales. Findings suggest that whilst all parents want the best for their children, some parents struggle to provide support, especially at secondary education stage. Parents typically draw upon a range of support mechanisms; they refer to the school, family and friends, the internet, work and volunteering, as well as hiring private tutors. Moreover, parents participating in multiple episodes of ACL, especially at the higher levels, draw upon and utilise their knowledge, skills, and resources to provide timely and effective support; this prevents slippage in the educational sense. Also, findings suggest that ACL participation stimulates and, in some cases, boosts children’s learning. In contrast, parents with low-level qualifications and parents who engage in fewer episodes of ACL, invariably have a far limited range of resources to call upon. Here, parents tend to rely heavily upon the school, family members, the internet, and if finances allow, private tutors. Consequently, when support is delayed or ineffective, this increases the risk of children falling behind at school. However, a solution to create a mutual mechanism of support in the home learning environment is put forward to overcome the problem.
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Bakan, Ismail. "The effects of profit sharing and employee share ownership schemes on employee motivation." Thesis, Coventry University, 1999. http://curve.coventry.ac.uk/open/items/83c72d39-4fa0-f4ce-1163-f8eb35c3dd88/1.
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This thesis investigates the effect of profit sharing and employee share ownership schemes on employee job attitudes and behaviours by taking into account the critical role of participation in decision making. The data were obtained from a large British retail organization operating profit sharing (PS) and save-as-you-earn (SAYE) schemes. This is a quantitative study in which the data were gathered through a questionnaire. The unit of analysis is the individuals who responded to the survey, and the study is cross-sectional. To analyse the data a variety of statistical techniques, namely frequency, Pearson correlation, partial correlation, t-test, chi-square (X2), reliability, multiple regression, hierarchical regression, and path analyses, were conducted using SPSS. The sample comprised 1,000 employees subdivided into groups of managerial and non-managerial employees, and participants in schemes and non-participants in schemes. The administration of the questionnaire resulted in 450 returns (430 usable), an overall response rate of 45%. This study addresses four main research questions: (1)What are the effects of profit sharing and employee share ownership schemes (financial participation) on the job attitudes of individual employees in a large organization? (2) What are the effects of participation in decision making on employee job attitudes in a large organization? (3) What are the relative effects of financial participation in comparison to the effects of individual participation in decisions? (4) Does the combination of financial participation and participation in decision making produce more favourable effects on employee job attitudes than does participation in decision making on its own? The aim of this study was to construct a more advanced model of profit sharing and employee share ownership schemes by reviewing the theoretical and empirical literature and testing two theoretical frameworks, those developed by Long (1978) and Florkowski (1989). After reviewing the employee participation literature and testing Long's and Florkowski's models, it was found that both financial participation and participation in decision making have separate effects on employee job attitudes and behaviours, even if financial participation has a small (not statistically significant) impact on some attitudes and behaviours. Since financial participation shows a negligible effect on some job attitudes, and participation in decision making has a stronger effect on job attitudes than has financial participation, the new model is constructed on the assumption that both (a) the combination of financial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes, such as integration, involvement, commitment, satisfaction, motivation, perceived pay equity, and perceived performance-reward contingencies. The test of the new model shows that both (a) the combination of fmancial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes and behaviours, but the combination of financial participation and participation in decision making does not produce more favourable effects on employee job attitudes than does participation in decision making on its own. It should be noted that it is not known in this research whether financial participation changed employees' actual influence in decision making, as the study did not collect any data on this question. Therefore, there is the possibility that if the same study were conducted in organizations with financial participation schemes which increase employees' influence in decision making, the effect of the combination of financial participation and participation in decision making might be found to be stronger than that reported in this dissertation.
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Detisch, Elizabeth Wehrer. "Participation In Transition Within A Family Systems Framework." Kent State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=kent1192828312.
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Johnson, Eloise Nobis. "Parent involvement in family literacy." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1565.
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Hardesty, Bridget Anderson. "Improving student achievement through parent involvement." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2817.
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This project consisted of four parent workshops designed to examine and strengthen home-school communication for Banks Elementary School students, teachers, and parents. The goals of the workshops were to improve parent-teacher relations, increase parent usage of school resources, and increase parent student interaction in the home. Workshop topics included providing parents with information on state-mandated testing, literacy issues, reading strategies, and homework.
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Holden, L. T. "An Anglo Swedish Comparison of Employee Participation in the Banking Sector." Thesis, Cranfield University, 1994. http://dspace.lib.cranfield.ac.uk/handle/1826/4600.
Full textAbstract:
The purpose of this research was to compare employee
participation practices in a Swedish and a British bank.
There has been considerable interest in human resource
management over the past decade, of which employee
participation forms an important part, but there have been
very few studies which attempt a qualitative comparison of
international aspects of this subject. By using a wider
study, the Price Waterhouse Cranfield Project on .
International Human Resource Management, a European context
is provided for the case study material, which examines in
depth the forms and outcomes of employee participation in a
Swedish and British setting.
A triangulation methodology was employed using two
questionnaires given to employees of each organisation, a
series of in-depth interviews, a reading of company
documentation and personal visits. This enabled the use of a
multiple of approaches with the questionnaires providing a
framework for the in-depth interviews.
Four hypotheses were posed which offered tentative
explanations for the similarities and differences in
employee participation practices in Sweden and Britain.
The findings were then analysed using Poole's Framework of
Participation which proposes a number of contingent factors
which influence the outcomes of employee participation. The
thesis showed that Swedes allow greater participation in the
workplace than the British, explanations of which are rooted
in the cultural and ideological differences of the two
societies. Secondly, it was shown that the drive for profit
or financial stability will override participation
mechanisms if it is felt necessary for survival. Thirdly,
HRM techniques of employee participation are used mainly at
a micro (workplace) level in the organisation as they can
safely be distanced from any strategic decision making. Thus
the strength of employee participation is very much anchored
to the latent power of employees which is influenced by
convergent forces such as economic, technological and
political factors, and divergent forces such as cultural and
ideological factors.
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Snape, Dawn Catherine. "Participation in and outcomes of employee share ownership : a case study." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285703.
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The research was conducted in a case study organisation and involved two stages. An initial attitude survey was administered to employees in the first three months of the company's employee share ownership scheme and a second survey was administered eighteen months later. In addition to the surveys, data were also obtained via depth interviews with senior managers and group discussions with employees. A series of models were developed to test possible reasons why employees joined the scheme and the nature of the relationship between the reason for joining and both participation in the scheme as well as the level of investment made to the scheme. Of particular interest was whether financial capacity was a significant factor influencing whether employees joined or the level at which they invested. The results showed that two of the models of reasons for joining predicted either participation in the scheme or the level of investment made. Financial capacity was also highly significant in predicting both participation in the scheme as well as the level of the investment. Outcomes of the scheme, both attitudinal and behavioural, were examined using employees' self-reports and 'objective' measures comparing changes over time. Analysis was also conducted to determine whether reasons for joining influenced subsequent outcomes. Employees' indicated that they expected or experienced only modest attitudinal changes as a result of the scheme and they did not expect behaviour to change. The 'objective' measures confinned that neither participation in the scheme, nor the level of investment made to the scheme were significant predictors of attitudes or behaviour eighteen months after employees had joined. Attitudes generally declined over the eighteen months between the surveys, but this again was unrelated to participation or to the level of investment in the scheme. The employees' reason for joining also did not appear to be a significant predictor of attitudes.
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LaDuca, Michael Christopher. "Employer offering and employee participation in long-term care health insurance." Honors in the Major Thesis, University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/338.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Health and Public Affairs
Health Services Administration