Dissertations / Theses on the topic 'Employee motivation – China'
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Chan, Kit-wan Amy. "A study on the organizational climate in Hong Kong and China offices of BASF China /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18830560.
Full textChan, Kit-wan Amy, and 陳潔雲. "A study on the organizational climate in Hong Kong and China offices of BASF China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267865.
Full textLee, Wai-si Cecilia, and 李維施. "Motivation in the Auxiliary Police Force: a test of Herzberg's two factor theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974508.
Full textTsang, Kwok-chuen, and 曾國全. "Motivation of property management site staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.
Full textTsang, Katherine, and 曾凱蓮. "Job satisfaction of the labour officer grade in the 1990s: a study of the application of the Herzberg's theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B3196395X.
Full textLeung, Wei Lue. "Individualism, organisational identification and performance : evidence from Southern China." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/632.
Full textWong, Tung-kwong Herman. "Materialism and motivation towards compensation in Hong Kong civil servants." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36409893.
Full textWong, Tung-kwong Herman, and 黃東光. "Materialism and motivation towards compensation in Hong Kong civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B36409893.
Full textYü, Ying-siu, and 余瑛韶. "Employee motivation and satisfaction in different organizational levels: a study of banking industry in HongKong in transition to 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266927.
Full textCheung, Yuen-mui Jeice, and 張元妹. "A study of the motivation of clerical officers in the Hong Kong Polytechnic University." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964722.
Full textLee, 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.
Full textZhou, X. "An investigation into the relationship between organisational communication trust and organisational commitment in Chinese enteprises." Thesis, Coventry University, 2013. http://curve.coventry.ac.uk/open/items/0e740a7a-2c2a-4486-a695-3222ce83bc66/1.
Full textKoo, Wah-hung, and 顧華紅. "Job motivation of assistant librarians in Hong Kong Public Libraries." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46773460.
Full text丘紹箕 and Siu-kei Yau. "Measuring the public service motivation in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193004.
Full textpublished_or_final_version
Public Administration
Master
Master of Public Administration
Lee, Wing-yee Angela, and 李穎宜. "A study of organizational commitment of IT professionals." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266666.
Full textTsang, Lau Yee-wah Cecelia, and 曾劉綺華. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267713.
Full textChan, Ka-yi Ada, and 陳嘉怡. "Motivating civil servants: a case study on Hong Kong police officers." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46779516.
Full textKoo, Leung-chee, and 顧良智. "Determinants of employee-organization linkage behaviours: a longitudinal case study of tellers in Hongkong Bank." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31233600.
Full textWoo, Yiu-man Edwin, and 胡耀民. "An investigation of motivation and job satisfaction of civil and structural engineers in the building and civil engineering industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B42128183.
Full textCheng, Tsz-kit. "The influence of Chinese cultural values on management behaviour in the People's Republic of China and Hong Kong /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20622429.
Full textWong, Lai-tim, and 黃禮添. "Evaluation on the effectiveness of different means of motivation for the technical staff of Hong Kong organizations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B31265121.
Full textLui, Young Kam-ling Margaret, and 雷楊金鈴. "Work-related needs among Hong Kong commercial employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31207005.
Full textAu, Yeung Yu-shing Kennedy, and 歐陽汝城. "Factors affecting the work motivation of middle managers in school: a case study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B30138061.
Full textChow, Man-shun. "The impact of the privatisation on the motivation of the housing professionals of the Hong Kong Housing Department." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B39849144.
Full textChiang, Yam-wang Allan, and 蔣任宏. "Motivation of middle level managers: a comparison of the public and private sectors in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974715.
Full textZhang, Cong. "Proposing a model of leader-member exchange : leadership style, exchange and employee psychological outcomes." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/941.
Full textTam, Yiu-cho, and 談耀祖. "A comparative study of job satisfaction patterns of tool makers & executives." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263434.
Full textLau, Hoi-keung John, and 劉海強. "Motivation of middle management staff in property management company: a comparison between subsidiary companiesof a developer and independent management companies." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45008930.
Full textChow, Man-shun, and 鄒文遜. "The impact of the privatisation on the motivation of the housing professionals of the Hong Kong Housing Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B39849144.
Full textYu, Wai-hing Kitty, and 余蕙卿. "A study of the motivation of teaching staff in the Hong Kong Polytechnic." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31964680.
Full textKo, Ka-fai, and 高嘉輝. "An evaluation of the incorporation of information technology in the property management industry in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45008887.
Full textCheng, Tsz-kit, and 鄭子傑. "The influence of Chinese cultural values on management behaviour in the People's Republic of China and Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31238294.
Full textEllis, John Alfred. "The factors that motivate teachers and administrative staff in an educational institution." Thesis, Hong Kong : University of Hong Kong, 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18036995.
Full textCover title: The factors that motivate teaching and administrative staff in an educational institution. Includes bibliographical references (leaf 74-79).
Xu, Jiyuan. "Chinesische Soziokultur als Grundlage der Personalführung /." Frankfurt am Main [u.a.] : Lang, 2007. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015750893&line_number=0002&func_code=DB_RECORDS&service_type=MEDIA.
Full textPaterson, Steven James. "Perceptions of organisational commitment within a selected Chinese organisation in South Africa: a case study approach." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013094.
Full textChan, Fu-keung, and 陳富強. "An analysis of the motivation of technical staff in the Housing Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31963985.
Full textChan, Fu-keung. "An analysis of the motivation of technical staff in the Housing Department." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236489.
Full textAn, Yufei. "Motivation des salariés en Chine : établir un climat mobilisateur dans l’entreprise." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0878/document.
Full textThe motivation of employees is vital necessity to the success of the enterprise, especially in the context of global economic crisis. By understanding what motivates their members, directors can mobilize and realize the full potential of each person and direct their energies more effectively. The renewal of sources of motivation asks that analyze in advance the changes currently affecting the world of working and their consequences. The objective of this thesis is to help people manage human resources (in the enterprise) to understand what and how to create conditions favor the employee motivation, how to orientate, to improve and to maintain the motivation of its employees and how to construct appropriate motivational strategies in the management. In addition, for this aim, in favorite of promoting the motivation and stimulating the employees, we try to propose to establish a dynamic environment in Chinese enterprises
Jansson, Carl, and Karl Lemoine. "What to do with the Chinese?" Thesis, Kristianstad University, School of Health and Society, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-6873.
Full textToday, the Peoples Republic of China (PRC) is a fast growing economy, which is still in a developing phase. According to this fact, many Western companies are expanding and establishing in China nowadays. When expanding to foreign markets and foreign cultures, adapting to the local values is something which needs to be considered by foreign managers. A vital aspect is how to motivate the employees. The way employees want to be motivated may differ a lot from one country to another due to cultural differences. Since not much research has been performed on Swedish companies established in China and how they motivate their Chinese employees, this dissertation tries to fill that gap.The purpose of this dissertation is to explore the gap between Western management practices and motivation of Eastern employees. To find out if there are different needs and wants of employees in developing countries as opposed to developed ones. A deductive research approach is used in this dissertation.A two perspective study has been performed, qualitative case studies and a quantitative survey. On one side, Western managers views on how to motivate their Eastern employees as case studies. On the other side, a survey performed on a Chinese population and their view of important motivation factors. Some concepts were tested in order to investigate if the Western managers and the Chinese population have the same views on motivation and how to overcome cultural differences. First, results have shown that the “third culture” as a management tool will have an influence on employee motivation. Second, clear goals and rules will have an influence on employee motivation. However, the use of cooperative goals for Eastern employees was not confirmed to be useful, according to the results of this study. As a conclusion, the findings from this study indicate that there is a gap between Western managers and Eastern employees’ beliefs regarding motivation. However, to overcome cultural differences when operating in cross-cultural settings it is necessary to create a “third culture”. This study has strengthened the theory of the “third culture”.Analysis and conclusions from this dissertation may be of some value for Swedish managers. The value in this dissertation lies in that it can give a “hint” regarding motivation to managers of companies which operate in China. Some theories studied in this dissertation have not been confirmed. Therefore, managers should consider theories, but also try to adjust them in order to make them fit to their specific business.
"贏利組織中的激勵機制: 以S公司、H公司為例." 2011. http://library.cuhk.edu.hk/record=b5894889.
Full text"2011年9月".
"2011 nian 9 yue".
Thesis (M.Phil.)--Chinese University of Hong Kong, 2011.
Includes bibliographical references (leaves 61-63).
Abstract in Chinese and English.
Liu Yao.
論文摘要 --- p.1
Abstract --- p.2
Chapter 第一章 --- 引言 --- p.3
Chapter 第二章 --- S 公司和H公司的激勵現狀 --- p.20
Chapter 第三章 --- S公司和H公司激勵機制帶來的後果 --- p.37
Chapter 第四章 --- S 公司和H公司激勵機制的成因 --- p.49
Chapter 第五章 --- 結語 --- p.56
參考文獻 --- p.61
附錄
Chapter 表1. --- S 公司和H公司訪問人員名單 --- p.16
Chapter 圖2.1.1 --- S公司的組織架構圖 --- p.21
Chapter 圖2.1.2 --- H公司的組織架構圖 --- p.22
"Key motivators in manaufacturing companies in the PRC special economic zones." Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5888036.
Full textThesis (M.B.A.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves 62-63).
ABSTRACT --- p.ii
TABLE OF CONTENT --- p.iii
LIST OF TABLES --- p.v
Chapter
Chapter I. --- INTRODUCTION --- p.1
Chapter II. --- UPDATE SITUATION IN THE PEOPLE'S REPUBLIC OF CHINA (PRC) --- p.5
Recent development of Special Economic Zones --- p.5
New Classification of Enterprises --- p.7
Foreign Funded Enterprises (FFEs) in 1992 and 1993 --- p.10
More developing zones to be opened --- p.13
Labor in China --- p.14
Chapter III. --- THEORETICAL BACKGROUNDS --- p.21
Reviews on Western Motivation Theories --- p.21
Chapter - --- Need Theories --- p.21
Chapter - --- Expectations --- p.23
Chapter - --- Reinforcement Theory --- p.24
"Motivation, Ability and Performance" --- p.25
Western Motivation Theories Applied to Chinese Cultural Context --- p.31
Chapter IV. --- THE STUDY --- p.34
Aim --- p.34
Methodology --- p.35
Sampling --- p.37
Chapter V. --- QUESTIONNAIRE --- p.41
Chapter VI. --- RESULT AND FINDINGS --- p.44
Findings --- p.50
Chapter VII. --- MANAGERIAL IMPLICATIONS --- p.56
BIBLIOGRAPHY --- p.62
APPENDIX
Ni, Jia. "Impact of motivation factors on employee retention in China: mediating role of work engagement." Master's thesis, 2020. http://hdl.handle.net/10071/21902.
Full textA alta rotatividade de funcionários é uma preocupação crescente na China, principalmente devido à crescente competição do mercado de trabalho interno com a melhoria econômica. Isso tem sido atribuído principalmente à competição por recompensas monetárias entre as empresas, mas ainda há pouco conhecimento sobre o papel que as recompensas não monetárias desempenham, de uma perspectiva de recompensa total. Para tanto, o engajamento no trabalho pode ser um importante fator explicativo como alternativa ao comprometimento organizacional. Assim, o objetivo deste artigo é investigar como os componentes da recompensa total, compreendendo recompensas monetárias e não monetárias, influenciam a escolha dos funcionários de permanecer nas organizações chinesas por meio do envolvimento no trabalho, enquanto controlam sua satisfação no trabalho e compromisso organizacional afetivo. Com uma amostra de 257 funcionários de 19 províncias, os resultados mostram que tanto monetários como não monetários são importantes para entender as intenções de rotatividade, que foram explicadas por meio do papel do mediador de engajamento no trabalho. O engajamento no trabalho é apontado como uma das estratégias centrais das organizações que visam a retenção de funcionários.
"A moderated-mediation model of transformational leadership on follower engagement: the role of psychological capital." 2013. http://library.cuhk.edu.hk/record=b5549253.
Full textWith the emerging interest in positive organizational behaviour, this study adopted a positive psychological perspective in examining the impact of transformational leadership on employee work engagement. The study proposed a moderated-mediation model with supervisor transformational leadership as an antecedent in predicting follower work engagement, psychological meaningfulness as a mediator that explains the underlying leadership process, and psychological capital (PsyCap) as a boundary condition that moderates the association between psychological meaningfulness and work engagement. Two hundred and seventy-one Chinese employees, from a diverse range of industries, completed the online questionnaire. The study found that (a) transformational leaders enhanced followers’ level of work engagement; (b) psychological meaningfulness played a partial mediating role in translating the positive impact of transformational leaders to increased follower work engagement; and (c) the strength of the link between psychological meaningfulness and work engagement depended on the level of PsyCap. PsyCap moderated the mediated leadership process such that it enhanced the positive psychological process to lead to higher levels of work engagement. The study investigated the understudied impact of followership in leadership processes. Moreover, it suggested a broader leadership framework that encompasses the underlying motivational mechanism and the effective followership characteristic in bringing out leaders’ impact on follower engagement. Theoretical implications and applied implications on employee training are discussed.
Detailed summary in vernacular field only.
Leung, Lok Chi.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2013.
Includes bibliographical references (leaves 30-40).
Abstracts also in Chinese.
Abstract --- p.i
摘要 --- p.ii
List of Tables --- p.vi
List of Figures --- p.vii
Chapter CHAPTER 1. --- INTRODUCTION --- p.1
Work Engagement --- p.2
Transformational Leadership --- p.3
Association between Transformational Leadership and Follower Engagement --- p.4
Psychological Meaningfulness as Mediator --- p.5
Moderation by Follower Positivity --- p.7
Psychological Capital (PsyCap) --- p.8
Psychological Capital as Moderator --- p.9
Chapter CHAPTER 2. --- METHOD --- p.12
Participants and Procedure --- p.12
Measures --- p.14
Chapter CHAPTER 3. --- RESULTS --- p.16
Measurement Model --- p.16
Descriptive Statistics and Factor Correlations --- p.18
Direct and Indirect Effect --- p.18
Moderated Mediation Effect --- p.19
Chapter CHAPTER 4. --- DISCUSSION --- p.22
The Transformational Leadership Process --- p.22
Effective Follower Attribute --- p.23
Development of POB Literature --- p.25
Positivity and Meaning in Chinese --- p.26
Limitations and Future Research --- p.27
Practical Implication --- p.28
Concluding Remarks --- p.29
Reference --- p.30
Appendix --- p.41
"Reinvorgating [sic] the employees after downsizing, salary cut or fringe benefits cut." 1999. http://library.cuhk.edu.hk/record=b5889497.
Full textThesis (M.B.A.)--Chinese University of Hong Kong, 1999.
Includes bibliographical references (leaves 63-65).
ABSTRACT --- p.i
TABLE OF CONTENTS --- p.ii
CHAPTER
Chapter I --- INTRODUCTION --- p.1
Chapter II --- LITERATURE REVIEW --- p.8
Chapter III --- METHODOLOGY --- p.13
Subjects --- p.13
Data Collection Procedure --- p.13
Measurements --- p.15
Questionnaires for the Employees --- p.14
Questionnaires for the Human Resources Managers --- p.18
Chapter IV --- RESULTS --- p.19
Downsizing --- p.19
Companies' Actual Practice to Laid-off Staff --- p.19
Comparison of Employees，Expectation to Companies' Actual Practice to Survivors --- p.20
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done to Survivors --- p.21
Comparison of Employees，Expectation to Human Resources Managers' Actual Practice to Survivor During Downsizing --- p.22
Human Resources Managers' Perception of Survivors' Productivity and Morale After Downsizing --- p.23
Measures of Employees' Organizational Commitment And Psychological Health with or without Downsizing --- p.23
Salary Cut and Fringe Benefits Cut --- p.24
Comparison of Employees' Expectation to Companies' Actual Practice Regarding Salary Cut and Fringe Benefits Cut --- p.24
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done During Salary Cut or Fringe Benefits Cut --- p.25
Comparison of Employees' Expectation and Human Resources Managers' Actual Practice Regarding Salary Cut or Fringe Benefits Cut --- p.26
Measures of Employees' Organizational Commitment and Psychological Health with or without Salary Cut --- p.26
Measures of Employees' Organizational Commitment and Psychological Health with or without Fringe Benefits Cut --- p.27
Chapter V --- DISCUSSIONS --- p.30
Downsizing --- p.30
Companies' Common Practice to the Laid-off Staff and Employees' Expectation of the Things Being Done to the Survivors --- p.30
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done to Survivors --- p.31
Affective Commitment --- p.32
Continuance Commitment --- p.33
Normative Commitment --- p.33
Psychological Health --- p.34
Salary Cut or Fringe Benefits Cut --- p.34
Comparison of Employees'Expectation to Companies' Actual Practice --- p.34
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done Done to Employees --- p.35
Affective Commitment --- p.36
Continuance Commitment --- p.36
Normative Commitment --- p.36
Psychological Health --- p.37
Chapter VI --- RECOMMENDATIONS --- p.38
"Before Downsizing, Salary or Fringe Benefits Cut" --- p.38
"During Downsizing, Salary or Fringe Benefits Cut" --- p.41
"After Downsizing, Salary or Fringe Benefits Cut" --- p.45
Ways to Improve Morale --- p.45
Ways to Improve Organizational Health --- p.47
Ways to Improve Productivity --- p.48
Ways to Improve Organizational Commitment --- p.50
Chapter VII --- LIMITATIONS --- p.51
Chapter VIII --- CONCLUSION --- p.53
APPENDIX I --- p.54
APPENDIX II --- p.55
APPENDIX III --- p.59
BIBLIOGRAPHY --- p.63
Zhou, Li-An. "Career concerns, incentive contracts, and contract renegotiation in the Chinese political economy." 2002. http://catalog.hathitrust.org/api/volumes/oclc/56435551.html.
Full text"The moderating roles of demands and resources in work engagement and job performance in Chinese service occupations." 2009. http://library.cuhk.edu.hk/record=b5894177.
Full textThesis (M.Phil.)--Chinese University of Hong Kong, 2009.
Includes bibliographical references (leaves 34-40).
Abstracts in English and Chinese; appendix in Chinese.
Abstract --- p.i
摘要 --- p.iii
Table of Content --- p.V
Lists of figures --- p.vii
Lists of tables --- p.viii
Chapter CHAPTER 1. --- INTRODUCTION --- p.1
Background of Work Engagement --- p.2
Work Engagement and JD-R Model --- p.2
Personal Resources and JD-R Model --- p.4
Buffering Effects of Job and Personal Resources --- p.6
Work Engagement and Employee Performance --- p.7
Chapter CHAPTER 2. --- METHOD --- p.10
Sample and Procedure --- p.10
Instruments --- p.11
Analysis Strategies --- p.13
Chapter CHAPTER 3. --- RESULTS --- p.15
Descriptive Analyses --- p.15
Confirmatory Factor Analyses --- p.17
Hypotheses Testing --- p.17
Chapter CHAPTER 4. --- DISCUSSION --- p.23
Main Effects of Job Demands and Job Resources --- p.23
Job Demands as Eustress --- p.24
Resources as Enhancers --- p.26
Linking Antecedents to Job Performance: The Role of Work Engagement --- p.27
Chapter CHAPTER 5. --- PRACTICAL IMPLICATIONS --- p.30
Chapter CHAPTER 6. --- LIMITATIONS AND FUTURE RESEARCH --- p.32
References --- p.34
Appendix --- p.41
"Job characteristics and level of organisational commitment among assistant labour officers." Chinese University of Hong Kong, 1997. http://library.cuhk.edu.hk/record=b5889011.
Full textThesis (M.B.A.)--Chinese University of Hong Kong, 1997.
Includes bibliographical references (leaves 44-46).
TABLE OF CONTENTS
APPROVAL --- p.ii
ABSTRACT --- p.iii
TABLE OF CONTENTS --- p.iv
LIST OF ILLUSTRATIONS --- p.vi
LIST OF TABLES --- p.vii
Chapter
Chapter I. --- INTRODUCTION --- p.1
Chapter II. --- LITERATURE REVIEW --- p.3
Definitions of Organisational Commitment --- p.3
Antecedents of Organisational Commitment --- p.4
Job Characteristics Model --- p.6
Core Job Characteristic Dimensions --- p.7
Skill Variety --- p.8
Task Identity --- p.8
Task Significance --- p.8
Autonomy --- p.8
Feedback --- p.9
Critical Psychological States --- p.10
Personal and Work Outcomes --- p.10
Growth Need Strength --- p.11
Relationship between Organisational Commitment and Job Characteristics --- p.11
Chapter III. --- METHODOLOGY --- p.13
Organisation of the Labour Department --- p.13
Sample Characteristics --- p.17
Measurement of Organisational Commitment --- p.18
The Job Diagnostic Survey --- p.20
Interview --- p.22
Chapter IV. --- RESULTS AND ANALYSIS --- p.23
Level of Organisational Commitment --- p.25
Comparison of Job Characteristics --- p.27
Skill Variety --- p.27
Task Identity --- p.28
Task Significance --- p.28
Autonomy --- p.29
Feedback --- p.30
Antecedents of Organisational Commitment for Assistant Labour Officers --- p.31
Chapter V. --- DISCUSSION AND CONCLUSION --- p.32
Enrichment of Job Characteristics by Job Redesign --- p.32
Combining Tasks --- p.33
Establishing Client Relationship --- p.33
Opening Feedback Channels --- p.34
Antecedents of Organisational Commitment --- p.34
APPENDIX --- p.36
BIBLIOGRAPHY --- p.44
"Imported tellers (PRC): a study of their perception of work and life in Hong Kong." Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5888031.
Full textIncludes questionnaire in Chinese.
Thesis (M.B.A.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves 146-148).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF TABLES --- p.v
ACKNOWLEDGMENTS --- p.vi
Chapter
Chapter I. --- INTRODUCTION --- p.1
Background --- p.1
Literature Review --- p.4
Preview --- p.9
Chapter II. --- METHODOLOGY --- p.11
Areas of Measurement --- p.11
Time of Measurement --- p.12
Measurement Tools and Sample --- p.12
Interviews --- p.13
Questionnaires --- p.13
Sample --- p.14
Design of Questionnaire --- p.16
Chapter III. --- FINDINGS / RESULTS --- p.19
Overall Scores --- p.19
Perception of an Ideal Job --- p.19
Ideal Job Vs Actual Job --- p.21
Motivation --- p.24
Meaning of Work (MOW) --- p.25
"The Teller Job - Expectation, Perception and Their Differences" --- p.26
"Life in Hong Kong - Expectation, Perception and Their Differences" --- p.27
Categorization By Background Grouping --- p.28
Motivation --- p.28
Meaning of Work (MOW) --- p.30
Chapter IV. --- DISCUSSION --- p.32
Ideal Job --- p.32
Ideal Job Vs Actual Job --- p.36
Motivation --- p.41
Meaning of Work (MOW) --- p.45
Differences between Expectation and Perception of the Job in Hong Kong --- p.46
Differences between Expectation and Perception of Life in Hong Kong --- p.52
Adaptation in Job and Life --- p.57
Limitation --- p.58
Chapter V. --- RECOMMENDATIONS --- p.60
Recruitment Process --- p.62
Follow-Up Programme --- p.65
Chapter VI. --- CONCLUSION --- p.66
APPENDIX --- p.68
REFERENCES --- p.146
BIBLIOGRAPHY --- p.147
Yeh, Ming-wei, and 葉明偉. "A Study on Motivational Preferences of Employees between Mainland China and Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/38539086848932791058.
Full text東吳大學
企業管理學系
95
Along with development of many Taiwan large companies managing their businesses and employees across Taiwan straits, the employee management is facing great challenge because of many differences existing between Mainland China and Taiwan. The managers of these companies need understand the employees’ motivational preferences across Taiwan straits in order that their employees can be properly encouraged for performing the best in the jobs. Therefore, this research paper is planned to comparing differences in motivational preferences between Mainland China and Taiwan. Hopefully, the research results can be used as a reference for the business managers to do human resource management across the straits. The purpose of this study is to answer the following questions: 1. Are there differences in motivational preferences for workers between Taiwan and Mainland China? What are the differences? 2. Do individual attributes of employees between Taiwan and Mainland China affect their motivational preferences? 3. Do the job attributes of employees between Taiwan and Mainland China affect their motivational preferences? The research results are listed as follows: (1) Taiwanese employees have higher growth needs than employees of Mainland China. (2) Employees of Mainland China have higher existence needs than Taiwanese employees. (3) Individual income attributes of employees of Taiwan and Mainland China have moderating effect on their motivational preferences.
Garcia, Natalie, and 高穎潔. "Motivating Employees in the People''s Republic of China - A Guide to Foreign Managers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/95703092488591687062.
Full text國立臺灣大學
資訊管理學研究所
99
Today, the People’s Republic of China’s (PRC) economy is experiencing the most tremendous growth in the world. Because of this, more and more Westerners are flocking to China to take advantage of this new global hotspot. However, many foreigners are unfamiliar with Chinese cultural values, way of thinking and business practices. As the number of expatriate managers increase, it is important to for them to understand the cultural characteristics and norms that fuel everyday business practices in China. More importantly, foreign managers need to learn how to effectively motivate their Chinese employees. Analysis and conclusions from this dissertation are specifically directed towards foreign managers in China with the hopes that it can educate, assist, and aid in the development of suitable motivational strategies for Chinese employees. The knowledge provided could help expatriates effectively and efficiently manage employees from the fascinating and complex country that is the People’s Republic of China.