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Hammer, Patrick, and Rickard Palmgren. "How parental leave policies influence employee engagement." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30291.
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Abstract Title: How parental leave policies influence employee engagement Level: Student thesis, final assignment for Bachelor Degree in Business Administration Author: Patrick Hammer and Rickard Palmgren Supervisor: Tomas Källquist and Pär Vilhelmsson Date: 2019 – June Aim: Several studies have found that perceived flexibility and the ability to manage the demands of work and personal life are related to higher levels of employee engagement and expected retention. However, little research have been done to explore the relationship between parental leave (a component of work-life balance) and employee engagement and retention. The aim of this study is to increase the understanding about how parental leave influence employee engagement, and subsequent employee retention. Method: This study is based on a social constructive and hermeneutic perspective. Empirical data was collected through 18 semi-structured interviews with employees in Sweden and the United States. The findings were compared to previous research with an abductive approach. Theoretical and empirical findings were combined and resulted in a new model based on the aim of this study. Result & Conclusions: Our model illustrates how parental leave influence employee engagement and retention from an employee perspective. Parental leave was found to influence employee engagement and retention in four main ways (themes), which are relationship with manager, salary and career opportunities, alignment of values, and well-being. Contribution of the thesis: From a theoretical perspective, the model we developed is useful as it highlights how employee engagement is influenced by parental leave policies. From a practical perspective, this model can be used by managers and leaders in organizations worldwide that are looking to understand drivers of employee engagement and how to increase employee retention. Suggestions for future research: Further research is needed to test this model in different contexts to confirm its accuracy. For future research, this model can be tested from the manager or management perspective, which could identify new components that can be added to the model. Key words: Parental leave, employee engagement, employee retention, work-life balance, family friendly policies
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Anye, Ernest Tamanji. "Factors Affecting Employee Intentions to Comply With Password Policies." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6965.
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Password policy compliance is a vital component of organizational information security. Although many organizations make substantial investments in information security, employee-related security breaches are prevalent, with many breaches being caused by negative password behavior such as password sharing and the use of weak passwords. The purpose of this quantitative correlational study was to examine the relationship between employees’ attitudes towards password policies, information security awareness, password self-efficacy, and employee intentions to comply with password policies. This study was grounded in the theory of planned behavior and social cognitive theory. A cross-sectional survey was administered online to a random sample of 187 employees selected from a pool of qualified Qualtrics panel members. Participants worked for organizations in the United States and were aware of the password policies in their own organizations. The collected data were analyzed using 3 ordinal logistic regression models, each representing a specific measure of employees’ compliance intentions. Attitudes towards policies and password self-efficacy were significant predictors of employees’ intentions to comply with password policies (odds ratios ≥ 1.257, p < .05), while information security awareness did not have a significant impact on compliance intentions. With more knowledge of the controllable predictive factors affecting compliance, information security managers may be able to improve password policy compliance and reduce economic loss due to related security breaches. An implication of this study for positive social change is that a reduction in security breaches may promote more public confidence in organizational information systems.
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Caldas, Amanda Rodrigues. "The employee policy manual." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11832.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThe purpose of this Work Project was to develop the Employee Policy Manual for the Canadian company Jones DesLauriers Insurance Management Inc. (JDIMI), in the context of an internship. I was assigned to do this project under the supervision of the HR Generalist. To create the handbook, I had to not only research and understand company policies and procedures, but also corporate culture and major strategic goals. I also used theoretical frameworks, such as contingency theory and human capital theory, to support my propositions. The Employee Policy Manual is provided in the Appendix on a CD, since it is quite an extensive and comprehensive document. In the main text of the Work Project, a literature review and a brief description of the main components of the Employee Policy Manual are provided.
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Woolnough, Kim Shantithe. "The relation between equity policies, employee perceptions and organisational culture." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27275.
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Important changes that have taken place within South African politics mean that most companies today are under pressure to implement affirmative action (AA) policies within their organisations (equity policies). These AA policies include employment equity (EE) policies and Black economic empowerment (BEE) policies. Company agendas now include aspects such as equality and social justice and organisations will continue to be evaluated in terms of how well they meet employment equity targets. Many employees and citizens in general view the process and implementation of these policies with great scepticism and even reluctance. It is important to understand and examine these perceptions because employee perceptions influence employee attitudes and behaviour and therefore have an effect on the success (or failure) of an organisation. The effective implementation of EE and BEE policies will to a large extent depend on whether or not these policies fit into the overall culture of an organisation or whether the organisational culture is adapted to accommodate these policies. Previously, corporate cultures largely ignored principles of diversity and difference. It is important that the question of whether this has changed or changed to a large enough degree be answered, especially with regard to the implementation of EE and BEE policies. Some EE and BEE programmes may fail because previous structures, cultural systems and management styles are adhered to without adapting these to suit the needs of these policies. Ultimately, employees’ perceptions of AA in their organisation, namely the EE and BEE policies that are implemented, influence the attitudes and behaviour of employees and ultimately the success of the organisation. These perceptions are related to the culture of the organisation. This study explores employee perceptions of equity policies, specifically EE and BEE, in terms of differences in demographic characteristics, including race, gender, age, years’ service and occupational level; as well as relative to the main factors of these equity policies, as confirmed by a factor analysis performed on the data, namely the importance, impact and clarity of these policies. The sample company’s organisational culture is also explored in terms of these equity policies and perceptions thereof. The ultimate goal of this research is to examine if any relationships exist between the implementation of organisational cultural practices in an organisation relative to equity policies and employee perceptions of these, and if any relationships do exist, to determine the nature of such relationships. The sample size in this study is 476 employees.Dissertation (MA)--University of Pretoria, 2010.
Psychology
unrestricted
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Rind, A. A., Saeed Akbar, S. Boubaker, S. Lajili-Jarjir, and S. Mollah. "The role of peer effects in corporate employee welfare policies." Wiley, 2021. http://hdl.handle.net/10454/18505.
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YesThis paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Mastri, Annalisa Igina. "The effect of work/life balance policies on employee retention and profitability /." May be available electronically:, 2007. http://proquest.umi.com/login?COPT=REJTPTU1MTUmSU5UPTAmVkVSPTI=&clientId=12498.
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Holland, Carl. "Greenhouse gas emissions reductions policies : attitudinal and social network influences on employee acceptability." Thesis, De Montfort University, 2013. http://hdl.handle.net/2086/10106.
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The UK is required to reduce its greenhouse gas emissions by 80 per cent from 1990 levels, by 2050. Greenhouse gas emissions attributed to the UK higher education sector have increased by 34.5 per cent from 1990 to 2005. Higher education institutions have a unique role in the UK greenhouse gas emissions inventory, beyond management of their own estates and compliance with policy and legislation, higher education institutions have responsibilities as innovators and educators, inspiring students and employees through example and best practice. This study sought to understand acceptability of greenhouse gas emissions reduction policies among employees of a higher education institution. The value-belief-norm theory was used in a questionnaire to understand individual attitudinal factors thought to influence policy acceptability (N=405). Recognising that an employee's attitudinal factors may be influenced by their work colleagues, this study used social network analysis to understand the social context within which individual attitudinal factors sit. Support was found for higher education institutions to reduce their greenhouse gas emissions. Employees found policies that encouraged desired behaviours, such as assistance with train travel costs and working from home, to be more acceptable than policies that discouraged undesired behaviours, such as doubling the price of a car-parking permit. Support was found for the structure and content of the value-belief-norm theory, but logistic regression suggested that it provided a weak explanation of employee policy acceptability, indicating that other factors may have a greater role. Analysis of workplace social networks suggested that employees have small social groups (x̄=8) and do not select to be close to colleagues that reflect their own perspectives. Practitioners and policymakers should seek to address this void in environmental social norms through recruitment of more environmental champions to deliver strong and persuasive pro-environmental messages.
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Singanto, Nkosiyabo King. "A study of recruitment and selection policies with specific reference to the Sundays River Valley Municipality." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/141.
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In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.
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Seitz, Gilbert J. "The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.
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Flye, Lindsay Brook. "A structural equation model: Family-friendly organizational policies, norms, supervisory support, work/family conflict and organizational attachment." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2120.
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The purpose of this paper is to present a study that examines the underlying stucture of work/family conflict. Research has shown that reducing work/family conflict is beneficial to both employees and the organization by reducing turnover and increasing satisfction, production and commitment to the organization.
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King, B. J. "Employee Use of the Internet and Acceptable Use Policies in the Academic Workplace: Controlling Abuse while Creating Culture." Digital Commons @ East Tennessee State University, 2007. https://dc.etsu.edu/etd/2161.
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The use of the Internet has grown substantially, especially since the late 1990s. Businesses are relying increasingly on the Internet and intranet as tools to promote productivity. Use of the Internet has several implications for institutions of higher education. Some of the issues institutions are faced with include legal liability for defamatory postings and sexually explicit materials, monitoring versus privacy, motivations to abuse Internet privileges, and use of the Internet to create a corporate culture. Institutions of higher education need to consider how the Internet is being used and how it should be used when acceptable use policies are being formulated.
The purpose of this quantitative study was to gain an understanding of perceptions about acceptable use of the Internet by employees at work, attitudes about personal use of the Internet during working hours, and the knowledge and effectiveness of an acceptable use policy within the context of institutions of higher education. The data gathered could be used as a foundation for an effective, progressive acceptable use policy for higher education.
The data for the research were gathered from December, 2005 through January of 2006. Six 4-year institutions were surveyed. The study revealed older employees responded that the use of the Internet at work as not acceptable, while younger employees, faculty members and respondents with more Internet experience or more hours of overtime indicated that personal use was acceptable. The study identified significant differences in self-reported use of the Internet, both at home and at work. Additionally, a general lack of knowledge existed regarding an institutional Internet acceptable use policy. The results of the study were applicable to the formulation of policy for institutions of higher education.
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Crisafulli, Benedetta. "Customer perceptions of guarantee policies and employee behaviour in service recovery : an investigation of justice, signaling and attributions." Thesis, Kingston University, 2015. http://eprints.kingston.ac.uk/34008/.
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Firms frequently experience service failures, wherein performance is below customer expectations. Seeking to address service failures, firms deliver service recovery. Extant research suggests that service recovery leads to customer satisfaction and repatronage when perceived to be fair (or just). Prior studies emphasise the role played by employees in delivering fair service recovery. By contrast, the literature overlooks situations where organisational policies such as service guarantees pose a constraint to employee recovery efforts. Service guarantees are widely used across several service sectors, and these policies are invoked when services fail. Hence, service guarantees can be employed as recovery strategies along with employee behaviour, both influencing customer perceptions of fairness, post-recovery attitudes and behaviour. Empirical research that explores customer perceptions of service guarantee and employee behaviour used as recovery strategies is, therefore, topical. This thesis examines the impact of two guarantee terms – payout and ease of invocation – and two types of employee behaviour – concern and communication – on customer post-recovery trust in the firm and in the employee, and in turn, commitment and loyalty. The thesis is theoretically underpinned by three well-established theories – Justice and Attribution Theories from social psychology, and Signaling Theory from information economics. Justice Theory explains how service guarantee and employee behaviour elicit perceptions of recovery fairness. Signaling Theory elucidates how fair service guarantee and employee behaviour influence post-recovery trust, by signaling the trustworthiness of the firm and of employees. The dual lens of Signaling and Attribution Theories explains how a firm’s characteristic of reputation for fairness, and customer attribution of inferred motive influence perceptions of service guarantee and employee behaviour employed as recovery strategies. A scenario-based experiment was conducted in two service contexts – banking and car repair. The data were collected via an online self-completion questionnaire embedding hypothetical scenarios of service failure and recovery. The sample was randomly selected from a consumer panel owned by a reputed UK-based market research agency. The conceptual framework of the thesis was tested by using Partial Least Squares Structural Equation Modeling (PLS-SEM). The moderating effects of firm reputation for fairness and inferred motive were tested by using the product indicator approach in PLS-SEM. Two pre-tests and a pilot study established the ecological validity of findings and the psychometric properties of the measures. In the main study, 658 valid responses were obtained. Results show that procedural fairness elicited by the ease of invoking the guarantee leads to post-recovery trust in the firm, but distributive fairness elicited by guarantee payout does not. Further, the effects of guarantee payout and ease of invocation are contingent upon the firm’s reputation for fairness. Interpersonal and informational fairness elicited by employee concern and communication at the recovery stage lead to post-recovery trust in the employee. The effects of employee treatment and communication on post-recovery trust are contingent upon inferred motive. Post-recovery trust in the firm and in the employee, in turn, impact customer commitment and loyalty. Consistency of results across banking and car repair enhances the generalizability of findings. This thesis extends knowledge in the domain of service recovery research and broadens understanding of the employed theoretical precepts. First, the thesis establishes that service guarantees employed as recovery strategies elicit perceptions of recovery fairness. Such knowledge offers conceptual development of the Justice Theory framework by enhancing understanding of what fair service recovery constitutes. Second, the thesis introduces a new perspective to signaling research that considers how service guarantee and employee behaviour, with related interplay with firm reputation for fairness, signal the trustworthiness of the firm and of employees, and thus influence customer trust. Third, the thesis contributes to the understanding of the impact of perceived recovery fairness on trust by distinguishing between two trust referents - firm and employee. Fourth, the thesis demonstrates how customer perceptions of service recovery are contingent upon the firm’s reputation and inferred motive.
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Pieton, Marla M. "Media Company Policies Concerning Journalists Who Cover Traumatic Events." Kent State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=kent1260654915.
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Johnson-Tate, Dawn Renita. "Effective Strategies Used by Restaurant Managers to Reduce Employee Absenteeism." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5089.
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Employee absenteeism costs organizations in the U.S. restaurant industry more than 15% of profits each year. Some restaurant managers lack strategies to reduce employee absenteeism. Using the expectancy theory, the purpose of this single case study was to explore effective strategies that restaurant managers use to reduce employee absenteeism. The target population was managers of a single restaurant, known for successfully implemented strategies to reduce employee absenteeism, located in the Baltimore-Washington, DC, metropolitan area. Data collection included semistructured face-to-face interviews with 3 managers and a review of company archival documents such as memorandums, training documents, employee records, and employee performance reviews. Data were analyzed using inductive coding of words and phrases from the interviews and noted from the company archival documents. The findings revealed themes that represented restaurant managers' strategies for reducing employee absenteeism including communication, consistent enforcement of management policies, and a positive environment. Managers who used the strategies of communication, consistent enforcement of management policies, and a positive work environment reduced employee absenteeism, which might increase productivity and profitability in the restaurant industry. The implication for positive social change is that restaurant managers might reduce employee absenteeism through implementation of these effective strategies and, in turn, encourage new or sustained employment opportunities, organizational sustainability in the community, and sustained financial well-being of employees and their families.
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Naumann, Samantha. "Pets in the Workplace| The Impact of Pet-Friendly Policies on Employee Stress and the Mediating Role of Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1589076.
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This study investigated whether pet-friendly workplace policies, specifically dog-friendly policies, serve as a buffer against stress, as well as impact perceived organizational support (POS). Using a mediational questionnaire design, this study examined whether the availability of a pet-friendly policy was significantly related to employee occupational stress levels and employee POS, with POS mediating the relationship between a pet-friendly policy and stress. One-hundred eighty-eight full-time employees recruited via crowdsourced and snowball sampling methods completed an online survey, including several measures of workplace attitudes. Results supported all hypotheses, revealing that the presence of a pet-friendly policy was significantly related to lower stress, and POS fully mediated this relationship. Significant interactions were also found, indicating that this effect was stronger for dog owners than for employees without dogs. Ultimately, these findings provide support for the affordance of a pet-friendly policy in organizations, when appropriate.
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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.
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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.
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Murrillo, Dora. "Impact of the new welfare policies on the morale of selected public sector social workers." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1563.
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Aku, Anizizo. "Role of Middle Managers in Mitigating Employee Cyberloafing in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3967.
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Companies in the United States are concerned about the indeterminate effectiveness of corporate cyberloafing mitigation efforts leading to the persistence of employee cyberloafing behavior. Although middle managers are the driving force behind the transformational influences that guide employee productivity and could proffer practical solutions, a lack of clarity surrounds the middle manager's role in the overall cyberloafing mitigation efforts within organizations. The central research question for this transcendental phenomenological research study explored the lived experiences of middle managers regarding their roles in mitigating employee cyberloafing at higher education institutions in Florida. This study used a social constructivist-interpretive framework that draws from the multiple realities constructed through social interactions and lived experiences. Participants included 7 middle managers with experience mitigating cyberloafing at higher education institutions in Florida. Four major themes emerged from an inductive analysis of the data, including managing employee performance, proximity matters, cyberloafing interventions, and understanding employee online technology use. The results and recommendations of this study provide implications for social change. Business organizations may modify cyberloafing mitigation strategies and policies from a better understanding of manager/employee interactions, transformational managerial influences used to mitigate employee cyberloafing, and managerial knowledge of employee appropriation of online technology.
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McCoy, Mary Catherine. "The rating policies of corporate and school district recruiters: effect of prototypes on the judgement and retrieval of personal data sheet information of college seniors." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53841.
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The purpose of this study was to examine the effect of occupational prototypes on the evaluation and retrieval of information provided in hypothetical personal data sheets of college seniors. Prototypes for mechanical engineers and elementary school teachers were generated by college students majoring in engineering and education. These prototypes were used to construct a simulated personal data sheet evaluation exercise. A total of 36 personal data sheets [2(replications) X 3(GPA: high, medium, low) X 2(extracurricular activities: prototypic, nonprototypic) X 3(work experience: high, medium, low)] were developed for each occupation. Each of the 36 personal data sheets were rated by corporate or school district recruiters.
Based on the results of the study, several conclusions were proposed. First, it was apparent that prototypes differed structurally between occupations, and that these prototypes may differ slightly between students and recruiters. Second, it was noted that not all aspects of a prototype were weighted equally during information processing. One dimension, GPA, was heavily emphasized by the majority of recruiters, with little consideration given to work experience and extracurricular activities. Third, it was suggested that schematic organization affected the recruiters rating process because 85% of the engineering recruiters and 87% of the education recruiters used the same rating policy. Furthermore, while prototypes differed structurally between occupations, the weighting, or importance, of a particular dimension in the rating process may be equivalent for all occupations, Thus, although the underlying structure of the prototypes differed between occupations, the emphasis on GPA by both groups of recruiters resulted in the identical rating policies of both engineering and school district recruiters. Finally, recruiters tended to remember prototypic rather than nonprototypic information from the Personal Data Sheets. These results suggest that schematic organization and prototypes are affecting the judgement and retrieval of Personal Data Sheet information of college seniors.Ph. D.
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Liu, Yiqing, and Tong Wu. "Employers’ and employees’ evaluation of the implementation of flexible working policies." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.
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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.
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Mwariri, Gladys Wanjiru. "The impact of international trade and investment policies on the labour rights of export processing zones' workers : the case of Kenya." Diss., University of Pretoria, 2007. http://hdl.handle.net/2263/5760.
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Investigates to what extent international trade and investment policies affect the
labour rights of EPZ (Export Processing Zones) workers in Kenya. Audit the existing legal and policy framework for labour protection in Kenya and determines the extent to which the labour rights of EPZ workers in Kenya are protected. Also examines whether whether the EPZs are beneficial to Kenya and identify ways in which the labour rights of EPZ workers can be protected.Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2007.
A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Prof Hani Sayed of the American University in Cairo, Egypt.
http://www.chr.up.ac.za/
Centre for Human Rights
LLM
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Eriksson, Tova, and Frida Jonsson. "Att göra CSR-policyn närvarande i den dagliga praktiken : En kvalitativ studie om hur företag kan skapa delaktighet." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185196.
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“Agenda 2030” and UN’s 17 sustainable development goals have increased the interest of sustainability in society. Pressure from different stakeholders implicates that organizations must act responsible in these questions. A conception that has grown in the area of sustainability, and something that many organizations work with today is Corporate Social Responsibility, also referred to as CSR. Organizations can meet the wishes of the stakeholders by integrating sustainable commitments into policies. The risk is that these policies decouple from practice and are used as a marketing tool rather than something that permeates the actual business. The implementation of the CSR-policy is therefore important, but the actual work does not stop there, it should continue to be integrated into the organizations' daily practice. Therefore, it is important to involve the employees in the organization to make these documents significant. Previous research has implied that internal communication and corporate culture is important to engage and motivate the employees, and therefore it is interesting to study how organizations can work with these to make the CSR-policy present. The research question for this study is: How do large organizations work to create participation among employees that contribute to the CSR policy being present in the daily practice? To answer the research question, a qualitative study was conducted within two large companies operating in two different industries. One sustainability manager and three employees were interviewed in each company. The interview questions were founded in the four research areas of the study, CSR, employee commitment, internal communication, and corporate culture, which previously has been highlighted as important areas. Based on the results, several conclusions could be drawn. Internal communication has been highlighted as an important aspect to create employee commitment to the organizations’ CSR-policy. The vertical “bottom-up" communication, which is inclusive and symmetrical, and where employees are encouraged to provide with opinions and viewpoints, turns out to be important to a successful employee commitment. The respondents advocate a policy that is conducted into a concretized message and is relevant to the recipient. Also, the study has proven the advantage of using many internal communication channels. Furthermore, the corporate culture is important, and organizations should work actively to ensure that the CSR policy and its commitments permeate the culture. This can be achieved by focusing on the recruitment process by attracting employees that share the same values, or by leading by example as a manager or as an employee.
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Machková, Michaela. "Obsazování volných služebních míst u Policie ČR." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193826.
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The aim of the thesis is to analyse the process of filling vacancies with the Police of the Czech Republic, to identify the advantages of the process in use, and its disadvantages and to suggest suitable actions to solve the identified problems. The theoretical part of the thesis introduces the base for reaching the defined aim, it concerns HR activities prior to filling vacancies, filling vacancies itself, recruitment, selection and hiring the employees and their adaptation. The theoretical findings are applied to the Police of the Czech Republic in the practical part of the thesis. The system of recruitment, selection, hiring and adapting policemen is described and evaluated in the practical part. Consequently, possible suggestions to improve the current situation are presented in relevant chapters.
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Mackay, Hayley. "Critical analysis of employer’s workplace policies towards HIV positive employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/27261.
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The courts approach to HIV positive employees will be studied as they give a rough This dissertation takes its focus from the plight of millions of South Africans living with HIV/AIDS. HIV sufferers count for 11.2 percent of our entire population. It has furthermore been predicted that in the next 10 years to come, 40 to 50 percent of the current workforce will be lost to HIV/AIDS.1 Only certain people qualify for free government issued anti-retrovirals (HIV/AIDS medication), this leaves a large portion of people unable to afford their much needed medication. This ultimately leads to them becoming very ill and often unable to work. These statistics do not leave the South African employment situation with great confidence. Much legislation has been promulgated that prohibits the discrimination of those suffering from the disease and this legislation and its impact will be analyzed to see if it does meet the current needs of those suffering from HIV/AIDS. What will be discussed is how this legislation does not make available for the mechanism for employers to provide either the treatment or the access to a medical aid for their employees suffering from HIV. The cost of such a provision of treatment will be a great expense to any employer, especially those of a smaller nature. What will be dealt with is ways in which to encourage employers to implement such a scheme, through tax rebates and seeing the financial benefits of implementing such an arrangement. The provision of treatment encourages a better working relationship and reduces, amongst other things, the cost of staff replacement. The Labour Relations Act2 does offer employer’s guidelines as to how HIV positive employees should be handled at the workplace. However these are just guidelines. What will be examined is how such a policy can be implemented in any workplace, the contents of such a policy and benefits of it being a compulsory workplace addition. Successful workplace policies and legislative guidelines will be used to create an ideal HIV workplace policy model. The courts approach to HIV positive employees will be studied as they give a rough indication of whether HIV positive person’s rights are being affected at the workplace. This will dictate to us whether there is a need for improvement and to what extent. What will be seen is that there are large gaps in the South African employment arena. HIV positive employees are falling through these gaps with no protection and no one willing to take on the challenge of helping to improve their lives.Dissertation (LLM)--University of Pretoria, 2013.
Public Law
unrestricted
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Nampala, Lovisa Tegelela. "The Impact of Migrant Labour Infrastructure on Contract Workers in and from Colonial Ovamboland, Namibia, 1915 to 1954." University of Western Cape, 2020. http://hdl.handle.net/11394/8163.
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Philosophiae Doctor - PhDThis thesis explores the ways in which migrant labour infrastructure and the related operating practices of the South African colonial administration impacted on workers in and from the colonial north-central part of Namibia, formerly known as Ovamboland. This study stretches from the Union of South Africa’s occupation of the region in 1915 up to 1954 when the last Native Commissioner for Ovamboland completed his term of office and a new administrative phase began. Infrastructure refers to the essential facilities that an institution or communities install to use in order to connect or communicate.4 Vigne defines infrastructure as the mode of connections between techniques, practices, social values, cultures, economies and politics.5 This dissertation deals with two types of infrastructures.
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Smith, Janine. "Employees' perceptions of the South African Police Service's employee substance abuse prevention programme in Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021183.
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Substance abuse is a major social issue within the South African Police Service (SAPS). To address this issue, the SAPS implement an Employee Assistance Programme (EAP) as an intervention to address problems that may affect the work performance of employees. Despite the existence of this programme, substance abuse is still occurring and has a negative impact on work performance. This concern has fuelled the researcher to initiate this study. The goal of this study is to gain an understanding of Port Elizabeth SAPS employees’ perceptions regarding the effectiveness of the EAP substance abuse prevention programme. A qualitative research methodology, with a descriptive, exploratory and contextual research design was implemented. The researcher elected to use non-probability sampling, specifically, purposive sampling for this study. A sample of ten employees was chosen from an area demarcated for the purpose of the study, within the SAPS in Port Elizabeth. Data was collected through semi-structured, individual interviews. Interviews were continued until saturation point was reached. The interviews were analyzed according to the detailed guidelines set out by Tesch (in Creswell, 2003:192). The data was verified according to Guba’s principles (in De Vos, Strydom, Fouche & Delport, 2002:351). The researcher also employed the services of an independent coder in order to enhance the trustworthiness of the study. The perceptions of EAP as a substance abuse prevention programme, by employees of the SAPS in Port Elizabeth, have not been highlighted adequately within the South African context. The researcher’s study will hence contribute to the existing body of knowledge of the discipline.
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Peterson, Tia. "Evaluation of Vaccination Policies Among Utah Pediatric Clinic Employees." BYU ScholarsArchive, 2015. https://scholarsarchive.byu.edu/etd/5560.
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Introduction: Pediatric health care settings are high risk environments for spreading communicable and vaccine preventable diseases from health care workers to susceptible patients. Methods: All managers of pediatric clinics operating in the state of Utah were included. Participants were invited to complete a two-page questionnaire regarding their clinic vaccination policies. Results: Half (n = 23, 50%) of Utah pediatric outpatient clinics recommend employee vaccinations, although employee refusal is allowed without consequence. Of all adult vaccines, influenza was most often included as part of the employee vaccination policy. Some clinics required unvaccinated employees to wear masks in the event of illness, but many had no additional requirements for unvaccinated and ill employees. Discussion: Vaccination of health care workers is an effective approach to reduce disease transmission. Mandatory vaccination policies can significantly improve vaccination rates among health care workers.
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Barrette, André. "De la structure organisationnelle à la satisfaction au travail chez les policiers municipaux du Québec /." Thèse, Chicoutimi : Université du Québec à Chicoutimi, 1995. http://theses.uqac.ca.
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Vance, A. (Anthony). "Why do employees violate is security policies?:insights from multiple theoretical perspectives." Doctoral thesis, University of Oulu, 2010. http://urn.fi/urn:isbn:9789514262876.
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Abstract
Employee violations of IS security policies is recognized as a key concern for organizations. Although interest in IS security has risen in recent years, little empirical research has examined this problem. To address this research gap, this dissertation identifies deliberate IS security policy violations as a phenomenon unique from other forms of computer abuse. To better understand this phenomenon, three guidelines for researching deliberate IS security violations are proposed. An analysis of previous behavioral IS security literature shows that no existing study meets more than one of these guidelines.
Using these guidelines as a basis, this dissertation examines IS security policy violations using three theoretical models drawn from the following perspectives: neutralization theory, rational choice theory, and protection motivation theory. Three field studies involving surveys of 1,423 professional respondents belonging to 7 organizations across 47 countries were performed for empirical testing of the models.
The findings of these studies identify several factors that strongly predict intentions to violate IS security policies. These results significantly increase our understanding of why employees choose to violate IS security policies and provide empirically-grounded implications for how practitioners can improve employee IS security policy compliance.
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Biehl, James. "The activation of the helping professions of the South African Police Service (SAPS) with respect to an internal Employee Assistance Programme in the West Metropole." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-02072005-153014.
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Lee, Wai-si Cecilia. "Motivation in the Auxiliary Police Force : a test of Herzberg's two factor theory /." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1231612X.
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Habib, Najibullah. "Analysis of occupational health travel policies for employees of international organizations working abroad." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408400.
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Lee, 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.
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Abdulla, Jassem Mohammed. "Determinants of job satisfaction among Dubai police employees." Thesis, University of South Wales, 2009. https://pure.southwales.ac.uk/en/studentthesis/determinants-of-job-satisfaction-among-dubai-police-employees(b0fc7997-53be-40d9-9137-b8414e1a9ef8).html.
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Job satisfaction is one of the methods used to establish and maintain a healthy organisational structure. It has been frequently investigated in studies that deal with organisational strategies because of its potential impact on work attitudes such as job performance, productivity and organisational commitment. Although researchers have identified many factors that relate to job satisfaction, the majority of these factors can be grouped into two broad categories: (a) personal factors, and (b) environmental factors. Although personal and environmental factors are utilised as distinctly competing models of job satisfaction, researchers argue that the work environment is a better predictor of job satisfaction. Most, if not all, scales used to measure job satisfaction have been developed in Western countries. The aim of this study is to identify the determinants of job satisfaction in one of the largest public sector organisations in the United Arab Emirates, namely, the Dubai Police Force (DPF), and then, to develop a model of job satisfaction linking antecedents and consequences to job satisfaction. The police, like any other public sector organisation, needs to develop and maintain a strong relationship with its human resources in order to effectively perform crime fighting and service provider roles. The issue of job satisfaction, particularly amongst Middle East police force employees, has received only limited research attention. Although some studies have tried to identify the indicators of job satisfaction among police employees, empirical findings on those indicators have generally been sparse and inconclusive. The study employed a mixed method approach to meet its aims and to increase the reliability and validity of the results. The research strategy adopted involved sequential procedures. A qualitative study was conducted first to explore the research issue and to provide in-depth evidence for the research objectives (stage one). The results from the qualitative study were used to develop a scale. The quantitative study was carried out to explore the determinants of job satisfaction among the DPF employees (stage two). Five separate data collections (in-depth interviews, focus group, expert panel, pilot testing, and survey-DPF employees) were conducted, involving a total of 1,075 respondents. The results of this study support the conclusions of previous research that the work environment is a better predictor of job satisfaction than individual demographic variables and that personal factors are of little value to understanding job satisfaction. The results show that 47% of the variance in job satisfaction scores can be explained by eleven environmental and four personal variables (in order of importance): salary and incentives, nature of the work, public perception, organisational policy and strategy, relationships with co-workers, supervision, promotion opportunity, performance appraisal, professional development, communication, job stress, nationality, sex, shift work and public contact. Accordingly, several policy implications of the findings and recommendations for future research are discussed.
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Schneider, Susanne [Verfasser]. "HR Policies and Maternal Labor Supply : The Example of Employer-Supported Childcare / Susanne Schneider." Frankfurt a.M. : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2017. http://d-nb.info/1133461476/34.
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Everts, Gail Lynn. "A study of career development programs in Wisconsin municipal police agencies." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001evertsg.pdf.
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Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.
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Al-Awadi, Maryam. "A study of employees' attitudes towards organisational information security policies in the UK and Oman." Thesis, University of Glasgow, 2009. http://theses.gla.ac.uk/860/.
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There is a need to understand what makes information security successful in an organization. What are the threats that the organization must deal with and what are the criteria of a beneficial information security policy? Policies are in place, but why employees are not complying? This study is the first step in trying to highlight effective approaches and strategies that might help organizations to achieve good information security through looking at success factors for the implementation. This dissertation will focus on human factors by looking at what concerns employees about information security. It will explore the importance of information security policy in organizations, and employee’s attitudes to compliance with organizations' policies. This research has been divided into four stages. Each stage was developed in light of the results from the previous stage. The first two stages were conducted in the Sultanate of Oman in order to use a population just starting out in the information security area. Stage one started with a qualitative semi-structured interview to explore and identify factors contributing towards successful implementation of information security in an organization. The results suggested a number of factors organizations needed to consider to implement information security successfully. The second stage of the research was based on the first stage’s results. After analysing the outcomes from the semi-structured interviews a quantitative questionnaire was developed to explore for information security policy. The findings did suggest that the more issues the organization covers in their security policy the more effective their policy is likely to be. The more an organization reports adoption of such criteria in their security policy, the more they report a highly effective security policy. The more the organization implements the ‘success factors’ the more effective they feel their security policy will be. The third stage was conducted in the UK at Glasgow University because employees are somewhat familiar with the idea of information security. It was based on the findings derived from the analysis of the quantitative questionnaire at stage two. The findings revealed different reasons for employee’s non-compliance to organization security policy as well as the impact of non-compliance. The fourth stage consolidates the findings of the three studies and brings them together to give recommendations about how to formulate a security policy to encourage compliance and therefore reduce security threats.
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Dipela, Mmaphuti Percy. "Evaluating the effectiveness of an employee assistance programme within South African police services in the Waterberg District, Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1807.
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Thesis(M.A. (Social Work)) -- University of Limpopo, 2016The purpose of the study was to evaluate the effectiveness of an Employee Assistance Programme (EAP) in South African Police services, within Lephalale Municipality, Waterberg District in Limpopo Province. The study was conducted within seven police stations. The sample comprised of 189 employees some of whom were employed in terms of the SAPS Act No. 63 of 1995 and others who were employed in terms of the Public Service Act No 103 of 1995. The sample was drawn from the population of 398 of employees using systematic random sampling method. The research approach followed in this study was quantitative and data was collected through the administration of questionnaires over a period of (8) eight days. Respondents were requested to give their experiences and understanding of the functioning of the EAP programme, awareness of the programme, satisfaction with the programme and how accessible the programme was to them. A theoretical background on the effectiveness of the Employee Assistance Programme in this study was provided through literature. In the literature, the goals, objectives and intentions of EAP were discussed. The aspects of EAP which are critical for EAP effectiveness were also explored and discussed. These include the benefits of utilising EAP, the rationale for EAP evaluation, the nature of EAP functioning in SAPS and EAP core technologies. The findings of the study are based on the one hundred and eighty nine (189) questionnaires that were returned by respondents. The findings were presented through tables and graphs and also interpreted using words. The study generally found that employees are aware of the existence of EAP within SAPS, though the utilisation rate was very low. However there is a need to improve EAP operation and strategies within SAPS to allow EAP to reach more employees. Based on the findings of the study, conclusions and recommendations were made regarding the improvement of the EAP in SAPS.
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Ojo, Stella Ibiyinka. "Work-life balance policies and practices in Nigeria : experiences from managerial and non-managerial employees in the banking sector." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13048.
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Work design and content is changing. Accompanying this change has been an increasing demand by workers for policy makers to factor the issue of managing workers’ work and life. Work–life balance as a concept has attracted attention for several years as a result of individuals attempting to juggle multiple demands from both work and outside the workplace. The number of multiple demands on individuals usually vary from one person to the other and can increase or decrease at different stages of the person’s life. Essentially, this study reviewed work–life balance literature as espoused from the UK and US schools of thought. The purpose of this research is to explore the extent to which work–life balance policies and practices are a reality for employees and managers in the Nigerian banking sector; to investigate the adoption and use of policies/practices in Nigerian banks and finally to examine the barriers to and reasons for their muted adoption and utilisation of work–life balance policies and practices in Nigerian banks. This research is exploratory in nature and it adopted a mixed-method research technique which allowed for in-depth information from the respondents. The methodological approach used in this study is a qualitative dominant mixed method. A mixed-method approach was used in this study following the traditions of McCarthy, Darcy and Grady (2010); Kalliath and Brough (2008); Halford, (2006) and Beauregard and Henry (2009) to ensure the validity and reliability of the study and also to offer different insights in order to make the final result of the research more robust. A questionnaire and semi structured interview technique was utilised. The study was based on 20 of the 24 banks in the Nigerian banking sector. The total sample size was three hundred and sixty nine (369), of which two hundred and fifteen (215) questionnaires were completed and one hundred and thirty four (134) semi-structured interviews conducted for the bankers while (20) semi structured interviews were conducted for the trade union officials. In order to ensure that the cross-section of relevant respondents was as representative as possible, interviewees were divided into three categories: employees, managers and trade union officials. SPSS was used to analysis the quantitative data, while qualitative data was analysed using NVivo software through the coding of the large quantity of data collected. The themes that emerged from the analysis were used to discuss the research issues in the light of prior research findings from various empirical researches. The quantitative contribution of the study revealed that age was not significant to the bankers as regards issues relating to work life balance. The qualitative findings on the other hand revealed that there is diversity in terms of how both managerial and non-managerial employees understood and experienced WLB initiatives in the Nigerian banking sector. In addition, the study showed that cultural sensitivity affects how WLB is appreciated and utilised. The research also contributes to the spill-over theory by adding age, gender, implementation and benefits of work–life balance. This research has contributed to the body of knowledge on work–life balance issues in the Nigerian banking industry. This study also contributes to the existing literature on connotations of work–life balance by utilising a mixed method approach to explore and explain the different notions of work–life balance and usage of work–life balance initiatives.
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Morgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.
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Men and women are both faced with daily decisions that affect their families and their work. This paper will look at the overall satisfaction of employees as it relates to work &ndash life conflict. The concept has expanded as there are more responsibilities outside of the job setting that include volunteer commitments, personal development, home life and elder care. Since lifestyles have changed and there are significant pressures that all employees are facing, work &ndash life has become a significant benefit issue. Family &ndash friendly policies may help organizations to assist employees with balancing work and family. Conflict roles can spillover from the work domain to the family domain and from the family domain to the work domain. Time and technical connectivity are factors in work overload. Supporting employees could contribute to job satisfaction by offering alternative work schedules and family-friendly benefits. Organizations that offer flexible alternatives can engage employees and decrease job turnover.
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Schmidt, Philip J. "The effect of agency traits on recruitment and retention for deputy sheriff positions in Wisconsin." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007schmidtp.pdf.
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Graepler, Charlotte, and Ulrika Johansson. "Cyberloafing : En enkätstudie om internetanvändning för privat bruk under arbetstid." Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-4146.
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Teknologin har gjort stora framsteg de senaste åren. I och med den fortskridande utvecklingen har det skapats nya möjligheter för utveckling, tillväxt och marknadsföring för världens företag. Internet är ett hjälpmedel, som har bidragit till att skapa dessa möjligheter. Denna förmån har även medfört att de anställda kan ägna sig åt ”osynliga” icke-arbetsrelaterade aktiviteter såsom cyberloafing (internetanvändning för privat bruk under arbetstid). Tidigare forskning kom fram till att det finns två nivåer av cyberloafing. Dessa benämndes ”mild” (exempelvis skicka och ta emot privat e-post) och ”grav” (exempelvis delta i online-spel som innefattar riktiga pengar). Studiens syfte var att undersöka vilka aktiviteter, som förekom när de anställda använde sig av cyberloafing och varför cyberloafing utfördes. Syftet med studien var även att studera sambandet mellan deltagarnas inställning till cyberloafing och hur de ansåg att cyberloafing påverkade deras arbetsprestation samt en sambandsstudie mellan hur många gånger per dag som deltagarna i genomsnitt använde sig av cyberloafing och deras inställning till ämnet. Det var även av intresse att undersöka om det fanns några skillnader mellan den offentliga och den privata sektorn. Studien utfördes med hjälp av en webbenkät och hade 87 stycken svarande. Deltagarna var anställda hos företag inom Trestads-området och kravet var att de hade daglig tillgång till Internet. Studiens resultat visade att den mest förekommande aktiviteten var alternativet ”besöker nyhetssajter”. Studiens resultat visade på några signifikanta könsskillnader samt skillnader mellan den offentliga och den privata sektorn.Technology has made great strides during the last years. The development of technology has created new opportunities for growth and marketing for companies. Internet is a tool that has helped to createtheseopportunities. This asset has also led to an opportunity for employees to engage in”invisible”, non-work related activities such as cyberloafing (internet use for personal use during working hours). Previous researchhas reportedtwo levels of cyberloafing which are called minor cyberloafing (e.g. sending and receiving private e-mail) and severe cyberloafing (e.g. participate in online games involving real money). The purpose of this study was to examine the activities that occurred when employees used the Internet for private purposes and also why cyberloafing occurred. The purpose was also to studytherelationships between participants' attitude towards cyberloafing and how they felt that cyberloafing affected their job performance. It also examined if therewasa connection between how many times per day the participants on average used the cyberloafing and their attitude towards the subject. It was of interest to investigate whether there were any differences between the public and the private sector. The study was conducted using an online questionnaire and had 87 respondents. The participants came from companiesinthe Trestads area. Therequirementwas that the employees had daily access to Internet. Our results showed that the most common activity was visiting news sites. The results of this study showed some significant differences between genders and between the public and the private sector.
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Ifabua, A. "Effects of organisational policies and practices on job satisfaction among employees of international non-governmental organisations (INGOs)." Thesis, Nottingham Trent University, 2009. http://irep.ntu.ac.uk/id/eprint/348/.
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Since International Non-Governmental Organisations (INGOs) gained United Nations’ recognition in the 1950s, they have continued to grow in stature as key global players. Consequently, a lot of research attention has been devoted to the global influence of INGOs and the management challenges that they face. Despite steady increase in the number of research publications that focus on a wide range of INGO issues, employee job satisfaction has yet to receive serious research attention. This study seeks to fill that gap by examining forms and levels of job satisfaction among INGO employees in the United Kingdom and Africa. The study explores the influence of INGO mission, culture, structure and HRM policies and practices on employee job satisfaction. The questions addressed in this research focus on how employees perceive their jobs and the performance of INGOs in executing corporate missions, application of principles and values, working relations between headquarters and field locations and HRM policies and practices. Data collection involved 35 in-depth interviews with employees in various INGOs in the UK and Africa. The secondary method for data collection is questionnaire administration. Findings from this research contribute to what is currently known about job satisfaction in the INGO sector. Interpreting accounts of work experiences through dialectical mechanisms represents a unique and dynamic approach to the study of job satisfaction. Furthermore, the finding that effective application of corporate principles and values remains a critical factor as far as job satisfaction among INGO employees is concerned challenges the thinking that ‘corporatisation’ and ‘professionalization’ have robbed the sector of its values.
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Zethu, Nolitha Happiness Thando. "Investigating retention in the South African Police Service." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/31333.
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Background
In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force.
Aim of the Study
Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff.
Method
A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed.
Findings
The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management.
Recommendations
Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.
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Gac, Francisca. "Jobbannonser och potentiella arbetssökandes identitet: Effekter på den upplevda företagsattraktiviteten." Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-8046.
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Studier har visat på ett samband mellan försämrad arbetsprestation och konflikter som uppstår av att familjelivet inkräktar på arbetet. En del organisationer har med anledning av detta valt att utveckla och tillämpa familjevänliga policies för att stötta sina anställda i att balansera arbets- och familjesfären. I och med ökad konkurrens på arbetsmarknaden har fördelarna med dessa policies kommit att uppmärksammas allt mer. En förändrad arbetsmarknad har bidragit till att arbetsgivare i större utsträckning väljer att ägna sina resurser åt effektivt employer branding-arbete för att attrahera kompetent arbetskraft. I föreliggande studie undersöktes effekterna av familjevänliga policies/karriärvägar och framträdande identiteter på studenters upplevda företagsattraktivitet. Urvalet bestod av 95 studenter på PAO-programmet vilka fick läsa jobbannonser och därefter skatta företagets attraktion. Resultatet visade en signifikant effekt av policy. Ingen signifikant interaktionseffekt mellan framträdande identiteter och policy på variabeln upplevd företagsattraktivitet kunde påvisas, vilket stödjer tidigare forskning i ämnet. Implikationer för framtidens arbetsmarknad diskuteras.
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Rockman, Paul A. "Affirmative action policies and strategies impacting on management positions in the provincial administration: Western Cape - 1995 to 1999: a critical assessment." University of the Western Cape, 2000. http://hdl.handle.net/11394/7751.
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Magister Administrationis - MAdminThe South African society is in a period of transformation that constantly challenges economic, social, and even psychological paradigms. Affirmative Action forms an integral part of the process of redistribution and has, for the longest time, attempted to make inroads into the mainstream of economic life in South Africa. The public service, being a government employer, generates a certain expectation with regards to substantive transformation amongst its ranks. For this reason, this study focuses on the Provincial Administration: Western Cape and the impact that affirmative action policies and strategies have had on management positions between the period 1995 and 1999. Government Affirmative Action policies and legislation have more than placed this issue in the forefront of social change and transformation, yet this investigation leads one to conclude that there is a lack of commitment from the provincial administration in terms of realizing national goals and objectives. This study critically assesses the dynamics at work in the transformation process in the administration and establishes the strengths and weaknesses of particular policies and strategies. Data relating to management positions, and the implementation of affirmative action policies and strategies during this period, suggest that little or nothing has been transformed.
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Ng, Chi-hong, and 吳智康. "Hong Kong's strategies in competing for talents: policies and challenges." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50257304.
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Chan, Tin-chu. "A study of the staff relations in the Hong Kong Police Force /." View the Table of Contents & Abstract, 2005. http://sunzi.lib.hku.hk/hkuto/record/B31365395.
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