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Dissertations / Theses on the topic 'Employee recognition'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Smith, Charlotte Lucy. "Employee recognition at work : a study of employee experiences." Thesis, University of York, 2014. http://etheses.whiterose.ac.uk/8024/.

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Despite evidence of its increasingly widespread use within organisations and a significant body of practitioner and “popular” literature on the subject, employee recognition has received relatively little empirical study by academic researchers. As a result, there are significant gaps in our knowledge, particularly around how recognition schemes actually operate in organisations and the ways in which they impact upon individuals and organisations. This thesis responds to these knowledge gaps through presenting empirical evidence collected through in-depth interviews with employees drawn from t

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2

Schouten, Theresa Lynn. "The impact recognition has on employees in the Human Resource Department at Bemis Company, Inc." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006schoutent.pdf.

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3

Wimbush, James C. "A longitudinal examination of public recognition and employee absenteeism: an exploratory study." Thesis, Virginia Tech, 1988. http://hdl.handle.net/10919/44696.

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<p>The study extended the Scott et al. (1985) research by examining the influence of public recognition on employees' attitudes and perceptions toward absenteeism. The main focus was on why the public recognition program was effective in reducing employee absenteeism.<p> </p> To better understand the effectiveness of recognition in reducing absenteeism, a model of the absenteeism/recognition relationship was developed. The model was based on the integration of the need, expectancy, reinforcement, and goal setting theories. It implies that the influence of recognition on attendance behavi

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4

Osborne, Schrita. "Employee Engagement and Organizational Profitability." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3194.

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Disengaged employees typically cost U.S. corporations $350 billion annually. The purpose of this case study was to explore strategies that some communication business leaders used to engage their employees that resulted in increased profits. The target population consisted of 4 communication business leaders located in Jackson, Mississippi who possessed at least 1 year of successful employee engagement experience. The self-determination theory served as the study's conceptual framework. Semistructured interviews were conducted and the participating company's archived documents were gathered. P

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Bloch, Alexandra Christel. "Exploring employee recognition as a managerial tool : a consideration of the effects of team efficacy, goal commitment and performance monitoring /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19200.pdf.

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6

Roberts, Roshan Levina. "The relationship between rewards, recognition and motivation at an insurance company in the Western Cape." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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Increasingly, organisations are realising that they have to establish an equitable balance between the employee&rsquo<br>s contribution to the organisation and the organisation&rsquo<br>s contribution to the employee. Establishing this balance is one of the main reasons to reward and recognise employees. Organisations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition (Deeprose, 1994). Studies that have been conducted on the topic indicates that the most common problem in organi

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Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.

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The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8

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Proctor-Matos, Peggy Teresa. "Strategies for Reducing Voluntary Employee Turnover in Public Schools." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7719.

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The oversight of systematic approaches to reducing voluntary employee turnover decreases educational institutions’ budgets and performance. In the United States, public schools spend over $2.22 billion annually in voluntary employee turnover costs. The purpose of this qualitative single case study was to explore strategies public school leaders use to reduce voluntary employee turnover. The population consisted of 3 leaders from 1 public school located in Georgia, with successful experience reducing voluntary employee turnover. The conceptual framework for this study was grounded in Vroom’s ex

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McKnight, Sr Michael John. "Employee Perceptions of Merit Pay and its Influence on Work Performance." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4234.

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The work performance of employees remains a vital factor both in an organization's viability as well as in the prosperity of its employees. Merit pay can influence employee performance and is one of the most frequently used monetary reward incentives for motivating employees to achieve a higher level of performance. The problem is the limited knowledge on how state employees in a southern state perceive merit pay and how those perceptions may influence employee work performance. Using a conceptual framework built from elements of various motivational theories including Maslow's hierarchy of ne

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Yazdani, Shirin. "The impact of ISO 9001 on employee engagement." Doctoral thesis, Universitat de Girona, 2021. http://hdl.handle.net/10803/672907.

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In the past few decades, ISO 9001 quality management and human resources are major issues in business and management research, due to their potential impact on a range of individual and organizational outcomes. In this regard some analysts believe that only a combination of human resource management and ISO 9001 quality management will enable the organization to survive in the future. Given the relevance and usefulness of employee engagement for organizational performance and the recent spread of the ISO 9001 standard, this thesis argues and explores the effect of ISO 9001 adoption on three co

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Ladson, Deniqua Arshay. "Strategies for Increasing Employee Morale and Mitigating Turnover in the Banking Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7689.

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Bank leaders who fail to implement effective leadership strategies experience low employee morale and high employee turnover. The estimated failure rate of bank industry leadership to attain some organizational targets such as desired levels of employee morale, employee retention, and profitability is as high as 60%. The purpose of this single case study was to explore strategies bank leaders implemented to improve employee morale and mitigate employee turnover. The population for this study included 4 bank leaders in the United States who successfully applied effective leadership to improve m

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12

Chalmers, Rodney Eric. "The effects of verbal recognition on work performance and intrinsic motivation: Using behavior modification techniques." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2751.

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The effect of both public and private verbal recognition on intrinsic motivation and sales performance in fourteen restaurant waitstaff was evaluated using organizational behavior modification techniques. The hypothesis that public recognition would be more effective than private recognition in increasing intrinsic motivation and sales was not supported.

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Neill, Emily S. "Attraction to the Psychologically Healthy Workplace (PHW): An Examination Focused on Personal Values, Health, and Industry Type." Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy162747800552569.

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Müller, Petra, Vanessa Theresa Schmidt, Lisa Werkmeister, and Maria Beutner. "Bleiben Belohnung und Anerkennung in virtuellen standortverteilten Teams auf der Strecke? – Reward and Recognition Systeme als Lösungsansatz." TUDpress, 2018. https://tud.qucosa.de/id/qucosa%3A33719.

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Die steigende Konkurrenz um qualifizierte Mitarbeiter veranlasst Unternehmen die Mitarbeiterbindung zu forcieren, und durch Belohnung und Anerkennung Anreize zu schaffen, um die Fluktuation möglichst gering zu halten. Dieses Paper geht auf Reward and Recognition Systeme als eine mögliche Strategie der Mitarbeiterbindung ein und stellt Schlüsselfaktoren und Handlungsempfehlungen für eine Implementierung in virtuellen Teams dar. Dazu wurde ein Literature Review durchgeführt und die daraus resultierte Datenbasis einer qualitativen Inhaltsanalyse unterzogen. Dabei konnte festgestellt werden, dass

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Šimkevičienė, Daina. "DIDMENINĖS PREKYBOS ĮMONĖS IR JOS ATSTOVAUJAMŲ PREKIŲ ŽENKLŲ ŽINOMUMO VAIDMUO FORMUOJANT VERTYBINĮ PASIŪLYMĄ DARBUOTOJAMS." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080529_143602-99027.

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Šimkevičienė, D. (2008) Didmeninės prekybos įmonės ir jos atstovaujamų prekių ženklų žinomumo vaidmuo formuojant vertybinį pasiūlymą darbuotojams. Magistratūros baigiamasis darbas. Vilnius: ISM Vadybos ir ekonomikos universitetas. Darbo tikslas – Nustatyti didmeninės prekybos įmonės ir jos atstovaujamų prekės ženklų žinomumo reikšmę renkantis didmeninės prekybos įmonę, kaip darbdavį. Darbo dalys. Pirmajame darbo etape atlikta mokslinės literatūros analizė ir apibendrinimas. Joje išnagrinėta darbdavio, kaip prekės ženklo žinomumo vertė esamiems ir potencialiems darbuotojams. Taip pat darbuotojų

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Capdevielle, Marianne. "Reconnaissance au travail et implication dans le secteur public." Thesis, Tours, 2019. http://www.theses.fr/2019TOUR1001/document.

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La reconnaissance au travail est l’une des attentes les plus exprimées par les individus quel que soit le type d’organisations pour laquelle ils travaillent selon une enquête TNS-Sofres/Anact réalisée en 2013. Lorsque les individus évoquent leur travail, il n’est pas rare que le manque, voire l’absence, de reconnaissance au travail soit le premier motif de mécontentement évoqué et le secteur public n’échappe pas à ce phénomène. En raison de ce contexte, la reconnaissance au travail a fait l’objet de différents travaux de recherche ces dernières années. Cependant, la question de la spécificité

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Rintamäki, Timo, and Afzali Vassil. "Employees’ Entrepreneurial Attitudes and Opportunity Recognition." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-19589.

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Background: Organizations’ ability to recognize opportunities can provide competitive advantage for organizations in changing environment. In innovation-driven countries many en-trepreneurial people are working as employees in established companies and pursuing opportunities as corporate entrepreneurs. This is a group which researchers have dis-criminated by focusing only on CEO’s and entrepreneur’s opportunity identification capability. We would like to research the topic of employees’ opportunity recognition (OpR) and to find a link with their attitudes towards entrepreneurship, something th

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Cornelius, Dimitra Patterson. "Law Enforcement Employees' Experiences of Skillful Recognition by Leaders." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2443.

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The performance of public agency employees and their management teams have long been subject to critical comments and public doubt. The purpose of this phenomenological study was to explore the experiences of police leaders and staff with regard to skillful recognition of excellent performance within the profession. Twenty law enforcement employees, including leaders, sworn officers, and nonuniformed civilian employees in southwestern North Carolina, consented to in-depth, semistructured interviews concerning their lived experiences. Leader-member exchange (LMX) theory was the conceptual frame

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Arendse, Bianca. "Work motivation and satisfaction amongst employees in a financial services organisation in the Western Cape." University of Western Cape, 2013. http://hdl.handle.net/11394/3929.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>In any field of Human Resource Management and in any organisation, the human being is seen as an asset and remains the most valuable and also the most difficult to understand. The past decade has seen an increased focus on employees, their level of motivation and their satisfaction at work. Theorists have been endeavouring to compartmentalise and comprehend those aspects which are of most importance in certain jobs. Tremendous pressure is put on organisations to improve their performance and increase their competitiveness in the continu

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Meshi, Chantale, and Asiya Muazu Tukur. "The influence of motivation on employee's job satisfaction : a study of First Bank Nigeria PLC." Thesis, Högskolan i Gävle, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-23151.

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Purpose: The purpose of this study is an attempt to find out the influence motivation has on employees’ job satisfaction based on our case which is First Bank Nigeria Plc. To be able to meet this objective, several motivation theories were discussed and intrinsic/extrinsic motivational factors as found in related literature were taken into consideration. Methodology: The researchers carried out a qualitative study where secondary data was obtained from textbooks and peer reviewed journal articles from the school library in order to identify existing scientific knowledge concerning this topic.

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Leitão, Carla Cabo. "Organizational recognition of the contributive uniqueness: construction of an instrument for its assessment." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/15162.

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People, by their unique and changeable character, are presently a valuable and active organizational factor that can make a difference in an organization. The present study aimed to create an instrument that could provide additional information about organizational recognition of employees’ contributive uniqueness. After consulting the literature and analyzing interviews to 10 workers, the first version of the subsequent set of items was elaborated and applied to 384 employees. The KMO and Bartlett’s test indicated that it was possible to proceed to the EFA. In the final solution, obtained wit

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Kjellberg, Mikaela, and Emma Åkesson. "Belöning och erkännande i organisationer : En studie om arbetstillfredsställelse." Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16943.

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Belöning och erkännande är två fenomen som sägs öka medarbetares motivationsfaktorer för att nå en ökad arbetstillfredsställelse hos dem. Dessa fenomen är omdiskuterade ämnen i dagens samhälle då organisationer förser sina medarbetare med detta på olika sätt, eller i vissa fall inte alls. Vårt syfte med studien var att undersöka relationen mellan fenomenen belöning och erkännande med medarbetares arbetstillfredsställelse. Vi har genomfört åtta stycken semistrukturerade intervjuer med medarbetare i olika organisationer, i olika åldrar samt vid olika befattningar. I den teoretiska referensramen

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Steenhuisen, Maria Jacoba. "The knowledge continuum as an enabler for growth and sustainability in the South African basic education system / Mariè Steenhuisen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9207.

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The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa. The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge contin

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Bothma, Juná. "Investigating the influence of manager behaviour on the turnover intentions of employees in the mining industry / Juná Bothma." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4453.

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The objective of this study was to investigate the influence of manager behaviour on the turnover intentions of employees with scarce and critical skills in the mining industry. A cross-sectional survey design was used. A purposive sample (n = 505) was used to collect the data at a platinum operation. Questionnaires were given to employees with scarce and critical skills who fall within the C1 - D1 Patterson level range. Cronbach alpha coefficients were used to assess the reliability and validity of the measuring instruments. All the factors relating to manager's behaviour proved reliable, wit

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Dal, Bosco Cristine. "Formas de reconhecimento existentes em trabalhadores da CAGE e a relação com a saúde mental." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2013. http://hdl.handle.net/10183/77930.

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Esta dissertação de caráter investigativo discute o reconhecimento na CAGE (Controladoria Geral do Estado) relacionando o mesmo com a saúde mental dos trabalhadores. Aponta para as formas de reconhecimento formal e informal que os trabalhadores encontram no ambiente de trabalho. Utiliza o recurso da entrevista como método, ressaltando o carater analítico das falas. Estas são analisadas através de eixos tematicos escolhidos que emergem das falas dos servidores e de sua abordagem frente as questões referentes ao reconhecimento trazidas pela pesquisadora. Utiliza na discussão a relação prazer/sof

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An, Yufei. "Motivation des salariés en Chine : établir un climat mobilisateur dans l’entreprise." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0878/document.

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La motivation des salariés est une nécessité vitale pour le succès d’une entreprise, notamment dans le contexte de la crise économique mondiale. En comprenant ce qui motive leurs membres, les dirigeants peuvent mobiliser le plein potentiel de chaque personne et diriger plus efficacement leur énergie. Le renouvellement des sources de motivation demande d’analyser au préalable les changements qui affectent actuellement le monde du travail et leurs conséquences. L’objectif de cette thèse vise à aider les personnes qui gèrent les ressources humaines (dans l’entreprise) à comprendre quelles sont et

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CHEN, CHIA-LING, and 陳佳鈴. "Disrespectful Customers,Employee Emotion Recognition Ability and Service Quality." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/v5yy43.

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碩士<br>國立高雄師範大學<br>人力與知識管理研究所<br>106<br>The main purpose of this study is to use the expectation theory as a point of view to discuss the influence of emotional recognition ability on service quality after service staff suffer from customer impolite behaviors: Take the first-line service personnel in the southern catering industry as an example. Ways to do research and exploration in order to be able to dig deeper and multi-dimensional other results. The research results indicate that when the service staff is subjected to disrespectful behavior of the customer, their service quality will actua

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Sreejith, S. S. "Development of a Multi-Criteria Decision Making Model for Continuous Evaluation of Employees to Offer Reward And Recognition." Thesis, 2016. http://etd.iisc.ac.in/handle/2005/2741.

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In today’s dynamic global environment, organizations need to be agile and adaptive by practicing innovative strategies in order to sustain and remain competitive. One indicator of organizational sustainability is its productivity, which translates into the productivity and performance of employees in the organization. Performance evaluation of employees is an important step in measuring the employee productivity. Such evaluations are in general conducted annually using a performance appraisal system (PAS). The annual appraisal using PAS has two major drawbacks. The first drawback is the long

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Sreejith, S. S. "Development of a Multi-Criteria Decision Making Model for Continuous Evaluation of Employees to Offer Reward And Recognition." Thesis, 2016. http://hdl.handle.net/2005/2741.

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In today’s dynamic global environment, organizations need to be agile and adaptive by practicing innovative strategies in order to sustain and remain competitive. One indicator of organizational sustainability is its productivity, which translates into the productivity and performance of employees in the organization. Performance evaluation of employees is an important step in measuring the employee productivity. Such evaluations are in general conducted annually using a performance appraisal system (PAS). The annual appraisal using PAS has two major drawbacks. The first drawback is the long

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HSU, JUNG-FEI, and 許絨菲. "The Relationship among Merger and Acquisition Aesthetics, Organizational Culture and Employee Recognition." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ae7484.

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碩士<br>國立臺北大學<br>企業管理學系<br>106<br>As global mergers and acquisitions continue to expand rapidly, huge mergers and acquisitions have also increased the amount of global M&A transactions. To enhance corporate competitiveness and gain greater market influence, Taiwanese companies have also actively participated in M&A activities to enable them to grow rapidly. Today, mergers and acquisitions have become an important strategy for business development. This study combines the enhance application of mergers and acquisitions with aesthetics and discusses the relationship among organizational culture a

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Chiu, Mei-Chun, and 邱美君. "The Employee on the Recognition of Transformational Leadership and the Effect of Job Performance：The Mediating the Recognition of Emotional Intelligence on Leader." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/93100515233187191736.

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碩士<br>國立嘉義大學<br>觀光休閒管理研究所<br>99<br>The purpose of this study is to understand the relationship among the transformational leadership, emotional intelligence, performance. Hence researcher precedes the research of the relationship among the transformational leadership, emotional intelligence, and employee’s job performance in Taiwan International Sightseeing Hotels. The data of this study is to adopt the questionnaires survey, and the source of data comes from the international sightseeing hotels employees in Taiwan. The emotional intelligence of the transformational leadership is judged by emp

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Yiing-Long, Huang, and 黃穎隆. "A Study on Employee''s Recognition and Supporting Factors of Organizational Changes-CPC as an example." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/89560941825045529922.

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Huang, Yu-Lin, and 黃宇麟. "An Exploration on the Relationship between Work Ethical Climate and Job Leaving Intention: Employee Recognition as a Mediator." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/42010612270331627114.

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碩士<br>國立金門大學<br>企業管理學系碩士班<br>105<br>Organizations are regarded as micro-societies, in which the individuals and even the environments are affected by organizational and individual behaviors. After the happenings of the notorious business scandals and employee strikes of world famous corporate, business ethics become debatable and attentive. To gain competitive advantages, firms must constantly increase employee recognition, eventually reduce the turn-over rates, cut down the operation costs, and maintain the sustainability. This research mainly aims to explore work ethics, employee recognition

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Jung, Shu-Hua, and 容淑華. "A Study of the Relationship among the Attitude、Willing and Recognition on Selling Insurance Products at the Bank Employee." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/6uuhz4.

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碩士<br>朝陽科技大學<br>保險金融管理系碩士班<br>94<br>The financial industry is about to enter into a new era. As a result of competitions from (foreign) international financial institutions in Taiwan, the Financial Holding Company Act was issued by Taiwan authority in November 2001, to permit the consolidation and merger of banks, insurance companies, and securities brokerage firms. The new consolidated or merged financial institutions will be able to provide comprehensive financial services to consumers; the concept of “one-stop-shopping” for consumers soon popularized. The major transformation in the fina

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Ho, Cheng-Mao, and 何澄茂. "Employee Recognition on Uncertainty and Organizational Promise of Possible Move- Case Study of Taichung Fruit and Vegetable Wholesale Market." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/87439133409385900124.

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碩士<br>國立中興大學<br>農業企業經營管理碩士在職專班<br>103<br>Abstract The topic of organizational change is discussed due to the government’s city plan and region development. However, few studies have been done about the topic of organizational change of terminal market relocation. The studies is the case study of Taichung Food and Vegetables Terminal Market, and the objects of study are the employees at Taichung Food and Vegetables Terminal Market. The purpose of the studies is to explore the employees’ uncertainty about relocation and their cognition about organizational commitment. Above seventy percent of

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Choudhary, Preeti. "Effects of Recognition versus Disclosure on the Structure and Financial Reporting of Share Based Payments." Diss., 2008. http://hdl.handle.net/10161/663.

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<p>I examine whether financial statement preparers (managers and auditors) treat recognized versus disclosed fair value of option compensation differently. Recognition refers to items that appear on the face of financial statements and that are included in subtotal figures that appear in the summary accounts; disclosure refers to items that appear in words and amounts in only the financial statement footnotes. I find that fair value recognition of option compensation is likely to have a significant impact on net income. Firms in my sample granted options amounting to a median fair value of

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Shih, Cgebg-Yi, and 施正毅. "The Study of the Relationship among the Organizational Change Recognition, Internal Service Quality and Employee Job Satisfaction - Example Research on the Central Coastal Patrol Office." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/82475532181033629622.

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碩士<br>中華大學<br>科技管理學系碩士班<br>98<br>Organization change has become a goal for various industries, governmental institutions, and organizations to achieve eagerly in these years. Moreover, the organization change of Coast Guard Administration has a direct or indirect impact on the national security. It is also an important policy for the administration to implement recently. If viewed the quality of service provided inside an organization from the perspectives of customer satisfaction and employees are considered as customers inside the organization, then the quality of internal service is determi

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San, Cheng Fu, and 鄭富山. "The Influence of the Efficiency of the Leadership, Relationship of Working, and Development of Learning on the Employee Working Satisfaction and Recognition of the Organization." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/18238407834128833442.

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碩士<br>東海大學<br>管理碩士在職專班<br>98<br>The main purpose of this employee working satisfaction investigation is to offset the possible deviation of the one-sided observation by quantification statistical analysis. This is not only a statistical investigation or the academic research, but also an assist to the enterprise for finding the important management message. An enterprise could design questionnaire survey to obtain employee feedback. With this questionnaire survey, it declares the value of the employee feedback. The questionnaire survey analysis conclusion and suggestion could provide valua

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Argyle, Vera Anne. "Recognising human capital as an asset : the potential influence on decision making / V.A. Argyle." Thesis, 2015. http://hdl.handle.net/10394/14720.

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Human capital is a major resource controlled by a company, but is not recognised as an asset by traditional accounting practices. An alternative accounting treatment of human capital, using the human resources scorecard as a guide, is suggested in this study. The study comprises a literature review as well as an empirical study to that end. The empirical research of this study focuses on how human capital affects important financial figures and ratios of a company when employee-related costs are recognised as an asset rather than as an expense. A corresponding liability was recognised to make

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CHEN, YI-TING, and 陳宜庭. "Transformation Made in Accounting and Statistic Department of Government Affect Employee Recognition and Administrative Efficiency-A Case Study on Accounting and Statistic Department of National University." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/w9zdbg.

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碩士<br>國立臺北大學<br>會計學系<br>104<br>This study mainly investigated in the impact on employee’s recognition and administrative efficiency of a case college’s accounting and statistic department after it implemented a transformation in operating procedure. Questionnaire was the main research method of this study to survey employee’s acceptance of the transformation and to further examine whether the administrative efficiency was promoted after the transformation in operating procedure by regression model. The result of this study showed that, our case college’s accounting and statistic department’s e

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Close, Donné Sue. "Generational motivation and preference for reward and recognition in a South African facilities management firm." Diss., 2015. http://hdl.handle.net/10500/18558.

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Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff

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Guo, Nian-Xiang, and 郭年翔. "Employed the Fingerprint Recognition Technology to Smart Warehouse Management." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90499625031527543273.

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碩士<br>聖約翰科技大學<br>電子工程系碩士班<br>103<br>This thesis focuses on the Android as a master platform for Arduino and applies to warehouse information management. We also use the fingerprint identification to monitor, manage, and response the information and data. When a people want to pick up goods, the system can recognize the indentations of the picked-up person. As for the warehouse environments of temperature and humidity conditions that can be real-time monitored to ensure the quality of goods. By the way, the used LED in the huge warehouse provides the manager more easier and faster to find the n

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Yu-Hsin and 陳右昕. "Employee’s Recognition on Patient safety in Local Hospital." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/73570423004218943611.

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碩士<br>中山醫學大學<br>醫學研究所<br>95<br>In recent years, patient safety is a very important issue to healthcare system in many countries. The experts came from central area medical service network and the government health bureau formed a committee. The mission of the committee is to improve the safety and quality of care provided to the public in healthcare organizations through the assessment of compliance in safety goals in healthcare organizations every year. Xu GuoMin surveyed 115 hospitals in the middle part of Taiwan in 2006. The result showed the compliance expectation in the eight safety g

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Song, ren-shoei, and 宋壬水. "The Study on the Recognition Behavior ofEmployers/Employees in Enterprise Safety Culture." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/81021857315278654179.

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碩士<br>國立中央大學<br>環境工程研究所在職專班<br>103<br>Abstract This study conducted a questionnaire survey to the employees at eleven companies which all have already carried out the Occupational Safety and Health Management System. The data obtained in this survey were statistically analyzed in order to realize the current situation of safety recognition between employers and employees and to build up a safety forecast model. In addition, this studies using the method of expert interviews, and then based on their viewpoints, to investigate the strategies for the enterprise to set up its own safety cultu

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Yang-TingYang and 楊雁婷. "The Relationships among Perceived Corporate Social Responsibility, Organization Recognition and Job Satisfaction of Employees." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/57202921800261801689.

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碩士<br>國立成功大學<br>企業管理學系碩士在職專班<br>102<br>In recent years, the concept of Corporate Social Responsibility has become popular all around the world. Taiwan government as well as many companies has begun to actively promote and implement Corporate Social Responsibility, which makes enterprises not only the economic engine, but also the society corporate citizens that can bring changes to the society. In this study, questionnaire survey was adopted to discuss the relationship among employees’ cognition of Corporate Social Responsibility, organizational identity and job satisfaction, with the results

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Chen, Tsu-Chiang, and 陳祖強. "The employees’ recognition and takeover intention to privatization plans in Kaohsiung Port Tug serive." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/60007588657146426743.

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碩士<br>國立中山大學<br>企業管理學系研究所<br>91<br>Abstract As the privatization becomes trend of reorganization in public business for sustained management, many countries port authority press ahead with privatization plans . Many kinds of resistance will happen during privatization, and the biggest one is from the employee. In this study, the employees’ recognition of privatization plans, recognition of personal development relative rights and interests security in privatization plans, and takeover to organizational change before Kaohsiung Port’s privatization are considered. All sampling method was used,

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Makeketa, Mary-Jane Selokela. "Recognition of prior learning for designated employees at the workplace : a case study of Eskom Distribution employees in the Northern Region, South Africa." Diss., 2013. http://hdl.handle.net/10500/11878.

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The present study examines whether recognition of prior learning (RPL) is being implemented in the workplace, its effectiveness and impact on improving the lives of the previously disadvantaged groups and its contribution towards enhancing a culture of lifelong learning in South Africa. The main aim of this research is to explore the implementation of RPL and the extent of its effectiveness in the workplace, with particular focus on Northern Region of the Eskom Distribution. This was hoped to be addressed through the following objectives: The first objective was to determine the extent to whic

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Gall, Gregor. "Statutory Union Recognition Provisions as Stimulants to Employer Anti-Unionism in Three Anglo-Saxon Countries." 2009. http://hdl.handle.net/10454/5979.

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No<br>This article examines why employer opposition is stimulated by the introduction of statutory union recognition provisions in Britain, Ireland and the US. It examines the impact of the provisions for encouraging union organizing, which in turn stimulates employer anti-unionism, which then negates the intention of the provisions.

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Huang, Shih-Chih, and 黃世志. "The effect of retirement plan to employees'' recognition and human capital–the Taiwan Sugar Corporation case." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/31056351462585580819.

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碩士<br>淡江大學<br>會計學系碩士班<br>93<br>Taiwan Sugar Corporation (TSC) is a national enterprise with monopoly right to sell sugar. However, the government cancels the right on 2005. TSC’s organization framework and the aging of it’s employees become barriers to response the market competition. In order to lower personnel expenditure, TSC need to carry out the retirement plan, which produces huge effect to its employees. Thus, how to build up a pleasant atmosphere and inspire the employees potential, increase their job satisfaction become TSC’s important task. The research targets on TSC employees,

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CHANG, WENG CHIH, and 翁志昌. "Effects of Employees’ Recognition on Attitude toward Changes in Privatization Process－A Case Study of AIDC." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/62363580929674231163.

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碩士<br>大葉大學<br>工業工程學系碩士班<br>92<br>This study adopts the case analysis method and is an empirical study followed by the implementation. The employees in Aero Industrial Development Corporation (AIDC) are chosen as the subjects, for the company has been under the discussion for its privatization, to explore the correlation between personal achievement motive, job characteristic and organizational climate and the employees’ attitude toward the change. This study adopted a multi-dimensional research framework that contains related predictors from individual level, working level and organ

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