Dissertations / Theses on the topic 'Employee recognition'

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 two organisations, an insurance company and a local council, about their experiences of recognition in the workplace. Taking an inductive thematic approach to the analysis of the employees’ accounts, I identify some of the key factors influencing employees’ experiences of recognition, thus contributing to knowledge about how recognition schemes are experienced and understood by employees. In particular, I highlight the importance of the social and organisational context in which recognition is given and received in influencing the meanings which individuals assign to recognition. I also discuss the ways in which further factors such as the recognition scheme design and implementation, including the way in which recognition is delivered to recipients, can mediate individuals’ experiences of recognition. Drawing upon theories of gift giving, I offer interpretations of employees’ accounts of their recognition experiences which identify three main important social functions fulfilled by employee recognition: the communication of information about the perceptions and intentions of individuals involved in the process of recognition, the development and maintenance of social exchange relationships between individuals in the workplace, and the promotion of a sense of solidarity and unity within the organisation. Furthermore, whilst offering insights into its possible positive social functions and implications, this thesis contributes to knowledge about employee recognition by drawing attention to its possible dysfunctional consequences. The findings of this thesis are useful for practitioners responsible for designing and implementing employee recognition schemes, as well as for academic researchers seeking to understand the underlying dynamics of employee recognition as a human resource management practice.

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.

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 behavior is a function of an employee's (1) desire for recognition; (2) belief that attendance is related to recognition; (3) personal attendance goal setting which is a function of an employee's(a)perceived congruency between individual and management's attendance goals, (b) perceived reasonableness of management's attendance goals, and (c) perceived ability to attend in order to meet goals; and (4) recognition award.

It was concluded that even though recognition programs have been shown to yield greater reductions in absenteeism than other approaches (e.g., lotteries, financial incentives, etc.), the reasons for its effectiveness are still not known.

Master of Science

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. Patterns were identified through a rigorous process of data familiarization, data coding, and theme development and revision. Interpretations from the data were subjected to member-checking to ensure trustworthiness of the findings. Based on the methodological triangulation of the data collected, prominent themes emerged from thematically analyzing the data: rewards and recognition, empowering employees, and building a bond between leaders and employees. The implications for positive social change include the potential to improve employee engagement. Enhanced employee engagement could create social innovation and foster goodwill among employees, customers, and community members.

Increasingly, organisations are realising that they have to establish an equitable balance between the employee&rsquo
s contribution to the organisation and the organisation&rsquo
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 organisations today is that they miss the important component of recognition, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005). Research has proven that employees who get recognised tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative (Mason, 2001). The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that there is a positive relationship between rewards, recognition and motivation. The results also revealed that women, and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population.

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 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.

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 expectancy theory. The data collection process included semistructured interviews and organizational documents and artifacts. Data were analyzed using a thematic analysis. Three themes emerged from the data collected: building a collaborative and supportive work environment, creating work motivation, and implementing incentives, rewards, and professional development. The implications for positive social change include the potential to reduce the local government’s expenditures associated with the replacement of employees and to increase resources for supporting social initiatives and more effective instruction for students in the community.

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 needs and Herzberg's 2 factor theory, the purpose of this case study was to understand how fifteen employees at a state department in the southern part of the United States perceived how merit pay influenced their work performance. Data were collected through face-to-face interviews and transcribed, coded, and subjected to a thematic analysis procedure using NVivo10. A key theme emerging from this study suggesting that participants were not motivated to perform based on merit pay; rather, performance was viewed to be the result of personal determination. This determination sets the stage for state agency leadership to initiate action toward enhancing and implementing a formal recognition program to motivate and engage employees. Findings of the study revealed that the 15 workers were motivated by their current individual personal need level, as Maslow delineated in his hierarchy of needs theory. The positive social change implications stemming from this study include recommendations to policymakers and state department leaders to consider nonmonetary rewards for employee recognition as a motivational tool in order to improve or maintain work performance.

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 morale and mitigate employee turnover for more than 5 years. Data were collected from semistructured interviews with bank leaders and from artifacts such as the company website. The transformational leadership theory guided this research as the conceptual framework. Data triangulation was employed. Data were analyzed using Yin’s 5 steps of data analysis. Three themes emerged from analysis of the data: adopting motivational leadership techniques, applying open and transparent communication skills, and applying recognition or rewards. The application of findings from this study could contribute to positive social change because society may benefit from an improved banking intermediation system to support employment retention and the improvement of citizens’ livelihoods.

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.

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 virtuelle Teams besondere Herausforderungen wie fehlende räumliche Nähe und eingeschränkte Feedbackmöglichkeiten überwinden müssen, damit Belohnung und Anerkennung nicht auf der Strecke bleiben. Als zentrales Ergebnis der Untersuchung kann festgehalten werden, dass bei der Implementierung von Reward and Recognition Systeme die Individualität und Diversität der Mitarbeiter, der virtuellen Teams und der Organisation beachtet werden sollte.

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 įsitraukimo į darbdavio prekės ženklo kūrimą svarba ir prekių ženklų architektūros tipai. Šio etapo rezultatas – nustatyti patrauklaus darbdavio prekės ženklo kūrimo atributai ir įvardintas prekių ženklų architektūros tipas atitinkantis didmeninės prekybos įmones. Antrajame šio darbo etape empiriniu tyrimu nustatyta kokį svorį didmeninės prekybos įmonės darbdavio pasiūlymo krepšelyje sudaro kompanijos ir jos atstovaujamų prekės ženklų žinomumas. Rezultatai. Tyrimas leido nustatyti ir įvertinti didmeninės prekybos įmonės ir jos atstovaujamų prekės ženklų žinomumo santykinį suvokiamą naudingumą renkantis didmeninės prekybos įmonę, kaip darbdavį, bei per matuotus atributus įvertinti kompanijos ir jos atstovaujamų prekių ženklų žinomumo lygius, kurie buvo išreikšti per atlyginimo dydį procentais. Darbo mokslinė reikšmė. Išnagrinėti iki šiol mažai tirti ryšiai tarp didmeninės prekybos įmonės... [toliau žr. visą tekstą]
Šimkevičienė, D. (2008) The role of brand recognition and brands representing a distribution company in modelling employee value propositions. Final Master‘s Thesis. Vilnius: ISM University of Management and Economics. Objective of the Thesis: to identify the significance of brand recognition and brands representing a distribution company in selecting a distribution company as an employer. Parts of the Thesis. The first phase of the Thesis included the analysis of scientific literature and summary. During this phase, the analysis of an employer’s value as brand recognition for current and potential employees was executed. The importance of involvement of employees into the employer’s branding, and types of brand architecture were highlighted. The outcome of this phase of the Thesis is: identification of attributes an engaging employer branding; specification of the type of brand architecture complying with the distribution companies. During the second phase of the Thesis the empiric survey provided for specification of standing of a company’s brand recognition and representing brands in the employer’s package offer of a distribution company. Outcomes. The survey provided for the identification and evaluation of relative perceptible utility of brand recognition and brands representing a distribution company in selecting a distribution company as an employer; and evaluation, through the measured attributes, the levels of brand recognition and brands representing a company... [to full text]

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 des attentes de reconnaissance que pourraient exprimer les agents du secteur public n’a, à ce jour, jamais été explorée. Notre travail doctoral se propose donc de chercher à spécifier les attentes de reconnaissance des agents publics afin de déterminer les moyens dont disposent les décideurs publics pour tenter de satisfaire ces attentes. De plus, notre travail doctoral étudie également l’impact des attentes de reconnaissance des agents sur leur niveau d’implication organisationnelle. Un modèle théorique est construit à partir de la littérature en sciences de gestion et est enrichi suite à une première étude qualitative exploratoire menée par entretiens auprès de 35 répondants. Une étude quantitative réalisée par questionnaire auprès de 1 259 agents publics nous a ensuite permis de tester ce modèle. Les résultats obtenus montrent que les attentes en termes de reconnaissance au travail des agents publics sont nombreuses et peuvent être satisfaites de diverses manières. Celles-ci reposent particulièrement sur le sens de leur travail et le fait de pouvoir rendre une mission de service public de qualité, ainsi que la possibilité de développer leurs compétences. Les éléments qui ont, en revanche, le plus d’impact sur l’implication organisationnelle des agents sont les éléments financiers et la possibilité de travailler dans de bonnes conditions
Employee recognition is one of the most expressed expectations by workers regardless of the type of organization they work for according to a TNS-Sofres / Anact survey conducted in 2013. When people talk about their work, it is not uncommon that the lack or absence of recognition at work is their main reason for discontent and the public sector does not escape this phenomenon. Because of this context, employee recognition has been the subject of various research in recent years. However, the issue of the specificity of the expectations of recognition that could be expressed by public sector agents has, to date, never been explored. Our doctoral work therefore aims to specify the expectations of recognition of public sector workers to determine the means available to public decision makers to try to meet these expectations. Besides, our doctoral work also studies the impact of public sector workers’ expectations of recognition on their level of organizational commitment. A theoretical model is built from the literature in management sciences and is enriched by a first exploratory qualitative study made up of 35 semi-structured interviews. A quantitative study conducted by questionnaire with 1,259 respondents then allowed us to test this model. The results show that the expectations in terms of employee recognition of public sector workers are numerous and can be met in various ways. Public sector workers want a meaningful work and to be able to provide a quality public service, as well as the possibility of developing their skills. On the other hand, the elements that have the greatest impact on the organizational involvement of the agents are the financial elements and the possibility of working in good conditions

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 that so far was not completely investigated in the literature. Purpose: The aim of the master thesis is to examine the relationship between the employee’s atti-tudes towards entrepreneurship and their implication on their ability to recognize opportu-nities – a step before developing innovation or uniqueness, resulting in creation of compet-itive advantage to the company, presumably leading to company growth. This paper in-tends to fill the gap in the literature regarding one of the dimensions of the factors leading to company growth and analyses a different business stakeholder group – namely employees in medium-sized companies. From business perspective, it might help company leaders understand the need of encouraging entrepreneurial initiatives and encourage them with some practical suggestions. The research question is: does employees’ attitude towards en-trepreneurship affect their opportunity recognition. Method: We have chosen deductive and explanatory approach for our research because we study causal relationship between attitudes towards entrepreneurship and OpR. The primary data was collected by a self-administered electronic questionnaire. The num-ber of received responses is 53, mainly from manufacturing and service industries. Conclusion: Employees’ positive attitude towards entrepreneurship increases their opportunity identification capability.

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 framework for this study. A modified van Kaam analysis resulted in the identification of 5 significant, but broad, themes. The themes were: motivation, leadership, leader-employee communication, recognition, and leader-employee relationship. The responses of the participants that clustered within the themes provided unique insight based on the participants' experiences concerning the environment of an effective recognition program in law enforcement and the skills leaders use to encourage excellent performance. The emergent themes align with expectations in LMX theory and most of existing literature and current thought concerning employee recognition and the skills leaders need to master to be effective encouragers of excellent performance. Thus the findings support much of the existing body of research while adding insight into the unique environment of law enforcement. This study has the potential of contributing to positive social change because researchers and law enforcement leaders could gain valuable insights about how to encourage and recognize excellent performance. This in turn could contribute to more effective and courteous policing and, thus, better service to the community and the general public. Other types of public agency researchers and management teams could also learn from these insights, resulting in potentially broad benefits to society.

Magister Commercii (Industrial Psychology) - MCom(IPS)
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 continuously changing world of work. This is no different to the challenges financial institutions face such as globalisation, economic shocks, technological changes and downsizing. The aim of the research was to explore the motivation and job satisfaction levels of employees of a financial services organisation within the Western Cape, with particular focus on gender differences. Motivating employees is one of the most important managerial functions. According to Nel, Werner, Poisat, Sono, Du Plessis and Ngalo (2011) success in this endeavour is essential in the quest to utilise the full potential of people so as to ensure quality products and service. The population for this study was a financial services organisation within the Western Cape. A non-probability sampling based on the method of convenience was used of which 95 employees were drawn from the employee pool. Statistical analyses will involve both descriptive (measures of central tendency and dispersion) and inferential statistics (correlation, t-test and analysis of variance).

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. Also, primary data used were collected through Skype interview and through email with the aid of formulated open-ended questions. Both the company and the interviewee were chosen based on convenience sampling. Data obtained underwent a reduction phase as the authors reduced the work into keywords. Data was later organized and emerged patterns were interpreted for better understanding by the reader. Result & Conclusions: From this study, the authors found that both intrinsic and extrinsic motivation enhances employees’ job satisfaction. This was evident through the various factors like increment in salary, perceived equality in pay, conducive environment amongst others numerated by respondents as what will increase their satisfaction in the work they do. Limitations: The study is limited to one case company and thirteen respondents from a specific branch. As such the results obtained cannot be easily generalized. Secondly, employees whose job did not connect directly to banking activities like securities, messengers and cleaners were not considered in this study. Scope for further studies: Due to our limitations, we suggest that similar studies should be carried out on the influence of motivation on employees’ job satisfaction in several banks and including securities, messengers and cleaners to see if the results differ from the results of our study. Also our theoretical framework can be extended by showing the influence job satisfaction or job dissatisfaction has on employees’ attitude towards work. Contribution of the thesis: This study contributes to the previous literature on the concept of motivation and job satisfaction especially the influence motivation has on employees’ job satisfaction. The practical implications of this research work for managers is to pay their workers appropriately in order to enhance job satisfaction.

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 with varimax rotation, the questionnaire had 20 items composed by 4 factors with Cronbach alpha’s values above .70. We further conducted some differential studies with demographic variables. The results showed significant differences between the questionnaire’s dimensions and the studied demographic variables and reinforced the importance of recognizing one’s contributive uniqueness as an important asset for organizational development and increased value; Resumo: Pelo seu carácter único e modificável, as pessoas são presentemente um factor valioso e activo que pode fazer a diferença numa organização. O presente estudo teve como objectivo criar um instrumento que forneça informação adicional acerca do reconhecimento organizacional da singularidade contributiva. Após consultada a literatura e analisadas 10 entrevistas a trabalhadores, a primeira versão dos subsequentes itens foi elaborada e aplicada a 384 trabalhadores. O KMO e teste de Bartlett indicaram que era possível proceder à AFE. Na solução final, obtida com rotação varimax, o questionário teve 20 itens composto por 4 factores com valores de alfa de Cronbach acima de .70. Posteriormente foram conduzidos estudos diferenciais com variáveis demográficas. Os resultados demonstram diferenças significativas entre as dimensões do questionário e as variáveis demográficas estudadas reforçando assim, a importância de reconhecer a singularidade contributiva como um importante contributo para o desenvolvimento organizacional e para a incrementação do seu valor.

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 presenteras relevant och aktuell forskning samt teorier som behandlar arbetstillfredsställelse, motivationsfaktorer, belöning samt erkännande. Vårt syfte för att få fram underlag till denna studie framställdes genom att studera den forskning samt de teorier som framgår i den teoretiska referensramen som genomförts inom detta ämnesområde. Diskussionsavsnittet innehåller de upplevelser och tolkningar som vi erhållit efter att ha analyserat den teoretiska referensramen tillsammans med insamlad empiri i undersökningen. Resultatet av vår studie visar att respondenterna hellre erhöll erkännande än belöning. Vår slutsats av denna studie är att fenomenen belöning och erkännande tolkas ur olika perspektiv. Det är vår upplevelse att detta sker eftersom varje individ är unik och eftersträvar olika typer av belöningar och erkännande. På grund av de individuella omständigheterna innebär ämnesområdet, enligt oss, en enorm komplexitet. Vi vill påpeka att en större studie angående belöning och erkännande skulle vara en fördelaktig aspekt att genomföra. Vi menar attmed fler respondenter och att bland annat undersöka skillnaderna när det kommer till belöning och erkännande i offentlig samt privat sektor hade varit av intresse enligt oss.
Reward and recognition are two phenomena that are said to increase employees' motivational factors in order to achieve increased job satisfaction. These phenomena are controversial topics in today's society as organizations provide their employees with this in different ways, or in some cases not at all. Our purpose with this study was to investigate what significance the phenomena of reward and recognition have to employees' job satisfaction. We have conducted eight semi-structured interviews with employees in different organizations, at different ages and in different positions. The theoretical frame of reference presents relevant and updated research as well as theories that deal with job satisfaction, motivational factors, reward and recognition. Our question in order to obtain a basis for this study has been presented by studying the research and the theories that appear in the theoretical frame of reference that has been carried out in this subject area. The discussion section contains the experiences and interpretations we obtained after analyzing the theoretical frame of reference together with the collected empirical data in the study. The result of our study shows that the respondents rather receive recognition than reward. Our conclusion from this study is that the phenomena of reward and recognition are interpreted from different perspectives. It is our experience that this happens because each individual is unique and also strives for different types of rewards and recognition. This is done to increase the individuals' motivational factors so that they can obtain job satisfaction. Due to the individual circumstances in the chosen area, in our opinion, entails an enormous complexity. We would like to point out that a larger study regarding recognition and reward would be a beneficial aspect to conduct. We mean, that with more respondents and to, for example, examine the differences when it comes to reward and recognition in the public and private sector would have been of interest in our opinion.

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 continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed. The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process. The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060. In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability. The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives. A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory. The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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, with the exception of feedback, and recommendations were made to improve the reliability of this specific scale. Results indicated statistically significant relationships between job satisfaction, recognition, feedback, communication from the manager and supervisor support, while a lack of job satisfaction, recognition, feedback, communication from the manager and supervisor support could be applied to predict turnover intentions of employees with scarce and critical skills. The moderating effect of supervisor social support between levels of recognition and turnover intention was supported. Based on the results obtained, conclusions were made after which recommendations were made for future research.
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

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/sofrimento no trabalho e prossegue apresentando as formas de reconhecimento. Classifica os seguintes eixos temáticos: cargo, remuneração, cursos oferecidos, ambiente fisico, relações sócio-profissionais, autoridade da função e conhecimento. Associa todos estes itens à saúde mental e física dos trabalhadores. O principal autor utilizado é Christophe Dejours e os autores da escola brasileira da Psicodinâmica do Trabalho como Álvaro Merlo e Ana Magnólia Mendes. Estes que pesquisam e trazem a teoria francesa para a realidade brasileira. Conclui apontando como os trabalhadores lidam com a presença ou ausência de reconhecimento e ainda como encontram formas para que o obtenham em seu trabalho. Embora os trabalhadores digam que o reconhecimento pode não existir, e que não haja clareza destes trabalhadores nas formas encontradas pela pesquisa, o reconhecimento se constitui em um tema que desperta interesse e estimula a fala dos entrevistados. Evidencia-se que o mesmo é fundamental nas relações de trabalho e pode ocorrer nos espaços públicos e nas relações entre chefias e trabalhadores.
This investigative study discusses recognition on CAGE relating it to workers’ mental health. It shows the formal and informal recognition that workers encounter at their workplace. It used interviews as a method, highlighting the analytical chracter of the speeches. They are analyzed through chosen theme axes that arise from workers’ speeches and their approach to the issues concerning recognition brought up by the researcher. The relationship between pleasure and suffering at work is analyzed in the study and forms of recognition are presented. It classifies the following theme axes: position, earnings, courses offered, physical environment, emotional environment, authority of function and knowledge. It associates all these items to the workers’ physical and mental health. The main author used is Christophe Dejours, as well as authors from the Brazilian School of Psychodynamics of Work, such as Álvaro Merlo and Ana Magnólia Mendes. These authors research and bring the French theory to the Brazilian reality. The study concludes by pointing out how workers deal with the presence or absence of recognition, as well as how they find ways to obtain it at their jobs. Although workers claim that recognition might not exist and that workers are not clear enough in the study, recognition is a subject of interest and encourages the interviewees’ speech. It is evident that recognition is essential for relationships at work and may occur in public spaces and the relationships between a boss and a worker.

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 comment créer des conditions propices à la motivation des salariés, comment orienter, susciter et soutenir leur motivation et comment construire des stratégies motivationnelles adaptées. De plus, à cette fin, en favorisant la motivation et en suscitant les salariés, nous essayons de proposer d’établir un climat motivant dans l’entreprise chinoise
The motivation of employees is vital necessity to the success of the enterprise, especially in the context of global economic crisis. By understanding what motivates their members, directors can mobilize and realize the full potential of each person and direct their energies more effectively. The renewal of sources of motivation asks that analyze in advance the changes currently affecting the world of working and their consequences. The objective of this thesis is to help people manage human resources (in the enterprise) to understand what and how to create conditions favor the employee motivation, how to orientate, to improve and to maintain the motivation of its employees and how to construct appropriate motivational strategies in the management. In addition, for this aim, in favorite of promoting the motivation and stimulating the employees, we try to propose to establish a dynamic environment in Chinese enterprises

碩士
國立高雄師範大學
人力與知識管理研究所
106
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 actually decline, and many emotional exhaustion will occur, and their emotion recognition ability can also improve their declining service quality. In the analysis of the interview process, it was found that almost all of the reasons for customer disrespectful behavior were caused by the inability of service personnel to respond accurately and timely to customer needs. In-depth analysis revealed that most of the reasons were due to lack of manpower at peak hours. As a result, the service personnel were indifferent and the quality of service was declining. On the other hand, because of the shortage of manpower, service personnel who had not yet completed the training were put on the service site. The attendant was unable to meet the customer's needs due to lack of training, resulting in insulting behavior and causing The attendants are emotionally and psychologically exhausted, and are even unable to provide professional services to customers. The above causes cause a vicious circle. Therefore, it is hoped that business owners will pay attention to the problem of shortage of manpower, do a good job of manpower distribution strategy, and improve education and training, and improve the implementation of such services.

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 frequency of the appraisal process. As it is an annual affair, the errors such as subjectivity, recency error, bias, halo effect, stereotyping etc. creeps in, and as a result the evaluations will not be proper. The second drawback is with respect to fixation of target/goal achievement. While achieving the targets/goals which are fixed at the beginning of the appraisal period are important, any steps towards achieving such goals are equally important. These drawbacks can be addressed to an extent by having an ongoing or continuous method for performance evaluation of employees. Hence there is a need for continuous performance evaluation of employees (CPEE). Although the importance of CPEE has been highlighted in the literature, we are not aware of any process by which CPEE could be operationalized. In order to implement and sustain, any organizational process, it should produce certain periodic outputs, which is meaningful to its administrators and beneficiaries. In the case of CPEE one such output could be to provide a proper and timely rewards and recognition (R&R). R&R is a motivational tool used for appreciation which could boost employee performance and productivity. Research underline that R&R is strongly and positively correlated to the performance of employees. As defined in thesis, Reward is the materialistic part of the appreciation (such as memento, certificate etc.), while Recognition is the feeling of being appreciated (such as a pat on the back or a public applause). Both Reward and Recognition is considered in unison and considered as mutually inclusive in this thesis. There is some variation of R&R practiced in organizations, known as employee awards. Such awards are motivating enough for the employees. In general, the employee awards are based on nominations from the managers, which are scrutinized by an individual committee and one among the nominated employees is offered the award. Nevertheless employees are often clueless about what performance fetched them the award. In other words the criteria for such awards are often unknown. Similar to PAS, the criteria for such evaluations are developed mostly by the employers with hardly any input from the employees. Additionally the employee awards are heavily dependent upon the PAS and it is mostly an annual affair. Hence the drawbacks for PAS are also applicable for the existing employee awards process. In order to address these drawbacks, R&R should be given in an ongoing and continuous manner. Although the importance and the positive correlation between R&R and employee performance has been established, it has not known to be widely practiced in organizations. This could be due to a lack of proper framework to implement such programs. The CPEE process could be the basis for providing R&R. Therefore this thesis is aimed at developing a comprehensive framework for CPEE to offer R&R. Performance of employee is a sum total of the performances across various dimensions (such as knowledge, skills, attitudes and behaviours). As the performance for employees is a multi-dimensional concept, the criteria for evaluation using CPEE process should also be based on multiple criteria. Therefore in order to effectively address the operational process of CPEE to offer R&R, a multi-criteria decision making (MCDM) method based model needs to be developed. A focused review of the existing literature on performance evaluation of employees substantiated the research problem that there is a lack of proper framework for CPEE to offer R&R. In order to address this research problem, the main objective of this thesis is to develop a comprehensive, formal and objective method to evaluate the employee performance in a continuous manner based on multiple evaluation criteria from the perspectives of employees as well as employers to offer proper and timely reward and recognition to the best performing employee(s). In order to address the main objective of the research, the following objectives are envisaged: 1. To identify the set of variables/criteria with respect to both employees’ and employers’ perspectives and to propose an initial framework for CPEE to offer R&R. 2. To develop a final framework for CPEE to offer R&R based on the initial proposed framework and descriptive research 3 To develop a multi-criteria-decision-making (MCDM) method for the proposed framework for CPEE to offer R&R The scope of this research is limited to Information Technology (IT) organizations due to the alarming rate of attrition and the presence of younger population who are knowledge workers. They expect frequent appreciation and continuous feedback regarding their performance. In this thesis, employees are represented by Software Engineers (SEs) and the employers are represented by Project Managers (PMs). Research Objective 1: In order to address the first research objective a six phased approach is planned. In the first phase, the available literature on existing performance evaluations in general and employee motivations are reviewed to identify the possible variables/criteria for CPEE to offer R&R. This resulted in 51 variables for performance evaluation. As it cannot be confidently asserted whether these variables are applicable to employees of IT organizations, a set of unstructured interviews are conducted with Software Engineers to prepare Case-lets. This Case-let approach with Software Engineers is carried out in the second phase and 7 Case-let reports are prepared. From the analysis of the 7 Case-let reports, 27 variables are identified. As the variables identified from Case-let approach may not represent the entire IT employees, a series of semi structured interviews are conducted among 58 Software Engineers in the third phase to identify further variables/criteria and accordingly 35 variables are identified. In order to obtain the list of variables/criteria based on employers’ perspectives and to validate the set of variables/criteria suggested by Software Engineers, 31 Project Managers are interviewed following semi structured interview method in the fourth phase and 33 variables are identified. In the fifth phase, the variables identified from second to fourth phases are triangulated with those identified from literature (i.e. first phase) which resulted in 33 unique variables that could be used for CPEE of Software Engineers to offer R&R. The final set of 33 variables/criteria are appropriately grouped into variables relating to Demographic Characteristics of Software Engineers (DCSE) and Performance of Software Engineers (PSE). Accordingly, 5 variables related to DCSE and 28 variables related to PSE out of the 33 variables finalized for CPEE to offer R&R, are grouped. Utilizing these grouped sets of variables in DCSE and PSE, an initial framework for CPEE to offer R&R is proposed in the sixth phase. Research Objective 2: In order to validate and to statistically finalize the proposed initial framework, a descriptive research is conducted. For this the importance of each of the identified 33 variables are sought from 443 Software Engineers from 12 IT organizations. A bivariate analysis is planned to analyse the significance of variables of DCSE with the variables of PSE. As there are 28 variables in PSE, they are further grouped with respect to the latent structure using a factor analysis. The factor analysis yielded six factors for measuring PSE. The factors (called as main criteria) are Proactive, Prompt, Resourceful, Responsible, Diagnostic and Dynamic. Based on the bivariate analysis among variables in DCSE and the six main criteria, only three variables, out of five variables of DCSE emerged as significant. Based on the factor analysis and bivariate analysis, the proposed initial framework is modified. Appropriate hypotheses are proposed to indicate the relation between DCSE, PSE and R&R in the modified framework. The modified framework is validated by developing suitable Structural Equation Model (SEM) to verify the hypotheses. The relative influence of DCSE, PSE and R&R are identified based on statistical validation and the framework is finalized. Research Objective 3: As there are six main criteria identified in PSE for CPEE to offer R&R, the proposed framework could be appropriately modelled using MCDM method(s)/models(s). As CPEE is a continuous process, the performance evaluation using CPEE should take only a minimum time for completion of evaluation process, and it should be easy to implement and administer and also should be flexible to accommodate any changes in the criteria or alternatives. These are the preconditions to select the suitable MCDM method(s)/model(s) to operationalize the process of CPEE to offer R&R. In order to select a suitable MCDM method from the available methods, various MCDM methods are screened based on the expected preconditions of the framework. Pugh Matrix Method (PMM) is selected for the CPEE process and is modified to address the basic drawbacks of PMM so as to utilize in this thesis. Accordingly, the MCDM methods: AHP and a Modified Pugh Matrix Method (MPMM) (which are meeting the expected preconditions of the framework such as minimum time, maximum easiness and maximum flexibility) are considered to model the proposed framework for CPEE to offer R&R. The AHP is used to calculate the relative weights and the MPMM is used to compare the performance of employees to provide a relative score. Accordingly, the proposed MCDM based modelling framework for CPEE to offer R&R is demonstrated by developing a suitable example. The MCDM method for CPEE to offer R&R developed in this thesis provides a performance score for every employee for every performance-cycle of CPEE. This score could be stored in a database which could be appropriately utilized during the periodic performance appraisal process using PAS. Overall, the contributions of the research are: (i) a new research problem on CPEE to offer R&R is identified (ii) a set of variables/criteria are identified from both employees and employers perspective, particularly for IT Organizations and an initial framework for CPEE to offer R&R is proposed (iii) a statistically finalized framework for CPEE to offer R&R is presented with the variables/ criteria identified (iv) simple MCDM methods are developed for the operationalization of the proposed framework for CPEE to offer R&R and a possible integration with the organization’s existing PAS is also conceptually presented. (ii) Although the research has accomplished its objectives, there are certain limitations such as (i) the focus of research is limited only to IT organizations, and hence cannot necessarily be generalized, the sampling is based on convenience and assumed to represent the entire IT population in the country and (iii) other MCDM methods are not explored so as to develop the proposed framework. Addressing these could be some of the future research directions in this area.

碩士
國立臺北大學
企業管理學系
106
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 and employee recognition in the context of mergers and acquisitions. This research object has employees who have participated in M&A experience and who are currently or have worked for M&A companies, because the employees with M&A experience can actually describe the direct experience of the M&A process. Questionnaires were issued using the method of purposive sampling, and 370 questionnaires were sent out for the Taiwanese population who had undergone the M&A process. There were 282 valid questionnaires, and the effective recovery rate was 76%. This study adopts a hierarchical regression analysis. The results of the study show that " M&A aesthetics " has significant differences with respect to "employee recognition", and that "organizational culture" does have a distracting effect but doesn’t have an interactive effect. The hypothesis established is: (1) The “Benefits aesthetics” in M&A aesthetics has a significant correlation with employee recognition. (2) The organizational culture has a significant impact on the employee recognition. (3) The organizational culture has a mediating effect on the M&A aesthetics and employee recognition.

碩士
國立嘉義大學
觀光休閒管理研究所
99
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 employees. Then, we discuss emotional intelligence is showed mediate effect between transformational leadership and job performance. The employees from the international sightseeing hotels in Taiwan are the target population. The study is taken by convenience sampling, and the questionnaires were sent by mail to customer service personnel who has supervisor. The total of questionnaires 510 were distributed and 310 effective ones returned, Data are analyzed by Confirmatory Factor Analysis, Descriptive Statistics Analysis, Pearson Product-Moment and Path Analysis of LISREL model. Based on the result of statistical analysis on 310 questionnaires filled out by employees, the evidence found in the study indicated that: 1.Transformational leadership offers a positive relation with emotional intelligence. 2.Emotional intelligence offers a positive relation with job performance. 3.Transformational leadership offers a positive relation with job performance. 4.The intervening effect from emotional intelligence on the relationship between transformational leadership and job performance. Finally, considering the results mentioned above, study contribution provides international sightseeing hotel the reference of the recruitment, selection and staffing in Human Resource Management. Some suggestions are made for service sector and further research in this field.

碩士
國立金門大學
企業管理學系碩士班
105
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, and job leaving intention. We conducted a questionnaire survey on the service providers and distributed 300 copies in Kinmen area with a valid return rate of 83.33%. The research result showed that work ethical climate has a significant influence on the job leaving intention. When employees perceive high work ethical climate, the job leaving intention tends to decrease. We further found that employee recognition will mediate the relationship of work ethical climate and job leaving intention.

碩士
朝陽科技大學
保險金融管理系碩士班
94
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 financial sector has also introduced unpredictable variables to the insurance industry, which sequentially revolutionized the marketing strategies of insurance products. In recent year, the concept of multiple sales channels for insurance products has popularized. Besides contacting the traditional insurance company sales reps, consumers can go to insurance agents or brokers, even via non-traditional channels such as Internet, banks, securities brokerage firms, direct mail (DM), credit card companies, and telemarketing companies, etc. The banking industry is the most proactive industry among the competitions, which generated high revenues in insurance premiums. In observing the overall market, the trend of consumers purchasing insurance products from banks is unstoppable. The success story of European and American banks in offering insurance products and the considerable amount of revenues generated, accelerated the movement for Taiwanese banks in offering insurance products to their consumers. Currently, the customer base in the banking industry far exceeds that of the insurance industry. Insurance companies yearn to utilize the customer base in the banking industry to expand their existing dynamic sales channels. Beside the fact that bank sales reps have easier access and better understanding of the financial condition of their customers, the customers are likely not to reject the kind recommendations from the sales reps due to a higher level of trust and confidence. As a general consensus in the society, bank sales reps are more highly regarded in comparison with the insurance sales reps. Consumers believe bank sales reps possess a higher degree of knowledge in financial management and related topics. Consumers are also more interested in learning about financial management, rather than insurance products, thus the reason why it is easier for bank sales reps to employ the concept of “Financial Management” when promoting insurance products to consumers. The bank sales reps are engaged in an important role during this uncertain time. They are unfamiliar with the insurance industry, yet due to the restructure of the financial institutions, they need to be in the frontline battling against the insurance sales reps. What are their mindsets and needs? What level of impact will they bring to the current insurance environment? These causes and effects facilitated my motivations in writing this research topic. The following are the conclusions drawn from my survey: 1. The interview survey results with bank employees (sales rep) indicates that 61.5% approve and accept bank offering insurance products, 38.5% against and think it is unacceptable. 2. Understand their attitude a. Base on the face- to- face interview survey results, bank employees have positive attitude toward their basic job functions and have negative attitude toward the added responsibility to sell insurance products. b. Base on the questionnaire survey results, majority of the participants feel that added job responsibility to sell insurance products creates stress. They sell insurance products to meet the job requirements not the desire to make it challenge as a part of their career. c. Interviews prefer not to include selling insurance products as a part of a job requirement or to be appraised as part of their performance. d. They also believe that setting a goal/quota for them will affect their job performance and create stress. 3. Psychological satisfaction a. Banks selling insurance products, by using psychological challenge method to improve employee’s productivity. b. Banks can set up a monitoring system or make it a part of appraisal performance review, this will encourage employees work harder to achieve higher performance standards and increase their productivity. c. Monetary incentive can also increase employee’s productivity. 4. Environmental factor a. Create a sense of job security and accomplishment among bank employees to improve their willingness to selling insurance products. b. In accordance with bank’s policy and organization; create a service procedure for after sale service, to ensure the employees that their performance will not be affected after the sale. It will create another opportunity to improve their job performance. c. The attitude of Managers and supervisors will have direct impact on employee’s attitude.

碩士
國立中興大學
農業企業經營管理碩士在職專班
103
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 the case study was investigated with questionnaires. Analyze the data by the statistic methods of descriptive statistic. The conclusions are as follows. First, as for the cognition of organizational changes of relocation, the employees were very concerned about the communicating suspect. They needed the information of organizational change and know the policy of relocation timely. They desired to have sufficient communication. Second, as for the possible change of working conditions, what they concerned was the change of their working sites and job functions. It was the most important problem for their future career. Third, because of the indefinite policy of relocation, they had no strong belief and acceptance in the purpose of organization. Therefore, they were unwilling to devote themselves to assisting relocation. Moreover, those who were willing to work there are below fifty percent.

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 7% of profits in 1996 and 11% of profits in 2004. I compare the terms of option grants and the properties of fair value estimation under a disclosure reporting regime to terms and properties under a recognition regime. Under a fair value recognition regime, I find firms reduce/eliminate option grants across all levels of employees, reduce the statutory length of options, and substitute restricted stock and bonuses for option compensation. The fair value reduction in option grants is on average 9% (0.4%) of absolute net income. In contrast, under a fair value disclosure regime, option compensation was not reduced. I also find that firms increase the bias in three inputs to fair value option estimation: volatility, dividend, and interest. This increase amounts to 4%, 2%, and 0.3% of fair value cost. Mandatory recognition firms also display increased dividend and interest input accuracy. Combined, these results suggest that financial statements reflect differences in behavior between recognition and disclosure reporting regimes, such that both real actions and fair value estimation are used to reduce recognized values.

Dissertation

碩士
中華大學
科技管理學系碩士班
98
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 determined by the subjective cognition and judgment of employees. In this case, there is an interactive relationship concerning cause and effect between internal service of an organization and its employee satisfaction; internal service of the organization is the cause, while employee satisfaction is the effect. By means of communication and improving the service process inside the organization, the cognition gap of internal customer (employee) satisfaction may be bettered. The study adopts the awareness of Coast Guard Administration agents concerning organization change, the service quality inside the administration, and their job satisfaction as the study subjects, aiming to discover how organization change poses an impact on employee job satisfaction as well as the internal service of an institution. The study adopts questionnaire survey and applies SPSS(12.0 English Version) to analyze and verify its results in terms of reliability analysis, descriptive statistics, factor analysis, t-test, one-way ANOVA, and regression analysis. According to the study results, (1) there is a significant correlation between the awareness of organization change and job satisfaction; (2) there is a significant correlation between internal service and job satisfaction; (3) both the awareness of organization change and internal service have significant effects; (4) the feelings of Coast Guard Administration agents in central part of Taiwan concerning “the awareness of organization change,” “internal service,” and “job satisfaction” are all intermediate level.

碩士
東海大學
管理碩士在職專班
98
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 valuable information for an enterprise to take the management strategy decision-making. The research is based on 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. The regression analysis confirm the positive influence relationship. Under these subjects, the data was collected by the studied cases with the tool of the structured questionnaire . The questionnaire analysis conclusion validity was confirmed. Except the working satisfaction and salary reward and welfare, all others got 3.5 which are very close to very satisfactory.

碩士
國立臺北大學
會計學系
104
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 employees started to show multiple tasks of services and agree to gaining new knowledge, cross-group discussions and increase satisfaction after the transformation. The processing time of reimbursement vouchers in the accounting and statistic department is influenced by independent variables such as the size of voucher amount, the original implementation agency, and the type of reimbursement plan. Via linear regression model, all independent variable have significant correlations with the processing time of dependent variables. After the transformation in operating procedure, the voucher processing time was significantly shorter which showed administrative efficiency improvements and fitted this study’s ypothesis. Literatures about organizational transformation have not aimed on investigating the transformation in operating procedure of government administration accounting and statistic department. This study performed empirical analysis to investigate the impact of transformation in operating procedure on the accounting and statistic department. The result can not only compensate the lack or pertinent literatures but also provide case authority a chance to understand the complete rationality of its transformation and be a future reference for relevant government agencies on operating the workflow of the accounting and statistic department.

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 provision for an annual cash outflow relating to employee related costs. The annual financial statements of ten companies listed on the JSE were examined in order to determine the impact on the reported results, had human capital been treated as an asset. A methodology whereby asset values for human capital can be calculated was introduced. The influence on several core financial ratios of a company is analysed. A large increase in assets and liabilities was noted in both 2010 and 2011 when human capital was recognised as an asset rather than as an expense on a company’s financial statements. Assets for the companies analysed increased on average between 58.62% and 414.78% and liabilities increased between 204.84% and 748.26%. Due to the large increase in assets and liabilities, the recognition of human capital as an asset had a significant impact on the financial ratios of the companies analysed. This is directly linked to the decision making of company stakeholders. Throughout this study, it becomes evident that there are some general inadvertencies and inconsistencies regarding the human capital and employee costs recognition and reporting on companies’ financial statements. The way in which human capital is reported varies from company to company. The capitalisation of human capital has an impact on the financial performance of a company that cannot be ignored. There are several advantages to comprehensive human capital reporting which includes workforce motivation as well as an enhanced reputation of a company. Whether human capital is treated as an asset or as an expense, companies should invest in broad, comprehensive human capital reporting in their financial statements. The study concludes with recommended human capital disclosure in financial statements.
MCom (Management Accountancy)--North-West University, Vaal Triangle Campus, 2015

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 of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations.
Industrial & Organisational Psychology
MCOM (Industrial and Organisational Psychology)

碩士
聖約翰科技大學
電子工程系碩士班
103
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 needed goods. In this thesis, we proposed an innovative and practical monitoring method that can use in warehouse which space up to 100 square meters. The administrators can instantly know the status of the warehouse by the mobile devices. The fingerprint recognition techniques aid the administrators to understand the identity of the picker correctness or not. The results of experiments, both the accuracy of fingerprint analysis and the finger is suitable to a fingerprint identification access control mechanism are issued in finally.

碩士
中山醫學大學
醫學研究所
95
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 goals is 90% or better in the medical centers and regional hospitals, but the implementation expectation of the safety goals in local hospitals is only about 40~60%, except 「improve the surgical accuracy」and 「patient identification」. In order to understand the correlation between employee’s cognizance and implementation expectation, a question-survey was carried out in this research. The questions of the survey were designed based on the topics of patient safety goals. The answers wrote by the staff of seven local hospitals in the middle part of Taiwan were analyzed by statistic program to determine whether the degree of their understanding of the policy is relative to the degree of compliance expectation or not. There were 455 survey participants. The effective survey was only 209. Thus the recovery is 45.9% for this question-survey. After the data collection, valid samples were processed and analyzed by descriptive statistics, ANOVA by SPSS for windows 13.0. The result showed that all participants were aware of patient safety policy, the eight safety goals, the factors that influence the implementation, and the strategy of implementing the requirements across the organization. The leaders of organizations, department managers, the committee of “patient safety implementation”, and nurses had better understanding of the “eight safety goals”. The survey participants who were senior healthcare workers also had better understanding. Among “eight safety goals”, 「To encourage the public involve the improvement of patient safety」, 「To report abnormality about safety」, and 「To improve communication between work shifts about patient safety」were less aware. This result was consistent with the implementation expectation accredited by the Hospital Accreditation Committee in 2006. According to the results of this survey, my suggestions are as following: in order to improve the patient safety practice, the authorities of the local hospitals have to strength education course for all the staffs, especial for junior staff. Hope all the staff can compliant with all patient safety goals across all healthcare organizations in Taiwan and create a high-quality healthcare system.

碩士
國立中央大學
環境工程研究所在職專班
103
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 culture. According to the statistical results of questionnaire survey, this study found that the relation coefficient between the management safety and chief-in-charge safety was 0.914. This reveals that the commitment and determination of high-level manager on enterprise safety can lead to increase the motivation of middle-level manager in monitoring and executing the safety management system. Therefore, if the employers are willing to positively conduct the safety culture, the employees would be willing to follow up and the safety essences of the company should be changed. In addition, based on the step-by-step regression analysis of the quantitative results of the questionnaire survey, the safety forecast model: Y (safety leading situation of employer) = - 0.196 + 0.149 X1 (working safety) + 0.247 X2 (colleague safety) + 0.300 X3 (management safety) + 0.270 X3 (safety practice) + ε was obtained, in which, the coefficient of management safety was 0.3 and that is the most influential factor. Furthermore, the results of expert interviews found that the government has already promulgated a certain level of regulations, rules and tools concerning the occupational safety and health management. Currently, even a complete system and policy for labor safety security was promulgated, however, due to the incomplete implementation of the safety management system in enterprise, the recognition of safety behavior among employers/employees was still insufficient. Thus, it expects that the employers should give the commitment and determination to implement the relative safety regulations in their enterprise and the employees should take the responsibility of safety behavior themselves and further spontaneously cultivate the conscious of the safety recognition. In addition, all staff participation and implementation of the safety system, the encouragement of the behavior for safety recognition, gradually improving the level of safety, and decreasing the occurrence rate of unsafe events are the necessary strategies for building up the enterprise safety culture.

碩士
國立成功大學
企業管理學系碩士在職專班
102
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 shown as follows: 1. Employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy, and employee had significantly positive effect on organizational identity; 2. Organizational identity had significantly positive effect on employees’ job satisfaction; 3. Employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy and employee had significantly positive effect on job satisfaction; 4. Employees’ cognition of Corporate Social Responsibility in the aspect of customer, employee might have significantly positive effect on job satisfaction through the mediating effect of organizational identity. Key words: Corporate Social Responsibility, Organizational Recognition, Job Satisfaction INTRODUCTION Most studies on Corporate Social Responsibility in the past were about the discussion on the issues of financial performance and consumer perception (Fombrun ＆ Shanley, 1990; Mohr ＆ Webb, 2005). It was indicated in the study that the fulfillment of Corporate Social Responsibility had positive impact on the enhancement of corporate reputation and image, which would bring good financial performance and enable enterprises to attract good employees; moreover, employees’ morale and loyalty to enterprises can be enhanced as well (Branco ＆ Rodrigues, 2006). Therefore, the impact of Corporate Social Responsibility on the behavior and performance of employees should be taken seriously. When enterprises give attention to the society and take responsibility for all of its stakeholders and when employees identify the Corporate Social Responsibility that enterprises implement, employees can feel the positive and well-intentioned actions done by enterprises, and this will effectively strengthen employees’ organizational recognition and affirmation (Yang Zhengzhong 2006; He Minghong, 2007; Chen Tingli, 2006; Xu Shuya, 2008). Based upon the research background mentioned above, this study develops a framework relating Corporate Social Responsibility, organization recognition and job satisfaction, specifically examining following aspects: (1) to understand the effect of Corporate Social Responsibility brings on organization recognition and job satisfaction; (2) to find out the perception of Corporate Social Responsibility from the staffs in a small and medium machining cutting tools company. MATERIALS AND METHODS Questionnaires in the perspective of Corporate Social Responsibility were designed based on scale facets of Corporate Social Responsibility proposed by Brunk (2010) and perception study questionnaire of Corporate Social Responsibility by Wang Wenxuan (2013). Organizational identity questionnaire was mainly from organizational identity scale developed by Cook and Wall (1980) which was modified to fit the objects of study. Question terms regarding job satisfaction were primarily modified from Minnesota Satisfaction Scale. Questionnaires in this study were distributed to the staffs of a small and medium machining cutting tools factory in southern area. The data was collected to conduct factor analysis, reliability analysis, Pearson correlation analysis, and regression analysis to verify the hypothesis of the study. RESULTS AND DISCUSSION The results of analyzing are summarized as follows: 1. The reliability analysis and validity analysis reveal that the data of variables is accordance with inspection standard. That means the questionnaires have a good explanation and are with consistency. 2. In Table 1, Pearson correlation analysis shows that variables of corporate social responsibility have significant relationships on organization recognition and job satisfaction. The relationships between them are positive (see table 1). In Table 2, the multi-regression analysis presents that employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy, and employee had significantly positive effect on organizational identity; Besides, organizational identity had significantly positive effect on employees’ job satisfaction; Moreover, employees’ cognition of Corporate Social Responsibility in the aspects of customer, economy and employee had significantly positive effect on job satisfaction; Finally, Employees’ cognition of Corporate Social Responsibility in the aspect of customer, employee might have significantly positive effect on job satisfaction through the mediating effect of organizational identity. CONCLUSION 1. Corporate Social Responsibility plays an important role in enterprise operation and management. In recent years, Corporate Social Responsibility has become an integral strategy for enterprises’ sustainable development. Promoting Corporate Social Responsibility internally and externally has significant impact on employees’ organizational identity and job involvement. 2. Enterprises should implement Corporate Social Responsibility deepen employees’ organizational identity. Enterprises should commit to providing employees with a fair, caring, and human-base managed work environment and making Corporate Social Responsibility part of the organizational culture and business strategy, which will increase employees’ recognition and trust and enhance employees’ sense of belonging and solidarity to the enterprises. 3. Formulating Corporate Social Responsibility strategy from the perspective of employees can improve their job satisfaction Corporate Social Responsibility is not only a good external marketing tool, but also an internal marketing tool. The application of the marketing activities originally used externally in internal customers – employees, can improve employees’ organizational recognition and satisfaction and also reduce staff turnover rates, turnover intentions, sabotage, absenteeism and other negative behaviors.

碩士
國立中山大學
企業管理學系研究所
91
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, with respect to 290 crews of member of craft service of portof Kaohsiung . There are 238 effective questionnaires among a total of 290 questionnaires test, and the effective return rate is 82.06%. The data analysis employed in this study include the Description statistics, Analysis of correlation, One-way ANOVA, and Pearson’s correl-ative, through SPSS for windows. According to the analysis data, some conclusions were given as follows: 1.Employees with different age and service seniority show a obvious difference on recognition to privatization plans . 2.Employees with different kinds of vessel show a obvious difference on personal development relative rights and interests security to privatization plans. 3.Employees with different class of crew show a obvious difference on takeover intention to privatization plans. 4."Recognition to privatization plans ’s benefit" shows a "high positive correlation" with takeover to privatization plans; "Recognition to change anxiety" shows a "middle positive correlation" with takeover to privatization plans. 5. "Recognition to employee ’s right" and "Recognition to change communication" show a "high positive correlation" with takeover to privatization plans; 6.Employees with different age have significant influence on surplus before accepting privatization plans. But others not have significant influence.

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 which Eskom employees are aware of the RPL practices and to ascertain the level of awareness among employees. The second objective was to explore the current trends and practices on RPL at the workplace. The third objective was to determine and identify if there are any gaps. The last objective was to suggest ways that can be used to strengthen the RPL practice in the workplace. To this end, a questionnaire was administered to a randomly selected sample of 242 employees. In addition, interviews were conducted with three purposively selected (information rich) participants. The findings reveal that Eskom has policies and guidelines on RPL and a clearly stipulated purpose which is in line with the National Qualifications Framework (NQF), however, the current RPL policies and procedures have not been piloted within the Northern Region, the information has not yet reached everyone in the business, and employees’ level of awareness is still low. Findings also reveal that RPL does exist in Distribution and efforts to implement it are visible/traceable. A number of milestones and achievements are noted in the business as a whole as well as in the region, although a lot still needs to be done to ensure full and effective implementation. The last finding shows that there are a number of gaps and challenges impeding the success of RPL. These range from capacity building to quality assurance. On the basis of the findings, a number of recommendations to strengthen the RPL practice in the workplace are proposed and suggested.
Psychology of Education
M. Ed. (Psychology of Education)

No
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.

No
Since the introduction of the statutory recognition procedure the vast majority of new agreements have been voluntary in nature, yet increasingly employers are using this ambiguous state regulation as a means of avoiding recognition.The legislation allows for the game of voluntarism to be enshrined within the micro level politics and social relationships of work and employment: it crystallizes the culture and history of voluntarism in the regulation itself. It is, in effect, ironic in how it balances change with tradition. It makes the new regulation pliable and difficult to see as a step to a state-led approach.There is a resistant trend to unions generally even if recognition cases may vary in terms of employer orientations.This article focuses on such issues by addressing a broader understanding of regulation through an ethnographic case study analysis.

碩士
中國文化大學
法律學系碩士在職專班
101
Abstract： With the well-developed transportation and information, and moving towards globalization, domestic enterprises face the global competition pressures. In response to international competition, and facing the world economic is depressed, the companies cannot but save labor cost in a hard condition. The capitalists one after another prefer to move their industries to low labor cost countries, or the pursuit of using flexible labor, such as began using a variety of atypical employee to avoid employer liability, reduce labor costs, to improve the company's profitability. In the past it was emphasized full-time permanent employment or even lifetime employment of hiring habits, which began dramatically changing. Belonging to one of atypical employment patterns the labor dispatch of usage has been grown rapidly in the world of business. However, the labor dispatch which enterprises gradually like to use is a type of paying labor service essentially that is different from the original labor-capital relations have been followed for years after Industrial Revolution. Therefore, in the case of the manpower Utilization of labor dispatch, a variety of disputes between the labor-capital parties are bound to engender. Such as the occupational disasters happen to the dispatch laborers who pay labor service for the employer of user enterprise, who would be the one to take responsibility by Labor Law. These are the oncoming issues of labor dispute after bringing in the labor dispatch. So-called labor dispatch is a particular legal relationship that a dispatch company gains the permission of laborers and dispatches them who pay labor service to user enterprise but have wages from a dispatch company. One of features of labor dispatch is employ and use separated that is hard to use consistently in dispatch labor-capital relation, which is different from the original labor-capital relation for one employer taking responsibility. A dispatch company is the employer of dispatch labors by the law, it is unfair that the dispatch company has no in reality direction and supervision but has to take employer’s liability indiscriminately. Whether user enterprise could take employer’s liability or not, in order to ensure the rights and interests of labors, it is essential to review the issue on legislation assertion and an annotation. The objectives of this study are recognition of employer status and sharing employer’s liability and the definitions of employer for dispatch labor relation form the premise of the labor dispatch authorized. Through a variety of judicial practice and the literature review and the comparative law there is a comprehensive analysis whether or not a dispatch company and user enterprise share responsibility for employer’s liability, even how to share, that is to ensure the rights and interests of labors completely. In the meanwhile, this study not only puts effort into research of Labor Law system focusing on the dispatch labor-capital relations, but also uses the norms and concepts of Civil Law where are not stipulated in Labor Law. Besides, there is still not the related Law and Regulation for labor dispatch just now in Taiwan so that various kinds of disputes of dispatch labor-capital relations rely on the judicial adjudication to gauge disputes and stop lawsuits. Moreover, this study systematically draws on the principles of an annotation to explore in depth whether or not the Law and Regulations in force put to available extended use. The handling patterns of the issues of employer’s liability are collected and organized and classified in patterns, and by generalizing and analyzing judicial adjudication practice and operation that will find a way to settle the dispute of employer’s liability and push forward reaching an agreement and standing on reference between labors and employers and on the basis of lawmaking in future. Meanwhile, there is explicit regulation for establishing an employer identity between a dispatch company and user enterprise and that ensures the rights and interests of labors sufficiently and prevents from the disputes engendered more and more.

碩士
淡江大學
會計學系碩士班
93
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, investigates their recognition to the retirement plan and discusses the effect of retirement plan to human capital and firm performance. We find four factors that represent employees’ recognition. They are employee right protection, personal development, organizational development and educational training. Also, there are five factors that represent human capital indicators, they are job satisfaction, sense of belonging, job involvement, employees’ will to retain in the organization and employees’ will in leaning. We discovered 1. The employees in TSC with different personnel attitudes and job attitudes have different effect on various human capital indicators. 2. Except the job involvement factor, employees’ recognition to the retirement plan has significant relationships with human capital. 3. After performing the retirement plan, the employee number has decreased, which effectively lower the personnel expenditure. However, the various performance indicators do not improved significantly. By investigating different job attitude and personal attitude of TSC employees, this research provides several suggestions. To TSC: 1. Retain core personnel while performing retirement plan. 2. Protect employee rights. 3. Improve the communication process. To employees: 1. Promoting personal professions. 2. Be sensitive to the change of environment.

碩士
大葉大學
工業工程學系碩士班
92
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 organizational level. The predictors include individual achievement motive, job characteristic and organizational climate. In addition, the recognition toward changes of privatization which to be added as intermediater. Through the data collection, processes of dimension selection, questionnaire design, sample selection, investigation, reliability analysis, descriptive statistics analysis, ANOVA, step multi-regression analysis and path analysis to study the predictive model of the employees’ attitude toward the organizational changes in the privatization process, this study presents 5 major findings: 1.There is significant difference between attitude toward changes and recognition toward changes in privatization of employees in different group of sex, level of education, marital status and work seniority. 2.There is a significant positive correlation between the monitor model in terms of “transfer and promotion” and the attitude toward the change. 3.Employees’ privilege and benefits, being affected by “Recognition towards the change” are significant intermediates. 4.Organizational climate, being affected by “Recognition towards the change” are significant intermediates. 5.The “employees’ privilege and benefits” of recognition is the best predictor to the employees’ support toward the change.