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Dissertations / Theses on the topic 'Employee well-being and organizational performance'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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1

Herb, Kelsey Cristine. "Investigating the Impact of Employee Development Activities on Employee Well-being." University of Akron / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=akron1429216423.

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Odle-Dusseau, Heather N. "Organizational and family resources as predictors of well-being, family functioning, and employee performance a longitudinal study /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849420/.

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Fujishiro, Kaori. "Fairness at work its impacts on employee well-being /." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117142039.

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Thesis (Ph.D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xiii, 203 p.; also includes graphics. Includes bibliographical references (p. 188-203). Available online via OhioLINK's ETD Center

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Herleman, Hailey A. "International work demands and employee well being and performance." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1249065600/.

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McClelland, Charlotte Rebecca. "Performance monitoring and its effects on employee performance and well-being." Thesis, University of Sheffield, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.556986.

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The focus of this Thesis is on examining and explaining the effects of performance monitoring on employee performance and well-being outcomes. The use of monitoring, organisational systems and practices for managing employees' performance behaviours, is extensive, despite an ongoing and unresolved debate over its effects on employees. Job design, goal-setting and feedback, leadership and organisational justice theories were used as a basis for constructing a more comprehensive and integrative research model on performance monitoring and its effects than has been examined to date. Herein, chara

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Eatough, Erin. "Illegitimate Tasks and Employee Well-Being: A Daily Diary Study." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4476.

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This dissertation focuses on an occupational stressor that has been recently introduced to the literature, illegitimate tasks, or tasks that seem unreasonable or unnecessary at work. Previous work has demonstrated the relationship between illegitimate tasks and a narrow set of discrete emotions as well as negative employee performance behaviors. The current research contributes to the literature by expanding the nomological network associated with illegitimate tasks and uses a rigorous daily diary methodology in a full-time working sample. It was expected that illegitimate tasks reduce state l

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DE, CARLO ALESSANDRO. "ORGANIZATIONAL WELL-BEING AND PERFORMANCE IN ATYPICAL WORK. THE ROLE OF ORGANIZATIONAL AND PERSONAL FACTORS." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1019.

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Oggetto della tesi, fondata sull’integrazione tra metodologie qualitative e quantitative nella ricerca applicata nelle organizzazioni, sono gli effetti di fattori organizzativi e personali sul benessere organizzativo e sulla performance dei lavoratori atipici. La tesi è composta da due parti. Nella prima viene condotta un’analisi approfondita dei contenuti della letteratura riguardo alle tematiche del benessere organizzativo e della performance, specialmente in relazione al lavoro atipico. La seconda parte si compone di tre studi empirici. Il primo, condotto con metodologie quantitative presso

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DE, CARLO ALESSANDRO. "ORGANIZATIONAL WELL-BEING AND PERFORMANCE IN ATYPICAL WORK. THE ROLE OF ORGANIZATIONAL AND PERSONAL FACTORS." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1019.

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Oggetto della tesi, fondata sull’integrazione tra metodologie qualitative e quantitative nella ricerca applicata nelle organizzazioni, sono gli effetti di fattori organizzativi e personali sul benessere organizzativo e sulla performance dei lavoratori atipici. La tesi è composta da due parti. Nella prima viene condotta un’analisi approfondita dei contenuti della letteratura riguardo alle tematiche del benessere organizzativo e della performance, specialmente in relazione al lavoro atipico. La seconda parte si compone di tre studi empirici. Il primo, condotto con metodologie quantitative presso

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Philamon, Jan Elizabeth, and n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Philamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Smewing, Christopher F. "An evaluation of the effects of an Employee Assistance Programme : individual well-being and organizational healthiness." Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363636.

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Coutinho, James. "Workplace democracy, well-being and political participation." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.

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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By par

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Hite, Brian C. "Positive Psychological Capital, Need Satisfaction, Performance, and Well-Being in Actors and Stunt People." Thesis, Walden University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3729361.

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<p> Positive psychological capital (PsyCap), a second-order construct formed from optimism, hope, resilience, and self-efficacy, has predicted the performance and psychological well-being of a variety of full-time workers, and mediators of the relationships between PsyCap and performance and psychological well-being have rarely been examined. Using self-determination theory, broaden-and-build theory, and the conceptual framework of positive psychology, this study was an exploration of (a) the relationships among PsyCap, (b) basic psychological need satisfaction (i.e., autonomy, competence, rel

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Fürstenberg, Nils [Verfasser]. "Consequences of Leadership for Employee Performance and Well-Being : exploring cognitive and relational approaches / Nils Fürstenberg." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1230421599/34.

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Martinez, Hector Augusto Jr. "INSPIRED AND EFFECTIVE:THE ROLE OF THE IDEAL SELF INEMPLOYEE ENGAGEMENT, WELL-BEING, AND POSITIVE ORGANIZATIONAL BEHAVIORS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459192912.

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Schroeder, Tiffany Schroeder. "Are you listening to me? An investigation of employee perceptions of listening." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1465581382.

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Taylor, Howard. "The effects of interpersonal communication style on task performance and well being." Thesis, Bucks New University, 2007. http://bucks.collections.crest.ac.uk/10118/.

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This thesis is based around five studies examining the psychology of interpersonal communication applied to organizational settings. The studies are designed to examine the question of how the way that people in positions of power in organizations communicate with subordinates, affects various measures of health, well-being and productivity. It is impossible to study modern organisational communication without recognising the importance of electronic communication. The use of e-mail and other forms of text messaging is now ubiquitous in all areas of communication. The studies in this thesis in

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Green, III Respent. "Impact of Middle-Level Managers' Well-Being and Happiness on Direct Reports' Performance." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/141.

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The happy productive worker (HPW) theory states that happy employees perform at higher levels than unhappy employees do. Despite the explanatory power of the HPW theory, it was unknown if a happy middle-level manager would be associated with productive direct reports. The purpose of this phenomenological study was to address that gap by exploring the impact of middle-level managers' well-being and happiness on the performance of their direct reports. Key research questions examined how middle-level managers' well-being and happiness influenced the performance of their direct reports and how mi

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Hite, Brian. "Positive Psychological Capital, Need Satisfaction, Performance, and Well-Being in Actors and Stunt People." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1539.

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Positive psychological capital (PsyCap), a second-order construct formed from optimism, hope, resilience, and self-efficacy, has predicted the performance and psychological well-being of a variety of full-time workers, and mediators of the relationships between PsyCap and performance and psychological well-being have rarely been examined. Using self-determination theory, broaden-and-build theory, and the conceptual framework of positive psychology, this study was an exploration of (a) the relationships among PsyCap, (b) basic psychological need satisfaction (i.e., autonomy, competence, related

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Hosie, Peter. "A study of the relationships between managers' job-related affective well-being, intrinsic job satisfaction and performance." University of Western Australia. Graduate School of Management, 2003. http://theses.library.uwa.edu.au/adt-WU2005.0001.

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[Truncated abstract. Please see the pdf version of the abstract for the complete text.] This study examines the 'happy-productive worker' thesis, by investigating the impact of job-related affective well-being and intrinsic job satisfaction on managers' performance. The fundamental goal of the research was to establish which indicators of managers' affective well-being and intrinsic job satisfaction predict dimensions of their contextual and task performance. A critique was undertaken of the substantial literature on affective well-being, intrinsic job satisfaction and managers' performance.

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Segovia, Villarreal Santiago Eduardo. "Linking worker health and well-being with business performance measures in the maquiladora manufacturing industry in the US-Mexico Border Region." To access this resource online via ProQuest Dissertations and Theses @ UTEP, 2008. http://0-proquest.umi.com.lib.utep.edu/login?COPT=REJTPTU0YmImSU5UPTAmVkVSPTI=&clientId=2515.

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Simmons, Mathias J. "The relationship between leadership and flow: a daily diary study." Thesis, Kansas State University, 2015. http://hdl.handle.net/2097/18822.

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Master of Science<br>Department of Psychological Sciences<br>Clive J. Fullagar<br>The current study examines how leaders craft conditions of the workplace to make it more conducive for flow to occur in their followers and what beneficial effects this has on employee well-being and performance. Data from 43 employees surveyed daily over two work weeks suggested that transformational leaders and leader-member exchange relationships impact several workplace conditions that in turn impact flow. Also, daily flow experiences were related to daily psychological well-being and daily performance.

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Sears, Lindsay Ellen. "Work-related Outcomes of Financial Stress: Relating Perceived Income Adequacy and Financial Strain to Job Performance and Worker Well-being." PDXScholar, 2008. https://pdxscholar.library.pdx.edu/open_access_etds/5295.

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With the onset of globalization, the economic contexts and working conditions within many countries are changing, presenting new challenges' for governments, organizations, and workers. Amid these challenges, concerns about personal finances are prevalent among employees and detrimental to workers' health, well-being, and families. Research on how this financial stress affects employees at work is lacking. In this thesis, I propose an appraisal-based model of financial stress whereby actual income and expenses are related to perceptions of income adequacy to afford wants and needs. These adequ

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Cerfontyne, kelly. "The impact of transformational leadership and job crafting on flourishing at work and in-role performance of information technology professionals." University of Western Cape, 2020. http://hdl.handle.net/11394/7404.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The modern working environment is characterised by global competitiveness, digitisation, and a greater need to employ and retain the knowledge worker. With increased pressure to sustain a competitive advantage, organisations must shift management strategies and focus on fostering positive work outcomes to mitigate high turnover costs and enhance organisational effectiveness. In the South African environment, organisations are confronted with challenges such as skills shortages and high turnover, impacting the ability to attract, develop

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Emsley, Lindy. "The social anxiety spectrum and work limitations among managerial level employees." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5321.

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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010.<br>ENGLISH ABSTRACT: Social anxiety symptoms are common within the community. They are often unrecognised in many organisations, with resultant significant work impairments. The aim of the study was to explore to what extent the social anxiety spectrum of symptoms influences the performance of management employees and how the disorder should be managed in the workplace. The study includes the following constructs: social anxiety spectrum, job characteristics, work limitations and perceived performance difficulties.

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Peláez, María Josefina. "A Journay into the Heart of Coaching-based Leadership: Empirical Findings within the Organizational Context." Doctoral thesis, Universitat Jaume I, 2020. http://hdl.handle.net/10803/668554.

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The main objective of this thesis project is to advance the stream of research on coaching-based leadership by providing theoretical and empirical evidence for its value and role within the organizational context. To achieve this goal, first a systematic review is presented, which provides an overview of the coaching-based leadership concept, measurement, and links with two key work-related outcomes (work engagement and performance). Next, two related empirical studies were included aimed to design and validate a specific coaching-based leadership scale, and to analyse its links and underlying

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Lindberg, Sofie, and Elin Nilsson. "“Digitalize or die trying” : En kvantitativ studie om digitaliseringens inverkan på anställdas välmående i svenska banker." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17050.

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De senaste åren har banksektorn genomgått betydande digitala förändringar. De digitala innovationerna inom banksektorn har resulterat i ett förändrat arbetssätt för bankmedarbetarna som i sin tur resulterat i en organisationsförändring. Tidigare forskning har kunnat påvisa att den rådande kulturen i företaget både kan ha en negativ eller en positiv effekt på individens subjektiva välmående. Därför har vi valt att undersöka hur olika organisationskulturer i banksektorn kan påverka den enskilda bankmedarbetarens subjektiva välmående. Syftet med denna uppsats är att förklara och beskriva hur digi

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Johnson, Hazel-Ann Michelle. "Service with a smile : antecedents and consequences of emotional labor strategies." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001937.

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Cavar, Ivan, and Malin Jansert. "Being forced to work from home : A focus on how having to work from home followingthe covid-19 pandemic has affected the employee’s performance and social work-life." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-178023.

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Title: Being forced to work from home – A focus on how having to work from home following the covid-19 pandemic has affected the employee’s performance and social work life Authors: Ivan Cavar and Malin Jansert Supervisor: Aliaksei Kazlou Background: Because of the recent Covid-19 pandemic many employers had to make the decision to recommend or even force employees to work from home. For some it was an easy transition, for others a real challenge not only by the means of whether one can actually perform their work at home, but also concerning what happens to us when we remove all the necessary

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Van, Rooyen Brigitte. "Employees' work outcomes associated with the psychological contract within private training institutions / B. van Rooyen." Thesis, North-West University, 2006. http://hdl.handle.net/10394/2511.

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Tseng, Steven T. "When Resource Precedes Human in Human Resource Management: Organizational Dehumanization and the Roles of HR Attributions and Supervisor Bottom-Line Mentality." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590497329605876.

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Sinisammal, J. (Janne). "Työhyvinvoinnin ja työympäristön kokonaisvaltainen kehittäminen – tuloksia osallistuvista tutkimus- ja kehittämisprojekteista sekä asiantuntijahaastatteluista." Doctoral thesis, Oulun yliopisto, 2011. http://urn.fi/urn:isbn:9789514297076.

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Abstract Working life has entered a new era characterised by turbulence and continuous change. Employees are experiencing feelings of incompleteness, uncertainty over their future, and rapid changes in the direction and rhythm of work as companies are executing simultaneous change processes. On the other hand, as a result of an ageing population, there is an increasing need to motivate employees into postponing their retirement. The current developments emphasise the significance of well-being at work. Well-being at work includes health and safety, risk management in the work environment, the

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Chiuzi, Rafael Marcus. "AS DIMENSÕES DA ORGANIZAÇÃO POSITIVA E SEUS IMPACTOS SOBRE O BEMESTAR DOS TRABALHADORES." Universidade Metodista de São Paulo, 2006. http://tede.metodista.br/jspui/handle/tede/1347.

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Made available in DSpace on 2016-08-03T16:34:30Z (GMT). No. of bitstreams: 1 RAFAEL MARCUS CHIUZI.pdf: 450833 bytes, checksum: 5d9602b9c06d7f45f15a7cbc4801adbe (MD5) Previous issue date: 2006-06-30<br>Coordenação de Aperfeiçoamento de Pessoal de Nível Superior<br>Organizational characteristics have been studied recently under a different point of view. Today, more emphasis has been given to the positive aspects that make it possible for employees to have positive feelings towards their employer organization and towards the work itself. The current imposed challenges refer to the identificati

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Stolt, Olsson Helena. "Att ta pulsen på måendet : En kvalitativ studie av frekvent förekommande medarbetarundersökningar." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157308.

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På många arbetsplatser genomförs medarbetarenkäter. Syftet är oftast att identifiera förbättringsområden i arbetsmiljön och att undersöka medarbetares trivsel och mående. Studien handlar om pulsade/frekventa varianter av medarbetarundersökningar. Dessa undersökningar används i arbetsgrupper för att undersöka måendet vid många tillfällen under verksamhetsåret. En fördel kan vara möjligheten att upptäcka missförhållanden direkt i realtid. Fem chefer och fem medarbetare har intervjuats, och deras upplevelser av pulsade/frekventa medarbetarundersökningar har analyserats. Det förekommer positiva o

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Foster, Garett C. "Measurement Invariance of Burnout Inventories across Sex." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1428162452.

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Chen, Hsu-Chieh, and 陳緒杰. "A Study Of Business Ethics, Employee Well-being,Organizational Identity And Organizational Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/69602917894568415078.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>103<br>The purpose of this study was to discuss the relationship between business ethics, employee well-being, organization identity and organizational performance. This research study on how business ethics affect employee well-being and organization identify and organization performance. We use questionnaire survey and have 196 participants to support our hypothesis. The results of this study were as follows: 1. Economic responsibility would positive affect financial performance and non-financial Performance. 2. Ethical responsibility would positive affect financia

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Lin, Kuei-Fang, and 林溎芳. "Construction and Analysis of Employee Well-being Index to Improve Organizational Performance." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/mkenfd.

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碩士<br>國立臺中科技大學<br>流通管理系碩士班<br>104<br>Apace with economic and social development, the standard of living of the people in Taiwan has increased; people subsequently demand for not only increasingly high standards for quality of life but also well-being at work. Studies have indicated that employee well-being is an abstract concept encompassing various dimensions such work, life, and psychological dimensions, and substantially affects various aspects of an employee such as job performance and intention to stay. This study adopted quality management concepts to measure and monitor employee well-be

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陳雅蓮. "The Relationships among High-Performance HRM Practices, Employee Engagement, Organizational Identification, and Employee Well-being." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/29373167297912093157.

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碩士<br>國立臺灣師範大學<br>科技應用與人力資源發展學系人力資源碩士在職進修專班<br>102<br>"Well-being", which includes high-positive emotions and overall life satisfaction, is an indispensable driving force to human life, and "work" is one of the factors affecting the well-being. For today's enterprises, it is important to create a healthy and happy work environment to enhance employee well-being, so employees get satisfaction in work and life and are willing to achieve the goal of the organization. However, there are many factors that affect employee well-being, which includes promotion, raise of the salary, working environment

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Chang, Chi-Hsuan, and 張齊軒. "A Study of Personality, Job Satisfaction, Employee Well-being, Organizational Commitment, Job Performance – The Example of Chain Hair Salon." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/99z56c.

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碩士<br>國立臺中科技大學<br>流通管理系碩士班<br>104<br>As our standard of living has increased, people have more demands on beauty. Due to the great development of hair dressing industry in Taiwan, there are more and more hair salons opening . Hair dressing is a labor-intensive industry, human resource is the most important factor for salons, employees need to face the consumer directly. As described above, firm needs to find out which kind of person can fit this job, also thinking about increasing job satisfaction, employee well-being, organizational commitment and job performance. We are going to use SPSS cal

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Chang, Yu Tang, and 張羽瑭. "The Influence of Leisure Behavior and Job Stress on the Organization Performance, Employees’ Well-being and Organizational Identification." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/49191785064092010384.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>103<br>The purpose of this research is to study the relationship of leisure activities, work stress, organization performance, employee well-being and organization identification for high-tech and traditional industries office workers. Because of superior inspection, interpersonal relationships among co-workers and families, worker would become stressful emotion which would affect an office worker’s body, mind and soul. Moreover, previous research indicated worker stress would negatively affect organization performance and even increase the turnover rate. Although pr

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Yi, Cheng-Yu, and 易正宇. "Correlation between personality traits and incentive systems, organizational performance, employee well-being, organizational identity - Taking Realty industry and the telecommunications industry as an example business people." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/nape6z.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>103<br>Establishment of effective incentive systems plays an important role in each organization planning. Effective incentive systems could positive affect employee organization performance, or create internal organizational culture and work environment because of employee inspiration by incentive. In recent years, because of promotion corporate social responsibility, company are required to provided reasonable working conditions and environment in order to ensure employee safe feeling happy which could enforce their organization's solidarity and performance. T

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Wu, Li-Chuan, and 吳麗娟. "The Relationships among High Performance Human Resource Practices of Organizational Relationship and Employee Well-Being :An Example of Kaohsiung City Construction Industry." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/87b79u.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系碩士班<br>103<br>Construction industry is one of the most important sessions to the national economic development, which help the development and growth of many related industries and provide stimulation to economic. So construction industry is the indicator of national construction, and also the basis of national economic construction. However, for long construction industry employees have been working under a changeable environment that the unstable working environment affect their working mode. Therefore, to create and satisfy working happily, as well to elevate the

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Chang, Hsiung-chiao, and 張雄喬. "A Study on the Relationships among High Performance Work System, Employee''s Well-Being, Organizational Citizenship Behavior, and Proactive Personality." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/88202906407877244099.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>103<br>The main purpose of this study is to investigate the relationship between high performance work systems and employee subjective well-being and organizational citizenship behavior, and to further explore proactive personality of high performance work systems and organizational citizenship behavior between moderating effect. This study investigated Taiwanese and services as the object of study, in order to avoid the causes of the common method variance from a single source (common method variance, CMV), this study pairing for data collection, the questionn

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Lin, Ya-Hui, and 林雅慧. "The study of Relationship among Well-being, Organizational Climate and Job Performance – A case study of employees from H Corporation." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/31900029389209923808.

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碩士<br>世新大學<br>行政管理學研究所(含博、碩專班)<br>101<br>Under a fierce international competition, whether an organization could surely and steadily survive and be competitive or not depends on the important key「people」. In the recent years, companies began emphasize the significance of employees’ cognition on happiness and well-being to recruit and retain the talents and human resources. Possessing healthy body and mind, holding a positive working attitude, and having good interaction with colleagues will all affect the organizational members’ involvement, commitment and job performance. The study investig

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Hsu, Chih-wei, and 許智威. "The relationship among organizational culture, employee well-being and organizational innovation with employee well-being intermediary effect." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36417684255280311799.

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碩士<br>世新大學<br>企業管理研究所(含碩專班)<br>99<br>Organizational innovation capability is an important factor for the organization competition. It has been attention recently. However, organizational innovation ability will be different because of the organizational member value and its motivation; those will be affected by management style, organizational systems and other important environmental factors. It shows that innovation is related to organizational culture. The innovation of organizational members can enhance through increased learning ability to share and learn knowledge (Nonaka and Takeuchi

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WEI, LI-LING, and 魏麗玲. "The Correlation among Employee Well-being, Organizational Commitment and Turnover Intention." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/33534566043776846369.

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碩士<br>國立臺北大學<br>企業管理學系碩士在職專班<br>105<br>Top competitive edge can be achieved only by happy employees. How to make employees happy has become one of the most important tasks in modern company. On this account, how to increase employee well-being in order to reduce employee turnover is a critical issue. Research shows that employee well-being and organizational commitment are closely correlated. Moreover, employees’ turnover intension can be lowered by increasing employee well-being and organizational commitment. This research discusses the correlation among employee well-being, organizational co

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Lin, Yu-Cheng, and 林育正. "The research of Employee Assistance Programs with Employee well-being and Job performance." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/86468555585426618004.

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碩士<br>國立中興大學<br>企業管理學系所<br>96<br>Physical and mental health of employees and emotions in job are related with the achievement of the company. This research is conducted to survey the practice of employee assistance programs(EAPs) and analyze EAPs’ influence on employee job performance. In variation, this research divided EAPs into health, life and work aspect and divided the well-being into psychological well-being, physical well-being, life satisfaction and burnout. Besides, it divided job performance into task performance and contextual performance. After empirical analysis, we found out whi

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HONG, YU-JUAN, and 洪郁涓. "The Effect of Organizational Work-family Social Support Climate on Employee Well-being." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/24997486951456007133.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>101<br>The aim of this study is to examine the effect of organizational work-family social support climate on employee well-being. This study adapted the work-family social support climate in organization level as the independent variable, including managerial support and coworker support. And adapted employee well-being as dependent variables, including work satisfaction, organizational commitment and work stress. This research employed the questionnaire survey to collect the data, based on the sample in Taiwanese context. There are two survey steps in this resear

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Silva, Teresa Mendes. "Sustainable practices impacting employee engagement and well-being." Master's thesis, 2021. http://hdl.handle.net/10071/23914.

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As sustainability grows in importance, it becomes relevant to understand how the implementation of sustainable practices across organizations impacts the employee-organization relationship. This study aims to explore the effects of Perceived Organizational Support Toward the Environment on the Employee Engagement and Subjective Well-being and to assess to which extent Employee Engagement impacts Subjective Well-being. The data was collected through a questionnaire resulting in a cross-national sample of 230 individuals. The data was analyzed through Structural Equation Modelling, allowing th

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Rabel, Sophie. "Examining the effect of organizational support factors on employee participation in well-being initiatives." Master's thesis, 2021. http://hdl.handle.net/10362/131515.

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This research investigates the effect of organizational support factors on employee participation in well-being programs within organizations. Based on existing literature, this thesis hypothesizes a positive relation between organizational support factors (variety of programs, perceived organizational and supervisor support)and employee participation in well-being initiatives offered by organizations. The conducted study(N = 241) demonstrates that variety of programs, perceived organizational support and perceived supervisor support are significantly positive related to emp

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