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Dissertations / Theses on the topic 'Employee works'

Author: Grafiati

Published: 24 April 2022

Last updated: 30 July 2025

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1

Herrmann, Andrew F. "Organizational Corruption: Problematic Portrayals of the "Virtuous" Employee." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/798.

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2

Ngan, Hon-wing, and 顔漢榮. "Participation in large project works management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263367.

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3

Nelson, M., J. Bowers, and Lorianne D. Mitchell. "Adaptation and Inclusion: Using Attachment Theory for Student and Employee Success." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/8319.

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Mitchell, Lorianne D. "Tennessee Employee Toolkit: A Guide for the Adult Learner Returning to School." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/8309.

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5

Herrmann, Andrew F. "Kierkegaard and Indirect Communication: Theorizing HRD, Organizational Socialization, and Edification." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/748.

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Scholars have largely overlooked philosopher Soren Kierkegaard’s thoughts on occupational, vocational, and work topics, although he did concern himself with occupational topics. This theoretical piece explores Kierkegaard’s concept of “leveling” (Nivelleringen), connecting it to human resource development (HRD) and organizational socialization processes, which are often conducted by HRD departments. Organizational socialization is important as it provides newcomers with functional and cultural information. Similar to the concept of leveling, however, organizational socialization can provide em

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Tolley, Rebecca, and Wendy Doucette. "Actions Speak Louder Than Resumes: How Performance-Based Interviews Facilitate Hiring the Best Library Candidates." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/7659.

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This case study describes an academic library search committee's decision-making, practice, and assessment of using performance-based interviews as part of a national search for lecturer-level positions with a primary focus of reference and research services and minimal expectations of teaching information literacy in the classroom. The search committee determined performance-based interviews were successful in establishing candidates’ depth of skill in simulated reference transactions. The authors recommend incorporating an element of unscripted job simulation to employment interviews in libr

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7

Johnson-Hoffman, Vernessa Lashawn. "Employer Strategies for Improving Employee Work-Life Balance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7304.

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Senior leaders who fail to implement work-life balance strategies may experience reduced profits and sustainability challenges. This single case study explored employers' strategies for improving employee work-life balance. The population for the study included 4 senior leaders of a hospice care agency in North Carolina who successfully implemented employee work-life balance strategies. Data were collected from semistructured interviews and from the review of company documents, website, and social media pages. The conceptual framework for the study was the transformational leadership theory. T

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8

Brewerton, Paul. "The nature of the psychological contract at work : content and characteristics." Thesis, University of Surrey, 2000. http://epubs.surrey.ac.uk/787/.

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9

Ward, Sandy. "The impact of selection : applicant and work attitudes." Thesis, Queensland University of Technology, 2000.

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10

Hoebbel, Don. "Women at work motivational factors to career advancement in a production setting /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998hoebbeld.pdf.

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11

Sander, Elizabeth Jane. "Responses to the Physical Work Environment: Focus, Sense of Beauty and Connectedness." Thesis, Griffith University, 2017. http://hdl.handle.net/10072/370650.

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Both academics and practitioners have devoted increasing attention to the physical work environment (i.e. the constructed spaces in which employees work, including buildings, furniture and spatial design) as a result of continued changes to the nature of work, and the space where it is enacted. Although there have been many studies of environmental effects on employees, including experimentation and a great deal of applied change, the field lacks a consistent theoretical framework to progress the extant literature. This is reflected in the inconsistency with which the physical environment has

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12

Egan, Richard. "Employee work passion : leadership behaviour, employee affect and work intentions." Doctoral thesis, importedStudentThesis, 2015. https://researchprofiles.canberra.edu.au/en/studentTheses/647e0afe-2609-42b1-8bb8-09e9161450d5.

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13

Lassausaie, Claire, and Kyler Lotte. "Employees' Needs at Work : A case study of employee retention at a real estate firm." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151390.

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The intent of this study is to improve our understanding of employee behavior. Specifically, to understand why an employee would be motivated to seek a job somewhere other than their current place of employment. As well to understand the perspective of the employer with how they could retain these employees, considering the current job-hopping phenomenon and the high cost of employee turnover. The purpose of this study is to understand the needs of employees at work and apply them to retention strategies. The study focuses on the differences between organizational levels, as this has not been

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14

Johanns, Renée C. "Exchange relationships at work, impact of violation, trust and commitment on employee behaviours and employer obligations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24477.pdf.

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15

Martin, Gregg D. "The effects of employee characteristics and work environment factors on learning during training and on pretaining motivation to learn /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9821349.

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16

Bessa, Ioulia. "Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees." Thesis, City University London, 2012. http://openaccess.city.ac.uk/2948/.

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The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its objectives are: (1) to contribute to the sociology of work and labour economics literatures, by revisiting theoretical perspectives, applying them to the Greek labour context and adding empirical evidence on different FWAs; (2) to contribute to the literature on flexible working and new forms of management practices, by not only focusing on a context that has been neglected, but also by developing

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17

Vest, Jusanne Meltzer. "The relationship of job seeker work experience and gender to the importance placed on work-related attributes." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54801.

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This study investigates individual perceptions of work related attributes during the employment search process. Specifically, the purpose of this study was to investigate: 1) the relationship of job seeker work experience to the importance placed on work-related attributes, and 2) the relationship of job seeker gender to the importance placed on work-related attributes. Six hundred and ninety-four graduating baccalaureate hospitality students from eleven nationwide universities with accredited hotel-restaurant programs participated in this study. Hypotheses proposed in this study were largely

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18

Innocenti, Laura. "Employees at centre-stage : the impact of human resource practices on employee work experiences, attitudes and behaviour." Thesis, King's College London (University of London), 2007. https://kclpure.kcl.ac.uk/portal/en/theses/employees-at-centrestage--the-impact-of-human-resource-practices-on-employee-work-experiences-attitudes-and-behaviour(64f7c81c-a37f-4e05-9e22-74ba747376b6).html.

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19

Ditiro, Salalenna. "The relationship between employment value proposition, work engagement and retention among employees of a selected bank in Botswana." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14994.

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The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report ele

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20

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

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

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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.

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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near t

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22

Danielsson, Martina, and Mathilda Larsson. "Vart är vi på väg? : En kvalitativ studie om att stärka järnvägsbranschens attraktivitet." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25291.

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Studien grundar sig i ett uppdrag från Trafikverket där syftet var att undersöka hur en bransch kan arbeta strategiskt med att skapa attraktivitet och hur employer brand-arbete kan bedrivas. Fokus låg på järnvägsbranschen med anledning av att det är en bransch som upplever kompetensförsörjningssvårigheter och kan därför anses ha tappat i attraktivitet. Resultatet visar att det finns svårigheter avseende attraktivitetsarbete därför att en generell definition är komplex till följd av att individer efterfrågar olika saker. Det som är viktigt är dock att ett employee value proposition upprättas oc

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23

Baxter, Declan Patrick Wemyss. "The Failure to Establish Codetermination in Australia: A Comparative Political Economic Analysis." Thesis, Department of Political Economy, 2021. https://hdl.handle.net/2123/26283.

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Codetermination has entered the Australian public conversation in the last 4 years with commentators arguing it could reduce labour market inequality. Yet this is not the first-time it has surfaced in Australian debates – the federal Hawke government committed to introducing codetermination, but to no avail. Australian advocates for codetermination failed to do what European Christian Democrats succeed at; persistently championing codetermination and ensuring both businesses and trade unions supported it in practice. Codetermination first appeared in Germany in the writings of Catholic social

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24

Annandale, Melanie. "An empirical investigation into the impact of work-life balance practices on employees and employers." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/21196.

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Thesis (MBA)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: The old belief that work and life are two separate, conflicting issues no longer holds true for companies that wish to establish a sustainable competitive advantage. Because of the transformation of global markets and the changing demographics of the workforce, the benefits of work-life balance for employees and employers can no longer be ignored. The purpose of this research was to ascertain whether the use of work-life balance enhancing practices leads to increased organisational benefits and improved employee morale. The stu

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Nguyen, Anthony Duy. "Perceived Overqualification and Withdrawal Among Seasonal Workers: Would Work Motivation Make a Difference?" PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4347.

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Overqualification is a concern for both individuals and organizations in today's workforce. It has been shown to relate to job attitudes, performance, well-being, and withdrawal. While plenty of research has been done on overqualification in the workplace, there is still a gap in the literature when it pertains to the contingent workforce, especially seasonal workers. These workers do not have secure employment and research has shown that they have distinct outcomes compared to full-time workers. Findings from past research about the relationship between overqualification and job withdrawal ha

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26

Karayianni, Fotini. "Reorganization on employee satisfaction: The gray area of corporations : A case study on Intel Corporation’s employees." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44171.

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The present thesis exploits a concept that lays in the core of human capital, employee satisfaction, under the context of a proactive organizational change. The prior literature depicts organizational change as a strategy applied to increase the efficiency of the company and its relevance to the market involved. The unique element of the matter is that proactive reorganizations are a product of a structural practice initiated by an entity’s human resources department. The department operates under a standardized model of change, which focuses on addressing the technical discrepancies that may

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27

Rwodzi, Bright. "Drivers of employee engagement in a lean manufacturing environment during a period of change." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20559.

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Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate

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28

Van, Heerden Maria Magdalena. "Die impak van die afsterwe van 'n huweliksmaat op die werksprestasie van die agtergeblewe eggenoot as werknemer." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-07222008-171725.

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29

Aminoff, Elin. "En studie om konflikter i arbetslivet och det systematiska arbetsmiljöarbetets roll som verktyg till förebyggande arbete." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-41514.

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Abstract The main subject of this essay is conflicts at work and the effect it has on the employee´s health. I can through various reports read that bad health at workplaces is too high and that conflicts are a reason. What can be done to the work environment so it will be better from a psychosocial perspective? Sweden has a regulation that makes the employer responsible to work for an improvement in the work environment; can these regulations be used in purpose to reduce conflicts? My first question concerns the possibility to establish preventive procedures in the workplace systematic work

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30

Flye, Lindsay Brook. "A structural equation model: Family-friendly organizational policies, norms, supervisory support, work/family conflict and organizational attachment." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2120.

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The purpose of this paper is to present a study that examines the underlying stucture of work/family conflict. Research has shown that reducing work/family conflict is beneficial to both employees and the organization by reducing turnover and increasing satisfction, production and commitment to the organization.

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31

Shepherd, Jeryl Lynne. "Employee commitment after change at work." Thesis, University of Bedfordshire, 1999. http://hdl.handle.net/10547/338907.

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Human resource management advocates consider that obtaining employees' affective commitment to the organisation is an important objective. A key part of this concept is concerned with employees' identification with organisational goals and values. Recent research however, indicates that employers want employees to maintain their commitment levels even though organisations are undergoing periods ofextensive change that impact on many aspects of these goals and values. In the literature, employee commitment is regarded as a stable construct that nothing seems to alter. Despite this, there is inc

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Campbell, Kelley Marie. "Flexible Work Schedules, Virtual Work Programs, and Employee Productivity." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/509.

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In a workplace marked by increasing change and competing commitments, business leaders require an increased understanding of alternative work programs. Utilizing spillover theory, motivator-hygiene theory, and adaptive structuration theory, this single case study was an exploration of the strategies that business leaders use for flexible work schedules and virtual work programs. The population consisted of 3 managerial business executives and 6 employees within a midwestern United States division of a global blood management solutions firm. The data collection process included a series of semi

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Hillman, Heather L. (Heather Lorraine) 1970. "Determinants of employer commitment to school-to-work programs : why do Boston's ProTech employers remain involved?" Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/67278.

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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.<br>Includes bibliographical references (p. 108-109).<br>Work-based School-to-Work programs are being asked to help solve faltering labor market prospects for youth, national educational reform needs and decreasing U.S. economic competitiveness. In 1994, the Congress enacted the School-to-Work Opportunities Act to appropriate more than $2 billion over seven years to lay the grounds for a national School-to-Work framework. While many studies have concerned themselves with the School-to-Work outcome

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34

Cominsky, Cynthia. "Beliefs about Work Held by Low-income Individuals and Entry-level Employers." University of Cincinnati / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1406810308.

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35

Zhang, Yalan. "Discussion on how to motive and retain employees in China by exploring the factors influencing employee enthusiasm at work -- applying two-factory theory in P&G employees." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-379441.

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This research discusses how to motive and retain employees in China based on analyzing factors influencing employee enthusiasm and strategies to motivate employees under the framework of Herzberg’s two-factor theory. With the proposition that hygiene factors and motivators both influence the work enthusiasm, 15 interviews were arranged to collect the needed data for further analysis. According to the information obtained from the 15 interviewees from P&G, hygiene factors and motivators all exert influences over their work behaviors and the impact of the factors differs according to the dif

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Henderson, Haley, Valerie Hoots, Joseph Barnet, and Andrea D. Clements. "Employer Perceptions of Addiction Recovery and Hiring Decisions." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/7220.

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Abstract Addiction to drugs and alcohol is a widespread, and ever-growing problem in American society today. Individuals who undergo treatment for their addiction often find it difficult to gain employment due to employers' negative perceptions of addiction. Previous research has found that many employers have a stigma of those in addiction recovery. However, little research has been done to determine if these stigmas affect hiring decisions. Drug and alcohol misuse are prominent in the Appalachian area, which presents an issue for employers in the area who maintain a drug-free work place or w

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Henderson, Haley, M. O'Leary, Joseph Barnet, Valerie Hoots, and Andrea D. Clements. "Employer Perceptions of Addiction Recovery and Hiring Decisions." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/7631.

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Kellum, Jennifer Louise. "Child-care: The return on investment for American business." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1657.

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39

Degenaar, Wilna. "The development of a model that incorporates ethics in the recruitment and selection process." Diss., Pretoria: [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-08242005-112228.

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DeJarnett, Nicole. "Perceived Change in Behavior Associated with Peer Feedback in Work Teams." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4815/.

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This study investigated if the use of a team feedback system resulted in peers perceiving a change in behavior. Personality variables such as conscientiousness, agreeableness, and extraversion were examined as possible moderators. Self-ratings and peer ratings were collected from 164 individuals through the use of the Center for Collaborative Organizations' Team Feedback System. Using polynomial regression, it was determined that time 1 peer ratings predicted behavior change and the combination of conscientiousness variables moderated peer perceived behavior change.

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Du, Plooy Colette. "Employees' work outcomes associated with the psychological contract within a service company / by Colette du Plooy." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2524.

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During the last decade, dramatic changes have been experienced in workplaces because of technological growth, globalisation, ever increasing competitive markets, changing industrial relation laws and better management skills (Cappelli, 1999). Amidst this change, the biggest issue is for organisations to gain dedication from their employees. Maslach et al (2001) explains that the impact of the changing world of work is perhaps most evident in changes in the psychological contract. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas they receive less in

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Miller, Linda J. "Leader-Employee Relationship as an Antecedent to Employee Commitment Mediating Innovative Work Behavior." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13422467.

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<p> The focus of the qualitative case study was to understand how innovative work behavior was affected by leaders’ relationship with their employees to enhance job commitment in the grocery retail industry. Specifically, the research involved exploring how the leader and employee relationship can affect employee engagement as a mediator for innovative work behavior. Innovative work behavior is when an employee is generating and implementing useful ideas. The general business problem was that organizations in the grocery retail industry lack innovative work behaviors to meet the market d

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Oosthuysen, Coenraad Willem. "Work management business process against employee engagement." Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/810.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2008.<br>AFRIKAANSE OPSOMMING:‘n Kwalitatiewe evaluasie van die faktore wat werknemer verbintenis in die uitvoering van ‘n werksbestuur besigheidsproses beinvloed, word aangebied. Die nodigheid van werknemer verbintenis en besigheidsprosesse in organisasies word beskryf. ‘n Vergelyk tussen die beginsels van werknemer verbintenis en die werksbestuur proses word gedoen. Deur middel van statistiese evaluasie tegnieke (frekwensie evaluasie) dra hierdie navorsing by tot die bestaande kennis in hierdie domein deur die identifisering va

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Stanley, Tracy. "Work environments, creative behaviours, and employee engagement." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/101547/4/Tracy_Stanley_Thesis.pdf.

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While research regarding the work environments of successful organisations reports separate outcomes of creative behaviours and highly engaged employees, little research has been carried out to simultaneously investigate both notions. This research uses a qualitative field study to investigate the creative behaviours and employee engagement of employees in five types of work contexts within a large project-based organisation. Findings highlight the importance of the challenge of problem solving as positive influence on creative behaviours and employee engagement. Implications for theory and pr

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Mitchell, Lorianne D. "Tennessee Employer Toolkit: Supporting Adult Learners Returning to School." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/8308.

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46

Bodouva, Jamie J. "The Influence of Employee Perceptions of the Work Climate on Perceived Service Quality and Their Relationships with Employee Goal Orientations, Employee Self-Efficacy, and Employee Job Satisfaction." NSUWorks, 2009. http://nsuworks.nova.edu/hsbe_etd/14.

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The purpose of this study is to enhance service quality research by examining whether hotel employees attitudes, motivations and behaviors had an effect on perceived service quality. In the recent years, interests in service marketing and practice have become of great importance. The role of the individual service employee has become paramount to the service delivery process (Singh, 2000). The attitudes and behaviors of contact employee's have been empirically tested to influence a customer's perception of service quality (Bowen and Schneider, 1985). Formulating efficient and valued services r

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Neethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.

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De, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.

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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.<br>Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

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Fourie, Paul. "The impact of merger-related employee status on engagement, burnout and counterproductive work behaviour of employees of a South African Commercial Bank." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80341.

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Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more i

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Vipp, Oskarsson Robin, and Hampus Johansson. "Employee Motivation in the Event of Unexpected Change : The roles of time and uncertainty in employees’ adaptability to change." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104470.

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The Covid-19 pandemic has made a major impact on organizations around the world since the outburst at the beginning of 2020. This has led the organization to let their employees work remotely from home. This situation has brought challenges for the employees which in turn have been forced to adapt to a new working environment. The uncertainty of the event may impact employee motivation. is to construct a model of not yet linked theoretical understandings that supports a simulation of potential future outcomes. Specifically, this paper draws a link between current understandings of employee mot

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