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Dissertations / Theses on the topic 'Employer expectations'

Author: Grafiati

Published: 4 June 2021

Last updated: 31 January 2023

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1

Skandalis, Ioannis. "Balancing employer and employee iterests : legitimate expectations and proportionality under the Acquired Rights Directive." Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:a081fee6-ba74-42dc-a894-2e23a9e0a210.

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This thesis analyses the aims and objectives of the EU Acquired Rights Directive (ARD) in the context of the larger evolution of EU labour law itself. The thesis presents the overall goal of the ARD as that of striking an appropriate balance between the employer’s prerogative to transfer the business and the employee’s interest in not having the security of the job unduly threatened by such transfers. Given the current complexity and incoherence of the law regulating economic dismissals in the context of transfers, the central argument of the thesis is that there is a need for a clearer concep

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2

Reyneke, Annerie. "Expectations on the use of Facebook for employee engagement / Annerie Reyneke." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10007.

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In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the messa

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3

Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dyn

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4

Mouton, Hugo. "Effectiveness of employer branding on staff retention and compensation expectations." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64891.

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This research shows that employer branding could be used to retain employees and reduce compensation levels, whilst providing a practical model to execute a successful employer branding strategy. Employer branding was defined as a set of tangible and intangible benefits offered by an organisation to attract and retain employees from a targeted audience. A quantitative study was performed and data was collected by means of an electronic questionnaire, which was distributed to employees of five South African insurers. Analysis of variance tests, correlation tests and a t-test were used to test t

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5

De, Jager Hermina Catharina. "Employer expectations and prospective employee realities : a model to address the need for employable skills / by H.C. de Jager." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2377.

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6

Kennan, Mary Anne, Patricia Willard, and Concepción S. Wilson. "What do they want? A study of changing employer expectations of information professionals." Australian Library and Information Association, 2006. http://hdl.handle.net/10150/105939.

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This paper reports the findings of an exploratory study of position vacant announcements appropriate for library and information studies (LIS) graduates appearing in the Sydney Morning Herald over a four week period in each of the following years: 2004, 1994, 1984 and 1974. The period studied witnessed change-demanding developments in information technologies as well as changes in workplace conditions and client expectations. The study collected data on the demands of employers as expressed through job advertisements that included data on work status (full-time, part-time, contract, casual),

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7

LaPrince, Shelly L. "A qualitative exploration of management education| Business school offerings in comparison to employer expectations." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3568149.

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<p> The exploratory qualitative research study explored management education business school offerings in comparison to employer expectations. Through the lens of alumni and human-resources personnel participants, the research examined the skills deemed as transferrable to the workplace and competencies that undergraduate-management education alumni lack upon entry into the workplace. This research study used interviewing as the data-collection method to explore the experiences of undergraduate business-school alumni from two universities, which from here on out will be referred to as Univer

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8

Jones, Wittney A. "Health Care Administration Faculty Perceptions on Competency Education, Graduate Preparedness, and Employer Competency Expectations." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1200.

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Health care administration programs have transitioned to using the competency approach to better prepare graduates for workplace success. The responsibility of preparing graduates lies with the program faculty, yet little is known about faculty perceptions of the competency approach. The purpose of this cross-sectional study was to assess the perceptions of graduate-level health care administration faculty about the competency approach, the approach's effect on graduate preparedness, and employer expectations. Adult learning theory and the theory of self-efficacy were used as the theoretical f

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9

Rosengreen, Kathleen, and n/a. "UNDERSTANDING WORKPLACE EXPECTATIONS: A STUDY OF THE PERCEPTIONS OF PRELINGUALLY DEAF WORKERS AND EMPLOYERS." University of Canberra. Education, 2007. http://erl.canberra.edu.au./public/adt-AUC20090209.162542.

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This study examined the understanding of workplace expectations of a group of deaf workers. Nine males and fifteen females, ranging in ages 18 to 48, all prelingually deaf, and whose preferred mode of communication was Auslan (Australian Sign Language), participated in the study. All had a history of extended periods of unemployment, interspersed with short-term vocational training courses that had not resulted in long-term employment. Ten of the participants were individuals identified as low-functioning deaf (LFD) characterised by their limited communication skills in sign language, English

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10

Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth." Thesis, Curtin University, 2000. http://hdl.handle.net/20.500.11937/70.

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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions

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11

Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth." Curtin University of Technology, School of Management, 2000. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=11454.

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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions

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12

Rask, Denice, and Johanna Davéus. "Psykologiska kontrakt på arbetsplatsen : En kvalitativ studie om arbetsgivarens och arbetstagarens upplevda förväntningar och skyldigheter gentemot varandra." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21568.

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Syftet med föreliggande studie var att fördjupa sig i begreppet psykologiska kontrakt. Vilka är de outtalade och underförstådda förväntningarna och löftena som finns mellan arbetstagare och arbetsgivare på en arbetsplats? Hur ser arbetet ut för att åskådliggöra skyldigheter och förväntningar och vad sker när dessa inte uppfylls? Sex deltagare från sex olika organisationer intervjuades. För att få olika perspektiv på det psykologiska kontraktet intervjuades både arbetsgivare och arbtestagare. Resultaten visade att arbetsgivare och -tagare hade en samstämmig uppfattning av vad som förväntas av d

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Yngve, Frida. "De ska inte tro att de är något : En kvalitativ undersökning av föreställningar och förväntningar gällande internkommunikation." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21739.

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Syftet med denna undersökning är att undersöka huruvida det finns några föreställningar eller förväntningar gällande internkommunikation hos arbetsgivare respektive framtida medarbetare ur Generation Y, för att sedan studera hur dessa antingen matchar eller krockar med varandra. Denna undersökning utgår från den åldersdefinition som beskriver Generation Y som födda mellan 1982-2002 (Howe och Strauss, 2010). Undersökningen bygger på semistrukturerade intervjuer som genomförts med nio informanter – sex ur Generation Y samt tre arbetsgivare. De teoretiska perspektiv som undersökningen utgår från

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Beard, Julia, and Caroline Tedenlind. "Kompetensbrist och Generation Y’s förväntningar utmanar IT-företag i arbetet med employer branding : Vikten av att bemöta förväntningarna för att attrahera och behålla personal." Thesis, Högskolan i Gävle, Psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29619.

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Syftet med studien var att genom kvalitativ metod undersöka hur företag inom IT-branschen arbetar med employer branding för att bemöta Generation Y’s förväntningar. Studien genomfördes med hjälp av åtta stycken semistrukturerade intervjuer med respondenter från fyra olika företag verksamma inom IT-branschen i Mellansverige. Materialet från intervjuerna analyserades med hjälp av induktiv tematisk analys och utifrån detta kunde fyra huvudteman utläsas. Dessa huvudteman var; En ny generation med nya förväntningar på arbetsplatsen, Betydelsen av en stark företagskultur, Speciell

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15

Swanepoel, Francina Johanna Petronella. "Experiences of the psychological contract, work engagement and life satisfaction of learners in the chemical industry / F.J.P. Swanepoel." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10605.

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The rapid change within the South African workplace and competitiveness of organisations required employed and unemployed individuals to be trained and retrained as a large number of the South African population is unskilled. In the chemical industry employability of individuals is of extra ordinarily importance to both employer and individual. One of the main focuses of the Chemical Industries Education and Training Authority (CHIETA) is to enable learners through the promotion of employability to enter into learnerships to develop the necessary skills to develop sustainable livelihoods (CHIE

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White, Suzanne. "E-learning in the workplace : expectations and experiences of employers and employees in the SME financial services sector." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429951.

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17

Grillo, Daniel. "Employee Expectations and Job Satisfaction in Adventure Education." Thesis, Prescott College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10110266.

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<p> This descriptive study examines the relationship between job expectations and job satisfaction in the context of adventure education (AE) field staff. An electronic survey distributed to field instructors of the Recreational Equipment Incorporated (REI) Outdoor School assessed the level to which their job expectations had been met as well as their reported job satisfaction based on the short form of the Minnesota Satisfaction Questionnaire. Quantitative analysis of the results indicates a significant correlation between job expectations and job satisfaction. Extrinsic job satisfaction show

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18

Govan, Venita M. "Employee Awareness of Organizational Cultural and Climate Expectations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7651.

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Organizational culture statements are established to pronounce and promote core values for employees to live while performing roles and responsibilities. It is essential for employees to be knowledgeable of cultural expectations. When considering organizational alignment, research has indicated there is deficient linkage when analyzing applied strategies versus envisioned strategies focusing on employees’ actual lived experiences. The purpose of this phenomenological study was to survey whether the corporate health care employees’ lived experiences mirrored the stated cultural values associate

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19

Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.

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Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private b

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20

Linden, Samantha Jean. "Job Expectations of Employees in the Millennial Generation." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1411.

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Understanding Millennials' job expectations is critical for employee retention because of the number of Generation X workers who are unable to fill the job openings that Baby Boomers leave vacant when retiring from the workforce. The purpose of this phenomenological study was to explore Millennial employees' job expectations. Interviews were conducted with a purposeful sample of 20 Millennials who had at least a bachelor's degree, had at least 1 year of employment experience, and worked in the Baltimore-Washington metropolitan area. The inclusion criteria established work experience as a found

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21

Lamelas, Margarida Maria Marchã Xerez. "Expectativas de carreira : perceções dos estudantes de hotelaria e turismo." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19119.

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Mestrado em Gestão de Recursos Humanos<br>A par do seu elevado crescimento nos últimos anos, o setor da Hotelaria e Turismo em Portugal depara-se atualmente com uma elevada escassez de mão-de-obra qualificada. Essa escassez é, por um lado, devida à fraca atratividade do setor por parte dos jovens graduados e, por outro lado, um resultado das dificuldades na retenção de recursos humanos. Para encontrar soluções para este problema, tem vindo a ser sublinhada a importância de se conhecer as expectativas de carreira dos estudantes de Hotelaria e Turismo, o que motivou a realização do presente est

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22

Ryan, Fiona. "The part-time employment relationship : an investigation of its capabilities to meet the needs, wants and expectations of employees and employers." Thesis, University of Huddersfield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285612.

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23

Wallis, Danielle. "A Comparison of Safety Expectations between New Recruits and Employers." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5340.

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The purpose of this research was to examine the safety expectations of new recruits and their managers in the workplace. For most informational exchanges, researchers have begun to look at the psychological contract for guidance, although very few studies have actually looked at whether this concept could be applied to safety research. Entering a working environment with unrealistic safety expectations poses danger, not only for the individual, but it can also affect everyone around them. Previous research in the safety field has provided little information as to what new recruits expect, and

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24

Haidari, Alexandra, and Hanna Strandberg. "Managing Employee CSR Engagement : A study of employee's perceptions and expectations." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-29999.

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Background- CSR is a highly relevant subject for corporations today, since there is an increased stakeholder demand to report corporate social, economic and environmental performance. CSR may convey numerous benefits for a firm, such as a competitive advantage, increased trust and improved corporate image, as well as many outcomes related to the employee. The automotive industry is facing high external pressures to lower their carbon footprint, and to become more sustainable, consequently, this industry is a suitable context for CSR research. Purpose- The purpose of this study is to investig

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Bornman, Dawie. "A gap analysis of employee perceptions and expectations of leadership communication." Thesis, University of Pretoria, 2015. http://hdl.handle.net/2263/53005.

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Yoo, Kyung-Hae. "Expectation and evaluation of occupational health nursing services as perceived by occupational health nurses, employees and employers in the United Kingdom." Thesis, University of Ulster, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292793.

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27

Easter, Shirley. "Employees Expectation from Leaders' Ethics in Decision Making." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6553.

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The presence of unethical behavior continues to plague the global business community, however, and its impact in the finance industry is widely thought to be having an even more devastating impact than ever before. Scholarly literature provides little understanding of what drives ethical decision making, or the processes involved and a little evidence that ethical standards have been developed as part of leadership decision making training in finance. The purpose of this qualitative single case study was to explore the drivers and processes in the development of training that supports ethical

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Schoenfeld, Denise. "Organisational risk culture : differences between managerial expectations and employees' perception." Thesis, University of Gloucestershire, 2013. http://eprints.glos.ac.uk/2260/.

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Corporate real estate management has become the strategic management of the company’s real estate portfolio that also includes risk management, to protect the business against developments, which could jeopardise the continuity of the organisation. However, risk management tools just represent the infrastructural and technical precondition, but it also requires an appropriate risk culture by all employees for an effective and comprehensive risk management system. Due to diverse shortcomings identified during the literature review, the researcher intends to contribute to corporate real estate m

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Brenner, Robert R. "A study contrasting employers and students expectations of a work experience program." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000brennerr.pdf.

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30

Louw, Hendrik Johannes. "Integrating management and employee expectations in determining organisation-specific performance appraisal systems' design." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-131712/.

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Sacks, Claudia Sofia. "Wellness expectations within a telecommunications organisation / Claudia Sofia Sacks." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10352.

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Wellness is becoming popular as the human factor is realised in terms of empowering employees to perform through wellness initiatives and in the long-term gaining financial success of an organisation. Wellness is bound to be of growing importance in the future, as it is a business prerequisite and has far greater significance for the organisation, employee’s managers and society as a whole. The real challenge is implementation of wellness initiatives and to gain employee and management participation. The main objective of this research was to determine conceptualisation of wellness in the mind

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32

Harper, Robert T. "Career development : expectations and outcomes of career counseling provided to currently employed workers." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/832985.

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Responses of employees completing a career counseling program (n = 95) were collected to answer research questions about participant expectations and outcomes of the counseling program. The career counseling program was provided to management and non-management employees throughout the state of Indiana by an Indiana based communication company. During the first year, 202 employees completed the career counseling program. These employees were mailed a 19 item, researcher developed, survey instrument. The reported data were collected from 95 surveys (47%) that were returned.The purpose of the ca

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Hall-Ellis, Sylvia. "Employers' Expectation for Entry-Level Catalog Librarians: What Position Announcement Data Indicate." Association for Library and Information Science Education, 2005. http://hdl.handle.net/10150/106147.

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This is a PowerPoint presentation (33 slides) on Wednesday January 12, 2005 in Session 4.2: Electronic Resources: Current Practices, Employer Expectations, and Teaching Strategies, sponsored by the Technical Services Education SIG at the 2005 ALISE Conference, Boston, MA. In order to prepare entry-level catalogers and offer cataloging-related courses, this research identifies the technical skills and competencies that a student should possess for entering the library world. It reviews 495 position announcements for catalog librarians from September 1, 2000 and August 31, 2003 and presents s

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Gibbs, S. F. "An examination of near-graduates' computer self-efficacy in light of business employers' expectations." Diss., Lincoln University, 2009. http://hdl.handle.net/10182/1448.

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The use of computers has become part of every day life. The high prevalence of computer use may lead employers to assume university graduates will have good computing skills. Such assumptions may be the reason that employers use broad terms to advertise the computing tasks required for graduate-level positions. This thesis investigates how well the expectations of employers match the perceptions of near-graduates about their computer skills. Four graduate-level positions were identified from advertisements placed in order to recruit graduates. The employers who placed these advertisements were

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Vogel, Susan Marie. "An exploration of pre-retirement expectations of government employees in South Australia /." Title page, table of contents and abstract only, 2003. http://web4.library.adelaide.edu.au/theses/09SSPS/09sspsv878.pdf.

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Van, Zyl Marie-Antoinette. "Employee turnover in a financial institution / van Zyl M." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7273.

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With recognition of turnover as a financial issue increasing, companies are searching for strategies to confront the problem in ways that generate a good return on investment. Successfully managing turnover is a matter of understanding its costs, causes and cures. In service–oriented industries such as banking, people are considered among the most important assets of a firm. Forward–thinking banks are looking for ways to leverage people, along with processes and technology, to achieve their objectives. Employee expectations are changing, too, forcing organisations to place a greater emphasis o

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Walker, Matthew Robert. "Informational expectations, needs, and receptions of newcomers and transferees, and their effects on job satisfaction and organizational commitment /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013038.

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Garofano, Christina. "INITIAL TESTING OF THE CONTINUOUS EMPLOYEE DEVELOPMENT MODEL: OUTCOME EXPECTATIONS AND WORK-RELATED IMPLICIT THEORY." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3269.

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Understanding and promoting lifelong learning in employees is important for employees' future marketability (Robinson & Rousseau, 1994) and for creating learning organizations (Senge, 1990). To further this understanding, components of a model of the motivation to engage in continuous employee development (Garofano & Salas, 2005) were tested. New scales were created for work-related implicit theory and outcome expectations and the validity of these scales and these variables in the model were investigated. Alternate models were also contrasted with the Garofano and Salas model (2005). The stud

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Lee, Mo-lan Monica, and 李慕蘭. "Graduate profile and employer's expectations: case study of a Hong Kong secondary school." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31958023.

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Lee, Mo-lan Monica. "Graduate profile and employer's expectations : case study of a Hong Kong secondary school /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14777630.

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Vizzuso, John David. "Leadership Strategies to Influence Employee Engagement in Health Care." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/474.

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Hospitals are in a precarious financial position with declining reimbursement, eroding profit margins, and low patient satisfaction. The Patient Protection and Affordable Care Act of 2010 reform may decrease hospital reimbursement by $500 billion from 2010 to 2020, while low patient satisfaction may decrease profitability for hospitals by 27%. Employee disengagement may decrease patient satisfaction and consumer loyalty. The purpose of this phenomenological study was to explore the lived experiences of health care leaders as they worked to engage employees and provide better patient care. Impr

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Campbell, Colin Harvey. "Required job skills today and ten years from now, expectations of employers, adult students, and educators." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0003/NQ41061.pdf.

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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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Corrigan, Diana K. "The social context of accountability : effects of raters' expectations of a supervisory review /." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-11102009-020340/.

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Lee, Liu Jaime. "Main causes of voluntary employee turnover a study of factors and their relationship with expectations and preferences." Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/129705.

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Seminario para optar al grado de Ingeniero Comercial, Mención Administración<br>¿Por qué la gente se cambia de trabajo? ¿Qué los lleva a decidir que estarán mejor en otro lugar? Este estudio analiza varios factores que, combinados, pueden afectar la rotación laboral voluntaria. También provee un entendimiento del comportamiento y preferencias de las personas, ya que puede ayudar a que los empleadores sean capaces de diseñar programas de retención mejores y más efectivos. El proyecto analiza la información de 112 encuestados de entre 18 y 40 años de edad del mercado laboral Chileno, y lo comple

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Adams, Vanessa. "Perceptions and expectations of regional office health employees regarding quality of internal head office services." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1967.

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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.<br>ENGLISH ABSTRACT: The purpose of this thesis is to determine the perceptions and expectations of employees at regional offices about the service delivered to them by central head office. A further objective is to establish what employees at regional offices expect from head office, attempting thereby to establish the current position of the head office (perceived image) in relation to their expectations (ideal image). The method of data collection is quantitative with a survey design technique

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Camilleri, Tania. "Expectations, self-determination, reward-seeking behaviour and well-being in Malta's financial services sector." Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/42869.

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Despite the vast research on the productive aspect of rewards, little is known on how the changes in employees’ behaviour, made to enhance their chances of achieving a reward, influence employee well-being. Previous work has failed to address the process of reward-seeking behaviour from an employee’s point of view as the focus was on the motivational aspect of rewards. This thesis uses the case of Malta’s financial institutions to examine the relationship between reward-seeking behaviour from bonuses and promotions and employee well-being by drawing on expectancy theory and self-determination

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48

Smith, Bonnie Lee Barbara. "Expectations for the role of head nurse held by head nurses, nurses, directors of nursing, and doctors : a survey in four teaching hospitals." Thesis, McGill University, 1985. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=72038.

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Expectations and perceptions of expectations for the role of Head Nurse were investigated in four teaching hospitals of McGill University, Montreal, Canada. Head Nurses, nurses, Directors of Nursing, and doctors were respondents. The study examined three questions: What are the expectations held for the Head Nurse within groups? Are there differences in expectations held for the Head Nurse across groups? Are there differences between expectations of nurses and doctors for the Head Nurse, and Head Nurse perceptions of expectations of nurses and doctors?<br>Factor analysis was performed on respo

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49

Karin, Örnvald, and Maria Wallmon. "Hörde du inte vad jag tänkte? : En kvalitativ studie om medarbetares förväntningar på enhetschefers ledarskap och konsekvenserna om förväntningarna inte uppfylls." Thesis, Karlstads universitet, Fakulteten för humaniora och samhällsvetenskap (from 2013), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-35295.

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The aim of the study was to gain a deeper understanding of the expectations that assistant nurses in the elderly care have on unit manager's leadership and the consequences if the expectations are not met. To answer the purpose of this paper a qualitative research was conducted with interviews with six assistant nurses in municipal elderly care. To analyze the empirical material communication were used as a theoretical concept. Communication includes codes, signals and messages to be interpreted by the parties in a conversation and they can be both verbal and nonverbal. This means that communi

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Barbosa-McCoy, Vanessa Lizzette. "Hotel Managers' Motivational Strategies for Enhancing Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2064.

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More than 600,000 employees depart the hospitality industry for a variety of reasons such as lack of motivational strategies (MS) of hotel general managers (GMs). The purpose of this multiple case study using census sampling was to explore what MS hotel GMs used to enhance employee performance. The 3 GMs of 3 full-service branded hotels with a guest capacity of 160-699 were randomly selected in South Florida. Data were collected from face-to-face interviews with the hotel GMs, employee performance evaluations, and results of guest and employee satisfaction surveys from the hotel GMs. Data anal

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