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Dissertations / Theses on the topic 'Fig leaves'

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Published: 2 June 2025
Last updated: 31 July 2025

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1

McKnight, Elizabeth Simpson. "Beyond fig leaves and scarlet letters women voicing themselves in diaries and blogs /." Thesis, [Tuscaloosa, Ala. : University of Alabama Libraries], 2009. http://purl.lib.ua.edu/71.

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2

McCarthy, Bryan. "From fig leaves to skinny jeans : how clothes shape our experience of God, ourselves, and everything else." Thesis, University of Oxford, 2016. http://ora.ox.ac.uk/objects/uuid:74ef707b-7f55-4bda-9873-02b5702ddb8e.

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In the history of sartorial reflection, the usual offerings for human motivations to dress are: protection (i.e. from the elements), modesty, decoration, and socio-political self-expression. The literature on clothing rarely attends, however, to the question of garments' impact on wearers' self-experience. There is some social science research, for example, suggesting that when we wear clothing we associate with individuals who have a high degree of mental focus and attention to detail, it causes us - probably, in most cases, pre-reflectively - to experience ourselves as such and therefore to
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3

Neumann, John A. P. "Variability in the relationship between leaf area and selected stem measures in Douglas fir." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28819.

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Variability in the relationship between tree leaf area (TLA) and selected stem measurements was examined in three Douglas-fir stands (Pseudotsuga menziesii (Mirb.) Franco, var. menziesii) that were less than 50 years-old, spaced to approximately 550 to 650 stems/ha, and differed in soil moisture and nutrients. Attention was given to the effect of mean annual ring width (MARW), cross-sectional area of the live bark (ALB - a surrogate measure of relative nutrient storage in the stem), and cross-sectional area of the most recent annual rings equal in number to the number of whorls in the live cro
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Kool, Jan Pieter. "Physiotherapy and sick leave in patients with chronic low back pain." [Maastricht] : Maastricht : Universitaire Pers Maastricht ; University Library, Maastricht University [Host], 2005. http://arno.unimaas.nl/show.cgi?fid=6532.

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5

Mansur, Juliana Arcoverde. "On paternalistic leadership fit: exploring cross-cultural endorsement, leader-follower fit, and the boundary role of organizational culture." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/15580.

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Submitted by Juliana Mansur (juliana.kopp@fgv.br) on 2016-02-22T13:14:22Z No. of bitstreams: 1 TESE_JULIANA MANSUR_VERSÃO DIGITAL.pdf: 1961862 bytes, checksum: c1bd07a7bcc2dfd3f04c3b85b4581a3a (MD5)<br>Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-02-25T14:29:12Z (GMT) No. of bitstreams: 1 TESE_JULIANA MANSUR_VERSÃO DIGITAL.pdf: 1961862 bytes, checksum: c1bd07a7bcc2dfd3f04c3b85b4581a3a (MD5)<br>Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2016-02-29T11:47:15Z (GMT) No. of bitstreams: 1 TESE_JULIANA MANSUR_VERSÃO DI
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Quintela, Joel. "The effects of motivational fit on employee job performance, work attitudes and intent to leave." Connect to resource, 2002. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1212173394.

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7

Ritchie, Samantha A. "The Impact of Leader-Follower Regulatory Focus Congruence on Regulatory Fit and Relationship Quality." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1248469182.

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8

Guay, Russell P. "Igniting the fire between leaders and followers: the impact of having the right fit." Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/973.

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Transformational leaders inspire followers to perform beyond expectations and to become transformational leaders themselves. Research evidence shows that transformational leadership has positive effects on people, teams, organizations, and nations. In addition to producing higher levels of follower performance, transformational leadership results in increased follower satisfaction and commitment. However, there is still much to be learned about the complex set of antecedents that predict perceptions of transformational leader behaviors, and research is scarce regarding moderators that impact t
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Saltz, Jessica Lynne. "Beyond simple similarity the relationship of leader-follower personality fit with follower satisfaction with the leader and follower commitment to the organization /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1797.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.<br>Thesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Zarconi, Lucas. "Leader-organization fit: comparing the effectiveness of paternalistic and transformational leadership in different organizational cultures." reponame:Repositório Institucional do FGV, 2014. http://hdl.handle.net/10438/13128.

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Submitted by Lucas Zarconi (lucaszarconi@fgvmail.br) on 2015-01-14T17:13:57Z No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5)<br>Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2015-01-16T11:52:22Z (GMT) No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5)<br>Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-01-19T16:16:18Z (GMT) No. of bitstreams: 1 Dissertação - Lucas Zarconi.
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Adroit, Benjamin. "Structures des paléoforêts européennes de la fin du Cénozoïque : apport des interactions plante-insecte." Thesis, Montpellier, 2018. http://www.theses.fr/2018MONTG008/document.

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Les plantes et les insectes forment l’un des principaux niveaux trophiques des écosystèmes au cours des 325 derniers millions d’années. Aujourd’hui, l’augmentation rapide et continuelle de la température principalement causée par l’activité humaine depuis les derniers siècles, perturbe la balance des écosystèmes sur Terre. En conséquence, comprendre le rôle des interactions entre les plantes et les insectes, à travers le temps mais aussi les réseaux trophiques, est essentiel. Le registre fossile est une opportunité exceptionnelle d’examiner les réponses aux interactions plante-insecte lors de
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Babay, Dhouib Amel. "Contribution à la modélisation de l'influence des caractéristiques des fibres de coton et des paramètres du processus sur les propriétés des filés classiques et flammés." Valenciennes, 2004. http://ged.univ-valenciennes.fr/nuxeo/site/esupversions/81169dfa-b5b8-4f19-b771-cfef62fe792a.

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De nos jours, l'industrie de la filature de fibres courtes a besoin d'outils performants permettant la modélisation de processus et la prédiction des propriétés des filés afin de maîtriser le niveau de qualité de ses produits, de satisfaire les attentes de la clientèle et enfin d'augmenter la compétitivité. Dans ce cadre, le filateur, soucieux d’améliorer et d’adapter continuellement son produit, doit avoir des connaissances plus rationnelles du processus de filature, en particulier concernant les corrélations entre les caractéristiques des fibres et des filés. En fait, les propriétés des fibr
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Moor, Vincent de. "Étude sur la composition des glycosides du sapin baumier Abies balsamea (L.) Mill. /." Thèse, Chicoutimi : Université du Québec à Chicoutimi, 1994. http://theses.uqac.ca.

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14

Soldner, James Louis. "Relationships Among Leader-Member Exchange, Organizational Citizenship Behavior, Organizational Commitment, Gender, And Dyadic Duration In A Rehabilitation Organization." OpenSIUC, 2009. https://opensiuc.lib.siu.edu/dissertations/7.

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This study was an investigation of the relationship between subordinates' perceptions of the quality of the leader-member exchange (LMX) relationship and their willingness to engage in organizational citizenship behavior (OCB) and organizational commitment (OC). Differences in subordinates' perceptions of the quality of the LMX with their supervisor according to the gender of the supervisor compared to the employee (same sex vs. different sex) and dyadic duration of the LMX were also investigated. The possible moderation of dyadic duration on the relationship between subordinates' perception o
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15

NESPOLI, Francesco. "La comunicazione dei leader politici e sindacali nel processo di riforma del mercato del lavoro e nelle relazioni industriali." Doctoral thesis, Università degli studi di Bergamo, 2017. http://hdl.handle.net/10446/77195.

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Il presente studio analizza le strategie e le tecniche della comunicazione politica adottate dai leader politici e sindacali per comunicare il temi del lavoro nel contesto italiano. Il framework teorico è ottenuto da una rivisitazione della teoria del framing in chiave neoretorica. Attraverso questa prospettiva la tesi analizza due casi di studio: la comunicazione politica dell’ultima riforma del mercato del lavoro italiano, conosciuta con il nome di Jobs Act,e il caso della comunicazione durante la negoziazione avvenuta attorno al cosiddetto Caso Fiat Pomigliano, nel 2010. Lo studio si occupa
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Sartor, Guillaume. "Recherches sur les fédérés et l'armée romaine (de la fin du IIe siècle après J.-C. au début du VIIe siècle après J.-C)." Thesis, Paris Sciences et Lettres (ComUE), 2018. http://www.theses.fr/2018PSLEH162.

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La présente recherche sous la direction de J.-M. Carrié, a porté sur les fédérés (foederati), ces combattants barbares servant dans leurs contingents ethnico-tactiques sous commandement de leurs chefs ethniques. Les fédérés étaient fournis par des groupes ethniques alliés de l’Empire dans le cadre de traités (foedus/foedera, spondê/spondai, synthêkê/synthêkai) : des gentes foederatae, enspondoi, hypospondoi, ces termes soulignant le lien diplomatique entre l’Empire et la gens. A la dimension diplomatique, s’ajoute la dimension militaire exprimée dans le vocabulaire de l’alliance (societas, sym
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Yang, Jun. "A Cultural Analysis of Employees' Work Values and Their Consequences for Work-Related Outcomes: The Case of China." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2327.

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To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-relate
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18

"Beyond fig leaves and scarlet letters: Women voicing themselves in diaries and blogs." THE UNIVERSITY OF ALABAMA, 2010. http://pqdtopen.proquest.com/#viewpdf?dispub=3369783.

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19

Redelinghuys, Johannes Jacobus. "Person-environment fit, job satisfaction and intentions to leave : the moderating effect of leader empowering behaviour / Kleinjan Redelinghuys." Thesis, 2015. http://hdl.handle.net/10394/14727.

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South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly de
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20

PAN, JOU-YING, and 潘柔瑩. "Studies on the Chemical Constituents of Leaves from Michelia figo (Lour.) Spreng." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/5bu8rt.

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碩士<br>輔英科技大學<br>醫學檢驗生物技術系碩士班<br>104<br>Michelia figo, belongs Magnoliaceae species plant is an evergreen shrub. The chemical constituents from the leaves of M. figo were investigated with column chromatography. The leaves of M. figo were were airdried and extracted repeatedly with MeOH, after concentrated under reduced pressure to give an extracts of methanol. We isolated eleven compounds from the leaves of M. figo including three alkaloids: (+)-N-formylanonaine (1), (-)-anonaine (2) and N-methylcorydaldine (3); four benzenoids: p-hydroxybenzaldehyde (4), methylparaben (5), vanillin (6) and p-
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21

Yen-Liang, Liu, and 劉彥良. "The Fit on Comeback CEO As Change Leader." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/68799243535633252393.

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碩士<br>東吳大學<br>企業管理學系<br>97<br>A successful company can’t assure to be continually successful in the future. When「Active Inertia」appears in the company, it needs to change to survive. Recently, there are many ex-CEOs back as change leaders (i.e., Michael Dell, Howard Schultz, and Jerry Yang), the most successful case of comeback CEO is the founder of APPLE－Steve Jobs. He successfully transforms APPLE from personal computer name brand vendor into computer and consumer electronics manufacturing industry. However, not all the comeback CEOs changed their company successfully, some comeback CEOs, li
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Yeh, Yu-Chun, and 葉郁君. "Leader-Member Relationship, Person-Supervisor Fit, and Outcomes: The Moderating Effects of Person-Organization Fit and Person-Group Fit." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/88942354922495521930.

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碩士<br>國立臺灣大學<br>商學研究所<br>95<br>This study mainly examined the antecedences and outcomes of person- supervisor fit. Person- supervisor fit can be explained by leader-member relationship, including the relationship before and after co-working and can explain organization commitment, supervisor commitment, and intention to quit. Also, this study examined the moderating effects of person-organization fit and person-group fit to observe the interaction effect of different fits. This study has distributed 419 questionnaires, and there are 360 effective ones surveyed by 188 supervisors and 360 e
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Hsi, Hung Chao, and 黃兆禧. "The Research of P-O fit and Organizational Citizenship Behavior and Leader-member exchangeBehavior and Leader-member exchangeThe Research of P-O fit and Organizational Citizenship Behavior and Leader-member exchangeThe Research of P-O fit and Organiza." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/49169212299137384159.

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碩士<br>中國文化大學<br>國際企業管理研究所<br>96<br>The main purpose of this study is to examine the relationship between P-O fit and organizational citizenship behavior and explore the moderating effect of leader-member exchange 。 The study send 350 questionnair and collected 278 valid samples。The survy come from the manufacturing industry and service industry in Taipei and Kaohsiung。 The findings of this study are: 1.Individuals who perceived higher P-O fit, will have more organizational citizenship behavior. 2..Leader-member exchange moderates the relationship between P-O fit and organiza-tional citizen
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Mutsvunguma, Patricia S. "Ethical climate fit, leader-member exchange and employee job outcomes." Thesis, 2012. http://hdl.handle.net/10539/11321.

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The study sought to investigate whether the effects of an employee’s fit or misfit with the ethical climate of an organisation is mitigated or exacerbated by the quality of the leader-member exchange experienced. The outcome variables looked at includes organisational commitment, job satisfaction and turnover intentions. Data was gathered from a total sample of 125 employees from three different non profit making organisations. Pearson Product Moment Correlations and moderated regressions were used to address the main research questions of the study. Despite, the implied theoretical link betwe
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Lin, Wei-Cheng, and 林威成. "The relationships among employees’ person-vocation fit, occupational commitment, intention to leave, and burnout." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/vtg83t.

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碩士<br>國立中央大學<br>企業管理學系<br>105<br>This study explores the relationships among employees’ person-vocation fit, occupational commitment, intention to leave, and burnout. The results indicate that employees’ person-vocation fit is positively related to occupational commitment. Occupational commitment is negatively related to their intention to leave. It is also found that occupational commitment is negatively related to burnout. Managerial implications and suggestions for future research are thus discussed.
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Aspinwall, Martha Elizabeth. "Chemical and mechanical methods to reduce leader growth in fraser fir." 2007. http://www.lib.ncsu.edu/theses/available/etd-05132007-201341/unrestricted/etd.pdf.

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CHUNG, TENG-WEI, and 鍾騰緯. "How Ethical Leadership, Person-Organization Fit, Work Engagement, and Organizational Identification Influence Intentions to Leave." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/83f9cb.

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碩士<br>國立高雄科技大學<br>行銷與流通管理系<br>107<br>In recent years, frauds in financial service industry have increased dramatically. This leads ethical philosophy issue to be valued. With efforts to reduce unethical behavior, ethical leadership draws great attention in both academic and practical fields. A company needs to rely on a leader who not only behaves in an ethical manner but enables to construct ethical climate from the top down, setting a good example for workforce. Therefore, it would allow the company to maintain long-lasting competitive advantages. This study aims to examine whether better et
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Lee, Hsin-Ting, and 李欣庭. "The Effect of Machiavellian Fit between Leader and Member on Job Performance." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/y4p7r8.

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碩士<br>中原大學<br>企業管理研究所<br>107<br>In the past study, Big-five personality traits were usually used as the main research variables, however, the personality still have another concepts concerning darkness of traits such as machiavellianism, narcissism, and psychopathy. Among them, the study of Machiavellianism is a negative predictor. However, some studies might have pointed out that the high Machiavellianism are not only negative impressions on others. The person with high Machiavellianism would emphasize the “realistic action and realistic achievements" , and it might reflect a representive of
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WANG, CHUN-YAO, and 王鈞嶢. "Leader-Member Exchange on Supervisor Commitmentand Turnover Intention: The Mediation Effect ofPerson-Supervisor Fit and the ModerationEffect of Person-Organization Fit." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/28p65a.

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碩士<br>大葉大學<br>人力資源暨公共關係學系<br>107<br>Focus on the direct influence of leadership-member exchange on employees’ supervisory commitment and turnover intention, this study takes in-depth exploration of its internal mechanisms. This study sets from the perspective of employee cognitive and builds a comprehensive model of the influence which leadership-member exchange has on the employees’ supervisory commitment and turnover intention under the psychological process of person-supervisor fit. At the same time, the moderating factor of person-organizations fit is used to explore whether LMX will stren
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LIN, I.-YING, and 林宜穎. "Stay or Leave? The power of Fit!The effect of career adaptability on retention intention and job performance: The moderating effect of person-supervisor fit." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/24q2w6.

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碩士<br>銘傳大學<br>諮商與工商心理學系碩士在職專班<br>104<br>Drawing from Social-cognitive theory, this study has four objectives: first, to assess the effect of career adaptability on retention intention and job performance, respectively. Second, to test the mediating effect of person-job fit on the career adaptability between retention intention and job performance. Finally, to explore the moderating effect of person-supervisor fit on person-job fit between retention intention and job performance. Survey data were collected from a sample of 242 full-time employees take questionnaire, conducted a two-stage (two w
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Chiah-ChiengLim and 林嘉秦. "Leader-Subordinate Regulatory Fit and Organizational Citizenship Behavior: Polynomial Regression and Response Surface Analysis." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/y3jn8s.

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Chen, M. Y., and 陳美玉. "Exploring the Relationships among Person-Job Fit, Person-Organization Fit and Job Involvement：The Moderation Effects of Leader-Member Exchange and Achievement Motivation." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/9333f9.

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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<br>100<br>This article explores the relationship between person-job fit, person-organization fit and job involvement. In addition, the moderating effects of leader – member exchange and achievement motivation are also confirmed. In this study, the staff whose seniority less than three years of the steel manufacturing industry in Kaohsiung area are the research object and the data are collected by questionnaire survey. This study issues a questionnaire 370 to recover a valid questionnaire 366 totally. This makes a valid return rate of 98.9%. In addition, this artic
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Lin, Yu-Chen, and 林妤蓁. "Person-Organization Fit, Perceived Supervisor Support, Perceived Peer Support, and Intention to Leave of Generation Y in Taiwan." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/92235244551443956743.

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碩士<br>國立臺灣師範大學<br>國際人力資源發展研究所<br>102<br>Generation Y will become the main work force in the near future. Employees who belong to Generation Y exhibit very different characteristics from the older generations. No doubt organizations will face the challenge of retaining and managing talents of this new generation. Moreover, whether an organization provides what the employees need and sufficient level of support are two main concerns of this new generation, as shown in the literature. Therefore, this study incorporated person-organization fit, perceived supervisor support and perceived peer suppo
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Blakewood, Amanda Marie. "Testing the Fit of a Model of Faculty Departure Intentions for Women Faculty in STEM and Non-STEM Disciplines." 2011. http://trace.tennessee.edu/utk_graddiss/1060.

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Abstract Much warranted attention over the past few decades has been devoted to the problem of retaining women faculty in academe, particularly in areas where they poorly represented such as in science, technology, engineering, and mathematics (STEM) fields. This study uses descriptive statistics and structural equation modeling techniques to test an existing model of general faculty departure intentions (Zhou & Volkwein, 2004) on three samples of faculty (a) women faculty, (b) women faculty in STEM, and (c) women faculty in non-STEM fields. Findings revealed that although several significan
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Lien, Fu-Yu, and 連富玉. "The Relationship between Newcomers’ Job Interview Experience and Their Intention to Leave: The Mediate Effect of Person-Job Fit." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/z598fs.

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碩士<br>中原大學<br>企業管理研究所<br>105<br>This study aims to explore whether two factors during the recruitment process--demonstration of an interviewer’s professionalism and an enterprise’s commitment to fair conduct to due procedure--will have an effect on the retention of new employees in the first six month of their employment and to identify key mechanisms in this process. The study samples new employees who have started working for no more than six months at 31 enterprises and has gathered 322 effective questionnaires. The study then analyzes these responses with the software SPSS in terms of dem
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蔡雅玲. "The effects of leadership styles, team structure, task characteristics and leader ability-fit on team conflict." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/84025178422098378087.

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碩士<br>實踐大學<br>企業管理研究所<br>91<br>Nowadays, team becomes the basic unit of organization and work because of business administration in order to arise achievements.（McHugh,1997） Recently, the topic focus on analysis of conflict, achievement, acknowledges share and competition which produced from team diversify. In another hand, the analysis also point out relationship, trust, share of team that is irrelative to team working and performance. We didn’t find the relative effect between leader-fit and team conflict. Team is formed by the leader and members, the technology provid
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Chun, Chen-Tzu, and 陳姿均. "Leader-Member Exchange and Knowledge Sharing Behavior：The Mediating Effects of Psychological Empowerment and Person-Supervisor Fit." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/dxjk8y.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>104<br>Base on social exchange theory, this study explored how leader-member exchange influence knowledge sharing behavior by investigation the mediating effects of psychological empowerment and person-supervisor fit. Using questionnaire survey, we collected 304-pair leader-subordinate dyad data. Results showed that leader-member exchange was positively related to psychological empowerment and person-supervisor fit. Psychological empowerment and person-supervisor fit were positively related to knowledge sharing behavior. Moreover, psychological empowerment mediated t
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Wahju, Julianna, and 黃錦芳. "The Effect of Person-Culture Fit on Organizational Commitment and Intention to Leave Between Promotion-focused and Prevention-focused Individuals." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/hg8y2f.

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碩士<br>國立臺灣科技大學<br>管理學院MBA<br>99<br>This research intends (1) to identify the factors which have significant impacts on influencing affective, continuance, and normative commitment, as well as intention to leave. (2) to examine the effect of person-culture fit on three components of organizational commitment (affective, continuance, and normative commitment) and intention to leave, and (3) to investigate the different effects of person-culture fit on affective, continuance, and normative commitment, as well as intention to leave between promotion and prevention-focused employees. A total of 250
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OU, TING-TING, and 歐庭婷. "The Effect of Leader-Member Exchange on Hotel Employees’ Service Innovation: Moderating Role of Person-Organization Fit." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/krfesu.

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碩士<br>國立暨南國際大學<br>觀光休閒與餐旅管理學系<br>106<br>This study investigates the effect of leader-member exchange on hotel employees’ service innovation and simultaneously examines the moderating role of person-organization fit. This research subjects were employees selected from tourist hotels in Taiwan, 350 valid questionnaires were collected, and of which 279 are effective questionnaires, returns-ratio is 79.7%. The results are: (1) the stronger the leader-member exchange is, the more hotel employees’ service innovation will be; (2) person-organization fit can moderate the relationship between leader-me
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Chen, Chen-Yu, and 陳貞羽. "How Leadership Styles Impact Leader–Member Exchange and Organizational Citizenship Behaviors? Using Person-Organization Fit as a Moderator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3hruy3.

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碩士<br>輔仁大學<br>餐旅管理學系碩士班<br>106<br>In recent years, international chain hotel hotels have gradually come to Taiwan to expand their points, which has intensified the competition level of Taiwan's lodging industry. In addition to strengthening hardware upgrades, how the leadership style of management can enhance employee performance and enhance the human quality of hotel staff has become the focus of industry. In the past, the research on the hotel industry employees focused on the discussion of a single leadership style. It is rare to use multiple leadership styles and adaptability perspectives
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Pimentel, Joana R. C. "Person-Environment Fit and Readiness for Change: Exploring the Moderating Role of Leader-Member Exchange and Perceived Organizational Support." 2008. http://etd.utk.edu/2008/December2008Dissertations/PimentelJoanaRC.pdf.

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Liu, Shan-Yu, and 劉珊宇. "Transformational Leadership, Leader-member Exchange, Person-Organization Fit and Job Satisfaction, Organizational Citizenship Behavior - An Empirical Study on Banking Industry." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/12269923890168189876.

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碩士<br>淡江大學<br>管理科學研究所<br>86<br>Organizational citizenship behavior (OCB) refers to discretionary contributions that are organizationally related, but are neither explicitly required nor contractually rewarded by the organization, yet nevertheless contribute to its effective functioning OCB provides the flexibility that organizations need to work through the myriad of unforeseen contingencies. 　　The purpose of this study to understand the relationships among Leader behavior, value fit, organizational citizenship behavior. According to article OCB''s be encouraged by specific leader behaviors, e
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HUANG, YA-HSUAN, and 黃雅旋. "The Influences of Work Value Fit and Leader-Member Exchange Relationship Quality on Well-being-A Case of N Company." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/453fdk.

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碩士<br>南臺科技大學<br>企業管理系<br>107<br>The current study aimed to investigate the relationships among work value fit, leader-member exchange relationship quality, and well- being of N Company. The sampling focused on all employees of T Company. Department supervisors just needed to fill out work value scale and used Absolute value to calculate the gap between employees, so that we could get the fit score between supervisors and employees. 210 questionnaires were distributed on company. 196 questionnaires were collected, and valid questionnaires were 188, accounting for 90%. SPSS statistic of correlat
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WU, CAI-LING, and 吳采玲. "Person-Job Fit and Intention to Leave: An Empirical Study of Business-to-Business Salespeople in Manufacture of Fabricated Metal Products Industry in Taiwan." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/p8myfx.

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碩士<br>國立高雄科技大學<br>國際管理碩士學位學程<br>107<br>This study aimed to examine the relationships among salespeople’s learning orientation, person-job fit, work engagement, organizational identification, and intention to leave in the context of the fabricated metal products industry in Taiwan. In addition, this study intended to shed light on the underlying mechanisms on person-job fit which would eventually influence the intention of the salespeople to leave their organizations. As a result, a broad literature review is provided in order to introduce related theory contributing to the proposed model. The
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HUANG, LING-YA, and 黃鈴雅. "A Study on the Relationships between Person-organization Values Fit and Job Satisfaction, Intention to Leave and Referral Willingness:Taking the National Army as an Example." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tx5f2m.

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碩士<br>銘傳大學<br>諮商與工商心理學系碩士在職專班<br>106<br>The aim of this study is to determine the correlation between the individual–organizational value fit, career satisfaction, turnover intention, and the willingness of recommendation. Investigating how work value of the national military personnel and the military-organization fit influence to the individuals’ career satisfaction and further affecting the individuals’ turnover intention and the willingness of recommendation from the perspective of the active duty soldiers. A questionnaire survey approach was employed and the data were collected from the a
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YEH, PAI-LING, and 葉白鈴. "The Influences of Work Value Fit and Leader-Member Exchange Relationship Quality on Intention to Stay-A Case of T Company." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2e4akx.

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碩士<br>南臺科技大學<br>企業管理系<br>106<br>The current study aimed to investigate the relationships among work value fit, leader-member exchange relationship quality, and intention to stay of T Company. The sampling focused on all employees of T Company. Department supervisors just needed to fill out work value scale and used Absolute value to calculate the gap between employees, so that we could get the fit score between supervisors and employees. 115 questionnaires were distributed on company. 101 questionnaires were collected, and valid questionnaires were 101, accounting for 88%. SPSS statistic of co
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Hung, Chien-Jen, and 洪堅仁. "Job Satisfaction and Sense of Humor as the Modirators of the Relations between Person-Job Fit and Job Performance of Tour Leaders." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/6j2sq4.

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碩士<br>國立屏東大學<br>休閒事業經營學系碩士班<br>103<br>Without satisfying tour leaders, there are no satisfied customers. Tour leaders spend lots of time contacting with travelers and dealing with unexpected situations and something tedious happening during the trip. To achieve the goal effectively, it takes profession, smile, and proper attitudes. Professional competences of tour leaders are one of the key factors to affect the quality of tourism services. This study attempts to understand the relationship between person-job fit and job performance of tour leaders, and to investigate whether the job satisfact
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Wen, Ya-Ping, and 温雅萍. "The study of relationship between promotability, employee’s satisfaction and potential: The moderating effects of leader-member exchange and person and supervisor fit." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/5y9exe.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>106<br>With changing of social environment, enterprises are highly competitive with each other. One of the competitiveness of enterprises is the development of staff capacity and quality. Talent is the most important asset of business organization. These are the issues that companies should pay attention to develop employee’s potential. Besides discussing the relationship between promotability, career satisfaction and potential, the moderate effect of leader-member exchange and person and supervisor fit is discussed in the research. In the study, the samples are so
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CongSon, Bui, and 裴功山. "The Relationship between Transformational Leadership and Employee Performance with the Mediating Effect of Person-Organization Fit and the Moderator Role of Leader-Member Exchange." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/21851422300069829260.

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碩士<br>國立成功大學<br>國際經營管理研究所<br>102<br>In this study, social exchange theory is used to hypothesize processes linking transformational leadership to follower performance outcomes. In more detail, we are going to investigate the mechanism from transformational leadership (TFL) toward task performance (TP) and organizational citizenship behavior (OCB)–two important categories of job performance–through person-organization fit (POF). Moreover, we indicate leader-member exchange (LMX) into this study to test for its moderating effect between independent variable and dependent variables. The dyadic da
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Chen, Shu-Wei, and 陳舒薇. "The Influences of Person-Organization Fit and Leader-Member Exchange Relationship Quality on Performance – A Case of a High-Tech Company in Tainan County." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/49072541817652434155.

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碩士<br>南台科技大學<br>人力資源管理研究所<br>98<br>Individual employee performance is inseparable from business’ operation performance. How to predict the key factors that encourage individuals to perform well is an important topic of Human Resource Management. This research primarily explored how the appropriateness of the person-organization fit, the leader-member exchange relationship quality, and the interaction of these two factors would influence individual performance. This research surveyed the employees of a hi-tech company in Tainan County. There were in total of 133 effective sheets of questionnair
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