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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Leong, Weng Ka. "Trust in leadership, justice, and employee performance : evidence from AIA Macau." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1874091.
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Alhaidari, Lamees Abdulrahman. "Exploring differentiated talent management from organisational and employee perspectives : two studies from the GCC banking sector." Thesis, King's College London (University of London), 2016. https://kclpure.kcl.ac.uk/portal/en/theses/exploring-differentiated-talent-management-from-organisational-and-employee-perspectives(84974114-5497-4bb5-b903-a20de9ac0c17).html.
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The aim of this thesis is to examine an emerging sub-field within the broad area of HRM: talent management (TM). Since its emergence, TM has been described as strategically important, yet lacking in conceptual clarity (Lewis & Heckman, 2006). More precisely, it is a little unclear what talent is and how talent are managed differently from the rest of the workforce. Thus, the evaluation of the effectiveness of TM in relation to outcomes such as employees’ attitudes and behaviours remains uncertain. For this reason, this dissertation explores a range of employees’ responses to the differentiated talent management approach in the banking sector of Gulf Cooperation Council countries and the mechanisms behind why these reactions occur. By first exploring TM in the GCC countries; then investigating different sources of talent identification within organisations and how these might influence key employee outcomes, namely affective commitment, intention to leave and extra-role behaviours. Theoretical propositions are tested to explore the psychological mechanisms underlying employees’ responses to TM and under what conditions these may vary, drawing on social-exchange theory (Blau, 1964), social-cognitive theory (Bandura, 1982) and organisational justice theory (Greenberg, 1990). The findings indicate that social exchange theory accounts for employee outcomes more than social-cognitive theory. Additionally, procedural justice plays a significant role in buffering the TM effects. This thesis offers four contributions to the TM field. First it provides a wider exploration of talent identification, using a multiple talent identification sources. Second, it tests for key employee outcomes that received limited empirical investigation. Third, it draws on two theories that might explain how a differentiated TM approach leads to its proposed effects. Finally, it utilises organisational justice theory to show how to neutralise its effects for all employees.
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Zhang, Hao, and Tan Jia. "Discuss employee wellbeing in project based organizations from a human resource management perspective." Thesis, Linköpings universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-81925.
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In our paper, we introduced employee wellbeing through physical, psychological and social dimensions. We discuss employee wellbeing in the context of project-based organization (PBO). Meanwhile we summarize features of project-based organizations and this kind of work settings brings some negative effects to employee wellbeing. We figure out some human resource management (HRM) policies and practices for improving employee wellbeing in PBO based on our case study results and theoretical research. These HRM policies and practices can be concluded that performance evaluation and appraisal in PBO should be dynamic and autonomic; employees in PBO should be more involved in work process; trainings and development should include basic skills, broad knowledge and deep technical excellence.
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Persson, Andreas. "Identifying predictors of work engagement: An example from a management consultancy company." Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40410.
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<p>Empirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leadership to be of vital importance for work engagement. Other work-related attitudes identified that seemed to be reliable predictors of work engagement were employee development, communication and innovation. In addition, the demographic variables of age and status pointed towards a correlation with work engagement, however the gender variable did not show significance.</p>
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Butler, Timothy David. "Performance benefits of being a great firm to work for| An investigation from the employee perspective." Thesis, The University of Alabama, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3620067.
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<p> Increased competitive pressure for speed and innovation, global commoditization, and competition for talented workers has provided firms with greater incentives to assess and improve their human resource strategies with respect to attracting, motivating, and retaining employees. Consequently, many firms want to be perceived by employees as a great firm to work for. However, becoming perceived by employees as a great firm to work for requires a significant resource commitment. If firms are going to make this resource commitment, a relationship between being perceived by employees as a great firm to work for and firm performance should be clearly established. Extant academic studies about being a great firm to work for are generally approached from the managerial perspective. Studies that investigate being a great firm to work for from the employee perspective are more scarce. In order to develop a better understanding of the potential performance benefits of being perceived by employees as a great firm to work for, this study compares the performance of great firms to work for (as determined by employees) to their respective industry averages. Further, potential contextual factors that affect the strength of the relationship between being perceived by employees as a great firm to work for and firm performance are examined in order to identify the situations where devoting resources to being perceived by employees as a great firm to work for is more beneficial. Results support the existence of a relationship between being perceived by employees as a great firm to work for and several firm performance outcomes. In addition, some support for the moderating roles of contextual factors is found.</p>
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Abdel, Nour Joseph. "The effect of employee ownership on audit fees, auditor independence and earnings management : evidence from France." Electronic Thesis or Diss., Aix-Marseille, 2020. http://theses.univ-amu.fr.lama.univ-amu.fr/200407_ABDELNOUR_601e813hbqqyh297jdc660bt_TH.pdf.
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L’Actionnariat Salarié (AS) est une composante de rémunération qui permet de relier le patrimoine personnel du salarié à celui de l’entreprise. Il assure leur représentation dans le conseil d’administration, ce qui génère des effets sur plusieurs niveaux : individuel, organisationnel et macroéconomique. Ce travail doctoral examine les effets de l’AS sur les pratiques de comptabilité et audit en France, pays où l’AS est le plus développé en Europe. Le premier chapitre introduit les plans d’AS et les autres plans de participation des salariés en France et dans le monde. Le second chapitre étudie les coûts d’agence et les honoraires d’audit. Il montre une relation en U inversé entre l’AS et ces deux variables, indiquant que l’AS a un double effet : l’alignement des intérêts et l’enracinement des dirigeants. Le troisième chapitre montre que l’AS rassure les parties prenantes sur l’indépendance de l’auditeur. Il permet notamment aux dirigeants de profiter des bénéfices liés à un double engagement (audit et non-audit) et d’acquérir plus de services non-audits. Le quatrième chapitre révèle que la gestion des résultats par les managers en France, à travers les accruals discrétionnaires, est plutôt utilisée de manière opportuniste. L’étude démontre aussi que l’AS réduit la manipulation opportuniste des résultats et le taux d’opportunisme des accruals. Le dernier chapitre présente une conclusion de la thèse et synthétise les résultats, les contributions et les limites de la recherche. Cette thèse de doctorat contribue à la littérature sur la gouvernance d’entreprise, en examinant l’effet de l’AS sur les coûts d’agence à travers divers prismes<br>Employee Share Ownership (ESO) refers to a compensation practice through which an employee’s wealth is directly tied to their companies’. It provides their representation in the board of directors and has several effects on the individual, corporate and macroeconomic levels. This doctoral thesis discusses the effects of employee ownership on accounting and audit practices in France, the country that has the most developed ESO in Europe. The first chapter provides a general introduction to ESO schemes and other shared capitalism arrangements in France and in the world. The second chapter focuses on agency costs and audit fees, and finds a negative U-shaped relationship between ESO and both variables. It indicates that ESO aligns the interests of employees with those of shareholders, but also acts as a managerial entrenchment mechanism. The third chapter finds that ESO reassures the company’s stakeholders about the auditor’s independence and allows managers to benefit from their auditor’s joint-engagement benefits by purchasing more non-audit services. The fourth chapter studies earnings management through discretionary accruals and reveals that earnings management in France is rather used opportunistically by managers. It also finds that ESO helps decreasing the manipulation of earnings and reduces the opportunism of the discretionary accruals. The final chapter summarizes the thesis’ results and presents its contributions and limitations. This doctorate dissertation contributes to research on corporate governance by studying ESO’s effect on agency costs from several perspectives
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Vogelsang, Timo [Verfasser], Dirk [Gutachter] Sliwka, and Matthias [Gutachter] Heinz. "Management Practices and Employee Performance - Causal Evidence from Field- and Laboratory Experiments / Timo Vogelsang ; Gutachter: Dirk Sliwka, Matthias Heinz." Köln : Universitäts- und Stadtbibliothek Köln, 2020. http://d-nb.info/1213446139/34.
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Callaghan, Karen Ann. "A theoretical analysis of the democratic workplace : the movement away from authoritarian social organization /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487268021748841.
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Choi, Young-Jin. "Sources of labor disputes in East Asian invested enterprises in China: from an institutional and organizational perspective." Thesis, University of Hawaii at Manoa, 2003. http://proquest.umi.com/pqdweb?index=1&did=764748071&SrchMode=1&sid=2&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1233254073&clientId=23440.
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Hinnant, Lynne Celeste. "The trust experience from the truster's perspective a theoretical discussion and experiment /." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available, full text:, 2007. http://wwwlib.umi.com/cr/syr/main.
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Epitropaki, Olga. "From ideal leaders to actual managers : a longitudinal study of implicit leadership theories, leader-member exchanges, transformational leadership and employee outcomes." Thesis, Cardiff University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271000.
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Pierce, William. "From Authoritarian to Participative Management & Back Again: A Field Study of the Effects of Employee Participation in a Manufacturing Setting." TopSCHOLAR®, 1992. https://digitalcommons.wku.edu/theses/2708.
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This study consists of two surveys administered sixteen months apart in a large (1000 employee) Fortune 100 organization which was sold to a Japanese company during the period under study and underwent several other chaotic changes. The purpose of the study was to assess the perceived differences brought about by training and participation. Six factors that were assessed for differences were: productivity, communication, employee participation, work teams, management leadership, and mergers/acquisitions.
Results were compared from the two time periods across all six factors. Productivity and communication proved statistically significant at p(.05, while employee participation and work teams prove statistically significant at p<.10. Management leadership showed a slight difference but no statistical significance. Mergers/acquisitions showed no difference or statistical significance.
Pertinent responses from each factor are categorized to identify the important perceptions that contributed to significance. The items categorized specify areas that employees believe most important relative to the factor assessed.
The results of the study support training and participation as a means to improve organizational performance. Although this organization which had previously gone from authoritarian to participative management and moved again, the trends appear to support the value of training and participation. This study exposes some concrete factors that organizations can develop and measure to improve organizational performance.
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Fischer, Sebastian [Verfasser], and Michael [Akademischer Betreuer] Frese. "The Entrepreneurial Firm as a Context for Employee Work: Novelty Creation in Small Organizations from a Multilevel Perspective / Sebastian Fischer. Betreuer: Michael Frese." Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2012. http://d-nb.info/1034147765/34.
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Buckland, Christin S. "The effects of budget emphasis, budgetary participation, trust and organisational commitment on job related tension and propensity to create slack : Empirical evidence from Norway." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1999. https://ro.ecu.edu.au/theses/1261.
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Results of early studies (eg. Hopwood, 1972; Otley, 1978) on the effects of supervisory styles on subordinates’ job related tension have been contradictory. Subsequent studies using the contingency model to resolve these conflicting results have identified budgetary participation (Brownell, 1982a) and trust (Ross, 1994) as important moderating variables. With respect to participation, a number of prior studies found that a compatible combination of high budget emphasis and high participation was associated with better behavioural outcomes (eg. lower job related tension), than other combinations of budget emphasis and participation. Yet there has been relatively little research to investigate why this particular combination of budget emphasis and participation is associated with better behavioural outcomes. This thesis therefore investigates a number of important issues. First, it investigates whether different combinations of budget emphasis and participation affect subordinates' propensity to create slack and job related tension differently. Second, it examines whether a high budget emphasis-high participation combination results in lower subordinates' propensity to create slack and lower job related tension than a low budget emphasis-high participation combination. Third, it investigates the reasons why a high budget emphasis-high participation combination leads to lower propensity to create slack and lower job related tension. The interaction between budget emphasis and participation was dealt with by testing a model on supervisory styles in a high participatory environment. Norway was hypothesised to have a high participatory environment because of its high power distance culture and its highly centralised and formalised industrial relations systems which emphasise democratic work environment. Moreover, its highly homogeneous population and society are likely to result in a small diversity within its national culture, which in turn, leads to a smaller range of participation. Hence participation in Norway is expected to be not only high, but also widespread. This means that a high budget emphasis situation in Norway is similar to a high budget emphasis and high participation combination, whilst a low budget emphasis situation in Norway is similar to a low budget emphasis-high participation combination. This allows a high budget emphasis-high participation (Norway) situation to be compared with a low budget emphasis-high participation (Norway) situation. Consequently, a high budget emphasis situation in Norway, which is similar to a high budget emphasis and high participation situation, is therefore expected to be associated with lower job related tension than a low budget emphasis in Norway. In order to investigate the reason why a high budget emphasis-high participation combination promotes lower propensity to create slack and job related tension, path analytical models, which investigate the intervening effects of participation, trust and organisational commitment on the relationship between budget emphasis and propensity to create slack/job related tension, were developed. Testing these models in Norway permits two issues to be investigated. These are: (i) the interaction between budget emphasis and participation affecting propensity to create slack/job related tension, and (ii) the intervening effects of participation, trust and organisational commitment on the relationship between budget emphasis and propensity to create slack/job related tension. The results support the expectation that Norwegian managers generally enjoy very high level of budgetary participation. Second, they also support the expected significant negative relationship between budget emphasis and job related tension. Third, a high budget emphasis situation in Norway (high participatory) was found to have only a small and insignificant direct effect of job related tension. Instead, there is a strong indirect effect through trust. Based on these results, it is possible to conclude that a high budget emphasis and high participation combination will lead to lower job related tension. The reason for this is partly because this combination promotes higher trust between the subordinates and their superior. Trust, in turn, leads to lower subordinates' job related tension. These results provide valuable insights which help to explain why a compatible combination of high budget emphasis and high participation, found by a number of prior studies with the contingency model, can lead to better behavioural outcomes than other combinations of budget emphasis and participation.
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Kapondoro, Lloyd. "Factors to determine standardised human resource metrics for strategic business management : a case of selected organisations from the hospitality industry in Cape Town." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2044.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology.<br>The paradigm shift from administrative to strategic Human Resource Management (HRM) has, arguably, necessitated the need for a more objective and quantitative HRM that shows how HRM interlinks with strategic organisational outcomes. Consequently, HR metrics, measurements and analytics can be tools, which can give HRM a status and position that is similar to other functional departments in organisations that provide numerical data. The purpose of this study was to explore HRM factors that are critical to determine strategic HR metrics. The purpose arose owing to documented scholarship, which argues that the current regime of HR metrics has no appeal to top management; is composed of too many metrics that are confusing; is suitable for traditional HRM; and does not give HRM a strategic status. The objective of the study was, therefore, to provide HR factors that link with strategic or organisational level outcomes and based on these factors, determine a metric that HR practitioners and top management can adopt as standard. The literature review had to be merged in a systems theory framework to develop the conceptual framework to start a grounded theory methodology. Within this methodology both secondary and primary data was collected
and analysed. As part of its summary, the literature review included a meta study of prominent research on the HRM-firm performance relationship. The mini meta-analysis involved 27 studies whose mean coefficient of determination was calculated to show the strength of the variability in firm performance for which HRM accounted. This analysis revealed that HRM, on average, accounted for 31% of the variability in firm performance in the models that were used to investigate the relationship. An analysis was conducted of documents as part of a content analysis to collect secondary data, while questionnaires were used to collect primary data. The key finding was that the strategic HR factors are the HRM outcomes, namely employee engagement, commitment, satisfaction and embeddedness, while the HR metric that connects the HR factors and strategic outcomes is given as p=kH+c, where p is organisational performance, H are the HR factors, k is a constant of proportionality, and c is basic employee performance. It was also found that employee engagement had the most impact on organisational performance, relative to the other HR factors. As a result, the key recommendation made in this study is that organisations should use employee commitment, engagement, satisfaction and embeddedness to boost performance with special attention on
employee engagement. The metric p=kH+c can be used to measure the level at which HR factors boost performance.
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Kwok, Pak-chiu, and 郭柏超. "A study of the staff relations in the Hong Kong Fire Services Department from industrial relations systems perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46783222.
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Goodnight, Ronald Keith. "A major turnaround from massive lay-offs to hiring employees : a company culture proved more accurate than management's predictions." Virtual Press, 1988. http://liblink.bsu.edu/uhtbin/catkey/546121.
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This in-depth study looked at a major manufacturing company during a year when management projected contract losses and massive lay-offs and terminations. The company's hourly employee culture indicated that the major automotive customers of the company were influential driving forces and would rescue the company from the dire management predictions. The principal major research question was to determine the accuracy of predictions based upon the company's hourly workers' culture versus management's predictions and actions based upon external sources.Another investigation area was the company management's actions to manifest their avowed "our employees are our most valuable resource and asset" belief statement. Similarly, would the Professional and Technician Equal Employment Opportunity job groups have the smallest percent of reduction, since the company's primary strength was purported to lie in its engineering and technical employees?Interviews, data collection and analysis, and monthly task force investigations and communications revealed the company culture was definitely more accurate than the numerous predictions made by management. As the "culture" predicted, the loss of the contracts did not occur. The company concluded the year with increases in total employment. Temporary lay-offs did occur during the year and management took numerous actions to help both retained employees and those being terminated or laid-off. Such actions included outplacement services, stress reduction programs, job placement and resume writing, and instituting communication networks and procedures and a Dispute Resolution Procedure. The company did show that the employees were valuable and important assets.The reduction numbers and percents for the Professionals (engineers) and Technicians were exactly opposite of what management typically avowed. The largest category reduced was the Technicians and the second-largest category was the Professionals.The company continued to be quite viable and the future outlook became optimistic, which coincides with the company culture that the major automotive customers will always be there needing the company's products.The company management took several steps to prevent their predictions from occurring, while hourly employees, using only history which is not a very dependable source for industry today, happened to be correct in this study.The primary conclusion was that the culture of the company's hourly workers was more accurate in predicting the future than management's predictions based on supposed knowledgeable external sources. It was recommended that internal cultural based predictions and externally based information be blended together for the most accurate predictions. This will provide all managements everywhere a better information base for making decisions, particularly strategic planning decisions.<br>Center for Lifelong Education
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Hardne, Louise. "The business strategy from employee perspective : A qualitative study of using the business strategy as a control tool at a parallel import company of pharmaceuticals." Thesis, Stockholms universitet, Sociologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-143375.
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The purpose of this thesis is to analyse how the business strategy is communicated by the senior management and interpreted by the employees at a parallel distribution company of pharmaceuticals. These knowledge intense organizations are characterized by complex and ambiguous work tasks. Traditional management control theories are based on the assumption that managers should create rules, order and norms to control their employees. But in complex organizations it is difficult for the senior management to understand the entire work flow and different form of control mechanisms are requested. Recent studies have shown that vertical directions often are questioned and translated by the employees at the horizontal level within complex organizations. This is a fairly new way of looking at management control and moreresearch is required, which this thesis aims at providing. The business strategy is often created by the senior management to control and direct the employeebehaviour, and internal communication is often used to implement the strategy at the horizontal level. Drawing from this it is interesting to focus on the business strategy from employee perspective, to analyse how the employees questions and translates the business strategy to fit their work. The thesis has a qualitative and deductive approach. 14 interviews are conducted. One with the senior manager and 13 with the employees at the horizontal level. The findings suggest that different form of knowledge work require different form of control mechanisms. Some employees interpretedthe strategy the same way the senior management did and some questioned and translated the strategy to be more suitable for their own work. The pharmacists questioned the strategy while the sale force worked according to it. The findings also suggest that in order for the strategy to act as a control tool the content is important and needs to reflect the employees work.
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Svartson, Hanna. "An investigation of what the changes in ISO 14001:2015 mean from an organisational perspective." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-324205.
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The implementation of an environmental management system such as the standard ISO 14001 is a common way to manage environmental responsibilities in an organisation. In 2015 ISO 14001 was updated with some major changes like Annex SL, management engagement, strategic engagement, risk-based thinking, life cycle perspective, improved environmental management and interested parties. The purpose of ISO 14001 is to improve the environmental performance of the organisation, but also to increase the degree of employee involvement and with that sustainable development can be supported through the implementation of the standard. The involvement of employees in an organisation with an environmental management system was studied at the Swedish University of Agricultural Science (SLU). By law a Swedish university must have an environmental management system. SLU has implemented ISO 14001 as their environmental management system and was chosen for the research. The applied methods were a literature review and case study where interviews and a survey were used. The changes in ISO 14001:2015 were investigated as a part of the literature review. In this method, review studies were investigated to see if any of the changes were discussed before the standard was updated. There was no found research that discussed if drawbacks of version 14001:2004 were actually taken into account when the newest version of the standard was produced. This subject therefore makes the study important to perform. Environmental coordinators were interviewed to find out if the changes in 14001:2015 supported increased participation in the standard. A survey was conducted with environmental coordinators at SLU to investigate how the changes in ISO 14001:2015 were viewed and if the results differed if performed from those obtained from a similar comparison at companies. The reason to study the effects of the changes in the standard at a university and to compare the results with companies is important since it is not optional for the university to adopt an environmental management system as it is for another type of organisation. Most of the discussed shortcomings from ISO 14001:2004 did match what was changed in the version from 2015. However, the review studies that were investigated did not discuss the life cycle perspective which was considered to be a major and important change. Therefore, this lack of discussion is viewed as a weakness in the review studies. It was also concluded that, even though employees did become involved to a greater extent in the environmental management system at SLU, it could not be made sure if it was because of the implementations of the changes in ISO 14001:2015. It was most likely because of the major work SLU had done the last three years when certifying the whole organisation. Instead, the conclusion was that it is important to work inclusively with the environmental management system and it seems that the more it is discussed in an organisation, the more employees will become involved. Lastly, it was seen in the thesis that a university and the studied companies viewed the environmental work both similarly and differently. Both thought that only small benefits would be the result of the implementation of the changes in ISO 14001:2015. What differed between the two groups of organisations was that SLU thought that the changes would not give any major difficulties while the companies on the other hand thought that it would create substantial extra work.
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Lawrence-Fuller, Marilyn Susie. "The effect of perceived control on the decision to withdraw from an organization in an inequitable situation." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2664.
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This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
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Svensson, Julia, and Wiksell Linn Danielsson. "The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.
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Talent Management (TM) is a well-used practice to identify, attract, develop, and retain the most valuable resource in an organisation: talented employees. The concept TM emerged when organisations started to detect increased demands and technological changes in the business market. Additionally, due to the retirement of baby boomers, organisations have started to experience a shortage of talents creating “The War for Talent” (Chambers et al., 1998). However, ethical aspects create a demand for an inclusive approach of TM which includes all employees, as opposed to only focusing on a selected few. Responsible Talent Management (RTM) considers talent to be obtained and developed within the organisation. Employees who experience job satisfaction and commitment are more likely to stay in the organisation (Deery, 2008), whereas work-life balance, employee well-being, leadership, and learning have become important factorsfor increasing job satisfaction and commitment as well as employee retention (Radda et al., 2015: Deery, 2008). Especially due to new challenges associated with the working environment and social relationships in this new remote working context. Researchers express the need for further research regarding RTM as well as the inclusive approach. This thesis, therefore, aims to understand how an organisation work with TM practices to retain talented employees in a remote working context. Based on the scientific issue and the purpose, a qualitative case study was conducted. Eight employees within the HR department were interviewed using semi-structured interviews. The analysis of the empirical data identified a great need for genuine social relationships. Regardless of which TM retainment practices used, supporting employees with tools and opportunities to build and nurture social relationships may be an instrumental driver to retain talented employees in a remote working context.<br>Talent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.
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Khan, Marryam. "Gender Dynamics from the Arab World: An Intercultural Service Encounter." Master's thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5960.
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Arab countries strive toward the modernization and feminization of the Arab culture; however, some of these countries (i.e., Saudi Arabia) are culturally and legally governed by “sharia law”, and have maintained cultural norms regarding segregation of the sexes. In order to have a better understanding of the Arab travelers to the U.S., this research focuses on the gender dynamics between the service providers and Arab customers during a service encounter. Specifically, this research examines how the same and opposite genders of service-provider and customer influence Arab customers' emotional response (comfort), consequently their service encounter evaluation (satisfaction), and behavioral intentions (feedback willingness). This research also examines how the employees' efforts to solicit feedback from Arab customers may intensify the effect of gender dynamics on Arab customers' responses.
Scenario-based online surveys are created and distributed to respondents of Arab descent in Saudi Arabia, Bahrain, and United Arab Emirates by using snowball sampling. The results based on 326 respondents show potential differences determined by gender interaction. Arab customers were more comfortable, more satisfied with the service encounter, and more willing to provide feedback, if the employee was the same gender as the customer, as opposed to the employee being the opposite gender from the customer. However, results showed that employee efforts to solicit feedback did not intensify the gender interaction effect. Additionally, through the service encounter, the Arab customers' comfort influenced their service encounter satisfaction and their willingness to provide feedback. The findings of this research provide valuable implications for hospitality managers to better cater to the needs of Arab customers by examining the dimensions of gender boundaries in an intercultural service encounter.<br>M.S.<br>Masters<br>Hospitality Services<br>Hospitality Management<br>Hospitality and Tourism Management
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Zerrouki, Houria. "Enterprise restructuring and its determinants : evidence from three Algerian privatised enterprises." Thesis, University of Stirling, 2010. http://hdl.handle.net/1893/2494.
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Our understanding of enterprise restructuring in a transition context is predominantly drawn from the ex-communist countries of Europe. Those countries have their own cultural values, social structures, were subject to the Soviet political and economic managemet styles and had their own political and economic reasons to move to the free market system. Without doubt, these factors had influenced their enterprise restructuring and its determinants. Given this influence, our understanding of enterprise restructuring and its determinants can be considered limited especially when one takes into consideration the fact that mnay developing countries with centrally planned economic systems had moved to the free market system almost at the same time as the ex-communist countries. Very important, the restructuring behaviour of their state and privatised enterprises and the determinants of their behaviour have been neglected by researchers. This neglect was, indeed, a stimulus to carry out a research study on enterprise restructuring and its determinants in Algeria. The aim of this research study was to develop an understanding of the kind of restructuring taking place in the state enterprises slated for privatisation in Algeria and the factors that stimulated or hindered their restructuring from 1990 to 2005. Algeria is a country that combines a mixture of historical backgrounds. It has a history of more than one hundred years of French colonial rule and has a deep rooted link with the Arab and Islamic cultures. It is also a country which had followed, after gaining independence from the colonial rule in 1962, its own style of socialism where the private sector,in light manufacturing and some service industries, was tolerated and workers of the state-owned enterprise were given the power to share the decision makings with management. More significantly, Algerial was and still is a country where almost 90 percent of its foreign revenues come from hydrocarbons export. Its move to the free market in 1989 came as a result of the sharp drop in the price of oil and therefore a sharp decrease in its foreign revenues. It was a move imposed by the IMF in return for the extension of its debts repayment and the provision of fresh loans. With these socio-cultural, political and economic characteristics of Algeria, it was expected that the restructuring behaviour of the enterprises under investigation and the determinants of this behaviour would exhibit some differences from those experienced in the transition countries of Europe. The investigation was carried out on three enterprises operating in different industries: Saidal in pharmaceuticals, the SNVI in heavy vehicles and Eriad Alger in wheat processing and manufacturing. The data was collected and analysed using qualitative and quantitative research strategies. Semi-structured and unstructured interviews were used to collect data on the restructuring actions and their determinants. They were carried out with senior managers at the head offices, divisions and functional departments of the enterprises; managers at the trade union (UGTA); managers at one state-owned consultancy organisation called CNAT; managers at the ministry of industry; two visiting managers at the trade union (UGTA); and a small number of workers of the three enterprises under investigation. A survey using a self-completion questionnaire was also used to investigate the characteristics of the top management teams of the three enterprises. Primary documents such as state, private company and media reports and secondary document such as journal articles and books were also used. The findings drawn from the study reveal that Saidal was the only enterprise that restructured effectively despite the strong competition in its market. This was possible through the determination of Saidal's president general manager and his top management team to restructure and through the enterprise partnership with many multinational firms. The findings also indicate that controllable and uncontrollable factors had significant impact on the restructuring behaviour of the three enterprises. The controllable factors were the corporatisation of the state enterprise and the underdevelopment of the institutional environment. Corporatisation was an important incentive that encouraged effective restructuring but this was possible only when the enterprise was financially healthy, as was the case with Saidal. The financial autonomy of Saidal reduced the intervention of the government administration in its internal affairs. Government intervention was strong when the enterprise was perceived by the government as strategically important, as was the case with the SNVI, or when the government intended to totally privatise the enterprise, as was the case with Eriad Alger. The underdevelopment of the institutional environment, especially corruption, the shortage of technical skills and the lack of adequate market information hampered competition and slowed down effective restructuring. The uncontrollable factors were the trend in the market and the cultural values. The growing market for pharmaceuticals in Algeria was a stimulus for attracting foreign investment in Saidal which consequently encouraged effective restructuring. As for the cultural values, the family and friendship ties, the social responsibility stemming from religious belief, the regional belonging and the legacy of French colonial rule in Algeria played a significant role in the selection and recruitment of managers and workers, in slowing down the progress of shedding workers surplus and in slowing down foreign participation in privatisation. Future research on enterprise restructuring and its determinants in Algeria should be carried out on a larger sample of enterprises with different ownership using quantitative and qualitative research strategies. Research should also explore enterprise restructuring and its determinants in other developing countries which moved to the free market system and in countries which share similar cultural and social structures with Algeria. It is time for researchers to move away from exploring effective and ineffective enterprise restructuring and concentrate more on exploring how partnership with foreign firms, the shortage of technicla skills, the lack of market information and the cultural values, be it religious beliefs, customs of the legacy of colonialism, affect the restructuring behaviour of state, privatised and private enterprises and the determinants of this behaviour.
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Licina, Aida. "Big Data and AI in Customer Support : A study of Big Data and AI in customer service with a focus on value-creating factors from the employee perspective." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-99000.
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The advance of the Internet has resulted in an immensely interconnected world, which produces a tremendous amount of data. It has come to change our daily lives and behaviours tremendously. The trend is especially seen in the field of e-commerce where the customers have started to require more and more from the product and service providers. Moreover, with the rising competition, the companies have to adopt new ways of doing things to keep their position on the market as well as keeping and attracting new customers. One important factor for this is excelling customer service. Today, companies adopt technologies like BDA and AI to enhance and provide excellent customer service. This study aims to investigate how two Swedish cooperations extract value from their customer services with the help of BDA and AI. This study also strives to create an understanding of the expectations, requirements and implications of the technologies from the participants' perspectives that in this case are the employees of these mentioned businesses. Moreover, many fail to see the true potential that the technologies can bring and especially in the field of customer service. This study helps to address these challenges and by pinpointing the ’value- factors’ that companies participating in this study extracts, it might encourage the implementation of digital technologies in the customer service with no regard to the size of the company. This thesis was conducted with a qualitative approach and with semi-structured interviews and systematic observations with two Swedish companies acting on the Chinese market. The findings from the interviews, conducted with these selected companies, present that the companies actively use BDA and AI in their customer service. Moreover, several value-factors are pinpointed in the different stages of customer service. The most reoccurring themes are: ”proactive support”, ”relationship establishment”, ”identifying attitudes and behaviours” and ”real-time support”. Moreover, as for the value-creating factors before and after the actual interaction the reoccurring themes are ”competitive advantage”, ”high-impact customer insights”, ”classification”, ”practicality”, as well as ”reflection and development”. This essay provides knowledge that can help companies to further their understanding of how important customer service along with BDA and AI is and how they can support competitive advantage as well as customer loyalty. Since the thesis only focused on the investigation of Swedish organizations on the Shanghainese market, it would be of interest to continue further research on Swedish companies as China is seen to be in the forefront when it comes to utilizing these technologies.
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Röhr, Kristin Helga [Verfasser], Torsten [Akademischer Betreuer] Schlesinger, Torsten [Gutachter] Schlesinger, Claudia [Gutachter] Voelcker-Rehage, and Christian [Gutachter] Maiwald. "Gesundheitsrelevante Charakteristika von Führung an Hochschulen aus Mitarbeiter- und Vorgesetztenperspektive : Health-relevant characteristics of leadership at universities from an employee and supervisor perspective : An investigation of scientific and non-scientific staff using the case study of a technical university / Kristin Helga Röhr ; Gutachter: Torsten Schlesinger, Claudia Voelcker-Rehage, Christian Maiwald ; Betreuer: Torsten Schlesinger." Chemnitz : Universitätsverlag Chemnitz, 2021. http://d-nb.info/1231440813/34.
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Huang, Ha-Lin, and 黃賀琳. "A Study for Employee Competence Analysis Based on the Employee Portfolio Built from Workflow Management System." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/41632911907137035030.
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碩士<br>中華大學<br>資訊管理學系<br>92<br>Competence represents personal characteristic which are about tasks with job. From competence we can know personal behavior and performance. Competence is not easy to evaluate. Currently competence can be assessed by interviews, questionnaires or evaluation forms. These methods are usually time-consuming and not objective enough. Therefore, this research tries to propose another competence evaluation method.
This research builds employee portfolios extracted from the data recorded in the workflow system. These employee portfolios are used to evaluate the employee competences, so that the employee competence can be evaluated more quickly and objectively.
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Hung, Tzu-Yin, and 洪子茵. "Market Valuation & Management of Employee Stock Option Expense –Evidence from Taiwan." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/68416787042456834331.
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Hung, Chih-Hsien, and 洪志賢. "Causes and effects and earnings management of employee stock option plans：Evidence from Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/97122693971829374940.
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碩士<br>立德管理學院<br>國際企業管理研究所<br>95<br>In 2000, the Taiwan Financial Supervisory Commission was amended to allow
firms to begin granting stock repurchase as compensation to top management and
employees. Nearly 299 firms adopted option-based compensation plans between 2001 and
2005. This study highlights the determinants for adoption of employee stock option plans
（ESOPs） in Taiwan and measures the impact of ESOP announcements on the
shareholder wealth of adopting companies. For the whole sample, we find ESOP granting
is positively associated with current liquidity ratio but negatively related to leverage ratio.
Although larger firms are more likely to adopt ESOPs than smaller firms. For the
electronics industry sample, we also find ESOP granting is positively associated with
current liquidity ratio and company Size. For the non-electronics industry sample ，We
find ESOP granting is positively associated with company Size. However , when company
more size tend to granting ESOPs .A further investigation of the market response to
adoption of ESOPs show that firms exhibit cumulative abnormal stock return about -3%
around（-1,+1）the announcement of plan adoptions and we also find that firms with larger
size tend more negative return. Our evidence suggests that ESOPs are inconsistent with
creation of shareholder value. Also, my research demonstrates that firms adopt earning
management during ESOPs only exhibit significantly short-term cumulative abnormal
return.
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Wu, Weihua. "Why Do Canadian Employees Quit? Results from Linked Employee-Employer Data." Thesis, 2012. http://hdl.handle.net/10012/6743.
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Employee turnover is a fairly common phenomenon across organizations throughout the globe, which creates both direct and indirect costs to companies (Lambert et al., 2012). Though numerous authors have investigated the problem, only a small number have studied the Canadian labour market. Furthermore, few have examined how various hiring or screening tests during the hiring process affect worker attrition. The thesis aims to complement existing research about employee voluntary turnover (vs. involuntary turnover) and retention by further investigating some of the root causes and potential solutions from a Canadian perspective.
Using longitudinal data from the Workplace and Employee Survey (WES) supplied by Statistics Canada through an 8-year period, it explores 5 hypotheses relating to the initial hiring process (ten screening tests), the gender and marital status of employees, compensation, and employees’ seniority in the company. The survey datasets are based on respondents of, on average, 6,268 companies and 20,387 corresponding workers from 1999 to 2006. Logit and probit regression models are employed for the empirical tests. The results are surprising, and seem to differ from most studies in other countries. In Canada, it appears wage has no effect on workers’ turnover at all, employee engagement programs negatively affect workers’ decisions to stay, women are more likely to quit than men are, married employees are no more likely to quit than anyone else, children seem to have no impact on employee attrition, and workers with lower status in the company are more likely to stay.
The concluding chapter discusses implications of these findings and how they might help Canadian organizations deal with employee voluntary turnover.
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Lu, Jia-bin, and 呂加彬. "The Effects of Human Resource Management Practices on Employee Retention- An Example from C Corporation." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/09681324768929947827.
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碩士<br>國立彰化師範大學<br>企業管理學系國際企業經營管理<br>99<br>Employees are valuable asset of a company, and a company should retain the competitive employees in the company. To retain employees with a competitive advantage for organizations is very important. Outstanding staff can help enterprises to improve productivity, maintain customer and supplier relationship, to achieve strategic goals. Therefore, it is a critical issue of how companies use HR practices to retain talent.
Company's employee turnover will increase costs. High turnover rate of employee makes the loss of economic efficiency, including recruitment costs, selection interviews, training costs, the availability of staff professional skills and knowledge, and other investment costs. Firms can avoid the cost of waste if they can retain core staff effectively. Therefore, this research focused on the relationships among human resource practices, employee skills, organizational commitment and their impact on the employee retention.
Based on the survey for the employees in Taiwan, China, Thailand and Vietnam of the C company, the results are summarized as follows: 1.Even the company provides a clear career direction and training programs, employees tend to charge more potential jobs and training for them to promote. 2. Employees hope their suggestions be to accepted or adopted, and they can participate in the decision making process. Job description should be updated from time to time. 3. Employees will still feel uneasy if the termination cost is not high. 4. Employees agree to adopt quantitative methods to measure performance. 5. Employees feel that the re-education is more effective than job training when they get an unexpected work. 6. Results-oriented evaluation can improve, and strengthen staff skills, and enhance staff retention will. 7. Implementation of human resource practices can not make the skill of Thailand’s employee to meet the future needs. 8. Employees wish to stay because potential employees believe they can be inspired. 9. The implementation of human resource practices in Thailand sample does not work well. 10. When China and Thailand employee increase the skills, they might quit. 11. Even if employees meet the status quo, they will still try to inquire about an outside job or different kind of work.
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Rhule, Kimberlee J. "The effects of the manager's behavior on the retention of high potential employees from different generations." 2004. http://etd1.library.duq.edu/theses/available/etd-11212004-155404/.
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Chuaywongyart, Sutisophan. "Employees’ attitude toward human resources management practices and employee engagement: evidence from the Pharmaceutical industry in Thailand." Thesis, 2012. http://hdl.handle.net/1959.13/928124.
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Professional Doctorate - Doctor of Business Administration (DBA)<br>This study examines the relationship between employees’ attitude toward human resources management practices and employee engagement in the pharmaceutical industry in Thailand. Specifically, this dissertation serves two main purposes. First, it investigates the impact of four core human resources management practices on employee engagement. These human resources management practices are (1) recruitment and selection, (2) training and development, (3) performance management, and (4) compensation and reward. Second, it examines the impact of the personal factors including gender, age, lengths of service, education, and job categories on the level of employee engagement. A questionnaire was used as the main tool to collect data from a sample of 241 respondents who are the current employees of four companies involved in the pharmaceutical industry in Thailand. Interviews were also conducted as supplementary with ten employees for validating information obtained or clarifying unclear issues from the questionnaire survey. The results of this study offer empirical support for a positive and statistically significant impact of four key human resources management practices on employee engagement. The results indicate that extensive use of an integrated approach to human resources management practices through recruitment and selection, training and development, performance management, and compensation and reward, can generate positive result in term of their effect on employee engagement. The role in employing for key human resources management interventions is not only under the responsibilities of human resources department, but also relates to all involved parties including senior management team, manager, and their supervisor. In addition, the findings suggest that certain type of individual are more likely to become engaged in their workplace than others. The results show significant relationships among personal factors including age and length of service on employee engagement. In contrast, the results indicate that higher level of education, higher level in organization and age do not contribute to higher engagement. Therefore, it is essential to know that there are potentially different individual actions, attitudes and factors that have an impact on engagement so as to motivate individual employee to translate employee potential into performance and business success. Engagement level can vary with personal factors such as how old a person is and how new they are to the organization. So, it is important for the organization to respond to these so as to avoid disengagement. The opportunity exists for future research among other pharmaceutical companies in Thailand. The future research can use the findings from this study as a ground to step up to the next level on a strategic human resources management and strategic organizational development practices such as change management, merger and acquisition, outsourcing, and downsizing. In addition, future research should examine a new trend of human resource management practices which match with a new generation workforce examining on how the company can support employee work and life such as virtue office, work and life balance, and international talent transfer programs, and to find out the factors that are most important for new generation to employee engagement.
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Manilall, Priya. "Analysis of the effect of using labour from brokers on operational costs, efficiencies and employee morale : a case study." Thesis, 2006. http://hdl.handle.net/10413/9780.
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Low cost and high efficiencies are probably the most common of strategies used in large businesses
today. This requires, however, optimum levels of commitment and performance from the
employees coupled with an excellent taste for change. The transition from the use of Mondi
employees to labour broker employees is a change process that impacts on a company's most
valuable asset - their employees. It is with this in mind that the researcher conducted a case study
aimed at identifying the impact of using labour broker employees in the waste handling operations
on the morale of the affected employees. The researcher found it essential to evaluate the impact of
this change on operational costs and efficiencies of the section.
The three research questions that were outlined to meet the above aims were:
(1) Does the use of labour broker employees in the waste paper handling part of the recycling
operations impact positively or negatively on the morale of the Mondi waste paper handling
operators?
(2) Does the use of labour broker employees in the waste paper handling part of the recycling
operations reduce the operational costs in that section?
(3) Does the use of labour broker employees in the waste paper handling part of the recycling
operations decrease or increase the operational efficiencies in that section?
The initiative to use labour broker employees in the waste paper handling operations was not set up
as an experiment. It was already in motion and the researcher opted to study it. Direct observation
and unstructured interviews were used to answer research question (1). It was found that the
change had completely demotivated the Mondi waste handling operators. Their morale levels
dropped to particularly low levels as they felt disliked, not part of a team and unappreciated for their
efforts and past service. The impacts of this low morale were hidden due to the plant being under
utilised against its design capacity. They also had a prevailing sense of insecurity and uncertainty
regarding their jobs, which made them uneasy. Factors associated with operational costs and
efficiency was measured before (2004) and after the initiative (2005) to establish the impact of
using labour broker employees on them. Direct observations and a quantitative analysis of data
from the company's finance and technical departments were used to answer research questions (2)
and (3). It was noted that there was a decrease in the operational costs due to the lower rate of pay
of the labour broker employees and them doing overtime. The use of labour broker employees
resulted in no significant improvement on the operational efficiencies.<br>Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.
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Lin, Ming-Shih, and 林明仕. "The Performance of Management and The Workplace Experience of Employee of Correction Agency – From The Point of View of CSR." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/39754275449840167400.
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碩士<br>國立雲林科技大學<br>會計系<br>104<br>Famous British Prime Minister Winston Leonard Spencer Churchill once said: Social people’s attitudes toward treatment to crimes and criminals are the best touchstone of any countries’ civilization level. Zhong Zhihong (2015) believed that country’s protection to human rights of the inmates is an important indicator of a country's civilization level. Under the circumstances that the correctional institution makes effort to achieve performance standards assigned by superiors or the institution, the staff of correctional institution is the most important part to achieve performance goals, but there is rare relevant research to discuss staff of correctional institution. Li Wuyu, Yi Wusheng (2007) believed that the institution should be based on business performance, implementation of the institution and post’s rationalization and the conception of reducing expenditures; and by the way of target management and full participation, it would design a performance vision that the institution can achieve, so as to set performance goals of business, human resources, expenditures, etc.
From the point of social responsibility, this paper is to discuss related issues of guarantee of staff’s rights and benefits based on the interested party, namely the staff of the correctional institution, and the institution. The increase in prison inmates’ human rights should not be equivalent to reduce the right to work of correctional officers. In this regard, this study would find out whether performance of the correctional institution is relevant based on the staff’s sense of participation, the staff’s trust to the institution, the staff’s decent work and other projects.
Based on the above background and motivation, this study is to discuss difference analysis between staff’s participation, trust and decent work and the correctional institution’s performance; and from the view of institution, it also explores the staff’s importance to various facets pinpointed in this study, and whether they agree with the institution that they served, in order to make reference for the correctional institutions to set performance goals or policies.
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El, Mouallem Lara, and Farhad Analoui. "The Need for Capacity Building in Human Resource Management Related Issues: A Case Study from the Middle East (Lebanon)." 2014. http://hdl.handle.net/10454/10368.
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Yes<br>The remarkable evolution in the twentieth century has been a result of a new perspective in understanding the importance of investing in individuals and organizational human resources, and the implementation of capacity building strategies in various organizations and in societies. This paper explores the case of ICO, an international consultancy organization, based in the Middle East, specialized in architecture, engineering, planning, environment and economics. This qualitative study, using thirteen selected semi-structured interviews, observations, and secondary data, has been conducted in the Beirut design office of the organization. The paper aims to examine major human resource related capacity building themes in ICO which include employee involvement and motivation, recruitment and selection, in addition to performance appraisal and reward management.
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Molina, Elisa Mariel Romero, and 羅愛麗. "Effects of Union-Management Environment and Employee Voice in Labor Unions: Evidence from Union Workers of a Multinational Company in Honduras." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/63637853293503385870.
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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>ABSTRACT
Labor unions are organizations whose main purpose is to represent all workers and protect their rights and interests. As such, labor unions are one of the most important channels to provide workers with a voice. In this research, the aim is to examine whether positively perceived employee voice in their labor unions will lead to higher satisfaction with collective bargaining results and employee compliance. In addition, it aimed to understand the relationship between perceived employee voice and a positive union-management environment. In addition, the relationship between a positive union-management environment and satisfaction with collective bargaining results and employee compliance was examined. According to the procedural justice theory, perceptions of fairness of decision-making processes by employees are believed to promote feelings of compliance. A positive union-management environment was tested as a mediator in the relationship between perceived employee voice and satisfaction with collective bargaining results and perceived employee voice and employee compliance. A quantitative study was conducted, and respondents were asked to complete a paper-and-pencil questionnaire related to their perceptions on employee voice, union-management environment, satisfaction with collective bargaining results and employee compliance. The data gathered from 205 union workers was analyzed with the use of SPSS and the Smart-PLS software. It was found that perceived employee voice had a positive effect on satisfaction with collective bargaining results and a positive union-management environment. In addition, a positive union-management environment was found to mediate the relationship between perceived employee voice and satisfaction with collective bargaining results. Perceived employee voice and a positive union-management environment did not show any relation to employee compliance.
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Mitchell, Grant Charles. "From paternalism to participation : evolving techniques of management control in the South African gold mining industry." Thesis, 1992. http://hdl.handle.net/10413/7720.
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The South African gold mining industry has since its inception, relied on an authoritarian and paternalistic form of labour control. This inheritance is due to a number of reasons; the nature of the process of gold mining itself, the reliance on migrant labour, the poor levels of education of workers in the industry, the regulation of workers' lives in hostels as well as the attitudes of white supervisors towards the control of labour - an inheritance from the British system, which tends to view hierarchies as rigid and highly stratified. The particular kind of paternalism found in gold mining has however, evolved over a time frame spanning this century, and has been subject to modification and external influence, particularly from managerial theories borrowed from Western , Europe and the United states. Thus, scientific management made its presence felt in the first half of this century, whilst more recently, the need to transfer new and upgraded technology has drawn on the sociotechnical tradition. The human relation movement, also a more recent phenomenon, has grown in direct response to the increasing levels of conflict on gold mines between management and labour. " At present the industry is undergoing a crisis in the form of a depressed gold price (necessitating reduction in the labour force), poor levels of productivity and an increasing challenge to management hegemony in the growth of a mass based trade union - the National Union of Mine Workers. It will be argued that these factors have necessitated that management in the industry ' search for new and more appropriate methods for the co-ordination and control of labour, and that the form that this has taken is towards more worker participation in decision-making. Participation on gold mines is developing in a number of areas; with consultative councils, with increasing consultation with the unions, in particular the N.U.M., in productivity drives such as the quality circles movement, and more recently in employee share ownership schemes (E.S.O.P.S.). All of the above approaches are attempts by senior management to incorporate labour more into the management process, and thus try to reduce the level of polarisation between labour and capital, which has gained in intensity in the industry over the past decade.<br>Thesis (M.A.)-University of Natal, Durban, 1992.
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Bashir, Syed Amer. "The impact of perceived organization support on cross-cultural adjustment, job satisfaction and turnover of expatriate employees from individualistic and collectivist countries in the United Arab Emirates." Thesis, 2006. http://hdl.handle.net/1959.13/28350.
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Professional Doctorate - Doctor of Business Administration (DBA)<br>Global competition and reduction in trade barriers have increased the demand for individuals who can work effectively in a foreign environment. In the United Arab Emirates, the expectation is for the number of expatriates to increase in the coming years, with a corresponding expectation that, as the number of expatriates is growing, the expatriate failure rate is also increasing. This is an important issue because of the financial impact on companies’ bottom line. This study investigates whether organisational support can be used to reduce the high rate of expatriate turnover through an impact on expatriates’ cross cultural adjustment and job satisfaction. The relationship between organisational support and an expatriate’s intentions to quit the organisation is also examined, together with the relationship between spousal support to expatriates and its impact on the cross cultural adjustment.
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Mabogoane, Segotsi John. "The impact of labour Relations Act (Act 66 of 19995) at Vista University (Mamelodi Campus) from year 1981-2004." Diss., 2006. http://hdl.handle.net/2263/28487.
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This study deals with the impact of Labour Relations Act (Act 66 of 1996) at Vista University (Mamelodi Campus) from the year 1981-2004. Vista University was an academic institution which was established in 1981 under the Vista University Act (Act 106 of 1981). The dissertation has convincingly argued that the management of Vista University needed to comply with the principles of the Labour Relations Act (Act 66 of 1995). The study has shown that the Act had a negative impact on the employee-management relationship. The study proposes and recommends that the management should create a good labour relationship, manage conflict between employers and employees, maintain effective communication, and promote ethical behaviour and collective bargaining. The study, further, notes that principles of conflict resolution subjected to the Labour Relations Act (Act 66 of 1995) should be applied in a fair way and the techniques for attainment of conflict such as avoidance, accommodation be applied to resolve a situation.<br>Dissertation (MAdmin (Public Administration))--University of Pretoria, 2007.<br>School of Public Management and Administration (SPMA)<br>unrestricted
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LIANG, YU-YI, and 梁毓怡. "The Study of the Application of Management By Objective （MBO） in the Public Sector － From the Perception of the Government Employee Ethics Organizations in the Central Part of Taiwan." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/10911731407913015758.
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Adlem, Anri Gretha. "Retensiestrategieë as teenvoeter vir vroeë beroepsverlating onder maatskaplike werkers." Thesis, 2007. http://hdl.handle.net/10500/1572.
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The serious shortage of social workers (nationally) caused by their exodus from the profession at an alarming rate and the resultant classification of social work as a "scare skill" served as motivation for this research project into retention strategies to retain social workers for the profession.
A qualitative research approach and an explorative, descriptive and contextual research design was employed to conduct semi-structured interviews with 15 purposely selected participants in the geographically defined boundaries of the Northern Free State and Gauteng. Tesch's (in Creswell, 1994) and Guba's models (in Krefting, 1991) aided the processes of data collection and verification, respectively. The research findings uncovered: general and specific reasons for the social workers' exodus, feelings and emotional reactions of social workers subsequent to the early exodus from the profession, and retention proposals to retain social workers. Based on the findings, recommendation directed to practice, education, policy and further research, were made.<br>Social Work<br>M.Diac. (Social Work)