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Dissertations / Theses on the topic 'Individual performance'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Wootton, Sileanne. "The investment performance of individual investors." Thesis, Henley Business School, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409556.

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2

Gonzalez, Roxana M. "Individual Versus Group Resource-Allocation Performance." W&M ScholarWorks, 2001. https://scholarworks.wm.edu/etd/1539626341.

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3

Foster, Dennis Geoffrey. "Individual performance in management buy-out teams." Thesis, University of Hertfordshire, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365979.

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The purpose of the research was to study individual team members performances within a context determined by the culture of the top MBO team and the organisational system. In order to achieve this objective the study also investigates and describes the relevant business factors/outcomes which determine the structure/culture of MBOs as a context for individual team members to interpret. A review of MBO, team, team working, culture, climate and motivation theory literature provided the basis for identifying the underlying psychological variables relating to individual performance. These variable

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4

Ditchburn, Graeme Jonathan. "Personality as a determinant of inter-individual differences in intra-individual performance change." Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415080.

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5

Magron, Camille-Eléonore. "Portfolio management by individual investors : a behavioral approach." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAB007/document.

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Cette thèse est composée de quatre chapitres qui contribuent à une meilleure connaissance des comportements d’échange des investisseurs individuels et de leur performance. Dans le premier chapitre, nous réalisons la première étude consacrée aux performances de portefeuille des investisseurs individuels français. A partir d’une base de données de plus de 8 millions de transactions réalisées par 56 723 investisseurs, nous montrons que les investisseurs français affichent des rentabilités ajustées au risque négatives sur leurs portefeuilles et font des choix d’investissement pénalisants. De plus,

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6

Tuliozi, Beniamino. "From individuals to groups and back: interaction between individual variation in behaviour and group performance." Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3423187.

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Stark differences in individual behavioural responses are a well-known feature of animal diversity. Even within a social group many distinct strategies coexist, and this variation has been recently found out to play a significant role in resource exploitation, social learning and various collective behaviours. How the entire group performs can therefore depend on various characteristics, all linked to its members’ behaviour and the relationships that connect them. While there are theorical analyses focusing on the consequences of systems where individual variation and group environment influen

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7

Randolph, Adriane B. "Individual-technology fit matching individual characteristics and features of biometric interface technologies with performance /." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-05182007-113229/.

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Thesis (Ph. D.)--Georgia State University, 2007.<br>Title from file title page. Melody Moore, committee chair; Detmar Straub, Veda Storey, Bruce Walker, committee members. Electronic text (166 p. : ill. (some col.)) : digital, PDF file. Description based on contents viewed Nov. 5, 2007. Includes bibliographical references (p. 160-164).

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8

Randolph, Adriane. "Individual-Technology Fit: Matching Individual Characteristics and Features of Biometric Interface Technologies with Performance." Digital Archive @ GSU, 2007. http://digitalarchive.gsu.edu/cis_diss/11.

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Abstract INDIVIDUAL-TECHNOLOGY FIT: MATCHING INDIVIDUAL CHARACTERISTICS AND FEATURES OF BIOMETRIC INTERFACE TECHNOLOGIES WITH PERFORMANCE By ADRIANE B. RANDOLPH MAY 2007 Committee Chair: Dr. Melody Moore Jackson Major Department: Computer Information Systems The term biometric literally means “to measure the body”, and has recently been associated with physiological measures commonly used for personal verification and security applications. In this work, biometric describes physiological measures that may be used for non-muscularly controlled computer applications, such as brain-compute

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9

Warren, Stephanie M. "Individual performance in the Canada goose Branta canadiensis." Thesis, University of East Anglia, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386272.

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10

Jackson, A. C. "Group and individual performance on microcomputer-based problems." Thesis, University of Hertfordshire, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376545.

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11

Shulman, Tirza Elana. "Individual differences in cognitive performance : an affect regulatory approach /." Search for this dissertation online, 2006. http://www.lib.umi.com/cr/ksu/main.

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12

Kanz, Cindy Lynn. "The measurement of process control in individual performance evaluation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ35901.pdf.

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13

Cook, Jill Melanie. "The effects of individual protective equipment on work performance." Thesis, University of Southampton, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242561.

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14

Aguilar, Barrientos Sara. "Cultural intelligence and individual performance in global virtual teams." Doctoral thesis, Pontificia Universidad Católica del Perú, 2018. http://tesis.pucp.edu.pe/repositorio/handle/123456789/12875.

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The purpose of this research was to find the relationship that exists between cultural intelligence and contextual performance, when moderated by cultural diversity in global virtual teams. A sample of 215 employees from a multinational services company was used. Data analysis was performed using a multi-group invariance structural equation model (x2/df% = 1.22, p > .01; RMSEA = .05; CFI = .97; SRMR = .08). There was a positive and significant correlation between cultural intelligence and contextual performance, which led to accept hypothesis 1 (Group 1: H1, Y11=.52, p<.01; Y12=.74, p<..

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15

Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback." Thesis, Virginia Tech, 1993. http://hdl.handle.net/10919/45003.

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16

Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback /." This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10062009-020032/.

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17

Dustin, Susan Lynn. "The impact of negative compensation shocks on individual performance." Diss., University of Iowa, 2009. https://ir.uiowa.edu/etd/2695.

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This study examines the impact of negative compensation shocks on individual performance over time. To do so, performance data over a two year time period were obtained for individuals who remained with their organization after experiencing a reduction in compensation. Using both equity theory and the unfolding model of turnover as theoretical perspectives, the study examines whether the magnitude of the shock matters, whether the individual's pay level affects their reaction to a negative shock, and whether or not the impact of a negative compensation shock dissipates over time. Additionally,

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18

Stack, Petrina Veola. "Comparison of Army Veterans' and Nonveterans' Individual Work Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7255.

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Business managers lack knowledge and understanding of the transferability of Army veterans' individual work performance (IWP) in the private sector, which results in organizations' failure to hire Army veterans who possess strong IWPs. The purpose of this nonexperimental, cross-sectional study was to compare Army veterans' and nonveterans' transferable IWP as defined by task performance (TP), contextual performance (CP), and counter-productive work behavior (CWB). The IWP framework provided the theoretical foundation for this study. The research question examined how veterans' IWPs compared to

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19

Perez, Rebeca. "Individual Executive Characteristics and Firm Performance: Evidence from CEO Narcissism." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22658.

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Narcissism refers to persistent feelings of grandiosity, a need for admiration, and a lack of empathy (American Psychiatric Association 2013). The literature has found narcissism to be associated with individuals making decisions for a firm that fulfill their egos rather than maximize firm value. The literature in psychology, however, suggests that when firms face financial distress, narcissism could be a desirable trait in an individual, enabling the CEO to take the necessary risks and make the necessary decisions for the firm to recover. I study the context under which a firm may benefit fro

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20

Banerji, Ramendra Nath Ron. "The impact of individual performance related pay on industrial relations." Thesis, University of East London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532632.

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Individual Performance Related Pay (IPRP) has become increasingly popular in the public as well as private sector. There have been moves to extend their coverage to the lower reaches of the organisational hierarchy-clerical and administrative staff, skilled and semi skilled manual workers from the narrow to higher managerial bands. IPRP is being prescribed as a strategic tool used as a way of simulating or reinforcing broader organisation transformation. For example IPRP has been mobilised to simulate greater employee commitment, individualise the employment relationship, revitalise the role a

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21

Prins, Henry F. "Developing an individual performance management instrument for Overberg District Municipality." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49909.

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Thesis (MPA)--Stellenbosch University, 2004.<br>ENGLISH ABSTRACT: Overberg District Municipality is required by law to develop and implement a organisational performance management system. This requirement by law is in recognition of the need for government to take real steps to ensure that municipalities effectively deliver on their constitutional mandate. The transformation of local government ushered in a pertinent focus on developing and implementing performance management systems. The researcher experienced that municipalities are at this stage primarily focusing on developing syst

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22

Rosenqvist, Olof. "Essays on Determinants of Individual Performance and Labor Market Outcomes." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-296299.

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Essay 1 (with Oskar Nordström Skans): This paper provides field evidence on the causal impact of past successes on future performances. Since persistence in success or failure is likely to be linked through, potentially time-varying, ability it is intrinsically difficult to identify the causal effect of succeeding on the probability of performing well in the future. We therefore employ a regression discontinuity design on data from professional golf tournaments exploiting that almost equally skilled players are separated into successes and failures half-way into the tournaments (the “cut”). We

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23

Ulman, Sophia Marie. "Gait Variability for Predicting Individual Performance in Military-Relevant Tasks." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/94346.

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Human movement is inherently complex, requiring the control and coordination of many neurophysiological and biomechanical degrees-of-freedom, and the extent to which individuals exhibit variation in their movement patterns is captured by the construct of motor variability (MV). MV is being used increasingly to describe movement quality and function among clinical populations and elderly individuals. However, current evidence presents conflicting views on whether increased MV offers benefits or is a hindrance to performance. To better understand the utility of MV for performance prediction, we

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24

Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.

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Affirmative action to redress past discriminatory practices is being implemented on a growing scale in the world, and is creating more diversity in the workforce of organizations. With the implementation of affirmative action in organizations, dramatic changes in the composition of the workforce takes place, especially at management level. Many leaders and managers have a poor awareness of the impact of changes in workforce composition on individual and organizational performance and its management. The central issue in dealing with workforce diversity is power-sharing. A heightened awareness

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25

SHAW, TYLER HARRISON. "Predicting Vigilance Performance, Stress, and Coping with Individual Difference Measures." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212003114.

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26

Shah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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27

Kingston, Kieran Michael. "Goal-setting : a psychological skill and an individual difference factor." Thesis, Bangor University, 2000. https://research.bangor.ac.uk/portal/en/theses/goalsetting--a-psychological-skill-and-an-individual-difference-factor(5a06bc37-3fde-4030-bdc3-946452277963).html.

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This thesis comprises a collection of research papers within the areas of goalsetting as a psychological skill, and as an individual difference factor (previously interpreted as a personality characteristic). It uses a variety of methodologies and statistical analyses to address pertinent research questions identified from the goalsetting and goal perspectives literature. The first two studies examined the influence of goal-setting practices on performance and associated cognitions. Specifically, the results from the first study provide support for the use of self-referenced goals, while indic

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28

Chaves, Vladson Filgueiras. "Individual values and performance averages leadership: an exploratory study in an industry of foods." Universidade Federal do CearÃ, 2014. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=15490.

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nÃo hÃ<br>This thesis presents a study on individual values, averages leadership and self-reported performance, promoting interest, raising questions and discussions on organizational behavior of the field with respect to these constructs. The main objective It was to identify the value priorities of the middle leaders and relate them to the professional performance, and the methodological procedure to carry out an exploratory-descriptive study, through the application of a survey, which was scaled using questionnaires: SVS individual values and self-reported performance, both on the Likert sc

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29

Neubauer, Rainer M. "Individual differences in nonconscious information processing and performance of complex tasks /." Access abstract and link to full text, 1990. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9022599.

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30

Dybdahl, Andreas. "Source Code Inspection : Measuring the Difference Between Individual and Group Performance." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for datateknikk og informasjonsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-22989.

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The purpose of this study is to examine the relationship between the performances of group efforts versus individual efforts. Study of previous research on software inspection has shown that opinions are divided on whether to have a group work stage in the inspection or not. Initially believed to be beneficial for finding defects in source code it has in more recent years shown to be not as effective as once believed and possibly not worth the cost. This study examines the result of an experiment that conducts a slightly altered version of software inspection where subjects work either solely

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31

Austin, Lydia B. (Lydia Bronwen). "Individual differences in knowledge representation and problem- solving performance in physics." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=41100.

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Concept mapping in college-level physics was investigated. The study was carried out in three parts. First, an attempt was made to validate concept mapping as a method of evaluating student learning at the junior college level (ages 16-21). Several measures were found to be sensitive to differences in students' achievement. Second, the effectiveness of concept mapping as an instructional strategy was investigated. It was found that the strategy led to improvement in multistep problem-solving performance but not in performance on single step problems. Third, the concept maps made by experts in

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32

Jackson, James George. "The relationship between tinnitus, cognitive performance and demands on the individual." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5836.

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This Thesis attempted to first replicate the work of Andersson et al. (2000) to identify possible cognitive decrements in tinnitus sufferers. In addition, a number of trait variables were measured in comparison to a matched control group. It was discovered that the tinnitus population did not differ in terms of any trait, yet still performed worse on a number of cognitive tasks - performing as accurately, but significantly more slowly. It was thus concluded that the presence of the tinnitus interfered with cognition by consuming valuable and finite attentional resources. A second study attempt

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Simmons, Nakisa L. "Identifying environmental and individual factors that influence new nurse graduate performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10239545.

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<p> Nursing leaders continue to voice concerns over new nurse graduates’ performance problems. Gaps in new nurse graduate practice and performance problems have been identified primarily using nursing theoretical models. The key objective of this research was to examine new nurse performance through the lens of a human performance model. Using Gilbert’s (1978) updated Behavior Engineering Model (Chevalier, 2003), this study examined the performance of acute pediatric new nurse graduates with 3-15 months of experience in an urban Northeast United States hospital. The New Graduate Nu

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34

Hayes, Read. "US store detectives : the relationship between individual characteristics and job performance." Thesis, University of Leicester, 2001. http://hdl.handle.net/2381/31257.

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US retailers lose over $30 billion in merchandise annually. Merchants also suffer billions more in losses of cash, supplies, time, equipment, and growing civil liability costs. In order to control these losses, retail companies use a combination of people, programs, and systems. A review of the literature indicates specialised loss prevention employees are an important part of many asset protection programs.;A major interest of managers is improving the efficiency of their crime and loss control processes, including loss prevention store detective programs. Retail managers commonly use job per

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35

Branco, Ana Marta Falua. "O efeito do estilo de tomada de decisão na performance individual." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/20199.

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Mestrado em Gestão e Estratégia Industrial<br>A tomada de decisão assume um papel fulcral na gestão das organizações, sendo na maior parte das vezes considerada como o critério relevante na avaliação da performance individual. O presente estudo tem como primeiro objetivo identificar os estilos de tomada de decisão adotados pelos profissionais de gestão e treinadores de basquetebol portugueses. O segundo objetivo visa compreender se o estilo de tomada de decisão influencia a performance individual, consoante o contexto onde os indivíduos estão inseridos. Os resultados obtidos mostram que a per

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36

Fox, Jeremy. "Individual performance in a piecework setting: an analysis of employee differences." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/74780.

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Incentive pay systems are of interest to both researchers and practitioners as a way to improve employee productivity and efficiency. Past research has considered the design of incentive systems, the effects of systems and costs/benefits to employers. Little consideration has been given to another issue: what characteristics are associated with high incentive pay performers? Research that has considered the effect of personal variables on incentive-rewarded performance has failed to provide a theoretical framework in which findings could be considered, and thus lacks the underlying unity and c

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37

Hill, Nora Sharon. "Virtual team member performance and viability the influence of individual characteristics /." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8119.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2008.<br>Thesis research directed by: Robert H. Smith School of Business. Dept. of Management and Organization. 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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Luotonen, David, and Markus Hasselström. "Subjective and objective performance assessment : Performance pay at Trelleborg Forsheda AB." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9660.

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<p> </p><p>The purpose of this thesis is to understand the opinions and potential effects of objective and subjective assessments of performance as a basis for performance pay for blue-collar workers.</p><p>The study takes a qualitative approach to find out how and why four companies - Trelleborg Forsheda, Finnveden Powertrain, Isaberg Rapid and Parker Hannifin- work with salaries, incentive system and performance assessment the way they do.</p><p>The concept of individual salary is central in this thesis, and individual salary is based on four criteria; capabilities, performance, work demand

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39

Cianciolo, Anna Therese. "Unitary or differentiated ability constructs for describing performance? : investigating individual differences and task characteristics." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29915.

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40

Ioannou, Athina. "Examining the role of mindfulness in mitigating technostress and its negative consequences." Thesis, Brunel University, 2018. http://bura.brunel.ac.uk/handle/2438/16334.

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The proliferation and ubiquity of information technologies (ICTs) have transformed the working environment of organizations, making imperative the engagement of individuals with various technologies for the accomplishment of their work tasks. Although ICTs have offered significant benefits both to individuals and organizations, those advances have come with some costs. Recently, academic literature has shown an increased interest in the dark side or else the negative aspects of technology usage within the workplace, focusing on the stress that individuals experience due to the extended usage o

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41

Ly, Linda. "Performance Appraisal in a Family Business." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605651.

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<p> This qualitative study explored the perceptions of effectiveness of a performance review process at one family business. Ten employees across the firm were interviewed in order to describe the process, identify its strengths and weaknesses, and offer suggestions for improvement. Findings suggest that participants understood the process steps and timing, but had less accurate understanding of the process outcomes. Participants generally perceived the process as fair, helpful, and valuable to their development. Noted strengths included the process design and support from direct managers, exe

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Joshua-Gojer, Ashwini. "The cross-cultural adjustment of self-initiated expatriates and individual work performance." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849667/.

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Globalization in the past few decades has been marked by increased mobility of highly skilled workers from one country to another. Even though self-initiated expatriation is a widespread phenomenon, it is a relatively under-researched phenomenon in the academic literature, especially in an organizational context. Existing literature shows that not all individuals are equally suited to embark on a new life in another country, and self-initiated expatriates (SIEs) could be particularly susceptible to failure since they have no support from a home organization. This study was designed to investig

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Malone, LaToya D. "Individual differences and stress reactions as predictors of performance in pilot trainees." Thesis, Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/4131.

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Coelho, Jose Flavio Guerra Machado, and f. coelho@bigpond com. "SUSTAINABILITY PERFORMANCE EVALUATION MANAGEMENT SYSTEMS MODEL FOR INDIVIDUAL ORGANIZATIONS AND SUPPLY CHAINS." Central Queensland University, 2006. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20060720.094327.

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The title of the research is Sustainability Performance Evaluation Management Systems Model for Individual Organizations and Supply Chains. This research has achieved its aim to develop and demonstrate the practical implementation of a simple and objective sustainability performance evaluation management system model for individual organizations and supply chains. It has resulted in the recognition that a new concept Network of Interested Partners underpins the achievement of sustainability. The term acknowledges the interdependence and reflects the essential cooperation that must be ach

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VALADARES, RODRIGO COPONY. "THE INFLUENCE OF PERFORMANCE MANAGEMENT SYSTEM INTO INDIVIDUAL COMMITMENT IN THE ORGANIZATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=8732@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO<br>Na literatura mais recente da gestão observa-se o crescente discurso ressaltando a importância das pessoas dentro da organização. Como conseqüência, as empresas vêm implementando políticas e práticas que visam elevar o comprometimento e a produtividade de seus empregados. Entre essas ferramentas está o Sistema de Gestão de Desempenho. O presente estudo tem como objetivo investigar a influência dos Sistemas de Gestão de Desempenho no comprometimento dos indivíduos com relação às organizações e às metas estabelecidas. Através de um est

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NIEMEYER, JEANE RODRIGUES LUCENA. "ETHICAL LEADERSHIP AND LMX (LEADER MEMBER EXCHANGE): AN ANALYSIS OF INDIVIDUAL PERFORMANCE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23907@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO<br>CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO<br>Em um contexto marcado por crises políticas, sociais e econômicas, correntes teóricas acerca do tema Liderança assumem nova configuração ressaltando a relevância da ética e moralidade no processo de liderar. Diante do clima de medo e incerteza gerado por essas adversidades (NORTHOUSE, 2010), o grande desafio dos últimos tempos parece ser restabelecer a confiança, esperança e otimismo (AVOLIO e GARDNER, 2005). Este estudo analisou a influência da liderança ética sobre os funcio

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47

Wang, Fang. "Individual Characteristics in Performance Appraisal." Thesis, 2010. http://spectrum.library.concordia.ca/7425/4/Wang_MSc_S2011.pdf.

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Chia-YingTsou and 鄒佳穎. "Employee Perceived High Performance Work System and Individual Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/h5e335.

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碩士<br>國立成功大學<br>國際企業研究所<br>106<br>Until now, sustainable development is the one and only way for all companies to inherit. In addition to providing comprehensive human resources management system within organization, companies also need to cultivate the relationship among employees and create the climate of work environment. When companies establish a suitable series of career development mechanisms and follow-up in the long run, and providing sufficient resources, then employees with high organizational commitment as a matter of course. Employees would identify themselves with organization an

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Silvano, Diogo Teixeira Lourenço Silva. "Do smart homes influence individual performance?" Master's thesis, 2020. http://hdl.handle.net/10362/99856.

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Abstract:

Dissertation presented as the partial requirement for obtaining a Master's degree in Statistics and Information Management, specialization in Marketing Research e CRM<br>The penetration of smart home devices in people’s homes have increased and multiple studies have been done regarding its health, financial and environmental benefits. Given the lack of studies on the psychological and wellbeing benefits, we study if there is an influence of the use of these devices on individual performance, while also studying the main factors influencing the perceived value of this technology. The resul

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Fernandez, Jeffrey Evan. "Coaches' motivational techniques and individual athletic performance." 2005. http://www.oregonpdf.org.

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