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Dissertations / Theses on the topic 'Job distribution'
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Unge, Simon. "Implementing a Eventual Consistency Job Distribution with CouchDB." Thesis, Uppsala universitet, Institutionen för informationsteknologi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-156439.
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The implementation of a job distributer in a distributed system can be a complex task. There is no shared memory or a reliable global clock, and network failures can, and will, occur, making communication between the different nodes of the system complex. To make life easier for the programmer, I have evaluated if CouchDB can be used as tool for reliable communication and synchronization between nodes. The results shows that CouchDB indeed can be used for this purpose. CouchDB takes care of the communication, and guarantees that the nodes will, eventually, get the jobs to execute. With CouchDB as the backbone in a job distributer, the programmer can concentrate of the functionality of the job distributer, and not worry about the need to implement a reliable communication between nodes with all the complexity that comes with it.
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Natarajan, Subramanian. "Dynamic optimization of job distribution on machine tools using time decomposition into constant job-mix stages." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60709.
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This thesis deals with the development, analysis and application of a new method to optimize the allocation of jobs on machine tools. The benefits of this method are derived through time-decomposition of the scheduling horizon.The decomposition scheme is based on the scheduled flow of jobs i.e., the input of jobs to the shop floor and their departure after processing. The partitioning procedure divides the planning horizon into 'stages', or time periods, at which the job-mix remains constant. The optimization of job allocation is carried out within each partition and successive stages are treated sequentially. The dynamic nature of the problem is such that the solution at a stage affects the boundary conditions of the subsequent stage. The Constant Job-Mix Stage (CMS) algorithm developed to solve the job allocation problem, accounts of the setup times and enables one to obtain integer solutions while reducing slack on machines and enforcing due date on jobs.
The application of the algorithm is demonstrated for three different cases. The first two cases focus on single operation jobs and represent two different approaches to scheduling. The third case deals with the assignment of multiple operation jobs to machine tools which are grouped according to processes.
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Martin, Christopher L. "Distribution and procedural justice : effects on satisfaction and commitment." Diss., Georgia Institute of Technology, 1987. http://hdl.handle.net/1853/29169.
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Schröder, Klaus. "Balls-into-bins a paradigm for job allocation, data distribution processes, and routing /." [S.l. : s.n.], 2000. http://deposit.ddb.de/cgi-bin/dokserv?idn=963147307.
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He, Yongjuan. "Optimum population distribution described by dynamic models and controlled by immigration and job creation." Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/26652.
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In this thesis, dynamic mathematical models are constructed to describe the population distribution in Canada based on the model in previous work by Ahmed and Rahim [1].
Numerical results demonstrate that the model population is in close agreement with the actual population. This indicates that the presented model can be used as a valuable tool for describing the dynamics of population distribution. We also demonstrate that by using modern Systems and Optimal Control theory [2], it is possible to formulate optimum immigration and job creation strategies while maintaining population level close to certain pre-specified targets.
An optimization algorithm [2] is then developed based on dynamic programming and gradient algorithm approach. Unknown parameters such as birth rate, death rates and transition rates are estimated and identified. The system model obtained by using the identified parameters is then augmented by adding a fourth equation describing the dynamics of unemployment rate. This model is then used to formulate a control problem with immigration and job creation rates being the decision (control) variables. Using optimal control theory, optimum immigration and job creation policies are determined. Results are illustrated by numerical simulation and they are found to be very encouraging.
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Shuter, Melanie. "The operational implications of service customisation level." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16137/.
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THE OPERATIONAL IMPLICATIONS OF SERVICE CUSTOMISATION LEVEL Customisation offers the opportunity for organisations to capitalise on the many potential benefits to both themselves and to clients, afforded by offering a greater choice of goods and services for customers. Many organisations have implemented increased customisation with the expectation of increased demand and profitability. However a critical analysis of the operational aspects involved in customising services reveals that different levels of customisation have distinct operational needs which render the adoption of different levels of customisation more difficult than is indicated in existing literature. Three distinct degrees of customisation are examined in this study. These are standardisation, medium customisation and high customisation. The study puts forward a comprehensive model which provides an insight into the organisational factors which potentially enable or impede an organisation in introducing different levels of customisation. This model builds on previous studies of factors which impact on the ability of an organisation to deliver customised services. Factors which are included in this model are: (a) the level and type of knowledge, skills and abilities (KSA's) held by employees involved in designing and delivering services (b) the degree of information distribution and exchange between employees and (c) goal clarity for staff involved in delivering the service. Initial case studies conducted in six organisations and a subsequent quantitative study which elicited 101 responses from 21 organisations, revealed that each level of customisation held a distinct configuration of these operational factors. Organisations offering high customisation were characterised by a low degree of information distribution and exchange between employees, a high level of KSA's about the service being provided and low goal clarity for service staff. Organisations offering medium customisation were characterised by a high degree of information distribution and exchange between employees, a moderate level of KSA's about the service being provided and relatively high goal clarity for staff. Organisations offering standardised services were characterised by a low degree of information distribution and exchange between employees, a low level of KSA's required about the service being provided and high goal clarity for staff. By examining the relationship between customisation and the identified operational implications, the study allows us to piece together a multi-faceted viewpoint of the same broad issue, which is answered by the overarching question 'how are organisations enabled to provide different levels of customisation'? This study therefore provides us with a well-rounded insight as to how and why organisations can effectively implement different levels of service customisation.
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Colatat, Mahyulee C. "Estimating Performance Mean and Variability With Distributional Rating Scales: A Field Study Towards Improved Performance Measurement." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1206385486.
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Carlisle, B. T. J. "An evaluation of the effect of lack of availability and poor distribution of information on successful job and organisation design in workers' co-operatives." Thesis, University of Stirling, 1988. http://hdl.handle.net/1893/6506.
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This Thesis documents an exploratory investigation into the effect of poor information management on successful job and organisation design in workers' co-operatives. It was hypothesised that lack of availability and poor distribution of information militate against successful job and organisation design. Since sound information management is imperative for decision making and successful job and organisation design ensures workers satisfaction this study is fully justified. It is important that workers' co-operatives are economically successful and that people enjoy working in them. The topic is particularly important for the workers' co-operative movement because little research has been conducted on the links between information management and job and organisation design. The Thesis summarises the main issues and concepts relevant to the research topic and describes the implications of information management for job and organisation design in workers' co-operatives. The purchasing processes in four workers' co-operatives in Scotland were chosen as the information systems to be studied. Research field work, in the form of a Job Diagnosis Survey was also carried out to establish the links between information management and job and organisation design. Research results have been examined in relation to the participative arrangements one associates with workers' co-operatives. It was found that in addition to information management, other issues have an effect on successful job and organisation design. These include: objectives of each business; Argyris's Theory in Action; Lack of management skills; and poor systems design. This led to a comparison of the four co-operatives studied with the very successful Mondragon Group. Finally the implications of the research results have been discussed in relation to the workers' co-operative movement and to future research by those interested or involved in the movement.
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Ahmetspahic, Emir. "Distributed Computing in Peer-to-peer Networks." Thesis, Linköping University, Department of Computer and Information Science, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2575.
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Concepts like peer-to-peer networks and distributed computing are not new. They have been available in different forms for a long time. This thesis examines the possibility of merging these concepts. The assumption is that non-centralized peer-to-peer networks can be used for effective sharing of computing resources. While most peer-to-peer systems today concentrate on sharing of data in various forms, this thesis concentrates on sharing of clock cycles instead of files.
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Trichy, Ravi Vignesh. "Runtime Systems and Scheduling Support for High-End CPU-GPU Architectures." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338324367.
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Lannemyr, Hanna, and Ellen Bergh. "Arbetsomfördelning inom offentlig sektor : En fallstudie kring hur minskad arbetsbelastning påverkar upplevelsen av stress, motivation och kvalité." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15203.
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Bakgrund och problem: Under de senaste årtiondena har kostnadseffektivisering inom den offentliga vårdsektorn inneburit förändringar vilket ökat arbetskraven i form av fler arbetsuppgifter i förhållande till tillgängliga resurser. Kombinationen av hög arbetsbelastning, tidspress och ökad vårdtyngd är bidragande faktorer till ökad stress, minskad motivation samt bristande kvalité inom vården. Författarna till föreliggande studie ser en avsaknad i forskning kring hur en minskad arbetsbelastning påverkar medarbetares upplevelse av stress, motivation och kvalité, därav behandlar studien detta område. Syfte och metod: Syftet med föreliggande studie är att undersöka medarbetares upplevelser av faktorerna stress, motivation och kvalité efter införandet av en arbetsomfördelning vilket gett en förändrad arbetsbelastning. Genom en kvalitativ metod har författarna till studien med hjälp av semistrukturerade intervjuer undersökt vad konsekvenserna kan bli då en period av hög arbetsbelastning åtgärdas genom en omfördelning av arbetsuppgifter till en minskad arbetsbelastning. Resultat: Före införandet av arbetsomfördelningen beskrev respondenterna en arbetssituation som var tidspressad, hade hög arbetsbelastning, högt patientantal samt att mycket tid lades på arbetsuppgifter som inte direkt rörde patienter och administration vilket är vårdpersonalens kärnuppdrag. Efter arbetsomfördelningen upplevdes förbättringar i arbetsbelastningen då kringuppgifter togs bort från vårdpersonalen. I föreliggande studie framgår att arbetsomfördelningen resulterat i mer fokus på kärnuppdraget samt ökad kontroll över det egna arbetet. Analys och diskussion: De faktorer som tidigare studier lyfter som riskfaktorer är genom arbetsomfördelning inte lika överhängande hos de studerade arbetsgrupperna. Genom en minskad arbetsbelastning visar föreliggande studie att stressnivån har blivit lägre, motivationen har till viss del ökat samt att den upplevda möjligheten att leverera kvalitésäker vård har förstärkts. Slutsats: Genom tidigare studier samt föreliggande studies empiriska material kan det antydas att en minskning i arbetsbelastning ger positiv inverkan på vårdpersonalens upplevelse av stress, motivation och kvalité.Background and problem: Over the past few decades, cost efficiency in the public health sector has resulted in changes, which has increased labor requirements in terms of more tasks in relation to available resources. The combination of high workload, time pressure and increased care loading are contributing factors to increased stress, reduced motivation and lack of quality in health care. The authors of the present study see a lack of research on how a reduced workload affects employees' experiences of stress, motivation and quality, hence the study deals with this area. Purpose and method: The purpose of the present study is to investigate employee experiences of stress, motivation and quality factors following the introduction of a job distribution, which resulted in a change in workload. Through a qualitative method, the authors of the study, using semistructured interviews, examined what the consequences may be when a period of high workload is remedied by redistributing tasks to a reduced workload. Results: Before the introduction of the job distribution, respondents described a workload that was time-stressed, had high workload, high patient numbers, and a lot of time spent on tasks that did not directly affect patients and administration, which is the healthcare personnel's core assignment. With the job distribution, improvements in workload were experienced when circumcision data was removed from healthcare personnel. The present study shows that the job distribution resulted in more focus on the core assignment and increased control over their own work. Analysis and discussion: The factors that previous studies raise as risk factors are not as consistent with the workgroups through job distribution. Due to a reduced workload, the present study shows that stress levels have been lower, motivation has grown to a certain extent, and that the perceived opportunity to deliver quality assurance has been strengthened. Conclusion: Through previous studies and empirical material of the present study, it can indicate that a reduction in workload gives a positive impact on the healthcare personnel's experiences of stress, motivation and quality.
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Dude, David Joseph. "Organizational commitment of principals: The effects of job autonomy, empowerment, and distributive justice." Diss., University of Iowa, 2012. https://ir.uiowa.edu/etd/2863.
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Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and turnover; particularly amongst K-12 school principals. A principal of a school is much like the CEO of a company. Principals impact schools in many ways. They supervise staff, develop culture, implement and enforce rules, guide instruction and ensure that all students receive a quality education. The United States is facing a shortage of principals. Many principals are nearing retirement age. Others are simply choosing to leave the profession. In many cases there are shortages of applicants and/or qualified candidates for available positions. Many teachers hold administrative credentials but, for various reasons, choose not to pursue the principalship. School systems are facing difficulties filling principal positions. One potential solution is to endeavor to keep current principals on the job. Organizational commitment is highly correlated with intent to stay; promoting the suggestion that schools may retain principals for longer periods where organizational commitment is significantly higher.
This study focuses on the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment. The study uses data from a web-based survey of 1,078 principals. The data were collected from K-12 principals in the Midwest United States. The sample includes elementary and secondary principals from public, private/parochial schools, and charter schools. Hypotheses regarding the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment were tested using multiple regression and path analysis. Increases in each of these variables were found to be significantly associated with increases in organizational commitment. In addition, some support was found for the moderating effects of distributive justice and demographic variables on the relationship between job autonomy and organizational commitment, and on the relationship between psychological empowerment and organizational commitment. Implications for those who supervise principals are discussed. For instance, principals may be provided latitude and discretion in terms of the scheduling and sequencing of supervisory work, and may employ consultative, mutual-means approaches in principal evaluation. School systems should, moreover, provide appropriate professional development in order to increase feelings of self-efficacy. Recommendations for future research are also suggested, including replicating the study in other regions and with other organizational types, as well as including other variables, such as perceived organizational support, resistance to change, conflict, and teamwork.
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Hilbrich, Marcus. "Jobzentrisches Monitoring in Verteilten Heterogenen Umgebungen mit Hilfe Innovativer Skalierbarer Methoden." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2015. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-167045.
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Im Bereich des wissenschaftlichen Rechnens nimmt die Anzahl von Programmläufen (Jobs), die von einem Benutzer ausgeführt werden, immer weiter zu. Dieser Trend resultiert sowohl aus einer steigenden Anzahl an CPU-Cores, auf die ein Nutzer zugreifen kann, als auch durch den immer einfacheren Zugriff auf diese mittels Portalen, Workflow-Systemen oder Services. Gleichzeitig schränken zusätzliche Abstraktionsschichten von Grid- und Cloud-Umgebungen die Möglichkeit zur Beobachtung von Jobs ein. Eine Lösung bietet das jobzentrische Monitoring, das die Ausführung von Jobs transparent darstellen kann. Die vorliegende Dissertation zeigt zum einen Methoden mit denen eine skalierbare Infrastruktur zur Verwaltung von Monitoring-Daten im Kontext von Grid, Cloud oder HPC (High Performance Computing) realisiert werden kann. Zu diesem Zweck wird sowohl eine Aufgabenteilung unter Berücksichtigung von Aspekten wie Netzwerkbandbreite und Speicherkapazität mittels einer Strukturierung der verwendeten Server in Schichten, als auch eine dezentrale Aufbereitung und Speicherung der Daten realisiert. Zum anderen wurden drei Analyseverfahren zur automatisierten und massenhaften Auswertung der Daten entwickelt. Hierzu wurde unter anderem ein auf der Kreuzkorrelation basierender Algorithmus mit einem baumbasierten Optimierungsverfahren zur Reduzierung der Laufzeit und des Speicherbedarfs entwickelt. Diese drei Verfahren können die Anzahl der manuell zu analysierenden Jobs von vielen Tausenden, auf die wenigen, interessanten, tatsächlichen Ausreißer bei der Jobausführung reduzieren. Die Methoden und Verfahren zur massenhaften Analyse, sowie zur skalierbaren Verwaltung der jobzentrischen Monitoring-Daten, wurden entworfen, prototypisch implementiert und mittels Messungen sowie durch theoretische Analysen untersuchtAn increasing number of program executions (jobs) is an ongoing trend in scientific computing. Increasing numbers of available compute cores and lower access barriers, based on portal-systems, workflow-systems, or services, drive this trend. At the same time, the abstraction layers that enable grid and cloud solutions pose challenges in observing job behaviour. Thus, observation and monitoring capabilities for large numbers of jobs are lacking. Job-centric monitoring offers a solution to present job executions in a transparent manner. This dissertation presents methods for scalable infrastructures that handle monitoring data of jobs in grid, cloud, and HPC (High Performance Computing) solutions. A layer-based organisation of servers with a distributed storage scheme enables a task sharing that respects network bandwidths and data capacities. Additionally, three proposed automatic analysis techniques enable an evaluation of huge data quantities. One of the developed algorithms is based on cross-correlation and uses a tree-based optimisation strategy to decrease both runtime and memory usage. These three methods are able to significantly reduce the number of jobs for manual analysis from many thousands to a few interesting jobs that exhibit outlier-behaviour during job execution. Contributions of this thesis include a design, a prototype implementation, and an evaluation for methods that analyse large amounts of job-data, as well for the scalable storage concept for such data
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Soga, Thabile. "Exploring the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015062.
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The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.
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Brown, Judith May Octavia. "Telecommuting: The Affects and Effects on Non-Telecommuters." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/26585.
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Telecommuting is a significant workplace innovation that allows an increasing portion of the work force to work from home or work at a location remote from the central workplace at least one-day a week. Previous studies (Bélanger, 1999; Pinsonneault & Boisvert, 2001; Potter, 2003) have outlined that the reasons for the growth of this phenomenon are found in its perceived benefits for both the telecommuter and their employer: improved productivity, organizational loyalty and belonging, job satisfaction, savings of office space, increased flexibility, improved employee morale and employee retention and attraction.
Telecommuting literature has provided models and theories about telecommuting concentrating mainly on the telecommuterâ s experiences and perspective. However, the ramifications of this practice have a broad range of potential impacts not only on the telecommuter, but also other parties in the work unit. Despite the tremendous growth in telecommuting, relatively few empirical studies (Duxbury & Neufield, 1999; Golden, 2007; Watson-Fritz, Narasimhan, and Rhee, 1998) have directly examined the creeping affect and effect of the telecommuting challenges on others in the work unit. Few studies (Bailey & Kurland, 2002; Cooper & Kurland, 2002; Golden, 2007; McCloskey & Igbaria, 2003) have investigated it from the non-telecommutersâ perspective and how it affects their work outcomes and their attitudes More importantly, no earlier studies were found that had ever investigated the effects of the telecommuting arrangement on the non-telecommuter from the organizational justice perspective, and how this affects the non-telecommuterâ s job satisfaction. This study empirically examined the affects and effects of telecommuting on non-telecommuters, and within that context, examined the extent to which organizational justice perspectives affected job satisfaction. Major findings of the study revealed that : (a) the accessibility of the telecommuter is key, even if they are working offsite, (b) job type/position plays an important role in the selection process or in some non-telecommutersâ decision to opt out of telecommuting, (c) there was lack of awareness of a formal telecommuting policy or understanding of how the policy was applied, (d) selection procedures can be biased and unfair, and (e) some non-telecommuters experienced envy and jealousy, frustration, resentment, anxiety, unfairness and anger towards telecommuting colleagues.
The results of the study also revealed that interpersonal/interactional, and distributive justice both explained the statistically significant variance in non-telecommutersâ job satisfaction. However, interpersonal/interactional justice (which focuses on the quality of interpersonal treatment individuals receive) explained a stronger statistically significant variance in the job satisfaction of non-telecommuters.Ph. D.
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Zheng, Yahong. "Supply chain management under availability & uncertainty constraints." Thesis, Ecole centrale de Lille, 2012. http://www.theses.fr/2012ECLI0019/document.
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Le management de la chaîne logistique concerne un large éventail d’activités. Nombreuses ceux qui ont un caractère incertain apportant souvent des conséquences inattendues. Malgré cela, l’incertitude est fréquemment non considérée dans la gestion de la chaîne logistique traditionnelle. En plus de l’incertitude, l’indisponibilité des ressources augmentera la complexité du problème. En prenons en compte les contraintes d’incertitude et de disponibilité nous étudions le management de la chaîne logistique selon différents aspects. Cette thèse représente une tentative de recherche afin d’aborder ce problème d’une façon systématique et complète et nous espérons que notre travail contribuera aux futurs travaux de recherche et sera utile aux gestionnaires de la chaîne logistique. Nous nous concentrons sur trois sources classiques de l’incertitude ; celle de la demande, celle la fabrication et celle liée à la distribution. Pour chaque source d’incertitude, nous analysons ses causes et ses impacts sur les performances de la chaîne logistique. L’incertitude est spécifiée dans des problèmes classiques concrets et des approches sont proposées pour les résoudre. Nous nous sommes également focalisés sur le problème bi-niveau de vendeur de journaux qui représente une chaîne logistique miniature, concerné par une double incertitude. Les méthodes utilisées offrent une bonne démonstration du traitement des variables incertaines dans les problèmes de décisionSupply chain management involves a wide range of activities. Among most of them, uncertainty exists inherently and always brings some consequence not expected. However, uncertainty is not considered much in conventional supply chain management. In the case where availability of resources is not what we expect, complexity of supply chain management increases. Taking constraints of uncertainty and availability into account, we aim to discuss supply chain management from different aspects. This thesis is an attempt of systematic and complete research from this point and we would like to offer some references to researchers and managers in supply chain. We focus on three classic sources of uncertainty: demand, manufacturing and distribution. For each source of uncertainty, we analyze its cause and its impact to the performance of the supply chain. Uncertainty is specified into concrete classic problem and an approach is proposed to solve it. Furthermore, bi-level newsboy problem as a miniature of supply chain, is focused under double uncertain environment. Treating uncertain variables is actually a treatment on operational level. The methods used offer good demonstration in treating uncertain variables in decision problems
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Seo, Jae Young. "Job involvement of part-time faculty: exploring associations with distributive justice, underemployment, work status congruence, and empowerment." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/5057.
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For decades, higher education institutions have been increasingly reliant upon part-time faculty. As the role of part-time faculty in colleges and universities has evolved and gained prominence, it is increasingly important to gain a deeper understanding of their perceptions of job involvement considered as potential predictor of turnover and absenteeism.
There are very few studies focusing on part-time faculty. Available research tends to be concerned with inequality in terms of income, benefits, working conditions, and opportunities for career advancement compared to full-time faculty, while perceptions of how distributive justice among part-time faculty members might be associated with their perceived levels of job involvement remain comparatively neglected. This study focused on exploring relationships between job involvement and other job-related variables, including perceived levels of distributive justice; whether or not part-time work status was voluntary or involuntary, or the position was primary or non-primary. Perceived levels of overqualified underemployment and perception of empowerment were also considered.
The study population was drawn from an existing database. The target population of the study was 165 part-time faculty members in the continuing education field at higher education institutions in the United States. OLS regression, ANOVA, and path analysis were utilized to explore the relationships between job involvement and the other job-related variables among part-time faculty in the study.
The analyses revealed that whether or not part-time work was voluntary, and the position was primary or non-primary did not significantly influence levels of job involvement. Furthermore, perceived distributive justice did not affect part-time faculty job involvement significantly. Levels of perceived distributive justice among part-time faculty members only influenced job involvement through empowerment. Empowering part-time faculty appears to be an essential element in efforts to enhance perceived levels of job involvement among part-time faculty.
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Carrasco, Heather. "THE IMPORTANCE OF FIT: FOSTERING JOB SATISFACTION AND RETENTION IN EARLY CHILDHOOD EDUCATORS." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/861.
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The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct in a model. A third objective is to explore the role of person-organization fit (P-O fit) and person-job fit (P-J fit) as mediators. Prior research has examined fit a mediator for the K-12 teacher population but it has not been explored in ECEs. The last objective of this study is to investigate distributive justice on career outcomes through P-O fit and P-J fit. Data for the study were collected from a community-based sample. The participants were teachers that worked in the field of early childhood education. Our findings show educators’ motivation and perceptions of organizational justice have a considerable impact on their career outcomes. Our results provide support for the mediation model that we hypothesized. This study can also assist in the selection of early childhood educators by utilizing the intrinsic motivation to work with children to identify which educators are intrinsically motivated and assess their fit as it relates to a specific organization.
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Sarmento, Catarina Vargas de Oliveira de Moraes. "Avaliação de desempenho de perfis comerciais : impacto na satisfação e no turnover." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14268.
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Mestrado em Gestão de Recursos HumanosO presente trabalho pretende realizar uma análise da relação entre a Avaliação de Desempenho e a Satisfação no Trabalho e as intenções de Turnover. Esta análise será realizada para perfis comerciais. Em termos metodológicos foram recolhidos 130 questionários em 2017, tendo por base 5 escalas (Voz Instrumental, Voz Não-Instrumental, Justiça Distributiva, Satisfação, e Intenções de Turnover). A análise fatorial da escala de Satisfação revelou a existência de 4 dimensões (Satisfação com a conversa, Satisfação com a preparação, Motivos de Insatisfação e Consequências). Realizamos a análise de correlação das três variáveis consideradas como independentes (Voz Instrumental, Voz Não-Instrumental, Justiça Distributiva) com as variáveis consideradas dependentes (Satisfação e Turnover) e concluímos que: (i) a Voz Instrumental está positivamente associada à satisfação com a conversa e à satisfação com a preparação e negativamente associada com as intenções de turnover, (ii) a Voz Não-Instrumental está positivamente associada com a satisfação com a conversa e a satisfação com a preparação, mas não está significativamente associada com as intenções de turnover e (iii) a Justiça Distributiva está positivamente associada à satisfação com a conversa e à satisfação com a preparação e negativamente associada com as intenções de turnover.
This thesis intends to perform an analysis of the relationship between the performance evaluation, and the job satisfaction and turnover intentions. This analysis will be applied to commercial. In methodological terms, 130 questionnaires were collected in 2017, based on 5 scales (Instrumental Voice, Non-Instrumental Voice, Distributive Justice, Satisfaction and Turnover Intentions). The factorial analysis of the Satisfaction scale revealed the existence of four dimensions (Satisfaction with the conversation, Satisfaction with preparation, Reasons for dissatisfaction and Consequences). We conducted an analysis of correlations of the three variables considered as independent (Instrumental Voice, Non-Instrumental Voice, Distributive Justice) with variables considered dependent (Satisfaction and Turnover) and we conclude that: (i) Instrumental Voice has a positive influence on satisfaction with conversation and with preparation and a negative influence in the turnover intentions, (ii) Non-Instrumental Voice positively influences a satisfaction with a conversation, a satisfaction with a preparation and the turnover intentions (iii) Distributive Justice positively influences a satisfaction with the conversation and with preparation and negatively affects the turnover intentions.
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Hamman-Fisher, Desireé Ann. "The relationship between job satisfaction and organisational justice among academic employees in agricultural colleges in South Africa." Thesis, University of the Western Cape, 2009. http://hdl.handle.net/11394/2688.
Full textAbstract:
Magister Administrationis - MAdminIn an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.
South Africa
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Šimkevičienė, Daina. "DIDMENINĖS PREKYBOS ĮMONĖS IR JOS ATSTOVAUJAMŲ PREKIŲ ŽENKLŲ ŽINOMUMO VAIDMUO FORMUOJANT VERTYBINĮ PASIŪLYMĄ DARBUOTOJAMS." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080529_143602-99027.
Full textAbstract:
Šimkevičienė, D. (2008) Didmeninės prekybos įmonės ir jos atstovaujamų prekių ženklų žinomumo vaidmuo formuojant vertybinį pasiūlymą darbuotojams. Magistratūros baigiamasis darbas. Vilnius: ISM Vadybos ir ekonomikos universitetas.
Darbo tikslas – Nustatyti didmeninės prekybos įmonės ir jos atstovaujamų prekės ženklų žinomumo reikšmę renkantis didmeninės prekybos įmonę, kaip darbdavį.
Darbo dalys. Pirmajame darbo etape atlikta mokslinės literatūros analizė ir apibendrinimas. Joje išnagrinėta darbdavio, kaip prekės ženklo žinomumo vertė esamiems ir potencialiems darbuotojams. Taip pat darbuotojų įsitraukimo į darbdavio prekės ženklo kūrimą svarba ir prekių ženklų architektūros tipai. Šio etapo rezultatas – nustatyti patrauklaus darbdavio prekės ženklo kūrimo atributai ir įvardintas prekių ženklų architektūros tipas atitinkantis didmeninės prekybos įmones.
Antrajame šio darbo etape empiriniu tyrimu nustatyta kokį svorį didmeninės prekybos įmonės darbdavio pasiūlymo krepšelyje sudaro kompanijos ir jos atstovaujamų prekės ženklų žinomumas.
Rezultatai. Tyrimas leido nustatyti ir įvertinti didmeninės prekybos įmonės ir jos atstovaujamų prekės ženklų žinomumo santykinį suvokiamą naudingumą renkantis didmeninės prekybos įmonę, kaip darbdavį, bei per matuotus atributus įvertinti kompanijos ir jos atstovaujamų prekių ženklų žinomumo lygius, kurie buvo išreikšti per atlyginimo dydį procentais.
Darbo mokslinė reikšmė. Išnagrinėti iki šiol mažai tirti ryšiai tarp didmeninės prekybos įmonės... [toliau žr. visą tekstą]Šimkevičienė, D. (2008) The role of brand recognition and brands representing a distribution company in modelling employee value propositions. Final Master‘s Thesis. Vilnius: ISM University of Management and Economics. Objective of the Thesis: to identify the significance of brand recognition and brands representing a distribution company in selecting a distribution company as an employer. Parts of the Thesis. The first phase of the Thesis included the analysis of scientific literature and summary. During this phase, the analysis of an employer’s value as brand recognition for current and potential employees was executed. The importance of involvement of employees into the employer’s branding, and types of brand architecture were highlighted. The outcome of this phase of the Thesis is: identification of attributes an engaging employer branding; specification of the type of brand architecture complying with the distribution companies. During the second phase of the Thesis the empiric survey provided for specification of standing of a company’s brand recognition and representing brands in the employer’s package offer of a distribution company. Outcomes. The survey provided for the identification and evaluation of relative perceptible utility of brand recognition and brands representing a distribution company in selecting a distribution company as an employer; and evaluation, through the measured attributes, the levels of brand recognition and brands representing a company... [to full text]
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Šiuipys, Nerijus. "Priežemio ozono koncentracijos sklaida Kauno mieste ir jos ryšys su meteorologinėmis sąlygomis." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20090810_112539-45872.
Full textAbstract:
Viena didžiausių problemų, atsirandančių dėl oro taršos miestų ore, yra tarša, sukelta fotocheminių oksidantų, tarp jų, ir priežemio ozono.
Darbo tikslas: nustatyti priežemio ozono koncentracijos sklaidą Kauno mieste ir jos ryšį su meteorologinėmis sąlygomis.
Tyrimai buvo vykdomi 2006 - 2009 metais. Darbo objektas - Kauno miestas. Visoje miesto teritorijoje priežemio ozono koncentracija buvo matuota 10 skirtingų matavimo vietų. Ozono koncentracijai nustatyti buvo naudotas „Aeroqual 300 Series” ozono matuoklis. Priežemio ozono koncentracija buvo matuota vidudienį nuo 12 iki 14 ir vakare nuo 17 iki 19 valandos. Kiekvienoje vietoje buvo atlikta nuo 4 - 6 matavimų, kiekvieno sezono metu.
Tyrimų metu nustatyta, kad priežemio ozono koncentracijos pasiskirstymas kiekvieno sezono metu yra skirtingas. Didžiausia vidutinė sezoninė priežemio ozono koncentracija buvo nustatyta pavasario - vasaros sezonų metu (72 g/m3), o mažiausia žiemos sezono metu (7 g/m3). 2009 m. pavasario sezono metu Vileikos g., prie GMF nustatyta didžiausia vienkartinė priežemio ozono koncentracija (128 g/m3).
Buvo vertintas priežemio ozono koncentracijos ryšys su meteorologinėmis sąlygomis ir azoto oksidų (NOx) koncentracija. Gauti rezultatai parodė, statistiškai reikšmingą teigiamą ryšį tarp ozono koncentracijos ir temperatūros (r = 0,73; p = 0,00) ir NO2 koncentracijos (r = 0,48; p = 0,03). Tai rodo, kad didėjant temperatūrai ir NO2 koncentracijai, didėja ir priežemio ozono koncentracija. Tarp priežemio... [toliau žr. visą tekstą]One of the major problems resulting from air pollution of the urban area, is the pollution caused by photochemical oxidants, among their, ground level ozone. The aim of this work was to assess distribution of ground level ozone concentration in Kaunas and its relationship to meteorological situation. Measurements was carried out in 2006 - 2009. Object of work has been selected Kaunas city. Throughout the city area ground level ozone concentration was measured by a sampling scheme for the 10 different measurement points. For determinate of ground level ozone concentration, we used ozone quality monitor „Aeroqual 300 Series“. Ground level ozone concentration was measured at midday from 12 to 14 and in the evening from 17 to 19 hours. Each site was carried out from 4 - 6 measurements. Study rezults revealed, that ground level ozone concentration distribution of each season is different. The maximum average ozone concentration was found in spring - summer season (72 g/m3), and the lowest in winter season (7 g/m3). The higher ground level ozone concentration episode (128 g/m3) was stated in spring season in 2009 year. Relationship between ground level ozone concentration and meteorological situations and nitrogen oxides (NOx) concentration was evaluated. The results showed statistically significant positive relationship between ozone concentration and temperature (r = 0,73; p = 0,00) and NO2 concentration (r = 0,48; p = 0,03). Between ground level ozone concentration and wind... [to full text]
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Feucht, Frederick J. "The distributional impact of the Jobs and Growth Tax Relief Reconciliation Act of 2003: a longitudinal study of the marriage penalty tax." Texas A&M University, 2004. http://hdl.handle.net/1969.1/3259.
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This dissertation quantifies the magnitude of the marriage penalty tax and
measures its distributional effects on the general population. Estimates of the marriage
penalty tax were calculated based on the effects of the most recent tax act on all
taxpayers according to class of income. The study measures the distribution of the
marriage penalty tax using income tax data for the year 2000 and projects changes that
result from the Jobs and Growth Tax Relief Reconciliation Act of 2003. Data for
analysis was obtained from the Internal Revenue ServiceÂs Statistics of Income (SOI)
database and the Census BureauÂs year 2000 Current Population Survey (CPS) database.
On signing the new tax act, President Bush said that the current tax code frequently taxes
couples more after they get married and that the marriage tax contradicts American
values and any reasonable sense of fairness. However, even after passage of the new tax
act, results of the study indicate that while the marriage penalty tax is reduced, it
continues to negatively affect the American family.
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Lai, Wey-Bin, and 賴文斌. "The Analysis of the Job-Residence Distribution in Taiwan." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/96974979418025113796.
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chiu, hsin-chih, and 邱信智. "An Analysis of Metropolitan Commuting-Job Distribution Pattern in Taiwan." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/58254503067734341831.
Full textAbstract:
碩士逢甲大學
建築及都市計畫研究所
88
It ia commonly acknowledged that single core pattern is the dominant trend of metropolitan development in Taiwan. However, from recent studies, a tendency of multi-core pattern is frequently observed. In addition, internal commuting and employment redistribution are closed connected as a metropolitan area develops. Nothing that the size of a metropolitan area is usually subjects to personal discretion, in the past studies. It may cause difficulties in comparing the development patterns of metropolitan areas. In this study the size of a metropolitan area is grouped, based upon the criteria set by the Government Statistical Office. The objective is to compare the trends of metropolitan development and the interacting patterns of commuting and employment redistribution between 1980and 1990. From the analysis results, it clearly shows that a multi-core pattern is emerging. Moreover, different metropolitan area may be in different stages and it is roughly coincided with the Friedmann model.
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Yang, Tsung-chi, and 楊宗棋. "A Study on Commuting-Job Distribution Pattern of Local Living Perimeters in Taichung Metropolitan District." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/84074664379355410394.
Full textAbstract:
碩士逢甲大學
建築與都市計畫所
92
The trend of urban development are displayed by the spatial distribution of the activities of commuting employment, which cause problems of residences, traffic, employment and utilization of lands. The development of the urban area drives every hierarchy city to connect ardently and interact with each other closely, forming the inter-dependency among hierarchy cities. However, most literatures urban studies are partial to the urban studies whose spatial units are defined by administrative districts, and few are studied on the impacts that the commuting employment has on urban area. Therefore, the essay make its effort to study the spatial development in the example of the Taichung urban area in terms of the pattern of population distribution and commuting employment of living perimeters. To explore the impacts of commuting employment on the development of each class city, the study, using living perimeters established by the Taiwan central district development plan(1987) as spatial units, utilizes demographic and commuting employment information to observe the spatial development of the Taichung urban area raised by the spatial distribution of commuting employment in every living perimeters, and discusses the pattern of employment and the direction of the development of regional industries by analyzing the industrial structure of every living perimeters. Based on the quantitative information the study has acquired from every living perimeters and the result of analysis in using spatial indicators such as A p、X j、N j, one can concur that a central city still tends to be the center of transport in a living perimeters, and the living perimeters are inclined to expand, and that the city core of the Taichung urban area is getting tied to peripheral satellite cities and is interacting more and more with the sub-cores. The study also finds that the closer the towns are to the sub-cores, the heavier their transport of commuting are and the more frequent their interactions becomes. Meanwhile, according to the study, the rates of commuting out of the district increases and the interactions between the Taichung urban area and other urban areas tend to increase year by year. Through analysis based on spatial Gini coefficients, specialization coefficient and location quotient, industrial activities of every living perimeters tend to be complementary to one another, and the tertiary industry is the dominant pattern of employment in the central city and tend to be more specialized, whereas the secondary industry tends to concentrate on specific regions. Through the observation of the transitions of spatial distribution of main core and sub-core of employment produced by commuting employment activities, the study finds that the coexistence of polarization effect and trickling effect of urban core and sub-core form the liaison system between the two cores, and that the spread effect of the core drives the adjoining living perimeters of the Taichung harbor to form obvious distribution of systematic space, and that commuting activities tend to be parallel to the direction of development of the cores. Every hierarchy cities of Taichung urban area has evolved to the pattern of systematic development, connections between every hierarchy cities tend to be close, which seems to have entered the early period of the fourth stage of urban development. The development verifies the Friedman’s development model of urban development. Key words: local living perimeters, polarization effects, trickling effects, metropolitan development, Friedman’s development model.
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Gentile, Francesco. "Material flow control in a sequence dependent job shop via order release and dispatching mechanisms." 2008. http://hdl.handle.net/10106/1037.
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Schröder, Klaus [Verfasser]. "Balls-into-bins : a paradigm for job allocation, data distribution processes, and routing / von Klaus Schröder." 2000. http://d-nb.info/963147307/34.
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Shiu, Shiang-liang, and 徐祥亮. "Using Functional Job Analysis in Performance Evaluation and Compensation Assessment—An Empirical Study for a Distribution Center." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/94qh7t.
Full textAbstract:
碩士朝陽科技大學
工業工程與管理系碩士班
91
The purpose of this study is to investigate the performance and compensation appraisal system of an organization by using job analysis. The technique of Functional Job Analysis (FJA) is used to calculate the performance score of a job in terms of three indexes: data, people, and things. Regression analysis is conducted, with performance score and years of service as independent variables and salary as dependent variable, to identify the salary structure of an organization. The result shows that years of service is insignificant in this regression model. Our explanation is that the content of a job usually gets more complicated as the job-holder stays in the company longer, and the performance score would have well reflect the complexity of the job. The revised regression model demonstrates very high fitness, which indicates that the compenxation appraisal system is fair in our stuying case. Our regression model can serve as a prediction tool for companies to appraise and determine the salary of a new employee.
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KAO, YU-TING, and 高于婷. "A Study of the Influence of Administrative Job Distribution Satisfaction on School Organizational Climate and Teacher’s Organizational Commitment." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/10774668942673920067.
Full textAbstract:
碩士國立臺南大學
教育學系學校經營與管理教學碩士班
105
According to the researches before, there are many factors which can affect the organizational climate and teacher’s organizational commitment. However, there are no reseaches which are about the relation between administrative job distribution satisfaction and these two factors. Moreover, the public primary schools need teachers to be in many administrative posts in order to facilitate the administration system in school. However, the administrative distribution system in different schools varies. Therefore, it causes the teacher’s satisfaction problem about the system. Thus, this study introduces the administrative job distribution satisfaction in order to explore the relation between the school organizational climate and teacher’s organizational commitment. The target of this study is elementary school teachers of Tainan City. This study adopted purposive sampling method to extract 402 teachers to do questionnaire survey. 385 valid questionnaires were collected. Statistical analysis was performed with AMOS and SPSS in order to do the descriptive statistical analysis, reliability and validity analysis, Pearson product difference correlation analysis and multiple regression analysis. The main findings of this study are as follows: First, the administrative job distribution satisfaction will positively affect the teacher’s organizational commitment. Second, the administrative job distribution satisfaction will positively affect the school organizational climate. Third, the school organizational climate will positively affect the teacher’s organizational commitment. Fourth, the administrative job distribution satisfaction has the indirect effect on teacher’s organizational commitment through school organizational climate, namely school organizational climate has a mediated effect in the relation between the administrative job distribution satisfaction and teacher’s organizational commitment. Fifth, the procedural satisfaction of the administrative job distribution has the indirect effect on teacher’s organizational commitment through the relation between teachers and teachers, namely the relation between teachers and teachers has a mediated effect in the relation between the procedural satisfaction of the administrative job distribution and teacher’s organizational commitment. Sixth, the procedural satisfaction of the administrative job distribution has the indirect effect on teacher’s organizational commitment through the relation between teachers and directors, namely the relation between teachers and directors has a mediated effect in the relation between the procedural satisfaction of the administrative job distribution and teacher’s organizational commitment. Seventh, the outcome satisfaction of the administrative job distribution has the indirect effect on teacher’s organizational commitment through the relation between teachers and teachers, namely the relation between teachers and teachers has a mediated effect in the relation between the outcome satisfaction of the administrative job distribution and teacher’s organizational commitment. Eighth, the outcome satisfaction of the administrative job distribution has the indirect effect on teacher’s organizational commitment through the relation between teachers and directors, namely the relation between teachers and directors has a mediated effect in the relation between the outcome satisfaction of the administrative job distribution and teacher’s organizational commitment. Finally, the researchers make recommendations for educational administration, school practitioners and academic research based on the above findings.
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張芊郁. "Relationship among Forced Distribution criteria, Organizational Justice and Job Satisfaction : A Case Study in a Taiwanese State-Owned Bank." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/d7k7p7.
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碩士國立政治大學
企業管理研究所(MBA學位學程)
107
The open position in the Bank industry is always called “ golden bowl”, the average of salary, the working environment, or the company benefits are all better than other industries. According to the statistics from the Directorate-General of Budget, Accounting and Statistics, Executive Yuan, the average monthly salary of each employee in “Finance and Insurance” industries is significant higher than in “Information and Communication Technology” and “Health Care Assistance“. Moreover, with the growing in global economic and overall employee income, salary is not the only object employee pursues. How to improve the career benefits becomes more and more important. Among the career benefits is promotion system. The Forced Distribution is used on performance review in Bank industry. During the performance appraisal, performance is not the only parameter; Forced Distribution is also one of the considerations. The Forced Distribution may somehow causes various opinions from employees; therefore, affecting on the employee satisfaction. This study is to explore the principle of the Forced Distribution agrees with employees’ understandings, and the relationship between the Forced Distribution, Organizational Justice and Job Satisfaction. This study is limited to those employees who are not at management level and current working in this business bank. With 200 random samples, the content of this survey includes the distribution principle of performance review, the correlation between the fairness and the employee satisfaction.
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Aldashev, Alisher [Verfasser]. "Theory of job search : unemployment participation tradeoff and spatial search with asymmetric changes of the wage distribution / vorgelegt von Alisher Aldashev." 2008. http://d-nb.info/987519360/34.
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Chen, Chien-yu, and 陳芊妤. "The Effects of Distribution and Proccedural Fairness on Supervisor Trust and Job Involvement-the Moderating Effects of Relationships between Supervisor and Subordinate." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/m7t653.
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Hsiao, Wen-Chao, and 蕭文超. "The study of the relationship between organizational change perception, organizational commitment, and job performance- take distribution & service division of Taiwan Power Company." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/da4b89.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
104
The purpose of this study was to understand the perception distribution & service division of Taiwan Power Company employees for organizational change, organizational commitment and job performance situations，Hoping related problems of analysis，Discussion distribution & service division of Taiwan Power Company employees during organizational change，Relevance and impact of related organizational commitment and job performance among，The goals of this study are as follows: 1.Perception of the organization''s commitment to study the effect of organizational change 2.Discussion of organizational commitment affect job performance for 3.Perception of the organization''s commitment to study the effect of organizational change employees This study used questionnaires，Issued a total of 320 questionnaires，287 valid questionnaires parts，Using SPSS 20.0 statistical software，Factor analysis、Reliability Analysis、related analysis、T-test、ANOVA and regression analysis To verify the hypothesis of this study， The results of this study are shown as follows: 1.Organizational change perception for some significant organizational commitment Related. 2.Organizational commitment to job performance has a significant part of the relevant. 3.Organizational change perception for some significant job performance related.
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Govender, Remone. "A case study of factors contributing to discipline problems of security officers : Eskom distribution centres, KwaZulu-Natal North Coast region." Diss., 2014. http://hdl.handle.net/10500/13509.
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Private security forms part of a key strategy component in South Africa in terms of the alignment of the safety and security sector. Both private and public sector businesses in South Africa depend on private security systems to safeguard their assets. Although the growth in the private security sector has not provided for outstanding qualities and high levels of qualification criteria for employment in the sector, this quiet transformation of South Africa’s every day security landscape has potentially wide-ranging concerns. It raises important questions about the accountability and responsibility of security companies in providing their clients with disciplined security officers. There are reasons for concerns at Eskom because of the disciplinary problems experienced by security officers. These disciplinary problems create an environment of instability and uncertainty, which impacts on the core purpose of Eskom which is to provide sustainable electricity solutions to grow the economy and improve the quality of life of people in South Africa. Accordingly, the main purpose for the deployment of security officers to Eskom centres is to create a safer environment for Eskom and to safeguard its assets. Currently, disciplinary problems in the workplace constitute one of the most basic problems facing employers in both the public and private sectors. Therefore, developing and maintaining a disciplined security workforce is a priority that should be on the agenda of all private security companies.
The objectives of this research included the following:
Examine which factors contribute to disciplinary problems;
Determine what the causes of these factors are that contribute to disciplinary problems; and
Identify what solutions can be used to address the factors contributing to disciplinary problems.
A qualitative research approach was used in this study, in that verbal non-numerical data was collected from people in their natural environments who experience xiv
everyday situations in the workplace in order to gain a more complete understanding of the problem area. The main method of data collection was by means of face-to-face interviews between the researcher and the interviewees which took place according to a standardised interview schedule. Thirty (30) respondents drawn by means of probability and non-probability sampling processes and were individually interviewed by the interviewer. Accordingly, this study has examined issues as to why security officers do not reliably uphold the discipline that is required of them in the provision of security services at the Eskom centres. The problem of poor discipline at Eskom centres compromises security, which impacts negatively on profitability when a site experiences losses and theft because security officers do not adhere to Eskom’s security requirements while they are deployed at Eskom centres.
It is important for any institution to first examine and identify the disciplinary problems experienced by its employees before those problems can be addressed successfully. Accordingly, the nature and extent of disciplinary problems by security officers were examined within this study to assess the effectiveness of security management practices within the private security companies supplying a security service to Eskom. This study, therefore, examined disciplinary problems at Eskom centres (on the north coast of KwaZulu-Natal) to identify the specific problems which the security officers have been experiencing and to indicate how effective their company management systems were in dealing with those problems. The study also assisted with formulating adequate recommendations with regard to managing the disciplinary problems at Eskom centres.Criminology and Security Science
M. Tech. (Security Management)
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HUI, HUNG HSIN, and 洪欣慧. "The Investigation Of Leadership’s Emotional Intelligence And Leading Style In Related To Employee’s Job Satisfaction ─ A Case Study Of Well-Know Distribution Industry In Taiwan." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/28888282155755808149.
Full textAbstract:
碩士開南大學
企業與創業管理學系
97
Abstract Under the global financial crisis, the profit decline has made governments and enterprises deeply beware to face this impact of adversity. However, success seeds are always in a crisis. No doubt outside environmental factors are important, but they are not that significant as the key points grasped in our hands. The internal reformation, leading, management, and administration are the key factors of the prosperity or recession of an enterprise. Emotional Intelligence plays an important role in business continuity. It is also a key factor to leadership. Most of the previous researches focus on the horizontal level, which lacks the vertical relation between supervisors and subordinates. The purpose of this paper is to discuss how Emotional Intelligence and Leading Style influence Job Satisfaction. The hypotheses develop based on the previous studies. Job Satisfaction is examined by a questionnaire test to evidence the research model. A famous domestic warehouse store is used as the research matrix. 300 questionnaires from stratified random sampling method are sent; as a result 206 ones are valid. SPSS 12.0 is applied to output Factor Analysis, Correlation Analysis, and Regression Analysis, which are the discussion bases of this paper. 5 conceptual frames, Emotional Intelligence, Leading Style, Job Satisfaction, Staff Attribute and Resignation Inclination, and 5 hypotheses are derived from previous theories and studies. It is evidenced that all the hypotheses are tenable as described below. 1. Managers’ Leading Style notably impacts staff Job Satisfaction. 2. Managers’ Emotional Intelligence partly impacts staff Job Satisfaction. 3. The interaction between Managers’ Leading Style and Emotional Intelligence notably impact staff Job Satisfaction. 4. Staff Job Satisfaction notably impacts Resignation Inclination. 5. Staff Attribute notably impacts staff Job Satisfaction. This paper concludes with management suggestions to managers in logistic industry. To strengthen social ability of personal emotion intelligence and to understand staff backgrounds have big influence on job satisfaction. It is also an important issue for enterprises to keep outstanding talents, level down good staff’s sense of insecurity, reduce the cost of manpower cultivation, and create the maximum profit.
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Chu, Chiu-Yen, and 朱秋燕. "The Relationship between Distributive Justice & Job Involvement - Job Satisfaction as a Mediator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/21475441731125603001.
Full textAbstract:
碩士育達商業科技大學
企業管理所
100
With the viewpoint of the job satisfaction, this research discusses the interference effect of the distributive justice & the job involvement to the members of the organization. There were totally 400 questionnaires sent out, 365 retrieved, & 351 valid. The consequence of this research appears that the job satisfaction is the mediator between the distributive justice & the job involvement. More involvement of the employees will lead to more achievement & further, to higher self-esteem, more job satisfaction, & more distributive justice. In the meantime, the job involvement is highly influenced by the individual character. The suggestions based on the research consequence can be taken as reference to the management practices & the extended research.
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Yang, Sing-Sang, and 楊新生. "The Study of the Relationship between Kinship and Distributive Justice and Job Involvement." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36290163466472812535.
Full textAbstract:
博士大葉大學
管理學院博士班
99
Most business operators prefer to hire employees with kinship ties assuming that such employees have higher active motivation and job involvement, previous studies on job involvement have not focused on kinship context variables, in order to extend the knowledge field of job involvement, this present study tried to test the kinship and job involvement, On the one hand, this study controlled three variable, organizational con-tinuance commitment, organizational affective commitment, and gender, to purify the relationship between independent variable and dependent variable. On the other hand, the study used distributed justice, job satisfaction, and group cohesiveness as modera-tors to test the conditional relationship between independent variable and dependent va-riable. Two hundred and twenty-three data were analyzed to test the research hypothes-es. The research results were as below: 1. The relationship between kinship and job involvement were not mediated by distributed justice. 2. The relationship between distributed justice and job involvement were mediated by. job satisfaction. 3. The relationship between distributed justice and job involvement were not me-diated by group cohesiveness. 4. The relationship between job satisfaction and job involvement were not me-diated by group cohesiveness.
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Tai, Yushan, and 戴佑珊. "The Relationship between Distributive Justice and Turnover Intention － Job Involvement As a Mediator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/3u64m9.
Full textAbstract:
碩士育達商業科技大學
企業管理所
100
In the modern business management, employees are an important property. The researchers investigate the employees’ mentality are increasing. According to the literature, distributive justice and job involvement are the factors forecasting the employee’ s turnover intention. In this study, data gathering methods used questionnaires and questionnaires from October 2010 to April 2011, a total of 400 copies, 328 questionnaires, 288 valid questionnaires were effective recovery rate of 72%.The job involvement do not have the mediating effect of distributive justice and turnover intention. This study suggests that the job involvement is the personality part, has nothing to do with the external environment, then distributive justice is an external environment, job involvement of employees will not decrease to the devotion of work because unjust allotment justice, so the job involvement do not have the mediating effect of distributive justice and turnover intention.. This study suggests that distributive justice should be persistent, job involvement, personality traits, and that should pay attention to this factor in the recruitment of staff.
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Yang, Wan-Ting, and 楊琬婷. "The Investigation between Distributive Justice and Job Satisfaction－Group Cohesiveness as an Mediator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/8z5ajn.
Full textAbstract:
碩士育達商業科技大學
企業管理所
101
Organizational justice is an important research topic in the corporate field, especially; distributive justice is the most important dimension of the four dimensions. Employees are required to complete jobs together in modern organizations; therefore, employees have to form the teamwork. However, the group cohesion would affect the performance of the team, so the influences of the group cohesion on organizational competitiveness have received more attention. Job Satisfaction is a kind of perception, it is the comparison between the actual situation and the expected condition. The distributive justice and group cohesion will be higher and job satisfaction will be higher. This research focus on the relation between distributive justice and job satisfaction research and group cohesion is a mediator. Sample survey was utilized in this study. Distributive justice has a significant positive impact on job satisfaction. Distributive justice has a positive impact on group cohesion and group cohesion has a positive impact on job satisfaction. Group cohesion is the mediator between distributive justice and job satisfaction. When the group cohesion is higher, employees will be more willing to work, thereby affecting job satisfaction. The mediating effect of group cohesion between distributive justice and job satisfaction needs more advanced study.
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Hsu, Hsiu Ling, and 徐綉玲. "The relationship among procedural/distributive justice to the job satisfaction – Kaohsiung County elementary school teachers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/26979685338251024381.
Full textAbstract:
碩士國立屏東教育大學
教育行政研究所
98
Abstract The major objectives of this research is to study the correlation between the procedural justice , distributive justice and job satisfaction of teachers of elementary schools in Kaohsiung County in order to understand the situation and correlation of the teachers from different backgrounds on procedural justice , distributive justice and job satisfaction of teachers consciousness. Then, the predictability of procedural justice and distributive justice of elementary schools on job satisfaction of teachers will be studied. This research has adopted questionnaire for investigation. The stratification random sampling method is used to get 785 samples from the teachers of elementary schools in Kaohsiung County. The statistical analysis will be done by mean, t-test, One Way ANOVA, Pearson product-moment correlation and Multiple Regression. The major results of this research include: 1. The teachers in Kaohsiung County elementary schools have obviously diverse awareness of the procedural justice on account of the different gender,age, occupations , service seniority and school location. 2. The teachers in Kaohsiung County elementary schools have obviously diverse awareness of the distributive justice on account of the different gender,age, occupations , service seniority and school location. 3. The teachers in Kaohsiung County elementary schools have obviously diverse awareness of the job satisfaction on account of the different gender, age, occupations , service seniority and school location. 4. Kaohsiung County elementary school teachers’ job satisfaction to which the "relationship" the most satisfactory. "salary satisfaction" is the least satisfied. 5. Elementary teachers’ procedural justice, distributive justice perceptions on job satisfaction of teachers has a positive effect, in which the explanatory power of procedural fairness is more than distributive justice
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Hilbrich, Marcus. "Jobzentrisches Monitoring in Verteilten Heterogenen Umgebungen mit Hilfe Innovativer Skalierbarer Methoden." Doctoral thesis, 2014. https://tud.qucosa.de/id/qucosa%3A28688.
Full textAbstract:
Im Bereich des wissenschaftlichen Rechnens nimmt die Anzahl von Programmläufen (Jobs), die von einem Benutzer ausgeführt werden, immer weiter zu. Dieser Trend resultiert sowohl aus einer steigenden Anzahl an CPU-Cores, auf die ein Nutzer zugreifen kann, als auch durch den immer einfacheren Zugriff auf diese mittels Portalen, Workflow-Systemen oder Services. Gleichzeitig schränken zusätzliche Abstraktionsschichten von Grid- und Cloud-Umgebungen die Möglichkeit zur Beobachtung von Jobs ein. Eine Lösung bietet das jobzentrische Monitoring, das die Ausführung von Jobs transparent darstellen kann.
Die vorliegende Dissertation zeigt zum einen Methoden mit denen eine skalierbare Infrastruktur zur Verwaltung von Monitoring-Daten im Kontext von Grid, Cloud oder HPC (High Performance Computing) realisiert werden kann. Zu diesem Zweck wird sowohl eine Aufgabenteilung unter Berücksichtigung von Aspekten wie Netzwerkbandbreite und Speicherkapazität mittels einer Strukturierung der verwendeten Server in Schichten, als auch eine dezentrale Aufbereitung und Speicherung der Daten realisiert. Zum anderen wurden drei Analyseverfahren zur automatisierten und massenhaften Auswertung der Daten entwickelt.
Hierzu wurde unter anderem ein auf der Kreuzkorrelation basierender Algorithmus mit einem baumbasierten Optimierungsverfahren zur Reduzierung der Laufzeit und des Speicherbedarfs entwickelt. Diese drei Verfahren können die Anzahl der manuell zu analysierenden Jobs von vielen Tausenden, auf die wenigen, interessanten, tatsächlichen Ausreißer bei der Jobausführung reduzieren. Die Methoden und Verfahren zur massenhaften Analyse, sowie zur skalierbaren Verwaltung der jobzentrischen Monitoring-Daten, wurden entworfen, prototypisch implementiert und mittels Messungen sowie durch theoretische Analysen untersucht.An increasing number of program executions (jobs) is an ongoing trend in scientific computing. Increasing numbers of available compute cores and lower access barriers, based on portal-systems, workflow-systems, or services, drive this trend. At the same time, the abstraction layers that enable grid and cloud solutions pose challenges in observing job behaviour. Thus, observation and monitoring capabilities for large numbers of jobs are lacking. Job-centric monitoring offers a solution to present job executions in a transparent manner. This dissertation presents methods for scalable infrastructures that handle monitoring data of jobs in grid, cloud, and HPC (High Performance Computing) solutions. A layer-based organisation of servers with a distributed storage scheme enables a task sharing that respects network bandwidths and data capacities. Additionally, three proposed automatic analysis techniques enable an evaluation of huge data quantities. One of the developed algorithms is based on cross-correlation and uses a tree-based optimisation strategy to decrease both runtime and memory usage. These three methods are able to significantly reduce the number of jobs for manual analysis from many thousands to a few interesting jobs that exhibit outlier-behaviour during job execution. Contributions of this thesis include a design, a prototype implementation, and an evaluation for methods that analyse large amounts of job-data, as well for the scalable storage concept for such data.
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Gounden, Manisagaree. "The influence of procedural, distributive and interactional justice on job satisfaction among members of the South African Police Academy: Thabong." Thesis, 2018. http://hdl.handle.net/10352/432.
Full textAbstract:
M.Tech (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology.The purpose of this study was to examine the influence of procedural, distributive and interactional justice on job satisfaction among members of the South African Police Academy, Thabong. A critical function of the South African Police Service (SAPS) is to ensure that the inhabitants of South Africa are safe. Members of the SAPS need to be committed and have a high morale to ensure that the vision of the SAPS is fulfilled. This study advocates the application of the equity theory. People prefer to work in an environment that is perceived as just. Employees will experience satisfaction with their job in terms of equity when the equity theory is applied. However, inequity will lead to tension at the workplace. In order for the officers as employees of the SAPS to function effectively, it is essential for the SAPS to ensure that their employees are satisfied. In this study, a quantitative approach was applied to gain an understanding of the influence of organisational justice (OJ) dimensions (PJ, DJ, IJ) on job satisfaction (JS). This involved administering questionnaires to 234 employees who were attending management courses at the SAPS Academy, Thabong in the northern Free State province of South Africa. Two primary tests were used to assess the suitability of the data for factor analysis. These tests are the Kaiser-Meyer Olkin (KMO) measure of sampling adequacy and Bartlett’s test of sphericity. The Pearson correlation coefficient was used to examine the correlations among the constructs. A means analysis was conducted to assess the perceptions of the employees in respect of PJ, DJ, IJ and JS. Multiple regression analysis was executed to examine whether the independent variables of PJ, DJ and IJ predict the dependent variable JS. The Cronbach alpha coefficient test provided an adequate indication of reliability of the instrument. Face/ content, construct and convergent validity methods were applied to establish validity of the study. A positive relationship between the OJ and JS was found in this study. The SAPS will be able to improve the JS levels of SAPS officers by making positive improvements when applying OJ to influence the various elements of JS identified in this study. This will effectively enable SAPS officers to meet the challenge of providing improved service. The proper implementation of OJ will ultimately lead to the organisations success as well as the progression of its employees. Since the SAPS depends on human resources, the organisation is required to assess the current OJ practices and create a working environment that stimulates and motivates employees so that their JS levels increase. The recommendations proposed for this study offer vital information on OJ practices that could assist the SAPS to improve the perceptions of employees. Accordingly, the application can improve employees’ low morale resulting from unfairness and injustice, thereby increasing the JS levels amongst employees. The findings of the research may generate guidelines for OJ practices. Recommendations include a systematic and transparent reward system that recognises employees’ excellent performance and rewards them accordingly. Another recommendation is the creation of a well-structured consultative forum to grant employees an opportunity to provide management with their perceptions of unfair practices. Future research should extend to other sectors within the public sector environment, as well as expanding the research to include several other JS elements.
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Lo, Yuehying, and 羅月英. "The Impact of Distributive Justice of Compensation on Intention to Quit：The Mediating Effect of Job Satisfaction." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/97379370268301600456.
Full textAbstract:
碩士靜宜大學
管理碩士在職專班
99
The main purpose of this study is to investigate the mediating effects of job satisfaction on the relationship between distributive justice of compensation and intention to quit. Nurses at a regional teaching hospital in central Taiwan were surveyed and 227 valid questionnaires were collected for analysis. The results are as follows: 1.Distributive Justice of Compensation had a significant impact on Job Satisfaction. The dimensions of distributive justice of compensation, External, Internal and Personal Justice, correlated significanlty with the dimensions of job satisfaction, Internal and External Job Satisfaction. 2.Distributive Justice of Compensation had a significant impact on Intention to Quit. As for the dimensions of distributive justice of compensation, both Internal and Personal Justice correlated significatly with Intention to Quit. However, External Justice had no signicifant impact on Intenation to Quit. 3.Job Satisfaction had a significant impact on Intention to Quit. As for the dimensions of job satisfaction, both internal and external job satisfaction correlated significantly with Intention to Quit. 4.Job Satisfaction had a significant mediating effect on the relationship between Distributive Justice of Compensation and Intention to Quit. Internal and External Job Satisfaction had significant mediating effects on the relationship between Internal and Personal Justice of Compensation and Intention to Quit. Internal and External Job Satisfaction had no significant mediating effects on the relationship between External Justice of Compensation and Intention to Quit.
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Chou, Yung-nan, and 周勇男. "The relationship among procedural/distributive justice and pay/benefit satisfaction to the job satisfaction– A Case." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/7923ry.
Full textAbstract:
碩士國立中山大學
企業管理學系研究所
97
Abstract Most enterprises acknowledge that technology and experience accumulated by the employees are the most important assets. In order to make regular employees dedicate their efforts on work, reduce employees’ turnover, and enhance their motivations as well as hard-work attitudes, it’s popular for the corporate to assess the job satisfaction of the employees’. According to the equity theory, the corporate employees would be frustrated and maybe reduce their satisfactions on jobs in case they aware of unfair treatment from the organization, no matter what is caused by the distribution or the procedure. Also, incentive pay and benefits system in salary management could motivate and enhance employee’s morale, and moreover help strengthen the overall competitiveness of organizations. Are all of the above mentioned dimensions there significant influences on the job satisfaction? A number of documents reveal confusion regarding relationships among constructs of pay and benefits satisfaction and distributive and procedural justice. The purpose of this study is to measure and verify the relevance among them, and to further clarify the differential effects resulted from these dimensions on the job satisfaction. The study was conducted in a large Taiwan company and carried out via the questionnaire approach as well as SPSS analysis to show the differential effect of the four dimensions- procedural justice, distributive justice, pay satisfaction, and benefits satisfaction, distributive justice, and procedural justice- on job satisfaction. Results showed some important findings as below: 1. Procedural/ distributive justice and pay/ benefits satisfaction are significantly associated with each other. Particularly distributive justice plays more positive effect on pay than procedural one; however, procedural justice does more positive effect on benefits than distributive one. 2. There are positive relationships between both procedural/ distributive justice with job satisfaction. So are both pay/ benefits satisfaction with job satisfaction. It implies that raising the procedural/ distributive justice through improving the system of an organization to increase the job satisfaction of the employees’ is another good way except improving pay/ benefits for the employees. 3. Each of procedural / distributive justice and pay/ benefits satisfaction influences job satisfaction positively. The priority of the effect extent is distributive justice most, procedural justice the second, pay the third, and benefits the last. 4. If we assess the effects of the four dimensions together-procedural justice/ distributive justice/ pay/ benefits satisfaction on job satisfaction, the result shows that distributive justice is with the maximum effect, followed by pay satisfaction, and then followed procedural justice, and benefits satisfaction the minimum. Therefore as the study results showed, if the enterprises attempt to retain talent, reduce employee turnover, and further expect employees to perform better and to take more responsibilities, they can motivate employees with procedural justice and distributive one to achieve organizational goals in addition to with pay and benefits system. specially when some business units in a firm hire outsourced workers in future and then the phenomenon of unequal pay for equal work happens under the situation that the pay system could not be adjusted, it may be a solution for the corporate that it reinforces the "justice" in the system by enhancing the potential of employees perceptual experience to retain high –quality employees as well as to maintain good efficiency.
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Chiang, Wen-hsiu, and 江文琇. "Procedural justice, distributive justice on supervisory trust and job involvement of the effect - Moderating effects of performance appraisal values." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/63973160932289681682.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
98
In this study, procedural justice, distributive justice and performance appraisal values to explore and understand the workplace in organizational justice (procedural justice, distributive justice) and the degree of emphasis on the staff performance appraisal values to job involvement and supervisory trust’s influence, in addition, recognized individuals in their work performance evaluation of values, procedural justice, distributive justice, supervisory trust and job involvement are also included in the scope of regulation. The design of this questionnaire is divided into two parts, first part was in charge of the staff performance appraisal to the implementation of the program is consistent with principles of procedural fairness, the respective high and low procedural justice two kinds of situations. The second part of the assessment results for the charge of the staff can feel a fair, competent staff there to the list of recommended salary increases for the results of the judgments of the respective high and low equity allocation of a fair distribution of two kinds of situations. By these two factors, staggered to form four kinds of different situations, but the questionnaire asked the same item. The 242 valid questionnaires were collected, results are as follows: 1. High attention to performance appraisal values of person who cares about the fairness of the process and the fairness of reward distribution, shown more positive behavior and attitude that is a geometric results and paid, so the relative level of pay and the investment will more. 2. Whether it is good for promotion or pay less attention to whether or not the person is on the results than those who do not care if the charge given to the fairness of the competition, will have the role of subordinates have incentives, in turn will increase its performance. 3. Competent to conduct any type of operation regardless of behavior would have on our high importance for the performance assessment process, people will have a better work attitude and output, and will not be competent to act and change the emphasis on performance assessment for high allocation of resources of people, but no obvious effect. 4. In the high attention to procedural justice, distributive justice values in the trust''s impact on the charge of little, and in the low distributive justice in the gap produced significant effects.
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江巧惠. "A Study in the Military Aircraft Mechanic Distributive Justice of Compensation ,Job Satisfaction, Work-Family Conflict , and Tendency to Stay." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/40773480255511891882.
Full textAbstract:
碩士南臺科技大學
企業管理系
105
The purpose of this study Camp of Military Personnel in Army was to Distributive Justice of Compensation, Job Satisfaction, Work-Family Conflict and tendency to Stay. The research tool of this study includes distributive justice of compensation scale, job satisfaction scale, Work-Family Conflict scale and tendency to Stay scale, and SPSS was used for statistical analysis. Total 250 sample copies were distributed and 215 valid questionnaires were analyzed. The results of this study demonstrate as followings：(1)The relationship between distributive justice of compensation and job satisfaction has significant correlations；(2)The relationship between distributive justice of compensation and tendency to stay has significant correlations；(3)The relationship between job satisfaction and tendency to stay has significant correlations；(4) The relationship between Work-Family Conflict and job satisfaction has significant correlations；(5) The relationship between Work-Family Conflict and tendency to stay has significant correlations；(6) Job satisfaction that operates in between distributive justice of compensation and tendency to stay of camp of military personnel；(7) Job satisfaction that operates in between Work-Family Conflict and tendency to stay of camp of military personnel
48
"A new discrete bargaining model on partitions of jobs between two manufacturers." Thesis, 2006. http://library.cuhk.edu.hk/record=b6074182.
Full textAbstract:
In order to solve the NBM Nash formulates an optimization problem. The unique solution of this problem is the famous Nash Bargaining Solution (NBS). We revise this optimization problem and supplement some new selection criteria of profit allocation to develop some bargaining mechanisms appropriate for the two situations of our model respectively. Each bargaining mechanism offers the alliance one, two, or several reasonable profit distribution(s) which can be selected by these two parties. Subsequently for any situation we propose some novel dynamic programming algorithms with respect to several specific utility function structures involving job schedules respectively to implement those relevant mechanisms in pseudo-polynomial time.In this dissertation we investigate a new cooperative game model, where two parties comprise an alliance to process a number of jobs offered by a customer and bargain about a reasonable processing profit distribution determined by a two-partition of these jobs.
In this model the non-negative integer-valued parameters of each job, which are the basic assumptions in traditional discrete scheduling models, are still adopted. We also assume each job is non-preemptive. Any party's utility function of the two-partition of these jobs does not possess any elegant continuous or concave property which is critical for the original Nash Bargaining Model (NBM), and furthermore we are only concerned with the integer-valued utility function. Consequently these assumptions result in a new discrete variation of the NBM. In this dissertation we highlight an important special case of our model, where after a two-partition of these jobs is given, each party's utility of processing the jobs assigned to him is related with an optimal schedule of these jobs which minimizes a cost (penalty) function.
This new model is motivated at least by the following real world phenomenon: after two manufacturers have jointly contracted with a customer for processing a number of jobs owing to their insufficient operation facilities, these two par ties need to negotiate a two-partition of these jobs to obtain a profit distribution acceptable for each one. In this dissertation we consider two situations of this model. In the first situation these two parties basically possess the same bargaining power. In the second situation one party possesses the greater bargaining power and can design some bargaining mechanisms more beneficial for himself attributed to his more operation techniques or facilities than the other's.
Chen, Quanle.
"November 2006."
Adviser: Xiaogiang Cai.
Source: Dissertation Abstracts International, Volume: 68-08, Section: B, page: 5489.
Thesis (Ph.D.)--Chinese University of Hong Kong, 2006.
Includes bibliographical references (p. 150-153).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts in English and Chinese.
School code: 1307.
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Hamman-Fisher, Desireé Ann. "The relationship between job satisfaction and organisational justice among academic employees in agricultural colleges in South Africa." Thesis, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3978_1278021898.
Full textAbstract:
In an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.
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Lin, Fang-Yu, and 林芳宇. "Does Benevolent-Authoritative Leadership Increase Job Performance and Well-Being? The Moderating Effects of Distributive Justice, Procedural Justice, and Positive Psychological Capital." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/tbcuan.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
107
Benevolent-Authoritative Leadership is a popular issue in business magazine for recent years. It is also a portrayal of Chinese leaders. The manger of benevolent-authoritative leadership also has authoritarian leadership and benevolent leadership, and it shows to the subordinates at the same time. Under this situation, The relationship between Benevolent-authoritative leadership on job performance and well-being is the topic that the institute wants to explore. According to the theory of social cognition, this study join the effect of distribution justice and procedural justice. Finally, the resource conservation theory is used to explore the interference effect of positive psychological capital. In this study, the technical staff of the manufacturing industry company was used as the sampling. The effective questionnaire was 170, and the effective questionnaire recovery rate was 70.83%. The study findings indicated: 1. High distribution justice weaken the negative relationship benevolent-authoritative leadership of job performance; and strengthen the positive relationship between benevolent-authoritative leadership and well-being. 2. High procedural justice weaken the negative relationship benevolent-authoritative leadership of job performance; and strengthen the positive relationship between benevolent-authoritative leadership and well-being 3. High positive psychological capital weaken the negative relationship benevolent-authoritative leadership of job performance.