Dissertations / Theses: 'Job evaluation'

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Ware, Brenda. "Reframing job evaluation : an investigation of employee response to job evaluation in practice." Thesis, The University of Sydney, 2011. https://hdl.handle.net/2123/29166.

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Job evaluation systems are used in many organisations for establishing a notional grading of jobs in the determination of a fair level for a position's pay. The academic literature in relation to job evaluation identifies competing and sometimes contradictory perspectives on this management practice. Indeed, the literature points to an enduring debate, framed essentially in managerialist terms, between opponents of job evaluation or job-based approaches to pay and those who advocate job evaluation as an integral element in a work based approach to effective reward management. Yet, a closer reading of the academic literature suggests that both sides of this debate have overlooked important aspects of the job evaluation phenomenon. In particular, the employee perspective on job evaluation has been largely absent from academic-managerialist debates around job evaluation. Hence, this research is centred on the question of how employees respond to and construct job evaluation practices and processes. Drawing on detailed qualitative research carried out with three case study organisations in the NSW public sector, the study investigates and interprets employee response to the phenomenon of job evaluation. The analysis is centred on empirical material collected through research interviews with over fifty employees, including line employees, managers and supervisors, union members and human resources staff. Through this large-scale empirical study, the thesis contributes to the extant body of knowledge about job evaluation and extends existing understandings of job evaluation's broader implications, by questioning assumptions and taken-for-granted associations, derived from what is now a relatively dated body of literature. Building on Townley's call for the phenomenon of human resources management to be reframed, this study explores the multi-faceted and complex nature of job evaluation in practice and its significance for employees. The study focuses on analytical job evaluation systems in an Australian milieu, a largely un-researched area, to explore the construction of job evaluation in the varied work settings of the New South Wales (NSW) public sector, where job evaluation is used extensively. This study's backdrop of Australian job evaluation practices has also brought to light two Australian job evaluation systems, thereby making a further contribution to the international literature. Until now, the job evaluation literature has been dominated by a north American job evaluation system and the practice of job evaluation in that part of the world. The thesis considers, as well, some of the major historical and conceptual themes in Australian pay determination and their relevance for job evaluation systems, given that employees themselves raise many of these themes. The thesis further connects with a recently-emerged stream of literature, led by Guest and others, which has sought to explore what employees think about HRM practice, rather than assuming an instinctive tolerance of or hostility to such practices. Employees are found to focus on questions of fairness, transparency, accountability and consistency, such that a 'Disciplined Worker' thesis, coined by Edwards et al. more than a decade ago, may be extended with this study. Perhaps it is employees themselves who, as active organisational agents, are reframing job evaluation.

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Black, Gene M. "Job families : an investigation of alternative definitional procedures." Diss., Georgia Institute of Technology, 1991. http://hdl.handle.net/1853/30080.

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Argüelles, Trinidad. "Perceptions of job worth." FIU Digital Commons, 1991. http://digitalcommons.fiu.edu/etd/1309.

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The present study was conducted to evaluate perceptions of the importance of various factors that may determine the wage or salary level in jobs. Items describing various job characteristics reflecting the factors of Skill, Effort, Responsibility, Working Conditions, and Organizational characteristics were rated by 510 subjects from a variety of organizations. Results indicated that the items did not cluster into the five categories noted above. Instead, three factors were identified and labeled Job Complexity, Accountability, and Work Context. There were few gender or occupational differences in the ratings of the items. The implications of the results for the development of equitable wage and salary systems are discussed.

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Dolan, Claire Cummings. "Preparing employees for performance appraisal : an empirical analysis of a training model /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1986.

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Hughes, Victoria M. "Teacher evaluation practices and teacher job satisfaction." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4468.

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Thesis (Ed. D.) University of Missouri-Columbia, 2006.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 2, 2007) Includes bibliographical references.

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Köykkä, S. (Sari). "Use of job evaluation in competency management." Master's thesis, University of Oulu, 2015. http://urn.fi/URN:NBN:fi:oulu-201501291044.

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Primary objective of this research is to study how job evaluation can be utilized in competency management in a contemporary knowledge-intensive organization. The subject of the study lacks recent research since job evaluation dates back to era of scientific management. The problem is studied from team managers’ perspective because they are key users of job evaluation and most influential actors in daily competency management activities. The research aims to bring understanding and new viewpoints on using job evaluation in a modern organization. Theory of the research builds on theories of competency management and job evaluation. The proposed theoretical framework studies the practice of job evaluation in the context of competency management. The framework recognizes different viewpoints of top management and employees, placing team managers in the middle. Theory of competency management studies both the managerial perspective and employee needs. The research is conducted in action research method. During the research the researcher is actively involved in a development project of a job evaluation system. Research data is gathered along the project and in one additional research interview, which focuses on team managers’ use of job evaluation in competency management. The research follows the structure of action research process including three separable research cycles. Job evaluation does provide valuable information for competency management practices such as recruitment, career planning, and performance appraisal. However, recognition of these possibilities is still rather weak among team managers. The research proves the importance of team manager involvement in job evaluation and confirms the existence of contradictory expectations of managers and employees. Employees’ needs for appreciation and justice are highlighted, which requires attention from management. Contemporary use of job evaluation requires change in attitudes and awareness, which can be achieved through cultural change. Team managers are key users of the system and top management should actively manage team managers’ experience to gain acceptance. Besides pay determination, job evaluation provides a tool for communicating job expectations and evaluating performance. Reliability of the research is assisted in paying attention to possible bias and errors caused by the contribution of the researcher. Validity of the research is supported by a detailed description of the three research cycles and fulfilling seven validity criteria.

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Badenhorst, Johan Barend. "Development of an abbreviated job evaluation scale." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/16399.

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Bibliography: pages 95-99.
The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs.

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Tsui, Lap-fung. "Role of job evaluation in salary administration : case study of a large company in Hong Kong /." [Hong Kong : University of Hong Kong], 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13263250.

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Quaid-Ahlstrand, Maeve. "What does job evaluation do? : a case study." Thesis, University of Oxford, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.253991.

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Morris, David Charles. "Comparing job component validity to observed validity across jobs." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2046.

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Five hundred and eighteen observed validity coefficients based on correlations between commercially available test data and supervisory ratings of overall job performances were collected in 89 different job titles. Using Dictionary of Occupational Title Codes, Job Component Validity (JUV) estimates based on similar job titles residing in the PAQ Service database were collected and averaged across the General Aptitude Test.

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Graso, Maja. "Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance." Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/M_Graso_051508.pdf.

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Cisneros, Benedict. "Indochinese in Job Corps: From failures to fantastic finishers." CSUSB ScholarWorks, 1985. https://scholarworks.lib.csusb.edu/etd-project/416.

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Downing, Pamela Risner. "Effects of Teacher Evaluation on Teacher Job Satisfaction in Ohio." University of Findlay / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=findlay1461861842.

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Strydom, Madelyn. "A psychometric evaluation of the Job Demands-Resources Scale in South Africa / Madelyn Strydom." Thesis, North-West University, 2005. http://hdl.handle.net/10394/1109.

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Although different occupations/organisations have unique work characteristics, it seems possible to divide them into two categories, namely job demands and job resources. A valid, equivalent and reliable instrument is needed to measure job demands and resources and to compare them among different occupations/organisations. The aim of this study was to investigate the construct equivalence, validity and reliability of a measuring instrument of job demands and resources and to assess the differences between the job demands and job resources in various occupations/organisations in South Africa. A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken from a population consisting of employees in various occupations and organisations. The occupations/organisations included academics (higher education institutions), staff at a university of technology, correctional officers. insurance staff and engineers. The Job Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the different occupations/organisations. Descriptive statistics, exploratory factor analysis, reliability analysis and multivariate analysis of variance were used to analyse the data. Five reliable factors were extracted using principal component analysis, namely: overload, growth opportunities, organisational support, advancement and job insecurity. The results showed that the structure of job demands and job resources in the different occupations/organisations were equivalent. with the exception of one factor, namely organisational support. Engineers showed higher scores on overload and growth opportunities than Occupations/organisations. Academics in higher education institutions also experienced more growth opportunities than other groups. Engineers, academics in higher education institutions and employees in the insurance industry reported higher levels of organisational support than correctional officers and employees at a university of technology. Engineers obtained the highest score on advancement, while academics in higher education institutions obtained the lowest scores. Job insecurity was the highest for correctional officers and employees of a university of technology, and the lowest for engineers. Recommendations for future research were made.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

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Curcio, Lea. "District Office Leadership Practices' Impact on Principal Job Satisfaction." Thesis, University of La Verne, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10810177.

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Problem. The demands of the principalship have become overwhelming for school principals and have contributed to job dissatisfaction. The expectations and pressure for schools to demonstrate positive learning outcomes require principals to be highly skilled and motivated. Since principal performance is directly affected by their job satisfaction, district offices would benefit from understanding how district directors’ leadership practices influence the job satisfaction of principals and which supports are the most impactful.

Purpose. The purpose of this qualitative case study was to explore how district directors’ leadership behaviors, as aligned to Kouzes and Posner’s (2012) 5 practices of exemplary leadership, influence principals’ job satisfaction from the perspective of principals from small to midsized San Diego County school districts in kindergarten through 8th-grade Southern California schools.

Methodology. This qualitative single case study focused on a semistructured interview and a public district document review to explore from the principal’s perspective district office directors’ leadership behaviors and practices that influence principal job satisfaction and identify impactful supports.

Findings. The analysis of the findings resulted in 6 themes and 14 subthemes that described, from principals’ perspectives, leadership behaviors and practices of district office directors that align with Kouzes and Posner’s 5 practices of exemplary and what support provided positively influenced principal job satisfaction.

Conclusions. When district office directors lead in a manner that is responsive, supportive, and encouraging, it fosters positive relationships and higher levels of job satisfaction among site principals. By improving working conditions of site principals, district leaders are minimizing principal turnover and increasing principals’ effectiveness.

Recommendations. District directors should be available and responsive to principal needs engaging in collaboration and problem solving. They should create an environment that allows for frequent communication and input, and provide personalized coaching for principals on topics of their choice. Districts should create systems that formalize these supports.

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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.

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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.

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Oz, Bahar. "Dispositional Affectivity And Job Performance: Mediating Effects Of Job Satisfaction." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/1045202/index.pdf.

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In the present study, the relationship between dispositional affectivity and job performance was investigated under the potential mediating effects of job satisfaction. The study was conducted in three phases. In Phase I, the scale development phase, an assistant evaluation form (AEF) was developed by collecting job analytic information from 35 Teaching Assistants (TAs) and critical incidents from 38 faculty members from a wide range of departments in Middle East Technical University (METU). In the second phase of the study, the pilot study, factor structure of the AEF was examined using principle component analyses. Pilot data were gathered from the faculty members working in different departments at METU. Results yielded two factors underlying the AEF. The first factor was named task performance, the second factor was named contextual performance. In the main study phase of the study, hypotheses were tested by gathering dispositional affectivity and job satisfaction data from 103 TAs, and performance evaluation data from 103 instructors whom the TAs had worked with during the previous semester. Results supported only the hypothesis stating that positive affectivity (PA) would predict job satisfaction. Results are discussed along with the limitations of the study and suggestions for future research.

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Thomas, Emmarentia Carol. "An evaluation of job crafting as an intervention aimed at improving work engagement." University of the Western Cape, 2018. http://hdl.handle.net/11394/6452.

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Magister Commercii (Industrial Psychology) - MCom (IPS)
The construction industry plays a crucial role in the South African economy. In this high-risk industry, a lack of engagement by employees can have serious and costly health and safety consequences. Because construction companies work under conditions of tight deadlines and stringent requirements, executives and managers are often unable to reduce the demands on their employees. Hence, if employees are to increase their own levels of work engagement (and so improve health, promote safety, and guard against burnout), they need to exert personal agency by recrafting their own jobs. The term job crafting refers to proactive employee behaviours that seek to optimise the work environment, frequently by addressing the balance between job demands and job resource. Previous literature suggests that employees who use job crafting behaviours show higher work engagement, lower disengagement, more positive emotions, and better adaptive performance.

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Stobart, Anne Patricia. "The situational suitability of job evaluation plans in unionized environments." Thesis, University of British Columbia, 1986. http://hdl.handle.net/2429/25718.

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Despite the age of and scholarly interest in job evaluation, little research has been done which would assist the practitioner in determining what plan would best suit any given situation (particularily within a unionized context) and what criteria can be used to measure plan effectiveness. The focus of this study was to identify and analyze the situational factors which influence a firm's choice of job evaluation plans, and ascertain the impact these factors may have on plan effectiveness, as well as, to develop common criteria for measuring effectiveness. A sample of three British Columbia unionized organizations was examined, and the observations arising from each plan were documented in the form of a case study. Each plan reflected historical, environmental and internal influences peculiar to the individual organization while, at the same, all had been subjected to certain common exigencies. The observations of the sample supported earlier research on the influence of various factors. For example, as noted in the literature, senior management support, the existence of an appeal mechanism and regular plan audit, as well as, full information accessibility appeared to correlate with plan effectiveness. Additionally, it was noted that the stability and competency of the analysts, as well as, the nature of the work environment were particularily influential. A growth in union interest in job evaluation was evident and the relationship between management and the union strongly dictated the degree of freedom with which management was able to apply job evaluation. However, job evaluation was perceived, by both management and labour, to be non-adversarial in nature. The traditional job evaluation process was evidently time-consuming and cumbersome; all organizations expressed a need for a more expedient process. Only one organization expressed concern regarding the issue of equal pay for work of equal value, suggesting that it is, currently, more of a philosophical than practical issue vis a vis job evaluation. Few common criteria of job evaluation plan effectiveness were applied. Nevertheless, based on common concerns and experiences observed in the study a measurement "checklist" was compiled which outlined the following job evaluation plan requirements: (1) predetermined goals of the plan, (2) senior management support, (3) workable terms of reference, (4) evaluation method suitability, (5) evaluation method soundness, (6) evaluation consistency, (7) checks for accuracy/objectivity, (8) plan credibility and comprehensibility, (9) administrative efficiency, and (10) wage/classification structure rationality. Insofar as labour and management share a common goal for job evaluation, the potential for increased sophistication and effectiveness of plan development and administration appears to be great.
Business, Sauder School of
Graduate

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Storms-Houston, Tyene. "The role of job evaluation in the comparable worth controversy." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1989. http://digitalcommons.auctr.edu/dissertations/1537.

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The primary purpose of this study is to examine issues raised against the use of evaluation as a mechanism for ensuring the attainment of the objective of comparable worth. The significance of this study lies in the fact that wage discrimination against female dominated jobs has been practiced in this country for a long time. Such discrimination contradicts the egalitarian posture that America attempts to project on the rest of the world. Thus, any efforts aimed at removing this sore spot on the American body politic is not only significant but also a step in the right direction. The major findings of this study are that critics of job evaluation raise issues relevant to its reliability, validity, choice of factors, weighting of factors and job analysis. In spite of these criticisms, the advocates of comparable worth maintained that job evaluation is still useful to assess job content and worth. This study principally relied on secondary data such as books, journals, and reports.

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Johnson, Reginald George Johannes. "Job evaluation in the provincial government of the Western Cape." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5266.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era for South Africans in all spheres of society. The new democratic Government of the Republic of South Africa faced numerous challenges, including the transformation of the South African Public Service into a non-discriminatory organisation for both citizens and employees. The pre-1994 South African Public Service functioned as a centralised driven system that negatively discriminated against non-white employees in terms of financial rewards resulting in salary differences between white and non-white employees. The promulgation of the new legislative framework of deconcentration had resulted in the centralised driven South African Public Service system becoming obsolete as it was incompatible with the democratic Government’s vision. The transformation of the South African Public Service was supported through legislation and various directives simultaneously focusing on service delivery improvement as well as implementing new internal systems to address discriminatory practices. The implementation of the EQUATE job evaluation programme within the new legislative framework of deconcentration marked the beginning of a new era of grading post in the Public Service. It had brought an end to the unfair salary differentiation in the Public Service. To render public services effectively and efficiently is a legislative requirement. Political and administrative leaders are responsible for ensuring that both external and internal services are rendered optimally through improvement interventions. In the Provincial Government of the Western Cape (PGWC), the Department of the Premier renders a job evaluation service to all provincial departments to ensure internal consistency in terms of grading of posts. The purpose of this study is to evaluate the current process of evaluating posts in the PGWC and subsequently to formulate recommendations to improve the process. The study concludes with a set of recommendations which include amongst others the following: • The devolvement of the job evaluation function to the provincial departments enabling them to conduct their own departmental job evaluations. • The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments be considered. • It is the responsibility of the Directorate Organisation Development Interventions in the Department of the Premier to co-ordinate the job evaluation process in the Provincial Government of the Western Cape.
AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie. Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel die verbetering van dienslewering aan burgers as die implementering van nuwe interne sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring aan die onregverdige besoldigingsvlakke in die Staatsdiens. Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste. Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme van posgradering te verseker. Die oogmerk van die studie is om die huidige posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die volgende insluit: • Die afwenteling van die posevalueringsfunksie na elke provinsiale departement; sodat elke departement self verantwoordelik is vir departementele posevaluering. • Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement. • Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale departemente oorweeg word. • Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies in die Departement van die Premier vir die koördinering van die posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.

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Joffe, Barry. "The impact of job evaluation in a large local authority." Master's thesis, University of Cape Town, 1989. http://hdl.handle.net/11427/17164.

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Bibliography: pages 296-303.
This dissertation involves a case study in the application of job evaluation in the City Council of Cape Town. The purpose was to gain insight into the dynamics of the process in a local government environment from the point of view of principal actors - political office bearers, senior officials, trade unions, compensation specialists and employees at large. The methodology was that of "participant-as-observer" and "complete participant". Complementing this was extensive use of primary documentation. A survey using a structured questionnaire was administered to other major local authorities to identify job evaluation usage. The introductory chapter provides an overview of the concept of job evaluation, its principles and practice and the different methods employed. The historical and contemporary usage of job evaluation both abroad and in South Africa is covered in the following chapter. The most prevalent systems are described including the Five Factor System applied in the City Council. Methodological issues are aired in the following chapter whilst Chapter 4 provides context to the study through an analysis of the structure and function of the constituent organisational parts and a review of policies and practices relevant to the personnel/remuneration process. In Chapter 5 the background to formal job evaluation in the organisation is traced by focusing on the salary and wage negotiating process 'leading in' to the decision to introduce formal job evaluation. A review of an earlier evaluation of senior management posts using the Hay method is also presented. Chapter 6 provides an overview of the principles and practice of Council's job evaluation programme, primarily from the perspective of the compensation specialists. It describes the rationale for the choice of procedures and provides further insight into the method adopted. Each phase is considered in the light of accepted practice. Chapters 7, 8 and 9 are focal points in the study and deal with senior management response, union perspectives and employee reaction to the plan. The analysis oscillates between micro and macro issues, examining the interplay of system content, procedures and differing value orientations. Perspectives of senior management are critically examined and assessed where possible against objective evidence. Discussion of the issues brought forward by management is pursued in order to place these within a framework of principle and practice. The contrasting roles of the two trade unions provide the central focus in Chapter 8. One adopted a participative approach aimed at monetary benefit; the other showed a preference for negotiation based on results of the job evaluation, emphasising factors not included in the formal system. Chapter 9 examines employee grievances as an indicator of employee acceptance applying equity theory. Grievance factors are analysed and mini case studies of responses to perceived inequity are illustrated. In the concluding chapter some specific recommendations for improvement to the system and its application are made as well as conclusions applicable to job evaluation in general. The overall conclusion reached is that deficiencies in systemic, procedural and value dimensions led to partial attainment of objectives - this attributable to an absence of commitment. The absence of organisational consensus created tension in the equilibrium of the organisation. With the new structure installed, secondary benefits of a more conscious corporate approach are being manifested through system maintenance.

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Crawford, James Douglas. "Teacher Job Satisfaction as Related to Student Performance on State-Mandated Testing." Thesis, Lindenwood University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10636578.

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The growing demand placed upon educators has taken a toll on the profession (Walker, 2014). Teacher burnout, stress, and unhappiness may be predestined unless administrators recognize how to prevent these from happening (Elias, 2012). The intent of this quantitative study was to survey teachers in southwest Missouri to determine their level of job satisfaction as it relates to student performance on state-mandated assessments. The survey included items designed to collect data on overall level of teacher job satisfaction in relation to demographic areas of age range, gender, level of education, years of teaching experience, subject areas taught, and salary range. The first research question was designed to determine the correlation between high school teacher job satisfaction and high school student achievement. Based on this research, there was a relationship between teacher job satisfaction and Missouri Performance Index scores. The second research question was designed to determine the correlation between teacher job satisfaction and years of experience, salary, age, level of education, and gender. Based on the data collected, there was a correlation between teacher job satisfaction and years of experience and between teacher job satisfaction and the age of the educator. However, there was no correlation between teacher job satisfaction and level of education, nor between teacher job satisfaction and gender. Research question three was posed to determine if there was a difference in teacher job satisfaction between those teachers required to administer end-of-course (EOC) exams and teachers who were not required to administer EOC exams. The research determined there was no difference in job satisfaction between the two groups.

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Olivier, Esti. "Evaluation of employee commitment as an imperative for business success / Esti Olivier." Thesis, North-West University, 2011. http://hdl.handle.net/10394/4622.

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Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's strategic goals, are clear about how their work fits into making those goals a reality, are motivated to go beyond narrow job definitions to meet those goals and are confident that their efforts will be recognised and rewarded by their peers, managers and the organisation as a whole. A workplace with committed employees exhibits an 'all for one, one for all' spirit that encompasses both their colleagues and customers - a place where employees do whatever is necessary to ensure the continuous high performance and success of their organisation. In today's business environment, it is imperative that organisations learn to attract, motivate and retain the key talent needed to meet aggressive business goals. Committed employees are more productive and work with a focus on quality to increase customer satisfaction and the profitability of their organisation. High employee commitment also leads to superior performance. Money certainly plays a part in reinforcing employee commitment, but it is clearly not enough in today's work environment. Praise and recognition also tend to build employee loyalty and commitment. People want to feel that they make a difference. The purpose of this study was to determine whether employee commitment is an imperative for business success or not. A literature study was conducted by combining the views of different authors. Following the literature study, a survey was conducted in order to determine employee commitment levels at a wholesale company in Gauteng. The information obtained was reviewed statistically. The key results of the research findings revealed that there is a strong relationship between employee commitment and business success. The employees at the company that was studied are highly committed, and stay at the company because they want to. These commitment levels indicate a workforce that is highly committed and the employees will think twice before they leave. In chapter one, a general introduction to the study will be given, providing aims, problem statements and a description of terms to be used in the study. In chapter two, an in depth literature study will be done and the different elements of employee commitment will be identified and its importance to an organisation. In chapter three, the empirical study and statistical analyses of the data undertaken will be discussed. In chapter four, current situations will be discussed in order to form a synthesis between the literature study and the survey results. In chapter five, conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

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

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Flanagan, Brian Francis. "An investigation into the relationship between police effectiveness and citizen satisfaction /." View abstract, 2001. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1646.

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Thesis (M.S.)--Central Connecticut State University, 2001.
Thesis advisor: Stephen Cox. " ... in partial fulfillment of the requirements for the degree of Master of Science in Criminal Justice." Includes bibliographical references (leaves 71-73). Also available via the World Wide Web.

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Webb, Ruth Sherrill. "An evaluation of job satisfaction among salespersons in a small department store using four psychological measures." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3109/.

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The purpose of this study was to examine the potential of three independent psychological scales (Rotter's Locus of Control, Karasek's Job Content Questionnaire [non-injury job stress], and Rosenberg's Self-Esteem Scale) to predict job satisfaction, as measured by Brayfield and Rothe's Index of Job Satisfaction, among salespersons in a small independent department store in Wichita Falls, Texas. An 82-item survey which examined the dynamics of a salesperson's work life was administered to 20 individuals who were full-time employees of the department store. Demographic data were also gathered although these factors were not entered into the regression analysis. A multiple regression procedure examined the responses of the 20 employees who participated in the study. The R-squared coefficient indicates that 41 percent of the variance in Job Satisfaction was explained by the three predictor measures. A major proportion of this unexplained variance may be in variables outside the scope of this study, e.g., salaries, vacation time, benefits, bonuses, or commissions. Results suggest that the independent variables measured by the Locus of Control Scale and the Job Content Questionnaire in combination were the best predictors of job satisfaction with a significance level of .01. The single best predictor was the Job Content Questionnaire, significant at .03. The three instruments (Locus of Control, Self-Esteem, and Job Content Questionnaire) which comprised the independent variables, reached a significance level of .03 in their prediction of job satisfaction (Brayfield-Rothe Index of Job Satisfaction). Study results indicate that a majority of the employees in the sample population were satisfied with their jobs and with the leadership style manifested by the store manager. In addition, job security was believed to be satisfactory. Inasmuch as there is a void in the literature regarding personal characteristics of salespersons as variables that interact with job satisfaction, comparisons of the findings of this research with other studies that have explored the intricacies of job satisfaction among salespersons who work in small, independent department stores cannot be made. Further research on the predictability of job satisfaction among salespersons in small, independent retail operations such as the department store investigated in this study would be useful not only to managerial staff in decision making and personnel management but would promote greater understanding of the personal characteristics of salespersons as human investment capital which has the potential to create the effective competitive edge required for survival in the new economy.

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Martin, Kristy K. "Evaluation of the on-the-job training program at Company X." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004martink.pdf.

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Manz, LeaAnn Nichole. "Tomato worker ergonomics: REBA panel evaluation of job tasks using video." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/honors/116.

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This project tested the hypothesis that non-experts' rankings of ergonomic stressors differ from those of health professionals. Tennessee ranks fifth in the production of tomatoes, an industry in which stoop labor, hand harvesting, and packing predominate. Specific parts of tomato workers' bodies are at risk of ergonomic injury such as, shoulders (loads), backs (stoop labor), lower extremities (posture), and upper extremities (repetitive motion). Of equal importance is our expectation that the scores assigned by non-experts will correlate with those of experts, leading to a community consensus for action and practical intervention research. Video footage of harvesting and sorting was analyzed using the Rapid Entire Body Assessment method, revealing movements and postures likely to be injurious. A panel of 13 health professionals (“experts”) and industry personnel (“non-experts”) were assembled to rate job task video segments in tomato harvesting and packing using the REBA method. Analysis of variance (ANOVA) was used to analyze the extent to which raters agree on the major body parts at risk of cumulative trauma disorders. Agreement and variation among professional groups, as well as intra-rater variability, were assessed . The possibility of achieving consensus among various professional groups with respect to the most dangerous tasks is discussed.

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Zhou, Jiawen, and Meiyuan Liu. "Job training in multinational companies : The case of Carl Zeiss in China." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-17213.

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ABSTRACT Title: Job training in multinational companies --The case of Carl Zeiss in China Level: Final assignment for Master Degree in Business Administration Author: Jiawen Zhou, Meiyuan Liu Supervisor: Ehsanul Huda Chowdhury Examiner: Maria. Fregidou-Malama Date: 05/2014 Aim: Job training has been treated as the most popular approach to help with improving employees’ performance as well as company’s performance. However, some studies argue that there is some ineffectiveness in job training. This study aims to investigate employees’ needs for job training, the effectiveness and ineffectiveness of job training. Method: This study used both qualitative method and quantitative method through questionnaire and interviews. The findings were reported by analysis of mean method and standard deviation method. Result & Conclusions: This study shows that the more job training employees receivethe better performance they have. Another result of this study is that technology department employees have higher turnover intentionthan other departments after they receivejob training. Suggestions for future research: The limitation of this study is that it did not show much about the financial benefit of job training. Future research coulddone focusingmoreon this aspect. In addition, the transfer from training to application is also needed to be investigated later. Contribution of the thesis: For human resource managers, this study can givethem some suggestions toplantheirjobtraining program, in order to be more effective For other researchers, it can provide a vividunderstanding on the effects of job trainingin multinational companies. Key words: Job training, effectiveness, risk, evaluation, retention

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Moore, Richard Francis. "Teacher evaluation policies and processes in the Commonwealth of Virginia, 1986-87." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/49861.

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Evaluation of employees in any organization is an important task that must be carried out. The public school setting is no exception. The purpose of this study was to describe the teacher evaluation processes carried out by the public school divisions of the Commonwealth of Virginia during the 1986-87 school year. This study -- 1. Described and analyzed the local divisions' policies and processes of teacher evaluation in Virginia as they compared to the "state-of-the-art." 2. Classified the evaluation models according to those established by McGreal (1983). 3. Developed a set of guidelines for use in the development of a “state-of-the-art" teacher evaluation policy and process. A questionnaire was sent to each local school division's chief personnel officer. The local divisions' written policies and processes were collected as well. On the basis of the review and analysis of the questionnaire, policies, procedures, and documents, and the comparison of this analysis with the criteria from the literature, the following conclusions may be stated regarding public school teacher evaluation programs in the Commonwealth of Virginia: 1. The overall quality of personnel procedures in Virginia's public school divisions is good. Their content is consistent with what teacher evaluation experts say should be included. 2. At the present time, no need exists for the overhaul of the majority of teacher evaluation programs in Virginia. 3. For the most part, Virginia's public school divisions are conservative in their teacher evaluation programs. This is evidenced by their overwhelming reliance on the Common Law, Common Law/Goal-Setting, and Goal-Setting models of teacher evaluation. 4. There is no need for the Virginia Department of Education to develop a prototype evaluation process at this time. There is a sufficient number of outstanding processes that are already in place within the Commonwealth from which a division could select. 5. There is little interest for a statewide teacher evaluation process in the Commonwealth of Virginia. Suggested guidelines for teacher evaluation programs conclude the study.
Ed. D.
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Melnyk, K. V., N. V. Borysova, and V. I. Melnyk. "Automation of employee evaluation in educational institution." Thesis, Odessa National Academy of Food Technologies, 2019. http://repository.kpi.kharkov.ua/handle/KhPI-Press/44719.

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Donnelly, Laura Ferri. "Capturing utility judgments across jobs: toward understanding and generalization." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/54285.

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The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility. The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility. The policies underlying judgments of overall worth were captured to a substantial degree, with cross-validated R² values ranging from .46 to .69. A unit weighting scheme was applied to the six predictors, resulting in r² values that exceeded the cross-validated R² derived from regression analyses. This substantial predictability of utility judgments provided the capacity to generalize utility information from a sample of jobs to the population of interest. Analyses comparing validity-based and utility-based clustering schemes explored the degree of convergence between the two approaches to classifying jobs. These analyses indicated that there was some overlap, with validity information being useful in establishing broad categories of jobs associated with similar utility-relevant attributes. At the same time, these analyses demonstrated that the two approaches were not equivalent. Implications of this research are discussed, and several possible directions for future research are noted. It is suggested that such policy capturing procedures can enhance our understanding of judgments of overall worth, and expand the knowledge base upon which organizational decisions are made.
Ph. D.

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34

Richardson, James. "Targeted wage subsidies and long-term unemployment : theory and policy evaluation." Thesis, London School of Economics and Political Science (University of London), 1999. http://etheses.lse.ac.uk/1531/.

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Prolonged experience of high and long-term unemployment has led many governments to a renewed interest in active labour market policies. In particular, targeted wage subsidies have been seen as a means of both directly getting longterm unemployed people into work, and improving their future prospects of finding and keeping jobs. We examine three issues. Firstly, we look at the macroeconomic theory of targeted wage subsidies, and, to a lesser extent, job search assistance, within efficiency wage, union bargaining and search theoretic frameworks. Subsidies directly increase labour demand, but we also find that their effectiveness is enhanced by general equilibrium effects from targeting: wage pressure is reduced; and the average quality of the unemployed pool rises as long-term unemployed workers are removed from it, increasing the incentives for other firms to open vacancies. Secondly we address the optimal degree of policy targeting, using an extension of the Mortensen-Pissarides job creation and destruction model. We argue that there are real gains to targeting the long-term unemployed, but also diminishing returns. Hence, as the level of policy expenditure rises, the extent of targeting should fall. Simulating the model for the UK, we find that policy could have a significant impact on equilibrium unemployment, with more modest welfare gains. Finally, we look at longer-term employability effects by evaluating the Australian Special Youth Employment Training Program (SYETP). Controlling for selection bias using a bivariate probit, we find that participation increased the chances of having a job by 26% between 8 and 13 months after subsidy expiry, and 20% a year later. Much of this gain arose from retention of initially subsidised jobs, but even excluding this, participants were significantly more likely to be employed in subsequent years than if they had not gone on the programme.

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Xiphu, Lizeka Cynthia. "An evaluation of and comparison between job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/166.

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South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.

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Ivey, Hannah Worth. "An evaluation of a job embedded professional development program at Lincoln Academy." View electronic thesis, 2008. http://dl.uncw.edu/etd/2008-1/iveyh/hannahivey.pdf.

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Giarratano, Caryn D. "Criteria for evaluating personnel directors in Missouri public schools /." free to MU campus, to others for purchase, 2000. http://wwwlib.umi.com/cr/mo/fullcit?p9988665.

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Bester, G. F. "A task-specific approach to job accommodation in physically-demanding positions." Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-10292008-180442.

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39

Dockery, Michael. "The Evaluation of Australian Labour Market Assistance Policy." Curtin University of Technology, School of Economics and Finance, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13384.

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This thesis is comprised of a series of published papers relating to the evaluation of active assistance measures for the unemployed in Australia. It offers both applied evaluations of active assistance measures as well as critical assessment of the evaluation approaches that have dominated the literature and policy formation in Australia. "Active" assistance for the unemployed is distinguished from "passive" assistance, such as income support.The motivation behind the work lies in the fact that a very large amount of public expenditure is directed to active assistance for the unemployed. Over $2 billion dollars was spent on labour market programs at the height of the Working Nation package in each of 1995-96 and 1996-97, and $1.5 billion was allocated to "labour market assistance to jobseekers and industry" in the most recent (2001-02) Commonwealth budget. Despite this considerable past and ongoing expenditure, the evaluation effort in Australia has been far short of international best practice. As a consequence, there is no convincing empirical evidence as to how effectively these public resources are being used, or of the relative merits of various options in the design of active interventions for the unemployed.Ultimately, the goal of the research is to improve supply-side policies designed to address unemployment. As stated, it aims to do this through original empirical evaluations of programs and through critical assessment of existing evaluations and institutional arrangements.

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Lance, Charles E. "Evaluation of competing models of the causal relationships among job satisfaction and organizational commitment as precursors to voluntary employee turnover." Diss., Georgia Institute of Technology, 1985. http://hdl.handle.net/1853/29210.

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Hendriks, Jeremy Francisco. "Critical evaluation of possible policy options to reduce unemployment in South Africa." University of the Western Cape, 2016. http://hdl.handle.net/11394/4926.

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Magister Commercii - MCom
Since the advent of democracy, one of the most serious economic problems facing the South African economy is the persistently high unemployment. Although employment has been increasing in general since the economic transition, the extent of such increase is not rapid enough to absorb the expanding labour force entrants, thereby causing both the level and rate of unemployment to increase. This is indicated by the fact that, despite the increase of employment number from 9.5 million in 1995 to 15.2 million in 2014, the number of unemployed increased from 2.0 million to 5.2 million during the same period, thereby causing the unemployment rate to rise from 17.6% to 25.4%. In fact, the labour market objective of the Accelerated and Shared Growth Initiative of South Africa (ASGISA) to reduce the unemployment rate to 15% by the end of 2014 is not achieved. The government has been trying to solve the unemployment problem by means of various policies, ranging from the “big” policies like the Reconstruction and Development Program (RDP), Growth, Employment and Redistribution Policy (GEAR), the aforementioned ASGISA, and the recently launched National Development Plan (NDP), to the more specific labour market policies such as the Expanded Public Works Program (EPWP), promotion of small, medium and micro enterprises (SMMEs) to the implementation of the Employment Tax Incentives Bill (also known as the Youth Wage Subsidy) since 1 January 2014. This study first provides a theoretical framework on various models of unemployment, before the main causes of unemployment in South Africa are discussed. A critical evaluation of the pros and cons of various policy options to alleviate unemployment would be looked at. Some of the policy options have already been implemented in South Africa for years and hence the possible success of these policies would be investigated in detail. Few policies have only been recently implemented (e.g. the Employment Tax Incentives Bill), while other possible policy options have not yet been implemented in South Africa (e.g. job-seeking transport subsidy) but have been adopted in other countries. Hence, the feasibility of these options for South Africa would be investigated, by examining the outcome of these policies in the other countries.

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Faulk, Janet. "Investigation of the relationship between a job-embedded model of professional development and reading achievement of elementary school students." [Johnson City, Tenn. : East Tennessee State University], 2004. http://etd-submit.etsu.edu/etd/theses/available/etd-1019104-132434/unrestricted/FaulkJ102704f.pdf.

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Thesis (Ed.D.)--East Tennessee State University, 2004.
Title from electronic submission form. ETSU ETD database URN: etd-1019104-132434 Includes bibliographical references. Also available via Internet at the UMI web site.

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43

Georgieff, Alexandre. "Three Essays on the Impact of Institutions on Workers' Behavior and Job Quality." Thesis, Paris Sciences et Lettres (ComUE), 2018. http://www.theses.fr/2018PSLEH003.

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Cette thèse examine l'impact des institutions sur le comportement des travailleurs et la qualité de l'emploi. Les deux premiers chapitres utilisent des données subjectives afin d’évaluer l'impact des politiques de l'emploi sur la qualité de l'emploi d'une manière qui prenne en compte un éventail plus large de conditions de travail pertinentes par rapport à la littérature existante. Le premier chapitre montre qu'une baisse de l'assurance-chômage diminue la satisfaction au travail des travailleurs en les amenant à accepter de moins bonnes conditions de travail. Le deuxième chapitre montre que les effets de la protection partielle de l'emploi sur les licenciements améliorent le sentiment de sécurité de l'emploi pour les travailleurs protégés, mais au prix d'externalités négatives pour les autres travailleurs. Le troisième chapitre apporte de nouveaux éléments sur la manière dont les institutions affectent les normes de genre en examinant les comportements des femmes sur le marché du travail et au sein de leur couple. En nous appuyant sur la période de 41 ans de division de l'Allemagne, nous montrons que les institutions de la RDA, favorable à l'égalité des sexes, ont créé une culture qui a défait la norme selon laquelle l’homme est le principal pourvoyeur du ménage. En revanche, cette norme est encore très répandue en ex-Allemagne de l’Ouest
This dissertation examines the impact of institutions on workers' behavior and job quality. The first two chapters use subjective data to assess the impact of employment policies on job quality in a way that takes into account a broader range of relevant working conditions compared to existing papers. The first chapter shows that lower unemployment insurance decreases workers' job satisfaction by making them accept lower working conditions. The second chapter shows that the effects of partial employment protection on layoffs improve the feeling of job security for protected workers, but at the cost of a negative externality on other workers. The third chapter provides new evidence on the way institutions affect gender norms by looking at women's behaviors on the labour market and inside their couple. Using the 41-year division of Germany, we show that GDR’s gender equal institutions have created a culture that has undone the male breadwinner norm. By contrast, this norm is still prevalent in former West Germany

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Maier, Gunther, Peter Weiss, and Shelby Gerking. "The Economic Evaluation of Job Safety. A Methodological Survey and some Estimates for Austria." WU Vienna University of Economics and Business, 1986. http://epub.wu.ac.at/6230/1/IIR_Disc_30.PDF.

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Barbosa, de Oliveira Lucia Maria. "The application of job evaluation in multi-national companies in the Brazilian car industry." Thesis, London School of Economics and Political Science (University of London), 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.338171.

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Chen, Jenille P. "The Ongoing War On Poverty in the United States: Program Evaluation of Job Corps." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/scripps_theses/744.

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In January of 1964, Lyndon B. Johnson introduced programs to provide education, health, jobs and economic opportunities to those who economically disadvantaged. Job Corps is one of the many programs established under his “War on Poverty.” In this paper, I will be looking at the relevant areas of research studying the impacts of Job Corps on participants and society. I will also evaluate the effects of the existing economic situations within the county on the earnings and job placement of the participants.

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Fals, Raquelin G. "An evaluation of disabled workers' self-perceptions in relation to beliefs about job opportunities." FIU Digital Commons, 1995. http://digitalcommons.fiu.edu/etd/3246.

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A sample of people with disabilities responded to a questionnaire that addressed beliefs about the employment opportunities of disabled applicants as well as to a measure of fear of negative evaluations. Results indicated that responses to the employment questionnaire yielded the same factors as did responses from non-disabled subjects in previous samples. Employment beliefs were related to the fear of negative evaluation and to the length of time that subjects had a disability. Those who had a greater fear of negative evaluation and who were recently disabled believed that the disabled had less opportunities and received less support than did those who had less fear of negative evaluation and who had a disability for a longer period of time.

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HAHN, DAVID C. "ACCURACY AND RELIABILITY OF JOB EVALUATION." Thesis, 1985. http://hdl.handle.net/1911/15903.

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This study investigated several factors that could influence the accuracy and reliability of job evaluation ratings. Two of these factors were training and amount of information. The subjects rated a series of 23 jobs on various dimensions. The results indicate that training had little effect on job ratings. Amount of information, however, had a consistent effect on the results. Subjects who were presented with greater amounts of information were generally more reliable and accurate. Procedures proposed by Cronbach (1955) and Jackson (1972) were used to measure accuracy. In addition, three rating biases (halo, leniency, and restriction of range) were conceptualized and operationalized in terms of accuracy. The results did vary somewhat depending on the measure being used. Implications concerning the study of accuracy are discussed.

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Shi-JiunLin and 林席鈞. "The Evaluation of Psychological Capital, Authentic Leadership, Job Satisfaction and Job Performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/41928389022967060431.

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碩士
國立成功大學
工學院工程管理碩士在職專班
101
The purpose of this research is to investigate the relationship among psychological capital, authentic leadership, Job satisfaction and job performance in samples of the workers in government and private organizations. There are 314 valid questionnaires were returned, resulting in a valid return rate of 89.7%. The statistic software SPSS was applied for the data analysis. The results of this study can be concluded as the following: 1.Psychological capital and authentic leadership had significant and positive effects on job satisfaction. 2.Job satisfaction had significant and positive effects on job performance. 3.Authentic leadership had significant and positive effects on job satisfaction. 4.Job satisfaction was partly mediated between psychological capital and job performance. 5.Job satisfaction was full mediated between authentic leadership and job performance. 6.Authentic leadership has significant and positive intervening effect between psychological capital and Job satisfaction. 7.Variation of demographic statistics samples affects the result of psychological capital, authentic leadership, Job satisfaction and job performance.

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Reynders, Louis Roelof. "Vergelyking van poswaarderingsmetodes toegepas op Swartwerknemers in 'n munisipaliteit." Thesis, 2014. http://hdl.handle.net/10210/12198.

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Dissertations / Theses on the topic 'Job evaluation'

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