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Nuttall, P. A. "Understanding 'empowerment' : a study in a manufacturing company." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246150.
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Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.
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The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
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Maagaf, Aziza. "Employee involvement and participation in Libyan oil Companies." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509837.
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This thesis provides an examination of the theory and practice of Employee Involvement and Participation in the Libyan context. It consists of three case studies of multinational oil companies operating in Libya. Additionally, a detailed discussion is also provided about the Libyan oil regulatory agency - the National Oil Corporation (NOC) - and its influence on multinational oil companies operating in Libya. The empirical work involved, interviews with management and employees and a survey of employees as the main data collection tools within the three companies, and analysis of corporate documents. The results suggest that the three multinational companies i.e. Italian Eni-Gas, German Wintershall, and British Expro, share a similar approach to Employee Involvement and Participation, exhibiting popular downward communication, weak upward problem-solving techniques, and a lack of financial participation and nominated representative participation. Most of the similarities among these case studies are attributed to the strong influence of the NOC. Various differences were also observed in many respects, being explained by contextual factors such as technology, the style of management, and some small influence from the parent foreign company. This study also suggests that employee participation in decision-making is generally at the infonnative level, with consultation featuring at the bottom of ladder. The scope of EIP programmes was found to be tactical rather than strategic. Due to 'spiritless' initiatives of EIP programmes, their implementation was largely in the hands of individual managers. The effects of employee involvement and participation were also varied such as high levels of commitment, organisational performance and improve employee attitudes. It was confirmed that employee trust in their nominated representatives was minimal, and that more trust was placed in managers.
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Bakan, Ismail. "The effects of profit sharing and employee share ownership schemes on employee motivation." Thesis, Coventry University, 1999. http://curve.coventry.ac.uk/open/items/83c72d39-4fa0-f4ce-1163-f8eb35c3dd88/1.
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This thesis investigates the effect of profit sharing and employee share ownership schemes on employee job attitudes and behaviours by taking into account the critical role of participation in decision making. The data were obtained from a large British retail organization operating profit sharing (PS) and save-as-you-earn (SAYE) schemes. This is a quantitative study in which the data were gathered through a questionnaire. The unit of analysis is the individuals who responded to the survey, and the study is cross-sectional. To analyse the data a variety of statistical techniques, namely frequency, Pearson correlation, partial correlation, t-test, chi-square (X2), reliability, multiple regression, hierarchical regression, and path analyses, were conducted using SPSS. The sample comprised 1,000 employees subdivided into groups of managerial and non-managerial employees, and participants in schemes and non-participants in schemes. The administration of the questionnaire resulted in 450 returns (430 usable), an overall response rate of 45%. This study addresses four main research questions: (1)What are the effects of profit sharing and employee share ownership schemes (financial participation) on the job attitudes of individual employees in a large organization? (2) What are the effects of participation in decision making on employee job attitudes in a large organization? (3) What are the relative effects of financial participation in comparison to the effects of individual participation in decisions? (4) Does the combination of financial participation and participation in decision making produce more favourable effects on employee job attitudes than does participation in decision making on its own? The aim of this study was to construct a more advanced model of profit sharing and employee share ownership schemes by reviewing the theoretical and empirical literature and testing two theoretical frameworks, those developed by Long (1978) and Florkowski (1989). After reviewing the employee participation literature and testing Long's and Florkowski's models, it was found that both financial participation and participation in decision making have separate effects on employee job attitudes and behaviours, even if financial participation has a small (not statistically significant) impact on some attitudes and behaviours. Since financial participation shows a negligible effect on some job attitudes, and participation in decision making has a stronger effect on job attitudes than has financial participation, the new model is constructed on the assumption that both (a) the combination of financial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes, such as integration, involvement, commitment, satisfaction, motivation, perceived pay equity, and perceived performance-reward contingencies. The test of the new model shows that both (a) the combination of fmancial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes and behaviours, but the combination of financial participation and participation in decision making does not produce more favourable effects on employee job attitudes than does participation in decision making on its own. It should be noted that it is not known in this research whether financial participation changed employees' actual influence in decision making, as the study did not collect any data on this question. Therefore, there is the possibility that if the same study were conducted in organizations with financial participation schemes which increase employees' influence in decision making, the effect of the combination of financial participation and participation in decision making might be found to be stronger than that reported in this dissertation.
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Roustaei, Simin. "An Employee Participation Change Project and Its Impact on the Organization: a Case Study." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc503900/.
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The purpose of this study was to document and assess the consequences of implementing employee involvement in a manufacturing setting. Using a quasi-experimental design, the study utilized information from various sources of data including archives, interview, and questionnaire data for a three to four year period. Time series comparisons were used. The results indicated that production increased initially, but then dropped back to original level. Quality of products increased and continued to improve gradually. The highest rate of improvement was observed in safety. An attempt was made to measure current level of commitment at the plant but was unsuccessful due to a low return rate of questionnaires. Overall, data collected partially support the hypotheses. Implications for further research and practice are discussed.
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Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.
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This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation.
Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured.
Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.Ph. D.
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Suter, Jane Elizabeth. "Informal and formal employee involvement and participation (EIP) in the hospitality industry : A contingency perspective." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500471.
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Stanford, Jane Herring. "Measuring the Implementation of Employee Involvement in the Maquiladora Industry : A Matched-pairs Analysis of United States Parent Companies and Their Mexican Subsidiaries." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278521/.
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Participative management practices between United States parent companies in the maquiladora industry and their Mexico assembly plants were investigated for this study. It was hypothesized that managers of parent maquiladora companies in the United States encouraged greater levels of worker participation than did expatriate managers in Mexican subsidiaries. However, the findings of this study indicate that expatriate managers in a number of the Mexico subsidiaries are currently implementing employee involvement approaches. In some instances, highly participative team-based approaches are being used.
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Evans, Claire. "The impact of employee participation and involvement initiatives on levels of trust in four manufacturing firms." Thesis, Cardiff University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.439460.
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Theories of high commitment management (HCM) ascribe a central role to high trust relationships between management and labour if organisations are to achieve high performance (Legge, 2005; Appelbaum et al, 2000). However, such relations are difficult to achieve within the capitalist employment relationship, particularly so within liberal market economies such as the UK (Godard, 2002; Hall and Soskice, 2001). Employee involvement (EI) and participation initiatives potentially constitute a principal mechanism through which trust may be achieved, although wider evidence suggests that desired performance improvements may only accrue where participation is'meaningful' (Delbridge and Whitfield, 2001). Conversely, EI can be used to intensify the work process and achieve tighter control, although whether this is done through managerial 'commission' or 'omission' remains open to debate. This study sought to explore these questions. The critical realist paradigm was deemed to be the most appropriate methodological approach, and a'firm-insector' approach was applied. This facilitated investigation of meso-level, as well as macro-level, effects on enterpriselevel processes and outcomes. Four manufacturing plants, drawn from the pharmaceuticals and automotive components sectors, constituted the units of analysis. It was postulated that the pharmaceuticals sector might constitute a more conducive environment in which to cultivate trust. Conversely, it was averred that the encroachment of the 'customer' into the management of the employment relationship within the components supply business might encourage a control orientation. In keeping with a general predilection of British management, it was found that 'genuine' trust existed in none of the organisations at the time of the fieldwork (Thompson, 2003; Claydon, 1998). Management sought to (or had done so) substitute 'meaningless' EI for collective organisation. However, at two of the plants, employees reported previous instances where trust had existed. Significantly, this was not confined to the pharmaceutical sector. This facilitated identification of the antecedent conditions necessary for trust to develop, namely a value orientation on the part of senior management, strong organisational performance, effective trade unionism and participative, 'informal' management styles.
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Jeong, Stephen B. "Participation and goal setting an examination of the components of participation /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150379850.
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Beirne, Martin J. "Social paradox and 'user-involvement' : a critical study of employee participation in the design of computing systems." Thesis, University of the West of Scotland, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278911.
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Gtansh, Abdussalam. "The influence of national and organizational culture on employee involvement and participation (EIP) : a cross-cultural study." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3281/.
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In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.
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Hartelius, Karin, and Annie Johanson. "Involve to Evolve : Managing Employee Surveys in a Large Company." Thesis, Umeå universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-57406.
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Simon, Bridgette Virginia. "The relationship between values-based leadership and employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20220.
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Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
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Mgedezi, Sipho. "An investigation of the impact of intrinsic motivation and job involvement on employee retention: a case of selected departments within the Eastern Cape Provincial Government." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007094.
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This study investigated the impact of intrinsic motivation and job involvement, with employee retention acting as a mediating variable. As most organisations want to retain their best employees and sustain their organisational performance, this study strives to add to the body of knowledge on motivation, job involvement and employee retention, with specific reference to selected departments within the Eastern Cape Provincial Government in the South African context. Intrinsic motivation and job involvement were used as the independent variables. Employee retention is the dependent variable, which was measured using the cumulative Michigan Organisational Assessment Two-item Questionnaire (Camman, Fichman & Klesh, 1979) and a third assessment item from Landau & Hammer (1986). A quantitative relational design was employed to investigate the degree to which intrinsic motivation and job involvement predict an employee’s intention to quit their job. The data were collected through a self administered questionnaire from a convenience sample of 160 employees within the selected government departments in the study. The empirical results obtained from the data; using the Pearson correlation coefficients, indicated significant relationships between intrinsic motivation, job involvement and employee retention. Evidence was further found that employees’ intrinsic motivation and job involvement influenced the extent of employees’ intention to quit. Furthermore, a multiple regression analysis of the data indicated that intrinsic motivation is the strongest predictor of employee retention, followed by job involvement.
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Stewén, Alicia. "Den optimala organisationsförändringen? : Medarbetares upplevelser av en organisationsförändring på Arbetsförmedlingen." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-66510.
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Syftet med detta examensarbete var att utforska medarbetares upplevelser och attityder om den organisationsförändring som de har genomgått. Frågeställningarna efterfrågar vilka faktorer som påverkade organisationsförändringen samt vad medarbetarnas upplevelser var. Examensarbetet genomfördes på Arbetsförmedlingen i Luleå kommun som genomgår en organisationsförändring. Kvalitativa semistrukturerade intervjuer genomfördes med målsättning att få vetskap om medarbetares upplevelser och attityder om organisationsförändringen. Därefter har det insamlade materialet transkriberats och analyserats tematiskt. Resultatet visar att medarbetarna upplevde att missnöje, självledarskap, chefernas roll, delaktighet och kommunikation är viktiga faktorer i förändringsarbetet för medarbetare. Dessa faktorer är delvis hämtade från tidigare forskning samt framtagna från intervjuerna. Medarbetarnas upplevelse av organisationsförändringen är övervägande positiv och intervjupersonerna menar att det beror på det stora missnöjet innan förnyelseresan påbörjades, den höga delaktigheten i förändringsarbetet samt den goda kommunikationen. De faktorer som har påverkat mest är delaktigheten och organisationskulturen. Utan delaktigheten hade motivationen att arbeta för förnyelseresan saknats och organisationskulturen har förbättrats och motiverat fler att förbättra arbetet.
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Trespeuch, Léo. "La participation du consommateur, antécédents et conséquences : proposition d’un modèle intégrateur appliqué au cas du crowdfunding." Thesis, Université Grenoble Alpes (ComUE), 2017. http://www.theses.fr/2017GREAG009.
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Au sein de la littérature émergente sur le crowdfunding, les études ont tenté de cerner les apports de cette nouvelle forme de participation pour les consommateurs et pour les entreprises (Belleflamme et al., 2010; Davis et al., 2017; Ordanini et al., 2011; Tomczak et Brem, 2013; Vulkan et al., 2016). Pour les entreprises, le crowdfunding permet de recueillir des fonds dans le but de créer ou distribuer un nouveau produit (Belleflamme et al., 2014). Sur le plan marketing, il permet de tester un concept et d’ajuster ensuite le mix marketing (Belleflamme et al. 2014; Ducarroz et al. 2016), tandis que le crowdfunding permet aux internautes d’étendre leur participation à la vie des entreprises en ajoutant une dimension financière. A partir d’une analyse de la littérature et d’une netnographie de communautés virtuelles réunies autour de projets de crowdfunding, cette thèse propose un modèle intégrateur, causes-conséquences de la participation appliqué aux campagnes de Crowdfunding. L'objectif est d'étudier de manière holistique la participation aux campagnes de crowdfunding. A notre connaissance cela n’a jamais été réalisé jusqu’alors.Concernant la « participation », cette recherche aboutit à proposer la définition suivante : « Participer, c’est prendre part de manière financière, créative ou sociale au projet de l’entreprise ». Ce nouveau construit et sa mesure ont permis de mettre en perspective dans le cas du crowdfunding les déterminants et conséquences suivants : innovativité, altruisme, besoin d’appartenance, avantages perçus, risques perçus, description du projet, description de l’auteur du projet, relation à la marque. Au travers de ces déterminants et conséquences, cette recherche parvient à expliquer en grande partie les comportements de participation à des campagnes de Crowdfunding. Aussi, cette recherche apporte également pour la première fois à la littérature du crowdfunding, un modèle validé empiriquement au travers des équations structurelles. En effet, le modèle conceptuel testé auprès de 445 individus ayant déjà participé à une campagne crowdfunding montre une stabilité psychométrique satisfaisante. Les résultats démontrent que les principaux antécédents à la participation aux campagnes de crowdfunding sont l’innovativité et la recherche d’un bénéfice supérieur aux risques. A l’opposé, en aval du modèle, la principale conséquence de la participation porte sur la dimension affective de la relation à la marque. Sur le plan managérial, nos résultats offrent aussi plusieurs contributions pour comprendre la participation et ses dimensions (Sociales, Créatives et Financières) via l’approche IPMAIn emerging literature on crowdfunding, studies have attempted to identify the contributions of this new form of participation from each of the consumer and business standpoints (Belleflamme et al., 2010; Davis et al., 2017; Ordanini et al., 2011; Tomczak and Brem, 2013; Vulkan et al., 2016). Crowdfunding enables businesses to garner funds earmarked for the creation or distribution of new products (Belleflamme et al., 2014), while providing marketers with the wherewithal for testing concepts and adjusting marketing mix (Belleflamme et al., 2014; Ducarroz et al., 2016). Through the addition of a financial component, crowdfunding permits Internet users to broaden the scope of their participation in business affairs. Based on an analysis of emerging literature on crowdfunding and a netnography of the virtual communities grouped together around a project, this study presents a model designed to integrate the causes and consequences of participation in crowdfunding campaigns, thereby providing for the holistic study of this participatory phenomenon. To our knowledge, such a study has never before been conducted. For the purpose of the research at hand, the authors define the term ‘participation’ to mean ‘the fact of engaging financially, creatively or socially in a business project’.’ The new construct and accompanying measurements make it possible to put into perspective determinants and consequences which include as follows: innovativeness, altruism, need to belong, perceived benefits, perceived risks, description of project, description of project initiator, brand relationship. These determinants and consequences enable the authors to explain, to a large extent, crowdfunding campaign participation behaviour. Their research also enriches crowdfunding literature with the first ever empirically validated model using structural equations. In point of fact, the conceptual model tested with 445 individuals having previously taken part in a crowdfunding campaign demonstrates satisfactory stability. Results show that the primary antecedents of participation in crowdfunding campaigns are innovativeness and the seeking out of benefits which outweigh perceived risks. In contrast, downstream of the model, the primary consequence of participation relates to the affective dimension of the brand relationship. Through the use of an integrated project management approach (IPMA), findings contribute in a number of different ways to enhancing managerial understanding of participation, including the social, creative and financial dimensions of the latter
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Brunstedt, Daniella, and Natalie Lindqvist. "Kommunikation och medarbetarinvolverandes inverkan på medarbetare under en omorganisation : En fallstudie av Polismyndigheten Region Nord." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21103.
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Syfte: Syftet med studien är att öka kunskapen om hur kommunikation med och involvering av medarbetare inverkar på medarbetares inställning till en omorganisation. Metod: Forskningsansatsen är av kvalitativ karaktär. Det empiriska materialet har samlats in genom semistrukturerade intervjuer utförda på Polismyndigheten Region Nord som genomgår en omorganisation. Materialet tolkades med hjälp av vår egen modell som är baserad på tidigare forskning, då vi utgått ifrån de resultat vi funnit i vår litteraturstudie. Resultat och slutsats: Bristfällig kommunikation och lågt medarbetarinvolverande inverkar till att medarbetare intar en likgiltig eller negativ inställning gentemot en omorganisering, och att en bra kommunikation och ett högt medarbetarinvolverande leder till en positiv inställning. Vi upplever att kommunikation är den starkaste faktorn eftersom bra kommunikation är en förutsättning för att medarbetare ska uppleva att de har inflytande och därmed är delaktiga i omorganisationen. Vi anser även att vår studie visar att en negativ inställning till en omorganisation innebär att medarbetare motsätter sig en omorganisering. Studiens bidrag: Ge en ökad förståelse för vilka faktorer som inverkar till att medarbetare motsätter sig en omorganisering, samt vilken inverkan kommunikation och involvering av medarbetare har på medarbetarnas inställning till en omorganisering. Förslag på vidare forskning: Vi kom i denna studie fram till att bristfällig kommunikation innebär att medarbetare upplever att de inte involveras i förändringsprocessen, vilket i sin tur leder till ett bristande förtroende för organisationen och därmed även ett motstånd till omorganisationen i sig. Vårt förslag på vidare forskning är att testa den nya modell vi kommit fram till för att se om dessa slutsatser är överförbara även på andra organisationer som genomgår en organisationsförändring.Aim: The aim of this study is to improve our understanding on how communication and employee involvement affect employees' attitude towards an organizational change. Method: Our research approach is qualitative. The empirical data was collected through semi structured interviews conducted at Polismyndigheten Region Nord, which is currently undergoing an organizational change. We used our own model, based on previews researched, to analyse the data. Conclusions: The lack of good communication and low employee involvement leads to employees’ developing a negative or indifferent attitude towards an organizational change. Communication is the strongest factor do to the fact that good communication is essential for making employees’ feel involved in the changing process. Our study also shows a connection between a negative attitude towards an organizational change, and employees’ being against change in general. Contribution of the thesis: Provide a greater understanding for which factors that influence employees’ to oppose an organizational change, as well as which impact communication and employee involvement have on employees' attitudes towards an organizational change. Suggestion for future research: Our conclusion based on this study, is that poor communication makes employee’s feel that they are not involved in the change process, which leads to a lack of confidence for the organisation and a resistance for the organizational change. Our suggestion for future research is therefor to test our new model to see if our conclusions are transferable to other organizations undergoing a change process.
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Abd-El-Fattah, Sabry M. "Egyptian high school students' perception of parental involvement and its relationship to approach and avoidance achievement motivation : a multidimensional ecological approach." Virtual Press, 2003. http://liblink.bsu.edu/uhtbin/catkey/1264228.
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Adolescents’ Perception of Parental Involvement Scale (APPIS) and Achievement Goal Questionnaire (AGQ) were administrated to a sample (N = 300) of Egyptian high school students to investigate the effect of students' perception of parental involvement on their achievement motivation. Parental involvement was investigated as a multidimensional concept that covers home, school, and community according to three main concepts in Bronfenbrenner's ecological systems theory. These concepts are phenomenology, microsystem, and mesosystem. Achievement motivation was investigated as a tripartite construct that includes performanceapproach goal, mastery goal, and performance-avoidance goal according to Elliot's approach and avoidance achievement motivation model.Students' perception of parental involvement was found to differ significantly by the type of parental involvement and parents' educational level. There was a significant univariate interaction effect between the type of parental involvement and parents' educational level on students' perception of parental involvement at school, while there were non-significant univariate interaction effects on students' perception of parental involvement at home and within community respectively.Students' achievement motivation was found to differ significantly by students' gender and grade. There was a significant univariate interaction effect between students' gender and grade on students' performance-avoidance goal, while there were non-significant univariate interaction effects on students' performanceapproach goal, and mastery goal respectively.Students' perception of parental involvement was found to differ significantly by students' gender and grade. There were significant univariate interaction effects between students' gender and grade on students' perception of parental involvement at home, and within community respectively, while there was a non-significant univariate interaction effect on students' perception of parental involvement at school.Students' perception of parental involvement at home has a statistically significant relationship with students' perception of parental involvement at school, within the community, and mastery goal, while it has a statistically non-significant relationship with performance-approach goal, and performance-avoidance goal. Students' perception of parental involvement at school has a statistically significant relationship with students' perception of parental involvement within the community,and mastery goal, while it has a statistically non-significant relationship with performance-approach goal, and performance-avoidance goal. Students' perception of parental involvement within the community has a statistically non-significant relationship with students' performance-approach goal, mastery goal, and performance-avoidance goal. Students' performance-approach goal has a statistically significant relationship with students' performance-avoidance goal, however it has a statically non-significant relationship with mastery goal. Students' mastery goal has a statistically non-significant relationship with their performance-avoidance goal.Department of Educational Psychology
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Muller, Roger Joseph. "The impact of employee engagement on the business success of Johnson controls Uitenhage." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1137.
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The purpose of this study is to investigate the influences, outcomes and degree of employee engagement, as it relates to business success of Johnson Controls. The research was conducted by questionnaire using a sample of 120 employees of Johnson Controls Uitenhage Plant. The sample represents 45 percent of the total population of 267 employees. The study discusses certain key influences of engagement - the degree to which employees are engaged and the resultant outcomes of employee engagement. The result of the study proves that communication, leadership behaviours, policies, practices, recognition and rewards are real factors influencing engagement. The study also validated that productivity, safety, customer satisfaction, employee retention and quality are outcomes of engagement. A strong relationship was found to exist between employee engagement and business success. The study also found that a strong relationship exist between leadership behaviours, policies and procedures, and recognition and rewards. Communication was found to have no relationship with employee engagement.
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Sarvanidis, Sofoklis. "The implementation of information and consultation of employees regulations in Great Britain." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.527136.
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The thesis focuses on the impact of the EU Directive (2002/14/EC), which was incorporated into UK employment law, with its phased implementation starting on 6th April 2005. The empirical evidence is based on a survey and predominantly on case-study research that involved interviews with: managers, employees and trade union representatives, together with the collection of relevant documentary evidence. The empirical findings, especially for the non-unionised sector, indicate that the reflexive nature of the Information and Consultation of Employees (ICE) Regulations has mainly stimulated the development of organisation-specific or tailor-made information and consultation arrangements, which minimally comply with the legislative provisions. Moreover, the development of such arrangements is primarily based on the ad hoc momentum that is generated by business pressures (i.e. collective redundancies, transfer of undertakings etc) and can be viewed as reflecting the conceptual framework of legislatively prompted voluntarism. The ICE Directive is aimed at bringing a consistency to the establishment of basic and standard information and consultation arrangements across the workplaces in Great Britain. Subsequently, it should promote the harmonisation of employee participation practices amongst the UK and other EU countries, as it has the goal of ensuring that there is a minimum floor of rights in relation to information sharing and consultation with employees. Nevertheless, the Europeanisation of British industrial relations cannot instantly take place through the adoption of such EU directives. With regard to this research endeavour, it emerges that the extant national idiosyncrasies cannot be substantially altered, whilst business pressures and employers’ goodwill continue to be key drivers in the development of employee participation and consultation arrangements in Great Britain, albeit within the newly adopted legislative and statutory framework.
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Engström, Jon. "Patient involvement and service innovation in healthcare." Doctoral thesis, Linköpings universitet, Kvalitetsteknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-106661.
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This thesis adds to a stream of research suggesting that healthcare can be more patient centered and efficient by redefining the role of the patient from a passive receiver to a more active and collaborative participant. This may relate to healthcare provision (Anderson and Funnell, 2005; Berry and Bendapudi, 2007; Bitner and Brown, 2008; McColl-Kennedy et al., 2012; Nordgren, 2008) and innovation (Bate and Robert, 2006; Groene et al., 2009; Longtin et al., 2010). Through research initiative containing four healthcare units and 68 patients, the present thesis combines healthcare research (e.g., Anderson and Funnell, 2005; Nelson et al., 2002) with service research (e.g., Grönroos, 2006; Vargo and Lusch, 2008, 2004) to explore three aspects of patient involvement and service innovation. Firstly, the concept of patient involvement itself is investigated through an extensive literature review of empirical research on patient involvement. A model describing the antecedents, forms and consequences of patient involvement is proposed. What value is, and how patients can co-create value is discussed from the perspectives of healthcare research and service management thought. Secondly, the thesis proposes a diary-based methodology for involving patients in service innovation. My colleagues and I developed the methodology in collaboration with the participating care providers and applied it in practice. We used the experiences we gained from the project and the contributions from the patients to examine the opportunities for user involvement in service innovation. The participants contributed with ideas and insights stemming from their experiences in their contact with healthcare and other resources. We suggest the following three ways of learning from the collected data: As ideas for improvements; through summary reports to illustrate other quantitative data; and as narratives to promote change. Thirdly, the thesis explores patients’ motivations to participate in service innovation, a hitherto unexplored field. Through an analysis of patients’ contributions and interviews with participants we found that there are a number of factors that motivate patients to participate and that participation is perceived as a social- and meaningladen event. Patients derive psychological well-being and support from participation, but disease was sometimes a barrier to participation. This thesis elaborates on how the most motivated users can be involved in service innovation, applying thinking from the lead-user methodology to a healthcare setting. Overall, the thesis explores patient involvement from new perspectives and, by doing so, adds to our collective efforts to improve healthcare.Denna avhandling syftar till en mer patientcentrerad och effektiv sjukvård. Den bidrar till en strömning inom forskningen som menar att sjukvården kan förbättras genom en omdefiniering av patientrollen – från en roll som passiv mottagare till aktiv, samskapande aktör. Patienten kan ses som en resurs både i utförande av vården (Anderson and Funnell, 2005; Berry and Bendapudi, 2007; Bitner and Brown, 2008; McColl-Kennedy et al., 2012; Nordgren, 2008) och inom utveckling och innovation (Bate and Robert, 2006; Groene et al., 2009; Longtin et al., 2010). Avhandlingen kombinerar sjukvårdsforskning (Anderson and Funnell, 2005; Nelson et al., 2002) med tjänsteforskning (Grönroos, 2006; Vargo and Lusch, 2008, 2004) i en forskningsansats som innefattar fyra vårdenheter och 68 patienter. Den utforskar tre aspekter av patientinvolvering och tjänsteinnovation. För det första undersöks konceptet patientinvolvering genom en omfattande litteraturöversikt av den empiriska forskningen på området. Översikten leder till en konceptuell modell för att beskriva patientinvolvering: vad dess förutsättningar är, vilka former av patientinvolvering som finns och vad patientinvolvering leder till. Avhandlingen diskuterar även begreppet värde och hur patienter kan samskapa värde, utifrån perspektiv inom vårdforskning och tjänsteforskning. För det andra föreslår avhandlingen en dagboksbaserad metod för att involvera patienter i tjänsteinnovation. Deltagande patienter skriver i denna metod ner sina ner sina idéer och upplevelser varje dag under två veckors tid. Mina kollegor och jag utvecklade metoden i samarbete med personal från de deltagande vårdenheterna och applicerade den på praktiken. Erfarenheterna från projektet och de deltagande patienternas bidrag användes för att utforska möjligheterna med patientinvolvering i utvecklingen av vården. Vi föreslår tre sätt att lära sig från det insamlade materialet: som direkta idéer till förbättringar; summerat till rapporter för att ge kvalitativ förståelse av andra kvantitativa mätningar; och enskilda patienters berättelser kan användas för att förmedla patientperspektivet i organisationen och mana till förändring. För det tredje undersöker avhandlingen patienters motivation att bidra till tjänsteinnovation, ett hittills outforskat område. Genom en analys av patienters bidrag och genom intervjuer med deltagare finner vi att patienter motiveras att delta av en rad olika anledningar, från ett behov av upprättelse till en glädje av att utföra aktiviteten. Deltagandet uppfattas som en social och meningsfull händelse. Patienter upplever psykiskt välbefinnande och stöd genom att delta, även om sjukdom kan vara ett hinder i deltagandet. Avhandlingen undersöker även hur de allra mest motiverade patienterna kan identifieras och inkluderas i tjänsteinnovation, detta inspirerat av lead user-metoden (von Hippel, 1986). Sammantaget utforskar avhandlingen patientinvolvering och tjänsteinnovation från nya perspektiv och bidrar därmed till våra gemensamma ansträngningar för att förbättra vården och patienters välbefinnande.
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Howard, Eddie J. Jr. "Institutional Strategies of Identified Involvement Triggers that Increase Campus Engagement: A Longitudinal Analysis Based on an Individual National Survey of Student Engagement Responses." Youngstown State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1587745870664836.
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Tell, Viktoria, Sara Karlsson, and Emma Dahlblom. "Anställdas motivation att leva upp till varumärkeslöftet : En beskrivande studie som systematiserar hur anställda blir motiverade att leva upp till varumärkesöftet." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35892.
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Problemformulering Den befintliga forskningen om vad som motiverar anställda att leva upp till varumärkeslöftet är ostrukturerad. Forskare använder olika nämnare för att beskriva vad som motiverar anställda men det saknas forskning som sammanställer och ger en strukturerad bild av ämnet. Därför är det nödvändigt att systematisera nämnarna för att strukturera den befintliga forskningen. Syfte Syftet med studien är att systematisera de nämnare som driver anställdas motivation att leva upp till varumärkeslöftet. Forskningsfråga Hur kan nämnarna som driver anställdas motivation att leva upp till varumärkeslöftet systematiseras? Metod Studien består av en tvärsnittsstudie av anställdas motivation att leva upp till varumärkeslöftet. Det genomfördes en kvantitativ undersökningsmetod där kvantifierbar data samlades in med hjälp av enkäter. Slutsats För att strukturera befintlig forskning framkom det att nämnarna kunde systematiseras till de fyra faktorerna självständighet, delaktighet, ledarskap och bekräftelse. Det är dessa fyra faktorer som systematiserar de nämnare som leder till anställdas motivation att leva upp till varumärkeslöftet.
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Ramirez, Maria Guadalupe. "The effects of Mexican Americans, Chicanos parental involvement on schooling." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2811.
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Bailey, Peter John. "Organisational commitment in the automotive industry : a comparative study of employment contracts." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1014664.
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Organisations face many obstacles in maintaining high quality standards and enhancing their competitive positions. It is not just the external factors, such as market fluctuations, but also internal obstacles, that have an effect on the competitiveness of organisations. Most of the internal factors are the result of poor management practices such as insufficient employee development paths, lack of mentorship programmes or job insecurity which results in the poor performance and commitment levels of employees. However employees are more willing to provide efficient and effective practices if they are committed to the organisation. A committed workforce can be created through many practices. Some of these practices include, creating an environment where employees feel as though they are part of the organisation and that their actions directly influence the success of the organisation (Kingston 2007); building long lasting and fair relationships between staff and supervisors (Manetje 2009:50); providing partial organisational ownership for employees through employee share ownership schemes (Employee share ownership plan guidelines 2007:3); creating an organisation structure which binds employees and groups together and removes bureaucratic practices (Brooks 2009:190) and creating management styles that encourage employee involvement (Manetje 2009:51) Unfavourable conditions within the economy are not making it any easier for organisations to become more competitive. Organisations have had to downsize, restructure and transform in order to cut costs as the demands for goods and services slowed down. However, these practices have resulted in an insecure work environment for employees and have posed complex challenges for management. (Coetzee 2005). Employment contracts have therefore become popular tools for managing economic downturns. Organisations opt for more temporary staff so as to easily reduce headcount when costs need to be lowered. Employment contracts give organisations the advantage of flexibility which is a key area for success in turbulent business environments (Krausz, Bizman & Braslavsky 2001:302). Previous research on temporary contracts has revealed lower commitment levels of staff than other types of contracts such as permanent and fixed-term contracts (Guest 2004:12). Therefore, there needs to be a balance between various employment contracts; a balance which brings out the best in organisational performance. The different types of employment contracts are also important tools to use to enhance commitment within the organisation. For that reason, it is essential to understand the linkage between the types of contracts and organisational commitment and whether certain contracts result in higher levels of organisational commitment. The primary objective of the study is to identify factors which influence organisational commitment as well as to investigate whether organisational commitment and the different types of employment contracts can increase employee motivation and job involvement within the automotive industry environment. Given the primary objective of the study, a quantitative research paradigm was followed in testing the relevant hypotheses. A five-point Likert scale questionnaire was conducted to gather empirical data from the respondents employed within the automotive industry. The target population of the study was the employees within the automotive industry (Volkswagen of South Africa). A convenience sampling technique was used to distribute the questionnaires and the researcher made use of both manual hand-outs and an online system called the Survey Monkey to gather the data. The sample was restricted to 260 respondents. The main findings of this study revealed that the dimensions, workplace culture, job security, career development and personality were statistically significant and had a positive influence on organisational commitment. Workplace culture proved to be the most significant positive influence on organisational commitment. Thus, if an organisation adjusts this dimension to better suit the employees, the result could be an enhanced level of employee commitment. On the other hand, management style and mentoring were found to be the least important in influencing organisational commitment in the automotive industry. Furthermore, the results illustrated a significant positive relationship between organisational commitment and the dependent variables, employee motivation and job involvement. The study also identified the link between employment contracts and organisational commitment, job involvement and employee motivation. However, a statistically significant relationship only existed between employment contracts and job involvement. Thus the different types of contracts have an effect on the level of employee involvement within an organisation. The implications of the findings are that organisations within the automotive industry should focus on areas that have a substantially greater impact on organisational commitment. These areas include workplace culture, job security, personality and career development. Organisations thus need to find methods or processes which facilitate the development of these areas. In order for organisations to move from good to great, a workforce that is committed to the goals and objectives is required.
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Milne, Claire. "Employees' experience of job satisfaction within a successful organisation." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.
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In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2000) This study focuses on an organisation that has managed to link job satisfaction with organisational gain, and explores the link between these two subjects. A case study of a South African mining operation is reported on, and examined in-depth. The mine, a successful operation in terms of productivity, is recognised by its holding company as exemplary and is competing with the best base metal producers in the world. The research was conducted in two stages. The first stage consisted of 20 semi-structured individual interviews. Ten employees were selected from both the lower employee-levels and the higher employee-levels. The individual interviews focused on the experience of working at the mine with particular reference to interpersonal dynamics, job satisfaction, leadership style, and reward systems. During the second stage of the research, focus groups were conducted with two groups of seven employees each, one group from the lower-levels and one from the higher-levels. The focus groups aimed at obtaining a deeper understanding of the issues that emerged from the individual interviews. Grounded theory analysis was used during both the first, and second phase of the study. The results indicated that the mine's employees experience a high level fulfilment of higher-order needs, and that this experience is a reaction to the mine's performance enhancing culture. It is further shown that the same factors that create job satisfaction, when applied in excess, or in certain circumstances may lead to dissatisfaction within the same context.
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Nyengane, Mongezi Hutton. "The relationship between leadership style and employee commitment : an exploratory study in an electricity utility of South Africa /." Thesis, Rhodes University, 2007. http://eprints.ru.ac.za/924/.
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Zaragoza, Nancy Rae. "Exploring the relationship between parental involvement levels and the level of children's academic achievement." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1985.
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Lee, Chih-Wei, and 李芷韋. "Exploring the Relationship Between Employees’ Motivations of Participating Advanced Degree Program and Job Involvement." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/cw3mbd.
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碩士元智大學
管理碩士在職專班
105
According to the data of Department of Statistics, Ministry of Education, with the rise of era of knowledge economy and gradual shortening of knowledge service life, the universities and colleges in Taiwan have begun to enroll EMBA Program students since the academic year of 1998 to provide incumbent with another channel for further education. From the initial period of opening to the academic year of 2015, the increase in departments (from 6 to 466 departments) and students (from 225 to 52,986 students) has reflected the growing demand for advanced degree program. This research aims to understand the relationship between the motivation of participating advanced degree program and status of job involvement of in-service students as well as the effect of personal background factor on the motivation of in-service education and job involvement, so as to observe interfering effect between the motivation of participating advanced degree program and job involvement through seniority and tuition. With the Expectancy-Valence Theory as the research structure, this research adopted questionnaire survey and participated advanced degree program students in Taoyuan as the subjects. A total of 120 valid questionnaires were retrieved for statistical analysis and discussion. The research results show that the intrinsic and extrinsic motivation of participating advanced degree program students is significantly positively correlated to job involvement. The intrinsic motivation of thirst for knowledge and extrinsic motivation of company’s expectation and social relationship are significantly correlated to job willingness, job involvement and job absorption. The extrinsic motivation of career development of participating advanced degree program is significantly correlated to job involvement and job absorption. The tuition has the interfering effect on extrinsic motivation of social expectation of participating advanced degree program and job willingness.
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HO, HSIN-HENG, and 何性桓. "A Study of Boulderers’ Participation Motivation and Involvement." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/73434468666534034582.
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碩士國立體育大學
休閒產業經營學系
102
In recent years, outdoor adventure activities have become increasingly popular such as mountaineering, rock climbing, bungee jumping, surfing and paragliding, etc., because the activity is full of challenges, excitement and adventure attraction, making the number of participants increasing. The purpose of this study was to understand boulderers’ participation motivation, involvement, demographics and the relationship between the aforementioned variables. This study used quantitative analysis by questionnaires, and as a result 132 valid questionnaires were collected. SPSS18.0 was used to analyze the data. Analytical methods employed in this study, including descriptive statistics, independent sample t test, one-way ANOVA, Pearson correlation coefficients and multiple regression analysis. The results show that: 1. Occupation and frequencies of bouldering significantly affect participation motivation. 2. Seniority of bouldering and frequencies significantly affect involvement. 3. Motivation and involvement positively correlated. 4. The motivation was the effective predictors to involvement. Finally, according to the findings, some recommendations were proposed for practical application and future research.
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KAO, CHING-YAO, and 高敬堯. "Study on Participation Motivation, Involvement, and Leisure Benefit of Cyclists." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/f5dun6.
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碩士亞洲大學
休閒與遊憩管理學系碩士在職專班
107
Study on Participation Motivation, Involvement, and Leisure Benefit of Cyclists Student: ChingYao Kao Advisor: Dr. Shih-Yun Hsu The purpose of the study is to investigate the relationships among participation motivation, involvement, and leisure benefit of cyclists. The subjects were cyclists over 18 years old. A total of 310 valid questionnaires were collected using snowball sampling method from friends, cycling teams, and related clubs via online survey. Descriptive statistics, independent sample t-test, ANOVA, Pearson product-moment correlation coefficient are used to analyze data. The major findings are as follows: 1. Male, age between 36 and 45, married, with a college degree, work in service industry, with average income of $30,001~$50,000, resident in central part of Taiwan, are the majority in this survey. 2. Significant differences in participation motivation of cyclists with different marital status, age and education level exist. Significant differences in involvement of cyclists with different gender and resident areas exist. Significant differences in leisure benefit of cyclists with different education level and resident areas exist. 3. A positive correlation exists between participation motivation and involvement. 4. A positive correlation exists between participation motivation and leisure benefit. 5. A positive correlation exists between involvement and leisure benefit. Keyword: Bicycle, Participation motivation, Involvement, Leisure benefit.
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Li, Mao-Kwo, and 李茂國. "A study on Participation Motivation and Enduring Involvement of Marathon Runners." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/95323306049071169538.
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碩士朝陽科技大學
休閒事業管理系
103
This study aims to explore the effects of Marathon runners’ between participation motivation and enduring involvement on their different, and the relationship about participation motivation and enduring involvement. With participants of the 2015 Huludun National Marathon as the research subject, it adopts questionnaire survey to collect related information. The questionnaire survey was conducted by means of convenience sampling, with 350 questionnaires given out respectively and retrieved 322 copies, the retrieve rate is 92%. After processing the data with Descriptive Statistics, T-test, One-way ANOVA, Scheffe-test and Multiple Regression Analysis, several conclusions were made as following: 1.Most of Marathon participants are males and unmarried, aged between 21 and 30, located in central Taiwan, with an education background of university or college, workers from industrial and commercial service, incomes of 30,001-40,000NTD, most of the marathoners have a running excises for 3-4 times a year, have a running times with 1-2 year. 2.There were significant differences of participation motivation in marriage situation, education levels, and the average number of participation among participants. 3.There were significant differences of enduring involvement in sexes, marriage situation, and the average number of participation among participants. 4.Participation Motivation and Enduring Involvement can predict well being of marathon runners.
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Ching-Yi, Lin, and 林靜宜. "Museum Volunteer’s Participation Motivation, Motivation Perception and Job Involvement－A Case of Taipei Astronomical Museum." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/60975006825132820297.
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碩士大葉大學
管理學院碩士在職專班
102
For the adaption of that the government cut down the size of the staff , volunteers are necessary human resources for the operation of the museum . Every museum makes good use of all motivation modes .Let the volunteer’s application in the museum grows up. This research is aimed at investigating the museum volunteer’s participation motivation, motivation perception and job Involvement. Further , how to chang the influence between participation motivation and job Involvement by volunteer’s motivation. The sample group chosen for this study belongs to the Taipei Astronomical Museum. And the questionnaire is the main method for this research. There are 223 valid questionnaires. This research applied descriptive statistics, Pearson product-moment correlation , Regression Analysis to conduct the statistical analysis. The results are as follows: 1. There are more females than males of the volunteers of this museum. Their age ranges from 51 to 60. Their occupation is mainly retired people and full-time workers; 80 percent of them were married. Their education background are 70 percent above college, volunteer years are above over nine years. 2. For participation motivation, the first one is that volunteers feel strong social responsibilities, and then, social relationship and finally, self-growth. It showed multiple faces. 3. For motivation perception, the highest one is coming from the work. Also,it showed the most volunteers agree the museum motivation modes. 4. For job involvement, the highest one is job participation. And most of the museum volunteers reported a high degree of job involvement. 5. Museum volunteer’s participation motivator had significant and positive impact on job involvement. 6. Museum volunteer’s motivation perception and job involvement were highly correlated. 7. The interaction of motivation perception to participation motivation, there is no harmony effect to job involvement.
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Roetz, Etienne. "Deelnemende bestuur : 'n dinamiese benadering vir veranderde omstandighede." Thesis, 2014. http://hdl.handle.net/10210/9337.
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M.Phil. (Business Management)This dissertation is a theoretical study of participatory management. According to research, companies tend to neglect the employees as one of their most valuable assets in favour of the more efficient use of raw materials and capital assets. The primary goal of the study was to show that by the effective implementation of a participatory management program, it will lead to certain advantages for both the management and the employees. The first section of the study focuses on the formulation of a definition for the term "participatory management". The -connection between motivation and leadership with participatory management are shown and identified. In the following section of the dissertation the different types of application of participatory management are discussed and practical examples are shown. A practical, yet simple model of participatory management are shown and discussed in detail. The third section of the study refers to the successful implementation of a participatory management program. The barriers in the way of successful implementation and the prerequisites that both the management and the employees have to comply to, to ensure a successful implementation of a participatory management program, are discussed in detail. The resulting advantages of a successful program for both the management and the employees are shown. In the final chapter certain conclusions based on the theoretical study of participatory management are made. One of the most important conclusions is that the success of a participatory management program depends on the support from management.
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Kao, Chia-Chu, and 高嘉鞠. "A Study of Yoga Classroom Customers’ Participation Motivation and Enduring Involvement Model." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/47234894588590447812.
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碩士大葉大學
休閒事業管理學系碩士在職專班
96
The purpose of this study is to discuss the participation motives and enduring in-volvement models of consumers in yoga studios. Based on literature review and refer-ring to the characteristics of yoga exercise, this study identified the measuring variables for the participation motives and enduring involvement models of consumers in yoga studios as: participation motives, leisure experience, evaluation of participation result, perception of positive influence, and enduring involvement. Also, the yoga consumers were divided into beginner group and enduring involvement group based on sampling for further analysis. This study referred to the viewpoints suggested by Robinson(1992b) on recrea-tional enduring involvement to develop the research structure, which includes the evaluation of initial involvement (generating motives), perceived risks, and personal competency, participation process, evaluation on the activities, and enduring involve-ment based on positive influence (both physically and mentally) of the activities. The subjects of this study were consumers of three yoga studios in Changhua County, and a total of 198 valid questionnaires were collected. The results showed that SEM was further used to discuss the participation motives and enduring involvement models of consumers in yoga studios. The results showed that the participation motives have significant and positive effect on leisure experience; leisure experience has significant and positive effect on evaluation of participation re-sult and perception of positive influence; evaluation of participation result has signifi-cant and positive effect on perception of positive influence; perception of positive in-fluence has significant and positive effect on enduring involvement. The overall model fitness has achieved the ideal standards, =169.78, P=.00, /df=2.26, RMR＝.01, GFI=.90, AGFI=.84, NFI=.95, CFI＝.97. This study constructed a participation and enduring involvement model for yoga consumers, and provided suggestions to related organizations on promoting yoga by emphasis on the positive perception and encourage yoga consumers to enduring in-volvement.
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CHEN, LI-CHIN, and 陳立親. "The Effects of Participation Motivation and Constraints on Involvement in Leisure Sports." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/begnvk.
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碩士崇右影藝科技大學
經營管理系
106
The purpose of this research was to examine the effects of participation motivation and constraints on involvement in leisure sports. Data were collected through a survey of participants in northern Taiwan. Multiple regressions were used to test the effects of participation motivation and constraints on the three main facets of involvement (attraction, centrality, and self-expression). As a result, the intrinsic motivation of participating in leisure sports has positive effects on attraction, centrality and self-expression. The extrinsic motivation in leisure sports also has positive effects on centrality and self-expression, while it has no positive effects on attraction. Furthermore, the intrapersonal constraints and structural constraints of leisure sports have negative effects on attraction, centrality and self-expression, while interpersonal constraints of leisure sports have no negative effects on the three facets of involvement.
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WU, JIAN-MIN, and 吳健民. "A Study on Sport Information Involvement, Sport Participation Motivation and Sport Attitude." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/5b2jvw.
Full textAbstract:
碩士大葉大學
運動健康管理學系
105
Due to exercise events and activities are in our daily life, the researcher integrates sport events, athletes’ information, sport literature, sport movies and sport comics with the formation from the media (newspaper and Internet) to do a research on sport participation motivation and sport attitude. The researcher used google form to gather information from the participants who live in Taiwan. The questionnaires were distributed to participants through Line and Facebook and a total of 396 questionnaires were completed and returned. There were 392 valid questionnaires and 4 invalid ones with a return rate of 99%. The researcher used multiple regression to do the data analysis. The result of the research showed that there is mediation effect on sport participation motivation in the relationship between sport information involvement and attitude. Sport information involvement influences sport participation motivation and sport attitude. Sport information involvement can also influence sport attitude.
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Simpson, Gary Owen. "The effect of organisational differences in ownership, control and structure on employee perceptions of participation and empowerment : an analysis of these phenomena in relation to the operational costs of two labour intensive South African companies." Thesis, 2007. http://hdl.handle.net/10413/5887.
Full textAbstract:
This study investigates the relationships between ownership, control, organisational
structure and company operational costs. The workers’ perceptions of participation
(financial and decision-making) and empowerment are measured between two labour
intensive factories with different ownership structures.
The first factory (Kopano) has a workforce that shares equity ownership, or holds
proprietary title. It is significant to note that the Kopano workers share in the ownership
of the manufacturing section only, and not the upstream activities (mining, etc.), nor the
downstream activities (despatch, selling, marketing, etc.). Accordingly, the Kopano
owner-workers concentrate on manufacturing only.
Employees at the second factory (Lawley) have no equity stake; they do not hold
proprietary title and are “normal” salaried employees.
The hypotheses seek to identify differences between the two factories, relative to the
worker’s sense of participation (financial and decision-making) and empowerment. The
rationale is that the workers who hold proprietary title (Kopano) should have a greater
sense of financial participation, decision-making participation and empowerment than the
workers (Lawley) who do not hold proprietary title. This is tested via questionnaires at
both factories and the results obtained strongly support the hypotheses.
Given the abovementioned findings, the study then seeks to establish that there will be
greater savings in operational costs at Kopano factory (where the workers hold equity
title) compared to Lawley (where the workers are not involved in ownership
participation). The rationale behind this hypothesis is that operational costs at Kopano
should be lower than the operational costs at Lawley (because of the different ownership
positions). An analysis of operational costs between factories supports this argument.
The study finally seeks to establish a strong balance of probability that the results
obtained are because of the different ownership structures. This is confirmed using
Mill’s Method of Difference. However, identified weaknesses with this analytical tool
suggest that conclusive declaration to this end be the subject of future research.Thesis (Ph.D.)-University of KwaZulu-Natal, 2007.
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Joubert, Marius. "Identifying enabling management practices for employee engagement." Thesis, 2012. http://hdl.handle.net/10210/4845.
Full textAbstract:
M.Phil.In an interview with Harvard Business review Gary Hamel (Allio, 2009) noted: “Management is the single largest constraint on business performance.” Current management models and practices need to be reviewed because managers do not seem to be able to add significant value to their organisations anymore. In 2007 the Hay group conducted a study and showed that middle managers in the United Kingdom cost the economy approximately £220 billion per annum (Paton, 2007). According to a Towers Perrin Global Workforce study (2007) it showed overall employee engagement in organisations across the world was 21% whilst disengaged employees was 38%. The Towers study further showed that managers are playing an enormous role in the statistics above. The present study focuses on the concept of creating a management value chain for management, to ensure consistent application of enabling management practices in order to contribute to the improvement of employee engagement and ultimately organisational performance.
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Chien, Chien-Wei, and 簡建瑋. "The Relationships between Surfing Participant Involvement, Participation Motivation, Flow Experience and Behavior Intention." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/79148711292402166479.
Full textAbstract:
碩士國立體育大學
休閒產業經營學系碩士班
101
The purpose of this study was aimed to discover the relationship among surfers’ involvement, motivation, flow experience and behavior intention. In addition, the research also focused on whether or not involvement and motivation affected behavior intention directly or whether both of them affected behavior intention through flow experience. Close-ended Questionnaire with high reliability and validity was adopted, convenience sampling was used, and 384 effective questionnaires were received. Besides, the results were discovered by descriptive statistics, multiple stepwise regression analysis and path analysis. The main discoveries of this study were: First, centrality and attraction had positive influence on flow experience when it came to surfers’ involvement. Second, stress avoidance and sociability had positive influence on flow experience when it came to surfers’ motivation. Third, surfers’ flow experience had positive influence on behavior intention. Fourth, centrality and attraction had positive influence on behavior intention when it came to surfers’ involvement. Fifth, only stress avoidance had positive influence on behavior intention when it came to surfers’ motivation. Sixth, involvement had partial mediating on behavior intention when it came to surfers’ flow experience. Seventh, motivation had complete mediating on behavior intention when it came to surfers’ flow experience. According to the results, the researcher made suggestions for the related governments and institutes integrate human and environment resources and related system of certification and license should be established in order to popularize surfing.
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Lu, Chi-Yuan, and 呂霽原. "A Study on Participation Motivation, Personality and Sustained Involvement of Shrimp Fishing Participants." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/82102190930584957198.
Full textAbstract:
碩士大葉大學
休閒事業管理學系碩士班
101
ABSTRACT The purpose of this study is to examine the relationship among the participation motivation and personality of shrimp fishing participants and sustained involvement. By means of convenience sampling, 320 questionnaires are distributed and returned, with a response rate of 100%. After invalid questionnaires are omitted, 310 valid questionnaires remain and the effective response rate is 96.7%. The data analyses adopted for this study include descriptive statistics, reliability analysis, independent samples t-test, one-way ANOVA, Pearson product-moment correlation, and regression analysis. The results are summarized as below: 1.Different variables of shrimp fishing participant background show significant differences in participation motivation. Variables such as “gender”, “educational background”, “number of visits to the shrimp fishing pond per month”, “purpose of consumption”, “companions” and “amount of consumption” show significant differences. 2.Different variables of shrimp fishing participant background show significant differences in personality. Variables such as “gender”, “occupation” and “number of visits to the shrimp fishing pond per month” show significant differences. 3.Different variables of shrimp fishing participant background show significant differences in sustained involvement. Variables such as “gender”, “number of visits to the shrimp fishing pond per month”, “purpose of consumption”, “companions”, and “amount of consumption” show significant differences. 4.There is significant correlation between participant motivation of shrimp fishing participants and personality. In which “extraversion”, “openness”, “friendliness” and “cautiousness” show significant correlation. 5.Participant motivation of shrimp fishing participants is significantly correlated with sustained involvement. 6.Personality of shrimp fishing participants are significantly correlated with sustained involvement to some extent. 7.Participant motivation of shrimp fishing participants has significant predictive power over sustained involvement to some extent. 8.Personality of shrimp fishing participants has significant predictive power over sustained involvement to some extent. Key words: Shrimp fishing pond, Participation motivation, Personality, Sustained involvement.
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Mkhwanazi, Sabelo W. "Project zero." Thesis, 2006. http://hdl.handle.net/10413/9833.
Full textAbstract:
This research on Sappi Kraft (Pty) Ltd, focuses on the Health and Safety Programme
that is in implementation. The programme is expected to entrench the Health and
Safety Culture by encouraging acceptable Behaviour Based Safety, continuous staff
Training, encouraging interactive communication and housekeeping to be adopted by
all employees.
The documented study is based on the participation of the staff and management
influence to ensure organisation behavioural changes to Safety are challenged. To
verify the impact of the analysis, a questionnaire was distributed to the shop floor
staff. Interview sessions were conducted on Sappi Management members. Analytical
tools such as SPSS and Excel spreadsheet were used to demonstrate the research
trends. The analysis findings are detailed in Chapter 5.
The study considers the Health and Safety of employees as crucial. In this instance,
the secondary recorded statistical data serve as a trigger to further research to the
cause of increasing Lost Time Injuries and a proportional increase in serious injuries
sustained. This record became a trigger for Sappi Management to implement
initiatives to reduce the number of serious injuries being sustained. Such initiatives
are implemented to avoid high loss control, continual losses of life and Safety
Disasters. The disasters that occurred at Foskor, formerly known as Indian Ocean
Fertilizers and Chrome Chemicals in Merebank, are still fresh in industrial news.
Sappi Kraft management's commitment to the programme emphasizes the cultural
change and acknowledgement of the conditions under which it operates, for the
manufacturing of different paper grades. Management takes Safety objectives
seriously with the understanding that attributes such as improved health; safety and
production performance would be sustained. It must be noted that previous strategies
and measures have been implemented to improve safety.
The major challenges for Sappi Kraft to the recent strategy are to improve safety
through staff participation in continuous risk assessment training, behaviour based
safety and interactive communication. The research study period is limited to report
on the full objectives to be fulfilled, but the progress towards success is documented.Thesis (MBA)-University of KwaZulu-Natal, 2006.
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Kuo, Chi-Wei, and 郭騏瑋. "The Impact of eWOM Transmission Motivation on Employee Referral Intention－Job Involvement as Moderating Effect." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/vf7fg6.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
107
In twenty first century, the war of recruiting talent by employee referral has been a critical issue to organizations. By the rapid growing of the internet, there are more and more job seekers will find job through the Internet. This research shows the fact that the effect on eWOM transmission motivation toward employee referral in the context of human resource. The study develops a conceptual framework to outline employee response to different job involvement based on eWOM transmission motivation and employee referral theory. Our study conducted one experiment which involving 553 participants to test the research hypotheses. The results are partial consistent with our theoretical expectations and suggest that eWOM transmission motivation to have stronger intention of employee referral. The results are different with different transmission motivation. Moreover, job involvement moderate the effect of eWOM transmission motivation on employee referral.
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KUAN-CHANG, CHEN, and 陳冠彰. "The Impacts of Participation Motivation and a sense of Mission on Job involvement : A Case of the EMT involvement." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/92920465599872216228.
Full textAbstract:
碩士南台科技大學
技職教育與人力資源發展研究所
97
After the pass of the Volunteer Law, the willingness of our countrymen to participate in the volunteering works has increased, which apparently shows the government has given weight to the volunteers. In a word, volunteering draws near the distance among people and further promotes the harmony of the society. Brought by this trend, there are a variety of volunteer groups around the country. However, research on EMT volunteers is rarely seen. This study is to explore the motivation, the sense of mission, and the degrees of job involvement of the EMT volunteers who participate in the emergency medical works right before the injured arrive at the hospital. At this working environment, the EMT volunteers are with high risks being infected by diseases. They must have awareness and prevention of self safety at the emergency scene as well as the sense of mission to maintain the injured people’s life signs and to do the first-aid works. All the above requires fearlessness and involvement regardless of personal safety. In this study we used the EMT volunteers respectively belonging to Fire Bureau of Tainan City, Fire Bureau of Tainan County, and Fire Bureau of Chiayi County as subjects by taking their questionnaire. We gave away 358 copies of questionnaire and retrieved 335 copies. 312 copies are effective. The effective questionnaire retrieved rate is 87.15%. The results are listed as follows: (1)The EMT volunteers’ motives have positive correlations with their job involvement, showing the EMT volunteers’ motives have obvious forecasting power toward their job involvement. (2)The EMT volunteers’ sense of mission has positive correlations with their job involvement, showing that the EMT volunteers’ sense of mission has obvious forecasting power toward their job involvement. (3)The interactions between EMT volunteers’ motives and their sense of mission have obvious interfering effects on their job involvement.
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Lin, Wen-Shih, and 林文士. "The Relationship between Elementary School Volunteers’ Participation Motivation and Job Involvement in Taichung City." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/51812314538569210823.
Full textAbstract:
碩士國立臺北教育大學
教育政策與管理研究所
98
Abstract The purpose of this study is to understand the level of participation motivation and job involvement among the elementary school volunteers in Taichung City, to compare the differences among various backgrounds, to analyze the correlation between participation motivation and job involvement, and to further predict the effect of participation motivation on job involvement . Questionnaire survey is predominately used for this study. Based on its collected data of 648 elementary school volunteers in Taichung City, the results of its analysis are listed below: 1.The majority of the elementary school volunteers in Taichung City are mid-aged married women, with religious belief. 2.There has been no change in recent years between organization structures and job services of the elementary school volunteers. 3.The participation motivation is considerably high among the elementary school volunteers in Taichung City. 4.Female elementary school volunteers value social responsibilities more than the male ones. 5.Those elementary school volunteers who volunteer more frequently per week, show higher participation motivation in social responsibility, self-growth and knowledge learning than those who volunteer less frequently. 6.Among elementary school volunteers, those who have never been in supervisory positions, show higher participation motivation in social responsibilities, self-growth and knowledge learning than those who have been in supervisory positions. 7.The level of job involvement of the elementary school volunteers in Taichung City is considerably high. 8.Those elementary school volunteers who have religious beliefs tend to value job evaluation more than those does not have any religious beliefs. 9.The elementary school volunteers who volunteer more frequently per week show higher job evaluation and job concentration, than those volunteer less frequently. 10.Among the elementary school volunteers, those who had volunteer experience show higher job evaluation and job concentration than those who did not have any. 11.The higher the participation motivation of the elementary school volunteers, the higher his or her job involvement becomes. 12.The improvement of knowledge learning in participation motivation best promotes higher job involvement among the elementary school volunteers.
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Shih-Chia, Hsu, and 徐詩嘉. "The Study of Bike Cyclists’ Participation Motivation, Leisure Involvement, Perceived Risks and Flow Experience." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/31150672884950106593.
Full textAbstract:
碩士中華科技大學
航空運輸研究所
103
This study aims to verify the relationship among bike cyclists’ participation motivation, leisure involvement, perceived risks and flow experience. The participants, 304 people in total, are the bike cyclists who used to travel around the island by bike. The study uses a questionnaire including five parts of participation motivation, leisure involvement, perceived risks, flow experience and background to collect bike cyclists’ background information, experiences and their thinking. The collected data is analyzed by statistics software .The results are summarized as below: 1. The bike cyclists traveling around the island are about 80% males whose ages are between 35 to 54 years old. 2. Most of them had the tours of cycling around the island from 6 to 10 days and finished the whole tour continuously in one time. They are non-bike-group tours. 3. Through the analysis of coefficient of variation and regression analysis, the study finds out the bike cyclists’ participation motivation and leisure involvement influence in flow experience. (F=27.185, p=0.045). And leisure involvement (t=3.625, p=0.000) has a stronger influence on flow experience than participation motivation (t=2.031, p=0.045). This study proves that the bike cyclists’ feelings about bike cycling around the island, Taiwan, are affected by their motivations and emotions. They think positively about the bike cycling activity. Besides, participation motivation and leisure involvement are discussed from four different aspects, health in body and mind, relaxing, social relation and self-identity. The results find out that the bike cyclists have a higher degree reaction in terms of flow experience if they cycle to relive pressure and promote their competitiveness. For leisure involvement, the bike cyclists have a higher degree reaction in terms of flow experience if they cycle to get satisfaction and fulfillment. 4. The bike cyclists are significantly positively correlated with participation motivation and leisure involvement. The bike cyclists are significantly positively correlated with participation motivation and flow experience. The bike cyclists are significantly positively correlated with leisure involvement and flow experience. The bike cyclists are low negatively correlated with perceived risks and flow experience.
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TSAI, CHUN-HUI, and 蔡鈞惠. "A Study on Participation Motivation, Flow Experience and Sustained Involvement of Yoga Course Participants." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/f734rr.
Full textAbstract:
碩士修平科技大學
人力資源管理與發展碩士班
106
This research aims at exploring the relationship between participation motivation, flow experience and sustained Involvement of Yoga Course Participants. By convenience sampling method, questionnaires are sent to the yoga classroom in Taichung city and the member of social networking platform Facebook“yoga information”society through mail and internet. Totally 397 valid questionnaires are received. Data are analyized by Descriptive Statistics Analysis, Reliability Analysis, Factor Analysis and Regression Analysis. The results indicated that: 1. Participation Motivation has significant influence on Sustained Involvement; 2. Participation Motivation has significant influence on Flow Experience; 3. Flow Experience has significant influence on Sustained Involvement. 4. Flow Experience has a partial mediating effect on participation motivation and continuous involvement. Based on above conclusions, Thses study discusses in depth its management implications and provides specific recommendations for yoga course planning and promotion.
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"Employee involvement in Total Quality Management initiatives at a South African bank." Thesis, 2014. http://hdl.handle.net/10210/8863.
Full textAbstract:
M.Tech. (Operations Management)This study entails and discusses Employee Involvement in Total Quality Management initiatives in a South African Bank. Total Quality Management programs are required within business to ensure that organisations seek continuous improvement in their operational capabilities. Total quality management refers to three foremost components, which has to be part of the organisational strategy namely; customer satisfaction, continuous improvement and employee involvement. This study pertains to Total Quality Management, and the link between Total Quality and Employee Involvement as the critical component based on the premise that operational efficiency must start internally, meaning that employee involvement should be the point of departure. In many instances employees find it difficult to adapt to the changes, people naturally find reasons as to why changes will not be successful, more especially if there is no employee involvement at their level and, hence their reluctance to see the benefits objectively will result in the failure of any Total Quality Management initiative. The objective of this study was to determine if TQM principles as prescribed by many authors are currently adopted by the organisation with the focus being Employee Involvement and also to ascertain if the organisational culture lends itself to the implementation of TQM initiatives. Survey questionnaires were used to obtain primary data, and interviews and document reviews were conducted subsequently to validate the results obtained from primary data collection. The literature review indicated the importance of Employee Involvement in the pursuit TQM and the results indicated that employees believed that the principles of TQM and Employee Involvement are relatively well established. With any organisation there is always improvement required and as a fundamental requirement of TQM continuous improvement is a must. Collaboration between employees and management, Empowerment of employees and Education and Training that is job specific are some key areas that were discussed.
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Wan-Ching, Wu, and 吳苑菁. "Marathoner Participation Motivation, Involvement Level, and Participation Benefits- A Case Study of 2012 New Taipei City Wanjinshi International Marathon." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/87164281414331017505.
Full textAbstract:
碩士輔仁大學
體育學系碩士班
100
Marathoner Participation Motivation, Involvement Level, and Participation Benefits- A Case Study of 2012 New Taipei City Wanjinshi International Marathon Graduate Institute of Physical Education, Fu Jen Catholic University Author: Wan-Ching, Wu Advisor: Dr. Hung-Yan Chen Abstract This research sought to investigate the differences among marathoners in terms of participation motivation, involvement level and participation benefits. The data are collected from participants in the 2012 New Taipei City Wanjinshi International Marathon with a convenience samling method to represent the population. A total of 400 questionnaires were given out. After excluding the incomplete questionnaires, there were 348 valid ones, resulting in a valid response rate of 87%. This research reached the following conclusions: 1. The dimensions of a marathoner’s participation motivation include psychological demand, social demand, achievement demand and sport experience and challenges demand, with the psychological demand rated the highest. The dimensions of involvement level include attraction, centrality and self-expression, with the first one rated the highest. As to the participation benefits, there are physical benefits, psychological benefits, as well as social benefits, also with the first rated the highest. 2. On the level of participation motivation, monthly income was significantly influential in psychological demand scores, while occupation was in social demand scores. Gender, education and monthly income had significant influences on sport experience and challenges demand scores. 3. On the level of involvement level, education was significantly influential in attraction score, while occupation was in both centrality and self-expression scores. 4. On the level of participation benefits, gender, age and monthly income are three variables that had significant influences on physical benefits scores. Gender had significant influences on psychological benefits. 5. There were canonical correlations between participation motivation and involvement level. There were canonical correlations between participation motivation and participation benefits. There were canonical correlations between involvement level and participation benefits.