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Ganewatta, Ganewatta Kankanamge Hemamali. "Multiple foci of employee engagement." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/209676/1/Ganewatta%20Kankanamge%20Hemamali_Ganewatta_Thesis.pdf.
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The dissertation expands our knowledge of employee engagement through the lens of a multiple foci perspective. The studies extended employee engagement understanding by demonstrating that employees may be simultaneously engaged to different extents with multiple foci in the workplace. The research, underpinned by the target similarity model, provided a framework to identify target similar antecedents and consequences of multiple foci of employee engagement. A mixed-method design with three cross-sectional studies of public sector employees in Sri Lanka demonstrated that job and organisational employee engagement was driven by target similar related antecedents, resulting in target similar consequences.
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Pere, Huia Matariki. "Whānau Coping Under the Circumstance of Multiple Job Holding." Thesis, University of Canterbury. Sociology and Anthropology, 2007. http://hdl.handle.net/10092/1009.
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This thesis explores how Māori whānau cope under the circumstance of multiple job holding in four whānau who have at least one member who is a multiple job holder. The study uses a behavioural model of family resilience to identify the factors that enable or inhibit whānau coping. It finds that the reasons that influence Māori whānau multiple job holding can shape the whānau ability to cope while multiple job holding. The whānau in this study were found to have multiple motives for multiple job holding. Multiple job holding was used as a buffer mechanism because of previous financial stresses and strains, to facilitate future career and employment development and to enable a parent to fulfil what they perceived to be parental-financial obligations. In one case a demand for Māori skilled professional workers, led a whānau member to take on an extra job to fill this demand. Of importance, the study finds that resources are an essential factor when considering how whānau cope. Coping is facilitated by access to multiple resources and the types of resources required by whānau will be contextually specific in each whānau case.
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Denazis, S. G. "Queueing network models with blocking and multiple job classes." Thesis, University of Bradford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.520630.
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Brounstein, Cheryll. "Teacher Adjustments to Multiple and Continuous Change." PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/1334.
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This study examined the phenomenon of multiple and continuous change and the adjustments teachers made in response to the phenomenon. The research questions posed by this study are: 1. Is there a phenomenon of multiple and continuous change and if so how is it characterized by the participants? 2. Is there an effect of multiple and continuous change on the participants, if so, how do the participants adjust to the phenomenon and how can these adjustments be described? Methodologically, the strategy for this study was designed to allow for the generation of theory since multiple and continuous change has not been examined as a phenomenon. In-depth interviews were conducted with an "n" of five to allow for in-depth exploratory questioning and comparison and analysis of complex divergent data. The study utilized teachers' descriptions of their lived experience to provide working definitions of multiple and continuous change. Change is experienced as planned change, and change is experienced as unplanned change. Teachers also described paradoxes that characterize their work milieu. The paradoxes create unanswerable conundrums such as classroom versus school focus, depth versus breadth, commitment versus letting go and fidelity versus rigor. The phenomenon of multiple and continuous change provokes adjustments that are behavioral and attitudinal. These adjustments impact the instructional domain, professional domain and personal domain. The adjustments teachers made did not resemble targeted outcomes. Rather, the adjustments teachers made served as metaprescriptions to assist in the navigation of multiple and continuous change. The composite suggests that multiple and continuous change is complex, interactive and exponential. The behaviors and attitudes that the participants learn mitigate institutionalization of innovations and favor simple adjustments that make teaching more manageable under the circumstances but not necessarily more effective. The significance of this study is that change has been misunderstood because the perspective of the teacher has been overlooked. The misunderstanding of what comprises change disrupts and alters strategic planning. Change in schools is experienced as a phenomenon that is continuous. Administrators, change agents, and policy makers must readjust their thinking about change and develop a paradigm for school improvement that reflects the real world of schools.
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Li, Jianqing. "A parallel approach for solving a multiple machine job sequencing problem." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ60235.pdf.
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Keller, Brian. "Models and Methods for Multiple Resource Constrained Job Scheduling under Uncertainty." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/193630.
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We consider a scheduling problem where each job requires multiple classes of resources, which we refer to as the multiple resource constrained scheduling problem(MRCSP). Potential applications include team scheduling problems that arise in service industries such as consulting and operating room scheduling. We focus on two general cases of the problem. The first case considers uncertainty of processing times, due dates, and resource availabilities consumption, which we denote as the stochastic MRCSP with uncertain parameters (SMRCSP-U). The second case considers uncertainty in the number of jobs to schedule, which arises in consulting and defense contracting when companies bid on future contracts but may or may not win the bid. We call this problem the stochastic MRCSP with job bidding (SMRCSP-JB).We first provide formulations of each problem under the framework of two-stage stochastic programming with recourse. We then develop solution methodologies for both problems. For the SMRCSP-U, we develop an exact solution method based on the L-shaped method for problems with a moderate number of scenarios. Several algorithmic enhancements are added to improve efficiency. Then, we embed the L-shaped method within a sampling-based solution method for problems with a large number of scenarios. We modify a sequential sampling procedure to allowfor approximate solution of integer programs and prove desired properties. The sampling-based method is applicable to two-stage stochastic integer programs with integer first-stage variables. Finally, we compare the solution methodologies on a set of test problems.For SMRCSP-JB, we utilize the disjunctive decomposition (D2 ) algorithm for stochastic integer programs with mixed-binary subproblems. We develop several enhancements to the D2 algorithm. First, we explore the use of a cut generation problem restricted to a subspace of the variables, which yields significant computational savings. Then, we examine generating alternative disjunctive cuts based on the generalized upper bound (GUB) constraints that appear in the second-stage of the SMRCSP-JB. We establish convergence of all D2 variants and present computational results on a set of instances of SMRCSP-JB.
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Cenuka, Lisjana <1992>. "A behavioral model on artist's multiple job holding: a portfolio approach." Master's Degree Thesis, Università Ca' Foscari Venezia, 2017. http://hdl.handle.net/10579/11514.
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In this thesis we present a different approach to artist's multiple job holding. First, we will give an overview of the previous literature on artists’ multiple job holding and the recent developments. The analysis will lead to shed light to some aspects that are still not fully embodied in artist’s decision making models. Starting from these elements, we realize that another approach toward artist’s moonlighting is needed. The attention will be moved from the expected utility approach to a behavioral approach. In particular, we will use a cumulative prospect theory solution. Large body of literature defines artists as small enterprises that allocate time in different activities. The comparison allows us to refer to a portfolio modus operandi. In more detail, artists devote their time to jobs different from artistic ones in order to meet a survival constraint, which most of the time is hardly satisfied by the artistic activity. The non-artistic activities are considered a safe job and, on the contrary, the artistic one is considered to be risky. While most of the workers would prefer a risk-less job, artists prefer the artistic activity and risky activity over the safe one. Starting from these consideration, in this thesis we will present a behavioral model to explain this tendency. We will show how decisions depend on the reference level, the attitude towards risk and the expected return of artistic activity. The artist will devote all his time to the art related activity once he meets his reference level.
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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.
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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
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Webb, Ruth Sherrill. "An evaluation of job satisfaction among salespersons in a small department store using four psychological measures." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3109/.
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The purpose of this study was to examine the potential of three independent psychological scales (Rotter's Locus of Control, Karasek's Job Content Questionnaire [non-injury job stress], and Rosenberg's Self-Esteem Scale) to predict job satisfaction, as measured by Brayfield and Rothe's Index of Job Satisfaction, among salespersons in a small independent department store in Wichita Falls, Texas. An 82-item survey which examined the dynamics of a salesperson's work life was administered to 20 individuals who were full-time employees of the department store. Demographic data were also gathered although these factors were not entered into the regression analysis. A multiple regression procedure examined the responses of the 20 employees who participated in the study. The R-squared coefficient indicates that 41 percent of the variance in Job Satisfaction was explained by the three predictor measures. A major proportion of this unexplained variance may be in variables outside the scope of this study, e.g., salaries, vacation time, benefits, bonuses, or commissions. Results suggest that the independent variables measured by the Locus of Control Scale and the Job Content Questionnaire in combination were the best predictors of job satisfaction with a significance level of .01. The single best predictor was the Job Content Questionnaire, significant at .03. The three instruments (Locus of Control, Self-Esteem, and Job Content Questionnaire) which comprised the independent variables, reached a significance level of .03 in their prediction of job satisfaction (Brayfield-Rothe Index of Job Satisfaction). Study results indicate that a majority of the employees in the sample population were satisfied with their jobs and with the leadership style manifested by the store manager. In addition, job security was believed to be satisfactory. Inasmuch as there is a void in the literature regarding personal characteristics of salespersons as variables that interact with job satisfaction, comparisons of the findings of this research with other studies that have explored the intricacies of job satisfaction among salespersons who work in small, independent department stores cannot be made. Further research on the predictability of job satisfaction among salespersons in small, independent retail operations such as the department store investigated in this study would be useful not only to managerial staff in decision making and personnel management but would promote greater understanding of the personal characteristics of salespersons as human investment capital which has the potential to create the effective competitive edge required for survival in the new economy.
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Barcus, Sydney Anne Beyerlein Michael Martin. "The impact of organizational learning and training on multiple job satisfaction factors." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5202.
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Barcus, Sydney Anne. "The impact of organizational learning and training on multiple job satisfaction factors." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5202/.
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This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.
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Byrd, Christopher Merrill. "Public-Private Partnerships for Higher Education Infrastructure: A Multiple-Case Study of Public-Private Partnership Models." Thesis, Virginia Tech, 2013. http://hdl.handle.net/10919/19287.
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The use of public-private partnerships is a growing trend in the United States. However, these arrangements\' job creation abilities have not fully been studied. The nature of these arrangements allows for a wide variety of organizational structures. This thesis analyzes differing public-private partnership models for their job creation efficiency. The characteristics present in these arrangements are discussed. This thesis is a multiple-case study of three distinct public-private partnerships for higher education infrastructure. The three cases presented are Clemson University\'s International Center for Automotive Research, the University of Washington\'s South Lake Union Medical Research Complex, and Louisiana State University\'s Digital Media Center. The findings of this thesis are that public-private partnership models with substantial upfront non-public investment can create jobs more efficiently from the public sector\'s perspective. The public-private partnership models that create jobs more efficiently have the characteristics of stability, capacity, and collaboration.<br>Master of Arts
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McDermott, Deborah S. "Rural psychologists' responses to multiple-role relationship ethical dilemmas and their perceptions of job burnout." [Ames, Iowa : Iowa State University], 2007.
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Postlethwaite, Bennett Eugene. "Fluid ability, crystallized ability, and performance across multiple domains: a meta-analysis." Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/1255.
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Cognitive ability is one of the most frequently investigated individual differences in management and psychology. Countless studies have demonstrated that tests measuring cognitive ability or intelligence predict a number of important real-world outcomes such as academic performance, vocational training performance, and job performance. Although the relationship between intelligence and real-world performance is well established, there is a lack of consensus among scholars with regard to how intelligence should be conceptualized and measured. Of the more traditional theories of intelligence, two perspectives are particularly dominant: the Cattell-Horn model of fluid and crystallized intelligence and the theory of General Cognitive Ability (GCA or g). Fluid ability (Gf) represents novel or abstract problem solving capability and is believed to have a physiological basis. In contrast, crystallized ability (Gc) is associated with learned or acculturated knowledge. Drawing on recent research in neuroscience, as well as research on past performance, the nature of work, and expert performance, I argue that compared to measures of fluid ability, crystallized ability measures should more strongly predict real-world criteria in the classroom as well as the workplace. This idea was meta-analytically examined using a large, diverse set of over 400 primary studies spanning the past 100 years. With regard to academic performance, measures of fluid ability were found to positively predict learning (as measured by grades). However, as hypothesized, crystallized ability measures were found to be superior predictors of academic performance compared to their fluid ability counterparts. This finding was true for both high school and college students. Likewise, similar patterns of results were observed with regard to both training performance and job performance. Again, crystallized ability measures were found to be better predictors of performance than fluid measures. This finding was consistent at the overall level of analysis as well as for medium complexity jobs. These findings have important implications for both intelligence theory and selection practice.
Contemporary intelligence theory has placed great emphasis on the role of fluid ability, and some researchers have argued that Gf and g are essentially the same construct. However, the results of this study, which are based on criterion-related validities rather than factor-analytic evidence, demonstrate that Gc measures are superior predictors in comparison to Gf measures. This is contrary to what one would expect if Gf and g were indeed the same construct. Rather, the findings of this study are more consistent with General Cognitive Ability theory, which predicts that Gc indicators will be the best predictors of future learning and performance. Given that Gc measures demonstrate higher criterion-related validities than Gf measures, Gc measures are likely to be preferred for selection purposes. Further, Gf scores are known to decline with age while Gc scores remain relatively stable over the lifespan. Thus, when used for selection purposes, Gf tests may underpredict the performance of older workers. In contrast, research has shown that Gc measures are predictively unbiased. Additional implications for theory and practice are discussed, along with study limitations and opportunities for future research.
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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theoretical foundation in this study. Data collection was through a survey instrument called the job descriptive index. The results of the multiple linear regression analysis showed that the regression model significantly predicted job satisfaction, F (5, 95) = 10.806, p < .05, R2 = .363. Both supervision and coworker relationships were statistically significant predictors of job satisfaction among bank employees in Nigeria, while there were no statistically significant relationships between the predictors' work on the present job, pay, and opportunities for promotion, and the dependent variable, job satisfaction. The implications of this study for positive social change include the potential to provide senior bank executives with an understanding of factors that relate to job satisfaction among bank employees, including creating a desirable work environment, improving the quality of supervision in the organization, increasing job satisfaction, and making the organization more desirable for employees.
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Awando, Maxwell Omondi. "Pre-tenured Faculty Job Satisfaction: An Examination of Personal Fit, Institutional Fit and Faculty Work-life." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47794.
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The purpose of this study is to explore job satisfaction among pre-tenured faculty. More specifically I was interested in examining demographic and personal fit factors, fit with the norms and values of the institution among pre-tenured faculty in different institutional types. The sample for the study included all pre-tenured faculty members who completed the COACHE 2009- 2010 job satisfaction survey. The COACHE survey was administered to pre-tenured faculty at 149 four-year colleges and universities in 2009-2010. The conceptual framework for this study is grounded in a modified version of the structural model of job satisfaction by Olsen et al., (1995). The application of exploratory factor analysis followed by stepwise multiple-regression was used to construct and discover dimensions or factors that predict global job satisfaction affecting pre-tenured faculty members.
The results of the stepwise multiple-regression revealed that the three constructs of variables differ by institution type. A combination of five variables: effectiveness of work-life balance policies, satisfaction with time available for faculty work, satisfaction with tenured collegiality, satisfaction with autonomy of faculty work, satisfaction with compensation, and satisfaction with support services were the most significant predictors of job satisfaction for pre-tenured faculty members. Institutional fit variables were stronger significant predictors of fit and job satisfaction compared to demographic and personal fit variables. The findings of this study underscore the importance of university administrators to pay particular attention to extrinsic dimension of the faculty work to job satisfaction to fulfill institutional mission.<br>Ph. D.
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Gama, Pinheiro Vinicius. "The management of multiple submissions in parallel systems : the fair scheduling approach." Thesis, Grenoble, 2014. http://www.theses.fr/2014GRENM042/document.
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Le problème étudié est celui de l'ordonnancement d'applications dans lessystèmes parallèles et distribués avec plusieurs utilisateurs. Les nouvellesplates-formes de calcul parallèle et distribué offrent des puissances trèsgrandes qui permettent d'envisager la résolution d'applications complexesinteractives. Aujourd'hui, il reste encore difficile d'utiliser efficacementcette puissance par manque d'outils de gestion de ressources. Le travaileffectué dans cette thèse se place dans cette perspective d'analyser etdévelopper des algorithmes efficaces pour gérer efficacement des ressources decalcul partagées entre plusieurs utilisateurs. On analyse les scénarios avecplusieurs soumissions lancées par multiples utilisateurs au cours du temps. Cessoumissions ont un ou plus de processus et l'ensemble de soumissions estorganisé en successifs campagnes. Les processus d'une seule campagnesont séquentiels et indépendants, mais les processus d'une campagne ne peuventpas commencer leur exécution avant que tous les processus provenant de ladernière campagne sont completés. Chaque utilisateur est intéressé à minimiserla somme des temps de réponses des campagnes. On définit un modèle théorique pour l'ordonnancement des campagnes et on montreque, dans le cas général, c'est NP-difficile. Pour le cas avec un utilisateur,on démontre qu'un algorithme d'ordonnancement $ho$-approximation pour le(classique) problème d'ordonnancement de tâches parallèles est aussi un$ho$-approximation pour le problème d'ordonnancement de campagnes. Pour lecas général avec $k$ utilisateurs, on établis un critère de emph{fairness}inspiré par partage de temps. On propose FairCamp, un algorithmed'ordonnancement qu'utilise dates limite pour réaliser emph{fairness} parmiles utilisateurs entre consécutifes campagnes. On prouve que FairCamp augmentele temps de réponse de chaque utilisateur par a facteur maximum de $kho$ parrapport un processeur dédiée à l'utilisateur. On prouve aussi que FairCamp estun algorithme $ho$-approximation pour le maximum emph{stretch}.On compare FairCamp contre emph{First-Come-First-Served} (FCFS) parsimulation. On démontre que, comparativement à FCFS, FairCamp réduit le maximal{em stretch} a la limite de $3.4$ fois. La différence est significative dansles systèmes utilisé pour plusieurs ($k>5$) utilisateurs.Les résultats montrent que, plutôt que juste des tâches individuelle etindépendants, campagnes de tâches peuvent être manipulées d'une manièreefficace et équitable<br>We study the problem of scheduling in parallel and distributedsystems with multiple users. New platforms for parallel and distributedcomputing offers very large power which allows to contemplate the resolution ofcomplex interactive applications. Nowadays, it is still difficult to use thispower efficiently due to lack of resource management tools. The work done inthis thesis lies in this context: to analyse and develop efficient algorithmsfor manage computing resources shared among multiple users. We analyzescenarios with many submissions issued from multiple users over time. Thesesubmissions contain one or more jobs and the set of submissions are organizedin successive campaigns. Any job from a campaign can not start until allthe jobs from the previous campaign are completed. Each user is interested inminimizing the sum of flow times of the campaigns.In the first part of this work, we define a theoretical model for Campaign Scheduling under restrictive assumptions andwe show that, in the general case, it is NP-hard. For the single-user case, we show that an$ho$-approximation scheduling algorithm for the (classic) parallel jobscheduling problem is also an $ho$-approximation for the Campaign Schedulingproblem. For the general case with $k$ users, we establish a fairness criteriainspired by time sharing. Then, we propose FairCamp, a scheduling algorithm whichuses campaign deadlines to achieve fairness among users between consecutivecampaigns. We prove that FairCamp increases the flow time of each user by afactor of at most $kho$ compared with a machine dedicated to the user. Wealso prove that FairCamp is an $ho$-approximation algorithm for the maximumstretch.We compare FairCamp to {em First-Come-First-Served} (FCFS) by simulation. We showthat, compared with FCFS, FairCamp reduces the maximum stretch by up to $3.4$times. The difference is significant in systems used by many ($k>5$) users.Our results show that, rather than just individual, independent jobs, campaignsof jobs can be handled by the scheduler efficiently and fairly
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Dhanani, Lindsay. "Discrimination of Arabs and Muslims in simulated hiring decisions the role of multiple categorization, perceived job fit, and social dominance." Honors in the Major Thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/370.
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Discrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious affiliation. Perceived job fit (Heilman, 1983) was also examined using an airport security position and a shipping and receiving clerk position. Participants rated mock résumés on several measures of hireability and ranked the applicants in the order in which they would hire them. The results show that the Muslim applicants were rated lower than the Christian applicants and the Arab applicants were rated lower than the Caucasian applicants. Furthermore, the Caucasian Christian applicant was rated significantly higher than the Caucasian Muslim applicant, the Arab Christian applicant, and the Arab Muslim applicant. This study shows that Arabs and Muslims were rated lower than their equally qualified counterparts, providing evidence of discrimination of Arabs and Muslims.<br>B.S.<br>Bachelors<br>Sciences<br>Psychology
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Martinez, Christopher. "Job Satisfaction of Former Undercover Officers at U.S. Department of Homeland Security, Homeland Security Investigations| A Qualitative Multiple Case Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10978563.
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<p> The Department of Homeland Security leaders with over 230,000 employees are tasked with maintaining the security and safety of people and infrastructure. The unique mission of each agency poses a leadership challenge across directorates. To accomplish the security task, leadership must employ a highly trained, resilient, and effective workforce. The problem is that employees continue to report low levels of job satisfaction and lack of leadership. The purpose of this study was to understand the job satisfaction of a small segment departmental employees, former undercover officers. The current study utilized a qualitative method with a multiple case study design. Participants were recruited from an association of retired special agents. Seventeen former undercover officers were interviewed in-depth to gain a perspective of their relationship with their supervisors while working undercover. This study examined four research questions. To gain information concerning the four research questions, 15 interview questions were asked of each participant. The information gathered was analyzed and coded, eight themes were developed. The findings revealed former undercover officers maintained an elevated level of job satisfaction while working undercover regardless of their supervisors’ knowledge and abilities. Participants reported lower level of job satisfaction when undercover work concluded. This finding was in contrast with the guiding theoretical framework in the literature concerning leader-member-exchange theory. Former undercover officers reacted positively to supervisors with transformational leaderships skills which is supported by the leaders-member-exchange literature. The potential implication of this study is continued reported low levels of job satisfaction by employees may lead to lower levels of performance which can degrade the security of our nation. Future studies should include a quantitative study of currently active undercovers officers through anonymous surveys to protect their identity and safety.</p><p>
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Paulsen, Marielle. "Turnover Intention among Engineering Employees: A Question about Psychosocial Work Environment Factors and Age? : A quantitative study conducted on a global oil and gas company." Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2014. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-26728.
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Background and purpose: The main goal was to examine which factors in the psychosocial work environment that would predict turnover intention among engineering employees in a larger global company within the oil and gas industry. The second goal was to examine if the predictors would differ for employees under the age of 40, compared to employees over the age of 40. Method: Data was collected using a self-reported electronic questionnaire designed by Mille Myhre and myself. The analyses included three control variables and seven independent variables, which also encompassed a new aspect of the psychosocial work environment research in relation to turnover intention, namely the personal resources optimism and selfefficacy. The questionnaire was distributed through an e-mail sent from the Vice President HSE, and a sample of 128 participants was used in the analyses conducted in SPSS. Key findings: The predictors were job satisfaction, leadership and sickness absenteeism, and were found to have different rank of importance for the employees in the two age groups, regarding the predictor’s beta value. Optimism and self-efficacy were not found as predictors of turnover intention in the current sample. Conclusion: To manage the employee’s turnover intention the leaders should focus on the employee’s satisfaction with their work, keeping a high qualitative transactional leadership and be observant to the employee’s sickness absenteeism, but control for the employee’s age if they were to initiate actions to control for turnover intention.
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Pow, Lara. "Contact Center Employee Characteristics Associated with Customer Satisfaction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4093.
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The management of operations for a customer contact center (CCC) presents significant challenges. Management's direction is to reduce costs through operational efficiency metrics while providing maximum customer satisfaction levels to retain customers and increase profit margins. The purpose of this correlational study was to quantify the significance of various customer service representative (CSR) characteristics including internal service quality, employee satisfaction, and employee productivity, and then to determine their predictive ability on customer satisfaction, as outlined in the service-profit chain model. The research question addressed whether a linear relationship existed between CSR characteristics and the customers' satisfaction with the CSR by applying ordinary least squares regression using archival dyadic data. The data consisted of a random sample of 269 CSRs serving a large Canadian bank. Various subsets of data were analyzed via regression to help generate actionable insights. One particular model involving poor performing CSRs whose customer satisfaction was less than 75% top box proved to be statistically significant (p = .036, R-squared = .321) suggesting that poor performing CSRs contribute to a significant portion of poor customer service while high performing CSRs do not necessarily guarantee good customer service. A key variable used in this research was a CSR's level of education, which was not significant. Such a finding implies that for CCC support, a less-educated labor pool may be maintained, balancing societal benefits of employment for less-educated people at a reasonable service cost to a company. These findings relate to positive social change as hiring less-educated applicants could increase their social and economic status.
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Grobler, Jacomine. "Particle swarm optimization and differential evolution for multi-objective multiple machine scheduling." Diss., Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-05062009-164124/.
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Yuningsih. "Multiple performance measures use and job-related tension in the Indonesian higher education sector : the effect of leadership orientations use and organizational culture." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/343.
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Research has confirmed the benefits of using multiple performance measures. In the education sector, the use of appropriate multiple performance measures is considered to be one of the most important, challenging and controversial issues (Shao et al., 2007). However, accounting studies in this area have focused on business organizations, providing little attention to the educational sector. Furthermore, most of these studies have focused on how the use of multiple performance measures affects managers in making performance evaluation judgments, while only a few studies have investigated the effect of the use of multiple performance measures from the subordinates’ perspectives. The purpose of this study was to look at the behavioral responses of Heads of departments (i.e. as subordinates) to multiple performance measures used by their Deans. Job-related tension was used in this study to indicate the Heads’ responses to the use of multiple performance measures.Research has emphasized the important roles of leadership orientations and organizational culture in explaining both the implementation of performance measurement and subordinates’ job-related tension. Thus, this study also attempted to identify whether the relationship between multiple performance measures use and job related tension was moderated by leadership orientations use and organizational culture.The data were collected by questionnaires completed by Heads of academic departments in Indonesian private universities. Multiple linear regression was used to test the hypotheses established in this study. Further analyses were performed to explain the nature of the significant two-way interaction.This study found multiple performance measures use to be significantly negatively correlated with job related tension dimensions. When leadership orientations use was high, a two-way interaction effect was found for the interaction between multiple performance measures use and leadership orientations use on the job-related tension dimension of work overload. The three-way interaction between multiple performance measures use, leadership orientations use, and organizational culture was found only for one job-related tension dimension, namely ambiguity concerning performance. However, this three-way interaction effect was significant only at a moderate level.The findings of this study have implications for the development of performance evaluation systems and personnel management, specifically in the area of performance measurement and leadership, for the higher education sector. This study has shown that higher education leaders should develop and use performance measures that capture a complete picture of their organizational performance. Added to that, the application of various leadership orientations is crucial, which highlights the importance of any related leadership training or leadership development programs for educational leaders.
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Hoang, Thu Gia. "Reconceptualizing Organizational Commitment Using the Theory of Reasoned Action: Testing Antecedents of Multiple Organizational Behaviors." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/109.
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The Three-Component Model of organizational commitment (TCM) by Meyer and Allen (1991, 1997) is widely regarded as the most dominant model in organizational commitment research (Cohen, 2003, 2007). However, recent research by Solinger et al. (2008) questioned the legitimacy of the TCM as a general model of organizational commitment. More specifically, the authors criticized the TCM for grouping affective commitment as an attitude toward target with continuance and normative commitment as attitudes toward behaviors under one general label of attitudinal construct. Based on the Theory of Reasoned Action (TRA; Ajzen & Fishbein, 1980), Solinger et al. (2008) argued that we should consider organizational commitment strictly as an attitude toward the organization (i.e., affective commitment). Based on Eagly and Chaiken's (1993) composite attitude-behavior model, the current study tested the reconceptualization of organizational commitment as a unidimensional construct reflecting employees' attitudes toward the organization (i.e., affective commitment) in predicting several organizational behaviors (i.e., considerate voice, production deviance, and behavioral engagement). In addition, I also investigated whether these organizational behaviors could be better explained by adding different classes of behavioral expectancies (i.e., utilitarian, normative and self-identity expectancies) as antecedents. Finally, I tested the mediating roles of attitude toward behaviors in the relationship between affective commitment and three behavioral expectancies and the three organizational behaviors. A sample of 258 employees in a large-sized organization in China was obtained for this study. The results suggested that none of the hypotheses of the current study was supported by the evidence in the current study. In particular, affective commitment and three classes of behavioral expectancies did not significantly predict their corresponding behaviors. In addition, I also did not find the evidence for the indirect effects from affective commitment and the behavioral expectancies on the behaviors. Several alternative explanations were provided for the results. Among those, the lack of compatibility between affective commitment and the behaviors, the existence of moderators (e.g. national culture), the lack of necessary control to perform the behaviors successfully are key factors that might lead to the current findings. Although none of the hypotheses was supported, I found limited empirical supports for the reconceptualization of organizational commitment strictly as the attitude toward the organization and that organizational behaviors could be better explained by adding appropriate behavioral expectancies to the model (Solinger et al., 2008). Finally, theoretical and practical implications of the current study as well as directions for future research are discussed.
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McKenzie, Hamish. "Secondary employment by Western Australia police officers: Factors influencing multiple jobholding and the relationship to organisational commitment." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/1962.
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The purpose of this study was to determine if there is a significant relationship between secondary employment by Western Australia police officers and organisational commitment. The study also examined whether there was a relationship between secondary employment of Western Australia police officers and, gender, work location, employment hours, rank and tenure. Finally, the study sought to understand why Western Australia police officers undertook secondary employment. A mixed methods approach to research was undertaken with 5756 Western Australia police officers sent a survey adapted from Meyer and Allen’s Three-Component Model (TCM) Employee Commitment Survey (2004). This survey tool is based on earlier studies by Meyer and Allen (1991) which suggest commitment consists of three components which they referred to as, affective commitment (an individual’s desire to remain with the organisation), normative commitment (an individual’s level of obligation to remain with an organisation) and continuance commitment (an individual’s belief that they need to remain with the organisation). The qualitative stage of the study followed which involved content analysis of interviews with 20 Western Australia police officers who indicated they engaged in secondary employment within the last 12 months.
The findings of this study reveal that whilst affective, normative and continuance commitment was greater for Western Australia police officers who did not engage in secondary employment compared to those who did, it was only continuance commitment where this relationship was found to be significant. In addition, the study found there was a significant relationship between secondary employment and gender specifically, male police officers were more likely to engage in secondary employment compared to female police officers. Finally, when the motives for Western Australia police officers to work a second job were examined, it was found that enjoyment of the job exceeded financial reasons as the primary motivating factor.
The results of this study should allay the fears of those within law enforcement who believe secondary employment is detrimental to their organisations. These findings reveal secondary employment can instead benefit law enforcement agencies, both through improving the psychological health of their employees and through the introduction of new skills learnt in these secondary occupations.
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Morgan, Richard. "Exploring how fishermen respond to the challenges facing the fishing industry : a study of diversification and multiple-job holding in the English Channel fishery." Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/exploring-how-fishermen-respond-to-the-challenges-facing-the-fishing-industry(87f179f0-cdf7-44c7-917a-bf0aa7b73c59).html.
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Fishermen in the UK face a range of administrative, socioeconomic and environmental challenges that affect the financial performance, and ultimate viability of their businesses. These challenges are particularly salient within the ‘inshore sector’; those vessels of less than ten metres in length which account for over-three quarters of the domestic fleet. While diversification of fishing activity is a well-established response to such challenges, the opportunity to exploit alternative fishing grounds and stocks is increasingly constrained by management controls. An alternative response is to develop strategies that are not subject to restrictions on fishing effort and output. These strategies include diversifying into activities that maintain a link with fishing (i.e. fisheries diversification), and seeking complementary employment outside of the fishing industry (i.e. multiple-job holding). Despite the potential contribution of such strategies to the sustainability of individual fishing businesses and fishing communities, this remains an area that has received limited academic attention to date. This thesis seeks to make an original contribution to knowledge by examining how fishermen in the English Channel respond to challenges upon financial performance; and exploring the practices, motivations and constraints of engaging in fisheries diversification and multiple-job holding. The research design adopted in this study comprises a mixed method approach formed of three distinct phases: an inventory of existing fisheries diversification activities; a survey of fishermen and industry stakeholders; and a qualitative phase of research with fishermen. The results of the inventory reveal that fisheries diversification is historically well established among fishermen in the Channel and is currently practised in a range of forms. The type of diversification practised is found to be subject to a range of factors, including geographical location; market demand; and the characteristics of individual fishermen. Additionally, a number of key constraints were identified that may deter fishermen from adopting this strategy. The relative importance of these constraints was examined in a survey of fisherman and non-fishing stakeholders using the Analytic Hierarchy Process. The results revealed that respondents attributed similar levels of importance to administrative, economic and social constraints, and lack of opportunities; but considered lack of information to be relatively unimportant. Through the analysis of qualitative data, a conceptual framework is developed to understand the main challenges faced by Channel fishermen and the strategies they adopt in response. The framework demonstrates that the challenges faced by fishermen, the impact upon their businesses and the types of response developed are shaped by the interaction of three environmental ‘contexts’. These relate to attributes of the individual fisherman; the characteristics of their fishing business; and the external environment within which they operate. The model indicates that the strategies adopted in response to challenges upon financial performance follow a hierarchical structure: fishermen are most likely to respond by adapting their fishing practices, prior to considering a strategy of fisheries diversification. In contrast, multiple-job holding is not widely practised nor regarded by fisherman as a viable response strategy. To this end, a recommendation is made to support fishermen in both improving the profitability of their fishing businesses, and developing complementary sources of income where viable.
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Araújo, Felipe Francisco Bezerra. "Modelos e algoritmos para variações do problema de balanceamento de linhas de produção e designação de trabalhadores." Universidade de São Paulo, 2016. http://www.teses.usp.br/teses/disponiveis/55/55134/tde-30112016-141117/.
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O problema de balanceamento de linhas de produção e designação de trabalhadores é uma extensão do problema simples de balanceamento de linhas onde os tempos de execução de tarefas são dependentes dos trabalhadores. Este problema tem sua motivação prática oriunda de linhas de produção com trabalhadores com deficiência. Nesta tese de doutorado estudamos duas extensões para o problema: a primeira layouts de linhas com estações em paralelo, enquanto que a segunda possibilita o uso de múltiplas linhas. As extensões fora aplicadas tanto ao problema básico quanto para o problema de rotação de tarefas. Apresentamos formulações matemáticas e métodos exatos e heurísticos para todos os casos. Teste computacionais em instâncias da literatura e novas instâncias e uma análise detalhada dos resultados são apresentados.<br>The assembly line worker assignment and balancing problems is an extension of the simple assembly line balancing problem in which the task execution times depend on the assigned workers. This problem draws its practical motivation from assembly lines with workers with disabilities. In this doctoral thesis, we study two extensions for this problem: the first one allows layouts with parallel workstations, while the second one allows multiple parallel lines. These extensions were applied for the base problem as well as the job rotation problem. We present mathematical formulations and exact and heuristic methods for all cases. Computational tests in instances from literature and new instances and detailed analysis of the results are presented.
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Pecenco, Elena G. "The retention of female unrestricted line officers." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FPecenco.pdf.
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Whetsel-Ribeau, Paula. "Retention of Faculty of Color as it Relates to Their Perceptions of the Academic Climate at Four-Year Predominantly White Public Universities in Ohio." Bowling Green State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1182282945.
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Nkoumou, Ngoa Brice Gaston. "Essais sur la ressource humaine en santé et l’utilisation des services de santé maternelle en Afrique sub-saharienne." Thesis, Paris Sciences et Lettres (ComUE), 2017. http://www.theses.fr/2017PSLED081.
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Cette thèse étudie l'effet des prix sur les décisions des professionnels de santé et l'utilisation des services de santé maternelle dans le contexte de l'Afrique sub-saharienne. Les deux premiers chapitres s'intéressent à l'effet de la rémunération du travail sur les choix d'effort et la pluriactivité des professionnels de santé. En se basant sur des données collectées au niveau périphérique du système de santé Camerounais (Yaoundé et Douala), il apparaît que la rémunération du travail dans l'emploi principal n'a aucun effet significatif sur les choix d'effort et la pluriactivité des professionnels de santé. Une politique de hauts salaires apparaît ainsi insuffisante pour contrôler l'effort au travail et le phénomène d'emploi multiple des professionnels de santé. Le troisième chapitre analyse l'impact à court terme de la gratuité des soins d'accouchement et de césarienne sur l'utilisation des services de santé maternelle au Sénégal. Cette évaluation ne permet pas à court terme de mettre en évidence à un quelconque impact positif de la mesure de gratuité sur l'utilisation des services de santé maternelle. La mise à l'échelle précipitée des politiques de gratuité peut dès lors être interrogée dans ce contexte<br>This thesis studies the effect of prices on the decisions of health professionals and the use of maternal health services in sub-Saharan Africa. The first two chapters are concerned with the effect of wages on the effort choices and the multiple job holding of health professionals. Based on data collected at the peripheral level of the Cameroonian health system (Yaoundé and Douala), it appears that wages in the main job have no significant effect on the effort choice and the multiple job holding of the health professionals. Thus, a policy of high wages appears insufficient to control the shirking behaviour and the multiple job holding phenomenon of health professionals in the sub-Saharan context. The third chapter analyzes the short-term impact of the free delivery and caesarean program on the use of maternal health services in Senegal. This evaluation does not show in a short-term any positive impact of the free-of-charge measure on the use of maternal health services. The hasty scaling-up of free-of-charge policies can be then questioned in this context
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Maman, Waziri Khalid. "A stochastic earnings frontier approach to investigating labour market failures." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0164/document.
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Cette thèse de doctorat examine les principales défaillances du marché du travail qui entraînent que les travailleurs n’arrivent pas à obtenir la pleine rémunération potentielle qui corresponde à leur capital humain. Il y a « inefficacité salariale » lorsque le salaire obtenu est inférieur au maximum atteignable. Dans un tel cas, les salariés reçoivent un salaire injuste par rapport au capital humain disposé. Cela décourage à investir dans son capital humain ce qui aura tendance à réduire la productivité totale, à affaiblir la compétitivité et à nuire à la croissance économique du pays. La contribution que nous apportons à travers ce travail est de trois ordres. Dans un premier temps, nous proposons un nouveau regard par rapport à l’intégration des jeunes sur le marché du travail. Plutôt que d’examiner si les individus obtiennent un contrat de travail stable ou non, nous adoptons une approche qui s’intéresse à la qualité de l’appariement « emploi – compétences » de jeunes entrant fraîchement dans la vie active. Nos travaux fournissent des résultats empiriques qui mettent en évidence les différentes théories de recherche d’emploi. Dans un second temps, en raison du considérable défi que représente l'identification et l'évaluation des pratiques discriminatoires sur le marché du travail, nous proposons une approche innovatrice et efficace pour examiner le phénomène du plafond de verre (barrière invisible à l’accès des postes de décision mieux rémunérés). Dans la dernière partie de cette thèse, nous proposons un modèle économétrique théorique qui améliore la correction du problème de biais de sélection pour les modèles de frontière stochastique<br>This doctoral thesis addresses issues related to employees’ imperfect information on the labour market and discrimination, generally all direct consequences of labour underpayment or “earnings inefficiency”. Workers are in a situation of earnings inefficiency when they do not receive the full potential remuneration corresponding to their human capital endowment: unfair pay for greater stock of human capital. This situation is problematic from a policy-makers point of view as it could weaken work incentives, discourage investments in human capital, and harm economic growth and competitiveness. It could also widen inequality within the society and contribute to the increase in relative poverty.The contribution we make through this work is threefold. First, we examine the integration of young people into the labour market from a new angle. Instead of examining whether individuals obtain stable employment or not, we use an approach that focuses on the quality of the job matching for young people entering the workforce and lacking labour market information. This first chapter provides empirical evidence on job search theories. In a second chapter, because of the considerable challenge of identifying and assessing discriminatory practices in the labour market, we propose an innovative and effective approach to examine the phenomenon of the glass ceiling (an invisible barrier to management positions associated with higher earnings). Finally, the last part of this doctoral thesis is devoted to improving the econometric approach we use. We propose a theoretical econometric model that improves correction for sample selection bias with stochastic frontier models
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Maria, Ingels Lindqvist, and Stengård Josephine. "Matchad förvärvsgrad i Dalarna och Sverige : Påverkar könsfördelningen i en utbildningsgrupp kvinnors och mäns möjligheter att få ett relevant jobb?" Thesis, Högskolan Dalarna, Nationalekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-26333.
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Denna studie syftar till att undersöka den matchade förvärvsgraden för kvinnor och män, i Dalarna och i Sverige, samt att förklara eventuella skillnader. Om en stor andel av utbildningsgruppen vid avklarad examen blir anställda inom andra yrkesområden än vad utbildningen gav kompetens för, är den matchade förvärvsgraden inom utbildningsgruppen låg. Datamaterialet är hämtat från Statistiska centralbyrån (SCB) och studeras genom en multipel linjär regressionsanalys. Både kvinnor och män med universitets-/högskoleutbildning påverkar den matchade förvärvsgraden mer jämförelsevis med gymnasial utbildning. Resultatet visar även att om andelen kvinnor i utbildningsgruppen ökar påverkas andelen anställda med matchning positivt för kvinnor och negativt för män, det omvända sambandet gäller också, den matchade förvärvsgraden för män ökar när andelen män i utbildningsgruppen ökar. Detta visar att könsdiskriminering råder på arbetsmarknaden.<br>This study aims at examining the matched employment rate for women and men, in Dalarna and Sweden, as well as explaining possible differences. If a group of individuals within a education group with a graduate degree are employed in a different field of employment than the education provided competence (than the education is meant for), the matched employment rate within the education group is low. The data is obtained from Statistiska centralbyrån (SCB) and is studied through a multiple linear regression analysis. Both women and men with university/college education affect the matched degree of employment more comparatively with upper secondary education. The result also shows that if the proportion of women in the education group increases, the proportion of employees with matching gives positive results for women and negative for men; the reverse relationship also applies; the matched male employment rate increases as the proportion of men in the education group increases. This shows that gender discrimination prevails in the Swedish labor market.
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Renaud-Goud, Paul. "Energy-aware scheduling : complexity and algorithms." Phd thesis, Ecole normale supérieure de lyon - ENS LYON, 2012. http://tel.archives-ouvertes.fr/tel-00744247.
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In this thesis we have tackled a few scheduling problems under energy constraint, since the energy issue is becoming crucial, for both economical and environmental reasons. In the first chapter, we exhibit tight bounds on the energy metric of a classical algorithm that minimizes the makespan of independent tasks. In the second chapter, we schedule several independent but concurrent pipelined applications and address problems combining multiple criteria, which are period, latency and energy. We perform an exhaustive complexity study and describe the performance of new heuristics. In the third chapter, we study the replica placement problem in a tree network. We try to minimize the energy consumption in a dynamic frame. After a complexity study, we confirm the quality of our heuristics through a complete set of simulations. In the fourth chapter, we come back to streaming applications, but in the form of series-parallel graphs, and try to map them onto a chip multiprocessor. The design of a polynomial algorithm on a simple problem allows us to derive heuristics on the most general problem, whose NP-completeness has been proven. In the fifth chapter, we study energy bounds of different routing policies in chip multiprocessors, compared to the classical XY routing, and develop new routing heuristics. In the last chapter, we compare the performance of different algorithms of the literature that tackle the problem of mapping DAG applications to minimize the energy consumption.
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Vacher, Blandine. "Techniques d'optimisation appliquées au pilotage de la solution GTP X-PTS pour la préparation de commandes intégrant un ASRS." Thesis, Compiègne, 2020. http://www.theses.fr/2020COMP2566.
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Les travaux présentés dans ce document portent sur des problèmes d'optimisation dans le domaine de la logistique interne des entrepôts. Le domaine est soumis à une forte concurrence et est en plein essor, poussé par les besoins croissants du marché et favorisé par l'automatisation. L'entreprise SAVOYE construit des équipements et propose sa propre solution GTP (Goods-To-Person) pour la préparation de commandes. La solution utilise un système de stockage automatisé appelé X-Picking Tray System (X-PTS) et achemine les charges automatiquement à des postes de travail via des carrousels pour effectuer des opérations séquencées. C'est un système de systèmes particulièrement complexe qui offre de nombreuses applications aux techniques de la recherche opérationnelle. Tout cela définit le périmètre applicatif et théorique des travaux menés dans cette thèse. Nous avons d'abord traité un problème d'ordonnancement de type Job Shop avec des contraintes de précédences. Le contexte particulier du problème a permis de le résoudre en un temps polynomial avec un algorithme exact. Celui-ci a permis de calculer les dates d'injection des charges provenant des différents flux de sortie du stockage pour s'agréger sur un carrousel, dans un ordre donné. Ainsi, la gestion inter-allées du stockage PTS a été améliorée et le débit du flux de charges maximisé, depuis le stockage jusqu'à un poste. Nous avons ensuite étudié des algorithmes de tri tels que le tri par base et développé un algorithme de tri en ligne, utilisé pour piloter des systèmes autonomes de tri appelés Buffers Séquenceurs (BS). Placés en amont de chaque poste de travail dans la solution GTP, les BS permettent de délocaliser la fonction de tri en aval du stockage, augmentant de facto le débit des flux de sortie. Enfin, nous avons considéré un problème de séquencement consistant à trouver une extension linéaire d'un ordre partiel minimisant une distance avec un ordre donné. Nous proposons de le résoudre par une approche de programmation linéaire en nombres entiers, par la construction de programmes dynamiques et par des heuristiques de type glouton. Une heuristique efficace a été développée en se basant sur des appels itératifs d'un des programmes dynamiques, permettant d'atteindre une solution proche ou égale à l'optimum en un temps très court. L'application de ce problème aux flux de sortie non ordonnés du stockage X-PTS permet de réaliser un pré-tri au niveau des carrousels. Les diverses solutions développées ont été validées par simulation et certaines ont été brevetées et/ou déjà été mises en application dans des entrepôts<br>The work presented in this PhD thesis deals with optimization problems in the context of internal warehouse logistics. The field is subject to strong competition and extensive growth, driven by the growing needs of the market and favored by automation. SAVOYE builds warehouse storage handling equipment and offers its own GTP (Goods-To-Person) solution for order picking. The solution uses an Automated Storage and Retrieval System (ASRS) called X-Picking Tray System (X-PTS) and automatically routes loads to workstations via carousels to perform sequenced operations. It is a highly complex system of systems with many applications for operational research techniques. All this defines the applicative and theoretical scope of the work carried out in this thesis. In this thesis, we have first dealt with a specific scheduling Job Shop problem with precedence constraints. The particular context of this problem allowed us to solve it in polynomial time with exact algorithms. These algorithms made it possible to calculate the injection schedule of the loads coming from the different storage output streams to aggregate on a carousel in a given order. Thus, the inter-aisle management of the X-PTS storage was improved and the throughput of the load flow was maximized, from the storage to a station. In the sequel of this work, the radix sort LSD (Least Significant Digit) algorithm was studied and a dedicated online sorting algorithm was developed. The second one is used to drive autonomous sorting systems called Buffers Sequencers (BS), which are placed upstream of each workstation in the GTP solution. Finally, a sequencing problem was considered, consisting of finding a linear extension of a partial order minimizing a distance with a given order. An integer linear programming approach, different variants of dynamic programming and greedy algorithms were proposed to solve it. An efficient heuristic was developed based on iterative calls of dynamic programming routines, allowing to reach a solution close or equal to the optimum in a very short time. The application of this problem to the unordered output streams of X-PTS storage allows pre-sorting at the carousel level. The various solutions developed have been validated by simulation and some have been patented and/or already implemented in warehouses
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Husain, Muhammad Mudabbir. "Essays on Multiple Job Holding Across Local Labor Market." 2014. http://scholarworks.gsu.edu/econ_diss/106.
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Essays in this dissertation address three research questions. (1) What types of persons hold dual jobs and what are their motives for doing so? In essay 1, I investigate multiple factors that affect the decision to hold more than a single job. Using data from the Current Population Survey (CPS), the first essay documents the characteristics of second jobs and multiple job holders in the U.S. I characterize the types of people who hold dual jobs and use additional information from the BLS to find out workers’ motives for holding multiple jobs. I examine how multiple job holding differs with respect to age, education, race and ethnicity, sex, foreign-born status, marital status, public-private worker status, broad industry and occupation. (2) How does dual job holding vary with the business cycle and state of the labor market? Essay 2 explores a large micro data set for 1998-2013 that covers most U.S. urban labor markets. We find clear-cut evidence that multiple job holding across labor markets and over time is weakly cyclical, thus (slightly) exacerbating rather than mitigating the severity of business cycles. Much of the cyclicality in multiple job holding seen across labor markets, however, is not causal, dropping sharply after accounting for MSA fixed effects. Using longitudinal worker data, there is minimal response to unemployment changes within labor markets over time. Our large CPS sample size produces precise estimates, albeit ones close to zero, helping explain conflicting results in prior studies based on far smaller data sets. (3) How might one explain the persistent geographical differences in multiple job holding? Essay 3 documents what are systematic (i.e., long-run) differences in multiple job holding across labor markets (MSAs) and explores possible explanations for these differences. Geographical differences in multiple job holding rates have received little attention, although the multiple job holding rates in some regions of the country are substantially higher than in other regions, and these differences have been persistent over time. Examining correlates of these labor market differences in multiple job holding provides us with a better understanding of the determinants of labor supply and how local labor markets work.
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Hu, Ye. "Resource Allocation Strategies for Multiple Job Classes." Thesis, 2009. http://hdl.handle.net/10012/4476.
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Resource management for a data center with multiple job classes is investigated in this thesis. We focus on strategies for allocating resources to an application mix such that the service level agreements (SLAs) of individual applications are met. A performance model with two interactive job classes is used to determine the smallest number of processor nodes required to meet the SLAs of both classes. For each class, the SLA is specified by the relationship: Prob(response time≤x)≥y. Two allocation strategies are considered: shared allocation (SA) and dedicated allocation (DA). For the case of FCFS scheduling, analytic results for response time distribution are used to develop a heuristic algorithm that determines the allocation strategy (SA or DA) that requires fewer processor nodes. The effectiveness of this algorithm is evaluated over a range of operating conditions. The performance of SA with non-FCFS scheduling is also investigated. Among the scheduling disciplines considered, a new discipline called probability dependent priority (PDP) is found to have the best performance in terms of requiring the smallest number of nodes. Furthermore, we extend our heuristic algorithm for FCFS to three job classes. The effectiveness of this extended algorithm is evaluated. As to priority scheduling, the performance advantage of PDP is also confirmed for the case of three job classes.
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Ivers, Brian. "Job shop optimization through multiple independent particle swarms." 2006. http://digital.library.okstate.edu/etd/umi-okstate-2030.pdf.
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張偉立. "Solving multiple-resource job shop scheduling by branch-and-bound technique." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/m6s6g5.
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碩士<br>國立清華大學<br>工業工程與工程管理學系<br>92<br>Job shop scheduling plays an important role in production scheduling. Many manufacturing scheduling problems can be modeled as a job shop scheduling problem. In recently years, there are many research works related to job shop scheduling, but most of theses works consider only single-resource on an operation. In high tech industries, such as semiconductor manufacturing, only machines are considered as limited resource.
But, in many cases, an operation requires more than one resource. We call this kind of problem as multiple-resource scheduling. This research intends to solve multiple-resource job shop scheduling problem with the objective of minimizing makespan. Giffler and Thompson【1960】 introduced the disjunctive graph technique to represent job shop scheduling and used branch-and-bound technique to solve single-resource job shop scheduling problem. In this study, we modify disjunctive graph to represent multiple-resource job shop scheduling and develop a branch-and-bound technique to solve this problem. Experimental designs and statistical methods are used to evaluate and analyze the performance of the method. The results show that the number of resources, the number of jobs, the number of operations and the utilizations of resources affect the solution time used by branch-and bound method.
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Chan, Hsun-Kai, and 詹勳凱. "The Relationship between Business Executives Multiple Intelligences, Competence and Job Performance." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/24435082069829181909.
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Yu-JuiChen and 陳昱叡. "Solving multiple orders per job scheduling problem in re-entrant flowshop." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47918198015183728163.
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碩士<br>國立成功大學<br>工業與資訊管理學系碩博士班<br>100<br>With the progression of information technology and integrated circuit technology, the demand of wafer has significantly increased, so the wafer manufacturers need an effective dispatching rules in order to reduce production cycle time of the wafers. In order to reflect the rapid increase of the semiconductor production environment, many scholars proposed the multiple orders per job scheduling problem. The multiple orders per job scheduling problem means that the wafer manufacturers receive orders from customers around the world, and in the production process, they assign orders to FOUPs by the orders’ attributes, then dispatch FOUPs by some dispatching rules, finally get the FOUPs’ completion time. But taking into consideration the actual wafer production process, only discuss the multiple order per job scheduling problem can not reflect the real situation, this study consider to include the reentrant flowshop environment to satisfy the real situation. And this study will use Genetic algorithm, NEH algorithm and GA-NEH algorithm to calculate the approximate solution within an acceptable range. Experiment data shows that, in small amount of orders, orders scheduling is more important than FOUPs scheduling on the impact to the FOUP’s completion time. But with amount of orders increasing, the FOUPs scheduling is more important. The result also shows that the performance of GA-NEH algorithm is better than Genetic algorithm and NEH algorithm.
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Liu, Chih-Chieh, and 劉志傑. "Evaluation of Police Job Stress Improvement Strategies with Fuzzy Multiple Criteria." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/64858121469506061765.
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碩士<br>華梵大學<br>工業工程與經營資訊學系碩士班<br>102<br>Abstract
The purpose of this research is to evaluate improvement strategies of police job stress by use of fuzzy multiple criteria evaluation method. Through the establishment of a hierarchical structure and professional judgment of experts, then capture the consensus judgment to analysis. In this research, some important sources of stress are selected through the first expert questionnaire survey. In the evaluation system, four levels are considered, namely the overall objective, stress aspects, evaluation criteria, as well as improvement strategies. Five aspects in the stress level, including work, organization, colleagues, family, and society. There are fifteen criteria in the criteria level, including heavy workloads, long duty periods, heavy work responsibilities, etc. A total of six improvement strategies in the strategic level, including simplifying the police service, increased leisure activities, etc.
The second expert questionnaire survey was executed in accordance with the established evaluation hierarchical structure. The consensus ranks of criteria importance and strategies performance from expert judgment was captured to integrate evaluation by using fuzzy multiple criteria evaluation method. Finally, this research find out the more appropriate improvement strategies for improving the police job stress, and to list out their priority ranking by using ranking of fuzzy numbers method. According to the result of this research, “work aspect” is very important aspects, “many co-operation” and “irregular life” are very important criteria, “to simplify police operations”, “to re-examine the Act of the police duties to assist”, and “to return to normal performance review system” has the higher priority improvement strategies.
Keywords：Police, job stress, strategy, fuzzy number, multiple criteria, evaluation.
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HSU, HUNG-CHI, and 許宏吉. "Evaluation of Improvement Strategies for Military Job Stress with Fuzzy Multiple Criteria." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/04291466393195491574.
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碩士<br>華梵大學<br>工業工程與經營資訊學系碩士班<br>105<br>The purpose of this study is to apply the fuzzy multi-criteria assessment model (FMCE) to evaluate the military work pressure improvement strategy. Through the establishment of the hierarchical structure and the expert's judgment, the expert has a consensus judgment to analyze. In this study, through the first expert questionnaire survey, select the important source of stress factors and feasible improvement strategies, and then according to the establishment of work pressure to improve the strategy to assess the hierarchical structure. In the hierarchical structure, including the overall goal, working pressure facet, assessment criteria, and improvement strategies and other four levels; pressure level includes work, organization, colleagues, family, and social five facets; assessment criteria include Heavy workload, long working hours, heavy responsibility and so on; improve the strategy level, including the simplification of military work, increase leisure activities and
other six strategies.
According to the established hierarchical structure, a second expert questionnaire was conducted. This study captures the expert judgment level, and then uses the fuzzy multi-criteria evaluation method to evaluate the military work pressure improvement strategy. Finally, the ranking of the fuzzy numbers is made to determine the improvement of the strategy. According to the results of the analysis, it is of the utmost importance that the "working faculties" are very important grades in the working pressure faculties; in the evaluation criteria, "co-operation" and "irregularity of life" are very important grades. In terms of improving the strategy, the strategy of "simplifying the military business" is most effective in improving the pressure of military work, followed by the strategy of "re-examining the implementation of military duties" and the "return to normal
performance appraisal system" strategy.
Key words:Military, work stress, strategy, fuzzy number, multi–criteria, evaluation
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Wan, Chien-pang, and 萬建邦. "Part-time work and Multiple job holders:what makes them different form regular workers?" Thesis, 2004. http://ndltd.ncl.edu.tw/handle/55089581357168836880.
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碩士<br>國立中山大學<br>人力資源管理研究所<br>92<br>Nearing the end of the 20th century, countries across the world have gradually been going into depression, without exception, this effect has also influenced Taiwan. Moreover, with the coming of age of knowledge management and change of the industry structure of the 21st century, thus the industry structure in Taiwan has also gone through some changes, adding many new non-typical jobs into the job market. Some examples include Leased Employess, Telex of Labor, part-time work, multiple job holders.
Previous study on part-time work has been focused on the characteristics of the part-time workers and the influence on female part-time workers’ employment and the reasons why companies use part-time work. Less research has been made on the comparison between part-time workers and regular workers. In the Human Resources of Managenment survey made by the Minster of Affairs in1997, the content regarding multiple job holders describes the distribution situation of multiple job holders. Moreover, with the fast growth of knowledge management, there exists a non-equivalency between the structure of knowledge management and the need of such a structure. Does the increasing numbers of part-time workers and multiple job holders mean that the labor market will take on a more important role? What is the difference between the education level, occupations, industry and income of these workers and regular workers? After a comparison between these two, which gains more profit? These are the questions to be answered in this research.
The statistical information used in this research is secondary information from Directorate General of Budget Accounting and Statistics Executive Yuan, R.O.C regarding the Taiwan region Human Resources of Managenment statistical information, which divides labor into three groups, using work time and income level as a basis to find the characteristics between these three groups. Some implications made from the result of this research has been made for reference for the government.
The results of this research are as the following:
Part-time work
1、Highly educated part-time work are more better off than low educated part-time work because they have relatively higher pay for lesser work.
2、The part-time workers of the higher level labor market are better off than the those from the agricultural, forest, fish and pasture and manufacturing.
3、There is an increase of the laborers in the service sector, and a decrease of those from the agricultural, forest, fish and pasture sector, not much change in the manufacturing and industry sector.
4、From a comparison of the income of these sectors, those in industry have the highest income, and those in services are second ranking, from the level manufacturing gains the most and industry the least.
Multiple job workers
1、These are the least luckiest of the group because they have the highest work hours, but have the same income level as normal workers
2、No matter which profession, multiple job workers are the most laborious because they have more work hours than normal workers but less income than normal workers.
3、No matter which industry, multiple job workers are the most laborious because they have more work hours than normal workers but less income than normal workers.
4、There is an increase of the laborers in the service sector, and a decrease of those from the agricultural, forest, fish and pasture sector, not much change in the manufacturing and industry sector. From a comparison of the income of these sectors, those in manufacturing have the highest income, and those in industry are second ranking, from the level manufacturing gains the most and services the least.
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Zhi, Zhong Cheng, and 鍾承志. "Multiple Objectives, Job Shop, Parallel-Machine Scheduling-Applying the Ant Colony Optimization Algorithm." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/86285044016953575449.
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碩士<br>東海大學<br>工業工程與經營資訊學系<br>92<br>It was to regard single objective as scheduling on the foundation that a performance was weighted to study in the past. But general production of manufacturing environment scheduling problem that a single objective can’t be satisfied, it’s consider with many view of multiple objectives in the really world, and conflict with each other between the objectives. And the most scheduling research of multiple objectives at present, only consider manufacturing performance factor. These factors are belonging to quantitative factors. In fact, scheduling environment needs to consider including some about the qualitative factors of the organization.
Traditional job shop scheduling mode contain multi-steps single machine of productive environment only, however the mode of production of the parallel-machine has already been applied to every kinds of industries extensively at present, a lot of production in job shop or flow shop utilize parallel-machine to increase capacity, lower the work station load of the bottleneck, and reduce the postpone time of due date.
We plan to be based on job shop scheduling in this research, put the parallel-machine, allow the lot splitting of job, make the job operating at several machine meanwhile, and shorten the completion time of operation. For closer to the realistic situation in addition, making the machine being produced continuously in succession, the activity of job that will be adjusted while studying, and making the process time of the same sub-lot operation being tried one’s best to closer. In addition system equips to consider to scheduling performance index of multiple objectives at the same time, and also considers quantitative factor and production scene of performance, and the company strategy factors are included to form a really full of multiple objectives in order to be suitable for the production environment of changeable and high competition today. Depending on above mentioned problems with the increase scale of complexity, if we want to use the method of the optimization to solve, it’s exactly one of the excellent optimization methods while developing at present that the ant algorithm (Ant Colony Optimization, is abbreviated as ACO), have already received the affirmation of the extensive scholar gradually in trying to get the best ability to solve of the whole. So my research is based on Ant Algorithm, wishing to develop a system that can deal with multiple objectives scheduling problems.
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TSAI, YI-CHUN, and 蔡宜君. "Exploring Job-Related Stress and Stressors of Nurses at Multiple Hospitals in Southern Taiwan." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/bqec5m.
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碩士<br>國立雲林科技大學<br>工業工程與管理系<br>104<br>Nurses are not only one of the key resources in the healthcare industry, but also representing the professional imagines and operating models, under the high-tension environment, nurses often face various stressors, and such exposure may affect turnover intention and cause the shortage of nurses which directly impacts the healthcare quality. This research adopts cross-section survey, using the instrument focusing on stressors in the nurses’ workplace to understand the relation between job stressors, job stress and job satisfaction. Total 400 surveys are sent to the medical tourism and 252 participants completed the survey, total 63% of recovery rate, after coding and collecting the data, we use SPSS 19.0 and Smart PLS 2.0 to analyze the data.
The results indicates first nurses job related stressor shows positive impact to stress, R2 is 0.49 meaning to explain more than half of the explanation, second job satisfaction indicates negative impact to job stress, third, stressors and stresses can be both adjusted by job satisfaction, the path coefficient drops from 0.51 to 0.28.
According the research result, job related stressor may cause stress such as the nursing job specialty, depression and death, nurses and patients’ relationship, medical team’s relationship or danger to occupational exposure…etc., however the job satisfaction adjust the strength between job stressor and stress, therefore ones the nurses are satisfied with the high job satisfaction, promotion and salary, it lower the stress and turnover intention.
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Ya-Chung, Li, and 李亞純. "The Influences of Competency and Job Performance on PromotionalOpportunity-Multiple Abilities as a Moderator." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/18053359282780925418.
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碩士<br>南台科技大學<br>技職教育與人力資源發展研究所<br>97<br>Because of growing competition and globalization, business’s fight to reduce costs has led to serious down-sizing, leading to many employees being “retired”. One problem arising from this is how business leaders then choose amongst the remaining employees which ones are most suited for promotion. The two major questions that arise are: Is it really the employee with higher competency and greater working performance who is promoted? Will the fact that a worker has multiple abilities come into play?
This study is based on a prominent company in its market in Southern Taiwan. The questionnaire was distributed to 84 department leaders. All fully completed forms were returned. The results achieved show that competency and multiple abilities will have a direct effect on promotion. On the other hand, working performance has no obvious effect on promotional opportunity. This study further shows the relationship between competency and promotional opportunity is moderated by the effect of multiple abilities. But the relation between working performance and promotional opportunity is in no way moderated by multiple abilities.
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Tabane, Ramaesela Dorcas Tshepisho. "Job satisfaction in virtual and face-to-face teams for multiple generations in the workplace." Diss., 2012. http://hdl.handle.net/2263/27055.
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The main theme of the research was to investigate associations between levels of job satisfaction in virtual and face-to-face to teams for multiple generations. Using quantitative techniques to test hypotheses, the study found that there are no significant differences between how multiple generations feel about job satisfaction. In addition, there was no evidence to suggest that there is a significant difference in levels of job satisfaction for multiple generations in different work teams. The level of utilisation of technology does not influence the levels of job satisfaction differently for multiple generations.<br>Dissertation (MBA)--University of Pretoria, 2012.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Liao, Chih Hung, and 廖智宏. "The relationships among emotional capital, job satisfaction and organizational citizenship behavior: a multiple level analysis." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/49002122731953145344.
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碩士<br>國立臺北大學<br>企業管理學系<br>97<br>People on job satisfaction and organization citizenship behavior have been effect on group- and individual-level variables. A total of 750 employees from 25 companies were selected. The purpose of this study demonstrated that both individual- and group-level emotional capitals were significantly associated with job satisfaction and organization citizenship behavior. Individual emotional capital is significantly correlated with variance, and group emotional capital is significantly correlated with variance. This study provided some conclusions and suggestions for academic and practice.
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Jyh, Chuang Shuenn, and 莊舜智. "The Application of Multiple Objective Decision Making-An Approach of Job-Shop Scheduling Problem with Setup Time." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/39622286692999626282.
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碩士<br>大葉大學<br>工業工程研究所<br>86<br>When dealing with job shop scheduling problems, the most common assumptionis that the time required to setup the facility(usually a machine)for the nexttask is independent of the task that was the immediate predecessor on the facility. Under this assumption, the setup time is either combined with or preceedes the processing time, and is solved either as a problem with no setup time or as a problem with sequence independent setup time. However, in many realistic problems, the setup time depends on the type of job recently completed as well as on the job to be processd. Moreover, the decision makers always concern morethan one performance measure when evaluate the constructed schedule. Therefore, in this research, Considering the job shop scheduling problemwith three kind of setup styles, which are no setup time, independent setup time, and dependent setup time, first, the addressed problem will be describedby the disjunctive graph representation, and then solved by the integer programming technique. Second, the performance of the schedule with certain setup style will be compared. Finally, the problem will take three performance measures which are mean flow time, mean job tardiness, and mean machine idle into account simultaneously
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Chiu, Chun-Chih, and 邱俊智. "Development of the APQP based Job-Releasing Planning System for Multiple Resource Allocation in Semi-conductor Services Company." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/12068488718043274109.
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博士<br>中原大學<br>工業與系統工程研究所<br>98<br>The semiconductor integrated circuit (IC) industry in Taiwan plays a significant role in the world, and accounts for a major market share of packaging and testing. Past studies have discussed job-releasing models for upstream IC manufacturing industries, assembly processes only, but only few have discussed the IC turnkey perspective. Here, the author proposes an advanced product quality planning (APQP) based job-releasing planning system (AJRPS) for an IC turnkey factory which achieves the following objectives under limited-capacity resources: (1) increasing the overall equipment efficiency (OEE) of IC test equipments, (2) reducing the cycle time, and (3) increasing the on-time delivery (OTD) rate. To balance capacity utilization between IC assembly and IC testing operations, the author uses a genetic algorithm (GA) with workload regulation (WR) heuristics for finding a better solution on job releasing and OEE maximizing in both operations. The AJRPS is integrated with a knowledge management system and job-released planning system to compose of proper solutions for material, equipment, and tools selection in a systemization way to make the selection of customers’ orders and keep mass production profitable. The proposed AJRPS was implemented in an IC turnkey factory and the improved performance was found.