Dissertations / Theses: 'Organization and personnel management'

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Pokela, S. (Saara). "Strategic management of personnel productivity:case study in Finnish healthcare organization." Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201606072418.

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The modern management theories show that workers perform best when they are happily engaged in what they do. The management of human productivity is all about advancing human factors which cause the employees’ welfare and reasonableness at work. These factors combine the context of work suction: the gumption, devote and getting absorbed in work. Single human competencies and human resource development of employees have strong connection not only to the organizational business performance, but also the quality of working life and organizational development, organizational creativity and innovations. The aim of developing personnel management lay in the deepest heart of organizational productivity and business efficiencies. The way in which an organization manages its human resources is also one of the centrally important factors to execution of its business strategy. When optimizing working life and organization’s productivity, the look turns to qualified management. The strategic management of personnel management includes the deep understanding of grounds and consequences of human behavior amongst working context. In optimal circumstances, human will be effective and innovative employee, when the demands and responsibilities as human being, as a family member and as a team member will be in optimal balance with working life. Opportunities for personal and occupational development and experience of success will cause work productivity, product quality and working flow. In my research I have tried to find means to improve the performance of Caritas Palvelut Corporation so, that the corporation’s vision settled for the future can be reached. I’ve tried to find out what are the effective human resources development processes, that focus on the development of organization specific ambition and intrinsic motivation drivers. I have research the aspects of lived workplace experiences including motivation drivers and every day welfare, cognitive participation like ambition stimulus, group coherence and management aspects related. I have found out, that good organizational culture verifies individuals’ willingness and talents to success together, I’ve noticed that workplace stimuli does not cause any occupational ambitions. Ambition and intellectual curiousness seem to be related more on working joy and inner reward of working tasks, than any kind of managerial approach or external factor. My research evidences, that belonginess to a group does not correlate to working joy, but rather management satisfaction and experience of knowledge leverage inside the organization. My research also verifies that the workers of target organization are willing to carry out responsibilities without too much guiding. On the other hand, working demands are seen to be adequate low. Positive managerial approach seems to correlate most favourable outcomes, but according to previous academic studies the level of managerial demands also matter. The occupational self-esteem and preciousness of one’s work relate to knowledge of one’s role in the team and organizational entity. These factors together correlate strongly with expressions of rewarding and gladness among work. Since the spirit of instrinsic motivation seems to be stemming from personal traits, the quality of working life will have only limited means for the enhancement. Still, person’s social environment and organizational culture can have a significant effect on person’s level of intrinsic motivation. In organizational context very small push and moves to the desirable direction may have remarkable outcomes. Therefore, management should be aware of the motivational drivers and existing values among working contexts.

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Bennett, Nathan. "Personnel/human resource departments and uncertainty : a test of Thompson's model of boundary spanning units." Diss., Georgia Institute of Technology, 1989. http://hdl.handle.net/1853/30069.

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Ramcharan, Aneel. "Managing human resources in education : applying organisational communication in educational management." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/321.

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A thesis submitted in fulfilment of the requirements for the Degree of D.Litt in Communication Science, University of Zululand, 2004.
Human Resource Management has become one of the most discussed approaches to the practice and analysis of employment relationship in our modern society. In this thesis I present my recommendations that organisations will function more effectively and efficiently if the people who work in them are encouraged to develop professionally and to use that approach to undertake organisational tasks. Increasingly human resource management is being recognised as crucial, not only to the individual but also to the promotion of effective and efficient organisations. In this thesis I will focus on educational management in two ways — from the perspective of the individual and from the perspective of the organisation. Educational management is a diverse and complex range of activities calling on the exercise of considerable knowledge, skill and judgement by individuals, but its practice is dependent on the culture of particular organisational settings. I focus on this constant interplay between individual capability and organisational requirements, which make human resource management for educational managers both challenging and exciting. In this thesis I will examine how the concepts, skills and insights gained through professional development can be applied by educational managers to specific organisational tasks and systems. At best this thesis encourages school managers to ask questions about their own organisations and to develop their own solutions appropriate to their organisations. My research involves a mixture of theory and practical examples, which it is envisaged will spur students of learning and educational managers to apply and refine in the future. In the final phase of my research I reveal how the concepts, skills and insights gained through professional development can be applied bv educational managers to specific organisational tasks and systems in the effective use of human resources.

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Gibbons, Theresa. "Engagement, motivation, and performance in a multigenerational organization /." Burnaby B.C. : Simon Fraser University, 2005. http://ir.lib.sfu.ca/handle/1892/3627.

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Ngai, Kin-fai. "An appraisal of computer-based management information systems in Hong Kong secondary schools with emphasis on human resource factors." Hong Kong : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13890657.

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Nuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel." Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.

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Thesis (Ed. D.)--Illinois State University, 1993.
Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.

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Philips, Åke. "Eldsjälar : en studie av aktörsskap i arbetsorganisatoriskt utvecklingsarbete." Doctoral thesis, Handelshögskolan i Stockholm, Företagslednings- och Arbetslivsfrågor (A), 1988. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-762.

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Företagens konkurrenskraft beror allt mer på förmågan att attrahera, tillvarata och utveckla de mänskliga resurserna. Hur kan då arbetets organisation förändras för att åstadkomma delaktighet, kompetensutveckling och lärande? En del av detta handlar om att hitta, ge utrymme för, stödja och utveckla eldsjälar. Eldsjälar är personer som engagerar sig starkt i en verksamhet. De drivs av brinnande entusiasm. I företag och organisationer spelar eldsjälar ofta en avgörande roll för förändring och förnyelse. Det gäller inte minst i utvecklingsarbeten som berör arbetets organisation. Men vad gör egentligen eldsjälar i ett arbetsorganisatoriskt utvecklingsarbete? Vilka problem möter de? Varför engagerar de sig? Varför agerar de som de gör? Kan de lära av sina erfarenheter och vidareutvecklas som eldsjälar? Denna avhandling redovisar resultaten av en studie av eldsjälar och deras insatser. De eldsjälar som har studerats var huvudaktörer i försök med nya sätt att organisera arbetet i början av 1970-talet. I boken identifieras två grundläggande dilemman som eldsjälar måste hantera för att utvecklingsarbete ska leda till förändring och lärande. De handlingsmöjligheter eldsjälar har, beskrivs i termer av fyra metoder för aktörsskap. I avhandlingen diskuteras hur eldsjälar kan vidareutveckla sitt agerande och sin kompetens för att åstadkomma arbetsorganisatorisk utveckling. För personer som på olika sätt är involverade i organisatoriskt utvecklingsarbete erbjuder avhandlingen både praktisk och teoretisk vägledning. Avhandlingen är av speciellt intresse för chefer, fackliga företrädare, aktionsforskare, konsulter samt personer sysselsatta med personal-, organisations- och utbildningsfrågor.

Diss. Stockholm : Handelshögskolan, 1988

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Smith, Brent A. "Relationship management in the sales organization : an examination of leadership style and cultural orientation in sales manager and salesperson dyads /." Philadelphia, Pa. : Drexel University, 2004. http://dspace.library.drexel.edu/handle/1860/274.

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Lesch, Anthea M. "The experience of multi-cultural communication within a South African organization." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1002517.

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This research study was conducted in an attempt to explore the experience of multicultural communication within a South African organization. To this end employees, representing both Black and White culture, within a South African organization in the throes of transformation, were accessed. A model of managing diversity, focussing on the personal, interpersonal and organizational levels, was utilized in an attempt to uncover the nature of the experience of multi-cultural communication within Company X. A qualitative research design, and more specifically the case study method was employed in this study. Consistent with the case study approach a number of data sources were accessed. The primary data source consisted of a 3-stage interview process. Other data sources included documentary sources and company publications. By accessing multiple data sources, the researcher attempted to gain a holistic understanding of the experience of multi-cultural communication. It was found that the societal context of our post-Apartheid society exercises a profound influence on multi-cultural communication. Under Apartheid cultural separation was promoted. Diverse peoples thus have little common basis for interaction and view each other with skepticism and distrust. This exercises an effect on the personal and organizational levels of the managing diversity model. Influences at the personal level relate to the cultural paradigms of the individuals which provide the rules governing interactions and affect judgements of acceptable and unacceptable behaviours. Issues at the organizational level relate to its structures and policies which are still based on the “white is right ideology”. These issues, in turn, affect the interpersonal level of managing diversity, i.e., where the interactions occur, causing “communication short circuits” within the process of multi-cultural communication. In order to deal with failed multi-cultural communication, the individuals have developed a number of coping strategies. The results of the study indicate that both the organization and its employees share a responsibility for creating an environment that will facilitate effective multi-cultural communication.

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Lau, Kit-man, and 劉傑文. "A police organization in a changing world: the experience of staff communications in the Hong Kong Police Force." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50255411.

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Law, Cho-wa. "Change management : a people-oriented approach /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18003771.

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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羅左華 and Cho-wa Law. "Change management: a people-oriented approach." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267348.

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Sekiguchi, Tomoki. "The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.

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Ehinger, June Marek. "The validation of selected assessment center activities for incumbent school administrators who participated in the University of Tulsa Education Management Development Program /." Access abstract and link to full text, 1986. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8612431.

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Dopf, Evan R. "Perceptions of teacher empowerment in New Jersey : principals and building representatives /." Access Digital Full Text version, 1990. http://pocketknowledge.tc.columbia.edu/home.php/bybib/1090959x.

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Phillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.

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Provost, J. C. (Jean-Claude). "The evaluation of human resource management in selected large organizations in Québec." Thesis, McGill University, 1995. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22622.

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The purpose of this descriptive study is to examine how some large organizations selected for the quality of their human resource management (HRM) practices evaluate their human resource (HR) function, and to investigate the purpose and usefulness of HRM evaluation within these organizations. Five questions are investigated: (1) Who decides whether or not to evaluate the HR function? (2) What are the objectives of HRM evaluation? (3) What is the focus of HRM evaluation? (4) What are the means used to evaluate HRM? (5) What is the impact of HRM evaluation on the direction of human resource management within the organization?
Despite the growing strategic importance of human resource management, there is still little research evaluating its effectiveness. Most participants consider that their organization does not systematically evaluate HRM. Most use indirect or informal methods. This confirms that systematic HRM evaluation is not a priority for most organizations. Some Vice-Presidents, Human Resources (VPHR) expressed disappointment with this situation and indicated that the necessary resources were not available.
Within the limited sample of 10 organizations, the HRM evaluation practices are diversified. The extent of HRM evaluation is surprising given the reservations and modesty expressed by the participants. Most organizations have evaluated multiple HRM policies, programs or services representative of multiple sub-systems within the HRM system.
The high-impact HR function uses performance measures to support its business plans and to convincingly communicate the benefits of its contribution to the stakeholders, especially senior management. Despite a strong continuous improvement culture and the participation of the VPHR in strategic decision making, measuring HRM effectiveness and benchmarking against the best HRM practices is not a systematic process in most organizations.

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Classen, Gavin J. "An investigation into the application of the dimensions of matrix management in Sanlam Personal Finance (PTY) LTD." Thesis, Stellenbosch : University of Stellenbosch, 2000. http://hdl.handle.net/10019.1/4651.

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Matrix Management has been applied in various large organisations with varying degrees of success in order to carry out their projects. The effectiveness or lack thereof, in applying the principles of matrix structures, is believed to be the area of focus in these organisations. Project management in large organisations can be a complex process if a sound strategy of matrix organisation is absent. Organisations normally use the matrix approach to combine the advantages of traditional functional and product structures to increase the ability of managers and other employees to process information. The matrix structure is generally used to basically permit the flexible sharing of employee resources across service or product lines. However, the disadvantages associated with the matrix structure, which include the maintenance of two hierarchies does provide challenges to employees and managers. By reducing duplication of key functional activities of product lines, matrix design could reduce costs in organisations. The matrix manager's function is therefore designed to achieve an overall balance by coordinating the organisation's functional and product / service activities to ensure delivery on time and within budget. It therefore becomes incumbent on the functional and product / service managers to work closely with each other to make the matrix design work well. Matrix organisation requires that managers demonstrate high levels of trust and communication, teamwork and negotiating skills. Co-ordination is achieved through extensive formal and informal meetings or in one-to-one conversations and problem solving. Teams consists of both functional and product or service managers and other employees. Matrix organisation is intended to permit the flexible sharing of employees across product or service lines. The matrix manager obtains the resources and integrates the efforts of functional and product or services personnel. However, the maintenance of two management structures could be expensive. Employees have to report to two superiors, which can be frustrating and confusing. Matrix management would therefore require people to develop good interpersonal skills and requires management to accept this type of management. Furthermore, it would require the matrix manager to maintain a balance between the functional and the product or services interests. In the light of the above, it is apparent that a matrix organisation will not take place naturally (Brown, 1999: p22). There will be resistance to change, also from top management, to do things in the traditional way through the functional structures. In many organisations team cultures are absent. This could lead to a failure to work together and take orders from people outside their functional division. In order to be successful, matrix organisations are thus required to make a number of mind shifts regarding their structures. This research project aims to test the successful or unsuccessful application of the dimensions of matrix management in Sanlam Personal Finance (SPF). Many projects of varying sizes and differing natures are implemented within this company on an ongoing basis both with and without the use of consultants.
Sanlam

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Cupido, Graham. "Selected school stakeholder perceptions of the contribution non-college and school [CS] educators make to the orderly and effective operation of school processes." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/1931.

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Thesis (MTech (Education))--Cape Peninsula University of Technology, 2006
As a recently appointed principal, I was confronted with many inherited problems. One ofthe most challenging problems was the management ofa group ofnon CS-educators employed at the school. They presented challenges such as excessive absenteeism, abuse of alcohol, undermining ofauthority, contestation ofpower, backbiting, laziness and a negative attitude towards authority. I knew they played an important role in terms ofthe service they provided to the school and that their daily interactions with educators, learners and parents impact directly on the effective running ofthe school. The difficulty I experienced in optimizing their potential to contribute to improving the general school climate has inspired me to undertake this qualitative research study The aim ofthe research was to explore school stakeholder perceptions ofnon-CS educator's contribution to the orderly and effective operation ofschool processes and to explore the perceptions ofnon CS-educators concerning the contribution they make to the orderly and effective operation ofschool processes. Data was obtained by means ofa focus group interview with six educators, an interview with the school principal and a participant observation with a group ofnon CS-educators. The findings revealed that non CS-educators do make a contribution to the orderly and effective operation ofschool processes and that there are much room for improvement with regards the contribution they make to the orderly and effective operation ofschool processes and the management ofthe group. The study recommends strategies for all the school stakeholders in order to optimize the potential ofnon CS-educators to contribute to improving the general school climate.

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Low, J. R. "Centralization and decentralization in personnel management : a case study of organizational change." Thesis, Nottingham Trent University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376469.

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Berberich, Joerg. "An exploration of survivors' experience of organizational downsizing : a sensemaking perspective." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4132/.

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This research explores the experiences of downsizing survivors from the UK and from Germany and Switzerland. It makes a unique contribution to organizational studies theory by applying the concept of sensemaking from Weick (1995) as a theoretical lens for the study of survivors’ experiences. Since this concept was never previously operationalized in this way, this research adds value to the theoretical debate about the sensemaking processes of organizational members in times of change. This work also contributes to the body of knowledge in this field by proposing a theoretical model about survivors’ sensemaking of organizational downsizing. Unlike previous research that mainly addressed causes and effects of organizational downsizing (e.g. Brockner, 1988), the present model depicts survivors’ sensemaking as an iterative process and thereby provides a more holistic view and a new dimension about how survivors respond to the situation post-downsizing. Further theoretical contributions relate to the long-term effects of downsizing on survivors. As it was found that survivors’ attitudes were still negatively affected up to 18 months post-downsizing, this study provides more evidence that the effects of downsizing are not only felt in the short term but are long-lasting. Moreover, this research revealed that repeated exposure to downsizing led to an accumulation of stress and thereby impacted survivors’ well-being over time. Thus, it contradicts several studies, mainly from North America (e.g. Chreim, 2006), which had indicated that surviving repeated waves of downsizing has a favourable effect on survivors and makes them more resilient over time. The present study also has implications for business practices with its recommendation that organizations need to have a clear concept in place to facilitate survivors’ change processes, as well as with its suggestion that organizations provide their line managers with more training opportunities with regard to how downsizing survivors should be supported.

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Vaughan, Ruth Ann. "An exploratory needs assessment of Naval Station Long Beach's transition assistance management program for naval personnel." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/668.

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Cochran, Graham Ralph. "Ohio State University Extension competency study developing a competency model for a 21st century extension organization /." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1243620503.

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Piti, Mfundo. "The influence of talent management on strategy." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1501.

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Research indicates that effective talent management is essential in achieving organisational excellence and is a driving force for business success. This study focused on investigating VWSA Group Service division’s employee talent management process as seen or perceived by employees. The employee attitude and understanding of the 2010 strategy was also evaluated. In achieving this objective a literature review on talent management was conducted and questions formulated which formed part of the survey. The questionnaire was self-administered and sent to the stratified random sample of individuals who were eligible for survey. The main findings of this research are that the 2010 strategy was well received by the employees and that seventy seven percent of the respondents who took part in the study do understand the 2010 strategy and what it is all about. The study also highlighted that employees believe Project 1 in the 2010 strategy will be achieved. Employees were uncertain that compensation and leadership style are variables that influence or promote talent management. From the literature review it is explained that in order for talent management to be effective it must be aligned to organisational strategy. Various recommendations were made, for example conducting of skills gap analysis with a view to identify skills employees need to possess in order to meet the objectives of the 2010 strategy. Another recommendation was the formation of talent pools from which to recruit high talented staff and whose skills will be required to meet the objectives of the organisational strategy. A final point emanating from the study, is that when it comes to talent management and achieving organisational strategy it is not business as usual. Companies need to be aware of brand profiles most desired by highly talented individuals; they also need to be aware of various recruiting strategies as well as acknowledge that different employees are at different levels of the motivational hierarchy.

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Fujimoto, Yuka 1976. "Personal, group and organisational diversity attitudes, values and norms make a difference to culturally diverse workgroups." Monash University, Dept. of Management, 2002. http://arrow.monash.edu.au/hdl/1959.1/8011.

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Onder, Seref G. "A distinctive organizational control practice: Geographic personnel rotation." Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/54547.

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Organizational control is a fundamental process which ensures organizations achieve their goals. The importance and difficulty increase when the organization is a law enforcement agency. Control within an organization can be implemented in several different ways. Regular rotations and transfers of personnel is one of the control mechanisms employed by organizations to direct, motivate and encourage employees to adhere to organizational standards and objectives. The Turkish National Police (TNP) rotates and transfers police officers geographically while providing security services throughout the country. Geographic personnel rotation (GPR) is a human resource management policy of the TNP which bans home city deployment and obligates officers to transfer regularly for various deployment periods and in differing regions. The research examines geographic personnel rotation policy as an organizational control mechanism. To help better understand GPR's impact on control, the study examined data collected from interviews with human resource managers and police chiefs who implement the policy, from participant observation, and from documents and archival records. GPR is a distinct control mechanism the TNP employs to maximize personnel performance and minimize police deviance. More significantly, GPR allows the TNP to reward and punish employees depending on their performance, as well as detect and reduce deviation from organizational norms. GPR also affects the formation of police identity, which may increase or decrease commitment to the organization based on the perceived fairness of the practice.
Ph. D.

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Cantu, Cassandra A. "A comprehensive study and critical analysis of diversity management in organizations." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008cantuca.pdf.

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Alferaih, Adel Sulaiman. "Exploring talent management initiatives in tourism sector organizations in Saudi Arabia." Thesis, Swansea University, 2015. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.678277.

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This thesis aims to fill an existing research gap, identified in a review of more than 173 TM studies, by developing a theoretical model of turnover intentions among talented employees in the Saudi Arabian tourism sector.

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Ducey, Adam J. "The Cross-National Generalizability of Biographical Data: An Examination within a Multinational Organization." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6493.

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In an increasingly interconnected economy, organizations are frequently operating beyond national borders. International partnerships, joint ventures, mergers, and acquisitions have expanded the labor market from a domestic to an international perspective. In this environment, multinational organizations demand cost-effective personnel selection tools to help them identify top talent from different countries, geographical regions, and cultures. The purpose of the current research was to evaluate the global utility of biographical data inventories, a standardized self-report selection method that asks job applicants questions about prior behaviors and experiences. Results from two studies involving participants from 7 country clusters, across four continents, and two different occupational groups, managers and manufacturing technicians, provided evidence to support the hypothesis that the validity of biographical data inventories, empirically keyed in the United States, generalizes to all country clusters examined. These results are important because they suggest that multinational organizations interested in deploying a single standardized selection system across geographical boundaries may want to consider including biographical data inventories, in addition to other commonly used instruments such as cognitive ability and personality assessments, to enhance the overall validity of their selection systems. This approach has the potential to reduce organizations’ costs related to developing, implementing, and maintaining selection processes while enabling them to manage their human capital efficiently by ensuring all new hires have the necessary knowledge, skills, and abilities to succeed on the job and contribute to their strategic objectives.

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Stovall, Amanda N. "Quitting versus Not Quitting: The Process and Development of an Assimilation Program Within Opportunity Resources, Inc." The University of Montana, 2009. http://etd.lib.umt.edu/theses/available/etd-05152009-125932/.

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To assist Opportunity Resources, Inc. (ORI) in lowering its turnover rate, an assimilation program was designed to be implemented within the ogranization to enhance communication difficulties and training deficiencies. Information was collected from 17 current and former employees (management and staff) of Missoula, MT's ORI. Based from the results, a Job Rotation Position (JRP) Assimilation Program was developed and tailored using Myers and Oetzel's (2003) interactive assimilation model.

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Paulsen, Neil. "Group identification, communication and employee outcomes during organizational change /." St. Lucia, Qld, 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16732.pdf.

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Kjellgren, Carina, and Adéle Larsson. "Ledarskap och delaktighet : en fallstudie om ledarskapets betydelse för medarbetarnas delaktighet." Thesis, Linköping University, Department of Behavioural Sciences, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2464.

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Uppsatsens övergripande syfte är att studera fenomenen ledarskap och delaktighet i en kommunal verksamhet, mer specifik avses att undersöka ledarskapets betydelse för medarbetarnas delaktighet. Avsikten med föreliggande studie är således att studera vad i ledarskapet som ledarna och medarbetarna uppfattar påverkar delaktigheten, och hur dessa faktorer påverkar delaktigheten, stödjande eller hindrande. Den teoretiska referensramen presenterar en forskningsöversikt över ledarskapsforskning, delaktighetsbegreppets komplexitet samt faktorer i ledarskapet som påverkar medarbetarnas delaktighet.

Empirin har inhämtats genom tio kvalitativa intervjuer på två enheter inom en kommun belägen i Östergötland. Resultaten visar fler olika faktorer i ledarskapet som påverkar medarbetarnas delaktighet. Faktorerna som framkommit i studien som verkar stödjande är; visa intresse, förtroende, tillgänglighet, tillåtande, belöning och engagemang. De faktorer som påverkar både stödjande och hindrande är; relation och kommunikation. Även hur de intervjuade definierar begreppet delaktighet påverkar delaktigheten. Vi kan härleda alla faktorer förutom tillgänglighet till befintlig forskning. Undersökningen visar således att fler faktorer i ledarskapet har betydelse för medarbetarnas delaktighet.

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Gtansh, Abdussalam. "The influence of national and organizational culture on employee involvement and participation (EIP) : a cross-cultural study." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3281/.

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In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.

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Maslyn, John M. "Organizational justice in the context of the supervisor-subordinate relationship." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29338.

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Valiukevičiūtė, Ramunė. "Personalo valdymo veiklų tobulinimas UAB „Mantera“." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20081202_134316-38274.

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Magistro tiriamajame darbe nagrinėjamos UAB "Mantera" - personalo valdymo veiklos. Šio darbo tikslas yra išanalizuoti šios įmonės personalo valdymo veiklų problemas ir pateikti jų sprendimo būdus. Tiriamojo darbo pirmoje dalyje nagrinėjami personalo valdymo teoriniai aspektai, personalo valdymo veiklų samprata, aptariamas bendras požiūris į personalo valdymą Lietuvos organizacijose. Antroje dalyje pateikiami UAB „Mantera“ personalo valdymo veiklų situacijos analizės bei apibendrinti anketinės apklausos rezultatai. Trečioje darbo dalyje įvardijamos pagrindinės UAB „Mantera“ personalo valdymo probleminės sritys ir jų sprendimo būdai. Jie apima verbavimo, adaptacijos, kvalifikacijos kėlimo, skatinimo, karjeros planavimo veiklas. Taip pat aptariamos sprendimų įgyvendinimo subjektų alternatyvos, įvertinant jų naudą ir organizacijos išlaidas.
Personnel management activities in JSC “Mantera” are analyzed in the following Master research work. The target of the Master research work – to make the analysis of personnel management problems in JSC “Mantera” and to provide methods of solution. Theoretical aspects of personnel management, conception of personnel management activities, general viewpoint consideration of personnel management in Lithuanian companies, are analyzed in the first part of this research work. JSC „Mantera“personnel management activities situation analysis and the generalized results of inquiries are given in the second part of this work. In the third part of this work are named the main problematical ranges of personnel management activities in JSC „Mantera“and solution methods. These solution methods are including: recruitment, adaptation, improvement of qualification, inducement, and career planning activities. Also the consideration of subject alternatives solutions implementation by assessing profit and costs for the company.

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Laka-Mathebula, Mmakgomo Roseline. "Modelling the relationship between organizational commitment, leadership style, human resources management practices and organizational trust." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-07062004-112817.

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Nasr, Mohamed Ikram. "The effects of organizational justice on Newcomer's socialization : an uncertainty management perspective." Toulouse 1, 2009. http://www.theses.fr/2009TOU10008.

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La socialisation organisationnelle est une période d’incertitude, d’anxiété et de stress pour les nouvelles recrues. Les recherches antérieures suggèrent que les nouveaux employés cherchent à maîtriser leur nouveau rôle et à comprendre leur environnement de travail en adoptant des comportements proactifs de socialisation tels que la recherche d’information et de feedback et la construction de relations sociales avec les autres membres de l’organisation. Ces comportements proactifs sont un déterminant important du succès du processus de socialisation. Toutefois, la littérature de la socialisation organisationnelle s’est très peu intéressée aux antécédents situationnels et aux processus motivationnels explicatifs de la pro-activité des nouvelles recrues. Cette thèse a pour objectif de contribuer à dépasser ces lacunes en examinant les effets de la justice organisationnelle sur les comportements proactifs des nouveaux employés et par conséquent sur leurs niveaux d’apprentissage et d’intégration. Les résultats d’une étude longitudinale basée sur la théorie du management de l’incertitude (Lind & Van den Bos, 2002) montrent que les nouvelles recrues utilisent leurs attentes et perceptions de justice comme une heuristique décisionnelle qui motive et oriente leurs comportements proactifs de socialisation. Ces résultats sont présentés dans trois articles empiriques plaidant en faveur du rapprochement entre les recherches en justice organisationnelle et en socialisation en vue d’une compréhension approfondie des processus d’intégration des nouvelles recrues en entreprise. Les contributions théoriques, les implications managériales ainsi que les voies futures de recherche sont enfin discutés
When joining a new organization, newcomers experience high levels of uncertainty, anxiety and stress. Research on organizational socialization emphasized that newcomers cope with this uncertainty and make sense of their new environment by voluntary engaging in proactive behaviors such as information-seeking, feedback-seeking and relationship building. These proactive behaviors were found to be a major channel through which new hires reach required levels of learning and identification to participate as effective organizational members. Yet, little is known about the situational antecedents and the motivational processes underlying newcomers’ proactivity during socialization. Drawing on the Uncertainty Management Theory (Lind & Van den Bos, 2002), this research examined the effects of organizational justice on newcomers’ proactivity and socialization outcomes. Findings from a longitudinal four-wave field study on a sample of new graduates suggested that newcomers use their fairness expectations and perceptions as a decisional heuristics that motivates and guides their proactive behaviors, and thus shapes their learning and adjustment. In particular, results indicated that newcomers engage in proactive socialization more frequently towards fair targets than towards unfair ones. These findings are presented throughout three empirical papers that argue that bridging knowledge from the organizational justice and socialization literatures helps better understand the processes leading to newcomers’ adjustment. Theoretical contributions, managerial implications and avenues for future research are finally discussed

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Liao, Yi, and 廖逸. "A resource view and a social exchange view on leader-member dynamics: a meta-analysis of LMX and a study ofsupervisor monitoring influencing subordinate innovation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hub.hku.hk/bib/B50162639.

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This dissertation contains two studies. The first study uses a resource-based view to update previous meta-analyses of leader-member exchange (LMX) (Gerstner & Day, 1997; Ilies, Nahrgang, & Morgeson, 2007) by meta-analyzing the relationships between LMX and its various antecedents and outcomes. Based on the conservation of resources (COR) theory, LMX is regarded as a valuable resource toward multiple performance outcomes. Four groups of antecedents are proposed and it is argued that these resources help to develop a high quality of LMX, which represents the “resource gain” process in COR theory. Hypotheses relating to relationships between LMX and its correlates were proposed and tested. Methodological moderators were also included. Overall, results show that LMX is significantly related to various antecedents and outcomes. Implications for theory development and directions for future research are discussed. Based on the findings and research gaps observed from the first study, the second study uses a social-exchange view to propose and test a model of supervisor monitoring influencing subordinate innovation. It introduces a new and parsimonious classification of supervisor monitoring (control monitoring and developmental monitoring) and examines the effects of these two monitoring behaviors on subordinates’ innovative behaviors (generating, spreading, and implementing new ideas). Guided by the social exchange theory, this study argues that the two types of supervisor monitoring would affect subordinates’ job attitudes (trust and distrust in supervisor), social relationship quality (leader-member exchange), and work behaviors (feedback seeking behaviors), which in turn affect their innovative behaviors. Data were collected from 388 supervisor-subordinate dyads in China. Results show support for the proposed theoretical model. Findings suggest that supervisors’ monitoring behaviors have both positive and negative effects on subordinates’ innovations, depending on the kind of monitoring behavior they display.
published_or_final_version
Business
Doctoral
Doctor of Philosophy

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Guchait, Priyanko. "Human resource management practices and organizational commitment and intention to leave the mediating role of perceived organizational support and psychological contracts /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4912.

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Thesis (M.S.)--University of Missouri-Columbia, 2007.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on January 3, 2008 ) Includes bibliographical references.

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Chikumbi, Charity Nonde Luchembe. "An investigation of talent management and staff retention at the Bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1611.

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There is no question that effective talent management requires a well-defined process. Talent management includes all talent processes needed to optimise people within an organization. The processes include: attracting, recruiting targeted selection, performance management, succession planning, talent reviews, development planning and support, career development, and workforce planning. The hired employees should be developed to mould into the organization culture so that they support the vision and mission of the organization. Retention of key employee is critical to the long term success of business as it ensures customer satisfaction, product sales, and satisfied co-workers, reporting staff, effective succession planning and a deeply embedded organisational knowledge and learning culture. iii The research problem in this study was to investigate how successfully Talent Management and Employee Retention strategies been implemented at the Bank of Zambia. To achieve this objective a comprehensive study was undertaken on talent management and employee retention. The study involved conducting a literature survey to understand the processes that are necessary for implementation of talent management and employee retention in an organization. An empirical study was later conducted to investigate whether the processes of talent management and employee retention have been successfully implemented at the Bank of Zambia. The survey was compared to the literature review to determine whether the Bank of Zambia complied with the findings in the literature review. The main findings from this research are that for talent management to be successful, the initial step of planning right from the strategic point of aligning to talent goals to business goals through to succession planning should be well conducted. This process needed special attention. As much as the empirical study showed a case of progress towards engagement, there was concern raised regarding job security. Some employees perceived that they were insecure in their job. Compensation and rewards were also perceived to lack equity in their distribution and that promotion and career progression were below expectation for may employees The final observation from the investigation was that the organizational culture was not well adopted by respondents. . Employees perceived that the culture did not support innovation and the rewards system did not provide incentives for better performance.

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LaPreze, Melody Waller. "Effect of supervisor characteristics on the socialization process /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841164.

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McPherson, Patricia R. Beckner Weldon. "Teachers leaving the profession the influence of violent student behavior on teacher attrition in Pennsylvania's public schools /." Waco, Tex. : Baylor University, 2005. http://hdl.handle.net/2104/3003.

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Lusaseni, Pamella Hombakazi. "An investigation of how members of a school governing body perceive and experience their roles : a case study." Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1006204.

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Education in South Africa is currently facing a lot of changes. This study was prompted by one of these changes, the introduction of a School Governing Body (SGB), constituted in terms of the 1996 Schools Act (South Africa 1996), and replacing the previous Parent-Teacher-StudentAssociation (PTSA). The study investigates how the members of a School Governing Body perceive and experience their roles, in an attempt to make a contribution to understanding the nature and implications of education governance policy in South Africa. Central to this exercise is the attempt to understand how the execution of their duties, their practice of both democracy and accountability, and their resolving of tensions and/or differences among parents, teachers and students, impacts upon their school generally and relates both to the Department of Education and other organs of society. The methodology employed in this study includes a review of relevant literature, international and national, followed by a historical overview of education governance in South Africa. The core of the thesis is an interpretive case study of the SGB of one junior secondary school under the auspices of the Department of Education, Culture and Sport, in the South Eastern region of the Eastern Cape Province. The single most important data gathering instrument used was a series of in-depth interviews. The interviewees were the Executive members of the SGB of the school. The major findings of the study were that the SGB was powerful and effective in its area of operation in school governance, despite its lack of skills in the execution of its duties. Many of the difficulties it has encountered can be ascribed to a lack of guidance from the Department of Education. The study thus concludes that whereas the SGB studied represents an important step towards the full democratization of education in general and in this school in particular, its role in school governance can not be described as an unqualified success. However, despite the problems faced by the SGB, its role has made history in the governance of the school. Programmes which the SGB has implemented, such as measures to foster a culture of teaching and learning, have had an important impact on the progress of the school. Finally, the findings of the study indicate that the most important issues to be addressed in respect of the SGB researched are capacity building, communication, cultural understanding and the level of SGB understanding of the Schools Act. The study makes certain recommendations for the attention of SGBs and the Department of Education. These include a well co-ordinated capacity building prograrn to be developed and implemented, that will provide SGBs with access to knowledge of the relevant material and other resources necessary to sustain school governance functions. Because of the limited nature of the study in terms of methodology and constraints of time, the conclusions arrived at cannot and should not be generalized beyond the confines of the study.

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Wan, Ko-yan Janet, and 溫高恩. "A comparative study of training in the public and private sectors: implications after 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B3126685X.

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Armagnac, Wendy Bowers. "A study of effective supervisor/employee communication in a not-for-profit and a for-profit organization." Scholarly Commons, 2006. https://scholarlycommons.pacific.edu/uop_etds/630.

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This study examines effective supervisor/employee communication in a not-for-profit and a for-profit organization using qualitative research methods. Several studies have researched effective supervisor/employee communication at the quantitative level, but there is little qualitative research on this topic or on the four specific factors of effective communication: trust, listening, feedback and emotional intelligence and the impact on a group. The responses to in-depth interviews of supervisors and employees from a not-for-profit and a for-profit organization identified the overall impact the four factors had on supervisor/employee communication and the organizational communication system as a whole. The study found that three of the four key factors of effective supervisor/employee communication in the workplace were consistently ranked very high: trust, listening, and feedback. The fourth factor, emotional intelligence, did not rank high in awareness or importance. Five major findings emerged from the study. First, the three of the four factors, trust, listening, and feedback, rated high in both organizations. Second, effective supervisor/employee communication impacted organizational communication and climate significantly; hence, an organization, no matter what the purpose or structure, must create a positive organizational climate to maintain and retain employee relationships. Third, the organizational structures of not-for-profit and for-profit are undergoing a transformation, morphing into a new and unidentified organizational model that has yet to be clearly studied or identified, which incorporates traits from both. Fourth, the last factor, emotional intelligence, rated low with limited awareness of the term. Fifth, the study uncovers uncertain internal communication climates in both organizations, but exposes a hyper-focus on external and customer satisfaction communication.

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James, Lois Anne. "An investigation of the psychological significance of work environments." Thesis, Georgia Institute of Technology, 1986. http://hdl.handle.net/1853/28668.

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Chamsoudinova, Tamara. "The adaptation of western approaches to the investigation of personnel-management in Russian organizations during transition." Grenoble 2, 2004. http://www.theses.fr/2004GRE21023.

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La thèse se propose sur la base des enquêtes russes et occidentaux de mettre en évidence des pratiques de travail flexible dans l'organisation russe, l'application du concept de ORH ; l'analyse de la dynamique de la gestion du personnel dans les entreprises russes en relation avec les transformations sociales, l'analyse de tendances universelles et particulières dans la gestion du personnel russe.

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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).

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Matomane, Nyanisile Frisco. "Assessing the efficacy of integrating human resource development with organization strategy as a precursor to strategic management in the Eastern Cape Legislature (2006-2012)." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/4560.

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This research article studies the factors that are likely to affect the visible part of human resource development (HRD)– the use of HRD activities in the Legislature Sector. It is argued that the active use of HRD activities as such does not indicate the role HRD plays in a Legislature’s business: rather, one has to pay attention to HRD orientation that captures the paradigm of an organization as regards the development of people. In this empirical study of Legislature Sector, several factors related to the organization, strategy, HRD function, and HRD person are identified as meaningful predictors of HRD orientation. Results imply that the outcomes of HRD are also dependent on factors outside the traditional authority of HRD function. The model that is formed based on the results helps those involved in HRD to understand the inherent linkages and holistic nature of people development in organizations.

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Dissertations / Theses on the topic 'Organization and personnel management'

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