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Dissertations / Theses on the topic 'Organizational Behavior and Human Resource Management'

Author: Grafiati

Published: 9 July 2021

Last updated: 29 July 2025

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1

Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.

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Devries, Valerie Low. "A Mixed Methods Study on the Relationship among Strategic Human Resource Practices, SOAR, and Affective Commitment in the Federal Workplace." Thesis, Lawrence Technological University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10100301.

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<p> Employees who remain with an organization because they want to, represent a positive organizational phenomenon known as affective commitment (AC). The purpose of this study is to investigate the predictive ability of strategic Human Resource (HR) practices to create AC in the context of federal knowledge workers, determine the role of SOAR in the relationship between strategic HR practices and AC, and the effect of AC on positive behavioral outcomes. SOAR stands for strengths, opportunities, aspirations, and results. </p><p> This mixed methods study explored the relationship among s

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Gheliji, Elham. "Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective)." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.

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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource manage

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Tseng, Steven T. "When Resource Precedes Human in Human Resource Management: Organizational Dehumanization and the Roles of HR Attributions and Supervisor Bottom-Line Mentality." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590497329605876.

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5

Singh, Ramendra. "An Analysis of Transformational Leadership Skills of Marketing, Sales, Human Resources, and Information Technology Leaders in Relation to Their Job." Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10242925.

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<p> <b>Purpose:</b> The purpose of this quantitative descriptive study was to identify transformational leadership skills exhibited by executives in mid-size companies, working in the fields of Marketing, Sales, HR, and IT. Additionally, this study also tried to identify top domains and skills for each group, and analyze the similarities and differences between groups. </p><p> <b>Methodology:</b> The study was structured around three research questions. As this was a quantitative study, self-rating data on 10 domains and 80 skills were collected using the Transformational Leadership Skills i

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Southern, Craig E. "Decision-Making Models in Human Resources Management| A Qualitative Research Study." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10244984.

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<p> Decision making is among the chief liabilities and risks recurring foremost on a daily basis for human resources professionals in today’s workplace. Therefore, human resources professionals as decision makers are often required to be aware of, and comply with, a variety of subject matters, trends, concepts, issues, practices, and laws. For human resources professionals, decision making a core job function. The problem addressed in this study is how the absence of formal decision-making criteria specifically designed for the management of human resources can cause human resources p

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Shapiro, Gail Joyce. "Identifying the Factors That Influence Conflict Management Behavior of Human Resource Professionals in the Workplace: An Analysis of the Relationship Between Personality and Conflict Management Behavior." NSUWorks, 2014. http://nsuworks.nova.edu/shss_dcar_etd/26.

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Effective conflict management in the workplace can reduce the negative consequences of conflict. These negative outcomes can include low productivity, health-related stress, increased employee turnover, or litigation. A Human Resource (HR) professional can help mitigate these negative outcomes in the workplace when using effective conflict management behavior with employees. However, there is a void in research pertaining to HR professionals’ use of conflict management behavior. This quantitative, correlational research study examined whether personality has an impact on assertive or cooperati

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Geiman, Michelle. "A Multiple Case Study of the Influence of Positive Organizational Behavior on Human Resources." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2485.

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Organizations are looking for ways to have higher employee engagement and productive employees. A way that this may be accomplished is through Positive Organizational Behavior (POB) practices. There is a lack of knowledge surrounding the successes and failures of implementing a POB culture by human resource departments (HRDs). The purpose of this qualitative multiple case study design was to explore the influence POB practices have on HRDs. Specifically, the research helped to gain an understanding of how a POB strategy operates and affects HRDs. Items examined in the conceptual framework incl

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Dhir, Saloni. "The changing nature of work, leadership, and organizational culture in future ready organizations." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2064.

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Abstract The relationship between individual and organizational performance is a key challenge for leaders in modern organizations, especially with the current disruption in technology and innovation. This thesis is a literature review and compilation of the relevant empirical evidence on various processes of industrial groups and organizational characteristics such as the changing nature of work, leadership, and company culture in detail. I investigate the complex challenges that millennials and organizations are facing in the current VUCA work environment as well as their potential responses

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Luytjes, Martin C. "THE RELATIONSHIP BETWEEN HIGH-PERFORMANCE HUMAN RESOURCE MANAGEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND UNIT PERFORMANCE AND VOLUNTARY TURNOVER IN THE FAST FOOD FRANCHISE INDUSTRY." NSUWorks, 2017. http://nsuworks.nova.edu/hsbe_etd/128.

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The purpose of this study is to advance knowledge and practitioner understanding of human resource dynamics of the U.S. fast food franchise (FFF) industry, one plagued by extraordinary voluntary turnover (VTO), estimated at 75% of total turnover, and its effects on unit productivity. Following the research of Sun, Aryee, and Law (2007), this study looks for the potential of improving the VTO problem through the practice of high-performance human resource management (HPHRM) and the potential benefits of service-oriented organizational citizenship behavior (SOCB) that it offers. This study used

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11

Payne, Lacy. "Implementation of a New Enterprise Resource Planning System." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1401.

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The objective of this thesis was to upgrade an Enterprise Resource planning system that was outdated into a new age Enterprise resource planning system based centered on a scheduling algorithm. This was a key change that needed to be made to transform the company from old thinking to new. Primarily the testing of this implementation was done through mapping of processes, followed by trial and error, and finally improving and sustaining the processes it took to use the system correctly. The mapping of the processes was completed by the Process Manager as well as the Lead, Supervisor, or Manager

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12

Benin, Papa. "Human Resource Local Content in Ghana's Upstream Petroleum Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3385.

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Enactment of Ghana's Petroleum (Local Content and Local Participation) Regulations, 2013 (L.I. 2204) was intended to regulate the percentage of local products, personnel, financing, and goods and services rendered within Ghana's upstream petroleum industry value chain. Five years after the inception of Ghana's upstream oil and gas industry, a gap is evident between the requirements of L.I. 2204 and professional practice. Drawing on Lewin's change theory, a cross-sectional study was conducted to examine the extent of differences between the prevailing human resource local content and the requir

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Ravasco, Gerard. "Don Bosco Technical School: A Situational Survey and Strategic Analysis." Thesis, Preston University, 2005. http://hdl.handle.net/10919/71586.

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Don Bosco Technical School in Phnom Penh is a typical example of a long-running non-profit institution in Cambodia. In this part of the world it is plainly called an NGO – a non-governmental organization. It provides vocational skills training education to some four hundred out-of-school youth every year. And yet it does not charge for tuition; nay more it even provides free lunch at noon. So how does Don Bosco Technical School survive this monetary based and profit oriented society? What are its sustainability secrets?This capstone project strives to look at the institution from a business pe

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Osmun, William R. "Hiring the “Other”—A Biographical Narrative Inquiry of Progressive Human Resource Professionals." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1558953727028898.

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15

Thompson, Nicholas W. "Managing the Millennials: Employee Retention Strategies for Generation Y." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/240.

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This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

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Medeiros, Carlos Alberto Freire. "Comprometimento organizacional: um estudo de suas relações com características organizacionais e desempenho nas empresas hoteleiras." Universidade de São Paulo, 2004. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-05042004-105813/.

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Neste estudo, foram examinadas relações existentes entre características organizacionais, dimensões latentes do comprometimento organizacional e desempenho das organizações. O estudo empírico foi conduzido em duas etapas, na primeira buscou-se identificar dimensões latentes do comprometimento organizacional e na segunda buscou-se confirmar as dimensões latentes identificadas na primeira etapa e, a partir das dimensões validadas, estabelecer relações com características organizacionais, como antecedentes, e desempenho organizacional, como conseqüente ao comprometimento. Na primeira etapa foram

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Plakhotnik, Maria S. "How Employees with Different National Identities Experience a Geocentric Organizational Culture of a Global Corporation: A Phenomenological Study." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/319.

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A global corporation values both profitability and social acceptance; its units mutually negotiate governance and represent a highly interdependent network where centers of excellence and high-potential employees are identified regardless of geographic locations. These companies try to build geocentric, or “world oriented” (Marquardt, 1999, p. 20), organizational cultures. Such culture “transcends cultural differences and establishes ‘beacons’ – values and attitudes – that are comprehensive and compelling” (Kets de Vries & Florent-Treacy, 2002, p. 299) for all employees, regardless of their na

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Obi, Pamela. "Organizational Policy Prohibiting Marriage Between Coworkers in the Nigerian Banking Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5644.

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The Human Resources (HR) policy prohibiting marriage between coworkers contributes to employee attrition and an unhappy, demoralized, and unengaged workforce in commercial banks in Nigeria. Marriage between coworkers has resulted in forced resignations in commercial banks in Nigeria and employees' perception of being unfairly treated in their organizations. The purpose of this qualitative case study, based on the conceptual framework of organizational justice, was to explore how bank employees whose spouses resigned due to the HR policy prohibiting marriage between coworkers respond to this po

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Dzansi, Winifred Lineo. "An organisational justice perspective on the impact of human resource management practices on the quality of service delivery in municipalities in the Free State Province of South Africa." Thesis, Bloemfontein: Central University of Technology, Free State, 2014. http://hdl.handle.net/11462/675.

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Thesis (D. Tech.(Human Resources Management)) -- Central University of Technology, Free State, 2014<br>How to address the apparent failure of South African municipalities to deliver service that meets citizens’ expectations, poses a major challenge. The often violent protests that have resulted in deliberate destruction of private and public property, and sometimes fatalities, have been used by the public to demonstrate their dissatisfaction with the poor quality of service received from municipalities. With all these incidents, and no visible solutions yet in place, one can bluntly say that s

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Trindade, Luciano Henrique. "Rumo ao RH das organizações do futuro? um estudo sobre mudanças na gestão de pessoas em empresas estabelecidas no Brasil." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-14062018-163359/.

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As organizações, buscando estabelecer um padrão de alta performance que lhes garanta a vantagem competitiva e a sustentabilidade empresarial, estão focadas em seu próprio redesenho, estudando e desenvolvendo novos modelos. A administração de recursos humanos (RH), por sua vez, deseja não só acompanhar essas mudanças, mas auxiliar em sua condução, adotando novas práticas e assumindo novas responsabilidades. O presente trabalho se propôs a estudar mudanças na Administração de RH (ARH) de 150 organizações estabelecidas no Brasil, avaliando se existe um movimento de \"expansão horizontal\", ou sej

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Febriyani, Yeni. "The Perception of Knowledge Management System Implementation to Employee Performance is Measured With Balanced Scorecard at PT Vale Indonesia TBK." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1598.

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Knowledge Management System (KMS) is a necessary concept as knowledge possessed by each individual employee is an intellectual property asset that will provide benefits for any organization. In a company, in terms of KMS, employees’ performance holds an important role in helping run the business of the company becoming sustainable and successful. Therefore, the measurement of employees’ performance based on a balanced scorecard is needed to understand the current business situation. This research helped focus on the perception between the KMS and employee’s performance based on a balanced scor

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Martin, Emily M. "Examining the Effect of Expatriate Narcissism Levels on Cultural Adjustment and Global Leadership Effectiveness." TopSCHOLAR®, 2017. http://digitalcommons.wku.edu/theses/1966.

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The purpose of this study was to investigate the relationship between narcissism, cultural adjustment, and leadership of expatriates. Specifically, it was predicted that cultural adjustment would partially mediate the relationship between narcissism and selfperceptions of leadership effectiveness such that narcissism would be negatively related to cultural adjustment, and cultural adjustment would be positively related to selfperceptions of leadership effectiveness. It was also predicted that cultural adjustment would partially mediate the relationship between narcissism and LMX perceptions su

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23

Jones, Forrest. "Modern Leadership Compared to Historical Leadership Shown Biblically." DigitalCommons@CalPoly, 2011. https://digitalcommons.calpoly.edu/theses/461.

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Modern Leadership Compared to Historical Leadership Shown Biblically Forrest Jones This thesis is a comparison between modern leadership and historical leadership. Modern leadership has been differentiated from management since the early 1980’s. Historical leadership is shown by Jesus Christ through the Bible, used as a historical text. Historical leadership was found to have two separate tools used by Jesus Christ which would be useful additions to what leadership today is. The first tool is submission to authority. Most people in positions that would be considered leadership positions d

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Mei, Paulo Cesar. "Fatores comportamentais facilitadores da gestão de projetos." Universidade de São Paulo, 2017. http://www.teses.usp.br/teses/disponiveis/12/12142/tde-18012018-163013/.

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Essa dissertação de mestrado busca analisar os aspectos comportamentais que possam contribuir ou facilitar a gestão de projetos e como a ausência desses fatores podem comprometer o sucesso e a realização das estratégias. O objetivo principal deste trabalho é identificar os principais fatores comportamentais facilitadores para a gestão de projetos e propor sugestões para o aprimoramento dos fatores comportamentais mais relevantes. O trabalho contou inicialmente com uma revisão bibliográfica e consulta a especialistas, levando a uma relação não estruturada de fatore comportamentais listados nos

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Sung, Wookje. "MANAGERS' NETWORK CHANGE AND THEIR PROMOTABILITY DURING A MERGER." UKnowledge, 2017. http://uknowledge.uky.edu/management_etds/9.

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I investigate whether cross-functional or cross-organizational networking following a large corporate merger and acquisition improves managers’ career outcomes. Previous research on networks and career success has focused on stable organizational environments, finding that large, open networks with many structural holes are most advantageous because of superior information benefits and control power, while closed networks provide redundant information that is unhelpful career-wise. However, I suggest that while dense, closed networks formed within knowledge (functional) or identity (legacy org

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Fitzpatrick, Tess B. B. "Jumping Ship: Exploring Ways to Prevent Millennial Employees from Deserting Their Entry-level Corporate Employer." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/scripps_theses/696.

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Organizations are facing a distinctive new challenge: the ever-increasing presence of Millennials in the workplace. The Millennial generation, comprised of those born arguably between 1980 and 1998, possess unique attitudes, behaviors, and desires within the workplace, therefore prompting numerous studies on Millennial engagement and retention. This paper contributes to current literature by investigating engagement and retention of Millennial employees specifically within their entry-level experience. By focusing on the unique experiences and needs during this entry-level phase, organizations

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Johnson, Ronald M. "Follow Me! Followership, Leadership and the Multigenerational Workforce." NSUWorks, 2014. http://nsuworks.nova.edu/hsbe_etd/3.

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This research was designed to develop an understanding of today's multigenerational workforce with respect to a preferred styles or characteristics of followership and leadership. Specifically this research sought to determine if there was a relationship between an individual's generational cohort and the preferred styles of leadership and followership, as measured by implicit theories of leadership and followership. Therefore, this study draws upon generational theory (Mannheim, 1952), implicit theories of leadership (Epitropaki & Martin, 2004) and implicit theories of followership (Sy, 2010)

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Reaves, Angela C. "Work Creativity as a Dimension of Job Performance." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/1903.

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To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performanc

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Leonhardt, Mark Daniel. "Replacing Workplace Leadership with Political Expediency." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/147.

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The study examines the adherence to principled leadership styles by persons in position of authority and develops a method to determine the extent to which those people deviate from principled leadership practices for purpose of political expediency. Two fortune 500 companies, three smaller local companies and select Western Kentucky University faculty were surveyed using the MACH V Attitude Inventory for determining Machiavellian tendencies via an online survey site. An examination and evaluation of survey results yielded a surpirsingly consistent neutral score, but no indication of Machiavel

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Lambert, Damian. "Is leadership the key to public sector retention in regional Western Australia? An exploratory study." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2049.

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This research reviewed retention factors affecting the West Australian public sector (WAPS) in regional areas seeking to determine whether a leadership development program (LDP) could provide a strategic HRM solution. Using a mixed methods approach views of 9 leaders and 156 regional WAPS employees provided insights on retention issues and how a LDP might be designed and delivered to regional employees. Despite the attraction and retention factors impacting the WAPS, it was found that a LDP designed specifically for the regions can assist to attract talented staff and to a lesser extent improv

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Mai, Angela Marie. "Beliefs Influencing Hiring Agents' Selection of Qualified Autistic Candidates." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5022.

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Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents' beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents' control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of

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Field, James G. "A SENSITIVITY ANALYSIS FOR RELATIVE IMPORTANCE WEIGHTS IN THE META-ANALYTIC CONTEXT: A STEP TOWARDS NARROWING THE THEORY-EMPIRICISM GAP IN TURNOVER." VCU Scholars Compass, 2017. http://scholarscompass.vcu.edu/etd/4734.

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Turnover is one of the most important phenomena for management scholars and practitioners. Yet, researchers and practitioners are often frustrated by their inability to accurately predict why individuals leave their jobs. This should be worrisome given that total replacement costs can exceed 100% of an employee’s salary (Cascio, 2006) and can represent up to 40% of a firm’s pre-tax income (Allen, 2008). Motivated by these concerns, the purpose of this study was to assess the predictive validity of commonly-investigated correlates and, by extension, conceptualizations of employee turnover using

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Grosser, Travis J. "SOCIAL NETWORKS, INDIVIDUAL ORIENTATIONS, AND EMPLOYEE INNOVATION OUTCOMES: A MULTI-THEORETICAL PERSPECTIVE." UKnowledge, 2013. http://uknowledge.uky.edu/management_etds/4.

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I examine individual innovation in organizations from a social network perspective. I employ two theoretical lenses to examine innovation outcomes in three separate empirical studies. First, I use a sociopolitical framework to examine how political skill and social network structure interact to predict successful innovation initiation and, ultimately, career success. I find that innovation initiation mediates the relationship between political skill and career success. Moreover, structural holes in employees’ social networks moderate the mediated relationship between political skill and career

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Yang, Jun. "A Cultural Analysis of Employees' Work Values and Their Consequences for Work-Related Outcomes: The Case of China." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2327.

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To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-relate

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Parks, Tomas A. Jr. "A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023.

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Sharma, Manish. "Workplace Bullying: An exploratory study in Australian academia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/2013.

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Workplace bullying is a behaviour which adversely affects individuals, organisations and the community at large. While substantial research has been conducted on workplace bullying in different work settings, limited research exists on this behaviour at universities; no comprehensive studies have to date been conducted in the context of Australian academia. This study therefore contributes through breaking new ground by exploring bullying within the increasingly corporatised and competitive Australian higher education sector. New Public Management (NPM) practices, diminished government funding

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Tsai, I. Hsuan. "Employees’ Responses to Positive Feedback from Customers and Managers." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3794.

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The purpose of this research is to understand the impacts of positive feedback from customers and managers and the extrinsic rewards and intrinsic rewards on job satisfaction. Furthermore, this research will examine how employees in the hospitality industry react to positive feedback and to explore whether this positive feedback has practical applications to help increase employee satisfaction. A total of 500 questionnaires were distributed, 339 valid surveys from respondents with experience working in the hospitality industry were returned. The results indicated that positive feedback from cu

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Stapleton, R. Michael. "Positive Workplace Dynamics: A Qualitative Exploration of Exceptional Performance in Community College Units." UKnowledge, 2013. http://uknowledge.uky.edu/epe_etds/10.

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In this companion dissertation findings are reported of applied case study research on four community college organizational units that consistently meet or exceed standard performance measures. Ample prior evidence confirmed that performance extended significantly beyond what might be explained by available tangible resources alone. The case study contexts are common in higher education in general: a) an external partnership, (b) an ad hoc team, (c) a traditional, cross-divisional service unit, and (d) a grant-funded student service unit. Emerging positive organizational theory and research s

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Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.

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This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social informati

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Pinto, Filipa Isabel de Sousa. "Gestão ambiental de recursos humanos : um estudo de caso no setor hoteleiro." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19038.

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Mestrado em Gestão de Recursos Humanos<br>As organizações estão cada vez mais preocupadas com o tópico da sustentabilidade, focando-se em desenvolver formas de atuar que respondam às novas exigências a nível económico, social e ambiental. A gestão de recursos humanos desempenha um papel fundamental na criação e/ou modificação de práticas e políticas dentro das organizações, de modo a que estas se tornem mais pró-ambientais. A presente investigação insere-se nesta área de estudo, ainda pouco desenvolvida em Portugal, e visa ser um contributo através da análise das práticas de gestão ambiental d

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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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Johann, Sílvio Luiz. "O que há por detrás da escrivaninha de Mr. Semler? : análise e fundamentação teórica das idéias e proposições expressas no livro Virando a Própria Mesa, de Ricardo Frank Semler." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 1995. http://hdl.handle.net/10183/34824.

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O propósito desta dissertação é examinar as idéias de Ricardo Semier, tendo como foco de estudo seu livro Virando a própria mesa, publicado originalmente em 1988. Semier é um empresário brasileiro que preconiza um novo modelo organizacional que ainda é relativamente pouco estudado em nosso país, ao mesmo tempo em que produz e defende uma administração de vanguarda e um comportamento empresarial que ultrapassam fronteiras nacionais. Inicialmente, detemo-nos na análise conceituai da teoria administrativa que, advinda de outro contexto histórico-cultural, tem, conjecturamos, sua adoção parcialmen

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Anderson, Craig Graham. "Framing employment research using behavioural science." Thesis, University of Stirling, 2017. http://hdl.handle.net/1893/26373.

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The main aim of this thesis is to explore the structured use of behavioural science in helping to frame employment research. This structured framing intended to help stimulate more interdisciplinary interaction between sub-disciplines that study employment and behavioural science, setting out new empirical and theoretical applications to the study of employment decision-making. Firstly, the application of specific behavioural science concepts to employment scenarios, structured around the core facets of behavioural science, introducing the types of bias studied in behavioural science in turn.

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Whitman, Daniel S. "Emotional Intelligence and Leadership in Organization: A Meta-analytic Test of Process Mechanisms." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/113.

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The present study – employing psychometric meta-analysis of 92 independent studies with sample sizes ranging from 26 to 322 leaders – examined the relationship between EI and leadership effectiveness. Overall, the results supported a linkage between leader EI and effectiveness that was moderate in nature (ρ = .25). In addition, the positive manifold of the effect sizes presented in this study, ranging from .10 to .44, indicate that emotional intelligence has meaningful relations with myriad leadership outcomes including effectiveness, transformational leadership, LMX, follower job satisfaction

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Black, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.

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Vargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.

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In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of anal

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Akingbola, Olakunle Ayodele. "Strategy, human resource management and government funding in nonprofit organizations." 2005. http://link.library.utoronto.ca/eir/EIRdetail.cfm?Resources__ID=232557&T=F.

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Nunes, Ricardo Alexandre Rodrigues. "Exploring the links between human resource management and knowledge management: Organizational commitment, organizational citizenship behavior and knowledge sharing in Portuguese public organizations." Master's thesis, 2013. http://hdl.handle.net/10071/9923.

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Organizational commitment, defined as the individual attitude towards the organization, is related to a whole set of behaviors, including knowledge sharing behaviors, product from the organizational process where individuals mutually exchange their - implicit and explicit – knowledge and jointly create new knowledge, and organizational citizenship behaviors, defined as behaviors that, while not formally required by job tasks, decisivelly contribute to organizational success. In present research, we try to find the relationships between organizational commitment, knowledge sharing attitudes and

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Lee, Pin-chih, and 李品志. "The Relationship between Organizational Culture and Organizational Citizenship Behavior－The Moderating Effect of Human Resource Management." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/47912417634292786224.

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碩士<br>國立屏東商業技術學院<br>國際企業所<br>97<br>Previous studies indicate that the relationship between the organizational culture and organizational citizenship behavior (OCB) is considerably relevant. The employees are willing to work their best with non pressure when they agree upon with organizational culture which cause both personal and organization’s values to be similar and enable them to reach the goal effectively. In increasingly competitive environment, the enterprises should dispose different human-resource strategies (HRs). By co-ordination and integration, HRs can achieve the interior fit w

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Hsu, Fang-Yuan, and 徐芳苑. "A Study of Person-Organization’s Moderating Effect on the Relationship of Human Resource Management Practices and Organizational Commitment, Organizational Citizenship Behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/29724832202210101453.

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碩士<br>銘傳大學<br>公共事務學系碩士在職專班<br>101<br>Nowadays, the function of a government grows and expands along with the changing world. Hence, the civil servants need to improve their administrative skill. The question that does the public sector human resource management practice is good enough to handle all the administrative problems is deserved to be studied. This thesis explores the possible interactions among job satisfaction, organizational commitment, organizational citizenship behavior, person and organization fit, and civil service human resource management practices. This research’s object is

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