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1
Smith, Michael Robert. "Relationships between selected sociometric variables and academic performance for counselors in training." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5246/.
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The purpose of this research was to examine what relationships existed between selected sociometric variables and measures of academic performance for students in a counselor training program. The sociometric variables included counseling ability, counseling knowledge, and friendship. Academic performance measures included subject GPAs, group counseling participation and final grades, prepracticum grades, and practicum grades. Data was collected from sociometric questionnaires and academic records from the years 1991 to 2004, for 840 subjects who participated in a group counseling class at the University of North Texas. Counseling knowledge had the highest correlations with all academic measures except group counseling final grades, in which counseling ability had the highest strength. The strongest correlations for all three sociometric variables occurred with group counseling final grades; correlations were r = 0.42 for counseling ability, r = 0.40 for counseling knowledge, and r = 0.30 for friendship. The sociometric variable of friendship had the lowest correlations in all academic measures, but was more significant than expected. The friendship sociometric variable may account for likeability as a factor in making sociometric choices. Combined sociometric scores led to increased correlation strength and explained variances that reached the large level of 30% with group counseling final grades. A statistically significant difference was found between A and B grade students in group counseling, on all three sociometric variables. Effect sizes were generally large. Standard deviations for the A and B grade subjects were also large and could limit predictability of grades, based on sociometric scores alone. Results strongly suggested that all three sociometric variables would be a valuable source of information regarding counselor preparation. Results also validated that individual sociometric perceptions of others tended toward agreement. Significant correlations were found over a variety of academic measures and over a time-span of 14 years, suggesting a degree of consistency and stability in sociometric measures.
2
Masters, Tyler J. "Subjective Well-Being, Sport Performance, Training Load and Life Experiences of College Athletes." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244822249.
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MacDonald, C. J., Hugh S. Lamont, J. C. Garner, K. Jackson, A. A. Kavanaugh, C. R. Carter, E. M. Owens, and Michael H. Stone. "Relationships between Measures of Jump Performance and Strength Following Three Different Methods of Resistance Training." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/4539.
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Complex training is commonly utilized in an attempt to facilitate peak power production and Rate of Force Development (RFD) via Post Activation Potentiation (PAP). This research compared the effects of six weeks of; resistance (RT), plyometric (PT), and complex training (CT) upon the relationship between peak ground reaction forces (pGRF), jump performance, and strength. Thirty-four recreationally trained college aged males (21.44 ± 3.32 years) were trained using 1 of 3 methods; resistance (RT; n = 13; 180.14 ± 4.75 cm; 83.85 ± 20.54 kg), plyometric (PT; n = 11; 181.41 ± 7.97 cm; 81.25 ± 10.43 kg), or complex training (CT; n = 10; 185.17 ± 5.56 cm; 87.54 ± 9.04 kg) twice a week for 6 weeks. Participants were tested pre (W1) and post (W9) training to assess vertical jump height (CMVJ; cm), broad jump distance (BDJ; cm), pGRF (N), and multiple 1RM (kg) strength measures. Correlation matrices calculated on % change scores for performance measures from W1 to W9 between conditions, revealed significant positive and negative correlations (r range = -.730 through .996; p < .01* and p < .05**). The greatest total of significant correlation coefficients (r) for % change was seen for the RT group. Differences in training adaptations between groups at both the muscular and neuromuscular level may account for the differences seen.
4
Boulay, David Andrew. "An exploration of the relationships among organizational size, flexible work practices, training, and organizational performance using the 2002 National Organizations Survey." Columbus, Ohio : Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1204546530.
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Beckham, G., Satoshi Mizuguchi, C. R. Carter, K. Sato, Michael W. Ramsey, H. S. Lamont, W. Guy Hornsby, G. Gregory Haff, and Michael H. Stone. "Relationships of Isometric Mid-Thigh Pull Variables to Weightlifting Performance." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/4120.
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Aim: The purpose of this study was to evaluate the relationship between weightlifting performance (snatch, clean and jerk, and total) and variables obtained from the isometric mid-thigh pull (IMTP).
Methods: Twelve weightlifters, ranging from novice to advanced, performed the IMTP 10 days after a competition. Correlations were used to evaluate relationships between variables of the IMTP and absolute and scaled competition results.
Results: Unscaled competition results correlated strongly with IRFD (0-200ms: r=0.567-0.645, 0-250ms: r=0.722-0.781) while results correlated weakly with Peak IRFD (5ms window, r=0.360-0.426). Absolute peak force values correlated very strongly with absolute values for the competition performance (r=0.830-0.838). Force at 100ms, 150ms, 200ms and 250ms also correlated strongly with competition results (r=0.643-0.647, r=0.605-0.636, r=0.714-0.732, r=0.801-0.804). Similar findings were noted for allometrically scaled values.
Conclusion: Measures of average IRFD probably represent a more relevant variable to dynamic performance than does Peak IRFD (5ms). Maximum isometric strength also is likely to have a strong role in weightlifting performance.
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Overton, Christian C. "The relationships between multi-dimensional sociometric status and selected performance variables for counselors in training from 1991-2004." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4728/.
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The relationships between sociometric status and selected performance variables for counselors in training were investigated. Gender differences in sociometric status were also investigated. Research participants were master's level counseling students. The point-biserial correlation coefficient was used to determine the relationship between sociometric status and grades. The SPSS 13.0 crosstabulation procedure was used to examine gender differences in sociometric status. The results indicated a moderate relationship between sociometric status and grades earned in a group counseling course. A small to negligible relationship between sociometric status and pre-practicum and practicum grades was found. No gender difference in sociometric status was found. The study provides some support for the use of sociometric measurements in predicting group counseling performance, but more research is needed.
7
Kassim, Mohar. "A qualitative study of the relationships between the knowledge and behaviour of coaches in two football academies in Malaysia." Thesis, Loughborough University, 2008. https://dspace.lboro.ac.uk/2134/27664.
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The formation of the Football Academy in Malaysia was seen as the best possible way to develop young footballers, through a decentralized programme with the aim to provide a strong base for many players who are sound and strong and to produce an individual player who can reach world class standard. With the problem of performance of the Malaysia national football team, which has been considerably affected by problems relating to the knowledge of coaching and behaviour of the football coaches in the coaching process, the study of the academy football coaches in Malaysia was conducted to offer some possible ways to address the issues facing the coaching profession in Malaysia. It is significant to study the academy coaches since the football academies are expected to play a prominent role in producing quality players for the states, national and international teams. The study applied a qualitative methodology to explore the unique features and circumstances surrounding the football academy coaches and players in the context of this study and the major sources of data include the interview, observation and documentation analysis. Subsequently, the findings of this study revealed that i) the development of knowledge of coaching has taken place in the academy but constrained by factors involving the coach education programme at the academy level; ii) the weaknesses of the coaches in transferring important knowledge to the players showed a significant impact on the players' performance; iii) the coaches' behaviour that were seen in organizing the players and training them for competition has impacted on the players' performance; iv) the important relationship between coaches' knowledge and behaviour that play a significant role in the development of the players; and v) other factors which have impact on the coaches' behaviour during the coaching process.
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Esposito, Brunella, and Raman Verma. "Cross-Cultural Training: Bridging Japan and Sweden." Thesis, Högskolan i Gävle, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24528.
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Aim – The aim of the study is to investigate the way trust and relationships can be affected by Cross-Cultural Training, which will ultimately enhance intercultural business performance. Methodology – Qualitative data is gathered by conducting semi-structured interviews which provide deep responses on Cross-Cultural Training among Japanese companies operating in Sweden. Based on secondary data, theoretical discussions are grounded serves as a foundation for the study. Findings – The study resulted in two categories of companies in which one applies Cross-Cultural Training in order to build and maintain trust and relationships when developing intercultural business practices among Japanese companies and Swedish subsidiaries. Whereas the other type of companies have a different type of International Organizational Structure in which Cross-Cultural Training is redundant and relationships and trust are preserved since they do not interact directly with the Japanese- Headquarters or employees. Limitations – The research is solely based on an extensive qualitative study. Thus, a quantitative study should be conducted in order to support these findings to provide more rigidity and reliability. A complementary study from a Japanese perspective would clarify the reasons behind the decisions made in Sweden. Implications – Academicians can extend this study in order to understand the deeper reason on why some companies decide to work with an organisational structure which differs from the traditional working behaviours and dimensions of national culture. Furthermore, the study provides implications for business managers to anticipate different cultures when conducting international business. It furthermore forms a basis for academicians to conduct future research on Cross-Cultural -business and –training. These implications are generalizable across a manifold of industries since the study is based on a multiple case study.
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Huarng, Yih-Yuung. "Analysis of Relationships Between Selected Requirements for Admission to Elementary Teacher Education and Teaching Performance." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331280/.
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The problem of this study is concerned with the relationships between selected requirements for admission to elementary teacher education and teaching performance. The purposes of this study were (1) to investigate the relationships between teaching performance, as evaluated by a principal, and five selected admission criteria (the GPA at the time of admittance to teacher education; achievement test scores in reading, language, mathematics; and instructor appraisal of the student during the first education course); (2) to determine whether or not the five selected admission criteria used singly, or in some combination, predict success in teaching performance.
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Hwang, Sun Ok. "The Relationships Among Perceived Effectiveness of Network-Building Training Approaches, Extent of Advice Networks, and Perceived Individual Job Performance Among Employees in a Semiconductor Manufacturing Company in Korea." The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1268891513.
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Carden, Lila Lenoria. "Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers." Texas A&M University, 2003. http://hdl.handle.net/1969.1/5817.
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New emerging career paths for professionals are often non-linear, dynamic, and
boundary-less (Baruch, 2004) and have resulted in undefined professional advancement
opportunities for managers and employees in a variety of contexts. Career paths help
individuals make meaning in their job contexts and provide avenues to meet intrinsic and
extrinsic rewards, including economic and social status (Adamson, 1997; Callanan,
2003). As a result, individual perceptions of career paths may impact job satisfaction,
career commitment, and performance.
The purpose of this study was to test a career development model examining the
path of relationships amongst autonomy/prestige, career path, training and learning, job
satisfaction, career commitment, and performance for moderately defined career
professionals. Based on a systematic categorization of careers, from well defined to less
well defined, project managers were determined to have moderately defined careers. The
researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a
pattern of intercorrelations among variables.
A career development model framing the relationship between project managersâÂÂ
perceptions of their career paths on their respective performance was explored. The
direct path relationships included: (a) frequency of participation in training and learning
activities was negatively related to performance, (b) career path was positively related to
performance, (c) autonomy/prestige was positively related to performance, and (d)
career commitment was negatively related to performance. The indirect path
relationships included (a) autonomy/prestige was mediated by career commitment and
performance; (b) the connection between career path and performance was mediated by
frequency of participation in training and learning (c) career path to performance, was
mediated by job satisfaction and career commitment, and (d) career path to performance
was mediated by job satisfaction, career commitment, and autonomy/prestige.
Study findings supported the tested model and contributed to increased
understanding regarding the importance of career paths to individual job satisfaction,
career commitment, and performance. Opportunities for new research and implications
for individuals and organizations are outlined.
12
Willbanks, Kristi D. "Relationship of Team Training Components to Perceptions of Team Performance." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4376/.
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The purpose of this research study was to identify the specific components of team training that contribute most to a team's ability to perform effectively. The analysis conducted involved examining the relationship between the Training Support System Survey (Hall, 1998) along with the Training Strategies and Training Content sub-scales, and the overall measure of team performance from Beyerlein's (1996) Perceptions of Team Performance survey. Results were mostly inconclusive, due to limitations of the research. However, a few interesting findings were found related to team training for different types of teams. In addition, this research is helpful in moving toward a better understanding of the relationship between team training and team performance and pointing toward the need for additional research in this area.
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Galbraith, Andy. "The distance-time relationship and its use in endurance training and performance." Thesis, University of Kent, 2015. https://kar.kent.ac.uk/47903/.
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The aims of this thesis were to develop a time efficient field test of the distance-time relationship, assess its validity, reliability and sensitivity and utilise the test to monitor and prescribe endurance training in distance runners. Laboratory-based tests of the distance-time relationship often use lengthy recovery periods between trials, resulting in multiple visits and limiting their practical application. A field-based test, completed in a single visit, could improve the utility of the distance-time relationship. A novel single visit field test comprising of 3 constant-distance trials, separated by a 30-minute recovery, was designed. This test estimates the highest sustainable rate of aerobic metabolism, or critical speed (CS), and the modelled maximum distance performed above CS (D’). When compared to a traditional multi-visit laboratory protocol, field test CS was highly correlated (r=0.89, P0.05) and high typical error (334-1709 s). Non-linear modelling of recovery did not improve the accuracy. A high variability in D’ may in part explain the low predictive ability of the models. The conclusion from this thesis is that the single visit field test is a valid, reliable and sensitive test for CS, which provides a favourable alternative to multi-visit laboratory-based testing.
14
Fant, Gregory Robert 1960. "An investigation of the relationships between undergraduate music education students' early field experience and student teaching performance." Diss., The University of Arizona, 1996. http://hdl.handle.net/10150/290634.
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This correlational study examined the relationships between undergraduate music education students' early field experiences and student teaching performance. Subjects were 40 music student teachers from eleven universities. Student teaching performance was determined from video samples using two teacher effectiveness forms, the Rehearsal Effectiveness Scale and the Survey of Teaching Effectiveness. Two independent judges were used and interjudge reliability was found to be .73 on the Survey of Teaching Effectiveness and .69 on the Rehearsal Effectiveness Scale. Reliability between forms is .88. Subjects were interviewed to collect data on both curricular and non-curricular undergraduate field experiences. These data were correlated with each subject's score on
the teacher effectiveness forms. No significant correlations were found between total early field experience and student teaching performance. Significant correlations were found between early field experiences with feedback and student teaching performance (r = .439 and .507; p < .01). A significant negative correlation was found between early field experiences without feedback and student teaching performance (r = -.316, p < .047). No significant correlations were found to exist between the non-curricular index and student teaching performance. Based on their average student teaching performance ranking, five subjects were identified as a subsample for closer analysis. Data on dieir backgrounds, high school experiences, curricular experiences, and non-curricular experiences is presented. Conclusions include the following: 1. Early field experience widi feedback and peer microteaching are positively related to student teaching performance. 2. Early field experience regardless of feedback, non-curricular experience, degree type and student background are not related to student teaching performance. 3. Early field experience without feedback has a negative relationship with student teaching performance. 4. A methods/conducting lab is an effective setting for microteaching experiences. Implications for education and future research are presented.
15
Coyne, Joseph. "The relationship between subjective training load and performance in open and closed skill sports." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2021. https://ro.ecu.edu.au/theses/2427.
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Training load (TL) monitoring is considered important to understand an athlete’s ability to perform in training and competition along with their risk of any injury and illness. By assessing the physical work an athlete performs in training (i.e., external TL) and/or the athlete’s response to that training (i.e., internal TL), a basic model of an athlete’s response to training can be estimated by the difference between chronic “fitness” (positive) and acute “fatigue” (negative) functions. Subjective measures of TL, which includes sessional ratings of perceived exertion (sRPE), and differential ratings of perceived exertion, are both considered measures of internal TL. Of these, sRPE is the most common, is recommended as the primary TL measure in team sports, is also widely used in endurance-based sports and is the principal focus of this thesis.
When examining relationships between sRPE-TL with performance, there has been very little research in this area but there does appear to be some level of relationship in both open (OS) and closed skill (CS) sports. The difference between OS and CS sports is of interest as research suggests that any TL relationship with performance may be influenced by mental fatigue and mental fatigue experienced by athletes may differ between OS and CS sports. To date, the research investigating TL and the relationship to performance has been focused on sports that are relatively similar in terms of skill nature and mental fatigue. There exists a gap in the literature examining sRPE-TL relationship with performance, if this relationship exists across OS and CS sports and how mental fatigue may influence sRPE-TL. Alongside this, there are also issues with how TL measures are calculated and how subjective TL measures relate to other objective markers of athlete readiness (e.g., heart rate variability). Therefore, the central aim of this thesis was to examine the relationship between TL and performance in different OS and CS sports and to determine if there were differences in TL measures between successful and unsuccessful performances in these sports at an elite level. Alongside this, further examinations into the different TL calculation issues (including the issue of mathematical coupling in the acute to chronic workload ratio (ACWR)), the influence of mental fatigue on sRPE-TL and the sRPE-TL relationship with athlete readiness markers in athletes at an elite level were also warranted as secondary aims for this thesis.
The main finding of this thesis was that there appeared to be a relationship between subjective TL and performance measures for elite Olympic level athletes in both CS and OS sports. Other secondary findings from the thesis included i) the influence of the mathematical coupling inherent in the ACWR appeared trivial, despite other critical issues with the ratio; ii) mental fatigue did not seem to significantly influence sRPE scores from individual training sessions when accounting for nature of the sport (OS versus CS), duration of training and influence of injury/illness, and iii) there were trivial small correlations between sRPE-TL and objective markers of athlete readiness (heart rate variability and direct current potential) in both OS and CS sports.
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Coleman, William D. "Examining the relationship between performance measures and user evaluations in a transfer of training paradigm." Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/50055.
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User evaluations which generate detailed information can identify problematic aspects of software interfaces. In a preliminary study (Coleman, Wixon, and Williges, 1984), a methodology was developed for the systematic collection of detailed subjective evaluations of software interfaces. This methodology created a taxonomy of editing functions for users to evaluate and a set of bipolar scales on which they could make their evaluations. The present research investigated the utility of this methodology, while comparing two text editors within the context of a benchmark editing task. In addition, the detailed subjective measures collected were compared with more traditional objective measures.
The results of this research revealed that global subjective evaluations were insensitive to differences between two editors indicated by detailed evaluations. Examination of the detailed subjective evaluations indicated that the differences between editors could be 1 attributed to specific editing functions. The objective measures also indicated very specific differences between the two evaluated editors. Examination of the relationship between the objective and subjective measures indicated that the measures differed on both the magnitude and location of effects. Closer inspection of the data revealed that insensitivity on the part of the subjective measure could not account for all disagreement between measures. On several occasions the objective and subjective measures seemed to measure qualitatively different effects. Given that the measures were not completely redundant it was concluded that both objective and subjective measures should be collected during interface evaluation.Master of Science
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Tyacke, Marian. "Cognitive diversity in language teaching and testing a three-phase investigation of the relationships between learning style, learner behaviour and reading task performance." Thesis, Lancaster University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.337466.
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Perkins, Alec. "Relationship of the SRSS Questionnaire with Physiological and Performance Measures." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etd/3482.
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The overall purpose of this thesis was to validate the SRSS questionnaire. This was accomplished by conducting a single investigation using eleven well-trained weightlifters with at least one year of competition experience. These weightlifters completed five testing sessions over the course of five microcycles leading up to a competition. Every testing session took place on Monday morning prior to regular training and included: hydration testing, SRSS questionnaire, blood draws followed by a standardized warm-up protocol and squat jumps (SJ) with 0kg and 20kg. While the majority of SRSS recovery and stress items did not change with changes in VL or VLd, emotional balance and lack of activation did correlate with changes in VLd. Additionally, decreases in SRSS recovery items physical performance capability and emotional balance coincide with decreases in squat jump height and increases in cortisol following the first taper microcycle. The findings of this investigation partly support the SRSS as a monitoring tool for weightlifters.
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Baker, Larry Earle. "The relationship between higher education curricular variables and human flight performance in a preliminary flying training program." FIU Digital Commons, 1988. http://digitalcommons.fiu.edu/etd/1377.
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The ability of the United States Air Force (USAF) to sustain a high level of operational ability and readiness is dependent on the proficiency and expertise of its pilots. Recruitment, education, training, and retention of its pilot force are crucial factors in the USAF's attainment of its operational mission: defense of this nation and its allies. Failure of a student pilot during a training program does not only represent a loss of costly training expenditures to the American public, but often consists of loss of human life, aircraft, and property.
This research focused on the Air Force Reserve Officer Training Corps' (AFROTC) selection method for student pilots for the light aircraft training (LATR) program. The LATR program is an intense 16 day flight training program that precedes the Air Force's undergraduate pilot training (UPT) program. The study subjects were 265 AFROTC cadets in the LATR program. A variety of independent variables from each subject's higher education curricular background as well as results of preselection tests, participation in varsity athletics, prior flying experience and gender were evaluated against subsequent performance in LATR. Performance was measured by a quantitative performance score developed by this researcher based on 28 graded training factors as well as overall pass or fail of the LATR program.
Study results showed participation in university varsity athletics was very significantly and positively related to performance in the LATR program, followed by prior flying experience and to a very slight degree portions of the Air Force Officers Qualifying Test. Not significantly related to success in the LATR program were independent variables such as grade point average, scholastic aptitude test scores, academic major, gender and the AFROTC selection and ranking system.
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Nunes, Dawn. "Accuracy of prediction of edurance running performance : relationship to training history, muscle pain and relative perception of effort." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/13346.
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Includes bibliographical references.Background: Endurance running performance is a complex interaction between training factors, exercise-induced muscle damage, and fatigue. The accuracy of prediction of running performance allows for the consideration of the effects of teleoanticipatory factors such as pacing and prior experience on performance. However, previous studies have not adequately considered the role of predicting performance outcomes before competition, and the potential influence of self-regulated pacing and prior experience on running performance. Aim: The aim of this descriptive analytical correlational study was to determine potential factors associated with the accuracy of prediction of running performance during a marathon race. Specific objectives: (a) To determine whether there were differences in training history, pacing, muscle pain and the relative perception of effort (RPE) in three identified groups that accurately predicted race time, performed faster than the predicted time, or performed slower than the predicted time; and (b) to determine if demographic characteristics, training and competition history, self-identified pacing strategy, muscle pain and the relative perception of effort (RPE) were associated with the accuracy of predicting performance during the marathon. Methods: Sixty-three healthy male and female runners were recruited through a short message service (SMS), word of mouth and at the 2013 Mandela Day marathon registration. Participants were included if they were over the age of 20 years, and were taking part in the marathon race. Participants were required to complete the marathon within the seven-hour cut-off time. Participants who had any lower limb musculoskeletal injury, medical condition or surgical intervention that prevented training for seven consecutive days in the three-month period prior to the race were excluded from the study. Participants who reported any flu-like symptoms during the two weeks preceding the race were also excluded from the study. In addition, participants with any missing race RPE or pain scores were excluded. Participants were allocated to one of three groups depending on their accuracy in predicting their final race time. A margin of two percentage points was considered as a meaningful difference in time. If the participants’ actual race time was accurate within two percentage points of their predicted race time, it was considered accurate, and those participants formed the accurate group (n = 16). Participants on either side of the two percentage points formed the fast (n = 21) and slow (n = 26) groups respectively. All participants completed an informed consent form and a medical and training questionnaire at a familiarisation session before to the race. Participants were also familiarised with the tests and procedures for collecting data during the race. During the marathon, muscle pain and relative perception of effort (RPE) were recorded at 0 km, 10 km, 21.1 km, 30 km, and 42.2 km. A short compliance questionnaire was completed when participants finished the marathon. Official race times were obtained from the Championchip® website. Muscle pain was recorded for seven days after the marathon. Participants were also asked to report when they resumed running training after the race. Results Participants in the slow group were significantly younger (p < 0.05), had faster 10 km PB times (p < 0.01), and trained at a faster pace (p < 0.01) compared to participants in the accurate and fast groups. Participants in the slow group had faster actual (p < 0.05) and predicted (p < 0.01) marathon times (p < 0.01) compared to participants in the accurate and fast groups. There was a significant positive relationship between actual and predicted marathon times (r = 0.71, p < 0.01). There were no significant differences between groups in muscle pain and RPE during the race; however there were significant main effects of time for pain (p < 0.01) and RPE (p < 0.01) during the race. Muscle pain and RPE were significantly increased at 21 km, 30 km, and 42.2 km, compared to pre-race values. There were no significant differences in post-race pain between groups, but there was a significant main effect of time (p < 0.01) as muscle pain was significantly elevated for three days after the race. This study was also unable to identify any significant demographic, training and competition history, or race factors associated with the accuracy of prediction of marathon performance. Conclusion: Linear increases in muscle pain and RPE were observed during the race in all groups. This study was unable to identify specific factors associated with the accuracy of prediction of running performance during a marathon race. However, it is possible that the slow marathon times and the low relative exercise intensity in all groups may have limited the effects of muscle pain and RPE on self-regulated pacing and performance. Future studies should have more stringent inclusion criteria to ensure runners are competing at moderate to high relative exercise intensities. In addition, future studies should carefully consider route profiles to ensure that the race profile does not potentially confound the accuracy of prediction of performance by limiting actual marathon times.
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Colt, David E. "The relationship and predictive power of critical thinking skills scores to NATABOC certification examination for athletic training performance scores." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4702.
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Thesis (Ed. D.)--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 month day year) Vita. Includes bibliographical references.
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Chuang, Feng-Cheng, and 莊豐誠. "A Study of Relationships among Training Participation, Training Performance and Training Performance of Cleaning Service Staff." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/udv9jt.
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碩士義守大學
企業管理學系
102
In recent years, more and more enterprises pay much attention to talent development programs. Education training not only enhances the ability of employee but also face the change of environment. Moreover, it can improve the business performance. This study aims to explore the relationship among participation in training, training satisfaction, and training performance. Subjects were recruited from cleaning service stuffs in Kaohsiung City. Once delete the missed and invalid questionnaires, and 498 effective samples were retrieved. The research tools include training participation scale, training satisfaction scale, and training performance scale. The descriptive statistics, reliability test, factor analysis, Pearson''s product-moment correlation, One-Way ANOVA and hierarchical regressions are as follow. The results indicated that: (1) Training satisfaction was positively associated with and had significant impact on training performance. (2) Staff with different types of training participation performed differently in training satisfaction. (3) Staff with different types of training participation performed differently in training performance. (4) Staff with different types of training participation had different degrees of effect on the training satisfaction. The explanations of the findings are offered; moreover, the applications of the results are discussed; suggestions of further study on are provided. We make the following suggestions to cleaning service managers accordingly: (1) Pay attention to arrangement of teacher courses and venue to enhance the cognition on training satisfaction. (2) To enhance the planning of in-service training to increase the participation frequency to enhance the cognition on training satisfaction. (3) To improve the professional and cleaning knowledge and strengthen the personal ability to deal with the complaint from customers and to meet the requirement of client to enhance the cognition on personal ability improvement. (4) To arrange the planning of training to satisfy the actual demand for different types of training participation to enhance training performance; we also provide feasible directions for follow-up researches.
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Hsiao, Cheng-Hsien, and 蕭丞顯. "The Study of Relationships between Training and Organizational Performance in Different Strategy Groups." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/42286462681787846755.
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碩士靜宜大學
企業管理研究所
90
Since it has been considered that enterprise training could promote efficiency and worker’s competency, they are thought to be important in practice. It has been claimed that when implementing enterprise training, it will be helpful for executing the enterprise’s objective and promoting organizational performance if the strategy is considered. This research is trying to explore the relationship between training, strategy and performance, and finally construct a training model based on the strategy as the contingent variable Totally 105 questionnaires were sent out and 74 valid ones were received. The empirical results show that the training should adopt different contents and system for different strategies to improve the organizational performance. There are detailed results: 1. In conservative strategic group, training contents should emphasis on conceptual skill and technical skill to promote financial performance. 2. In conservative strategic group, training contents should emphasis on human skill to promote human resource performance. 3. In conservative strategic group, training system should emphasis on conceptual skill
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Chiang, Jr-Wei, and 蔣智偉. "A Study on the Relationships Between Education Training, SOP, Knowledge Inertia and Task Performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/08196087459558967046.
Full textAbstract:
碩士中華大學
營建管理學系碩士在職專班
101
All fly Ann accident except human factors and the people due to design outside, repair nurse work accidentally Zhao health of fly Ann accident proportion every year increased, these data displayed past due to parts caused of security problem due to technology and the technology upgrade has gradually declined, and maintenance work of program and personnel quality problem derivative out follow-up fly Ann of serious effect, is to this research range will to maintenance personnel education training, and standard work program and the knowledge habits mainly, turn discussion repair nurse quality and the performance, and research range defined in army of dimension insurance factory, and Aviation Brigade aviation repair work performance of staff, and to probe into the subsequent advance as a supplement. This research examined the relationship among the education training,standard operation procedure(SOP), knowledge inertia and job performance of the firemen. The firemen in Aviation Brigade Aircraft protection officers,and 655 questionnaires were sufficient as the result of 80.5% return rate. All the data were analyzed by the statistics software-SPSS version, and including descriptive statistics analysis, factor analysis, reliability analysis, Pearson’s correlation analysis, andregression analysis. By the results of this study, conclusions are summed as the followings: 1. Education training has partly positive relations with job performance, 2. SOP has fully positive relations with job performance, 3. It has not revealed that knowledge inertia has negative relations with job performance, 4. The knowledge inertia has partly mediating effect on the relations between SOP and job performance, and 5. The knowledge inertia has partial significant moderating effect on the relations between education training and job performance. According to the results of questionnaire survey to induce the conclusions iii and suggestions of the research hypothesis, the implications of the findings for practice and further researches are discussed.
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Schurig, Ira. "An Investigation of the Effect of After-Action Reviews on Teams' Performance-Efficacy Relationships." Thesis, 2012. http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10875.
Full textAbstract:
Performance and efficacy are reciprocally causal; however, the effect of performance on subsequent perceptions of efficacy has received little attention, especially in the context of team training. In addition, the moderating effect of feedback accuracy on the relationship between team performance and team-efficacy is largely unexplored. As such, the objective of the present study was to investigate the relationship between team performance and team-efficacy in the context of after-action reviews (AARs). Specifically, this study examined the conjoint influence of (a) the accuracy of performance feedback available to trainees during AARs, and (b) time on the predictive validity of team performance on team-efficacy. Data were obtained from 492 undergraduate students assigned to 123 teams in a 5 hr team training protocol using a 3 (training condition: non-AAR, versus subjective AAR, versus objective AAR) x 3 (sessions) repeated measures design.
Contrary to the first set of hypotheses, the positive relationship between performance and efficacy was strongest for teams trained without AARs and weakest for teams trained using subjective AARs. Although team-efficacy was predicted more strongly by more proximal team performance than by more distal team performance, this pattern of results was found only for teams trained either without AARs or with objective AARs. The predictive validity of performance on efficacy decreased as performance episodes became more proximal among teams trained using subjective AARs. Finally, within-team agreement of team-efficacy ratings decreased over time for teams that engaged in AARs and remained constant over time for teams that did not engage in AARs.
The theoretical and practical implications of these findings are discussed. It is anticipated that this research will provide insight into the roles of feedback accuracy and time in the performance-efficacy relationship and provide guidance to researchers and practitioners in effectively integrating AAR design characteristics into team training environments.
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Hu, Wen-Wen, and 胡雯雯. "Relationships between Training Practices and Organizational performance: A Comparison of Taiwan, Japan, Britain and Germany." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/88467029406110231163.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
90
In an era of global competition, human resources play an important role in gaining or maintaining competitive advantages. The best way to achieve this goal is through training and education. Although almost every company increasingly emphasizes the importance of training, there are still few companies or academic studies which evaluate the effects of training. Since the needs of global cooperation are increasing, comparative studies become more and more important. However, few comparative researches on training are conducted. Therefore, the purpose of this study is not only to investigate the training practices in companies of Taiwan, Japan, Britain and Germany, but also to find out the relationship between training practices and organizational performance. In order to get a clear picture of training practices of these four countries and to find out the relationships between training and organizational performance, this study is separated into two parts. The first part uses descriptive analysis to describe sample characteristics and training practices, and uses one-way ANOVA and Crosstab analysis to compare the variations of training practices among countries and to see if these practices are affected by company attributes (type of industry, age of company and number of employees). The second part is to find out the relationships between training practices and organizational performances; therefore, correlation analysis, logistic regression and linear regression analysis are employed. The results of this research are as follows. There are significant differences of training practices among companies in these four countries; besides, training practices have positive effects on organizational performance; that is, the more integrated the training systems are, the better the organizational performance will be. The author expects this study will make some contributions to the cross-cultural researches on training practices and sincerely hope that it will arouse more people’s interests and concerns on the effects of training.
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Cai, Tiansheng, and 蔡天盛. "The study relationships among Work Value, Organizational Commitment and Job Performance of Military Training Instructors." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/5e3puw.
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碩士大葉大學
教育專業發展研究所
107
The purpose of this study was to explore the current status and relationship between the work values, organizational commitment and job performance of high school (service) military training instructors. Questionnaires were used to study four military training instructors including Taipei City, Tainan City, Taichung City, and Changhua County. Research tools include: basic personal data, work values scale, organizational commitment scale, and job performance scale. The data were analyzed by SPSS20.0 statistical software, such as descriptive analysis, factor analysis, reliability analysis, independent sample t-test, single-factor variance analysis, Pearson product difference correlation and Multivariate stepwise regression analysis. The results of this study found that: (1) The highest value of the internal reward price in the current work status of the high school (service) military training instructors; the highest score in the organizational commitments with the retention tendency; the highest in the performance of the task performance. (2) The working values of different service years were more significant at the "internal reward value" level, of which 17 to 20 years were more obvious; the organizational commitments of different service years were more significant at the "identity commitment" level, of which 17 to 20 years were more significant. Obviously; the performance of different service years was more significant at the level of “task performance”, with 17 to 20 years being more obvious. (3) There was a significant correlation between work values, organizational commitments and job performance. (4) Each level of work values had a significant predictive power in terms of job performance. (5) The various levels of organizational commitment had significant predictive power in terms of job performance. (6) Work values and organizational commitments had significant predictive power on job performance.
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Tsai, Wan-Yu, and 蔡宛玉. "Relationships among Incentives, Training and Job Performance in Wealth Management Business - A Study of Senior Relationship Managers in Banking Industry." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2yqkpj.
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碩士國立交通大學
管理學院高階主管管理碩士學程
103
This study mainly focus on senior relationship managers in banking industry, to study practical implications of incentives, job involvement, job competency, training, job satisfaction and job performance of senior relationship managers in wealth management business, and interpret the relationships among these six determinants. The research was conducted by quantitative methodology, the samples were collected to proceed data analysis and assumption verification. An analysis of quantitative data was made by using the statistical methods, including “descriptive statistics analysis”, “factor analysis”, “reliability analysis”, “pearson product-moment correlation analysis”, “regression analysis” and “analysis of variance”. Additionally, the qualitative research method was used by performing a face-to-face in-depth interview with 8 individuals of higher level management to supplement the quantitative research method. Based on the study, it is concluded that incentives, job involvement, and job competency are significantly related to job satisfaction. Incentives are the primary cause of job satisfaction. Incentives and job competency are also found to be significantly related to job performance. Job competency has more significant impact on job performance, and training has an effect on job competency. Furthermore, incentives are related to job involvement, job involvement is positively correlated with job competency, and job competency has a major impact on job performance. The results from quantitative and qualitative studies indicate that incentives and job competency highly impact job performance. In order to achieve high job performance, it is important to apply the right amount and kind of incentives and training. Team leaders can optimize their resources, and relationship managers can deliver greater efficiency and increase competitive advantage.
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Li, Ming-Kun, and 李明坤. "A Study on Relationships Among Customer Relationship Management, Social Support, and Trainee Performance—Taking Navy Training Courses as an Example." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/pacs49.
Full textAbstract:
碩士義守大學
公共政策與管理學系
105
The training performance of trainees in Naval Technical School (NTS) and Marine Corps School(MCS) are often affected by various kinds of factors. This study aims to explore the current status and relationships amongCustomer Relationship Management (CRM), social support, and the trainees’ performance. The study investigated trainees receiving trainings in these two schools as the object of study. Once deleted 12 missed questionnaires and 2 invalid ones, a total number of 336 questionnaireswas valid. By utilizing research toolssuch as customer relationship management scale, social support scale, trainee performance scale and analyzing statistic methods including descriptive statistics, reliability test, factor analysis, Pearson’s product-moment correlation, and hierarchical regressions, the conclusions of the study were as followed: (1)CRM is positively associated with and has significant impact on trainee performance. (2) Social support is positively associated with and has significant impact on trainee performance. (3) Social support has significant interference effect on CRM and trainee performance. Moreover, the research not only provided explanations on the conclusions but also explored the applications of the research outcome. Therefore, some suggestions to those naval training facilities were made as follows: (1)Create a customer-centric culture and aim to promote customer value. (2) Establish a good interaction between instructors and students and promote the trainees’ cognition to social support. (3) Teach traineesin accordance with their aptitudesand promote trainee’s performance with the help of moderate pressure and flexible communication. In addition, a few feasible directions for follow-up researches were provided.
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Tu, Chi-Hsien, and 杜祈賢. "The Relationships among Employee Training, Human Capital and Job Performance- A Study of Taiwan Post Company." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/quqgkf.
Full textAbstract:
碩士銘傳大學
公共事務學系碩士班
96
The purpose of this study is to discuss the correlation of employee training, human capital to their job performance. Based on this study provide some suggestions for Taiwan Post Company to management decision. Questionnaire was the mainly research method. The sample was recruited from Post Personnel. Using a convenience sample employed questionnaire method to survey, 800 self-administer questionnaire were distributed and resulted in 511 valid responses turned in. The response rate is 63.88%. The main results are as following: 1. The result shows positive relationships between human capital and employee training, between job performance and human capital, between job performance and employee training. 2. It found a significant mediating effect of human capital in the relationship between employee training and job performance. 3. The result shows that the significant difference in demographic variables between employee training, human capital and job performance. The main suggestions are as following: 1. It should increase employee training to strengthen positive attitude for the job. 2. It should invest to advance professed work ability first which would promote job performance. 3. It should invest in human capital to promote job performance. 4. It should attach importance to individual differences and provide position advisable and life guidance.
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Yang, shu-jue, and 楊淑茹. "A Study of Relationships between On-Job-Training and Work Performance for Sales in Biotech Industries." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/73337637513380571237.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系人力資源碩士在職進修專班
100
Human resources have been an important role in industry development, and cultivating talent is especially important in the development of biotech industries. Enterprise not only has to cultivate talent but also has to keep talent. The success of job training effects has great impact on individual job performance and enterprise management performance. This research intended to study one biotech-company’s involvement in job training, conducting a quantitative analysis on its employees’ on job training data to understand how individual background affects job training effect, and then how it affects job performance. By studying the case company’s empirical results of conducting on job training, this research could provide some improvement suggestions to the case company, could also provide some helpful suggestions for companies within the same industries, and also could be good reference for future studies. The purpose of this research is to study the associations and effects among sales personnel’s individual background variables, and their effects of job training and job performance. Based on the case company’s sale’s data, job training test scores, and job performance, this research conducts statistical analysis, which includes T-Test, One-way ANOVA Analysis, Scheffe test, and Crosstable Analysis, on empirical data and concludes: Among individual background variables, residential location and educational degree have impacts on job training effect. Other individual background variables, namely, marriage status, age, work experience, sex, industry related educational background and with sales related experience, showed no significant impact on job training effect. Job performance was found to have significant association with these individual background variables: educational degree, residential area, marriage status, with sales related experience and age. However, job performance had no significant association with other individual background variables like, sex, industry related educational background, work experience and on job status. Comparing related analyses for the sales personnel on job and sales personnel who left the job, we found the impacts of individual background variables on job training effect and job performance are significantly different among these two groups.
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Chu, Kuei-Lin, and 朱癸霖. "A Study of the Relationships among Training Satisfaction, Job Performance, Job Characteristics and Person - Job Fit." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/07748261454199339129.
Full textAbstract:
碩士義守大學
管理學院管理碩博士班
101
The Enterprises facing environmental changes about funds, talents and technology at the present time. Enterprises must to find the competitive advantages through the accumulation of high-quality human capital by means of investment, development, and continuous learning and growth. If enterprises can implement effective job training, employees not only can enrich management knowledge and professional skills, but also to change staff attitude ,and then improving overall organizational performance. The purpose of this paper is to discuss the relationships among job training satisfaction, job performance, job characteristics and personal - job fit. In this study, questionnaires object is employees who were received job training, and collected 343 effective sample According to the result of this study, The job training satisfaction, job characteristics and personal-job fit with job performance is positively relationship. job characteristics and personal-job fit interference effect between job training satisfaction and job performance. Finally, according to the research results and to give advice, as managers and future researchers as a reference.
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(9779354), Anthony Barnett. "Monitoring training, performance and performance-related states in elite endurance athletes: A dynamic, idiographic, naturalistic approach." Thesis, 2010. https://figshare.com/articles/thesis/Monitoring_training_performance_and_performance-related_states_in_elite_endurance_athletes_A_dynamic_idiographic_naturalistic_approach/13458590.
Full textAbstract:
"This thesis examined the potential of dynamic linear models (DLMs) to assist in understanding training-performance relationships in elite endurance athletes. It also examined the methods currently used for the planning and modelling of training for peak performance and their limitations. Based on the review of literature, the context of this thesis was to examine how DLMs could potentially be used to enhance the understanding of the relationships between physical training, performance-related states and performance in individual elite endurance athletes and thereby assist in the planning of their training"--Abstract.
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Ting, Liu Hsiu, and 劉秀婷. "The study on the Relationships amongOrganizational Culture, Education Training andJob Performance- A Case Study of Moss Burge." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/y66as6.
Full textAbstract:
碩士正修科技大學
經營管理研究所
105
This study focuses on the relationship between the organizational culture and the education training and job performance of the food and beverage sector in the catering industry while exploring the differences and mutual influences between them. In this study, the middle managers of Mos Burger are studied. The questionnaire survey is a total of 200 questionnaires. 185 are recycled. The questionnaire recovery rate is 92.5%, of which there is a total of 183 valid questionnaires. Effective recovery questionnaires were at 98.92%. Data analysis, using SPSS 18.0 for Windows, was used for the descriptive analysis, t-Test analysis, and the single factor analysis of variance and regression. The conclusions are summarized as follows: 1.In the hierarchical aspects of the organizational culture, restaurant industry practitioners of the company encourage their staff to participate in cohesion, unity, and cooperation. They confidently strive to achieve the goal, but it is relative to the organization of the management in the job distribution. Power and responsibility are still somewhat different, as opinion exists. 2.In the innovative aspects of the organizational culture, restaurant industry practitioners will encourage employees to express personal ideas and opinions, if the degree of recognition is high. However, the organization immediately under the director will easily to accept new ideas and things, which emphasizes that innovation is more important than experience. In regards to the degree of recognition, some different views still exist. 3.The organizational of cultural support is arranged so that employees learn that the wrong degree of recognition is the highest. However, because this only pertains to the enterprise's security, the issue remains to be further explored. 4.In the education training of professionals, the restaurant industry practitioners' task in education and training courses helps to improve their work skills. However, it is relative to the education and training content simulation. The fact that the situation is in line with demand, and contributes to the practical application, makes it less confident. 5.In regards to work attitude, the restaurant industry practitioners recognize that training is the positive route to progress. However the education and training time can not match, and will weaken the attitude of self-learning that is there. The arrangements for training exist in the appropriate aspects of training. There is still some views and recognition that exists. 6.In regards to the organization's support, the restaurant industry practitioners in training are actively looking for progress if the method of recognition is high. However, when the organization is assigned to the task, the degree of recognition in learning knowledge and new skills can be found and it is more inconsistent. There is a contradiction between the identity of the catering industry practitioners, and it is necessary for them to take a more active approach to effectively plan personal work. 7.In the context of work performance, keeping the work site clean yields a high degree of attention. However in the planning of personal work, direction and progress is disturbed. 8.In regards to job performance, the work process will note that the safety and health issues are of the highest degree of recognition. However the efficiency of the workers is more confident. 9.The performance of the team, for a significant business, will be subjected to particularly increased attention. However, the expectations of a challenging job is expected to be low, indicating to the research practitioners that the degree of recognition is high in the importance of a major task. However being faced with the fact that they're being arranged for a challenging job is not confident.
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Chueh, Chang-Yu, and 闕昌玉. "A Study of the Relationships among Training, Organizational Learning and Organizational Performance of Knowledge-Intensive Business Services." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/76373754095127118427.
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碩士國立臺灣師範大學
社會教育學系
104
21st century is known as the era of knowledge, in the past decades, the industrial structure has transformed from labor-intensive into capital-intensive and knowledge-intensive in Taiwan. When the industrial structure changed into the knowledge-intensive business service, in other words, a business operation which rely heavily on professional knowledge, the talent and knowledge have become the critical key factors which a company’s value of innovation and learning ability relies. Thus, there are two ways to keep a company competitive and stay in prospered through time. First of all, training can make an organization more productive and promote job performance among employees. Secondly, an organizational learning can facilitate sharing in knowledge and experience within a company. Therefore, both training and organizational learning are indispensable implements to a company, especially in knowledge-intensive business service. The purpose of the thesis is to exam the relationship among training, organizational learning and organizational performance upon employees in one of Taiwanese knowledge-intensive business service, the banking industry, and hopes to provide recommendations to the managers with the research findings in the banking industry. This study adopted literature analysis, questionnaire method, and quantitative analysis. Data were collected from 323 bank employees, analysis process included descriptive statistical, sample structural, independent samples t-tests, and one-way ANOVA, next used structural equation model for data causality analysis, steps included multivariate normality tests, first-order and second-order confirmatory factor analysis, reliability analysis, validity analysis, offending estimates, full structural model analysis, and then did path analysis, impact analysis at last. The research findings indicated that bank employees in Taiwan’s knowledge-intensive business services should consider：(1) The higher quality of training, the better organizational learning will be. (2) Among 3 types of organizational learning, survival learning and benchmarking learning have more effective correlation with organizational performance than primacy learning. In the end, based on the findings of this research, three suggestions are proposed as following：(1) The enterprises should recognize as their core properties and competitive advantages, such as the situations they will probably face in the future, their employees who come from various background, and then adopt the most appropriate organizational learning type eventually. (2) The managers should connect training program with the organization’s vision, mission, and goals. Furthermore, the training program should be checked and adjusted regularly. (3) The enterprises should create an environment which is good for learning, communicating, and knowledge sharing, therefore the enterprises could transform employee’s personal knowledge, skills, and abilities into sharing properties of their own organization.
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Lin, Chihting, and 林芷婷. "A study on the relationships among cross-cultural training, international motivation and organizational performance in multinational corporations." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/09086885265452139932.
Full textAbstract:
碩士長榮大學
國際企業學系碩士班
99
With flourishing tides of internationalization, running a multinational business has become a way to improve enterprises’ organizational performance, it has relatively brought more challenges to multinational corporation managers, especially the impacts from cultural differences in host country. Therefore, expatriates play a key role between home country and host country, and cross-culture training is one of the important issues in IHRM. This study aims to explore the relationships among employees’ cross-culture training, international motivation, and organizational performance. Analyzing data collected from 203 respondents of Ziyong Enterprise, the study results indicate that (1)the cross-cultural training can effectively improve the organizational performance of subsidiaries; (2)the international motivation is positively related to the cross-cultural training and the organizational performance; (3)the employees’ cross-culture training and the international motivation have strong moderation effects on the profit growth, cost performance and sales growth. It is hoped that the outcomes of the study can be helpful to the theoretical development, and also offer suggestions and serve as reference to the management of multinational corporations.
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Hung-Mei, Chang, and 張鴻梅. "A Study of the Relationships among Training Performance, Career Self-efficacy, Job Satisfaction and Organizational Commitment on Bankers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/86901592421397479429.
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博士國立彰化師範大學
財務金融技術學系
102
According to the objective of “Golden ten years, National vision” of the government policy, the financial development has become necessary. The financial sector should actively use the training resources for strengthening human resource training and development, enhance financial services professional standards. Corporate training can improve employee’s career self-efficacy, job satisfaction, and organizational commitment. The purpose of this study was to explore the relationships among training performance, career self-efficacy, career satisfaction and organizational commitment on bankers. The method of this research used survey questionnaire. A total of 1,000 convenience samples were selected from central part of Taiwan’s bankers. Six hundred and twenty questionnaires were valid returns, with 62% valid return rate. The data used SPSS16.0 and AMOS20.0 software for statics analyses. 1. Bankers for training performance, career self-efficacy, job satisfaction, organizational commitment overall identity were close to satisfy. The ranking of the variables was career self-efficacy, training performance, organizational commitment, and job satisfaction. 2. The effectiveness of training performance for bankers had significant positive impact on amounts career self-efficacy, job satisfaction, organizational commitment; career self-efficacy had a significant positive impact on job satisfaction; job satisfaction had a significant positive impact on organizational commitment. 3. Bank employees' career self-efficacy had intermediate significantly affect between training performance and job satisfaction; job satisfaction had intermediate significantly affect between career self-efficacy and organizational commitment; job satisfaction had intermediate significantly affect between training performance and organizational commitment. 4. This study presents the effectiveness of training performance, career self-efficacy, job satisfaction and organizational commitment model. The effectiveness of training performance as independent variables, career self-efficacy and job satisfaction as intermediary variables, organizational commitment as the dependent variable, the analysis use AMOS20.2 with the requirements of SEM model fit indexes. 5. Training performance alone on the direct effect of the organization commitment was not large, but if coupled with career self-efficacy and job satisfaction of its positive effect on the indirect effects could be greatly increased. Job satisfaction and career self-efficacy mediating effect of organizational commitment the greater was job satisfaction.
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Chen, Yun-hua, and 陳芸樺. "The Relationships among The Social Capital and Co-training Performance : The Mediating Role of Degree of Top Managers Support." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/sh63sk.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
95
Many enterprises in Taiwan are in the medium or small.It is thus very common for them to have threshold and restriction in developing staff's education and training activities. In view of this, through the application of social capital, the organization that holds education and training activities together can get resources that is unreachable for a signal union. This study conducts research on people in charge of co-training activities and employs the investigation survey method in the questionnaire. Totally sixty-four effective samples are collected. This study uses hierarchical multiple regression to examine the relationships among the social capital and co-training performance and take the degree of top managers support as the mediating role. From the statistical analysis result, we found that the relationship between social capital and co-training performance is partly positive. The mediating role of the degree of top managers support is also partly positive with co-training performance. Finally,The result of this study could provide the suggestion on the practice and help enterprises to understand the key sucessful factor of co-training.
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Chung, Fei-Min, and 莊斐旻. "A Study of the Relationships Among Team Cohesion, Training Seress,and Athletic Performance The Cuse of Secondary School Hondball Team." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/26866425372310483883.
Full textAbstract:
碩士義守大學
管理學院管理碩士在職專班
101
For every sports team to have good performance in sports competition, the key lies in the close relationship between team cohesion and training stress. This study explores the effects of high school handball contestants’ team cohesion and training stress score (TSS) on their sports performance through literature review and questionnaire surveys. The research subjects for this study were high school handball contestants. A total of 268 valid samples were collected, excluding those that had not been collected and the invalid samples that had been removed. The research tools used here were team cohesion assessment, TSS and sports performance assessment (SPA). An analysis was conducted using the methods such as reliability test, factor analysis, descriptive statistics, Pearson product-moment correlation coefficient and multiple regression analysis. The research findings are as follows: (1) there is significant difference between different population statistic variables in team cohesion, especially those of different genders and training time , (2) there is significant difference between different population statistic variables in training stress, especially those of different genders, high school level of education, and training time, (3) there is significant difference between different population statistic variables in sports performance, especially those of different genders, high school level of education, number of years of training, and training time , (4) high school handball contestants’ team cohesion has significant effects on sports performance, among which team cooperation has significant positive effects on sports performance related to national Chung Cheng Cup and Tie Zhen Cup, and (5) high school handball contestants’ training stress has significant effects on sports performance, among which organizational communication has significant negative effects on sports performance related to national Tie Zhen Cup. Based on the aforementioned conclusion, this study proposes the following suggestions: (1) maintain proper communication to improve team cohesion, (2) adjust training models to enhance communication abilities, (3) use team cohesion well to boost sports performance, and (4) adjust contestants’ training stress in a timely manner.
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Yang, Chun-Yu, and 楊純瑜. "The Relationships among Motivation Factors, Learning Organization, Training, Individual Career Planning and Job Performance – The Empirical of A Insurance Company as Example." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/nb68cc.
Full textAbstract:
碩士國立高雄應用科技大學
企業管理系碩士在職專班
100
Taiwan's insurance market is becoming mature. The performance of insurance sales is impacted by the financial environment changes, the demographic changes, demand divarication and become more competitive. In order to achieve the performance, insurance companies not only to apply high incentive bonus, but also try to figure out the other best strategy to stimulate job performance. This study is to investigate the correlation among the motivation factors, learning organization, training and education, employee career planning and work performance for the life insurance sales. This study conducted a questionnaire survey from A insurance company, the survey issued a total 590 questionnaires and returned with 450 valid questionnaires. The findings are: First, the incentives have partial positive impact on job performance; Second, the incentives have partial positive impact on the learning organization; Third, learning organization has partial positive impact on job performance; Fourth, learning organization has mediating effect on motivational factors and job performance; Five, education and training has moderated effect on the relationship between motivational factors and job performance; Six, individual career planning doesn’t have moderated effect on the relationships between motivational factors and job performance. Finally, based on the findings the study suggests the implications of research and management practices and recommendations for future research.
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Chao, Yu-Te, and 趙育德. "A Study of the Relationships of Firefighter’s Workload ,Exercise habits ,and Yearly Training Performance --- A Case Study of Taichung City Fire Bureau." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/b5n58k.
Full textAbstract:
碩士臺中技術學院
事業經營研究所
97
After receiving reports, the firefighters must immediately go out on duty. Any actions at this time must be fast, accurate and efficient. Therefore, the firefighters are not only under high-pressure situations at any time, but must have sufficient physical fitness to deal with the emergency situation. However, firefighters must be 24-hour standby, so they have less time to engage in recreational movement and physical exercise. This research collect the 2008 semi-annual yearly training performance (3000-meter run, push-ups, weight training, weightlifting, sit-ups, horizontal bar gymnastics, shuttle run) ,basic personal information , workload, and exercise habits of the firefighters of Taichung City Fire Bureau, and using statistical methods to analyze. In addition, the researchers try to interview the firefighters who have better yearly training performance, in order to further understand their exercise habits and self-training methods. Important findings of this study are as follows: 1. There are a significant correlation between firefighters’ BMI value and yearly training performance. 2. Female firefighters are significantly less than male firefighters in need strong campaign muscle items (push-ups, weight training, weightlifting, sit-ups, horizontal bar gymnastics, shuttle run), but they are no significant differences with male firefighters in the endurance item (3000-meter run). 3. The firefighters with no smoking habit have better yearly training performance than the firefighters with smoking habit. 4. "A" group of firefighters often showed better performance in the most items of yearly training. 5. The degree of firefighter more popular exercise, the higher the degree of spontaneous movement. 6. 53.2% firefighters equally exercise at least 3 times every week. 7. Firefighters are engaged in physical exercise can be divided into the following seven categories: 1, running; 2, ball games; 3, swimming; 4, riding bicycle; 5, weight training; 6, mountaine climbing; 7, walking; 8, others. 8. The group of medium workload has better yearly training performance than the group of less workload. Results of this research could provide references to firefighters and in planning the duty of firefighters.
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CHOU, Chu-Chao, and 周主照. "Using Data Mining Techniques To Explore The Relationships Between Education Training And Performance of Nursing Staff -- A Case Study of a Medical Center." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/18423554371264346534.
Full textAbstract:
碩士中國醫藥大學
醫務管理學系碩士在職專班
99
In a highly competition medical environment, enhancing the performance of nursing staff effectively is one of the important strategies of human resources management. In this study, databases from a medical center are used for analysis. These databases include nursing staff performance appraisal database and nursing education training database. Data mining technology is employed to explore the relationships between education training and performance, and to discover the potential influence factors Data mining methods used in this study include classification and association rules to discover relative knowledge. Two decision trees (CART and CHAID) and Apriori algorithm are employed. Data collected from 2007 to 2010 are used for this study. Predicting variables include age, working experience, education, nursing rankings, department, curriculum category, training hours, and appraisal. The results show that nurses who take educational training hours more than 98.75 and who have higher professional levels achieve better performance. Curriculum categories including Teaching and Learning, Research and Development, Administrative Management, Spiritual Education and Self-development affect performance of nursing staff. Community-based care category has relationships to Human Relationship, Team Spirit/Leadership, and Execution/Planning Competence. In conclusion, nursing staff who take Advanced Capability Education will help them achieve better performance. Therefore, It is important to encourage nurses to attend the Advanced Capability Education and obtain an advanced competence. In curriculum category, nursing staff should also attend Research and Development, Administrative Management, and Spiritual Education courses to develop various abilities in addition to nursing professional courses. In this study, there is a relationship between nursing educational training and performance. Therefore, hospitals need to provide a systemic plan for nursing educational training. Then, the performance of nursing staff can be improved effectively and developed comprehensively in nursing career.
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Lai, Gu-Fang, and 賴谷芳. "The study of relationships among the CPA Firm''s Human Leverage,On-Job Training and it''s Financial Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/31013387343245196355.
Full textAbstract:
碩士淡江大學
會計學系碩士班
100
Base on the characteristics of professional service firms, human capital is generally known as one of the more important assets in CPA firms, and has played the crucial key role in affecting operating performance of CPA firms. Furthermore, CPA profession is typical industry in the knowledge economy, which contains professional knowledge-intensive and labor-intensive property. No matter it is in audit quality aspect or in operating performance, both are depended on the investment of human capital. Therefore, human capital plays a decisive role in CPA firm. However, the effect of human capital on the firms’ operating performance is still not consistently defined in the literature. This deserves to endeavor further, thus, using the Top 30 CPA Firms from year 1989 to year 2009 in the Taiwan Economic Journal (TEJ) dataset, this paper attempts to examine the effects of human leverage and on-job training on the operating performance of CPA firm. The findings indicate that on-job training has a significantly positive effect on operation performance of CPA firms. The results also suggest that the human leverage has a mediate effect on CPA firms’ operating performance through the input of on-job training. According to the nature of audit work, it is schemed and managed by audit staff in CPA firms. It is suggested that CPA firms need to take serious consideration of on-job training input to promote their human capital. By doing so, the audit quality can be advanced, and further the firm’s operating performance can be improved.
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WANG, RU-YIH, and 王茹薏. "A Study of the Relationships Among Training Effectiveness, Person-Environment Fit and Job Performance - A CaseStudy of Talent Quality Management System (TTQS)-based enterprises." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/dsq87r.
Full textAbstract:
碩士國立高雄師範大學
事業經營學系
107
With the change in the competitive type, human capital has become a key factor in organizational innovation and development. To allow members to fit the changes in organization, the organization started to organize educational training courses, to increase the adaptability of employees and strengthen the competitiveness of the organization's human capital. Although educational training can equip employees with professional knowledge and skills, but it often takes a lot of time and cost. Therefore, the management of education and training are more important than before. Talent Quality-management System (TTQS) encourages enterprises to introduce systematic education and training quality management. To manage the process of plan, design, do, review and outcome so as to achieve the goal set by the enterprise and reduce the waste of resources. This study attempts to explore the successful introduction of TTQS companies to understand the training effectiveness of their employees, personal-environment fit and job performance, and sample the 50 employees of two gold medals, two silver medals and two bronze medals with the convenience of stratification for collection 229 usable samples. The results showed that： 1. Effectiveness of education and training of employees have significant positive impact on their job performance. 2. The fit between employee and job has a significant positive impact on their job performance. 3. The fit between employee and the environment has an intermediary effect on the training effectiveness and job performance.
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Peng, Jian-Hau, and 彭建豪. "A Study of the Relationships among Individual Profile, Training and Development, and Performance Evaluation for Life Insurance Salesmen：Take One Life Insurance Company as An Example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/45715255574170621100.
Full textAbstract:
碩士淡江大學
保險學系保險經營碩士在職專班
97
In the domestic life insurance market, for dealing with the influences of the complicated integration of the marketing channel and marketing demands of the finance products in recent year, raising the service quality and performance achievement, as well as training high quality manpower and raising the retention rate of salesmen, all of the insurance companies invest a lot of resources into agency training of salesmen in order to improve the growth of performance of insurance companies and salesmen, and avoid the reducing of service quality to the assured clients. Therefore, one aim of this research is mainly aimed to study the relatives between agency training effect and business performance. All of the insurance companies may provide variety of training courses for salesmen, but the trainees’ performance achievement were always positive or perform their tasks more efficiently. Therefore, in order to offer the related life assurers some suggestions and directions of the solution about this problem, the research is also aimed to the relationship among Individual Profile, the focused personality fit includes the salesmen’s gender, education degree ,age ,region and last occupation , and Performance Evaluation. The goals of this research include:1.The receiving of educational training and performance evaluation. 2.Salesmen’s personality fit and the educational training. The Relationships among Individual Profile, Training and Development, and Performance Evaluation for Life Insurance Salesmen of “A” life insurance company was employed for this study. The specific conclusions are as follow:1.The retention rate of new financed agents is lower than other new agents.2.The financed agents’ performance is better than other new agents.3.As far as education is concerned, the higher education degree new agents’ performance is much better.4.The older new agents’ performance is much better.
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Hui, Lu Chia, and 盧佳慧. "A Study on the Relationships among Knowledge Management、Situational Factors、Professionals’ Core Competencies and Job Performance─Taking the Vocational Training Centers and Employment Service Centers as example." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/48031115202669991838.
Full textAbstract:
碩士大葉大學
工業關係學系碩士班
92
Facing the advent of the knowledge-based economy, enterprises realization that the continuous competitive advantages are no longer land, labor and capital, but have been replaced by knowledge capital such as intellectual and innovation. Therefore, using individual variable, situational factors, professionals’ core competencies as independent variables, knowledge management as interfered variable, and job performance as dependent variable to probe into the relation among the situational factors, professionals’ core competencies, knowledge management and job performance. Furthermore, using knowledge management as interfered variable to investigate the effect of interference to situational factors, professionals’ core competencies on job performance. This research was using the method of questionnaire survey together with various kind of satistic analysis and got the important discoveries are stated separately as follows: 1.The different individual variables to knowledge management and professionals’ core competencies comes out a partly remarkable discrepancy. 2.Knowledge management, professionals’ core competencies, situational factors and job performance reveals outstanding positive relation. 3.The interaction of situational factors and knowledge management reveal interference effect to the job performance. 4.The interaction of professionals’ core competencies and knowledge management reveal interference effect to the job performance.
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王郁榕. "A Study on the Government Institute of Relationships among Learning Organization, Organization Communication, Personal Factors and Training Performance－Water Resources Agency, Ministry of Economic Affairs as an Example." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/57590225847255777082.
Full textAbstract:
碩士國立彰化師範大學
商業教育學系
91
With the coming of knowledge-based economy, Taiwan government is eager to establish a learning government to improve the whole country. The study was based on the Water Resources Agency, Ministry of Economic Affairs by purposive sampling. The purposes of the study were to understand the training implementation present situation of the case government institute, and to explore the relationships among learning organization, organization communication, personal factors and training performance. The study methods included literature review, questionnaire and in-depth interviews. The questionnaire subjects included 350 members of the case government institute with 72.3% valid return rate. The data were submitted to descriptive statistics, t-test, ANOVA, Pearson correlation, Kruskal-Wallis test and multiple stepwise regression. According to the findings, the conclusions were summarized as follows: 1. The results of the study that the Water Resources Agency had an almost well-rounded training performance and was eager to plan future development objectives. 2. The factors that case government institute perceived the highest factors were ”improving mental models”, ”official communication”, ”self-efficacy” and “learning” of the training performance. 3. Those who were under 35-year old had lower perceptions at “learning organization” and “personal factor” domains than the others. 4. There were significance positive correlation among “learning organization”, “organization communication”, “personal factors” and ”training performance” domains. 5. ”learning organization”, ”organization communication” and “personal factors” domains had higher predictability on training performance. Finally, recommendations based on the findings and conclusions, the case government institute should focus on the improvement of evaluating training efforts and the establish of performance appraisal system and building shared vision, in order to achieve personal and organization goals.
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陳麒任. "A Study of the Relationships among the Education Training, SOP, Knowledge Inertia and Job Performance－A Case Study of Firemen in Kaohsiung City, Kaohsiung County, and Ping Tung County." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/18201885408252107658.
Full textAbstract:
碩士高雄師範大學
人力與知識管理研究所
98
Abstract This research examined the relationship among the education training,standard operation procedure(SOP), knowledge inertia and job performance of the firemen. The research adopted questionnaire investigation, the firemen in Kaohsiung City, Kaohsiung County,and Ping Tung County were targeted, and 655 questionnaires were sufficient as the result of 80.5% return rate. All the data were analyzed by the statistics software-SPSS version, and including descriptive statistics analysis, factor analysis, reliability analysis, Pearson’s correlation analysis, andregression analysis. By the results of this study, conclusions are summed as the followings: 1. Education training has partly positive relations with job performance. 2. SOP has fully positive relations with job performance. 3. It has not revealed that knowledge inertia has negative relations with job performance. 4. The knowledge inertia has partly mediating effect on the relations between SOP and job performance. 5. The knowledge inertia has partial significant moderating effect on the relations between education training and job performance. According to the results of questionnaire survey to induce the conclusions and suggestions of the research hypothesis, the implications of the findings for practice and further researches are discussed.
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Wang, Yung-Tsi, and 王永才. "The study of the relationship among insurance agents’training attitudes, training satisfaction, training identification, and training performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/05956574099182921127.
Full textAbstract:
碩士淡江大學
保險學系保險經營碩士在職專班
98
The financial insurance and information are very prosperous in this era. There is no necessary to obtain insurance merchandise through the insurance agent channel now. After the banking insurance well prosperous, the insurance agent is no longer using the traditional way just like favor insurance chain to achieve the individual or corporate required business achievement. As the insurance broker and insurance agent are so prevalent, so the only way is to spread out the difference between the others is to promote the personal profession. This is the effective way to obtain customers’favorable impression. Therefore, the insurance corporation should establish the integrated and professional education and training programs to cultivate more professional insurance agent. Through the serious education and training courses, the insurance pioneer will accumulate strength rapidly and be able to serve more customers. That’s why the importance of education and training are just like the lifeline of the insurance corporation. The well insurance education and training not just cost down the human resources fee, it''s also increase the profit. Therefore, this study focus on the relationship among insurance agents’training attitudes, training satisfaction, training identification, and training performance. The insurance agent of both C company and N company are used to be the research objects. This study using statistics techniques to analyze the survey results such as multiplr regression,t-test, and one-way ANOVA and obtain the conclusion as follows: 1. There are significant influences on training satisfaction and identification by agents’ training attitudes to corporation’s insurance education and training policy. 2. There are significant influences on training satisfaction and identification by agents’ training attitudes to corporation’s insurance education and training policy by both N and C insurance companies. 3. There are significant differencs on training attitudes, satisfaction, and identification between N and C insurance companies. 4. There are significant differencs on training attitudes, satisfaction, and identification by different demographic variables of agents. 5. There are significant differencs on training satisfaction, and identification by different performances of agents.
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Kung, Kai Jie, and 龔楷傑. "The Relationship Among Entrepreneurship, Training Transfer and Business Performance." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/v83ur2.
Full textAbstract:
碩士長庚大學
商管專業學院
104
The purpose of this study is to examine the effect of entrepreneurship on business performance, and to investigate the mediating effect of training transfer on the relationship between entrepreneurship and business performance. The survey was conducted with 180 valid samples obtained. The result indicated that entrepreneurship has positive influence on business performance, entrepreneurship is significantly related to business performance, and training transfer is significantly related to business performance. However, training transfer has mediating effect on the relationship of entrepreneurship and business performance. The perception of leaders with entrepreneurship is more than those without entrepreneurship. Leaders with entrepreneurship are also willing to try new strategy and create new experience for obtaining the goal of the company.