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Dissertations / Theses on the topic 'Work Efficiency and Job performance'

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Published: 5 June 2025
Last updated: 16 July 2025

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1

Rannona, Moleko Victor. "The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.

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2

Aqsa, Aqsa. "A self-determined perspective on organizational politics and work outcomes : exploring individual and contextual dynamics." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1029.

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L’objectif de la recherche (dans le cadre de trois études empiriques) est d’expliquer comment la perception du contexte organisationnel politique peut être mobilisée pour améliorer la performance et la pro-activité des employés et pour réduire leurs intentions de démissionner. Notre approche théorique s’inscrit dans la théorie de l’auto-détermination (Deci & Ryan, 2000) et s’appuie sur la théorie de la conservation des ressources (Hobfoll, 2002) ainsi la théorie dite de « Human Agency » (Bandura, 2006), et la science de la psychologie positive (Seligman & Csikszentmihalyi, 2014). Une é
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Aqsa, Aqsa. "A self-determined perspective on organizational politics and work outcomes : exploring individual and contextual dynamics." Electronic Thesis or Diss., Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1029.

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L’objectif de la recherche (dans le cadre de trois études empiriques) est d’expliquer comment la perception du contexte organisationnel politique peut être mobilisée pour améliorer la performance et la pro-activité des employés et pour réduire leurs intentions de démissionner. Notre approche théorique s’inscrit dans la théorie de l’auto-détermination (Deci & Ryan, 2000) et s’appuie sur la théorie de la conservation des ressources (Hobfoll, 2002) ainsi la théorie dite de « Human Agency » (Bandura, 2006), et la science de la psychologie positive (Seligman & Csikszentmihalyi, 2014). Une é
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4

Jensgård, Håkan. "Counterproductive work behavior or just negative job performance?" Thesis, Stockholm University, Department of Psychology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-28152.

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5

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

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To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performanc
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6

Moomaw, Michael E. "Work and nonwork stress : effects on job performance." Diss., Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/30287.

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7

De, Iaco Gilda Assunta. "The consequences of shift work : job performance, job satisfaction, and social life." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40190.pdf.

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Wu, Hui Chin. "Working towards an integrative job performance taxonomy /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16276.pdf.

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9

Esson, Patrice L. "Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/9959.

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With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. Th
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Kiburz, Kaitlin Kiburz. "A Closer Look into Remote Work: Examining Resources within Remote Work Arrangements with Outcomes of Job Performance and Work-Family Conflict." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6275.

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Remote work has become a popular topic within organizations and the popular press. However, academic research has been inconclusive as to whether remote work is related to benefits of increased job performance and lessened work-family conflict. This study examined remote work resources to gain an in-depth understanding of how remote work relates to job performance and work-family conflict. One hundred fifty-one salespeople participated in two time-lagged surveys regarding remote work resources (autonomy, feedback, access to information and interaction with one’s supervisor), outcomes (subjecti
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11

Hunt, Steven Thomas. "Generic work behaviors : the components of non job-specific performance." Connect to resource, 1994. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1144852871.

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12

Singleton, Judy Lynn. "ELDER CAREGIVING: THE IMPACT ON PAID JOB PERFORMANCE." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin990709904.

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13

Rabie, Gerhard Hendrik. "Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik Rabie." Thesis, North-West University, 2005. http://hdl.handle.net/10394/880.

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The global shortage of registered nursing practitioners is widely reported in the literature. This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students graduating from nursing education programmes, more nurses leaving the profession shortly after completion of their studies, and other factors. Burnout amongst registered nurses may contribute to the above and can also serve as an indication of the reason these shortages in the nursing profession occur. The South African National Defence Force (SANDF) is also affected by the shortage of registered nurses. Th
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14

Kessler, Stacey R. "The effects of organizational structure on faculty job performance, job satisfaction, and counterproductive work behavior." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001945.

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15

Poncheri, Reanna Maureen. "The Impact of Work Context on the Prediction of Job Performance." NCSU, 2006. http://www.lib.ncsu.edu/theses/available/etd-03212006-203139/.

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Although it is widely accepted that individual behavior is determined by person and situation characteristics, much research in the domain of job performance focuses more on person variables, while focusing less on the role of the work context. This study shows that elements of the work context (i.e., job/task characteristics, resources, and social relationships) explain variance in self ratings of task performance, organizational citizenship behavior, and counterproductive work behavior above and beyond what can be explained by two individual difference predictors (i.e., general cognitive abi
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Nuñez, Seana Maria. "The effects of procedural justice and work overload on job performance." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3052.

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This thesis explored the relationship between work overload and procedural justice on job performance. It used planned comparisons to test three hypotheses, which were tested by having the participants (N=132) randomly assigned to groups and perform a proofreading task in two timed intervals. The study design used quantitative methodologies and the procedures and measures were piloted before data collection. A participant exit survey was also employed. Suggestions for future research and study are discussed. The proofreading samples, the exit survey questions and the Mini-Marker Personality In
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17

Munton, Lynne Kerry. "The effects of night work and task diversification on efficiency of performance." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1018253.

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This study investigated the effects of night work on performance efficiency. Night work is generally acknowledged to impair performance, yet much research has contradicted this assertion. The feasibility of including brief periods of physical activity to stimulate arousal within mentally demanding work shifts was also evaluated. Thirty six postgraduate volunteers were assigned to either the cognitive tasks (CT) or cognitive and motor tasks (CMT) group. All subjects performed three psycho-motor tests, using the Vienna Test System, at midday and midnight. The CMT group performed a short cycling
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18

Owens, Courtney Elizabeth. "Development of a model of work-personality." Thesis, University of Manchester, 2019. https://www.research.manchester.ac.uk/portal/en/theses/development-of-a-model-of-workpersonality(0f2e4027-3bac-4200-b6b6-29597fbfabeb).html.

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Personality is important to job performance; meta-analyses published over the years repeatedly showed that self-rated personality traits can significantly predict overall job performance (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001). Despite their significance, these same meta-analyses, generally showed personality only had a small effect on overall job performance. The exception was conscientiousness, which had a less than medium effect. However, there is also a growing body of evidence suggesting that other-ratings of personality can show higher concurrent validities than self-ratin
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19

Bogdanova, Alla, Helena Enfors, and Simona Naumovska. "Work Environment Stressors - The link between employees’ well-being and job performance?" Thesis, Jönköping University, JIBS, Business Administration, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1303.

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<p>Background: Employees are the human capital which contributes to the success and de-velopment of a company to a great extent. Thus, these days, companies do not see them only as factors of production from the classical perspective, but have started to value them as stakeholders and partners with whom long-term goals are achieved together.</p><p>Problem Discussion & Purpose: Researchers realized the need of companies to deal with employees, and for that reason, there has been great time and effort spent on studies con-cerning the relation between job satisfaction and job performance. However
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20

Manderson, Cameron Carlton-Gregory. "Life stress, work stress, and job performance| Does conscientiousness make a difference?" Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1567953.

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<p> As organizations become increasingly complex, research into the sources and effects of employee stress is increasingly warranted. The present study examined the relationship between personal life stress, work stress, and job performance. In addition, the role of conscientiousness as a possible moderating variable was analyzed. Several studies regarding the relationship between stress and work performance were reviewed. In the present study, participants completed measures of life stress, job stress, and personality. Supervisors rated the job performance of participants. A significant relat
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21

Ab, Wahab Mastura. "The impact of Islamic work values on employees' job performance in Malaysia." Doctoral thesis, importedStudentThesis, 2012. https://researchprofiles.canberra.edu.au/en/studentTheses/e896be7e-ad51-4fea-bd60-a839ebddc421.

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22

Graso, Maja. "Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance." Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/M_Graso_051508.pdf.

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23

Dagosta, Joseph William. "Attitude strength and situational strength as moderators of the job satisfaction – job performance relationship." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1595538232053425.

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24

Latif, Humaira. "Psychological capital and work engagement in relation to job performance among Pakistani teachers." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/43492/.

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This thesis examines associations between positive psychological capital (PsyCap), work engagement, and performance among teachers in Pakistan. A sequential mixed methods design was applied that involved two studies. The first involved a cross-sectional survey of Pakistani teachers (N = 675) that sought to quantitatively establish the nature and strength of relations between PsyCap, work engagement, and job performance. The second was a qualitative study that involved six focus groups with the intention of discursively examining the mechanisms linking PsyCap, work engagement, and job performan
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25

Miller, Peta, and Miller@dewr gov au petajohnmiller@bordernet com au Peta. "THE HUMAN COSTS AND BENEFITS OF WORK: JOBLOAD, SELF-PERCEIVED PERFORMANCE, AND EMPLOYEE WELLBEING." La Trobe University. School of Human Biosciences, 2004. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20070319.145144.

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The primary purpose of this project was to investigate some relationships between workload and employee wellbeing. The necessary first stage was to formulate a theoretical framework � the JobLoad Model � to support a comprehensive and detailed investigation of the main factors that contribute to a job's workload. Building on the ergonomics concept of �workload�, this Model incorporates task- and job-level factors that have been identified within the research literatures of physical and cognitive ergonomics as important; additional constructs were added to take account of additional factors s
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26

Salomonsson, Louise. "Systematisk Arbetsmiljöutbildning i en svensk kommun." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-9998.

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Arbetsmiljöverket har under 2008 och 2009 gjort inspektioner hos Hudiksvalls kommun. Arbetsmiljöverket konstaterade i samband med dessa inspektioner att chefer och arbetsledare saknade kunskaper om arbetsmiljölagen och dess föreskrifter. En utbildningsplan inom kommunen var lagd under 2009 för att rätta till dessa brister. Hudiksvalls kommun har en önskan att veta om utbildningen i det systematiska arbetsmiljöarbetet gav förbättrade kunskaper inom området. För att ta reda på om utbildningen gav förbättrade kunskaper har en undersökning gjorts mellan två grupper, varav den ena inte har gått arb
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Wilson, Kathlyn Y. "An exploration of the underlying meaning of job performance ratings for different ethnic groups." Connect to this title online, 2003. http://rave.ohiolink.edu/etdc/view?acc%5fnum=osu1064344977.

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Thesis (Ph. D.)--Ohio State University, 2003.<br>Title from first page of PDF file. Document formatted into pages; contains xiv, 169 p.; also contains graphics. Includes abstract and vita. Advisor: Robert Billings, Dept. of Psychology. Includes bibliographical references (p. 148-159).
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Cornejo, Jessica M. "An Examination of the Relationships among Perceived Gender Discrimination, Work Motivation, and Performance." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2090.

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Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study us
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Bollar, Suzanne L. "The impact of organization culture on employee work attitudes, readiness for change, and organizational performance." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/28970.

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Newness, Kerry A. "Exploring Calling Work Orientation: Construct Clarity and Organizational Implications." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/980.

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Employees maintain a personal view toward their work, which can be referred to as their work orientation. Some employees view their work as their life’s purpose (i.e., calling work orientation) and they tend to be 1) prosocially motivated, 2) derive meaning from work, and 3) feel that their purpose is from beyond the self. The purpose of the current dissertation was to differentiate calling work orientation from other similar workplace constructs, to investigate the most common covariates of calling work orientation, and to empirically test two possible moderators of the relationship between c
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Hahn, Lena Johanna. "Relational coordination as a predictor of organisational quality and efficiency outcomes and the mediating role of work engagement and job satisfaction: a healthcare data analysis." Master's thesis, 2021. http://hdl.handle.net/10362/123532.

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The purpose of this study is to investigate the impact of relational coordination on different organisational performance outcomes (perceived and objective) through an analysis of the mediating role of work engagement and job satisfaction. The study utilizes data gathered by Albuquerque (2017)in a large Portuguese hospital and tests the validity of two serial mediation models. Using bootstrapping, the results reveal that relational coordination is positively associated with perceived performance. Work engagement and job satisfaction partially mediate
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Chia-LinKung and 龔嘉琳. "Work Stressors, Work Family Conflict and Job Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/97838423004987586153.

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JHUANG, YU-HUA, and 莊宇樺. "A Diary Study of TASW, Work-Family conflict, Job stress,Job performance and Work engagement." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/15351147687422207327.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>104<br>This study explored the relationships among TASW, Work-Family conflict, Job stress, Job performance and Work engagement. There are two research questions:(1) The relationship between TASW, Work-Family conflict, Job stress, Job performance and Work engagement.(2)The relationship between TASW and tomorrow Family-Work conflict ,tomorrow job stress ,job performance and tomorrow work engagement. Use the spillover theory. Diary study was used to collect 34 full-time workers who use smart phone for 15 consecutive days. First, send the individual level questionnaire t
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Lin, Yu-Ju, and 林育如. "Police staff's work values impact on job performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/58717685027205323891.

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碩士<br>國立勤益科技大學<br>工業工程與管理系<br>101<br>This study aimed to explore the police force’s work values impact on job performance. We used two research methods including document analysis and questionnaires; subjects including the Bureau of Police in Taichung City, Miaoli County, Nantou County and Changhua County. By using the purposive sampling method, we collected 500 observed data.After removing 96 invalid questionnaires, 387 valid samples remained, using SPSS and AMOS software for data analysis. In this study, the latent variable composition of the dimensions of reliability (CR) and the Cronbach α
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Kao, Yu-Wen, and 高郁雯. "The effects of Job demand-control model and work motivation on job performance." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/66383201841633015048.

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碩士<br>國立彰化師範大學<br>人力資源管理研究所<br>93<br>In order to cope well with the global economic challenges, enterprises are increasing employees’ job demand to drop labor cost. This makes us want to understand if organizations increase employees’ job control and employees’ work motivation, job demands would influence employees’ job performance. The study obtained 6 purposive sampling electric companies from “Top 1000 Manufacture Companies in Taiwan” by Commonwealth Magazine in 2004. Totally, 317 questionnaires were sent out, and 218 valid questionnaires were responded, the valid responded rate is 68.77%.
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Chen, Ting-Di, and 陳婷迪. "The Effect of Personality Traits, Work Values and Job Stress on Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/23x877.

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碩士<br>國立臺中科技大學<br>企業管理系碩士班<br>105<br>In order to confront the phenomenon of “enter the workforce lately and retire early”, the matchmaking platform which was provided by the public employment service also needs to keep pace with the times. Therefore, the missions of the employment service staff are to adjust the supply and demand of the labor force and to enhance the capacity of recognition with respect to the industry knowledge to the unemployed person. By this way, it can promote the economic prosperity and increase the rate of employment. This study aims to investigate the effect of person
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Sukhtumur, Dulguun, and 蘇安. "EXPLORING RELATIONSHIP BETWEEN HIGHPERFORMANCE WORK SYSTEMS ANDEMPLOYEE’S JOB PERFORMANCE." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/17006494923365670635.

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碩士<br>國立聯合大學<br>管理碩士學位學程<br>102<br>Extant research on high-performance work systems (HPWS) has principally examined the effects of HPWS on company-level performance from a macro perspective and mostly in hospital and manufacturing settings. This study will explore how employees’ perceptions of HPWSs mediate the linkages between actual HPWSs and employee performance, especially focusing on the employee performance of Mongolian insurance industry. Two indicators of cross-impact have studied namely psychological well-being (PWB) and perceived organizational support (POS) of the overall performanc
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Park, Kyoung-Ok. "The effects of social support at work on job demands, job control, depression, job performance, and absenteeism." 2002. http://purl.galileo.usg.edu/uga%5Fetd/park%5Fkyoung%5Fo%5F200208%5Fphd.

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LO, CHUNG-MIN, and 羅宗敏. "The effects of involvement work system on individual job performance and organizational performance." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/94504527391017273457.

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博士<br>國立臺北大學<br>企業管理學系<br>92<br>As a perspective of system theory, this study defines the employee-centered human management practices as 「involvement work system」. The main purposes of this dissertation are to examine (1) how human resource management practices of involvement work system affect individual job and organizational performance. (2) how involvement work system affects job and organizational performance. (3) whether involvement work system affects individual job performance through organizational commitment and the moderation of growth need on individual level. (4) whether involve
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Chiang, Shih-Shan, and 江志山. "The Relations among Core Competency, Work Motivation and Job Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/63955128302760612673.

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碩士<br>國立臺灣師範大學<br>科技應用與人力資源發展學系<br>103<br>Job performance has been the company's most important issue, and many factors affect job performance, many scholars have found that job performance results from job competency and work motivation. The major purpose of this study was to understand the relations among core competencies, work motivation and job performance, as well as to explore the explanatory power of the core competencies and work motivation to job performance. The result can serve as a reference for the case company in this study and its similar company its for better management. Empl
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"Development and test of a work satisfaction-job performance framework." Tulane University, 1999.

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Previous job satisfaction-job performance literature has not systematically attended to key aspects of an integrated individual difference framework for studying relationships between satisfaction and performance variables. Addressing these issues is of primary importance to researchers' abilities to understand and accurately quantify the inferences drawn from measures of satisfaction and performance. The primary purpose of the present study was to delineate a work satisfaction-behavioral performance theoretical framework and evaluate the generalizability of hypothesized relationships within t
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Wu, Szu-Hsien, and 吳思嫻. "The Influence of Work Stresss on Task Performance through Job Engagement and Work Alienation." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/72026089444530398073.

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碩士<br>國立東華大學<br>國際企業學系<br>100<br>The topic of stress is one of the oldest in organizational psychology and one of the more enduring. The past research about stress wasn’t distinguished, but this study uses two work stressor－challenge stressors and hindrance stressors to test more relationships. However, literature had indicated that how the work stressors influence the task performance wasn’t clear yet. The objectives of the study are proposed (1) challenge stressors are posited to influence task performance through job engagement ; (2) hindrance stressors are posited to influence task per
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YANG, YA-HUI, and 楊雅惠. "Study of Relationships among personality traits, work values, job satisfaction and job performance--The postal employee in Tainan districtStudy of Relationships among personality traits, work values, job satisfaction and job performance--The postal emp." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/21215298369216961538.

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碩士<br>南台科技大學<br>高階主管企管碩士班<br>98<br>Rapid changes in society and information technology, and economic liberalization, internationalization and other factors make many State-owned enterprises suffered an unprecedented challenge. These state-owned enterprises in the privatization process, have experienced some interests of employees, equity asset allocation, oversight mechanisms of communication and adjustment. Chinese Post has a similar impact, so traditional business of Chinese Post are also received many pressures from the growth of private mail delivery busines, including computer operations
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Lai, Chia-ying, and 賴佳瑩. "A Study on the Relationships among Job Characteristic﹐Job Involvement, Work Value and Job Performance of Dispatched Workers." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/33269483803193770777.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>93<br>To reduce cost and increase competition, enterprises either adopt outsourcing of non-core projects to professional companies, or hire more temporary employees. Under the enlarging demands of labor flexibility, dispatched agency becomes the result of flexible human resource using. As a newly risen service industry, dispatched agency holds great influence on productivity and business performance of enterprises. Since dispatched work arrangement and dispatched workers’ attitude effect the result of human resource flexibility, with the point of view of job characte
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Wen, Kao Chung, and 高崇文. "A Study of Work Locus of Control, Job Characteristics, Job Satisfaction and Job Performance on the Noncommissioned Officers." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/51146130320326025521.

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碩士<br>義守大學<br>工業管理學系碩士在職專班<br>101<br>This research used the noncommisioned officers at the maintenance factory of air force as the major object to investigate the relationship among the locus of control , job characteristics, job satisfaction , and job performance. A survey was conducted and SPSS statistical software were performed to the collected data of 140 valid questionnaires. Such statistical analyses as descriptive statistical analysis, reliability analysis , t-test, Pearson correlation and regression were used for testing the research hypotheses. The reserarch findings were summed as f
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46

Chiu, Li-Wen, and 邱麗雯. "A Study of Motivation, Job Involvement, Job Stress and Work Performance of Insurance Agencie’s Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/kerf3b.

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碩士<br>康寧大學<br>資訊傳播研究所<br>105<br>As the average life expectancy of the people increases, the population ages and the birth rate shrinks, it is generally acceptable for individuals or families to buy insurance. So, there is a great public interest in choosing an excellent insurance company that provides professional, sincere service. However, looking at all insurance companies, the turnover rate of 13 months of the professional agents is fairly high, and the public perception of insurance companies is unfavorable. Thus, the study intends to show and discuss how to reduce insurance agent turnover
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Chen, Szu-wei, and 陳思瑋. "The Evaluation of Work Values, Job Satisfaction and Job Performance-a case in insurance industry." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/87475469757015769264.

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碩士<br>國立成功大學<br>企業管理學系碩博士班<br>96<br>Generally speaking, the value and satisfaction of job significantly affect work performance for corporate. Therefore, human resource management becomes a key issue for firms to seek the business growth and to enhance the competitive position, in order to raise the profits. How to make employee working well，doing his best，it is an important topic in human resource management。Employee’s value will affected by employee’s satisfaction, and employee’s performance。So the relationship among these things will be a key point in this research。 Using regressions
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Chung, Pi-Chun, and 鐘碧淳. "A Study on the Relationships among Personality Traits, Work Values, Job Stress and Job Performance." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/20704165712064275687.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>103<br>Every enterprise requires excellent organizational performance in order to maximize its profit, in which it must select the most competent employee to fit each job and position in its human resources management properly. Currently, the employment population of both service and manufacturing industries, duet engines of Taiwan’s development, accounts for 86.04% of the total employment population of Taiwan. It’s not hard to tell the importance of the two industries. Therefore, we focus our study on the employees of the service and the manufacturing industr
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munkhtsetseg, Khureltogoo, and Khureltogoo munkhtsetseg. "The Study of Work Emotion, Attitudes and Job Satisfaction Affect Job Performance: Case of Mongolia." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/nkftx8.

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碩士<br>大葉大學<br>企業管理學系碩士班<br>106<br>One major piece based on the company’s success is the staff. Zealous heart for the job, skilled and active employees, create wealth, organization and a key factor in the development comes from (Staut, 2009). In order to fully mobilize the ability organization staff is important to come to identify the factors influencing their satisfaction. This study focus on the relationship between work emotion, attitude and job satisfaction which affects job performance, especially, the study use three huge campanies as the case in Mongolia. The three huge firms which are
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Lin, Pei Zun, and 林培尊. "The relationship between work passion and job performance: the mediate effect of work effort and work smart." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/5ec57n.

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碩士<br>國立彰化師範大學<br>人力資源管理研究所<br>102<br>While facing the competition of globalization, it is important to maintain and improve the employee’s passion in order to strength their job performance. Without a doubt, organizations can benefit from having passionate employees. However, the economy in the world is becoming dynamic, rapid and unpredictable for sure. As the result, job performance no more only relies on working- effort but also on working smart behavior. This study investigated the relationship between employee work passion (harmonious and obsessive passion) and job behavior (work effort
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