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Tesis sobre el tema "Employees"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 25 de julio de 2025

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1

Becton, J. Bret Feild Hubert S. "Candidate reactions to three assessment center exercises a field study /." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/BECTON_J._14.pdf.

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2

Crome, David. "Developing employee commitment to create committed employees." Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.

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3

Tallman, Rick. "Needful employees, expectant employers and the development and impact of psychological contracts in new employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ62670.pdf.

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4

Frye, N. Kathleen. "Pre-employment knowledge measurement and relationship to recruitment methods and previous job and organizational exposure /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2007. http://etd.umsl.edu/r2421.

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5

Boyd, Jesse J. "Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.

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Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 he

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6

Smith, Kaye M., and mikewood@deakin edu au. "Employer satisfaction with employees with a disability." Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.

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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled

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7

Kylmäluoma, E. (Elina). "Managing employer brand for attracting potential employees." Master's thesis, University of Oulu, 2017. http://urn.fi/URN:NBN:fi:oulu-201705101747.

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Attracting and retaining current talent have become important for today’s organizations. Employer branding, which includes marketing the employer brand for potential and current employees tackles these issues by promoting an organization as an employer and by differentiating the organization from its competitors. It has many advantages such as increased employee satisfaction and reduced recruitment costs. Employer branding also helps to gain competitive advantage. The purpose of this study is to find out how private employers in the early childhood education field in Finland can attract potent

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8

Giles-Merrick, Stephanie. "Employee Engagement from the Viewpoint of Employees in Academia." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5708.

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Research does not address how staff in the United States perceive employee engagement in the university system. Leadership training and communication for managers are essential processes that help staff become highly engaged in universities. The purpose of phenomenological study was to explore the views of employees in a selected university within the state of Georgia in an attempt to address positive employee engagement in the academic environment. The engagement theory and social exchange theory were used as the conceptual frameworks to explore how employees engaged in their department worki

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9

Smith, Davina. "Geographically Distributed Employees' Perceptions of Employee Assistance Program Access." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6675.

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Many investigators have documented high levels of stress in the U.S. workplace and the underutilization of employee assistance programs (EAP). Researchers in other studies have concluded that an employee's perception of a service influences participation and service use. However, the perceptions of geographically distributed employees, who represent a growing population, have not been sufficiently examined. The purpose of this study was to investigate geographically distributed employees' perceptions regarding access to EAP stress management services to address the problem of EAP underutilizat

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10

Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.

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Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from

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11

Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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12

DeHart, Mary Ellen. "Employers' perceptions of mentally handicapped employees in the horticulture industry." Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.

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The horticulture industry offers numerous unskilled and semi-Skilled job opportunities for qualified handicapped individuals. A mail survey of 557 private Virginia ornamental horticultural businesses was conducted to document the employment of handicapped persons and to investigate employers' perceptions of mentally handicapped workers. A response rate of 60% was obtained. Forty-two percent of the respondents reported employing mentally, physically or emotionally handicapped persons. Primary businesses which have employed mentally handicapped workers were associated with grounds mainte

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13

Marquis, Geraldine L. "Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.

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14

Beck, Karen. "The development of affective organisational commitment /." Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.

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15

Yadav, Nitin. "Effect of people process culture on the overall productivity and harmony of an organization." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008yadavn.pdf.

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16

Anderson, Sarah J. (Hovland). "A case study of employee training and retention at Company ABC." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009andersons.pdf.

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17

Pinet-Eve, Alexander. "Employee-share-ownership : Human Resources Management and employees behavioural outcomes." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-182865.

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Employee share ownership (ESO) is widely defended as a competitive organisational structure to increase organisational productivity through higher labour performance. Research on the relationship between ESO and labour performance produced mixed results when looking at the commitment and labour turnover. With more than 50% of all companies in Europe providing ownership to their employee, this research studies how ESO influence the labour performance building from previous research on Human Resource Management and employees’ behavioural outcomes. This study uses a quantitative design to analyse

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18

Strydom, Masunet. "The status of employees employed by temporary employment services." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.

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The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-e

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19

Gummesson, Sandra. "Employer Branding- Attracting Employees to the area of GGV." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35646.

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Abstract Background: Although the area of Gnosjö, Gislaved and Värnamo (GGV) have many companies it still lacks of highly educated people. The three municipalities are underrepresented of highly educated employees in relation to population, thus being able to attract and keep employees are a crucial part for the survival of the companies. The new younger generation, generation Y, is different from previous generations as they demand more from their employer and change jobs more frequently than previous generations thus the employer branding and internal marketing strategies must b

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20

Kaiser, Sally M. "An examination of new employee orientation and training programs in relation to employee retention rates." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006kaisers.pdf.

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21

Koresdoski, Amy E. "The Value of Distance Learning MBA Programs to Employers and Employees." NSUWorks, 2001. http://nsuworks.nova.edu/gscis_etd/642.

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The goal of this study was to examine the perceived value of distance learning MBA degrees to employers and employees. Value was measured by promotion, improved job security, an increase in money, position or status, additional knowledge, or the expertise that the more highly educated employee brings to the work place. Feedback from employers and employees was used to examine their perceptions, support and acceptance of non-traditional degrees in the workplace. Two online, web-based surveys were used to solicit opinions. The samples used included students who graduated from distance learning (

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22

Liu, Yiqing, and Tong Wu. "Employers’ and employees’ evaluation of the implementation of flexible working policies." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.

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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful

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23

Roberts, Jessica. "Relationships Among Employee Engagement, Communication Climate, and Employees’ Communication Channel Preferences." Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1366717721.

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24

Mackay, Hayley. "Critical analysis of employer’s workplace policies towards HIV positive employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/27261.

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The courts approach to HIV positive employees will be studied as they give a rough This dissertation takes its focus from the plight of millions of South Africans living with HIV/AIDS. HIV sufferers count for 11.2 percent of our entire population. It has furthermore been predicted that in the next 10 years to come, 40 to 50 percent of the current workforce will be lost to HIV/AIDS.1 Only certain people qualify for free government issued anti-retrovirals (HIV/AIDS medication), this leaves a large portion of people unable to afford their much needed medication. This ultimately leads to them beco

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25

Yü, Ying-siu. "Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.

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26

Ivan, Elaine R. "Examining factors affecting transfer of learning for centralized medical schedulers in a hospital setting." [Denver, Colo.] : Regis University, 2007. http://165.236.235.140/lib/EIvan2007.pdf.

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27

Williams, David Simmonds. "Correlates of motivational orientations in employer funded education." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26940.

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People who participate in adult education do so for a variety of reasons. The British Columbia Telephone Company (B.C. Tel) reimburses employees who take courses, and does so because it is assumed that employees participate in education for job-related reasons. The purpose of this study was to examine the extent to which employees utilizing B.C. Tel's "Financial Assistance Plan" take courses for "job" or "non job" reasons and to determine the extent to which different "motivational types" (derived from contrasting job with non job motivational orientation scores) possessed different socio-demo

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28

Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.

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29

McCargar, Cindy L. "Development and evaluation of a train-the-trainer program for subject matter experts at Company X." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.

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30

Ärnström, Erik, and Johan Bergman. "Attracting the right employees : A study of successful employer branding." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-33994.

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Employer branding is an area of growing importance and attention. Though the concept of attracting and recruiting employees is by no means a new one, the idea of the employer brand implies a more conscious opinion of companies as employers by potential employees and as a result a more considered approach by companies themselves. The purpose of this thesis is to analyze how the attract stage of employer branding in an anonymous company could be improved and formulate suggestions for improvement. The analysis is performed with three different focuses: formulating an employer branding strategy,

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31

Berube, Wendy-Jo. "Profiling Employees Participation in Employer Sponsored Fitness Programs in Maine." Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/BerubeWJ2003.pdf.

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32

Bryce, Rupert. "A comparative view of coaching and training and their effect on goal attainment /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19382.pdf.

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33

Ntile, Zukiswa. "Assessing the personal development of employees in a municipal environment." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.

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Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees

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34

NEVES, MARIA SILVA DE BARROS GOMES. "PRIVATE PENSION PLANS FROM THE EMPLOYERS AND THE EMPLOYEES POINT OF VIEW." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2001. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=1803@1.

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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO<br>Este trabalho pretende mostrar, ao administrador de empresas moderno, que itens considerar ao planejar e montar um plano de previdência privada. Este tipo de benefício espontâneo vem ganhando relevância, em um mercado de trabalho cada vez mais acirrado na busca e retenção de talentos, pois está consciente de que o Estado não pode ser o único provedor de recursos na fase da aposentadoria. A pesquisa mostra e compara as diversas modalidades disponíveis no Brasil e seus aspectos mais importantes. São também indicadas as t

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35

Lafrenz, Lu Ann. "Performance analysis : hospitality industry employers' perceptions of their limited English proficient employees /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487687485807402.

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36

Jankowski, Jon. "Employee assistance programs : supervisors' and managers' interventions with impaired employees and colleagues." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1063201.

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In efforts to facilitate the utilization of EAPs and access to EAP services, traditional supervisory referral processes have trailed behind increased worker needs. EAP purchasers (e.g., employers), therefore, have demanded improving penetration rates of impaired employees in their workplaces. More specifically, there is a need for increased access to EAP services and resources for workers throughout organizations. Given this pragmatic marketplace objective and a gap in EAP research concerning supervisory interventions, this study examined various aspects of the supervisor-troubled employee ide

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37

Johnson, Catherine. "EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES." Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2981.

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Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two type

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38

Dixon, Sherry Ann. "Retention of Information Technology Employees." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.

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Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was 6 leaders from a military organization in Norfolk, Virginia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual fram

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39

Dawen, Kristina van. "Subjektorientierung in der soziologischen Organisationsberatung /." Marburg : Tectum-Verl, 2007. http://deposit.d-nb.de/cgi-bin/dokserv?id=2991470&prov=M&dok_var=1&dok_ext=htm.

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40

Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its s

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41

Leone, Teresa A. "The manager's role in motivating employees for increased productivity and performance." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.

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42

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

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

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43

Chirico, Kristina Eva Lewis Philip M. "Predicting objective measures of performance." Auburn, Ala., 2005. http://hdl.handle.net/10415/1286.

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44

Busch, Andrew. "A critical analysis of research related to workplace retention, satisfaction and motivation of the millennial generation." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005buscha.pdf.

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45

Jones, Jason R. "Favorable treatment and perceived organizational support the influences of desire for control and need for cognition /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 28 p, 2007. http://proquest.umi.com/pqdweb?did=1253511241&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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46

Schouten, Theresa Lynn. "The impact recognition has on employees in the Human Resource Department at Bemis Company, Inc." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006schoutent.pdf.

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47

Prabhu, Veena P. "Understanding the effect of proactive personaility on job related outcomes in an organizational change setting." Auburn, Ala., 2007. http://repo.lib.auburn.edu/07M%20Dissertations/PRABHU_VEENA_58.pdf.

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48

Hobson, Nicole DeJarnett Beyerlein Michael Martin. "Succession planning and situational engagement." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5168.

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49

Quartetti, Douglas A. "A Monte Carlo assessment of estimation in utility analysis." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29371.

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50

Everman, Molly. "Strategies to help subject matter experts become master trainers." [Denver, Colo.] : Regis University, 2008. http://165.236.235.140/lib/MEverman2008.pdf.

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