Tesis: "Job Benefits"

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Steyn, Allen. "A comparative study to determine the impact of fringe benefits on job satisfaction and engagement / A. Steyn". Thesis, North-West University, 2010. http://hdl.handle.net/10394/4382.

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The study addresses the impact that fringe benefits have on the levels of job satisfaction and engagement of the employees of Orica Mining Services. Orica is a global explosives company that serves the mining and construction industries all over the world. The remuneration of employees differs from country to country within the organization and this can lead to confrontations when employees compare remuneration packages amongst one another. To determine the appropriate compensation for the value of the work becomes even more difficult when dealing with a global organization. This matter becomes even more complicated when an organisation's boundaries stretch across country borders. The study aims to compare job satisfaction and engagement of Orica employees working in South Africa to those working in Ghana. A survey research design was used with a specifically developed questionnaire as the data gathering instrument. The participants represent the total of all employees of Orica, a global mining services company. Management supported the study and made participation compulsory. A total of 57 employees completed the questionnaires. Employees from different areas, gender, age, academic levels and income groups participated. The majority of the respondents were in the age group 36 - 40 (28.1%). Educational levels revealed that the majority (68.4%) of participants have a Grade 12 and/or higher qualification. Because all the questionnaires represented the population and not just a sample, only a test to determine practical correlation was performed. For the purpose of the correlation test, the Nonparametric Spearman's correlation coefficient (r) was used. The statistical analysis indicated a highly important correlation between Job Satisfaction and Engagement. Thus a high level of job satisfaction will imply a high level of engagement and vice versa. It has also indicated that Job Satisfaction and Fringe Benefits shows a low practically significant correlation. The test for correlation between Job Satisfaction and Remuneration indicated that the level of job satisfaction an employee experiences in the organisation is influenced by his remuneration package. The test for correlation between Engagement and Fringe Benefits shows a low practically significant correlation. The test for correlation between Engagement and Remuneration shows a low practically significant correlation. The limitations of the study were the limited number of employees in Orica South Africa and Orica Ghana for participation in this comparative study. The structure of remuneration packages is treated as confidential and therefore employees might be hesitant to answer questions regarding fringe benefits and remuneration. The study was conducted within Orica and therefore its outcome can only be released with the permission of Orica South Africa and Orica Ghana.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

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Andrews, Charles G. "Comparative Analysis of Management and Employee Job Satisfaction and Policy Perceptions". Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4239/.

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The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests that little difference exists in perception of job satisfaction importance for gender, age group, length of time with the organization, topic training hours, and between management and nonmanagement employees. However, perception gaps exist between the job satisfaction items addressed by organizational policies and procedures and those perceived by employees. Additional studies that include a number of varied organizations are needed before extensive generalizations can be made.

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Miller, Peta y 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 shown to be relevant to employee wellbeing, drawing on evidence from occupational health and organizational psychology literatures. Using this framework, available questionnaire-based measurement instruments for assessing workload and employee wellbeing were reviewed, new items were developed as required, and the JobLoad Index (JLI) was developed. The JLI was used to collect data from public servants in two different workplaces, with participation rates of 63% and 73% respectively. Relationships were determined between major task, job and organisational environment factors, self-perceived performance adequacy, and various aspects of employee wellbeing including job satisfaction, physical discomfort and psychological fatigue, stress and arousal. For a sub-sample of participants in one of the two workplaces, levels of adrenaline, noradrenaline and cortisol were also measured from 24-hour urine collections. The factors measured by the JLI accounted for a very substantial proportion of variance in these various dimensions of work-related wellbeing. The results provide potentially very useful insights into the relative influences of a wide range of work- and job-related variables on people's perceived abilities to cope with their job demands, and on several aspects of their wellbeing. Further, the importance of measuring multiple dimensions of wellbeing, and differentiating their separate sets of work-related determinants, was well demonstrated. Finally, and perhaps most significantly, this study has identified the powerful role that self-perceived performance plays as an intervening variable between job demands and people's work-related wellbeing.

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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.

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Galindo, Shannon M. "A revised on-the-job training system at Johnson Matthey Electronics benefits of training materials for on-the-job training /". Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999galindo.pdf.

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Bhatta, Sabitri. "Understanding the Intention to Leave the Job among U. S. Home Health Aides". Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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Zhang, Ming 1963 Apr 22. "Job accessibility in the San Juan Metropolitan Region (SJMR) : maximizing the benefits of Tren Urbano". Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/70741.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.
Includes bibliographical references (p. 115-119).
Public transportation investment is made because of its potential benefits to the society. Properly identifying and measuring these benefits has been the central concern in rail transit decision making. In this research, we focus on the social dimension of rail transit benefits through the Tren Urbano case study. The objectives are: (1) to characterize the social benefits of public transportation, especially rail transit systems, in terms of job accessibility provision; (2) to analyze the distributional effects of the Tren Urbano benefits among geographical locations and social groups in the SJMR; and (3) to examine the effects of supplementary transportation and land use strategies in further enhancing job accessibility in the region. A comparative study method in combining with simple simulations is used for this research. Comparisons of accessibility levels are made between Tren Urbano-Build and No-Build scenarios in 2010, and between 2010 Cases and 1990 Base Case. Policy scenarios are simulated under several assumptions of transportation and land use policies. GIS is utilized to link and process geographical and statistical information, and to visualize the intermediate and final results of analyses. The study results suggest that, through mobility provision, Tren Urbano would contribute to improve job accessibility in the SJMR. All social groups would be better off from the investment comparing to the No-Build alternative. The study also raises concerns that, without additional transportation and land use policies to support Tren Urbano, the benefits of the investment would be quite limited, both geographically and socially. There are both needs and opportunities for policy makers to intervene. From transportation planners' perspective, there are untapped potentials for further improving Publico services. From land use planners' perspective, there are nearly 1200 acres of vacant developable land near Tren Urbano (Phase I) stations. Based on the scenario analysis results, policy recommendations are made aiming to maximize the social and economic returns of Tren Urbano.
by Ming Zhang.
S.M.

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Oliver, Rozario. "The impact of job satisfaction and organisational commitment on intention to leave amongst non-academic staff at a tertiary institution in the Western Cape". University of the Western Cape, 2011. http://hdl.handle.net/11394/5218.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
A critical feature of globalisation is to attract and retain intellectual capital to ensure that a cadre of highly skilled, independent, internationally marketable and mobile employees is achieved (Sutherland & Jordaan, 2004). Bagraim and Sader (2007) concur by stating that South African organisations in an increasingly dynamic globalised economy, strive to increase the organisation's competitiveness by ensuring they need to retain and motivate skilled employees. The plethora of literature available on organisational commitment and job satisfaction is testament to achieving the above (Aamodt, 1999; Mowday, Porter & Steers, 1982; Robbins; 2001; Robbins & Judge; 2007). Withdrawal behaviours such as tardiness, absenteeism and turnover have been found to be inversely related to both job satisfaction and organisational commitment (Bergh, 2011; Mowday et al., 1982; Robbins, 2001). It is therefore believed that satisfied and committed employees are more likely to remain with an organisation and to perform at higher levels. The relationship between job satisfaction and organisational commitment has particularly important implications for service organisations. In a recent study, conducted in a service environment, it was demonstrated that highly committed employees exerted more effort towards satisfying the needs of customers. The effort was found, in turn, to raise the level of customer satisfaction (Malherbe & Pearse, 2003). Moreover, the latter study lent strong support to the notion that increased job satisfaction is likely to stimulate greater commitment. Since 1994 South Africa has undergone numerous changes not only in the country but also in the Higher Education sector, to rectify and redress the social injustices caused by apartheid in a move towards a democratic society (Cross, Mungadi & Rouhini cited in Rothman, 2005). In a hyper turbulent environment characterised by constant change, it has become important for Higher Education to change as well to ensure that tertiary institutions become internationally competitive. The importance of the current study therefore comes to the fore in terms of determining why individuals are leaving the institution. This is important because to remain competitive the institution needs highly competent, committed and experienced employees. The present study aspires to identify the variables which influence turnover intentions. The mediating effects of job satisfaction and organisational commitment were investigated in this particular study to explore the concept of turnover intentions amongst a sample of 118 non-academic (administrative) staff members at a tertiary institution in the Western Cape. A biographical questionnaire, the Job Descriptive Index (JDI), the Organisational Commitment Questionnaire (OCQ) and the Turnover Intentions Questionnaire were administered to elicit responses from respondents to determine the impact of the variables job satisfaction and organisational commitment on turnover intentions. Both descriptive and inferential statistical methods (the Pearson Product-Moment Correlation Co-efficient and Multiple Regression Analysis) were utilised during the statistical analysis phase. Results indicate that a statistically significant inverse relationship exists between the independent variables job satisfaction and organisational commitment, respectively, and turnover intention. These findings are consistent with previous research findings (Appollis, 2010; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Pienaar, Sieberhagen & Mostert, 2007). Further to this a statistically significant relationship also exists between job satisfaction and organisational commitment which corroborates previous findings (Lok & Crawford, 1999; Mathieu & Zajac; 1999; McNeese-Smith, 2001; Price & Mueller, 1981; Williams & Hazer, 1986). The study concludes with recommendations and implications for future research endeavours in the area of job satisfaction, organisational commitment and turnover intentions amongst non-academic employees from institutions of Higher Education.

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Miller, Peta. "The human costs and benefits of work : jobload, self-perceived performance, and employee wellbeing /". Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20070319.145144/index.html.

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Thesis (Ph.D.) -- La Trobe University, 2004.
Research. "A thesis submitted in total fulfill ment of the requirements for the degree of Doctor of Philosophy [to the] School of Human Biosciences, Faculty of Health Sciences, La Trobe University, Victoria". Includes bibliographical references (p. 366-400). Also available via the World Wide Web.

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Karadakic, René. "Unemployment benefit generosity in a life-cycle model with endogenous job-serch effort". Thesis, Uppsala universitet, Nationalekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-352203.

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Unemployment in Austria has been considerably low in the past decades compared to other European countries. Nevertheless, recent increases in the past five years started a controversial discussion about the generous unemployment insurance system in place. The current government, therefore, argues to change the insurance system similar to the German HARTZ IV reform, although the effects on unemployment have proven to be ambiguous in Germany. I introduce a discrete time life-cycle model with endogenous job-search effort to inquire the potential effects of such a reform on long- and short-term unemployment, as well as individuals' job-search incentives. Individuals are ex-ante heterogeneous in their labour income possibilities and are subject to exogenous layoffs throughout their life. The model suggests that the proposed reform would reduce long-term unemployment substantially, however, to the cost of a larger amount of short-term unemployment spells and decreased overall welfare. Job-search effort over the whole life-cycle appears to increase, with the largest differences at the end of the life-cycle.

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Scarbrough, Connie McClung. "Perceptions of benefits/problems of part-time employment on the job performance of secondary teachers of agricultural education". Morgantown, W. Va. : [West Virginia University Libraries], 2001. http://etd.wvu.edu/templates/showETD.cfm?recnum=1944.

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Thesis (M.S.)--West Virginia University, 2001.
Title from document title page. Document formatted into pages; contains ix, 76 p. Vita. Includes abstract. Includes bibliographical references (p. 51-53).

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Zmeková, Lenka. "Vliv zaměstnaneckých benefitů na spokojenost pracovníků územní samosprávy". Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191928.

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This thesis deals with the employee benefits at the level local government. This work wants to show through questionnaire to confirm or disprove a hypothesis about impact of employee benefits on the motivation, job satisfaction and possibly performance of staffer of municipalities in Sadská and Městec Králové. In the first part I describe the terms like motivation, satisfaction and performance. After explain the problem of motivation and performance in public administration and finally describe a theoretic attitude to the employee benefits. The empirical part is dedicated to the analysis of impact of employee benefits on the job satisfaction and performance at employees both chosen municipalities. This part include a intepretation of solutions, comparison these municipalities and proposal recommendations on possible improvements.

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Koranda, Lukáš. "Motivace zaměstnanců a možnosti jejího ovlivňování". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224571.

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The thesis discusses the importance of motivation and possibilities of its increasing on knowledge-based motivational profile of employees. In the first, theoretical part, there are provided the basis of motivation, definitions and basic concepts. The second part analyzes the current state of the work, methods of motivation and motivational profiles of workers. The following section, based on findings from previous parts, presents the draft measures increasing work motivation.

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Bílová, Michaela. "Analýza a návrh změn systému hodnocení a odměňování pracovníků ve vybrané společnosti". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224503.

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The introduced diploma thesis deals with the issue of evalution and reward system in a particular company XY s.r.o. The theoretical part is focused on job evalution, remuneration and benefits. The practical part is aimed at the analysis of the payroll system which is supplemented by my own observations and opinions of employees. The goal is to suggest changes in the evaluation and reward system which will lead to productivity increase while minimizing costs.

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Daniel, Joshua. "The Effects of Rejected Job Offers on the Costs and Benefits Associated with the Use of Banding Strategies for Employee Selection". TopSCHOLAR®, 2004. http://digitalcommons.wku.edu/theses/546.

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Among the available selection strategies (e.g., top down selection), sliding bands with minority preference selection was shown to be the most effective at striking a balance between reducing adverse impact with minimal test utility loss. Unfortunately, all previous research into selection strategy effectiveness failed to model job acceptance rates, a variable shown to decrease overall test utility (Murphy, 1986). In this study we compared the utility and adverse impact ratios obtained from strict top down and sliding bands with minority preference selection strategies in which we varied selection ratios, job acceptance rates, and sample sizes. Across all conditions, utility and adverse impact ratios were found to be lower than was demonstrated in previous research which ignored job acceptance rates. Only one of our four hypotheses was supported in this study. We found that differences in adverse impact ratios between top down selection and banding with race preferential selection was reduced when high scoring minority applicants refused offers at a rate higher than high scoring majority applicants. Thus, the benefits that employers expect to see when utilizing the sliding band with minority preference selection strategy are not as great as previously believed.

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Lentz, Elizabeth. "The link between the career plateau and mentoring addressing the empirical gap /". [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000307.

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Arendse, Bianca. "Work motivation and satisfaction amongst employees in a financial services organisation in the Western Cape". University of Western Cape, 2013. http://hdl.handle.net/11394/3929.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
In any field of Human Resource Management and in any organisation, the human being is seen as an asset and remains the most valuable and also the most difficult to understand. The past decade has seen an increased focus on employees, their level of motivation and their satisfaction at work. Theorists have been endeavouring to compartmentalise and comprehend those aspects which are of most importance in certain jobs. Tremendous pressure is put on organisations to improve their performance and increase their competitiveness in the continuously changing world of work. This is no different to the challenges financial institutions face such as globalisation, economic shocks, technological changes and downsizing. The aim of the research was to explore the motivation and job satisfaction levels of employees of a financial services organisation within the Western Cape, with particular focus on gender differences. Motivating employees is one of the most important managerial functions. According to Nel, Werner, Poisat, Sono, Du Plessis and Ngalo (2011) success in this endeavour is essential in the quest to utilise the full potential of people so as to ensure quality products and service. The population for this study was a financial services organisation within the Western Cape. A non-probability sampling based on the method of convenience was used of which 95 employees were drawn from the employee pool. Statistical analyses will involve both descriptive (measures of central tendency and dispersion) and inferential statistics (correlation, t-test and analysis of variance).

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De, Valerio Marcel. "Systém odměňování pracovníků a návrh změn ve vybrané společnosti". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-234853.

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This thesis deals with the issue of corporate culture. It analyses chosed the company, especially the incentive program. The thesis consists of a theoretical part, which introduces the basic knowledge needed for analysis. The practical part analyze the selected company, an analysis of competition, labor market analysis and research conducted through a questionnaire. Proposed section recommends solutions to effectively improve staff morale and achieve greater worker productivity.

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Rásochová, Martina. "Analýza a návrh změn motivačního programu vybrané společnosti". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224504.

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The diploma thesis deals with analysis of a motivational programme and suggestions for its possible changes of the ALTREVA, limited liability company. The theoretical part of the work concentrates on summing up the basic observations on the topic. The practical part contains analyses of the present state of the company, its competition and the employment market as well as a research conducted with the use of the questionnaire method. The final part of the work provides suggestions for improvement of the current condition based on the results of the questionnaire search and other analyses.

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Rosengren, Oliver. "Work or Shirk : Finding the optimal enforced effort in activation and evaluating the job stimulus for social benefit recipients, by introducing effective leisure in a labor supply model". Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104664.

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Social benefits were forecasted to increase by 13 percent to 2022 before the pandemic hit the economy (Prop. 2018/19:1). In the latest forecast it has almost doubled: an increase of 24 percent to 2022 (Prop. 2020/21:1). Youths and immigrants are particularly affected by the downturn, especially since labor market sectors were both groups often have their first job are in the center of attention for government restrictions to lower the spread of Covid-19. These two groups are overrepresented among social benefit recipients when being unemployed (Socialstyrelsen, 2020), since they have not qualified to national unemployment insurances (Rosengren, 2017). The municipal social assistance was intended to be the outermost safety net. Though the transfer should be short-term, over 40 percent of the households receiving social benefits do it for more than ten months, and the share increases[1]. Social benefit could now be considered a complement to national transfers and an extra unemployment benefit for those who are not eligible for the national social safety system on the labor market. Municipalities are allowed to demand participation in different activities – henceforth called activation – as a prerequisite for social benefit eligibility. Under the assumption of full-time activation for social benefit recipients, the difference in leisure between employment or unemployment with activation is zero (0). This affect the cost of labor for the individual, which is usually partly described as the relative value of leisure (non-monetary costs). If it does not cost any leisure to leave unemployment for employment, the disutility of work decrease. Social benefits also reimburse monetary labor costs, such as commuting, wherefore there is no difference in fixed labor costs either. Differences in disposable income is then the only remaining variable to decide the individuals labor supply, according to conventional labor market theory; if the disposable income when working exceed the disposable income when not working, the individual should work. A social benefit recipient is eligible for the job stimulus after six months of social benefit dependency, giving a 25 percent earnings disregard on the net labor income. This is an exception from the usual one-to-one discount (or 100 percent marginal effect) on the transfer when receiving other incomes, such as national transfers or wage. The stimulus is intended to increase the incentives for working and motivate those who are long-term recipients to be active on the labor market[2]. During this time period, all recipients have a larger disposable income if working compared to not working – combined with the other assumptions above, this means all recipients should work when being eligible for job stimulus. Available data (Socialstyrelsen, 2016) shows only 1.8 percent of all recipients actually had labor incomes and got the earnings disregard, inferring a deviation from the expectations of common labor market theory. Meaning there could be an unknown variable in the utility function, decreasing the utility from working more than the utility increase from the job stimulus. There are a variety of possible explanations, such as asymmetric information, stigmatization, matching problems et cetera. In this thesis, the focus will be effort. This is the explanation closest to the standard model, where the disutility of lost leisure due to labor is the centerpiece. In my previous thesis (Rosengren, 2019), I introduced a draft of an effort model. In this model, working came with a larger effort than activation giving rise to a disutility. The income differential needs to exceed the cost of the extra effort if the individual should choose to work. Expanding the standard model could provide a more sufficient tool for analyzing labor market participation and employment effects in the social benefit system. This thesis provides a model for analyzing the individual’s decision on the extensive margin – to work or not to work – in transfer systems, with regard to effort, shirking and effective leisure. I simulate the effort level corresponding to the share of social benefit recipients observed to have labor income during the job stimulus spell. Finding the effort in activation being approximately 71.5 percent of the effort when employed. I also forecast the effect of the planned increase in the job stimulus from 25 to 50 percent by the same simulation; 1 percent of the social benefit recipients are expected to leave activation for employment due to the doubled job stimulus. I optimize effort (from the policy-maker’s perspective) at different skill levels to find the effort level were all will supply labor. If enforcing 99.65 percent effort 83.44 percent are expected to leave activation for work.
Allt fler arbetslösa försörjer sig på ekonomiskt bistånd istället för de statliga arbetslöshetsersättningarna. Ekonomiskt bistånd eller försörjningsstöd är inte utformat med drivkrafter för arbete i beaktande. Exempelvis får den som tar emot bidraget inget utbyte av att börja arbeta förrän arbetsinkomsten överstiger försörjningsstödsnormen. För ett hushåll med två vuxna och fyra barn innebär det ca 30 000 SEK efter skatt. Finns det dessutom inga aktivitetskrav förlorar hushållet samtidigt fritid av att börja arbeta. Jobbstimulansen infördes för att få drivkrafter för arbete i försörjningsstödet. Det innebär att den som haft ekonomiskt bistånd i sex månader och börjar arbeta får behålla 25 procent av nettoinkomsten, istället för att bidraget minskar krona för krona när löneinkomsten ökar. Under antagandet om heltidsaktivering för försörjningsstödsmottagare är den tillgängliga fritiden lika för den som arbetar och för den som är arbetslös, därmed är den rörliga kostnaden av att arbeta lika. Eftersom försörjningsstödet kompenserar för eventuella kostnader som uppstår för den som börjar jobba, såsom förskoleavgift eller pendlingskostnader, påverkas inte disponibelinkomsten av fasta kostnader för att arbeta heller. Försörjningsstödsmottagare med jobbstimulans och heltidsaktivering kan således tjäna mer pengar och därmed öka sin nytta, utan att öka sin onytta (eftersom fritiden är oförändrad), genom att börja arbeta. Utifrån arbetsutbudsteori skulle förväntan vara att alla skulle börja arbeta under sådana förutsättningar. Trots det visar en uppföljning att bara 1,8 procent arbetar. Det kan finnas olika förklaringar till att så få börjar arbeta; bristande information om jobbstimulansen, sök- och matchningsproblem och så vidare. I den här uppsatsen prövas skillnader i ansträngning genom att anpassa en modell för arbetsutbud till det svenska socialbidragssystemet, och ge bidragstagare möjlighet att lata sig eller skolka i aktiveringen – inspirerat av den etablerade shirking theory – för att utöka sin effektiva fritid. Studier visar att människor upplever skolk eller lathet som substitut till ledighet. Även om den faktiska fritiden är densamma för den som arbetar och den som är arbetslös men deltar i aktivering, kan skillnader i ansträngning därmed innebära att den effektiva fritiden skiljer sig. När den som kan få jobbstimulans ska börja arbeta innebär det då en minskad effektiv fritid, och därmed en onytta eller upplevd kostnad av arbete. Försörjningsstödsmottagaren väljer sin ansträngning, som ger upphov till olika mycket onytta beroende på individens färdigheter där den med mer färdigheter har en lägre onytta av arbete eller ansträngning. Om personen arbetar eller inte beror på om den ökade nyttan av att börja arbeta med jobbstimulans överträffar onyttan av den minskade effektiva fritiden av att börja arbeta, givet individens färdigheter. I uppsatsen undersöks effekten av förändringar i olika variabler – ansträngning, färdighet och jobbstimulans – och jag finner att jobbstimulansen bara påverkar nyttan på marginalen, i jämförelse med stora effekter av ökad ansträngning eller ökade färdigheter. Vidare simuleras vilken ansträngningsnivå som korresponderar med att 1,8 procent arbetar och därmed har större nytta av jobbstimulansen än av den extra effektiva fritiden. Det visar sig att ansträngningen i aktiveringen verkar vara 71,5 procent jämfört ansträngningen på ett jobb. Om jobbstimulansen fördubblas, till en offentligfinansiell kostnad av 100 miljoner SEK, ökar andelen som börjar jobba bara med drygt en procentenhet vid bibehållen ansträngningsnivå. I uppsatsen beräknar jag även optimal ansträngningsnivå för att alla vid en viss färdighetsnivå ska börja arbeta. Det visar sig att om ansträngningsnivån höjs med knappt 20 procentenheter till 90 procent, skulle andelen som börjar arbeta stiga från 1,8 procent till 51 procent. Utöver dessa nya tillskott – förklaringsmodeller och resultat – till fältet, innehåller uppsatsen dessutom förslag på empiriska tester av andra förklaringar. För att genomföra simuleringar och kalkyleringar, har en modell över det svenska bidrags- och skattesystemet byggts i Matlab. Även den är att betrakta som ett tillskott.

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Neves, Inês Isabel Gentil das. "The effectiveness of incentives in performance and satisfaction : is gender an important factor?" Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/15000.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais
A presente dissertação explora as relações teóricas entre incentivos, motivação, performance individual e satisfação no trabalho. Ademais, o género é teorizado como um moderador nas referidas relações. Para testar empiricamente o modelo teórico, foram recolhidos dados primários através da aplicação de um questionário direcionado a gestores de Pequenas e Médias Empresas (PME) portuguesas. Aplicou-se o Modelo de Equações Estruturais dos Mínimos Quadrados Parciais (PLS-SEM), especificamente o software Smart PLS 3.0., na análise dos dados. Os resultados sugerem que benefícios e incentivos não-monetários intrínsecos estão positivamente relacionados com a satisfação, enquanto as penalizações estão negativamente relacionadas com a mesma. A análise revela também relações positivas entre a motivação intrínseca e a performance e entre a motivação extrínseca e a satisfação no trabalho. Relativamente às diferenças de género, o estudo revela que práticas de pay-for-performance estão mais positivamente relacionadas com a performance dos homens do que das mulheres. Adicionalmente, práticas de penalizações estão mais negativamente relacionadas com a performance das mulheres do que dos homens. Contudo, existe uma relação positiva entre penalizações e satisfação no trabalho para as mulheres, sendo que esta mesma relação é negativa para os homens. Por fim, evidencia-se uma relação negativa entre a motivação extrínseca e a performance para as mulheres, mas não para os homens.
This dissertation explores the theoretical relations among incentives, motivation, individual performance and job satisfaction. Moreover, gender is theorized as a moderator in these relationships. To empirically test the theoretical model, I collect primary data via a questionnaire target at Portuguese SME managers. I use Partial Least Squares Structural Equation Modeling (PLS-SEM), specifically Smart PLS 3.0 software, to analyze the data. The findings suggest that benefits and intrinsic non-monetary incentives are positively related to job satisfaction, while punishment is negatively related to job satisfaction. In addition, the analyses reveal strong positive relations of intrinsic motivation with performance and extrinsic motivation with job satisfaction. Regarding gender differences, the study shows that pay-for-performance practices are more positively related to men's performance than to women's. Additionally, punishment practices are more negatively related to women's performance than to men's. However, there is a positive relation between punishment and job satisfaction for women whereas this relation is negative for men. Finally, there is a negative relation between extrinsic motivation and performance for women but not for men.
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22

Rice, Jennifer E. "Dogs in the Workplace: The Emotional, Social, and Physical Benefits to Employees". Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1565807557585623.

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Šmehlíková, Petra. "Návrh motivačního programu pro obchodní společnost". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-223840.

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Diploma thesis deals with purpose of new motivation programme in trade company. The new motivation programme is created on the basis of analysis current situation of motivation and job satisfaction of employees. The new motivation programme will increase motivation of employees. The aim of this thesis is on the basis of analysis current situation in trade company purpose new motivation system which will increase productivity of employees and company.

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24

Flye, Lindsay Brook. "A structural equation model: Family-friendly organizational policies, norms, supervisory support, work/family conflict and organizational attachment". CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2120.

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The purpose of this paper is to present a study that examines the underlying stucture of work/family conflict. Research has shown that reducing work/family conflict is beneficial to both employees and the organization by reducing turnover and increasing satisfction, production and commitment to the organization.

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25

Andrews, Laura A. "SHOULD YOU JOIN PRSSA?: PUBLIC RELATIONS UNDERGRADUATE STUDENTS’ PERCEPTIONS OF THE BENEFITS OF PARTICIPATING IN PROFESSIONAL STUDENT ORGANIZATIONS THROUGH THE ORGANIZATIONAL ASSIMILATION THEORY IN PREPARATION OF ENTERING THE PROFESSIONAL WORKFORCE". [Kent, Ohio] : Kent State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1185575909.

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26

Takács, Jan. "Návrh zefektivnění procesu získávání a výběru pracovníků v IT společnosti". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224543.

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Diploma thesis is discussing the whole recruitment process. It further explains possibilities of raising effectiveness while choosing the right employees and focuses on long-term growth and productivity as well as motivation. Furthermore it contains an analysis of current situation in this field along with several suggestions for changes and improvements towards the future. Last but not least, it provides peak at modern trends in recruiting the most perspective people.

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Greicar, Margo B. "The Professional Preparation of Academic Deans". Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1230669095.

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Ďurčová, Ivana. "Concept for Motivational System Change in a Selected Company". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-356995.

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Hlavním cílem této diplomové práce je navrhnout změnu motivačního systému ve Společnosti XY v konkrétním sídle v Amsterdamu v Nizozemí. Na základě teoretického základu motivačních teorií, údajů získaných kvalitativním a kvantitativním výzkumem byl navržen návrh motivačního systému s cílem zlepšit motivaci a pracovní spokojenost zaměstnanců.

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Konečná, Zuzana. "Návrh změn konceptu motivačního systému v podniku". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-255766.

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Hlavním cílem této diplomové práce je navrhnout změnu motivačního systému ve firmě CRV CZ. Pozornost je věnována analýze současného motivačního systému a jeho nedostatkům. Na základě teorických východisek a dat sesbíraných z rozhovorů a dotazníkového šetření byly navrženy čtyři změny současného motivačního systému. Tyto návrhy zlepší motivaci zaměstnanců a jejich pracovní spokojenost, a tedy hospodářské výsledky celé firmy.

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Mauro, Marina Pedigoni [UNESP]. "A mulher trabalhadora: questões de gênero na previdência social". Universidade Estadual Paulista (UNESP), 2016. http://hdl.handle.net/11449/148771.

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A Constituição Federal de 1988 e o Plano de Benefícios da Previdência Social, Lei nº 8.213/1991, estabelecem as prestações do Regime Geral de Previdência Social brasileira. Em determinados benefícios, a legislação prevê requisitos como idade e tempo de contribuição mínimo para sua concessão. Porém, as prescrições acerca de salário-maternidade, aposentadoria por idade, aposentadoria por tempo de contribuição e pensão por morte trazem requisitos mais brandos às mulheres, para fazerem jus às prestações. Dessa forma, o presente trabalho tem como objetivo investigar as razões de tal diferenciação, de modo a verificar se tais questões de gênero constituem elemento de promoção da igualdade entre os sexos, diante das características de desigualdade existentes no mercado de trabalho. Tal análise busca relacionar a trajetória das legislações brasileiras e das normas de direito internacional com o histórico social de discriminação feminina. Possui como marco teórico os conhecimentos trazidos pelas teorias de gênero, mormente o feminismo, e pela sistemática jurídica fundamentada na teoria dos princípios, de caráter pós-positivista.
The Brazilian Federal Constitution of 1988 and the Social Security Benefit Plan, Law no. 8.213/1991, set out the benefits of the General Regime of Brazilian Social Welfare. In certain benefits, the legislation provides for requirements such as age and minimum contribution period to be granted. However, the provisions concerning maternity benefit, old age pension, retirement pension, and survivors benefits bring more lenient requirements for women to concede this benefits. Thus, this study aims to investigate the reasons for such differentiation, in order to verify if that gender issues are part of the promotion of equality between women and men, given that exists inequality in the characteristics of labor market. This analysis inquires to connect the trajectory of Brazilian legislation and rules of international law with the social historical of discrimination against women. This research has as theoretical framework the knowledge brought by gender theories, especially feminism, and the legal theory grounded in the legal principles, with post-positivist character.

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31

Rylander, Martin y Philip Persson. "Motivation : Vilka motivationsfaktorer driver nyexaminerade poliser". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35583.

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Bakgrund: Motivation är viktigt för att driva en till handling vilket alla har erfarenheter av. Oavsett vad det är för handling så ligger där alltid någon form av drivkraft bakom denna. Vi fann motivationsfaktorer inom den offentliga sektorn som mycket intressant och då främst polisyrket med deras unika arbetsuppgifter. Detta gjorde att vi ville undersöka vad poliser motiveras av. Problemformulering: Vilka motivationsfaktorer driver nyexaminerade poliser? Syfte: Syftet med denna studie är att söka en förståelse vad det är som motiverar nyexaminerade poliser. Metod: Studien som gjorts är genomförd med en kvalitativ forskningsdesign. Insamlingen av material har gjorts genom semi-strukturerade telefonintervjuer. Respondenterna bestod av nyexaminerade poliser. Resultat och slutsatser: Studien visade på att de interna tillsammans med externa drivkrafterna bidrar till den högsta motivationen. Poliserna drevs i större grad av att hjälpa individer och samhället i stort, snarare än för sin egen vinning. Den externa motivationsfaktorn som efterfrågades mest var erkännande och uppskattning från kollegor och ledning.
Background: Motivation is important to push you to action which is something that everybody has experienced. Regardless what kind of action it is, there is always some kind of driving force behind it. We found motivation factors in the public sector as very interesting and especially within the police force, with their unique job assignments. This resulted in that we wanted to examine what motivates policemen. Research question: What motivation factors instigate newly graduated policemen? Purpose: The purpose with this study is to seek an understanding of what motivates newly graduated policemen. Methodology: The study that has been done is performed with a qualitative research design. The received material has been conducted through semi-structured telephone interviews. The respondents consisted of newly graduated policemen. Results and Conclusions: The study illustrates that intrinsic together with extrinsic driving forces contributes to the highest motivation effect. The policemen were driven in a higher degree when they helped individuals and the society as a hole rather than for their own interest. The extrinsic motivation factor that was most demanded was recognition and appreciation from their colleagues and by their management.

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Linzmeyer, Simone Maria Virmond Vieira. "Indústria automobilística: a implantação do BMW Group em Araquari, Santa Catarina, Brasil". Pontifícia Universidade Católica de São Paulo, 2014. http://tede2.pucsp.br/handle/handle/2499.

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transformation of the region where it is installed. Taking into account the socioeconomic development the enquiry of this research arises: will the population of Araquari city in Santa Catarina state be effectively benefited with the installation of the vehicle manufacturer? As the industrial development has the purpose of economic and social improvement for the city residents, the general objective of this research is to understand the impact of the implantation of a vehicle manufacturer in the socioeconomic transformation of the city where it is being installed. With the purpose of studying this process of industrialization a research of qualitative approach was done through bibliographical research and a case study which covered semi-structured interviews, documentary research in newspapers, magazines, and websites of socioeconomic news, as well as a visit to the construction site of the vehicle manufacturer. The main results of the research indicated that Araquari city, in Santa Catarina state was chosen due to its strategic location next to two federal highways and to a state highway, close to four large harbors and to the cities Curitiba in Paraná state and Joinville in Santa Catarina state, important industrial centers of Brazil, as well as by a vast number of benefits and tax incentives offered by City, State and Federal government to the vehicle manufacturer, and some of them are extended to the company s suppliers that should settle down in the city. The counterweight for Santa Catarina state and Araquari city was the company s commitment to invest in a period of five years, 170 million euros, create approximately 1.100 direct and 2.500 indirect jobs, and to achieve a gross income of 4 billion euros within five years of operation, with the sale of the vehicles manufactured in the unit of Araquari and with the importing of the vehicles manufactured abroad through the harbors and airports of Santa Catarina state, Brazil. The aspects which cause concern are the changing in the city master plan, incentive to the industrial activity without controlling for size, migration of workers with specific training to meet the shortage of skilled labor in the municipality, housing deficit, super increase in the lands value, local infrastructure overload and the impact on the environment. The benefits expected to the population are the creation of new jobs, increase in the per capita income, creation of technical courses for training and professional development, improvement in the infrastructure and in the services offered by the city and the possibility of creating small size companies
Partindo da premissa que a internacionalização do capitalismo se expressa na presença de grandes corporações econômicas em quase todos os países, não só como fornecedoras de produtos, mas também como produtoras, por meio da formação de redes empresariais por elas comandadas, o estudo do desenvolvimento socioeconômico prioriza nesta pesquisa a população local, acreditando que independentemente do número de empregos gerados, a instalação de uma indústria montadora de veículos é um fator determinante na transformação social, política e econômica da região onde se instala. Considerando o desenvolvimento socioeconômico surge a indagação desta pesquisa: os habitantes do município de Araquari, Santa Catarina, serão efetivamente beneficiados com a instalação da montadora de veículos? Tendo o desenvolvimento industrial o propósito de melhora econômica e social para os moradores do município, o objetivo geral desta pesquisa é compreender o impacto da implantação de uma montadora de veículos na transformação socioeconômica do município onde está se instalando. No intuito de estudar este processo de industrialização, realizou-se uma pesquisa de abordagem qualitativa, através de pesquisa bibliográfica e de um estudo de caso, que abrangeu entrevistas semiestruturadas, pesquisa documental em jornais, revistas e sites de notícias socioeconômicas, assim como uma visita ao local da construção da fábrica. Os principais resultados da pesquisa foram que o município de Araquari, SC foi o escolhido pela sua localização estratégica ao lado de duas rodovias federais e uma estadual, próximo de quatro grandes portos e das cidades de Curitiba no estado do Paraná e Joinville em Santa Catarina, pólos industriais importantes do Brasil, assim como pelos inúmeros benefícios e incentivos fiscais oferecidos pelo governo federal, estadual e municipal à montadora, sendo alguns extensivos às empresas fornecedoras da companhia que se instalarem no município. A contrapartida para o estado de Santa Catarina e para o município de Araquari foi o compromisso assumido pela companhia de investir, em um prazo de cinco anos, 170 milhões de euros, criar aproximadamente 1.100 empregos diretos e 2.500 indiretos e de atingir uma receita bruta aproximada de 4 bilhões de euros ao final de cinco anos de operações, com a venda dos veículos produzidos na unidade de Araquari e da importação dos veículos produzidos no exterior através dos portos e aeroportos do estado de Santa Catarina, Brasil. Os aspectos que suscitam preocupação são a alteração no plano diretor do município, incentivo à atividade industrial sem controle de porte, migração de trabalhadores com formação específica para suprir a escassez de mão de obra especializada no município, déficit habitacional, supervalorização dos terrenos, sobrecarga na infraestrutura local e o impacto no meio ambiente. Os benefícios esperados para os moradores são a criação de novos postos de trabalho, aumento da renda per capita, criação de cursos técnicos para a capacitação e desenvolvimento profissional, melhora na infraestrutura e nos serviços oferecidos pelo município e possibilidade de abertura de empresas de pequeno porte

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Isaksson, Josefine y Antonia Liljeblad. "Yttre och inre motivationsfaktorer i arbetslivet : - en kvalitativ studie om vad anställda upplever påverkar deras motivation". Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-313191.

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Denna studie syftade till att bidra med kunskap om hur olika faktorer påverkar anställdas motivation i arbetet. Syftet preciserades med frågeställningarna “Hur påverkar yttre faktorer anställdas arbetsmotivation vid ett svenskt företag?” och “Hur påverkar inre faktorer anställdas arbetsmotivation vid ett svenskt företag?” En kvalitativ metod användes i form av semistrukturerade intervjuer. Intervjudeltagarna var tio anställda på ett större svenskt företag inom banksektorn. Intervjuerna kodades i sin helhet och presenterades i flertalet teman under kategorierna yttre och inre faktorer. Analysen utgick från Herzbergs motivation-hygienteori, vilket var det teoretiska ramverk som valts. De yttre faktorerna som diskuterades i studien var: förmåner, anställningstrygghet och ersättning. De inre faktorer som togs upp var: utmaning och utveckling, intressanta arbetsuppgifter, meningsfullt arbete, återkoppling i form av uppmärksamhet och bekräftelse samt frihet under ansvar. Resultatet visade att medan inre faktorer upplevdes ha en direkt påverkan på motivation, så upplevdes yttre faktorer inte i någon större utsträckning påverka motivation. Däremot när yttre faktorer hade en nära sammankoppling med inre faktorer, upplevdes även yttre faktorer ha en påverkan på motivation.
The aim of this study was to add to the existing knowledge about how employees’ work motivation is influenced by a number of factors. The study was guided by the following two research questions: How does external factors affect employees work motivation at a Swedish company? and How does internal factors affect employees work motivation at a Swedish company? A qualitative method was applied. The empirical basis consisted of semi-structured interviews with ten employees at a larger Swedish company within the banking sector. The interviews were coded into several themes of external and internal factors. The analysis was based on Herzberg’s motivation-hygiene theory. The external factors were: benefits, job security, and compensation. The internal factors were: challenge and development, interesting work tasks, meaningful work, feedback through attention and confirmation, as well as freedom and responsibility. The findings showed that while internal factors were perceived to have a direct influence on motivation, external factors were not perceived as having a particularly large influence on motivation. However, when combined with internal factors, also external factors were perceived to influence motivation.

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Calala, Paulina Celmira João. "O sistema de remunerações e benefícios empresariais : influência na satisfação no trabalho : caso dos Motoristas da Macon Transportes Lda". Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12530.

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Mestrado em Gestão de Recursos Humanos
O presente relatório tem como objetivo central identificar os tipos de recompensas (monetária ou não monetária) utilizadas pela empresa Macon Transportes, Lda, conhecer e identificar a relação existente entre as variáveis em estudo e a satisfação no trabalho dos seus motoristas. Para dar coerência ao raciocínio no decurso do seu desenvolvimento, cedemos privilégio, em primeiro lugar a abordagens acerca dos conceitos sobre o sistema de remunerações, benefício, satisfação, por conseguinte a relação entre as teorias dos conceitos e a aplicação na prática empresarial, dando ênfase à parte prática desenvolvida no decorrer da fase de estágio. Para melhor aprofundamento, percepção, identificação e conhecimento das variáveis em destaque, inquirimos uma amostra que foi costituída por 90 motoristas das várias áreas de serviço, notificados por meio de entrevista (ver guião de entrevista anexo 3 e 4). Os resultados obtidos evidenciam que os colaboradores e particularmente os motoristas da Macon, apesar das dificuldades, estão satisfeitos com o que recebem salarialmente em relação à função que desempenham, e mostram-se mais satisfeitos ainda, com os benefícios e com as condiçoes de trabalho, oferecidas pela organização. Não obstante a atual situação da crise económica do País que assola profundamente quer de forma direta ou indireta as organizações, aos trabalhadores e a população em geral.
This report is mainly aimed to identify the types of rewards (monetary or non-monetary) used by the company Macon Transportes, Lda., Know and identify the relationship between the study variables and job satisfaction of their drivers. To give coherence to the reasoning in the course of its development, we give privilege, first approaches about the concepts of the remuneration system, benefit, satisfaction, therefore the relationship between the theories of concepts and application in business practice, emphasizing the practice of developed during the training phase. For deeper understanding, perception, identification and knowledge of the highlighted variable, we inquire a sample was qu costituida by 90 drivers from various areas of service, contacted through interviews and questionnaires (interview guide in Annex 3 and 4). The results show that the employees and particularly drivers of Macon, despite the difficulties, are satisfied with the salary they receive in relation to their function, and show even more satisfied with the benefits and the conditions of work, offered by the organization. Despite the current situation of the country's economic crisis plaguing deeply either directly or indirectly organizations, workers and the general population. Not having many options for employment improvements in the short and medium term.

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35

Skočovská, Eva. "Návrh změn konceptu motivačního systému ve vybraném podniku". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319196.

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The main aim of the diploma thesis is to introduce changes in the current concept of motivation system in the company the Foundry HEUNISCH Brno s.r.o. in the fight against stress in the workplace. The work is divided into 3 parts. In the first part is the attention paid to the theoretical bases which are defined basic concepts of the issue of dealing with stress, human resources and motivation area. In the second part called analysis is analyze the current situation in the company and analyze the established motivation system in the company. Based on theoretical background and analysis of the current situation is in the last chapter drafted suggestions of motivation tools that have a positive impact on coping stress in the workplace.

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36

Burenkova, Ksenia. "hodnocení marketingových manažerů". Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-77046.

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This work aims to investigate the possibilities of evaluation of managers with an emphasis on current and future conditions of business units and management. The focus is the marketing manager and his department. Significant attention is paid to the impact of the global economic crisis on the organization and management and the role of marketing activities when dealing with the crisis. Analysis of job offers for marketing manager on the Internet gives an opportunity to understand evaluation of marketing managers by employers. Provides an overview of the requirements for applicants for this position and conditions, which are offered by companies. Finally, the basic recommendations are formulated, which should guide anyone who wants to become a good marketing manager in future.

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Chrisman, Lisa E. "Work life benefit needs for the city of Lafayette, Colorado". [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/LChrisman2006.pdf.

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Lan, George. "Do job-seekers benefit from contacts? : a direct test". Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/77876.

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Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 30-32).
While it is intuitively plausible that using contacts in job search benefits a job-seeker, there is still both theoretical disagreement and inconclusive empirical evidence on why a job-seeker's social capital is associated with her labor-market outcomes (for reviews, see Mouw 2003, 2006). We take an important step toward identifying the source of this association by proposing a direct test for whether or not a job-seeker benefits from using her social networks. This direct test holds an important advantage over an indirect test proposed by Mouw (2003). By using a within-individual fixed-effects methodology, the direct test rules out most sources of between-individual heterogeneity (Yakubovich 2005). Therefore, its results are not influenced by the quality of the measures used to assess a job-seeker's social capital. Using unique data on university graduates' successful and unsuccessful job-searches, we show that, for job-seekers who use contacts to search for jobs, that method leads to better labor-market outcomes than formal methods do. We conclude by discussing the implications of our findings for the literature on job search and social networks.
by George Jun Lan.
S.M.

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39

Mejzlíková, Jana. "Systém odměňování ve vybraném podniku". Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76961.

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The work deals with the remuneration of employees in KOVO Koukola Ltd. The main aim of this thesis is to define the theoretical concept of pay for workers and confronting him with a reasonably functioning system in a particular company.

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40

Emanuelsson, Amanda, Victoria Hultberg y Wilma Fridell. "Why do newly graduated students choose to apply for jobs in small cities? : A Bachelor thesis exploring what newly graduated students consider being an attractive employer in a small city". Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105863.

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Background: Employer branding is a concept that describes a company's reputation as a work place. Working with the employer brand can help companies to attract talented employees and also retain them in the company. It is therefore important that companies understand what makes an employer attractive in order to appeal and retain employees. This is important especially for businesses that are located in small cities since it can be challenging for them to attract talent there. Urbanization has led to smaller areas being less populated and that graduated students are least prone to move to these areas. Thus, it is important to make smaller cities and areas more attractive to make the graduates move there. Purpose: The purpose of this thesis is therefore to explore what factors graduated students consider attractive in an employer in a small city. Methodology: This thesis used a qualitative and deductive approach. In order to solve the purpose and answer the research question, eight semi-structured interviews were conducted through Zoom with a non-probability sampling that were chosen by the researchers. However, before conducting the interviews, the researchers did some theoretical research and discovered six factors that represented employer attractiveness (See Figure 1). These factors became the basis of the study and a foundation when constructing the questions for the interviews. Findings: The findings of this thesis showed that the factors that were most important; flexibility, salary, leadership, career possibilities, working culture and recruitment.

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41

Baumberg, Ben. "The role of increasing job strain in deteriorating fitness-for-work and rising incapacity benefit receipt". Thesis, London School of Economics and Political Science (University of London), 2011. http://etheses.lse.ac.uk/192/.

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Over the past three decades, the number of incapacity benefit claimants in the UK has trebled. Conventional wisdom argues that this rise cannot reflect ‘real’ incapacity; Britons are perceived to have got healthier and jobs to have become less physically demanding. Yet self-reported work-limiting disability (WLD) grew over the 1990s. Moreover, some working conditions deteriorated, with ‘job strain’ (the combination of high job demands and low job control) rising sharply. In this thesis, I investigate the possibility that rising job strain partly explains the rise in WLD and incapacity benefit receipt through four pieces of empirical research. First, different surveys appear to conflict on whether job strain has risen. Given that trends in job strain are of paramount importance, I systematically review the available trend data across 44 individual datasets. Second, I look at whether self-reported demands and control predict WLD and healthrelated job loss. Using the Whitehall II cohort, I look longitudinally at whether baseline job strain predicts WLD/health-related job loss at the following wave. I also look at the extent to which WLD mediates any relationship between job strain and health-related job loss. Third, the Whitehall II analysis is limited to civil servants and is based on self-reports. I therefore complement this analysis by looking at average job strain in particular occupations and imputing this into the nationally representative BHPS. I then relate job strain to later WLD and incapacity benefit receipt in parallel fashion to the Whitehall II analyses. Finally, the quantitative analyses leave unanswered questions about the meaning of ‘fitness-for-work’, the processes through which working conditions affect incapacity benefit receipt, and how these impact differently on different people. These are explored in a qualitative analysis of 32 interviews with people with health problems, culminating in a conceptual model of job strain, WLD, and incapacity benefit receipt.

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42

Libby, Patricia J. (Patricia Jane) 1957. "Win, loose or draw? : do employers benefit from hiring workers through Boston-based job training programs ?/". Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/68355.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.
Includes bibliographical references (leaves 57-60).
In the movement to "change welfare as we know it," traditional job training programs in Massachusetts have inadvertently come under siege. State law-makers are eschewing job training in favor of work-first policies -- mandating most public assistance recipients work or volunteer a minimum of twenty hours per week in exchange for benefits. Job training must be done as additional time permits and within the confines of a well-documented shortage of daycare subsidy slots (eliminating training options for all but the most resourceful welfare mothers). But will welfare recipients find success in getting and keeping a job without support from job training programs? Boston's most prominent nonprofit training providers have been supplying local employers with a steady source of workers for well over a decade. One assumes firms hire training program graduates because they are good workers yet, how can we be sure? This study, which focuses on Boston's largest employment sector -- the health care industry -- illustrates that firms do derive substantial benefits when hiring workers from local job training programs. These benefits include workers that are well trained, highly motivated, bring special skills to the workplace, and are cost-effective to hire. While every employer surveyed did not claim each one of these benefits, all perceived tangible advantages to working with Boston based training programs and valued their relationship with them. It is worth noting that job training programs engage a more diverse clientele than the universe of welfare recipients (recipients comprise roughly 30-50% of trainees). However, since the training population is exclusively low-income, lessons can be extrapolated as to the effectiveness of training programs with the larger public assistance population.
by Patricia J. Libby.
S.M.

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43

Horák, Martin. "Personální činnosti v organizaci: Motivace". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224204.

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Diploma thesis deals with a motivation of employees in concrete company. On the basis of empiric survey are proposed instruments, which really motivate employees to make better job performance. These motivation instruments could help cut down stress and improve communication in the company. The aim of this thesis is on the basis of analysis current status to purpose concrete motivation instruments, which will increase job performance of employees.

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44

Duren, Dennis Lee. "Cost/benefit analysis and job design for Naval Construction Force liaison officer billets on Marine Expeditionary Force staffs". Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23598.

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Approved for public release; distribution is unlimited.
This thesis provides a cost/benefit analysis and job design for the placement of Naval Construction Force (NCF) Liaison Officer billets on each Marine Expeditionary Force (MEF) staff. The three NEFs are the largest, most capable form of a Marine Air-Ground Task Force (MAGTF). Each NEF has been authorized a billet for a Navy Civil Engineer Corps (CEC) Lieutenant as the NCF Liaison Officer. The NCF (or Seabees) have supported the Marine Corps with a wide range of advanced-base construction from the origin of the Seabees during World War II through the Persian Gulf War. Discussion of this support role and the organizational/command relationships between the NCF and the Marine Corps is provided. Discussion of the benefits and costs expected to be realized from those billets will lead to a proposed job design. This design of responsibilities attempts to optimize results from the billets. Job characteristics for work motivation for the officers assigned are also considered.

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45

Lin, Yeh-Chan y 林業展. "On Influence of Participation Motivation, Leisure Benefits, Job Satisfaction and Job Performance--Marathon Runners". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/11386223026408753262.

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碩士
南華大學
企業管理系管理科學碩博士班
102
This study aims to analyze the relations among marathon runners’ participation motivation, leisure benefits, job satisfaction and job performance. Taking marathon runners’ (ultra-marathon runners included) as research subject , this study adopts questionnaire survey to collect related information and data, including participation motivation scale, leisure benefit scale, job satisfaction scale and job performance scale and four types of socio-economic characteristics of marathon runners. 214 pre-test questionnaires and 450 formal questionnaires were given respectively and retrieved 448 copies,with the retrieve rate 98%. Through the data we find the fact that marathon runners mainly are married male, aged 31-40. They receive higher education, and have better occupations.The data collected are handled in line with SPSS12.0, which are analyzed based on descriptive statistics, independent samplet test, independent sample one-way ANOVA, scheffé’s method, pearson’s product-moment correlation analysis, and multiple regression analysis. After analysis, this study shows the fact that: 1.Participation motivation influences both leisure benefits and job performance positively; moreover, it affects job performance with leisure benefits. 2.Participation motivation has a positive influence on both of job satisfaction and job performance, also it affects job performance with job satisfaction. 3.Leisure benefits as well as job satisfaction have influence job performance positively. besides, better performance leads to better satisfaction. 4.Higher job satisfaction refer to better job performance.

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46

Engberg, John Baker. "Structural estimation of the impact of unemployment benefits on job search". 1990. http://catalog.hathitrust.org/api/volumes/oclc/22535461.html.

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Thesis (Ph. D.)--University of Wisconsin--Madison, 1990.
Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 95-97).

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47

Lin, Hsiu-shan y 林修善. "The Study of Bicycle Riders'' Leisure Benefits, Job Values and Job satisfaction in the Chiayi Citiy". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/56141001635720351200.

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碩士
南華大學
旅遊事業管理學系碩士班
99
The main purpose of this study was to observe and discuss the difference samong benefits of leisure, working valuesand contentment at work of bicycle riders in Chiayi City and further more their correlation.The question naires distributed to Chiayi City’s bicycle riders who are tested subjects are issued in a total number of 350, collected in a number of 340 and deducted the invalid in a number of 39 so there are 301 valid question naires at an effective rate of 86.00%. 　　　　In addition, this research uses statistical methodssuch as the t test, ANOVA, typical correlation analysis and so on to examine. 　　　The results of this study are addressed as follows: 1. The differences in benefits of leisure of bicycle riders in Chiayi City exist among different “ages”, “professions”, “education levels” and “personal monthly incomes”. Besides, bicycle riders’ benefits of leisure would affect contentment at work. 2. The differences in working values of bicycle riders in Chiayi City exist between different “ages” and “personal monthly incomes”.Besides, bicycle riders’ working values would affect contentment at work. 3. The differences in contentment at work of bicycle riders in Chiayi City exist among different “ages”, “professions”, “education levels” and “personal monthly incomes”.

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48

Hsu, Po-Jen y 許伯任. "A Study of the Effect among Flexible Benefits, Job Satisfaction and Corporate Performance". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/65213676998040247829.

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碩士
淡江大學
管理科學研究所碩士班
95
The purpose of this research is to investigate the implementation condition of the business flexible benefits and to understand the relationship among the flexible benefits, job satisfaction and the corporate performance. The primary purposes of this study are as follows： 1.To understand between benefits satisfaction of flexible benefits system and fixed benefits system which carry out two types of company. 2.To understand the relationship among benefits satisfaction, job satisfaction and corporate performance which carry out flexible benefits system. 3.To understand the influence of the corporate performance by flexible benefits. 4.According to the results of this study, we will supply suggestions to enterprises. The samples of this study are the employees in high-tech industry in Taipei. The questionnaire instrument is adopted in this study. There are 419 effective samples used in the research. The effective return-ratio is 69.60% The statistical methods used in this study are describe analysis, t test, one way anova test, pearson correlation analysis, simple regression analysis, multiple regression analysis. The results of this study are as follows: 1.The benefits satisfaction in flexible benefits system was better than the benefits satisfaction in fixed benefits system 2.The job satisfaction in flexible benefits system was better than the benefits satisfaction in fixed benefits system. 3.The human resource performance and financial performance in flexible benefits system was better than in fixed benefits system, flexible benefits and human resource performance and financial performance is significant and positive. 4.The satisfaction of economics benefits, facility benefits, other benefits between the job satisfaction is significant and positive. The satisfaction of entertainment benefits and job satisfaction is insignificant and irrelevant. 5.The relationship between the job satisfaction and human resource performance is significant and positive. The relationship between the job satisfaction and partial financial performance(operating income and value of employee output) is significant and positive; the relationship between the job satisfaction and financial performance(gain rate) is irrelevant. 6.The influence of the flexible benefits system on human resource performance and is positive and well predicted. The influence of the flexible benefits system and partial financial performance(operating income and value of employee output) is positive and well predicted; the influence of the flexible benefits system and financial performance(gain rate) is irrelevant and unpredicted. 7.The influence of the flexible benefits system, job satisfaction on human resource performance is well predicted. The influence of the flexible benefits system, job satisfaction on partial financial performance (operating income and value of employee output) is positive and well predicted; the influence of the flexible benefits system, job satisfaction and financial performance(gain rate) is irrelevant and unpredicted.

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49

Lin, I.-Chun y 林怡均. "A Study of Individual and Job Characteristics Related to Availability of Employee Benefits". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/zap72q.

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碩士
朝陽科技大學
企業管理系碩士班
92
The purpose of this study is to examine individual and job characteristics related to availability of employee benefits. By constructing linear and logistic regression models, this research analyzed 1563 respondents from 2000 cohort of The National Longitudinal Survey of Youth 1979, collected by the US Bureau of Labor Statistics. The findings are summarized as follows: 1.Employees with the following characteristics were less likely to have employee benefits: unmarried, job tenure less than one year, hourly wages lower than $8. Compared with sales person, managerial workers were more likely to have employee benefits. 2.Union members, full-time workers, and workers who were employed in manufacture, and public administration industries were more likely to have health, life, dental insurances, and retirement plan than those in agriculture industry. Employees with the following characteristics were less likely to have health, life, dental insurances, and retirement plan: Job tenure less than one year, hourly wages lower than $8, firm size smaller than 50 workers. 3.Employees with the following characteristics were less likely to have maternity or paternity leaves, paid sick days, and vocation days: part-time workers, hourly wages lower than $8, firm size smaller than 50. 4.Workers employed in firms smaller than 50, and hourly wages lower than $8 were less likely to have profit sharing, and training. Compared with sales and non-profit organizations, operative workers and employees who were worked in governments were less likely to have childcare, and flexible hours as employee benefits.

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50

Chen, Yung-Chun y 陳永峻. "The Impact of Workload, Job Competency and Salary Benefits on Naval Voluntary Orientation". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6q7g7p.

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碩士
義守大學
資訊管理學系
106
Talented Person", regardless of industry, has always been one of the factors of success. Many companies try their best to think about ways to attract or retain them. The reason why officials and soldiers wishing to stay in camps for volunteers is low is because they are just adapting to the environment. Bad expectations for military life, difficulties in getting along with your peers, changes in the welfare system, etc. As a result, the proportion of military personnel retained by the national army has decreased year by year, which has led to an increase in the recruitment pressure for military personnel. In this study, the officers and men of a naval vessel''s volunteer servicemen were selected as the research object, and SPSS 20.0 was used for descriptive statistical analysis. The structural equation model analysis was used to verify relevant theoretical hypotheses. It was expected that workload, job competencies, and salary and benefits would be identified. The influence of separation intention. The study shows that (I) The differences in the ranks of officers and soldiers of naval volunteer sergeants have a significant relationship to wages and benefits and job competencies. (II) There is an influential relationship among the four aspects of workload, job competence, salary and benefits, and turnover intention. (IV) It was learned from the regression that there was no relationship between its four facets. Therefore, it can be seen that the degree of influence between its four facets still has limited influence. The future research of this study suggests that this study is based on the research and analysis of the volunteer sergeants of the Navy Fleet Command. Of course, under the difference of other services or units, whether there are different appearances, there is significance in research, or it can be added in the future. Other differences analysis can also find out whether there are differences in the work environment in the military.

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Tesis sobre el tema "Job Benefits"

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