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1
Sakurai, Yuka. "Problems and prospects in cross-cultural interactions in Japanese multinational corporations in Australia." View thesis entry in Australian Digital Theses Program, 2001. http://thesis.anu.edu.au/public/adt-ANU20020122.092141/index.html.
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2
Omari, Maryam. "Towards dignity and respect at work an exploration of bullying in the public sector /." Connect to this title online, 2007. http://adt.ecu.edu.au/adt-public/adt-ECU2007.0005/01front-Omari,M.pdf.
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3
Barnes, Alison Kate School of Industrial Relations & Organisational Behaviour UNSW. "'The centre cannot hold': resistance, accommodation and control in three Australian call centres." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2005. http://handle.unsw.edu.au/1959.4/22026.
Texte intégralRésumé :
Drawing upon case studies of three organisations operating six call centres in Australia, this thesis explores the manifestations and interplay of employee resistance and accommodation in response to five facets of employer control: electronic monitoring; repetitious work; emotional control; the built environment; and workplace flexibility. Accommodation refers to the ways workers protect themselves from and adapt to the pressures that make up their day-to-day experiences of work. Accommodation, unlike resistance, which implies opposition to control, may superficially resemble consent to control. I argue that resistance and accommodation are not polar opposites; rather they are both reflections of the conflict and tensions that lie at the heart of the employment relationship. At the study sites, employees utilised resistance and accommodation both separately and concurrently. An explanation of these seemingly contradictory responses and of the links among accommodation individual resistance and collective resistance lies in the concept of ???self???. In this thesis, ???self??? refers to workers??? perceptions of fairness, dignity and autonomy. I examine how these notions frame worker discontent and promote employee solidarity. ???Everyday resistance???, a concept first developed by Scott (1985) in relation to peasant struggles, is employed to highlight the existence of subterranean struggles in workplaces that otherwise appear to be harmonious. At the study sites, everyday resistance was a multi-faceted, widely employed strategy whose strength lay primarily in its immediate impact. There was, however, no necessary sequential development from accommodation, through everyday resistance to overt, formal forms of conflict. What was evident was that multiple responses to employer control could co-exist and inhibit or promote one another. But it was through organised collective resistance that more formalised gains were made and widely held grievances addressed. I suggest that, although everyday resistance may lay the groundwork for more formal struggles, one should not conclude that traditional collective resistance is ???genuine??? resistance and everyday resistance is simply a second-best prelude to it. Although conflict is always present, its intensity differs. If we are to understand the complexity of worker responses to managerial control, we need to expand the theoretical frameworks within which we analyse and interpret conflict.
4
Van, der Linde Marzanne. "The psychometric properties of an employee attitude survey for a South African Automotive Manufacturing Organization." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-121003/.
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5
Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.
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6
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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7
Kelvin, William F. "Competing Identifications Among a Newspaper's Journalists and Advertising Salespeople." [Chico, Calif. : California State University, Chico], 2009. http://csuchico-dspace.calstate.edu/xmlui/handle/10211.4/170.
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8
Bryant, Melanie. "From organisational change to org. talk : a study of employee narratives." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5725.
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9
Tse, Chi-tai Willie. "Developing a norm of organizational climate in Hong Kong /." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12792664.
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10
Lee, Ying-tong Sanna. "Work motivation in Japanese banks : a Hong Kong study /." Click to view the E-thesis via HKUTO, 2001. http://sunzi.lib.hku.hk/hkuto/record/B42575941.
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11
Altman, Michael A. "Attitudes towards giving quality service : a comparison between Las Vegas and Windsor Casino employees /." Online version of thesis, 1994. http://hdl.handle.net/1850/11109.
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12
Wong, Lai-kin Cindy. "A study of employee attitude towards performance pledge in government departments and semi-government departments /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18836847.
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13
Barbeite, Francisco. "Importance of learning and development opportunity to job choice decisions." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28567.
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14
Law, Wai-fun Margaret, and 羅蕙芬. "A case-study of attitude surveys and their impact on organizational and management development." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264359.
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15
Wong, Man-kit Bernard, and 黃文傑. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31255358.
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16
Koulikov, Mikhail. "Assessing Measurement Equivalence of the English and Spanish Versions on an Employee Attitude Survey Using Multigroup Analysis in Structural Equation Modeling." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4315/.
Texte intégralRésumé :
The study utilized the covariance structure comparison methodology - Multigroup Analysis in Structural Equation Modeling - evaluating measurement equivalence of English and Spanish versions of an employee opinion survey. The concept of measurement equivalence was defined as consisting of four components: sample equivalence, semantic equivalence, conceptual equivalence and scalar equivalence. The results revealed that the two language versions of the survey exhibited acceptable measurement equivalence across five survey dimensions Communications, Supervision, Leadership, Job Content & Satisfaction and Company Image & Commitment. Contrary to the study second hypothesis, there was no meaningful difference in opinion scores between English-speaking and Spanish-speaking respondents on the latent construct of Job Content & Satisfaction.
17
Greenberg, Stuart Elliott. "Measuring absence cultures: an examination of absence perceptions of males and females." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/44639.
Texte intégralRésumé :
<p>Absenteeism was explored from a social psychological
perspective. The purpose was to measure the absence cultures
(Nicholson and Johns, l9S5) of male and female employees
through the use of policy capturing (Hobson and Gibson, l9S3).
Absence was split into three dimensions: Personal Health, Stress
Relief, and Family Responsibility (Nicholson and Payne, l9S7).
One hundred and two employees of a large southeastern
university were used as subjects. They were asked to give their
own opinion and their opinion of their organization's view about
the inappropriateness/appropriateness of the absence behaviors
in the 27 policy capturing vignettes. They were also asked to
give their subjective weighting of how they used each dimension
to make their overall rating.</p><br>Master of Science
18
Matutoane, Leanetse Paul. "A study of employee satisfaction in two manufacturing facilities of General Motors South Africa." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003887.
Texte intégralRésumé :
Employed individuals spend a majority of their waking time at work. Therefore, within an individual’s working lifetime, most hours will be spent at work. Subsequently, theories abound purporting that humans are hedonistic beings. Considering that on average people spend most of their working lives in a working environment, it then stands to reason that people should endeavor to be satisfied at work if humans are always in pursuit of happiness. The questions arise as thus: what makes people satisfied at work, does being satisfied with the job result in less turnover, and is that the only reason that they would endeavor to prolong their employment, are older employees more satisfied with their jobs than younger employees, is a plant with an older workforce more satisfied than a similar plant with a younger workforce? This study attempts to find an answer to these and other related questions. It was conducted on employees of two plants of an automotive manufacturer based in Port Elizabeth, a town in the Eastern Cape province of South Africa. The Job Descriptive Index (JDI) was used to collect the feelings of 92 employees in different shops and analyzed to check for differences in satisfaction levels. No significant differences were found between the plants, shops and age categories surveyed.
19
Coetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.
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20
Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.
Texte intégralRésumé :
Thesis (MA)--University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural
model that explicates the nature of the causal linkages between the six main
constructs comprising the ODQ was developed and tested. Data obtained from
273 employees in a chrome manufacturing plant was used. This research found
that the proposed model offers a plausible account of the influences that exist
between the six main constructs. The benefit of this structural model will be in
the enhanced interpretation of the diagnostic results derived from the ODQ.<br>AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan
die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die
onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV
blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n
chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die
voorgestelde model ‘n aanneemlike weergawe is van die onderliggende
verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die
voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die
diagnose verkry is, kan verbeter.
21
Lee, Ying-tong Sanna, and 李瀅鏜. "Work motivation in Japanese banks: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B42575941.
Texte intégral
22
Tse, Chi-tai Willie, and 謝志棣. "Developing a norm of organizational climate in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31264773.
Texte intégral
23
Frick, Beatrice Liezel. "Verkennende studie van die menings van vroulike werknemers, van geselekteerde Suid-Afrikaanse maatskappye, jeens korporatiewe drag." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52048.
Texte intégralRésumé :
Thesis (M Consumer Science)--Stellenbosch University, 2000.<br>ENGLISH ABSTRACT: Clothing is an important phenomenon within corporate and organisational culture and forms an
integral part of the total corporate identity. It fulfills a symbolic purpose and serves as a reference. It
is a way in which companies can change or modernise their image as it is conveyed to clients. Little
research has been done on uniform types of clothing, even though it has been an important
phenomenon in the subject area of Clothing for ages. South African companies offers unique
opportunities for research within a multi-cultural environment and Consumer Science's distinctive
multi-disciplinary approach makes it an ideal starting point for this type of study.
Three environments are concerned with the phenomenon of corporate clothing, namely the
employers and employees of organisations or companies, academia of educational establishments
and the manufacturers of corporate clothing.
The study concerned tried to investigate the phenomenon of corporate clothing within the South
African corporate environment. This was firstly done by studying the available clothing literature
and describing aspects which have direct or indirect relations to corporate clothing. Information and
advice was obtained from experts to gain insight into the South African circumstances with relation
to corporate clothing. Secondly, employees who wear corporate clothing were questioned as to their
opinions on specific aspects with regards to corporate clothing. This was done by means of a
questionnaire which was developed to determine if employees of selected South African companies
see corporate clothing as representative of company image, culture and policy. The extent to which
extent employees are involved in decision-making processes with regards to corporate clothing was
also determined. Employees' opinions with regards to consumer requirements and the extent of
satisfaction with corporate clothing was determined. The extent to which age and position within
the company playa role in employees' opinions of corporate clothing were investigated according
to the information obtained through the questionnaire.
The above mentioned information was structured to give possible guidelines to companies with in
the implimentation and development of corporate clothing within the existing organisational
culture. This study did not focus on manufacturers of corporate clothing, but it is assumed that they
can benefit from the findings of the study.
The study will contribute to the building of theory in the subject area of Clothing and consequently
also contribute to the academical field.<br>AFRIKAANSE OPSOMMING: Korporatiewe kleredrag is 'n belangrike fenomeen binne die korporatiewe en organisatoriese
kultuur en vorm 'n integrale deel van algehele korporatiewe identiteit. Dit vervul 'n simboliese rol
en dien as 'n verwysingsmaatstaf. Dit is 'n manier waarop maatskappye hul beeld aan kliënte kan
verander of moderniseer. Alhoewel uniforme drag reeds vir eeue 'n belangrike fenomeen in
kleredrag is, is daar steeds min aandag in navorsing aan hierdie onderwerp geskenk. Suid-
Afrikaanse maatskappye bied unieke geleenthede vir navorsing binne 'n multi-kulturele omgewing
en Verbruikerswetenskap se eiesoortige multi-dissiplinêre benadering maak dit by uitstek geskik as
vertrekpunt vir hierdie tipe studie.
Drie omgewings het belang by die fenomeen van korporatiewe drag, naamlik die werkgewers en -
nemers van organisasies of maatskappye, akademici van opvoedkundige instellings en die
vervaardigers van korporatiewe drag.
Die betrokke studie het gepoog om op 'n verkennende wyse ondersoek in te stel na die fenomeen
van korporatiewe drag binne die Suid-Afrikaanse korporatiewe omgewing. Dit is gedoen deur
eerstens beskikbare kledingliteratuur te bestudeer en sodoende aspekte te beskryf wat direk en
indirek betrekking het op korporatiewe drag. Inligting en advies is vanaf kundiges ingewin om insig
in dié verband in die Suid-Afrikaanse omstandighede te verkry. Tweedens is werknemers wat
korporatiewe drag dra, se menings oor spesifieke aspekte met betrekking tot korporatiewe drag
vasgestel. Vir hierdie doel is 'n vraelys ontwikkel om vas te stel of die werknemers van
geselekteerde Suid-Afrikaanse maatskappye korporatiewe drag sien as verteenwoordigend van
maatskappybeeld, -kultuur en -beleid. Daar is ook vasgestel in watter mate werknemers betrek
word in besluitneming oor korporatiewe drag. Werknemers se menings oor verbruikersvereistes,
die mate van tevredenheid met die korporatiewe drag is bepaal. Die mate waartoe ouderdom en
posvlak 'n rol speel in werknemers se menings van korporatiewe drag is ook vasgestel met behulp
van die inligting verkry uit die vraelyste.
Bostaande inligting is gestruktureer om moontlike riglyne aan maatskappye te bied met betrekking
tot die invoer of ontwikkeling van korporatiewe drag binne die bestaande organisatoriese kultuur.
Daar is nie in hierdie studie gefokus op vervaardigers van korporatiewe drag nie, maar dit word
aanvaar dat die groep wel sal kan baat vind by die bevindings.
Die studie sal 'n bydrae lewer tot die opbou van teorie in die vakgebied van Kleding en gevolglik
ook 'n bydrae tot die akademie lewer.
24
Pohl, Sabine. "Contribution à une définition de la culture organisationnelle en gestion des ressouces humaines: une analyse en termes d'implication organisationnelle, d'implication à l'égard du travail et de satisfaction professionnelle." Doctoral thesis, Universite Libre de Bruxelles, 2000. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211742.
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25
Gatts, Strawberry Kathy. "Community development work study grant proposal to HUD: The selection factors and management plan." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1816.
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26
Barnes, Alison Kate. ""The centre cannot hold" : resistance, accommodation and control in three Australian call centres /." 2005. http://www.library.unsw.edu.au/~thesis/adt-NUN/public/adt-NUN20050816.220033/index.html.
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27
Phoofolo, Selloane Tryzer. "Social factors influencing employee well-being." Thesis, 2008. http://hdl.handle.net/10210/656.
Texte intégralRésumé :
The benefit of organizations that invest in the people who work for them has been shown in numerous academic publications. Some of these human capacity investments are amongst other the Employee Assistance Program. These programmes are designed to assist employees who in the course of their work encounter personal or interpersonal problems that may or may not influence the work environment. Departments can also make use of Employee Assistance Program (EAP’s) in their bid to offer help to employees. EAP is a program aimed at addressing quality of life and quality of work life of employees. When the mental, physical and emotional capacities are disturbed, the enthusiasm to work seems to decrease and hence economical implications are unavoidable. Good interpersonal relations, quality of supervision, improved working conditions in the workplace are important tasks that can contribute significantly to social factors influencing employee well-being. To make headway on these tasks, a study was conducted with the employees at the Department of Social Development, Germiston Office in Gauteng Province. The aim of this research study was to measure social factors influencing employee well-being at the Department of Social Development, Germiston. The objectives of the study were: • To draw up a profile of employee well-being at the Department of Social Development. • To review literature on social factors influencing employee well-being. • To select and prepare suitable instrumentation for the collection of quantitative data. • To analyze data and determine most suitable indicators of employee well-being. • Data will be interpreted for the purpose of drawing conclusions that reflect the interests, ideas and theories that initiated the inquiry. • To establish relationships between social factors and employees. • To draw conclusions and make recommendations. The findings of this study showed that the problems of the respondents that needed attention of the management are as follows: • Home language is an important determinant that can be associated with equality. English/Afrikaans respondents are less likely to be given equal opportunities to advance in their careers than African-language-speaking respondents. • Home language is an important determinant that can be associated with job satisfaction. African respondents are more likely to experience job satisfaction than English/Afrikaans respondents. • Home language is an important determinant that can be associated with expectation. African respondents are more optimistic about the future than the English/Afrikaans respondents. • Home language is an important determinant that can be associated with energy. English/Afrikaans-speaking respondents are less likely to enjoy the things that they are doing than African respondents. • Home language is an important determinant of that can be associated with responsibility. African respondents are more likely to get what they want if they work hard than English/Afrikaans respondents. There is statistically significant difference between family income of the respondents and energy. Family income is an important determinant that can be associated with energy. The respondents earning more than R6 000 or more per month are less likely to enjoy life than the respondents who are earning less than R5 999 per month. Home language is an important determinant of medical aid. English/Afrikaans respondents have a greater need for medical aid than African respondents. The study has shown that African employees at the organization are generally more contempt in their work than Afrikaans and English speaking employees. One can only speculate as to what may contribute to this marked difference in opinion. Environmental factors may be included in these findings. The study does show however that expectations and perceptions amongst various cultural groups of employees are different and that English and Afrikaans employees are less optimistic about the future than the African group. It is significant to note however that expectations regarding aspects such as access to a medical aid may contribute to a sense of well - being as well. It is important for management to conduct surveys which research how employees are feeling and what the morale is in an organization. The findings will help management in structuring a performance appraisal system, team building as well as developing career development programs and improving factors that have an impact on the well-being of the employees.<br>Dr. W. Roestenburg
28
Neswiswi, Humbulani. "Employee attitude towards business ethics in the motor industry." Diss., 2014. http://hdl.handle.net/2263/44220.
Texte intégralRésumé :
The aim of this study was to assess whether a relationship existed between an
employee’s attitude toward business ethics and the variables of age, race,
gender, level of education, position, tenure and place of work within the South
African Motor Industry. The study was conducted using a well-known research
instrument, the Attitude Toward Business Ethics Questionnaire (ATBEQ), in
order to be able to compare the results with previous studies.
The study did not find significant evidence to suggest that the above-mentioned
demographic variables were related to an employee’s attitude toward business
ethics barring for a few of the measured variables from the questionnaire. In its
findings, the study did not support most of the previous studies that have been
done in the field of attitude toward business ethics.
The suggested area for future research is to include a demographic of culture
and upbringing to assess the relationship between that variable and attitude
toward business ethics.<br>Dissertation (MBA)--University of Pretoria, 2014.<br>zkgibs2015<br>Gordon Institute of Business Science (GIBS)<br>Unrestricted
29
Matsuda, Takeshi Ken. "Practicing Japanese-style management in the United States a study of Japanese-owned factories in New England /." 1994. http://catalog.hathitrust.org/api/volumes/oclc/34632496.html.
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Kaur, Harjeet. "The impact of human resource factors on employee attitudes and environmental performance in a sample of Malaysian ISO 14001 EMS certified companies." 2008. http://arrow.unisa.edu.au/vital/access/manager/Repository/unisa:36459.
Texte intégralRésumé :
Despite the considerable existing body of academic literature, increasing employee motivation for environmental endeavors continues to be poorly understood. Recently Govindarajulu and Daily (2004) presented a comprehensive theoretical framework for environmental performance by looking at the crucial employer and employee factors affecting environmental performance. The authors identified management commitment, employee empowerment, feedback and review, and rewards as key human resource (HR) factors in increasing employee motivation for enhanced environmental performance. However, no published studies to date have empirically validated the framework. Therefore, one purpose of this dissertation is to address this void. Additionally, job satisfaction and organizational commitment were proposed as mediators in the relationship between the HR factors and environmental performance.
31
Schumacher, Svenja Kristina. "Unraveling the minds of survey participants: A respondent-centered approach to understanding response behavior in employee attitude surveys." Doctoral thesis, 2020. https://repositorium.ub.uni-osnabrueck.de/handle/urn:nbn:de:gbv:700-202009183540.
Texte intégralRésumé :
In the context of organizational development, surveys are important tools for learning about employees’ experiences in the organization. Organizational practice is faced with two main challenges to the successful implementation of surveys. First, the increasing use of surveys may lead to survey fatigue potentially negatively impacting employees’ motivation to engage in surveys. Second, survey results serve as a basis for strategic decision-making in organizations and thus need to be adequate for linkage research or benchmarking practices. The presented research aims to address these two challenges by taking a respondent-centered approach focusing on motivational and cognitive aspects of employees’ experiences while taking surveys. First, it introduces the new construct of survey experience as a respondent- centered criterion of successful survey design (Paper 1). A short-scale is theoretically developed based on user experience theory (Hassenzahl, Platz, Burmester, & Lehner, 2000) and empirically tested and validated in two studies. It, therefore, contributes to the understanding of survey design influences on participant’s motivational processes of survey response. Additionally, the short-scale equips practitioners with a reliable and economic lever to counter possible effects of survey fatigue by creating enjoyable and usable surveys tailored to specific target groups. Second, the presented research addresses cognitive and motivational aspects of survey processing and potential implications for the comparability of results. It, specifically, examines item-wording effects on response behavior on the example of intensifiers in Likert-type item stems of employee attitude surveys (Papers 2 and 3). It, further, considers the role of the organizational setting in determining employees’ response behavior (Krosnick, 1991) in the response process (Tourangeau & Rasinski, 1988) of employee attitude surveys (Paper 3). It, thereby, contributes to the understanding of employees’ response processes in this particular setting and provides practical advice for item-wording practices in organizations. Overall, the three papers bridge the previous literature by considering the survey itself, participants’ motivational and cognitive processes of survey response, and the survey setting in the context of employee attitude surveys together. The results of the presented research highlight the need for a contextual approach to researching and designing surveys that considers interactions between the survey, the participants, and the setting. It, thereby, contributes starting points to enable a more sophisticated approach to understanding survey response in employee attitude surveys.
32
"An exploratory study of attitudes towards home-based telecommuting among personnel in the hi-tech corporations of Hong Kong." 2000. http://library.cuhk.edu.hk/record=b5890167.
Texte intégralRésumé :
by Chou Hsin Yi, Samtani Lavina Santu.<br>Thesis (M.B.A.)--Chinese University of Hong Kong, 2000.<br>Includes bibliographical references (leaves 81-90).<br>ABSTRACT --- p.iii<br>TABLE OF CONTENTS --- p.iii<br>ACKNOWLEDGEMENTS --- p.v<br>Chapter CHAPTER I --- INTRODUCTION --- p.1<br>The Concept of Telecommuting --- p.1<br>"""Telecommuting"" and ""Teleworking""" --- p.1<br>"Definition of "" Telecommuting “" --- p.3<br>Driving Forces --- p.4<br>Who is a Telecommuter? --- p.6<br>Telecommuting in the Context of Hong Kong --- p.8<br>Methodology --- p.10<br>Chapter CHAPTER II --- TELECOMMUTING AS A PRACTICE --- p.13<br>Pervasive in Traditional and IT-Related Industries --- p.13<br>Successful Examples --- p.13<br>Nationwide Figures --- p.14<br>Actors and Driving Forces --- p.16<br>Individual Perspective --- p.16<br>Organizational Perspective --- p.19<br>Societal Perspective --- p.21<br>Not as Pervasive --- p.21<br>Chapter CHAPTER III --- MULTINATIONAL CORPORATIONS & LOCAL TELECOMS --- p.23<br>Background --- p.23<br>The Two Voices: Managers and Employees --- p.23<br>The Managers' Perspective --- p.24<br>The Employees' Perspective --- p.30<br>The Other Two Voices： Men and Women --- p.35<br>Synopsis --- p.38<br>Chapter CHAPTER IV --- INTERNET STARTUPS --- p.40<br>Background --- p.40<br>The Two Voices: Managers and Employees --- p.41<br>The Managers' Perspective --- p.41<br>The Employees' Perspective --- p.41<br>The Other Two Voices: Men and Women --- p.47<br>Synposis --- p.52<br>Chapter CHAPTER V --- SELF-EMPLOYED ENTREPRENEURS --- p.54<br>A Commercial Software Consultant --- p.55<br>Technical Director at InstruX.com.hk --- p.55<br>Synopsis --- p.58<br>Chapter CHAPTER VI --- DISCUSSION --- p.60<br>Type of Organisation --- p.62<br>The Notion of Teamwork --- p.62<br>Relationship Between Managers and Employees --- p.63<br>Job-Related Perceptions --- p.66<br>Gender-Related Perceptions --- p.65<br>The Connection Between Work and Non-Work Domains --- p.67<br>The Role of Technology --- p.69<br>The Role of Relationships --- p.70<br>Concluding Remarks --- p.71<br>Food For Thought --- p.75<br>APPENDIX --- p.76<br>BIBLIOGRAPHY --- p.81
33
Osborn, Anthony. "Public school teacher attrition and organizational health: a comparative study." Thesis, 2006. http://hdl.handle.net/2152/2597.
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Albritton, Felix Reginald Ebener Deborah J. "A comparative analysis of business majors' attitudes toward disability, job applicant disability status, and the placeability of persons with disabilities." Diss., 2005. http://etd.lib.fsu.edu/theses/available/etd-07112005-142010.
Texte intégralRésumé :
Thesis (Ph. D.)--Florida State University, 2005.<br>Advisor: Dr. Deborah J. Ebener, Florida State University, College of Education, Dept. of Childhood Education, Reading, and Disability Services. Title and description from dissertation home page (viewed Sept. 23, 2005). Document formatted into pages; contains xiii, 114 pages. Includes bibliographical references.
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"Work satisfaction among nurses in selected Botswana hospitals." Thesis, 2012. http://hdl.handle.net/10210/5558.
Texte intégralRésumé :
M.Cur.<br>The overall objective of this study is to measure the level of work satisfaction among nurses at Athlone, Lobatse Mental and Scottish Livingstone hospitals, and develop guidelines for the nursing service manager to facilitate work satisfaction. The nursing service manager is responsible and accountable for quality personnel management. Personnel management involves the adequate provision and utilisation of personnel as well as the retention and development of personnel. In view of existing problems such as high turnover rates, too much work and the public's concerns about the standard of nursing, there is need to regularly evaluate the level of work satisfaction among nurses. Hence the study address the formulation of guidelines for the nursing service manager to facilitate work satisfaction and empower nurses. Emanating from the above the following questions are relevant: What is the level of work satisfaction among nurses in the three government hospitals ? What measures need to be put in place in order to increase work satisfaction among nurses ?
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"Expatriate adaptation and performance: an empirical study in China." 2000. http://library.cuhk.edu.hk/record=b5890535.
Texte intégralRésumé :
Zhao, Yan.<br>500 Thesis submitted in: December 1999.<br>Thesis (M.Phil.)--Chinese University of Hong Kong, 2000.<br>Includes bibliographical references (leaves 81-89).<br>Abstracts in English and Chinese, questionnaire in English and Chinese.<br>ABSTRACT (ENGLISH) --- p.i<br>ABSTRACT (CHINESE) --- p.ii<br>ACKNOWLEDGEMENT --- p.iii<br>TABLE OF CONTENTS --- p.iv<br>LIST OF TABLES --- p.vi<br>LIST OF FIGURES --- p.vii<br>Chapter CHAPTER 1. --- INTRODUCTION<br>Background of the Study --- p.1<br>Objective of the Study --- p.2<br>Significance of the Study --- p.4<br>Chapter CHAPTER 2. --- LITERATURE REVIEW<br>Expatriate's Adaptation --- p.7<br>Impression Management --- p.11<br>Performance Evaluation in Leader-Member Exchange --- p.13<br>Cognitive Information Processing --- p.17<br>Summary --- p.21<br>Chapter CHAPTER3. --- MODEL DEVELOPMENT<br>Research Context --- p.22<br>Hypotheses --- p.24<br>Chapter CHAPTER 4. --- RESEARCH METHODOLOGY<br>Overview --- p.29<br>Sample --- p.30<br>Questionnaire --- p.32<br>Measurements --- p.34<br>Control Variables --- p.37<br>Chapter CHAPTER 5. --- RESULTS<br>Statistical Method --- p.39<br>Hypotheses Testing --- p.40<br>Chapter CHAPTER 6. --- DISCUSSION AND CONCLUSION<br>Discussion of Findings --- p.45<br>Additional Considerations --- p.51<br>Theoretical Contributions --- p.53<br>Practical Implications --- p.55<br>Limitations and Future Research Directions --- p.57<br>Conclusion --- p.60<br>TABLES --- p.61<br>FIGURES --- p.72<br>APPENDICES --- p.74<br>REFENCES --- p.81
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Stainbank, L. J. (Lesley June) 1953. "Employers' and public accountants' attitudes towards employee reporting in South Africa." Thesis, 2000. http://hdl.handle.net/10500/16100.
Texte intégralRésumé :
The traditional focus of financial reporting has been on meeting the needs of investors and creditors. However, meeting the needs of other users of financial reports, particularly the employees, cannot be ignored. Employee reporting has therefore evolved as a form of reporting which meets the needs of employees for information about the enterprise for which they work. In South Africa, this is a particularly pertinent topic as a result of recent developments which highlight the need to provide other users with information and emphasize the rights
of employees. Furthermore, companies in South Africa are producing employee reports although there is no guidance by any regulatory bodies as to the form and contents of such reports. This study examines the
desirability of employee reporting in South Africa with emphasis on the theoretical background to
the subject, and the attitudes of employers and public accountants towards the desirability of
employee reporting, its form and contents, and public accountant involvement with published
employee reports.
After analysis, it was concluded:
(1) There is a need for employee reporting.
(2) Although the average response provided support for a separate employee report issued
annually as the most desirable form of employee reporting, employers preferred regular
meetings as the form of employee reporting.
(3) Public accountant involvement with published employee reports is undesirable.
(4) More research is needed.
These conclusions support the following recommendations.
(1) SAICA should show support for the disclosures required by The King report on corporate
governance.
(2) SAICA should re-instate the Employee Report Award.
(3) The communication role of employee reporting should be emphasized.
(4) There should be no regulatory interference with the form of employee reporting at the
moment.<br>Financial Accounting<br>D. Comm. (Accounting)
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Stevens, Craig. "An investigation of the change process and its effect on employees : a case study of Antalis (Pty) Ltd." Thesis, 2004. http://hdl.handle.net/10321/79.
Texte intégralRésumé :
Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2004
xiii, 128 leaves<br>The research study conducted was an investigation into the change process and
its effect on employees, a case study of Antalis (Pty) Ltd. The objective of the
research was to achieve a better understanding of how the company had changed
and whether or not the change process was the correct one to have undertaken under the circumstances, and to investigate the effects the change had on the employees and the culture of the company.
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Lombard-Sims, Danielle. "Applicant Reactions to Structuring the Selection Interview." Thesis, 2013. http://hdl.handle.net/1805/3423.
Texte intégralRésumé :
Indiana University-Purdue University Indianapolis (IUPUI)<br>Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and
acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.
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Mntungwa, Muzi Brian. "The readiness of eThekwini electricity employees for change to a regional electricity distributor." Thesis, 2007. http://hdl.handle.net/10321/86.
Texte intégralRésumé :
Thesis (M.B.A.)-Business Studies Unit, Durban University of Technology, 2007
iv, 116 leaves<br>The research assesses employee readiness at eThekwini Electricity to form part of the
Regional Electricity Distributor, which had been legislated by Government. The premise of the study is to investigate, identify and understand key factors likely to promote or inhibit effective readiness to change. If these factors can be measured by the organisation, an evaluation of the difficulty of the change effort can then be used to plan accordingly. By assessing readiness for change in the organisation, Top Management will be in a position to identify gaps that may exist between their own expectations about the change effort and those of other organisational members.
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More, Penelope Sekgametsi. "The well-being of HIV/AIDS employees." Thesis, 2012. http://hdl.handle.net/10210/7658.
Texte intégralRésumé :
M.A.<br>Virtually unheard of two decades ago, AIDS is, at the turn of the century, one of the best known and most talked about disease on the globe. A decade ago, HIV was regarded primarily as a serious health crisis. What had first appeared to be a disease confined to certain well-defined populations such as gay men and haemophiliacs became a disease that threatened everyone, everywhere. AIDS has become a fullblown threat to development and its social and economic consequences are felt widely not only in the workplace but also in the human resource field and the economy in general. The HIV epidemic is the most important challenge facing South Africa since the birth of democracy. The implications of HIV in the workplace are scary. Even though HIV affects all of us, it has become a workplace issue that must be addressed simply because work is one of the most important dimensions in the life of the individual. The workplace can be a scene of prejudice, discrimination, rejection and harassment, for people affected by HIV, and those feelings are fuelled by ignorance and fear of infection. HIV-positive employees suffer high levels of depression, anxiety, fear and a great degree of uncertainty associated with the diagnosis. Instead of rejecting, stigmatising and isolating positive employees, a collective commitment is needed by the workplace to treat positive employees with dignity and respect. Because the workplace is such an important element in the individual's life, it has been demonstrated to be life lengthening and fulfilling for employees to remain in familiar, supportive and productive surroundings even after being diagnosed HIV-positive (Masi, 1993). The researcher examined how HIV affects employee functioning in the work environment. A qualitative research design is followed using a framework based on Straus and Corbin (1990). Purposive, non-probability sampling is used. Data is captured by using an unstructured, open-ended interview schedule. In this study data analysis is completed manually. Literature is reviewed to validate the findings and lastly conclusions and recommendations are presented.
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Bell, Nadene Joy. "A needs assessment for an employee assistance programme (EAP) for the Department of Water Affairs and Forestry in the Northern Province." Diss., 2003. http://hdl.handle.net/10500/946.
Texte intégralRésumé :
The aim of the study is to design a needs assessment data collection instrument; administer it to a representative sample of employees in the department; and to analyze the findings in order to make recommendations regarding the design of an Employee Assistance Programme (EAP) for the Department of Water Affairs and Forestry (DWAF) in the Northern Province.
The literature review concentrates on the design and application of needs assessments for EAPs.
A data collection instrument, the SAGENA was designed, piloted and then trans,ated into the major languages spoken by DWAF employees in the region, and content is given.
Out of the total population of 7,381 employees, a stratified, random sample of DWAF employees was selected for the study. A total of 550 employees completed the questionnaire, which represented a 7,45% sample with a 93% response rate.
The findings showed that 97% of employees felt that an EAP would have a positive impact on their well-being and work performance. The majority said they would use counselling for themselves (71%) as well as for referring colleagues and subordinates (67%). The most prevalent problems (financial problems, retrenchment, retiring and HIV fears etc.) and least prevalent problems of employees are reported in the study as well as employees' preferences for various forms of EAP services. Finally recommendations are made regarding the design of an EAP for DWAF: Northern Province.<br>Social Work<br>M.A.(Socal Science)
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"An analysis of the meaning of work among the employees with a U.S. firm in Hong Kong, Taiwan and Singapore." Chinese University of Hong Kong, 1996. http://library.cuhk.edu.hk/record=b5888644.
Texte intégralRésumé :
by Chan Mei-Yuk, Janice, Li Kam-Pui, Tony.<br>Thesis (M.B.A.)--Chinese University of Hong Kong, 1996.<br>Includes bibliographical references (leaves 94-100).<br>Questionaire in Chinese.<br>ACKNOWLEDGMENT --- p.ii<br>ABSTRACT --- p.iii<br>TABLE OF CONTENTS --- p.iv<br>LIST OF TABLES --- p.v<br>Chapter<br>Chapter I. --- INTRODUCTION --- p.1<br>Chapter II. --- LITERATURE REVIEW --- p.2<br>Chapter III. --- METHODOLOGY --- p.8<br>Measures --- p.8<br>Sample and Procedure --- p.9<br>Chapter IV. --- RESULTS --- p.17<br>Definition of work --- p.17<br>Work Centrality --- p.23<br>Work functions --- p.29<br>Work goals --- p.31<br>Societal Norms --- p.35<br>Job satisfaction --- p.39<br>Ideal Job --- p.43<br>Chapter V. --- DISCUSSION --- p.49<br>Definition of Work --- p.49<br>Work centrality --- p.51<br>Work functions --- p.54<br>Work goals<br>Societal norms --- p.58<br>Job Satisfaction --- p.59<br>Ideal Job --- p.60<br>Chapter VI. --- CONCLUSION --- p.63<br>Chapter VII. --- LIMITATIONS OF OUR STUDY --- p.66<br>APPENDIX --- p.67<br>BIBLIOGRAPHY --- p.94
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Coulter-Kern, Paige E. "EXAMINING THE FEEDBACK ENVIRONMENT AND ACCOUNTABILITY IN INFORMAL PERFORMANCE MANAGEMENT SYSTEMS." Thesis, 2013. http://hdl.handle.net/1805/3245.
Texte intégralRésumé :
Indiana University-Purdue University Indianapolis (IUPUI)<br>Improving performance management is a high priority for many organizations that want to improve the performance of their employees. Recently, researchers have focused on the social context to promote behavioral change, and have created new scales to examine context, such as the feedback environment. The current study examined internal and external accountability as mediators of the relationship between the feedback environment and developmental behaviors. Participants each completed three scales measuring the feedback environment, internal and external accountability, and developmental behaviors. Results suggested that internal and external accountability both mediate the relationship between the feedback environment and developmental behaviors, but neither is a stronger mediator than the other. In addition, internal and external accountability both mediate the relationship between each component of the feedback environment and developmental behaviors, but again neither is a stronger mediator than the other. This study contributed to the literature on performance management, and emphasized the importance of training supervisors to use the feedback environment to increase perceptions of accountability for employees.