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Tesi sul tema "High involvement work systems"

Autore: Grafiati
Pubblicato: 4 giugno 2021
Ultima modifica: 19 febbraio 2022

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1

Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvem
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Abstract (sommario):
Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement
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3

Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure
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4

Owen, Jennifer. "Women, office work and computerisation : case studies in user-involvement during systems development." Thesis, Sheffield Hallam University, 1992. http://shura.shu.ac.uk/3148/.

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This thesis examines the area of user-involvement in the development of computerised office information systems, with particular reference to gender relations and to initiatives in 'Human-Centred' systems design. it is based on a review of literature in computer science and in social science, and on case-study research. The thesis forms a contribution to the interdisciplinary work of the Human-Centred Office Systems Project, at Sheffield Polytechnic. Interdisciplinary research into information systems development is expanding, partly in response to evidence that many systems fail to meet their
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5

Murnan, Aaron. "Predictors of Involvement in Acts of Prostitution among Substance Using, High-Risk Women." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1439394837.

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6

Okhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach." Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.

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Research in workplace safety has focused on either the physical approach that emphasizes ergonomic design of the environment and work-related equipment, an environmental approach that emphasizes potential hazards such as noise, toxins, and temperature, or a behavioural approach that emphasizes changing employee behaviours that are deemed to be responsible for workplace incidents such as accidents, injuries, fatalities, and safetyrelated events. I built on this research (i) to develop and validate an HPWS for safety scale, and (ii) to propose and test a model of processes through which unit lev
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7

Arendse, Lenwhin. "Understanding the association between high performance work systems andorganisational performance." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52434.

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Understanding the relationship between high performance work systems (HPWS) and organisational performance is becoming increasingly important to gain and sustain a competitive advantage. In the current challenging economic climate, organisations are facing major challenges to do more with less. Thus, the investments in resources such as people are increasingly under scrutiny to provide returns on investment. HPWS have been positively associated with organisational performance, but organisations are not reaping the full benefits of HPWS. Both managers as well as HR professionals can gain
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8

Olsson, Eva. "Designing Work Support Systems – For and With Skilled Users." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4275.

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9

Martinaityte, Ieva. "Leveraging employee creativity through high performance work systems : a multilevel perspective." Thesis, Aston University, 2014. http://publications.aston.ac.uk/24369/.

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Research has looked at single rather than a configuration of human resource management (HRM) practices to influence creativity so it is not yet clear how these practices synergistically facilitate creativity and organisational performance. I address this significant but unanswered question in a three-part study. In Study 1, I develop a high performance work system (HPWS) for creativity scale. I use Study 2 sample to test the validity of the new scale. In Study 3, I test a multilevel model of the intervening processes through which branch HPWS for creativity influences creativity and branch per
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FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.

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Os eventos organizacionais dos últimos 10 anos - outsourcing, downsizing, reengenharia, aquisições, fusões, etc - estão desafiando os departamentos de Recursos Humanos tradicionais e as práticas executivas estabelecidas desde a metade dos anos de 1970 (John P. Morgan, 2001). Como conseqüência destas mudanças surgiu, em meados da década de 1990, uma abordagem inovadora conhecida como HPWS (High Performance Work Systems ou Sistemas de Trabalho de Alto Desempenho): Conjuntos de práticas de alto desempenho com a finalidade de selecionar, desenvolver e reter a força de trabalho, com habilidad
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11

Do, Hoa. "High-performance work systems and organisational performance : evidence from the Vietnamese service sector." Thesis, Aston University, 2017. http://publications.aston.ac.uk/30340/.

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Despite the plethora of research scrutinising the role of high performance work systems (HPWS) in enhancing organisational performance, there is little consensus about the structure of these systems and processes underlying its relationship to organisational and individual outcomes. This research therefore advances the existing literature by conducting a more in-depth study of how and why HPWS relate to organisational performance. In particular, I adopt the mixed methods approach to uncover unexplored issues regarding the efficacy of HPWS on organisational performance. The qualitative phase of
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12

Neumann, W. Patrick. "Production ergonomics : identifying and managing risk in the design of high performance work systems /." Lund : Univ, 2004. http://ebib.arbetslivsinstitutet.se/ext/patrick_neumann/production_ergonomics_identifying.pdf.

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Hertrampf, Markus [Verfasser]. "High Performance Work Systems und Unternehmenserfolg : Eine empirische Studie zu Mediations- und Moderationseffekten / Markus Hertrampf." Konstanz : Bibliothek der Universität Konstanz, 2016. http://d-nb.info/1113110260/34.

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14

Trichy, Ravi Vignesh. "Runtime Systems and Scheduling Support for High-End CPU-GPU Architectures." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338324367.

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15

Murashkin, Maxim, and Johanna Tyrväinen. "The black box of human resources: The effect of high performance work systems on organizational commitment, work engagement and intention to leave." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161375.

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Abstract (sommario):
Employee attrition is a critical issue for organizations as retaining the best professional talent and controlling the costs linked to losing and employing new employees is a costly process. This is especially true for small and medium-sized enterprises that have limited resources and where every individual employee is a big part of the collective effort of the company. It has been argued that in most organizations the utility of human resources is not maximized and that investments in the right human resource practices would provide returns that exceed the costs. The unclear relationship betw
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16

El-Ghalayini, Yousif. "The Effects of High Performance Work Systems on International Governmental Organizations: A Study of the United Nations Relief and Works Agency for Palestine Refugees in the Near East Headquarters." Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31867.

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In the last three decades, a growing body of research has suggested that using a mix or system of human resources management (HRM) practices can lead to superior organizational performance. These practices (such as selective recruitment and hiring procedures, performance-based compensation systems, employee participation, and training and development) have been referred to as high performance work systems (HPWS) and originated from the study of strategic human resource management (SHRM), where researchers have examined the impact of these systems on organizational performance outcomes. The rel
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17

Caccialupi, Alessandro. "Systems development for high temperature, high strain rate material testing of hard steels for plasticity behavior modeling." Thesis, Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04082004-180051/unrestricted/caccialupi%5Falessandro%5F200312%5Fms.pdf.

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18

Zacharatos, Anthea. "An organization and employee-level investigation of the relationship between high-performance work systems and workplace safety." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2002. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ65689.pdf.

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19

Sim, Samantha Ng, and 沈鈺兒. "The effectiveness of high performance work systems on employee satisfaction and commitment in health care: asystematic review." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46941502.

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20

Johnson, Paula. "The Impact of Technology on Parental Involvement: Perceptions of teachers and guidance counselors regarding the impact of a parent portal component of a student information system on parental involvement at the high school level." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/19310.

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Abstract (sommario):
With just a click of a button, individuals from across the world can communicate and share information with ease and efficiency through the internet. Employing similar technology, schools are implementing student information systems with a parent portal component to provide parents, students, teachers and guidance counselors with anytime, real-time avenues of communication regarding attendance, grades and standardized test scores in an effort to increase parental involvement and student achievement. Schools must collect and review data to make sound decisions to guide practice (Mann & Shakesha
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21

Preiksaitis, Michelle Kathleen Fitzgerald. "Servant Leaders' Use of High Performance Work Practices and Corporate Social Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2866.

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Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership
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22

Leffakis, Zachary. "The effects of high performance work systems on operational performance in different manufacturing environments : improving the "fit" of HRM practices in mass customization /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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Dissertation (Ph.D.)--University of Toledo, 2009.<br>Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Manufacturing and Technology Management." Bibliography: leaves 246-252.
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23

Bish, Adelle Jayne. "High performance HR systems as drivers of star performance : exploring the intervening mechanisms of work context and perceptions of justice." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16314/.

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Attracting and engaging talented people, the 'star performers', is an on-going challenge for organisations. Our theoretical understanding of the nature of star performance and the way in which HR systems facilitate such performance is limited. Drawing from theories of human resource management, leadership, performance, job characteristics and organisational justice, this research develops and tests a model of the role of High Performance HR systems in facilitating task and contextual performance. This model proposes that the way in which organisational systems influence individual level
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Leffakis, Zachary M. "The Effects of High Performance Work Systems on Operational Performance in Different Manufacturing Environments: Improving the “Fit” of HRM Practices in Mass Customization." University of Toledo / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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25

Siddique, Muhammad. "Exploring the linkages between high performance work systems and organizational performance : the role of relational coordination in the banking sector of Pakistan." Thesis, University of Newcastle upon Tyne, 2014. http://hdl.handle.net/10443/2697.

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This study sets out to determine the process through which high performance work systems (HPWS) affect organizational performance. Previous research in the field of HRM has mainly supported the view that properly designed high performance work systems can enhance organizational performance. There is a growing debate, however, with regard to understanding the “mechanism” linking HPWS and organizational performance. Based on the theory of relational coordination, this study tested a model that examines the linkages and uses relational coordination among employees as a path way through which HPWS
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26

Tenneson, Katherine B. "San Antonio High School Food Justice Program: A Handbook and Evaluation of Edible Education." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/pitzer_theses/22.

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This senior environmental studies thesis explains and analyzes edible education through a food and gardening program at a continuation high school in Claremont, California. The first chapter situates the program-specific analysis by providing background information of the edible education movement, a history of the Edible Schoolyard in Berkeley, California, and an explanation of why food is a powerful teaching tool. The second chapter delineates the program by describing all of its components and compiling essential resources and teaching documents. The third chapter is based on interviews wit
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27

Lange, Juergen. "Hoch stapeln, fest zurren : Arbeit mit konventionellen und innovativen Systemen der Containersicherung auf Seeschiffen und im Hafen - STACK THEM HIGH AND LASH THEM TIGHT : Work with conventional and innovative systems for container lashing on ocean-going vessels and in ports." Gerhard-Mercator-Universitaet Duisburg, 2001. http://www.ub.uni-duisburg.de/ETD-db/theses/available/duett-11162001-110612/.

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This paper is the product of a research and development project for an alternative system for the seaworthy lashing of containers on ocean-going vessels jointly drawn up by terminal operators, stevedore companies, shipping companies, shipbuilders and chandlers, a classification society and scientific institutions, working together in a co-operation community. The development project was conducted over the period from 1988 - 1996 and was temporarily sponsored by the Federal Ministry for Research and Technology and the Free and Hanseatic City of Hamburg. Within the framework of this project, in
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28

Lawrence, Nathan. "Driving Strategies in Performance Excellence." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3900.

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Only a small number of U.S. businesses have implemented the Baldrige Criteria for Performance Excellence to improve their performance. The purpose of this multiple case study was to explore strategies that executive business leaders use to implement the Baldrige Criteria for Performance Excellence. The study population consisted of 6 business executives and 2 organizations in the U.S. state of Texas, all with experience in implementing the Baldrige Criteria for Performance Excellence. The theory of high performance work systems provided the conceptual framework for the study. Data were gathere
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Okereke, Beverly Ngozi. "A Collaborative Approach to Address Student Behavior and Academic Achievement across Systems." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/404.

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Academic achievement and in-classroom behaviors are two significant child outcomes that affect student success in school. According to Systems Theory, in order to truly understand the factors that affect these outcomes for children, one must look to the major systems that encapsulate the child (including their school and home environments). This project is a meta-analytic review that examined the effectiveness of measures representing each system in predicting child achievement and behavior: School-Wide Positive Behavior Supports (SWPBS) for the school as a system, level of parent involvement
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Gonçalves, Gizelda. "Gestão estratégica de recursos humanos o sistema das suas práticas e implicações nos resultados individuais : qual o papel do cumprimento do contrato psicológico? O caso das Agências Bancárias." Doctoral thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/3581.

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Doutoramento em Gestão<br>A finalidade deste estudo é a exploração das relações entre o sistema de práticas de gestão de recursos humanos (GRH), cumprimento dos contratos psicológicos (CCPs) e resultados individuais (RES) dos colaboradores das Agências Bancárias em Portugal. Pretende-se com ele conhecer a influência da percepção do sistema de práticas de GRH, na relação entre os colaboradores e a organização, nomeadamente na sua percepção do CCPs e ainda, conhecer a influência da percepção do CCPs nas atitudes e comportamentos dos colaboradores das Agências Bancárias. Para a concretização dest
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31

Rice, Claire Michele. "A Case Study of the Ellison Model's Use of Mentoring as an Approach Toward Inclusive Community Building." FIU Digital Commons, 2001. http://digitalcommons.fiu.edu/etd/37.

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The Ellison Executive Mentoring Inclusive Community Building (ICB) Model is a paradigm for initiating and implementing projects utilizing executives and professionals from a variety of fields and industries, university students, and pre-college students. The model emphasizes adherence to ethical values and promotes inclusiveness in community development. It is a hierarchical model in which actors in each succeeding level of operation serve as mentors to the next. Through a three-step process--content, process, and product--participants must be trained with this mentoring and apprenticeship par
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32

Teng, Sin Yong. "Intelligent Energy-Savings and Process Improvement Strategies in Energy-Intensive Industries." Doctoral thesis, Vysoké učení technické v Brně. Fakulta strojního inženýrství, 2020. http://www.nusl.cz/ntk/nusl-433427.

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S tím, jak se neustále vyvíjejí nové technologie pro energeticky náročná průmyslová odvětví, stávající zařízení postupně zaostávají v efektivitě a produktivitě. Tvrdá konkurence na trhu a legislativa v oblasti životního prostředí nutí tato tradiční zařízení k ukončení provozu a k odstavení. Zlepšování procesu a projekty modernizace jsou zásadní v udržování provozních výkonů těchto zařízení. Současné přístupy pro zlepšování procesů jsou hlavně: integrace procesů, optimalizace procesů a intenzifikace procesů. Obecně se v těchto oblastech využívá matematické optimalizace, zkušeností řešitele a pr
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33

Barakat, Mohammed, and Rolf Östergren. "”Maten är kass, men lärarna är snälla” : Recensioner av gymnasieskolor - ett beslutsunderlag för gymnasievalet på skolmarknaden." Thesis, Gymnastik- och idrottshögskolan, GIH, Institutionen för idrotts- och hälsovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:gih:diva-5597.

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Syfte och frågeställningar Syftet med uppsatsen är att få en förståelse för vad det är elever som söker till gymnasieskolan kan tänkas möta då de läser recensionstexter. Syftet är således att kartlägga recensionssystemets omfattning och innehåll kvantitativt; vad som tas upp i recensionstexterna, samt att undersöka hur recensionstexterna är konstruerade. Avslutningsvis syftar uppsatsen till att diskutera recensionssystemet i en större samhällskontext - som ett resultat av och en del i vår samtid. Vilka ämnen och teman förekommer i recensionstexter av gymnasieskolor samt hur frekvent är förekom
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34

Lin, Yu-Ting, and 林鈺婷. "The Empirical Study of the Relationships among Polychronicity, Employee Involvement, Job Satisfaction, Turnover Intention, and Job Performance－High performance Work System as a Moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/jjcw7c.

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碩士<br>大同大學<br>事業經營學系(所)<br>102<br>The Empirical Study of the Relationships among Polychronicity, Employee Involvement, Job Satisfaction, Turnover Intention, and Job Performance－High performance Work System as a Moderator Graduate Student: Yu-Ting Lin Thesis Advisor: Chi-Chuan Wu Thesis for Master of Business Administration Department of Business Management Tatung University Abstract In recent years, the environment in service industry is getting more and amore fiercely. In Chien Hao, Chang and Shu Chuan, Yuan (2000) work, service industry should develop rapidly in advanced countries. A very im
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YING, CHIU SZU, and 邱思穎. "A study of self-efficacy, work stress and work involvement of junior high school teachers participating in drop-out guidance work involvement of junior high school teachersparticipating in drop-out guidance work." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/05520236702387884068.

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碩士<br>國立臺灣師範大學<br>教育心理與輔導學系碩士在職專班<br>101<br>The purposes of the study are to explore the differences of self-efficacy, work stress and work involvement of participating in drop-out guidance work among different background junior high school teachers and to analyze the correlations among these three variables and to predict the work involvement through teachers’ background variables, self-efficacy and work stress from junior high school teachers. The study adopted survey method and 326 teachers with experience of drop-out guidance work from 42 junior high schools in Taipei and Xinbai City. The
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鄭竣紘. "The Effect of High Performance Work Systems on Work Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/ugusz4.

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碩士<br>東吳大學<br>企業管理學系<br>106<br>The pace of change in the current social environment is changing with each passing day. Business organizations in the face of environmental changes should find their own competitive abilities and make good use of their own resources to enhance the performance of personnel. Taking strategic human resources management to the enterprise employees of the organization, through the organization of leaders of different leadership style can achieve the vision and goals faster. But in the past, the literature research indicates that less in the direction of the competent
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Hsu, Chu-Chun, and 許竹君. "High Performance Work Systems and Firm Performance." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/31306216790756991617.

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碩士<br>國立成功大學<br>企業管理學系碩博士班<br>91<br>In recent years, many organizations hoped to get sustained competitive advantages through strategic human resource management and acquire outstanding performances. Since 1990’s, scholars have started to put their focus on High Performance Work System (HPWS). They advocate that that system can create a flexible organization and achieve the alignment among information, technology, people and work through employee’s commitment, incentive, and participation. That system therefore will be beneficial to firm’s performances. For this reason and its importance in
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"Development of high reliability construction work systems: Lessons from production practices of high performance work crews." Doctoral diss., 2012. http://hdl.handle.net/2286/R.I.15809.

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abstract: The construction industry faces important performance problems such as low productivity, poor quality of work, and work-related accidents and injuries. Creating a high reliability work system that is simultaneously highly productive and exceptionally safe has become a challenge for construction practitioners and scholars. The main goal of this dissertation was to create an understanding of high reliability construction work systems based on lessons from the production practices of high performance work crews. High performance work crews are defined as the work crews that constantly r
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Chia-NingLin and 林家寧. "High Performance Work Systems, Psychological Capital and Team Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10053032240736923225.

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碩士<br>國立成功大學<br>企業管理學系碩博士班<br>100<br>The propose of this research is going to investigate how High Performance Work System and Transformational Leadership influence team outcomes by Collective Psychological Capital. Meanwhile, this study tries to exam if support climate moderate the positive relationship between HPWS and Collective Psychological Capital; furthermore we exam goal achievement as another moderate between Psychological Capital and team outcomes. The reach is performed through the questionnaires survey to Taiwan’s local company. We used hierarchical regression as the research metho
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Mondore, Scott Paul. "Cognitive and motivational influences of high involvement work processes on employee morale, performance and turnover." 2002. http://purl.galileo.usg.edu/uga%5Fetd/mondore%5Fscott%5Fp%5F200205%5Fphd.

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SHIH, TING I., and 石庭亦. "Work-related Stress, Work Involvement and Self-Efficiency of Special Education teachers in Elementary and Junior High Schools in Taitung,Taiwan." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8qry74.

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碩士<br>國立高雄師範大學<br>教育學系<br>105<br>This study aims to understand special education teachers’work-related stress, work involvement and self-efficiency in junior high and elementary schools of Taitung county. It also tries to discuss the differences between different backgrounds and variables among these three variables. In this study, questionnaires and surveys were used. Junior high and elementary schools’ special educational teachers (“the teachers”) are the main subjects. 677 questionnaires were issued, and 623 questionnaires were collected. The effective response rate was 92.02%. The data was
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Minh, Nguyen, and 阮明珠. "Impact of High performance work systems on Psychology capital and Performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/34912804104235374449.

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碩士<br>銘傳大學<br>企業管理學系碩士班<br>99<br>This study examined how high performance work system will have an impact on employee psychological capital and give direct/indirect positive influences to employee performance; the study was conducted on Vietcombank, Vietnam. Questionnaires were given personally to 450 from several bank branches and subsidiaries of Vietcombank, in Hanoi, Vietnam; there were 350 questionnaires returned, in which 308 completely responses were used for the statistical analysis. The items in the questionnaires including high performance work system, psychological capital (hope, sel
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Chia-ICho and 卓佳宜. "Team Diversities and Team Performance: Moderating by High-Commitment Work Systems and Transactive Memory Systems." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/33311333891022341259.

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碩士<br>國立成功大學<br>企業管理學系碩博士班<br>100<br>This study hopes to understand the relationship between team diversity and team performance in cross-functional team as moderators, high-commitment work systems and transactive memory system. We use age diversity and gender diversity of the population structure, and functional background diversity as independent variables, to investigate the relationship with team performance, under the moderations of high-commitment work systems and transactive memory system In this study, cross-functional team-based diversities of the questionnaire is divided into A and B
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Chou, I.-Chen, and 周奕辰. "The Impact Of Work-Family Conflict On Job Involvement And Job Performance In High-Tech Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/61038672755660347872.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>100<br>This study examined the relationship among work-family conflict, job involvement and job performance relationship in high-tech industry. The aims of this study were to understand the current status of the work-family conflict and to explore whether work-family conflict affect the relationship between job involvement and job performance. 　In the data collection part, the population was the high-tech companies from the TOP 1000 manufactures company in Taiwan which were published by Commonwealth Magazine, 2011. Present study used the sampling questionnaires, and
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Wang, Cheng Yu, and 王澄宇. "A Comparative Study of Four Generations of Work Values, Organizational Commitments, and High Performance Work Systems." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/j6s8k8.

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碩士<br>長庚大學<br>工商管理學系<br>106<br>The purpose of the research is to study the emphasis of work values, organizational commitments and high performance work systems of different generations. The research subjects target on workers in Taiwan, who are divided into four generations by ages. Recovered effective questionnaires are 417 in total. Research methodology applies questionnaires, and the statistical methods include One-Way ANOVA (Analysis of Variance), Scheffe, and t-test. The results find that group within 50 to 59 years old has higher emphasis on altruistic service than group of 20 to 29 yea
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Armour, Alexandro F. "Achieving Contextual Ambidexterity Through the Implementation of High Performance Work Systems (HPWS)." 2015. http://scholarworks.gsu.edu/bus_admin_diss/55.

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Small information technology and management consulting businesses face increasingly contradictory strategic choices as they develop products and services for the marketplace. Building contextual ambidexterity is essential to the survival of small businesses as they seek to attain a desired balance of alignment and adaptability. Human Resource Management practices facilitate the development of ambidexterity within individuals thereby facilitating ambidexterity of the organization as a whole. Studies suggest that in order for an organization to be ambidextrous, its human resource management func
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Perrett, Robert A., and J. Spoehr. "High Performance Work Systems in South Australia: A review of the literature." 2015. http://hdl.handle.net/10454/10095.

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DanelFostin and 范司丁. "High Performance Work Systems, Customer Satisfaction and Commitment, Mediated by Engagement ＆ Flexibility." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/97391492038353123302.

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yun-Cherng, Cherng, and 程雲程. "A Study of the Relationship among Work Values and Job Involvement for the Vocational High School and Senior." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/12952377219930308469.

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碩士<br>國立彰化師範大學<br>特殊教育學系所<br>95<br>The study is intended to investigate the relationship between the work values and job involvement for special education teachers in the senior high and vocational schools by means of questionnaire survey. Based on the valid questionnaires from 279 teachers, we draw the conclusion as follows: Ⅰ.At present, teachers’ work values are at the high level and in job involvement are at the high level, too. Ⅱ.The background factors such as the teacher’s age, gender, the educational background, special education background, teaching years, present position and special
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Yuan, Hui-Shan, and 袁慧姍. "Relations of Organization Identity, Job Involvement, and Work Well-Being for the Aboriginal Regional Junior High School Teachers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/45120920443613243836.

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碩士<br>國立屏東科技大學<br>技職教育研究所<br>102<br>The primary purpose of this study is to examine to investigate the aboriginal regional identity, job involvement and work for the well-being of junior high school teachers Also, further analyze and explore the significant differences and correlations between the above-metioned variables. Moreover, some suggetions based on this study are made for government, junior high school teachers and those interested in doing further studies on this subject field. The research samples of this study are based on the junior hight school teaches in Taiwan and applied quest
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