Tesi: "Time and commitment"

1

Holmes, Craig. "Myopia, retirement planning and commitment". Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:980da095-60ab-47b5-a4e2-3962085d56ca.

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Decisions made by individuals planning for retirement may be myopic. One way of capturing this myopia is with quasi-hyperbolic discounting. It is well known that such preferences may explain why individuals fail to provide an adequate retirement income for themselves. In this thesis, the quasi-hyperbolic discounting model is applied to a number of other decisions and outcomes related to planning for retirement. There are three main focuses. Firstly, the thesis considers a model where individuals are quasi-hyperbolic discounters over both retirement and saving, and extends the results of Diamond and Köszegi (2003). It argues that mechanisms designed to overcome myopic saving decisions may lead to unplanned early retirement. This may depend on the form of income in retirement -- regular income options such as annuities offer commitment over overconsuming early in retirement, which makes early retirement less desirable to myopic retirees. Secondly, it tests these predictions using a new laboratory experiment. Over a two-month period, participants were asked to attend weekly sessions, and could leave the experiment (or "retire") in any week of their choosing. Part of their payment for attending these sessions was put aside and paid only after they had left. The results indicated that more impulsive individuals left the experiment earlier, both overall and relative to plans made in the first week of the experiment. Finally, this thesis presents a model of rising wages as a forced saving mechanism. Assuming individuals face some borrowing constraints, deferred wages implicitly place some earnings aside until much closer to retirement, when quasi-hyperbolic discounters save a greater fraction of their income, increasing total retirement wealth. It also shows that demand for rising wages should disappear for people with access to more direct saving commitment mechanisms, although when these schemes offer less commitment (due to early withdrawal or early retirement options), a combination of both mechanisms is preferred.

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2

Olsen, Eric Charles 1955. "Measurement of work commitment in a part-time military organization". Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276610.

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The purpose of this thesis was to determine if culture was a significant determinate of commitment to one's work organization. The second objective was to develop a work commitment index that was not only comprehensive but minimized redundancy. This work commitment index contained items measuring values and traits associated with the Protestant Work Ethic, Job Involvement, and Organizational Commitment. A T-Test analysis indicated no significant differences in the levels of protestant work ethic or job involvement possessed by hispanic and white soldiers. Only in organizational commitment were levels significantly different, but multiple regression analysis did not support this difference after controlling for other variables. Some progress was made in the development of a comprehensive work commitment index that minimized redundancy. The theories used in this index are capturing three different facets of work commitment. There still exists some redundancy and overlap within and between measures, but at less excessive levels.

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3

Wood, John Melville. "Organizational commitment and the psychological contract : the differences between full-time and part-time workers /". Title page, contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09SSPS/09sspsw876.pdf.

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4

Moore, Heather Louise. "Ethical Climate, Organizational Commitment, and Job Satisfaction of Full-Time Faculty Members". Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etd/1407.

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The purpose of this quantitative study was to better understand the relationship of perceived ethical climate on the organizational commitment and job satisfaction of full-time faculty members in institutions of higher education. Full-time faculty members are the forefront employees of any educational institution, and they have a direct impact on the successful implementation of the vision, mission, and goals of the institution. It is imperative to understand potential factors influencing organizational commitment and job satisfaction because decreased levels of commitment and satisfaction have been linked to lower productivity, stagnated creativity, higher levels of turnover, and deviant workplace behaviors. The nationally reported controversy that occurred in the Sociology Department of The Ohio State University during the 1960s provided the theoretical framework for this research. Four different regional universities, producing 594 responses, participated in this study. A modified version of 3 previously establish scales were used to measure each factor: 1) Three Component Model (TCM) of Employee Commitment created by Meyer and Allen (2004), 2) Revised Ethical Climate Questionnaire (RECQ) created by Victor and Cullen (1993), and 3) Job Diagnostic Survey (JDS) created by Hackman and Oldham (1980). The data analysis found significant differences in self-reported levels of organizational commitment and job satisfaction for full-time faculty members with regards to type of perceived ethical climate (i.e. egoism, benevolence, and principled). Results of this study also indicate that gender differences play a significant role in the self-reported level of organizational commitment. Females reported higher levels of organizational commitment than their male counterparts. There was no significant difference in the self-reported levels of job satisfaction based upon gender differences. Finally, the results of the study included a significant and positive correlation between the total organizational commitment scores and the total job satisfaction scores of respondents.

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5

Brzostek, Richard J. "The relation of time perception to task load, job satisfaction, and organizational commitment /". View abstract, 2001. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1636.

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Thesis (M.A.)--Central Connecticut State University, 2001.
Thesis advisor: James Conway. " ... in partial fulfillment of the requirements for the degree of Master of Arts in Psychology." Includes bibliographical references (leaves 30-33). Also available via the World Wide Web.

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6

Christensen, Else Gry Bro [Verfasser], e Klaus M. [Akademischer Betreuer] Schmidt. "Time-inconsistency, commitment, and learning / Else Gry Bro Christensen ; Betreuer: Klaus M. Schmidt". München : Universitätsbibliothek der Ludwig-Maximilians-Universität, 2018. http://d-nb.info/1165503719/34.

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7

Moore, Heather Louise, Donald W. Good e James Lampley. "Ethical Climate, Organizational Commitment, and Job Satisfaction of Full-Time University Faculty Members". Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/255.

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Excerpt:The purpose of this quantitative study was to better understand the relationship of perceived ethical climate on the organizational commitment and job satisfaction of full time faculty members in institutions of higher education.

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8

Franklin, Joseph W. "The Attributes, Teaching Effectiveness, and Educational Commitment of Part-time Faculty in North Carolina Community Colleges". Digital Commons @ East Tennessee State University, 1994. https://dc.etsu.edu/etd/2678.

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This study evaluated the attributes, teaching effectiveness and educational commitment of part-time faculty in enrollment-funded community colleges. The Student Instructional Rating instrument was used to measure student perceptions of instructors in the community college. Twenty four community colleges were randomly selected from North Carolina. Within each college, four full-time and four part-time faculty were randomly selected to participate in the study. Attributes of part-time faculty were compared to attributes of full-time faculty. Teaching effectiveness was assessed from dimensions on the Student Instructional Rating instrument. Various dimensions on the SIR including Faculty/Student Interaction, Overall Quality of the Course, Course Difficulty, and Lectures were used to evaluate instructional effectiveness. A regression model was used to evaluate the attributes of teaching effectiveness for both full-time and part-time faculty and the slopes of regression coefficients were evaluated to determine how effective part-time instruction differed from effective full-time instruction. Part-time faculty were perceived as effective when compared to their full-time counterpart on the dimensions of Faculty/Student Interaction. Other demographic attributes of part-time faculty were evaluated with no significant difference between full-time and part-time faculty. However, full-time faculty were perceived more effective on Overall Quality of the Course, Lectures, Textbooks, and Reading Assignments. Part-time faculty commitment to non-instructional tasks was assessed and the implications for teaching effectiveness were examined. This study also discussed the shift in instructional workloads from part-time to full-time faculty as the number of part-time faculty increase.

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9

Stith, Dettrick Lamont. "Time Commitment, Self-Efficacy, Social Environment and the Physical Activity Participation of Selected Hypertensive African Americans". Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/26452.

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The purpose of this study was to investigate time commitment, self-efficacy and social environment as it relates to physical activity in a selected sample of hypertensive African Americans. In addition, this study focused on identifying additional research areas in regards to hypertensive African Americans. This study utilized a quantitative method for data collection. The survey instrument utilized contained the following subtopics: (1) demographics;(2)hypertension risk factors;(3) prevention and treatment;(4)hypertension knowledge, and (5)physical activity participation. Data collected did not support the hypotheses or information contained in the review of literature. It was revealed from data collection that 69% of the respondents (n=90) disagreed with the survey statement that â exercise takes too much of my time (time commitment).â Fifty-two percent of the respondents (n=68) either disagreed or strongly disagreed with the statement â exercise tires me (self-efficacy belief).â Forty-three percent of the respondents (n=56) disagreed with the statement â my spouse (or significant other) does not encourage exercise.â There is a need for future investigation to examine how additional barriers to physical effect activity African Americans individually, and is there a culmination of specific barriers to physical activity that work in conjunction to inhibit African Americans to engage in physical activity.
Ph. D.

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10

Choudhury, Sabrina. "Organizational values at Swedbank : A comparative study of the Central region". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-157880.

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In this thesis, the author strives to examine commitment to organizational values at Swedbank – the Central region through a longitudinal study at three different organizational levels (regional management team, branch manager and assistant branch manager) and this by a broader perspective. In order to gain a better understanding of the chosen subject the study proceeds with a theoretical framework that is concentrated to commitment to organizational values and three factors that might affect this commitment, namely; education, employment time and organizational function. Furthermore, a qualititative approach was used to collect the empirical data consisting of interviews. The purpose of this thesis is to closely examine how three managers at different organizational functions have worked with the organizational values and their employees’ commitment to the values during the last year by studying the three variables; education, employment time and organizational function. The conclusions highlights education and organizational function as two factors that have gained more focus in the managers work with committing their employees to the values. Education plays a crucial role since the manager’s uses similar approaches to some extent but also other methods. The regional management team stands out due to the group reflections. The branch manager is also using a somewhat more unique approach, monthly dialogues. Since the three organizational values; open, simple and caring are not explicitly defined, and are more generally stated there is room for interpretation and education is argued to be the solution for this issue. The importance of organizational function is highlighted in different aspects- balancing hard and soft goals and also the importance of leaders - delegation of responsibility. Regarding the factor employment time, the three interviews were united in this question. No employee has yet displayed a lack of commitment. However, those who have incorporated the values in a good way have done this in a personal way.

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11

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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12

Debortoli, Davide. "Fiscal and Monetary Policy under imperfect commitment". Doctoral thesis, Universitat Pompeu Fabra, 2008. http://hdl.handle.net/10803/7370.

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L'objectiu d'aquesta tesi és analitzar com s'han de concebre les polítiques fiscals i monetàries en un context en què els polítics tenen problemes de credibilitat. Es desenvolupen metodologies i aplicacions per mostrar com diferents graus de credibilitat de les institucions polítiques afecten la determinació d'impostos, deute públic, instruments monetaris i, en general, els resultats econòmics.

En el primer capítol - Loose commitment (Compromís Dèbil) -, s'introdueix una nova metodologia per resoldre problemes de política òptima tenint en compte que els polítics podrien no complir les seves promeses, i analitza els efectes de la credibilitat sobre la imposició sobre el capital i sobre el treball. El segon capítol - Political Disagreement Lack of Commitment and the Level of Debt (Desacord Polític, Falta de Compromís i el Nivell de Deute) - considera un cas en què la credibilitat es limitada per el fet d'haver-hi alternança entre polítics amb objectius diferents. En particular, es mostra com l'alternança política i la falta de compromís afecten el nivell de deute públic. Finalment, el tercer capítol - The Macroeconomic Effects of Unstable Monetary Policy Objectives (Els Efectes Macroeconòmics de la Inestabilitat dels Objectius de Política Monetària) - analitza com la possibilitat de canvis en els objectius influeixen en les decisions de política monetària.
El objetivo de esta tesis es analizar cómo se deben concebir las políticas fiscales y monetarias en un contexto en que los políticos tienen problemas de credibilidad. Se desarrollan metodologías y aplicaciones para mostrar cómo diferentes grados de credibilidad de las instituciones políticas afectan la determinación de impuestos, deuda pública, instrumentos monetarios y, en general, los resultados económicos.

En el primer capítulo - Loose commitment (Compromiso Débil)-, se introduce una nueva metodología para resolver problemas de política óptima tomando en cuenta que los políticos podrían no cumplir con sus promesas, y analiza los efectos de la credibilidad sobre la imposición sobre el capital y el trabajo. El segundo capítulo - Political Disagreement Lack of Commitment and the Level of Debt (Desacuerdo Político, Falta de Compromiso y el Nivel de Deuda) - considera un caso en que la credibilidad está limitada por el hecho de que hay alternancia entre políticos con distintos objetivos. En particular, se muestra cómo la alternancia política y la falta de compromiso afectan el nivel de deuda pública. Por último, el tercer capítulo - The Macroeconomic Effects of Unstable Monetary Policy Objectives (Los Efectos Macroeconómicos de la Inestabilidad de los Objetivos de Política Monetaria) - analiza cómo la posibilidad de cambios en los objetivos influye en las decisiones de política monetaria.
The purpose of this thesis is to analyze how fiscal and monetary policies should be designed in a context where policymakers have credibility problems. Methodologies and applications are developed to show how different degrees of policymakers' credibility affect the determination of policy choices, such as taxes or monetary instruments, and more generally the economic outcomes.

The first chapter - Loose Commitment -, introduces a new methodology to solve optimal policy problems taking into account that policymakers may not fulfill their promises, and analyzes the effects of policymakers' commitment on capital and labor taxation. The second chapter - Political Disagreement, Lack of Commitment and the Level of Debt - considers a case where commitment is limited by the fact that policymakers with different objectives alternate in office. In particular, it is shown how lack of commitment and political turnover affect the level of public debt. Finally, the third chapter - The Macroeconomic Effects of Unstable Monetary Policy Objectives - analyzes how the possibility of changes in policy objectives influences monetary policy choices.

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13

Rasmussen, Kathryn L. "A revision of the CHAMPS/Life Skills Program content : academic commitment". Virtual Press, 2007. http://liblink.bsu.edu/uhtbin/catkey/1372051.

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In 1991, the NCAA created Challenging Athletes Minds for Personal Success (CHAMPS)/Life Skills (NCAA, 2005). The CHAMPS/Life Skills program concentrates on five areas: Academic Commitment, Athletic Commitment, Personal Development Commitment, Career Development Commitment, and Service Commitment (NCAA, 2005). Very few amendments and modifications have been made to the CHAMPS/Life Skills educational material since the program was developed. In the present creative thesis project, revisions and updates were implemented to the current material to satisfy the needs of collegiate student-athletes. Hence, the purpose of this creative thesis project was to update the Academic Commitment module within the CHAMPS/Life Skills manual. Specifically, the Time Management and Study Skills components were revised. These revisions were evaluated by three university professors. In conclusion, the present creative thesis project will assist in presenting CHAMPS/Life Skills material to student-athletes.
School of Physical Education, Sport, and Exercise Science

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14

Maritz, Phoebus Alexander. "Entrepreneurial service vision in a franchised home entertainment environment". Thesis, Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-07302008-112225/.

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Williams, Derick J. "An examination of athletic identity, sport commitment, time in sport, social support, life satisfaction, and holistic wellness in college student-athletes". Greensboro, N.C. : University of North Carolina at Greensboro, 2007. http://libres.uncg.edu/edocs/etd/1444/umi-uncg-1444.pdf.

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Thesis (Ph.D.)--University of North Carolina at Greensboro, 2007.
Title from PDF t.p. (viewed Oct. 18, 2007). Directed by Craig S. Cashwell and Jane E. Myers; submitted to the School of Education. Includes bibliographical references (p. 148-169).

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NeeSmith, David Hagan. "Committed and voluntary psychiatric patients a longitudinal comparison of commitment patterns among first-time inpatients in the Oklahoma mental health system /". Access abstract and link to full text, 1993. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9403630.

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17

Akcelik, Yasin. "Three Essays on the Time-Series Analysis of Politics, Capital Flows and Macroeconomic Policymaking". The Ohio State University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=osu1306894830.

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18

Rashid, Amir. "Characterising and understanding the professional and organisational commitment of community pharmacists". Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/characterising-and-understanding-the-professional-and-organisational-commitment-of-community-pharmacists(40992b1d-4e95-42ed-9c31-a2f1a57a1a9d).html.

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Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.

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Botha, Hanlie. "Relationships between Job Variables: The Moderating Effects of Support and the Mediating Effects of Job Satisfaction, Affective Commitment and Continuance Commitment in the Support Worker Industry". The University of Waikato, 2007. http://hdl.handle.net/10289/2495.

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The factors associated with employees' work related attitudes and cognitions were examined. A sample of employees from Community Living Trust (CLT), an organisation within the disability support worker industry, completed a questionnaire that included several measures: supervisor and colleague support, role conflict, role ambiguity and role overload, time-based, strain-based and behaviour-based work-to-family/family-to-work conflict, organisational commitment, job satisfaction and turnover intentions. The purpose of this study was to explore the extent to which supervisor and colleague support contributed to a reduction in role conflict, role ambiguity and role overload. In addition, the relationship between support and work-to-family/family-to-work conflict were also explored. Finally, the organisational outcomes, in particular organisational commitment, job satisfaction and turnover intentions, were examined. It was found that supervisor and colleague support did, in some cases, moderated the relationship between role stressors, conflict and job satisfaction / organisational commitment. It was also found that job satisfaction and affective commitment mediated the relationship between the role stressors, WF strain-based conflict and turnover intentions. The major implications from this research are that human resource initiatives should be developed that aims to identify the support needs employees may have, in order to increase levels of job satisfaction and organisational commitment and decrease levels of turnover intentions. The final chapter of this research explored the practical implications to the organisation, employees and the need for future research.

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Hassan, Mohamed Elhafiz. "Power Plant Operation Optimization : Unit Commitment of Combined Cycle Power Plants Using Machine Learning and MILP". Thesis, mohamed-ahmed@siemens.com, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-395304.

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In modern days electric power systems, the penetration of renewable resources and the introduction of free market principles have led to new challenges facing the power producers and regulators. Renewable production is intermittent which leads to fluctuations in the grid and requires more control for regulators, and the free market principle raises the challenge for power plant producers to operate their plants in the most profitable way given the fluctuating prices. Those problems are addressed in the literature as the Economic Dispatch, and they have been discussed from both regulator and producer view points. Combined Cycle Power plants have the privileges of being dispatchable very fast and with low cost which put them as a primary solution to power disturbance in grid, this fast dispatch-ability also allows them to exploit price changes very efficiently to maximize their profit, and this sheds the light on the importance of prices forecasting as an input for the profit optimization of power plants. In this project, an integrated solution is introduced to optimize the dispatch of combined cycle power plants that are bidding for electricity markets, the solution is composed of two models, the forecasting model and the optimization model. The forecasting model is flexible enough to forecast electricity and fuel prices for different markets and with different forecasting horizons. Machine learning algorithms were used to build and validate the model, and data from different countries were used to test the model. The optimization model incorporates the forecasting model outputs as inputs parameters, and uses other parameters and constraints from the operating conditions of the power plant as well as the market in which the plant is selling. The power plant in this mode is assumed to satisfy different demands, each of these demands have corresponding electricity price and cost of energy not served. The model decides which units to be dispatched at each time stamp to give out the maximum profit given all these constraints, it also decides whether to satisfy all the demands or not producing part of each of them.

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Axelsson, Rasmus, e Anna Västfält. "Vad får fritidshemspedagogen att gå till jobbet? : En undersökning av vad som motiverar pedagoger i fritidshemmet". Thesis, Södertörns högskola, Lärarutbildningen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-39920.

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The purpose of this study is to investigate and create an understanding of what the educator in the leisure-time center sees as motivating drivers in the workplace. In recent years there has been a large shortage of educators with formal education in and there are major shortcomings in the conditions of the profession. We therefore want to find out what motivates the educator and what factors influence the motivation. To find out, we conducted a quantitative survey study where we turned to working educators in the leisure-time centers. Based on the survey responses, a qualitative in-depth interview study was conducted on the target group of four teachers in leisure-time centers. The data was analyzed on the basis of the social psychological motivation theory, self-determination theory (SDT), which assumes that each individual’s internal motivation is based on three basic needs; the need for autonomy, the need for competence and the need for cohesion. The result shows that the social factors in the workplace were of great importance for motivation. The relationship with children and colleagues could be linked to appreciation, confirmation of a job well done and the feeling of being important. We could also see that the degree of education was important for motivation as the educational assignment was perceived as more motivating for the professions with a college degree. In contrary to previous research, it was also found that the educator was not motivated to any great extent by the salary.
Syftet med denna studie är att undersöka och skapa förståelse för vad pedagogen i fritidshemmet ser som motiverande drivkrafter på arbetsplatsen. Detta då det under de senaste åren har rått stor brist på utbildade pedagoger inom fritidshemmet och då det lyfts fram stora brister inom yrkets förutsättningar. Vi vill därför ta reda på vad som motiverar pedagogen samt vilka faktorer som påverkar motivationen. För att ta reda på detta genomförde vi en kvantitativ enkätstudie där vi vände oss till yrkesaktiva pedagoger inom fritidshemmet. Utifrån enkätsvaren genomfördes en kvalitativ fördjupad intervjustudie på målgruppen lärare i fritidshem med fyra informanter. Resultatet analyserades utifrån den socialpsykologiska motivationsteorin Self-determination theory (SDT) som utgår ifrån att människans inre motivation baseras på tre grundbehov; autonomi-, kompetens- och samhörighetsbehovet. Resultatet visade att de sociala faktorerna på arbetsplatsen var av stor betydelse för motivationen. Relationen till barn och kollegor kunde kopplas till uppskattning, bekräftelse på ett väl genomfört arbete samt känslan av att vara betydelsefull. Vi kunde också se att utbildningsgraden har betydelse för motivationen då det pedagogiska uppdraget uppfattades mer motiverande för yrkesgrupperna med högskoleexamen. I motsättning till den tidigare forskningen visade det sig också att pedagogen inte motiveras i någon hög grad av lönen.

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Schofield, Lorna. "Exploring the influence of mindfulness-based stress reduction (MBSR) programmes on participants' experience of time, particularly the present (here and now): a case study of Eastern Cape participants". Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1005640.

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This study aims to explore the extent to which participating in a Mindfulness-Based Stress Reduction (MBSR) programme may result in shifts in people’s relationship with time, notably whether they become more present-focussed. The eight week MBSR programme advocates mindfulness, which is defined as paying attention on purpose in the present moment without judgement, as a way of reducing stress. The programme has been available in East London since 2009. A case study of eight MBSR programme participants’ experiences using narrative analysis was conducted. Narrative psychology and social constructionism provided the theoretical basis in which our storied lives are located in culturally inscribed narratives, with specific discourses around time and stress. Time discourses tend to pressurise people to believe that it is better to go about daily life at a fast pace, which requires significant hurrying and rushing with pervasive senses of time urgency. Stress discourse locates stress management within individuals. One-on-one semi structured interviews were held so that participants could reflect on their experience of time and the present moment orientation of the programme. Participants’ perceived a shift in how they experienced time with greater awareness of being present-focussed and they identified stress reduction benefits, which included feeling calmer, less panicked and more self-accepting. However, some of the participants maintaining the formal mindfulness practices like the body scan, meditation and mindful movement after the programme often proved difficult, as they were drawn back into their dominant narratives around time which were characterised by busyness, productivity and time scarcity.

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Cornelius, Andre. "The impact of time lost through absenteeism on service delivery in the South African Police Services (SAPS), the area Kuilsriver cluster, Cape Town, Western Cape". Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2358.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016.
Absenteeism in the South African Police Service is without doubt one of the most difficult aspects to manage. It is therefore important for the organisation to have measures in place to reduce absenteeism. More focus is put on the cost of absenteeism without realising the enormous adverse effect it has on service delivery in the South African Police Service. By reducing the absenteeism rate by just one day per employee, organisations can boost productivity, improve morale and improve their profit margins significantly (Nel, 2013:1). This research project examined the impact on service delivery of time lost through absenteeism in the South African Police Service with specific reference to the Kuils River cluster Cape Town, Western Cape, South Africa. Problems relating to absenteeism as well as the main contributors to absenteeism were identified by the researcher and recommendations were made. A quantitative research approach was followed with a survey amongst staff members. The data analysis from the questionnaire was compiled by the in-house statistician that was recommended by Cape Peninsula University of Technology. The research project makes recommendations that address the problems highlighted in this empirical study, as well as a recommendation for further studies.

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Newman, H. R. "Equipping members at Union Baptist Church to present the Gospel effectively to first-time guests who share a common denominational background in order to lead them to salvation or affirmation and commitment to a membership covenant". Online full text .pdf document, available to Fuller patrons only, 2003. http://www.tren.com.

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25

Akoury, Paula. "Les pratiques culturelles des Libanais à l'ère numérique : une question d'identité". Thesis, Paris, EHESS, 2017. http://www.theses.fr/2017EHES0154.

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En partant de la question : que consomment les Libanais en matière culturelle dans leur temps libre ? Cette thèse s'appuie sur l'idée de l'existence d'une relation entre la structure de la société et les pratiques culturelles, développée à partir de la théorie de la légitimité culturelle de Pierre Bourdieu. La structure hybride de la société, concept emprunté à Melhem Chaoul, constitue la spécificité du contexte libanais : le fait qu'il s'agisse d'un pays francophone, multiculturel et à diaspora importante, ainsi que la diffusion contemporaine des pratiques numériques amènent à s'interroger sur la définition de l'identité culturelle. Forger le concept de « degré d'adhérence culturelle » s'impose afin d'y répondre. A partir d'une enquête par questionnaire auprès de 1200 enquêtés au Liban et 120 enquêtés en France, et de 36 entretiens, l'étude montre que les jeunes, par opposition aux plus âgés, s'orientent plus vers la culture occidentale et les pratiques numériques. Les plus instruits consomment simultanément des biens culturels libanais et occidentaux. En fait, la consommation des biens culturels occidentaux est facilitée par le trilinguisme, que maîtrisent presque la moitié des Libanais. Il est apparu aussi que l'inégalité régionale de l'offre culturelle n'est pas l'homologue d'une inégalité régionale des pratiques culturelles. L'engagement religieux et la position dans le cycle de vie influencent les pratiques culturelles
Starting from the question : what cultural matters do Lebanese people use in their free time ? This PhD thesis relies on the idea of the existence of a relationship between the structure of society and cultural practices, developed by Pierre Bourdieu in the theory of cultural legitimacy. The hybrid structure of society, a concept borrowed from Melhem Chaoul, constitutes the specificity of the Lebanese context : the existence of a francophone, multicultural and provided with a large diaspora country, as well as the contemporary diffusion of digital practices, raise questions related to the definition of cultural identity. Promoting the concept of « degree of cultural adhesion » seems necessary in order to find an answer. Based on a survey of 1,200 respondents in Lebanon, 120 respondents in France and 36 in depth interviews, the study shows that young people, as opposed to the older ones, tend most towards Western culture and digital practices. The most educated people consume both Lebanese and Western cultural goods simultaneously. As a matter of fact, the consumption of Western cultural goods is facilitated by trilingualism, which is mastered by almost half of the Lebanese. Additionally it has been shown that the regional inequality of the cultural offer is not homologous to a regional inequality of cultural practices. Religious commitment as well as the position in the life cycle impact cultural practices

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Crosswell, Leanne. "Understanding teacher commitment in times of change". Queensland University of Technology, 2006. http://eprints.qut.edu.au/16238/.

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Teacher commitment is one of the key elements in education and is arguably becoming an increasingly important factor. The work teachers engage in on a daily basis is complex and demanding and requires a level of personal engagement and commitment. With the escalating demands and new challenges inherent in the current educational climate, what it means to be a committed teacher is also changing. It has become imperative to gain further insight into teacher commitment due to its close association with concepts such as quality of teaching, teacher adaptability, teacher attendance, teacher burnout, teacher retention, organisational "health" of the school, and student attitudes and learning outcomes. This multi-method study examined the phenomenon of teacher commitment as it is perceived by the teachers themselves. The research used a multi-method enquiry approach that employed two rarely connected qualitative methods of phenomenography and case study. It combined the two methods in an effort to extrapolate and enhance the results from one method (phenomenography) with the results from another method (case study). The combined methodology was considered to be appropriate to investigate the complex phenomenon of teacher commitment, specifically the multi-dimensional nature of teacher commitment, which is an area that had not previously been fully explored. In the phenomenographic investigation of this study, 30 experienced classroom teachers were interviewed. Participants worked in schools that represent the diverse education settings and contexts of Queensland. Geographically the range included teachers from suburban (Brisbane), regional (Rockhampton) and remote (Longreach) settings. Schools that participated in the research included special schools, primary schools, high schools and schools of distance education. This interview data were analysed to identify categories of description and develop a conceptual "map" of teacher commitment. The school site of Willowbark State School, a small inner city school was then investigated as a case study. The case study elaborated on the phenomenographic categories of teacher commitment identified by this study. Case study data were collected from a range of sources that included the school website, school documents, anecdotal evidence collected from observations and informal discussions and formal interviews with five educators with extended teaching experience. One of the significant outcomes of the study was an informed conceptualised Model of Contemporary Teacher Commitment that illustrates the relationship between the key categories of description and as such demonstrates the "collective mind" of the teachers in the study. The study identified six categories of description of teacher commitment. These categories included teacher commitment as a passion, investment of "extra" time, a focus on the students, maintaining professional knowledge, engagement with the school community and transmitting knowledge and values. These categories are integrated into the model by the use of two summarising dimensions, a "personal dimension" and a professional "enactment dimension." Another key finding that emerges from the study was the centrality of passion within teacher commitment. This finding challenges the position that teacher commitment can be discussed merely in terms of external factors such as students and subject areas. What the findings of this study do indicate is that a passionate connection to teaching is fundamental to any discussion about teacher commitment and this has implications for school and system leaders.

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Balent, Zachariah (Zachariah Francis). "Improving lead time setting and on-time delivery commitments under uncertain supply conditions". Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/119330.

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Thesis: S.M., Massachusetts Institute of Technology, Department of Civil and Environmental Engineering, in conjunction with the Leaders for Global Operations Program at MIT, 2018.
Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, in conjunction with the Leaders for Global Operations Program at MIT, 2018.
Cataloged from PDF version of thesis.
Includes bibliographical references (page 55).
As Dell seeks to continually improve customer experience, the company is identifying new and innovative ways to improve on-time delivery. Inventory shortages that occur prior to production account for approximately 35% of missed delivery dates. When these part shortages occur, demand planners must apply "extended" lead times to these parts to ensure that Dell's customers have the correct expectation for when their order will be delivered. This project focuses on part shortage problems and how to generate accurate lead times for customers commitments. Previous research on the topic on lead time setting has focused predominately on buffering and measuring uncertainty in supply chains, which detail the benefits of having appropriate levels of safety stock and flexibility. However, prior research does not adequately describe methods for adjusting product lead times under uncertain supply conditions. The project develops a deterministic model for identifying when parts in Dell's supply chain require lead time adjustments due to supply shortages and then for setting the new lead times. Additionally, this project includes a statistical analysis of previous extended lead time events. After a five-week testing period, the deterministic model was quite accurate in identifying what parts require extended lead times. This offers a 3% improvement in identifying when extended lead times are needed as it decreases human error in missed and late lead time extensions. Predominant sources of error resulted from backlog management issues, part deviations in production, and miscellaneous data errors. The statistical analysis yields two insights into part recovery in Dell's supply chain: (1) larger volume shortages take shorter time to recover than small volume shortages, and (2) approximately 80% of all part shortages recover within 10 days. This research offers valuable insight into the problems associated with lead times in Dell's supply chain and recommends ways to best mitigate these errors. As Dell develops more robust and comprehensive databases on its inventory, future research can identify methods to accurately and automatically update lead times in real-time.
by Zachariah Balent.
S.M.
M.B.A.

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Schneider, Christian S. M. Massachusetts Institute of Technology. "Modeling end-to-end order cycle-time variability to improve on-time delivery commitments and drive future state metrics". Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/104390.

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Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, 2016. In conjunction with the Leaders for Global Operations Program at MIT.
Thesis: S.M. in Engineering Systems, Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society, 2016. In conjunction with the Leaders for Global Operations Program at MIT.
Cataloged from PDF version of thesis.
Includes bibliographical references (page 57).
Dell is accelerating investments to simplify and improve one of the core competencies it was founded on, customer experience. One goal within this initiative is to increase the percentage of orders that are ontime to a committed Estimated Delivery Date (EDD). EDDs for products vary greatly with the complexity of the customer purchase orders. In order to remain competitive, Dell has set an aggressive goal to provide better on-time delivery performance. Dell needs to quote more accurate lead time commitments to customers and increase the stability of high variability steps in the end-to-end order supply chain. The EDD lead time, from customer order to proof of delivery, consists of a payment (processing) phase, manufacturing (build, inbound logistics, warehouse) phase, and a logistics (delivery) phase. Each of these segments are managed by different organizations within Dell. Understanding what the end-to-end future state looks like will allow functional teams to set improvement targets to achieve Dell's on-time goal. This study has three main objectives: (1) determine the key drivers of variability in the current state process, (2) identify opportunities for more detailed EDD range generation, and (3) quantify targets for individual process steps to drive towards the target future state. Three high volume Build to Order (BTO) regional product lines were chosen as cases to analyze. BTO product lines, compared to Build-to-Stock (BTS), inherently have a more variable supply chain for the processes examined. To meet the main objectives, this thesis examines the hypothesis that a simulation model based on historic order data can be used to quantify existing cycle time performance in the supply chain and deliver targets to achieve Dell's on-time performance target. Key drivers of cycle time variation were identified through process mapping and design of experiment statistical analysis. Results from the modeling and sensitivity analysis produced actionable recommendations for each of the three objectives and lead to a pilot project to improve EDD commitments for an existing desktop product line. Direct to customer shipping, inbound logistics method, and day of week were identified as attributes that were significant drivers of variability and were underutilized in the EDD commitment process. This provided an opportunity for smarter lead time setting. A pilot project for a desktop line adjusted lead times to incorporate direct to customer shipping and day of week, resulting in a 30-40% on-time performance improvement. Finally, modeling results quantified cycle time distribution targets for each process step to achieve Dell's future state goal for on-time delivery. Dell is building on this project by analyzing more regional product lines and exploring opportunities to incorporate machine learning.
by Christian Schneider.
M.B.A.
S.M. in Engineering Systems

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Diniz, Raquel Farias. "Cuidado ambiental em tempos de sustentabilidade: explorando dimens?es da conduta sustent?vel com estudantes universit?rios". Universidade Federal do Rio Grande do Norte, 2010. http://repositorio.ufrn.br:8080/jspui/handle/123456789/17470.

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Made available in DSpace on 2014-12-17T15:38:50Z (GMT). No. of bitstreams: 1 RaquelFD_DISSERT.pdf: 1009216 bytes, checksum: f857701876f550ec34f702bc663e127e (MD5) Previous issue date: 2010-08-30
Conselho Nacional de Desenvolvimento Cient?fico e Tecnol?gico
The pro-ecological commitment (CPE) constitutes an important topic within Person- Environment Studies, here seen as a predisposition to practices that result in environmental protection. Under the framework of sustainability, the concept of sustainable behavior emerges, covering, in addition to CPE, new psychological dimensions such as: the future time perspective (PTF) and the ecological worldviews (VEM). The current study intended to explore the concept of sustainable behavior of university students, by means of the association among some of its dimensions: CPE, PTF and VEM. For this purpose, 380 undergraduate students of biology, ecology, nursing, geography, and social service answered a form containing: socio-demographic questionnaire, a question on self-assessment of environmental care, the Scale of Ecocentric and Anthropocentric Environmentalisms, the Scale Consideration of Future Consequences, and the Scale Ecological Worldviews. Based on descriptive and correlational procedures, it was found that 78% of the participants practice or have practiced environmental care (caregivers) and the spread of information has been the practice more frequently reported, and the source of influence for such practices were the school, social networks, and the contact with nature It was also observed the association between practice of environmental care and ecocentric environmentalism, consideration of future consequences and egalitarian worldview (worldview of fragile nature). The lack of environmental care was associated with anthropocentric environmentalism, apathy, and individualistic worldview (worldview of passivity). As expected, and suggested by the literature, positive association were found between the sustainable behavior dimensions investigated in this study and the practice of environmental care
O compromisso pr?-ecol?gico (CPE) se constitui como t?pico importante no ?mbito dos estudos pessoa-ambiente, sendo entendido como uma postura frente ?s quest?es ambientais que predisp?e pr?ticas que resultam na prote??o do meio ambiente. Sob o referencial da sustentabilidade, emerge a no??o de conduta sustent?vel que, al?m do CPE, abarca novas dimens?es psicol?gicas, entre elas: a perspectiva temporal de futuro (PTF) e as vis?es ecol?gicas de mundo (VEM). O presente estudo teve como objetivo geral explorar, com estudantes universit?rios, a no??o de conduta sustent?vel, por meio da associa??o entre algumas dimens?es que a comp?em: CPE, PTF e VEM. Para tanto, 380 alunos dos cursos de biologia, ecologia, enfermagem, geografia e servi?o social responderam a um formul?rio contendo: question?rio sociodemogr?fico, uma quest?o sobre auto-avalia??o da pr?tica de cuidado ambiental, a Escala de Ambientalismos Ecoc?ntrico e Antropoc?ntrico, a Escala de Considera??o de Consequ?ncias Futuras, e a Escala de Vis?es Ecol?gicas de Mundo. A partir das inter-rela??es entre vari?veis, feitas por via de procedimentos descritivos e correlacionais, observou-se que 78% dos participantes pratica ou j? praticou cuidado ambiental (cuidadores), tendo sido a propaga??o de informa??o a pr?tica mais frequentemente relatada, e a escola, o contato com a natureza e a rede social as influ?ncias recebidas para estas pr?ticas. Observou-se, tamb?m, a associa??o da pr?tica de cuidado ambiental com o ambientalismo ecoc?ntrico, a considera??o de consequ?ncias futuras e a vis?o de mundo igualit?ria (vis?o de natureza fr?gil). A aus?ncia de cuidado ambiental esteve associada com o ambientalismo antropoc?ntrico e a apatia, e com a vis?o ecol?gica de mundo individualista (vis?o passiva). Tal como esperado e sugerido na literatura, foi constatada a exist?ncia de associa??es positivas entre as dimens?es da conduta sustent?vel investigadas neste estudo e a pr?tica de cuidado ambiental

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Nasri, Amin. "On the Dynamics and Statics of Power System Operation : Optimal Utilization of FACTS Devicesand Management of Wind Power Uncertainty". Doctoral thesis, KTH, Elektriska energisystem, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-154576.

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Nowadays, power systems are dealing with some new challenges raisedby the major changes that have been taken place since 80’s, e.g., deregu-lation in electricity markets, significant increase of electricity demands andmore recently large-scale integration of renewable energy resources such aswind power. Therefore, system operators must make some adjustments toaccommodate these changes into the future of power systems.One of the main challenges is maintaining the system stability since theextra stress caused by the above changes reduces the stability margin, andmay lead to rise of many undesirable phenomena. The other important chal-lenge is to cope with uncertainty and variability of renewable energy sourceswhich make power systems to become more stochastic in nature, and lesscontrollable.Flexible AC Transmission Systems (FACTS) have emerged as a solutionto help power systems with these new challenges. This thesis aims to ap-propriately utilize such devices in order to increase the transmission capacityand flexibility, improve the dynamic behavior of power systems and integratemore renewable energy into the system. To this end, the most appropriatelocations and settings of these controllable devices need to be determined.This thesis mainly looks at (i) rotor angle stability, i.e., small signal andtransient stability (ii) system operation under wind uncertainty. In the firstpart of this thesis, trajectory sensitivity analysis is used to determine themost suitable placement of FACTS devices for improving rotor angle sta-bility, while in the second part, optimal settings of such devices are foundto maximize the level of wind power integration. As a general conclusion,it was demonstrated that FACTS devices, installed in proper locations andtuned appropriately, are effective means to enhance the system stability andto handle wind uncertainty.The last objective of this thesis work is to propose an efficient solutionapproach based on Benders’ decomposition to solve a network-constrained acunit commitment problem in a wind-integrated power system. The numericalresults show validity, accuracy and efficiency of the proposed approach.

The Doctoral Degrees issued upon completion of the programme are issued by Comillas Pontifical University, Delft University of Technology and KTH Royal Institute of Technology. The invested degrees are official in Spain, the Netherlands and Sweden, respectively.QC 20141028

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Sugden, Richard. "Turning to teaching : the commitment of teachers with previous careers in times of teacher work intensification". Thesis, Durham University, 2013. http://etheses.dur.ac.uk/10598/.

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In the last twenty five years, primary schools in England have been the subject of widespread, well-documented reform, with issues of intensification affecting the working lives of teachers. This, along with other pressures, has led to concerns over issues of teacher retention and recruitment. As a response, there has been a rise in Alternative Certification Programmes (ACPs) which offer flexible methods of entry into teaching, attracting those with previous work experience. These are the so-called second career teachers. Previous studies have proposed that their commitment to their new profession may take a unique form. High levels of commitment are needed to meet the challenges of a rapidly changing educational environment. The aim of this study is to examine the commitment of primary second career teachers in times of work intensification. The study proposed research questions dealing with the work experiences and lives of the teachers, their definition of commitment, and the factors that affect it. A mixed-method approach was used with a survey administered to twenty-four second career teachers in one local education authority area in England. Twelve extended interviews were carried to examine commitment and intensification. The primary second career teachers in the study were found to have a wide range of previous working experience with one-third being ex-teaching assistants. The study proposed a classification of the change-event of the second career teacher; this was found to be broadly linked to their definition of commitment. Proximal factors were found to affect commitment in a positive way, and government policy in a negative direction. Commitment was shown to be generally static and not affected by age, but by career stage, confirming previous research. Issues of intensification and its time-effects were noted in responses.

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Backstig, Mathilda, e Nathalie Gustafsson. "Utebliven klientkontakt : - dess påverkan på tillfredsställelse, motivation och effektivitet i arbetet". Thesis, Hälsohögskolan, Högskolan i Jönköping, HHJ, Avd. för beteendevetenskap och socialt arbete, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-31697.

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Klientkontakt utgör en central del i handläggares arbete. Denna studie undersöker och belyser handläggares upplevelser, känslor och inställning vid utebliven klientkontakt och hur detta påverkar handläggares arbetstillfredsställelse, arbetsmotivation och arbetseffektivitet. När en klient inte kommer till ett bokat besök eller missköter sin avtalade kontaktfrekvens med sin handläggare, kan “en lucka” uppstå i arbetet där handläggarens tillfredsställelse, motivation och effektivitet i arbetet tenderar att förändras. Denna studie är kvantitativ och lägger vikt vid handläggares perspektiv på utebliven klientkontakt. För att få svar på frågeställningarna samlades data in genom en webbenkät. Enkäten skickades ut till sammanlagt 284 handläggare som är verksamma i Jönköpings län, varav 115 handläggare besvarade enkäten. Resultatet visar att handläggares känsla av stöd vid utebliven klientkontakt och möjligheten att lägga ner så mycket tid på klienten som handläggare anser nödvändigt, är av betydelse för handläggarnas arbetstillfredsställelse och arbetsmotivation. För de handläggare som upplever utebliven klientkontakt som ett hinder, tar det också längre tid för att påbörja en ny arbetsuppgift efter insikt om att en klient uteblir från avtalad kontakt. Handläggares möjlighet att utföra sitt arbete, vilket inbegriper upplevelsen att göra ett meningsfullt arbete som klienten har nytta/glädje av, förhindras då klientkontakt uteblir från handläggares vardagliga arbete.
Client contact is a central part of social worker’s work environment. This study examines and highlights social worker’s experiences, feelings and attitude in case of no client contact, and how this affects social worker’s job satisfaction, work motivation and work efficiency. When a client does not come to a booked visit or mismanage his/hers agreed contact frequency with his/hers social worker, "a gap" occur in the work where the social worker’s satisfaction, motivation and efficiency at work tend to change. This study is quantitative and highlights the importance of social worker’s perspective on client contact that fails to appear. To get answers to the questions data were collected through a web survey. The questionnaire was sent out to 284 social workers that are active in Jönköping County, of which 115 social workers responded to the survey. Data were collected from the municipalities of Jönköping County through an online survey. The result shows that the social worker’s sense of support in case of no client contact and the opportunity to spend so much time on the client as the social worker deems necessary, is important for the social workers job satisfaction and motivation. For those social workers that experience client contact that fails to appear as a barrier, it also takes longer to start a new task after the realization that a client fails to appear at the agreed contact. When the client contact fail to appear from social worker’s daily work, it prevents social worker’s opportunity to do their work, which includes to do a meaningful work that the client benefit of and enjoy.

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Smith, Lauren. "The pisteis (or forms) of persuasion : a measure of the effect of rhetoric on commitment to change, in times of crisis". Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79658.

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The ability to effectively influence is a useful talent that can be of great value for leaders in organisations undergoing change. The Covid-19 pandemic has caused a shift in the employer-employee dynamic, with many employees in organisations working-fromhome, requiring shifts in communication mediums and influence tactics. The change management brought about by the economic downturns from enforced lockdowns requires an even greater need for managers and leaders to understand which influence levers are most useful with their employees. Using the three rhetorical appeals (ethos, logos, and pathos), each was quantitatively examined to determine the extent to which they persuade an employee in a crisis. The independent variable in the study was organisational commitment to change (affective, normative, and continuance). The medium of delivery was also assessed to determine whether sending an influence message via email or video is more effective. Vignettes were used in the research design to determine how respondents would behave in a hypothetical situation. The results suggest that pathos and logos are more effective than ethos, while sending influence messages via video is more suitable than email. A further analysis of each of the components of organisational change showed that employees with affective and normative commitment to change were influenced more by the use of logos, and preferred video as a medium of delivery, while those with continuance commitment to change preferred the use of pathos to influence and video as a medium of delivery.
Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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Sanclemente, Vicenç. "Beating the drums! journalism, forum or platform: blogs in China and Cuba (2010) through the cases of Wang Keqin and Yoani Sánchez". Doctoral thesis, Universitat Pompeu Fabra, 2016. http://hdl.handle.net/10803/401857.

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Es diu que és impossible que els països autoritaris tinguin una opinió pública plenament desenvolupada. Jürgen Habermas criticava Internet per la dispersió dels continguts i la manca de mediadors. No obstant això, a països com la Xina, en alguns períodes recents, els blocs i els Micro blocs van permetre introduir alguns espais de deliberació, així conduir casos fins els mitjans de comunicació tradicionals. Hem estudiat dos estats, Xina i Cuba amb un enfoc completament diferent cap a les noves tecnologies. Xina va decidir empènyer Internet com un mitjà de desenvolupament, a la vegada que el tractava de controlar, i els ciutadans cubans han viscut en un període d'extrema dificultat en l'accés. El bloc del periodista xinès Wang Keqin a la Xina i el de Generación Y de Yoani Sánchez a Cuba, van estar especialment actius l’any 2010. Per aquest treball, hem utilitzat una triangulació de mètodes: anàlisi quantitativa i qualitativa sobre el contingut dels posts i dels comentaris, combinat amb l'anàlisi etnològica, entrevistes directes als bloggers i als corresponsals. El bloc de Wang Keqin, un dels pioners del periodisme d'investigació a la Xina, va suposar crear una finestra per a casos d'injustícia a les províncies fins ampliar la controvèrsia a tot el país. El periodista esdevé la primera part essencial d'una cadena contra la impunitat. Ciutadans que sol·licitaven moralitat i justícia van col·laborar amb ell, amb sentit de compromís i de comunitat, per resoldre cada cas, que significava, que acabessin als tribunals la justícia. El treball de Yoani Sánchez es va veure influenciat pel contrast entre la manca d'accés a Internet en el seu propi país i la seva extraordinària influència a l'exterior. Ella elaborava, més que reportatges, articles d’opinió, editorials, sobre notícies o vida quotidiana. Va acabar convertint-se en un altaveu dels punts de vista dels dissidents mentre defensava el diàleg nacional. L'enorme quantitat de comentaris al seu bloc va servir per crear un grup de debat entre diferents tipus d'expatriats, que reconeixien Yoani Sánchez com una portaveu no oficial des de dins de l’illa.
Is is said that is impossible to have a fully developed public opinion in authoritarian countries. Jürgen Habermas criticized Internet because of the dispersion of content and the lack of mediators. However, in countries like China, in some recent periods, blogs and micro blogs permitted the introduction of some deliberation spaces, as well as targeting issues for mainstream media. We are studying two states, China and Cuba whose approach to new technologies has been completely different. China decided to push Internet as a tool for development, while trying to control it, and Cuban citizens have lived in a period of extreme difficulty in accessing. The blog of the Chinese journalist Wang Keqin in China and Generación Y from Yoani Sánchez, in Cuba, both bounded in a year of intense production in 2010. We used a triangulation of methods: quantitative and qualitative analysis on the content of posts and commentaries combined with ethnological analysis, adding direct interviews to the players and correspondents. The blog of Wang Keqin, one of the pioneers of investigative journalism in China, supposed to create a window for cases of injustice in the provinces and to move it to nationwide controversy. The journalist became the essential first part of a chain against impunity. Citizens asking for morality and justice collaborate with him, with a sense of engagement and community to resolve cases, which mean that finished went to justice. Yoani Sánchez work was heavily influenced by the contrast of the lack of Internet access in her country and her extraordinary influence abroad. More than reports, she elaborated opinion articles, editorials, based in her reflection about news or quotidian life. She becomes a speaker of dissent views while defending national dialogue. The enormous number of comments in her blog served to create a forum group, between different types of expatriates. They recognized Sánchez as an unofficial speaker from within.

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Munyaka, Sharon Audley. "The relationship between authentic leadership, psychological capital, psychological climate, team commitment and the intention to quit in a South African manufacturing organisation". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1021088.

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Grounded in the positive psychology paradigm the recently recognised core construct of psychological capital was focussed in a South African study. A non-experimental, correlational study (n=204) examined the relationship between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. The present study was exploratory in nature and the pattern of relationships being investigated had not been previously tested in a South African context. A self-administered composite questionnaire consisting of five psychological scales were distributed to employees in the junior to senior management level at a global tyre manufacturing organisation based in Port Elizabeth, South Africa. The five scales were the Authentic Leadership Questionnaire by Walumbwa, Psychological Capital Questionnaire by Luthans, Psychological Climate by Koys and DeCotiis, Team Commitment by Bennett and the Intention to Quit Scale by Cohen. All the measures applied on the South African sample were developed outside South Africa and model equivalence had to be established. The content and structure of the measures were investigated through confirmatory factor analysis and exploratory factor analysis. With the exception of the Cohen scale of intention to quit, all other measures changed their factorial structures to suit the present data. The propositions in the study were tested through descriptive statistics, t-tests, ANOVA, post hoc tests, Cohen’s d, Pearson product-moment correlation and multiple regressions. Structural equation models were built to test the relationships between the scales and sub scales of authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. Results of the analyses carried out, show significantly strong relationships between the variables. Of note is the marked relationship between authentic leadership and psychological climate. Most of the propositions were accepted in light of the relationships that emerged. The proposition indicating structural equation models was rejected because none of the models built in the study successfully produced an adequate fit on the data. Contributions of the study were in terms of the portability of the measurement instruments applied in the study as well as the relationships that emerged. Re-validation of the measures is required to enable clarity on how the variables in the study are interpreted across cultural contexts. Directions for future research include extending the study to other samples and other cultures. Measuring social desirability of the instruments could possibly provide clarity on how the different samples respond to the measures. Studies that compare the reading ability as well as the ability to comprehend the items in the measures would provide valuable information.

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36

Blomberg, Emma, e Malin Mansikka. "Hard Times Call for Strategic Measures : A study of how SMEs seek to increase performance in a declining industry". Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-27316.

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An industry is constantly affected by its environment and the changes that occur within it. These environmental forces are the drivers of the industry’s evolution and throughout its life an industry undergoes irreversible transformations, which creates an industry life cycle. The competitive pressure on firms has increased the importance of developing competitive strategies throughout the industry’s life. This becomes especially important when the industry reaches the decline stage. There are different strategies that are suggested for firms to undertake in a declining industry. However, these strategies do not consider small and medium-sized enterprises, thus they might not be the most suitable for these firms to undertake. In addition, international activities have not been seen as a way to increase performance in a declining industry. The purpose of this study is therefore to fill this gap by investigating how small and medium-sized enterprises seek to increase their performance in a declining industry. To fulfil this purpose, we have conducted a qualitative case study of four SMEs currently operating in a declining industry. The empirical data was collected through interviews at each case company.The theoretical framework includes the theoretical concept of the industry life cycle, strategies specific for declining industries, theories regarding how firm chooses to compete, and different theories regarding international activities. The chapter ends with a theoretical synthesis that is developed from the theories presented earlier in the chapter. The empirical chapter presents the findings from the interviews with the case companies.In the analysis, the theoretical framework is connected to the empirical data, and is the basis for our conclusions. After conducting this study we can conclude that small and medium-sized enterprises seek to increase their performance by undertaking a niche strategy as their end-game strategy, compete with a differentiations strategy, and by a large scope of international markets, which enables them to shift their market focus from unbeneficial markets to more beneficial markets.

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Yang, Cheng-Hui, e 楊証惠. "The Investigation of Student-athletes’ Time Commitment―The Relationship Among Time Commitment in Athletic Training, Role Conflicts, and Athletic Identity". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/v52w96.

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碩士
國立體育大學
體育研究所
102
Student-Athletes play two roles simultaneously and also confront two demands which are different from each other essentially. Compared with other students, they have to spend a lot of time on training. To do so, their participation in other activities will be limited. This study is based on Ayers’ (2012) study that investigated student-athletes at an NCAA Division I member institution concerning the time spent on their athletic and academic activities. The purpose of this study is to investigate competitive student-athletes’ time commitment on athletic, academic and social activities. Moreover, this study also examine the relationship among time commitment in athletic training, role conflicts, and athletic identity. This study consists of two parts, part 1 translates and revises an instrument suitable for testing student-athletes’ role conflicts (Settles et al., 2002). With 220 student-athletes’ participation, the result of reliability analysis and CFA showed the scale has acceptable Cronbach’s α coefficient and factor structure. There were 304 student-athletes participating in second part. The result of Pearson Product Moment Correlation indicated that student-athletes’ time commitment in athletic training was unrelated to role interference, whereas their time commitment in athletic training related negatively to role separation. The more time student-athletes spent on athletic training, the more they perceived themselves as athletes. Student-athletes’ role interference was unrelated to athletic identity, whereas the more student-athletes viewed themselves as two unique and distinct roles, the less they perceived them as athletes.

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38

Engle, Deborah Lynn. "Factors that predict organizational commitment for full-time and part-time faculty in community colleges across North Carolina". 2010. http://www.lib.ncsu.edu/theses/available/etd-04012010-100217/unrestricted/etd.pdf.

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39

Han, Ching-fang, e 韓青芳. "A study of relationship between full-time and part-time employees'' perception of HRM practices and organizational commitment". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/13944837720601126621.

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Abstract (sommario):

碩士
國立中央大學
人力資源管理研究所
95
In the last decade, the industrial structure has changed from manufacturing to service oriented, resulting in an incremental need for part-time employees. Based on the phenomenon, the purpose of this study is to discuss (1)the difference of the perception of human resource management(HRM) practices and the organizational commitment between full-time and part-time employees; (2)whether and how the perception of HRM practices can affect the organizational commitment; and (3)whether the relationship between the perception of HRM practices and organizational commitment is moderated by the employees’ job type. A questionnaire survey is carried out to all employees of a large-scale retailer in Taiwan and 1,350 of them are valid samples, including 1,014 of full-time employees and 336 of part-time employees. Results of the study show below: (1)There is no significant difference in the organizational commitment between full-time and part-time employees; (2)the employees’ perception of each of the HRM practices, setting job characteristics, leadership, performance management, training, compensation and benefit, promotion and development, and employee communication as the main dimensions, positively affects their organizational commitment, excepting performance management; (3)the relationship between the employees’ perception of the HRM practices and their organizational commitment is moderated by the employees’ job type. Job characteristics, training, promotion and development have greater influences on full-time employees’ organizational commitment. Leadership has greater influence on part-time employees’ organizational commitment. Compensation and benefit and employee communication have the same influence both on full-time and part-time employees’ organizational commitment. Performance management has no significant influence on neither full-time nor part-time employees’ organizational commitment. Finally, based on above findings, some suggestions are provided to practitioners for improving management effectiveness on employees in different job type.

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40

Kai-TingYu e 游凱婷. "Service time commitment and capacity decision on after-sales service under demand uncertainty". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/cfztrd.

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碩士
國立成功大學
工業與資訊管理學系
105
This thesis studied the service commitment of after-sales service and capacity strategies of the retailer under demand uncertainty. In this study, we considered a supply chain of durable products consisting of a manufacturer and a retailer. The retailer sells products with after-sales service to customers whose purchase decision is affected by the retailer’s service commitment. Before the retailer sold products, he should determine the service level of after-sales service as commitments and decide how much capacity to build in advance. This study developed centralized and decentralized models to analyze the supply chain members’ decisions. Furthermore, we constructed the coordination mechanism which combines revenue sharing and cost sharing contracts to coordinate the supply chain. The results showed that the profit in the centralized model is reasonably greater than the decentralized model. And, we found that the supply chain can achieve coordination by setting the wholesale price lower than the product’s manufacturing cost. In considerations of the effect of customers’ sensitivities, we showed that the retailer will depend on customer preferences to determine service commitment.

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41

Lu, Chia-Ying, e 呂佳頴. "Part-time Employees’Organizational Commitment and Organizational Citizenship Behavior -Field study in the Taisuco". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/55199139421134139275.

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碩士
崑山科技大學
企業管理研究所
101
This study is based on qualitative research methods to collect research data, in addition to the role of researcher full participants personally involved field observations, the use of semi-structured in-depth interview. There are six employees that three full-time and three part-time job. According to interview with six senior staffs, this article would discuss the core issues. Researching field is Taisuco to carry out mass merchandising division research. System of state-owned enterprises attempt to part-time employees in the organizational commitment and organizational citizenship behavior perspective to explore (1) The differences and similarities of organizational commitment between full-time and part-time employees in superstore business? (2) The differences and similarities of organizational citizenship behavior between full-time and part-time employees in superstore business? (3) The relevance of organizational commitment and organizational citizenship behavior of full -time and part-time employees in superstore business. 　　In this study, data from the interviews to analyze, discuss and summarize the four main propositions: one full-time employee perceptions; two part-time employees on how to treat organizational commitment; three, part-time employees dilemma; Fourth, organizational citizenship behavior plastic construction. The researchers summarized in Chapter mechanized whole respondents' views and put forward four managerial implications and specific recommendations on the organization are: (1) to give part-time employee motivation incentives, (2) establish appropriate criteria for selection and recruitment model, (3) good communication pipes.

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42

Su, Wan-Ting, e 蘇琬婷. "The Relationship among Full-time School Counselors' Occupational Stress, Occupational Commitment and Turnover Intention". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/09556925017767369766.

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碩士
國立屏東大學
教育心理與輔導學系碩士班
104
This study investigated the current situation and the relationship among school counselors' occupational stress, occupational commitment and turnover intention. Four hundred and forty-six full-time elementary and secondary school counselors in Taiwan had completed the Occupational Stress Scale, Occupational Commitment Scale, and Turnover Intention Scale. By performing descriptive statistics, one-way MANOVA and ANOVA, independent-sample t test, Pearson product-moment correlation, hierarchical regression, and path analysis, seven major findings were found. 1. The levels of professional-related stress for full-time school counselors were at medium-low, of non-professional-related stress were at medium to medium-high, of positive affective, continuance, and normative commitment were at medium-high; and of turnover intention were at medium-low. 2. Results of analysis of variance show that school size, gender, status (classified vs. non-classified), whether holding a license of counseling psychologist, years of counseling experience, years of working as a school counselor, and whether holding multiple positions at school were related to school counselors’ occupational stress levels. 3. Results of analysis of variance show that school size,gender, status (classified vs. non-classified), whether holding a license of counseling psychologist, college major, years of counseling experience, years of working as a school counselor, and whether holding multiple positions at school were related to school counselors’ occupational commitment levels. 4. Results of analysis of variance show that school size, gender, status (classified vs. non-classified), whether holding a license of counseling psychologist, and whether holding multiple positions at school were related to school counselors’ turnover intention. 5. School counselors' professional-related occupational stress (role insufficiency and role ambiguity) correlated negatively with their commitment; except for ‘negative affective commitment,’ non- professional-related occupational stress (role overload and role conflict) correlated positively with school counselors’ commitment. School counselors’ turnover intention correlated positively with their occupational stress and continuance commitment, and correlated negatively with their affective commitment. 6. School counselors’ general background, professional background, occupational stress and occupational commitment can predict their turnover intention effectively (51.5% of the total variance of turnover intention can be explained). 7. Results of path analysis show that occupational commitment mediated the relationship between school counselors’ occupational stress and their turnover intention. Non-professional-related occupational stress affected turnover intention mainly through negative affective commitment; professional-related occupational stress affected turnover intention mainly through positive affective commitment.

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43

Warner, Thomason Susan Margaret. "Teaching, technology, and time : perceptions of use of time by higher education faculty teaching online courses and teaching in traditional classroom settings". 2009. http://hdl.handle.net/2152/6583.

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This study investigated the practices, perceptions, and time expenditures of post-secondary instructors in American institutions as they prepared for, taught, and reflected on the tasks involved in teaching a one-semester course. The participants either taught in a traditional face-to-face setting or in an all-online context. This study compares and contrasts the experiences of the participants. Although research in the business field includes models for improving productivity, the world of education rarely looks at these subjects, especially in the context of what leads to a successful course. The few studies there have been on similar topics in education have generally failed to provide consensus on amount of time the delivery of an online course requires and on the factors that contribute to that time difference. A clear trend in higher education is the growing use of instructional technology tools that can help instructors meet the needs of students and facilitate the teaching process. However, these changes also bring about challenges for faculty, challenges that must be examined, understood, and addressed in order to ensure the best possible learning environment for everyone involved. This study was designed to examine faculty teaching practices and gain insight into the experiences of faculty teaching classroom-based courses and faculty teaching online or Web-based courses. A qualitative, case study approach was used to conduct an in-depth investigation that focused on the tools and methods that faculty members employ to help them optimize the time they devote to course activities. The study also revealed a set of good practices used by these faculty members. Data included semi-structured interviews, faculty profile questionnaires, and teaching journals. Findings revealed that faculty teaching online recorded an average of one hour per week more on their courses than did faculty teaching in the classroom. There was minimal difference in time commitment between online and classroom-based faculty participants when considering factors such as gender, type of higher education institution, and experience level. Overall, perceptions of faculty workload averaged three hours more than the actual time recorded during the journaling phase of the study, with all of the face-to-face instructors perceiving that they would work more hours than they actually logged on their journals. Only half of the online instructors perceived that they would work more hours than they actually logged. Significant issues brought to light for faculty in both delivery formats included (1) lack of adequate or sufficient preparation for teaching, (2) limited availability of faculty training, and (3) lack of sufficient time to teach. The study also revealed the variation of instructional strategies used for comparison, and a set of common good practices that apply to both online and face-to-face courses.
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44

Hung, Tzu-Yen, e 洪紫嫣. "On the Relationship among Work Value, Affective Commitment and Turnover Intention for Part-time Employee". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2w945w.

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碩士
國立中山大學
人力資源管理研究所
106
The rapidly changing society is driving the constantly change among various types of industrial environments. While pursuing sustainable development and maintaining competitiveness, companies have adjusted their human resources policies and applied flexibility into their organizations. Thus, the demand for "part-time employees" who are able to provide certain flexibility has increased. Under the consideration of both organizational performance and cost control, to decline the turnover rate and to strengthen the loyalty of part-time employee have come to the critical issue for managers. This study aimed to investigate the association and interaction of part-time employees’ working values, affective commitment and turnover intention in Taiwan, and to analyzes the impact of work values on turnover intentions. Cross sectional study was designed data was collected by questionnaires from 25th April to 18th May, 2018. By online survey and paper questionnaire, 238 responses were retrieved. The valid ones are 221. Statistical analysis shows the following results: 1. A part-time employee’s intrinsic reward in the working values is positively related to affective commitment. 2. A part-time employee’s intrinsic reward and collective interest in the work values is negatively related to the turnover intention. 3. A part-time employee’s external compensation in the work values is negatively related to the turnover intention. 4. The relationship between a part-time employee’s purpose-based value in the working value and turnover intention is mediated by his/her affective commitment.

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YU, CHEN PIN, e 陳品瑜. "Job Satisfaction and Organizational Commitment of Full-Time Administration Managers at Taipei City Elementary Schools". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/59484137615693923437.

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碩士
國立臺北教育大學
教育政策與管理研究所
94
This study aims to understand the current level of job satisfaction and organizational commitment of full-time administration managers at elementary schools in Taipei City, and the correlations between them. It also investigates whether the administration managers show different levels of job satisfaction and respond differently to organizational commitment when the background variables are different. The research object consists of 389 incumbent full-time administration managers at Taipei City elementary schools and adopts the methods of questionnaire survey and interview. It is concluded with analyzed results of the survey and information obtained from interviews with suggestions on how to improve job satisfaction and organizational commitment for future reference. The proposed study framework draws on related literature and uses the self-made “Questionnaire Survey on Job Satisfaction and Organizational Commitment of Full-Time Administration Managers at Taipei City Elementary Schools” as a research tool. A total of 345 questionnaires were returned with a response rate of 88%. Among them, 333 were valid with a usability rate of 96%. The valid questionnaires were analyzed and processed using the SPSS10.0 statistical software for frequency distribution, percentage, mean, standard deviation, T-test, single factor variation analysis, and product-moment correlation analysis, and comparison of the interview data and analysis results of twelve interviewees were conducted. The following conclusions were produced: 1. As a whole, full-time administration chiefs have a medium level of job satisfaction. The level of satisfaction in the “interpersonal relations” category is the highest, while that in “promotion and assessment” is the lowest. 2. In terms of the overall organizational commitment, full-time administration managers are most responsive in the category of “willingness to work hard” and are least responsive in the category of “inclination to continue the current job.” 3. Among personal background variables of the full-time administration managers, significant difference in the level of satisfaction only appears in school scale and school history. No significant difference appears in the category of sex, age, marriage status, children, education level, job description, or administrative seniority. Among the categories where differences are significant, the result in 25-48 classes are higher than that in 49-72 classes. Moreover, those who work at schools with a history of 16-30 years and fewer than 15 years are more satisfied than those who work at schools of over 46 years of history. 4. Among personal background variables of the full-time administration managers, significant difference in organizational commitment only appears in age and marriage status. No significant difference appears in the category of sex, children, education level, job description, administration seniority, school scale, and school history. Among the categories where differences are significant, full-time administration managers who are 41-50 years old and 51 years old or over are more committed than those who are 31-40 years old and 30 years old or below, and married persons are more committed than unmarried ones. 5. There appears to be positive association between the “job satisfaction” and “organizational commitment” of full-time administration chiefs. The suggestions below are proposed based on the above research conclusions: 1. Suggestions to the competent authorities that govern educational administration A. Following the example of junior high schools, supplement and staff more administration managers to the designated number and increase the number of full-time staff members in elementary schools. B. Clear away the full-time administration managers’ doubts of being unfairly treated and satisfy their needs for growth in the areas of expertise. a. Establish a fair and reasonable promotion and assessment system. b. Diversify the provision of on-job learning and training and set up a related incentive mechanism. C. Establish independent professional consultation networks for the sections of general maintenance, cashier, and document management respectively while continuing to arrange new courses in related professional fields to update their professional competency. 2. Suggestions to school administration executives A. Take on board various suggestions from the staff and establish a staff rotation system. B. Respect administration professionalism and implement a reasonable and fair welfare system. C. Flexibly coordinate manpower, adjust the responsibility stratification table, and take the initiative to solve problems. 3. Suggestions to full-time administration managers at elementary schools A. Embrace the concept of life-long learning and actively absorb work-related professional competency as well as general legal knowledge. B. Develop emotional management skills and make timely physical and psychological adjustments. C. Draw on communication skills to establish good interpersonal relations. D. Take the initiative to participate in various school activities to demonstrate the support personnel’ s functions and secure the importance and status of full-time administration personnel at school.

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陳富萍. "Devoted All the Life Time to Marriage:The Changes of the Marital Commitment for Females in Their Marriages". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/27678967893141857604.

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碩士
國立臺灣師範大學
人類發展與家庭學系
95
The purpose of the study aims at the concepts and the changes of marital commitment in married women’s lives. The study adopts the qualitative analysis along with an in-depth semi-structural interview with four women aged from 39 to 54 years old who have children from their marriages of first time which last more than 15 years. The study discovers that the concepts of marital commitment of the women who were born in 1930s to 50s have two different aspects. First of all, the concept of morality which is affected by traditional culture and marriage value is the commitments to the role obligation and responsibilities which includes the commitment of cultivation of children, taking caring of her husbands and parents in law. Among the above responsibilities, the role obligation to her children is the most primary strength for a woman to adhere to marriage. Secondly, the other aspect of concept is based on the commitment for the needs of affections, including the love and intimacy between couples, the feel of two in one, and commitment to live together no matter what happens. The research indicates that the primary meaning of the marital commitment for women living with traditional marriage values is though to recognize the role and responsibilities in a marriage, the interaction between husband and wife is also the key expectation to maintain the marital commitment when women feel more affections and intimacy. As for the contributing factors to marital commitment of the married women, according to the study, the relationship between husband and wife, their children, relatives（including the original-family and the in-law-family）, cultural conventions, would cause the change of women’s original marital commitment. The positive events for women to maintain their commitments in marriages including husband’s considerations, supports between the couple and sharing of couple’s feeling and thinking, taking care of children together, and restriction from the wife’s original family would reinforce women to maintain the marital commitment. On the contrary, the negative events which weaken the marital commitment of women are couples’ different viewpoints, husband’s lacking of responsibilities, couples’ inadequate communication and the pressures from the interaction between wives and their mothers in law. In the changes of the marital commitment of married women, the determination of taking responsibilities in marriage plays the essential role in marriage maintenance and can avoid changes from the impact of events outside marriage. Besides, the development and the quality of intimacy and love between husband and wife are also the important strengths for women to continue their’ marital commitment. At last, according to the consequences and discoveries from the study, the researcher provides some suggestions for married people, designs of “marital education courses” and applications for future studies Keyword：marital commitment, marital stability, marital maintenance, in-depth interview

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Liu, Yu Shan. "The relationship among work support, organization commitment and citizenship behavior of part-time employees in the restaurant industry". 2010. http://digital.library.okstate.edu/etd/LIU_okstate_0664M_10872.pdf.

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48

Costa, Inês Cruz Duarte. "Satisfação e empenhamento: A influência da carga horária". Master's thesis, 2011. http://hdl.handle.net/10400.12/3870.

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O presente estudo pretende analisar a influência da carga horária praticada pelos colaboradores (horário a tempo parcial ou horário a tempo integral) nos níveis de satisfação laboral e empenhamento afectivo face à organização onde desempenham funções. Espera-se que os colaboradores a desempenhar um horário a tempo integral revelem níveis superiores de satisfação laboral e empenhamento afectivo. A investigação é desenvolvida através de um inquérito por questionário a uma amostra de 158 assistentes de relacionamento com o cliente. Os dois questionários aplicados pretenderam avaliar (1) a satisfação laboral (Questionário de Satisfação Laboral S10/12 Mélia e Peiró, 1989); (2) o empenhamento organizacional (Meyer e Allen, 1997) versão adaptada por Cesário, (2010). As hipóteses formuladas no estudo foram analisadas através das correlações entre variáveis e da comparação de médias. Os resultados obtidos revelaram a inexistência de correlações estatisticamente significativas nos níveis de satisfação laboral e empenhamento afectivo dos colaboradores mediante a carga horária praticada. O teste de t para comparação de médias entre duas populações permitiu confirmar os resultados para ambas as variáveis, através da aceitação da hipótese nula que pressupõe a não existência de diferenças de médias para ambos os grupos. Através da análise das médias de resposta foi ainda possível observar que a satisfação laboral, empenhamento afectivo e empenhamento instrumental se encontram dentro dos resultados médios e o empenhamento normativo num nível baixo. Encontrou-se também uma ligeira diferença relativamente ao empenhamento instrumental com os colaboradores a tempo parcial com médias de resposta superiores às dos colaboradores a tempo integral.
ABSTRACT: The present study intends to analyze the influence of the work load practiced by workers (part-time or full-time) in the levels of job satisfaction and affective commitment towards the organization they work for. It is expected that full-time workers show higher levels of job satisfaction and affective organizational commitment. The investigation is developed through an inquiry by questionnaire to a sample of 158 assistants of relationship with the customer. The two applied questionnaires intended to analyze (1) job satisfaction (Job Satisfaction Questionnaire S10/12 Mélia e Peiró, (1989)); (2) affective commitment (Meyer e Allen, 1997) version adapted by Cesário, (2010). The hypotheses formulated in the study have been analyzed through the correlations between variables and the comparison of means. The obtained results have disclosed the inexistence of statistical significant correlations in the levels of job satisfaction and affective commitment of workers based on their work load. The t test for comparison of means between two populations allowed confirmation of the results for both variables, through the acceptance of the null hypothesis that estimates the inexistence of differences of means for both groups. Through the analysis of the response means it was possible to observe that job satisfaction, affective commitment and continuance commitment are within average results and normative commitment in a low level. A small difference regarding continuance commitment was found, with part-time workers showing higher response means than full-time workers.

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Tuan, Yu-pin, e 段裕斌. "The Effects of Perceived Organizational Support and Leader-Member Exchange on Organizational Citizenship Behavior and Organizational Commitment – Test of Potential Diffirences Between Full-time and Part-time Employees". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/57404058768596118547.

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碩士
世新大學
觀光學研究所(含碩專班)
93
Due to the huge demands for the entry-level service employees, most of international tourism hotels in Taipei have to employ full-time employees and a lot of part-time employees at the same time. Accordingly, we try to know more whether perceived organizational support (POS) and leader-member exchange (LMX) could reduce the turnover rate of the employees, and whether organizational citizenship behavior (OCB) and organizational commitment (OC) could motivate employees to exert more efforts than what he did as usual. Therefore, based on the social exchange theory and the focus of service employees working in the restaurants of international tourism hotels, my research tried to find out the correlation of perceived organizational support and leader-member exchange on organizational citizenship behavior and organizational commitment. We also tested the potential difference between full-time and part-time employees . The result of this study found that there was a positive relation between POS and OC, as well as LMX, OCB and in-role service. Meanwhile, the POS and OCB had more effects on full-time employees than on part-time employees. Furthermore, the full-time employees had better POS、LMX、OC、OCB and in-role service than part-time employees did .

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Wang, Jian. "Numerical Methods for Continuous Time Mean Variance Type Asset Allocation". Thesis, 2010. http://hdl.handle.net/10012/5078.

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Many optimal stochastic control problems in finance can be formulated in the form of Hamilton-Jacobi-Bellman (HJB) partial differential equations (PDEs). In this thesis, a general framework for solutions of HJB PDEs in finance is developed, with application to asset allocation. The numerical scheme has the following properties: it is unconditionally stable; convergence to the viscosity solution is guaranteed; there are no restrictions on the underlying stochastic process; it can be easily extended to include features as needed such as uncertain volatility and transaction costs; and central differencing is used as much as possible so that use of a locally second order method is maximized. In this thesis, continuous time mean variance type strategies for dynamic asset allocation problems are studied. Three mean variance type strategies: pre-commitment mean variance, time-consistent mean variance, and mean quadratic variation, are investigated. The numerical method can handle various constraints on the control policy. The following cases are studied: allowing bankruptcy (unconstrained case), no bankruptcy, and bounded control. In some special cases where analytic solutions are available, the numerical results agree with the analytic solutions. These three mean variance type strategies are compared. For the allowing bankruptcy case, analytic solutions exist for all strategies. However, when additional constraints are applied to the control policy, analytic solutions do not exist for all strategies. After realistic constraints are applied, the efficient frontiers for all three strategies are very similar. However, the investment policies are quite different. These results show that, in deciding which objective function is appropriate for a given economic problem, it is not sufficient to simply examine the efficient frontiers. Instead, the actual investment policies need to be studied in order to determine if a particular strategy is applicable to specific investment problem.

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Tesi sul tema "Time and commitment"

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