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Rozprawy doktorskie na temat „Employee behaviour”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 25 lipca 2025

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1

Egan, Richard. "Employee work passion : leadership behaviour, employee affect and work intentions." Doctoral thesis, importedStudentThesis, 2015. https://researchprofiles.canberra.edu.au/en/studentTheses/647e0afe-2609-42b1-8bb8-09e9161450d5.

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Stenman, Erika. "Strong Employer Brands and Employee Advocacy in Social Media : exploring the Employee Perspective." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-19682.

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Employer Branding activities in the competitive labour market are becoming increasingly interactive rather than being a top-down exercise. Limited resources together with new technology is playing a role in this development. Little, but some research exists on Employee Advocacy or the voluntary promotion and defence of a brand by its employees. While some researchers suggest that strong Employer Brands fosters Employee Advocacy, there seem to be little empirical support or comprehensive models incorporating the supportive factors. Earlier studies have been primarily quantitative in nature, foc

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Cheng, Mei-I. "The prediction of employee turnover behaviour." Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.

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Govender, Thomas. "Changing employee behaviour through strategic communication." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29699.

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Businesses that actively engage in integrated internal communication practices should theoretically be more likely to foster employee engagement during change management interventions. Competitive forces and a dynamic business environment compel most organisations to continuously review the relevance of their current business operating model. As a result, organisations develop new strategies or revise existing ones. Part of the change management process of executing a strategy is the ability to communicate it to employees, in a manner that ensures alignment between strategy and employee. The c

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Thomson, Louise. "Employee absence behaviour : measurement, analysis and antecedents." Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.326653.

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Sander, Elizabeth Jane. "Responses to the Physical Work Environment: Focus, Sense of Beauty and Connectedness." Thesis, Griffith University, 2017. http://hdl.handle.net/10072/370650.

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Both academics and practitioners have devoted increasing attention to the physical work environment (i.e. the constructed spaces in which employees work, including buildings, furniture and spatial design) as a result of continued changes to the nature of work, and the space where it is enacted. Although there have been many studies of environmental effects on employees, including experimentation and a great deal of applied change, the field lacks a consistent theoretical framework to progress the extant literature. This is reflected in the inconsistency with which the physical environment has

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Innocenti, Laura. "Employees at centre-stage : the impact of human resource practices on employee work experiences, attitudes and behaviour." Thesis, King's College London (University of London), 2007. https://kclpure.kcl.ac.uk/portal/en/theses/employees-at-centrestage--the-impact-of-human-resource-practices-on-employee-work-experiences-attitudes-and-behaviour(64f7c81c-a37f-4e05-9e22-74ba747376b6).html.

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Barrass, Deon Brian. "The relationship between authentic leadership, cultural intelligence and employee behaviour." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020336.

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Employee performance is a constant concern for any manager in a company or organisation. Managers have the unenviable task of balancing the meeting of organisational targets through the resources at their disposal. They must also manage their own responsibilities and personal targets which could be different to targets of the employees. These differences could create divergent priorities and affect the manager-employee relationship. Managers, in an effort to create a healthy work environment, need to show leadership qualities that encourage cooperation from their employees. These qualities mus

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Hoy, Jennifer Susan. "Employee behaviour in social media environments impacting corporate reputational risk." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/30604.

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An employee who has a low level of awareness of how behaviours impact corporate reputation, and access to large online communities, could potentially expose the business to reputational risk. The vast number of individuals on these networks, combined with the low level of skill needed to publish on these sites, has resulted in comments and behaviours being amplified to a much greater audience. Employees and their behaviours represent the reality of the organisation to external stakeholders, and so offer a potential risk for reputational damage.This research used an online survey with Likert sc

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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.

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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the na

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11

Philamon, Jan Elizabeth, and n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Philamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Piacun, Dominic J. "Fostering organisational citizenship behaviour for the environment: Employee discretionary green behaviour in a school-based setting." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/115458/2/Dominic%20Piacun%20Thesis.pdf.

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This thesis represents a single case study that sheds light on the importance of developing shared understandings of employee green behaviour within a large school-based setting. The findings reveal that Organisational Citizenship Behaviour towards the Environment (OCBE) is the dominant form of green behaviour in the organisation and that eco-initiatives are the most performed OCBE. To increase employee performance of discretionary green behaviours, the study found that more feedback is required regarding the impact of employee green behaviours, a shared understanding of what green behaviour a

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14

Tungtakanpoung, Monrudee. "Employee behaviour and the role of culture : the case of Thai Airways." Thesis, London Metropolitan University, 2016. http://repository.londonmet.ac.uk/1112/.

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This research explores the interactions of people across cultures. It looks into how cultural distinctiveness and cultural characteristics may serve as a strategic resource for organisations. The research investigates whether the sustained success of South East Asian Airlines in achieving high levels of customer satisfaction is influenced by the application of distinctive cultural traditions and values in the delivery of customer service. Given that this service is delivered by a predominantly female workforce, the research explores cabin crew behaviours and values in relation to assumptions a

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15

Fourie, Paul. "The impact of merger-related employee status on engagement, burnout and counterproductive work behaviour of employees of a South African Commercial Bank." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80341.

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Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more i

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Limpanitgul, Thanawut. "Service employee citizenship behaviour : an empirical study conducted in the Thai airline industry." Thesis, Cardiff University, 2009. http://orca.cf.ac.uk/55828/.

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The main purpose of the study is to advance the organisational citizenship literature in the non-Westernised service context. An extant literature review revealed several gaps in the current understanding of the phenomenon including: (1) lack of studies looking at service-specific organisational citizenship behaviours, (2) limited research that has examined the effect of job satisfaction and three components of organisational commitment on citizenship behaviours in a simultaneous manner and (3) lack of studies attempting to identify 'new drivers' of citizenship behaviours. As a result, the pre

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17

Hill, Wan Ying. "Employee reporting in the UK : an empirical study of managerial objectives and behaviour." Thesis, University of Glasgow, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.384853.

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Mowbray, Paula. "A Systems and Behavioural Perspective of Managing Employee Voice." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/367418.

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Increased competitive pressures have lead many organisations to aspire to develop high performance organisational cultures, as a means to engage employees and improve productivity and performance. While employee voice mechanisms can provide employees with an opportunity to have a say over employee interests and provide a means for employee input, organisations and their managers are increasingly seeing employee voice systems as a valuable mechanism to encourage suggestions and ideas that may be of benefit to the organisation. It is important, therefore, to understand how organisations, and th

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19

Renard, Michelle. "An international study on the influence of intrinsic rewards on the intrinsic motivation, work engagement and retention of employees in non-profit organisations." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5148.

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The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was const

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Kominis, Georgios N. "PMERS, environmental uncertainty, & managerial behaviour : an empirical investigation of the E-V theory of motivation in the organisational setting." Thesis, University of Glasgow, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269516.

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Krona, Theodor, and Kronqvist Emil Virbert. "Employer branding: A way to retain young employees : A qualitative study on how SMEs use employer branding in order to retain young employees in their organization and how it is perceived." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-39677.

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Problem background: The voluntary turnover of employees is increasing, the baby boomer generation is retiring and the remaining jobs are to be filled with the workforce left behind, a workforce that is smaller in size. These younger generations (generation Y and Z) have different values and attitudes towards work, and they tend to switch jobs more frequently. This means that companies needs to focus on retaining their personnel. This is particularly true for SMEs since they do not have the same resources to spend on attracting potential workers as larger corporations. Purpose: The purpose of t

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Mendes, Fallen. "Positive organisation :|bthe role of leader behaviour in employee engagement and retention / Fallen Mendes." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4784.

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Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological work adjustment and negative outcomes (like that of turnover, absenteeism, alcohol and substance abuse,

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Power, Brian. "Developing evidence-based and theory-informed recommendations for a workplace-based behaviour change intervention targeted to nurses." Thesis, University of Aberdeen, 2016. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=230608.

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Unhealthy eating and physical activity behaviours are common among nurses. As nurses spend a substantial proportion of their waking hours at work, interest in delivering interventions in the workplace to improve this populations' eating and physical activity behaviours is growing. This programme of research aimed to systematically develop evidence-based and theory-informed recommendations for a workplace intervention to change nurses' eating and physical activity behaviours. Methods: A systematic literature review of published randomised controlled trials was undertaken. Factors that behaviour

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Hooper, Danushka. "The relationship between altruistic behaviour, emotional intelligence and intrinsic motivation amongst leaders." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15978.

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The benefits that altruistic behaviours, emotional intelligence (EQ) and intrinsic motivation have on organisations are increasingly becoming observable and enticing greater insights into these constructs, especially from the perspective of leaders. Moreover, the increase in the effectiveness of leaders across all of these constructs enables greater employee performance, from both the perspective of leaders and their followers, which results in increased organisational profitability. The primary objective of this research study was to investigate the relationship between the three constructs o

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Pastor, Lorna Valencia. "The relationship between organisational citizenship behaviour and perceptions of organisational justice at a selected automotive component manufacturer in the Western Cape." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/977.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012<br>Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workpl

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Tsiontsi, Nikoletta. "Employee reactions to management communication : a study of operations personnel in the oil industry." Thesis, Robert Gordon University, 2012. http://hdl.handle.net/10059/730.

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Based on an intense small scale study which observed a small team of operations personnel who work in a telecommunications company within the oil industry, this thesis examined employee reactions to management communication. Employee interpretations and reactions after each communication from the management team were analysed as the ‘organisational story’ ‘unfolds’ from the ‘other side’ (i.e. employee perspective) instead of the rather usual/dominant one (i.e. managerial perspective). Behaviour was observed from an interactionist, interpretive and critical perspective and analysed in the light

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Combrink, Andries Johannes. "The validation of an organisational climate questionnaire in a corporate pharmacy group / Andries Johannes Combrink." Thesis, North-West University, 2004. http://hdl.handle.net/10394/520.

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The creation of a healthy, motivating organisational climate should be the aim of management. Organisational climate refers to a complex set of forces within an organisation, which have a direct influence on those who work in it. Studying organisational climate is imperative to understanding how organisations function at their core. However, a validated instrument is needed to detect the climate in an organisation. The objective of this study was to validate an organisational climate questionnaire in a corporate pharmacy group. A cross sectional survey design was used. Interviews were conducte

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Nuri, Abdulrazaq K. "The influence of performance and appraisal fairness on employee attitudes and behaviour in Iraqi Kurdistan." Thesis, University of Huddersfield, 2017. http://eprints.hud.ac.uk/id/eprint/32635/.

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This study examines how aspects of performance appraisal fairness influence job satisfaction, trust in management and organisational commitment, and their links to organizational citizenship behaviour. Specifically, the study proposes that job satisfaction, trust in management and organisational commitment mediate the influence of performance appraisal fairness on organisational citizenship behaviour. Social exchange theory and the norm of reciprocity are used to provide a theoretical understanding of the linkages between performance appraisal fairness and work outcomes. Data were collected at

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Leslie, Ian. "Lean on me : an impact study of mutuality supportive leadership behaviour on employee Lean engagement." Thesis, Durham University, 2015. http://etheses.dur.ac.uk/11018/.

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Total Quality Management (TQM) has been around in the West since the early 1970s. Over the last 40 years it has advanced from its early form, based around ‘quality circles’, to more advanced forms such as Lean and the now common Business Excellence (BE) models. However, up to 60% of implementations fail to deliver initially anticipated results. Research into Lean/TQM suggests that management commitment and conducive culture are key factors inhibiting subordinate engagement. Yet it is recognised that the ‘softer’ side of TQM is vital for its success and a key dimension of Lean/TQM philosophy. T

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Beekwilder, Sam, and Jacobus Johannes Endlich. "Participative Leadership and Employee Innovative Behaviour : Moderated by pro-active and risk-taking work climate." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-19637.

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Innovation is crucial for the long-term survival of MNEs. Especially, in small nations like the Netherlands, innovation is important to be competitive in the international market. The innovative capacity of MNEs dependents on each employee’s ability to act in an innovative type of way, which makes it essential to enhance employee innovative behaviour. A participative leadership style is one way of enhancing employee innovative behaviour. This relationship could be strengthened by different work climates. This thesis investigates a pro-active and risk-taking work climate because those climates

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Said, Tara. "Intuitive and Analytic Decision Making in Employee Selection Process : Intuitive Decision." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80575.

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This experimental study aimed to investigate intuitive and analytic decision making approach when assessing job applicants during employee selection process, and feedback related to employee selection process. Theories used in the study to explain intuition are the dual process model and the recognition model. The population was recruiters and non-recruiters. A sample of 169 participants were included. Recruiters’ and non-recruiters’ were randomly assigned into two conditions: use of intuition or analytic thinking as assessment strategy when assessing eight real job applicants. A comparison be

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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.

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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near t

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Dunnion, Marie. "The masked employee and false performance : detecting unethical behaviour and investigating its effects on work relationships." Thesis, University of Worcester, 2014. http://eprints.worc.ac.uk/5104/.

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This thesis was undertaken to investigate a specific type of unethical behaviour in the workplace within the context of the United Kingdom (UK) public sector. The main research aim was to develop an understanding of how to detect false performers. Parnell and Singer (2001) proposed the construct of False Performance (FP) when developing the Organisational Charlatan Scale (OCS) to measure organisational charlatanism (OC). According to their definition, false performers are those individuals who seek to improve their perceived performance at the expense of their actual performance. This type of

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Chauke, Tinyiko Lourence. "The impact of cardinal rules on employee safety behaviour at power stations in Mpumalanga / Chauke, T.L." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7007.

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Occupational risk management can be a catalyst in generating superior returns for all stakeholders on a sustainable basis. A number of companies in South Africa have implemented Cardinal Rules of Safety adopted from international companies to ensure the safety of their employees. The purpose of this study was to measure the impact of the cardinal rules on employee safety behaviour implemented at power stations in Mpumalanga. The empirical study was done by using a questionnaire as measuring instrument. The questionnaire was developed from a literature review and contains questions and items re

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De, Waal Johannes Joachim Prinsloo. "The role of positive organisational behaviour in employee self–development and organisational outcomes / de Waal J.J.P." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8162.

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Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore c

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Turchi, Lenita Maria. "The impact of TQM on employee attitudes and behaviour : a case study of a Brazilian company." Thesis, London School of Economics and Political Science (University of London), 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.270491.

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Cheng, Tsz-kit. "The influence of Chinese cultural values on management behaviour in the People's Republic of China and Hong Kong /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20622429.

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Van, der Walt Freda. "The relationship between spirituality and job satisfaction." Thesis, Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11222007-132414.

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Grant, David Stephen. "Japanese manufacturers in the UK electronics sector : the impact of production systems on employee attitudes and behaviour." Thesis, London School of Economics and Political Science (University of London), 1993. http://etheses.lse.ac.uk/1341/.

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Recent research at Japanese manufacturers in the UK has tended to simply focus on their employee relations practices, arguing that where they operate effectively they result in a loyal and highly productive workforce. It often goes on to point out that there is a link between these practices and the companies' production systems, suggesting that employee relations practices are an integral part of the production system at a Japanese company. However, the research fails to adequately show the implications of this link. Its attempts to examine the issue have remained descriptive, devaluing its r

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Raja, Arif Raja Sumayyah. "A strategic subordinate: An outcome of internal communication and employee engagement." Thesis, Queensland University of Technology, 2022. https://eprints.qut.edu.au/235056/1/Raja%20Sumayyah_Raja%20Arif_Thesis.pdf.

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Employees play a key role in organisation success through enacting behaviours that support organisational strategic goals. While managers are expected to contribute strategically, this thesis investigates if subordinates could move beyond an engaged state. Using mixed methods, this research conceptualised and measured the attributes of a strategic subordinate as a significant outcome of internal manager-subordinate communication. The findings of this research theoretically contributes to employee engagement and internal communication, and practically guides organisations to identify and suppor

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Solomon, Shihaan. "The relationship between psychological capital and employee wellness in organisations in the manufacturing industry in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4206.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Psychological capital (PsyCap), the four dimensions of PsyCap and Perceived Wellness are viewed as positive constructs. Research indicated these positive constructs has a beneficial or positive effect on the organisation's financial performance.. Furthermore, health and wellness awareness is lacking especially in the production-driven manufacturing industry where the profit motive is of paramount importance. The research study used a cross-sectional design, measuring Psychological capital and Perceived wellness using questionnaires in

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Vucic, Srdjan, and Ali Tehrani. "Uppfattningsskillnader om ledarskapet : En undersökning om hur ledarskapet uppfattas av medarbetare." Thesis, Södertörn University College, School of Business Studies, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-3029.

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<p><strong>Purpose:</strong> The purpose of this study is to analyze how employees perceive their leader / manager. How the leader / manager perceives himself in relation to employees and what differences exist.</p><p><strong>Research Method:</strong> The information was made through a qualitative approach. The study includes interviews with semi-structured questions and a subjective selection. The authors interviewed seven respondents from a service company. Based on the information the authors have attempted to draw parallels between the leader’s behaviour and theories involving different le

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Crisafulli, Benedetta. "Customer perceptions of guarantee policies and employee behaviour in service recovery : an investigation of justice, signaling and attributions." Thesis, Kingston University, 2015. http://eprints.kingston.ac.uk/34008/.

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Firms frequently experience service failures, wherein performance is below customer expectations. Seeking to address service failures, firms deliver service recovery. Extant research suggests that service recovery leads to customer satisfaction and repatronage when perceived to be fair (or just). Prior studies emphasise the role played by employees in delivering fair service recovery. By contrast, the literature overlooks situations where organisational policies such as service guarantees pose a constraint to employee recovery efforts. Service guarantees are widely used across several service

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McFaull, Andrew. "The savings behaviour and decision-making of scheme participants in Save As You Earn employee stock ownership plans." Thesis, University of York, 2016. http://etheses.whiterose.ac.uk/16587/.

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This thesis makes a significant contribution towards an underdeveloped yet growing strand of research that has emerged in recent years seeking to identify which specific factors are most influential on the savings behaviour and decision-making of scheme participants in broad-based employee stock ownership plans. More specifically, this study conducts empirical analysis into a savings related share option scheme known as Save As You Earn in the pursuit of answering three key research questions. The first research question seeks to identify which factors best account for how much a scheme partic

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Waly, Nesren Saleh. "Organisational information security management : the impact of training and awareness : evaluating the socio-technical impact on organisational information security policy management." Thesis, University of Bradford, 2013. http://hdl.handle.net/10454/5666.

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Security breaches have attracted attention from corporations and scholars alike. The major organisations are determined to stop security breaches as they are detrimental to their success. Arguably the most common factor contributing to these breaches is employee behaviour, which suggests that changes in employee behaviour can have an impact on improving security. This research aims to study the critical factors (CFs) that impact on employee behaviours toward compliance with their organisation's information security policy. This investigation will focus on the various critical success factors b

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Peloso, Antony Frederick. "The antecedents of the employee loyalty-customer loyalty relationship." Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16028/1/Antony_Peloso_Thesis.pdf.

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Increasing and maintaining customer loyalty has been shown to enhance service firm profitability. This research focuses on the antecedents of customer loyalty in a large national North American banking organisation, in particular the relationship between employee loyalty and customer loyalty, and further within the organisation, the antecedents of the employee loyalty-customer loyalty relationship. Thus the current research investigates the chain of events from managerial actions to customer loyalty with the aim of identifying relevant managerial practices and their influences within the or

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Peloso, Antony Frederick. "The antecedents of the employee loyalty-customer loyalty relationship." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16028/.

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Increasing and maintaining customer loyalty has been shown to enhance service firm profitability. This research focuses on the antecedents of customer loyalty in a large national North American banking organisation, in particular the relationship between employee loyalty and customer loyalty, and further within the organisation, the antecedents of the employee loyalty-customer loyalty relationship. Thus the current research investigates the chain of events from managerial actions to customer loyalty with the aim of identifying relevant managerial practices and their influences within the or

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Brands, Raina. "Perceptions of organisational citizenship behaviour & allocation of organisational rewards : the impact of employee gender, leave taking & benevolent sexism /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18511.pdf.

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Hedman, Lina, and Malin Josefsson. "Hur företag kan attrahera kompetent arbetskraft genom employer branding : En fallstudie på ett svenskt energibolag." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74718.

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Syfte – Denna rapport syftar till att undersöka hur företag kan arbeta med employer branding för att främja skapandet av engagerade medarbetare som genom positiv staff word-of-mouth (SWOM) är villiga att sprida information om företaget som arbetsgivare samt dela med sig av sina erfarenheter till potentiella medarbetare. Metod – En litteraturstudie utfördes för att undersöka vad som redan studerats inom ämnet som därefter sammanställdes i ett teoretiskt ramverk. Det teoretiska ramverket utgjorde sedan grunden för datainsamlingen som gjordes i form av en fallstudie på ett svenskt energibolag gen

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Mahmood, Zahid, of Western Sydney Hawkesbury University, and Faculty of Management. "An empirical investigation of the successful implementation of quality management in service organisations." THESIS_FMAN_XXX_Mahmood_Z.xml, 2000. http://handle.uws.edu.au:8081/1959.7/689.

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Quality management (QM) is a holistic management philosophy that emphasises the involvement of every employee at different levels of an organization to achieve customer satisfaction and improve organizational effectiveness through continuous process improvement. There has been a rising interest among service sector professionals in examining the applicability and usefulness of quality management methods in service organisations. Many service organisations that have implemented quality management has achieved substantial benefits, but it is clear that implementation initiatives in some organisa

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