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Auswahl der wissenschaftlichen Literatur zum Thema „Employee´s perspective“
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Zeitschriftenartikel zum Thema "Employee´s perspective"
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Mutnuru, Santosh. „Relationship between Employees Trust and Safety of Information in Small Organizations“. International Business Research 11, Nr. 10 (20.09.2018): 34. http://dx.doi.org/10.5539/ibr.v11n10p34.
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This study is trying to understand employee’s perspective on how a trust of an employee has on his/her employer has any significance on safety of information from internal attacks in a small organization. The relationship between the trust of an employee on his/her employer with safety of information from internal employee attacks in small organizations has not been explored well. The study was conducted on employees who worked in small organizations which maintained all of its information in digital format. About four hundred and ninety employees responded who belong to small organizations in the Midwestern US region. The influence that employees trust on his/her employer and the safety of information was explored. The research findings revealed that there is a positive correlation between the trust of employee on his/her employer and safety of information from internal attacks in small organizations.
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Hussain, Syed Saad, Ahsan Raza Jaffari ., Muhammad Wasiq Ejaz ., Asad Khattak ., Kashif Ur Rehman . und Muhammad Aslam Khan. „Mentoring and its Effects on Turnover Intensions in Perspective of Pakistan’s Telecom Sector“. Information Management and Business Review 3, Nr. 3 (15.09.2011): 133–38. http://dx.doi.org/10.22610/imbr.v3i3.926.
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In today’s era of towering competition the retention of workforce is highly desirable for long term success of any organization. The employees serve as backbone for any organization and are responsible for attaining the laid down objectives of the organization. The ongoing study investigates the effects of mentoring on turnover intensions of employees working in telecom sector of Pakistan. Researchers retrieved data with the help of questionnaires based on five point likert scale from almost 300 employees working in telecom organizations of Pakistan. Multiple regressions were used to analyze the collected data. Result shows that mentoring mostly is negatively associated with turnover intension because employee was not satisfied with mentoring and commitment in employees is only due to experienced learning which helps to develop additional skills in employee.
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Woodford, Kelly Collins. „Balancing Employee Rights and Responsibilities in Sexual Harassment Cases Following Faragher and Ellerth: An Employer?s Perspective“. Employee Responsibilities and Rights Journal 16, Nr. 4 (Dezember 2004): 233–40. http://dx.doi.org/10.1007/s10672-004-4638-2.
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Bhana, Anrusha, und Sachin Suknunan. „The impact of ethical leadership on employee engagement within a South African public higher education institution“. Problems and Perspectives in Management 17, Nr. 4 (25.12.2019): 314–24. http://dx.doi.org/10.21511/ppm.17(4).2019.26.
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Ethical leadership has become a fundamental building block amongst the corporate organizations globally. However, minimal research evidence was found from a higher education institution (HEI) perspective, including the evidence from a South African higher education setting. Due to the lack of research linking the ethical leadership`s style and employee`s engagement (EE) at higher education institutions, it becomes important to find out if ethical leadership can positively promote the EE, which, in turn, can promote various other benefits at the institutions. Therefore, this study aims to examine this from the perspective of ethical leadership style and its impact on the EE. This study focused on a large HEI (Higher Education institution) based in KwaZulu-Natal (South Africa). Quantitative data collection employed the probability sampling targeting 420 employees. Questionnaires were used as data collection tools and obtained a response rate of 312 (74%). The results show that the average mean value for EE (M = 2.87) was weak in comparison to the measurement standard of 3.00, which implied a lack of EE between leadership and employees. In addition, the results indicate that ethical leadership can positively influence the EE (M = 4.27), thus, indicating the need for more ethical leadership at this institution. Furthermore, the current lack of employee`s engagement by leaders that do not exhibit the ethical leadership style can result in employees` disengagement at the institution.
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Smith, Donna, Jenna Jacobson und Janice L. Rudkowski. „Employees as influencers: measuring employee brand equity in a social media age“. Journal of Product & Brand Management 30, Nr. 6 (12.05.2021): 834–53. http://dx.doi.org/10.1108/jpbm-03-2020-2821.
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Purpose The practice of frontline employees articulating their brand voice and posting work-related content on social media has emerged; however, employee brand equity (EBE) research has yet to be linked to employees’ social media activity. This paper aims to take a methods-based approach to better understand employees’ roles as influencers. As such, its objective is to operationalize and apply the three EBE dimensions – brand consistent behavior, brand endorsement and brand allegiance – using Instagram data. Design/methodology/approach This qualitative research uses a case study of employee influencers at SoulCycle, a leading North American fitness company and examines 100 Instagram images and 100 captions from these influential employees to assess the three EBE dimensions. Findings Brand consistent behavior (what employees do) was the most important EBE dimension indicating that employees’ social media activities align with their employer’s values. Brand allegiance (what employees intend to do in the future) whereby employees self-identify with their employer on social media, followed. Brand endorsement (what employees say) was the least influential of the three EBE dimensions, which may indicate a higher level of perceived authenticity from a consumer perspective. Originality/value This research makes three contributions. First, it presents a novel measure of EBE using public Instagram data. Second, it represents a unique expansion and an evolution of King et al.’s (2012) model. Third, it considers employees’ work-related content on social media to understand employees’ role as influencers and their co-creation of EBE, which is currently an under-represented perspective in the internal branding literature.
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Pugh, Sarah, Wilhelm Erber, Andreas Pilz und Heinz-Josef Schmitt. „758. Epidemiology of Tick-Borne Encephalitis (TBE): A Traveler′s Perspective“. Open Forum Infectious Diseases 7, Supplement_1 (01.10.2020): S426. http://dx.doi.org/10.1093/ofid/ofaa439.948.
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Abstract Background Tick-borne Encephalitis (TBE) is a CNS infection caused by the TBE virus (TBEV), transmitted by ticks or by ingestions of unpasteurized dairy products. Persisting sequelae occur in up to 50% of patients and case fatality rates are 0.4-6% (up to 20% in Russia). There is no specific treatment, but prevention exists. New areas of TBEV circulation were recently identified. Here the current distribution of the TBEV by the end of 2019 is summarized. Methods Data were obtained from solicitation of local expert data from countries in Europe and Asia on TBEV isolation, type of surveillance/reporting, past/current case counts, and vaccine uptake, supplemented by literature searches. Countries were classified as suggested by the European Centers for Disease Prevention and Control (ECDC) as TBE- “predisposed” (competent ticks present), “imperiled” (TBEV isolated), “affected” (sporadic autochthonous cases) or “endemic” (annually autochthonous cases). Results TBE has now been diagnosed in Eurasia from the United Kingdom, Norway and France in the west, northern Italy in the south, central/eastern Europe, Russia, China on to Japan in the east. “New endemic” countries in the last five years include the United Kingdom, the Netherlands, as well as “new endemic regions”, e.g. in France, Norway, Germany, Finland and Poland. Six countries are considered as predisposed only, three as imperiled, five as affected and 29 as endemic. Misclassification is likely as some countries have no testing (no test), incomplete testing and/or underreporting. Conclusion The main considerations of TBEV risk for oversea travelers to Eurasia are: 1) the exact region and terrain within a country; 2) the planned type of (outdoor) activity; 3) the reliability of within country TBEV surveillance. TBE incidences per region may fluctuate log-fold over just a few years and low reported case counts may reflect a lack of testing, and/or preventive measures including vaccine uptake, and underreporting. As the incidence of TBE is unpredictable, prevention measures should be considered for any person traveling or residing in a recognized TBE “risk area”. Disclosures Sarah Pugh, PhD, Pfizer (Employee, Shareholder) Wilhelm Erber, PhD, Pfizer (Employee, Shareholder) Andreas Pilz, PhD, Pfizer (Employee, Shareholder) Heinz-Josef Schmitt, MD, Pfizer (Employee, Shareholder)
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Yvonne, Kiconco, und ShiMei Jiang. „A Review on the New Normal, Employee Wellbeing and the Role of HRM: A Tale of HR among the New Normal for the Employee Wellbeing“. International Journal of Business and Management 16, Nr. 8 (13.07.2021): 115. http://dx.doi.org/10.5539/ijbm.v16n8p115.
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The sudden change in scenarios due to the COVID-19 pandemic has not only affected people’s financial situations but also their health and wellbeing. Psychological, physical discomfort along with on and off work schedules have led to stress for both the employer and employee. Gearing pressure of competition to survive in the dying economy has led to a path for the ‘New Normal’ where the current situation has been accepted as Normal with new adaptations. Employees, risking their lives and leaving the so-called comfort of their homes have had to step out to join the office while others have turned their homes into offices so as to work from home. They are at high risk of infection and stressed with the changed working scenario. The most challenging phase for the employers is the well-being of their employees for the continuous and timely work progress. The Role of HR has become the most crucial factor during this pandemic. Dealing with the employees and getting the work done with the limited resources in the crisis is the most challenging task. The present paper studies the three terms- 'New Normal', 'Employee Wellbeing' and 'Role of HR' within linked perspective and provides insight based on the various researches done in this field. It has been found that employee well-being is a well-talked topic and it has been a great concern for all the HR executives for a long time. Well- being of the employee ensures mutual gain for the employee and the organization both.
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Mawanza, Wilford. „The Effects of Stress on Employee Productivity: A Perspective of Zimbabwe's Socio-Economic Dynamics of 2016“. Journal of Economics and Behavioral Studies 9, Nr. 2(J) (18.05.2017): 22–32. http://dx.doi.org/10.22610/jebs.v9i2(j).1647.
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This study was motivated by Zimbabwe’s deteriorating economic experience, which has resulted in high unemployment rates, low productivity, high cost of doing business, increased labour disputes, and stress manifestation amongst the working population. The results of the study showed that change factors, demands or pressure factors, lack of support and participation at work by supervisors and other staff members, and work role were to a greater extent the most stressful factors. The perennial economic crisis in the country, high degree of uncertainty due to restructurings and redundancies, and work changes without consultations, had a positive impact on employee’s productivity. The regression results concluded that poor work relationships, lack of support at work, and poor planning had negatively affected productivity.
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Doležalová, Vlasta. „Analysis of Internal Communication and Workplace Climate in Enterprises in the Czech Republic“. Acta Universitatis Bohemiae Meridionalis 18, Nr. 1 (01.06.2015): 1–17. http://dx.doi.org/10.1515/acta-2016-0001.
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Abstract Management of human resources is crucial for companies and includes internal communication, employee information, as well as employee relations at work. Workplace communication, information sharing and work relations on all hierarchical levels within a business are essential for the survival and success of small and medium-sized companies. The goal of this article is to analyse personnel systems, focusing on the relationships between superiors and subordinates, superiorsubordinate communication and information sharing by company leaders with their subordinates, from the perspective of subordinates. There after, gathered information is compared and analysed in terms of a focus on the advantages and disadvantages of a given work climate. Analysis and reasoning around the subject of respect and disrespect towards superiors from the perspective of subordinates is also presented. Data were gathered using questionnaires in small and medium-sized companies in the South Bohemian region. The questionnaires were completed by employees during the year 2013. This paper is based on data from the GAJU 039/2013/S grant-aided project called: The management of human resources of small and medium-sized companies.
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AESCHT, Erna. „Viewing the Draft BioCode as a protistologist and museum employee“. Bionomina 3, Nr. 1 (21.04.2011): 63–70. http://dx.doi.org/10.11646/bionomina.3.1.5.
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The initiative resulting in a revived Draft BioCode (DBC) is highly welcomed, to a lesser extent the acontextual, ahistorical and disembodied presentation of the latter. Examples from ciliatology show that we not only face a taxonomic gap combined with a biodiversity crisis but also a “nomenclature awareness” gap. Because of many discrepancies between announced and actually deposited type material in protistology, a four-eyes principle is suggested, viz. registration of type specimen(s) should be performed or countersigned by the curator(s) of the relevant institution(s), preferably natural history museums. Pseudonomenclature may be characterized by a loose series of articles covering more or less ranks viewed from a top-down perspective, a misleading, discordant terminology (e.g. concerning diagnosis, circumscription, protologue, sorts of types) and a stability concept flawed by the absence of clear guidelines concerning “prevailing usage” or “established custom”. Bionomenclature-in-the-making resulting in a de facto unified BioCode would be enhanced by a critical mass of taxonomists defending a clear coherent plan favouring a bottom-up approach, i.e., most important are concrete specimens including their (micro)habitats, a fine-tuned, consistent terminology, and stringent, automatic rules.
Dissertationen zum Thema "Employee´s perspective"
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Jönsson, André. „Employee´s perspective towards organisational change : Evidence in Mekano Company“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69472.
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Purpose: The purpose of this research project is to examine the employees´ perspective on the subject of a CRM implementation in SMEs. Methodology: A 5-point Likert scale questionnaire was used to collect 51 employee responses. All the questions were derived from previous existing literature. The questionnaire ended with three open-ended questions and was delivered to the employees by email. Conclusion: The main findings related to employees´ preconditions is that senior and middle managers must be involved and support their employees during the whole change process. Other conditions are that the system must be user-friendly and easy to learn, so that it does not interfere too much with the employees’ daily routines. With respect to employees’ point of view to implementing CRM this study suggest that the new system will improve communication with current customers. Notably, few of the employees feel anxious about the new system and do not think it will increase their current workload. Regarding age variances in the workforce, the research found three key points including a) functional areas are structured around customers b) a clear communication plan will improve change acceptance and commitment and, C) proper system training will help understand the employees´ role throughout the implementation. Practical Contribution: With this research, SMEs will more likely understand the importance of employee satisfaction due to an organisational change. This research has examined the intention of implementing a CRM system. Theoretical contribution: This study contributes to a continued consideration regarding organisational change by studying employees’ perspective and expanding the existing level of knowledge.Syfte: Syftet med denna studie är att undersöka de anställdas perspektiv i termer av en CRM implementering i SMEs. Metod: En enkät bestående av 5-punkt Likert frågor tillsammans med avslutningsvis tre öppna frågor användes för att samla in data. Alla frågor var inspirerade från tidigare litteratur och forskning och levererades via email till alla anställda. Slutsats: Toppledning och mellanchefer måste involvera samt stödja sina anställda under hela implementationen för ett bättre förändringsbeteende. Systemet måste även vara lätt att använda, enkelt att lära sig samt inte störa de dagliga sysslorna för mycket. Med hänsyn till de anställdas perspektiv av att implementera CRM, denna studie föreslår att systemet kommer förbättra kommunikationen med nuvarande kunder. Anmärkningsvärt är att få anställda känner oro över det nya systemet och tror inte det kommer öka deras nuvarande arbetsbelastning. Angående åldersskillnader i arbetsstyrkan, hittade studien tre nyckelfaktorer, nämligen a) funktionella avdelningar är strukturerade runt kunden b) en tydlig kommunikationsplan kommer förbättra förändringsacceptans och c) tydlig systemträning kommer underlätta anställda förstå sin roll genom implementationen. Praktiska implikationer: Studiens praktiska bidrag är att belysa anställdas perspektiv i små och medelstora företag och vad de behöver för att acceptera en organisationsförändring. Studien har undersökt en kommande CRM implementation. Teoretiska implikationer: Denna studie bidrar till fortsatt hänsyn av organisationsförändring genom att studera de anställdas perspektiv och utöka nuvarande kunskapsnivå
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Rossi, Eleonora. „Unwelcome: a study on the Employees´ Perspective on Sex Trafficking in the Hotel industry in Amsterdam“. Thesis, Södertörns högskola, Turismvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-45924.
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Sex trafficking is a form of modern slavery which includes the sexual exploitation of individuals for personal gain. It currently affects 4 million people globally, and around 9 thousand in Europe. Although it affects individuals of all genders, races and sexual orientations, women and young girls have been recognised as the most vulnerable segment, accounting for 72% of victims in Europe. Along these lines, the majority of suspected and convicted sex traffickers in Europe are male individuals. It has been described as a discrete and subtle crime, hidden in plain sight, affecting every facet of society. In the tourism industry, the most affected segment is the hotel sector, which possesses some characteristics which act as enablers of sex trafficking. However, previous research has failed to properly identify such characteristics. In fact, sex trafficking is generally a highly neglected topic in research. To fill the current research gap, the thesis aimed at identifying, from employees´ perspective, the factors of the hotel industry which act as sex trafficking enablers in Amsterdam. The latter was chosen as focus area mainly because of its legislate on on prostitution, which was legalised in 1999. Previous research has recognised such legalisation as a challenge for institutions fighting sex trafficking, and various authors have recognised the importance of scientific research to solve the issue in the area. Through 15 individual interviews and two online questionnaires, this thesis identified 15 factors which act as crime enablers in the hotel industry in Amsterdam. They have been divided into macro, meso or micro level, depending on their nature. Among the main findings there are: the impact of current legislations, the police, hospitability and transiency, training and ease of access. These findings stand out because redeemed as having the most potential in contributing to fighting the issue, if properly taken into consideration. They summarize the need for a proper support system designed by the police and the government, which takes into consideration hospitability and transiency as characteristics of the hotel industry exploited by sex traffickers and takes a closer look at hotels with inappropriate training and ease of access to the hotel rooms, as these might be more susceptible to sex trafficking. The thesis is descriptive in nature; thus, it does not aim at finding solutions to the findings. The thesis concludes by giving suggestions of further research, such as adopting a strategic approach to find solutions to the identified factors.
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Boff, Caroline Moreira. „A seguran?a jur?dica dos empregados frente ?s incid?ncias fiscais decorrentes da senten?a trabalhista : an?lise sob a perspectiva dos direitos e garantias fundamentais“. Pontif?cia Universidade Cat?lica do Rio Grande do Sul, 2016. http://tede2.pucrs.br/tede2/handle/tede/7832.
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Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES
The relevance of Tax Jurisdiction and the immutability of labor sentences for the study proposed in this paper, is great, considering that the final judgment of the court decisions available to the stabilization of legal relations, realizing the security longing of this right, even with respect to tax liabilities. In fact, the decisions of the labor courts generate various taxes. What must be analyzed and defined, however, is the legal nature of the merit award and its settlement within the Labor Court, with regard to its fiscal aspect in the analysis of the tax assessment, consisting of the statement and the constitution of the tax. Starting from these assumptions, we can say that the issue of Labour Justice Racing will reflect directly on the tax implications arising from the employment relationship, through an analysis, also on the question of the competence of the Tax Public Administration. It is therefore from the labor court device, the employee will govern their conduct in relation to their tax obligations, a conduct that will be overseen by Ente taxing and may even result in consequences and penalties. For this reason it is extremely important to ensure a legal solution to the employee's fundamental right to legal certainty in relation to the labor court decisions and their consequences in the tax sphere.
A relev?ncia da Compet?ncia Tribut?ria e da imutabilidade das senten?as trabalhistas, para o estudo proposto neste trabalho, ? grande, tendo em vista que o tr?nsito em julgado das decis?es judiciais existe para a estabiliza??o das rela??es jur?dicas, concretizando o anseio de seguran?a do direito presente, inclusive, no que se refere ?s obriga??es tribut?rias. De fato, as decis?es da Justi?a do Trabalho geram efeitos tribut?rios v?rios. O que deve ser analisada e definida, no entanto, ? a natureza jur?dica da senten?a de m?rito e sua liquida??o, no ?mbito da Justi?a do Trabalho, no que diz respeito ao seu aspecto fiscal, sob a an?lise do lan?amento tribut?rio, composto da declara??o e da constitui??o do tributo. Partindo de tais pressupostos, podemos dizer que a quest?o da Compet?ncia da Justi?a do Trabalho ir? refletir diretamente nas incid?ncias tribut?rias decorrentes da rela??o de emprego, passando por uma an?lise, tamb?m, sobre a quest?o da Compet?ncia da Administra??o P?blica Tribut?ria. ?, pois, a partir do dispositivo judicial trabalhista, que o empregado ir? pautar sua conduta com rela??o ?s suas obriga??es tribut?rias, conduta esta que ser? fiscalizada pelo Ente Tributante e poder?, inclusive, acarretar consequ?ncias e penalidades. Por esta raz?o, se torna de extrema import?ncia uma solu??o jur?dica que assegure ao empregado o direito fundamental ? seguran?a jur?dica, em rela??o ?s decis?es judiciais trabalhistas e os seus reflexos no ?mbito tribut?rio.
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Chen, Ming-Huey, und 陳明惠. „A STUDY OF TEMPORARY EMPLOYEE MANAGEMENT AT TAIPEI COUNTY''S TAMSUI TOWNSHIP GOVERNMENT：A HUMAN RESOURCES MANAGEMENT PERSPECTIVE“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/46cg6d.
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碩士銘傳大學
公共事務學系碩士在職專班
97
The public sector has been hiring temporary employee in accordance with diversity of job categories. The key incentive for the above change is to meet different demands from general public, and to achieve the goals of public policy during a particular period. The labor committee at the central government has announced that all temporary labor shall receive the benefit package as the same as full time employee under the recent updated Labor’s Law, which was amended on 2008/01/01. This amendment results in a growing concern on hiring temporary employee. The purpose of this research is based on the temporary employee who is eligible for the new benefit policy in the public sector. The research method will be focusing on literature review, and interview personnel in the public sector. In addition, by observing the organizational culture and analyzing the interview cases, it is crucial to analyze strengths and weaknesses to hire temporary employee and the impact to the organization. In the end of this research, there will be suggestions on how to improve the current policy on human resource, and how to make good use of temporary labor at local governments. The results after analyzing the current policy on temporary labor are as follows. From the aspect on legislation, there is evidence showing the current human resource policy is not effective. 1. There is no regulated temporary labor hiring procedure. 2. The lack of comprehensive evaluation on short term labor has significant relationship with labor output. 3. When the job responsibility of temporary labor confronts with decision making, it leads to a huge argument on legal legitimacy. From the aspect of human resource management, 1. The decision making is neither centralized nor localized; instead, the authority of managing temporary employee is not clarified. 2. The total numbers of short term employee at public sector are growing significantly year after year. 3. There is a lack of working motivation for temporary employee due to no concrete policy on incentive payments. 4. The burden on public finance is rising after new benefit policy applying to the temporary employee. I have proposed policy recommendations for above problems. 1. The government should establish an orientation procedure, particularly for temporary labor. 2. The payment for the short term employee should be reviewed and to be integraced into a united payroll system . 3. The job description of temporary employee should be re-written, since it is not appropriate and not legitimate for short term labor to involve in decision making process. 4. The last but not least, the procedure for hiring temporary labor at the local government should be established, and the job description should be united at the local level.
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Wu, Jing-Ping, und 吳靜萍. „The impact of dysfunctional customer behavior on employee''s work behavior: The perspective of social exchange theory“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/z53dv8.
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碩士義守大學
企業管理學系
105
Today''s service environment emphasizes customer first, and it is important to provide meticulous service for customer. So customers have greater power, and they take it for granted. In consequence, some customers interact with employee with more negative behaviors. Although past researches have demonstrated that employees deal with dysfunctional customer with service sabotage behavior. However, is dysfunctional customer behavior boud to bring negative impact? Is it possible that the employees interacting with the dysfunctional customer do service-oriented organizational citizenship behaviors? Therefore, the study focues on the issue in constrast to previous studies. This study is based on social exchange theory. However, under social exchange theory, its premise is assumed that people are rational and kind. But dysfunctional customer behaviors model are not good will and irrational. Therefore, this study adds the social exchange process by Lawler and Thye (1999) to supplement the part of Blau (1964) social exchange relations as the main theoretical basis of this study. This study aims at the front-line staff of Taiwan''s service industries. The study discusses the interaction between dysfunctional customers’ behaviors and employees’ behaviors, and explores the mediating effect of negative affect and the moderating effect of emotion regulations. This study used questionnaire survey and a total of 490 valid questionnaires were issued. The questionnaire was developed by the experts and gradually revised and compiled. The research findings were as follows. The dysfunctional customer behavior had positive effect on the negative emotion. The negative affect was partially mediated relationship between dysfunctional customer behavior and service sabotage, and was complete mediated relationship between dysfunctional customer behavior and service-oriented organizational citizenship behaviors. Finally, the reappraisal of emotion regulate absolutely did not moderate the relationship between negative emotion and service sabotage, and neither the relationship between negative emotion and service-oriented organizational citizenship behaviors. The suppression of emotion regulate moderate the relationship between negative emotion and service sabotage, so as the relationship between negative emotion and service-oriented organizational citizenship behaviors. The research recommendations are provided as follows: (1) to pay more attention on employee’ work emotion; (2) to provide professional training with emotion management; (3) to provide the ways of relief and the performance incentive.
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Lo, Chung-Ting, und 羅中廷. „Exploring Factors Influencing Employees'' Perceptions of Their Supervisor''s Leadership: A Relational Perspective“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/82429375793990459035.
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Wang, Kuo-Ching, und 王國欽. „The Accuracy of Performance Appraisal on Unseen Employees'' Behaviors in Service Industry- From Rater''s Perspectives“. Thesis, 1999. http://ndltd.ncl.edu.tw/handle/51563330531739434329.
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博士中國文化大學
國際企業管理研究所
87
Traditional rating sources can not provide an unbiased solution to the problem of evaluating employees'' performance for which the job performance behaviors can-not be observed by the management. From the epistemology perspective, this study is attempting to find an appropriate rating source for such employees'' job perfor-mance behaviors. Both qualitative and quantitative methods were utilized. The study first incorpo-rated critical incident technique (CIT) method and categorized the observations of both the customers and employees. From this exercise then, twenty-five service features and eleven criteria were emerged. On the basis of these results, the ana-lytical hierarchy process (AHP) method was then employed to conduct a pairwise comparison among alternative rating sources. The results showed that using the customer as the rating source is more objective then the conventional sources in appraising the performance of the unseen employ-ees. The empirical study focused on a service industry using a sample of 302 cus-tomers and 84 employees for the CIT, and 31 experts for AHP.
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CHEN, LI-LAN, und 陳麗蘭. „Study on the Hidden Secrets of S Coffee Chain Company’s Golden Service: the Perspectives of Organizational Culture and Employee Citizenship Behavior“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6xgakn.
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碩士國立高雄餐旅大學
餐旅研究所在職專班
106
This case study aimed to explore the hidden secrets of S coffee chain company’s golden service which included investigating cultural context of the organization through the lens of Water Lily Framework. With a thorough understanding on how the leaders of S Coffee created, shaped and defined organizational culture and further encouraged employee citizenship behavior as well as helped them be acquainted with aforementioned culture through the interaction of organizational culture and employee citizenship behavior, this study unearthed the secrets of S coffee chain company’s successful model. Content analysis and in-depth interview were the two major methods adopted by this study and the sampling technique was purposive sampling to invite 4 employees who received the most positive feedbacks from the customers in the year of 2017. Additionally, the former general manager of S coffee chain company was also invited and therefore five participants in total participated in this study. Quantitative and qualitative data were collected and analyzed to inductively extract research findings. This research discovered the cultural context of S coffee chain company was to cultivate and enhance the ‘people-centered’ concept. Through ‘lead by example’ principle, leaders initiated two-way communication and encouraged employees’ innovativeness. Moreover, promoting community link was also a S coffee chain company’s important policy because employees were considered to be able to practice their intrinsic self-demand via getting involved in activities taking place in the community. By doing so, employees were keener to conduct citizenship behavior such as taking care of customers’ problems as well as be willing to perform acts of kindness. More importantly, S coffee chain company might be able to articulate its positive image as organizational culture. Based on the Water Lily Framework, this research proposed six-phase interaction of S coffee chain company’s organizational culture and employees’ citizenship behavior including cultural influence, alteration of behavior, change of attitude, internalization of value, satisfaction of needs and creation of culture. Successful model of S coffee chain company’s golden service was posited by means of integrating these six phases in real-life practices and which can be a reference to related business management.
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Wu, Ya-ting, und 吳雅婷. „The mood regulation mechanisms of the employee''s daily work moods: The perspectives of mood maintenance and mood repair“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/21229370392320351255.
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碩士國立中山大學
人力資源管理研究所
102
Mood regulation includes two types of regulation processes: mood maintenance and mood repair. The former means that individuals tend to maintain their positive moods by engaging in certain behaviors or changing cognitions, whereas the latter means that individuals try to improve or reduce their negative moods through taking certain behavior actions. The present study is designed to explore how employees engage in mood regulation at the workplace, and clarify how different mood regulation behaviors can lead to the mood maintenance or mood repair processes. First, the present study used interview and questionnaires to collect the examples of employee mood regulation behaviors at work. Moreover, based on different patterns and characteristics of these behaviors, I distinguished them into different types of mood maintenance or mood repair behaviors, and then developed the measures of mood regulation based on these behaviors. Second, this study used the experience sampling design to collect the daily data (i.e., start-of-workday mood, mood maintenance, mood repair, and subsequent mood) from 108 actual employees across two weeks (10 working days；Monday to Friday). Totally, I had 1029 valid daily responses. The results of hierarchical linear modeling analyses showed that start-of-workday positive moods positively predict subsequent positive moods and negatively predict subsequent negative moods through concentrating on work and doing easy things (i.e., mood maintenance behaviors). On the other hand, start-of-workday negative moods negatively predict subsequent negative moods by reducing chatting with colleagues (i.e., mood repair behaviors).
Bücher zum Thema "Employee´s perspective"
1
Jasanoff, Sheila. A Field of Its Own. Herausgegeben von Robert Frodeman. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198733522.013.15.
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This chapter presents science and technology studies (STS) as a new island in a preexisting disciplinary archipelago. As a field, STS combines two strands of work dealing, respectively, with the nature and practices of science and technology (S&T) and the relationships between science, technology, and society. As such, STS research focuses on distinctive objects of inquiry and employs novel discourses and methods. The field confronts three significant barriers to achieving greater intellectual coherence, and institutional recognition. First, it must persuade skeptical scientists and university administrators of the need for a critical perspective on S&T. Second, it must demonstrate that traditional disciplines do not adequately analyze S&T. Third, it has to overcome STS scholars’ reluctance to create intellectual boundaries and membership criteria that appear to exclude innovative work. A generation of scholars with graduate degrees in STS are helping to meet these challenges.
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d'Iribarne, Philippe, Sylvie Chevrier, Alain Henry, Jean-Pierre Segal und Geneviève Tréguer-Felten. Cross-Cultural Management Revisited. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198857471.001.0001.
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The cross-cultural management literature is still dominated by the quantitative approach to cultures which made the research field popular in the early 1980’s. While the hegemony of this approach was being consolidated, a French research group, Gestion & Société, led by Philippe d’Iribarne, was conducting alternative research. Over the past thirty years, the team has carried out investigations in over fifty countries, collecting data from a large sample of companies concerned with making the most of the cultures with which they were dealing. This book provides an overview of the lessons learnt from thirty years of empirical research and of the refinements of a new theoretical approach to national cultures which challenges the mainstream ones. It introduces an interpretative approach to culture considered as a filter through which people understand reality and give it meaning. Throughout the world, employees confer different meanings on the daily situations arising from companies’ operations such as being subject to the authority of a manager, responding to requests from a client, or having one’s work monitored. All interactions within organizational contexts are underpinned by social relations which make sense in different cultural universes of meaning. Drawing upon this interpretative perspective, the book covers the main management issues: leadership, procedures implementation and control, decision-making, industrial relations, customer relations, ethics and corporate social responsibility, interpersonal and corporate communication, multicultural teams, and international transfers of management practices. Finally, the book provides methodological guidelines to enable researchers and practitioners to engage in this alternative approach.
Buchteile zum Thema "Employee´s perspective"
1
Bondarouk, Tanya, und Jan Kees Looise. „A Contingency Perspective on the Implementation of E Performance Management“. In Encyclopedia of Human Resources Information Systems, 197–202. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch030.
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A lot has been done in the research into information technologies for HR purposes. Beginning in the 1960- s, personnel management was an early candidate for office automation in payroll, benefits administration, and employee records holding (Ball, 2001). Typically, this information was stored in flat databases being interrogated via simple searching of key words. Growth in strategically focused HRM produced demands for information and communication developments in human resource information systems (HRIS). Growth in strategically focused HRM produced demands for information and communication developments in e-HRM. Empirical reports since then have indicated that the use of e-HRM has become more confident although still mainly for administrative purposes, and that e-HRM projects mainly remained technology-driven events, with the focus on the growing sophistication of information technology. As a result, in the first years in this field, e-HRM was subject to high failure rates and, today, the situation is little better (Bondarouk & Ruël, 2007; Keebler & Rhodes, 2002): While there have been periods during the last thirty years when human resource information systems have been more successful in the industry eye, there is no reason to think that it has become less serious. (Bondarouk & Rüel, 2007) The purpose of this article is to contribute to the discussion on the implementation of e-HRM in organizations by developing a contingency framework of what the organizational conditions are likely to support the process of adoption of one specific e-HRM application, e-performance management.
2
„From Poor M&S to Your M&S – The Historical Perspective“. In The Employer Brand, 117–30. Routledge, 2016. http://dx.doi.org/10.4324/9781315616032-19.
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3
„Workplace Violence and Unwanted Pursuit: From an Employer’s Perspective“. In Stalking Crimes and Victim Protection, 481–510. Routledge, 2001. http://dx.doi.org/10.1201/9781420041743-23.
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4
Li, Wei. „Zooming in on the Effect of National Culture on Knowledge Sharing Behavior“. In Global Aspects and Cultural Perspectives on Knowledge Management, 243–63. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-555-1.ch016.
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This research project investigates what are the national cultural factors that influence employees’ cross-cultural knowledge sharing in online environments and in what way. The chapter draws on findings from 41 in-depth interviewees conducted with 20 Chinese and 21 American employees who worked for a large multinational corporation. The rich interview data identified three national cultural differences that impacted Chinese and American participants s’ knowledge sharing through an online system, namely, language, differences grounded in collectivism/individualism, and different levels of uncertainty avoidance. English created a barrier for Chinese users to post their ideas but it didn’t seem to stop them from consuming knowledge. Differences grounded in collectivist/individualist values were mainly reflected in these two cultural groups’ different logic regarding the relationship between different working contexts and the need to share. Chinese participants also showed a higher level of uncertainty avoidance than American participants. Together these cultural differences could explain why Chinese shared knowledge less frequently than their American peers. Despite these reported cultural differences, findings from this research suggest that the actual cultural differences were smaller than what literature implies. Possible explanations for fewer cultural differences are explored. Practical implications for knowledge management practitioners are also offered.
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Framinan, Jose M., und Jose M. Molina. „An Overview of Enterprise Resource Planning for Intelligent Enterprises“. In Business Information Systems, 60–68. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-969-9.ch005.
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Enterprise resource planning systems can be defined as customizable, standard application software which includes integrated business solutions for the core processes and administrative functions (Chan & Rosemann, 2001). From an operative perspective, ERP systems provide a common technological platform unique for the entire corporation allowing the replacement of mainframes and legacy systems. This common platform serves to process automation as well as to simplify current process either by an explicit reengineering process or by the implicit adoption of the system “best practices” (Markus & Tanis, 2000). Finally, the common centralized platform allows the access to data that previously were physically or logically dispersed. The automation of the processes and the access to data allows the reduction of operating times (thus reducing operating costs) while the latter serves to a better support of business decisions (see e.g., Umble, Haft & Umble, 2003 for a detailed review of ERP benefits). ERP is considered to provide businesses with new opportunities to acquire knowledge (Srivardhana & Pawlowski, 2007), being the sources of knowledge the aforementioned best practices from the ERP, and the ERP software company’s staff during the implementation phase. At present, ERP systems are either used or implemented in a large number of enterprises. According to Genoulaz and Millet (2006), up to 74% of manufacturing companies and up to 59% of service companies use an ERP system. In addition, more than 70% of Fortune 1000 companies have implemented core ERP applications (Bingi, Sharma, Godla, 1999; Yen, Chou & Chang, 2002). The objectives for implementing an ERP system can be classified as operational, strategic, dual (operational plus strategic), or without objective (Law & Ngai, 2007). The adoption of an ERP system with operational objectives is aimed at improvement operating efficiency together with the reduction of costs, while companies implementing ERP with a strategic objective would experience a change in business processes, improving sales and market expansion. A widespread critique to ERP systems is their high total cost of ownership (Al-Mashari, Al-Mudimigh & Zairi, 2003) and hidden costs in implementation (Kwon & Lee, 2001). Besides, ERP systems impose their own logic on an organization’s strategy and culture (Davenport, 1998), so ERP adopters must adapt their business processes and organization to these models and rules. Consequently, organizations may face difficulties through this adaptation process which is usually carried out without widespread employee involvement. This may cause sore employees, sterile results due to the lack of critical information usually provided by the employees; and also late delivery, with reduced functionality, and/or with higher costs that expected (Kraemmeraard, Moeller & Boer, 2003). Additionally, some analysts have speculated that widespread adoption of the same ERP package in the same industry might lead to loss of competitive advantage due to the elimination of process innovation-based competitive advantage (Davenport, 1998). This has been observed, for instance, in the semiconductor manufacturers sector (Markus & Tanis, 2000). The early stage of ERP was carried out through Materials Requirement Planning (MRP) systems (Umble, Haft & Umble, 2003). The next generation of these systems, MRP II (Manufacturing Resources Planning), crossed the boundaries of the production functionality and started supporting not only manufacturing, but also finance and marketing decisions (Ptak & Schragenheim, 2000). Current ERP systems appeared in the beginning of the 1990’s as evolved MRP II, incorporating aspects from CIM (Computer Integrated Manufacturing) as well as from EDP (Electronic Data Processing). Therefore, ERP systems become enterprise-wide, multilevel decision support systems. ERP systems continue evolving, incorporating Manufacturing Execution Systems (MES), Supply Chain Management (SCM), Product Data Management (PDM), or Geographic Information Systems (GIS), among others (Kwon & Lee, 2001).
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Framinan, Jose M., und Jose M. Molina. „An Overview of Enterprise Resource Planning for Intelligent Enterprises“. In Information Resources Management, 100–108. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-965-1.ch106.
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Enterprise resource planning systems can be defined as customizable, standard application software which includes integrated business solutions for the core processes and administrative functions (Chan & Rosemann, 2001). From an operative perspective, ERP systems provide a common technological platform unique for the entire corporation allowing the replacement of mainframes and legacy systems. This common platform serves to process automation as well as to simplify current process either by an explicit reengineering process or by the implicit adoption of the system “best practices” (Markus & Tanis, 2000). Finally, the common centralized platform allows the access to data that previously were physically or logically dispersed. The automation of the processes and the access to data allows the reduction of operating times (thus reducing operating costs) while the latter serves to a better support of business decisions (see e.g., Umble, Haft & Umble, 2003 for a detailed review of ERP benefits). ERP is considered to provide businesses with new opportunities to acquire knowledge (Srivardhana & Pawlowski, 2007), being the sources of knowledge the aforementioned best practices from the ERP, and the ERP software company’s staff during the implementation phase. At present, ERP systems are either used or implemented in a large number of enterprises. According to Genoulaz and Millet (2006), up to 74% of manufacturing companies and up to 59% of service companies use an ERP system. In addition, more than 70% of Fortune 1000 companies have implemented core ERP applications (Bingi, Sharma, Godla, 1999; Yen, Chou & Chang, 2002). The objectives for implementing an ERP system can be classified as operational, strategic, dual (operational plus strategic), or without objective (Law & Ngai, 2007). The adoption of an ERP system with operational objectives is aimed at improvement operating efficiency together with the reduction of costs, while companies implementing ERP with a strategic objective would experience a change in business processes, improving sales and market expansion. A widespread critique to ERP systems is their high total cost of ownership (Al-Mashari, Al-Mudimigh & Zairi, 2003) and hidden costs in implementation (Kwon & Lee, 2001). Besides, ERP systems impose their own logic on an organization’s strategy and culture (Davenport, 1998), so ERP adopters must adapt their business processes and organization to these models and rules. Consequently, organizations may face difficulties through this adaptation process which is usually carried out without widespread employee involvement. This may cause sore employees, sterile results due to the lack of critical information usually provided by the employees; and also late delivery, with reduced functionality, and/or with higher costs that expected (Kraemmeraard, Moeller & Boer, 2003). Additionally, some analysts have speculated that widespread adoption of the same ERP package in the same industry might lead to loss of competitive advantage due to the elimination of process innovation-based competitive advantage (Davenport, 1998). This has been observed, for instance, in the semiconductor manufacturers sector (Markus & Tanis, 2000). The early stage of ERP was carried out through Materials Requirement Planning (MRP) systems (Umble, Haft & Umble, 2003). The next generation of these systems, MRP II (Manufacturing Resources Planning), crossed the boundaries of the production functionality and started supporting not only manufacturing, but also finance and marketing decisions (Ptak & Schragenheim, 2000). Current ERP systems appeared in the beginning of the 1990’s as evolved MRP II, incorporating aspects from CIM (Computer Integrated Manufacturing) as well as from EDP (Electronic Data Processing). Therefore, ERP systems become enterprise-wide, multilevel decision support systems. ERP systems continue evolving, incorporating Manufacturing Execution Systems (MES), Supply Chain Management (SCM), Product Data Management (PDM), or Geographic Information Systems (GIS), among others (Kwon & Lee, 2001).
7
Li, Jing. „Open Minds“. In International Student Mobility and Opportunities for Growth in the Global Marketplace, 100–116. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3451-8.ch007.
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Study abroad can be life-changing, but the effect of such experience is hard to measure. This research examines the causal link between study abroad and global perspectives. With data from the National Survey of Student Engagement (NSSE)'s basic survey and the global perspectives module, this study uses factor analysis to create a comprehensive index and then estimates causal effects by matching students who studied abroad during college to those who did not, based on their propensity to study abroad. Key findings are 1) institution type and student's major make difference in participation rate; 2) study abroad induces a positive, statistically significant but small impact on student global perspectives; 3) such positive impact is consistent across ethnic groups. Yet, there is no clear indication of the mechanism through which these effects may operate. Future research could employ qualitative research methods to understand the mechanism and complement the findings of this research.
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Devereux, Michael T., und Martina G. Gonzales Gallarza. „Social Value Co-Creation“. In CSR 2.0 and the New Era of Corporate Citizenship, 76–100. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1842-6.ch005.
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Societal demands and consumer patterns have changed: there is a need of elaborating on new concepts and mindsets in understanding stakeholder engagement in relation to Corporate Social Responsibility (CSR) in a way that can challenge the traditional ways of thinking and provide a basis for benefits to all stakeholders. Theoretically, this chapter provides a unique and fresh perspective to the concept of CSR, as it aims at applying, within the Service-Dominant (S-D) logic mindset, the value co-creation happening within a social setting. It adds backing through an empirical study taken mixed qualitative approach in effort to establish a concrete foundation for the interpretation of insights through three different stakeholders (customers, employees, and managers) in a practical, real world environment. Insights allow the formulation and provision of Social Value Co-Creation (SVcC) as a revisited understanding of corporate citizenship that can contribute to a contemporary approach to CSR.
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Devereux, Michael T., und Martina G. Gonzales Gallarza. „Social Value Co-Creation“. In Corporate Social Responsibility, 55–79. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6192-7.ch004.
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Societal demands and consumer patterns have changed: there is a need of elaborating on new concepts and mindsets in understanding stakeholder engagement in relation to Corporate Social Responsibility (CSR) in a way that can challenge the traditional ways of thinking and provide a basis for benefits to all stakeholders. Theoretically, this chapter provides a unique and fresh perspective to the concept of CSR, as it aims at applying, within the Service-Dominant (S-D) logic mindset, the value co-creation happening within a social setting. It adds backing through an empirical study taken mixed qualitative approach in effort to establish a concrete foundation for the interpretation of insights through three different stakeholders (customers, employees, and managers) in a practical, real world environment. Insights allow the formulation and provision of Social Value Co-Creation (SVcC) as a revisited understanding of corporate citizenship that can contribute to a contemporary approach to CSR.
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Hassaan, Marwa. „Sustainability Reporting in Transitional Economies“. In Handbook of Research on Global Indicators of Economic and Political Convergence, 184–204. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0215-9.ch009.
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This chapter provides insights on some issues associated with the development of sustainability reporting in Egypt as a transitional economy that recently developed the S&P/EGX ESG index. In a dynamic world, and faced with a scientific proof that relates dangerous climatic changes to corporate activity, corporate financial reporting needs to be placed in perspective. Hence, as a social science, accounting should play a vital role in integrating corporate financial and non-financial measures. Semi-structured interviews were employed to investigate the extent to which sustainability reporting is appreciated in the Egyptian market by both business enterprises and the investors. Results indicate that sustainability information is of limited interest to markets except when it is identified as relevant in terms of risk or governance. On the investors' side, returns were seen as the main driver of portfolio selection. However, sustainability issues would be seriously considered when comparing among alternatives with similar returns.
Konferenzberichte zum Thema "Employee´s perspective"
1
Han, B. M., und V. S. Anantatmula. „Knowledge Management in IT Organizations from Employee’s Perspective“. In Proceedings of the 39th Annual Hawaii International Conference on System Sciences (HICSS'06). IEEE, 2006. http://dx.doi.org/10.1109/hicss.2006.243.
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2
Song Zhiqiang, Ge Yuhui und Chen Yueming. „Theory S: New perspective of improving employee's engagement“. In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6011217.
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3
Walker, A. D., A. G. Barker, J. F. Carrotte, J. J. Bolger und M. J. Green. „Integrated OGV Design for an Aggressive S-Shaped Compressor Transition Duct“. In ASME 2011 Turbo Expo: Turbine Technical Conference and Exposition. ASMEDC, 2011. http://dx.doi.org/10.1115/gt2011-45627.
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Within gas turbines the ability to design shorter aggressive S-shaped ducts is advantageous from a performance and weight saving perspective. However, current design philosophies tend to treat the S-shaped duct as an isolated component, neglecting the potential advantages of integrating the design with the upstream or downstream components. In this paper such a design concept is numerically developed in which the upstream compressor outlet guide vanes are incorporated into the first bend of the S-shaped duct. Positioning the vane row within the first bend imparts a strong radial gradient to the pressure field within the vane passage. Tangential lean and axial sweep are employed such that the vane geometry is modified to exactly match the resulting inclined static pressure field. The integrated design is experimentally assessed and compared to a conventional non-integrated design on a fully annular low speed test facility incorporating a single stage axial compressor. Several traverse planes are used to gather five-hole probe data which allow the flow structure to be examined through the rotor, outlet guide vane and within the transition ducts. The two designs employ almost identical duct geometry, but integration of the vane row reduces the system length by 21%. Due to successful matching of the static pressure field, the upstream influence of the integrated vane row is minimal and the rotor performance is unchanged. Similarly the flow development within both S-shaped ducts is similar such that the circumferentially averaged profiles at duct exit are almost identical, and the operation of a downstream component would be unaffected. Overall system loss remains nominally unchanged despite the inclusion of lean and sweep and a reduction in system length. Finally, the numerical design predictions show good agreement with the experimental data thereby successfully validating the design process.
4
Taherimoghaddam, Mahdi. „API 617’s Requirements on Centrifugal Compressors: A Purchaser’s Viewpoint“. In ASME Turbo Expo 2008: Power for Land, Sea, and Air. ASMEDC, 2008. http://dx.doi.org/10.1115/gt2008-50138.
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Centrifugal compressor’s long delivery times as well as high capital and operating expenditures have classified them as projects critical equipment. Purchasers normally employ American Petroleum Institute (API) standard API 617 as the convenient backbone for customizing their centrifugal compressor’s purchasing specification within oil, gas, and petrochemical industry. Centrifugal compressor’s mechanical and performance integrity guaranteed by the manufacturer at the contract stage is based on purchaser’s specific project requirements reflected in material requisition. Accordingly, purchasers share the responsibility of a suitable design. Among those API 617 clauses applicable to centrifugal compressors, some of them require purchaser’s decision on certain details and features, which should be finalized prior to order placement. It is tried to provide a perspective of the latest edition of API 617 (July 2002) as it is applied to centrifugal compressors from a purchaser’s viewpoint. Moreover, it attempts to address critical sections of the standard and share practical comments on specific clauses.
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Virk, Amandeep Singh, Doug Langer, Janine Woo, Nader Yoosef-Ghodsi und Muntaseer Kainat. „Improved Semi-Quantitative Reliability-Based Method for Assessment of Pipeline Dents With Stress Risers“. In 2020 13th International Pipeline Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/ipc2020-9472.
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Abstract Dents, especially those interacting with stress risers, can pose integrity threats to pipeline systems. Regulations in Canada and the United States mandate the repair of dents based on depth and interaction with stress risers, however, there have been cases in the past where dents that have passed these criteria have ended up in loss of containment. Recent industry’s recommendations regarding dent integrity analysis are predominantly based on strain, and the dent-fatigue models have been proven to be limited in their application. Additionally, these models or methodologies are generally deterministic which may not fully account for uncertainties associated with pipe properties and in-line inspection (ILI) tool measurement. Enbridge Liquid Pipelines Inc. had previously presented a framework to support system wide dent assessment with an efficient probabilistic-based calibrated semi-quantitative analysis method for dents (SQuAD), which elicits potentially injurious features from thousands of features within a system in a reasonable analysis timeframe. This paper expands on the authors’ previous work and presents several improvements that have since been made to the SQuAD model to address the limitations in the initial version of the model. The previous version of SQuAD was strain-based and did not explicitly account for pressure-cycling induced, fatigue-based failure quantitatively. An approximate circle fitting method was adopted for estimating the dent’s radii of curvature in order to calculate strains. In the improved model, filtering techniques have been employed to reduce the noise in the ILI-reported data while preserving the dent shape. Furthermore, a simplified FEA process has been developed to calculate the stresses within a dent due to pressure cycles, thus the fatigue-based Probability of Failure (PoF) of a dent can now be estimated using S-N approach. The filtered data allows for better accuracy in quantifying the radius of curvature of dents as reported by ILI tools, which are used for calculating dent strain as recommended in the updated version of ASME B31.8, Appendix R. Finally, the feasibility of applying this improved SQuAD model is discussed from an operator’s perspective. The improvements allow the enhanced SQuAD model to be used as an effective screening tool on a system-wide basis as part of a comprehensive, reliability-based dent assessment framework.