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Auswahl der wissenschaftlichen Literatur zum Thema „Employee vigor“
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Zeitschriftenartikel zum Thema "Employee vigor"
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Jaya, Lalu Heri Saputra, und Eny Ariyanto. „The Effect of Vigor, Dedication and Absorption on the Employee Performance of PT Garuda Indonesia Cargo“. European Journal of Business and Management Research 6, Nr. 4 (21.08.2021): 311–16. http://dx.doi.org/10.24018/ejbmr.2021.6.4.1006.
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This study aims to analyze the effect of vigor, dedication and absorption on the employee performance of PT Garuda Indonesia Cargo. The object of this study is the employees of PT Garuda Indonesia at the Head Office Cargo Directorate, which is located in the Cargo Area of Soekarno-Hatta Airport. The population of this study is 93 employees of PT Garuda Indonesia at the Head Office Cargo Directorate. The sampling method used is a census sample. Therefore, the sample of this study is 93 employees. Multiple linear regression analysis is used in this study with the help of the SPSS application version 26. The results of this study indicate that simultaneously, vigor, dedication and absorption have a positive and significant effect on employee performance. Partially, both vigor and dedication have a significant positive effect on employee performance. Meanwhile, absorption has no effect and is not significant. The magnitude of the influence (R Square) of vigor, dedication and absorption on employee performance is 48,1%.
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Srie Intan Maisyuri, Ratih, und Eny Ariyanto. „THE AFFECT OF VIGOR, DEDICATION AND ABSORPTION ON THE EMPLOYEE PERFORMANCE AT PT. MANDIRI UTAMA FINANCE“. Dinasti International Journal of Management Science 2, Nr. 4 (14.04.2021): 689–702. http://dx.doi.org/10.31933/dijms.v2i4.819.
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This research has purpose to revealed those affect from all dimensions of employee engagement, which is vigor, dedication and absorption on the performance of employees at PT. Mandiri Utama Finance. The aims of this research was to discovered an descriptive explanation relates to the vigor, dedication, absorption and also employees performance at PT. Mandiri Utama Finance and it affects towards the performance of employees at PT. Mandiri Utama Finance. The research population was all employees of PT. Mandiri Utama Finance, which amounted of 210 people. Due to the relatively small population, so all the employees were made as respondents (saturated sampling). The data analysis method used multiple linear regression analysis by SPSS (Statistical Package for The Social Sciences) software version 25. The results showed that vigor had a positive and significant affect on employee performance, dedication had a positive and significant affect on employee performance and absorption had a positive and significant affect on employee performance. All above variables has a weak impact with coefficient of determination (R²) only for 32%.
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Zhang, Juncheng, Wendelien van Eerde, Josette M. P. Gevers und Weichun Zhu. „How temporal leadership boosts employee innovative job performance“. European Journal of Innovation Management 24, Nr. 1 (12.03.2020): 23–42. http://dx.doi.org/10.1108/ejim-05-2019-0112.
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PurposeThe purpose of this paper is to examine how temporal leadership relates to employee innovative job performance through pro-social rule breaking for efficiency (PSRB_E) and vigor. As such, it draws from both motivational and affective perspectives to investigate the way in which leaders manage employees' time to boost employee innovation at work.Design/methodology/approachThis study adopts a two-source survey with coworker dyads from multiple organizations in China. Two hundred and three focal employees rated temporal leadership, time pressure and vigor. Each focal employee was rated by a coworker on PSRB_E and innovative job performance. Structural equation modeling (SEM) and bootstrapping techniques are used to examine the hypothesized relationships with the R package for latent variable analysis (i.e. lavaan).FindingsThe results suggest that temporal leadership positively relates to employees' innovative job performance through the mediations of their PRSB_E and vigor, respectively.Originality/valueThis study is one of the first that sought to understand the effect of temporal leadership on employee innovative job performance. It also casts light upon the motivational and affective mechanisms underlying such a linkage.
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Ben Hador, Batia. „How intra-organizational social capital influences employee performance“. Journal of Management Development 35, Nr. 9 (10.10.2016): 1119–33. http://dx.doi.org/10.1108/jmd-12-2015-0172.
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Purpose The purpose of this paper is to contribute to a growing research field on the subject of intra-organizational social capital (IOSC) and its effects on employee job performance. Design/methodology/approach Data were collected from a sample of 209 employees in community centers. The variables that were specified are IOSC, vigor, self-efficacy, and a supervisor report regarding employee performance. Findings The results indicate a mediation-moderation model in which the connection between IOSC and employee performance is mediated by vigor and moderated by self-efficacy. Research limitations/implications Although the sample includes employees from a single organization, collecting data from different sources within the organization permitted to overcome this limitation. Mainly, the current findings emphasize the importance of the interaction between environment and personality. Practical implications Creation and preservation of IOSC in organizations increases the employee vigor and can serve to upgrade performance. Originality/value The important role of IOSC in organizations has been confirmed. Furthermore, the combination between supportive environment and personality traits can foster employee performance.
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Tang, Shangbiao, Guanglei Zhang und Hai-Jiang Wang. „Daily Empowering Leadership and Job Crafting: Examining Moderators“. International Journal of Environmental Research and Public Health 17, Nr. 16 (09.08.2020): 5756. http://dx.doi.org/10.3390/ijerph17165756.
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In this study, we built and tested a contingency model linking leader daily empowering behaviors with employee daily job crafting. Drawing on the contingency leadership literature and the model of proactive motivation, we theorized employee daily work meaning and vigor as moderators of the above relationships. Daily data were collected from 103 Chinese employees for five consecutive days. Our findings suggest that leader dayT (a certain day) empowering behaviors are more strongly related to employee dayT+1 (next day after the certain day) job crafting when employee dayT work meaning is low and employee dayT+1 vigor is high. Our findings suggest that only under certain conditions can empowering leadership promote employee job crafting on a daily basis.
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Bhardwaj, Bhawana, und Namrita Kalia. „Contextual and task performance: role of employee engagement and organizational culture in hospitality industry“. Vilakshan - XIMB Journal of Management 18, Nr. 2 (06.04.2021): 187–201. http://dx.doi.org/10.1108/xjm-08-2020-0089.
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Purpose Extensive work related to examining predictors and determinants of employee engagement and job performance have been conducted in past studies. A dearth of studies relating organizational culture and employee engagement with contextual and task performance in the hospitality industry necessitated the present study. This study aims to examine variability in the task and contextual performance owing to employee engagement and organizational culture. Design/methodology/approach The study has been conducted in four districts of Himachal Pradesh using a multistage sampling technique. A total of 360 hotel employees were involved in collecting their responses through a structured questionnaire. Findings The results of multiple regression showed that vigor, dedication and absorption variables of employee engagement contribute toward contextual performance. Vigor and absorption affect the task performance of employees. In the case of contextual performance vigor shows maximum contribution followed by absorption and dedication whereas for task performance, the maximum contribution is exhibited by absorption followed by vigor. Organizational culture sub-variables of experimentation, autonomy and trust came out to be major predictors, which help to improve contextual and task performance of employees. Practical implications The study suggests that psychological ownership, along with trust toward top management can create an enriched work culture, which influenced both the contextual and task performance of employees. The findings of the study can be practically used by government and private organizations for improving workforce performance in the hospitality industry. Future research can be conducted based on the findings of the study. Originality/value The study provides insight on how and to what extent cultural and employee engagement variables can affect employee’s contextual and task performance. The present study adds value to the existing literature and investigates the role of culture and employee engagement in enhancing task and contextual job performance. Managers and policymakers can use the findings of the study to improve organizational culture, employee engagement and performance of the employees in the hospitality sector. The study opens avenues for future studies.
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Lu, Lu, Allan Cheng Chieh Lu, Dogan Gursoy und Nathan Robert Neale. „Work engagement, job satisfaction, and turnover intentions“. International Journal of Contemporary Hospitality Management 28, Nr. 4 (11.04.2016): 737–61. http://dx.doi.org/10.1108/ijchm-07-2014-0360.
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Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.
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Wicaksono, Biyanto Daru, und Siti Rahmawati. „Pengaruh Employee Engagement Terhadap Kinerja Karyawan Direktorat Sistem Informasi dan Transformasi Digital Institut Pertanian Bogor“. Jurnal Manajemen dan Organisasi 10, Nr. 2 (20.01.2020): 133–46. http://dx.doi.org/10.29244/jmo.v10i2.30132.
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Employees who are engaged will give the best performance and do things related to the job optimally in order to achieve the goals of the institution. This study aims to analyze the influence of employee engagement on the performance of employees of the Directorate of Information Systems and Digital Transformation (DSITD) of IPB University. The research method used is quantitative research method, using descriptive statistik analysis and multiple linear regression analysis. The results of the study can be concluded that the state of employee engagement and employee performance in DSITD IPB is in good category. Partially, absorption elements have been found to effect the employee performance. However, together with vigor and dedication, absorption element have an effect of 67,5 percent on employee performance, meaning that of all variables that can affect employee performance, employee engagement only affects 67,5 percent.
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Al-dalahmeh, Mahmoud, Ra’ed Masa’deh, Rana Khaled Abu Khalaf und Bader Yousef Obeidat. „The Effect of Employee Engagement on Organizational Performance Via the Mediating Role of Job Satisfaction: The Case of IT Employees in Jordanian Banking Sector“. Modern Applied Science 12, Nr. 6 (10.05.2018): 17. http://dx.doi.org/10.5539/mas.v12n6p17.
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This study sought to investigate the effect of IT employees' engagement on organizational performance through the mediating role of job satisfaction for IT employees within the IT Departments in Jordanian banking sector. Quantitative research design and regression analysis were applied on a total of 429 valid returns that were obtained in a questionnaire based survey. The results showed that IT employee engagement significantly affected organizational performance and three of its dimensions, vigor, absorption, and dedication contributed significantly to organizational performance. The results also showed that IT employee engagement positively and significantly affected job satisfaction, where vigor had the most contribution. In addition, it was found that job satisfaction significantly and positively affected organizational performance. Furthermore, job satisfaction only partially mediated the association between IT employee engagement and organizational performance. This study implies that IT departments in Jordanian banking should try their best to promote and facilitate IT employees' engagement and satisfaction in an effort to improve their performance, which will eventually yield positive results for the bank as a whole. In light of these results, the research presented many recommendations for future research, the most important ones were the application of this study in other sectors, cultures, and countries, the exploration of the moderating role of job satisfaction instead of mediating role, and the use of other sampling techniques.
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Ismail, Firdausi, und Suryandari Istiqomah. „Identifikasi Organisasi, Keterlibatan Kerja, dan Kepuasan Kerja“. Media Riset Manajemen 1, Nr. 1 (30.11.2018): 80–92. http://dx.doi.org/10.20961/mrm.v1i1.2.
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The aim of this study is to examine the role of work engagement, vigor, dedication, and absorption in relationship between organizational identificarion on job satisfaction as a mediating variable. This study uses 162 employees as sample. The sampling method uses quantitative method. This study object is employees bakery of ganep's, oen and sahabat in Surakarta city. This study uses Partial Least Square as its data analysis. Data processing uses Microsoft Excel 2010 and Smart PLS Version 3 for Windows. The result of this study proved that there is influence between organizational identification on job satisfaction which has 5.981 its T Statistic score, the influence of the organizational identification on work enggagement has 13.114 for its T Statistic score, the influence of the work enggagement on job satisfaction has 6.115 its T Statistic score, by using a mediation test of 5.585 The influence between organizational identification, work enggagement and Job satisfaction is significant so that Hypothesis 1 and 2 are significant. The influence of organizational identification on job satisfaction with the variables of mediation of vigor, dedication, and absorption has a value mediation test of 2,478, 4,322, 3,341. T statistic score and mediation test will be significant if the score >1,96. Five hypothesis mentioned above shows that all hypothesis in this study are significant. Therefore, a company must maintain a sense of organizational identification, work enggagement which includes vigor, dedication and absorption for each employee, because with high organizational identification, the level of employee job satisfaction will be high through mediation of work enggagement, vigor, dedication and absorption. So that employees will be as strong as possible to realize the goals and expectations of the company and better at work.
Dissertationen zum Thema "Employee vigor"
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Karlsson, Johannes, und Victor Sarocchi. „Transformativt ledarskaps påverkan på fastighetsmäklares säljprestationer“. Thesis, Högskolan i Gävle, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35983.
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Syfte: Syftet med denna studie är att undersöka hur transformativt ledarskap påverkar svenska fastighetsmäklares säljprestationer genom dess effekt på attitydsvariablerna psykologiskt bemyndigande, upplevd själveffektivitet och medarbetarkraft samt beteendevariabeln prestationssträvan. Metod: Denna studie är grundad i en kvantitativ forskningsmetod med deduktiv ansats. En enkätundersökning har genomförts där fastighetsmäklare besvarat frågor om sig själva och sina chefer för att möjliggöra en undersökning av hur transformativt ledarskap påverkar deras säljprestationer. Resultat & slutsats: Resultatet av denna studie visar att transformativt ledarskap påverkar svenska fastighetsmäklares säljprestationer positivt genom dess effekt på attitydsvariabler och prestationssträvan. Det transformativa ledarskapets positiva påverkan är dock relativt låg och resultatet indikerade på att attitydsvariablerna hos fastighetsmäklare har större positiv påverkan på varandra än vad transformativt ledarskap har på dessa. Resultatet visade även att attitydsvariablerna, specifikt medarbetarkraft, direkt påverkar säljprestationer hos fastighetsmäklare starkare än den effekt transformativt ledarskap har på säljprestation genom dess indirekta påverkan på fastighetsmäklares attityder och prestationssträvan. Examensarbetets bidrag: Denna studie bidrar med kunskap om hur transformativt ledarskap påverkar svenska fastighetsmäklares säljprestationer. Studien bidrar med resultat som visar att ledarskapet har betydelse och påverkar fastighetsmäklares säljprestationer positivt. Studien visar vidare att attitydsvariablerna själva har större betydelse för fastighetsmäklares säljprestationer, framför allt medarbetarkraft. Förslag till fortsatt forskning: Vidare forskning kan göras för att utreda om det finns andra variabler än transformativt ledarskap som påverkar fastighetsmäklares säljprestationer positivt.Aim: The purpose of this study is to investigate how transformational leadership affects swedish real estate agents' sales performance through its effects on the attitude variables psychological empowerment, perceived self-efficacy and employee vigor and lastly the behavior variable accomplishment-striving. Method: This study is based on a quantitative research method with a deductive approach. A survey has been carried out where real estate agents responded to questions about themselves and their managers to enable an examination on how transformational leadership affects their sales performance. Result & Conclusions: The results of this study show that transformational leadership has a positive effect on Swedish real estate agents' sales performance through its effect on attitude variables and accomplishment striving. However, the positive impact of transformational leadership is relatively low and the results indicate that the attitude variables of real estate agents have a greater positive impact on each other than transformational leadership has on them. The results also showed that the attitude variables, specifically employee vigor, directly affect sales performance of real estate agents more strongly than the effect transformational leadership has on sales performance through its indirect impact on real estate agents' attitudes and accomplishment striving. Contribution of the thesis: This study contributes knowledge about how transformational leadership affects Swedish real estate agents' sales performance. The study contributes with results that show that leadership is important and has a positive effect on real estate agents' sales performance. The study also shows that the attitude variables themselves are more important for real estate agents' sales performance, especially employee vigor. Suggestions for future research: Further research can be done to see if there are other variables than transformational leadership that affect real estate agents' sales performance positively.
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Swartz, Natasha Lizette. „The relationship between transformational leadership, employee engagement and intention to quit among employees at a selected organisation“. University of the Western Cape, 2020. http://hdl.handle.net/11394/7996.
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Masters of CommerceOrganisations should focus their attention on strategies that mitigate the intention to quit of employees, this can be achieved through creating an environment that is favourably disposed to an efficient and engaged workforce and by driving transformational leadership approaches. Recognising the immense value of human capital and the devastating effects linked to the loss of valued employees, organisations should direct their focus on effective ways to deal with undesirable staff turnover issues. In the present challenging economic times, organisations and researchers are increasingly exploring factors that could contribute to retaining talent and improve leadership as well as employee engagement practices to optimise organisational outcomes through employees’ talent. The present study sought to contribute to existing research pertaining to transformational leadership, employee engagement and intention to quit, by observing the variables in a service sector environment. The main objective of the research study was to determine the nature of the relationships among the variables on a sample of employees at a selected organisation. An online questionnaire was sent to 296 possible respondents by means of an electronic link. Out of these, 206 questionnaires were used for analysis. Employees were selected to participate in the study by means of convenience sampling. Four questionnaires were used to gather data namely, a self-developed biographical questionnaire, the Multi-Factor Leadership Questionnaire developed by Avolio and Bass (1995), the Utrecht’s Work Engagement Scale developed by Schaufeli and Bakker (2003) and the Turnover Intention Scale developed by Roodt (2004). Statistical analysis of the data was performed by using the Statistical Package for Social Sciences (SPSS) version 26 and the LISREL 8.80 software program. Item and dimensional analyses were executed on the subscales to identify poor items and to ensure uni-dimensionality of the subscales. In order to test the hypotheses structural equation modelling was used. The multiple regression analytical technique was used to identify the variable that explains the most variance in intention to quit. The research results indicated that a positive relationship between transformational leadership and employee engagement exist. There were significant, negative relationships between transformational leadership and intention to quit and between employee engagement and intention to quit. Regression analysis indicated that employee engagement had a more significant impact on intention to quit than transformational leadership. The limitations of the study and future recommendations for the organisation are discussed.
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Šmídová, Zuzana. „Analýza získávání a výběru pracovníků ve společnosti VIGOUR a.s“. Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-85320.
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Master's thesis deals with theoretical analysis of tools and methods for staffing employees. It also describes the use of these methods in practice. For this purpose was chosen the company Vigour, which employs specialists working in the field of information technology. The presented methods and tools used in practice are confronted with the described theoretical knowledge and the results of the survey. This was done within the company at two levels - between employees and managers. The aim of confrontation is to identify weaknesses, including proposals for mitigation or elimination.
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Boikanyo, Dinko Herman. „An exploration of the effect of employee engagement on performance in the petrochemical industry / by Dinko Herman Boikanyo“. Thesis, North-West University, 2012. http://hdl.handle.net/10394/8825.
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The general aim of the study was to determine the effect of employee engagement on performance in a form of quality in the petrochemical industry. This type of study has never been conducted within this particular environment and as such a valuable contribution could be made to more effective performance management within this context.
Two questionnaires were administered, namely the Utrecht Work Engagement Scale (UWES) and Total Quality Management. A response rate of 83% was obtained from a sample of 200 employees.
The data showed a statistically significant positive relationship between employee engagement and TQM dimensions. The data also showed that there were some significant differences for various demographic groups and their level of engagement. Managers need to enable an organisation to attract, develop and retain highly engaged employees to ensure a sustainable competitive advantage.
Limitations within the study were identified and recommendations for future research were made.Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.
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Coetzer, Michiel Frederick. „Job demands, job resources, and work engagement of employees in a manufacturing organisation / Michiel Frederick Coetzer“. Thesis, North-West University, 2006. http://hdl.handle.net/10394/1312.
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Mxenge, Sandiswa Vuyokazi. „Job engagement as a moderator variable to organisational stress and employees’ intention to quit among administrative personnel at the University of Fort Hare in the Eastern Cape“. Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015074.
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This research study investigated the effect of job engagement to organisational stress and the employees’ intention to quit among administrative personnel at the University of Fort Hare. The main objectives of this study were determining the effects of organisational stress on employees’ intention to quit, examining the role of job engagement as a moderator of the relationship between organisational stress and employees’ intention to quit, and providing results that would lead to a deeper understanding of the nature and extent of the relationship between organisational stress and intention to quit. A survey method was adopted for this study. A questionnaire comprising of four sections: biographical information, ERI questionnaire for stress, turnover intention, and UWES scale, was administered to non-academic support personnel of the University of Fort Hare in all three campuses namely Alice, Bhisho, and East London. Simple random sampling was used to select the participants. The literature reviewed displayed a great need for managers to understand organisational stress and its causes, and how to manage and cope with stress so as to avoid losing employees, especially highly competent employees. The study yielded results that show that there are interrelationships amongst the three variables, and that job engagement does moderate the relationship between organisational stress and employees’ intention to quit.
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Fagerudd, Rosanna, und Emma Sjögren. „In the hands of a controlling leader? Implications for employee well-being from a gender perspective“. Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159663.
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Leaders engaging in controlling leadership behaviours (CLB) has been connected to followers perceiving their basic needs thwarted. However, little research has been made in the organizational field to understand the implications of controlling leadership behaviours for employee well-being. The present study aimed to clarify this relation through understanding controlling leadership behaviours’ influence on employee health, as well as investigate the impact of both leader and employee gender on employees’ perception of controlling leadership behaviours. A sample of 818 employees, representing the Swedish labour market, completed a questionnaire including measures of perceived controlling leadership behaviours and well-being in terms of self-rated health, burnout, self-rated job satisfaction and vigour. Results confirmed the notion that leaders’ controlling leadership behaviours, like other negative leadership behaviours, is associated with lowered well-being. Results also indicate that male employees perceive male leaders as more controlling than female employees do, while female leaders are perceived as equally controlling by both male and female employees. The gender of leaders exhibiting controlling leadership behaviours seem to have no association with employee well-being. The implications of gender on controlling leadership behaviours is still a question unanswered. Future studies should therefore continue exploring both leader and employee gender influence on CLB.Ledare som använder sig av kontrollerande ledarskapsbeteenden har visat sig underminera basala psykologiska behov hos sina följare. Trots detta saknas det forskning på hur chefers kontrollerande ledarskapsbeteenden påverkar anställda. Denna studie syftade till att klargöra hur kontrollerande ledarskapsbeteenden påverkar anställdas hälsa, och undersöka hur såväl anställdas kön och chefens kön påverkar de anställdas uppfattning av chefens kontrollerande ledarskapsbeteenden. Ett randomiserat urval på 818 arbetstagare svarade på frågor om uppfattat kontrollerande ledarskapsbeteenden hos sin chef och självskattad hälsa i termer av självskattad hälsa, utbrändhet, arbetstillfredsställelse och arbetsenergi. Resultaten bekräftade att kontrollerande ledarskapsbeteenden hos chefer är relaterat till sämre hälsa och arbetsprestation hos de anställda, samt ökar viljan att sluta. Manliga anställda uppfattar manliga chefer som mer kontrollerande jämfört med sina kvinnliga kollegor, medan kvinnliga chefer uppfattas lika kontrollerande av både manliga som kvinnliga anställda. Den kontrollerande chefens könstillhörighet var inte associerat med anställdas mående. Hur könsaspekter påverkar kontrollerande ledarskapsbeteenden är fortfarande inte klarlagt. Framtida studier bör därför fortsätta undersöka hur både chefens och den anställdas kön influerar CLB.
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Chiang, Meihui, und 江美惠. „The Effect of Job Vigor on Employees' Job Outcomes“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/34401702812997598113.
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碩士大葉大學
管理學院碩士在職專班
99
Among all industry in Taiwan, the high-tech industry plays decisive role due to extremely high value of output. However, with mainly OEM-based business type that not only being critical to its efficiency and achievement, but also involving high complexity and intense competition, often results in workers overtime working and occasionally causing their death from overwork. Workers don’t show much interest in their jobs, because they have been working long hours. As a result, it is common that the employees are worn-out and tired of work. Therefore, job vigor becomes very important in the high-tech industry. The purpose of this research is to explore the effect of job vigor on employees’ job outcomes (job satisfaction, job performance and organizational commitment). The samples we have taken for this research was for employees of Taiwan high-tech companies in Shin-Chu Science-Industry Park. The surveys were distributed by human resource department of those companies to their workers. Total 600 copies were released and 342 returned. After deleted 26 invalid copies, we finalized a total of 316 copies are valid which is 52.7% response rate of what were originally distributed. The empirical results indicate that job vigor has significant and positive effect on job satisfaction, job performance and organizational commitment. Among which, higher physical strength of job vigor is positive related to job satisfaction and job performances. Also, higher emotion energy of job vigor is positively related to job performance and organizational commitment. According to the result of this research, we would recommend high-tech companies to stimulate workers’ job vigor in order to increase job outcomes by holding periodical activities (such as sports event, travel, food entertainment party, work education & training); by encouraging workers to form sports team; by providing exercise arena, sufficient benefit and professional psychology doctor stand-by in the company; by controlling workers’ weekly overtime hours.
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SU, CHING-YA, und 蘇靖雅. „A Study in Household Employees’ Job Stress, Vigor at Job, Stress Response, and Burnout - A Case in Kaohsiung City“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/9qs7cb.
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碩士南臺科技大學
企業管理系
107
The main purpose of this study is to explore the relationship between the job stress, job vigor, stress response and burnout of household employees in Kaohsiung City. The study of Kaohsiung City household employees is based on " job stress ", " job vigor " and " stress response " and " burnout " scales were used as research tools, and SPSS 24 and Amos 24 statistical analysis software were used for data analysis. 325 questionnaires were distributed and 274 valid questionnaires were collected. The effective questionnaire recovery rate was 84.3%. The results of the study found that: (1) the job pressure of household officials has a significant positive relationship with burnout; (2) the job pressure of household officials has a significant negative relationship with job vigor ; (3) the job vigor and the burnout of household employees has significant negative relationship ; (4) the job vigor of household employees has a significant intermediary effect on the impact of work stress on burnout; (5) The pressure of household employees has a significant adjustment effect on the impact of work stress on burnout.
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Chen, Chiu-Ping, und 陳秋萍. „Research on internal marketing and the service climate to job vigor and service attitude: A case study involving the medical equipment company employees“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/ex88k8.
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碩士南臺科技大學
行銷與流通管理系
104
This study is carried out by means of questionnaires. Two hundred and thirty-six (236) questionnaires were issued, and 200 responses were received. 36 invalid responses were excluded, with and the remaining 200 valid responses indicating an effective response rate of 84.75%. SPSS and AMOS statistical analytical software were employed to implement sample factor analysis, confidence testing, descriptive analysis, t-test, one-way ANOVA, two-way ANOVA, Pearson correlation, regression analysis, hierarchical regression and SEM. The statistical results indicate the followings: 1.The individual characteristics of medical equipment company employees make significant differences in cognition to the internal marketing, service climate, job vigor, and service attitude. 2.Explore the various internal variables of internal marketing, service climate, differences in work situations vitality and attitude are generated, collected two-factor analysis of variance to compare the main effects and interaction of vigor, the researchers found that there are very significant differences in the conclusions. 3. This study shows a significant correlation between internal marketing, service climate, job vigor, and service attitude to medical equipment company employees. 4.Exploration medical equipment employees within marketing, and services that affect climate, research activity and the results of the work attitude, and other variables between the majority have found significant positive impact. 5.The most tests by SEM analysis on the internal marketing, service climate, job vigor, and service attitude are clearly positive. Keywords: internal marketing, service climate, job vigor, service attitude
Bücher zum Thema "Employee vigor"
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Bentivoglio, Marina. I licenziamenti individuali: La nuova disciplina introdotta dopo l'entrata in vigore della legge 11 maggio 1990, n. 108. [Italy]: Il Sole 24 ore, 1990.
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Latilla, Nereo. Il lavoro domestico: Contratto collettivo 8-1-1985 in vigore dal 1o-10-1984 e altre disposizioni complementari, domestici stranieri ... 4. Aufl. Roma: Buffetti, 1985.
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Brontë, Charlotte, und Juliette Atkinson. Jane Eyre. Herausgegeben von Margaret Smith. Oxford University Press, 2019. http://dx.doi.org/10.1093/owc/9780198804970.001.0001.
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Gentle reader, may you never feel what I then felt!’ Throughout the hardships of her childhood - spent with a severe aunt and abusive cousin, and later at the austere Lowood charity school - Jane Eyre clings to a sense of self-worth, despite of her treatment from those close to her. At the age of eighteen, sick of her narrow existence, she seeks work as a governess. The monotony of Jane’s new life at Thornfield Hall is broken up by the arrival of her peculiar and changeful employer, Mr Rochester. Routine at the mansion is further disrupted by mysterious incidents that draw the pair closer together but which, once explained, threaten Jane’s happiness and integrity. A flagship of Victorian fiction, Jane Eyre draws the reader in by the vigour of Jane’s voice and the novel’s forceful depiction of childhood injustice, of the restraints placed upon women, and the complexities of both faith and passion. The emotional charge of Jane’s story is as strong today as it was more than 150 years ago, as she seeks dignity and freedom on her own terms. In this new edition, Juliette Atkinson explores the power of narrative voice and looks at the striking physicality of the novel, which is both shocking and romantic.
Buchteile zum Thema "Employee vigor"
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Kodden, Bas. „Nurturing Employee Vigor: Implications for Sustainable Performance“. In SpringerBriefs in Business, 47–53. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46463-9_7.
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Safari, Hossein, Virgílio António Cruz-Machado, Alireza Faghih, Mohsen Heidari und Fatemeh Mirzaei Rabor. „Assessment Employee Empowerment Through Combination of FAHP and VIKOR Methods“. In Proceedings of the Eighth International Conference on Management Science and Engineering Management, 105–16. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-55182-6_10.
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Joshi, Mihir. „Burnout and Stressors as Influencers on Work Engagement Among Law Enforcement Agents in Selected Cities“. In Advances in Human Resources Management and Organizational Development, 268–83. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7799-7.ch016.
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Burnout is an underlying issue that has an adverse effect on the working enthusiasm of the employees. In this chapter, the researcher has attempted to assess the influence of stressors on burnout and work engagement in the context of the Indian law enforcement agents. The study evaluates the correlations between burnout factors—emotional exhaustion, cynicism, low professional efficacy—with vigor, dedication, and absorption. For the purpose of this study, items from MBI-GS for assessing burnout, scale for stressors, and employee engagement are adapted. The construct of the scale developed was established using confirmatory factor analysis. The study was carried out for 145 law enforcement agents in the selected cities of a North Indian state. T-test results applied on stressors between male and female groups show varying results. A significant negative effect of burnout factors on work engagement factors is observed through the empirical examination using SEM AMOS.
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Joshi, Mihir. „Burnout and Stressors as Influencers on Work Engagement Among Law Enforcement Agents in Selected Cities“. In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 926–41. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch047.
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Burnout is an underlying issue that has an adverse effect on the working enthusiasm of the employees. In this chapter, the researcher has attempted to assess the influence of stressors on burnout and work engagement in the context of the Indian law enforcement agents. The study evaluates the correlations between burnout factors—emotional exhaustion, cynicism, low professional efficacy—with vigor, dedication, and absorption. For the purpose of this study, items from MBI-GS for assessing burnout, scale for stressors, and employee engagement are adapted. The construct of the scale developed was established using confirmatory factor analysis. The study was carried out for 145 law enforcement agents in the selected cities of a North Indian state. T-test results applied on stressors between male and female groups show varying results. A significant negative effect of burnout factors on work engagement factors is observed through the empirical examination using SEM AMOS.
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Erden, Nil Selenay. „Do Organizations Really Gain Without Pain?“ In Advances in Human Resources Management and Organizational Development, 57–76. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7799-7.ch004.
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The positive psychology movement involves putting an emphasis on investigating positive qualities of individuals. The movement has also affected work psychology domain. One of the most outstanding topics in the work psychology domain has been work engagement. Work engagement, defined as a positive state of mind, characterized by vigor, dedication, and absorption, has been studied in relation to individual resources and performance indicators. Primary objective of this chapter is to provide assumptions on the dark side of work engagement. In this respect, the dark side of employee engagement, which has not received great attention in the literature, will be discussed in order to inspire a more balanced focus for future studies and organizational settings. The recommendation section includes avenues for future studies and suggestions for gatekeepers/managers.
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Efe, Burak. „ERP Software Selection Based on Intuitionistic Fuzzy VIKOR Method“. In Multi-Criteria Decision-Making Models for Website Evaluation, 121–37. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8238-0.ch006.
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This chapter uses intuitionistic fuzzy VIKOR (IFVIKOR) for the application of ERP software selection. First, priority values of criteria in ERP software selection problem have been determined by using the judgments of the experts. IFWA operator is utilized to integrate the judgments of the experts about the weights of criteria. Then, the result of the IFVIKOR can be employed to define the most appropriate ERP alternative in uncertain environment. Intuitionistic fuzzy numbers are presented in all phases in order to overcome any vagueness in the decision-making process. The final decision depends on the degree of importance of each decision so that wrong degree of importance causes the mistaken result. The researchers generally determine the degrees of importance of each decision makers according to special characteristics of each decision maker as subjectivity. In order to overcome this subjectivity in this chapter, the judgments of decision makers are degraded to unique decision by using the importance degree of each expert. There is no study about ERP software selection using IFVIKOR.
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Balgayev, Ilyas, Phng Jia Shyan und Kaung Myat Win. „Is DRM the Great Spoiler in the IDM Marketplace?“ In Digital Rights Management, 1606–16. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2136-7.ch081.
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Digital Rights Management (DRM) has been a popular option employed by firms to deal with piracy issues. The rationale of DRM, the expected benefits for firms, and their implications in the Interactive Digital Media (IDM) marketplace are presented. Using the VISOR framework, the chapter also analyses the impacts of DRM based in the IDM marketplace, and to suggest if DRM is the great spoiler in the IDM marketplace. Studies have shown that the advantages brought by DRM to firms go beyond what would be needed for an efficient provision of digital goods. The chapter concludes with some recommendations and suggestions whether DRM is the great spoiler in the IDM marketplace.
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Balgayev, Ilyas, Phng Jia Shyan und Kaung Myat Win. „Is DRM the Great Spoiler in the IDM Marketplace?“ In Understanding the Interactive Digital Media Marketplace, 368–77. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-61350-147-4.ch029.
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Digital Rights Management (DRM) has been a popular option employed by firms to deal with piracy issues. The rationale of DRM, the expected benefits for firms, and their implications in the Interactive Digital Media (IDM) marketplace are presented. Using the VISOR framework, the chapter also analyses the impacts of DRM based in the IDM marketplace, and to suggest if DRM is the great spoiler in the IDM marketplace. Studies have shown that the advantages brought by DRM to firms go beyond what would be needed for an efficient provision of digital goods. The chapter concludes with some recommendations and suggestions whether DRM is the great spoiler in the IDM marketplace.
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Maddux, Cleborne D., und Rhoda Cummings. „Developing Web Pages as Supplements to Traditional Courses“. In Instructional and Cognitive Impacts of Web-Based Education, 147–55. IGI Global, 2000. http://dx.doi.org/10.4018/978-1-878289-59-9.ch009.
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There has been a recent explosion of interest in distance education. On college and university campuses, this interest owes much of its life and vigor to (a) a belief by university faculty that technology may be able to improve instruction, and (b) the sudden realization by university administrators that distance education is producing large sums of money and has the potential to produce much more. In higher education, the World Wide Web (WWW) has come to be one of the most popular service delivery vehicles for distance education efforts. At first, most sites were created primarily for courses delivered entirely over the Web. More recently, many Web sites are being created by individual instructors as supplements to their more traditionally delivered, on-campus courses. Currently, many thousands of Web sites are dedicated to higher education courses, and the number of such sites is increasing rapidly. This rapid increase has resulted in publication of many course-related pages that are less than ideal in both pedagogical and technical terms. This problem is especially acute for those pages that are supplementary to traditional courses, since there are seldom support services available for instructors who wish to design, create, and maintain such pages. Consequently, individual instructors are typically “on their own” with regard to planning, producing, and maintaining such pages. In contrast, institutional technical and pedagogical support is often provided for developers of Web sites intended for use in courses delivered primarily or exclusively by distance education, since such efforts are often assigned to a special unit such as an extension department or a department of continuing education. These units often employ or retain both technicians and subject matter specialists to assist in the development of course-related Web pages. Although this does not guarantee a quality product, some of the more obvious problems faced by individual instructors are sometimes avoided.
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Conant, James K., und Peter J. Balint. „Comparing the Paths of the Council on Environmental Quality and the Environmental Protection Agency and Assessing the Life Cycle Models“. In The Life Cycles of the Council on Environmental Quality and the Environmental Protection Agency. Oxford University Press, 2016. http://dx.doi.org/10.1093/oso/9780190203702.003.0009.
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In Chapters 4 and 5, we used four organizational life cycle models to develop predictions for the trajectories of the Council on Environmental Quality (CEQ) and the Environmental Protection Agency (EPA)’s appropriations over the forty-year period from their births in 1970 through 2010. In this chapter, we review findings from our studies of the CEQ and EPA, and we offer a general assessment of the power of the theoretical agency life cycle models. We also employ a framework we developed for comparing the models and for classifying the key variables in those models. This framework provides a means to move beyond the constraints of the existing literature, in which life cycle models are placed in either the “internalist” or “externalist” camps. We framed our study of the CEQ and EPA with two general views of what happens to public organizations during the process of implementing public law. One view is that the life of the executive branch organization will be relatively stable and untroubled as its leaders and professional staff pursue the organization’s statutorily assigned mission. The underlying presumption here is that all of the important political questions related to the tasks assigned to the agency have been addressed in the public law itself. Consequently, the work of the agencies will be largely technical and uncontroversial. The alternative view is that the political struggle over the passage of the laws the agencies are supposed to implement continues during the implementation stage of the policymaking process. The supporters of the law, inside and outside government, support the agency and its efforts. The opponents of the law, however, not only oppose the agency but also attempt to derail, or at least delay implementation of, the law. Thus, an agency’s trajectory over time, in the form of its resources for and vigor in support of its assigned implementation tasks, will depend in large part on the balance of power, inside and outside government, between those who support and oppose the agency.
Konferenzberichte zum Thema "Employee vigor"
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Lee, Chung Chih, und Hsing Chau Tseng. „Integrating fuzzy membership function, entropy method and VIKOR to select qualified and stable employee“. In 2018 International Conference on Information Management and Processing (ICIMP). IEEE, 2018. http://dx.doi.org/10.1109/icimp1.2018.8325836.
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Villela, Irai´des Aparecida de Castro, und Jose´ Luz Silveira. „Thermoeconomic Model Considering the Environment Impacts on Thermoelectric Power Plants: Natural Gas Versus Diesel“. In ASME Turbo Expo 2006: Power for Land, Sea, and Air. ASMEDC, 2006. http://dx.doi.org/10.1115/gt2006-91090.
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In this paper a comparative analysis of the environmental impact caused by the use of natural gas and diesel in thermoelectric power plants utilizing combined cycle is performed. The objective is to apply a thermoeconomical analysis in order to compare the two proposed fuels. In this analysis, a new methodology that incorporates the economical engineering concept to the ecological efficiency once Cardu and Baica [1, 2], which evaluates, in general terms, the environmental impacts caused by CO2, SO2, NOx and Particulate Matter (PM), adopting as reference the air quality standards in vigour is employed. The thermoeconomic model herein proposed utilizes functional diagrams that allow the minimization the Exergetic Manufacturing Cost, which represents the cost of production of electricity incorporating the environmental impact effects to study the performance of the thermoelectric power plant [3,4]. It follows that it is possible to determine the environmental impact caused by thermoelectric power plants and, under the ecological standpoint, the use of natural gas as a fuel is the best option compared to the use of the diesel, presenting ecological efficiency values of 0.944 and 0.914 respectively. From the Exergoeconomic point of view of, it was found out that the EMC (Exergetic Manufacturing Cost) is better when natural gas is used as fuel compared to the diesel fuel.