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1
Becton, J. Bret Feild Hubert S. „Candidate reactions to three assessment center exercises a field study /“. Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/BECTON_J._14.pdf.
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2
Crome, David. „Developing employee commitment to create committed employees“. Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.
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3
Tallman, Rick. „Needful employees, expectant employers and the development and impact of psychological contracts in new employees“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ62670.pdf.
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4
Frye, N. Kathleen. „Pre-employment knowledge measurement and relationship to recruitment methods and previous job and organizational exposure /“. Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2007. http://etd.umsl.edu/r2421.
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5
Boyd, Jesse J. „Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.
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Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 healthcare managers from a healthcare organization in Central Texas who have demonstrated successful strategies for retaining high-performing healthcare employees by maintaining a 90% retention rate for a 12-month period. Organizational documents were reviewed, including reports of managers' retention rates and number of employees per manager, for a 12-month period. Data were coded, analyzed into themes via Yin's 5-step method, triangulated, and then subjected to member checking to bolster the trustworthiness of interpretations. Two major themes were revealed: employee engagement and leadership style. Participants noted that their employees were their priority and practiced participatory leadership to gain trust, loyalty, and commitment. The findings may promote positive social change by providing healthcare managers with information on successful strategies for retaining high-performing healthcare employees, which could reduce unemployment rates, stabilize families, and improve employees' work-life balance outside their organizations.
6
Smith, Kaye M., und mikewood@deakin edu au. „Employer satisfaction with employees with a disability“. Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.
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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled employees (NDEs) on employer satisfaction and work performance; (2) determinants of employer satisfaction differed between EWDs and NDEs; (3) employers were more satisfied with EWDs than NDEs in relation to work performance; (4) lower comparative ratings on employer satisfaction for EWDs influenced future employment intentions toward people with a disability; (5) employers perceptions of job-match affected ratings on employer satisfaction and performance; (6) effects of job-match on employer satisfaction were direct and indirect, through work performance; and (7) variables representing job-match were relatively more important to employers decisions to hire and retain a person with a disability than variables representing Social Concerns and employer/management items. A theoretical model that depicted the influence of processes (job-match) and outcomes (work performance) on employer satisfaction with EWDs was supported. The second study analysed questionnaire ratings from 36 non-employers of EWDs. Findings indicated very similar responses between employers and non-employers of EWDs on experiences related to employer satisfaction with NDEs. Views about the relative importance of variable related to hiring and retaining a person with a disability suggested that generalising findings from the first study to all employers was reasonable. The third study analysed data from interviews with 50 employers and 40 DESPs; and questionnaire responses for 56 DESPs and 36 non-employers of EWDs. This study validated the importance of job-match to successful employment outcomes; suggesting DESPs were undervaluing their services to the employers. The study also showed that Bronfenbrenners Ecological Systems Theory provided a relevant framework with which to interpret complex information from different stakeholders, important to understanding employer satisfaction. In summary, employer satisfaction was shown to be a relative concept that varied with referent, and a developmental phenomenon that was influences by many factors operating and interacting at a number of ecological levels. Policies and practices to promote employer satisfaction with EWDs need co-ordinated approaches that recognise the influence of contexts internal and external to the workplace and the dynamic nature and interrelationships of characteristics within these contexts.
7
Kylmäluoma, E. (Elina). „Managing employer brand for attracting potential employees“. Master's thesis, University of Oulu, 2017. http://urn.fi/URN:NBN:fi:oulu-201705101747.
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Attracting and retaining current talent have become important for today’s organizations. Employer branding, which includes marketing the employer brand for potential and current employees tackles these issues by promoting an organization as an employer and by differentiating the organization from its competitors. It has many advantages such as increased employee satisfaction and reduced recruitment costs. Employer branding also helps to gain competitive advantage. The purpose of this study is to find out how private employers in the early childhood education field in Finland can attract potential employees. This study aims at finding out what potential employees value in their employer and what makes an employer attractive for them. Also, regional differences in private employer attractiveness are studied. This research is a qualitative study. Both semi structured theme interviews and observation were used and altogether five interviews were conducted. All interviewees were either studying towards a degree in early childhood education or were working in the field for a public employer. The results show that private employers in the early childhood education field have difficulties in attracting potential employees and public employer is seen more attractive especially in Southern Finland. Potential employees have also very little knowledge about private employers which affects their perceptions about private employers and private employer attractiveness in general. Potential employees value humane values and for example child-orientation, and freedom and flexibility from work content and culture. From employers, early childhood education professionals value for example occupational development. Also, the attractiveness of an employer was studied using five factors from which the most important ones could not be identified since they all seem to matter to at least to some extent. By emphasizing values and attributes that potential employees value, private employers can enhance their employer brands. It is also important that organizations create appealing employer value propositions that are close to the attributes that potential employees desire. In addition, reputation needs to be built to change the unfavorable attitudes towards private employers.
8
Giles-Merrick, Stephanie. „Employee Engagement from the Viewpoint of Employees in Academia“. ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5708.
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Research does not address how staff in the United States perceive employee engagement in the university system. Leadership training and communication for managers are essential processes that help staff become highly engaged in universities. The purpose of phenomenological study was to explore the views of employees in a selected university within the state of Georgia in an attempt to address positive employee engagement in the academic environment. The engagement theory and social exchange theory were used as the conceptual frameworks to explore how employees engaged in their department working with their managers. To address this question, a purposeful sample of 15 females and 5males full time employees who had a direct line reporting relationship to a manager were selected from one university in the state of Georgia. The research questions indicated what lived experiences of Georgia School system employees feel about engagement and the factors employees identify as the influence on employee engagement. Employees responded to a questionnaire, containing 14 open ended questions, to gather rich data on their lived experiences. Open hand and axial coding extracted data to identify the emergent themes, such as: incentives, increased morale, increased confidence and reverence of management, reward based performance, and organizational productivity. These findings indicate that managers must learn to meet the needs of the employees to positively address employee engagement. This research contributes to positive social change by adding insights for managers seeking to increase productivity.
9
Smith, Davina. „Geographically Distributed Employees' Perceptions of Employee Assistance Program Access“. ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6675.
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Many investigators have documented high levels of stress in the U.S. workplace and the underutilization of employee assistance programs (EAP). Researchers in other studies have concluded that an employee's perception of a service influences participation and service use. However, the perceptions of geographically distributed employees, who represent a growing population, have not been sufficiently examined. The purpose of this study was to investigate geographically distributed employees' perceptions regarding access to EAP stress management services to address the problem of EAP underutilization. Organizational justice theory served as the theoretical framework. The study design was generic qualitative. A purposeful sample of 15 geographically distributed employees provided rich data through semi structured interviews and online questionnaires. The use of generic inductive coding yielded emergent themes regarding geographically distributed employees. Results indicated that geographically distributed employee's perceived access to EAP stress management services as unclear, time-consuming, and inconvenient due to physical separation. This research is significant for human service, employee assistance, and human resource professionals who want to improve geographically distributed employees' perceptions of access to EAP stress management programs. More effective marketing may increase employee use of EAP services and alleviate workplace stress, thus positively impacting social change by helping to cultivate a healthy workforce.
10
Larkin-Perkins, Bridgette. „Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.
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Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.
11
Sucharski, Ivan Laars. „Influencing employees' generalization of support and commitment from supervisor to organization“. Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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DeHart, Mary Ellen. „Employers' perceptions of mentally handicapped employees in the horticulture industry“. Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.
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The horticulture industry offers numerous unskilled and semi-Skilled
job opportunities for qualified handicapped individuals. A mail survey
of 557 private Virginia ornamental horticultural businesses was conducted
to document the employment of handicapped persons and to investigate
employers' perceptions of mentally handicapped workers. A response
rate of 60% was obtained. Forty-two percent of the respondents reported
employing mentally, physically or emotionally handicapped persons.
Primary businesses which have employed mentally handicapped workers
were associated with grounds maintenance, nursery/garden centers, and golf courses. Overall the employers' perceptions were favorable of the general work habits and entry-level horticultural skill competencies
of mentally handicapped persons. This indicated a potential for employmentMaster of Science
13
Marquis, Geraldine L. „Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting“. [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.
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14
Beck, Karen. „The development of affective organisational commitment /“. Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.
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15
Yadav, Nitin. „Effect of people process culture on the overall productivity and harmony of an organization“. Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008yadavn.pdf.
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Anderson, Sarah J. (Hovland). „A case study of employee training and retention at Company ABC“. Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009andersons.pdf.
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17
Pinet-Eve, Alexander. „Employee-share-ownership : Human Resources Management and employees behavioural outcomes“. Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-182865.
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Employee share ownership (ESO) is widely defended as a competitive organisational structure to increase organisational productivity through higher labour performance. Research on the relationship between ESO and labour performance produced mixed results when looking at the commitment and labour turnover. With more than 50% of all companies in Europe providing ownership to their employee, this research studies how ESO influence the labour performance building from previous research on Human Resource Management and employees’ behavioural outcomes. This study uses a quantitative design to analyse French workers' labour performance and compare the results between employees' owners and non-owners. Extrinsic and instrumental satisfaction resulting from HRM policies were considered to influence employees’behavioural outcomes. Finally, these satisfaction indicators were tested for moderation between ESO and the behavioural outcomes.This research finds a significant relationship between ESO and commitment. Moreover, extrinsic, and instrumental satisfaction predicted commitment. Only extrinsic satisfaction resulted in a decrease in employee's intention to turnover. Results show that instrumental satisfaction moderates the relationship between ESO and commitment, such as employees in an organisation with ESOwill exhibit more significant commitment as their employers increase their ability to be autonomous and participate in decision-making. However, the results defend that extrinsic satisfaction is a more significant predictor for turnover and instrumental satisfaction for commitment than ESO. These results suggest that ESO cannot systematically explain increased commitment and lower intention to turnover, as the behavioural outcomes change depending on how the organisation supports their employee’s satisfaction and that the employees' values and beliefs are different in ESO compared to employees in traditional organisations.
18
Strydom, Masunet. „The status of employees employed by temporary employment services“. Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.
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The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-employee relationships could be salvage, employers resorted to the appointment of Labour Brokers and Government on their part retaliated by considering either the total ban of Labour Brokers or the regulation of the profession to such an extent that same became largely unattractive and problematic. The non-addressing of problems and fears faced with by employers post 1994 resulted in an opportunity waisted to narrow the gap between employers and employees with the fight over work force power being the more important factor taken into consideration. This treatise will explore the options that faced the roll players post 1994 in the labour market, the reason for choices made and the effect same has had since on the labour market. The problematic amendments made to Section 198 of the Labour Relations Act in an attempt to iron out the wrinkles poor choices made by the stake holders over the regulations of Labour Brokers, will be discussed. The ripple effect the amendments to Section 198 of the Labour Relations Act had on other pieces of South African legislation will be considered and the uncertainty and confusion it has created discussed. Specific attention needs to be drawn to the intention of the legislature as to which party, the Labour Broker or employer, will be responsible for the ramifications of the wrong doings of an employee. Also, which party will be responsible to the employee to fulfil its labour rights as granted in the Constitution of South Africa. Unleashing reaction to the regulations of Temporary Employment Services does not seem to be a problem, the problem arises where the regulations proposed did not unleashed the desired reaction and roll players finding themselves frustrated and with having no alternative as to turn the Courts to solve the largely self-inflicted conundrum. The courts are left with the task of clarifying the legislature’s true intension in amending section 198 of the Labour Relations Act, which impact the writer with all due respect do not think the legislature even appreciated when the amendments were drafted. Currently, there is dividing views on the future of Labour Brokers per se in South Africa and the interpretation concerning Section 198 of the Labour Relations Act, as amended. The focus of this treatise is to highlight the different interpretations given to these amendments this far and highlight that if it is in fact the wish of stake holders in the Labour fraternity that Labour Brokers should continue to exist, clarification is needed by our Constitution Court on certain vital issues and as discussed in this treatise.
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Gummesson, Sandra. „Employer Branding- Attracting Employees to the area of GGV“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35646.
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Abstract Background: Although the area of Gnosjö, Gislaved and Värnamo (GGV) have many companies it still lacks of highly educated people. The three municipalities are underrepresented of highly educated employees in relation to population, thus being able to attract and keep employees are a crucial part for the survival of the companies. The new younger generation, generation Y, is different from previous generations as they demand more from their employer and change jobs more frequently than previous generations thus the employer branding and internal marketing strategies must be improved. Purpose: The purpose of this study is to understand how different companies in the area of Gislaved, Värnamo and Gnosjö can attract and retain highly educated employees. Method: The study was made with a qualitative method, through in-depth interviews with the HR-managers of the companies chosen. A judgmental sampling technique was used with the criteria’s of manufacturing companies, 35 number of employees, 300 million SEK in turnover and located in the area of GGV. The interviews were recorded, transcribed and coded. Conclusion: Concluding, the majority of the companies are lacking highly educated employees. The results show that companies are to some extend using strategies for attracting and retaining employees. The participants were asked about employees, employer branding strategies and internal marketing activities. However the strategies are not grounded in how the employees want it, nor in previous research. The companies could use several more strategies and in a more structural way.
20
Kaiser, Sally M. „An examination of new employee orientation and training programs in relation to employee retention rates“. Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006kaisers.pdf.
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Koresdoski, Amy E. „The Value of Distance Learning MBA Programs to Employers and Employees“. NSUWorks, 2001. http://nsuworks.nova.edu/gscis_etd/642.
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The goal of this study was to examine the perceived value of distance learning MBA degrees to employers and employees. Value was measured by promotion, improved job security, an increase in money, position or status, additional knowledge, or the expertise that the more highly educated employee brings to the work place. Feedback from employers and employees was used to examine their perceptions, support and acceptance of non-traditional degrees in the workplace.
Two online, web-based surveys were used to solicit opinions. The samples used included students who graduated from distance learning (DL) MBA programs and human resource professionals. The graduates were identified by university representatives using alumni lists for their MBA distance learning programs. Survey requests were provided to university representatives, who forwarded them to the graduates. Human resource professionals were identified through the Fortune 500 web site and the Society of Human
Resource Professionals. Requests were mailed to human resource professionals. Requests to complete the survey were also posted to graduate school and human resources forums. There were 167 responses to the Survey of Graduates and 159 responses to the Survey of Human Resource Professionals. Approximately 660 survey requests were mailed with an average response rate of approximately 50%.
The investigator expected to find that graduates of DL MBA programs would see a link between their degree and promotions or salary increases. The Survey of Graduates results showed that graduates felt their distance learning degree programs were a viable alternative to conventional degrees and believed their DL degrees would be as valuable as degrees earned through traditional programs. It was expected that some human resource professionals would not see a difference between the two degree types and others would feel that DL degrees were inferior. In fact, some employers were skeptical of distance learning degree programs and did not hold them in the same light as traditional degree programs. Many employers did not care where an employee earned the degree as long as the expected performance was evident.
22
Liu, Yiqing, und Tong Wu. „Employers’ and employees’ evaluation of the implementation of flexible working policies“. Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.
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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.
23
Roberts, Jessica. „Relationships Among Employee Engagement, Communication Climate, and Employees’ Communication Channel Preferences“. Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1366717721.
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Mackay, Hayley. „Critical analysis of employer’s workplace policies towards HIV positive employees“. Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/27261.
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The courts approach to HIV positive employees will be studied as they give a rough This dissertation takes its focus from the plight of millions of South Africans living with HIV/AIDS. HIV sufferers count for 11.2 percent of our entire population. It has furthermore been predicted that in the next 10 years to come, 40 to 50 percent of the current workforce will be lost to HIV/AIDS.1 Only certain people qualify for free government issued anti-retrovirals (HIV/AIDS medication), this leaves a large portion of people unable to afford their much needed medication. This ultimately leads to them becoming very ill and often unable to work. These statistics do not leave the South African employment situation with great confidence. Much legislation has been promulgated that prohibits the discrimination of those suffering from the disease and this legislation and its impact will be analyzed to see if it does meet the current needs of those suffering from HIV/AIDS. What will be discussed is how this legislation does not make available for the mechanism for employers to provide either the treatment or the access to a medical aid for their employees suffering from HIV. The cost of such a provision of treatment will be a great expense to any employer, especially those of a smaller nature. What will be dealt with is ways in which to encourage employers to implement such a scheme, through tax rebates and seeing the financial benefits of implementing such an arrangement. The provision of treatment encourages a better working relationship and reduces, amongst other things, the cost of staff replacement. The Labour Relations Act2 does offer employer’s guidelines as to how HIV positive employees should be handled at the workplace. However these are just guidelines. What will be examined is how such a policy can be implemented in any workplace, the contents of such a policy and benefits of it being a compulsory workplace addition. Successful workplace policies and legislative guidelines will be used to create an ideal HIV workplace policy model. The courts approach to HIV positive employees will be studied as they give a rough indication of whether HIV positive person’s rights are being affected at the workplace. This will dictate to us whether there is a need for improvement and to what extent. What will be seen is that there are large gaps in the South African employment arena. HIV positive employees are falling through these gaps with no protection and no one willing to take on the challenge of helping to improve their lives.Dissertation (LLM)--University of Pretoria, 2013.
Public Law
unrestricted
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Yü, Ying-siu. „Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /“. Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.
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Ärnström, Erik, und Johan Bergman. „Attracting the right employees : A study of successful employer branding“. Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-33994.
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Employer branding is an area of growing importance and attention. Though the concept of attracting and recruiting employees is by no means a new one, the idea of the employer brand implies a more conscious opinion of companies as employers by potential employees and as a result a more considered approach by companies themselves. The purpose of this thesis is to analyze how the attract stage of employer branding in an anonymous company could be improved and formulate suggestions for improvement. The analysis is performed with three different focuses: formulating an employer branding strategy, organizing a structure to implement this strategy and communication of the desired image and brand values. Results show that the company is lacking in many areas and have potential for improvement in several key areas. The general analysis is that focus in employer branding is moving towards a more active dialogue with the target group where transparency and relations are emphasized. The company could improve their employer branding management by defining on a more specific target group, prioritize the opinion of this group over the general student population and use local brands more in the communication.
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Berube, Wendy-Jo. „Profiling Employees Participation in Employer Sponsored Fitness Programs in Maine“. Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/BerubeWJ2003.pdf.
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Ivan, Elaine R. „Examining factors affecting transfer of learning for centralized medical schedulers in a hospital setting“. [Denver, Colo.] : Regis University, 2007. http://165.236.235.140/lib/EIvan2007.pdf.
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Williams, David Simmonds. „Correlates of motivational orientations in employer funded education“. Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26940.
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People who participate in adult education do so for a variety of reasons. The British Columbia Telephone Company (B.C. Tel) reimburses employees who take courses, and does so because it is assumed that employees participate in education for job-related reasons. The purpose of this study was to examine the extent to which employees utilizing B.C. Tel's "Financial Assistance Plan" take courses for "job" or "non job" reasons and to determine the extent to which different "motivational types" (derived from contrasting job with non job motivational orientation scores) possessed different socio-demographic characteristics. Boshier's Education participation Scale (EPS), along with Helmreich and Spence's Work and Family Orientation Questionnaire (WOFO), were assembled in a questionnaire that also measured the socio-demographic characteristics of employees utilizing the B.C. Tel Financial Assistance Plan in 1985. EPS items were subjected to a judging process that identified those deemed to be "job" and those deemed to be "non job" oriented. Of the 250 questionnaires distributed through B.C. Tel's internal mail system, 159 useable ones were returned. A total EPS "job" score was derived by calculating the mean over the relevant items, a total "non job" score was derived using the same method for items in this category. Respondents with the highest "job" scores (i.e. most likely enrolled for job-related reasons) were younger employees, those with shorter periods of employment with B.C. Tel, and union employees. Those with the highest "non job" scores were older employees, respondents with children, and management employees in staff positions. Although the first phase of the analysis revealed significant relationships between socio-demographic and EPS variables, a multivariate analysis which simultaneously considered both "job" and "non job" scores was needed because many participants were enrolled for both reasons. Job motivation is not the opposite of, or does not exclude, non job motivation. Thus, a discriminant analysis was performed where the dependent variables were four motivational types. TYPE I respondents were high job/high non job motivated, TYPE II were high job/low non job motivated, TYPE III were low job/low non job motivated, and TYPE IV were low job/high non job motivated. It was concluded that predicting participant type was possible using only two socio-demographic variables, age and employment function. TYPE I participants were younger than TYPE III and IV, and were more likely to be union employees. TYPE II participants were similar in age to TYPE I, but were more likely to be in management. TYPE III participants were mostly management and were older than TYPE I and II. TYPE IV were similar in age to TYPE III, but were evenly split between union and management. Further research is needed concerning the application of the EPS in a business setting. The judging process used to determine "job" and "non job" scores is worthy of further examination in a larger context. As well, it would be useful to examine if other categories exist. Finally, construct validation of the typology of participants developed in this study through in-depth interviews conducted with representative respondents of a similar sample could ratify or refine the classifications used in this thesis.Education, Faculty of
Educational Studies (EDST), Department of
Graduate
30
Steffen, Amy E. „Employee satisfaction and family-supportive workplace benefits“. Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.
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McCargar, Cindy L. „Development and evaluation of a train-the-trainer program for subject matter experts at Company X“. Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.
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Bryce, Rupert. „A comparative view of coaching and training and their effect on goal attainment /“. [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19382.pdf.
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Ntile, Zukiswa. „Assessing the personal development of employees in a municipal environment“. Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.
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Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
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NEVES, MARIA SILVA DE BARROS GOMES. „PRIVATE PENSION PLANS FROM THE EMPLOYERS AND THE EMPLOYEES POINT OF VIEW“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2001. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=1803@1.
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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICOEste trabalho pretende mostrar, ao administrador de empresas moderno, que itens considerar ao planejar e montar um plano de previdência privada. Este tipo de benefício espontâneo vem ganhando relevância, em um mercado de trabalho cada vez mais acirrado na busca e retenção de talentos, pois está consciente de que o Estado não pode ser o único provedor de recursos na fase da aposentadoria. A pesquisa mostra e compara as diversas modalidades disponíveis no Brasil e seus aspectos mais importantes. São também indicadas as tendências, na criação de novos planos, que atendam às necessidades de um mercado globalizado. Buscando comprovar, na prática, o que a teoria sobre o assunto indica, são feitas entrevistas, junto a profissionais brasileiros dessa área. Em seguida, mostra- se o resultado de uma pesquisa exploratória, realizada com funcionários de empresas privadas, que não possuem este tipo de benefício, a fim de descobrir, sob o ponto de vista desses empregados, que atributos julgam ser mais importantes, na criação de um plano de previdência privada.
This research aims to show to the modern business administrator which items to consider when planning and designing a private pension plan. This sort of fringe benefit has had its relevance increased due to an everyday more competitive work market searching for and seeking to retain human talent. The persons with these talents have the conscience that the State Pens ion Plan (INSS) can not be their only financial source during retirement. The study shows and compares a set of different types of pension plans available today in Brazil and their more important characteristics. New trends in pension plan designing are also indicated to adapt to a globalized work market. Interviews were made with Brazilian professionals as part of the research to prove, in practice, theory about pension plans. Subsequently, results of exploratory research, made with employees that don't ha ve this kind of benefit, are shown. The goal is to point out the most important attributes of a private pension plan, from their point of view.
Este trabajo pretende mostrar, al administrador de empresas moderno, qué puntos considerar al planificar y montar un plano de pensión privada. Este tipo de beneficio espontáneo ha ganado relevancia en un mercado de trabajo cada vez más acirrado en la búsqueda y retención de talentos, pués está consciente de que el Estado no puede ser la única fuente de recursos en la fase de retiro. La investigación muestra y compara diversas modalidades disponibles en Brasil y sus aspectos más importantes. Se indican también las tendencias, en la creación de nuevos planos, que atienden a las necesidades de un mercado globalizado.
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Lafrenz, Lu Ann. „Performance analysis : hospitality industry employers' perceptions of their limited English proficient employees /“. The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487687485807402.
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Jankowski, Jon. „Employee assistance programs : supervisors' and managers' interventions with impaired employees and colleagues“. Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1063201.
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In efforts to facilitate the utilization of EAPs and access to EAP services, traditional supervisory referral processes have trailed behind increased worker needs. EAP purchasers (e.g., employers), therefore, have demanded improving penetration rates of impaired employees in their workplaces. More specifically, there is a need for increased access to EAP services and resources for workers throughout organizations. Given this pragmatic marketplace objective and a gap in EAP research concerning supervisory interventions, this study examined various aspects of the supervisor-troubled employee identification and intervention process. It was thought that there are a variety of alternative helping strategies that supervisors' enact, along with initiating an EAP referral. It was also assumed that these helping strategies might be more appropriate and/or effective for different members of the workplace.Because most previous EAP research investigated front-line supervisors and staff, there has been limited data on other workplace populations. In Part One of this project, therefore, actual supervisors (N = 34) from various positions in the organizational hierarchy were recruited to systematically identify a range of potential actions that managers might employ with troubled workers. After establishing content validity and reliability for five identified actions (Modify Relationships, Contact Professionals, Informal Discipline, Formal Discipline, & Support), these supervisory strategies were used as dependent measures in Part Two of this study.More specifically, in Part Two of this project, supervisors' beliefs about and potential actions taken with impaired employees were investigated. Supervisors (N = 91) from all levels of the organizational hierarchy of a large Midwestern hospital served as participants. Supervisors were asked to rate their likelihood of utilizing the five specific strategies in response to hypothetical troubled workers or colleagues. Unlike many previous studies that typically focused on substance abuse problems, the current project presented participants with hypothetical employees who displayed a variety of personal difficulties.Hypotheses for this study were based on Bayer and Gerstein's Bystander-Equity Model of Workplace Helping Behavior (1988a). MANOVA results, in general, supported this Model and suggested that supervisors varied in their potential actions with impaired employees as a function of their position in their organization's hierarchy. Managers also differed, in part, in their responses to troubled workers and colleagues. No significant differences were found, however, with respect to supervisors' beliefs about behaviors indicative of problem staff members.Organizational, clinical, and research implications are offered. Finally, along with discussing corporation's expectations for cost-efficient and effective EAP services, proactive roles for EAP professionals and consultants are described.Department of Counseling Psychology and Guidance Services
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Johnson, Catherine. „EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES“. Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2981.
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Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two types of employees: salaried and hourly. This study focuses on hourly employees, and their subdivision: tipped employees. For the purpose of this research hourly employees shall be defined as employees that depend on their hourly wage as their main source of income and tipped employees shall be defined as employees that depend on the receipt of tips as their main source of income. The purpose of this study desires to provide practitioners in the restaurant industry a comparison and analysis of employee motivation between the two employment groups and their level of organizational commitment. After formulating a thorough research review, a questionnaire instrument was assembled. The sample for this study was a convenience sample consisting of 104 restaurant hourly tipped and non-tipped, front of the house personnel employed in a single branded, national restaurant chain located in the metropolitan area of Orlando, Florida. The research instrument was a survey questionnaire instrument comprised of three sections: 1.) twelve motivational factors derived from Kovach (1995), 2.) nine questions from the reduced OCQ from Mowday, Steers, and Porter (1979), and a section concerning demographic information of gender, age, race, education level, marital status, job type and tenure in the industry. Results from the study revealed that firstly, all of the employees in this thesis study felt that management loyalty was the most important motivating factor; secondly, intrinsic motivation factors were more important to non-tipped hourly employees; thirdly, gender had a strong influence in half of the motivating factors; fourthly, promotion and career development was found to be more important to non-tipped employees; lastly, overall mostly medium positive relationships were found between employee motivation and organizational commitment. Implications, limitations, and suggestions for future research are discussed in the final chapter.M.S.
Rosen College of Hospitality Management
Hospitality and Tourism Management
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Dixon, Sherry Ann. „Retention of Information Technology Employees“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.
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Business leaders often realize greater profitability when they have strategies to retain IT
employees. However, the cost to replace IT employees creates significant challenges for
business leaders. Given the growing impact of technology on operational costs, retention
of IT employees is imperative. This exploratory single case study sought to identify the
strategies that leaders use to increase IT employee retention. The population was 6
leaders from a military organization in Norfolk, Virginia, responsible for the retention of
IT employees. Herzberg's two-factor theory was the conceptual framework for this study.
The data was collected from semi-structured interviews with 6 leaders along with
organization documents. Data analysis and methodological triangulation included
thematic analysis to identify 7 themes in the study. These 7 themes were quality of life,
telework, leadership, inclusion, and staying abreast of new technology. Implications for
social change include the potential for leaders to save money on recruitment and training.
It also includes organizations becoming profitable through better employee retention
strategies, and it adds to the body of knowledge that leaders could use to provide stable
employment opportunities to individuals. The retention rates among IT employees affect
individuals, families, communities, organizations, and the economy. Implementing
retention strategies may result in improving employee-employer relationships and
organizational profitability.
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Dawen, Kristina van. „Subjektorientierung in der soziologischen Organisationsberatung /“. Marburg : Tectum-Verl, 2007. http://deposit.d-nb.de/cgi-bin/dokserv?id=2991470&prov=M&dok_var=1&dok_ext=htm.
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Kenny, Candice Leigh. „Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape“. University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its staff. An employee assistance programme is designed to help employers manage issues of performance in the workplace. Employees manage the balance between work and personal pressures which have become increasingly part of daily life. Furthermore, the success of this programme depends on the flexibility it has according to the ever-changing needs of employees, organisations and society. The organisation in this study does not have formal assistance programmes in place to provide support to its employees who may have psychological difficulties. This study examines the need of an Employee Assistance Programme from the perception of both the employer and the employee and reveals that both groups have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in opinion, the evidence indicates that both employer and employee perceive there to be a great need for an EAP.
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Leone, Teresa A. „The manager's role in motivating employees for increased productivity and performance“. Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.
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Karas, Melissa M. „Recruitment and retention from a to z variables for all organizations to consider /“. Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Chirico, Kristina Eva Lewis Philip M. „Predicting objective measures of performance“. Auburn, Ala., 2005. http://hdl.handle.net/10415/1286.
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Busch, Andrew. „A critical analysis of research related to workplace retention, satisfaction and motivation of the millennial generation“. Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005buscha.pdf.
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Jones, Jason R. „Favorable treatment and perceived organizational support the influences of desire for control and need for cognition /“. Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 28 p, 2007. http://proquest.umi.com/pqdweb?did=1253511241&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Schouten, Theresa Lynn. „The impact recognition has on employees in the Human Resource Department at Bemis Company, Inc“. Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006schoutent.pdf.
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Prabhu, Veena P. „Understanding the effect of proactive personaility on job related outcomes in an organizational change setting“. Auburn, Ala., 2007. http://repo.lib.auburn.edu/07M%20Dissertations/PRABHU_VEENA_58.pdf.
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Hobson, Nicole DeJarnett Beyerlein Michael Martin. „Succession planning and situational engagement“. [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5168.
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Quartetti, Douglas A. „A Monte Carlo assessment of estimation in utility analysis“. Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29371.
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Everman, Molly. „Strategies to help subject matter experts become master trainers“. [Denver, Colo.] : Regis University, 2008. http://165.236.235.140/lib/MEverman2008.pdf.
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