Einloggen

Thematische Bibliographien / Employer organisations / Dissertationen

Um die anderen Arten von Veröffentlichungen zu diesem Thema anzuzeigen, folgen Sie diesem Link: Employer organisations.

Dissertationen zum Thema „Employer organisations“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 29. Juli 2025

Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an

Wählen Sie eine Art der Quelle aus:

Machen Sie sich mit Top-50 Dissertationen für die Forschung zum Thema "Employer organisations" bekannt.

Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.

Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.

Sehen Sie die Dissertationen für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.

1

Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

Der volle Inhalt der Quelle

Annotation:

The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dyn

APA, Harvard, Vancouver, ISO und andere Zitierweisen

2

Hassan, Fadomo, and Simon Gelin. "The role of employer branding onemployee retention. : A study regarding bank organisations abilities to keep current employees." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-86220.

Der volle Inhalt der Quelle

Annotation:

The Swedish banking industry is constantly exposed to changes, mainly due to the revolutionof digitalisation. Mobilisation is another factor which affects the industry mainly by challengingemployers. The supply in the labour market has increased markedly and the needs of employeesare ever changing. With a wider range of employers to choose from, the efforts to meet theneeds of employees are more important than ever before. It is, therefore, important thatorganisations find ways to distinguish themselves from its competitors. Handelsbanken is oneof Sweden's largest organisations in the bank ind

APA, Harvard, Vancouver, ISO und andere Zitierweisen

3

Ilic, Josefin, and Matilda Tranell. "What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations." Thesis, KTH, Industriell Marknadsföring och Entreprenörskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230625.

Der volle Inhalt der Quelle

Annotation:

Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a

APA, Harvard, Vancouver, ISO und andere Zitierweisen

4

Gustafsson, Linda, and Emma Wernersson. "Attraktiva fördelar : - en undersökning om en privat organisations arbete med employer branding, arbetsgivarvarumärke och EVP." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-25777.

Der volle Inhalt der Quelle

Annotation:

Ökande konkurrens mellan företag har gjort att det blir allt viktigare att profilera organisationen som en attraktiv arbetsgivare för att på så sätt kunna attrahera kompetent personal så att företaget kan bibehålla positionen på marknaden.Studiens syfte har varit att få kunskap om hur processerna kring arbetsgivarvarumärket bedrivs, vilka fördelar som anställda uppfattar att en anställning i företaget innebär samt vad företaget behöver arbeta med för att attrahera framtida personal. 43 webbaserade enkäter med personalen, 12 enkäter med högskoleklass tillhörande målgruppen, 2 kvalitativa interv

APA, Harvard, Vancouver, ISO und andere Zitierweisen

5

Berg, Lydia, and Filippa Grankvist. ""Starka varumärken får kraft inifrån" : En kvalitativ fallstudie om internkommunikation kopplat till en organisations arbetsgivarvarumärke." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35893.

Der volle Inhalt der Quelle

Annotation:

Syfte: Syftet med denna uppsats studien är att få djupare förståelse för och kunskap om hur organisationen vi undersökt, hädanefter benämnt som Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna. Metod: Studien är en fallstudie som tillämpar en kvalitativ forskningsmetod med en tolkande ansats. Den första delen av empirin samlades in genom två stycken semistrukturerade intervjuer med personer som arbetar med kommunikation och HR inom Organisation X. Den andra delen var en kompletterande

APA, Harvard, Vancouver, ISO und andere Zitierweisen

6

Häll, Tina, and Madelene Åhlstrand. "Det centrala i en decentralisering : Hur en global organisations employer brand upplevs i och med en decentralisering." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24730.

Der volle Inhalt der Quelle

Annotation:

Syftet med denna studie var att på uppdrag av en global industriorganisation undersöka högskole- och universitetsstudenters upplevelse av organisationens externa employer brand vid en decentralisering. Studien byggde på åtta intervjuer med materialvetarstudenter, tillika potentiell framtida arbetskraft. Data analyserades utifrån en kvalitativ tematisk analysmetod. I resultatet framkom sex olika teman som enligt respondenterna är relevanta att ta hänsyn till vid en decentraliseringsprocess. Dessa sex teman är Ekonomi; Organisationsstruktur; Chefer och styrning; Kommunikation; Kultur och klimat

APA, Harvard, Vancouver, ISO und andere Zitierweisen

7

Carlén, Matilda, and Emma Röös. "Employer Branding : En organisations arbete med att bygga ett starkt arbetsgivarvarumärke och dess medarbetares stora betydelse." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-72430.

Der volle Inhalt der Quelle

Annotation:

Employer branding är idag av stor vikt för organisationer i samband med arbetet att bygga ett starkt arbetsgivarvarumärke som ska öka möjligheten att attrahera, utveckla och behålla medarbetare. Det handlar om att organisationer idag vill positionera sig som första valet för potentiella medarbetare och skapa associationer till sitt varumärke för att på så sätt öka sin attraktionskraft på arbetsmarknaden. Medarbetare ses idag som organisationers viktigaste resurs och har därför en stor betydelse i organisationers arbete med att stärka sitt arbetsgivarvarumärke och öka sin attraktivitet. Detta ä

APA, Harvard, Vancouver, ISO und andere Zitierweisen

8

Wärefors, Linnea, and Sanna Clewebrink. "Att växa så det knakar : En studie om den organiska tillväxtens påverkan på en organisations identitet." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376972.

Der volle Inhalt der Quelle

Annotation:

Denna studie studerar hur organisk tillväxt påverkar en stor organisations identitet och vidare hur den organiska tillväxten påverkar samspelet mellan organisationens identitet och ett företags medarbetarerbjudande. För att undersöka studiens syfte har en fallstudie genomförts på ett stort teknikkonsultföretag som uteslutande vuxit genom organisk tillväxt. Åtta semistrukturerade intervjuer har genomförts med anställda på företaget, detta för att fånga de karaktärsdrag som kan illustrera teknikkonsultföretagets identitet. Empirin visar att följande fem karaktärsdrag: före

APA, Harvard, Vancouver, ISO und andere Zitierweisen

9

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

Der volle Inhalt der Quelle

Annotation:

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

APA, Harvard, Vancouver, ISO und andere Zitierweisen

10

Lester, Daliwonga Byron. "Employee participation in decision making in the mining sector." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4276.

Der volle Inhalt der Quelle

Annotation:

Magister Philosophiae - MPhil<br>The main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts

APA, Harvard, Vancouver, ISO und andere Zitierweisen

11

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.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

12

Stokes, Lorraine. "'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.

Der volle Inhalt der Quelle

Annotation:

Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981). The goal of this thesis project wa

APA, Harvard, Vancouver, ISO und andere Zitierweisen

13

Sher, Jordan. "Understanding how qualifying-year accounting students construe potential employers when making employer-choice decisions." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33022.

Der volle Inhalt der Quelle

Annotation:

This study explores how Postgraduate Diploma of Accounting (PGDA) students at the University of Cape Town consider potential employers when making employer-choice decisions. Kelly's Repertory Grid technique was employed during structured interviews with twelve (N = 12) PGDA students. Perceptions about potential accounting employers varied across the participants. Investec and Nedbank, both of which are Banks, were construed similarly for 11 out of 12 participants. On average, three of the Big Four auditing firms were mostly construed similarly, namely EY, PwC and Deloitte, with KPMG construed

APA, Harvard, Vancouver, ISO und andere Zitierweisen

14

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.

Der volle Inhalt der Quelle

Annotation:

Magister Commercii (Industrial Psychology) - MCom(IPS)<br>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 s

APA, Harvard, Vancouver, ISO und andere Zitierweisen

15

Izard, Sabine. "Les accords d'entreprise ou de groupe à caractère transnational." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020050.

Der volle Inhalt der Quelle

Annotation:

La mondialisation de l’économie modifie les rapports sociaux. Face au poids grandissant des firmes multinationales, les organisations syndicales s’organisent au niveau international. De nouvelles stratégies de contre-pouvoir émergent dont les accords transnationaux d’entreprise ou de groupe sont le fruit. Résultats d’une négociation spontanée entre des acteurs dont la légitimité reste à prouver, ces accords aménagent les rapports sociaux dans les entreprises et les groupes à caractère transnational et édictent des règles de travail pour les salariés qui les composent, voire au-delà. D’abord en

APA, Harvard, Vancouver, ISO und andere Zitierweisen

16

Burns, Richard A. "Exploring the effects of employee and organisational characteristics on two models of employee well-being within an organisational health research framework." University of Southern Queensland, Faculty of Education, 2008. http://eprints.usq.edu.au/archive/00006182/.

Der volle Inhalt der Quelle

Annotation:

[Abstract]Research within clinical, organisational and community contexts, generally equates an individual’s sense of well-being with the absence of adverse psychological states.More recently, proponents of ‘positive psychology’ have drawn attention to positive affective states, like happiness and joy. The focus on affective states relates to a Subjective Well-Being (SWB) approach to well-being. In contrast, a Psychological Well-Being (PWB) approach considers the role of mastery and efficacy beliefs, asense of autonomy and positive relatedness with others, as separate dimensions that are relat

APA, Harvard, Vancouver, ISO und andere Zitierweisen

17

Grice, Tim. "Employee identification in organisations : where employees hang their hats and why it matters /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18517.pdf.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

18

Poisat, Paul. "A critical analysis of organisational strategies for employee engagement." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/466.

Der volle Inhalt der Quelle

Annotation:

Organisations are continuously searching for ways to increase their competitiveness as a means to survive in the global economy. More recently approaches have focused on the role that people perform in bringing about competitive advantage. Research indicates that engaged employees contribute vastly to the financial bottom-line of the organisation (see section 3.2.2). The research problem in this study was to identify strategies that organisations can use to engage their employees. To achieve this objective a theoretical employee engagement model was presented. The presentation of the theoretic

APA, Harvard, Vancouver, ISO und andere Zitierweisen

19

Åhlin, Fabian, and Johan Österholm. "Employer Branding - Att matcha person med organisation : En empirisk studie om hur employer branding påverkar organisationers möjligheter att attrahera och behålla personal." Thesis, Stockholms universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-143103.

Der volle Inhalt der Quelle

Annotation:

Due to the current competition in the labour market, organizations are forced to take actions if they are to stay competitive. Employer branding is a competitive strategy that have skyrocketed in practice in recent years. In the academic literature, the concept of employer branding is also fairly new which explains the lack of research on the subject. With empirical support, we have studied an overlooked aspect of the recruitment process that we think is important from the basis of the employer branding activities that organizations today are involved in. Failed recruitments are today a growin

APA, Harvard, Vancouver, ISO und andere Zitierweisen

20

Milne, Claire. "Employees' experience of job satisfaction within a successful organisation." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.

Der volle Inhalt der Quelle

Annotation:

In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2

APA, Harvard, Vancouver, ISO und andere Zitierweisen

21

Dove, Jean Tracy. "Establishing effective organisational coaching strategies." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/496.

Der volle Inhalt der Quelle

Annotation:

To enable a business to grow and to uplift the economic and social development of its employees, it is vital that skills are provided to individuals. Businesses today strive to retain employees, as their skills learnt, prove to be a valuable asset that takes years to replace. For this reason, all means available are utilised to retain employees in the workplace. The term coaching is a relatively newcomer to the world of business and is seen to take a holistic view of the individual and focuses on work, corporate values, personal needs and career development. The main objective of this study wa

APA, Harvard, Vancouver, ISO und andere Zitierweisen

22

Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

Der volle Inhalt der Quelle

Annotation:

Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvem

APA, Harvard, Vancouver, ISO und andere Zitierweisen

23

Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

Der volle Inhalt der Quelle

Annotation:

Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement

APA, Harvard, Vancouver, ISO und andere Zitierweisen

24

Vargas, Anamaria, and Pietro Antonio Negro. "Driving organisational culture change for sustainability. Employee engagement as means to fully embed sustainability into organisations." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21729.

Der volle Inhalt der Quelle

Annotation:

When integrating sustainability, companies are often overlooking the changes needed in their organisational culture. This hinders organisations’ core business to efficiently embed sustainability and dooms corporate sustainability initiatives to be superficial. A possible solution is for organisations to develop a sustainability- oriented organisational culture that engages employees with the sustainability change and that develops a leadership supportive of the engagement of their employees. As a result, this thesis aims at exploring how organisations can change their organisational culture in

APA, Harvard, Vancouver, ISO und andere Zitierweisen

25

Nqubane, Rirhandzu Milder. "Organisational support, role clarity, job insecurity and organisational commitment of employees in a petrochemical organisation / Rirhandzu Milder Nqubane." Thesis, North-West University, 2008. http://hdl.handle.net/10394/686.

Der volle Inhalt der Quelle

Annotation:

Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to improve their commitment to the organisation. The objective of this study was to determine the relationshi

APA, Harvard, Vancouver, ISO und andere Zitierweisen

26

Eneroth, Madeleine, and Maria Grüner. "Så blir organisationer attraktiva arbetsgivare för nyutexaminerade studenter : En kvalitativ studie om employer branding." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43657.

Der volle Inhalt der Quelle

Annotation:

Syftet med studien var att undersöka hur anställda som arbetar med employer branding i Jönköpings Län upplever arbetet, samt hur de arbetar med att attrahera och rekrytera högskolestudenter efter examen. Studien var av en kvalitativ ansats och underlaget utgjordes av semistrukturerade intervjuer. Ett kriteriebaserat urval applicerades och totalt deltog femton respondenter fördelade på tio organisationer. Det insamlade materialet analyserades genom tematisk analys och resulterade i tre huvudteman: Avsaknad av övergripande employer branding-strategi, frustration och individanpassat jobberbjudand

APA, Harvard, Vancouver, ISO und andere Zitierweisen

27

Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.

Der volle Inhalt der Quelle

Annotation:

The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake toleranc

APA, Harvard, Vancouver, ISO und andere Zitierweisen

28

Md-Zain, Ali-Yusob. "Quality of worklife and organisational commitment : a study of non-supervisory employees in Malaysian organisations." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21511.

Der volle Inhalt der Quelle

Annotation:

Organisational commitment has been suggested as a function of the degree of integration and congruence of individual and organisational goals and values. The more employees can satisfy their needs through work, the more they will be committed to an organisation. The organisational conditions that influence such need satisfaction are generally known as quality of worklife (QWL). The purpose of the study was to examine the relative importance and perceived presence of factors associated with QWL, their relationships with organisational commitment (OC), and demographic patterns of their relations

APA, Harvard, Vancouver, ISO und andere Zitierweisen

29

Sitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness." Thesis, Curtin University, 2008. http://hdl.handle.net/20.500.11937/1092.

Der volle Inhalt der Quelle

Annotation:

This research considers the organisational factors and processes that impact on knowledge retention and subsequent perceptions of organisational effectiveness during downsizing/restructuring events. By exploring these relationships, the research seeks to help organisations facing downsizing/restructuring to identify best practices to support employees during the process and achieve positive organisational outcomes. The thesis presents a detailed review of the literature in the field of downsizing and organisational restructuring, together with knowledge, knowledge sharing and organisational ef

APA, Harvard, Vancouver, ISO und andere Zitierweisen

30

Knox-Davies, Barrie. "The extent to which a learning organisation culture influences employee engagement in two service based organisations in the property sector of South Africa." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23452.

Der volle Inhalt der Quelle

Annotation:

Increasingly the competitiveness of organisations will depend on the level of service and quality of experience offered by the employees of the organisation. In short, it is the employees within an organisation that define how successful the organisation can be to the market. The opportunity to outperform competitors lies in the ability to innovate quicker, respond faster and better understand the needs of the consumer, in so doing, becoming the organisation that creates the next trend rather than follow it. The key to achieving outstanding performance, driving both bottom-line revenue and sus

APA, Harvard, Vancouver, ISO und andere Zitierweisen

31

Coomer, Karen. "Work ability as a risk marker of employee health and organisational effectiveness in four UK manufacturing organisations." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/44382/.

Der volle Inhalt der Quelle

Annotation:

Work ability (WA) concerns a worker’s capacity to manage their job demands in relation to their physical and psychological resources. Over the last decade, the WA construct and its associated measurement instrument, the Work Ability Index (WAI), have become established within occupational health practice in several countries, particularly within Scandinavia. One consequence of this is that occupational health researchers have begun to utilise WA in the prediction of worker health and operational effectiveness outcomes. Anecdotal evidence suggests that occupational health professionals in the U

APA, Harvard, Vancouver, ISO und andere Zitierweisen

32

Steel, Lara. "Employee retention in cross-cultural workplaces: Exploring the experience of Aboriginal employees in mainstream Australian organisations." Thesis, Steel, Lara (2017) Employee retention in cross-cultural workplaces: Exploring the experience of Aboriginal employees in mainstream Australian organisations. Masters by Coursework thesis, Murdoch University, 2017. https://researchrepository.murdoch.edu.au/id/eprint/45267/.

Der volle Inhalt der Quelle

Annotation:

Employment is linked to a variety of positive wellbeing outcomes and many initiatives have been introduced to support and increase Aboriginal engagement in the workforce. However, employment and retention rates for Aboriginal employees are disproportionately lower than the mainstream Australian population. This qualitative study investigates the lived experiences of 10 Aboriginal participants who have been employed in mainstream Australian workplaces. Through semi-structured interviews, the findings highlight the complexity of the cross-cultural workplace; indicating that mainstream views of w

APA, Harvard, Vancouver, ISO und andere Zitierweisen

33

Mncunzwa, Gcobisa. "Exploring employees' need for the development of an employee assistance programme at a welfare organisation." Thesis, University of Fort Hare, 2017. http://hdl.handle.net/10353/5554.

Der volle Inhalt der Quelle

Annotation:

The study was conducted in order to determine the employee needs for an employee assistance programme in a welfare organisation in East London, Eastern Cape. This study was born out of a need from the management of this welfare organisation in East London who identified a need for an employee assistance Programme (EAP) within their organisation. According to management, there was a decline in productivity, and high stress levels due to high caseloads and societal demands (Leeuw, May 15, 2015). The theoretical framework that guided this research was systems theory. The rationale for using syste

APA, Harvard, Vancouver, ISO und andere Zitierweisen

34

Foot, Kirsten Joan. "An exploration of factors that impact on levels of employee satisfaction and organisational performance : an organisational diagnosis." Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1007951.

Der volle Inhalt der Quelle

Annotation:

Organisations today, regardless of their function, exist in an environment that is characterised by change. In order to maintain a competitive advantage it is vital that organisations manage such change and are sensitive to their human resource. It is imperative for organisations to understand and explore the factors that impact on employee satisfaction and overall organisational performance. The hospitality industry is an industry that is notorious for low levels of pay and long working hours, and often dissatisfied employees. This research focused on a hotel, that is part of an international

APA, Harvard, Vancouver, ISO und andere Zitierweisen

35

Sitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness." Curtin University of Technology, Curtin Graduate School of Business, 2008. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=18868.

Der volle Inhalt der Quelle

Annotation:

This research considers the organisational factors and processes that impact on knowledge retention and subsequent perceptions of organisational effectiveness during downsizing/restructuring events. By exploring these relationships, the research seeks to help organisations facing downsizing/restructuring to identify best practices to support employees during the process and achieve positive organisational outcomes. The thesis presents a detailed review of the literature in the field of downsizing and organisational restructuring, together with knowledge, knowledge sharing and organisational ef

APA, Harvard, Vancouver, ISO und andere Zitierweisen

36

Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

Der volle Inhalt der Quelle

Annotation:

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.<br>Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape

APA, Harvard, Vancouver, ISO und andere Zitierweisen

37

Borghi, Paolo. "Self-employed collective representation." Doctoral thesis, Humboldt-Universität zu Berlin, 2020. http://dx.doi.org/10.18452/22017.

Der volle Inhalt der Quelle

Annotation:

Diese Arbeit untersucht in einer vergleichenden Perspektive das neu entstehende Feld der Vertretung der Selbständigen in Italien und Deutschland. Dabei stehen sowohl die traditionellen als auch die neuen Organisationen und ihre Vertretungsstrategien im Mittelpunkt. Der theoretische Ansatz basiert auf der Idee, dass sowohl die neuen als auch die traditionellen Organisationen in das gleiche neu entstehende strategische Handlungsfeld eingebunden sind (Fligstein & McAdam, 2012). Der Begriff des Feldes wird ausgehend von der bahnbrechenden Arbeit von Pierre Bourdieu über den theoretischen Ansatz, d

APA, Harvard, Vancouver, ISO und andere Zitierweisen

38

Cutajar, Beverly. "The impact of organisational culture on the management of employees' talents : the case of Maltese ICT organisations." Thesis, University of Leicester, 2013. http://hdl.handle.net/2381/28229.

Der volle Inhalt der Quelle

Annotation:

Organisational culture is one key phenomenon that was investigated both in comparative ways as well as an influence on various management mechanisms and systems, in academic and practitioner literature. Talent management is one such mechanism that has attracted debate in practitioner domains, although academic research is lacking. This study investigates the effect of organisational culture on employee talent management, taking the case of Malta based ICT companies. It includes a review of literature about organisational culture and structure, agency and talent management, exploring gaps in li

APA, Harvard, Vancouver, ISO und andere Zitierweisen

39

Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.

Der volle Inhalt der Quelle

Annotation:

Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead t

APA, Harvard, Vancouver, ISO und andere Zitierweisen

40

Ifabua, A. "Effects of organisational policies and practices on job satisfaction among employees of international non-governmental organisations (INGOs)." Thesis, Nottingham Trent University, 2009. http://irep.ntu.ac.uk/id/eprint/348/.

Der volle Inhalt der Quelle

Annotation:

Since International Non-Governmental Organisations (INGOs) gained United Nations’ recognition in the 1950s, they have continued to grow in stature as key global players. Consequently, a lot of research attention has been devoted to the global influence of INGOs and the management challenges that they face. Despite steady increase in the number of research publications that focus on a wide range of INGO issues, employee job satisfaction has yet to receive serious research attention. This study seeks to fill that gap by examining forms and levels of job satisfaction among INGO employees in the U

APA, Harvard, Vancouver, ISO und andere Zitierweisen

41

Leung, Wei Lue. "Individualism, organisational identification and performance : evidence from Southern China." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/632.

Der volle Inhalt der Quelle

Annotation:

Applying the theoretical perspective of organisational identification (OI), in this thesis I explore how rising individualistic cultural values (ICVs) of employees affect their work performance in service industry of South China. I consider leader-member exchange (LMX) and its moderating effect on the association between rising ICVs and OI of employees, which may affect their performance. The hypotheses are tested using data collected from a large Hong Kong owned organisation in the hospitality industry in South China. The data show that ICV has a negative relationship with OI, which in turn c

APA, Harvard, Vancouver, ISO und andere Zitierweisen

42

Bempong, Bernard Franklin. "The impact of leadership and a series of organisational factors on employee performance : a survey of organisations in Ghana." Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/377610/.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

43

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.

Der volle Inhalt der Quelle

Annotation:

Masters of Commerce<br>Organisations 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 ar

APA, Harvard, Vancouver, ISO und andere Zitierweisen

44

Martin, Angela Jayne, and n/a. "Employee Adjustment During Organisational Change: The Role of Climate, Organisational Level and Occupation." Griffith University. School of Applied Psychology (Health), 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20031003.090413.

Der volle Inhalt der Quelle

Annotation:

The present studies were designed to advance theoretical understanding of employee adjustment during organisational change. There were two broad aims of the thesis. Firstly, the role of organisational climate factors in facilitating employee adjustment during change was examined by testing models based on Lazarus and Folkman's (1984) cognitive-phenomenological account of stress and coping processes. In particular, the concept of coping resources was expanded to examine organisational factors rather than individual attributes. Secondly, the extent to which organisational sub-groups differ i

APA, Harvard, Vancouver, ISO und andere Zitierweisen

45

Hadzic, Benjamin, and Soto Cristian Valdes. "Employer Branding : En jämförande studie kring fem organisationers employer bradning-arbete i Sverige." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-11288.

Der volle Inhalt der Quelle

Annotation:

Sammanfattning Titel: Employer branding – En jämförande studie kring fem organisationers employer bradning-arbete i Sverige. Avdelning: Institutionen för handel och företagande, Högskolan i Skövde Författare: Hadzic, Benjamin & Valdes Soto, Cristian Handledare: Christer Thörnqvist Sidor: 1-78 Datum: 2015-05-22 Ämnesord: Employer branding, arbetsgivarvarumärke, organizational commitment, organisationsidentitet, organisationskultur Bakgrund: Employer branding har varit på frammarsch under senare år då arbetskraftens preferenser till stora delar har förändrats tillsammans med en allt

APA, Harvard, Vancouver, ISO und andere Zitierweisen

46

Maierhofer, Naomi Iris. "Linking group values with employee outcomes in organisations /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17963.pdf.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

47

au, judith marquis@argylediamonds com, and Judith Marquis. "Factors influencing employee perceptions of trust within organisations." Murdoch University, 2002. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20071218.113552.

Der volle Inhalt der Quelle

Annotation:

Trust is a complex concept and our understanding of what creates, sustains and builds trust within organisations is variable. The purpose of this study was to examine the antecedent factors influencing employee perceptions of trust in organisations, and this was achieved by aggregating qualitative trust data gathered from four surveys conducted in two related mining companies. Analyses of questions that referred to trust in the 'company', produced one set of factors which described generalised leader behaviours and characteristics that influence employee perceptions of trust in leaders throug

APA, Harvard, Vancouver, ISO und andere Zitierweisen

48

Magrath, Irene Elizabeth. "Wool textile employers' organisations : Bradford c.1914-1945." Thesis, University of Hull, 1991. http://hydra.hull.ac.uk/resources/hull:11174.

Der volle Inhalt der Quelle

Annotation:

Few historians have written in any detailed form about the widespread development of employers' organisations which took place from the later decades of the nineteenth century, and formed the basis of those which exist in all British industries today. The work which has been done on them has largely focused upon industrial or governmental relations. None of the studies has addressed the phenomenon of employer organisation itself, or explored the more general question of what precisely it is that employers' organisations do. Nevertheless, some far-reaching conclusions have been made about them.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

49

Marquis, Judith. "Factors influencing employee perceptions of trust within organisations." Thesis, Marquis, Judith (2002) Factors influencing employee perceptions of trust within organisations. Professional Doctorate thesis, Murdoch University, 2002. https://researchrepository.murdoch.edu.au/id/eprint/178/.

Der volle Inhalt der Quelle

Annotation:

Trust is a complex concept and our understanding of what creates, sustains and builds trust within organisations is variable. The purpose of this study was to examine the antecedent factors influencing employee perceptions of trust in organisations, and this was achieved by aggregating qualitative trust data gathered from four surveys conducted in two related mining companies. Analyses of questions that referred to trust in the 'company', produced one set of factors which described generalised leader behaviours and characteristics that influence employee perceptions of trust in leaders thro

APA, Harvard, Vancouver, ISO und andere Zitierweisen

50

Ajayi, Oluseyi M. "The impact of employee ambidexterity on organisational and marketing innovations : organisational context for exploiting the present and exploring for the future." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12562.

Der volle Inhalt der Quelle

Annotation:

Research studies on innovation tend to focus more on Process and Product Innovations (PPIs), while both Organisational and Marketing Innovations (OMIs) have been under-researched. The lack of prior research on these non-technological innovations has been attributed to poor data availability. Theoretical opinions show that OMIs could be necessary prerequisites needed to optimally utilise and deploy these PPIs. Organisational Ambidexterity (OA) has emerged to be crucial in achieving long-term organisational success. Ambidexterity in an organisational context refers to the ability to concurrently

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Wir bieten Rabatte auf alle Premium-Pläne für Autoren, deren Werke in thematische Literatursammlungen aufgenommen wurden. Kontaktieren Sie uns, um einen einzigartigen Promo-Code zu erhalten!