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1
Hein, Douglas. „Technology Readiness and Job Satisfaction“. Xavier University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1576620948807811.
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Orozco, Danielle Marie. „JOB READINESS OF SOCIAL WORKERS SERVING INDIVIDUALS WITH DEVELOPMENTAL DISABILITIES“. CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/809.
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The present study explored advance year Master of Social Work (MSW) candidates and graduated social workers perceived preparedness to serve individuals with developmental disabilities (DD). There has been minimal of studies that have explored perceived preparedness in serving individuals with DD, more specifically in the field of social work. Due to the lack of research on the topic and the recent growth of the DD population, the present research was an exploratory project that utilized qualitative techniques. Data was collected through face-to-face interviews that analyzed advance year Master of Social Work candidates and graduated social workers perceived preparedness serving individuals who are developmentally disabled. The findings of this study suggested that Master of Social Work candidates and graduated social workers are not prepared to serve the DD population. Based on the qualitative analyses, four themes emerged about social workers serving the DD population. The implications of this study include the need for reevaluation of the Council on Social Work Education accreditation standards and ethical standards put forth by the National Association of Social Workers (NASW).
3
MacDonnell-Scott, Jodi. „Preparing for the contemporary workforce, planning a job readiness workshop for trades students“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0015/MQ53615.pdf.
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Munoz, Jr Donaciano. „The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands A Case for Physical Ability Testing“. Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/17425.
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Approved for public release; distribution is unlimitedThe military screening process entails meeting general physical and cognitive standards and then primarily matching candidates with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. An online survey was used to explore the perceived relationship among personnel readiness, job performance and work demands for Boatswains Mates (BM) and Damage Controlmen (DC). This study explored four research questions to evaluate physical ability testing. Descriptive statistics showed that the participants had a wide range of experience levels. The results from the logistic model indicated no factors were significant of evaluation trait averages. The chi-square tests showed a difference in level of physical demands in three different modes of operations for both BMs and DCs. Both groups support the use of a physical ability testing in the selection process for job placement. Efforts to develop a physical ability test for use in the selection process, a physical remediation program for those who do not meet the standards, as well as a maintenance program to verify personnel still meet physical abilities are recommendations that should be considered for future research.
5
Bäckelie, Anna. „Leadership Style and Readiness Requirement in Job Advertisements : Exploring gender differences in wording appeal within technological corporate culture“. Thesis, Uppsala universitet, Institutionen för psykologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-353990.
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Organizational leadership is predominantly male, even after decades of effort to even out this gap. The gender gap in corporal leadership was here assessed by investigating the possible effect of job advertisement configuration. Requesting a democratic or autocratic leadership style and high or low level of readiness for the leadership position in job advertisements was hypothesized to affect their appreciated appeal differently depending on the reader’s gender. A democratic leadership style and a low level of readiness requirement was thought to appeal more to women. Additionally, an effect of nearness to a manager of the same sex on the appreciated likelihood of applying for a leadership position was investigated, in line with the theory of same-sex role models. Seventy-nine male and seventy-seven female employees from a technical department within a global industrial company were included in the study where they rated manipulated company job advertisements’ appeal and filled out a survey. The results revealed no gender difference in the employees’ appeal ratings depending on the two variables. No difference in likelihood of applying for a leadership position was found, regardless of same-sex managerial nearness. The unique characteristics of the sample used induces a discussion of when advertisement wording matters and matters not.
6
Yu, Chien. „A Study of the Relationships Between the Self-Directed Learning Readiness and Job Performance for High School Principals“. The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392022831.
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Yu, Chien. „A study of the realtionships between the self-directed learning readiness and job performance for high school pricipals /“. The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487951214938951.
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8
Baxter, Lynn Z. (Lynn Zander). „The Association of Self-Directed Learning Readiness, Learning Styles, Self-Paced Instruction, and Confidence to Perform on the Job“. Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc935689/.
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Learning styles and readiness for self-directed learning were identified for 125 adult employees enrolled in self-paced training courses. The success of the self-paced instruction was measured by confidence to perform learned skills on the job. Confidence scores were compared across learning style types and self-directed learning readiness. It was concluded that self-paced training programs can be effective for a variety of learning style preferences. Additionally, adult employees who are highly self-directed will experience greater success in self-paced instruction than those less self-directed. The implication for businesses and academic institutions seeking to employ technology based, self-instructional programs is that a return on investment can be maximized by an examination of the target audience. Training programs which are self-paced may not generate the desired success which will translate into effective job performance for those adults who are not ready for self-directed learning.
9
Ethington, Robert A. „Learning to lead modifying members' psychological and job readiness levels to lead new and existing ministries through situational leadership training /“. Theological Research Exchange Network (TREN), 1992. http://www.tren.com.
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10
Knight, Ruth L. „Organisational culture, change readiness and retention : a human services perspective“. Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/76279/1/Ruth_Knight_Thesis.pdf.
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The Third Sector is experiencing unprecedented change as nonprofit organisations pursue their mission, organisational excellence and sustainability. This research collected data from employees of Australian nonprofit human service organisations. Instruments to measure organisational culture and change readiness were validated. The relationships between perceptions of organisational cultures, change readiness, job satisfaction and intentions to leave were explored. Findings indicate flexible organisational cultures influence employee attitudes more positively than control cultures. It identified that leaders have a significant role to play in developing and fostering change readiness and job satisfaction. This improves employees' adaptation to change, increases staff retention and organisational sustainability.
11
Gaetan, Mourmant. „How and Why do IT Professionals Leave their Salaried Employment to Start a Company?“ Digital Archive @ GSU, 2010. http://digitalarchive.gsu.edu/cis_diss/38.
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Retaining IT employees help them finding a path to entrepreneurship or even investing in spin-offs created by their employees (i.e. future entrepreneurs) is essential for the vitality of the economy. The objective of this thesis is to answer the following research question: “why and how do IT professionals3 decide to quit their salaried employment to start a business?” We do so by proposing a theory related to the under researched area of IT entrepreneurial turnover. The first chapter clarifies the unfolding model (Lee et al., 1999), so that it could be used with confidence (e.g. shock and image violation). The second chapter proposes one new core category, i.e. the Readiness to Quit (RTQ) which is divided into two types, the current RTQ and the Necessary Configuration to Quit (NCQ). We integrate them in a conceptual framework including the context, a chronology and the compatibility test between the current RTQ and the NCQs indicating that the IT professional is ready to quit. The last chapter proposes a second core category, IT Entrepreneurial Epiphany, which connect the shock and the image violations with the current RTQ. The IT Entrepreneurial Epiphany is composed of five lower-level concepts: Business, playing the game; Risk reduction; Timing; Context and opportunity; and finally long-term reason for becoming an entrepreneur. Finally, we discuss the enrichment of the conceptual framework resulting from these new core categories. In sum, we contribute to the research by proposing two core categories embedded in a rich conceptual framework.
12
Shah, Naimatullah. „Determinants of employee readiness for organisational change“. Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.
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Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.
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Bollar, Suzanne L. „The impact of organization culture on employee work attitudes, readiness for change, and organizational performance“. Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/28970.
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McLawhon, Ryan. „Readiness scores as indicators of online faculty satisfaction“. Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc10987/.
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The purpose of this study was to determine the relationships between online readiness scores and online faculty job satisfaction. Online readiness was assessed using the Readiness for Education At a Distance Indicator (READI) assessment. The READI assessment tool incorporated the independent variables of learning preference, technical competency, technical knowledge, personal attributes, on-screen reading speed and comprehension, and typing speed and accuracy. Online faculty job satisfaction was assessed using the National Study of Postsecondary Faculty (NSOPF) job satisfaction questions. Analysis of variance was used to determine whether there was a difference in satisfaction based on individual instructor learning preferences. Correlation coefficients were used to analyze the relationships between the remaining independent variables and online instructor satisfaction. The sample population (N=110) consisted of online faculty members at Tarrant County College. Most of the statistical analyses revealed non-significant results at the .05 alpha level. However, a significant difference in satisfaction with equipment and facilities was found based on instructor learning preference. Additionally, a statistically significant negative correlation was found between online instructor technical competency and satisfaction with benefits.
15
Yeh, Yi-Ping, und 葉怡屏. „A Research of Readiness-for-Job Competencies for Ready-to-Graduate Students“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/68353943117244783941.
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碩士輔仁大學
國際經營管理碩士學位學程
101
The thesis is to research if the students to be graduated from University and Graduate school could have the abilities to do their jobs in the future workplaces. This research is aim for the readiness form ready-to-grade students. By literature filing to research the 16 different type indexes of the ready to jobs for graduates from universities and graduate schools This research is based on the questionnaire with the frame of awareness-motivation-capability from the competitive dynamic AMC method. There were 404 effective questionnaire collected in total. According to the collected data, this research implemented the factor analysis, average, standard deviation and t test of independent sample and One-Way ANOVA analysis, to precede all aspect construction, analyzing the difference for graduates from universities and graduate schools with different background. The analysis result revealed that, the readiness-for-Job competencies to jobs from students to be graduated can be divided into 5 different aspects as “The awareness of the importance in professional ability in workplaces,” “The awareness of importance in corrective attitude in workplaces,” “The capability of improving professional abilities in workplaces,” “The capability of improving, and accommodating to workplace;” and “The motivation of improving accommodating in workplaces.” Furthermore, we can divide these 5 aspects into two directions such as professional abilities and accommodating abilities. Moreover, this research analyzed the data regarding different backgrounds. Consequently, we found that there are gaps among the degree of completion of ready to work on board from students to be graduated in “different school categories,” “experiences of being a volunteers or not,” “experiences for practical training or not,” “experiences for working or not” and “different expects for workplaces.” Those who had experiences in being a volunteer, participating associations, local or overseas internship and part time jobs have higher readiness-for-Job competencies than students to be graduated who had never participated above events; therefore, this research suggest college students to join extracurricular activities to improve their competitive powers.
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嚴怡秀. „An Exploration of the Relationship Among Technology Readiness, Job Satisfaction and Service Quality of Employee Perception“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/85045161400812404621.
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碩士國立彰化師範大學
行銷與流通管理研究所
97
Recently, with technologies has been constantly developing, most of service organizations introduced technologies as auxiliary instrument for front line employees. Service organizations consider that new technologies could increase employee work efficiency and service quality of customer perception. Service organizations extremely rely on the interaction between front line employees and customer, and customer perceived service quality depend on the quality of interaction. Therefore, this study is to explore how to influence employee attitude and performance at work when service organizations introduced technologies. Relate to the studies of organizations introduced technologies, the main of perceived ease of use and perceived usefulness. In this study, we choose Technology Readiness Index which is presented by Parasuraman (2000) as measurement tool to measure front line employee technology readiness. To explore when service organizations introduced technologies, one of personality trait – technology readiness index how to effect job satisfaction and service quality of employee perception. This study used medical/non-medical personnel in the hospital industries as samples. The valid questionnaire has been collected in total 356, and then proceeded with regression analysis to examine the research hypothesis. The research findings are as follows: (1) technology readiness index has significantly influence on job satisfaction; (2) technology readiness index has significantly influence on service quality of employee perception; (3) job satisfaction has positively influence on service quality of employee perception significantly; (4) technology readiness index has indirectly influence on service quality of employee perception through job satisfaction, it means job satisfaction has mediation effect.
17
Lin, Wan-Ting, und 林琬婷. „The Influence of Organizational Change Readiness on Withdrawal Behavior - Exploring the Mediating Effect of Job Insecurity“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/99en9y.
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碩士淡江大學
會計學系碩士在職專班
106
Result from the impact of reducing birth in recent years, the enrollments of private schools at all level are insufficient. In order to achieve sustainable operation, the private schools must conduct organizational change. Therefore, teachers are supposed to generate reaction to the job insecurity. For the purpose, this study explores the influence of school organizational change readiness on the employee neglect and turnover intention of teachers, and explores the mediating effects of job insecurity. Data was collected from the 311 valid questionnaires of the private high school teachers those who work in north area. The results from hierarchical regression analysis were showed that school organizational change readiness had significantly negative relationships with job insecurity of teachers. Also job insecurity of teachers had significantly positive relationships with employee neglect and turnover intent. Job insecurity had no mediating effect on the relationship between school organizational change readiness and employee neglect of teacher. However, job insecurity was found that had complete mediating effect on the relationship between school organizational change readiness and turnover of teacher. In view of the above results, both theoretical and practical implications are discussed.
18
Chang, Ying-chen, und 張盈真. „A study of the relationship between teachers Self-Directed Learning Readiness and Job Satisfaction in Elementary School“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/99256723392079478145.
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碩士國立中正大學
成人及繼續教育所
97
The study was to discuss the relationship between teachers self-directed learning readiness and job satisfaction in Elementary School. The three main purposes are as follows： 1. Understand the current situation of the teachers self-directed learning readiness and job satisfaction in Elementary School. 2. Probe into the difference of perceptions between teachers self-directed learning readiness and job satisfaction in Elementary school with different background variables. 3. Analyze the relationship between teachers self-directed learning readiness and job satisfaction. To fulfill the purposes above, the study uses questionnaires to collect data. The sample consisted of teachers in public Elementary schools in Chiayi county. The measure tool was ”Questionnaire of teachers Self-Directed Learning Readiness and Job Satisfaction in Elementary school” . The samples of 45 Elementary Schools and 502 volunteers were surveyed and 460 sampling cases were valid. The results were analized by using descriptive statistic analysis, T-test ,One-way ANOVA, and Pearson’s product-moment correlation. According to the findings of the research, there were conclusions as follows： 1. Teachers in Chiayi county had over medium degree of self-directed learning readiness, in which the“learning motivation”、“continuous learning”were rated the highest and the “self- understanding” were the lowest. 2. Teachers in Chiayi county had over medium degree of job satisfaction, in which the “training and promotion”、“job itself”were rated the highest and the “working enrironment” were the lowest. 3. Teachers hold a post of the administrative duty in elementary school or not relate to self-directed learning readiness. 4. “Age”、“working experience”and“school scale”affect teachers job satisfaction in elementary school. 5. There are positively relative to the whole and the different dimensions between teachers self-directed learning readiness and job satisfaction in Elementary School. Finally, according to the results, this study provides suggestions to the teachers in elementary school ,education authorities, and future researchers. Key words：Self-Directed Learning Readiness，Job Satisfaction
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Ting, Lin Ya, und 林雅婷. „A Study of the Relationship between Adult’s Job Insecurity and Self-Directed Learning Readiness of Insurance Sales“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/02005842412275756257.
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碩士國立高雄師範大學
成人教育研究所
96
A Study of the Relationship between Adult’s Job Insecurity and Self-Directed Learning Readiness of Insurance Sales Abstract In this study, I try to discuss the relationship between adult’s job insecurity and self-directed learning readiness. The study samples are insurance sales. The main purpose of this study are as follows :(1)To understand the status of insurance sales’ job insecurity and self-directed learning readiness.(2)To explore the difference of different insurance sales’ personal background variables on job insecurity and self-directed learning readiness.(3)To dig the relation between insurance sales’ job insecurity and self-directed learning readiness. (4)To analyze the correlation of the different personal background variables and insurance sales’ job insecurity on self-directed learning readiness. On the basis of the conclusion, advance concrete advices, so as to be the references for insurance sales. To achieve the purpose, this study adopted questionnaire survey. Totally 660 copies of questionnaires were issued on insurance sales, finally 610 effective questionnaires were reclaimed, the effective reclaimed rate reached 92%. The data were analyzed statistically by using item analysis, factor analysis, reliability analysis, descriptive statistics, Independent-Sample T Test, one-way ANOVA, two-way ANOVA, and the Pearson product-moment correlation. The results of this study are as follows: 1.Insurance sales’ job insecurity is on the high side. 2.Insurance sales put more emphasis on the importance of possible changes to job features. Although the importance of possible changes to total job is lower, insurance sales still has positive feeling. 3.Insurance sales think that the possibility of possible changes to job features is higher than the possibility of possible changes to total job. 4.Insurance sales have positive powerlessness. 5.Insurance sales’ self-directed learning readiness is high, also have positive motivation of learning, active learning, fancy of learning, independent learning and continuance of learning. 6.The different types of further education of insurance sales have diversity on job insecurity. Although insurance sales’ gender, age, level of education, marital status, seniority of job, appointment of job and salary are different, their job insecurity is the same. 7.The different salary and types of further education of insurance sales have diversity on self-directed learning readiness. Although insurance sales’ gender, age, level of education, marital status, seniority of job, and appointment of job are different, their self-directed learning readiness is the same. 8.There is positive relation between insurance sales’ job insecurity and self-directed learning readiness. 9.The correlation between salary and job insecurity affects insurance sales’ self-directed learning readiness. According to the conclusion, this study proposes suggestions so as to be used for reference to insurance sales, insurance companies and further researchers. 1.Suggestion to insurance sales: (1)Cultivate learning habits so that can obtain professed knowledge and capacity. (2)Learning is a good way to deaden job insecurity. (3)Value learning capacity and habits, and then choose adaptable learning types. (4)Consult frequently insurance sales of high salary. 2.Suggestion to insurance company: (1)Regard to employees’ feel to job, so that can improve total performance of job and company. (2)Plan related courses or organize affiliated professional team to help deaden job insecurity. 3.Suggestion to future researches: (1)To research sample: add more research zones so that can amplify the scope of discussion. (2)To research way: qualitative research is instrumental in main research. (3)To research variable: add other variables so that can explore relation between job and learning thoroughly. (4)To research instrument: design easier questionnaire, and let study more successful. Key words: job insecurity, self-directed learning readiness, insurance sales
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Huang, Hsin-Ping, und 黃馨平. „The relation of travel agency employees’ cognition of service technology characteristics, technology readiness index and job efficacy“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/88674187740495583183.
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碩士中國文化大學
觀光事業學系
98
Taiwan’s tourism industries following the information technology industry, has been focus on the economic developing as a green industry. During which travel agencies play a very important part in the tourism industries. Under the information technology fast progress, some features have been replaced by technology. The information revolution offers unprecedented opportunity to improve productivity, increase service quality, strengthen customer relationships, offer new services and adapt to employee and customer needs. The focus of this study is to understand the relation of travel agency employees’ cognition of service technology characteristics, technology readiness index and job efficacy. The research subjects are employees who work in travel agency in Taipei city. This research adopts with convenient sampling, there are 370 valid questionnaires analysis by SPSS. The results found cognition of service technology characteristics has positive influence to technology readiness index for employees, technology readiness index has positive influence to job efficacy for employees, cognition of service technology characteristics has positive influence to job efficacy for employees.
21
Chen, Mei-Hui, und 陳美慧. „The Study of the Relationship between Self-directed Learning Readiness and Job Satisfaction of Special Education Teachers“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/72687165538062868587.
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碩士國立中正大學
成人及繼續教育研究所
101
The purpose of the study trys to investigate the relationship between self-directed learning readiness and job satisfaction of special education teachers in Yunlin and Chiayi area,and to provide suggestions as a reference for special education teachers,schools and the department of educational administration. This research is conducted with documents analysis and questionnaires.The research tool is ”Quesionnaire of special education teachers Self-directed Learning Readiness and Job Satisfaction”.There are 531 effective questionnaires which were analyzed by descriptive statistics ,t-test,ANOVA,and Pearson’s correlation coefficient. The main conclusions are as follows: 1. Special education teachers in Yunlin and Chiayi area have good degree of self-directed learning readiness,in which the “effective learning” is rated the highest and “creative learning” is the lowest. 2. Special education teachers in Yunlin and Chiayi area have good degree of job satisfaction, in which the “interpersonal relations”is rated the highest and “work remuneration” is the lowest. 3. The influencing factors of self-directed learning readiness,including:age,marriage,job functions and school locations. 4. The job satisfaction of special education teachers is not different in term of background variables. 5. There is a significant correlation between self-directed learning readiness and job satisfaction of special education teachers. According to above conclusions,we have some suggestions for special education teachers,schools,the department of educational administration,and future research.
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Zhan, Wei-Sheng, und 詹偉勝. „A Study On The Impact Of Boundary Spanners’ Technology Readiness On Their Job Satisfactions In The Service Industry“. Thesis, 2002. http://ndltd.ncl.edu.tw/handle/23386510508809027192.
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碩士國立高雄第一科技大學
行銷與流通管理所
90
Information Technology has grown into an important role because it could influence the creation of competitive advantage, the breakthrough of management, the steady of customer relationship and the expanse of marketing - orientation. However, the importation of technology in service industry may strike against employee. Especially for frontier, they work in the boundary of organization and are responsible for establishing contact the relationship between organization and environment. That is why they are called “organizational boundary spanners”. The importation of technology, on one hand would increase efficiency of server, and on the other hand may decrease the opportunity of contact with customer. The paradoxes such as this outcome would obviously assault frontier’s consciousness of boundary spanning roles. Reviewing the past related studies, the greater parts are concerning customer’s evaluation about Information Technology, that is to say, there are fewer studies focus on employees. Besides, the studies which using employee as subject only test and verify the reliability and validity of technology acceptance model. They ignore that employee may has conflict attitude on Information Technology which exist positive and negative reactions at the same time (Mick and Fournier, 1998). Therefore, this study is of the opinion that we must plumb organizational boundary spanner’s reactions on Information Technology and the relationship between this reaction and satisfaction. Besides, after considering the importation of technology needs huge capital, in another word, the healthier organization, the more possible support this expenditure, we would using the 50th banks’ customer service representatives and insurance companies’ agents in Taiwan as convenient samples from the investigation of the world magazine. The data has been processed with multivariate analysis and the result finds that: 1.The positive feeling of technology readiness index is significantly positive related to satisfaction while the negative feeling is contrariwise. 2.The positive feeling of technology readiness index is significantly negative related to role conflict and role ambiguous and significantly positive related to the role influence, while the negative feeling is contrariwise. 3.Role conflict and Role ambiguous are significantly negative related to job satisfaction while role influence is significantly positive related to job satisfaction. 4.The perception of boundary spanner has a significantly mediating effect between technology readiness index and job satisfaction. 5.The seniority and income have significantly moderating effect between perception of boundary spanner and job satisfaction. 6.Organization boundary spanner could be discriminated as “enthusiastic type” and “destructive type” .The both two types have conflict attitude on information technology. In the end, according to these results, we have conclude that the proprietors should not only actively import Information Technology to increase competitive advantages, but also pay much attention to the attitude of employee to promote their acceptance.
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Chien-Hsin, Chang, und 張健新. „A Study of Securities Salesman, Self-directed Learning Readiness, Supervisory Support and Job Performance - in the C Securities Company“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/11311166868781083364.
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碩士國立臺灣師範大學
工業科技教育學系在職進修碩士班
97
In recent years, the evolution of the international finance had been changed apparently, the most significant change was vague gradually within many segments and difference of financial services industry. The barriers within banking, securities division and stock business had gradually been removed, and replaced by the inter-industries of financial sector. Therefore, securities salesmen were facing much pressure than before. However, whether the staff could acquire the support from supervisory or learning to improve their performance? In this study, the samples were sales that were responsible for all practical transaction in the C securities company. It was to explore the relationship with the self-directed learning readiness of securities salesman, supervisors’ support and job performance. The questionnaires were sent out 379 copies in total. There were 250 of respondents (65% of return rate). The 246 out of 250 respondents were valid questionnaires (64% of valid response rate). According to reliability analysis, descriptive statistical analysis, variance analysis, correlation analysis and Linear regression analysis of data collection, given the following findings: 1.The marital status of the securities salesman had significant difference on the self-directed learning readiness; the marital status and age of securities salesman had significant difference on performance. 2.The more self-directed learning readiness of securities salesman had the higher performance they could achieve. 3.The significant positive of the self-directed learning readiness resulted from the supervisors’ support. 4.The perceived of supervisors’ support had positive influence that affected securities salesman’s performance. 5.The perceived of supervisors’ support had intermediate influence between the self-directed learning readiness and job performance. Finally, this study offered recommendations and reference for further research.
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Coulombe, Michelle A. „Career guidance for the long term unemployed : case studies on the experience of being in a job readiness program“. Thesis, 2000. http://hdl.handle.net/2429/10578.
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The experiences of three Caucasian single mothers, who have been receiving social assistance
for at least nine months were explored using a case study design. The women, ages 38-46,
attended a job readiness program in the Lower Mainland of British Columbia. It included 26
weeks of life skills training, career testing and exploration, job search strategies, computer
training, academic upgrading, and work placements. Information was gathered through
interviews, researcher observations, documents, follow-up phone calls, and phone calls to
program staff. Each case is presented individually and common themes as well as the
uniqueness of each case are discussed. All of the women came onto welfare because of a
relationship break. During the program, their lives were exceptionally busy with homework and
childcare, and some of them felt overwhelmed. Other emotions experienced were feeling
nervous, scared, depressed, and proud. Counselling issues raised included confidence,
assertiveness, self-esteem, empowerment, self-worth, and family of origin. Self-awareness of
their personality, skills, values and interests increased during the program, contributing to their
career development. All three women reported being very satisfied with the program.
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Kuo, Chih-Yu, und 郭芷瑜. „The Relationship among Occupational Self-Efficacy, Employment Readiness and Job Performance of Students with Intellectual Disability in Vocational High Schools“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/03722355413763911319.
Der volle Inhalt der QuelleAnnotation:
碩士國立臺灣師範大學
特殊教育學系
105
The purpose of this study was to examine the relationship among occupational self-efficacy, employment readiness and job performance of students with intellectual disability in vocational high school, and also to investigate differences in these three variables with different background. The method of questionnaire survey was adopted for this study. One hundred and seventy-nine intellectual disability students were recruited from 12 vocational high schools in Taoyuan, Hsinchu and Miaoli County. Students evaluated their own occupational self-efficacy and employment readiness, while teacher of the student evaluated their job performance. Results of statistical analyses revealed the following findings: 1.Students evaluated themselves with positive occupational self-efficacy and moderate employment readiness. 2.Job performances evaluated by teachers were not consistent with employment readiness of students’ self- evaluation. 3.No gender and part-time job experience differences in these three variables were found in this study. 4.Students with employment aspirations had higher level occupational self-efficacy, employment readiness and better job performance. 5.Students trained and passed the required qualification examination of class C skill category of Food Baking- Bread were significant different from those without such training or qualification in these three variables. 6.Job-related social skill readiness served as mediator in the relations between occupational self-efficacy and job performance. Based on the findings and conclusions, several suggestions were proposed for students with intellectual disability and teachers in vocational high school and ideas for further research.
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Shah, N., Zahir Irani und Amir M. Sharif. „Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors“. 2016. http://hdl.handle.net/10454/11324.
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YesThis research highlights a contextual application for big data within a HR case study setting. This is achieved through the development of a normative conceptual model that seeks to envelop employee behaviors and attitudes in the context of organizational change readiness. This empirical application considers a data sample from a large public sector organization and through applying Structural Equation Modelling (SEM) identifies salary, job promotion, organizational loyalty and organizational identity influences on employee job satisfaction (suggesting and mediating employee readiness for organizational change). However in considering this specific context, the authors highlight how, where and why such a normative approach to employee factors may be limited and thus, proposes through a framework which brings together big data principles, implementation approaches and management commitment requirements can be applied and harnessed more effectively in order to assess employee attitudes and behaviors as part of wider HR predictive analytics (HRPA) approaches. The researchers conclude with a discussion on these research elements and a set of practical, conceptual and management implications of the findings along with recommendations for future research in the area.
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Chen, Hsu-yao, und 陳旭耀. „The study on the relationship of the self-directed learning readiness and management competency ans job performance.-- perceived organization supporting as moderator“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/22457080400332610675.
Der volle Inhalt der QuelleAnnotation:
碩士國立中山大學
人力資源管理研究所
94
Abstract Our industrial structure has been changed with the impact of competition recently. The structure of labor has been changed dramatically by the influence of industrial structure. No matter what it is related to industrial upgrade or economic development of knowledge, they all need allocate the human resources. So the corporation can keep its competitive advantage. However, the most important in the corporation is management who can take good care of resources and talent in the firm. They make the entry barrier, so the valuable property in the firm can’t be easily imitated by competitors. The management of talent and its development is positive for the operation of organization. The management has gotten rid of the image of falling behind and bogging down and refusing to change. Now, it turns out to be the strategy driving and interface and continuous innovation after promotion of the self-competition. The research subjects the intention of self-learning of management if it can upgrade the talent of management and show the job performance. Besides, the research subjects perceived organization supporting if it can affect the willing the self-learning. Therefore, the research studies the middle level of management in industries of Taiwan. The methodology uses random sampling. The questionnaires sent out by 403 and effective questionnaires are 200. analyzed by statistics methods of t-test analysis of independence, analysis of variance (ANOVA), Pearson’s product-moment correlation, and multiple regression. The result confirms several important discoveries as follows: 1. As the relation on self-directed learning readiness and management competency and job performance, it can be summarized below: (1).The greater self-directed learning readiness, the greater is the degree of management competency. (2).The greater management competency, the greater is the degree of job performance. (3).The greater self-directed learning readiness, the greater is the degree of job performance. 2. There is a positive correlation in the self-learning and effective learning of self-directed learning readiness and job performance, and it also has high prediction 3. The management competency about professional capability and social communication and leadership is positive correlation to job performance. The most importance is professional capability. 4. Management competency has mediating effect between the self-directed learning readiness and job performance. 5. According to the moderating effect of the perceived organization supporting between the self-directed learning readiness and management competency in the study found that the management should be in favor of learning by effective leading. It can promote the professional capability.
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SUZ, MAO-YANG, und 施茂陽. „The Relationship among Self-directed Learning Readiness, Learning Motivation and Job Satisfaction of Adult learner-An Example in S University of Technology“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/47342326020266190019.
Der volle Inhalt der QuelleAnnotation:
碩士南台科技大學
人力資源管理研究所
98
The purpose of this study is to explore the relationships between self-directed (taught) learning readiness, their motivation for learning and job satisfaction of the Adult Learners. Based on the Adult Learners’ personal background, the differences between self-directed learning readiness, their motivation to do so, and job satisfaction were discussed. Influences affecting freshmen’s job satisfaction from self-directed learning readiness and motivation were also discussed. Finally, the findings herein are provided as references to the related field of education and future studies. The information obtained for this abstract derives from three hundred ninety-six questionnaires given to the students of master degree program of S University of Technology in 2010. The data was analyzed by descriptive statistics analysis, t-test analysis, one-way ANOVA analysis, correlation analysis, and multiple regression analysis. The major findings of this study were summarized as follows: 1. There is no significant difference between different personal backgrounds of the adult learners in self-directed learning readiness, learning motivation and job satisfaction. 2. There was positive correlation between Adult learner self-directed learning readiness and job satisfaction. 3. There was positive correlation between Adult learner learning motivation and job satisfaction. 4. There was positive correlation between Adult learner self-directed learning readiness and learning motivation. 5. Adult learner self-directed learning readiness and learning motivation caused the predictabilities on job satisfaction. Keyword：Adult Learners, self-directed learning readiness, learning motivation,Job satisfaction
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Lin, Yu-chieh, und 林鈺杰. „The Impact of Foreign Worker Human Resource Management Practices on Job Performance: The Mediating Effect of Foreign Worker Readiness and the Moderating Effect of Agent Involvement“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/45552880706656181882.
Der volle Inhalt der QuelleAnnotation:
博士國立中山大學
人力資源管理研究所
99
Foreign labors are important to Taiwan’s manufacturing industries as most of them are taking 3D (Dirty, Dangerous, and Difficult) jobs or night shifts. Previous researches have put attention on the influences of human resource management (HRM) practices on foreign labors’ adaptability or job performance. There is comparatively lesser researches focus on the mediating and moderating variables between foreigner labors’ HRM practices and their performance. Based on the framework of hierarchical HRM, this study aims to explore the mediating effect of foreign worker readiness and the moderating effect of agent involvement on the relationship between foreign labor HRM practices and their job performance. Due to lack of empirical researches related to agent’s involvement, hence this study first applied to qualitative research method to explore the construct and create the measurement and then used quantitative research method to examine the hypotheses. According to the data from Kaohsiung city manufacturing enterprises (total 50 sets of samples; including 50 HR heads and 373 foreign workers), the results revealed that: 1. The relationship between HRM practices and foreign labors’ job performance. (1) Training & education practices are positively related to foreign labors’ job performance. (2) Incentive practices are positively related to foreign labors’ job performance. (3) Accommodation management practices are positively related to foreign labors’ job performance. 2. The relationship among HRM practices, foreign labor’s readiness and job performance. (1) Recruitment and selection management practices are positively related to foreign labors’ job readiness. (2) Foreign labors’ job readiness is positively related to their job readiness. (3) Recruitment and selection management practices are positively related to foreign labors’ job performance through their job readiness. 3. The relationship among agent involvement, foreign labor’s HRM practices, foreign labor’s readiness and job performance. (1) Agent involvement positively moderates the relationships between training & education management practices and foreign labors’ job performance. (2) Agent involvement positively moderates the relationships between incentive practices and foreign labors’ job performance Base on these findings, we suggests that practitioners should improve the oversea recruitment and selection practices for promoting foreign labors’ readiness and ensuring their job performance. Practitioners can also strengthen the magnitude of education & training, incentives and accommodation management to promote foreign labors’ performance. For enhancing the management effectiveness, practitioners should work closely with the agent in education & training and incentive practices. For the future researches, we suggest that longitudinal research design could further inspect the causal-effect relationship between HRM practices and performance. Furthermore, researches can also expand the sources of data to enhance the generalizability of the results.
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Wu, Yung-Chih, und 吳永智. „The Requirements of Job Competence and the Readiness of Undergraduate Students from the View Point of Future Trend-The case study of IE and BA majored students“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/49210488018653668931.
Der volle Inhalt der QuelleAnnotation:
碩士朝陽科技大學
工業工程與管理系碩士班
96
The purpose of this study was to explore the relationship among The Requirements of Job Competence and the Readiness of Undergraduate Students from the View Point of Future Trend. In the literature synthesis of this study, first, I selected and referenced researches which conducted in the nation and overseas and were aimed at providing a complete analysis on six questionnaires- self-regulated learning competence, Adaptation competence, Interpersonal Communication competence, innovation competence, foreign language competence, information utilization competence. Then, I articulated a revision of these six questionnaires of Job’s Competence Requirements in regard with the population of this research. Using the six questionnaires, data were collected from IE and BA majored students in Taichung via questionnaire design with stratified random sampling of 450 university Students. There were 441questionnaires received which consisted 272 effective samples. The hypothesis of this study was ntories-The case study of IE and BA majored studtestified based on these collected data and employed a wide-rage of methods including factor analysis, multivariate variance analysis. Drawn form the research findings of this study, questionnaires have notable reliability and validity. Form Job’s Competence Requirements questionnaires find IE and BA majored students in the View Point of Future Trend, readiness all bog standard level and not achieved ideal level, different background Undergraduate Students, Higher education system Undergraduate Students Adaptation competence higher, National university and Higher education system Undergraduate Students Interpersonal Communication competence higher, Higher education system Undergraduate Students Innovation competence higher, Higher education system Undergraduate Students Foreign language competence higher, four grades Undergraduate Students information utilization competence higher.