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Menšík, Jakub. „Zobrazování voxelových scén pomocí ray tracingu v reálném čase“. Master's thesis, Vysoké učení technické v Brně. Fakulta informačních technologií, 2021. http://www.nusl.cz/ntk/nusl-445579.
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The aim of this work was to create a program to visualize voxel scenes in real time using ray tracing. It included the study of various methods of such a rendering with a focus on shadows. The solution was created using Unity engine and experimental packages Unity Jobs and Burst. The thesis presents multiple ray tracing passes and SVGF technique, that is used to turn a noisy input into full edge-preserving image. The final program is able to render hard shadows, soft shadows, and ambient occlusion at speed of fifty frames per second.
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Ogitani, Catherine Louise. „Participant perceived satisfaction with the Jobs and Employment Services Department multi-service unit“. CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2021.
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Sevastos, Peter P. „A framework for the assessment of multi-skilling in work units“. Curtin University of Technology, Department of Psychology, 1986. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=11141.
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Multi-skilling, an organisational strategy aimed at increasing the skill repertoire of the worker with the intent of facilitating the role and task flexibility among organisational members, is investigated.A literature review on the subject identified a number of factors contributing towards the development of a multi-skilled workforce. These ranged from the abolition of demarcation restrictions between jobs and skill-based pay systems, to the modification of the supervisory role. However, the literature fails to consider the role of technology in such developments. It was suggested that this was central to the development of skills.A framework was proposed that hypothesized a relationship between technological uncertainty the extent to which task activities are varied and difficult and skill requirements. It was further hypothesized that technology influences the structuring of activities within organisational subsystems. It was suggested that these would act either to facilitate or inhibit multi-skilling development.The structuring of activities within a unit consist of specialisation (the number of different tasks assigned to the unit); standardisation (the degree to which policies, rules, and procedures are formalised and used to guide action); interchangeability (the extent to which A can perform Bs job at short notice, and vice versa); locus of authority (the source of decision-making authority within the unit, for example, the supervisor rather than the worker); and skill heterogeneity (the variability in skill composition among unit members).A preliminary evaluation of the framework was carried out in an organisation engaged in the processing of mineral ore, with a largely semi-skilled workforce (N=165), where a multi-skilling programme was in progress.Evidence was presented that suggested a relationship between the level of technological uncertainty and ++skill development. However, the results failed to confirm the pervasive influence of technology with regard to the structuring of activities within subsystems. Instead, technological uncertainty was significantly related to the design of jobs, and specifically to the degree of the standardisation of jobs of organisational members. Also, contrary to the anticipated direction, there was an association between perceived standardisation of activities within subsystems and job satisfaction.
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Salsamendi, Noreen. „Stress, job satisfaction, and related outcomes in intensive care unit nurses and labor and delivery unit nurses“. Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1332.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Sciences
Psychology
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Aranson, Anne (Anne Elizabeth). „An Assessment of Employee Satisfaction within a Major Unit of a Worldwide Hotel and Resort Management Company“. Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279360/.
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The purpose of this study was to assess the satisfaction level of 240 employees of a single hotel property. The questionnaire, administered by the Corporate Director of Training, determined if a significant difference exists between overall satisfaction and individual departmental satisfaction regarding 11 dimensions: customer satisfaction, employee involvement/teamwork, work environment, training/development/evaluation, communication, compensation/benefits, supervision, resources, planning/goal setting, general, and departmental interaction. Percentages and t tests were used to analyze the data. Results of the study will help management recommend courses of action needed to address identified problem areas.
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Pinner, Relaine. „A replication study of neonatal intensive care unit nurses participation in ethical decision making“. Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917042.
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The purpose of this study was to determine the extent to which Neonatal Intensive Care Unit (NICU) nurses participate in ethical decision making, and to describe the role NICU nurses have in the ethical decision making process.This study replicated a 1991 study conducted by Elizondo. According to Lowe, 1991, replication research is the repeating of a study for the purposes of validating the findings of the original investigation. The traditional theory of utilitarianism provides the theoretical framework for this study, a goal-based approach to ethical decison making that focuses on consequences of actions. Findings provide information about satisfaction and conflicts related to nurse participation in ethical deecision making in the NICU.The Nurse Participation in Ethical Decision Making (NPEDM) questionnaire (Elizondo, 1991) was used for data collection. Of fifty NICU nurses, seventeen (34%) of the sample completed the questionnaire. Confidentiality was maintained. Results showed that all respondents were able to identify methods that are used for participation in ethical decision making. Informal conversations with physicians was identified as the primary method of participation. Forty-one percent of respondents were satisfied with the nurse's role in ethical decision making. Forty-seven percent were only somewhat satisfied.An indication of satisfaction demonstrated by 100% of the study sample was that nurses' ideas are respected by other health care professionals.Findings indicated that a significant positive relationship exists between role satisfaction and study variables. Eighty-eight percent of respondents stated that conflicts related to participation were experienced. Overwhelmingly, respondents felt that the primary source of conflicts were with physicians. These findings are consistent with results reported in the original study.When asked what factors impact on how decisions are made, 40% of respondents indicated that ethical decisions are often impacted by generalized decisions based on viability of the neonate as determined by the gestational age, and "quality of life."Seventy-six percent of respondents believed nurses should be more involved in the ethical decision making. Conferences with physicians and parents was identified by 69% of the study sample. This study found that the older the nurse, the more satisfied with role in the ethical decison making process. Length of employment also contributed positively to satisfaction in ethical decision making. The more educated the nurse, the more satisfied with role in the ethical decision making process. Nurses were less satisfied if conflicts were experienced or identified.Findings suggest that collaborative relationships exist between nurses and other health team members and that nurses feel some sense of fulfillment with their role in the ethical decision making process. It was concluded that many issues were unsolved and need to be discussed.School of Nursing
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Collier, Vasanthi. „Agency nurses’ perceptions of job satisfaction within critical care units in private healthcare institutions“. Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6567.
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Thesis (MCur)--University of Stellenbosch, 2011.ENGLISH ABSTRACT: Agency-nursing work refers to nursing services provided by agency nurses employed on a casual, contracted basis. Agency-nursing has become more common in nursing practice in South Africa. This group of nurses play a significant role within the health care industry for both public and private sector. Given the pivotal role that nurses play in caring for the health of others, it is important to understand what motivates agency nurses in terms of job satisfaction. The aim of the study was to explore the perceptions of agency nurses regarding job satisfaction within critical care units in private health care institutions in the Western Cape. A qualitative research design with a phenomenological approach was applied. A sample size of n=10 was drawn from a total population of N=553, using random sampling technique. A semi-structured interview guide was designed based on the objectives of the study and validated by experts in the field before data collection. Ethical approval for the study was obtained from the Ethics Committee at the Faculty of Health Sciences, University of Stellenbosch. Permission to conduct the research was obtained from the participating nursing agency and consent was given in writing. The presentation of the results was categorised into themes and sub-themes emerged from the data analysis. The five clusters of themes that emerged were reasons for doing agency work, experiences with hospital staff, allocation of agency nurses, communication of information and staff development. The findings support Herzberg’s theory on motivation factors in terms of what motivates workers to excel in their performance. Agency nurses experienced both positive and negative aspects with regards to job satisfaction. The results of the study suggest the need to include revision and implementation of human resource policies and practices to include the nurses’ “voice” in an effort to provide a more supportive work environment. Further research is recommended. Key Words: Agency nurse, nursing agency, job satisfaction.
AFRIKAANSE OPSOMMING: Agentskapverplegingswerk verwys na verplegingsdienste wat voorsien word deur agentskapverpleegsters wat op ’n tydelike, gekontrakteerde basis in diens geneem word. Agentskapverpleging het meer algemene gebruik in die verpleegpraktyk in Suid-Afrika geword. Hierdie groep verpleegsters speel ’n belangrike rol in die gesondheidsbedryf vir beide die openbare en die private sektor. Gegee die deurslaggewende rol wat verpleegsters speel in die gesondheidsversorging van ander mense, is dit belangrik om te verstaan wat agentskapverpleegsters motiveer vanuit die oogpunt van werksbevrediging. Die doel van die studie was om die persepsies en ervarings van agentskapverpleegsters ten opsigte van werksbevrediging te ondersoek binne die waakeenhede in private gesondheidsorg-inrigtings in die Wes-Kaap. ’n Kwalitatiewe navorsingsontwerp met ’n fenomenologiese benadering is toegepas. ’n Monstergrootte van n=10 is geneem uit ’n populasie van N= 553 deur die ewekansige steekproeftegniek te gebruik. ’n Semi-gestruktureerde onderhoudgids was ontwerp en gebaseer op die doelwitte van die studie en was deur deskundiges op hierdie gebied, voor die insameling van data, gelding verklaar. Etiese goedkeuring vir die studie was verkry van die Etiese Komitee van die Fakulteit van Gesondheidswetenskappe, Stellenbosch Universiteit. Goedkeuring om die navorsing te doen, was verkry van die deelnemende agentskap en toestemming was op skrif geplaas. Die voorgelegde resultate was gekategoriseer in temas en subtemas wat uit die data-analise voortgespruit het. Die vyf groepe van temas wat hieruit gespruit het, is redes vir die keuse om agentskapwerk te doen, ervarings met hospitaalpersoneel, die toewysing van agentskapverpleegsters, kommunikasie van inligting en personeelontwikkeling. Die bevindinge het onthul dat Herzberg se teorie oor motiveringsfaktore werkers aangemoedig het om te presteer in die uitvoering van hulle pligte. Werksbevrediging is volgehou deur die agentskapverpleegster. Die bevindings dui op die behoefte om die hersiening en implementering van menslike hulpbronbeleidsverklarings en -praktyke in te sluit sodat die verpleegster se stem gehoor kan word in ’n poging om ’n meer ondersteunende werkomgewing te voorsien. Verdere navorsing word aanbeveel. Sleutelwoorde: Agentskapverpleegster, verplegingsagentskap, werksbevrediging.
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D'Ordaz, Ana Pinto Coelho Caldeira. „The Medical Scientific Liaison in an oncology busisness unit“. Master's thesis, Universidade de Aveiro, 2013. http://hdl.handle.net/10773/12571.
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Mestrado em Biomedicina FarmacêuticaThis monograph sets out the activities performed during the one year ‘in-job rotation’ as a Medical Scientific Liaison at Novartis Oncology medical department, within the scope of the Pharmaceutical Biomedicine Master’s degree course of the University of Aveiro. This monograph describes the first 9 months from March to December. Many were the challenges and lessons, both professional and personal. Although I already had an experience of more than 10 years working in the Pharmaceutical Industry, mostly in sales and marketing, the present enterprise has been by far the most rewarding. In the first months of this experience, the challenge was to adapt to a new function within the team. Simultaneously, to deepen my scientific knowledge concerning the solid tumours therapeutic area at this initial stage. I have acquired an essentially theoretical knowledge of some areas of the company’s organisation, at national and international level. This being a relatively new function in the Oncology business unit in Portugal, I was given the opportunity to get acquainted with it through the experience of other people inside the company. The activities were from contacts with the main doctors and investigators in Portugal, to proposals for clinical trials in new therapeutic areas, which were not yet targeted by my business unit in the past. This monograph will describe the goals of the internship and present a description of my main projects. Then the knowledge acquired through the multidisciplinary approach of the internship, followed by the description of each activity. Finally, an analysis of the difficulties and challenges I came across with, as well as the actions taken to overcome them.
A presente monografia expõe algumas das atividades desenvolvidas durante o “in job-rotation” de um ano no departamento médico da Novartis Oncology, como Medical Scientific Liaison, no âmbito do Mestrado em Biomedicina Farmacêutica da Universidade de Aveiro. Esta monografia descreve a experiência dos primeiros 9 meses, de Março a Dezembro. Muitos foram os desafios e aprendizagens, quer a nível profissional quer a nível pessoal. Apesar de possuir uma experiência de mais de dez anos na Indústria Farmacêutica, centrada nas áreas de vendas e marketing, esta tem sido, de longe, a que mais aprendizagem me proporcionou. Nos primeiros meses desta experiência, o desafio foi a adaptação de uma nova função dentro da equipa. Concomitantemente, a necessidade de aprofundar os conhecimentos científicos relacionados à área terapêutica dos tumores sólidos, foram também uma prioridade na fase inicial. Foi adquirido um conhecimento essencialmente teórico em várias áreas da empresa, quer a nível nacional, que a nível da sua organização internacional. Sendo uma função relativamente nova na unidade de negócio de Oncologia em Portugal, foi-me dada a oportunidade de conhecer a experiência de outros colegas dentro da companhia que exerceram a mesma função. Assim, as atividades desenvolvidas estenderam-se de contactos com os principais médicos e investigadores em Portugal, a propostas de ensaios clínicos em novas áreas terapêuticas que não eram alvo de foco nesta unidade de negócio. Nesta monografia são descritos os objetivos do estágio e as atividades desenvolvidas neste âmbito. De seguida, os conhecimentos adquiridos na vertente multidisciplinar do estágio seguidos dos projetos desenvolvidos individualmente. Por fim, apresento uma análise das dificuldades e desafios encontrados bem como os esforços realizados para os ultrapassar.
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Dunton, Denise. „Sources of job satisfaction and dissatisfaction for unit clerks employed in acute care settings“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq23292.pdf.
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Ahmed, Zubair. „Developing an efficient scheduling template of a chemotherapy treatment unit: simulation and optimization approach“. Australasian Medical Journal, 2011. http://hdl.handle.net/1993/5084.
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This study is undertaken to improve the performance of a Chemotherapy Treatment Unit by increasing the throughput of the clinic and reducing the average patients’ waiting time. In order to achieve this objective, a simulation model of this system is built and several scenarios that target matching the arrival pattern of the patients and resources availability are designed and evaluated. After performing detailed analysis, one scenario proves to provide the best system’s performance. The best scenario determines a rational arrival pattern of the patient matching with the nurses’ availability and can serve 22.5% more patients daily. Although the simulation study shows the way to serve more patients daily, it does not explain how to sequence them properly to minimize the average patients’ waiting time. Therefore, an efficient scheduling algorithm was developed to build a scheduling template that minimizes the total flow time of the system.
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Hawes, Katheleen A. „Nurse job stress, burnout, practice environment and maternal satisfaction in the neonatal intensive care unit /“. View online ; access limited to URI, 2009. http://0-digitalcommons.uri.edu.helin.uri.edu/dissertations/AAI3367992.
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Khan, Mukhtaj. „Hadoop performance modeling and job optimization for big data analytics“. Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/11078.
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Big data has received a momentum from both academia and industry. The MapReduce model has emerged into a major computing model in support of big data analytics. Hadoop, which is an open source implementation of the MapReduce model, has been widely taken up by the community. Cloud service providers such as Amazon EC2 cloud have now supported Hadoop user applications. However, a key challenge is that the cloud service providers do not a have resource provisioning mechanism to satisfy user jobs with deadline requirements. Currently, it is solely the user responsibility to estimate the require amount of resources for their job running in a public cloud. This thesis presents a Hadoop performance model that accurately estimates the execution duration of a job and further provisions the required amount of resources for a job to be completed within a deadline. The proposed model employs Locally Weighted Linear Regression (LWLR) model to estimate execution time of a job and Lagrange Multiplier technique for resource provisioning to satisfy user job with a given deadline. The performance of the propose model is extensively evaluated in both in-house Hadoop cluster and Amazon EC2 Cloud. Experimental results show that the proposed model is highly accurate in job execution estimation and jobs are completed within the required deadlines following on the resource provisioning scheme of the proposed model. In addition, the Hadoop framework has over 190 configuration parameters and some of them have significant effects on the performance of a Hadoop job. Manually setting the optimum values for these parameters is a challenging task and also a time consuming process. This thesis presents optimization works that enhances the performance of Hadoop by automatically tuning its parameter values. It employs Gene Expression Programming (GEP) technique to build an objective function that represents the performance of a job and the correlation among the configuration parameters. For the purpose of optimization, Particle Swarm Optimization (PSO) is employed to find automatically an optimal or a near optimal configuration settings. The performance of the proposed work is intensively evaluated on a Hadoop cluster and the experimental results show that the proposed work enhances the performance of Hadoop significantly compared with the default settings.
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Villard, Judith Ann. „Determining the relationship between job satisfaction of county Extension unit employees and the level of emotional intelligence of Extension county chairs“. Columbus, Ohio : Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1086098170.
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Thesis (Ph. D.)--Ohio State University, 2004.Title from first page of PDF file. Document formatted into pages; contains xiii, 134 p.; also includes grapics. Includes abstract and vita. Advisor: Jo Jones, Dept. of Agricultural Education. Includes bibliographical references (p. 122-134).
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Scharifi, Omar [Verfasser]. „Person-Job Fit Changes As A Consequence Of Public Management Reforms In Self-Governmental Units / Omar Scharifi“. Berlin : Neopubli GmbH, 2016. http://www.epubli.de/.
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De, La Rosa Gabriel M. „TOWARDS AN UNDERSTANDING OF INDIVIDUAL RATINGS OF COHESION WITHIN WORK UNITS: A MULTILEVEL STUDY“. Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1162249917.
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Nelson, Julia Ellen 1959. „differences in learning style preferences, environmental press perceptions, and job satisfaction between surgical intensive care and general surgical unit nurses“. Thesis, The University of Arizona, 1991. http://hdl.handle.net/10150/558149.
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Adams, Bernardene Lucreshia. „The experiences of registered nurses' of their work environment in a critical care unit“. Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1057.
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Critical care nursing is a vital and significant part of health care provision to critically ill patients. It is a specialty area of nursing that requires registered nurses who are highly motivated, knowledgeable and skilled to provide optimal care to critically ill patients. These patients are nursed in a complex environment consisting of specialised equipment (such as ventilators, defibrillators, intravenous pumps, and cardiac monitors) that is not found in any other field of nursing. Collegial support and an adequate registered nurse: patient ratio is vital in critical care units in order to provide optimal quality care to critically ill patients. However, an understaffed work environment, the demands of critical care nursing and other work-related problems, such as conflict with physicians, inadequate remuneration packages and an increased workload can cause serious distress and dissatisfaction amongst registered nurses in this specific environment (Carayon & Gürses, 2005:287). The objectives of this study therefore are to explore and describe the experiences of registered nurses of their work environment in a critical care unit and to make recommendations that will assist registered nurses working in a critical care unit. A qualitative, explorative, descriptive and contextual research design will be utilised. Data will be collected by means of semi-structured interviews and analysed according to the framework provided by Tesch (in Cresswell, 2003:192). Purposive sampling will be used to select a sample of registered nurses working in a critical care environment. Guba’s model (in Krefting, 1991) will be utilised to verify data and to ensure trustworthiness of the study. Ethical considerations will be adhered to throughout the study. Once data has been analysed, recommendations will be made that will assist registered nurses working in a critical care unit.
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Makhobotloane, Mamello Patience. „Job insecurity, wellness and social support within a business unit of an electricity organisation / by Mamello Makhobotloane“. Thesis, North-West University, 2005. http://hdl.handle.net/10394/2457.
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Jauncey, Stuart Adam. „The job of the hotel general manager : an ethnographic study of unit managers from one occupational community“. Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341652.
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Joubert, Ronel. „Factors influencing the degree of burnout experienced by nurses working in neonatal intensive care units“. Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20217.
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Thesis (MCur)--Stellenbosch University, 2012.ENGLISH ABSTRACT: Burnout is one of the challenges that nurses are faced with in their stressful and rapidly changing work environment. The vulnerability of nurses to burnout remains a major concern which affects both the individual and institution. Knowledge about burnout and associated risk factors which influence the development of burnout is vital for early recognition and intervention. The research question which guided this study was: “What are the factors influencing the degree of burnout experienced by nurses working in neonatal intensive care units?” The objectives included determining which physical, psychological, social and occupational factors influenced the degree of burnout experienced by nurses. A descriptive, explorative research design with a quantitative approach was applied. The target population consisted of (n=105) permanent nursing staff members working in the neonatal units of two different hospitals. A convenience sampling method was used. Participants (n=102) who gave voluntary consent to participate was included in the study. Validity and reliability was supported through the use of a validated questionnaire, Maslach Burnout Inventory – General Survey including a section based on demographical information and a section based on physical, psychosocial, social and occupational factors. Validity of the questionnaire was supported by the use of a research methodologist, nurse expert and a statistician in the particular field. A pilot study was done to test the feasibility of the study and to test the questionnaire for any errors and ambiguities. Ethics approval was obtained from Stellenbosch University and permission from the Heads of the hospitals where the study was conducted. The data was analyzed with the assistance of a statistician and these are presented in histograms, tables and frequencies. The relationship between response variables and nominal input variables was analysed using analysis of variance (ANOVA). Various statistical tests were applied to determine statistical associations between variables such as the Spearman test, using a 95% confidence interval. Results have shown that participants experienced an average level of emotional exhaustion, a high level of professional efficacy and a low level of cynicism. Further analyses have shown that there is a statistical significant difference between emotional exhaustion and the rank of the participant (p=<0.01), highest qualification (p=0.05) and a high workload (p=0.01). Furthermore a statistical significant difference was found between professional efficacy and rank of participants (p=<0.01). In addition a statistical significant difference was found between cynicism and the number of years participants were in the profession (p=0.05). Multiple factors were determined in this study that influences the degree of burnout nurses experience. The majority of participants (n=56/55%) experienced decreased job satisfaction and accomplishment, (n=52/51%) of participants experienced that their workload is too much for them and (n=63/62%) participants received no recognition for their work. Recommendations are based on preventative measures, because preventing burnout is easier and more cost-effective than resolving burnout once it has occurred. In conclusion, the prevention strategies, early recognition of work stress and appropriate interventions are crucial in addressing the problem of burnout.
AFRIKAANSE OPSOMMING: Uitbranding is een van die uitdagings waarmee verpleegsters te kampe het in hulle stresvolle en vinnig veranderende werkomgewing. Die kwesbaarheid van verpleegsters vir uitbranding bly ’n kritieke bekommernis wat beide die individu en die inrigting affekteer. Kennis omtrent uitbranding en verwante risiko faktore wat die ontwikkeling van uitbranding beïnvloed, is deurslaggewend vir vroeë opsporing en intervensie. Die navorsingsvraag wat hierdie studie gelei het, is: “Wat is die faktore wat die mate van uitbranding beïnvloed wat deur verpleegsters ondervind word wat in neonatale intensiewe sorgeenhede werk?” Die doelwitte wat ingesluit is, is om te bepaal watter fisiese, sielkundige, maatskaplike en beroepsfaktore die mate van uitbranding wat deur verpleegsters ervaar word, beïnvloed. ’n Beskrywende, ondersoekende navorsingsontwerp met ’n kwantitatiewe benadering is toegepas. Die teikengroep het bestaan uit (n=105) permanente verpleegpersoneel wat in die neonatale eenhede van twee verskillende hospitale werk. ’n Gerieflikheidsteekproef metode is gebruik. Deelnemers (n=102) wat vrywillige toestemming gegee het om deel te neem, is ingesluit in die navorsingstudie. Geldigheid en betroubaarheid is ondersteun deur die gebruik van ’n geldige vraelys van “Maslach Burnout Inventory – General Survey”, asook ’n afdeling gebaseer op demografiese inligting en ’n afdeling gebaseer op fisiese, sielkundige, maatskaplike en beroepsfaktore. Geldigheid van die vraelys is ondersteun deur ’n navorsingsmetodoloog, ’n verpleegspesialis en ’n statistikus op die navorsingsgebied. ’n Loodsondersoek is gedoen om die haalbaarheid van die studie te toets en om die vraelys te toets vir enige foute en dubbelsinnighede. Etiese goedkeuring is verkry van die Universiteit van Stellenbosch en goedkeuring van die Hoofde van die hospitale waar die studie uitgevoer is. Die data is geanaliseer met die hulp van ’n statistikus en is aangebied in histogramtafels en frekwensies. Die verwantskap tussen responsveranderlikes en nominale insetveranderlikes is geanaliseer deur gebruik te maak van die analise van variansie (ANOVA). Verskeie statistiese toetse is toegepas om statistiese assosiasies tussen veranderlikes te bepaal, soos deur van die Spearmantoets gebruik te maak, met ’n 95% betroubaarheidsinterval. Resultate het bewys dat deelnemers ’n gemiddelde vlak van emosionele uitputting, ’n hoë vlak van professionele effektiwiteit en ’n lae vlak van sinisme ervaar. Verdere analise het bewys dat daar ’n statistiese beduidende verskil tussen emosionele uitputting en die rang van die deelnemers (p=<0.01) is, hoogste kwalifikasie (p=0.05) en ’n hoë werklading (p=0.01). Verder is ’n statistiese beduidende verskil gevind tussen professionele effektiwiteit en rang van deelnemers (p=<0.01). Saam hiermee is ’n statistiese beduidende verskil gevind tussen siniesheid en die aantal jare wat deelnemers in die beroep is (p=0.05). Voorts, is veelvuldige faktore bepaal in hierdie studie wat die mate van uitbranding beïnvloed wat verpleegsters ervaar. Die meeste van die deelnemers (n=56/55%) het ’n afname in werksbevrediging en -verrigting ervaar, (n=52/51%) deelnemers het ervaar dat hul werklading te veel is vir hulle en (n=63/62%) deelnemers het geen erkenning vir hulle werk ontvang nie. Aanbevelings is gebaseer op voorkomende maatreëls, want om uitbranding te voorkom, is makliker en meer koste-effektief as om uitbranding te probeer oplos as dit alreeds begin het. Ten slotte, die voorkomende strategieë, vroeë identifisering van werkstres en geskikte intervensies is deurslaggewend om die probleem van uitbranding aan te spreek.
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Farhang, Faraz, und Mehdi Hasely. „How about the Low Performers? : A study on below average salesmen“. Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-27169.
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Sale in essence, is the revenue generator of the company which ensures the existence and maintains the profitability of the business. Here upon, regular measuring the performance of the sales department and being aware of people’s performance in the department is required for companies as to reach certain preset goals and being assured of sales department’s productivity and profitability. This paper aims at studying the salespeople who perform below than expected as to find the causes behind the issue and help stabilizing and boosting the performance of the company finally. With respect to the fact that low performer problem is a complex issue consisting of wide range of aspects, variables and elements, as to collect the data and the analysis; a combination of quantitative and qualitative method (triangulation; via questionnaire and interviews) were used. The problem is narrowed down into three main affecting areas: 1- Employee turnover 2- Ethical issues 3- Job engagement and each scope is examined and analyzed in relation to salespeople’s performance. Consequently, potential and practical solutions and suggestions as for resolving the problem are presented which briefly are: inter-organizational approach, mostly by using job engagement, contribution and interaction.
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Lino, Margarete Marques. „Satisfação profissional entre enfermeiras de UTI: adaptação transcultural do Index of Work Satisfaction (IWS)“. Universidade de São Paulo, 1999. http://www.teses.usp.br/teses/disponiveis/7/7138/tde-12112004-163915/.
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Satisfação profissional é um fenômeno complexo e multivariado, vivenciado pelos indivíduos como um estado comportamental derivado de fontes internas e externas. Considerando o ambiente das Unidades de Terapia Intensiva (UTIs) como fontes geradoras de estímulos externos - positivos e negativos, é essencial uma investigação sistemática para examinar o nível de satisfação das enfermeiras de terapia intensiva em relação ao seu contexto de trabalho. Para atender a essa proposta, o objetivo desse estudo foi adaptar o Index of Work Satisfaction (IWS) - Índice de Satisfação Profissional (ISP) para a cultura das enfermeiras brasileiras de terapia intensiva e identificar seu nível de satisfação profissional. O ISP compreende uma escala de 44 ítens que mede o nível atual de satisfação profissional e comparações pareadas que medem a importância relativa de seis componentes de satisfação profissional: autonomia, interação, status profissional, requisitos do trabalho, normas organizacionais e remuneração. A estrutura metodológica que orientou o estudo baseou-se nas diretrizes de adaptação e validação transcultural de medidas, como propostas pela literatura. A abordagem metodológica compreendeu um comjunto de etapas padronizadas para atingir equivalência idiomática, cultural e conceitual, e para avaliar as propriedades psicométricas do instrumento adaptado, pelo uso de traduções, re-tradução, revisões por especialistas e testes estatísticos. A validade aparente e de conteúdo da versão traduzida do ISP foi analisada através dos julgamentos de especialistas, sustentando sua adequação. A amostra do estudo consistiu de 84 enfermeiras representando oito UTIs, que responderam a um questionário específico para o alcance dos objetivos. Os dados analisados nesse estudo foram provenientes de 70 questionários utilizáveis. A maioria das respondentes era do sexo feminino (90.0%). A idade média foi 30,42 anos e o tempo médio de experiência em UTIs foi de 5,49 anos. Após a eliminação de cinco ítens da escala total, o coeficiente alfa de Cronbach indicou uma confiabilidade de 0,74 e o tau de Kendall entre o escore total ponderado e o escore não ponderado foi de 0,98. As enfermeiras de terapia intensiva classificaram a importância dos componentes de sua satisfação profissional: autonomia, remuneração, interação, requisitos do trabalho, status profissional e normas organizacionais, do mais importante para o menos importante. Os níveis atuais de satisfação profissional classificados de acordo com os componentes da escala, do mais satisfatório para o menos satisfatório, foram os seguintes: status profissional, interação, autonomia, requisitos do trabalho, normas organizacionais e remuneração. Houve, portanto, dissonância entre o nível de importância atribuído e o nível de satisfação percebido. A abordagem metodológica utilizada assegurou que o instrumento traduzido mantivesse a equivalência com o original e preservasse suas propriedades de medida. Possibilitou, também, obter informações valiosas relacionadas ao nível de satisfação profissional das enfermeiras brasileiras de terapia intensiva.Work satisfaction ie a complex and multifaced phenomenon experienced by individuals as a comportamental state derived from internal and external sources. Considering Intensive Care Units'setting as generating sources of external - positive and negative - stimuli, it's essential a systematic investigation to examine the level of critical care nurses'satisfaction with their work context. In order to meet that purpose, the aim of the present study was to adapt the Index of Work Satisfaction (IWS) to Brazilian critical care nurses culture and to identify their level of work satisfaction. The IWS comprises a 44 item scale that measures the current level of work satisfaction and paired comparisons that masures the relative importance of six work satisfaction' components: autonomy, interaction, professional status, task requirements, organizational policies and pay. The methodological framework that guided the study was the guidelines for cross-cultural adaptation and validation of measures, as proposed by the literature. The methodological approach comprised a set of standardized steps to achieve idiomatic, cultural and conceptual equivalence and to assess the psychometric properties of the adapted instrument, by the use of translations, back-translation, reviews by experts, and statistical tests. Face and content validity of the translated version of the IWS was assessed by experts'judgements supporting its adequacy. The study sample consisted of 84 critical care nurses, representing eight ICUs. Data were collected from 70 useable questionnaires. The majority of the respondents were female (90,0%). The mean age was 30,42 years and mean lenght of experience in ICUs was 5,49. After the reduction of five items of the total scale, Cronbach's alfa coefficient indicated a reliability of 0,74 and Kendall's Tau between the total weighted score and the unweighted score was 0,98. Critical care nurses rank-ordered autonomy,pay, interaction, task requirements, professional status and organizational policies from the most to the least important component to their work satisfaction. The ranking of their current levels of work satisfaction was professional status, interaction, autonomy, task requirements, organizational policies and pay from the most to the least satisfying, indicating dissonances between level of importance expected and level of satisfaction perceived. That methodological approach ensured that the translated instrument kept equivalence to the original and preserved its a measurement properties. Furthermore, it was possible to gain valuable informations concerning the level of Brazilian critical care nurses'work satisfaction.
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Dunsdon, Jeananne. „Professional nurses experiences of a team nursing care framework in critical care units in a private healthcare group“. Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1444.
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A critical care unit is a dynamic and highly technological environment. Professional nurses who have been working in the critical care unit for a period of time are passionate about the environment in which they work. They find their on duty time challenging and stimulating. The critical care environment is slowly changing. Due to the fact that there are fewer professional nurses with an additional qualification in critical care available to work in the critical care units. The utilisation of an increasing number of agency nurses leads to an increase in sub-standard nursing care as well as dissatisfied doctors and patients. The shortage of critical care staff has resulted in the need to find an alternative human resources framework and still provide cost effective, safe quality patient care. This leads to the design and implementation of a team nursing care framework for critical care. The research objectives for this study were: - To explore and describe the experiences of professional nurses with regard to a team nursing care framework in private critical care units. - Develop guidelines to optimize the team nursing care framework in critical care units in a private hospital group. The research is based on a qualitative, explorative, descriptive and contextual research design. The study is based on a phenomenological approach to inquiry. Eleven in-depth semi structured face-to-face phenomenological interviews were utilized as the main means of collecting data. A purposive, criterion based, sampling method was used. Specific inclusion criteria were met and consent was obtained from the participants and from the management of the private clinic where the research was conducted. Two central themes were identified:- Theme One: The professional nurses experienced the team nursing care framework in the critical care unit as a burden. Six sub-themes were identified. - Theme Two: Professional nurses made recommendations for improvement of the team nursing care framework in the critical care unit. By describing the lived experiences of the professional nurses in the critical care units, based on research interviews, the researcher painted a clear picture of the team nursing care framework in the critical care unit. Guidelines were developed based on the identified themes. The broad guidelines are aimed at ensuring that the nurses are competent to care for critical care patients prior to them commencing work in the critical care unit. The researcher concludes this study by making recommendations for Nursing practice, education and research.
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Sandén, Malin, und Malin Jonsson. „Arbetstillfredsställelse hos personal inom tvångsvård, LVM“. Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11809.
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Hög arbetstillfredsställelse är viktigt för alla anställda, men förutsättningarna för detta varierar beroende på olika faktorer. Personal inom tvångsvård, LVM arbetar nära klienterna, vilket kan påverka personalens upplevda arbetstillfredsställelse. Undersökningens syfte var att undersöka vilka faktorer som påverkar arbetstillfredsställelse hos personal inom tvångsvård. En enkätstudie gjordes med frågeformuläret QPSNordic med 81 deltagare (40 män, 41 kvinnor) samt en intervjustudie med 8 personer (2 män, 6 kvinnor). Resultatet visade att personalen på den öppna avdelningen hade en signifikant högre generell arbetstillfredsställelse än personalen på de låsta avdelningarna, vilket antagligen beror på skillnader i rollförväntningar, men kanske även större personligt utrymme på den öppna avdelningen. Viktiga faktorer som framkom i intervjuerna om upplevelse av arbetstillfredsställelse var kollegor, stöd från chef samt kontakten med klienterna, vilket kan handla om att kommunikation är viktigt då tvångsvård kräver ett nära samarbete mellan samtliga parter. Området personal inom tvångsvård är relativt outforskat och behöver studeras ytterligare.
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Kohler, Mary. „Exploring the Relationships among Work-Related Stress, Quality of Life, Job Satisfaction, and Anticipated Turnover on Nursing Units with Clinical Nurse Leaders“. Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3648.
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The purpose of this study was to explore the relationship of the Clinical Nurse Leader (CNL) (AACN) role with the variables of work related stress, quality of life, job satisfaction and anticipated turnover of acute care nurses. Participants included registered nurses (RNs) (N= 94) in Florida recruited from 3 (not for profit) Magnet hospitals in the Tampa Bay Florida area. An ex post facto design was used to test the hypotheses of this study; independent t-tests compared RN’s responses on survey tools measuring work-related stress, quality of life, job satisfaction, and anticipated turnover. Multiple regression analysis was used to examine the interrelationships among these variables. RNs (N=94) completed five survey instruments, including a researcher-developed demographic form. The results of the study showed Aim1 which explored work- related stress did not show any statistical difference between the two groups. Aim 2 which explored job satisfaction and quality of life did not show a difference in the two groups when total scores were analyzed. However, the mental health subscale of the Sf-36(quality of life) was significant ( p=.021), and the general health subscale of the Sf-36 trended toward the CNL group reporting better general health (p=.080). This study revealed that Aim 3 which explored anticipated turnover was statistically significant (p=.047). Standard multiple regression showed a significant relationship existed between CNLs, work related stress and anticipated turnover. The significance of implementation of the CNL role in decreasing turnover through a relationship with these variables may have an important impact on the nursing profession. Specifically, economic implications in reducing turnover that bear further exploration and improving the nursing work environment. This research is the first study to explore the CNL role in relation to these variables.
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Bellingan-Timmer, Renate. „An analysis of job satisfaction in the organised crime units of the South African Police Service“. Thesis, 2010. http://hdl.handle.net/10210/3528.
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Wang, Yi-Hua, und 王藝華. „Job Stress and Coping Behavior Among Nursing Staff inIntensive Care Units“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/922ege.
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碩士元智大學
管理碩士在職專班
107
This thesis aims to explore the work stress and coping process of nursing staff in intensive care unit of a regional hospital in Taoyuan city. This study used qualitative research methods by interviewing 10 nursing staff in 5 intensive care units. The results are as follows:1. Sources of stresses: the most common source of stress is from Personnel,patient care stress is second, and the third is being a nursing group leader.2. The stress from personnel factor: the major resource comes from doctors, the second is from patients, and the third is from unit colleagues.3. The stress of nursing staff who have worked for 2 years or less are mainly patient care; for those who more than 2years are being group leaders.4.Reasons for leaving in the past six months: Nurses work experience below 2 years expressed that the care stress and getting along with colleagues are the main reasons.5. Nurses in adult intensive care units have more stress from personnel, yet pediatric intensive care units are from patient care issue.6. Nurses who have worked for 2 years or less will use professional learning structure, and those who worked for more than 3 years tend to seek for medical staff support. Keywords: intensive care unit, nursing staff, work stress, coping
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Theron, Helgard Meyer. „Job satisfaction in a chemical industry production unit / Helgard Meyer Theron“. Thesis, 2014. http://hdl.handle.net/10394/12048.
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The subject area for the study was that of job satisfaction in a chemical industry
production unit and the various dimensions by which it is constituted. The study will
focus on the dimensions which are found to have the biggest impact on the job
satisfaction of employees at the production unit.
As job satisfaction creates confidence in personnel which ultimately leads to
improved quality in the output of the employees, it is a crucial task of management to
instil job satisfaction within their employees (Tietjen & Myers, 1998:226). The
challenge lies therein as to how management should go about to realize the job
satisfaction of the staff, as it is “not the simple result of an incentive program” (Tietjen
& Myers, 1998:226).
Qualitative research by means of structured interviews was implemented in the
study. The sample consisted of 8 Production Foremen and 51 Production Process
personnel who were interviewed during four focus group sessions, and a former
Production Area Manager from the unit who was interviewed separately. Quotations
from transcribed tape recordings of the interviews were sorted or categorized
according to the themes (or dimensions) they represented before being analysed. As
a measure to ensure the validity of the research, the questions of the interviews were
structured in such a way that the data of some of the questions had to either
correspond, or not, to show the validity thereof.
Current research found that several studies have attempted to identify the
determinants for job satisfaction, but there is no agreed consensus as to the exact
dimensions (Kreitner & Kinicki, 2008:170; Vieira, 2005).
The findings of this research showed that job satisfaction is a conglomeration of
MANY dimensions, with no absolutes, which need to be present in the correct mix in
order for an employee to be happy or satisfied. Thus focusing on only one
dimension will provide little success. It is proposed that an integrated strategy with
the most common dimensions (in this instance: teamwork, leadership traits, and
working conditions) are followed to establish a working environment that is conducive to satisfied employees, not forgetting that one of the most important
dimensions is that of the employees themselves.MBA, North-West University, Potchefstroom Campus, 2014
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Cheng, Kung-Yi, und 鄭功義. „A Study Of Job Satisfaction：A Case Of The Navy Logistics Unit“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/62997527869009174613.
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碩士國立高雄應用科技大學
工業工程與管理系碩士班
101
Against recent years’ development of national defense policies, each unit in military continually enforces simplification of department and reconstruction of organizations. Logistic repair staff will face simplification of organizations, less manpower, and the aging situation of repair manpower, under this situation, burdens of work and overtime grew with each passing day, which not only will cause decrease of job satisfaction level, the failure of drawing up goals, but also will have the problems of resignation, that will be the most troublesome management issues to keep force of Navy’s warships. This study take Navy’s repair department as example to discuss the personality traits of employees, job characteristics, and personal property against the effects of job satisfaction level, the objects of the study are Evaluable Employee , Technical sergeants, and Contracted sergeants and officers whom researcher has been working with together in the same Navy repair department. After collecting effective questionnaires, the researcher proceeded to related statistics analyses and investigation using SPSS statistics software package. Using descriptive statistics, Reliability, Factorial analysis, related analysis, Anova, and etc to prove analysis, the results showed: 1. It presented that employee’s job satisfaction level, personality traits, and the character of unit’s work in researcher’s unit has positive proportional. Furthermore, the relationship among「Personality traits」、「job characteristics」、and「job satisfaction level」is linear positive proportional. The linear regression function is: Y=0.266+0.183X1+0.712X2 (Y: job satisfaction level, X1: Personality traits, X2: job characteristics). 2. Employees who are suitable to work as a repairer in Navy have high awareness about personality and high feeling in job character. 3. After analyzing different job satisfactionn levels of repair employees, it will be found: there are no obvious relevance in 「gender」,「marriage」, 「age」,「education」, and 「position」except 「work seniority」.
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Govender, Veni. „Job satisfaction among healthcare professionals in area military health unit KwaZulu-Natal“. Thesis, 2006. http://hdl.handle.net/10413/966.
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The current legislation in South Africa, namely the White Paper on Transformation of the Public Sector published on the 15 November 1995 by the Department of Public Service and Administration, addresses the need for transformation in the delivery of Public Services. The aim of this transformation process is to improve the efficiency and effectiveness of the way in which public services should be rendered, with the emphasis on customer focused ways of working. The South African Military Health Services (SAMHS) as a public service healthcare organisation within the South African Department of Defence (SANDF) is also governed by the White Paper on transformation, and is constantly reminded of the call for improved service delivery to its clientele. According to Schenke (2001:8) it is critical to understand that an interdependent relationship exists between employee satisfaction and customer satisfection, and therefore an organisation would need to focus on both these assets. An integral part of optimising service delivery in the SAMHS and improving customer satisfection, would be to ensure job satisfection among the healthcare professionals who render the services. Spytak, Marsland and Ulmer (1999:26) noted that satisfied employees tend to be more productive, creative and committed to their jobs. A study was therefore undertaken to review job satisfection among health care professionals in a sample population in the SAMHS. The study examined the main contributing factors that affected job satisfection, and determined if there were differences in terms of job satisfection across the demographic variables of age, gender, marital status, employees with or without children and tenure. Finally it explored the correlation between job satisfection levels and intention to leave. The study constituted a comparative cross-sectional study of 61 healthcare professionals based at Area Military Health Unit KwaZulu Natal (AMHU KZN). The research methodology adopted in this study was a quantitative survey. Statistical analyses were completed using ANOVA'S, Pearson's Correlations and Factor Analysis. The results of the study indicated that there were four major contributing factors affecting job satisfection and these included, career management, strategic management and support, the nature of the work itself and interpersonal dynamics. There were no differences noted in job satisfection across the demographic variables of age, gender, marital status, employees with or without children and tenure. However results did indicate that there was a strong correlation between total job satisfaction and propensity to leave. A strong correlation was also found with each of the four main components affecting job satisfection, namely career management, strategic management and support, the nature of the work itself, interpersonal dynamics, and propensity to leave. Recommendations were made to the SAMHS with regard to job enrichment, compensation systems, staffing and promotions, and management style. The implementation of these recommendations could assist in improving the levels of job satisfection among health care professionals. The study also recommended further research to better understand issues that could impact on job satisfection of health care professionals in the military environment.Thesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.
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Cheng, Yong Leong. „Simulation Study of a Semi-Dynamic AGV-Container Unit Job Deployment Scheme“. 2002. http://hdl.handle.net/1721.1/4014.
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Automated Guided Vehicle (AGV) Container-Job deployment is essentially a vehicle-dispatching problem. In this problem, the impact of vehicle dispatching polices on the ship makespan for discharging and/or loading operations is analyzed. In particular, given a storage location for each container to be discharged from the ship and given the current location of each container to be loaded onto the ship, the problem is to propose an efficient deployment scheme to dispatch vehicles to containers so as to minimize the makespan of the ship so as to increase the throughput. The makespan of the ship refers to the time a ship spends at the port for loading and unloading operations. In this paper, we will compare the performance of current deployment scheme used with the new proposed deployment scheme, both with deadlock prediction & avoidance algorithm done in previous study [1]. The prediction & avoidance algorithm predicts and avoids cyclic deadlock. The current deployment scheme, namely pmds makes use of a greedy heuristics which dispatches the available vehicle that will reach the quay with the minimum amount of time the vehicle has to spend waiting for the crane to discharge/load the container from/onto the ship. The new deployment scheme, namely mcf aims to formulate the problem as a minimum cost flow problem, which will then be solved by network simplex code. The two simulation models are implemented using discrete-event simulation software, AutoMod, and the performances of both deployment schemes are analyzed. The simulation results show that the new deployment scheme will result in a higher throughput and lower ship makespan than the current deployment scheme.Singapore-MIT Alliance (SMA)
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Hui-Min, Hung, und 黃惠敏. „Employee Assistance Programs and Absenteeism-The Mediating Effect of Unit Job Satisfaction“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/k5yqh6.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
103
Employees are important assets of the enterprise. However, the care and welfare that company offer to employees is a part the enterprise need to pay more attention on. According the past research, when organization guide the Employee Assistance Program, that can bring positive effect. For example, to reduce absenteeism rate and to increase job satisfaction of employee. This research aims to discuss the relationships among employee assistance programs utilization, absenteeism rate and unit of job satisfaction. We also discuss the mediating effect of unit job satisfaction on the relationships between employee assistance programs and absenteeism rate. Questionnaire survey was used to collect data, this study did a research the subjects are the staffs in governmental offices or private institutes which have been practiced employee assistance programs. Issued total 570 questionnaires, 516 returned, 502 are valid, and returned rate is about 88.07%。 By conducting SPSS 12.0 analysis Software and Data Analysis Methods to study the hypothesis, the following theories were found:1. Employee Assistance Programs utilization has a significantly effect on Absenteeism rate. 2. Employee Assistance Programs utilization has significantly effect on Unit Job Satisfaction. 3. Unit Job Satisfaction has a mediating effect on the relationships between Employee Assistance Programs utilization and Absenteeism rate.
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Mokatsane, Polaki Ephraim. „Operational cost of the obstetrics unit of the Job Shimankana Tabane Hospital“. Thesis, 2013. http://hdl.handle.net/10539/12540.
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BACKGROUND: The World Health Organization (WHO) has acknowledged the importance of maternal care and listed it as part of its Millennium Development goals (WHO, 2002). The Maternity unit of the Job Shimankana Tabane (JST) Hospital, situated in the Rustenburg city (regarded as the fastest growing city within South Africa) is burdened with increasing number of patients for the last few years with resultant increased resource utilisation. However, there is no systematic study done to describe this situation. The above mentioned scenario necessitates this study to assess the operational cost of the Obstetrics Unit in relation to caseload, profile of patients, and resource utilization.
AIM: To determine the operational costs within the Obstetrics Unit of the JST Hospital in terms of caseload, profile of patients, and resource utilization
METHODOLOGY: Cross sectional study design was used for this study. Retrospective record review was done and information extracted from various sources of hospital information system. No primary data was collected for this study. Setting of this study was the Obstetrics unit at Job Shimankana Tabane Hospital situated within Rustenburg city of Bojanala District in North West Province. Data was collected on various variables that are relevant to the function of women health services and resource utilization in Obstetrics unit of this Hospital.
Results: Obstetric unit of Job Shimankana hospital experienced high caseload due to patient bypassing primary health care service points including district hospitals with highest number being seen afterhours; and due to inappropriate referrals from clinics. Analysis of profile of these patients showed 93% being Africans, 90% unemployed; and 70% being single. Hospital obstetric unit operational costs amount to just over R1.3 million with 57% accounted for by goods and services and human resource accounting for the remaining 43%. The average was R7, 717.75, which is very high.
Conclusion: The operational cost of this obstetric unit was found to be very high and quality may have been compromised due to increased caseload, leading to low length of stay.
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Min, Huang Hung, und 黃宏民. „The study of job satisfaction influenced by leadership, organizational culture and job characteristics:the case of R.O.C.A.F. logistics unit“. Thesis, 2005. http://ndltd.ncl.edu.tw/handle/26635158263228811379.
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Chuang, Huang-Tang, und 莊煥堂. „The Research of Relation between Leading Style, job Characteristics, and job Satisfaction a Case from a Navy Unit“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/97619677297647986835.
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碩士佛光大學
管理學系
96
Abstract In order to adjust to the government policy of organization-renewing, the national defense organization also propelled the policy and decrease personnel cost by combining different departments, cutting down on staff number. However, when this policy was being pushed, many alternative measures couldn’t match the real condition in the army, causing a condition that the amount of business was still the same as before while the number of employee had been cut down and this even made some individuals responsible for many occupations. How can the leaders make subordinates satisfied by using leadership in this condition? While the organization is being transformed, it’s very important for those leaders to know how to use a proper leadership style to make their employee satisfied with their job; especially, in recent years, R.O.C. army forces have strongly pushed policy about “National Defense from All People” and have positively propagated to encourage youth to join the army, but this isn’t enough to attract those outstanding people in the society. To make all soldiers become good examples to let more people join the army, it is a must for the army leaders to take serious value improving their interior system and enforce the staff to accept missions of the organization and to shape a good image in everyone’s mind, so all the leaders should value the most important capital in the organization -ordinates-, and let the leaders’ leadership style satisfies or affects ordinates’ job-satisfaction. So, I hope this research to achieve the following goals. 1. Understand the relationship between navy cadres’ leadership style and employee’s job-satisfaction. 2. Discuss how the characteristics of different works affect employee’s job- satisfaction. 3. Discuss if the variable of human statistics, such as sexual distinction, marriage, age, education, occupation, social classes, and record of service, influence leadership styles, job-characteristics, and job-satisfaction or not. This research adapts multi-variable way of researching. According to the information from analyzing the questionnaire, it shows: 1. Different leadership styles cause different levels of job-satisfaction, true. 2. Different characteristics of jobs affect employee’s job- satisfaction, partly true. 3. The variable of human statistics influence leadership styles, job characteristics, and job-satisfaction, partly true. Based on the result of the research, we give advices to those department leaders to work out routine management and navy craft conventions and also for later researchers as some reference.
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TSENG, YI-WEN, und 曾薏雯. „The Correlation among Intensive Care Unit nurse’s Occupational Burnout, Resilience, and Job Satisfaction“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ppec6m.
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碩士長庚科技大學
健康照護研究所
106
The aims of this study were to explore the correlation among intensive care unit nurse’s occupation burnout, resilience, and job satisfaction.This study adopted a cross-sectional design and used Occupation Burnout Scale, Resilience Scale, and Job Satisfaction Scale.Intention to Stay Scale to collect data. The response rate was 96.5% (275/285) and 275 questionnaires were analyzed as valid samples. Descriptive statistics and inferential statistics were used for data analysis. The findings included：the average Occupation Burnout Scale score of nurses was 1.81±0.57 out of a maximum 4.0. Among the subdimensions of occupation burnout, “personal burnout competence” (2.08±0.81) scored the highest, “client-related burnout competence”scored the lowest（1.50±0.68）. the average Resilience Scale score of nurses was 2.56±0.57 out of a maximum 4.0. Among the subdimensions of resilience,“Personal competence, high standards,and tenacity competence” (2.66±0.56) scored the highest,“Spiritual influences competence”scored the lowest（2.40±0.64）. The average job satisfaction Scale score of nurses was 3.42±0.42 out of a maximum 5.0. Among the subdimensions of job satisfaction had higher intrinsic job satisfaction（3.42±0.42）than extrinsic job satisfaction（3.37±0.44）. Intensive care unit nurses with younger age and shorter working years need to adapt to various situations, so the occupation burnout is high, due to lack of experience, low resilience, breaking into the workplace, full of enthusiasm and ambition for the workplace, so job satisfaction Higher.Those with higher education level, because of their good ability and rich knowledge, can have more experience to solve in the face of difficulties, so they have higher resilience and better job satisfaction. Married and have children, full of family support, so the occupation burnout is low, with higher resilience and better job satisfaction. The intensive care unit nurse with higher level of clinical ladder systems for nurses in hospital has higher scores in resilience and better job satisfaction. Correlations between occupation burnout and job satisfaction were a significant negative correlation (r=-.445, p<0.01). Correlations between resilience and job satisfaction were a significant positive correlation (r=0.45, p<0.01). Intensive care unit nursing staff nursing years, intensive care unit seniority, clinical ladder systems for nurses in hospital, occupation burnout, resilience can explain the 32.8% variation of "job satisfaction", the regression effect reached a significant level (F=34.017, p<0.000) . Hope that the results can provide hospital managers and clinical first-line care of the care of patients with reference to create a good workplace culture, improve job satisfaction, and then create a high-performance and successful medical environment.
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Hsu, Wan-Ling, und 許菀齡. „The relationships among job characteristics, professional commitment and job performance–The case of nursing staff in dialysis units and medical wards“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/75524736591109852338.
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碩士長榮大學
醫務管理學系碩士班
99
Objectives:After the implementation of National Health Insurance program in 1995, hospitals have been more concerned about operational performance so as to attain a competitive advantage. Since nursing staff comprises 40% to 60% of health care manpower in hospitals, it is worthwhile to explore how to enhance nursing staff job performance. The aim of this study was thus to clarify the association of job characteristic, professional commitment, and job performance of nursing staff in dialysis unit and medical ward. Another aim was to investigate the mediating effect of professional commitment between job characteristic and job performance. Methods:A convenient sampling approach survey was conducted for this study. Nursing staff working in dialysis units or medical wards from 10 conveniently selected hospitals located in the northern, central, and southern Taiwan were the targeted population. The questionnaire comprises the adapted six dimensions of Job Characteristics Index (JCI), the Motowidlo and Scotter’s job performance inventory, and an assessment instrument of professional commitment. Data were analyzed with the aid of statistical software package SPSS to provide descriptive statistics, t -test, ANOVA, Pearson correlation, and multiple regression modeling. Results:Of the 446 nurses surveyed, 357 (a response rate of 80.04%) responded with 226 (63.3%) from dialysis units and 131 (36.7%) from medical wards. Overall, the average score for job characteristic was 3.73 (on a 5-point scale) indicating a mid-level assessment and nurses from medical wards had a higher average score than those from dialysis units (3.81 vs. 3.68). The average score for professional commitment and job performance was 2.74 (out of 4) and 4.03 (out of 5), respectively. Further, nurses from dialysis units had higher scores (2.74, 4.09) than those from medical wards (2.73, 3.92). The scores of job performance reached a significant difference (t=2.960，p<0.01). Besides, there existed significant correlations among job characteristic, job performance, and professional commitment, with a relatively higher level of correlation between professional commitment and job performance (r= 0.516). The dimensions “skill variety” (β=0.302, p<0.001) and “task feedback” (β=0.128, p <0.05) of JCI, and “belief in goals and values” (β=0.456, p<0.001) of professional commitment were significant predictors of job performance. The professional commitment revealed a partial mediating effect between job characteristic and job performance. Conclusions:The average score of job characteristic for medical wards was higher than that for dialysis units; to the contrary, dialysis units had higher job performance scores than their counterparts. It is suggested that hospital administrators should conduct a thorough job analysis on nursing care activities and develop effective information systems to eliminate inefficient routine tasks. Besides, increasing the variety of nursing activities, designing a better job rotation system, and establishing a well-recognized promotion and evaluation mechanism might help enhance the perception of job feedback for nursing staff. It is expected that through these efforts nursing staff would increase their professional commitment and job involvement, which in turn would improve hospital operational performance.
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王文輝. „The Study of Armed Forces in Culture of Units’ Organization, Behavior of Leadership, Characteristics of Jobs and Tendency of Withdrawal – Based on the Example of Volunteered Soldiers in A Units of Armed Forces“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/87398001104722154257.
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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 the past, based on the Conscription system, most of the conscripted soldiers joined the society right after they have fulfilled the obligation of their legal term for serving in the military. It is considered as a major issue for losing its main strength in the military. Thus, since 2003, the Ministry of National Defense greatly modified its policy in enlisted man from full conscription shifted to “volunteer soldiers in standing forces and conscripted soldiers in reserved forces”. It adopted both conscription and volunteer forces policy for the enlisted man. In order to reach the goal of full volunteer force in 2014, the MND plans to shift the ratio of enlisted man starting from 2011 by decreasing 10% of the conscripted soldiers and increasing 10% of the volunteered soldiers annually. This paper tends to examine the connections within the Armed Forces in culture of units’ organization, behavior of leadership, characteristics of jobs and tendency of withdrawal. So it may help us to identify how the above factors influence the volunteer soldiers’ decision of withdrawing from the military. And, furthermore, it helps us to investigate the capacity of foreseeing the tendency of soldier’s withdrawal from the military influenced by the above factors. In a word, the purpose of this paper is followed. First, it is to discuss how volunteered soldiers’ decision of withdrawal from the military affected by the culture of units. Second, it examines how the behaviors of leadership discourage the soldiers to stay in the military. Third, it investigates how the characteristics of jobs have influence on the trend of soldiers’ decision quitting the military. This paper is supported by the study of questionnaire. Based on the purpose, questions to answer and documentary study, a questionnaire is designed to focus on examining the connections within the Armed Forces in culture of units’ organization, behavior of leadership, characteristics of jobs and tendency of withdrawal of enlisted soldiers. Questionnaires were distributed to the volunteered soldiers who served in different units in the north, center and south portions of Taiwan. There were 300 questionnaires distributed and 274 of them were collected and considered effective. The successful collection rate is 91.3%. The study was conducted through descriptive statistic analysis, independent T specimen ratification, single factor variable analysis, Pearson relative and regression analysis. The intention is to conclude the trend of volunteered soldiers leaving the military through systemic analysis. And, through the result, it can help to attract more excellent soldiers to stay in the military so to ensure the stability of strength of manpower and to reach the goal of “elite soldiers” which may upgrade the warfighting capability of the Armed Forces.
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Ke, Teng-Yao, und 柯登耀. „Job Satisfation、Job Burnout and Resignation Tendency of Volunteer Officers and Soiders – A case study of an Aircraft Maintenance unit“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/h8b33c.
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碩士義守大學
工業管理學系
107
Because of the policy change, the military recruitment becomes very difficult nowadays. There are many phenomena for discussion, including whether job satisfaction can help officers or soldiers retain and to improve work efficiency; does the turnover rate increasing the training cost work loading? whether burnout and resignation rate is inseparable? To find the answers for the above questions, this study discussed the relationships among the job satisfaction, burnout and resignation tendency of soldiers. This study conducted a questionnaire survey in a military maintenance base. Descriptive statistical analysis, reliability test, T-test, ANOVA and mediation effect analysis were performed in this study. The study findings are as follows: The marital status has significant differences in resignation tendency. The class level has significant differences in the overall job burnout and resignation tendency. Different service years have significant differences in resignation tendency. Job satisfaction, burnout, and resignation tendency are moderately related. Job satisfaction and burnout have a high ability to explain resignation tendency.6. Job Satisfaction has a mediating effect on resignation tendency through burnout.
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Landrom, Stacia. „Work excitement on a general care nursing unit a research report submitted in partial fulfillment ... Masters of Science Nursing Administration ... /“. 1992. http://catalog.hathitrust.org/api/volumes/oclc/68796301.html.
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Chan, Hugh. „Empowerment and job satisfaction on medical units of a community hospital utilizing Kanter's theoretical framework“. 2009. http://hdl.handle.net/1993/21460.
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Huang, Mei-jun, und 黃梅君. „Military personality traits, the nature and Job Performance - A Case Study of Northern logistics units“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36584149004467318734.
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碩士清雲科技大學
經營管理研究所
99
Any organization values that right person should be put in the right position in order to create high efficiency,including the military organization. Since the Armed Forces initiated “Jingshih Program”(The ROC Armed Forces Refining Program) and “Jingjin Program”(The ROC Armed Force Streamlining Program) on July 1st,1997,the prescribed number of personnel has been reduced from 452,000 to 275,000.It has cut down 177,000 more personnel accounting for 39% of the total number of personnel before implementing the Jingshih Program.Considering the personnel ratio of the Armed Forces will gradually decrease in the future,how to arrange proper slots is very important that military cannot have negligence. The research aims for how the work efficiency that soldiers possessing different kinds of characteristics have, when they are assigned to be responsible for command,staff,or service duties by sampling 243 volunteers of logistics units in northern part of Taiwan,including officers,noncommissioned officers,and privates,using questionnaires,and applying t-test, earson correlation analysis,and regression analysis.The results are as follows. 1.The friendlier the command personnel are,the worse his work efficiency is;the more diligent he is,the better his work efficiency is. 2.The friendlier the staff personnel are,the worse their work efficiency is;the opener they are,the better their work efficiency is. 3.The more diligent the service personnel are,the worse their work efficiency is;the opener they are,the better their work efficiency is. 4.The friendlier the military personnel are,the worse their work efficiency is,especially for the staff personnel.
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Lin, Tzu-Ching, und 林姿菁. „Job Stress, Occupational Burnout, and Depression Level among Nurses in Pediatric Intensive Care Unit“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/03695097855569779981.
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碩士輔英科技大學
護理系碩士班
100
The purpose of this study was to investigate the relationships among job stress, occupational burnout, and depression level in pediatric intensive care unit nurses. A cross-sectional correlation study design was adopted. A purposive sample consisting of 140 nurses in pediatric intensive care unit was recruited from some teaching hospitals in southern Taiwan. The structured questionnaire used to collect data included personal baseline characteristics, the Taiwanese Nurses Stress Checklist, the Occupational Burnout Inventory, and the Taiwanese Depression Questionnaire. The data analyses were conducted using SPSS for Windows v.12.0, including descriptive statistics, independent samples t-test, multiple linear regression, and path analysis. The findings indicated that the mean score of the 144 subjects’ job stress was 153.38 (SD=50.56); the mean score of occupational burnout was 200.21 (SD=62.84), and the median score of depression level was 19 (IQR=13.75). After controlling for personal baseline characteristics, any two of job stress, occupational burnout, and depression levelwere significantly positively correlated. Furthermore occupational burnout had partial mediation effect on the relationship between job stress and depression level. The results of this study provided a reference for the government and the hospital supervisors to develop the policy that can prevent job stress and occupational burnout, and further to avoid the occurrence of depression, and then to provide the patients with a nursing environment of sure safety and high quality.
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CHOU, HSUEH-KUANG, und 周學廣. „A Study on the Relationship among Personality Traits, Job Characteristics, Job Satisfaction and Job Involvement- a Case of Switching Power Supply Unit Engineers in Company D“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/zm85ut.
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碩士中華大學
科技管理學系碩士班
103
The competition in the electronics technology industry in Taiwan becomes more and more intense in recent years. The news of the outgoing employees and paying poaching spread at any time. It shows apparently that the employee's autonomy have become increasing. Also, the high paying cannot remain the employee's loyalty. If a company wants to retain a talent, they must pay more attention on the job satisfaction of their internal staff. Those engineers who have professional knowledge and skills are more important. They own higher technology and it is difficult to train a professional engineer. Once an engineer decreases his job satisfaction, he will decrease his job involvement. It will hurt the enterprise itself if he resigns. Therefore, the company can enhance its human quality and core competitiveness if there are more engineers who have professional knowledge and high job satisfaction. The purposes of this study are as following. First, it explores whether there are differences of the job satisfaction among the different personal background of the power supply engineers. Second, it explores whether there are differences of the job satisfaction among the different personality traits of the power supply engineers. Third, it explores whether there are differences of the job satisfaction among the job characteristics of the power supply engineers. Fourth, it explores the job satisfaction of the power supply engineers effects on the job involvement. This study used questionnaires to the quantify research. The observations are the power supply engineers in Company D. 150 questionnaires are distributed and 130 questionnaires are valid. The results of the study are as following. First, personal background and job satisfaction have part related. Second, personality traits and job satisfaction have part related. Cautious and affinity have the significantly positive effect on job satisfaction. Emotion and job satisfaction show the significantly negative effect. Third, job characteristics and job satisfaction have part related. Integrity task and feedback of job have significantly positive effect on job satisfaction. Fourth, there are significantly positive effect among the job itself, the relationship of the colleagues, and job involvement.
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Burry, Laurie C. „Factors related to hospital staff nurses job satisfaction and dissatisfaction in an intensive care setting a research report submitted in partial fulfillment ... /“. 1985. http://catalog.hathitrust.org/api/volumes/oclc/68787702.html.
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LI, WEI-SHENG, und 李偉聖. „A Study on the Personality, Job stress and Job Satisfaction Related to the Willingness to Retain for the Voluntary Soldiers in Logistics Units“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/3r8esq.
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碩士世新大學
資訊管理學研究所(含碩專班)
106
In recent years, due to the facts of social environment changes, military service system reform and retreat system reform, etc., force retirement and replacement are frequently. Volunteer colleagues face the obstruction of experience inheritance and equipment operation. And the foces are not replenish ago, the combat manpower maintenance depends on the volunteer colleagues. Rising the willingness of the volunteers to stay is to highlight its importance. Logistics units are highly professional forces and the main task are supply, maintainance, transportation, ammunition and medical service support. An old saying goes “The army did not move, forage first move.” The importance of logistics is to provide front-line troops with good logistical support during peace and wartime. As far as we know, logistics units need more professionals than the others and the willingness to retain is even more influential than the tri-services . This study purpose is the correlation for volunteer services that if due to personality, job stress and job satisfaction to related to the willingness to retain. The result of this study shows that job characteristics has significant relationship with job stress, job stress has significant relationship with job satisfaction, job satisfaction has significant relationship with willingness to retain. It shows job characteristics, job satisfaction recognition higher and pressure burden smaller than the willingness to retain will be higher.
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Tsai, Chin-Sien, und 蔡靜嫺. „A Study on Job Stress and Sense of Humor at the Nurses of Critical-Emergency Units“. Thesis, 2007. http://ndltd.ncl.edu.tw/handle/51046012707531999208.
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碩士中臺科技大學
醫護管理研究所
95
Modern pressure is the inevitable problems, if we can use positive thinking attitude to face it, to human health and performance, which will be helpful. The purpose of this study was to understand the impact of job stress on the nurses of Emergency and Critical units with a sense of humor factors and relationships. This study was conducted by taking the questionnaires from the nurses in Critical-Emergency units of eight hospitals in central Taiwan. In total, 573 questionnaires were received. At the same time, 300 questionnaires from the staff of general enterprise were received. Job stress response scale and sense of humor scale were used as research instruments. Data was analyzed by t-test, One-Way ANOVA, and correlation. This research reveals that job stress response mean of nurse was 2.78±0.69. It was higher than that in the staff of a general enterprise（P<0.001）. The sense of humor mean of nurse was 3.17±0.70. It was lower than that in the staff of a general enterprise（P<0.01）. And job stress response showed a significant negative correlation to sense of humor（P＜0.05）. Nursing work is a rather emotional labor of the work that they are dealing with the working environment for more tension and unsystematic, urgent and not a pleasant atmosphere, situational humor rarely is the stimulation, so job stress of nurse was higher than staff of general enterprise. Study results advise that cultivate a humor competency for nurses to improve the atmosphere of their workplaces and to alleviate job stress of nurses.
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Chiang, Ai-Yuan, und 江愛元. „A Correlational Study among Job Stress,Organizational Commitment and Organizational Citizenship Behaviors of Army Logistic Units“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/8f95wx.
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碩士義守大學
工業管理學系
102
In order to restructure organization and improve its human resources, military in Taiwan has to build a small but strong army by executing a series of downsizing programs and changing from “Recruitment and Voluntary” system to “All Voluntary” system. Follwing by huge organization changes, job stress of the staffs will be inevitably increasing which may also make great impact on organizational commitment and organizational citizenship behaviors. This study attempted to understand the influence of such key factors as job stress, organizational commitment, and organizational citizenship behaviors have on an organization, and to examine the relationships among these three factors. The main research objects of this study were the staffs in military units, a designed survey was conducted to collect questionnaire data, and such statistical analyses as Descriptive Statistical Analysis, Reliability Analysis, T-Test, One Way ANOVA, and Regression Analysis were performed to test the research hypothese. The research results showed: 1.Different personal characteristics will make partically significant differences to job stress. 2.Different personal characteristics will make partically significant differences to organizational commitment. 3.Different personal characteristics will make partically significant differences to organizational citizenship behaviors. 4.Job stress will has significant negative impact on organizational citizenship behaviors. 5.Organizational commitment will has significant positive impact on organizational citizenship behaviors. 6.Job stress will has significant negative impact on organizational commitment. The relevant research conclusion and suggestions were given for the further studies as references.
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Liu, Shao-Xiang, und 劉紹祥. „The Influences of Franchisee’ s Brand-Based Psychology Ownership on Franchise Unit-Store Job Satisfaction“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/76227486000237191702.
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碩士亞洲大學
經營管理學系碩士班
96
It’s very competitive in franchise system in Taiwan. Therefore, the primary subject for the franchisor is to keep a good relationship with franchisees. The franchisor should develop a long-term partnership with franchisees under a well interaction. The franchise system, which combines big business expertise and knowledge with small business entrepreneurism, has become a significant and growing portion of the global economy. In contrast to the widespread practice of franchising, there has been little empirical research in franchise relationship, particularly from the perspective of franchisees. This study explored when the franchisor headquarter have unless the franchise chain store’s ownership, use the ownership of psychology point-psychology ownership, extend franchisers to franchisor headquarters’ brand- brand-based psychology ownership, with franchisee’s human capital, to explained whether can affect franchise unit-store job satisfaction. Empirical analysis use SPSS15.0 software to certification, inspect relations between each research construction surface whether do have statistically significant. The research hypothesis are summarized as follows： H1：In franchising system, franchisee’s human capital and franchising systems brand-based psychology ownership are significantly correlated. H2：In franchising system, franchisee’s brand-based psychology ownership and franchise unit-store job satisfaction are significantly correlated. H3：In franchising system, franchisee’s human capital through the franchising systems brand-based psychology ownership to franchise unit-store job satisfaction is significantly correlated.
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Wang, Wen-Fu, und 王文福. „Guojun financial unit job training learning motivationMachine, learning the relationship of behavior and learning outcomes“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/69227499029679154202.
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碩士樹德科技大學
經營管理研究所
100
With the changing times and environment, the personal and in groups 裡 the demand for content not to combine; professional knowledge of others to override or supersede, then the individual will soon be eliminated and forgotten. Therefore, lifelong learning became the people reached a consensus for the importance of personal career development.The establishment of the job special class of higher education in recent years to promote the concept of lifelong learning measures. With the advent of the learning society, serving adult learners in order to obtain new knowledge to grasp the competitive advantage and poured into the universities has become a trend. Attending in-service special class ability to really control their own knowledge, the study of motivation and learning styles will be directly related to its learning effectiveness.In this study, questionnaire survey, 16 financial units of the National Army (including volunteer officers and financial officers in Kinmen, Matsu and Penghu, three outside the Islands), to study the relevant literature and research by staff of the financial units of the national army job training investigate, collate and analyze the motivation orientation to relevant units in the planning Guojun financial unit staff in-service continuing education as a reference. Want to help the relevant units to further thought and effective reform and innovation, in addition to enhance the human qualities of the units on the whole, more helpful for personal career development. The contribution of this study are as follows:Guojun financial institutions who service training motivation, learning behavior can affect the effectiveness of learning, it is suggested Guojun financial unit leadership staff on the job training for colleagues in the financial unit, through motivation, learning behavior in these two areas means to enhance the learning outcomes of the financial unit colleagues showed better development. The financial unit colleagues to participate to continue learning, learning motivation, learning behavior is more positive, then the effectiveness of learning performance will be even better, but also allows the study of the financial unit colleagues are more active, and thus to develop good learning habits, work colleagues for financial units development is helpful.