Dissertations / Theses on the topic 'Employee adjustment'
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EscaÌria, ViÌtor Manuel AÌlvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal." Thesis, University of York, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.423772.
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Escária, Vítor Manuel Álvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal." Doctoral thesis, University of York Department of Economics and Related Studies, 2003. http://hdl.handle.net/10400.5/4501.
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PhD degree at the University of York Department of Economics and Related StudiesIn this thesis' I analyse how the labour market adjusts in Portugal. I do so using a unique matched employer-employee dataset built during this work in order to evaluate several aspects of that adjustment process. The thesis is mostly empirical despite taking inspiration from the rele¬vant theoretical literature oh labour market adjustment, such as search and matching models of the labour market, or models of segmented or dual labour markets. The use of a matched employer-employee data set with information on workers and their employers enables the analysis of some more specific aspects of the adjustment in the labour markets such as the analysis of flow rates for different types of workers or the identification of the existence of segregation against some type of workers. The different chapters of the thesis constitute progressive steps of the analysis. Each chapter tries to go a bit deeper into the adjustment process exploring more specific aspects of that process: starting with the analysis of job flow rates; moving into the analysis of flow rates for different types of workers; to the analysis of workers affected by employment adjustment decisions of the business units; and to the analysis of individual separations. It finishes with an analysis of the role of business demography on employment creation at regional level.
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Martin, Angela Jayne, and n/a. "Employee Adjustment During Organisational Change: The Role of Climate, Organisational Level and Occupation." Griffith University. School of Applied Psychology (Health), 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20031003.090413.
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The present studies were designed to advance theoretical understanding of employee adjustment during organisational change. There were two broad aims of the thesis. Firstly, the role of organisational climate factors in facilitating employee adjustment during change was examined by testing models based on Lazarus and Folkman's (1984) cognitive-phenomenological account of stress and coping processes. In particular, the concept of coping resources was expanded to examine organisational factors rather than individual attributes. Secondly, the extent to which organisational sub-groups differ in their perceptions of climate and levels of adjustment indicators during change was investigated. The research also aimed to inform diagnostic processes within organisational change management by examining the applied value of the empirical findings of each of the studies. The first two studies were empirical tests of a theoretical model of employee adjustment. Study 1 tested a model of employee adjustment to organisational change that examined employee well-being and job satisfaction as outcomes of positive adjustment during change. Firstly, pilot interviews with 67 hospital employees enabled salient aspects of the organisational climate that may facilitate adjustment during organisational change to be confirmed. Next, 779 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence that supported the majority of theoretical predictions. Overall, the final model showed that employees who had positive perceptions about employee relations within the hospital, strong beliefs about the quality of patient care, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). A particularly influential variable in the model was the effectiveness of employee relations within the organisation. Study 2 tested a model of employee adjustment to organisational change which examined organisational commitment, turnover intentions and absenteeism as outcomes of positive adjustment during change. Firstly, as in Study 1, pilot interviews with 20 state public sector employees enabled salient elements of the organisational climate that may function as resources for coping with organisational change to be confirmed. Next, 877 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Like Study 1, confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence which supported most of the theoretical predictions. Overall, the final model showed that employees who had positive perceptions about customer service, believed that their leaders communicated a vision for the organisation, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). The extent to which leaders exhibited a vision for the organisation emerged as an important predictor in the model. Together, the results of studies 1 and 2 provided evidence that organisational climate variables are important predictors of the way employees appraise and respond to organisation change. The next two studies presented were focused on group differences in the model variables from studies 1 and 2. Study 3 investigated group differences in perceptions of climate and levels of adjustment during organisational change as a function of an employee's organisational level. The pilot interviews revealed that an employee's organisational level was the most salient source of sub-group identification in the climate of a public sector department. Survey data from study 2 were analysed using Multivariate Analysis of Variance (MANOVA). The responses of 669 public sector employees were grouped into 3 categories: lower, middle and upper level employees. Results revealed that upper level staff reported higher levels of adjustment during change, across a range of indicators. Study 4 investigated occupational group and organisational level differences in perceptions of climate and levels of adjustment during organisational change. The pilot interviews in this organisation revealed that it was an employee's occupational group membership that provided the most salient group delineator in the hospital climate. Survey data from Study 1 were analysed using MANOVA. The responses of 732 hospital employees were grouped into 4 major occupational categories: medical, nursing, allied health and non-clinical staff. Participants were also grouped on the basis of whether they occupied a management or non-management position. Results revealed statistically significant differences between groups and an interaction between occupation and level. Non-clinical staff were less well adjusted during change than other occupational groups. Managers appraised change as more stressful than non-managers, but felt more in control of the situation. Together, the results of Studies 3 and 4 highlighted the importance of examining employee perceptions at the sub-group level when implementing change and indicated the need for interventions to be targeted at the sub-group level. Overall, the research reported in this dissertation extended a theoretical model of employee adjustment to change and improved the application of the model. This outcome was achieved by investigating the role of environmental coping resources drawn from the organisational climate in improving employee adjustment during change and the degree to which groups differed in their perceptions of these variables. Climate and change appraisal factors were linked with a range of important individual/organisational outcomes such as employee well-being, job satisfaction, organisational commitment, turnover intentions and absenteeism. Differences in perceptions of climate and levels of adjustment during change were also observed at the organisational sub-group level. The findings of the research have implications for the effective management of organisational change. Change should be implemented in conjunction with ongoing organisational development processes involving diagnostic research that identifies the elements of climate that employees draw upon for support in the process of adjustment. Interventions should be based on improving and strengthening these resources. Diagnostic processes should also pay attention to the salient groupings of staff within an organisation so that interventions can be targeted specifically to relevant sub-groups.
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Ghaly, Mohamed. "Essays on the interplay between finance and labour." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/essays-on-the-interplay-between-finance-and-labour(26d96d6d-1847-4cec-b4d7-80f50abdf5e2).html.
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This thesis is an effort to advance our knowledge and understanding of the role that labor plays in shaping corporate financial policies and how it is in turn affected by considerations related to firms' financing. I present three essays on the interaction between finance and labor. First, I provide two examples of how labor affects financial decisions, in which I investigate the impacts that commitment to employee welfare and reliance on skilled labor have on cash management policies. Next, I examine the effect of ownership structure on labor investment decisions as an example of how finance affects human capital. In the first essay, I examine the relation between employee welfare practices and corporate cash holdings. Consistent with the predictions of the stakeholder theory, I find firms that are strongly committed to employee welfare, measured by ratings on employee relations, to hold more cash. The effect of employee welfare standards on cash holdings is stronger for firms in human-capital-intensive, competitive, and low turnover industries in which employees are more important to their businesses. The findings highlight the importance of human capital and employee-friendly practices as an overlooked determinant of cash holdings and suggest that managers can use cash to signal their financial health to current and potential employees, thereby increasing their competitiveness in labor markets. The second essay examines whether a firm's dependence on skilled labor affects its cash holdings. Consistent with a precautionary motive to accumulate cash when higher labor adjustment costs slow a firm's labor demand reaction to cash flow shocks, I find robust evidence that companies with higher shares of skilled labor hold more cash. The effect of skilled labor on cash holdings is more pronounced for firms that are financially constrained, attach higher values to their human capital, operate in competitive product markets, and belong to industries characterized by high labor mobility. The findings suggest that labor heterogeneity, and in particular the skill level of workers is an important determinant of corporate cash policies. The results provide managers of firms, particularly those that are financially constrained, with insights on how to minimize their labor adjustment costs and reduce the risk of losing their valuable human capital. In my third essay, I examine whether the presence of long-term institutional investors, who typically have strong monitoring incentives, can help mitigate agency conflicts associated with firms' employment choices. I find that abnormal net hiring, measured as the absolute deviation from net hiring predicted by economic fundamentals, decreases in the presence of institutional investors with longer investment horizons. Firms dominated by long-term shareholders reduce both over-investment (over-hiring and under-firing) and under-investment in labor (under-hiring).The monitoring role of long-term investors is more pronounced for firms facing higher labor adjustment costs. These findings suggest that institutional investors play an important role in firm-level employment decisions.
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Reisler, Steven E. (Steven Elliot). "Coping strategies employed by in-home family caregivers of Alzheimer's patients." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=35326.
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Most demented individuals are now cared for at home by family members. The present study examined the coping strategies employed by family caregivers, their perception of burden, and the internal dialogues employed by caregivers to stressful events. Sixteen (13 females, 3 males) participants with an average age of 67.4 years were interviewed. Results indicate that caregivers who spend less hours per week caring for their care receiver perceived less overall burden and caregivers who subjectively felt that they were coping with their role tended to use more coping strategies. Caregivers' internal dialogues and comments concerning problems coping with Alzheimer's patients are included.
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Kay, Patricia J. "The non-economic impacts of pay equity adjustments, employee attitudes and behaviours." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0019/NQ45724.pdf.
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Ho, Bonnie. "The exchange relationship between managers and employees : implications for managerial adjustment to workplace stressors /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19296.pdf.
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MacDonald, Susan Margaret. "The repatriation experience and adjustment strategies of employees returning to Canada, a qualitative interpretive study." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0019/MQ49637.pdf.
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Phipps, Amber Rose. "Strategies to Retain Employees in Clinical Laboratories." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2752.
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With 30 million citizens gaining access to U.S. healthcare through the Affordable Care Act by 2016, healthcare managers need preanalytic employees to ensure quality healthcare services can be provided. The purpose of this qualitative single case study explored strategies used to retain preanalytic employees. The target population consisted of 10 clinical laboratory managers in a single community-based clinical laboratory in the mid-southern United States, selected because of prior success in improved employee retention strategies. The conceptual framework grounding this study was the theory of work adjustment. Data triangulation occurred from using semistructured interviews and company documents. All interpretations from the data were subjected to member checking to ensure the trustworthiness of findings. Using the modified van Kaam method for data analysis, 3 themes included increasing employee training to enhance their roles as stakeholders, provide employee recognition and reward programs, and emphasizing to managers the importance of quality patient care. The application of the findings may contribute to social change by providing healthcare managers with new insights and strategies to retain preanalytic employees, reduce organizational costs associated with recruiting, replacing, and training of new employees, and potentially trained staff that provide quality healthcare services to community citizens.
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Murphy, Benjamin. "Is the Grass Always Greener on the Other Side? Comparing Job Satisfaction between Expatriates and Domestic Employees." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy160521728920681.
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McKinniss, Tamera L. "Stress in the workplace : a comparison of stress, coping, and strain levels among manufacturing personnel." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020190.
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Osipow and Spokane (1984) developed a model which divides occupational stress into the three main areas of stress, coping, and strain. In the past, this model has been empirically tested by the Occupational Stress Inventory (081). However, the Occupational Stress Inventory - Revised (OSI-R) has recently been developed in order to include some of the more recent developments in occupational stress literature. In addition to the original scales of the OSI, the OSI-R also contains five new experimental scales. The present study used the OSI-R to investigate differences in scale scores among management, trade/skilled, and direct labor personnel in two manufacturing plants. Although significant differences were found on the Role Insufficiency, Responsibility and Family Instrumental Support scales, the findings of this study should be questioned due to the unacceptable reliability levels on many of the OSI-R scales.Department of Psychological Science
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Pieschl, Jordan Marie. "Assessing supply, demand, and professional development needs of employees in water-related careers." Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35441.
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Master of ScienceDepartment of Communications and Agricultural Education
Shannon G. Washburn
STEM fields represent between 5% and 20% of all employed in the United States (United States Department of Labor – Bureau of Labor Statistics, 2015). Many employers of job positions in the STEM field have indicated an ongoing challenge of demand for such employees exceeding supply (Hira, 2010). Literature suggests a skills gap exists in some career fields and labor markets (Sentz, 2013). A topic that falls in many STEM fields in water resources. In Kansas, both supply and demand of water resources vary greatly across the state. A growing trend statewide, however, is a need to focus efforts on preserving the quality and quantity of Kansas’ water supply. Anecdotal evidence suggests the focus on water resources increases the demand for employees prepared for careers in related STEM fields (S. Metzger, personal communication, May 3, 2016). Drawing on both the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews based in symbolic interactionism were used to gather data from employers of water-related job positions. The data indicated that a variety of employability and technical skills describe both employers’ ability requirements and employees’ ability sets. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the near future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.
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Bhojwani, Esha Nanda. "Domestic helpers and the care of English speaking special needs children in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31250816.
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Du, Plessis Anita Gesiena. "The relationship between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86263.
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Thesis (MComm)--Stellenbosch University, 2014.ENGLISH ABSTRACT: The military is a unique working environment that poses several challenges to soldiers. These include numerous ambiguities, psychological stressors, physical demands and resource challenges. In order for the military to be successful, it is important to employ individuals who will be able to thrive in this environment. The theory of work adjustment proposes correspondence between an individual and his or her work environment. The military needs individuals who will fit well into the organisation and enhance its capabilities. The objective of this study was to explore the possible relationships between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment within a military sample. The data was collected from a sample of 295 members of the South African National Defence Force preparing for an international deployment. The descriptive statistics included 76,6% males and 23,4% females with the majority of respondents (292) from the South African Army (99%), while the other respondents (3) were from the South African Military Health Service (1%). Quantitative research techniques were employed to test the stated hypotheses. Emotional intelligence, locus of control, self-efficacy and sense of coherence were analysed as independent variables and work adjustment as the dependant variable. The findings supported the hypotheses, and relationships between emotional intelligence, locus of control, self-efficacy and sense of coherence were established. Contributions towards theory, literature, practice, labour, policies and military commanders are made. Recommendations for future research are also presented.
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Eriksson, Johanna, and Sara Hedlund. "I hopp om att bota : När chefsvakanser möter få ansökningar." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26280.
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Syfte: Syftet är att skapa en ökad förståelse för hur offentliga verksamheter i mindre kommuner uppfattar och hanterar utmaningarna vid chefsrekrytering samt vad som ligger till grund för hur de hanterar det. Metodik: En tvärsnittsstudie på offentlig sektor i Kalmar Län har använts som forskningsstrategi med en induktiv ansats. Genom en kvalitativ metod med åtta semi-strukturerade intervjuer har vi producerat fram data. Slutsats: Studien har visat att offentliga verksamheter i mindre kommuner upplever ett problem i att finna lämpliga kandidater till chefstjänster, men ser inte det som krisartat. För att hantera rekryteringssvårigheterna utnyttjar offentliga verksamheter i mindre kommuner både operativa och strategiska åtgärderna. Operativa åtgärder som används är exempelvis förlängning av annons och informell rekryteringsmetod. De strategiska åtgärderna är exempelvis det ledarförsörjningsprogram som både kommun och landsting har samt genom att arbeta med Employer Branding. Det framgår också att offentliga verksamheter i mindre kommuner hanterar svårigheterna både genom att ta hand om det synliga problemet och de faktorer som gett upphov till problematiken. De bakomliggande orsakerna till verksamheternas hanterande styrs av informella och formella krafter. Olika påtryckningar gör att de blir begränsat flexibla och offentliga verksamheter i mindre kommuner imiterar varandra för att upprätthålla sin legitimitet.Purpose: The purpose of this study is to gain greater understanding of how the public sector in smaller communities perceive and handle difficulties in recruiting executives and what they base their chosen approach on. Methodoly: Using an inductive approach, a survey study was performed on the public sector of Kalmar Län. A qualitative method was used to collect data, by conducting eight semi-structured interviews with executives in public sector organizations. Conclusion: The study has shown that public sector in smaller communities perceives a problem finding relevant candidates for executive positions, but they do not see it as a crisis. To handle the difficulties in finding relevant applicants they use operative and strategic actions. Operative actions include for example extending the ad and using the informal recruitment method. The strategic actions involves for example the talent management programs and by working with employer branding. The public sector in smaller communities is taking actions to handle the problem they perceive and also to handle the underlying factors that led to the problem. The way they handle the problem is based on formal and informal forces. Different forces prevent flexibility and the public sector in smaller communities imitates each other to maintain their legitimacy.
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Lo, Wen Jen, and 羅文娟. "The Implementation and Adjustment of Taiwan’s Employee Fringe-Benefit Fund System." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/12154506223192305304.
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碩士國立中正大學
勞工研究所
93
The Implementation and Adjustment of Taiwan’s Employee Fringe-Benefit Fund System Wen Jen Lo Abstract The main purposes of this research are to analyze the history of Employee Fringe-Benefit Fund system and examine its implementation and adjustment. The research methods adopted include literature review, secondary data analysis and deep-interview of selected workers, managers and civil servants. The major findings are the following: 1.Concerning whether the employee fringe benefit should be forced by the government or adopted by enterprises voluntarily, what should be the government’s role in the employee fringe benefit, what degree should the government interfere and how should we define employee benefits and employee welfare, the viewpoints from the civilservants, the managers and the employees are different, yet their integration may be the key factor for future adjustment of the Employee Fringe-Benefit Fund system. 2.Several interviewes suggested that this Law had to be properly amended, but there were no negative opinions for the existence of the Employee Fringe-Benefit Fund Law. This result is a surprise to our expectation. 3.The Employee Fring-Benefit Fund Law had been tried for amendment more than ten times, but no substantive contents have been revised. The transaction cost theory claims that the status quo will be maintained if revision were hard to get consensus. So the transaction cost theory supports the incapable adjustment of the Employee Fringe-Benefit Fund system. 4.Many interviewed managers agreed that the Employee Fringe-Benefit Fund system really raised employee benefits and improved work efficiency. Some suggestions are provided: Employee Fringe-Benefit Fund Law system should be defined between welfare regulations and business entities’ autonomous benefits. The Employee Fringe-Benefit Fund Law shoudl be amended in accordance with social emvironment. A flexible fringe benefit system should be promoted. And a resevrce sharing network should be set up for the medium and small enterprises. Keywords：Taiwan’s Employee Fringe-Benefit Fund System, evolution,case.
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CHEN, SU-GUEI, and 陳素桂. "A Study of The Adjustment Mechanism for Government Employee Pay Levels in Taiwan." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/15109489888281766079.
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碩士東海大學
公共事務碩士在職專班
104
The salary adjustment issue of public servants has been affected by politics, economy, and public opinions for a long time. The basis for the salary adjustment of public servants is still undefined. In the legal level, the salary adjustment of public servants is based on "the supply method of the salary adjustment of public servants." Nevertheless, the salary adjustment of public servants consists of the account budget of one country, and the sum of that budget. The amount of the budget is quite huge. So it should not be implemented by only an administration order. In addition, in the economy level, recent pending salary adjustment of public servants seems to result from the financial constraints of the government, but it is not considered from other factors like price index. Therefore this study pays closer attention to the salary adjustment issue of public servants, and trys to find solutions as soon as possible. The objections from public opinions and authorities about the salary adjustment of public servants are the existing questions on salary adjustment. In salary adjustment factors at public servants level, for instance, which ones should be the considered factors? Which considered factors are the priority? If the salary adjustment rates of each public servant level should be consistent? Should the considered factors between salary and allowance be consistent? Should the participants in the salary adjustment procedure meeting be public servants themselves or from the association representatives of public servants? How open to the public should the salary adjustment information be? When is the timing for the salary adjustment? And other issues should also be clarified. This study is proceeded by secondary data and questionnaires. In secondary data, It refers to Directorate-General of Personnel Adminstration Excutive Yuan, National Statistics R.O.C., Data Department of Ministry of Finance and Minstry of Labor Website, as well as Labor Committee of Excutive Yuan annual report, the national income annuals of The Directorate General of Budget, Accounting and Statistics (DGBAS) of Executive Yuan, Republic of China Taiwan social pointers statistics and civil service statistics of the Ministry of personnel report Achieved Adjustment in salaries of civil servants Data. In addition, coupled with our country population, the people of public servants, basic wages and unemployment rates, analyize the effects on the salary of public servants. Furthermore the questionnaires are to obtain the opinions of public servants for salary adjustment. The study results show the salary adjustment range of public servants is not in accordance with private enterprises salary adjustment level (industry and services), the consumer price index (CPI) compared with the previous year variable rates, The average per capita GDP, and economic growth rate factors considered. Although the salary adjustment range is significantly positive correlated with CPI as well as last year CPI rate of change, the explanation power is less strength. Furthermore, government finicial factors relys on nationwide tax net levy being a variable analysis, and also is significantly negative correlated with the salary adjustment range of public servants. The salary adjustment of public servants, to be more specific, should be interfered by other factors. In public-private sector salary effect relationships, research found public sector salary is no influence from private sector salary except unemployment rates and basic salary. Conversely, public sector salary adjustment has slightly influence on private sector salary, but not heavy. If private sector salary want to affect public sector salary, it should be in reality according to the economic index, people's income and government financial situation related factors as being pointer variable items of salary adjustment of public servants. Additionally, the content procedures and information in salary adjustment of public servants should be fair and open. It should get rid of uncover method in the past. This way can not only remove people doubts, but also achieve the incentive effects for the salary adjustment of public servants.
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Hung, Shu-Chuang, and 洪淑娟. "The Impacts of Work Adjustment and Paternalistic Leadership on Service Quality and Employee Performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/f5v822.
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碩士國立臺北科技大學
管理學院經營管理EMBA專班
101
In order to fit the needs of customers and increase their performance, banks put more effort on service quality improvement when they faced the challenge of the economic recession in global. This study focuses on the effect of employee’s work adjustment and managers’ paternalistic leadership on the performance of employees in bank industry by using Service-Profit Chain which is developed by Heskett et al.(1994). This study analyzes the mediating effect of employee’s loyalty, service quality and customer’s satisfaction in Service-Profit Chain to understand how the employees’ feeling and surrounding environment affect the service quality and performance. The results can assist banks to improve and increase their performance, operating efficiency and strategy. We find that, first, the employee’s work adjustment and managers’ leadership can affect employee’s service quality and the employee’s loyalty has mediating effect between work adjustment, leadership and service quality. Second, employee’s loyalty can affect the customer’s satisfaction, and the service quality has mediating effect on the relationship between employee’s loyalty and customer’s satisfaction. Third, there significant relationship between employee’s service quality and customer’s loyalty, and the customer’s satisfaction has mediating effect on the relationship between them. Finally, the service climate of divisions has moderating effect on the relationship between employee’s work adjustment and loyalty, director’s leadership and service quality, and employee’s work adjustment and service quality.
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Yu-Chia, Chang, and 張玉佳. "The Influence of Internationalization Difference on Merged Employee Adjustment－Perceived Discrimination as a Moderator." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/88163026067435245300.
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碩士大葉大學
國際企業管理學系碩士班
94
This research examined the influence of merging organizational consideration, inter-firm international differences, and perception of discrimination on the merged employee’s adjustment and job satisfaction. Using the efficient 757 questionnaires; taking the employees of merged bank for the object, and the result revealed that (1) perceived discrimination moderates the direct effects of organizational consideration and internationalization difference on adjustment. (2) perceived discrimination moderates the relationship between organizational consideration and job satisfaction. (3) adjustment mediates the interactive effects of organizational consideration and the perception of discrimination on the job satisfaction. Finally, we also discuss the implications of all results for further researching and practicing.
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Lin, Chin-Lung, and 林進龍. "The Action Research of Work Adjustment Enhancement for new Management Associate by Employee Assistance Program Intervention." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/28633960928827251376.
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碩士銘傳大學
諮商與工商心理學系碩士在職專班
102
This study investigated the care activites implementation process of work adjustment enhancement for new management associate(MA) by the employee assistance programs (EAPs) Intervention.This research will be done as an action plan to study the organizational socialization process and EAPs effectiveness by work adjustment questionnaires, interview and coaching.The major findings were as follows: (1) The intervention of EAPs activities had a positive effect on employee retention & job performance enhancement for new MA. (2) There were some issues affecting work adjustment of new MA including role expectation gap, supervisor support, person-organization fit & person-job fit, organizational socialization tactics. (3) HR member and Counselor also were the key persons in the interventions. (4) New management associates and their supervisors cognitive that their company valued the organization development & people careing. Finally, the implications and practical suggestions of the research findings were discussed.
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Jordan, Tricia Ann. "Volunteer entry into hospital culture : relationships among socialization, P-O fit, organizational commitment, and job satisfaction /." 2009. http://digital.library.louisville.edu/cgi-bin/showfile.exe?CISOROOT=/etd&CISOPTR=901&filename=902.pdf.
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Thesis (Ph. D.)--University of Louisville, 2009. Thesis (Ph. D.)--Western Kentucky University, 2009.University of Louisville, Department of Leadership, Foundations, and Human Resource Education. Western Kentucky University, Department of Educational Administration, Leadership and Research. Vita. "May 2009." Includes bibliographical references (leaves 247-258).
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Chen, Chuen-Lien, and 陳春蓮. "A Case Study Regarding the Effects of Salary System Adjustment for Employee Retention Following a Merge and Acquisition." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/t76bws.
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碩士國立中山大學
人力資源管理研究所
97
The management of Human Resources is concerning on the issue of employee retention following a merge and acquisition. This study focused on the effects of employee retention and how the Human Resources Department adjusts their salary following a merge and acquisition. Individual case study is used as the methodology of this study and the research subject is Winteck Corporation, which merges and acquires with HannStar LTD. (Yang-Mei 1st and 2nd Factory). Subsequently, the study will use both organizations’ staff financial data such as their annual income, salary structure and benefits, enterprise system, and the corporate culture to do the analysis and comparison. In addition, the discussions had been made about how the salary system adjustment of Winteck Corporation affected the employee retention and the methods found are as following, using the team performance as the standard assessment for the adjustment of original factory employees’ salary, and authorized supervisors to adjust the salary according to employees’ performance. Overall, there is a standard method for the company to select, train and utilize the talented employees as well as to retain employees after a merge and acquisition. Select the employees based on their capability; train the employees after a merge and acquisition as well as clam down their unstable emotion; utilize their professional skills and experiences into the new organization after a merge and acquisition; retaining the employees by paying the original salary while their job structure, position, benefits, and so on are based on the Winteck Corporation. The advantages following a merge and acquisition: 2. upgrade the quality of employees; 3. higher rate for employee retention; 1. increase the production of new products.Discussions: 1. how to develop a standard structure of the salary system following a merge and acquisition; 2. the proposal of salary system for employee retention in the original factory following a merge and acquisition.
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Chen, Shiau-Jen, and 陳筱臻. "A Study on the Relationship among the Diversity Training, Life Adjustment and Employee Attitude to the New Immigrants in Taiwan." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/97301121872805168734.
Full textAbstract:
碩士中原大學
企業管理研究所
100
According to the statistics by the end of 2011, there are over 453,000 new immigrants came to Taiwan. Those new immigrants bring lots of impact and effect to the Taiwan’s society on culture, economics and education. In order to help them adapt to live in Taiwan, the government built up the system as to take care of them, and help them to solve the difficulties. Nowadays, most of the educations for the new immigrants were hold by the government, such as literacy education, cultural education, skill training and so on. All of those courses are opened for the new immigrants to teach them how to use their own ability to live in Taiwan. Not only for the government but also for the companies, “person” is the most basic unit for the society and the most important asset as well. Thus, proper training courses and developments can improve the performance of the companies, moreover, make the whole society more harmonious and have the progress. The objectives of this paper are investigated the relationship among the effectiveness evaluation of diversity training, the level of life adjustment and the attitude of employees. The finding are ： (1)There is a positive correlation between diversity training and life adjustment. (2)There is a positive correlation between life adjustment and employees’ attitude. (3)Life adjustment is as the full mediation between diversity training and job involvement. And life adjustment is as the partial mediation between diversity training and job satisfaction. Moreover, life adjustment is as the full mediation between diversity training and well-being. (4)There are no moderating effect between diversity training and life adjustment. (5)There is the moderating effect between a moderating effect between life adjustment and well-being by annual income.
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CHEN, FU-TSAI, and 陳福才. "A Study on the High-Tech Industry Employee Work Stress, Leisure Adjustment and Quality of Life-An Example of Hsinchu TSMC." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/5a99f4.
Full textAbstract:
碩士國立屏東大學
體育學系碩士班
105
The purpose of this study was to investgate the current situation of the high-tech industry employee work stress, its workers’ leisure adjustment and quality of life. Furthermore, the study analyzed different variables of the work stress of people working in the high-tech industry and the different situations of their leisure adjustment. Last, it investigated the correlation between work stress, leisure adjustment, and their quality of life. The study was based on the purposively sampling, and its research tool was “the investigation of the work stress of people working in the high-tech industry, their leisure adjustment and their quality of life”. 400 questionnaires were administered, and 376 effective questionnaires were collected. The effective response rate is 95%, and the information in the effective questionnaires were analyzed by SPSS For Windows 17.0, descriptive statistics, one-way MANOVA, the path analysis, and relevant others. The results of the study are: 1. First, the overall work stress of the workers working in the high-tech industry belongs to the middle intensity. In terms of each aspect, the averages of the workload aspect and personal responsibility aspect are higher than the other aspects, the overall leisure adjustment aspect is on the high-intermediate level, and in each aspect, the leisure activities that improve positive emotions are higher than the other aspects. 2. Second, in terms of work stress, the high-tech workers of different background variables including different education degree, the monthly income and the annual salary strike the significant difference in the “workload aspect” and “the personal responsibility aspect”. 3. Third, in terms of leisure adjustment, the high-tech industry workers of different background variables including different gender, different age, different education degree bear the significant difference in “the improvement of positive emotions aspect” and the “stress release aspect”. 4. Fourth, from the path analysis, it is known that the high-tech industry work stress is significantly correlated to leisure adjustment. The leisure adjustment strategies are significant correlated to the quality of life. Work stress has the significantly positive correlation to the quality of life. The high tech industry work stress, leisure adjustment, and the quality of life have the linear relationship. Work stress has the direct influence on the quality of life. However, through the buffer pattern of leisure adjustment, the direct influence is buffered, and negative work stress is adjusted. Therefore, work stress can be reduced and indirectly maintain the quality of life.
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Yuan, Rung Tsan, and 袁榮燦. "The Compilation and Application of Stock Index - Research The Effect of Cash Dividends, Employee Stock Bonuses and The Adjustment of Component Stocks." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/19359685349961216766.
Full textAbstract:
碩士東吳大學
會計學系
91
Stock index is not only a performance benchmark of investment, but the representation of economic vicissitude. However, the overvaluation or undervaluation of stock index is argued by investors long, and this reflect the compilation methods of current stock index have some flaw. In view of these matters, we adjust the compilation methods of Taiwan Stock Exchange Capitalization Weighted Stock Index and Electronic Sector Stock Index by the factors of cash dividends and original stockholders’ capital dilution, in order to know the actual performance of stock index. In addition, according to the generation of many kinds of financial products, it push the compilation of part set stock index into fashion. We use some related indexes to measure the performance and risk of total set or part set stock indexes. The well — known part set stock index in Taiwan stock market — MSCI Taiwan Index, the performance is be referred by investors, and we expect the information about component firms of stock index adjustment will have certain price reflection. My conclusions are following : 1.Taiwan Stock Exchange Capitalization Weighted Stock Index and Electronic Sector Stock Index omit the cash dividends will undervalue the actual performance, but the result will be reversed if we leave out the original stockholders'' capital dilution factors. 2.If we adjust Taiwan Stock Exchange Capitalization Weighted Stock Index and Electronic Sector Stock Index by cash dividends and original stockholders’ capital dilution factors together, the former will undervalue, but the latter will be overvalue the actual performance. Therefore, we suggest to invest Taiwan Stock Exchange Capitalization Weighted Stock Index spot market and Electronic Sector Stock Index Futures. 3.In American, Taiwan and Hong Kong stock markets, the monthly average return,Treynor and Jensen’s Alpha about part set stock index will be better than all set stock index. 4.Except the event of firms be added into MSCI Taiwan Index in 2001, other events had positive accumulative abnormal return in the event period, but the firms be deleted from MSCI Taiwan Index had negative accumulative abnormal return.
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Marx, Anna Aletta. "Development of the positive coping behavioural inventory : a positive psychological approach." Thesis, 2017. http://hdl.handle.net/10500/22247.
Full textAbstract:
The general aim of this research was to determine the theoretical elements of positive coping
behaviour and operationalise these into a reliable and valid measurement scale, the Positive
Coping Behaviour Inventory (PCBI). Positive coping behaviour was conceptualised in the
context of employee wellness in the contemporary world of work. The literature review guided
the development of a theoretical model comprising four constructs denoting positive coping
behaviour: cognitive, affective, conative and social coping behaviour. Scale development
protocols were followed in generating items for each dimension.
The empirical study (research scale development) employed a non-probability, purposive
sampling technique. The empirical study targeted the total population of N = 525 employees
working in Omnia. The Omnia Group comprises a balanced and diversified range of
complementary chemical service businesses with a broad geographic spread. The sample
was diverse in terms of age, gender and race, overall mood description and general health.
The respondents were purposefully selected based on the requirement that respondents had
to be working and aged between 19 and 65 years.
The empirical research provided evidence of the factorial (multidimensional) validity,
unidimensionality, internal consistency reliability and structural and intra-test construct
validity of the PCBI. Construct equivalence of the PCBI across age, gender and race groups
was also confirmed. The statistical analyses provided evidence of the PCBI being anchored
in a strong theoretical foundation with the scale having the potential to provide researchers
and practitioners with a reliable instrument to measure the positive coping behaviour of adult workers. Furthermore, the PCBI contributes to the field of positive psychology and industrial
and organisational psychology in terms of better understanding of the behavioural
dimensions that constitute positive coping behaviour. As a valid theoretical framework, the
PCBI dimensions provide useful information on measuring individuals’ positive coping
behaviour in a holistic manner by focusing on a broad spectrum of positive psychological
constructs in terms of cognitive, affective, conative and social behavioural elementsIndustrial and Organisational Psychology
D. Litt. et Phil. (Industrial and Organisational Psychology)
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LEE, PEI-HSUAN, and 李珮瑄. "The Impact of Self-Exploration of the Expatriates from Taiwan to China on Overseas Adjustment: The Moderator Role of Culture Intelligence and Employee-Organization Guanxi." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/32e8b9.
Full textAbstract:
碩士國立高雄應用科技大學
國際企業研究所
106
This study discusses the impact of self-exploration and culture intelligence on overseas adaptation from an individual level, then discusses the impact of Chinese employee-organization guanxi on overseas adaptation from the organizational level, and finally discusses whether cultue intelligence and employee-organization guanxi has a moderating effect between self-exploration and overseas adaptation. This study is divided into study 1 and study 2. Study 1 develops a scale of employee-organization guanxi between Chinese based on past literature and Confucian perspectives. We chose any Chinese and Taiwanese who has a job as research subjects, and had a total of 207 valid questionnaires. Study 2 is the hypothesis test, and Taiwanese stationed in China and residing in the local area were the subjects of this part. There are 152 valid questionnaires. The result shows that self-exploration, culture intelligence and guanxi between employee and organization all have a significant positive effect on overseas adaptation. In addition, Cultural Intelligence have a positive moderating effect between self-exploration and overseas adaptation. Through this research, we provide multinational corporations as a reference for human resources management and the scale of Chinese employee-organization we developed in this study also serve as a base for follow-up research.
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Lee, Yi-Ling, and 李宜玲. "The Research of Life Adjustment and Cross－Cultural Communication on Employee Work Attitudes of Foreign Workers with Changhua’s Traditional Manufacturing Industry’s Managers’s Viewpoint of Foreign Workers as an Example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/70805151704782905333.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士在職專班
97
The research to probe the relation that life adjustment and cross-cultural communication on emmployee work attitudes of foreign workers. In the form of posting the questionnaire. The foreign worker’s managers write it. 327 copies are completed and returned from1 450 questionnairs intotal sent out. Through the quoting of the document and regression analysis, the empirical findings of the present study are as the following: 1.Life adjustment has a positive significant influence on emmployee work attitudes. 2.Cross-cultural communication has a significant influence on emmployee work attitudes. 3.The traditional manufacturing industry of foreign worker’s managers have different sex, age, education and manage different foreign worker’s nationality with life adjustment, cross-cultural communication and emmployee work attitudes have not differences. 4.The traditional manufacturing industry of foreign worker’s managers have different marriage, position and years of job with life adjustment ,cross-cultural communi- cation and emmployee work attitudes have differences. 5.According to the study result, this current study makes some suggestiongs to provide as the reference for the industry employs foreign workers and follow-up researcher.
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Hsieh, Wu-Min, and 謝吳泯. "Interaction and adjustment between male employees recruited from Southeast Asia and Taiwanese employers." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/45582u.
Full textAbstract:
碩士國立東華大學
族群關係與文化學系
100
This study aims to observe and probe into the course of interaction, communication, and adjustment between male employees recruited from Southeast Asia and their Taiwanese employers within the same working environment and the day-to-day lives via a variety of aspects including cross-cultural communication, gender role, and inter-class interaction, etc., among which the difference between languages, cultures, ethnicities, and genders have been emphasized. By focusing on male employees and employers, this study is to differentiate itself from previous research targeting female migrant employees, or studying one-sidedly from the angle of laborers. This study adopted the qualitative method and implemented a field study involving four employers and seven male migrant employees in Yilan and Hualien. This study not only observed their interaction and conversation at work, but also conducted semi-structured in-depth interviews about the establishment of recognized images, the unrevealed worry and conflict within communication, interaction in different fields, and the adjustment of status and identity. This study has discovered that the field for as well as the course of interaction very often differs with the change of fields. In light of that, more time and space are required for male employees and their employers to recognize and further familiarize with each other when coming up against factors, such as cultures, languages, or living routines, which bear fundamental differences.
30
"Expatriate adaptation and performance: an empirical study in China." 2000. http://library.cuhk.edu.hk/record=b5890535.
Full textAbstract:
Zhao, Yan.500 Thesis submitted in: December 1999.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2000.
Includes bibliographical references (leaves 81-89).
Abstracts in English and Chinese, questionnaire in English and Chinese.
ABSTRACT (ENGLISH) --- p.i
ABSTRACT (CHINESE) --- p.ii
ACKNOWLEDGEMENT --- p.iii
TABLE OF CONTENTS --- p.iv
LIST OF TABLES --- p.vi
LIST OF FIGURES --- p.vii
Chapter CHAPTER 1. --- INTRODUCTION
Background of the Study --- p.1
Objective of the Study --- p.2
Significance of the Study --- p.4
Chapter CHAPTER 2. --- LITERATURE REVIEW
Expatriate's Adaptation --- p.7
Impression Management --- p.11
Performance Evaluation in Leader-Member Exchange --- p.13
Cognitive Information Processing --- p.17
Summary --- p.21
Chapter CHAPTER3. --- MODEL DEVELOPMENT
Research Context --- p.22
Hypotheses --- p.24
Chapter CHAPTER 4. --- RESEARCH METHODOLOGY
Overview --- p.29
Sample --- p.30
Questionnaire --- p.32
Measurements --- p.34
Control Variables --- p.37
Chapter CHAPTER 5. --- RESULTS
Statistical Method --- p.39
Hypotheses Testing --- p.40
Chapter CHAPTER 6. --- DISCUSSION AND CONCLUSION
Discussion of Findings --- p.45
Additional Considerations --- p.51
Theoretical Contributions --- p.53
Practical Implications --- p.55
Limitations and Future Research Directions --- p.57
Conclusion --- p.60
TABLES --- p.61
FIGURES --- p.72
APPENDICES --- p.74
REFENCES --- p.81
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"Imported tellers (PRC): a study of their perception of work and life in Hong Kong." Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5888031.
Full textAbstract:
by Chan Oi-hung Blanche and Ho Wing-Keung Patrick.Includes questionnaire in Chinese.
Thesis (M.B.A.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves 146-148).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF TABLES --- p.v
ACKNOWLEDGMENTS --- p.vi
Chapter
Chapter I. --- INTRODUCTION --- p.1
Background --- p.1
Literature Review --- p.4
Preview --- p.9
Chapter II. --- METHODOLOGY --- p.11
Areas of Measurement --- p.11
Time of Measurement --- p.12
Measurement Tools and Sample --- p.12
Interviews --- p.13
Questionnaires --- p.13
Sample --- p.14
Design of Questionnaire --- p.16
Chapter III. --- FINDINGS / RESULTS --- p.19
Overall Scores --- p.19
Perception of an Ideal Job --- p.19
Ideal Job Vs Actual Job --- p.21
Motivation --- p.24
Meaning of Work (MOW) --- p.25
"The Teller Job - Expectation, Perception and Their Differences" --- p.26
"Life in Hong Kong - Expectation, Perception and Their Differences" --- p.27
Categorization By Background Grouping --- p.28
Motivation --- p.28
Meaning of Work (MOW) --- p.30
Chapter IV. --- DISCUSSION --- p.32
Ideal Job --- p.32
Ideal Job Vs Actual Job --- p.36
Motivation --- p.41
Meaning of Work (MOW) --- p.45
Differences between Expectation and Perception of the Job in Hong Kong --- p.46
Differences between Expectation and Perception of Life in Hong Kong --- p.52
Adaptation in Job and Life --- p.57
Limitation --- p.58
Chapter V. --- RECOMMENDATIONS --- p.60
Recruitment Process --- p.62
Follow-Up Programme --- p.65
Chapter VI. --- CONCLUSION --- p.66
APPENDIX --- p.68
REFERENCES --- p.146
BIBLIOGRAPHY --- p.147
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King, Cynthia Andrea 1975. "Relationships among intensity of stressors, chronic stressors, perceived autonomy support, coping and nurses' affective commitment to their current jobs." 2008. http://hdl.handle.net/2152/18076.
Full textAbstract:
Hospitals are experiencing a critical shortage of qualified registered nurses. While traditional research explored reasons why nurses choose to leave their jobs, this study examined why nurses may choose to stay. Inter-relationships among cognitive, affective, and demographic variables and their impact on hospital nurses’ affective commitment to their current jobs were assessed. Participants included 134 full-time registered nurses in Dallas, Texas. They were asked about their tenure and educational degree, and completed the following measures online: Nurses’ Affective Commitment to Their Current Jobs; Nursing Stress Scale; Work Climate Questionnaire; and Coping Response Inventory. The results supported previous findings that nurses’ affective commitment to their current jobs was positively related to perceived autonomy support, percentage of reported coping approach strategies, and number of years worked in their current hospital unit. Furthermore, nurses’ affective commitment was negatively related to the two stress-related variables: number of chronic stressors (NCS) and intensity of stressors. In the primary analysis of the proposed Model of Nurses’ Affective Commitment to Their Current Jobs, a significant three-way interaction was found among perceived autonomy support and percentage of reported coping approach strategies (RCAS) on the relationship between NCS, and nurses’ affective commitment. A post hoc analysis found that nurses with a low level of RCAS had a significant change in the relationship between NCS and nurses’ affective commitment, depending on their level of perceived autonomy support. There was a negative relationship between NCS and nurses’ affective commitment for nurses’ with low levels of perceived autonomy support; whereas, there was a positive relationship between NCS and nurses’ affective commitment for nurses’ with high levels of perceived autonomy support. In addition, a secondary analysis on the model revealed that, for nurses working in their units less than six years, there was a varying degree of a positive relationship between RCAS and nurses’ affective commitment to their current jobs depending on the level of perceived autonomy support. However for nurses working more than six years, there was a negative relationship between RCAS and nurses’ affective commitment to their current jobs for nurses with low levels of perceived autonomy support.text
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Kelly, Heather Joan. "Stress, coping and adjustment in dual-employed families." Thesis, 1991. https://hdl.handle.net/10539/26138.
Full textAbstract:
Dissertation submitted to the Faculty of Arts,
University of the Witwatersrand,
for the degree of Master of Arts.This study evaluates the utility of a stress-coping paradigm for explaining differences in psychological adjustment to stress among duel-employed family members. Specifically, a model of stress was applied that encompassed a single stressful dual-employed family event, the degree of perceived stressfulness of this event, dual-employed family coping and five dimensions of personal adjustment (two work indicators, two family attitudes and one individual measure). This model was used to assess the mechanisms through which dual-employed family stress and coping are linked to psychological outcomes through two effects. first being the main effect which states that stress and coping have a uniform effect on well-being, independent of one another. The second being the moderator effect which says that coping moderates the impact of stressful episodes depending on the type, or degree, of stress encountered. Two procedures were applied for analysing data. Firstly, content analysis was applied to the single stressful life events measure and from this the existence of seven forms of dual-employed family stress were established, namely, occupational, domestic chore, child-care, role overload, marital, financial, and stressors arising from external systems encompassed under the label "other". Secondly, moderated multiple regression analyses were conducted to assess the relationship between each dependent, independent and moderator variable and provided statistical support for the operation of both main and moderator effects. This support, however, was found to vary according to context and level of stressfulness of the events. The limitations of the present study are noted as well as the practical and theoretical implications. Furthermore , the implications for future research on stress, coping and adjustment among dual-employed families are considered.
Andrew Chakane 2018
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Wu, Chi-Moue, and 吳枝謀. "Research of Taiwanese Government Employees, Wage Adjustment by AHP Theory." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/02082038635167176202.
Full textAbstract:
碩士亞洲大學
經營管理學系碩士在職專班
101
Government employees are not only public servants, but also play an important role formulating the nation’s key policies. It is not surprising that the recruitment of government employees could affect both the nation’s policies and competitiveness. Therefore, it is obvious that the payment structure is critical for recruitment. So, appropriate rank-based differentiation and adjustment of human resources are big issues for the country. The research for this report aims to look at the adjustment of the payment system in Taiwan, and tries to find a better solution. At first, it is necessary to discuss the current systems. Under the current regulations, it is believed that the payments are in fact largely determined by administrative decrees, which are biased. However, by comparison the rank-based differentiations at home and abroad, we try to find advantages and disadvantages of the system, in order to bring up all kinds of factors which affect the payment structure. Finally, AHP theory will be utilized. This study is based on a survey conducted by the experts who are from the industrial organization, public sector, and academia. Existing studies show that in Taiwan the most suitable plan for the payment adjustment of the government employee should be determined by a special task force, followed by other indicators, and the least suitable plan is determined by each government agency. Among these factors, the “consumer price index” and “fiscal deficit” are considered as the biggest issues. In contrast, “social awareness” and “gross domestic product” are the least important issues. Furthermore, if the government adopts different strategies, the importance of all factors will be changed as well. The results of the study will be presented to the government for their consideration, with a view to a long-term adjustment which will benefit employees by legalizing the payment adjustment.
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Jacobs, Rochelle. "Exploring the role of spirituality in coping of traffic officers." Diss., 2015. http://hdl.handle.net/10500/18751.
Full textAbstract:
The main purpose of this study is to explore the role spirituality plays in the coping of traffic officers within the South African Traffic Services. A sample of ten traffic officers participated in the study, and data was obtained by means of open-ended questions during in-depth and semi-structured interviews. The literature review aimed to conceptualise spirituality, to conceptualise coping, and to theoretically explore the role of spirituality in the coping of traffic officers. Specific aims for the empirical study were: to gain a better understanding of how traffic officers experience the role of spirituality in coping with their role within the South African context; to provide a framework that can assist with creating an understanding of the role spirituality plays in coping as a traffic officer; and to formulate recommendations for possible future research that explores the role of spirituality in the coping of traffic officers within the discipline of Industrial and Organisational Psychology, more specifically in employee and organisational wellness, and career counselling.
The research findings showed that traffic officers in the sample all utilised spirituality in the workplace to various extents, and that they exhibited adaptive coping abilities when doing so. They associated less spirituality or a lack of spirituality with weaker coping abilities. It was found that spirituality in the traffic officers is informed by a foundation of spirituality or religion, purpose to their work and life, their connection to their spiritual source, and the fruits of spirituality. Their coping ability was influenced by upbringing and background, by stressors from their work environment and by coping mechanisms. The role of spirituality in the coping of traffic officers culminated in their ability to interpret the meaning of spirituality, and then to implement spirituality in order to cope.Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
36
Tseng, Wan-Yu, and 曾椀鈺. "A Study on G Company Employees’ Expatriate Intent and Expatriate Adjustment." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/28549788919958541382.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
104
Since the 1960s , foreign companies start to invest in Taiwan and cause a drive economic growth. Towards the development pace of globalization, Taiwan Enterprises become a part of global economy . Since then, expatrites play a vital key role . Studies have shown that expatriate intent and expatrite adjustment are reasons of the performance of working abroad . Based on the case Company''s management needs, this research explores expatriate intent and expatriate adjustment in case company with qualitative research methods and raises some management suggestions to follow. The conclusion of the study : 1. Higher expatriate intent , better expatriate adjustment. Expatrates with low intent but hight perception of expatriate policy also can have good expatriate adjustment. 2. Expatriates who have more perception of expatriate policy , they have higher expatriate intent. 3. Expatriates who have more perception of expatriate policy , they adjust better.
37
YEN, SHU-I., and 巖淑伊. "A Study on the Employer 's Employment Adjustment on Foreign Family Careers - A Case Study of Nantou County Employer." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/4jja66.
Full textAbstract:
碩士南開科技大學
福祉科技與服務管理所
105
The number of foreign family caregivers has been on the increase since they were first allowed to work in Taiwan in 1992. Foreign family caregivers have played an important role in long-term care for the elderly in Taiwan. However, there are only few studies on employment adaption of foreign caregivers’ employers. The aim of this research is to investigate the employment adaption of foreign caregivers’ employers, the application cognition and information resources of general adjustment, the confrontation burden and management burden of life alteration, the practice differences of overall adaptation, the bearing of responsibilities, and satisfaction. A total of 252 valid questionnaires collected from 252 employers in Nantou County who applied for foreign family caregivers and conducts statistical analysis using descriptive statistics, independent sample t test, correlation and one-way ANOVA, using SPSS 22.0 statistical software as the research tool. The results showed that the ages of foreign family caregivers’ employers have a significant positive effect on life interaction. The nationalities of foreign family caregivers have a significant positive impact on overall collaboration. The service years of foreign family caregivers have a significant positive influence on life interaction. Shorten the unnecessary friction period can not only reduce the employer's fear of hiring, helplessness, anxiety, guilt, and punishment and other feelings, but also provide a reasonable range to meet the employer's desire to adapt to take care of their families. Keywords: Employer, Employment Adjustment, Foreign family caregiver, Private employment services institution
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Wei, Chuan-Yen, and 魏傳諺. "The Effects of Socialization Tactics on Employees' Adjustment: Proactive Personality as a Moderator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/shw5fh.
Full textAbstract:
碩士東吳大學
心理學系
101
The purpose of this study is to examine effects of organizational socialization tactics on employees’ turn over intention and organization commitment. The study also tried to verify the validity of western organization socialization models in Taiwan organizations. Method: Self-reported internet survey technique is used in the study and 220 valid samples are collected from current employees who had full-time jobs. In this study, researcher verified the employees’ perceptions of types of organizational socialization tactics that provided by organizations. I attempted to examine whether employees’ role clarity, self-efficacy, and social acceptance mediated the relationships between organizational socialization tactics and employees turn over intention and organization commitment. I also examined the moderating effect of proactive personality on the relationships between socialization tactics and the mediators. Results summarized below. (1) Employees would have higher extent of role clarity, self-efficacy, and social acceptance if they perceived higher institutional socialization tactics. (2) The content tactics had no mediated effects on turn over intention and on organizational commitment via role clarity. (3) The content tactics had negative effect on turn over intention via self-efficacy. (4) The social aspects tactics had negative effects on turn over intention and on organizational commitment via social acceptance. (5) Proactive personality could not moderate the relationship between socialization tactics and their mediators.
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chin-mao, Chen, and 陳進茂. "Work Adjustment Process and Related Factors of Stably Employed Patients with Major Burn." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/66269660082890801252.
Full textAbstract:
碩士國立高雄師範大學
復建諮商研究所
96
TThe Purpose of this study wereas to explore work adjustment process and related factors of stably employedment patients with of major burned patients work adjustment process and related factors. The criterion sampling was adopted to recruit three individuals with major burned patients with plastic surgeon doctor diagnostic to participate in this study, who had stable employment for more than one year at the present work and still receive outpatient services. The gender of participants was divided two males and one female with age between 34 and 53 years old., The burn injury of two males was caused by participants belonged to workplace accidient and the female was caused by other accident. burning at home. After burned, their work conditions included was to one participant returned the same company without work adjustment, another participant returned the same company with work adjustment, and the other leftquited former companyjob and ran her own business . All participansts stayed The length of working at present job at least two years and seven months for three participants. The narrative inquiry and tThe chain sampling were adopted to collect data. 12 persons were in was collected with chain sampling by terviewed including three participants and their significant others individuals interview to 12 peoples,. The study design was mainly by narrative inquiry, and partly supported by Wworkplace observation and email correspondence were also used in this study.n and interview with significant others, and matched by phone and E-mail. There were pilot study in this study. The researchers utilized holistic-formal approach to present adjustment processes, and category-formal approach to present the related factors 0fof those adjustment processes. The research quality were controlled by examining credibility transferability, dependability,and confirmability of the data. The major findings of the study were as follows. First,The results indicated the work adjustment process of three participants mainly included five themes three participants represented different adjustment processes. They were (1)： person figure, (2) physical function, (3)psychosocial, (4)work pattern, and daily living (5)activities adjustment daily living. Participants showed different considerations on work adjustment processes. Secondly, Tthe related factors of work adjustment processes, ca n werebe concluded as two categories, the personal factors and circumstance factors. The personal factors includinged 11 items: strong will, conviction of living at the moment, accepting andadmit and transcendingsurmount disabilities, abundant work experience, intensive work motivation, continuous promotion professional technology, personal religion belief conviction, keeping physical continuous support exercise habbit, keep calm and steady personality, breakthrough courage to face challengea at present, and keeping irregularly physical exercise onscheduled go to workplace, eleven factors and so on. Circumstance factors includinged 6 items : company of well established perfected welfare system on workplace, social ciety welfare group support, friend support, professional assistanceassistance of psychologist and counseling, consultor professionals, support and encourage of a spouse and assist of scar cosmetics aid, six factors and so on. According to the results, several suggestions were proposed for the researcher, including: for major burned patients, suggestions, for familyies suggestions of major burned patients, for ccolleagues, of major burned patients and rehabilitation related for medical professionals suggestions. Finally, the suggestions were also made for the future research.
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chin-mao, Chen, and 陳進茂. "Work Adjustment Process and Related Factors of Stably Employed Patients with Major Burn." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/97292913229043319816.
Full textAbstract:
碩士國立高雄師範大學
復健諮商研究所
96
TThe Purpose of this study wereas to explore work adjustment process and related factors of stably employedment patients with of major burned patients work adjustment process and related factors. The criterion sampling was adopted to recruit three individuals with major burned patients with plastic surgeon doctor diagnostic to participate in this study, who had stable employment for more than one year at the present work and still receive outpatient services. The gender of participants was divided two males and one female with age between 34 and 53 years old., The burn injury of two males was caused by participants belonged to workplace accidient and the female was caused by other accident. burning at home. After burned, their work conditions included was to one participant returned the same company without work adjustment, another participant returned the same company with work adjustment, and the other leftquited former companyjob and ran her own business . All participansts stayed The length of working at present job at least two years and seven months for three participants. The narrative inquiry and tThe chain sampling were adopted to collect data. 12 persons were in was collected with chain sampling by terviewed including three participants and their significant others individuals interview to 12 peoples,. The study design was mainly by narrative inquiry, and partly supported by Wworkplace observation and email correspondence were also used in this study.n and interview with significant others, and matched by phone and E-mail. There were pilot study in this study. The researchers utilized holistic-formal approach to present adjustment processes, and category-formal approach to present the related factors 0fof those adjustment processes. The research quality were controlled by examining credibility transferability, dependability,and confirmability of the data. The major findings of the study were as follows. First,The results indicated the work adjustment process of three participants mainly included five themes three participants represented different adjustment processes. They were (1)： person figure, (2) physical function, (3)psychosocial, (4)work pattern, and daily living (5)activities adjustment daily living. Participants showed different considerations on work adjustment processes. Secondly, Tthe related factors of work adjustment processes, ca n werebe concluded as two categories, the personal factors and circumstance factors. The personal factors includinged 11 items: strong will, conviction of living at the moment, accepting andadmit and transcendingsurmount disabilities, abundant work experience, intensive work motivation, continuous promotion professional technology, personal religion belief conviction, keeping physical continuous support exercise habbit, keep calm and steady personality, breakthrough courage to face challengea at present, and keeping irregularly physical exercise onscheduled go to workplace, eleven factors and so on. Circumstance factors includinged 6 items : company of well established perfected welfare system on workplace, social ciety welfare group support, friend support, professional assistanceassistance of psychologist and counseling, consultor professionals, support and encourage of a spouse and assist of scar cosmetics aid, six factors and so on. According to the results, several suggestions were proposed for the researcher, including: for major burned patients, suggestions, for familyies suggestions of major burned patients, for ccolleagues, of major burned patients and rehabilitation related for medical professionals suggestions. Finally, the suggestions were also made for the future research.
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Malm, Erika Tyler. "The effects of yoga on perceived stress and coping among New York City school staff a project based upon an investigation at Project Renewal-Tides Center, New York, NY /." 2005. http://www.oregonpdf.org.
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Malm, Erika Tyler. "The effects of yoga on perceived stress and coping among New York City school staff a project based upon an investigation at Project Renewal-Tides Center, New York, N.Y. /." 2005. http://www.oregonpdf.org.
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Chen, Po-Yi, and 陳柏伊. "The Impact of Employees’ Wage Adjustment on the Corporate Performance in the Depression Era." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/61294552735368794548.
Full textAbstract:
碩士國立高雄應用科技大學
財富與稅務管理研究所碩士在職專班
101
Domestic compensation is not only raised slowly, but negative grows by inflation for a long time. In addition, previous studies indicate that growth of economic was by restricting wage of employee. Moreover, most of profit was belonging to employer and capitalist. However, the enterprises are in order to maintain their profits by decreasing wages and layoff when company forces economic depression and negative growth. In the other hand, some of domestic companies consider that most important issue for Perpetual Operation and overcome depression is that take care employees and their family. The research sample is domestic equities on listed from 2006 to 2011, and this research aims to demonstrate that whether compensation policy of employees would influence performance when company force economic depression. The empirical result demonstrates that company will have positive performance if they giving employees an umbrella in a depression era.
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Yu, Li-Chen, and 游麗珍. "The relationship among marital viewpoint, martial adjustment and work-family conflict on married employees." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/p33mh5.
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碩士健行科技大學
企業管理系碩士班
104
This relationship aims to discuss the relationship among marital viewpoint and marital adjustment on married employees, and analyze the relationship among the marital adjustment, marital happiness and work-family conflicts. The questionnaire is conducted on the married employees as target objects. 271 effective copies are received and analyzed to have the following result：First, married employees’ adaptive orientation in marriage has the positive correlation with married opinion, and negative correlation with married conflicts; their selective orientation in marriage has the positive correlation with married opinion. Besides, married consistency of opinion and married conflicts respectively has the positive correlation and negative correlation with marital happiness, yet married consistency of opinion and married conflicts has respectively has positive correlation with work-family conflicts. This research discussion discovers the practical application.
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CHEN, YU-HSUAN, and 陳俞璇. "The Relationship between Supervisor's Neuroticism and Employees' Emotional Exhaustion ─Moderated by Emotional Adjustment Strategies." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/3bsvrj.
Full textAbstract:
碩士銘傳大學
諮商與工商心理學系碩士在職專班
107
This study explores the relationship between supervisor's neuroticism and employees' emotional exhaustion in Taiwan workplace, and examines whether employees' emotional adjustment strategies, i.e. distraction and cognitive reappraisal, have moderating effect on the relationship between perceived supervisor's neuroticism and employees’ emotional exhaustion. A survey research is applied as research method; the instruments adopted include the short form of Goldberg’s International Personality Item Pool-50 for measuring supervisor's neuroticism, the Emotional Depletion Scale for employees' emotional exhaustion, the Chinese Response Style Questionnaire-Short and the Emotional Control Questionnaire Form for employees' distraction and cognitive reappraisal strategies respectively. The above four subscales have been revised to suit the context of this research. The target sample are those who are currently employed and with a direct supervisor in Taiwan. The total usable number of questionnaires returned was 187; after controlling the variables of gender, age, education, career, position and job tenure, hierarchical regression analysis is performed to explore the relationships between variables. The findings reveal there is a positive correlation between supervisor's neuroticism and employees’ emotional exhaustion. Distraction and cognitive reappraisal strategies have moderating effect on the association between supervisor's neuroticism and employees’ emotional exhaustion, specifically weakening the neurotic influence on emotional exhaustion. Implications of the findings and limitations are also discussed.
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Lai, Hungchun, and 賴虹均. "Enterprise Resource Planning Certificate and Self-actuation of Employees from Theory of Work Adjustment." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/67835084543928005684.
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碩士國立臺中教育大學
事業經營碩士學位學程
100
Since 1990s, the growth of Enterprise Resource Planning (ERP) system has been enormous. Related researches indicate that user is one of the key factors for the success of adopting ERP system. Therefore, if the company could enhance the understanding and development of ERP system before adopting it, the demand and cost inputs of consultants in the adopting process could be reduced. The signaling theory brings out that the behavior of employers hiring job seekers is an investment with uncertainty ,because the productivity of job seekers needs a period of for verification. In the past, the level of education is the most important signal resource. But with the increase of college amount and universal education, there are more and more graduates from all kinds of departments, even the numbers of Masters and Doctors are increasing rapidly. Nowadays, employers can no longer use only education level as a signal to judge the ability of job seekers, they have to turn to alternative signals, and the importance of certificates reveals. Chinese Enterprise Resource Planning Society (2011) finds that the number of people who applies for ERP certificate rises rapidly in recent years, which means that more and more people nowadays own ERP certificate. It shows that people pay more attention to ERP certificate now. This research focuses on manufacture companies using systems like DSC, Oracle and SAP, and are listed in the top 500 of Common Wealth Magazine (2012). The main purpose is to find out the differences between having ERP certificate or not on professional competency, computer self-efficacy, work satisfaction, job performanceand self-actualization. The other goal is to find out the self-actualization factors of employees having ERP certificate. This research use internet questionnaire for data collection, and received 102 valid questionnaires. The results shows that employees who have ERP certificates have higher professional competency and job performance than those without ERP certificate. Professional competency, computer self-efficacy, work satisfaction, job performance and self-actualization are found to be related to each other. At the end, this research offers a decision reference for schools to plan students’ certificate application and for enterprises to recruit employees.
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Chen, Hsiao-Hsuan, and 陳孝璇. "A Case Study of the Work Adjustment of a Stably-Employed Individual with Autism." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/24217829445360671276.
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碩士臺北巿立體育學院
身心障礙者轉銜及休閒教育研究所
98
This study used the case study approach to investigate the work adjustment of a stably-employed individual with autism. In-depth interviews, observation and documentary analysis were used to collect information. This study explored that process and change of his work adjustment and focused on the relevant factors influencing work adjustment from the perspective of the individual with autism, employers, colleagues, job coaches, and family members.The conclusions of this study are in the following: Ⅰ.The progress of work adjustment 1. Because of that the family member’s positive attitude and their effort in seeking the job resource actively, the case in this study had a good start in obtaining and holding his job successfully. 2. Before his employment, this individual already had a proper conception about work. The vocational training and past work experience also enhanced the individual’s work ability and work attitude. 3. The professional job coach developed work opportunities, assisted appropriate employment and provided continuous support for the individual. 4. The employer provided job opportunities actively and helped his transition into the work environment, and they also gave high tolerance and continuous support and assistance. Ⅱ. The work adjustment and change of the individual during the employment periods: 1. The individual demonstrated properly in work performance, social behavior, and interpersonal relations. The individual and all the related parties showed satisfaction about his performance at the job. 2. The individual encountered lots of problems in the workplace, but through the support from the related sources, most of the problems could be solved and accompanied a lot of positive changes. Most important of all was the improvement of interpersonal interactions. Ⅲ.Relevant factors influencing the work adjustment for the stably- employed individual with autism: 1. In summarization, relevant factors influencing the work adjustment for the stably-employed individual with autism include: personal factors, workplace factors (including the nature of the job, support from worksites (e.g., employers and colleagues), job coaches, parents and a proper government policy. 2. This study also found that co-ordination and cooperation among the abouve relevant parties play an indispensable role in facilitating the work adjustment of the individual. Based on the above findings, the researcher proposed suggestions for employers, job coaches, colleagues at worksits and family members. This study also provided the suggestions for future research.
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Grübmeyer, Sonja Felecitas. "Quiet activists environmental values and value adjustment in environmental policy advisors /." 2007. http://adt.waikato.ac.nz/public/adt-uow20080131.105404/.
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Jacobs, Rochelle Dorothy. "Exploring the role of spirituality in coping of traffic officers." Diss., 2015. http://hdl.handle.net/10500/18751.
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The main purpose of this study is to explore the role spirituality plays in the coping of traffic officers within the South African Traffic Services. A sample of ten traffic officers participated in the study, and data was obtained by means of open-ended questions during in-depth and semi-structured interviews. The literature review aimed to conceptualise spirituality, to conceptualise coping, and to theoretically explore the role of spirituality in the coping of traffic officers. Specific aims for the empirical study were: to gain a better understanding of how traffic officers experience the role of spirituality in coping with their role within the South African context; to provide a framework that can assist with creating an understanding of the role spirituality plays in coping as a traffic officer; and to formulate recommendations for possible future research that explores the role of spirituality in the coping of traffic officers within the discipline of Industrial and Organisational Psychology, more specifically in employee and organisational wellness, and career counselling.
The research findings showed that traffic officers in the sample all utilised spirituality in the workplace to various extents, and that they exhibited adaptive coping abilities when doing so. They associated less spirituality or a lack of spirituality with weaker coping abilities. It was found that spirituality in the traffic officers is informed by a foundation of spirituality or religion, purpose to their work and life, their connection to their spiritual source, and the fruits of spirituality. Their coping ability was influenced by upbringing and background, by stressors from their work environment and by coping mechanisms. The role of spirituality in the coping of traffic officers culminated in their ability to interpret the meaning of spirituality, and then to implement spirituality in order to cope.Industrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Chen, Ya-Hung, and 陳雅紅. "A Study on the Relationships among Newly Employed Nurses’Work Values ,Work Adjustment, and Turnover Tendency." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/15961745757166104001.
Full textAbstract:
碩士朝陽科技大學
企業管理系碩士班
100
Nursing manpower is currently showing the imbalance between supply and demand in Taiwan. Though the supply of nursing manpower is increasing in the recent years, however, the decreasing numbers of new entrants and the high turnover rates of nurses have caused the shortage of nursing human resources in the job market. Based on this, the study mainly focused on understanding the statuses of new nurses about their personal work values and investigating differences of the work values, work environments, work adjustments and turnover tendencies of different personal attributes, hospital properties and employment characteristics of the nurses. The questionnaire survey was adopted for the collection of data in this study. In a total of 250 questionnaires were issued and the final valid samples were 203. The results indicated as the followings: Firstly, 79.3 % of the nurses considered quitting the nursing career in the hospitals in order to change to other works. The most intolerable factors were the overtime working and the shift systems. Secondly, the higher scores of the work values, the better work adjustments for the individuals. Thirdly, the work adjustment and turnover tendency showed the negative correlation. That indicated that the better work adjustments, the lower chances of turnover tendencies for the nurses. Besides, the largest number of nursing staff in the hospital had the longest contact time with patients. The shortage of nurses has caused great impacts on the care quality. The main factors that affected their intentions to continue staying for the nurses were the adjusting basic salary, decreasing nurse-patient ratio, increasing auxiliary manpower and adjusting the night shift allowance.