Dissertations / Theses: 'Employee perception'

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Vithessonthi, Chaiporn. "A perception-based view of the employee : a study of employees' reactions to change /." Saarbrücken VDM Verlag Dr. Müller, 2005. http://d-nb.info/98934861X/04.

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Vithessonthi, Chaiporn. "A perception-based view of the employee : a study of employees' reactions to change." Saarbrücken VDM Verlag Dr. Müller, 2008. http://d-nb.info/98934861X/04.

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Hardin, Hilary S. "Organizational Leaders' Use of Distance Training| Employee Perception." Thesis, The Chicago School of Professional Psychology, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3632725.

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Organizational leaders are increasingly implementing distance training for employees (McGuire & Gubbins, 2010) and it is not clear if employees perceive this training delivery approach to be an effective means of acquiring new skills. No current qualitative studies address the perceptions and experiences of employees in a distance training format. As a result of ten individual interviews seven themes and 17 sub-themes emerged during data analysis. The themes and sub themes represent the experiences of employees attending distance training including: (a) use of distance training, (b) benefits of training, (c) perceptions of training, (d) expectations of training, (e) training delivery format, (f) training techniques, and (g) technology. This qualitative case study confirmed there are a variety of perceptions among employees attending training in a distance training format. While this study contributes to the body of knowledge by increasing awareness of the common themes experienced by employees attending distance training more research is needed to further address the themes that emerged.

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Diaz, Yenny Farinas. "Predicting employee compliance with safety regulations, factoring risk perception." FIU Digital Commons, 2000. http://digitalcommons.fiu.edu/etd/2731.

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The purpose of this research was to develop a methodology that would evaluate employees’ personality traits, demographic characteristics, and workplace parameters to predict safety compliance along with the moderating effect of risk perception. One hundred and twenty five employees of a manufacturing facility were given questionnaires to gather their demographic and perception information. Surveys were also used to measure their personality characteristics, and periodic observations were recorded to document employee’s safety compliance. A significant correlation was found between compliance and the worker's perception of management's commitment to safety (r = 0.27, p < 0.01), as well as with gender (r = -0.19, p < 0.05). Females showed a significantly higher average compliance (78%), than males (69%). These findings demonstrated the value of developing a model to predict safety behavior that would assist companies In maintaining a safe work environment, preventing accidents, ensuring compliance, and reducing associated costs.

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Stephens, Joshua J. "Data Governance Importance and Effectiveness| Health System Employee Perception." Thesis, Central Michigan University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10751061.

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The focus of this study was to understand how health system employees define Data Governance (DG), how they perceive its importance and effectiveness to their role and how it may impact strategic outcomes of the organization. Having a better understanding of employee perceptions will help identify areas of education, process improvement and opportunities for more structured data governance within the healthcare industry. Additionally, understanding how employees associate each of these domains to strategic outcomes, will help inform decision-makers on how best to align the Data Governance strategy with that of the organization.

This research is intended to expand the data governance community’s knowledge about how health system employee demographics influence their perceptions of Data Governance. Very little academic research has been done to-date, which is unfortunate given the value of employee engagement to an organization’s culture juxtaposed to the intent of Data Governance to change that culture into one that fully realizes the value of its data and treats it as a corporate asset. This lack of understanding leads to two distinct problems: executive resistance toward starting a Data Governance Program due to the lack of association between organizational strategic outcomes and Data Governance, and employee, or cultural, resistance to the change Data Governance brings to employee roles and processes.

The dataset for this research was provided by a large mid-west health system’s Enterprise Data Governance Program and was collected internally through an electronic survey. A mixed methods approach was taken. The first analysis intended to see how employees varied in their understanding of the definition of data governance as represented by the Data Management Association’s DAMA Wheel. The last three research questions focused on determining which factors influence a health system employee’s perception of the importance, effectiveness, and impact Data Governance has on their role and on the organization.

Perceptions on the definition of Data Governance varied slightly for Gender, Management Role, IT Role, and Role Tenure, and the thematic analysis identified a lack of understanding of Data Governance by health system employees. Perceptions of Data Governance importance and effectiveness varied by participants’ gender, and organizational role as part of analytics, IT, and Management. In general, employees perceive a deficit of data governance to their role based on their perceptions of importance and effectiveness. Lastly, employee perceptions of the impact of Data Governance on strategic outcomes varied among participants by gender for Cost of Care and by Analytics Role for Quality of Analytics. For both Quality of Care and Patient Experience, perceptions did not vary.

Perceptions related to the impact of Data Governance on strategic outcomes found that Data Quality Management was most impactful to all four strategic outcomes included in the study: quality of care, cost of care, patient experience, and quality of analytics. Leveraging the results of this study to tailor communication, education and training, and roles and responsibilities required for a successful implementation of Data Governance in healthcare should be considered by DG practitioners and executive leadership implementing or evaluating a DG Program within a healthcare organization. Additionally, understanding employee perceptions of Data Governance and their impact to strategic outcomes will provide meaningful insight to executive leadership who have difficulty connecting the cost of Data Governance to the value realization, which is moving the organization closer to achieving the Triple Aim by benefiting from their data.

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Terkowski, Ann-Christin, de Loo Justus van, and Pascal Pelikan. "Leaders’ Perception of the Connection between Sustainability and Employee Engagement." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21435.

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Todays’ organizations are facing low levels of employee engagement, with a tendency to decrease evenfurther. Sustainability has been found to positively affect employee engagement as it providesemployees with a higher purpose in their work. Therefore, this research study reveals leaders’perception on the contribution of sustainability towards employee engagement, with a focus onmultinational organizations in the Öresund region. This qualitative study combines Herzberg´s “Two-Factor Theory” and transformational leadership to analyze the research findings with a theoreticalframework. The results display that sustainability has a significant influence on the level of employeeengagement and various activities of organizations and leaders contribute towards this. The researchalso underlines that there is a potential for organizations to implement further strategies in this regardand thereby not only strengthen the satisfaction and loyalty of their current workforce, but also gain acompetitive advantage in the future for attracting new talents.

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Mock, Freddie Lowe. "Superintendents' perceptions of employee assistance programs in public schools." Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/70572.

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The purpose of this study was to determine if certain variables could discriminate between those school systems that do and those that do not have employee assistance programs. Using six variables identified in the literature, superintendents across the nation were surveyed to determine the status of these variables in their school systems. Discriminant analysis was used to test how well the variables predicted the existence of employee assistance programs. The results of the analysis indicated that two variables can be used to predict EAP presence. These variables are the superintendent's perception of the benefits of employee assistance programs and the superintendent's perception of the popularity of employee assistance programs in other organizations in the community.
Ed. D.

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Mao, Chang. "To Voice or Not to Voice: How Anonymity and Visibility Affordances Influence Employees' Safety and Efficacy Perceptions." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1492600637076618.

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Bryant, Gerdina, and n/a. "Employee Perceptions of stress and organisational change." University of Canberra. Education, 1995. http://erl.canberra.edu.au./public/adt-AUC20060619.154654.

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This study explored employees' perceptions of organisational change as a stressor within a public sector work place undergoing significant change. A number of major stress-producing factors in that environment were examined and data collected of employees' perceptions of the nature of stress, changes in health status and data gathered of stress-related compensation claims. Data was also collected of employees' perceptions of effective strategies for coping with change from an individual and organisational perspective. The research design was a case study with embedded units of analysis incorporating elements of quantitative analysis. The method was chosen to flesh out the limited choices offered by many standard questionnaires. A case study approach and various categories of stress-related factors were selected measures to evaluate the perceived effects of work place change on stress levels. The eight females and three males, aged 27�50 were each interviewed for an hour for their perceptions of stress and reports of stress related illness, relationship changes and other reported changes�diet, sleep, heart disease, asthma, anxiety and headaches. Workplace changes to the Division were analysed, Departmental claims officers were interviewed and Comcare data analysed. Results show participants appeared to feel or experience "stress" in a way which they distinguished as different from feelings or experiences which were nonstressful states and they appeared able to separate these states and ascribe to each particular qualities. They also seemed able to identify that the stressful state occurred in response to some form of demands. Some subjects (36%) reported developing strategies for managing their stress. The majority of subjects (82%) believed work place change was inevitable and a number of subjects (45%) reported they believed implementation of change to be poorly managed, while some subjects (36%) perceived change impacting negatively on the work place. On the basis of the results, it would appear that a human resource management framework may enable more successful implementation of change in public sector organisations.

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Hamid, Suneeza. "Analyzing the Employee Perception of CRM Systems in Two ICT Companies." Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-208476.

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In today’s business environment companies are customer oriented rather than product or business oriented. Hence to build the good relations with their customers they need to keep their information in appropriate manner for the appropriate usage, to accomplish this task companies implement the Customer Relationship Management (CRM) information systems and the stored information is used for different business purposes in future. The successful implementation of CRM systems is a significant issue nowadays as these systems are complex and expensive. In this study many factors are revealed which have their influence over the successful implementation and/or use of CRM systems. The main purpose of this thesis work is to know and analyze the employee perception of selected ICT companies which help out to understand the behavior and attitudes of the people in companies who are interacting with the implemented CRM system. The result of this study depicts that to get the best output from the implemented CRM system it is important to identify the human behaviors that are going to interact with systems because they are one of the most important factor who lead the system towards failure or success. If the organizations are well aware about the individual’s attitude, perception and understanding towards the CRM then it helps them to improve the efficiency of system, to move towards a new system or also help those companies who have plan to implement CRM in future.

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Duffy, Angelique. "Nursing Leadership and Employee Satisfaction Perception in a Virtual Work Environment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5620.

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Virtual team leaders in health care must have the right resources available to help them effectively perform their jobs. Better performance from the leader may lead to greater employee satisfaction. The problem addressed by this study was the impact of leadership style on employee satisfaction of virtual nurses. The purpose of this quantitative correlational study was to investigate the relationship between the leadership styles of virtual nursing environment leaders as perceived by virtual employee nurses and the nurses' satisfaction as measured by the Multifactor Leadership Questionnaire-short form. Building on the theoretical foundation of Bass's 1990 work, this study examined the relationship between full range leadership and three measures linked to team success, work effort, perceived leader effectiveness, and employee satisfaction, for virtual teams. Populations came from national organizations that hire registered nurses to work remotely. The sampling strategy was a nonprobability convenience sample of 131 registered nurses. Data analysis included both descriptive and inferential statistics. Correlations were used to predict the relationship of the dependent and independent variables. There were strong positive correlations with transformational leadership and transactional leadership contingent reward with employee satisfaction, while passive/avoidant leadership correlations were negative with employee satisfaction. The potential significance of this study is a better understanding of how leadership in a virtual nursing environment can affect employee satisfaction, which can have a positive effect on job performance and employee retention, potentially leading to improved health care services and reduced health care costs.

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Tsang, Lau Yee-wah Cecelia, and 曾劉綺華. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267713.

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Tsang, Lau Yee-wah Cecelia. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18023770.

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Chan, Wing-por Robert. "Teachers' perception on teacher empowerment in Hong Kong aided secondary schools." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20135920.

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Walker, Doshie. "University Research Adminstrators' Perception of Incivility and the Relationship to Employee Engagement." Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10750481.

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A convenience sample of 211 university research administrators working in research related organizations and universities in the United States and 18 years or older participated in the online survey. The research study explored a quantitative correlational study to examine the relationship among university research administrators’ perception of workplace incivility (e.g. hostility, privacy invasion, exclusionary behavior, and gossiping) and the relationship to their levels of employee engagement (e.g. psychological meaningfulness, psychological safety and psychological availability). The self-report survey was distributed through Survey Monkey with the weblink approved to be placed in the Society of Research Administrators, the SRA Catalyst newsletter for university research administrator, to access that were members of the organization and reside in the United States. The testing resulted in the acceptance of five null hypotheses and rejection of eight null hypotheses. University research administrators have similar perceptions of incivility among research related organizations and universities in the United States. Workplace incivility and employee engagement was tested their relationships and found that as hostility increases psychological safety and psychological availability decreases. Privacy invasion significantly decreases employee’s psychological meaningfulness and psychological safety in the workplace. As the effect of effects of exclusionary behavior and gossiping increases employee’s psychological safety and psychological availability in the workplace decreases. University research administrators’ perception of incivility provide insight into workplace behaviors and employee engagement.

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Noecker, Trent. "An analysis of employee perception of industrial hygiene equipment at Company XYZ." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009noeckert.pdf.

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Dawkins, Michael L. "Employee Perception of the Value of Customer Focus Training in Public Transportation." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/491.

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The number of service-oriented jobs has increased locally and nationally, and organizations are spending millions of dollars to train front-line employees to maintain customer satisfaction and compete in the service industry. Despite the financial investments of these training programs, little research has investigated the holistic effectiveness of customer-focused training (CFT) programs. Researchers found positive relationships between the constructs under investigation and reported that when CFT programs are delivered on a consistent basis with leadership support, they help build a service-oriented culture. The purpose of this case study was to investigate employee perceptions of CFT and relationships between performance, engagement, and building a service-oriented culture, where the questions were designed to address front-line employees in the transit system of Southeastern Pennsylvania. The conceptual framework for this study was by Service Quality, where the concepts for the framework support organizational culture and social exchange. The total number of participants was 36 with 27 for interviews and 9 for a focus group. The participants were selected using a purposeful sampling approach. The data were analyzed by coding for categories, themes, and patterns to reflect in-depth understanding and reporting of CFT among front-line employees. The participants felt that CFT programs were beneficial for them and could help improve customer service. Given these findings, similarly-situated employees may view training in a positive light and may be willing to engage in more training to improve customer service. Human resource personnel may be encouraged from the positive results of this study to develop and implement more training, which may help employees and leaders build a credible service-oriented culture.

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Reynhardt, Jan Petrus Karel. "Examining the relationship between employee engagement and perceived managerial wisdom." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/25676.

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Wisdom is very difficult to study due to the complexity of defining wisdom outright. Various models propose characteristics of individuals that are perceived as wise but wisdom finds its real application in decision making. People would characterise someone as wise if they believe that the decision made by the person (the manager in this instance) is informed by the values of all stakeholders and have long term validity. With increasing demands placed on managers to make decisions in contexts where various stakeholders and the natural environment have to be taken into consideration, managers have to make increasingly complex decisions. The decision then also has to take into consideration the values, beliefs and needs of the employees. By asking respondents to rate their manager‟s level of wisdom, why they perceive their managers as wise and what constitutes employee engagement in their minds, a relationship between employee engagement and the perception of wisdom can be deduced. The evidence suggests that especially the cognitive and emotional dimensions of employee engagement are correlated with the perception of wisdom of the manager. New models for the measurement of implicit wisdom and employee engagement are proposed. Copyright
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
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Landuyt, Noel Gerald. "Employee perceptions of organizational quality and learned helplessness in higher education /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Seidler, Tessa. "A Beautiful Mind: Examining the Effects of Emotional Intelligence and Physical Attractiveness on Employee Evaluations." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1346.

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The current paper describes the concepts of emotional intelligence (EI) and physical attractiveness in relation to their impact on applicant evaluations. As EI has been shown to be linked to work outcomes including job performance, job satisfaction and interpersonal relationships, and as physical attractiveness has been found to influence rater decisions and perceptions of intellectual competence, an examination of these constructs in concert was the focus of the current study. Results found that, on average, attractive employees, older employees, and male employees were rated higher on several dimensions than their counterparts. There was no support for rater EI being linked to attractiveness- or age-related evaluation bias or for rater gender being related to attractiveness- or gender-related rating bias. However, results found that individuals with low EI were less consistent in their ratings, when job irrelevant information was disclosed versus undisclosed, than those with high EI. Implications and recommendations for future research are discussed.

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Hrabík, Václav. "Vnímání společnosti AutoCont jako zaměstnavatele." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-202009.

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This diploma thesis deals with the perception of AutoCont company in the Czech labor market. The aim is to identify strengths and weaknesses from the perspective of job applicants and current employees and help attract more potential workers, ensuring greater satisfaction of existing ones and thereby achieve greater efficiency in the process of filling vacancies in the company. Reaching this goal will bring the necessary knowledge and information for HR department and top management of the company as well.

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Clarke, Cassandre M. "The influence of activation on recall and perception of a negative performance appraisal." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1024.

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Granat, Mattias, and Camilla Nilsson. "LSPs employees’ perception of customer service : How it influences the brand." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Centre of Logistics and Supply Chain Management, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-24169.

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Purpose - The purpose of this research is to analyse how employees’ perception of customer service is linked to the brand. The aim is to analyse the connections between brand and the employees’ perceptions and develop managerial implications based on those findings. Problem – Davis et al. (2008) brought the attention of the influence employees have in increasing or decreasing the firms’ brand. Connecting the employees work role in customer service to see how these influence the brand in reality at LSPs. Method – A deductive mixed method was applied throughout this research and used in the format of several case studies. The qualitative data was retrieved from interviews with employees at LSPs both in Thailand and Sweden and regarded as the primary source of data collection with the quantitative data as support. The survey, based on the frame-work of SERV*OR, was structured on a 7-point Likert Scale and distributed from the same sampling as for the interviews. Pattern matching was applied to analyse the qualitative and quantitative data to determine if reality matched theory. Conclusions – As seen from the findings, employees and customer service are inter-twined and not separate entities. This is due to them reflecting on their personal perception of what customer service is and how they view their position. Through customer service, employees become an extension of the firms’ brand and based on their individual perception they will project it to the customer thus being able to influence the customer’s overall perception. This shows how brand and employee-customer service are interdependent in the communication which is often based on individual perceptions and not from what the LSP wants their employees to perceive of their brand. The branding of the firms in this study is perceived by employees in a way that reflects their individual roles in customer service in terms of being fast, professional and having the ability to problem solve. It is also indicated that employees wish for more training and guidance from managers, consequently they have needed to rely on each other to handle the function of customer service at the LSPs.

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Nagessur, Yuthika. "Employee Perceptions of Corporate Social Responsibility within the Pharmaceutical Industry." UWC, 2020. http://hdl.handle.net/11394/7375.

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Masters of Science
The role corporate social responsibility (CSR) plays amongst employees is underrated within the pharmaceutical industry, which focuses predominantly on external stakeholders and financial gain. The impact of CSR on these internal stakeholders is thus important in an industry that relies on its employees to deliver on medicine development and accessibility. Aim This study aimed to identify employee perceptions of CSR within the pharmaceutical industry. Method An online quantitative questionnaire was shared via email amongst 80 employees of amultinational pharmaceutical company’s group corporate office. Questions were based on CSR activity influencing employee motivation, impacting employee productivity, and the extent to which CSR allowed for value alignment. Results The 91.7% response rate proved results were credible. Results indicated that 78.8% of employees believed CSR strategies created motivation amongst them, with 57.6% of employees stating CSR motivated them be more productive. Open-ended questions reiterated this, further proving that employees felt inclusive CSR strategies led to a positive impact on productivity. Moreover, 96.9% of employees viewed CSR as an opportunity to align company and employee values, yet only 63.6% thought the pharmaceutical company committed to achieving this. Discussion and Conclusion The findings therefore allow pharmaceutical companies to reanalyse their business models and improve business strategies to consider employee perspectives when implementing CSR. As motivation, productivity and value alignment increases, the workforce within the pharmaceutical industry is positively influenced. The study thus concluded that CSR is a powerful force in bringing about progressive change within the pharmaceutical industry.

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Milliken, Danielle L. "Core Value Driven Care: Understanding the impact of core values on employee perception of Patient Safety, Employee Safety, and Quality of Care." Franklin University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=frank161046157154285.

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RAI, OMDEEP. "STUDY OF EMPLOYE PERCEPTION ON SAFETY AT WORK PLACE WITH SOCIAL DISTANCING." Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2020. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18602.

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COVID 19 pandemic has disruptive impact on Indian economy unemployment has significantly increased from 6.7% on 15-Mar-2020 to 26% on 19-Apr-20. During this huge lockdown 140 million people lost their jobs and more than 45% of employee have reported drop of income compared to 2019. Indian economy was losing INR 32000 crore every single day during lock down. This lockdown had significantly affected the businesses across India. With all businesses getting impacted, e-commerce is a vertical which has potential to grow, by keeping their employees and customers safe. E-commerce is expected to grow by 55% in India. This project focuses towards study of employee behavior following social distancing at work place and to provide recommendations organizations to have safe work place.

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Jones, Lee. "Factors related to employee perception of their leaders' commitment to implement continuous quality improvement /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487867541733552.

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Perkins, Renee. "The Influence of Marketing Strategies on Employee Perception of a Small Rural Kentucky Hospital." TopSCHOLAR®, 1992. https://digitalcommons.wku.edu/theses/2716.

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A well-known fact relating to health care in the 1990s is the delimma being faced by small rural hospitals across the United States. They are now at a crossroads between survival and closure. This thesis addresses the influence that effective marketing strategies can have on the outcome of rural hospitals if such strategies are targeted to the right populations Although the patients, the community, and the physicians are important target groups, this thesis addresses the impact marketing can have on the employee population and how that population can, in turn, affect community perception. This is the first study to be done at Caverna Memorial Hospital to indicate employee perception as a result of marketing, and careful research of available literature shows that it may well be one of the first done in a rural hospital in Kentucky on this particular relationship An important premise to this study is the fact that employees need to know that their success as an employee is dependent upon the hospital and, just as important, the hospitals survival can be dependent upon the employees' influence on potential customers. The study concentrated on outpatient services and took place in a 30-bed hospital located in south central Kentucky. This hospital has economic problems and conditions that make it typical of small rural hospitals across the country. The instrument utilized for this study is a pretest and posttest questionnaire presented to the entire employee population before and after a period of time when marketing endeavors were undertaken by the hospital. To test the difference of scores between the pretest and posttest, repeated measures Analysis of Variance was used to compare means of both groups. The principle finding was that employees viewed the hospital and its' outpatient services in a more positive light after marketing endeavors had been undertaken. Since effective marketing endeavors do have the potential of positively influencing employees in a small rural hospital setting, and since hospital employees have the potential of influencing potential customers, hospital administrators may do well to consider budgeting for marketing and directing such marketing tactics to the often forgotten employee population.

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Chan, Wing-por Robert, and 陳穎波. "Teachers' perception on teacher empowerment in Hong Kong aided secondary schools." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31960029.

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Gardner, Kevin. "Employees' perception of engagement and its influence on critical success factors." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020826.

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Increasing competition within the non-alcoholic, ready to drink market (NARTD) in South Africa has intensified the need for soft drink producers to identify ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to produce quality products while meeting the needs of customers, at the lowest possible cost. While a number of competitors may rely on various competitive strategies such as lower priced products, it could become increasingly challenging for others to adopt similar approaches without comprising on the quality of their products. In order to remain competitive, organisations may be required to shift their focus onto their employees as a source of competitive advantage. Research has shown that employees provide organisations with sustainable competitive advantage, more specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate employees’ perceptions of engagement within the logistics function at Coca-Cola Fortune Port Elizabeth, as well as its impact on critical success factors. A theoretical overview was conducted to appraise various definitions, engagement models, factors influencing engagement and the impact of engagement on critical success factors. The research highlighted a number of common themes of engagement which includes a reciprocal relationship between the organisation and employees, enthusiasm, involvement and motivation. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction.An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of engagement, engagement factors and the impact of engagement on critical success factors. A sample comprising 112 employees was identified by means of a stratified sampling technique. A 93 per cent response rate was obtained. The key findings of the study indicated that management and employee perceptions of engagement were comparable. It also indicated that corporate communication, employee involvement strategies, relationships with management and HR policies and procedures did influence employee engagement. Furthermore, the study validated the existence of a strong positive relationship between customer satisfaction, employee attendance and productivity – as was found between employee engagement and business success at CCF. The theoretical overview in conjunction with the empirical findings yielded a hypothesised model of employee engagement as presented in Chapter One. This model could provide direction in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage.

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Okongwu, Onyeka. "Perception of sex discrimination and sexual harassment among bank employees in Nigeria : a comparative study of the Nigerian and the British employee protection laws." Thesis, De Montfort University, 2017. http://hdl.handle.net/2086/14947.

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This study examines the level of sex discrimination and sexual harassment of female workers in Nigeria to understand the pervasiveness of the problem in the Nigerian context. An empirical investigation was conducted using the Nigerian banking sector as the case study. The United Kingdom sex discrimination and sexual harassment laws were analysed to ascertain if the laws have been effective in addressing the problems in the United Kingdom and test their applicability in Nigeria. The results of the study showed that the perception of the level of sex discrimination and sexual harassment in Nigeria is not very high. However, this low level of perception could be due to the impact of social factors such as culture, religion and patriarchy. With regards to the impact of these social factors, key recommendations were made to educate citizens and make them aware of the ills and effect of sex discrimination and sexual harassment of women in societies and for the government to enact new laws to protect the female gender.

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Pierce, Heather R. "Employee development as an exchange process : perceived organizational support, leader-member exchange and perception of benefit." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29897.

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Davidson, Bethany A. "Open Innovation in Small and Medium-Sized Enterprises: Executive and Employee Perception of Processes and Receptiveness." Antioch University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1540891008375446.

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Ford, Leif Allen. "Predictive Ability of Emotional Intelligence Scores on Employee Self-Reported Perception of Comprehensive Organizational Credibility Inventory." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2285.

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Research has shown that emotional intelligence (EQ) is positively related to beneficial outcomes in organizations. Research has also found that negative perceptions of organizational credibility (OC) can result in adverse economic and social costs for organizations and communities. To date, the existing research has failed to examine whether employee EQ might affect employee perceptions of OC. A quantitative, non-experimental study was conducted using a sample of employees in large health and medical organizations throughout the United States. The variables in the study were measured using the Assessing Emotions Scale and the Comprehensive Organizational Credibility Inventory. Multiple regression analyses and Pearson correlation examined the relationships between employee EQ and employee perceptions of OC. Results of the study showed that employees with high EQ perceived their employing organizations to have high OC for areas of accountability, goodwill, integrity, legitimacy, and power, but low OC for areas of attractiveness, corporate social responsibility, expertise, and trustworthiness. Results also showed that high employee EQ predicted high OC for areas of accountability, goodwill, legitimacy, and power, but not for areas of attractiveness, corporate social responsibility, expertise, or trustworthiness. Results supported existing research that has identified links between EQ and organizational-related factors. Results also supported existing research that showed that credibility constructs may be culturally and situationally determined. This study has provided an incentive for leaders of organizations to integrate pro-EQ hiring and training interventions that can foster positive OC behaviors and strengthen organizations both internally and externally.

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Rodríguez, Delgado Aarón, and Evgeny Korshenko. "Linking employee empowerment and customer perceptions of service quality : Evidence from a Mexican medical retailing company." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-209131.

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Purpose: The aim of the study is to gain a holistic understanding of the reflection ofemployee empowerment practiced in the customer's perception of service quality in serviceencounters. Research Method: Exploratory research method based on a single case study Results: Through the analysis of both primary and secondary data, it has been found thatemployee empowerment practice is reflected in customer perception of service quality through improved service delivery provided by empowered frontline employees. Research limitations: This is a single case study, which is confined to the activities of onesmall company related to the health industry in Mexico. The choice of conducting theresearch only focusing on one company ignoring others can not open a true reflection of theentire problem. Practical implications: The results may be applicable for companies which in some extenthave similar retailing and services activities. Originality/value: This research makes a contribution to the existing literature on employeeempowerment by adding relevant qualitative data.

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Wrenn, Kimberly Andrews. "The big five as predictors of procedural justice perceptions." Diss., Available online, Georgia Institute of Technology, 2005, 2005. http://etd.gatech.edu/theses/available/etd-10142005-164431/.

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Thesis (Ph. D.)--Psychology, Georgia Institute of Technology, 2006.
Feldman, Jack, Committee Chair ; Maurer, Todd, Committee Co-Chair ; James, Lawrence, Committee Member ; Parsons, Charles, Committee Member ; Kirkman, Bradley, Committee Member. Includes bibliographical references.

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Hooper, Danica Therese. "The perception of differential leader-member exchange relationships within work teams and its impact on employee reactions /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19126.pdf.

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Thomas, Domanic. "Perception of the Online Degree by Accounting Hiring Gatekeepers of Mid-Size Firms in the Northwestern U.S." PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4398.

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The latest research shows over 2.8 million higher education students or one-in-seven are enrolled in fully online programs. In fields such as accounting, students are able to complete their degree, pass a standardized exam, and enter the workforce with little to no work experience. Accounting firm human resources managers are primarily responsible for the recruitment and selection of candidates. Prior studies conducted show that these hiring gatekeepers prefer candidates with earned degrees in a traditional classroom environment when holding constant for all other factors. While many students invest in online degrees as an ideal pathway to employment, career advancement, and increased earnings, the perception of their degree by hiring gatekeepers may limit these aspirations. Existing research is limited in descriptive analysis as to why these perceptions are held and what can be done to change them. The purpose of this qualitative study was to investigate the perception of the online degree by accounting hiring gatekeepers of mid-size firms in the northwestern U.S. and their recommendations for changes to online programs. Findings support prior research with a disinclination by hiring gatekeepers for candidates with earned online degrees and identified several reasons including a diminished view of interpersonal skills, ability to work as part of a team, faculty interaction and professional mentorship, and negative institutional perceptions. Additionally, gatekeepers recommended changes to online programs that included a focus on technical skills, soft skills, required internships, increasing in-person or hybrid structures, and revising institutional marketing strategies.

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Paget, Jane Kathryn. "Do levels of self-monitoring, self-efficacy, and anxiety moderate the relationship between perception of dimensions and performance in assessment centers?" CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1157.

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Ince-Garcia, Leslé Bianca. "The effects of internal communication on employee productivity and perception in the automotive services industry in South Africa." Thesis, Cape Peninisula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2306.

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Thesis (MTech (Public Relations Management)--Cape Peninsula University of Technology, 2016.
The aim of this study is to determine the effects of internal communication on employee productivity and perception in the automotive services (aftermarket) industry in South Africa. The aim is also to provide recommendations to improve the internal communication in the industry. According to Grunig (2011), organisations are realising that employees are their most important competitive advantage, and effective communication helps unleash the talents and energies of their employees. The literature review, which provides the theoretical perspectives upon which this study is based, comprises literature from a South African and international perspective. The literature outlined includes the Systems Approach, Excellence Theory, internal communication, productivity, perception, the automotive industry and the role of the communications practitioner. A qualitative research method is used to seek answers to questions and to understand an aspect of the working environment. This method is also used to understand the experiences and attitudes of the participants. To collect the required data, in-depth interviews were conducted with eight employees at various levels in an automotive services organisation. The interview questions were asked under three headings, namely: Internal Communication; Productivity and the Role of the Communications Practitioner. The responses of the participants and the research findings are then compared to the literature review. The major findings indicate that internal communication definitely impacts on the productivity and perception of the employees in the organisation. While certain aspects of internal communication in the automotive services organisation are effective, there is still room for improvement. This improvement should not be a once-off task. Management in the organisation is encouraged to conduct regular and on-going research to remain current and also to ensure that communication remains effective. Various types of research may be conducted at all levels in the organisation, internally and externally, which should consider the various aspects and elements of the organisation.

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Pepple, D. G. "Mirror organisation : an investigation into ethnic identify as a determinant of employee psychological ownership perception : a survey of public and private sector employees in River State, Nigeria." Thesis, University of Huddersfield, 2018. http://eprints.hud.ac.uk/id/eprint/34554/.

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The implementation of employee ethnic representation has become a widespread practice for organisations operating within multi ethnic societies. However, scholars disagree on its effectiveness in positively influencing employees’ perceptions. Also, the process through which ethnic identification positively influences employee perceptions is currently unknown. The purpose of this study is to investigate the process through which ethnic identification influences employee psychological ownership perception. To achieve this aim, the thesis first reviews relevant literature which highlights the gap in literature and support the need for this study. For example, existing studies have not considered the components of psychological ownership and how they are influenced. This study contributes by showing that psychological ownership perception is a formative construct comprised of three distinct components; employee self-efficacy, organisational self-identity and employee voice. A review of literature on the empirical context show the importance of this study within the Nigerian context specifically noting Nigerians displayed high levels of ethnic identification. The problem that persist for organisations was how ethnic identification may be channelled to organisational identification. A quantitative cross-sectional survey data collection approach was adopted for this study. Structural equation modelling was used to analyse survey responses from 1,525 employees of selected public and private sector organisations in Rivers State, Nigeria. Findings suggest the following relational framework for linking ethnic diversity and employee psychological ownership perception; that employees who overtly identify with their ethnicity at work will positively attract co-worker social support and this is possible in an organisational climate that promotes interpersonal fairness. Co-worker social support positively mediates the relationship between employee ethnic identification and employee psychological ownership perception. The practical implication for organisations operating within a multi ethnic environment is human resource practitioners to pay attention to ethnic identification because of its influence on co-worker social support and employee psychological ownership perception. The originality of this thesis is seen in the relational framework designed to link ethnic diversity to employee psychological ownership perception. This study contributes to existing literature by explaining how employees’ ethnic identification influences their perception of psychological ownership. The study provides new insights on the components of employee psychological ownership perception and how they relate to ethnic identity. The investigation of psychological ownership perception at the individual component level is novel and provides new insight into how psychological ownership relates with antecedents that influences it.

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Mulevičiūtė, Greta. "Efektyvus vadovas: pavaldinio suvokimo ypatumai." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2011. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151612-94386.

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Šio darbo tikslas buvo nustatyti efektyviam vadovui būdingas savybes ir įvertinti, ar pavaldinių efektyvaus vadovo suvokimas skiriasi, ir jei skiriasi tai kaip, priklausomai nuo pavaldinių lyties, amžiaus, išsilavinimo, gyvenamosios vietos, organizacijos, jos veiklos sektoriaus bei užimamų pareigų. Tyrime dalyvavo 188 įvairių organizacijų darbuotojai. Atlikus tyrimo rezultatų analizę, efektyvaus vadovo savybės faktorinės analizės metodu buvo suskirstytos į tris faktorius: 1) užduoties atlikimas; 2) tarpasmeniniai santykiai; 3) individualios savybės. Lietuvos darbuotojai labiausiai pabrėžia užduoties atlikimui ir tarpasmeniniams santykiams reikalingas savybes. Lyginamosios analizės rezultatai rodo, kad moterys labiau nei vyrai vertina tarpasmeninių santykių ir individualias vadovo savybes. Nors statistiškai reikšmingų skirtumų nenustatyta, 50 – 60 metų darbuotojai visoms savybėms skiria ženkliai mažiau balų ir lyginant su kitomis amžiaus grupėmis, mažiausiai akcentuoja tarpasmeniniams santykiams būdingas savybes. Išryškėjo labai didelis atotrūkis tarp tarptautinėse ir nacionalinėse organizacijose dirbančių darbuotojų. Tarptautinių organizacijų darbuotojai, lyginant su visomis tyrimo grupėmis, efektyviam vadovui kelia aukščiausius reikalavimus ir ypatingai pabrėžia, tarpasmeninių santykių savybes. Nustatyta, kad aukštąjį išsilavinimą, mieste dirbantys, tarptautinėse organizacijose dirbantys kelia aukštesnius reikalavimus nei jų palyginamųjų grupių darbuotojai, tačiau... [toliau žr. visą tekstą]
The purpose of this study was to determine typical features of an efficient leader and also to evaluate whether the apprehension of inferiors of the efficient leader is differential. In that case, the purpose was to assess how it depends on inferiors’ gender, age, education, location, position in organization, organization itself and its activity division. 188 servants participated in this study from various organizations. The features of the efficient leader after the accomplishment of result analysis were divided into three factors using factorial analysis method. These are the factors: 1) task performance; 2) interpersonal relationship; 3) individual attributes. Results show that Lithuanian servants underline features required for task performance and interpersonal relationship mostly. The results of comparative analysis show women rating interpersonal relationship and individual attributes of the leader higher then men. Although results did not show significant differences, it is evident that servants of age 50 – 60 rate all the features signally less and, in comparison with other age groups, they emphasize the features of interpersonal relationship least. Furthermore, an extensive gap showed up between servants working in national and international corporations. In comparison with other study groups, servants working in international corporations have the highest requests for the efficient leader and they also underline specifically the importance of interpersonal... [to full text]

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Neuhofer, Erik Joachim, and af Rolén Samuel Zelenka. "The Feature Creep Perception in Game Development : Exploring the role of feature creep in development methods and employee engagement." Thesis, Södertörns högskola, Medieteknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-44946.

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Game developers often find themselves coming up with ideas along the production period of a game varying in size and may go unnoticed or seem insignificant to the scope of the project but in the long run add up to break deadlines, budget and affect the morale and engagement of developers. In the modern game development industry agile development methods have increased in popularity allowing flexibility in the development process. This agile approach has emerged from traditional software development where waterfall development methods are common practice (Kanode and Haddad, 2009). Through in-depth interviews with developers from Sweden, Finland, and the United Kingdom this study aims to explore how feature creep is perceived by the individual developer and its effect on the day-to-day development. The ambition is to establish whether feature creeping as a phenomenon can be a useful tool for innovation and work culture.
Spelutvecklare får kontinuerligt idéer under produktionen som varierar i storlek och kan gå obemärkta eller anses meningslösa för projektets ramar och över tid och kan påverka deadline, budget, moral och engagemang hos spelutvecklare. I dagens spelindustri har agila arbetsmetoder ökat i popularitet som möjliggör flexibla utvecklingsprocesser. De agila arbetssättet har vuxit fram ur traditionell mjukvaruutveckling där vattenfallsmetoder är ofta förekommit (Kanode och Haddad, 2009). Genom ingående intervjuer med utvecklare från Sverige, Finland och Storbritannien undersöker den här studien hur feature creep upplevs av den enskilda spelutvecklaren och dess effekt på det dagliga utvecklandet i spelbranschen med en ambition att se hur fenomenet feature creep kan vara ett användbart verktyg för innovation och arbetskulturen.

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Kaposambo, Vivian. "Employee perception of performance appraisal and its relationship with organisational commitment: the case of a meat corporation in Namibia." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/23768.

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Performance appraisal is a human resources function that many organisations undertake. Organisations should therefore try to understand why many often perceive their performance system to be unfair. The purpose of this study was to examine employee perception of performance appraisal and its relationship with their organisational commitment. Using a justice approach, this study considers issues regarding perceived fairness, trust, process clarity, and quality of communication regarding the performance appraisal system. Performance appraisal is a tool, which if managed well, will increase work performance. A quantitative research approach was used and a cross-sectional field survey generated the primary research data. An online survey consisting of 55 questions was e-mailed to 150 staff members who participate in the performance appraisal system at a Meat processing plant in Namibia. Regression analysis was employed to examine the relationship between employee perception of performance appraisal and organisational commitment. The results of the statistical analyses show that very weak to moderate relationships exist between organisational commitment and employees' perceptions' of performance appraisal. The results indicate that for an organisation to obtain employee commitment, the organisation should ensure that performance appraisal is a company-wide system that is well understood, fair and clearly communicated to the employees. Furthermore, managers should create an environment within the organisation to enhance employees' perceptions about the performance appraisal system.

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Mao, Hsien-Ming, and 冒賢明. "A Study on Employees'' Perception toward Employee Engagement Survey and Survey Responses." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/08798190063944542126.

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碩士
淡江大學
管理科學學系企業經營碩士在職專班
102
This study aims to explore employees’ perception toward employee engagement and if their surveys can reflect real organization situation. Questionnaire survey was used in this paper and 563 questionnaires were effective. The software SPSS 20.0 was used to calculate and analyze the relation among those variables. The results are that organizational psychological contract has significantly positive influence on employee engagement, and that employees’ perception toward employee engagement has also positive influence on employee engagement survey. Hoping these findings can help business to understand what the meaning of employee engagement is and how to utilize those survey results for business improvement as well as for further research.

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Lin, Meng-Chieh, and 林孟杰. "The Impact of Employee CSR Perception on Customer Satisfaction through Employees' Attitudes and Behaviors." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/62031321944078126232.

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碩士
國立交通大學
經營管理研究所
103
Corporate Social Responsibility (CSR) has been a popular issue in recent years. The business environment is an open system, in second thought, the business has to growth with this environment. In other word, the maximization of profit is not the only purpose for the business anymore. It is impossible to run a business without taking the other stakeholders into account. For service companies, employees who deliver service are the determination of a success service and business competitiveness. The aim of this study is to investigate the impact of employees' perception of CSR on customer satisfaction through their attitudes and behaviors. We use SEM analysis and introduce Comprehensive CFA Marker Technique to control common method variance. The respondents are from four financial corporations and totally collecting 289 valid questionnaires. Our research results shows that employees' perception of CSR would positively affect their organizational pride and commitment to customer service. Moreover we also find the positive relation between employees' perception of CSR and employees' creativity. We also confirm that employees' commitment to customer service would positively increase employees' perception of customer service. In our study, we find the significant enhancements of human resource. We will provide managerial insight for business and wish that more businesses devote themselves to CSR field.

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Ni, Hui-Ju, and 倪慧茹. "research in employee promotion perception and work behavior." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/29661112817981989278.

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Moyo, Tlhalefo Petterson. "An investigation into employee perception on the role of motivation in perfomance appraisal : the case of Mintek Company / Tlhalefo Petterson Moyo." Thesis, 2010. http://hdl.handle.net/10394/15704.

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This dissertation investigates the employee perception on the role of motivation in performance appraisal at Mintek. It highlights major problems of the current performance appraisal system) delineating the weakness and pitfalls of the current performance appraisal system. Performance appraisal can be a good way for organisations to boost employee's motivation and hone their competitive edge. However creating useful performance appraisal and making sure they are used effectively throughout an organisation is not easy. After a review of the literature relevant to performance management systems both over time and across different types of organisations, this dissertation confines its research to Mintek. The relevant literature has been visited and served as a secondary data that add value to the dissertation. Collation of the relevant data is followed by a discussion of the employee perception and the role of motivation in performance appraisal. The relative lack of research on employee perceptions on the role of motivation is the primary impetus of this study, which advances this important, but neglected research area by investigating potential predictors and consequences of role of motivation and perceptions with performance appraisal. The sample was drawn from Mintek employees who were cooperative in the execution of the study. As a result of this, the research on the subject has moved beyond limited confines of measurement issues and accuracy of performance ratings and has begun to focus more on motivational aspects of performance appraisal. The performance appraisal are intended to enhance overall organisational performance. unfortunately ongoing problems with performance appraisal can create challenges in trying to study relationships between individual performance and organisational performance. The findings of this study revealed that there is deficiency in performance appraisal supervisors are not properly trained, performance management system is not efficient and supervisors do not show concern. Mintek should improve its method of performance appraisal based on managers and supervisors knowledge and number of dimensions being appraised; look at the conclusion and recommendations made in this dissertation.
Thesis (MBA) North-West University, Mafikeng Campus, 2010

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GOLA, PAWAN KUMAR. "A STUDY ON EMPLOYEE ATTITUDE AND PERCEPTION TOWARD MOONLIGHTING." Thesis, 2023. http://dspace.dtu.ac.in:8080/jspui/handle/repository/20220.

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This study examines the attitudes and perceptions of employees regarding moonlighting, the practice of working on a second job other than primary job in extra working hours. The practice of moonlighting is very common nowadays, and there is an accelerating interest in determining its causes and disruptions. This research collected data from various employees of different organizations holding different job roles using a convenient approach. The process of collecting data involves gaining responses via administering a survey to obtain insight into the attitudes and perception of employees towards moonlighting. The result of the research indicated that employees view moonlighting as both positive and negative practice. By some employees it is seen as a means to generate more income, gain new skills and be very motivating. Whereas some see it as a burdensome process and a reason for inefficiency in their work. As a rule, individuals who engage in the said activity maintain an optimistic perspective regarding it. In contrast, those not participating are content with their primary occupation. This study also shows that the attitude and perception of employees may vary according to job roles and type of industries. The study has various implications from an organizational perspective. First, it is very necessary for organizations to recognize the rationale behind moonlighting and the effects it can have on employee performance. Second, a proper code of conduct regarding moonlighting should be developed to maintain a balance between employee flexibility and fore guarding integrity. Overall, the study provides some valuable insights into the complicated phenomenon of moonlighting and demonstrates that there is massive scope for research in this area. By understanding the attitudes and perceptions of employees towards moonlighting, organizations can create a high performing work system in their organizations.

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Van, Deventer Patricia Grignon. "Relationships of supported employee retention to employer characteristics and employer perception of support agency personnel characteristics and consumer characteristics." 1992. http://catalog.hathitrust.org/api/volumes/oclc/28522599.html.

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Dissertations / Theses on the topic 'Employee perception'

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