Dissertations / Theses: 'Employee relations'

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Marchington, M. P. "The management of employee relations." Thesis, University of Manchester, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.493153.

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Moran, Marcus. "Joint-Employer Classification| NLRB Polarization in the Administration of Contingent Employee Labor Rights." Thesis, State University of New York Empire State College, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607958.

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The National Labor Relations Act sets forth limited definitions of what it means to be an employer and an employee in the twentieth-century industrial economy, and bestows on the National Labor Relations Board the authority to classify employees and employers. The past half-century has witnessed the growth of triangular staffing arrangements such as franchises, independent contractors, temporary help services firms, and a service sector in which many contingent workers may not qualify as employees, leaving them unprotected by the Act. By examining Board decisions addressing joint-employer and independent contractor status since 1960, this paper has identified increased polarization—the tendency of Democratic and Republican Board members to vote in opposing, and often politicized directions—in Board decisions classifying employers and employees. The findings suggest that in determining worker eligibility for protection under the Act, the Board is more polarized than at any point in 50 years.

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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Lucas, Rosemary. "Employee relations in the hotel and catering industry." Thesis, Manchester Metropolitan University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.337843.

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Popp, Christian. "Labor Relations at a Major Airline: Exploring Employee Performance Strategies." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2865.

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Globally, the aviation industry supports 58.1 million jobs in related industries and U.S. airlines alone generated 11.8 million jobs. Airline performance, productivity, and profitability depend on employees. The purpose of this single case study was to explore the strategies that U.S. airline leaders use to improve employee performance. The study was grounded with the Harvard model of human resource management. A stratified purposeful sample of 14 managers and 10 frontline staff from a Florida airline participated in semistructured individual interviews and a focus group, respectively. The data from these interviews were analyzed using Moustakas's modified van Kaam method. The themes that emerged from analysis included: an emphasis on the individual interaction and verbal affirmations between managers and frontline staff, additional career development opportunities for employees, not only for performing in their role but improving performance and level of commitment to the organization. Furthermore, managers and employees arrived at the same conclusion about organization culture and commitment-individuals have to feel they are contributing to the overall mission and feel valued in doing so. For the latter to occur, leaders need to engage employees in continuous dialogue and be completely transparent, and employees need to be open to feedback and share their motivations and goals. Social change implications include improved management and labor relationships within the U.S. airline industry, which ultimately benefits the flying public through greater stability and better service.

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Ruck, Kevin. "Informed employee voice : the synthesis of internal corporate communication and employee voice and the associations with organisational engagement." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16694/.

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This thesis aims to advance knowledge about internal communication and organisational engagement. It incorporates the application of a new research instrument, the Internal Communication and Organisational Engagement Questionnaire (ICOEQ) developed by Welch (2011a). The ICOEQ investigates employee interest in different topics, helpfulness of communication methods used, ratings for senior manager and line manager communication, satisfaction with employee voice and the associations with organisational engagement. Despite the importance of internal communication, existing research methods are limited as they do not adequately distinguish between different dimensions of internal communication as established by Welch and Jackson (2007, p.184) and they fail to make an association with organisational engagement. The ICOEQ therefore provides a new research perspective for academic researchers and communication managers. The conceptual analysis builds on Welch and Jackson’s (2007, p.185) internal communication matrix. It synthesises corporate communication and employee voice into a new concept, informed employee voice, to reflect the importance of keeping employees informed and giving them a voice that is treated seriously. The empirical work adopts a critical realism approach. A cross-sectional research design was used. The ICOEQ was administered at five organisations followed by interviews and focus groups. Quantitative data analysis suggests that internal communication is more strongly correlated with emotional organisational engagement than with cognitive or behavioural organisational engagement. Ratings of senior manager communication and line manager communication and satisfaction with employee voice are positively associated with organisational engagement. Standard multiple regression analysis indicates that informed employee voice is a significant predictor of organisational engagement. Template analysis of qualitative data indicates that many senior managers are not visible or approachable and they do not listen to what employees have to say. New themes that emerge include more informal and small group communication with senior managers, a greater focus on the local context of internal corporate communication from line managers and more emphasis on listening and responding to employee voice. Possible explanations for the findings include a focus on shareholder value and the consequential neglect of employee value and the marginalisation of internal communication in academia and practice. Theoretical implications include the adoption of employee voice more fully into internal corporate communication theory, the addition of familiarity as an attribute of internal communication media and the identification of three explanatory factors for the exercise of internal ‘power over – dominance’. Above all, the thesis establishes informed employee voice as an antecedent to organisational engagement. The implications for practice include the establishment of the ICOEQ as a useful measurement tool and the requirement for communicative leadership that includes giving employees a voice that is treated seriously.

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Black, John. "Control and consent : management-employee relations in manufacturing industry." Thesis, University of Wolverhampton, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.266623.

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The Portfolio and accompanying Commentary explore the dynamics of the labour process in manufacturing industry. This is done by means of a series of case studies from the UK and the US exploring the evolving workplace relations from the late 1970s to the present day. Management -employee relations are explored in terms of a triangulation, the three corners of which are, management, unions and employees. The major questions revolve around the conditions, limits and possibilities of labour- management co-operation. Whilst employing Labour Process theory, the work addresses some of its limitations. It attempts to present an analysis which is more sensitive both to situational and historical factors, as well as to qualify some of its theoretical limitations. These include its overly deterministic nature and the tendency to portray aspects of the employment relationship in terms of false dichotomies. The concept of "dualism" is thus central to the analysis, and the concepts of "dual commitment" and "incorporation" are also employed in order to help explain the inter-relationships between management, union and employees. The longitudinal perspective also allows examination of the extent to which the agendas of "Thatcherism" have led to the demise of collectivism, changed attitudes towards management, created new expectations of the union, and hence implications for the strategies of the latter. The work has implications for union and management policies, particularly with respect to their mutual engagement in the context of the UK acceding to the Social Chapter, and the potential for "social partnership".

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Lai, Yanqing. "Employee relations in SMEs : an empirical approach using the Workplace Employment Relation Survey (WERS 2011)." Thesis, Kingston University, 2016. http://eprints.kingston.ac.uk/35057/.

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This thesis is a paper-based thesis. Using a large-scale matched employee-employer dataset, three empirical studies were undertaken to empirically examine: 1) the relationship between employee attitudes, human resource management practices and firm performance in SMEs; 2) the effect of the firm size on firms’ and employees’ experience during the recent financial crisis, particularly firm’s employment related responses to the economic hardship; and 3) the impact of firm size on employee’s experience of work stress during economic recession. The findings of the first study suggest a direct relationship between HRM practices and SME firm performance, but this relationship is moderated by high employee job satisfaction. The results suggest that HR policies and practices may improve small firm performance, especially within firms with low levels of commitment and satisfaction. The estimation results presented in the second study show that SMEs are more vulnerable during times of economic hardship than larger firms, but those with HR practices have shown more resilience to the downturn. There is a significant firm-size effect on the choice of specific HRM measures in response to the recession, and having HR practices increases the likelihood of the firm to adopt organizational measures. Also, the results indicate that the differences in workers’ job experience are moderated by high management formality. For the final empirical research, employees in SMEs experience lower level of overall job stress than those in large enterprise, although the effect disappears once the employee-level and firm-level characteristics are taken into consideration. Finally, the findings suggest that the association and magnitude of estimated effects of the work stressor presented in the Cooper and Marshall’s work stress model differ significantly by firm size. Overall, the thesis has made significant contribution to the employee relations in SMEs literature and provide interesting academic and policy oriented findings.

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Crocker, Robert Mitchell Harris Stanley G. "Employee perceptions of managerial civility development and validation of a measurement scale /." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/CROCKER_ROBERT_29.pdf.

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Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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Ni, Lan. "Exploring the value of public relations in strategy implementation employee relations in the globalization process /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3474.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2006.
Thesis research directed by: Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Bratton, Andrew J. "Creating sustainable workplaces together : employee relations practice and environmental management." Thesis, University of Strathclyde, 2016. http://digitool.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=27862.

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The aim of this research is to examine how employee relations enables and improves environmental management in the workplace. The objective is to understand the dynamics around the relationship between existing HR practices, individual and collective employee relations and environmental management, as well as to explore the opportunities for management-union partnership working and mutual gains. This research employs a mixed methods approach in which qualitative and quantitative data were collected in six public and private sector organisations in local government, health, higher education, transport and energy in Scotland. To establish context and identify key employee relations processes under investigation, the research design incorporated extensive fieldwork, such as selective semi-structured interviews and focus groups involving eighty-seven HR managers, environmental managers, line managers, union representatives and employees. My contribution to the field of human resource management (HRM) is to demonstrate the importance of employee relations in supporting environmental management, and to show that partnership working and mutual gains can be a feature of a sustainable workplace. The evidence from this thesis shows that high-quality employee-manager relations and active engagement involving managers, employees and trade union representatives can influence environmental outcomes in the workplace. This thesis indicates a strong association between the implementation of sustainability initiatives and employee involvement and participation (EIP). Methodological contributions are made by adopting a mixed methods approach, including focus groups, to gather data from multiple stakeholders to understand how employee relations influence environmental management in the workplace. Empirical contributions are made to the nascent body of Green Human Resource Management (GHRM) research relating to the drivers of and barriers to change, the unintended consequences arising from some HR practices, and the potential for mutual gains in a sustainability strategy. This thesis provides an alternative approach to much mainstream GHRM research, in that it is more inclusive for it gives voice to all workplace stakeholders.

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Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.

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Skorbinski, Roger. "The impact of performance management processes on employee-employer relationships in a listed telecommunications company." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/2060.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2006.
The performance contract governs the employee-employer relationship and forms the basis of the exchange relationship that exists in organisations today. The exchange relationship has evolved as a result of the turbulent economic environment, and replaced the old psychologicalcontract between employee and employer. The present study looked at the extent to which the performance management process influences employee-employer relations. The. research focused on the impact of performance management on employee behaviour and their subsequent contribution to the success of organisational interventions. The ernplovee-emplover relationship often suffers due to the unsuccessfulor ineffective implementation of performance management systems, negatively affecting the organisational climate for the implementation of organisational interventions

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Yacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.

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This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of these personnel systems may increase other positive occupational traits, such as job satisfaction and employee interest, no direct connection can be made between employee empowerment managerial systems and employee extra work effort. Instead, organizational commitment is a more robust determinant of employee extra work effort. Implications of these findings are suggested for the current literature and practical application.

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Bartlett, Jennifer. "Employee representation of corporate identity : a case study." Thesis, Queensland University of Technology, 2000.

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Pang, Bing-hung Patrick. "An evaluation of the staff consultative machinery in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236386.

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Newell, Helen Julia. "Field of dreams : evidence of 'new' employee relations in greenfield sites." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315037.

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Mak, Suk-kuen Florence. "Staff relations in the Regional Services Department : a case study of workers' participation in experience-sharing workshops /." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13552995.

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Grillo, Daniel. "Employee Expectations and Job Satisfaction in Adventure Education." Thesis, Prescott College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10110266.

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This descriptive study examines the relationship between job expectations and job satisfaction in the context of adventure education (AE) field staff. An electronic survey distributed to field instructors of the Recreational Equipment Incorporated (REI) Outdoor School assessed the level to which their job expectations had been met as well as their reported job satisfaction based on the short form of the Minnesota Satisfaction Questionnaire. Quantitative analysis of the results indicates a significant correlation between job expectations and job satisfaction. Extrinsic job satisfaction showed a stronger correlation with employee expectations than did intrinsic job satisfaction, although the difference in correlation strengths was not statistically significant. Expectations about both basic job attributes and career development opportunities correlated with job satisfaction significantly more strongly than expectations about curriculum. Factor analysis reveals that amongst other job expectations, manager communication and career development opportunities correlate strongest with job satisfaction, and represent key focus areas for AE administrators. Increasing the visibility of organizational mission statements as well as reviewing staff training models with these results in mind could help align employee expectations with reality. These results suggest that the AE industry should continue to develop its human resource savvy and monitor the evolving profile of their employees to safeguard their job satisfaction.

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Burson, Cody. "Living letters." Pomona College, 2007. http://ccdl.libraries.claremont.edu/u?/stc,11.

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Four students portray Pomona College housekeeping staff that cannot speak for themselves, taking their words from letters written to Pomona College President David Oxtoby about problems in the work environment. Problems includede are sex discrimination, failure of managment to respond, gossip being reported to managers and used in evaluations, employees being kept as 'on-call' for years without health benefits, a sense of hopelessness, that no one is listening, and if they talk to students they are labeled troublemakers. The film ends with a series of still photographs of 17 Pomona staff members taken on the Pomona College campus in various locations with their names and number of years employed by Pomona College.

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Clifford, Andrew C. "Civil Service executive agencies and the transformation of Civil Service employee relations." Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365736.

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Gunnigle, Patrick. "Management styles in employee relations in greenfield sites : challenging a collectivist tradition." Thesis, Cranfield University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309641.

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Schroeder, Klaus Gerhard. "Mentoring as work-related support : relationship with employee outcomes." Thesis, University of British Columbia, 1988. http://hdl.handle.net/2429/29386.

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This study investigated the relationship between supportive behaviours and employee outcomes. The supportive behaviours were identified in the mentoring literature as being associated with the roles and functions performed by mentors. The term 'supportive' was used in order to recognize that people other than mentors (e.g., co-workers) could provide these behaviours. Questionnaires were used to assess employee outcomes and the level of supportive behaviours received by employees from different members in their organizations. The sample consisted of 624 managerial, technical, supervisory, and professional employees who worked for one of five organizations in British Columbia; 442 employees returned questionnaires. Respondents indicated the extent to which people with whom they had worked had provided them with behaviours associated with the eight supportive functions of Sponsoring, Exposure and Visibility, Teaching the Job, Teaching the Informal System, Protection, Role Modeling, Encouragement, and Personal Counselling. Principal component analysis indicated the presence of one general factor that accounted for over 50% of the variance; separate components for career and psychosocial functions (Kram, 1985) were not found. Principal component analysis indicated that all employee outcomes assessed in the study could be grouped into one of three types of outcomes: Job-Related (job satisfaction, role conflict, role ambiguity, organizational commitment, acceptance by co-workers), Skill Development (job, interpersonal, conceptual), and Promotional (rate of salary increase and promotions, satisfaction with progression). It was hypothesized that the level of supportive behaviours received by employees from as many as three sources would be positively related to all three types of outcomes, but that the relationship would be higher for the Skill Development and Promotional Outcomes than for the Job-Related Outcomes. This hypothesis was only partially supported. Although supportive behaviours were positively and significantly related to all types of outcomes, the relationship between behaviours and the Skill Development Outcomes was significantly higher than the relationships between behaviours and the other two types of outcomes. Failure to find a higher relationship between supportive behaviours and the Promotional Outcomes is discussed in relation to organizational reward systems. The level of supportive behaviours received from sources other than the highest source of supportive behaviours did not explain additional variance in employee outcomes over that explained by the level associated with the highest source alone. Failure to find incremental effects due to additional sources was most likely due to the high correlations (.70 to .80 range) among the level of supportive behaviours received from the different sources. These correlations may have been artifactually inflated because of the instructions that were used concerning which sources of supportive functions respondents were to rate on the supportive behaviours (respondents only rated sources on the supportive behaviours if the sources provided three or more functions). Because a number of hazards and disadvantages have been associated with intense mentor-protege relationships, it was hypothesized that the more evenly supportive behaviours are distributed across sources, the higher would be the employee outcomes. Although the way in which given levels of supportive behaviours were distributed across the sources was unrelated to employee outcomes, the hazards associated with given levels of supportive behaviours were negatively and significantly related to employee outcomes (the Job-Related ones, in particular). Methods for reducing the level of hazards are discussed. The scale that was developed to assess supportive behaviours was found to be reliable, content valid, and construct valid. Possible uses of the scale are discussed.
Business, Sauder School of
Graduate

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Lee, Chun-tung. "A study on staff relations of selected disciplined services in Hong Kong." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41015745.

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Chan, Ka-kit Susanna, and 陳嘉潔. "The impact of the civil service trade union movement on labour relations in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31963742.

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Blewett, Verna. "Workers changing work : the influence of worker power ; a longitudinal case study analysis of workplace change at Moving Metals Limited /." Title page, contents and abstract only, 2000. http://thesis.library.adelaide.edu.au/public/adt-SUA20030815.104708.

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Bibliography: leaves 261-276. Electronic publication; full text available in PDF format; abstract in HTML format. This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.

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Pang, Bing-hung Patrick, and 彭炳鴻. "An evaluation of the staff consultative machinery in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B3196414X.

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Mak, Suk-kuen Florence, and 麥淑娟. "Staff relations in the Regional Services Department: a case study of workers' participation in experience-sharing workshops." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964345.

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Charlier, Constance C. P. "The effects of communication on organizational climate and employee commitment." Doctoral thesis, Universite Libre de Bruxelles, 1993. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212760.

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Toner, William Patrick. "Union or non-union? : contemporary employee relations strategies in the Republic of Ireland." Thesis, London School of Economics and Political Science (University of London), 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320410.

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Feeney, Christopher P. "Fortune 500 communicators' opinions toward objectives for employee communications." Virtual Press, 1989. http://liblink.bsu.edu/uhtbin/catkey/544125.

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This thesis was designed to determine Fortune 500 communicators' opinions about objectives for employee communications. The study compared communicators' opinions about stated objectives for employee communications objectives to their opinion about how their corporations implement the same stated objectives.An opinion questionnaire was mailed to directors of employee communication or equivalent titles at all Fortune 500 companies. Of the 500 instruments mailed, 129 or 25.8 percent were returned and used for data.Participants' responses were analyzed by mean scores, t-tests, confidence interval ratings and rank-order correlation tests. Demographic data was collected concerning budget sizes, staffdemographic data was cross tabulated with 40 statements of objectives the existence of written objectives, and types of activities used. The for employee communications activities to further describe Fortune 500 communicators.The study found a significant difference between the communicators' opinions toward employee communications objectives and the employee communications activities implemented within their corporations. The study also found companies with and without objectives for employee communications both implement similar employee activities.
Department of Journalism

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Paulsen, Neil. "Group identification, communication and employee outcomes during organizational change /." St. Lucia, Qld, 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16732.pdf.

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van, Wyk Randall Alvin. "An investigation into employee engagement in a workwear distribution company." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/31334.

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This study examines the levels and drivers of employee engagement in a South African organisation that distributes personal protection equipment. The organisation relies on its human resources to retain a competitive advantage in the industry. An understanding of employee engagement is essential for the attraction of new talent and the retention of existing employees. The researcher employed a mixed method design, incorporating both quantitative and qualitative methods. A survey was sent to all employees to determine levels of engagement. It was followed by focus groups to probe deeper into the survey results. The findings of the survey and the focus groups are contradictory. The survey results indicate that respondents are engaged within the workwear distribution company, whilst the findings of the focus groups depict a different narrative. The researcher believes that participant responses to the different methodologies explains this contradiction. The survey contained a number of closed-ended statements, where participants were required to tick a particular box, indicating their responses. The researcher believes that this approach was very clinical and elicited certain responses. Furthermore, participants might not have felt comfortable sharing their true feelings in writing. The approach to the focus group was very interactive and the researcher posed open-ended questions to the participants. This approach was organic and participants might have felt more comfortable sharing their feelings and views in this forum. The study revealed that a work environment characterised by poor communication and conflict impacted negatively on employee engagement. It also revealed that the organisation is characterised by an autocratic leadership style whereby top management make the decisions and are not open to suggestions from employees. While support between co-workers was acknowledged, relationships were also described as strained and that there is no synergy between departments. Maintaining positive relationships with management and co-workers are vital drivers to achieving increased employee engagement. Although these findings are particular to one organisation, they will hopefully assist other organisations to expand their understanding of employee engagement and thus refine their employee engagement strategies.

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Wang, Jason Randle. "Priority time: Employee coping strategies for service delivery to undergraduates." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284252.

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Students, faculty, and administrators are favored research subjects when studying colleges and universities. Often ignored are the frontline employees who deliver service directly to students. To students receiving service, these employees are functionally the voice of the University, yet are often not considered by faculty or administrators when making changes that shape the University as a whole. This case study of four departments at one large, public, Research-I University seeks to understand frontline employee perspectives on time, work, and clients, as well as coping strategies for service delivery. The literatures drawn on include, service delivery methods and trends, time use and management, trends in higher education, and human resources management. Policy recommendations are made in the final chapter.

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Achtzehn, David. "The deal : employment relations in growth-oriented, high-tech start-ups : an employee perspective." Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/19628.

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The aim of this thesis is to explore employment relations in young, growth-oriented, technology-driven (high-tech) start-ups. It takes a closer look at the exchange relationship between founders and their first employees in this specific context. At its core, the research is interested in employees motivation to work for a growth-oriented start-up and their understanding of the employment deal. The study uses the psychological contract as an analytical framework to gain deeper insights into individuals perceptions of this deal. The research is embedded within an interpretivist paradigm and includes eight case studies involving growth-oriented high-tech start-ups in Berlin and London. For each case, in-depth interviews with three full-time employees as well as the founder(s) were conducted. The findings of this thesis demonstrate that the employment deal in growth-oriented start-ups is a short-term, faith-driven contract, which differs substantially from the current understanding of the psychological contract. In contrast to the long-term or open-ended contract often offered by larger, more established organisations, this deal has a defined expiration date . Moreover, the findings challenge the current understandings on remuneration, relationship building and power dynamics within growth-oriented start-ups and add to the literature by offering a re-conceptualisation of the psychological contract. This thesis helps to inform prospective employees about the advantages and challenges of joining a start-up and encourages entrepreneurs to further tailor their management and compensation strategies.

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McCown, Nancy D. "The roles of internal public relations, leadership style, and workplace spirituality in building leader-employee relationships and facilitating relational outcomes." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8173.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2008.
Thesis research directed by: Dept. of Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Kwok, Pak-chiu, and 郭柏超. "A study of the staff relations in the Hong Kong Fire Services Department from industrial relations systems perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46783222.

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Reyneke, Annerie. "Expectations on the use of Facebook for employee engagement / Annerie Reyneke." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10007.

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In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the message that is sent. Research has shown that if the inappropriate communication channel is selected when communicating with employees, the message might not be effectively received and understood. New technology, specifically Facebook can be introduced to provide an open and transparent channel for communication. Facebook can also facilitate two-way communication, which can lead to increased employee engagement. The literature study conducted informed the interview schedules that were developed and used to conduct semi-structured interviews with managers and focus group interviews with employees within two organisations in the South African financial sector. This was done in order to understand their expectations regarding the use of Facebook as an internal communication channel to enhance employee engagement. In terms of the conclusions derived from the empirical research, it seems evident that Facebook could be used as an additional internal communication channel to enhance employee engagement. Trust remains a very important factor in that managers should trust employees to use the channel in an ethical manner and employees should trust the organisation and its managers that they may voice their opinion freely, without the fear of victimisation. Facebook can be used to promote engagement on a social level to build relationships inside the organisation. However, managers and employees can together create a contract of understanding that will form the outline for a policy that will govern the use of Facebook. The parties involved can then negotiate the terms of this contract of understanding to ensure that all expectations regarding the use Facebook are met.
MA (Communication Studies), North-West University, Potchefstroom Campus, 2013

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Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.

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This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured. Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.
Ph. D.

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Charpia, Jill. "Employee Turnover Intentions in the Construction Industry| A Quantitative Correlational Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10976474.

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Construction companies are able to show an increased bottom line by developing strategies to retain employees. However, the cost to develop and implement strategies that can decrease employee turnover is a substantial investment. As costs continue to rise in most business functions, strategies to facilitate cost savings must be identified and implemented to become or remain profitable. The Herzberg Two-Factor Theory served as the conceptual framework was chosen for this study and provided a baseline for developing retention strategies within the construction industry. The purpose of this single quantitative exploratory case study was to identify the retention factors that provided the greatest impact to retain construction employees. There was a sample of 68 individuals selected for this study, consisting of laborers within the U.S. construction industry. An online survey was used to collect the data, and the findings are intended to add to the current body of knowledge by identifying the impact that job satisfaction factors in the construction industry. A correlational analysis as well as a multiple linear regression analysis was conducted to reveal the relationships between job satisfaction and employee turnover intention. The findings of this study results revealed a moderate negative relationship between job satisfaction, both intrinsic and extrinsic and employee turnover intention. Additionally, the study found that by implementing developed retention strategies using factors of job satisfaction, organizational leadership can understand the drivers for employee retention, and increase overall job satisfaction, profitability, and productivity. The study limitations, implication, recommendations for practice and future research are also discussed in detail. Lastly, the study shows that the nature of the association between job satisfaction and employee turnover intention is significant to industrial psychological practices.

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Li, Kwai-yin. "A study of employee relations in a trading fund department : the case of electrical and mechanical services trading fund /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596290.

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Chan, Tin-chu. "A study of the staff relations in the Hong Kong Police Force /." View the Table of Contents & Abstract, 2005. http://sunzi.lib.hku.hk/hkuto/record/B31365395.

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Chan, Tin-chu, and 陳天柱. "A study of the staff relations in the Hong Kong Police Force." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B45012350.

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李振東 and Chun-tung Lee. "A study on staff relations of selected disciplined services in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41015745.

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Cheung, Suet-mui Lilian, and 張雪玫. "Public sector unions in Hong Kong: a study ofthe reorganization of the Medical and Health Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31975732.

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Mowbray, Paula. "A Systems and Behavioural Perspective of Managing Employee Voice." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/367418.

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Increased competitive pressures have lead many organisations to aspire to develop high performance organisational cultures, as a means to engage employees and improve productivity and performance. While employee voice mechanisms can provide employees with an opportunity to have a say over employee interests and provide a means for employee input, organisations and their managers are increasingly seeing employee voice systems as a valuable mechanism to encourage suggestions and ideas that may be of benefit to the organisation. It is important, therefore, to understand how organisations, and their individual managers, manage the employee voice systems and how the behaviour of managers and employees may influence their design and implementation, in order to meet these dual purposes. However, the study of employee voice has been conducted in disciplinary silos, which has resulted in unanswered questions concerning how the employee voice architecture is managed. The human resource management/employment relations (HRM/ER) discipline, which considers these dual purposes of voice, has primarily studied the opportunities that organisations provide employees to voice, through the provision of formal voice mechanisms. Accordingly, HRM/ER scholars adopt a systems and macro organisational level perspective of studying employee voice and do not account for individual differences that may occur at the micro individual manager level, or how behaviour may effect the implementation of employee voice.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Giesser, Anne. "A comparison of extrinsic and intrinsic motivators between Germany and South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021063.

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This thesis explored different perceptions of extrinsic and intrinsic motivation in an intercultural context. The main objective of this study was to investigate similarities and differences concerning extrinsic and intrinsic motivation in the workplace between the German and the South African culture by examining individuals with working experience and tertiary education. It provides background information about motivation and a historical overview of previous and current motivational theories as well as cultural influences and differences. In addition, regarding the two cultures the researcher aimed to investigate similarities and differences between other demographics such as gender, age and income. The literature review provides information about extrinsic and intrinsic motivation retrieved from previous research and puts it into an intercultural context. The researcher conducted a quantitative, exploratory study. The data was gathered using an existing research instrument, which was distributed online. The sample comprised 374 respondents. This sample was conducted by a combination of quota and snowball sampling. The obtained data is evaluated and presented in text and table form. The results revealed preferences for intrinsic motivators for the whole sample and higher motivation for the South African part of the sample. Demographic characteristics played a minor role.

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Li, Kwai-yin, and 利葵燕. "A study of employee relations in a trading fund department: the case of electrical and mechanicalservices trading fund." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965325.

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Chikamhi, Paul. "Educator misconduct : a study of labour relations in public schools in Namibia / Paul Chikamhi." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1710.

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Dissertations / Theses on the topic 'Employee relations'

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