Dissertations / Theses on the topic 'Employee reports'
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Gogotya, Ntombizodwa Wonkie. "Productivity in South Africa as measured by changes in value added per employee per year." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50069.
Full textENGLISH ABSTRACT: One of the objectives of corporate reporting is the communication of information on a company's performance to all stakeholders. The traditional financial statements (balance sheet, income statement and the cash flow statement) do not sufficiently meet all of the above requirements. In view of this, the study project acknowledges the need for corporate reporting beyond the traditional conventional financial reports. This therefore necessitated the use of a Value-Added Statement (VAS) as one of the financial statements that is regarded to have the ability to enhance corporate reporting. A VAS is based on an economic concept and, therefore, a contribution of a specific company towards the Gross Domestic Product (GOP) can be directly measured. Although a VAS does not solely disclose all of the information pertaining to the economic performance of business enterprise, it is believed that the statement can assist interested parties in making well-informed economic decisions. However, the publication of a VAS is still not a statutory regulation in South Africa. The findings indicate some limitations in the manner in which a VAS is published. The format is not statutory and is not audited, but there are opportunities for further research and improvement. This aspect has unfortunately led some users to mistrust the statement. For example, it almost always indicates that the labour component takes most of the value added (Hird, 1983). Statistical tests (e.g. Shapiro-Wilk's W Spearman R Test, histograms) have been conducted. These tests show a weak negative relationship between change in number of employees and change in value added by each employee. This suggests that value added per employee is not the only factor that contributes to productivity. There is therefore not enough evidence to conclude that companies that reduce the number of employees improve productivity.
AFRIKAANSE OPSOMMING: Een van die doelwitte van korporatiewe verslaggewing is om inligting oor die prestasie van 'n maatskappy aan alle belangegroepe te kommunikeer. Die tradisionele finansiële state (balansstaat, inkomstestaat en kontantvloeistaat) voldoen nie heeltemal aan bogenoemde vereistes nie. In die lig hiervan erken die studieprojek die behoefte aan korporatiewe verslaggewing bo en behalwe die tradisionele finansiële verslae. Dit het dus die gebruik van die toegevoegdewaardestaat (TWS) genoodsaak as een van die finansiële state wat daartoe kan bydra om korporatiewe verslaggewing te verbeter. 'n TWS is gebaseer op 'n ekonomiese konsep. Daarom kan 'n bydrae van 'n spesifieke maatskappy tot die Bruto Binnelandse Produk (BBP) direk gemeet word. Hoewel 'n toegevoegdewaardestaat nie op sy eie al die inligting oor die ekonomiese prestasie van 'n besigheidsonderneming blootlê nie, kan dit belangstellende partye help om ingeligte ekonomiese besluite te neem. Die publikasie van 'n toegevoegdewaardestaat is egter nog nie 'n statutêre regulasie in Suid-Afrika nie. Die bevindinge dui op 'n aantal beperkinge in die wyse waarop 'n TWS gepubliseer word. Die formaat is nie statutêr nie en word nie geouditeer nie, maar daar is geleenthede vir verdere navorsing en verbetering. Hierdie aspek het ongelukkig daartoe gelei dat sommige gebruikers die staat wantrou. Byvoorbeeld: Die VAS dui feitlik altyd aan dat die arbeidskomponent die meeste van die toegevoegde waarde opneem (Hird, 1983). Statistiese toetse (bv. Shapiro-Wilk se W Spearman R Toets, histogramme) is uitgevoer. Hierdie toetse dui op 'n swak negatiewe verhouding tussen verandering in die aantal werknemers en verandering in die waarde wat deur elke werknemer toegevoeg word. Dit dui daarop dat die waarde wat per werknemer toegevoeg word nie die enigste faktor is wat bydra tot produktiwiteit nie. Daarom lewer dit nie genoegsaam bewys om tot die gevolgtrekking te kom dat maatskappye wat hul aantal werknemers verminder terselfdertyd produktiwiteit verhoog nie.
Suehs, Derrick. "Emotional Intelligence and Employee Engagement| A Quantitative Study to Explore the Relationship between the Emotional Intelligence of Frontline Managers and Supervisors and the degree of Employee Engagement of their Direct Reports in a Tertiary Care Health Care Setting." Thesis, St. John Fisher College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10009744.
Full textThe health care industry is moving from a volume-based, fee-for-service financial reimbursement system to a value-based purchasing model. These changes have caused substantial challenges in the delivery of care. Hospital leaders must conduct business differently to lower cost, improve safety outcomes, and be more efficient and effective.
Numerous studies show engaged employees improve operational performance. Past studies point to leaders with high emotional intelligence who are effective at engaging employees. The purpose of this study was to determine if there is a statistically significant correlation between frontline managers and supervisors’ emotional intelligence and the degree of engagement of their direct reports.
The research questions were: (a) what is the level of employee engagement among those who participated in the study, (b) what is the level of emotional intelligence of the frontline managers and supervisors who participated in the study, and (c) using inferential statistics, is there a statistically significant correlation between emotional intelligence of frontline managers and supervisors and the employee engagement of their direct reports.
The study used non-experimental, quantitative analytics to test the hypothesis. A bivariate correlation procedure called Pearson’s Product-Moment Correlation was used to determine the potential relationship between the emotional intelligence of 24 frontline managers and supervisors and employee engagement of their direct reports, totaling 585 employees. Though a favorable, moderate correlation was found with a Pearson r of 0.39267 at a p value of 0.0577, the hypothesis was denied. The favorable correlated relationship found supports the growing scholarly work.
Future studies may provide greater understanding and value of the relationship between emotional intelligence and employee engagement. Additional recommendations were made to improve organizational performance through leadership development, recruitment, culture engineering, and ongoing assessment of managerial effectiveness.
Nordström, Diana, and Sofie Svensson. "Vad redovisar stora bolag frivilligt om anställda och vilka faktorer påverkar omfattningen?" Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16922.
Full textHöök, Jennifer, and Merna Issak. "Hållbarhetsredovisning : En kvalitativ studie om begriplighet, användbarhet och relevans av en hållbarhetsrapport ur ett medarbetarperspektiv." Thesis, Södertörns högskola, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-39114.
Full textLeong, Soi Wan. "A self-report survey on occupational crime and gambling-related crime and deviance committed by personnel working in Macau gaming industry." Thesis, University of Macau, 2018. http://umaclib3.umac.mo/record=b3953496.
Full textScheetz, Andrea M. "The Effect of Psychological Contract Violations on Employee Intentions to Report Fraud." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.
Full textVick, Linda. "Cross-cultural Training of Chinese Managers and Workers by U.S. Companies: A Comparative Cultural Analysis of the Problems Reported by U.S. Trainers." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4632.
Full textChou, Cathy Kai-i. "Organizational attachment of newspaper reporters how professional sentiments come into play /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4547.
Full textThe entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 22, 2007) Includes bibliographical references.
Knerr, Amanda. "The effectiveness of Making Achievement Possible (MAP) reports in aiding residence hall directors in hall decision-making." Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1230603.
Full textDepartment of Educational Studies
Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.
Full textGillis, Christa A. (Christa Anne) Carleton University Dissertation Psychology. "The influence of shop supervisor characteristics on employee-reported work attitudes in a prison industry setting." Ottawa, 1994.
Find full textFord, 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.
Full textBengtsson, Nadine, Auf Der Stroth Alexander Jost, and Philip Victor. "(Could you please) send me the report, now(?)! : The impact of managerial communication styles on employee engagement on ISM." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95566.
Full textOverstreet, Timothy L. "Report of a health needs assessment conducted for Roanoke City Public Schools." Master's thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-02022010-020119/.
Full textDicks, Clarissa Mary. "Report of a post-secondary studies internship at xwave solutions, including a research report on the computer-based training (CBT) needs of xwave solutions employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0017/MQ54890.pdf.
Full textStarke, Mary Lynn. "Self-deception and other-deception in personality assessment detection and implications /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2006. http://etd.umsl.edu/r1121.
Full textGroves, Jonathan Perry Earnest L. "Understanding the change to integration an organizational analysis of a small newspaper /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6846.
Full textDanielsson, Pernilla, and Sandra Ek. "Non-financial reporting: What about the internal interest? : A quantitative study on commission in the private sector." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172410.
Full textRutherford, Ginger J. "An Analysis of Reported Paid and Unpaid Time Off for Administrative Employees at Selected Public Universities in Tennessee." Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etd/2783.
Full textShinn, Larry L. "The expected entry-level job competencies and attitudes of high school graduates as reported by employers." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/495288.
Full textZito, Erik J. "Exercise and Self-Reported Workplace Stress." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534427247611585.
Full textPinto, Vera Lúcia Inácio. "Relatório Único : ferramenta de gestão?" Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/10188.
Full textO presente trabalho teve por objectivo aferir do conhecimento e do entendimento da parte das entidades patronais referente à obrigação das mesmas pela prestação anual de informação sobre a actividade social da empresa, actualmente conhecida como relatório único. Procurou-se ainda, dentro do âmbito deste estudo, apresentar uma proposta que visasse aumentar a aderência do referido relatório, por parte das empresas. Tendo em vista a prossecução destes objectivos, desenvolvemos uma metodologia que passava inicialmente pela elaboração de um questionário e o seu consequente envio a uma série de empresas, questionário esse que procurava aferir da percepção dos gestores das empresas sondadas, para a realidade que se pretendia ajuizar. Assim procedemos a uma amostragem, obtida aleatoriamente de um conjunto de micro empresas (em número de 40), a quem o mesmo foi enviado. Os resultados obtidos através das respostas recebidas, permitiram detectar alguns problemas, nomeadamente no que concerne à informação sobre o relatório único, a dever ser prodigalizado pelas autoridades consideradas competentes para o efeito, junto da generalidade das empresas, nomeadamente das microempresas. Detectámos assim uma gritante falta de informação, por parte daqueles a quem competiria fazê-lo, leia-se as entidades governamentais que supervisionam e controlam todo o processo. Constatou-se igualmente que uma grande maioria das entidades patronais desconhece de quem é a responsabilidade pela entrega do referido relatório, assim como da existência de coimas pela sua não entrega. Tendo sido detectada ainda a noção, da parte dos inquiridos, da inexistência de qualquer utilidade pela elaboração e entrega deste relatório.
The purpose of this production, was to check the knowledge of the employers relative to perform one?s duty, by the annual report concerning the social activity of the enterprise, in our days knows as single report. The second point of our propose was to tender a suggestion to have in view to increase the compliance above-mentioned report by the employer. With intention to perform this task, we develop the working up of a project, with a elaboration of one questionnaire and the following sending to the series of enterprises, for to check the understanding of the regard information. With this method we random forty (40) micro enterprises. The results of this task, to disclose some problems, as the poor information, to form by the official personage, near the employer. We detect also, that many employer not known who is the responsibility to perform this task, as the send the single report, to the official personage, as the lack of knowledge of the penalty for the not delivery or presentation of documents. In the same time, many employers, do not believe about the benefit of this report. In succession of our work, we do some proposal for to improve the process of diffusion and communication about this subject, by the public entities near the employers.
ZAVATIERI, Ieda Maria. "Relato Integrado: um estudo de estruturas de divulga????o do capital humano em relat??rios banc??rios." FECAP, 2016. http://tede.fecap.br:8080/jspui/handle/jspui/704.
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The objective of this study was to analyze the reporter of human capital in integrated reporting in the banking sector and suggest a proposal for standardization. Were the three largest financial institutions intentionally selected, public companies - Bradesco, Ita?? Unibanco and Santander - from 2013 and 2014, which have integrated their reports with different patterns. The methodology of research was used qualitative approach to research of application of descriptive, using documentary study. The research analyzed the composition of human capital items, the way the information was reported and the level of adherence to the conceptual framework established by the International Integrated Reporting Council to prepare the Integrated Reporting
O objetivo do presente trabalho foi analisar o reporte do capital humano em relat??rios integrados do setor banc??rio e sugerir uma proposta de padroniza????o. Foram intencionalmente selecionadas as tr??s maiores institui????es financeiras, companhias de capital aberto - Bradesco, Ita?? Unibanco e Santander - no per??odo de 2013 e 2014, que possuem seus relat??rios integrados elaborados com padr??es diferenciados. A metodologia da pesquisa utilizada teve abordagem qualitativa, com aplica????o de pesquisa do tipo descritiva, por meio de estudo documental. A pesquisa analisou a composi????o dos itens do capital humano, a maneira como as informa????es foram reportadas e o n??vel de ader??ncia ?? estrutura conceitual estabelecida pelo International Integrated Reporting Council para elabora????o do Integrated Reporting
ROLL, Lara Christina. "The influence of job insecurity on performance outcomes among Chinese, German and U.S. employees : evidence from self-reported and observational studies." Digital Commons @ Lingnan University, 2015. https://commons.ln.edu.hk/psy_etd/4.
Full textBin-Taher, Ibrahim A. "Performance appraisal systems in United Arab Emirates print media: A case study of the Al-Ittihad and the Al-Bayan Press Corporations." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/619.
Full textKristoffersson, Therese, and Linda Bergström. "Personalekonomiska nyckeltal i marknadskopplade och budgetkopplade organisationer." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1589.
Full textNyckeltal är alla de relationstal som är intressanta och var och en bestämmer själv vad som är intressant (Catasús et al. 2001). En del nyckeltal är ett måste för organisationerna att redovisa på grund av att de regleras av svensk lag medan andra nyckeltal tas fram på grund av eget intresse. Det finns många grupper av nyckeltal men den här uppsatsen behandlar enbart de så kallade personalnyckeltalen. Personalnyckeltalen är en del av den personalekonomiska redovisningen (Gröjer & Johansson 1991). Den personalekonomiska redovisningen är ett verktyg i organisationer med ett syfte att lyfta fram personalfrågorna (Aronsson et al. 1994).
Det finns fyra syften med upprättandet och användandet av nyckeltal. Dessa syften är belöning, kontroll, lärande och mobilisering (Catasús et al. 2001). Syftet med denna uppsats är att undersöka vilka personalnyckeltal olika typer av organisationer tar fram och vad de har för syfte med sina personalnyckeltal. Organisationerna delas in i de två typerna marknadskopplade organisationer och budgetkopplade organisationer (Abrahamsson & Andersson 2005). Författarna ska undersöka om organisationer har liknande personalnyckeltal men om det bakomliggande syftet är olika för marknadskopplade och budgetkopplade organisationer.
Utifrån ett frågeformulär gjordes personliga intervjuer med totalt sex stycken organisationer. Volvo Wheel Loaders AB, Schott Termofrost AB, Moelven Edanesågen AB och Coffee Queen AB är de marknadskopplade organisationerna och landstinget i Värmland och Arvika kommun är de budgetkopplade organisationerna som intervjuats. Samtliga organisationer, förutom landstinget, har sin verksamhet i Arvika kommun.
Det visade sig att marknadskopplade och budgetkopplade organisationer använder liknande nyckeltal i sin verksamhet men att de marknadskopplade organisationerna är mer beroende av produktivitet och effektivitet. Utan produktivitet och effektivitet kan de lägga ner sin verksamhet till skillnad från de budgetkopplade som måste finnas kvar. De budgetkopplade är mer intresserade av hur personalen mår än hur produktiva de är. Syftet med nyckeltal är främst kontroll och belöning i båda typerna av organisationer.
Key ratios are all the ratios that are of interest and can be put in relation to something. Which ones are interesting depends on who you ask (Catasús et al. 2002). The Swedish law regulates that organizations must report certain key ratios, but other key ratios are reported voluntarily. There are many kinds of key ratios, but this essay only concerns the employee key ratios. The employee key ratios are a part of human-resource accounting (Gröjer & Johansson 1991). The human-resource accounting is a tool for creating an interest in personnel questions in organizations (Aronsson et al. 1994).
There are four purposes with establishing and using of key ratios. These purposes are control, reward, learning and mobilization (Catasús et al. 2001). The purpose of this essay is to examine which employee key ratios different kinds of organizations use and for what purpose. The organizations are divided into two types, market connected and budget connected organizations (Abrahamsson & Andersson 2005). The authors of this essay will examine if the choice of employee key ratios are similar in market connected and budget connected organizations, and if the purposes are different.
On the basis of a question form six interviews were made. Volvo Wheel Loaders AB, Schott Termofrost AB, Moelven Edanesågen AB and Coffee Queen AB were the market connected organizations and the regional health district service in Värmland as well as the local government Arvika (Arvika kommun) were the budget connected ones. All organizations except the regional health district service in Värmland have their activity in the municipality of Arvika.
After the examination it was shown that market connected and budget connected organizations use similar key ratios. It was also shown that market connected organizations are more dependent on productivity and efficiency. Without productivity and efficiency they must bring their activity to an end. Budget connected organizations can not bring their activity to an end and are more interested in the welfare of the employees than how productive they are. The main purpose of key ratios was control and reward in both types of organizations.
Cowherd, Patricia H. "A Study to Determine Technological Skills and Competencies Needed for Office Employment as Reported by Selected Employers in the South Central Kentucky Lake Cumberland Area Development District." NSUWorks, 2000. http://nsuworks.nova.edu/gscis_etd/467.
Full textDopitová, Markéta. "Optimalizace procesu lékařských prohlídek ve spolupráci se společností Foxconn." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-264520.
Full textLabská, Lucie. "Návrh strategie činnosti malé firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221668.
Full textJesus, Cleber Souza de. "Rotatividade, qualidade do emprego e autopercepção da saúde." Instituto de Saúde Coletiva-ISC, 2015. http://repositorio.ufba.br/ri/handle/ri/18869.
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Introdução: A rotatividade no trabalho consiste na movimentação de entrada e saída de uma empresa, organização ou condição de ocupação em um determinado intervalo de tempo. Representa, portanto, a dinâmica de participação dos indivíduos no mercado de trabalho. A rotatividade pode ocorrer por iniciativa do trabalhador, o qual se reinsere em um novo emprego rapidamente, ou por término de contrato ou demissão, neste caso é comum o acúmulo de períodos de desemprego. A qualidade do emprego e a qualificação dos trabalhadores são apontados como determinantes para a rotatividade e autopercepção da saúde, independentemente. As condições de emprego e trabalho têm sido reconhecidos como determinantes sociais da saúde, entretanto, as relações entre estes e a saúde ainda são inconclusivas. Objetivos: Esta tese teve por objetivos: 1) identificar fatores sociodemográficos, de saúde e trabalho associados à rotatividade no trabalho; 2) identificar fatores associados à autopercepção negativa da saúde, considerando a rotatividade no trabalho, condições de emprego e trabalho e analisando homens e mulheres separadamente; e 3)verificar a existência de mediação da rotatividade para associação entre a qualidade do emprego e a autopercepção negativa da saúde. Métodos: Estudo transversal realizado com amostra probabilística domiciliar por conglomerado, de estágio único, com residentes da cidade de Salvador, Bahia, em 2000. A população elegível para o estudo foi de trabalhadores ativos e ocupados com idade entre 18 e 64 anos. Os dados foram obtidos por meio de questionários individuais. A rotatividade no trabalho nos últimos 12 meses foi categorizada em: sem rotatividade; rotatividade tipo 1, com uma ou mais mudanças e período curto de desemprego; e tipo 2, pelo menos uma e tempo de desemprego acima de seis meses. Foram realizadas análises descritivas com frequências simples e relativa, estimaram-se as medidas de associação entre as covariáveis e a rotatividade no trabalho. Em seguida, realizou-se análise para identificação dos preditores potenciais para autopercepção negativa da saúde. Para verificação do efeito de mediação da rotatividade na associação entre a qualidade do emprego e a autopercepção da saúde foi elaborado um modelo teórico e realizadas análises com equações estruturais. Resultados: A população do estudo compreendeu 3.227 trabalhadores, dentre os quais a prevalência geral de autopercepção negativa da saúde foi de 11,1%. A proporção de trabalhadores com rotatividade tipo 1 foi de 13,4% e do tipo 2 de 11,4%. A proporção de trabalhadores com rotatividade diminuiu com o aumento da idade. Trabalhadores que tiveram rotatividade do tipo 2 foram os que receberam salário abaixo do mínimo (ORadj = 2,24; IC 95%: 1,63 – 3,07), não tinham carteira assinada (ORadj= 2,24; IC 95%: 1,62 – 3,10) e seguro de acidente de trabalho (ORadj= 2,38; IC 95%: 1,52 – 3,73), ajustados por sexo, idade e ter filhos menores de 6 anos. Os principais preditores para a autopercepção negativa da saúde foram sexo feminino, idade ente 44 e 64 anos, ausência de apoio social, ter faltado ao trabalho por doença e possuir uma baixa qualificação ocupacional. Na análise separada por sexo, apenas entre as mulheres, ter idade acima de 44 anos (ORadj = 1,43; IC95%: 1,06 – 1,94) e a ausência de apoio social da família (ORadj = 1,71; IC95%: 1,29 – 2,27) foram preditores de autopercepção negativa da saúde. Por fim, a rotatividade, independentemente do tipo, não foi mediadora da associação entre a baixa qualidade do emprego e a autopercepção negativa da saúde. Todavia, emprego de menor qualidade foi diretamente associado com a rotatividade tipo 2 (β= 0,641) e também com a autopercepção negativa da saúde (β= 0,241). A baixa qualificação do trabalhador se associou diretamente com emprego de menor qualidade e também com a autopercepção negativa da saúde. Conclusões: A rotatividade no trabalho, do Brasil, é uma das maiores do mundo, pode ser decorrente das condições de precariedade do emprego e também da saúde do trabalhador. Dentre os fatores ocupacionais, a baixa qualidade do emprego e a pouca qualificação ocupacional foram mais importantes que a rotatividade para predizer a autopercepção negativa da saúde, em ambos os sexos. Para as mulheres, acrescenta-se a falta de apoio no cuidado da família, o que pode representar sobrecarga de trabalho. Os trabalhadores inseridos em empregos de baixa qualidade apresentaram mais comumente rotatividade com episódios de desemprego prolongado. Entretanto, esta não apresentou papel de mediação no efeito sobre a autopercepção negativa da saúde. A redução de rotatividade no trabalho, sobretudo do tipo 2, requer investimentos na melhoria da qualidade do emprego e aumento da qualificação dos trabalhadores, iniciativas nesse sentido poderão repercutir em melhores condições de vida, trabalho e saúde.
Ferreira, Clive Joaquim. "A case study of Metropolitan Holdings Limited to assess the usefulness of the Global Business Coalition guidelines in relation to workplace HIV/AIDS programmes and a brief examination of the possible impact of the HIV/AIDS disclosure requirements, as recommended by the King II report." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50234.
Full textENGLISH ABSTRACT: Metropolitan Holdings Limited is a life insurance and investment company with a well-recognised brand, operating in a competitive environment. The Metropolitan Doyle model that the company developed in the 1980s was the first of its kind and is used to predict the course and impact of the HIV/AIDS pandemic. Metropolitan has since been actively engaged in developing insurance products, designed to take HIV/AIDS into account. It has, moreover been active in advocating action on a wide range of issue relating to the disease, not least through its RedRibbon website, the publication of the respected journal, AIDS Analysis Africa, and through various community initiatives, particularly involving HIV/AIDS education. The company’s external work on the issue of HIV/AIDS is therefore well recognised. Although it has had an internal programme for several years, it has only seriously addressed the HIV/AIDS in the workplace since 2003 and in so doing, has not found the necessity of using any existing models of best practice. This case study examines the guidelines of a comprehensive HIV/AIDS programme, as set out by the Global Business Coalition on HIV/AIDS, with a view to finding out whether and to what extent a company such as Metropolitan might have implemented its recommendations and what impact it might have in the fight against HIV/AIDS in the workplace. The case study further examines the likely impact of the King II recommendations relating to the disclosure requirements on HIV/AIDS (in conjunction with the Global Reporting Initiative Guidelines) with a view to assessing whether these can enable a company such as Metropolitan, to have regard to the impact of the disease on the sustainability of their business and the steps that might be taken to mitigate the impact.
AFRIKAANSE OPSOMMING: Metropolitan Holdings Beperk is ‘n lewensversekerings – en beleggingsmaatskappy, met ‘n alombekende handelsmerk, wat in ‘n kompeterende omgewing funksioneer. Die Metropolitan-Doyle model wat deur die maatskappy in die 1980’s ontwikkel is, was die eerste in sy soort, en word gebruik om die verloop en impak van die MIV/VIGS pandemie te voorspel. Metropolitan is sedertdien aktief betrokke in die ontwikkeling van versekeringsprodukte, was spesifiek ook MIV/VIGS as oogmerk het. Die maatskappy is boonop besig om betrokkenheid oor ‘n wye spektrum van uitkomste verwant aan die siekte te propageer, veral deur die RedRibbonwebtuiste, die publikasie van die hoogaangeskrewe joernaal, AIDS Analysis Africa, en deur verskeie gemeenskapsinisiatiewe wat spesifiek die opvoeding aangaande MIV/VIGS insluit. Die maatskappy se eksterne werk op die aangeleentheid van MIV/VIGS word dus wyd erken. Alhoewel dit ook al verskeie jare oor ‘n interne program beskik, is dit eers sedert 2003 dat MIV/VIGS in die werkplek ernstig aangespreek word. Deur dit so te doen, is daar nie die nodigheid gesien om enige bestaande modelle wat die beste werk, te gebruik nie. Hierdie gevallestudie ondersoek die riglyne van ‘n omvattende MIV/VIGS program, soos uiteengesit deur die Global Business Coalition oor MIV/VIGS, met die oogmerk om uit te vind tot watter mate ‘n maatskappy soos Metropolitan sy aanbevelings mag implementeer en watter impak dit mag hê op die bestryding van MIV/VIGS in die werkplek. Die gevallestudie ondersoek verder die waarskynlike impak van die King IIaanbevelings rakende die openbaarmakende vereistes oor MIV/VIGS (in samehang met die Global Reporting Initiative Riglyne) met die oogmerk om te bepaal of bogenoemde ‘n maatskappy soos Metropolitan in staat kan stel om geleentheid te hê tot die impak van die siekte op die volhoubaarheid van hul besigheid en die stappe wat geneem mag word om die impak te beheer.
Štěrba, Marek. "Sadová, Bytový dům M1 - stavebně technologický projekt." Master's thesis, Vysoké učení technické v Brně. Fakulta stavební, 2018. http://www.nusl.cz/ntk/nusl-372154.
Full textHealy, Theodore Robert. "Current trends in employee assistance concerns employee assistance professionals' reports on the presenting concerns of employees : a project based upon an independent investigation /." 2009. http://hdl.handle.net/10090/9871.
Full textJackson, Filomena Anna Patrizia. "Exploring the effects of a coaching leadership style on the relationships between managers and direct reports in South Africa." Thesis, 2017. http://hdl.handle.net/10539/23441.
Full textThe objective of the study was to explore how a coaching leadership style adopted by Managers in different organisations, influences the relationships they have with their direct reports. The study used the qualitative method and semi-structured interviews were conducted with 22 participants, comprising 13 Managers and nine Direct Reports in various organisations in private and public sectors based in Gauteng, South Africa. This study contributes to the research and literature available on coaching leadership style and employee coaching, which occurs when an employee works one-on-one with his/her direct manager to improve his/her work performance and other areas that need attention. Executive Coaching has been extensively researched and refers to when an executive in an organisation is being coached by an external coach who is normally chosen by the Executive and paid for by the organisation. In Employee Coaching however, the coaching is conducted by the direct Manager and the employee has no choice in who the Manager is. Relationships between Manager and Direct Report are therefore crucial and these could be influenced by the Manager‟s leadership style. The findings suggest that within a South African context, the term “Coaching Leadership Style” is not a term that is widely used in organisations to describe a leadership style, however this style emerged through the behaviours that the Managers displayed. The findings further posit that coaching plays a pivotal role in influencing relationships between a Manager and his/her Direct Reports and that coaching may also cause shifts in leadership styles. The research provides insight into the leadership styles that Managers prefer to adopt and deepened understanding of how coaching adds value in a leadership context. The results add to the body of knowledge on how coaching affects leadership effectiveness and how it influences relationships between Managers and Direct Reports.
MT2017
Stainbank, L. J. (Lesley June) 1953. "Employers' and public accountants' attitudes towards employee reporting in South Africa." Thesis, 2000. http://hdl.handle.net/10500/16100.
Full textFinancial Accounting
D. Comm. (Accounting)
Du, Plooy Susanna Maria. "'n Vergelyking van die kwantitatiewe en kwalitatiewe inligting oor werknemers in finansiële jaarverslae met die winsgewendheid en grootte van maatskappye." Diss., 2006. http://hdl.handle.net/10500/2141.
Full textThe purpose of the research is to compare the quantity and quality of reporting on the employees of companies with the profitability and size of the top 100 companies over a four year period. The research is limited to the availability of quality information on employees in the financial statements of companies. A literature study is followed by an emperical inquiry into a comparison of the reporting on employees with the profitability and size of companies. The results reflect the following: * the quantity and quality of reporting on the employees of companies does not inevitably show an increase; * a significant relationship exist between the size and profitability of companies; * the role of reporting on the employees of companies is significant with regards to profit determination; and * some of the companies performed uniquely with regards to the quantity and quality of reporting on the employees of companies.
Accounting
M.Comm.(Accounting)
Ntshalintshali, Veronic Clotilda. "A comparative study evaluating the individual employee response to a planned organisations chage report." Thesis, 2006. http://hdl.handle.net/10500/217.
Full textChen, Chun-Shun, and 陳純珣. "Determinants of Reported Health Promoting Lifestyle among a Hospital Employees." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/18518635686241213664.
Full text臺北醫學大學
護理學研究所
94
Based on “Ottawa Charter for Health Promotion” (WHO, 1986), health promotion hospital development is the delivery of reorienting health services. Taipei City government, Department of Health there held Health promotion hospital accreditation in 2002 and 2005, however, practice of health promotion lifestyle among employees of accredited health promotion hospitals remains unknown. The target population of this study was all types of employees in the hospital, a cross-sectional design was utilized, and the structured questionnaire was used. A total of 594 cases (response rate 89%) were collected from a medical center in Taipei which was accredited as health promotion hospital in both years. The purpose of this study was: 1) to examine health promotion lifestyle profile (HPLP) among employees in the hospital; 2) to explore the relationships of demographic and work characteristics, expectation and utilization of supportive environment for health in the hospital on employees’ practice of HPLP; and 3) to determine the most important factors that predict HPLP. The research subjects was mainly women, university graduated, unmarried, insured, without kid, religious belief or major chronic conditions, and with normal BMI and income level between 40000-59999 NT dollars. The mean age was 30.84+7.94 years old, and perceived health status was 5.91 (SD=1.36, range 3-9). In terms of work characteristics, majority of subjects were from nursing department, working 8-10 hours per day, without regular holidays, required on duty shift, with stand-walking physical activity pattern. The mean working experience was 5.86+4.58 years, and perceived working load was very high (11.05+2.76). The total HPLP was 1.86+ 0.82, indicating that subjects only “occasionally” and “often” practice health promotion behaviors. Comparing 7 subscales of HPLP, subjects ranked highest on work protection (2.19+0.62) and interpersonal support (2.14+0.59), and lowest on exercise (1.17+0.62). On the expectation of supported environment for health, the employees perceived psychological health (4.93+0.70) and cancer prevention (4.43+0.58 ) were the most urgent, and exercise (4.17+0.70) and weight control (4.12+0.64) the least. On the opposite, employees utilized these environment facilities highest on nutrition (1.25+0.82) and weight control (1.04+0.72), and lowest on tobacco control (0.83+0.83). Factors positively related to HPLP were: married, with faith, income level of 60000-79999 dollars per month, having children and worked as the manager. In addition, age, perceived health status and work experience also positively correlated with HPLP. Perceived working load was on the other hand negatively correlated with HPLP. All subscales of expectation and utilization of supportive environment for health, except cancer prevention, were positively correlated with HPLP. Result of stepwise regression indicated that expectation of the health environment, perceived health status, faith, utilization of the health environment, education, perceived working load, job position could significantly predict HPLP, and could explain 27% of total variance. Reinforce on supportive environment for health was recommended for health promoting hospital accreditation based on results of this study.
Chen, Hung-jui, and 陳宏瑞. "The strategies of the reporters employed when they encountered pressure." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/50172932659523193852.
Full text國立中山大學
傳播管理研究所
94
In a modern democratic society, election has become the most common way in which people participate in politics. Moreover, voting is the presentation and consequences of people’s opinions. Therefore, during the period of election, all the information people saw or heard through the mass media might influence people’s decisions of their votes, their attitudes, and their behaviors. Along with the strengthening of Taiwan’s democracy, the political cultures in Taiwan have been changing. Meanwhile, the interactions between politicians and mass media and the distributions of powers have been changing. The relationships between the political systems and the news media are multiple and complicated. The reporters, the elementary gate keeper, are certainly the first target the candidates want to influence. The various ways of influence, either “threatening” or “seduction”, create “pressure” on the reporters when they report news relevant to the election. Thus, the motivation and purposes of this study were to investigate the strategies the reporters employed when they encountered pressure. This study made use of questionnaires to collect data. This study surveyed the reporters in the big Kaohsiung area (Kaohsiung City and Kaohsiung County) to analyze “the strategies the reporters employed when they encountered pressure.” This study recruited 113 valid questionnaires. The results show that when the reporters reported news relevant to the 2004 legislators’ election, the pressure the reporters in the big Kaohsiung area received was lobbying, followed by advertisements and other stress related to profits. The pressure from the news office was also common. As a result, the attempts to influence news about the election were multiple. As for the pressure from the gangsters, it was rare; less than 10 percent of the subjects had ever received such pressure. As far as the strategies employed, a high percentage of the reporters in the big Kaohsiung area adopted the strategy “compromise”, followed by “direct confrontation” and “ignorance”. Furthermore, the results demonstrate that “compromise” was the most frequent strategy adopted by the reporters when they received pressure from the news office. This finding illustrates that the key influence on the reporters came from the controlling power of the media organizations. When it comes to the advertisements and other stress related to profits, the reporters usually employed the strategies “compromise” and “cooperation”; the percentage reached 80%. Such an overwhelming percentage demonstrates the serious interference from the departments of advertisements and businesses in news reports.
劉如芬. "Relationship between Social Education Organization Education Training and Employee Effectiveness Research Term Paper Oral Report Summary." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/08504714659391596545.
Full text國立臺灣師範大學
社會教育學系在職進修碩士班
96
Abstract In order to accommodate society’s high-paced changes and increase organization efficiency, nonprofit organization’s transformation becomes obviously and intensively. Educational training is the most valuable resource for the staffs’ efficiency, and it is also one of the strategies to increase efficiency of organizations. The objectives of this research were to: 1. Understand the current status of the Social Education Organization Educational Training. 2. Discuss the Social Education Organization staffs’ understandings about the Educational training. 3. Discuss the Social Education Organization staffs’ thoughts on the theory of Educational Training increasing efficiency. 4. Analyze the relationship between the Social Organization staffs’ understanding about the Educational Training and the staffs’ thoughts on the theory of Educational Training increasing the staffs’ efficiency. This research used surveying method and the samples were chosen randomly. Using the software ‘SPSS’ for descriptive statistics, number distribution chart, independent-sample t-testing, Pearson product-moment correlation coefficient, one-way ANOVA (One-Way Analysis Of Variance), along with credibility and efficiency analysis, this research was able to understand the relationship among staffs’ understanding about the Educational Training, staffs’ efficiency and individual background factors. All in the hope of understanding personal background factor, the difference between individual staff’s understanding and thoughts of the Social Education Organization Educational Training, and how all that relate to increasing work efficiency. Through this research the following were observed: ‘personal factors’ have great impact on the differences in Social Education Organization staffs’ understanding about the Educational Training and the increase in their efficiency; moreover, gender had a significant effect on the understanding for the Educational Training while age and period of service significantly affected the staffs’ efficiency. This research discussed the current impact that the understanding for Social Education Organization Educational Training had on the staffs’ efficiency, so as to increase the virtue and quality of the staffs and to strengthen service ability, in order to address the referral suggestion of manpower training. Thus, this study is hopefully to result in elevating the focus of Educational Training from quantity to quality; ultimately, bringing Educational Training to its full effect. Keywords: Social Education, Educational Training, Staff Efficiency
Chang, Yuan-Po, and 張淵博. "Promoting New Employees’ Professional Skill for Shang-Hao Chain Pharmacy–Implementation and Evaluation Technical Report." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/f98h3c.
Full text國立雲林科技大學
企業管理系碩士班
102
The environment of enterprises in the wake of increasing intense competitive atmosphere in which corporate have to promote the quality of human resource and training education that is more important than before. Through employees training in order to maintain the capacity of human resource and to establish the core competence in organization that will found the competitive advantage indispensability in modern enterprise. How much revenue in the pharmacy that will be influenced by the quality of their employees. In contrast with the chain pharmacy, most of all the independent pharmacy lacked the standard operate process of management or training. Especially in the new employees training and educational aspect that were trained by shop manager. That causes the ratio of employees turnover increasingly because their training system did not establish explicit and integrated goal completely. Therefore in this situation, how to make the new staffs to operate their work immediately and to commit learning target that become an important issue. In this study, interviews with employees and ask their needs and yields to corporates’ targets then design the whole educational training course. The tenure who worked six month to year be this study’s object. After the implementation of Kirkpatrick four-level evaluation model to investigate how about in this effects. The result shows that the effectiveness are up to level of training.
Dicks, Clarissa. "Report of a post-secondary studies internship at Xwave Solutions, including a research report on the computer-based training (CBT) needs of Xwave Solutions employees /." 1999.
Find full textXu, Shu-Juan, and 許淑娟. "Development of Self-Report Personality Inventory- A Case of R&D Employees in High-Tech Firm." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/60608151816891407035.
Full textBouquillon, Edward Allen. "Antecedents associated with mentor functions received and career outcomes reported by proteges and non-mentored employees." 2004. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-509/index.html.
Full textHsu, Sheng-da, and 徐昇達. "The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/82rhhk.
Full text國立高雄大學
亞太工商管理學系碩士班
101
More and more attention in the corporate focus on leader and subordinate relationships between environment interaction trends, therefore interaction between leader and subordinate will be first understanded, to apply its related stress and thus enhance the performance of their staff. Most past studies have explored is the leader - member exchange (LMX) on the general attitude of the impact of its contribution for the dedication of the impact is not very clear, and this relationship will be between the two barrier-type self-reported stress and challenges influenced by self-reported stress has not yet been explored. This study attempts to identify: 1. The relationship between LMX and employee engagement; 2. The challenge stress of self-reported stress will be a mediator between the relationship of LMX and employee engagement; the hindrance stress of self-reported stress will be a moderator between the relationship of LMX and employee engagement. The subjects of this study were employees of Assembly and Testing of Semiconductor Industry. A questionnaire survey was used in this study. The effective questionnaires were 254 in total, with a response rate of 85%. The study adopted SPSS as the tools for statistical analysis. According to data analysis, the research result showed that LMX and employee engagement will be positive relationship; Challenge stress of self-reported stress will mediate the relationship between LMX and employee engagement; Hindrance stress of self-reported stress will moderate the relationship between LMX and employee engagement.
陳竑宇. "The study on self-report and automatic attitude of the nuclear power plants among the employees and nearby residents of nuclear power plants and ordinary masses." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/45201444422663679866.
Full text佛光大學
心理學系
102
This study used a new automatic attitude activation measurement, called “Affect Misattribution Procedure (AMP)”, to explore the differences between the automatic attitude and the self-report attitude toward the nuclear power plants. Both types of attitudes of the employees of nuclear power plants, their nearby residents, and ordinary masses were also compared and contrast. Moreover, this study also investigated the possible enhancement of supporting the nuclear power plants through reading an article concerning the advantages in the nuclear power and problems on the climate change. The results revealed that the nuclear power plant employees were more supportive of the nuclear power plants than their nearby residents and ordinary masses in self-report attitude, but were nastier than the nearby residents and ordinary masses in the automatic attitudes measured by AMP. Only slightly attitudes were changed to the support of nuclear power plants in the self-report attitudes after reading the article concerning problems on the climate change. The opposite results of self reported versus automatic attitudes were discussed.