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1
Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems.
This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
2
Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
3
Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.
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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
4
Owen, Jennifer. "Women, office work and computerisation : case studies in user-involvement during systems development." Thesis, Sheffield Hallam University, 1992. http://shura.shu.ac.uk/3148/.
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This thesis examines the area of user-involvement in the development of computerised office information systems, with particular reference to gender relations and to initiatives in 'Human-Centred' systems design. it is based on a review of literature in computer science and in social science, and on case-study research. The thesis forms a contribution to the interdisciplinary work of the Human-Centred Office Systems Project, at Sheffield Polytechnic. Interdisciplinary research into information systems development is expanding, partly in response to evidence that many systems fail to meet their stated objectives. There is increasing emphasis on issues of "user relations', including user-involvement. In offices, as in other contexts, women tend to be defined as users or operators of technology; however, there has been little research into the constraints and opportunities women office workers face specifically in connection with information systems development. Previous projects within Human-Centred Systems research have been located in areas in which men predominate, such as printing and engineering. The thesis makes a contribution to new interdisciplinary research on information systems in two main respects. Firstly, the scope for clerical involvement is examined. It is argued that clerical skills and experience can form a strong basis for involvement in office systems design; in addition, managerial reliance on clerical skill and cooperation appear to increase, with the advent of on-line, integrated office systems. However, the case study research also illustrates the ways in which gendered associations can play a part in the definition of 'social' and 'technical' aspects of systems development, tending to marginalise clerical contributions. Secondly, therefore, the thesis examines the potential of Human-Centred systems development approaches to address gender inequalities in opportunities for user-involvement. Methods for establishing a Human-Centred approach in a local authority department are proposed; an assessment of their use, in a case-study context, exposes a weakness in the Human-Centred tradition in relation to management practices. In conclusion, specific proposals are formulated to support the creation of new links between organisational strategies on information technology and those on gender inequality.
5
Murnan, Aaron. "Predictors of Involvement in Acts of Prostitution among Substance Using, High-Risk Women." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1439394837.
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Okhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach." Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.
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Research in workplace safety has focused on either the physical approach that emphasizes ergonomic design of the environment and work-related equipment, an environmental approach that emphasizes potential hazards such as noise, toxins, and temperature, or a behavioural approach that emphasizes changing employee behaviours that are deemed to be responsible for workplace incidents such as accidents, injuries, fatalities, and safetyrelated events. I built on this research (i) to develop and validate an HPWS for safety scale, and (ii) to propose and test a model of processes through which unit level HPWS for safety influence individual level safety outcomes. This thesis reports the findings of four studies. Three of these studies focused on the development and validation of an HPWS for safety scale while the fourth study used the validated scale to examine the processes through which HR practices influence workplace safety. Data were analyzed using multilevel structural equation modelling (MSEM) with Mplus version 7.3. The findings revealed that (i) experienced HPWS for safety directly relates to safety behaviours and also indirectly through safety knowledge and safety motivation, (ii) experienced HPWS for safety relates to both safety-specific events and workplace injuries through a mediational chain of safety knowledge and safety compliance, (iii) experienced HPWS for safety relates to workplace injuries through a mediational chain of safety knowledge and safety initiative, (iv) experienced HPWS for safety relates to both safety-related events and workplace injuries via safety motivation and safety compliance, (v) the use of HPWS for safety significantly related to unit safety climate, (vi) the use of HPWS for safety significantly related to experienced HPWS for safety while unit-level safety climate moderated the safety knowledge-safety compliance relationship. Lastly, the findings provide support for the psychometric properties of the scale. I also discussed the theoretical and practical implications of the findings, highlighted the study’s strengths and limitations, and then mapped out some directions for future research.
7
Arendse, Lenwhin. "Understanding the association between high performance work systems andorganisational performance." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52434.
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Understanding the relationship between high performance work systems (HPWS) and
organisational performance is becoming increasingly important to gain and sustain a
competitive advantage. In the current challenging economic climate, organisations are facing
major challenges to do more with less. Thus, the investments in resources such as people are
increasingly under scrutiny to provide returns on investment. HPWS have been positively
associated with organisational performance, but organisations are not reaping the full benefits
of HPWS. Both managers as well as HR professionals can gain from a deeper understanding
of HPWS and the link to organisational performance.
The research investigated HPWS through the use of semi-structured interviews. The ten
respondents were all highly experienced, senior HR professionals who provided valuable
insights and opinions into the complex relationship between HPWS and organisational
performance.
The valuable insights and experiences, shared by the respondents, allowed for the
development of a management model of the organisational factors that influence the
effectiveness of HPWS. The results of the research could contribute to managers and HR
professionals in contributing to the management of HPWS.Mini Dissertation (MBA)--University of Pretoria, 2015.
sn2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
8
Olsson, Eva. "Designing Work Support Systems – For and With Skilled Users." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4275.
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Martinaityte, Ieva. "Leveraging employee creativity through high performance work systems : a multilevel perspective." Thesis, Aston University, 2014. http://publications.aston.ac.uk/24369/.
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Research has looked at single rather than a configuration of human resource management (HRM) practices to influence creativity so it is not yet clear how these practices synergistically facilitate creativity and organisational performance. I address this significant but unanswered question in a three-part study. In Study 1, I develop a high performance work system (HPWS) for creativity scale. I use Study 2 sample to test the validity of the new scale. In Study 3, I test a multilevel model of the intervening processes through which branch HPWS for creativity influences creativity and branch performance. Specifically, at the branch level, I draw on social context theory and hypothesise that branch HPWS for creativity relates to climate for creativity which, in turn, leads to creativity, and ultimately, to profit. Furthermore, I hypothesise environmental dynamism as a boundary condition of the creativity-profit relationship. At the individual level, I hypothesise a cross-level effect of branch HPWS for creativity on employee-perceived HPWS. I draw on self-determination theory and argue that perceived HPWS for creativity relate to need satisfaction and the psychological pathways of intrinsic motivation and creative process engagement to predict creativity. I also hypothesise climate for creativity as a cross-level moderator of the intrinsic motivation-creativity and creative process engagement-creativity relationships. Results of hierarchical linear modeling (HLM) indicate that ten out of the fifteen hypotheses were supported. The findings of this study respond to calls for HPWS to be designed around a strategic focus by developing and providing initial validity evidence of an HPWS for creativity scale. The results reveal the underlying mechanisms through which HPWS for creativity simultaneously influences individual and branch creativity leading to profit. Lastly, results indicate environmental dynamism to be an important boundary condition of the creativity-profit relationship and climate for creativity as a cross-level moderator of the creative process engagement-creativity.
10
FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.
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Os eventos organizacionais dos últimos 10 anos -
outsourcing, downsizing,
reengenharia, aquisições, fusões, etc - estão desafiando
os departamentos de Recursos
Humanos tradicionais e as práticas executivas
estabelecidas desde a metade dos anos de
1970 (John P. Morgan, 2001). Como conseqüência destas
mudanças surgiu, em meados
da década de 1990, uma abordagem inovadora conhecida como
HPWS (High
Performance Work Systems ou Sistemas de Trabalho de Alto
Desempenho): Conjuntos
de práticas de alto desempenho com a finalidade de
selecionar, desenvolver e reter a força
de trabalho, com habilidades, conhecimentos e competências
superiores e motivá-la à
aplicar seu know-how no local de trabalho. Verificou-se,
entretanto, que o resultado da
aplicação destas práticas poderia variar em função: da
indústria, da cultura da
organização, dos valores dos empregados, da estratégia da
empresa, etc. Considerou-se
razoável, então, observar a teoria sobre Contratos
Psicológicos de Trabalho como uma
das ferramentas necessárias à maior compreensão do tema. O
entendimento das bases de
um Contrato Psicológico traz a possibilidade de
compreensão dos acordos implícitos da
relação empregado/empregador, o que pode ajudar no estudo
da influência destes em uma
aplicação tradicional de HPWS. A razão da escolha, como
cenário de estudo, de uma
operação de consultoria é simples: operações de
consultoria são, por sua natureza,
ambientes complexos e possuidores de uma cultura forte e
singular onde a utilização de
HPWS é uma prática bastante conhecida, reunindo, portanto,
todas as variáveis
necessárias à observação do fenômeno. O objetivo principal
desta dissertação, é, portanto,
ratificar que os consultores pesquisados percebem a
aplicação de cada HPWS de maneira
distinta. Esta verificação é metodologicamente fundamental
para que se possa seguir na
busca de possíveis relações entre: a importância que cada
consultor dá aos HPWS, os
tipos predominantes de Contratos Psicológicos e a Cultura
da Organização; objetivos
secundários desta dissertação mas não por isso menos
importantes desde o ponto de vista
do autor.The organizational events of the last 10 years - outsourcing, downsizing, reengineering, acquisitions, joint ventures, etc - are challenging the traditional HR and established executive practices since the decade of 1970 (John P. Morgan, 2001). As a consequence of these changes, an innovative approach was developed in the middle of 90´s, the HPWS (High Performance Work Systems): a group of high-performance practices with the objective of select, develop and retain the work-force with superior skills, knowledge and abilities, motivating them to the use of this know-how in the workplace. Although, verifying that these implementations could present different results, impacted by the industry, the organizational culture and strategy, etc, was reasonable to accept the theory about Psychological Contracts at Work as a necessary instrument to a deeply comprehension of the subject. To understand the basis of a Psychological Contract helps the comprehension of the implicit agreements built between the employer and the employee, what can help the study of the influence of these agreements in a traditional HPWS implementation. The reason of the choice of a consulting operation, as the environment of the survey, is simple: consulting operations are complex environments with a strong organizational culture where the utilization of HPWS is a usual aspect, resuming all necessary variables to the observation of the phenomenon. So, the primary objective of this dissertation is to verify if this evaluated group perceives the implementation of each HPWS in a different way. This verification is, methodologically speaking, a fundamental step to the search of possible relationships between: how important is each HPWS for these consultants, what is the predominant Psychological Contract in place and the typology of organizational culture, all secondary objectives of this dissertation but, from the point of view of the author, as important as the primary one.
11
Do, Hoa. "High-performance work systems and organisational performance : evidence from the Vietnamese service sector." Thesis, Aston University, 2017. http://publications.aston.ac.uk/30340/.
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Despite the plethora of research scrutinising the role of high performance work systems (HPWS) in enhancing organisational performance, there is little consensus about the structure of these systems and processes underlying its relationship to organisational and individual outcomes. This research therefore advances the existing literature by conducting a more in-depth study of how and why HPWS relate to organisational performance. In particular, I adopt the mixed methods approach to uncover unexplored issues regarding the efficacy of HPWS on organisational performance. The qualitative phase of research examines managers‟ perceptions of HPWS in Vietnamese service organisations, based on a sample of 17 semi-structured interviews as many firms. The interview protocol is deployed as a rough guide to the discussion, and the data are analysed through content analysis. The findings demonstrate that HPWS have been pursued and valued by Vietnamese organisations. The interviewees help to conceptualise the construct of HPWS in the Vietnamese context and provide evidence that the use of HPWS impacts both employee outcomes (e.g., employee attitudes, behaviours, creativity, productivity), and organisational performance (e.g., firm growth, profit growth and market performance). The evidence also establishes a linkage between HR practices and organisational innovation. Despite the small sample size, the in-depth data reveal useful insights regarding the prevalence of HPWS in the Vietnamese context and form the foundation for validating a scale for HPWS for the research context. The quantitative phase of research develops a multilevel model of how HPWS influences both individual- and firm-level performance, based on self-determination theory, AMO theory and componential theory of creativity. Using a multilevel data set of 56 service firms (109 managers, 526 employees working with 153 supervisors), the M-plus software (Version 7.3) is adopted to test the hypothesized multilevel structural equation models. The findings demonstrate that the proposed hypotheses are mostly supported at the levels of analysis. At the firm-level, (1) collective human capital, climate for initiative and climate for psychological safety partially mediate the relationship between HPWS execution and firm-level innovation; and (2) the relationship between firm-level innovation and firm market performance is moderated by environmental uncertainty. At the individual-level, (1) trust in management and trust in supervisor partially mediate the relationship between HPWS perception and employee creativity; and (2) the relationship between trust in management and trust in supervisor and employee creativity is not positively moderated by employee psychological empowerment. At the cross-level, (1) HPWS execution positively influences HPWS perception; (2) the relationship between HPWS execution and trust in management, trust in supervisor is partially mediated by HPWS perception; (3) employee creativity, in turn mediates the relationship between trusts in management and supervisor, and firm-level innovation; (4) and firm-level innovation mediates the link between employee creativity and firm market performance. The findings highlight the importance of new mechanisms including mediating and moderating components (i.e., trusts in management and supervisor, creativity and environmental uncertainty) in the HPWS – performance relationship. By analysing the mixture of qualitative and quantitative data, the current study enriches our understanding of the underlying mechanisms through which HPWS influences organisational performance outcomes.
12
Neumann, W. Patrick. "Production ergonomics : identifying and managing risk in the design of high performance work systems /." Lund : Univ, 2004. http://ebib.arbetslivsinstitutet.se/ext/patrick_neumann/production_ergonomics_identifying.pdf.
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Hertrampf, Markus [Verfasser]. "High Performance Work Systems und Unternehmenserfolg : Eine empirische Studie zu Mediations- und Moderationseffekten / Markus Hertrampf." Konstanz : Bibliothek der Universität Konstanz, 2016. http://d-nb.info/1113110260/34.
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Trichy, Ravi Vignesh. "Runtime Systems and Scheduling Support for High-End CPU-GPU Architectures." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338324367.
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Murashkin, Maxim, and Johanna Tyrväinen. "The black box of human resources: The effect of high performance work systems on organizational commitment, work engagement and intention to leave." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161375.
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Employee attrition is a critical issue for organizations as retaining the best professional talent and controlling the costs linked to losing and employing new employees is a costly process. This is especially true for small and medium-sized enterprises that have limited resources and where every individual employee is a big part of the collective effort of the company. It has been argued that in most organizations the utility of human resources is not maximized and that investments in the right human resource practices would provide returns that exceed the costs. The unclear relationship between human resource practices and performance is commonly referred to as ‘the black box' of human resource management. Human resource practices are conceptualized differently in the literature and one of the most popular views states that practices should support and synergize with each other and that a combined implementation of practices leads to better results. This concept is often referred to as high performance work systems (HPWS) which is designed to enhance employee effectiveness. Based on the research of HPWS, the AMO-framework was introduced to better explain the linkage between human resources management and organizational performance. The framework is based on the idea that employees will perform better when they are able to do so (Ability), when they possess the motivation to do so (Motivation), and when their work environment provides the necessary support (Opportunity). Due to the lack of research of the AMO-framework in Scandinavian countries, the purpose of this quantitative study is to tests the relationship between the AMO-framework, intention to leave and the two constructs of organizational commitment and work engagement. Based on the purpose, a research question for this study is addressed as follows: What is the impact of Ability, Motivation and Opportunity HR-practices on organizational commitment, work engagement and employees' intention to leave? The sample consisted of a total of 95 employees from various small and medium-sized enterprises in Sweden. The empirical findings suggest that even though the AMO-framework does not impact employees' intention to leave directly, the individual dimensions of Ability and Motivation might do so indirectly through the constructs of organizational commitment and work engagement. These findings highlight the importance of the impact of the AMO framework on the above-mentioned constructs. Furthermore, this study contributes to the studies on human resource management in SMEs by providing more insight for the owner-managers on how to wisely invest in human resources in order to decrease employee attrition.
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El-Ghalayini, Yousif. "The Effects of High Performance Work Systems on International Governmental Organizations: A Study of the United Nations Relief and Works Agency for Palestine Refugees in the Near East Headquarters." Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31867.
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In the last three decades, a growing body of research has suggested that using a mix or system of human resources management (HRM) practices can lead to superior organizational performance. These practices (such as selective recruitment and hiring procedures, performance-based compensation systems, employee participation, and training and development) have been referred to as high performance work systems (HPWS) and originated from the study of strategic human resource management (SHRM), where researchers have examined the impact of these systems on organizational performance outcomes. The relationship between HRM and organizational performance has received increasing interest from scholars and practitioners in the field of public administration. Scholars strive to identify the effects of HRM practices on organizational performance based on the notion that these practices will lead to enhanced attitudinal outcomes, such as organizational commitment, job satisfaction, and motivation, which will have positive impacts on organizational performance. This study contributes to further our understanding of the impact of management on performance in public organizations through empirical evidence drawn from theories of HRM. The growing interest among scholars in understanding the effects of management on performance presumes that the adoption of best practices will lead to improvements in organizational performance. The purpose of this mixed-methods study is to examine the effects of HPWS practices on individual worker attitudes in international governmental organizations (IGOs) by reporting the results of a staff survey and follow-up interviews conducted on a cross-section of the United Nations Relief and Works Agency for Palestine Refugees in the Near East (UNRWA) employees. The UNRWA is an international relief and human development Agency with a quasi-governmental role, delivering essential public services to over five million registered Palestinian refugees. UNRWA services include education, healthcare, social services, and emergency aid. In 2006, the UNRWA began a comprehensive reform program to strengthen its management capacity. Accordingly, one of the main achievements of the reform process is the deployment of new HRM systems that included recruitment strategies, performance appraisals, training and development, and compensation and rewards systems. The underlying message of the reform process has been adopting HPWS practices, which is the object of this study. Since the 1990s, the UNRWA has become increasingly interested in policy analysis and organizational research. Especially because of recent changes in the Agency’s management style, the UNRWA has become more focused on integrating knowledge and management research into its work. Therefore, when the researcher sought permission to examine the effects of the newly adopted HPWS practices on employee attitudes, the staff and upper management were very collaborative and co-operative. Surveys and interviews were conducted with program administrators, operations directors, and field staff, representing employees from different countries with varying lengths of service as well as an extensive range of levels of education and professional backgrounds. A total of 505 questionnaires were distributed in seven service departments and a total of 234 usable responses were obtained. In addition to questionnaires, a total of 10 face-to-face interviews were conducted to explore the data obtained from questionnaires and to understand further the implications of applying HPWS practices in an IGO context. Statistical analysis of the survey data and interviews provided a representation of the effects of four bundles of HPWS adopted by the organization (independent variables), on four worker attitude measures (dependent variables). The four independent variables are the HPWS practices that are the most common and most accepted in the HRM literature: staffing and recruitment, compensation and rewards, performance appraisal, and training and development. The four dependent variables are employee commitment, job satisfaction, motivation, and intention to quit. Preliminary statistical analysis consisted of descriptive statistics for all study variables, as well as Cronbach’s alpha for measuring the internal consistency reliability coefficients for all the survey subscales to examine its internal consistency. Four research hypotheses were tested using multiple regression analyses and Pearson correlation coefficients in an attempt to estimate the net effect of each of the independent variables and understand the relationship between study variables. The bivariate relationships between the dependent and independent variables have shown that the relationships are in the anticipated directions. One of the main conclusions regarding the effects of specific HPWS practices in an IGO context is that some practices, such as training and development, outperform other practices, such as staffing and recruitment. These findings are consistent with previous research on multinational corporations operating in different national contexts, and other studies comparing the effects of HPWS in different industries. The results also indicated that HPWS practices have synergistic and complementary effects on each of the employee attitudes that exceed their individual effects. Therefore, in order to expand our understanding of the effects of HPWS on organizational performance, different variables need to be considered such as national context, industry, and other organizational factors may moderate the HRM–performance relationship. The findings of this study support previous studies in this stream of research.
The qualitative data were used to verify quantitative data and provide insights that were difficult to gain from surveys alone. The qualitative data indicated that more effective implementation and administration of HPWS practices would lead to better employee outcomes. In other words, the newly announced austerity measures negatively influence perceptions towards the newly implemented HPWS, which may also have influenced employee attitude outcomes.
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Caccialupi, Alessandro. "Systems development for high temperature, high strain rate material testing of hard steels for plasticity behavior modeling." Thesis, Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04082004-180051/unrestricted/caccialupi%5Falessandro%5F200312%5Fms.pdf.
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Zacharatos, Anthea. "An organization and employee-level investigation of the relationship between high-performance work systems and workplace safety." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2002. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ65689.pdf.
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Sim, Samantha Ng, and 沈鈺兒. "The effectiveness of high performance work systems on employee satisfaction and commitment in health care: asystematic review." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46941502.
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Johnson, Paula. "The Impact of Technology on Parental Involvement: Perceptions of teachers and guidance counselors regarding the impact of a parent portal component of a student information system on parental involvement at the high school level." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/19310.
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With just a click of a button, individuals from across the world can communicate and share information with ease and efficiency through the internet. Employing similar technology, schools are implementing student information systems with a parent portal component to provide parents, students, teachers and guidance counselors with anytime, real-time avenues of communication regarding attendance, grades and standardized test scores in an effort to increase parental involvement and student achievement. Schools must collect and review data to make sound decisions to guide practice (Mann & Shakeshaft, 2003). Therefore, utilization of parent portals should be evaluated along with the strategies employed to increase parental use. This study is an investigation of the perceptions of high school teachers and guidance counselors on the impact of a parent portal on parental involvement and strategies used to increase parental use. Through descriptive and inferential analyses of survey data, key findings were revealed. Overall, guidance counselors perceived the impact of the parent portal to be positive and indicated more strategies were used in their schools differing from the teachers\' perception. However, both indicated a need to partner with the community to improve parental use of the parent portal. Publishing an annual user guide on the parent portal for all stakeholders (teachers, guidance counselors, administrators, students, parents and the community) was one major implication. Centralizing information distributed regarding the parent portal will strengthen the overall intent of the program and the division\'s goal of providing opportunities for all to actively engage in student achievement (Longfellow, 2004).Ed. D.
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Preiksaitis, Michelle Kathleen Fitzgerald. "Servant Leaders' Use of High Performance Work Practices and Corporate Social Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2866.
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Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership style and the use of HPWPs and CSP, by using a quantitative, nonexperimental design. U.S. business leaders (N = 287) completed a survey consisting of 3 previously published scales. A chi-square analysis calculated the servant to nonservant leader ratio in the population, finding a disproportionate ratio (1:40) of servant (n = 7) to nonservant (n = 280) leaders. Two t tests showed that no significant difference existed in how servant and nonservant leaders use HPWPs or CSP. However, a multiple linear regression model showed that a leader's self-reported characteristics of empowerment, vision, or service positively predicted CSP use; empowerment positively predicted HPWPs use; service negatively predicted HPWPs use; and vision had no effect on HPWPs use. Findings may help human resource practitioners identify leaders who use HPWPs or CSP differently. Positive social change may occur by hiring more visionary, empowering, or service-oriented leaders who can support overwhelmed or anxious workers, potentially leading to more engaged and productive workers, and an increase in the use of positive CSP.
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Leffakis, Zachary. "The effects of high performance work systems on operational performance in different manufacturing environments : improving the "fit" of HRM practices in mass customization /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.
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Dissertation (Ph.D.)--University of Toledo, 2009.Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Manufacturing and Technology Management." Bibliography: leaves 246-252.
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Bish, Adelle Jayne. "High performance HR systems as drivers of star performance : exploring the intervening mechanisms of work context and perceptions of justice." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16314/.
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Attracting and engaging talented people, the 'star performers', is an on-going challenge for organisations. Our theoretical understanding of the nature of star performance and the way in which HR systems facilitate such performance is limited. Drawing from theories of human resource management, leadership, performance, job characteristics and organisational justice, this research develops and tests a model of the role of High Performance HR systems in facilitating task and contextual performance. This model proposes that the way in which organisational systems influence individual levels of performance is via two intervening mechanisms - perceptions of work processes and organisational justice. The program of research is comprised of two studies. In Study 1, I explored the utility of the task and contextual performance framework for understanding stars using supervisor-employee dyads (N = 174) from a large Australian government agency. The results of this study provide support for the central hypothesis of this thesis. Task and contextual performance are key components of star ratings, and other elements such as being self-directed, having a big picture viewpoint, and a willingness to lead, also contribute. In Study 2, I employed two well-established frameworks of employee responses to situational factors and psychological perceptions to examine the role of HR systems and practices in facilitating star performance. Specifically, the study used substitutes for leadership theory (Kerr & Jermier, 1978) and the formation of psychological contracts (Robinson, Kraatz & Rousseau, 1994) to examine the way in which HR practices are connected with task and contextual performance. It was proposed that HR practices are positively associated with task and contextual performance, and that this relationship is moderated by job characteristics and teamwork. It was also proposed that the relationship between HR practices and performance is mediated by perceptions of justice. The results of this study indicate that complex relationships exist. Specifically the findings provide support for one of the core propositions. Job characteristics and teamwork can moderate the relationship between HR practices and performance. The patterns of moderation indicate that HR practices provide marginal gains where jobs are perceived by employees as being enriched, but are able to make a more substantial contribution under conditions of less enrichment. Under these conditions HR practices are able to make a greater contribution to performance by providing performance cues and establishing expectations and clarifying roles. The relationship between HR practices and performance was not found to be mediated by perceptions of justice. In this thesis I provide evidence of the relevance of the task and contextual performance framework to conceptualising star performance. Furthermore, I examine the conditions under which High Performance HR systems facilitate star performance. Both of these aspects are necessary for designing appropriate HR strategies and interventions for managing talent.
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Leffakis, Zachary M. "The Effects of High Performance Work Systems on Operational Performance in Different Manufacturing Environments: Improving the “Fit” of HRM Practices in Mass Customization." University of Toledo / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.
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Siddique, Muhammad. "Exploring the linkages between high performance work systems and organizational performance : the role of relational coordination in the banking sector of Pakistan." Thesis, University of Newcastle upon Tyne, 2014. http://hdl.handle.net/10443/2697.
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This study sets out to determine the process through which high performance work systems (HPWS) affect organizational performance. Previous research in the field of HRM has mainly supported the view that properly designed high performance work systems can enhance organizational performance. There is a growing debate, however, with regard to understanding the “mechanism” linking HPWS and organizational performance. Based on the theory of relational coordination, this study tested a model that examines the linkages and uses relational coordination among employees as a path way through which HPWS influence organizational performance in highly interdependent work settings. This study has been conducted in the banking sector of Pakistan. Primary data was gathered in the form of managers’ and employees’ perceptions about the extent of HPWS and relational coordination among employees in 340 sample branches. Performance measures were obtained from regional offices. The results indicate that the extent of HPWS predicted relational coordination among employees at individual, functional and unit levels. Results have shown that HPWS was significantly related to performance in terms of branch deposits, advances, and overall profitability. One of the more significant findings emerged from this study is that relational coordination partially mediated the relationships between HPWS and branch level performance. The findings from this study contribute to the literature on HPWS and performance, showing how relational coordination might help explain the process through which the two things are linked. The main findings indicated that there is a disconnection between managerial and non-managerial employees’ perspectives regarding the extent of HPWS and relational coordination. The implications of this study suggest that as important stakeholders, both managers and employees should be engaged in the design of HPWS and the plans for achieving relational coordination among employees. The findings also suggested that a coordinated approach to HPWS on the part of management and HR professionals to work more closely with branch managers and employees to develop greater levels of relational coordination would lead to higher levels of performance.
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Tenneson, Katherine B. "San Antonio High School Food Justice Program: A Handbook and Evaluation of Edible Education." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/pitzer_theses/22.
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This senior environmental studies thesis explains and analyzes edible education through a food and gardening program at a continuation high school in Claremont, California. The first chapter situates the program-specific analysis by providing background information of the edible education movement, a history of the Edible Schoolyard in Berkeley, California, and an explanation of why food is a powerful teaching tool. The second chapter delineates the program by describing all of its components and compiling essential resources and teaching documents. The third chapter is based on interviews with 9 of 12 involved students and 7 teachers, and thoroughly explains the outcomes of the program for students, the high school at large, and the overall Claremont community. Overall, this work demonstrates the successes of edible education, the power of school gardening programs, and provides a useful resource for the continuation of the program.
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Lange, Juergen. "Hoch stapeln, fest zurren : Arbeit mit konventionellen und innovativen Systemen der Containersicherung auf Seeschiffen und im Hafen - STACK THEM HIGH AND LASH THEM TIGHT : Work with conventional and innovative systems for container lashing on ocean-going vessels and in ports." Gerhard-Mercator-Universitaet Duisburg, 2001. http://www.ub.uni-duisburg.de/ETD-db/theses/available/duett-11162001-110612/.
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This paper is the product of a research and development project for an alternative system for the seaworthy lashing of containers on ocean-going vessels jointly drawn up by terminal operators, stevedore companies, shipping companies, shipbuilders and chandlers, a classification society and scientific institutions, working together in a co-operation community. The development project was conducted over the period from 1988 - 1996 and was temporarily sponsored by the Federal Ministry for Research and Technology and the Free and Hanseatic City of Hamburg. Within the framework of this project, in addition to acting as general overall manager the author was responsible for economic and social questions with especial emphasis being placed on aspects relating to labour science. This paper presents the development project as an example of the use of innovative procedures in the field of labour science in a real economic-technical area of activity. Both the procedure for developing and evaluating a technological and l labour-organisational solution intended for implementation by the economic actors involved and the method of presentation in this paper are characterised by the particular conditions imposed by the fact that all the specialists in the fields of labour science, microeconomics and engineering were given equal status with the aim of achieving a joint project objective. Hitherto, container handling has been ignored by the social sciences; to this extent the work was pioneering in its nature. As far as we know, there are no ergonomic studies available on this field. The area of container lashing is therefore presented in a relatively comprehensive way from various specialist viewpoints, supported by multimedia elements. In order to obtain design criteria for a new lashing system, first of all a detailed ergonomic record of the actual situation in container lashing was made, particular importance being attached to the participation of the lashers themselves in determining the specific problem areas of their work and in drawing up the target criteria. A lashing system was developed which fulfils the following criteria, among others: improvement of the work processes flexibility of container lashing increase in system safety simplification of container handling reduction of handling costs increase in productivity The VACU-Lashing-System comprises technological and organisational solutions which are suitable for container handling on container ships of all standard sizes and can in principle be used on all container terminals world-wide. The individual system solutions were subjected to a comprehensive technical, microeconomic and ergonomic evaluation. The Hamburg Solution developed was tested on a container vessel on a Mediterranean voyage as well as on several European container terminals, with the involvement of the lashers. The lashing solutions have been modified in line with the results of the evaluation, particular attention being devoted to the experience gained by the lashers, and then developed to the point of readiness for marketing. The evaluation showed that the new lashing system is technically feasible, leads to improvements in the working conditions of the seamen and lashers, ensures the security of the cargo, makes it possible to increase the capacity of container ships and improves handling speed. The extended calculation of economic efficiency showed that taking all economic, technical and ergonomic criteria into account, the introduction of VACU-Lashing-Solutions is realistic, makes a real difference and is to be recommended.
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Lawrence, Nathan. "Driving Strategies in Performance Excellence." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3900.
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Only a small number of U.S. businesses have implemented the Baldrige Criteria for Performance Excellence to improve their performance. The purpose of this multiple case study was to explore strategies that executive business leaders use to implement the Baldrige Criteria for Performance Excellence. The study population consisted of 6 business executives and 2 organizations in the U.S. state of Texas, all with experience in implementing the Baldrige Criteria for Performance Excellence. The theory of high performance work systems provided the conceptual framework for the study. Data were gathered from interviews and record reviews that were conducted within the organizations. Inductive analysis was used to identify words, phrases, ideas, and actions that were consistent among participants and organizations as well as to identify patterns and themes. Triangulation of sources between the interview and record review data was used for consistency. Three main themes emerged from data analysis: organizational leaders embedded the Baldrige Criteria for Performance Excellence into native work models; they also used robust strategy deployment systems with accountability for action plans to spread the Baldrige Criteria for Performance Excellence; and, rather than specifically create goals to align with the Baldrige Criteria for Performance Excellence, they identified actions to reach organizational strategic goals that were created using the Criteria as a business model. Implications for positive social change arising from this study include the potential to increase the number of available jobs by improving overall organizational performance through the increased implementation and use of the Baldrige Criteria for Performance Excellence among U.S. organizations.
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Okereke, Beverly Ngozi. "A Collaborative Approach to Address Student Behavior and Academic Achievement across Systems." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/404.
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Academic achievement and in-classroom behaviors are two significant child outcomes that affect student success in school. According to Systems Theory, in order to truly understand the factors that affect these outcomes for children, one must look to the major systems that encapsulate the child (including their school and home environments). This project is a meta-analytic review that examined the effectiveness of measures representing each system in predicting child achievement and behavior: School-Wide Positive Behavior Supports (SWPBS) for the school as a system, level of parent involvement (high versus low) for the home system, and student motivation (intrinsic versus extrinsic) for the child system. Archival research was used to examine children who attended K-12 schools in various Westernized countries. A total of 15 studies were examined to compute the effect sizes which were combined to examine the relative strength of each factor on the two outcome variables. For academic achievement, it was found that effect sizes were very large for SWPBS (0.768) and student motivation (0.807), and were large (0.589) for parent involvement. For behavior, SWPBS was associated with a very large effect size (-0.780). In other words, SWPBS is strongly associated with both increased academic achievement and decreased problem behavior, whereas parent involvement and student motivation are strongly associated with increased academic achievement. A suggested systems approach including the school counselor is proposed that meshes the effects of these three child systems into a more fluid, collaborative model that address child academic achievement and behavioral concerns.
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Gonçalves, Gizelda. "Gestão estratégica de recursos humanos o sistema das suas práticas e implicações nos resultados individuais : qual o papel do cumprimento do contrato psicológico? O caso das Agências Bancárias." Doctoral thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/3581.
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Doutoramento em GestãoA finalidade deste estudo é a exploração das relações entre o sistema de práticas de gestão de recursos humanos (GRH), cumprimento dos contratos psicológicos (CCPs) e resultados individuais (RES) dos colaboradores das Agências Bancárias em Portugal. Pretende-se com ele conhecer a influência da percepção do sistema de práticas de GRH, na relação entre os colaboradores e a organização, nomeadamente na sua percepção do CCPs e ainda, conhecer a influência da percepção do CCPs nas atitudes e comportamentos dos colaboradores das Agências Bancárias. Para a concretização destes objectivos procurou-se integrar a literatura de Gestão Estratégica de Recursos Humanos (GERH) e a dos contratos psicológicos (CPs). Pretende-se assim, estabelecer a ligação entre ambos os ramos da pesquisa, quer do ponto de vista teórico, quer empírico. Realizou-se o estudo empírico num Banco Comercial de origem portuguesa. A amostra é constituída por 797 colaboradores afectos à função comercial de 147 Agências Bancárias do referido Banco. A unidade de análise é o indivíduo. Verificou-se que a percepção que os colaboradores têm do sistema de práticas de GRH está dependente do CCPs, e é esta percepção do sistema de práticas de GRH que vai influenciar a satisfação (ST) e os comportamentos de cidadania organizacional (CCOs). O cumprimento das obrigações por parte da organização, são fundamentais para que os colaboradores tenham uma percepção positiva do sistema de práticas de GRH implementadas no Banco e a influência do CCPs nesses resultados faz-se através da percepção dessas práticas de GRH.
The main purpose of this study is the examination of relationships among HRM system practices, the fulfilment of the psychological contracts (PCFs) and the individual collaborator's performance in Bank Branches in Portugal. Our intention is to know the influence of HRM system practices perceptions, in relationship between the employees and the organization, particularly their perceptions in the collaborators attitudes and behaviours. For the embodiment of these purposes we integrated both literatures on SHRM and the psychological contract (PC). With this we intent to establish the connection between both fields of research, theoretical and empirical. The empirical study was conducted in a Portuguese Bank. The sample is constituted by 797 collaborators belonging to the commercial function of 147 bank Branches of the Portuguese Bank. The unit of analysis is the individual. On one hand, we find that the employee's perception of HRM system practice is dependent on the fulfilment of the psychological contracts (FPCs). On the other hand, it is the perception of HRM system practices that will influence satisfaction and organizational citizenship behaviours (OCBs). The obligations fulfilment of the part organization, are fundamental for the development of the employees positive perception of the HRM implemented in the Bank. The influence of PCs fulfilment originates the employee's perceptions of those practices system.
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Rice, Claire Michele. "A Case Study of the Ellison Model's Use of Mentoring as an Approach Toward Inclusive Community Building." FIU Digital Commons, 2001. http://digitalcommons.fiu.edu/etd/37.
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The Ellison Executive Mentoring Inclusive Community Building (ICB) Model is a paradigm for initiating and implementing projects utilizing executives and professionals from a variety of fields and industries, university students, and pre-college students. The model emphasizes adherence to ethical values and promotes inclusiveness in community development. It is a hierarchical model in which actors in each succeeding level of operation serve as mentors to the next. Through a three-step process--content, process, and product--participants must be trained with this mentoring and apprenticeship paradigm in conflict resolution, and they receive sensitivitiy and diversity training, through an interactive and dramatic exposition. The content phase introduces participants to the model's philosophy, ethics, values and methods of operation. The process used to teach and reinforce its precepts is the mentoring and apprenticeship activities and projects in which the participants engage and whose end product demontrates their knowledge and understanding of the model's concepts. This study sought to ascertain from the participants' perspectives whether the model's mentoring approach is an effective means of fostering inclusiveness, based upon their own experiences in using it. The research utilized a qualitative approach and included data from field observations, individual and group interviews, and written accounts of participants' attitudes. Participants complete ICB projects utilizing the Ellison Model as a method of development and implementation. They generally perceive that the model is a viable tool for dealing with diversity issues whether at work, at school, or at home. The projects are also instructional in that whether participants are mentored or seve as apprentices, they gain useful skills and knowledge about their careers. Since the model is relatively new, there is ample room for research in a variety of areas including organizational studies to dertmine its effectiveness in combating problems related to various kinds of discrimination.
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Teng, Sin Yong. "Intelligent Energy-Savings and Process Improvement Strategies in Energy-Intensive Industries." Doctoral thesis, Vysoké učení technické v Brně. Fakulta strojního inženýrství, 2020. http://www.nusl.cz/ntk/nusl-433427.
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S tím, jak se neustále vyvíjejí nové technologie pro energeticky náročná průmyslová odvětví, stávající zařízení postupně zaostávají v efektivitě a produktivitě. Tvrdá konkurence na trhu a legislativa v oblasti životního prostředí nutí tato tradiční zařízení k ukončení provozu a k odstavení. Zlepšování procesu a projekty modernizace jsou zásadní v udržování provozních výkonů těchto zařízení. Současné přístupy pro zlepšování procesů jsou hlavně: integrace procesů, optimalizace procesů a intenzifikace procesů. Obecně se v těchto oblastech využívá matematické optimalizace, zkušeností řešitele a provozní heuristiky. Tyto přístupy slouží jako základ pro zlepšování procesů. Avšak, jejich výkon lze dále zlepšit pomocí moderní výpočtové inteligence. Účelem této práce je tudíž aplikace pokročilých technik umělé inteligence a strojového učení za účelem zlepšování procesů v energeticky náročných průmyslových procesech. V této práci je využit přístup, který řeší tento problém simulací průmyslových systémů a přispívá následujícím: (i)Aplikace techniky strojového učení, která zahrnuje jednorázové učení a neuro-evoluci pro modelování a optimalizaci jednotlivých jednotek na základě dat. (ii) Aplikace redukce dimenze (např. Analýza hlavních komponent, autoendkodér) pro vícekriteriální optimalizaci procesu s více jednotkami. (iii) Návrh nového nástroje pro analýzu problematických částí systému za účelem jejich odstranění (bottleneck tree analysis – BOTA). Bylo také navrženo rozšíření nástroje, které umožňuje řešit vícerozměrné problémy pomocí přístupu založeného na datech. (iv) Prokázání účinnosti simulací Monte-Carlo, neuronové sítě a rozhodovacích stromů pro rozhodování při integraci nové technologie procesu do stávajících procesů. (v) Porovnání techniky HTM (Hierarchical Temporal Memory) a duální optimalizace s několika prediktivními nástroji pro podporu managementu provozu v reálném čase. (vi) Implementace umělé neuronové sítě v rámci rozhraní pro konvenční procesní graf (P-graf). (vii) Zdůraznění budoucnosti umělé inteligence a procesního inženýrství v biosystémech prostřednictvím komerčně založeného paradigmatu multi-omics.
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Barakat, Mohammed, and Rolf Östergren. "”Maten är kass, men lärarna är snälla” : Recensioner av gymnasieskolor - ett beslutsunderlag för gymnasievalet på skolmarknaden." Thesis, Gymnastik- och idrottshögskolan, GIH, Institutionen för idrotts- och hälsovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:gih:diva-5597.
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Syfte och frågeställningar Syftet med uppsatsen är att få en förståelse för vad det är elever som söker till gymnasieskolan kan tänkas möta då de läser recensionstexter. Syftet är således att kartlägga recensionssystemets omfattning och innehåll kvantitativt; vad som tas upp i recensionstexterna, samt att undersöka hur recensionstexterna är konstruerade. Avslutningsvis syftar uppsatsen till att diskutera recensionssystemet i en större samhällskontext - som ett resultat av och en del i vår samtid. Vilka ämnen och teman förekommer i recensionstexter av gymnasieskolor samt hur frekvent är förekomsten? Hur värderas (positivt, negativt eller neutralt) de olika temana i recensionerna? På vilket sätt är recensionstexterna konstruerade och hur kan det tolkas? På vilket sätt framträder en skolmarknadsdiskurs i recensionstexterna? Metod De kvantitativa frågorna undersöks genom en innehållsanalys av slumpmässigt utvalda recensioner på gymnasieskolor i Stockholms län. De förekomna orden kvantifieras och delas in i teman, kategorieroch subkategorier. En bedömning görs även utifrån om de förekomna orden lyfts i en positiv, negativ eller neutral kontext. Den kvalitativa delen utgörs av en textanalys inspirerad av diskursanalysen. Av ett antal utvalda recensioner, baserat på dess innehållsliga relevans, analyseras dessa semantiskt med diskursanalytiska verktyg. I diskussions- och analysdelen behandlas resultatet utifrån det teoretiska ramverket och tidigare forskning. Resultat Av innehållsanalysen framgår att de vanligast förekommande temana var allmänna värdeomdömen om skolan, att kommentera lärare samt skolans upplägg och utbildningens kvalité. Det är även vanligt att sociala aspekter så som atmosfär och gemenskap lyfts fram i recensionerna. Av den kvalitativa delen framgår det att recensenterna uttrycker sig på ett sätt som speglar skolmarknadsdiskursen. I somliga fall framgår tydligt hur recensenten anammat skolmarknadsdiskursen. Slutsats Resultatet indikerar att recensionssystemet riskerar att generera segregerande effekter. Framförallt utifrån den asymmetriska tillgången av information och att skola och identitet knyts allt närmare varandra. Detta förtydligas och ställs på sin spets i hur recensionerna är konstruerade och kan, i vissa fall, tänkas vara svårare att bearbeta då gemene elev tenderar att se recensenter som objektiva (till skillnad från övrig tillgänglig information).Aim The aim with this study is to explore what kind of information pupils, searching for upper secondary school, might get from reading reviews of schools. The purpose is thus to quantify the scope and content of the review system quantitatively; what is mentioned in the review texts, and to examine how the review are textually constructed. Finally, the paper aims to discuss the review system in a larger social context - as a result of and a part of our time. What topics occur in reviews of upper secondary schools and how frequent is the occurrence? How are the different themes in the reviews valued (positive, negative or neutral)? In what way are the review texts constructed and how can it be interpreted? In what way does a school market discourse appear in the reviews? Method The quantitative questions are examined through a content analysis on randomly selected reviews of upper secondary schools in Stockholm County. The words in question are quantified and divided into themes, categories and subcategories. An assessment is also made based on whether the existing words are lifted in a positive, negative or neutral context. The qualitative part consists of a text analysis inspired by the discourse analysis. From a number of selected reviews, based on its substantive relevance, these are semantically analyzed with discourse analytics tools. In a merged discussion and analysis section, the result is treated on the basis of the theoretical framework and previous research. Results The content analysis shows that the most common themes were general value reviews of the school, commenting on teachers and the school's structure and the quality of the education. It is also common to mention social aspects such as atmosphere and cohesion. From the qualitative part it appears that the reviewers express themselves in a way that reflects the school market discourse. In some cases, it is clear that the reviewer has adopted the school market discourse. Conclusion The result indicates that the review system risks generating segregating effects. Especially based on the asymmetric availability of information and the fact that school and identity are getting more connected. This is clarified and put on its tip in how the reviews are constructed and, in some cases, may be more difficult to process when the common student tends to see reviewers as objective (in contrast to other available sources of information).
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Lin, Yu-Ting, and 林鈺婷. "The Empirical Study of the Relationships among Polychronicity, Employee Involvement, Job Satisfaction, Turnover Intention, and Job Performance－High performance Work System as a Moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/jjcw7c.
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碩士大同大學
事業經營學系(所)
102
The Empirical Study of the Relationships among Polychronicity, Employee Involvement, Job Satisfaction, Turnover Intention, and Job Performance－High performance Work System as a Moderator Graduate Student: Yu-Ting Lin Thesis Advisor: Chi-Chuan Wu Thesis for Master of Business Administration Department of Business Management Tatung University Abstract In recent years, the environment in service industry is getting more and amore fiercely. In Chien Hao, Chang and Shu Chuan, Yuan (2000) work, service industry should develop rapidly in advanced countries. A very important reason is that the service industry is the basic industry of the market economy. Thus, a more vigorous national economy, the service industry will grow rapidly in this country. The important thing is the more prosperity service industry does the more great economics a country has. Therefore, how to improve the work performance of employees, employee’s job satisfaction and job performance, etc. in service industry is getting more worthy of attention. About high-performance work systems, this study tries to figure out the relationship among polychronicity, employee involvement, job satisfaction, and job performance. Also how high-performance work systems can moderate the relationship between employee involvement and turnover intention, and c employee involvement and job satisfaction. Therefore, the main objective of this study is to investigate the involvement of service industry employees how they affect turnover intention and job satisfaction through high-performance work systems. The service industry is characterized as a work environment where time use is important and where switching behavior among multiple tasks is frequently required within a given time period. These work environments promote polychronic behavior, which requires employees to deal with two or more activities in the same time block (Bluedorn, 1999). The purpose of this paper is to present the results of a study examining the interrelationship among polychronicity, job satisfaction, and turnover intention within a service context. The sample (n = 200) was collected from non-supervisory employees of service industries. This study use structural equation modeling (SEM) for data analysis and verification. The results showed that polychronicity hasn’t significantly influence on job satisfaction, employee involvement hasn’t significantly influence on turnover intention, and high-performance work systems hasn’t significantly moderated the relationships between employee involvement and turnover intention. Also, employee involvement has significantly influence on job satisfaction, job satisfaction has significantly influence on turnover intention, job satisfaction has significantly influence on job performance, and high-performance work systems has significantly moderated the relationships between employee involvement and job satisfaction. Finally, this study offers the limitations, managerial implications, and future research in the last. Keywords: Polychronicity, Employee Involvement, Job Satisfaction, Turnover Intention, Job Performance, High Performance Work System
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YING, CHIU SZU, and 邱思穎. "A study of self-efficacy, work stress and work involvement of junior high school teachers participating in drop-out guidance work involvement of junior high school teachersparticipating in drop-out guidance work." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/05520236702387884068.
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碩士國立臺灣師範大學
教育心理與輔導學系碩士在職專班
101
The purposes of the study are to explore the differences of self-efficacy, work stress and work involvement of participating in drop-out guidance work among different background junior high school teachers and to analyze the correlations among these three variables and to predict the work involvement through teachers’ background variables, self-efficacy and work stress from junior high school teachers. The study adopted survey method and 326 teachers with experience of drop-out guidance work from 42 junior high schools in Taipei and Xinbai City. The instruments applied in this study with Self-efficacy Scale, Work stress Scale and Work involvement Scale for participating in drop-out guidance work . The obtained data were analyzed with descriptive statistics , t-test ,one-way ANOVA, MANOVA,Pearson product-moment correlation, Canonical Analysis and stepwise multiple regression.The result were as follws： 1. The teachers participating this study revealed that they with high self-efficacy and work involvement in drop-out guidance work, however with slightly high work stre 2. Teachers who participated in drop-out guidance work showed no significant difference in level of self-efficacy, work stress and work involvement regardless of age, year of work and school scale. 3. Teachers with different gender who participated in drop-out guidance work showed no difference in level of self-efficacy but showed difference in level of work stress and work involvement. 4. Teachers with different job titles who participated in drop-out guidance work showed some difference in level of self-efficacy, work stress and work involvement 5. Teachers with different experience of guidance and different graduation who participated in drop-out guidance work showed some difference in level of self-efficacy and work involvement but showed no difference in level of work stress. 6. Teachers who participated in drop-out guidance work showed significant correlation among self-efficacy, work stress and work involvement. 7. The background, self-efficacy and work stress of those junior high school teachers who participated in drop-out guidance work were important variables to predict the work involvement ,in which [self-efficacy], [mentor] [frustration] could effectively predict and explain 78.4% of the work involvement from the teachers. According to the results, discussion, conclusions and suggestions were provided to teachers, school administer etc. and for further researches.
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鄭竣紘. "The Effect of High Performance Work Systems on Work Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/ugusz4.
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碩士東吳大學
企業管理學系
106
The pace of change in the current social environment is changing with each passing day. Business organizations in the face of environmental changes should find their own competitive abilities and make good use of their own resources to enhance the performance of personnel. Taking strategic human resources management to the enterprise employees of the organization, through the organization of leaders of different leadership style can achieve the vision and goals faster. But in the past, the literature research indicates that less in the direction of the competent leadership into the high-performance work system and work performance model. Therefore, this research further discusses the impact of high performance work systems on job performance. This research was conducted through a questionnaire survey. We have collected 383 valid questionnaires from investigating the personnel of the financial industry in Taiwan. After the questionnaire was collected, using SPSS for Descriptive Statistics Analysis, Reliability and Validity Analysis, Correlation Analysis, Regression Analysis and Mediation Effect Analysis to validate the model assumptions presented in this study. The final result is a high performance work system that positively affects the leadership style; Leadership style has positive impact on job performance; Leadership style has mediating effect in high performance work system and job performance.
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Hsu, Chu-Chun, and 許竹君. "High Performance Work Systems and Firm Performance." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/31306216790756991617.
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碩士國立成功大學
企業管理學系碩博士班
91
In recent years, many organizations hoped to get sustained competitive advantages through strategic human resource management and acquire outstanding performances. Since 1990’s, scholars have started to put their focus on High Performance Work System (HPWS). They advocate that that system can create a flexible organization and achieve the alignment among information, technology, people and work through employee’s commitment, incentive, and participation. That system therefore will be beneficial to firm’s performances. For this reason and its importance in the field of strategic human resource management, we would like to know more about HPWS and investigate the questions as follows. First, which factors may influence an organization in adopting HPWS？ Second, do individual high performance work practices/system improve organizational performance? Finally, what factors can moderate the relationships between HPWS and organizational performance? The companies listed in Taiwan Stock Exchange Corporation and Dun & Bradstreet International’s publication were selected as the study’s population. Multiple regression was employed to analyze the factors which may influence an organization’s decision in implementing HPWS. Furthermore, Hierarchical Regression was used to analyze the relationship between high performance work practices/system and organizational performance as well as the moderation effect which contingent variables may produce. We summarize the research findings as follows. First, market risk, training, job security, profit sharing, complementary HR practices, firm size, and inferior firm performance record will encourage organizations to adopt HPWS. On the contrary, high industry dynamism and long established firm history will have negative impact on organization’s willingness in adopting HPWS. Second, individual high performance work practices such as internal promotion, performance-based promotion, incentive pay, job rotation, participation, training, and information sharing can improve organizational performance. Third, HPWS as a system constructed by the practices listed above is positively related to organizational performance. Fourth, the relationships between HPWS and organizational performance are contingent by R&D intensity, degree of internationalization, and number of HRM department employees.
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"Development of high reliability construction work systems: Lessons from production practices of high performance work crews." Doctoral diss., 2012. http://hdl.handle.net/2286/R.I.15809.
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abstract: The construction industry faces important performance problems such as low productivity, poor quality of work, and work-related accidents and injuries. Creating a high reliability work system that is simultaneously highly productive and exceptionally safe has become a challenge for construction practitioners and scholars. The main goal of this dissertation was to create an understanding of high reliability construction work systems based on lessons from the production practices of high performance work crews. High performance work crews are defined as the work crews that constantly reach and maintain a high level of productivity and exceptional safety record while delivering high quality of work. This study was conceptualized on findings from High Reliability Organizations and with a primary focus on lean construction, human factors, safety, and error management. Toward the research objective, this dissertation answered two major questions. First, it explored the task factors and project attributes that shape and increase workers' task demands and consequently affect workers' safety, production, and quality performance. Second, it explored and investigated the production practices of construction field supervisors (foremen) to understand how successful supervisors regulate task and project demands to create a highly reliable work process. Employing case study methodology, this study explored and analyzed the work practices of six work crews and crew supervisors in different trades including concrete, masonry, and hot asphalt roofing construction. The case studies included one exceptional and one average performing crew from each trade. Four major factors were considered in the selection of exceptional crew supervisors: (1) safety performance, (2) production performance, (3) quality performance, and (4) the level of project difficulty they supervised. The data collection was carried out in three phases including: (1) interview with field supervisors to understand their production practices, (2) survey and interview with workers to understand their perception and to identify the major sources of task demands, and (3) several close field observations. Each trade's specific findings including task demands, project attributes, and production practices used by crew supervisors are presented in a separate chapter. At the end the production practices that converged to create high reliability work systems are summarized and presented in nine major categories.Dissertation/Thesis
Ph.D. Construction 2012
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Chia-NingLin and 林家寧. "High Performance Work Systems, Psychological Capital and Team Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10053032240736923225.
Full textAbstract:
碩士國立成功大學
企業管理學系碩博士班
100
The propose of this research is going to investigate how High Performance Work System and Transformational Leadership influence team outcomes by Collective Psychological Capital. Meanwhile, this study tries to exam if support climate moderate the positive relationship between HPWS and Collective Psychological Capital; furthermore we exam goal achievement as another moderate between Psychological Capital and team outcomes. The reach is performed through the questionnaires survey to Taiwan’s local company. We used hierarchical regression as the research method to verify our hypotheses and came to the conclusions as follow: First, the higher degree for HPWS, the more likely collective psychological capital of team member would increase. Second, transformational leadership could increase psychological capital effectively. Third, collective psychological capital could fully or partially mediate the positive relationship between HPWS and team outcomes. Fourth, collective psychological capital could fully or partially mediate the positive relationship between TFL and team outcomes. Fifth, support climate moderates the relationship between HPWS and collective psychological capital. Finally, goal achievement moderates the relationship between collective psychological capital and team outcomes. We hope the results of our research could provide empirical evidences for future studies.
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Mondore, Scott Paul. "Cognitive and motivational influences of high involvement work processes on employee morale, performance and turnover." 2002. http://purl.galileo.usg.edu/uga%5Fetd/mondore%5Fscott%5Fp%5F200205%5Fphd.
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SHIH, TING I., and 石庭亦. "Work-related Stress, Work Involvement and Self-Efficiency of Special Education teachers in Elementary and Junior High Schools in Taitung,Taiwan." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8qry74.
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碩士國立高雄師範大學
教育學系
105
This study aims to understand special education teachers’work-related stress, work involvement and self-efficiency in junior high and elementary schools of Taitung county. It also tries to discuss the differences between different backgrounds and variables among these three variables. In this study, questionnaires and surveys were used. Junior high and elementary schools’ special educational teachers (“the teachers”) are the main subjects. 677 questionnaires were issued, and 623 questionnaires were collected. The effective response rate was 92.02%. The data was analyzed by descriptive statistics, Independent-Samples t Test, One-way ANOVA, Pearson Correlation analysis and Regression Analysis. Through these analysis, the result of the study were shown as below: 1. The main reason for work-related stress is over-investment; the most unobvious reason is subject to fatigue caused by facing the customers. 2. The teachers’ work involvement is reflected their strenuous efforts,rather than showing any hindrance of devotion. 3. They showed high level of confidence inself-efficiency .However,they are insensible to detect the level of difficulties of each task. 4. Differences shown in variables, work-related stress, work involvement and self-efficiency, among the teachers is caused by gender, age and job tenure.work-related stress and work involvement among the teachers is caused by staff. 5. Variables of ‘work-related stress, work involvement and self-efficacy are correlation. 6. The teachers’work-related stress and work Involvement can best predict their degree of self-efficiency,while work involvement has a partial mediation effect between work-related stress and self-efficeny. 7. The factor of whether or not a teacher had devotion to their work can predict their degree of confidence. The worthiness of involvement is the most effective predictor to detecttask difficulties. The factor of strenuous efforts is the most effective predictor of causal inferences.
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Minh, Nguyen, and 阮明珠. "Impact of High performance work systems on Psychology capital and Performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/34912804104235374449.
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碩士銘傳大學
企業管理學系碩士班
99
This study examined how high performance work system will have an impact on employee psychological capital and give direct/indirect positive influences to employee performance; the study was conducted on Vietcombank, Vietnam. Questionnaires were given personally to 450 from several bank branches and subsidiaries of Vietcombank, in Hanoi, Vietnam; there were 350 questionnaires returned, in which 308 completely responses were used for the statistical analysis. The items in the questionnaires including high performance work system, psychological capital (hope, self-efficiency) and performance. The collected data were computed and analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis. The findings of the study have shown that HPWS is strongly predictors of employees’ psychological capital, and employees’ psychological capital, in turn, influences employees’ performance. And HPWS is also a strongly predictor to employees performance, in a direct way. Moreover, employees’ psychological capital positively mediates the causal relationship between HPWS and employees’ performance.
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Chia-ICho and 卓佳宜. "Team Diversities and Team Performance: Moderating by High-Commitment Work Systems and Transactive Memory Systems." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/33311333891022341259.
Full textAbstract:
碩士國立成功大學
企業管理學系碩博士班
100
This study hopes to understand the relationship between team diversity and team performance in cross-functional team as moderators, high-commitment work systems and transactive memory system. We use age diversity and gender diversity of the population structure, and functional background diversity as independent variables, to investigate the relationship with team performance, under the moderations of high-commitment work systems and transactive memory system In this study, cross-functional team-based diversities of the questionnaire is divided into A and B. We sent out 139 questionnaires and retrieve 84 matched questionnaires and the final return rate is 60.4%. We use hierarchical regression analysis to verify all hypotheses. Our findings can be summarized as follows. 1.A cross-functional team’s functional background diversity can enhance team performance. 2.Higher degree of transactive memory system has positive moderating effect between functional background diversity and team performance. This study’s most contribution is that it is the first empirical research to the HCWSs and TMSs as the moderator of diverse research to explore the influence and team performance. Furthermore, this study investigates the variable “employee’s perception of HCWS” and “team’s degree of TMS”, which is important in understanding how diversities will influence team performance.
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Chou, I.-Chen, and 周奕辰. "The Impact Of Work-Family Conflict On Job Involvement And Job Performance In High-Tech Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/61038672755660347872.
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碩士大葉大學
管理學院碩士在職專班
100
This study examined the relationship among work-family conflict, job involvement and job performance relationship in high-tech industry. The aims of this study were to understand the current status of the work-family conflict and to explore whether work-family conflict affect the relationship between job involvement and job performance. In the data collection part, the population was the high-tech companies from the TOP 1000 manufactures company in Taiwan which were published by Commonwealth Magazine, 2011. Present study used the sampling questionnaires, and the number of valid questionnaires returned was 403. The data from questionnaires were analyzed through descriptive statistics, factor analysis, reliability and validity analysis, correlation analysis, independent sample t-test, one-way ANOVA and regression analysis. The study found that job involvement has a positive influence on job performance; work-family conflict has a partial positive influence on job performance; work-family conflict has a partial positive influence on job involvement and job performance. Finally, according to the above conclusion, related suggestions were proposed for high-tech industry and future researchers.
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Wang, Cheng Yu, and 王澄宇. "A Comparative Study of Four Generations of Work Values, Organizational Commitments, and High Performance Work Systems." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/j6s8k8.
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碩士長庚大學
工商管理學系
106
The purpose of the research is to study the emphasis of work values, organizational commitments and high performance work systems of different generations. The research subjects target on workers in Taiwan, who are divided into four generations by ages. Recovered effective questionnaires are 417 in total. Research methodology applies questionnaires, and the statistical methods include One-Way ANOVA (Analysis of Variance), Scheffe, and t-test. The results find that group within 50 to 59 years old has higher emphasis on altruistic service than group of 20 to 29 years old, and they also have higher values on integrity friendship than group of 30 to 39 years old. Group within 20 to 29 years old emphasizes more on social respects, material rewards and leadership than groups of 30 to 39, 40 to 49 and 50 to 59 years old. Group of 20 to 29 years old values power position higher than group of 30 to 39 and 50 to 59 years old. The men from group within 20 to 29 years old emphasizes more on Spiritual growth and power position than the women from groups of 20 to 29. The women from group within 50 to 59 years old emphasizes more on Spiritual growth than the men from groups of 50 to 59.Group of 50 to 59 years old has higher organizational commitments than the group of 30 to 39 years old. As in the high performance work systems, group of 20 to 29 years old emphasizes on more employee training. The research suggests that business organizations can combine employee training and performance assessment to simultaneously taking into account of the external rewards and company policies of group of 20 to 29 years old. For group of 30 to 39 years old, the enterprise needs to guard against their job-quitting or job-hopping due to their lower organizational commitments. No management advice for group of 40 to 49 years old because there are no significant statistical results. Management strategies for group of 50 to 59 should make them understand what they are doing is meaningful to the society and can feedback the society to satisfy their intrinsic rewards.
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Armour, Alexandro F. "Achieving Contextual Ambidexterity Through the Implementation of High Performance Work Systems (HPWS)." 2015. http://scholarworks.gsu.edu/bus_admin_diss/55.
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Small information technology and management consulting businesses face increasingly contradictory strategic choices as they develop products and services for the marketplace. Building contextual ambidexterity is essential to the survival of small businesses as they seek to attain a desired balance of alignment and adaptability. Human Resource Management practices facilitate the development of ambidexterity within individuals thereby facilitating ambidexterity of the organization as a whole. Studies suggest that in order for an organization to be ambidextrous, its human resource management function also needs to ambidextrous. High-performance work systems are human resource practices designed to enhance the ability, motivation, and opportunity of employees with the overarching goal of attracting, retaining, and motivating human resources toward the completion of organizational goals. Based on Gibson and Birkinshaw’s concept of organizational ambidexterity, a qualitative case study of a small technology solution provider was conducted to explore the process by which CloudCo attempted to build contextual ambidexterity by implementing a high-performance work system. Findings show that executive management of small technology solution providers can build contextual ambidexterity and sustain a competitive advantage through the implementation of high-performance work systems but must overcome a series of important tensions to do so.
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Perrett, Robert A., and J. Spoehr. "High Performance Work Systems in South Australia: A review of the literature." 2015. http://hdl.handle.net/10454/10095.
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DanelFostin and 范司丁. "High Performance Work Systems, Customer Satisfaction and Commitment, Mediated by Engagement ＆ Flexibility." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/97391492038353123302.
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yun-Cherng, Cherng, and 程雲程. "A Study of the Relationship among Work Values and Job Involvement for the Vocational High School and Senior." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/12952377219930308469.
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碩士國立彰化師範大學
特殊教育學系所
95
The study is intended to investigate the relationship between the work values and job involvement for special education teachers in the senior high and vocational schools by means of questionnaire survey. Based on the valid questionnaires from 279 teachers, we draw the conclusion as follows: Ⅰ.At present, teachers’ work values are at the high level and in job involvement are at the high level, too. Ⅱ.The background factors such as the teacher’s age, gender, the educational background, special education background, teaching years, present position and special education teaching years show significant differences on work values. Ⅲ.The factor of school scale does not show significant differences on work values. Ⅳ.The background factors such as the teacher’s age, gender, the educational background, special education background, teaching years, present position and special education teaching years do not show significant differences on job involvement. Ⅴ.Generally teachers’ work values is positively related to job involvement. Ⅵ.The factor of "comfort and leisure" the factor of "work concentration" show negative relationship and does not reach the level of significance. Ⅶ.The factors between career development and job agreement show the most positive relationship. However, the least relationship was situated on the factors between reward and work concentration
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Yuan, Hui-Shan, and 袁慧姍. "Relations of Organization Identity, Job Involvement, and Work Well-Being for the Aboriginal Regional Junior High School Teachers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/45120920443613243836.
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碩士國立屏東科技大學
技職教育研究所
102
The primary purpose of this study is to examine to investigate the aboriginal regional identity, job involvement and work for the well-being of junior high school teachers Also, further analyze and explore the significant differences and correlations between the above-metioned variables. Moreover, some suggetions based on this study are made for government, junior high school teachers and those interested in doing further studies on this subject field. The research samples of this study are based on the junior hight school teaches in Taiwan and applied questionnarie as the tool for data collection. The questionnaire consisted of the followings: the background information on the respondents、the aboriginal regional identity scale, the job involvement scale, and the work for the well-being scale. The data collection sent out 551 questionnaires and obtained 422 replied questionnaires. Also, the data analysis of this study was by t-test, and Pearson’s product-moment correlation with SPSS 22.0. A number of findings were draw up through the analysis conducted: 1.There are significant differences among gender on aboriginal regional identity scale, male teachers than female teachers 2.There are significant differences among gender on job involvement scale, male teachers than female teachers. 3.There are significant differences among gender on work for the well-being scale, male teachers than female teachers. 4.There are significant differences among school location on work for job involvement scale. 5.Alienation in the aboriginal regional identity is significantly negative correlated with job involvement. 6.Joys and sorrows、the implicated and loyalty sense of aboriginal regional identity is significantly correlated with job involvement. 7.Alienation in the aboriginal regional identity is significantly negative correlated with work for the well-being. 8.Joys and sorrows、the implicated and loyalty sense of aboriginal regional identity is significantly correlated with work for the well-being. 9. Job involvement is significantly correlated with work for the well-being. 10. Aboriginal regional identity is significantly predictive to job involvement. 11. Aboriginal regional identity is significantly predictive to work for the well-being. 12. Job involvement is significantly predictive to work for the well-being. Keywords: organization identity, job involvement, work for the well-being