Dissertations / Theses on the topic 'Individual performance'
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Wootton, Sileanne. "The investment performance of individual investors." Thesis, Henley Business School, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409556.
Full textGonzalez, Roxana M. "Individual Versus Group Resource-Allocation Performance." W&M ScholarWorks, 2001. https://scholarworks.wm.edu/etd/1539626341.
Full textFoster, Dennis Geoffrey. "Individual performance in management buy-out teams." Thesis, University of Hertfordshire, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365979.
Full textDitchburn, Graeme Jonathan. "Personality as a determinant of inter-individual differences in intra-individual performance change." Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415080.
Full textTuliozi, Beniamino. "From individuals to groups and back: interaction between individual variation in behaviour and group performance." Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3423187.
Full textMagron, Camille-Eléonore. "Portfolio management by individual investors : a behavioral approach." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAB007/document.
Full textThis dissertation is composed of four chapters that make a substantial contribution to existing knowledge of the trading behavior and performance of individual investors. The first chapter provides the most extensive study of the trading performance of French individual investors to date. Based on a large database of nearly 8 million trades realized by56,723 investors, we show that French investors exhibit negative risk-adjusted returns on their portfolios, and make penalizing choices in their trades. We find that more sophisticated investors do not perform better than their peers, and we conclude that investors would gain more from applying a passive strategy. In the second chapter, we evidence that individual aspiration is a key determinant of existing heterogeneity in portfolio performance. We define aspirations according to the Behavioral Portfolio Theory. Investors who have high aspirations hold riskier portfolios, trade more frequently and diversify less than investors who have low aspirations. After controlling for turnover, diversification and usual risk factors, we find that investors with high aspirations underperform investors with low aspirations.In the third chapter we highlight alternative measures of performance that efficiently convey the real preferences of investors. When they are evaluated with these alternative measures rather than with the Sharpe ratio, a higher proportion of investors beat the market index. This observation challenges the global evidence that individual investors are poor portfolio managers. However, our evidence suggests that the improvement of an investor’s performance is linked to portfolio skewness rather than relevant stock selection.In the last chapter, we explore the repurchase behavior of individual investors. We find that French investors prefer to repurchase (1) stocks that have been sold for a gain and (2) stocks that have lost value since their sale. Our tests exclude rational explanations for these preferences and confirm our hypothesis that such patterns can be traced to the avoidance of regret in trades. We use survival analysis to demonstrate that sophisticated investors suffer less from there purchase preferences
Randolph, Adriane B. "Individual-technology fit matching individual characteristics and features of biometric interface technologies with performance /." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-05182007-113229/.
Full textTitle from file title page. Melody Moore, committee chair; Detmar Straub, Veda Storey, Bruce Walker, committee members. Electronic text (166 p. : ill. (some col.)) : digital, PDF file. Description based on contents viewed Nov. 5, 2007. Includes bibliographical references (p. 160-164).
Randolph, Adriane. "Individual-Technology Fit: Matching Individual Characteristics and Features of Biometric Interface Technologies with Performance." Digital Archive @ GSU, 2007. http://digitalarchive.gsu.edu/cis_diss/11.
Full textWarren, Stephanie M. "Individual performance in the Canada goose Branta canadiensis." Thesis, University of East Anglia, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386272.
Full textJackson, A. C. "Group and individual performance on microcomputer-based problems." Thesis, University of Hertfordshire, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376545.
Full textShulman, Tirza Elana. "Individual differences in cognitive performance : an affect regulatory approach /." Search for this dissertation online, 2006. http://www.lib.umi.com/cr/ksu/main.
Full textKanz, Cindy Lynn. "The measurement of process control in individual performance evaluation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ35901.pdf.
Full textCook, Jill Melanie. "The effects of individual protective equipment on work performance." Thesis, University of Southampton, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242561.
Full textAguilar, Barrientos Sara. "Cultural intelligence and individual performance in global virtual teams." Doctoral thesis, Pontificia Universidad Católica del Perú, 2018. http://tesis.pucp.edu.pe/repositorio/handle/123456789/12875.
Full textTesis
Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback." Thesis, Virginia Tech, 1993. http://hdl.handle.net/10919/45003.
Full textBush, Jerry J. "Individual differences in the recall of performance appraisal feedback /." This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10062009-020032/.
Full textDustin, Susan Lynn. "The impact of negative compensation shocks on individual performance." Diss., University of Iowa, 2009. https://ir.uiowa.edu/etd/2695.
Full textStack, Petrina Veola. "Comparison of Army Veterans' and Nonveterans' Individual Work Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7255.
Full textPerez, Rebeca. "Individual Executive Characteristics and Firm Performance: Evidence from CEO Narcissism." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22658.
Full textBanerji, Ramendra Nath Ron. "The impact of individual performance related pay on industrial relations." Thesis, University of East London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532632.
Full textPrins, Henry F. "Developing an individual performance management instrument for Overberg District Municipality." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49909.
Full textENGLISH ABSTRACT: Overberg District Municipality is required by law to develop and implement a organisational performance management system. This requirement by law is in recognition of the need for government to take real steps to ensure that municipalities effectively deliver on their constitutional mandate. The transformation of local government ushered in a pertinent focus on developing and implementing performance management systems. The researcher experienced that municipalities are at this stage primarily focusing on developing systems for organisational performance management, resulting in minimum attention to individual performance management. The purpose of this research is to develop an individual performance management instrument, integrating the strategic objectives as identified in the Integrated Development Plan of the Overberg District Municipality with the objectives of the individual. The proposed instrument should enhance integrated human resource management and be commensurate with applicable labour legislation. A literature review of performance management and related human resource management practices was conducted in order to gain better insight into the topic. Further to this, legislation and policy documents were analysed with specific reference to performance management. After gathering the information through the literature review, a proposed individual performance management instrument was developed and submitted to subject matter experts for their input. The research is concluded with a presentation of recommendations for implementation at Overberg District Municipality.
AFRIKAANSE OPSOMMING: Die Overberg Distriksmunisipaliteit moet volgens wet 'n organisatoriese prestasiebestuurstelsel ontwikkel en implementeer. Hierdie wetlike vereiste erken die vereiste dat die regering doelgerigte stappe moet doen om te verseker dat munisipaliteite hul grondwetlike mandaat doeltreffend uitvoer. Die transformasie van plaaslike regering het 'n besliste fokus op die ontwikkeling en implementering van prestasiebestuurstelsels meegebring. Die navorser het ondervind dat munisipaliteite op hierdie stadium hoofsaaklik op die ontwikkeling van stelsels vir organisatoriese prestasiebestuur ingestel is, en dus die minimum aandag aan individuele prestasiebestuur gee. Die oogmerk van hierdie navorsing is om 'n individuele prestasiebestuursinstrument te ontwikkel, en daardeur die strategiese doelwitte wat in die Geintegreerde Ontwikkelingsplan van die Overberg Distriksmunisipaliteit geidentifiseer is, met die individu se doelwitte te integreer. Die voorgestelde instrument moet geintegreerde menslikehulpbronbestuur versterk en in ooreenstemming met toepaslike arbeidswetgewing wees. 'n Literatuuroorsig van prestasiebestuur en verwante menslike hulpbronbestuurspraktyke is gedoen ten einde 'n beter begrip van die onderwerp te kry. Verder is wetgewing en beleidsdokumente ontleed met spesifieke verwysing na prestasiebestuur. Nadat die inligting by wyse van die literatuuroorsig versamel is, is 'n voorgestelde individuele prestasiebestuursinstrument ontwikkel en aan kundiges op hierdie gebied voorgelê vir hulle insette. Die navorsing is afgesluit met aanbevelings vir implementering by die Overberg Distriksmunisipaliteit.
Rosenqvist, Olof. "Essays on Determinants of Individual Performance and Labor Market Outcomes." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-296299.
Full textUlman, Sophia Marie. "Gait Variability for Predicting Individual Performance in Military-Relevant Tasks." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/94346.
Full textDoctor of Philosophy
All people move with some level of inherent variability, even when doing the same activity, and the extent to which individuals exhibit variation in their movement patterns is captured by the construct of motor variability (MV). MV is being increasingly used to describe movement quality and function among clinical populations and elderly individuals. However, it is still unclear whether increased MV offers benefits or is a hindrance to performance. To better understand the utility of MV for performance prediction, we focused on current research needs in the military domain. Dismounted soldiers, in particular, are expected to perform at a high level in complex environments and under demanding physical conditions. Hence, it is critical to understand what strategies allow soldiers to better adapt to fatigue and diverse environmental factors, and to develop tools that might predict changes in soldier performance. Different aspects of performance were investigated, including learning a new activity, experience, and adaptability to fatigue, and gait variability was quantified through different approaches. When examining how individual learn a novel obstacle course task, we found that certain aspects of gait variability had strong associations with learning rate. In a load carriage task, variability measures were determined to be more sensitive to difference in experience level and load condition compared to typical average measures of gait. Specifically, variability increased with load, and the experienced group was less variable overall and more stable in the long term. Lastly, a subset of gait variability measures were associated with individual differences in fatigue-related changes in performance during an obstacle course. In summary, the results presented here support that it may be possible to both anticipate and enhance task performance based on individual variability. This work also provides guidelines for future research and the development of training programs specifically for improving military training, performance prediction, and performance enhancement.
Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.
Full textThesis (DBA (Organizational Behaviour))--University of Pretoria, 2001.
Human Resource Management
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SHAW, TYLER HARRISON. "Predicting Vigilance Performance, Stress, and Coping with Individual Difference Measures." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212003114.
Full textShah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
Full textKingston, Kieran Michael. "Goal-setting : a psychological skill and an individual difference factor." Thesis, Bangor University, 2000. https://research.bangor.ac.uk/portal/en/theses/goalsetting--a-psychological-skill-and-an-individual-difference-factor(5a06bc37-3fde-4030-bdc3-946452277963).html.
Full textNeubauer, Rainer M. "Individual differences in nonconscious information processing and performance of complex tasks /." Access abstract and link to full text, 1990. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9022599.
Full textDybdahl, Andreas. "Source Code Inspection : Measuring the Difference Between Individual and Group Performance." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for datateknikk og informasjonsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-22989.
Full textAustin, Lydia B. (Lydia Bronwen). "Individual differences in knowledge representation and problem- solving performance in physics." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=41100.
Full textJackson, James George. "The relationship between tinnitus, cognitive performance and demands on the individual." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5836.
Full textSimmons, Nakisa L. "Identifying environmental and individual factors that influence new nurse graduate performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10239545.
Full textNursing leaders continue to voice concerns over new nurse graduates’ performance problems. Gaps in new nurse graduate practice and performance problems have been identified primarily using nursing theoretical models. The key objective of this research was to examine new nurse performance through the lens of a human performance model. Using Gilbert’s (1978) updated Behavior Engineering Model (Chevalier, 2003), this study examined the performance of acute pediatric new nurse graduates with 3-15 months of experience in an urban Northeast United States hospital. The New Graduate Nurse Performance Survey (The Nurse Executive Center, 2007) and the updated PRObing BEhavior (Chevalier & Hersey, 2005) questionnaire were used to assess how new nurse graduates rated their performance, work environment, and individual behavior, as well as to identify the environmental and individual factors that support and inhibit their performance. Using a mixed method design, quantitative and qualitative data were collected by means of a web-based survey. Findings revealed new nurse graduates were satisfied with their clinical performance and clinical skills and rated their work environment and individual behavior as satisfactory. Communication, receiving adequate resources, a supportive work setting, and organizational incentives supported new nurse graduates’ work environment. Inadequate feedback, in addition to challenges with preceptors and patient care technicians, inhibited new nurse graduates’ performance. Clinical training programs were found to support new nurse graduates’ performance, whereas difficulties with managing job-related stress, lack of self-care, and strained working relationships with support staff, inhibited their performance. Implications from this study are that nursing leaders and nursing educators should assess the unique needs of their new nurse graduates. This would allow healthcare organizations to design and implement tailored strategies and programs to support their novice nurses’ specialized needs. In addition, nursing leaders can tackle barriers to their new nurse graduates’ nursing practice and role transition. Further studies could explore the hardships new nurse graduates experienced with support staff during their transition by looking at the dynamics, interactions, and working relationships between novice nurses and support staff. Future studies using Gilbert’s BEM (1978), Chevalier’s updated BEM (2003), Gilbert’s PROBE model (1982, as cited in Hersey and Chevalier, 2005), and Hersey and Chevalier’s updated PROBE Model (2005), or other human performance models could be used in the nursing field to investigate different aspects of new nurse graduates’ performance, role, and workflow. Another area for future consideration is examining pediatric nurses at other stand-alone pediatric acute care hospitals and non-specialty acute care hospitals among general clinical nurses to determine what work factors present challenges for them within the work environment.
Hayes, Read. "US store detectives : the relationship between individual characteristics and job performance." Thesis, University of Leicester, 2001. http://hdl.handle.net/2381/31257.
Full textBranco, Ana Marta Falua. "O efeito do estilo de tomada de decisão na performance individual." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/20199.
Full textA tomada de decisão assume um papel fulcral na gestão das organizações, sendo na maior parte das vezes considerada como o critério relevante na avaliação da performance individual. O presente estudo tem como primeiro objetivo identificar os estilos de tomada de decisão adotados pelos profissionais de gestão e treinadores de basquetebol portugueses. O segundo objetivo visa compreender se o estilo de tomada de decisão influencia a performance individual, consoante o contexto onde os indivíduos estão inseridos. Os resultados obtidos mostram que a performance individual é influenciada pelo estilo de tomada de decisão, nomeadamente existem diferenças na performance alcançada entre o estilo comportamental face ao analítico e parcialmente no estilo diretivo face ao analítico. Por outro lado, o contexto onde os decisores estão inseridos não afeta a relação entre o estilo de tomada de decisão do gestor/treinador e a sua performance individual.
Decision making plays a central role in the management of organizations and is often considered as the most significant criterion for performance evaluation. The main objective of this study is to define the decision-making styles adopted by public and private administration professionals and portuguese basketball coaches, as well as understanding if the decision-making style influences individual performance, considering the context in which variables are embedded. The results obtained in the present study show that the individual performance is influenced by the decision making style, namely there are differences in the performance achieved between the behavioral style towards the analytical and partially in the directive style against the analytical. The context in which decision makers are inserted does not change the correlation between the manager/coach's style and individual performance.
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Fox, Jeremy. "Individual performance in a piecework setting: an analysis of employee differences." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/74780.
Full textPh. D.
Hill, Nora Sharon. "Virtual team member performance and viability the influence of individual characteristics /." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8119.
Full textThesis research directed by: Robert H. Smith School of Business. Dept. of Management and Organization. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
Chaves, Vladson Filgueiras. "Individual values and performance averages leadership: an exploratory study in an industry of foods." Universidade Federal do CearÃ, 2014. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=15490.
Full textThis thesis presents a study on individual values, averages leadership and self-reported performance, promoting interest, raising questions and discussions on organizational behavior of the field with respect to these constructs. The main objective It was to identify the value priorities of the middle leaders and relate them to the professional performance, and the methodological procedure to carry out an exploratory-descriptive study, through the application of a survey, which was scaled using questionnaires: SVS individual values and self-reported performance, both on the Likert scale and deductive logic. The survey was conducted with all individuals who hold positions of medium leaders in a state of Cearà the food industry. Data were collected electronically and analyzed by SPSS software descriptive and statistical factor. The results of value priorities pointed to the motivacionaisBenevolÃncia types associated with compliance, and for those with better self-reported performance combination took different: Grace associated with self-determination. The overall objective was reached because the value priorities of average leaders were identified and related to job performance, checking what motivational types are on top of those with better autoreportado performance. We conclude, therefore, that this trabalhopode contribute with regard to organizational behavior, especially with regard to business management, in addition to emphasizing the importance of the middle leaders in the context of organizational leadership, compreensÃodos its values, its performance and, consequently, motivations
A presente dissertaÃÃo apresenta um estudo sobre valores individuais, mÃdias lideranÃas e desempenho auto-reportado, promovendo interesse, levantando questÃes e discussÃes no campo do comportamento organizacional com relaÃÃo a estes construtos. O objetivo principal deste trabalho foi identificar as prioridades axiolÃgicas das mÃdias lideranÃas e relacionÃ-las ao desempenho profissional, tendo como procedimento metodolÃgico a realizaÃÃo de um estudo exploratÃrio-descritivo, por meio da aplicaÃÃo de uma survey, a qual foi dimensionada utilizando-se os questionÃrios: SVS de valores individuais e desempenho auto-reportado, ambos em escala likert e com lÃgica dedutiva. A pesquisa foi realizada com todos os indivÃduos que ocupam cargos de mÃdias lideranÃas em uma indÃstria de alimentos do estado do CearÃ. Os dados foram coletados por meio eletrÃnico e analisados pelo software SPSS com estatÃstica descritiva e fatorial. Os resultados das prioridades axiolÃgicas apontaram para os tipos motivacionaisBenevolÃncia associado com Conformidade, e para aqueles com melhor desempenho auto-reportado a combinaÃÃo se deu diferente: BenevolÃncia associado com AutodeterminaÃÃo. O objetivo geral do trabalho foi atingido porque as prioridades axiolÃgicas das mÃdias lideranÃas foram identificadas e relacionadas ao desempenho profissional, verificando quais os tipos motivacionais estÃo no topo de quem tem melhor desempenho autoreportado. Conclui-se,portanto, que este trabalhopode contribuir no tocante ao comportamento organizacional, em especial no que tange à gestÃo empresarial, alÃm de ressaltar a importÃncia das mÃdias lideranÃas no contexto da lideranÃa organizacional, da compreensÃodos seus valores, sua performance e, conseqÃentemente, motivaÃÃes.
Luotonen, David, and Markus Hasselström. "Subjective and objective performance assessment : Performance pay at Trelleborg Forsheda AB." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9660.
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The purpose of this thesis is to understand the opinions and potential effects of objective and subjective assessments of performance as a basis for performance pay for blue-collar workers.
The study takes a qualitative approach to find out how and why four companies - Trelleborg Forsheda, Finnveden Powertrain, Isaberg Rapid and Parker Hannifin- work with salaries, incentive system and performance assessment the way they do.
The concept of individual salary is central in this thesis, and individual salary is based on four criteria; capabilities, performance, work demand and formal competence. These can be divided in subjective or objective criteria. Individual salaries also contribute to salary divergence, which in many studies have indicated higher performance. Important to remember is that it has to exist a purpose to salary divergence and how salary is diverged in the company is related to the goals and strategy of the company. If the company chooses to have performance based salaries- which is salary divergence- another question arise; what is good performance?
In organizations that have performance salaries, a group or an individual (often the middle manager) have to decide if a certain group of personnel performs good or bad. This can mainly be done in two different ways; objective performance assessment or subjective performance assessment. Objective performance assessment is based on numerical calculation of measures, which will form the basis for rewarding employees using a salary system that reward performance. Subjective performance measurements are based on judgment. Instead of relying on numerical calculations, one evaluates if the results reflect good or bad performance.
For both methods it is essential that the personnel feels that the salaries are fair, and that the salary system is clear and easy to understand. Something else that is important to understand is that employer and employee have different views in what is a fair salary.
Objective assessments are based on numerical calculations of measures, and one important property such measures have is that they don’t leave any room for excuses. Research indicate that performance pay has important motivation enhancing effects, but the profitability doesn’t always benefit from it. When monitoring costs are high, or product quality or long term thinking is required, hourly wages may be preferable. Tasks which are measured, will naturally be prioritized by the organization. This means that the choice of measures is very important. The amount of measures mustn’t be too high, and they have to be carefully considered. Subjective assessments are the opposite to objective ones. The advantages with subjective performance assessments are, among other things, that additional information which have surfaced during the period of measurements can be taken into consideration, errors in the measurement process can be corrected and unlucky circumstances can be dealt with. However, problems exist in unfair assessments, which are based on prejudice.
Findings in this report shows that profitable companies have large differences in their salary systems. This is also supported by other research. The company Isaberg Rapid AB only uses objective criteria, focused on simplicity and group rewards. Finnveden Powertrain on the other hand, has a system focused on individuals and subjective assessments. Some conclusions could be drawn; one of the most important being that connections between the type of activities and the salary system is positive, and that salary systems have to be updated and revised continuously.
Cianciolo, Anna Therese. "Unitary or differentiated ability constructs for describing performance? : investigating individual differences and task characteristics." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29915.
Full textIoannou, Athina. "Examining the role of mindfulness in mitigating technostress and its negative consequences." Thesis, Brunel University, 2018. http://bura.brunel.ac.uk/handle/2438/16334.
Full textLy, Linda. "Performance Appraisal in a Family Business." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605651.
Full textThis qualitative study explored the perceptions of effectiveness of a performance review process at one family business. Ten employees across the firm were interviewed in order to describe the process, identify its strengths and weaknesses, and offer suggestions for improvement. Findings suggest that participants understood the process steps and timing, but had less accurate understanding of the process outcomes. Participants generally perceived the process as fair, helpful, and valuable to their development. Noted strengths included the process design and support from direct managers, executive leaders, and the organization. Weaknesses included the lack of structure, poor consistency in ratings, timing issues, and lack of goal alignment. Recommendations include improving the rating system, adjusting the process timing and structure, leveraging evaluation data as a talent management tool, and increasing stakeholder involvement. However, these study findings are considered exploratory, and more research should be conducted to determine how representative these findings are of family businesses.
Joshua-Gojer, Ashwini. "The cross-cultural adjustment of self-initiated expatriates and individual work performance." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849667/.
Full textMalone, LaToya D. "Individual differences and stress reactions as predictors of performance in pilot trainees." Thesis, Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/4131.
Full textCoelho, Jose Flavio Guerra Machado, and f. coelho@bigpond com. "SUSTAINABILITY PERFORMANCE EVALUATION MANAGEMENT SYSTEMS MODEL FOR INDIVIDUAL ORGANIZATIONS AND SUPPLY CHAINS." Central Queensland University, 2006. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20060720.094327.
Full textVALADARES, RODRIGO COPONY. "THE INFLUENCE OF PERFORMANCE MANAGEMENT SYSTEM INTO INDIVIDUAL COMMITMENT IN THE ORGANIZATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=8732@1.
Full textNa literatura mais recente da gestão observa-se o crescente discurso ressaltando a importância das pessoas dentro da organização. Como conseqüência, as empresas vêm implementando políticas e práticas que visam elevar o comprometimento e a produtividade de seus empregados. Entre essas ferramentas está o Sistema de Gestão de Desempenho. O presente estudo tem como objetivo investigar a influência dos Sistemas de Gestão de Desempenho no comprometimento dos indivíduos com relação às organizações e às metas estabelecidas. Através de um estudo de campo com a utilização de questionários, a pesquisa observou que as variações nos níveis de comprometimento são mais visíveis quando indivíduo percebe que o Sistema de Gestão de Desempenho propicia ganhos para o funcionário, tais como oportunidades de crescimento profissional, maior acesso à informação e maior autonomia de decisão. Além de uma maior influência sobre o comprometimento para com as metas, tais práticas levam à formação de um comprometimento normativo (quanto à organização e a meta) e, em menor escala, a um comprometimento afetivo com a organização.
In the current literacy we observe a growing speech showing the importance of the employees to the organizations. As a consequence, organizations have been implementing policies and practices with the aim to increase employee´s commitment and productivity. Among these practices we identify the Performance Management System. The present study intends to investigate the influences of Performance Management System in individual commitments towards the established goals and the organizations itself. Analyzing the questionnaires handed out to individuals working in different organizations, the present study concluded that commitment level´s variation are more visible when the employee has the perception that Performance Management System offers him some kind of return, like an opportunity to develop their careers, greater information´s availability or a chance to acquire more autonomy to make decisions. In addition of increasing the influence over goals commitments, these practices also ascend over normative commitment (towards the goals and the organizations as well) and, in a minor scale, over an affective commitment towards the organization.
NIEMEYER, JEANE RODRIGUES LUCENA. "ETHICAL LEADERSHIP AND LMX (LEADER MEMBER EXCHANGE): AN ANALYSIS OF INDIVIDUAL PERFORMANCE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23907@1.
Full textCONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Em um contexto marcado por crises políticas, sociais e econômicas, correntes teóricas acerca do tema Liderança assumem nova configuração ressaltando a relevância da ética e moralidade no processo de liderar. Diante do clima de medo e incerteza gerado por essas adversidades (NORTHOUSE, 2010), o grande desafio dos últimos tempos parece ser restabelecer a confiança, esperança e otimismo (AVOLIO e GARDNER, 2005). Este estudo analisou a influência da liderança ética sobre os funcionários no que diz respeito ao desempenho, comprometimento com a meta e cidadania organizacional através da qualidade da relação de troca entre o líder e seus subordinados (LMX). A pesquisa foi realizada em uma empresa multinacional de telecomunicações, com uma amostra de 161 vendedores e 15 gerentes de lojas. Os resultados indicam que há uma relação significativa da ética do líder com a qualidade do relacionamento com seus seguidores e consequente desempenho individual.
In a context marked by political, social and economic crisis, theoretical currents concerning the subject leadership assume new configurations standing out the relevance of the ethics and morality in the leadership process. Given the climate of fear and uncertainty generated bythese adversities (NORTHOUSE, 2010), the great challenge of the present tiem seems to be to reestablish confidence, hope and optimism (AVOLIO and GARDNER, 2005). This study analyzed the influence of ethical leadership on the performance of the workers, goal commitment and organizational citizenship through the quality of the relationship (LMX) established between the leader and his subordinate. The research was carried through in a multinational telecommunications company, with a sample of 161 salesmen and 15 store managers. The results indicate a significant relationship between the ethics of the leader and the quality of the relationship they have with their followers and consequent individual performance.
Wang, Fang. "Individual Characteristics in Performance Appraisal." Thesis, 2010. http://spectrum.library.concordia.ca/7425/4/Wang_MSc_S2011.pdf.
Full textChia-YingTsou and 鄒佳穎. "Employee Perceived High Performance Work System and Individual Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/h5e335.
Full text國立成功大學
國際企業研究所
106
Until now, sustainable development is the one and only way for all companies to inherit. In addition to providing comprehensive human resources management system within organization, companies also need to cultivate the relationship among employees and create the climate of work environment. When companies establish a suitable series of career development mechanisms and follow-up in the long run, and providing sufficient resources, then employees with high organizational commitment as a matter of course. Employees would identify themselves with organization and make all-out effort. Nowadays, every trade is experiencing the talent competition. Employees are the key factor of companies’ success only when companies realize that employees as their valuable assets. Therefore, coordinating HR for the maximum effect is the purpose of this study. The study try to explore the relationship between employee perceived HPWS and job engagement, self-efficacy, which affects individual performance. We also exam whether job engagement and self-efficacy as mediators between employee perceived HPWS and individual performance. Furthermore, we test whether concern for worker climate moderate the relationship between job engagement, self-efficacy and individual performance. The research is performance through the questionnaires survey with two version to Taiwanese companies, one for team leader and the other for team member. Overall, a total of 247 questionnaires were distributed, and 215 valid questionnaires were returned, resulting in a return rate of 87.4%. We use hierarchical regression analysis to verify all hypotheses. Our results can be summarized as follows. First, employee perceived HPWS is positively related to job engagement and self-efficacy. Second, job engagement and self-efficacy are positively related to individual performance. Third, job engagement mediates the relationship between employee perceived HPWS and individual performance. Finally, self-efficacy mediates the relationship between employee perceived HPWS and individual performance.
Silvano, Diogo Teixeira Lourenço Silva. "Do smart homes influence individual performance?" Master's thesis, 2020. http://hdl.handle.net/10362/99856.
Full textThe penetration of smart home devices in people’s homes have increased and multiple studies have been done regarding its health, financial and environmental benefits. Given the lack of studies on the psychological and wellbeing benefits, we study if there is an influence of the use of these devices on individual performance, while also studying the main factors influencing the perceived value of this technology. The results of 175 users of smart home devices, show usefulness, enjoyment and perceived fee to be the main dimensions involved in the perceived value of this technology, while its use positively effects individual performance.
Fernandez, Jeffrey Evan. "Coaches' motivational techniques and individual athletic performance." 2005. http://www.oregonpdf.org.
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