Dissertations / Theses on the topic 'Industrial and employee relations'
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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.
Full textNewell, Helen Julia. "Field of dreams : evidence of 'new' employee relations in greenfield sites." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315037.
Full textCarter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.
Full textServant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:
1. Servant Leader Experience;
2. Why People Stay at Celebration;
3. Servant Leader Traits;
4. Impact of Servant Leadership;
5. Application of Servant Leadership.
The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.
Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.
Full textSkorbinski, Roger. "The impact of performance management processes on employee-employer relationships in a listed telecommunications company." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/2060.
Full textThe performance contract governs the employee-employer relationship and forms the basis of the exchange relationship that exists in organisations today. The exchange relationship has evolved as a result of the turbulent economic environment, and replaced the old psychologicalcontract between employee and employer. The present study looked at the extent to which the performance management process influences employee-employer relations. The. research focused on the impact of performance management on employee behaviour and their subsequent contribution to the success of organisational interventions. The ernplovee-emplover relationship often suffers due to the unsuccessfulor ineffective implementation of performance management systems, negatively affecting the organisational climate for the implementation of organisational interventions
Yacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.
Full textBlewett, Verna. "Workers changing work : the influence of worker power ; a longitudinal case study analysis of workplace change at Moving Metals Limited /." Title page, contents and abstract only, 2000. http://thesis.library.adelaide.edu.au/public/adt-SUA20030815.104708.
Full textKwok, Pak-chiu, and 郭柏超. "A study of the staff relations in the Hong Kong Fire Services Department from industrial relations systems perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46783222.
Full textDu, Toit Jacqueline. "Employee relations in the public service of three Southern African countries : South Africa, Namibia and Botswana." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/10351.
Full textThe aim of this dissertation was to ascertain what type of employee relations system is identifiable in the public services of South Africa, Namibia and Botswana, and to determine what type of voice regulation is in place in the determination of terms and conditions of employment.
Wang, Jason Randle. "Priority time: Employee coping strategies for service delivery to undergraduates." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284252.
Full textWest, Lindsey Straka. "Examining the relationship between employee-superior conflict and voluntary turnover in the workplace: A comparison of companies across industries." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3904/.
Full textGrant, David Stephen. "Japanese manufacturers in the UK electronics sector : the impact of production systems on employee attitudes and behaviour." Thesis, London School of Economics and Political Science (University of London), 1993. http://etheses.lse.ac.uk/1341/.
Full textKittelberger, Tess. "The relationship between hotel managers' communication styles and subordinate employee attitudes and personal relationships /." Online version of thesis, 2009. http://hdl.handle.net/1850/8481.
Full textHarding, H. N. "Employers and managers in industrial relations : An international comparison." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378386.
Full textHeine, Gardielle. "The influence of integrity and ethical leadership on trust and employee work engagement." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80031.
Full textENGLISH ABSTRACT: This study investigated the emerging concept of work engagement and how organisational leaders can exert influence on it. It was therefore important to obtain understanding of and deeper insight into the impact of these key stakeholders on the employee’s work engagement and related concepts. The aim of the study was to investigate existing relationships between constructs that play a significant role in the relationship between leader and follower in the organisation. These constructs include integrity, ethical leadership and trust in the leader, and the effect these constructs have on employee work engagement. The study thus was undertaken to obtain more clarity about these aspects. Based on research on the existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 204 completed questionnaires were returned. The final questionnaire comprised four subscales, namely the 17-item Utrecht Work Engagement Scale (UWES), the 14-item Leader Trust Scale (LTS), the 17-item Leadership of Ethics Scale (LES), and the 9-item Behavioural Integrity Survey (BIS). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results indicated positive relationships between trust in the leader and work engagement; ethical leadership and work engagement; ethical leadership and trust in the leader; integrity and ethical leadership; and integrity and trust in the leader. The present study contributes to existing literature on work engagement and ethical leadership by providing insights into the nature of the relationships among these constructs. The study also identifies practical implications to be considered in management practices in order to enhance and encourage these constructs, as well as the relationships between these constructs in the workplace. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies.
AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die belangrikheid van werkstoewyding in die werkplek en op hoe leiers in die organisasie dit beïnvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van hierdie belangrike rolspelers op die werknemer se werkstoewyding. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat binne die organisasie ‘n beduidende rol in die verhouding tussen die leier en ondergeskikte speel, te ondersoek. Hierdie konstrukte omvat integriteit en etiese leierskap, asook die vertroue tussen leier en ondergeskikte, en die graad van invloed wat die veranderlikes op die werknemer se werkstoewyding uitoefen. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 204 voltooide vraelyste is terugontvang. Die finale vraelys is uit vier subvraelyste saamgestel, te wete die 17-item Utrecht Work Engagement Scale (UWES), die 14-item Leader Trust Scale (LTS), die 17-item Leadership of Ethics Scale (LES), en die 9-item Behavioural Integrity Survey (BIS). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is met behulp van die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen vertroue in die leier en werkstoewyding; etiese leierskap en werkstoewyding; etiese leierskap en vertroue; integriteit en etiese leierskap; en integriteit en vertroue in die leier aangedui. Hierdie studie dra by tot die bestaande literatuur aangaande beide werkstoewyding en etiese leierskap deurdat dit insig bied in die aard van verhoudings tussen hierdie konstrukte. Die studie identifiseer ook praktiese implikasies om in bestuurspraktyke in aanmerking geneem te word om die betrokke konstrukte, asook die verwantskappe tussen die veranderlikes, te versterk en aan te moedig. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.
Kellum, Jennifer Louise. "Child-care: The return on investment for American business." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1657.
Full textAlexander, Katherine N. "Praise for Proactivity: The Role of Leadership and Supervisor Personality in Rewarding Employee Proactivity." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1252440049.
Full textGan, Kah Chun Bernard Organisation & Management Australian School of Business UNSW. "The Singapore National Employers Federation (SNEF) and Singapores Industrial Relations." Awarded By:University of New South Wales. Organisation & Management, 2010. http://handle.unsw.edu.au/1959.4/44717.
Full textHoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.
Full textPh. D.
Ng, Yin Lu. "Consequences of psychological contract breach in a Malaysian context : investigating the role of felt obligation to reciprocate and equity sensitivity /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19742.pdf.
Full textSherwood, Joseph Alvin. "The Multilevel Effects of Supervisor Adaptability on Training Effectiveness and Employee Job Satisfaction." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2322.
Full textCox, Stephen A. "The communication strategies managers and coworkers use to encourage employee exit /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9712797.
Full textNene, Sinenhlanhla Sindisiwe. "Occupational health and safety and industrial relations in the South African construction industry : case studies of selected construction firms in Grahamstown." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018663.
Full textDeHart, Mary Ellen. "Employers' perceptions of mentally handicapped employees in the horticulture industry." Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.
Full textMaster of Science
Jewette, Karen P. "A descriptive study| Determining the difference in the perceptions of employers/supervisors regarding the work ethic of employed high school co-op and employed high school non-co-op students." Thesis, Regent University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3578838.
Full textThe U.S. workforce is not prepared for the demands of today's workplace (Conference Board, 2006), Previously, workplace employers emphasized environments where the main thrust was expertise in technical skills of employees. However, a shift occurred that caused employers to realize the importance of soft skills in order to maximize business relationships. One major soft skill emphasized is the importance of a positive work ethic, which is a necessary attribute for any successful worker (R. Hill, 1996). Not only has there been a shift regarding the importance and implementation of soft skills in the business environment, but employers who once relied heavily upon adults as employees also now rely upon adolescents as employees. These adolescents are expected to provide the same positive work ethic as adults. Some of these adolescent employees are students in a co-op program in their local high schools where they obtain training in work ethic. The primary purpose of this study was to determine the perception of employers and supervisors regarding the work ethic of employed high school co-op and employed high school non-co-op students. Work ethic descriptors within this study that were examined included interpersonal skills, initiative, and dependability. The descriptors mentioned were statistically examined to ascertain differences in employer/supervisor perceptions among the two groups of students.
Weer, Christy H. Greenhaus Jeffrey H. "The impact of non-work role commitment on employees' career growth prospects /." Philadelphia, Pa. : Drexel University, 2006. http://hdl.handle.net/1860/1165.
Full textAo, Song. "Examining the impact of enterprise social media on chinese employee communication : affordance actualization, technology use, and relational outcomes." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/811.
Full textShivangulula, Shirley Euginia. "Labour hire: the impact of labour broking on employee job satisfaction and commitment in a number of Namibian organizations." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1002563.
Full textCarter, Marta L. "Manager-subordinate exchange relationships : investigation of a manager behavior model /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-02052007-072445/.
Full textSarvanidis, Sofoklis. "The implementation of information and consultation of employees regulations in Great Britain." Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.527136.
Full textDevendorf, Shelba A. "Perceived similarities to employees and organizational attraction an examination in the retail industry /." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1131386002.
Full textMurhem, Sofia. "Turning to Europe : A New Swedish Industrial Relations Regime in the 1990s." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-3737.
Full textAbdullah, Syed Raisudin Bin Syed. "Management strategies and employee response in Malaysia : a study of management industrial relations styles of the U.S. and Japanese multinational companies in the Malaysian electronics industry." Thesis, Cardiff University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320579.
Full textGillespie, Neil. "The legal protection of temporary employees." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019793.
Full textFaber, Pierre Anthony. "Industrial relations, flexibility, and the EU social dimension : a comparative study of British and German employer response to the EU social dimension." Thesis, University of Oxford, 1999. http://ora.ox.ac.uk/objects/uuid:959fa1ee-cd08-450b-8e94-68b9858dd9e3.
Full textMcDonald, William James Charles. "The ideology of managers in the management of employees in small and medium sized enterprises in Australia." University of Southern Queensland, Faculty of Business, 2005. http://eprints.usq.edu.au/archive/00001470/.
Full textOwens, Cynthia Lorraine. "The influence of cultural perspectives and conflict resolution on employee perceptions of leadership effectiveness." CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3385.
Full textMore, Kristen M. "CONSIDER THE SOURCE: AN INVESTIGATION INTO PSYCHOLOGICAL CONTRACT FORMATION." Ohio : Ohio University, 2006. http://www.ohiolink.edu/etd/view.cgi?ohiou1163691587.
Full textGragg, Susan Rachel. ""Maxing out" and "getting deeked" : formal and informal work organizations among rental car agents in Seattle, Washington /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8856.
Full textMajeed, Theresa. "Unpacking the effects of trade union membership on job (dis)satisfaction." Thesis, University of St Andrews, 2017. http://hdl.handle.net/10023/12040.
Full textCaron, Mario. "Une étude du lien entre stratégie d'entreprise et développement des cadres : un aspect de la gestion de l'apprentissage en entreprise." Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=63784.
Full textSCIPPA, ELENA. "IL WELFARE INTEGRATIVO ALL'INTERNO DEL SISTEMA DELLE RELAZIONI INDUSTRIALI." Doctoral thesis, Università Cattolica del Sacro Cuore, 2013. http://hdl.handle.net/10280/2031.
Full textThe collective bargaining system is going to experience a decentralization process with the attempt to privilege the company and the district level. This process is having serious consequences for both the industrial relations system and the welfare state. Union is constrained to make concessions, particularly as regards labor flexibility, in order to attain its objectives relating to job security. The result is a reconfiguration of welfare and the decline of collectivism. The necessity of giving a response to the new demands of its citizens has forced the State to find alternative solutions which imply a new kind of solidarity that could be build either on company or on industry level. Trade unions can play a role in this context by providing workers a coverage from the new social risks throughout switching part of the salary to benefits. A form of integrative welfare can represent the foundation of a new social pact in order to reconsider the relation between workers and enterprises in a more cooperative way. The comparison with the British system, where negotiations primarily take place at company level, allow us to consider the possible effects of this new trend on the Italian one. Cultural and historical differences are evident: while in Italy the distribution of additional benefits involve more frequently the industrial and district levels, in Great Britain enterprises are the main actors.
Rosen, Christopher Charles. "Politics, Stress, and Exchange Perceptions: A Dual Process Model Relating Organizational Politics to Employee Outcomes." University of Akron / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=akron1151425394.
Full textNeethling, Adolph Clarence. "A critical evaluation of the introduction of workplace forums to South Africa against the background of the German system of statutory worker participation and co-determination." Thesis, Stellenbosch : Stellenbosch University, 1998. http://hdl.handle.net/10019.1/50879.
Full textENGLISH ABSTRACT: The Labour Relations Act No 66 of 1995 reflects the efforts of government. business and labour at restoring an environment conducive to workplace harmony. productivity, and minimal work disruptions. This statute. and in particular its reference to workplace forums, provides the basis for this study project, which critically evaluates the establishment of workplace forums and whether these forums will be adopted by business and in particular, labour. Theories relating to worker participation are examined. This paper recalls worker participation and co-determination models as found in Germany. It identifies the establishment and reviews the functioning of these worker participation models. The Labour Relations Act relating to workplace forums IS discussed In detail. It IS compared with the German system of participation. The writer concludes that the German system differs materially from the South African system on key points. The distinct differences that emerge between Germany and South Africa in the structuring of worker participation highlight the impact of social, political and economic factors on the eventual introduction of worker participation at the workplace. Likewise, the background and factors leading to the introduction of workplace forums differ. The German industrial relations system is more developed. Workplace forums are characteristic of a developed country such as Germany. In a developing country such as South Africa, trade unions still play a dominant role in the workplace. Here the establishment of a workplace forum is subject to the power of the union. Accordingly it is unlikely that workplace forums will enjoy much support or success in terms of the present Labour Relations Act. The writer examines the attitudes of capital and labour towards the establishment of workplace forums. and suggests reasons why it is unlikely that trade unions would apply for the establishment of workplace forums. He continues to explain why, in its present format, the concept of 'workplace forums is unacceptable to organised labour and has no chance of being implemented.
AFRIKAANSE OPSOMMING: Hierdie werkstuk handel oor die Wet op Arbeidsverhoudinge, wet 66 van 1995 en veral oor die instelling van werkplekforums. Teorie rondom die beginsel van werker deelname word bespreek. Daar word ondersoek ingestel oor hoe hierdie konsep in Duitsland onstaan het en hoe dit daar toegepas word. Die Suid Afrikaanse proses en onwikkeling van werker deelname in geheel asook deelname in besluitneming word besoek om te kyk of die bepalinge van die nuwe apartheidswet aanvaarbaar vir die plaaslike arbeidsmag is. Die bepalinge van die arbeidswet asook die grondwet aangaande werkpleksforums word in detail bespreek. Dit word gekontrasteer met die Duitse stelsel van deelname. So word daar ook gekyk na die rol van vakbonde in die verhand. Die skywer kom tot die slotsom dat die Duite stelsel op belangrike aspekte van die Suid-Afrikaanse model verskil. So ook verskil die agtergrond en omstandighede wat aanleiding gee tot die instelling van werkpleksforums. Die nywerheidsverhouding stelsel is meer gevordered in Duitsland. Werkpleksforums is 'n kenmerk van 'n onwikkelde land soos Duitsland. In 'n ontwikkelende land soos Suid Afrika speel die vakbonde nog 'n prominente rol in alle aspekte van die werkplek, dus is werkpleksforums onderworpe aan die mag van vakbonde en is dit onwaarskynlik dat werksplekforums ingevolge die nuwe aarbeidswet veeI steun of sukses sal geniet.
Centre for Science Development (HSRC)
Qaleej, Raaz Hassan. "A case study of Siemens Afghanistan : building a country, building a company." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017522.
Full textVan, der Zel Dirk Willem. "The extent to which employers are implementing the Code of Good Practice on HIV/AIDS, as it relates to the Employment Equity and Labour Relations Acts." Diss., Pretoria : [S.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-09122005-151129/.
Full textPhillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.
Full textJones, Gregory Thornton. "Relational dimensions, communication satisfaction, gender, and position in superior-subordinate compliance-gaining communication." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1784.
Full textSamuel, Glen. "The relationship between leadership and internal customer satisfaction within a motor manufacturing company in Gauteng." Thesis, Rhodes University, 2005. http://eprints.ru.ac.za/151/.
Full text"Defining incompatible behaviour in an employer/employee relationship." Thesis, 2014. http://hdl.handle.net/10210/12642.
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