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Dissertations / Theses on the topic 'Job competition'
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Chasampoulli, Antri N. "Job competition over the business cycle." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/3151.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2005.<br>Thesis research directed by: Economics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Figerl, Jürgen, and Thomas Grandner. "Job quality and wages in duopsony." Inst. für Volkswirtschaftstheorie und -politik, WU Vienna University of Economics and Business, 2008. http://epub.wu.ac.at/1304/1/document.pdf.
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In a simple oligopsonistic model, firms compete for labour through wages and job qualities. We modify the product market model developed by Vandenbosch/Weinberg 1995 and apply it to the job market with jobs being defined by two vertically differentiated non-wage characteristics. Workers differ in their valuation of these two characteristics but do not differ in their productivity. In equilibrium firms offer different wages and differ in only one of these non-wage characteristics. Whereas our labour market model is based on firms, we apply subclasses according to the UK SIC(2003) in our empirical analysis. When comparing subclasses within selected sectors (WERS) we found evidence that firms compete in both wages and job qualities. (author´s abstract)<br>Series: Department of Economics Working Paper Series
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Eriksson, Stefan. "The persistence of unemployment : does competition between employed and unemployed job applicants matter? /." Uppsala : Univ. Department of economics, 2002. http://www.loc.gov/catdir/toc/fy042/2003504673.html.
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Eriksson, Stefan. "The persistence of unemployment : does competition between employed and umemployed job applicants matter? /." Uppsala, Sweden : Dept. of Economics, Uppsala universitet, 2002. http://www.loc.gov/catdir/toc/fy042/2003504673.html.
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Dejemeppe, Muriel. "Unemployment persistence in Belgium: An in-depth econometric analysis of the flows out of unemployment." Université catholique de Louvain, 2002. http://edoc.bib.ucl.ac.be:81/ETD-db/collection/available/BelnUcetd-06072002-084825/.
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Finding an explanation for the rise and persistence of European unemployment has been one of the main research programmes of labour economists during the last decade. In this doctoral thesis, we contribute to this literature by questioning the causes of unemployment persistence in Belgium. To that purpose, we conduct an in-depth econometric analysis of the flows out of unemployment in this country. In Chapters 2 and 3, we study the behaviour of the exit rate out of unemployment over duration and calendar time. In Chapter 3, we investigate whether this behaviour differs according to the place of living and the skill level, as measured by the level of education. Finally, in Chapter 4, we determine to what extent the divergences in the rate of flowing from unemployment between workers with different levels of education can be explained by a skill mismatch phenomenon and/or by a job competition story. By refining the causes of unemployment persistence in Belgium, our doctoral research also contributes to the design of more effective labour market policies.
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Valenzuela, Abel. "Immigrants, minority workers, and job competition : a comparative analysis of New York and Los Angeles, 1970-1980." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/11133.
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Mhango, Muyeyeka Bazuka. "The impact of competition law remedies on the taxation process in South Africa." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/26630.
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Combating the effects of the global recession that hampered the economies of various nations has been endeavoured by many governments since 2008. The South African government’s stand to do this shows that it is possible to return the economy back to its glory days, however, the duration of this process of overturning the same is unknown. The government has raised policies and programs, one of which being the New Growth Path (NGP) to combat these effect. This programme, inter alia, calls for increased government expenditure to facilitate job creation through infrastructure development. It is trite economic principles that government expenditure has to be balanced with its revenue collection, otherwise it might lead to budget deficit. Prolonged budget deficit, naturally, is not ideal for a nation’s economy as the same increases government borrowing, results in higher taxes, and affects inflation. While government revenue is mostly financed through taxes, studies show that increasing taxes is also to the detriment for the economy. Therefore, there is a need for disenable policy stand to be taken in respect of the government’s programme, as well as the generation of revenue to support the same. In this regard, one of the ways being advanced by this research in respect of a better combating the recession is to utilise economic legislations enacted in the country. Amongst other economic legislations in South Africa this paper discusses Income Tax Act (SA ITA) (which regulate the persons to pay income taxes) and Competition Act (which regulate fair competition). The focus of this dissertation revolves around the impact competition law remedies have on the income taxation process. The aim of the research is to analyse the possible loopholes in the current legislation that might hamper a government revenue generation to support its new growth path. This was met through an extensive study of relevant literature in competition and income tax laws in South Africa and also comparative analysis with relevant laws of the United States of America (USA). The main conclusion drawn from this research is that there is an impact of the current competition law remedies on the income taxation process. This research promotes and argues for a change in approach, through government enactment of clear and certain laws both in the field of competition law and tax law. This change would assist government in raising revenue more effectively and achieve it economic growth path and, in turn, combat the global economic crisis that affected the economy.<br>Dissertation (LLM)--University of Pretoria, 2012.<br>Mercantile Law<br>unrestricted
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Turon, Helene. "Unemployment dynamics : duration dependence, unemployment flows, equilibrium and disequilibrium." Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390798.
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Andersson, Linda. "Essays on job turnover, productivity and state-local finance." Doctoral thesis, Umeå universitet, Nationalekonomi, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-141096.
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This thesis consists of four self-contained papers on job turnover, productivity and state- local finance. Paper [I] deals with the determinants of the rate of job turnover defined as the change in distribution of employment between and within industries in Swedish manufacturing. The rate of inter-industry job turnover is driven by the dispersion of profit changes among industries. Shifts in international competitiveness among industries seem to play a central role in the explanation of this pattern. The rate of intra-industry job turnover has been higher in industries with many small plants, low profit margins and high import penetration. Paper [II] analyzes the impact of openness on total factor productivity (TFP) growth. Using Swedish industry level data the results show that economically integrated industries tend to be more engaged in research and development (R&D) and have more entry and exit activity than other industries. The domestic R&D intensity does not contribute to the TFP growth rate. Instead, the results imply that openness to international markets, which helps facilitate technology spillovers, has a significant impact on the growth rate. There is also some evidence suggesting that producers exiting the market are less productive, implying that such exits will increase the average productivity of the industry concerned. The purpose of Paper [III] is to design and implement a test of whether the external effect from tax base sharing among local and regional governments is internalized via the intergovernmental transfer system. The test is based on the observation that if the external effect is internalized, an increase in the income tax rate at one level of government will induce the other level to reduce its income tax rate by the corresponding amount, leaving the effective tax rate unchanged. By using panel data for the Swedish local and regional public sectors, we estimate the reaction function for the local income tax rate. The results imply that an increase in the regional income tax rate induces the municipalities in the region to decrease their income tax rates. In addition, we are able to reject the null hypothesis that the external effect from tax base sharing is internalized. Paper [IV] concerns risk-sharing, in terms of how the central government smooths personal income among municipalities via the tax and transfer systems. Using Swedish panel data, the results show that the national tax and transfer systems mitigate an adverse shock to income of one krona so that disposable income falls by 67 öre, on average. However, there are large differences across regions, where the effect on disposable income varies between 32 and 78 öre in the krona.<br>digitalisering@umu
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Kereme, Philip Tene, and n/a. "Youth unemployment and schooling in relation to human resources development in Papua New Guinea." University of Canberra. Teacher Education, 1997. http://erl.canberra.edu.au./public/adt-AUC20050712.120913.
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Teixeira, Filipa Raquel Gonçalves. "Identidade à universidade: impacto na perceção de ânimo em relação a conseguir o primeiro emprego." Master's thesis, Universidade de Évora, 2014. http://hdl.handle.net/10174/12233.
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A forte identidade a um grupo socialmente valorizado aumenta a autoestima e causa uma atitude positiva face ao futuro. Neste contexto pretende-se compreender o efeito da identidade à universidade e das aspirações profissionais de estudantes de Psicologia, no desânimo face ao emprego, e o impacto das variáveis prestígio percebido e competição percebida na identidade à universidade. Estudou-se ainda o efeito da dimensão do grupo na identidade à universidade e na competição percebida. Os resultados revelaram que quanto maior a identidade, a perceção de prestígio, a competição intergrupal e as aspirações profissionais menor o desânimo de encontrar emprego. Mostraram também que a identidade estava fortemente associada à perceção de prestígio e competição intergrupal e que a dimensão do grupo teve efeitos na perceção de prestígio e competição intergrupal. Estes resultados podem contribuir para uma melhor compreensão da importância de promover uma forte identidade à universidade para o futuro dos alunos; Multiple organizational identities: The impact on risk perception of employment
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A strong identity to a socially valued group increases self-esteem and contributes to a positive attitude towards the future. It is intended to understand effect of the identity to the university and the professional aspirations of psychology students, in the dismay regarding employment. In this context it is intended to evaluate the impact of the variables perceived prestige and the perceived competition in identity to the university. Finally we intended to understand the impact of the university size on the identity and perceived competition. The results showed that the bigger the identity, the prestige perception, the intergroup competition and professional aspirations the less the hopelessness to find a job. They also showed that the identity is strongly associated with prestige perception and intergroup competition and that the group size had strong effects in prestige perception and intergroup competition. These results can contribute to a better understanding of the importance to promote a stronger identity to the university towards the student’s future.
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Li, Rongbin, and 李榕滨. "New competitive algorithms for online job scheduling." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/197555.
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Job scheduling, which greatly impacts on the system performance, is a fundamental problem in computer science. In this thesis, we study three kinds of scheduling problems, that is, deadline scheduling, due date scheduling, and flow time scheduling. Traditionally, the major concern for scheduling problems is the system performance, i.e. the “Quality of Service" (QoS). Different scheduling problems use different QoS measurements. For deadline scheduling, the most common QoS to optimize is the throughput; for due date scheduling, it is the total quoted lead time; and for flow time scheduling, it is the total (weighted) flow time.
Recently, energy efficiency is becoming more and more important. Many modern processors adopt technologies like dynamic speed scaling and sleep management to reduce energy usage. Much work is done on energy efficient scheduling. In this thesis, we study this topic for all three kinds of scheduling mentioned above.
Meanwhile, we also revisit the traditional flow time scheduling problem to optimize the QoS. However, we consider the problem in a more realistic model that makes the problem much more challenging.
Below is the summary of the problems studied in the thesis. First, we consider the tradeoff between energy and throughput for deadline scheduling. Specifically, each job is associated with a value (or importance) and a deadline. A scheduling algorithm is allowed to discard some of the jobs, and the objective is to minimize total energy usage plus total value of discarded jobs. When processor's maximum speed is unbounded, we propose an O(1)-competitive algorithm. When processor's maximum speed is bounded, we show a strong lower bound and give an algorithm with a competitive ratio close to that lower bound.
Second, we study energy efficient due date scheduling. Jobs arrive online with different sizes and weights. An algorithm needs to assign a due date to each job once it arrives, and complete the job by the due date. The quoted lead time of a job equals its due date minus its arrival time, multiplied by its weight. We propose a competitive algorithm for minimizing the sum of the total quoted lead time and energy usage.
Next, we consider flow time scheduling with power management on multiple machines. Jobs with arbitrary sizes and weights arrive online. Each machine consumes different amount of energy when processing a job, idling or sleeping. A scheduler has to maintain a good balance of the states of the machines to avoid energy wastage and, meanwhile, guarantee high QoS. Our result is an O(1)-competitive algorithm to minimize total weighted flow time plus energy usage.
Finally, we consider the traditional preemptive scheduling to minimize total flow time. Previous theoretical results often assume preemption is free, which is not true for most systems. We investigate the complexity of the problem when a processor has to perform a certain amount of overhead before it resumes the execution of a job preempted before. We first show an Ω(n^(1/4)) lower bound, and then, propose a (1+ε)-speed (1+ 1/ε )-competitive algorithm in resource augmentation model.<br>published_or_final_version<br>Computer Science<br>Doctoral<br>Doctor of Philosophy
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Takács, Jan. "Návrh zefektivnění procesu získávání a výběru pracovníků v IT společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224543.
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Diploma thesis is discussing the whole recruitment process. It further explains possibilities of raising effectiveness while choosing the right employees and focuses on long-term growth and productivity as well as motivation. Furthermore it contains an analysis of current situation in this field along with several suggestions for changes and improvements towards the future. Last but not least, it provides peak at modern trends in recruiting the most perspective people.
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Chan, Sze-hang, and 陳思行. "Competitive online job scheduling algorithms under different energy management models." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/206690.
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Online flow-time scheduling is a fundamental problem in computer science and has been extensively studied for years. It is about how to design a scheduler to serve computer jobs with unpredictable arrival times and varying sizes and priorities so as to minimize the total flow time (better understood as response time) of jobs. It has many applications, most notable in the operating of server farms. As energy has become an important issue, the design of scheduler also has to take power management into consideration, for example, how to scale the speed of the processors dynamically. The objectives are orthogonal as one would prefer lower processor speed to save energy, yet a good quality of service must be retained. In this thesis, I study a few scheduling problems for energy and flow time in depth and give new algorithms to tackle them. The competitiveness of our algorithms is guaranteed with worst-case mathematical analysis against the best possible or hypothetical solutions.
In the speed scaling model, the power of a processor increases with its speed according to a certain function (e.g., a cubic function of speed). Among all online scheduling problems with speed scaling, the nonclairvoyant setting (in which the size of a job is not known during its execution) with arbitrary priorities is perhaps the most challenging. This thesis gives the first competitive algorithm called WLAPS for this setting.
In reality, it is not uncommon that during the peak-load period, some (low-priority) users have their jobs rejected by the servers. This triggers me to study more complicated scheduling algorithms that can strike a good balance among speed scaling, flow time and rejection penalty. Two new algorithms UPUW and HDFAC for different models of rejection penalty have been proposed and analyzed.
Last, but perhaps the most interesting, we study power management in large server farm environment in which the primary energy saving mechanism is to put some processors to sleep. Two new algorithms POOL and SATA have been designed to tackle jobs that cannot and can migrate among the processors, respectively. They are integrated algorithms that can consider speed scaling, job scheduling and processor sleep management together to optimize the energy usage and ow time simultaneously. These algorithms are again proven mathematically to be competitive even in the worst case.<br>published_or_final_version<br>Computer Science<br>Doctoral<br>Doctor of Philosophy
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Soliveres, Anne-Victoria. "Le salarié dans la compétition." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020032.
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La compétition et la compétitivité ne doivent pas être exclusivement étudiées sous l’angle de l’entreprise. A l’instar de la matière économique, le droit du travail a su s’en emparer afin d’instaurer un cadre régulateur et protecteur pour les salariés. Son intervention n’est toutefois pas uniforme et s’adapte aux compétitions rencontrées. La première s’organise en amont de la conclusion du contrat de travail et oppose des demandeurs d’emploi. Elle est marquée par un déséquilibre et une inégalité manifestes que le droit du travail cherche à atténuer. Dans la seconde compétition, se rencontrent des entreprises souhaitant préserver et dynamiser leur compétitivité. Toutefois, les droits des salariés ne doivent pas être sacrifiés sur l’autel de la performance. Une intervention du droit du travail est là encore exigée. Ainsi, dans chacune de ces compétitions, des garde-fous sont érigés permettant d’offrir aux salariés, actuels ou en devenir, des garanties appropriées<br>Competition and competitiveness should not be exclusively reviewed through the prism of companies. In the manner of economic matter, labour law was able to seize these notions, in order to establish a protective regulatory framework of the employees’ interests. Nonetheless, its intervention is not unvarying, and manages to adapt itself to the encountered competitions. Firstly, it can be found before the conclusion of the contract of employment, and brings into opposition job seekers against one another. It is marked by a disequilibrium and a patent inequality which labour law seeks to level. In the second type of competition, companies wishing to preserve and uplift their competitiveness meet. However, employees’ rights ought not to be sacrificed on the altar of performance. There again, an intervention of labour law is required. Thus, in each of those competitions, legal safeguards are erected, permitting the access for current or soon-to-be employed workers, to suitable guarantees
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Sunde, Uwe. "Aggregate returns to individual decisions : development, income inequality and competition for jobs and workers /." Frankfurt am Main [u.a.] : Lang, 2003. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=010574416&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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van, Doormaal Jos [Verfasser]. "Nonlegal Sanctioning in Private Legal Systems : Limits in US Antitrust Law and EU Competition Law / Jos van Doormaal." Baden-Baden : Nomos Verlagsgesellschaft mbH & Co. KG, 2021. http://d-nb.info/1233109448/34.
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Le, Roux Leonie. "The development of an instructional design model as a strategic enabler for sustainable competitive advantage." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1483.
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PhD<br>Thesis (PhD (Business Management))--Stellenbosch University, 2008.<br>Organisations increasingly operate in an environment of continuous change and turbulence which places new demands on the choice of business and supportive strategies relevant not only to the sustainable competitive advantage (SCA) of the particular organisation, but also countries and the global nature in which they operate. A business-level strategy is to a large extent vested in intangible resources, specifically human resources strategy and capital, including the capabilities embodied in a productive and skilled workforce. In Africa, and South Africa in particular, there is a shortage of a workforce of such a nature. This is amongst others the result of past inequalities but also of shortcomings in current training practices in both the private and public sectors. One way to improve workforce output is though appropriate training aimed at increasing job-specific knowledge and the concomitant skills and productive behaviour.
Changes and turbulence in the environment, therefore also create different challenges to training strategies and practices, with a shift from all-at-once to ongoing training with verifiable learning. In this regard instructional design (ID) models are deemed intrinsic to training strategy.
In this dissertation an ID model within a particular contextualised situation is offered that broadens, deepens and extends existing ID models by positioning it within business-level strategy and by utilising a multidisciplinary approach pertinent to the new demands on training. To serve as a test-bed for the ID model it is implemented in a case organisation. The aim of the research is to evaluate the impact, based upon action standards, of the ID model on job-specific knowledge and productive behaviour and to provide an explanation of the internal construct relationships of the ID model. The purpose of the research is exploratory and interpretive, culminating in the single-case study tactic, wherein both quantitative and qualitative methods are applied. The case organisation is considered to be representative of a certain type of organisation with comparable characteristics. Where the existing literature supports the results (as in this instance), inductive generalisation facilitates the transferability and exportability of the ID model to other organisations. Results reveal a positive reaction to the ID model and a measurable increase in job-specific knowledge and concomitant productive behaviour. It is considered to be preferable over more traditional training practices. The relationships between the internal constructs of the ID model and improved job-specific knowledge and productive behaviour are seen to be facilitated by the combination and interplay of the components of the ID model.
The contribution of this research is in providing and evaluating an ID model aimed at addressing the previous shortcomings in training and ID models and the application thereof in practice. Thus, the significance of the study lies in its extension of existing literature on ID models and specifically their contribution to sustainable competitive advantage, i.e. an academic theoretical contribution that extends the current body of knowledge. Particularly in its South African and African context, given the background of shortages in skills and productive behaviour and the need for fast-tracking the development of a competent workforce, the study is significant in that it provides guidelines for the practical development and implementation of a new ID model. The study makes recommendations to enhance both the formulation of the theoretical ID model as well as its practical implementation. It furthermore recommends extended research to explore the possibility of exporting the ID model to a broader range of private sector organisations as well as its possible transferability to public sector organisations.
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Indrė, Juknytė-Jurkuvienė. "Pieno ūkio strategijos poveikis jo konkurenciniams pranašumams." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_154020-84171.
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Magistrantūros studijų baigiamasis darbas, 99 puslapiai, 31 paveikslas, 18 lentelių, 3 formulės, 56 literatūros šaltiniai, 4 priedai, lietuvių kalba. Tyrimo objektas – Šilalės rajono pieno ūkiai. Tyrimo dalykas – pieno ūkių veiklos strategijos. Tikslas – ištirti Šilalės rajono pieno ūkius ir nustatyti strategijos poveikį įvairaus dydžio ūkių konkurenciniams pranašumams. Uždaviniai: 1.Išanalizuoti šalies ir užsienio autorių mokslinę literatūrą strategijų rengimo ir konkurencinių pranašumų kūrimo klausimais. 2.Parengti pieno ūkių tyrimo metodiką. 3.Pateikti pieno ūkio strategijos vertinimo modelį. 4.Atlikti pieno ūkių apklausą Šilalės rajone. 5.Parengti pieno ūkio konkurencinių pranašumų kūrimo modelį. 6.Sukurti smulkaus, vidutinio ir stambaus pieno ūkio veiklos strategijas ir įvertinti jų įtaką ūkio konkurenciniams pranašumams. Tyrimo metodai - mokslinės literatūros loginė, aprašomoji ir palyginamoji analizė; anketinė apklausa bei pusiau struktūrizuota smulkaus, vidutinio ir stambaus pieno ūkių savininkų apklausa; ūkių stiprybių, silpnybių, galimybių ir grėsmių analizė; statistinis metodas (SPSS 13.0 programa); finansinė rizikos vertinimo analizė; grafinis modeliavimas. Apibendrinant mokslinės literatūros analizės, statistinės analizės bei empirinio tyrimo rezultatus galima teigti, jog veiklos strategijos įgyvendinimas pieno ūkyje padeda sukurti konkurencinį pranašumą lyginant su kitais tokio pat dydžio ūkiais.<br>The final work of master studies, 99 pages, 31 pictures, 18 tables, 3 formulas, 56 sources of literature, 4 supplements, Lithuanian. Research object – milk farms of Šilalė district. Research subject – milk farms action strategies. The purpose of work is to investigate milk farms of Šilalė district and to define strategy influence on different size farms competitive advantages. Research tasks: 1.To analyze national and foreign authors research literature of strategy arrangement and competitive advantages creation. 2.To prepare a technique for research of milk farm. 3.To propose milk farm strategy evaluation model. 4.To investigate milk farms owners in Šilalė district. 5.To frame milk farm competitive advantages creation model. 6.To create small, medium and large milk farm action strategies and to evaluate influence on farm competitive advantages. Research methods – scientific literature logic, monographic and comparable analysis; questionnaire survey and semi-structured interview of small, medium and large milk farm owners; the analysis of farms strengths, weaknesses, opportunities and threats; statistic method (SPSS 13.0 program); financial evaluation of risk; graphic modeling. In conclusion of scientific literature research, a statistic analysis and empiric research result the decision is that actions strategy in milk farm helps to create competitive advantage in comparison with other the same size farms.
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Mulcahy, Michael. "Review of the competitive bid for PV in South Africa: is SA maximising job creation and value for money from its photovoltaic industy?" Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/29051.
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South Africa's utility scale renewable energy industry began in earnest in November 2012. November 2012 saw the 1st round of utility scale renewable energy projects reaching financial close. These, renewable energy independent power producer, projects will be integrated into the national electricity grid and become part of South Africa's electricity generation mix. South Africa's renewable roll-out is set against a period of strong growth in the international renewable energy market particularly 2010 and 2011. The recent slowdowns in the market in Spain and Germany make South Africa highly attractive to foreign developers, financiers and suppliers. The path to reaching financial close for the first round of renewable energy project in South Africa was an uncertain one. South Africa switched from the more popular feed-in tariff (FiT) to a competitive bidding system in late 2010, causing delays and decreased confidence in the South African market. Within the new, competitive bidding programme there were complicated surety, economic development, financing and structuring requirements. These requirements reflect the myriad and sometimes unaligned goals of National Treasury, the Department of Energy (DoE), the Economic Development Department (EDD) and the Department of Trade and Industry (the dti). By the end of 2012, bids for the first two rounds of projects had been concluded, preferred bidders announced and financial close of round 1 achieved. This progress has raised questions. Were the goals of value for money and economic development attained? Are there additional areas where South Africa could improve the process to yield a more politically, socially or financially desirable result? Where is the job creation in these projects and what portions of the projects are localised? This research paper will consider the impact of the competitive bid on local manufacturing, specifically in the photovoltaic industry, and develop an understand where jobs are created along the value chain. This research paper will assess the competitiveness of locally manufactured photovoltaics? It will identify the portions of the value chain that yield high relative concentrations of jobs, and whether policy makers could design incentives and regulations that focus on the portion of the value chain which increases 'value for money' in South Africa?
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Giessing, Leonie Verfasser], Justus [Gutachter] [Haucap, and Ulrich [Gutachter] Heimeshoff. "Three Essays in Applied Economics - Empirical Analyses of Renewable Energies & the Relationship between Competitive Sports and Job Success / Leonie Giessing ; Gutachter: Justus Haucap, Ulrich Heimeshoff." Düsseldorf : Universitäts- und Landesbibliothek der Heinrich-Heine-Universität Düsseldorf, 2017. http://d-nb.info/1131252977/34.
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Giessing, Leonie [Verfasser], Justus [Gutachter] Haucap, and Ulrich [Gutachter] Heimeshoff. "Three Essays in Applied Economics - Empirical Analyses of Renewable Energies & the Relationship between Competitive Sports and Job Success / Leonie Giessing ; Gutachter: Justus Haucap, Ulrich Heimeshoff." Düsseldorf : Universitäts- und Landesbibliothek der Heinrich-Heine-Universität Düsseldorf, 2017. http://nbn-resolving.de/urn:nbn:de:hbz:061-20170427-130905-3.
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Ortez, Omar A. 1968. "Manufacturing firms and local jobs : the influence of competitive strategies on labor in the garment sector of San Francisco El Alto, Guatemala." Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/69445.
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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, February 2003.<br>Includes bibliographical references (leaves 85-86).<br>This empirical research address how the growth gained by San Francisco El Alto's garment sector has spread across the local population. It makes evident how the family-owned firms that comprise the local industry have learned to built the strategies they use in order to be competitive at their core set of markets, and how these strategies have influenced the patterns of jobs creation, and working conditions that today exist in the municipality. A moving picture of connections between firms and local labor market development is described through the historical account of the evolving local industry. Main findings include political-economic ones at the local and national level supporting the capacity of local fabric wholesalers to reduce the costs of raw materials to local manufacturers at the time that the expansion and diversification of small and medium-size manufacturers have spread local jobs. Class clashes, ethnic ties and long term family economic strategies are found having influence in local leaning about how to build competitive strategies. The importance of domestic and regional markets, as well as similar markets from neighboring Central American countries, as well as the South of Mexico, as their core market niches is also addressed.<br>by Omar A. Ortez.<br>M.C.P.
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Van, der Merwe Izak Wilhelmus. "A critical analysis of factors that influence employee work performance." Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/829.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2008.<br>ENGLISH ABSTRACT: The modern world of business has accepted the fact that true organisational
competitive ability lies hidden in the depths of individual human beings and their
commitment to deliver super standard outputs. The secret to outperforming
competitors has become increasingly dependent on the levels of performance
delivered by an organisation’s employees, and an age old burning question has yet
again risen to the fore: What are the factors that influence employee work
performance?
This study presents the background to this question by clearly defining the problem
and the relevant definitions of concepts and terms generally used in the arena of
employee work performance.
An overview of employee work performance is introduced by applying a suitable
model to explain job performance where after the measurement of employee work
performance is investigated. Consideration is given to the different types of
performance measurement, the people responsible for measuring employee work
performance as well as the reasons for measuring performance.
Upon clearly establishing a proper frame of reference with regard to employee work
performance, the factors influencing performance are discussed under the topics of
motivation and rewards. Motivation and its influence on employee work performance
is approached from a top down perspective considering in the first place the different
groupings or categorisation of motivational theories, where after those motivational
theories under consideration are discussed in more detail.
Rewards, as a factor influencing employee work performance, is considered to be
applied in the form of remunerative compensation and relational rewards, while
constantly applying the concept of total rewards and it’s ability to influence employee
work performance as a more recent approach to reward management.
Remunerative compensation is first considered as applied by three theories of
motivation upon which follows a more detailed discussion on the details of
remunerative compensation rewards. Relational rewards are considered in different
categories or groups with special emphasis on their role as applied to the total
rewards approach.
The study concludes by summarising the findings with regard to employee
performance, employee motivation and rewards, and finally presents a discussion on
different trends pertaining to reward management.<br>AFRIKAANSE OPSOMMING: Die moderne besigheidswêreld het reeds aanvaar dat die ware vermoë van ‘n
maatskappy om te kompeteer in die diepte van individuele mense en hul toewyding
tot bo-gemiddelde uitsette rus. ‘n Maatskappy se vermoë om suksesvol te
kompeteer word meer-en-meer afhanklik van die vlakke van prestasie van die
maatskappy se werknemers, en die oer-oue vraag kom daagliks weer na vore:
Watter faktore beϊnvloed ‘n werknemer se werksprestasie?
Die studie lewer die agtergrond tot hierdie vraag deur die probleem duidelik te
identifiseer asook die relevante definisies van algemeen gebruikte konsepte en
terme wat betrekking het op werknemer werksprestasie.
‘n Oorsig van werknemer werksprestasie word voorgestel deur die toepassing van ‘n
gepaste model om werksprestasie te verduidelik waarna die meting van
werksprestasie ondersoek word. Verskillende tipes prestasie-meting, die mense wat
verantwoordelik is vir die meting van werknemer werksprestasie asook die redes vir
die meting van werksprestasie word oorweeg.
Nadat ‘n duidelike verwysingsraamwerk met betrekking tot werknemer
werksprestasie daargestel is, word die faktore wat werksprestasie beϊnvloed onder
die hoofde van motivering en vergoeding bespreek. Die invloed van motivering op
werknemer werksprestasie word benader vanuit ‘n oorhoofse perspektief deur eers
die verskillende groeperings en kategorieë van motiveringsteorieë te oorweeg,
waarna die spesifieke motiveringsteorieë wat betrekking het op hierdie studie in meer
detail bespreek word.
Vergoeding, as ‘n faktor wat werknemer werksprestasie beϊnvloed, word beskou in
die vorm van geldelike vergoeding asook verhoudings-vergoeding, terwyl die konsep
van totale of algehele vergoeding en die invloed wat dit op werknemer
werksprestasie het, deurentyd toegepas word as ‘n meer moderne benadering tot
vergoedingsbestuur.
Geldelike vergoeding word eerstens beskou uit die standpunt waar drie
motiveringsteorieë respektiewelik daarop toegepas word, waarna ‘n meer
gedetaileerde bepreking aangaande geldelike vergoeding volg. Verhoudingsvergoeding word beskou soos toegepas in verskillende groepe of kategorieë met
spesiale fokus op die rol wat gespeel word in die totale of algehele
vergoedingsbenadering.
Die studie volstrek deur die bevindinge met betrekking tot werknemer
werksprestasie, werknemers motivering en vergoeding op te som, waarna met ‘n
finale bespreking van verskillende toekomspatrone met betrekking tot
vergoedingsbestuur afgesluit word.
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Daigo, Schulte Maria Joy [Verfasser], Rainer [Akademischer Betreuer] [Gutachter] Matyssek, Wolfram [Gutachter] Beyschlag, and Johannes [Gutachter] Schnyder. "Space- and resource-related decomposition of growth for understanding mechanisms of competitive success / Maria Joy Daigo Schulte. Betreuer: Rainer Matyssek. Gutachter: Wolfram Beyschlag ; Johannes Schnyder ; Rainer Matyssek." München : Universitätsbibliothek der TU München, 2016. http://d-nb.info/1107543444/34.
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KO, CHIU-CHUN, and 高超俊. "nd Job Satisfaction of Corporate Volunteers－Motech Award 2013 Creative Design Competition Using Solar Cell." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/3zftvy.
Full textAbstract:
碩士<br>國立高雄師範大學<br>工業科技教育學系<br>102<br>The purpose of this study is to investigate into what drove the 12 corporate volunteers to offer illustrative services at the Special Exhibition of 2013 Motech Award and what organizational identity and service satisfaction they have derived from the volunteer services in the hope that the findings of the study can be used as a basis for promoting corporate volunteer program and encouraging staff to participate into volunteering work. It may also serve as a useful training tool to those volunteer event organizers who organize exhibition events jointly with museums.
This study combines quantitative and qualitative survey methods to analysis the data and information collected by means of questionnaire and in-depth interviews against the 12 corporate volunteers. Based on the quantitative analysis and qualitative analysis, it was found that the motivations of the 12 corporate volunteers for offering illustrative services include: sharing their enthusiasm and knowledge about solar cell to the community; contributing to the community and delivering their social responsibilities; acquiring new knowledge and enhancing their illustration skills, etc. On the organizational identity front, the 12 corporate volunteers, concurring to their Company's policy to promote corporate social responsibility, are enthusiastic in participating the volunteer services, use their best efforts to pursuing the organizational goals and safeguarding the Company's reputation and image. On the service satisfaction front, the satisfactions that the 12 corporate volunteers have derived include: enriching their knowledge and illustration skills; feeling delightful via interacting with co-workers; improving self-confident while being able to respond to audiences' questions, feeling satisfied, etc.
Based on the findings of the study, recommendations will be put forward which include provision of compulsory moving lines and advance tour booking facilities so as to boost the quality of illustrative services and prevent the corporate volunteer from working longer hours. The coverage of the volunteer services can be extended to external campus site, other counties and museums or via setting up booth in the large-scale exhibition event organized by counties so as to allow more people to acquire the knowledge of solar photovoltaic.
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Nicholson, George. "(Open Market + Deregulation) ÷ Competition = Innovation + Excellence: The Experiences of Music Teachers in the Age of Neoliberal Reform." Thesis, 2020. https://doi.org/10.7916/d8-smkx-kd76.
Full textAbstract:
A music teacher’s place of work—the school, the geographical focus of this dissertation—is always in a state of reform and thus what constitutes quality work within this space is also in constant flux. Contemporary schooling exists in and as a marketplace shaped by neoliberal policies, with goods managed by a cacophony of entities from governmental programs to private organizations. These policies are not only a structural change, but also a method of forming and reforming teachers. Necessarily—inevitably— policy changes what learning looks like, how it is accomplished, and who the music teacher is. The purpose of this study is to explore the lived experiences of music teachers who work and interact within the phenomenon of contemporary neoliberal-influenced schools. I examine how music teachers operate and think, maneuver and resist, choose and refuse, submit and comply within the forces that define the conditions of contemporary schools. This topic was examined through a phenomenological case study of a private non- profit organization that manages music teachers in public school settings. Data came from the lived experiences of 8 music teachers, which were elicited through interviews and observations, as well as participant-researcher journals and document collection. Analysis indicated that the phenomenon of contemporary schooling is unique in the ways that teachers enter into the new space, the ways in which work towards or in opposition to performance expectations, and the ways in which they find support in working through perceived contradictions. Implications reveal the ways that education policies shape teacher identity and quality teaching and learning.
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Hsu, Yu-Ming, and 許祐銘. "A Study of the Relationship between Organizational Competition and Job Performance-also on the ModeratingEffect of Innovation Capability." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47132397779002036945.
Full textAbstract:
碩士<br>大葉大學<br>人力資源暨公共關係學系<br>100<br>In any case the competitive environment, enhance their job performance is the most important, so performance is not, but for the organizational behavior of the important issues, the organization of competition and performance of employees is also closely related to employee work performance, is not it a direct impact on organizations Affect the competitiveness of its profit growth. Group competition on the job performance of employees to be positive or negative effect, should be subject to different contexts result of the influence to do further research remains to be clarified. Therefore, the reason for the attention of the study, the organization of competition on the job performance of employees are, the main research questions this study and motivation.In this research, the interference of innovation, the future members discussed how innovation capability through an impact on job performance and level of role ambiguity and organizational self-respect as the study of the control variables into the analysis. Questionnaires have been completed n March, 2010, a total of 330 valid questionnaires were issued. Results were as follows:
1.Group competition impact on job performance.
2.Group competition and the relationship between job performance and innovation capability will not be affected by the interference.
3.Role ambiguity and Organization based self-esteem as control variables, the innovation capacity will not affect the group competition relationship with job performance.
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Hu, Chou-Yuan, and 胡洲遠. "The study of instructors’ participating motivations and job satisfaction to skills competition: in terms of information-related classes." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/60915901816579272549.
Full textAbstract:
碩士<br>中華大學<br>資訊管理學系碩士班<br>98<br>Skills competition was promoted by the Ministry of Education to raise students learning interests and their sense of honor; meanwhile increasing the chances of interactions and observation of achievements among schools to improve and develop the vocational education. From the viewpoint of human resource management, if we could understand the motivation of why instructors want to participate in the training and their satisfaction when working activity, meanwhile eliminating the factors that may affect the instructors’ unwillingness to instruct the students, we could inspire the instructors to continue participating in the instruction of the students. The aim is to nurture more professional technicians.
To understand the instructors’ participating motivations and job satisfaction to skills competition, factor analysis was first used in instructor’s participating motivation and their satisfaction in working. Regression analysis was then used to find out the important variables that could predict the instructors’ intention to continue instruction. Finally, t-test or ANOVA were used to examine how the personal traits would affect their motivation, their job satisfaction, and their intention to continue instruction.
Respondents of at least one experience in instructing students to skill competition were considered qualified for analysis. 300 questionnaires were distributed and then the 214 valid questionnaires were collected. According to analytical results, six factors of instructors’ participating motivation and five factors of job satisfaction was obtained by factor analysis, respectively. Then the regression analysis results showed that the factor of interpersonal relationship of instructors’ participating motivation has a significant negative influence on the intention to continue instruction, while the growth and achievement, rules for nomination, and welfare and care in the aspect of job satisfaction, have a significant positive influence on the intention to continue instruction. Furthermore, participating motivation of non-interpersonal factor, and higher degree of satisfaction in terms of the aspects of growth and achievement, regulations for nomination, and welfare and care, then the instructors will have more intention to continue instruction the student.
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KUO, WEN-PING, and 郭雯萍. "Competition, be benefited? or be disaster? Explore the constructive effect of the Chinxin Relationship on Thriving at Work and Job satisfaction: Competitive Climate as a Moderated Mediator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/dg45tv.
Full textAbstract:
碩士<br>銘傳大學<br>諮商與工商心理學系碩士在職專班<br>107<br>This study has examined the impacts of Chinxin Relationship and job satisfaction under the context of Chinese-specific organizations, and examined the mediating effects of job dynamism and the relevance of conscious perceptions of subordinate relations under a competitive climate. In this study, questionnaires are used as the research approach. Employees hired by domestic companies for more than one year were interviewed, and 212 valid copies of questionnaires were collected. It is expected that this study will be used empirically to examine the effects of various variables in Chinxin Relationship. The results were found under the empirical results. It can further strengthen the theoretical basis of LMX. When the relationship between subordinate perception and supervisor's kinship is better, a subordinate can get a higher reward. When a subordinate makes mistakes, he can get smaller culpability from the supervisor. This study points out further steps. When the quality of the relationship between subordinates and supervisors is good, the employees will not only give feedback to the supervisors and organizations at work, but also make more sense in their work. Therefore, it can be seen that Chinxin Relationship does affect the degree of employees' satisfaction with their work. Finally, there are the discussions of the implication of this study, research limitations, and future directions.
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Yang, Shin-Huan, and 楊世煥. "A Study on Taiwan Business Enterprises External Educational Training and the Exploration on International Authentication Exams for on the Job Competition." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/2yz8f8.
Full textAbstract:
碩士<br>世新大學<br>資訊管理學研究所(含碩專班)<br>97<br>The society is changing and the world advances rapidly. It forces people to confront different kind of challenges everyday. Increasing self ability is the only survival way in this kind of variable environment.
In order not to be eliminated through an intense competition is an issue that everyone has to face. Therefore, to exalt one’s on the job competition capability will be the best way. At the era of people making the best of one’s time, the efficient learning will easily catch the initiative. At the business competition, those enterprises who emphasize the educational training will own better assets of talented staffs and will not effect by environment vicissitude. Management achievements for the enterprises will also have the relatively stable effect.
This study is to target on collecting the related academic information from on the job competition, outsourced information training and international certificates. Further develops questionnaires. The way to adopt questionnaires inquire is sampling the diagnosis based on those who are currently the trainees at the information training center.
The result discovered there were obvious differences between sexes for the competition in the information system industr. There were also differences on the selection of the courses. Males preferred to choose the network administration. Females would choose course of information management and system development.
Based on the professional, those who worked for long time and already professional skills would participate more variety of courses. This indicates the informational training will be absolutely helpful for developing better professional skill for people. This study discovers the preson who is holding more number of international certificates makes more competitive.
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Chang, Mei-Yao, and 張美瑤. "A Study of Relationships among Teacher's Job Involvement, Work Values, Benefits of Industry-Academic Cooperation and Schools' Competition in Technical and Vocational Colleges of Taiwan." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/63542022148509133415.
Full textAbstract:
博士<br>國立高雄師範大學<br>工業科技教育學系<br>103<br>The purpose of this study was to investigate the teacher's job involvement, work values, benefits of industry-academic cooperation and schools' competitiveness in technical and vocational colleges of Taiwan. It also aimed at analyzing the different situations taken on by the different background variables, and exploring teacher's job involvement, work values, benefits of industry-academic cooperation and schools' competitiveness. Finally, this study intended to figure out that school competitive could be predicted by job involvement, work values, benefits of industry-academic cooperation. Questionnaire survey was adopted as the research method in this research and the technical and vocational colleges were picked as target population of this survey. After stratifying random sampling by school sizes, location, scale, the researcher sent out 330 questionnaires to 19 colleges. 297 responses were retrieved and 289 of them were valid for this study, in a rate of up to 97.3%. The collected data were analyzed by means of average, standard deviation, t-test, one-way ANOVA, Pearson’s product correlation, step-wise multiple regression and structural equation model. The main findings of this research are presented as follows:
1. The score of teacher's work values is above the average, of which the “Self-development” is relatively better.
2. The score of teacher's job involvement is above the average, of which the “Job evaluation” is relatively better.
3. The score of benefits of industry-university cooperation is above the average, of which the “Employability practice” is relatively better.
4. The score of schools' competitiveness is above the average, of which the “Performance advantages” is relatively better.
5. The subject who are male, junior teaching, senior working have higher cognition of work values.
6. The subject who are junior teaching, senior working, and working in government school have higher cognition of job involvement.
7. There is no difference between background of teacher and college in cognition of benefits of industry-academic cooperation
8. The subject who are male, junior teaching, junior working,title of professor, and work in government school have higher cognition of benefits of industry-university cooperation.
9. The higher level work values, job involvement and benefits of industry-academic cooperation reaches, the higher schools' competitiveness is.
10. The work values, job involvement and benefits of industry-academic cooperation can apparently predict the schools' competitiveness, of which the “Job pleasure” can best predict the school effectiveness.
11. There is a significantly affect from work values, job involvement and benefits of industry-academic cooperation to schools' competitiveness.
According to those conclusions, some useful suggestions were presented to the education administrative organizations, junior high school principals, and future study.
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Huang, Yueh-Wen, and 黃玥玟. "A Study on the Reasonableness of Restraining Workers’ Freedom to Switch to Another Job －A Focus on Minimum Years of Service Clauses and Non-Competition Clauses." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/68520491935106515698.
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Huang, Siou-Li, and 黄秀里. "This study is based on the fewer babies phenomenon in Taiwan and the competition & cooperation model of education service quality to discuss the relation among organization leading、commitment and the job satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/52649913043672670789.
Full textAbstract:
碩士<br>康寧大學<br>生產事業管理研究所<br>100<br>This study is based on the fewer babies phenomenon in Taiwan and the competition & cooperation model of education service quality to discuss the relation among organization leading、commitment and the job satisfaction. The questionnaire survey is used here and the objects of research are the teachers of the Chang hua County elementary schools. Stratified random sampling is adopted based on the size of schools. 250 questionnaires are distributed, and we get 233 copies to analyze after eliminating invalid ones. Through the analysis of statistics, we get the following conclusions: (1) an obvious relation exists between the paternalistic leadership of elementary school principals and organizational commitment, (2) an obvious relation exists between the paternalistic leadership of elementary school principals and job satisfaction, (3) an obvious relation exists between the organizational commitment and job satisfaction, (4) the job satisfaction can be predicted by the paternalistic leadership of elementary school principals (5) the job satisfaction can be predicted by the organizational commitment. According to the eventual research, a suggestion is concluded as the reference by the principals and teachers of Chang hua County elementary schools and people engaged in related researched afterwards.
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Cunha, Filipa Mendes. "Evolução das qualificações no sector do comércio em Portugal: contributos para uma reflexão sobre o (eventual) crowding out." Master's thesis, 2018. http://hdl.handle.net/10071/17555.
Full textAbstract:
Os investimentos no ensino superior suscitam uma discussão sobre a reação dos
empregadores à oferta de graduados em Portugal. O objectivo deste estudo é analisar
a evolução das qualificações em determinadas profissões de forma a identificar
possíveis alterações da escolaridade requerida. A literatura aponta para a hipótese do
crowding out que significa a preferência dos empregadores por trabalhadores com
elevados níveis de escolaridade para profissões onde trabalhadores com menos
escolaridades têm tradicionalmente oportunidades de emprego. Estas situações tendem
a ser mais intensas em mercados de trabalho segmentados e, como tal, um número
considerável de trabalhadores pouco qualificados enfrentam situações de exclusão do
mercado de trabalho. Este estudo é de natureza descritiva, e incide sobre o sector do
comércio, que tem recrutado graduados em Portugal. A análise empírica visa identificar
profissões em que se verifica um aumento ou diminuição da escolaridade dos
trabalhadores e analisar características distintivas dos trabalhadores nessas mesmas
profissões. Esta pesquisa utiliza os dados dos Quadros de Pessoal em 2006 e 2012 e
compara o nível de escolaridade dos trabalhadores nas mesmas profissões. A análise
empírica fornece uma perspectiva geral da evolução das qualificações ao nível da
profissão, uma análise dos novos recrutamentos, e estudo das profissões que registam
aumentos no número de trabalhadores com o ensino secundário e superior. Os
resultados indicam que há indícios da requalificação das profissões pouco qualificadas,
facto que se deve essencialmente ao aumento dos trabalhadores com o ensino
secundário.<br>The investments in higher education raise the discussion about employers’ reaction
to the supply of graduates in Portugal. The goal of this study is to examine the evolution
of qualifications in a set of occupations in order to ascertain whether a change of required
education took place. The literature points to the crowding out hypothesis, which means
a preference of employers for more educated workers for occupations where traditionally
low-educated workers find job opportunities. These phenomena tend to be more
intensive in segmented labour market and, consequently, a non-negligible proportion of
low-skilled workers is excluded from the labour market. This is a descriptive research
and focuses on the trade sector, which has been hiring graduates in Portugal in recent
years. Empirical analysis attempts to identify occupations where the educational level of
workers increased or decreased, and examine the workforce characteristics in those
occupations. It draws on Quadros de Pessoal dataset and compares the educational
levels in 2006 and 2012 in the same occupations. Empirical findings provide a general
picture of the evolution of qualifications in each occupation; an analysis of the new hiring
criteria; and an identification of occupations where the proportion of secondary and
higher education graduates has increased. The findings indicate that an upgrading exist
in some occupations previously filled by low-educated workers. This upgrading is
pronounced for secondary level graduates
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Chan, Yueh-Ling, and 詹月伶. "Examining the Relationships among Competitive Climate Perception, Job Demands, and Job Burnout." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5s9t62.
Full textAbstract:
碩士<br>淡江大學<br>企業管理學系碩士在職專班<br>106<br>In order to survive under global competition, businesses often utilize various strategies to enhance their competitive advantage. Employees are facing greater workloads, excessive working hours, and higher job demands. As such, they need to continuously devote more efforts to cope with job demands. The long-term job demands exhaust employees’ spirit and material resources, and thus may lead to job burnout with employees.
Using the employees of a financial institution as the subjects, we collected a total of 395 effective survey responses and conducted relevant analysis. The results revealed that competitive climate perception has a positive effect on job demands, and that job demands have a positive effect on job burnout. In addition, competitive climate perception is positively related to job burnout. Job demands have a complete intermediary effect on the relation between competitive climate perception and job burnout. However, procrastination personality does not have a moderating effect on the relation between job demands and job burnout. Based on the results, managerial implications and recommendations were discussed.
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Freitas, Mariana Gouveia. "Os determinantes da satisfação no trabalho e o seu impacto no comportamento pessoal e profissional dos trabalhadores." Master's thesis, 2019. http://hdl.handle.net/10316/90101.
Full textAbstract:
Dissertação de Mestrado em Marketing apresentada à Faculdade de Economia<br>Objetivo: Sendo a satisfação de um trabalhador um tema que tem ganho uma crescente importância nos últimos anos como fator relevante para o sucesso organizacional, este estudo tem como objetivo identificar as variáveis que promovem satisfação nos trabalhadores bem como identificar as consequências dessa satisfação. Desta forma, pretende-se averiguar se as variáveis LMX, TMX, Reconhecimento, Segurança no Trabalho, Empowerment, Clima Organizacional, Stress no Trabalho, Salário e Equilíbrio Emocional e Paz Interior influenciam a Satisfação no Trabalho, e se essa satisfação influencia, por sua vez, a Satisfação com a Vida, Orientação para o Cliente, Comprometimento Afetivo Organizacional, Lealdade, Orgulho na Organização e Iniciativa Pessoal.Metodologia: Para realização da pesquisa, optou-se por um estudo cross-section utilizando um questionário de caracter fechado, elaborado através de escalas de autores conceituados respondidas segundo uma escala de Likert de 7 pontos. O questionário foi divulgado pelas redes sociais obtendo-se assim 418 respostas de trabalhadores portugueses. Os dados recolhidos da amostra foram analisados e processados nos softwares estatísticos IMB SPSS v.25 e IMB SPSS AMOS v.25, baseando-se no Modelo de Equações Estruturais.Resultados: Os resultados evidenciam que, relativamente a esta amostra, os trabalhadores estão razoavelmente satisfeitos com os seus trabalhos predominando um bom relacionamento entre os colegas, boa orientação para o cliente e iniciativa pessoal. Também é evidenciado que bons relacionamentos com líderes e colegas, maior segurança e autonomia, boa perceção do clima organizacional, pouco stress e uma atenção redobrada sobre o equilíbrio emocional e paz interior influenciam a satisfação de um trabalhador e que, um trabalhador satisfeito, não só está satisfeito com a sua vida como tem uma maior orientação para o cliente, é mais comprometido e leal, sente um maior orgulho na sua organização e tem mais comportamentos de iniciativa pessoal. Contrariamente, não se corrobora que Reconhecimento influencia a Satisfação no Trabalho.Limitações/ Implicações da pesquisa: Este estudo contribui para uma maior compreensão do conceito de satisfação no trabalho, construindo, com recurso à literatura conceituada, um modelo de investigação que permite identificar, no âmbito português, quais os impulsionadores e quais as consequências da satisfação no trabalho. No entanto, aponta-se como limitação o facto de ser baseado num estudo cross-section com uma amostra de 418 trabalhadores obtida através de um método não-probabilístico por conveniência.Implicações Práticas: Esta investigação pretende proporcionar às organizações um maior entendimento dos impulsionadores e dos benefícios de se ter um trabalhador satisfeito, de maneira a que possam atender eficazmente às suas necessidades e possam incluí-los nas suas estratégias organizacionais com maior eficiência, para assim alcançar vantagem competitiva e o sucesso.Originalidade/Valor: Apesar de extensamente debatido, devido a estar inserido em contextos de mercados voláteis, o estudo da satisfação no trabalho apresenta ainda algumas lacunas. Considera-se assim esta investigação original pois sugere-se um agrupamento de variáveis que nunca foram estudadas conjuntamente relativamente à temática.<br>Purpose: Being a worker’s satisfaction a subject that has gained increasing importance in recent years as a relevant factor for organizational success, this study aims to identify the variables that promote employee satisfaction as well as identify the consequences of this satisfaction. In this way, it was intend to verify if the variables LMX, TMX, Recognition, Job Security, Empowerment, Organizational Climate, Job Stress, Salary and Emotional Balance and Inner Peace influence Job Satisfaction, and if this satisfaction influences, in turn, Life Satisfaction, Customer Orientation, Affective Organizational Commitment, Loyalty, Organizational Pride and Personal Initiative.Methodology: To conduct the research, a cross-section study was used via closed-ended questionnaire, elaborated through scales of well-known authors which were answered according to a Likert scale of 7 points. The questionnaire was shared through social media, obtaining 418 responses from Portuguese workers. The data collected from the sample was analyzed and processed in the statistical software IMB SPSS v.25 and IMB SPSS AMOS v.25, based on the Structural Equations Model.Findings: The results show that, for this sample, employees are reasonably satisfied with their work, prevailing a good relationship among colleagues, good customer orientation and personal initiative. It is also evidenced that good relationships with leaders and colleagues, greater security and autonomy, good perception of the organizational climate, little stress and a heightened attention on the emotional balance and inner peace influence a worker’s satisfaction and that, a satisfied worker, is not only satisfied with his/her life, but also has a greater customer orientation, is more committed and loyal, feels more pride in his/her organization and has more personal initiative behaviors. Contrarily, it is not corroborated that Recognition influences Job Satisfaction.Research limitations/implications: This study contributes to a greater understanding of the concept of job satisfaction, structuring, with recourse of the renowned literature, a research model that allows to identify, within the Portuguese scope, the drivers and the consequences of job satisfaction. However, it is pointed out as a limitation the fact that it is based on a cross-section study with a sample of 418 workers obtained through a non-probabilistic method for convenience.Practical implications: This research aims to provide organizations with a greater understanding of the drivers and benefits of having a satisfied worker, so that they can effectively meet their needs and can include them in their organizational strategies more efficiently, thereby achieving competitive advantage and success.Originality/value: Although widely discussed, due to being inserted in volatile markets contexts, the study of job satisfaction still presents some gaps. This investigation is considered original because it is suggested a grouping of variables that have never been studied together in relation to the subject.
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Su, Chen-Hsin, and 蘇振盺. "Studies on Career Plateeau and Job Insecurity Affect the Job Engagement: The Moderating Effect of Trait Competitive." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/74878255341993691598.
Full textAbstract:
碩士<br>國立東華大學<br>國際企業學系<br>99<br>With the organization is becoming large and bigger, in which to the organizational structure and type of organization without a significant changes, it will impact the employees working ability or it would result in even anxiety for the work to a standstill, Stagnation situation may occur and with facing of personal and career planning career; in other words, it has great considerable effect to the employee of loyalty, once when employees have work to a standstill or feel the anxiety. In this study, the purpose of study is middle-management class, study of the nature of competition factor for the organization, when staff works at a standstill or feel the anxiety, with regarding the level of employees Job Engagementto analysis; further to speaking, using the trait competitiveness to adjust the personal work of stagnate and anxiety, to figure out the employees for the staff’s level of commitment to the work and thus improve organizational capacity, improve efficiency and extend employee career planning, this is the purpose of this research is to study indicators.
In this study, the research methods is a questionnaire method, questionnaires are issued for the management staffs, more than 500 valid questionnaires can be expected, through relevant, variance and regression and other statistical analysis, we find out that the indicate of trait competitiveness of employee Job Engagements a positive influence; the indicate of trait competitiveness of the job insecurity as a negative influence. Once when the trait competitiveness of the work can not influence the level of employee loyalty, in order to improve the employee Job Engagement and reduce the anxiety of employees, managers should identify the organization for the management and personnel management career planning model.
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Wu, Chi-Hsien, and 吳啟賢. "How Salesperson’s Competitive Intelligence Behavior Works on Performance and Job Satisfaction." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/28099319683612138158.
Full textAbstract:
碩士<br>國立臺北大學<br>企業管理學系碩士在職專班<br>104<br>Salesperson’s Competitive Intelligence Behavior (SCIB), including Salesperson’s Competitive Intelligence Collection (SCIC), Salesperson’s Competitive Intelligence Utilization (SCIU) and Adaptive Selling Behavior (ASB), has currently become a hot topic for research due to its important impact on performance. The main purpose of this study is to explore how SCIB impact on performance and job satisfaction and the relationship between the potential antecedents and SCIB. The potential antecedents identified in this study are organizational identification, role conflict and customer orientation. At the meantime, we also involved the moderating effects of manager’s behavior i.e. recognition and autonomy in this study.
Our questionnaires were sent out via Google online survey system. In total 507 feedbacks were received. 18 out of the 507 feedbacks were considered as un-qualified data. 489 feedbacks were identified as qualified data and went for final analysis. Cronbach alpha and Composite Reliability (CR) was used to test the reliability of each variable and Confirmatory Factor Analysis (CFA) was adapted to exam the validity i.e. factor loading (λ) of each measurement. Correlation analysis and Post hoc ANOVA and Scheffe test were executed to dig out more findings.
Both organizational identification and customer orientation increase salesperson’s competitive intelligence collection and adaptive selling behavior while role conflict reduced both salesperson’s competitive intelligence collection and adaptive selling behavior. SCI collection increases the utilization of SCI and SCI utilization enhances adaptive selling behavior. Both SCI utilization and adaptive selling behavior increase performance and job satisfaction. Performance and job satisfaction have positive effects on each other. Managerial recognition doesn’t significantly strengthen/weaken the relationship between all the antecedents and SCI collection. However it significantly weakens the effects of role conflict and customer orientation on adaptive selling behavior. High level of autonomy strengthens the positive relationship between SCI collection and SCI utilization but weakens positive relationship between SCI utilization and adaptive selling behavior.
Keywords: Salesperson’s Competitive Intelligence Behavior (SCIB), Salesperson’s Competitive Intelligence Collection (SCIC), Salesperson’s Competitive Intelligence Utilization (SCIU), Adaptive Selling Behavior (ASB), Organizational Identification, Role Conflict, Customer Orientation, Performance, Job Satisfaction, Managerial Recognition, Autonomy
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Cheng, Ya-Jen, and 鄭雅任. "How Does Competitive Climate Fuel Performance Fire? The Interaction Effects of Competitive Climate and Trait Competitiveness on the Relationships of Job Crafting, Work Engagement, and Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/sfvvn6.
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博士<br>國立東華大學<br>企業管理學系<br>105<br>Based on the job demands-resources model, this study proposed the impact of competitive climate for individuals and teams on job crafting, work engagement, and job performance. It also argued the moderating effect of trait competitiveness between competitive climate and job crafting. The research subjects were the employees in Taiwan, and it adopted a questionnaire survey and recovered the answers from 66 organizations, 138 teams, and 498 employees. Analyzed with hierarchical linear modeling (HLM), the results showed that competitive climate for individuals had a positive impact on job crafting and thus raised work engagement. Job crafting could also elevate employees’ job performance through the mediating effect of work engagement. Finally, trait competitiveness had the moderating effect on the relation between competitive climate for individuals and job crafting. Discussions, suggestions, and limitations of the study were offered based on the results.
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Wu, Ming-Jiuan, and 吳明鋗. "A corrlational study of university faculty's job involvement, job stress, job satisfaction, and organizational commitment: faculty in ESI competitive disciplines as subjects of study." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/94378503289526081457.
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博士<br>國立臺灣師範大學<br>科技應用與人力資源發展學系<br>101<br>In recent years, the higher education climate in Taiwan has changed dramatically. Student numbers decreasing, college accreditation mandated, and global college ranking all have made faculty’s job more demanding and stressful.These changes have triggered impacts on faculty’s job satisfaction, organizational commitment, and retaining commitment. Unavoidably, they have also affected the development of higher education of Taiwan. Thus, this study attempts to exlore the statuses of faculty’s job involvement, job stress, job satisfaction, organizational commitment, and retaining commitment as well as the relations among the variables. A stratified random sampling was employed and 1,221 faculty members who worked in the most competitive disciplins listed in ESI database was surveyed. Threre were 293 (or 24%) faculty members who responded to the survey. The results of descriptive statistics showed as follows: (1) The faculty slightly agreed their involvement with their jobs. (2) In terms of the faculty’s job stress from effort-reward imbalance model, it revealed that the faculty placed more external than internal effort in their jobs. (3) Two-thirds of the faculty faced job stress from effort-reward imbalance. (4) The faculty was slightly satisfied with their jobs. (5) Comparing with that of intrinsic rewards, the job satisfaction level of extrinsic rewards is lower. (6) The faculty was least satisfied with their students’ quality and learning attitude. (7) The faculty slightly agreed they had organizational commitment and retaining commitment to their orgazniations. In addition to prior findings, the results of a multiple regression analysis uncovered as follows: (1) The faculty’s job involvement and job stress were positively and negatively, respectively, correlated with their job satisfaction. (2) The positive correlation between faculty’s pay reward and faculty’s job satisfaction was weaker than that of the other rewards, such as respect or social status, to the faculty. (3) Both internal and external stresses of the faculty were negatively correlated with their job satisfaction. (4) Among the three variables -- job involvement, job stress and job satisfaction, the latter, particularly the satisfaction in intrinsic reward, was the most critical variable in explaining faculty’s organizational commitment. (5) To the faculty, the other rewards were the most significant variable in predicting the faculty’s retaining commitment.
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Chen, Li-Tsung, and 陳立璁. "Relationships among Type A Personality, Competitive Climate, Work Addiction, and Job Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/51761044165031010399.
Full textAbstract:
碩士<br>國立高雄應用科技大學<br>人力資源發展系碩士班<br>103<br>With rapid changes of technology advancement and industry structure, organization should maintain high competitiveness for continuing operations. This makes work model changes. Individual have longer career and work time. Sometimes, they have to work at home. It may cause employee’s become work addiction. Organization should consider how to enhance employee pay attention on their work as well as high performance behavior. At the same time, organization hope to prevent the negative outcomes.
The study was conducted to explore the relationships between Type A personality, Competitive climate, Work addiction, and Job performance. Questionnaire survey was used to collect data. The study considered employee who work in high technology industry and bank industry in Taiwan area as the survey sample. A total of 38 valid groups and 238 valid samples were returned. The results showed that:
一、 Type A personality has significantly positive effect on Work addiction.
二、 Work addiction has significantly positive effect on Job performance.
三、 Work addiction plays a significant partial mediator between Type A personality and Job performance.
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Chang, Chia-Hao, and 張家豪. "Case Studies on Achievement Motivation, Job Characteristics, Key Success Factors and Competitive Strategies of Independent Professional Speakers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/3v453y.
Full textAbstract:
碩士<br>國立臺灣科技大學<br>科技管理所<br>99<br>Orientation of doing this research is to find out the achievement motivation, job characteristics, key success factors and competitive strategies of indepent professional speakers. Professional speakers have been mainly working for staff training in companies for a long time. With knowledge economy aroused, professional speakers are more familiar with and accepted by the public. However, no related study had ever done before so that this reasearch could be delivered for those who are interested in.
By using the case study method, find the corresponding theories based on the research purposes first. According to the theoris, designed the semi-structured interviewquestionnaire, conducted individaul depth interviews with two different major topics independent professional speakers. Summarized the case interviews, and confirmed with the achievement motivation theory, figured out the characteristics, the critical success factors, and the competitive strategies of professional speakers.
Conclusions on this study, both individual cases have strong achievement motivation orientation, the achievements of high growthes and self-actualization needs. Also, the five dimensions of professional speakers features are include selected expertise majors, working patterns, the main daily stuff, lecturer skills, and commercial opportunities. In professional speakers industry, the key success factors are suggested as deepening personal specailized field, create innovative service experience, maintain customer relationships, and integrate cross-community networks. Competitive strategie emphasized on personal branding and product diversification, are recommanded.
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WANG, YU-WEN, and 王郁雯. "The Study of Supplication Strategy, Help-Seeking Behavior and Job Performance: Traditionality and Competitive Climate as Moderators." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/bbqb47.
Full textAbstract:
碩士<br>國立屏東大學<br>企業管理學系碩士班<br>105<br>In the past, researchers have devoted much to the organizational citizenship behavior, and less investigates help-seeking behavior. The employees’ help-seeking behavior in the workplace is able to promote job performance when employees encounter difficulties, and also able to solve the problem itself. Therefore, in this study, we use a sample of university administrative staff to explore the relationship among supplication strategy, help-seeking behavior and job Performance; and include two moderators of traditionality and competitive climate. A total of 282 supervisor-subordinate dyad suggested that there is a significant correlation between supplication strategy and help-seeking behavior, but there is no significant correlation between help-seeking behavior and job performance. The positive relationship between supplication strategy and help-seeking behavior is not different from traditionality, but is relevant for the case of low competitive climate.
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TSAI, MIN-CHUN, and 蔡旻純. "The Influence of Team Member Exchange, Reciprocation Wariness and Competitive Trait on Help-Seeking Behavior and Job Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5rrx47.
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碩士<br>國立屏東大學<br>企業管理學系碩士班<br>106<br>In the past, research have devoted much on positive effect of organizational citizenship behavior on the organization, whereas conceive help-seeking behavior as a negative counterpart which represents the lack of competitiveness and low effectiveness in the organization. Therefore, the organization does not encourage employees for help-seeking behavior. In fact, help-seeking behavior could let people avoid mistakes, and make up for lack of ability, which eventually affects the quality of job performance.
Therefore, in this study, we use a sample of university administrative staff to explore the relationship among team-member exchange, reciprocation wariness, help-seeking behavior and job performance; and include one moderators of competitive trait. A total of 282 supervisor-subordinate dyads suggested that there is a significant correlation between reciprocation wariness and help-seeking behavior, but there is no significant correlation between team-member exchange and help-seeking behavior. Also, there is no significant correlation between help-seeking behavior and job performance. In addition, Help-seeking behavior has no mediation effect between team-member exchange and job performance. Also, has no mediation effect between reciprocation wariness and job performance. The more stronger interactive effect of competitive trait be, the greater positive correlation between reciprocation wariness and help-seeking.
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Huang, Li-Fang, and 黃麗芳. "The Effects of Perceived Competitive Pressure and Proactive Personality on Sales Performance of Life Insurance Professionals: - The Mediating Role of Job Proactiveness." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/55405766768124595692.
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碩士<br>樹德科技大學<br>金融與風險管理系碩士班<br>99<br>"Relationship" is very important to China''s social interaction in a ring. Through partnerships, alliances the way and gain advantage and to obtain critical resources to compensate for their deficiencies. In recent years, rapidly changing financial environment, the past literature in order to face the problem of the majority of the overall company, but business colleagues Zhumo less. Particular type of organization change, the first pressure to perform is often charged with first-line employees.
Ground other than life insurance practitioners in this study targeted to investigate the perception of competitive pressure and the individual''s personality traits, will affect the individual''s enthusiasm for work, thereby enhancing business performance. This study used questionnaires, other than life insurance professionals handling the object, namely, 585 questionnaires were issued, the effective recovery of 283, the effective rate of 48%.
Through regression statistical analysis, the study found: personality motivation on work motivation has a positive impact; enthusiasm for work on the business performance has a positive impact; personal enthusiasm for the business performance has a positive impact; motivation in individual motivation and business performance part of intermediary between the effect. Display field of work attitudes of employees is a key factor affecting performance. Life insurance for employees in the past, perceived competitive pressure research is still rare, this study make up this gap. Finally, this study proposes a number of limitations of the study and recommendations as a basis for follow-up extension of future researchers.
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Yao, Zi-Ru, and 姚姿如. "The Impact of the Network Effect on the Competitive Position of the Firms: A Case of Online Job Web Sites in Taiwan." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/wjd6yy.
Full textAbstract:
碩士<br>朝陽科技大學<br>企業管理系碩士班<br>92<br>In the past, information technology has made changes in efficiency of production; nowadays, Internet changes everything in our life style. The first revolution of digitized has improve producing, and the second, it promote the quality of our life. Therefore, Internet is not only an effective connecting media, but also brings an appreciable net gain to attract so many enterprises to put in.
Because these pioneers’ operating and competing, it appears that network business has different competing model with materialization business. Online job web site is just an example in the Internet industry in Taiwan. The competing and expanding in online job web site seems to exhibit winner-take-all and increasing returns that is hard to occur in materialized economy. Among the new world, the business model seems to make a big change by information economy, and network effect plays so important rules.
To explore how network effect leads a firm taking a competiting position in industry, we chose 3 firms in online job web site and try to deeply understand their competing and operating model. After researching, we confirm that network effect’ some economic characteristics：network externality、positive feedback、lock-in, will help a firm gains increasing returns and moves ahead of the comptition. We also find that a frim’s resource base and network effect are inter-affecting each other.
Therefore, if a firm wants to take the economic power, it should survey its economic resource and strategic attitude, and think what smart strategy is and how to across-using their intelligent assets; then it would really creat comptiting advanges and reach winner-take-all competiting position and take increasing returns.
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Wu, Xing-Yan, and 巫幸諺. "The competitive strategy of the smart phone in post-Jobs era-The example of APPLE company." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/82829133721549258109.
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Santos, Márcio Silva. "Desenvolvimento de produto competitivo para a área de gestão de segurança de dados e aplicações." Master's thesis, 2018. http://hdl.handle.net/10071/18548.
Full textAbstract:
A segurança informática é tema em constante desenvolvimento. Ameaças cada vez mais
sofisticadas exigem das organizações um constante e dispendioso investimento para
proteger seus dados e suas informações. Novas leis impactam ainda mais a gestão das
tecnologias exigindo que as empresas se adaptem a processos complexos com adoção de
tecnologias usualmente de alto custo. O trabalho desenvolvido e apresentado nesta
dissertação aborda o desenvolvimento de produtos para segurança de dados e de
aplicações, estas últimas com foco especial na componente web, com o uso de
tecnologias open source e tem como objetivo, compor uma solução com complexidade
reduzida e grau de eficiência comparável às soluções proprietárias de mercado, usando
metodologias e padrões definidos por organizações e comunidades independentes como
o OWASP - Open Web Application Security Project. O resultado foi um conjunto de
subsistemas de código aberto e inseridos códigos para aperfeiçoamento de funções que
integram uma plataforma multicamadas para proteção de dados.<br>Computer security is a constantly developing topic. Increasingly sophisticated threats
require organizations to constantly and costly invest to protect their data and
information. New laws further impact technology management by requiring companies
to adapt to complex processes by adopting often-costly technologies. This dissertation
addresses the development of products for data security and applications, the latter with
special focus on the web component, using open source technologies and aims to
compose a solution with reduced complexity and efficiency comparable to proprietary
solutions using methodologies and standards defined by independent organizations and
communities such as the OWASP - Open Web Application Security Project. The result
was a set of open source subsystems and embed codes for enhancing functions that
integrate a multilayer platform for data protection.
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Shu-Wen, Liu, and 劉舒文. "Small and Medium-Sized Service Industry Competitive Capabilities analysis - A Case Study of "JB" Company." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2k4p28.
Full textAbstract:
碩士<br>臺北城市科技大學<br>電子商務研究所<br>103<br>Based on the resource based view theory to examine, this study explore the developing relationship process between the company and T Enterprise Crop. The purpose of this study was to explore the factors that affect both sides in developing relationship, as well as the cooperation process between the case company and T Enterprise Crop. The literature reviewed the Alliance Strategy, Resource-based theory, and Social embeddedness perspectives. It also used the case study research method with in-depth interviews to explore the interaction between the company and the T Enterprise Crop.
According to the study found that activity in the Strategy partner selection phase, the characteristics of resource complementarity is an significant factor for strategic alliance.Alsothe “trust” is embedded under the interaction between both paties to maintain the existence cooperation in order to be able to carry out bilateral reciprocity and coordinated action. Thereof, it will also generate strong strengthen in the long-term cooperation.