To see the other types of publications on this topic, follow the link: Job design.
Dissertations / Theses on the topic 'Job design'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Job design.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Leach, Desmond John. "Work design and job knowledge." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287355.
Full text
2
Miller, Marsha. "Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1363.
Full textAbstract:
Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company's social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization.
3
Rana, Vishal. "Non-Preferred Work Tasks in Work Design." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.
Full textAbstract:
Both academics and practitioners have devoted increasing attention to job design as a result of continued changes to the nature of work. There have been many studies on job design over the last five decades, and the most prominent model used to study job design is the job characteristics model (JCM) (Hackman & Oldham, 1980). More recently, Morgeson and Humphrey (2006) extended the JCM and job design research by developing a comprehensive work design questionnaire (WDQ) that includes characteristics such as social characteristics, knowledge characteristics and work context, in addition to the already existing JCM. The focus of JCM, and now WDQ, has primarily been on the job characteristics that motivate employees. In reality, however, not every task that an employee performs in their work role is preferred by that employee. Therefore, it would be naïve to not consider those tasks in work roles that employees prefer not to perform. A mixed methods research approach was used in this research to delve deeper into the task level analysis of job design. In particular, this research investigates those tasks that employees prefer not to perform. This research is based on the following research questions: RQ1: Do employees identify non-preferred work tasks (NPWTs)?; RQ2: How do employees manage NPWTs?; RQ3: What is the effect of NPWTs on work outcomes?
The first and second research questions were answered through Study 1, which was qualitative in nature and sought responses from 40 professionals working over two industries (hospitality and university). The semi-structured interviews with the participants provided greater understanding of the nature of NPWTs in work roles. Furthermore, the respondents provided various ways in which they managed their NPWTs when answering the second research question.
Addressing the third research question required the use of a scale development process in Study 2, as there were no pre-established scales measuring NPWTs. This process established the reliability and validity of the scale for NPWTs by testing the scale for predictive and discriminant validity with a sample size of 126 respondents. After successfully establishing a scale for NPWTs in Study 2, Study 3 was undertaken to answer the third research question, using an experimental design that manipulated positive emotions (high and low) and further test the predictive and discriminant validity for the scale of NPWTs. Study 3 tested whether NPWTs predict organisational citizenship behaviour (OCB) and work engagement.
Chapter 1 provides the background and introduction to the dissertation, including justifying the broad research questions. Chapter 2 provides a review of the literature across a diverse range of fields under which research on this topic has been undertaken. NPWTs are conceptualised and unpacked in Chapter 3 through a variety of examples that provide the basis and reasoning to understanding NPWTs in this thesis.
Chapter 4 describes Study 1, which involved the conduct of semi-structured interviews to explore the nature of NPWTs and how employees manage NPWTs in their work roles. Upon confirming that NPWTs exist and employees identify and differentiate between their NPWTs and preferred work tasks (PWTs), the data from Chapter 4 were used to develop a scale to measure NPWTs in Chapter 5, which outlines Study 2.
Study 2 established the items for the scale of NPWTs and confirmed the internal reliability for the measure. The predictive and discriminant validity with a small sample size of 126 respondents was also assessed. The predictive validity of NPWTs was tested against the outcome variables of creativity and workplace deviance. Once the reliability and validity of the scale was confirmed, an experimental design was conducted in Chapter 6, Study 3, to manipulate positive emotions (high and low activation) further test the predictive validity of the scale of NPWTs with 145 respondents. The outcome variables for this study were organisational citizenship behaviours and work engagement. The results of this study confirmed the prediction that NPWTs are negatively related to positive organisational outcomes of OCB and work engagement.
Chapter 7 outlines the overall results, draws out emerging themes, and notes the contributions to research and practice that emerged from this program of research. The research findings, limitations, and implications for practice and theory are discussed.
The results of these studies offer several contributions to research and practice. Firstly, they offer researchers a new, timely, and an important avenue of research in job design literature by highlighting the importance of task analysis in job design. The results also draw attention to the new concept of non-preferred work tasks. The scale developed in this thesis will further help researchers to investigate the impact of NPWTs in organisational outcomes. Finally, the findings from this new measure will assist practitioners to understand the impact of NPWTs on work outcomes and the role of positive emotions in ameliorating this effect. Given that billions of dollars are being lost on lack of employee engagement in workplaces, it is anticipated that this research will support managers and organisations in making decisions about the tasks that employees perform in their roles and reduce NPWTs by addressing these with their employees.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
Full Text
4
Abrahams, Zerelda. "Illegitimate tasks, personal resources and job resources as antecedents of job crafting." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96093.
Full textAbstract:
Thesis (MCom)--Stellenbosch University, 2014.ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University.
AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.
5
Barrera, Catherine Grace. "Skill, Job Design, and the Labor Market under Uncertainty." Thesis, Harvard University, 2014. http://dissertations.umi.com/gsas.harvard:11617.
Full textAbstract:
The labor market matches agents with work, but uncertainty over the type and location of available work reduces the efficiency with which skill can be allocated to its best use. The essays in this dissertation examine the impact of uncertainty on the optimal division of work into jobs and allocation of agents to those jobs using applied economic theory.
6
Al-Zoubi, Marwan T. "Job design agenda in the third millennium : identifying the critical job characteristics in the modern workplace'." Thesis, University of Surrey, 2005. http://epubs.surrey.ac.uk/843722/.
Full textAbstract:
The review of the main job design approaches (JCM in particular) has led to the conclusion that development in job design theory has not kept pace with the changes that have occurred in the organisational landscape. The JCM was developed principally from studies conducted during the 1950s of male shop floor in large scale industrial manufacturing plants. Work context and the workforce itself have changed dramatically since that time. The developments of technology have had a huge impact on the way in which work is conducted (Zijlstra et al, 1996; Gottfredson, 1997). While this change is widely recognised, the JCM remains the dominant influence in job design research and is yet to be superseded. In addition, little is known about the effect of such change in perception of the work psychosocial variables or people's reaction towards these developments. Therefore, the aim of this research is to explore employees' opinion and reaction towards workplace developments in order to identify the critical job characteristics in contemporary jobs from the employee's perspective. The proposal was that allowing employees to decide what they like/dislike in their jobs would help in identifying the critical job characteristics in modem workplace. This was also expected to help in solving the narrow focus of the existing job design approaches' especially the lack of job contextual factors (e.g. social contact, work-life balance) that enhance employee' wellbeing and work performance. In light of this, three studies were conducted: the first two studies were designed to identify the critical job characteristics in the current workplace from the employee's perspective. By conducting a pilot study using qualitative techniques (interviews and content analysis) followed by a confirmatory study using quantitative techniques (checklist and factor analysis), 10 job characteristics were identified which were considered the critical dimensions for diagnosing the quality of modem jobs. Four of these characteristics were responsible for 'job content' design (intellectually challenging tasks, control, feedback, and training adequacy). The rest of the characteristics were factors responsible for 'job context' design (i.e. supportive supervision, supportive co-workers climate, work-life balance, financial rewards, recognition and physical environment). The third study was the formulation and empirical evaluation of a model for job redesign. The model was based partly on the critical job characteristics identified earlier and partly informed by psychological knowledge of job design and organisational behaviour research. Overall, each of the aims of the present research were achieved and some of the existing criticisms of job design approaches were addressed. The model dimensions attained significant results that were extracted from data collected from 667 employees working in various British organisations. A general conclusion that can be drawn from the present research is that job design is no longer a matter of job content (task) design (the tangible feature of the job itself such as control and feedback); it is also a matter of job context design (the features of the work environment where the tasks are delivered such as supervisors' practices and work-life balance). Both aspects were found to influence work performance and employees' wellbeing via cognitive and motivational mechanisms. The present research challenges the popular belief of the inapplicability of redesigning job context factors (e.g. the social aspect of the job) and provides initial recommendations for job context redesign interventions.
7
Jacobs, Charl Jacobus. "Once more : testing the job characteristics model." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86199.
Full textAbstract:
Thesis (MComm)--Stellenbosch University, 2014.ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.
AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek. Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie. Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut. Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is. Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.
8
Averbeck, Daniel H. "An inference/attribution approach to work dimensions /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553057983.
Full text
9
Corbett, Jonathan Martin. "Work at the interface : advanced manufacturing technology and job design." Thesis, University of Warwick, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389718.
Full text
10
Burnes, Bernard. "The impact of new technology on job design and work organisation." Thesis, University of Sheffield, 1985. http://etheses.whiterose.ac.uk/2943/.
Full textAbstract:
This thesis is an examination of the selection, introduction, use and effects on job design and work organisation of a particular form of new technology: Computer Numerically Controlled machine tools (CNC). Part One, Chapters 1 - 6, reviews the new technology literature and the historical development of contemporary approaches to job design and work organisation. From this examination, a conceptual framework is constructed showing the factors which influence and guide the choices that organisations make with regard to new technology. It draws special attention to the role played by the values, beliefs, self-interest and power of individuals and groups within organisations, and the philosophy and precepts of Scientific Management. The section concludes by describing the aims, objectives and methods of the research, and by examining the development of, and literature regarding, CNC. Part Two, Chapters 7 - 10, presents case studies of the introduction and use of CNC into nine engineering companies, differentiated according to company size and product batch size. Part Three, Chapter 11, presents the conclusions from the study. It firstly compares the case studies with each other, and then with the conceptual framework. It shows that the empirical studies supported the framework, but that two additional factors need to be taken into account: (a) that there is a need to recognise that those involved in the process of technological change can be "dazzled" by the technology, and (b) that the change process can be significantly affected by the competence of those involved. Nevertheless, the conceptual framework, and especially the influence of Scientific Management, are confirmed. The Chapter concludes by putting forward guidelines for the introduction of new technology.
11
Smith, Natalie. "Part-time job design : symptom and solution for a changing work environment." Thesis, Queensland University of Technology, 2011. https://eprints.qut.edu.au/47152/1/Natalie_Smith_Thesis.pdf.
Full textAbstract:
Part-time work presents a conundrum. Across industrialised countries, there has been significant growth in part-time work as a solution to resolving the diverse interests of employers, workers and families in managing time and resources. However, there are intrinsic disadvantages associated with part-time work; notably with pay and career prospects, which impact the same stakeholders it is intended to benefit. These disadvantages are particularly evident in professional services organisations, due to strong cultural norms of long work hours, single-focused commitment to work and 24x7 availability. There are indications, both in research and practice, that the design of part-time work arrangements could be improved to address some of the disadvantages associated with part-time work, and to challenge norms and dated assumptions that influence the structure of professional work.
This study explored the changes made when professional service workers move from a full-time to part-time arrangement. The study drew on a recently proposed framework for work design, which extended previous models to reflect substantial changes in the contemporary work environment. The framework proved to be a useful perspective from which to explore the design of part-time work, principally because it integrated previously disconnected areas of literature and practice through a broader focus on the context of work. Exploration of the differences between part-time and full-time roles, and comparisons between part-time roles in similar types of work, provided insights into the design of professional part-time work.
Analysis revealed that having a better understanding of design characteristics may help explain disadvantages associated with professional part-time work, and that some full-time roles can be more easily adapted to part-time arrangements than others. Importantly, comparisons revealed that even roles that are considered difficult to undertake on a part-time basis can potentially be re-designed to be more effective. Through empirical testing of the framework, a contextualised work design model is presented that may guide further research and the practice of crafting part-time arrangements. The findings also suggest that poor work design may lead to the symptoms associated with professional part-time work, and that improved work design may be a potential solution to these structural constraints.
12
Beirne, Martin J. "Social paradox and 'user-involvement' : a critical study of employee participation in the design of computing systems." Thesis, University of the West of Scotland, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278911.
Full text
13
Jia, Yunyan, and 賈云艷. "Burnout and its relationship with architecture students' job design inHong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B42841136.
Full text
14
Alvarez, López Liana María. "Design and implementation of cellular manufacturing in a job shop environment." Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/46083.
Full textAbstract:
Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 1997, and Thesis (M.S.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 1997.Includes bibliographical references (p. 69).
by Liana María Alvarez López.
M.S.
M.B.A.
15
Barber, Robert L. "Chief information officer : job and organization design in the community college /." view abstract or download file of text, 2002. http://wwwlib.umi.com/cr/uoregon/fullcit?p3061931.
Full textAbstract:
Thesis (Ph. D.)--University of Oregon, 2002.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 188-195). Also available for download via the World Wide Web; free to University of Oregon users.
16
Gonzalez-Mulé, Erik. "Contextual job features and occupational values as moderators of personality trait validities: a test and extension of the theory of purposeful work behavior." Diss., University of Iowa, 2015. https://ir.uiowa.edu/etd/1842.
Full textAbstract:
The Five-Factor (FFM) and job characteristics models provide parsimonious frameworks to explain personal and situational influences on work behavior. However, the two are seldom studied in concert, despite theory and empirical evidence indicating that personality traits are more valid under some job conditions than others. The purpose of my dissertation is to address the lack of systematic knowledge regarding the joint influences of personality and job characteristics by testing and extending the major propositions of the theory of purposeful work behavior (TPWB; Barrick, Mount &Li, 2013). Because the TPWB focuses only on task and social characteristics of jobs, I propose a theoretical extension to the theory whereby I examine the way traits interact with contextual characteristics (e.g., physical demands, working conditions) of jobs to influence work outcomes. Further, I extend the TPWB by examining the occupational values from the theory of work adjustment (Dawis &Lofquist, 1975), which are broader and situated at a higher taxonomic level than jobs, moderate the FFM-criterion correlations. Using a meta-analytic design, I tested the extent to which job characteristics and occupational values moderate the relationships between the FFM and job performance, contextual performance, and job satisfaction. The overall results were mixed, with some findings indicating that personality trait validities are substantially higher under conditions of congruent job characteristics, and others indicating no such moderating effects, or moderating effects in contrast to what I proposed in my hypotheses. The mixed results may be due to gravitational processes that take place when individuals select jobs. I also examined the relative importance of the job characteristics and occupational values frameworks, and found that job characteristics were more important moderators of the FFM traits than occupational values across almost all trait-criterion combinations. I discuss significant implications and limitations, along with directions for future research along the lines of furthering the study of the joint influences of person and situation on work outcomes.
17
Coles, Susan. "Personal information systems : the implications of job and individual differences for design." Thesis, Loughborough University, 1990. https://dspace.lboro.ac.uk/2134/33024.
Full textAbstract:
In an age where information has become a crucial commodity, accessing appropriate information quickly is essential to economic success. Developing ways of improving information retrieval is therefore of central concern to human factors and technologists alike. One aspect of information access relates to the ability of individual office workers to manage and retrieve their own information effectively, and this is what the present research addresses. Previous work in the area has been dominated by designing computer interfaces for the average user. This research investigates how people's needs might differ according to circumstance and examines a wider range of design possibilities. Specifically it sets out to relate retrieval problems (specific information retrieval rather than e.g. browsing or reminding) to job and individual (personality) differences within the general context of personal information management in offices using traditional technologies of paper, filing cabinets and desks. This is achieved by both extensive fieldwork and the use of simulated filing-retrieval systems in a controlled context.
18
Stahr, Michael C. "DESIGN AND IMPLEMENTATION OF AN EMPLOYEE JOB SCHEDULING AND PROGRESSION TRACKING SYSTEM." Miami University / OhioLINK, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=miami1038847285.
Full text
19
Jia, Yunyan. "Burnout and its relationship with architecture students' job design in Hong Kong." Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B42841136.
Full text
20
Östberg, Per-Olov. "Architectures, design methodologies, and service composition techniques for Grid job and resource management." Licentiate thesis, Umeå universitet, Institutionen för datavetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-42448.
Full textAbstract:
The field of Grid computing has in recent years emerged and been established as an enabling technology for a range of computational eScience applications. The use of Grid technology allows researchers and industry experts to address problems too large to efficiently study using conventional computing technology, and enables new applications and collaboration models. Grid computing has today not only introduced new technologies, but also influenced new ways to utilize existing technologies.This work addresses technical aspects of the current methodology of Grid com- puting; to leverage highly functional, interconnected, and potentially under-utilized high-end systems to create virtual systems capable of processing problems too large to address using individual (supercomputing) systems. In particular, this thesis studies the job and resource management problem inherent to Grid environments, and aims to contribute to development of more mature job and resource management systems and software development processes. A number of aspects related to Grid job and resource management are here addressed, including software architectures for Grid job management, design methodologies for Grid software development, service composition (and refactorization) techniques for Service-Oriented Grid Architectures, Grid infrastructure and application integration issues, and middleware-independent and transparent techniques to leverage Grid resource capabilities.The software development model used in this work has been derived from the notion of an ecosystem of Grid components. In this model, a virtual ecosystem is defined by the set of available Grid infrastructure and application components, and ecosystem niches are defined by areas of component functionality. In the Grid ecosys- tem, applications are constructed through selection and composition of components, and individual components subject to evolution through meritocratic natural selection. Central to the idea of the Grid ecosystem is that mechanisms that promote traits beneficial to survival in the ecosystem, e.g., scalability, integrability, robustness, also influence Grid application and infrastructure adaptability and longevity. As Grid computing has evolved into a highly interdisciplinary field, current Grid applications are very diverse and utilize computational methodologies from a number of fields. Due to this, and the scale of the problems studied, Grid applications typically place great performance requirements on Grid infrastructures, making Grid infrastructure design and integration challenging tasks. In this work, a model of building on, and abstracting, Grid middlewares has been developed and is outlined in the papers. In addition to the contributions of this thesis, a number of software artefacts, e.g., the Grid Job Management Framework (GJMF), have resulted from this work.
21
Sanders, Martha J. "Job design factors in the workplace that support successful aging for older workers." ScholarWorks, 2009. https://scholarworks.waldenu.edu/dissertations/685.
Full textAbstract:
Increasing numbers of older adults are expected to return to the labor force to reap both the financial and social rewards of paid employment. However, little is known about how the workplace supports older workers' successful aging process. The purpose of this study was to examine how the design of a job (opportunities for decision making, use of a variety of skills, coworker support, and supervisor support) influences successful aging (having a sense of control over life, social networks, emotional support, and opportunities for generativity) in older workers (aged 55 and older) in the home building industry. The study explored the relationship between two broad constructs: a model of successful aging and the demand control model of healthy job design. In a cross-sectional, survey design, a convenience sample of 109 older workers completed the Job Content Questionnaire, Social Network scale, Emotional Support scale, Mirowsky-Ross 2 X 2 Index of Sense of Control, and Loyola Generativity Scale. Results of multiple regression analyses indicated that job design influenced two measures of successful aging: generativity and personal sense of control. Job design contributed to 23% of the variance in generativity and 15.5% of the variance in personal sense of control. The job design characteristics of skill variety and coworker support were most important to successful aging. It was recommended that managers design jobs for older workers that incorporate opportunities to use a variety of skills, work collaboratively with others, and offer mentoring experiences. This study contributes to social change by promoting the workplace as a naturally occurring social institution that supports successful aging for older workers.
22
Yuan, Rong Ph D. Massachusetts Institute of Technology. "Setting optimal production lot sizes and planned lead times in a job shop system." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/82419.
Full textAbstract:
Thesis (S.M.)--Massachusetts Institute of Technology, Computation for Design and Optimization Program, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 73-75).
In this research we model a job shop that produces a set of discrete parts in a make-to-stock setting. The intent of the research is to develop a planning model to determine the optimal operating tactics that minimize the relevant manufacturing costs subject to workload variability and capacity limits. We model the interplay of three key components in the job shop, namely, the production frequency for each part, the variability of production at each work station, and the level of parts inventory. We consider two operating tactics (decision variables): the production lot size for each part and the planned lead time for each work station. We model the relevant manufacturing costs, entailing production overtime costs and inventory-related costs (finished parts, work-in-process, and raw materials), as functions of these decision variables. We formulate a non-linear optimization model and implement it in the Excel Spreadsheet. We solve the model with the premium Excel Solver to determine the minimum-cost operating tactics. We test the model with both hypothetical and actual factory data from our research sponsor. The target factory processes 133 product parts on 59 work stations. The results are consistent with our intuition and demonstrate the potential value from optimizing over these tactics; these tests also provide some managerial insights on the application of these operating tactics.
by Rong Yuan.
S.M.
23
Kasarkod, Jeevak. "A Configurable Job Submission and Scheduling System for the Grid." Thesis, Virginia Tech, 2003. http://hdl.handle.net/10919/34656.
Full textAbstract:
Grid computing provides the necessary infrastructure to pool together diverse and distributed resources interconnected by networks to provide a unified virtual computing resource view to the user. One of the important responsibilities of the grid software is resource management and techniques to allow the user to make optimal use of the resources for executing applications. In addition to the goals of minimizing job completion time and achieving good throughput there are other minimum requirements such as minimum memory and cpu requirements, choice of operating system, fine grained file access permissions etc. Currently such requirements are being fulfilled by resource brokers, which act as mediating agents between users and resource owners.
In this thesis we approach the resource brokering architectural issue in a different manner. Instead of a monolithic broker, which performs all the superscheduling functions we propose a Modular Framework based Architecture for Task Initiation and Scheduling (MFATIC) based on the three main stages in the superscheduling process.
There are three major goals of this research. The first aim is to develop a decoupled architectural model that not only provides a clear distinction in the responsibilities of each of the components but also provides the user the flexibility to replace one component with another functionally equivalent component. Secondly each of these components should be configurable and extensible to be able to accommodate user requirements. Finally, the design should enable the user to plug in modules within components of different deployments of the resource broker and thus promoting software reuse.Master of Science
24
Nelson, John-Mike. "The Relationship of Online Communication Modes on Counselor Educator Job Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7047.
Full textAbstract:
With the increase in pressures related to teaching online, counselor educators are experiencing greater amounts of burnout. The purpose of this quantitative causal-comparative survey study was to assess for significant differences and correlations between synchronous and asynchronous communication modes on online counselor educators' job satisfaction levels as measured by the Online Instructor Satisfaction Measure, and levels of burnout, as measured by the Maslach Burnout Inventory Educators Survey. The researcher used Moore's theory of transactional distance as the theoretical framework to answer 2 research questions: (a) Is there a significant difference in faculty satisfaction and burnout levels based on communication modes?; and (b) Is there a relationship between satisfaction and burnout for faculty members depending on their use of synchronous and asynchronous communication modes? The researcher solicited participants for the study through the CESNET listserv and the CACREP graduate program database. A total of 125 participants completed surveys and 2 data analysis techniques were used. Results of the t test indicated that counselor educators had significantly higher levels of satisfaction, higher levels of personal accomplishment and significantly lower levels of emotional exhaustion when using synchronous communications. The Pearson correlation analysis results indicated significant correlations between satisfaction, emotional exhaustion, depersonalization, and personal accomplishment depending on the type of communications. The study will potentially contribute to social change by providing information useful for the implementation of teaching methods that improve overall faculty satisfaction and decrease burnout.
25
Eaves, Stephanie. "Building and maintaining healthy construction workers for longer working lives through better workplace design." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21185.
Full textAbstract:
Globally, there is an ageing population resulting in an older workforce; in the UK it is predicted that by 2050 over one third of the workforce will be aged over 50. Construction involves heavy manual labour where working into later life may be difficult and natural, age-related decline is exacerbated by working conditions. Co-developing ideas with workers using participatory approaches can facilitate positive, healthy change in the workplace. The aim of this thesis is to explore ways in which construction workers jobs and workplaces can be made healthier, easier and safer to facilitate healthy ageing and longer working lives. An in-depth interview study with 80 construction workers explored their understanding of their health and wellbeing at work and ideas for improvement. The Nordic Musculoskeletal Questionnaire identified a high prevalence of symptoms in workers of all ages in the knees, lower back, wrists and hands. Many of these symptoms were considered to be work related; interestingly, this did not affect Work Ability Index ratings. Workers had good ideas to improve their health and wellbeing at work; over 400 changes had been made or were being sustained by workers around improving manual handling, PPE, tools and machinery and health and wellbeing. A further 265 new suggestions were made concerned with education and supervision, facilities and human resources. In-depth focus groups with senior stakeholders (n=18) in three construction organisations explored barriers and opportunities for change. They were concerned about the health and wellbeing of their workers; were keen to hear their ideas; and identified poor communication within the whole workforce as a barrier to change. Opportunities to improve the situation included better feedback to workers, and interactive toolbox talks to encourage idea generation and sharing experiences. Finally, participatory workshops with senior stakeholders and trades workers (n=23) captured ideas for the development of a resource for the industry to facilitate longer working lives. Participants strongly suggested that the resource should facilitate communication between the workforce and supervisors by being visually engaging, strongly health-related and interactive, to capture and maintain the attention and involvement of the workforce.
26
Alcalde, Jeffrey L. (Jeffrey Lawrence). "The design and implementation of a synchronous manufacturing system in a job-shop environment." Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/46078.
Full textAbstract:
Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1997, and Thesis (M.S.)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering, 1997.Includes bibliographical references (p. 72).
by Jeffrey L. Alcalde.
M.S.
27
Gausman, Christian. "Implementing lean manufacturing and design for manufacturing concepts in a job shop manufacturing environment." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009gausmanc.pdf.
Full text
28
Garcia, Jaime Rojas Diego Tomás. "Job satisfaction analysis at an R&D center in the Mexican automotive industry." Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/100374.
Full textAbstract:
Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, Engineering Systems Division, System Design and Management Program, 2015.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 69-71).
Over the recent years, the automotive industry in Mexico has grown significantly. Technical tasks are becoming more complex which is driving engineers to specialize further in their field of work. They are turning into the most valuable asset and harder to replace. Company AZE, which is one of the top Automotive R&D centers in Mexico, is used in this thesis as a business case. The Company has recognized the value of their engineering workforce and is focusing more in maximizing employees' tenure by identifying the drivers that either push employees to leave or stay at the company. Data was collected through a survey applied with the purpose of understanding what level of engagement, motivators and frustration factors are affecting the company's engineers. Analysis was conducted using cross tabulation and linear regression tools; attrition variable correlation with key variables had an R2 of 0.33. Results of the research show that 12.6% of engineers are planning to quit their job in the following two years. Additionally, 15.7% of engineers are not completely convinced of staying inside the company. Workforce is on average satisfied with their Jobs. The most likely reason is because the company is still growing; growth influences positively all employees' mood and creates a good working environment. However, is necessary to keep an eye on factors that may make the employees dissatisfied such as: Personal Development, Level of engagement, Work responsibility and salary. Recommendations of how to improve job satisfaction are provided as the conclusion of this thesis.
by Diego Tomás Garcia Jaime Rojas.
S.M. in Engineering and Management
29
Ruiz, Claudia A. "Job Satisfaction of Adjunct Faculty Who Teach Standardized Online Courses." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5770.
Full textAbstract:
The present study investigated the job satisfaction of 205 adjunct faculty teaching standardized online courses at a private university in the United States. The extent of the relationship between demographic, motivator, and hygiene factors associated with adjunct faculty job satisfaction were identified. Results from this study indicate that adjunct faculty value work recognition, technical and instructional technology support, and take pride in their teaching. Important faculty satisfaction predictors based on analyses of hierarchical regression models were motivator factors recognition, achievement, and work itself, and hygiene factors policy and administration and salary.
30
Janssen, Marike Susan, and Jonas Merk. "How Digital Transformation Changes Work Design : A Butterfly Emerging from its Chrysalis?" Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84454.
Full textAbstract:
Due to rapid technological development and its increasing impact on our everyday life, the way we work, and the conditions under which we do so, organizations may lose their competitive edge if they do not participate in the digital transformation. Extant literature highlights individually researched areas on how digital transformation changes work design such as virtual teams or communication technologies but rarely examines the phenomenon in more general terms. However, because work design is vital for a range of outcomes including but not limited to employee cognitions and learning, productivity and innovation, job satisfaction and commitment, as well as employee health and well-being providing a broad view on how digital transformation affects work design in today’s organizations is beneficial. Therefore, this Master Thesis provides an overarching picture of the changes in work design owed to digital transformation in contemporary societies, combining previously researched change dimensions with new insights from empirical data in a comprehensive framework. Two different qualitative methods, an online qualitative expert survey conducted with 39 participants followed by three semi-structured expert interviews revealed that changes in work design owed to digital transformation can - in line with the literature reviewed prior to conducting the study though varingly strong discussed - be categorized into the following six domains: Performance measurements, higher job demands and increasing competency requirements, increasing technologization, increased influence, work-life setup, communication and collaboration. Next to that, results suggest performance measurements as another change dimension evolving from digital transformation. Moreover, this Master Thesis suggests a strong relation between changes in work design and changes in leadership owed to digital transformation, wherefore future research may aim to study the interrelations between changes in both subject areas in more depth.
31
Bengtsson, Sanna, and Lina Carlsson. "Arbetstillfredsställelse och motivation hos förskollärare : grunden för ett kvalitativt arbete." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21432.
Full textAbstract:
Syftet med studien är att få en förståelse hur förskollärare motiveras till sitt arbete. Vilka faktorer ökar respektive minskar motivation på arbetsplatsen, samt vilken betydelse har arbetets utformande för motivation och arbetstillfredsställelse? Studien utgår ifrån Herzberg (1993) tvåfaktors teori kring motivation samt Hackman och Oldmans The Job Characteristics Model (Robbins & Judge, 2007) som förklarar att arbetets upplägg kan ses som grund för hur motiverad personal är. Studien har genomförts med en kvalitativ ansats utifrån semistrukturerade intervjuer. Sex stycken förskollärare har intervjuats kring upplevelsen huruvida arbetstillfredsställelse och motivation infinner sig. Resultat visar att som en primär grund till arbetsstillfredsställelse ligger goda relationer till arbetskamraterna. Resultat visar även att barnens utveckling ligger som en grund gentemot hur intervjupersonerna motiveras i sin yrkesroll. Barnens utveckling samt det sociala stödet motiverar intervjupersonerna till fortsatt ansträngning och därmed till att stanna kvar på sin arbetsplats. Förutom positiva faktorer visar resultat på hämmande faktorer hos motivation. Så som för lite tid till planering samt för lite pedagogiska diskussioner. Vidare anser intervjupersonerna att för mycket ansvar och höga krav i förhållande till de resurser de har att tillhandahålla hämmar. Resultaten har bearbetats utefter Herzbergs (1993) tvåfaktorsteori rörande motivation och arbetstillfredsställelse. Arbetets utformande har bearbetats utifrån Hackman och Oldmans (Robbins & Judge, 2007) teori.The aim of the study is to gain an understanding how preschool teachers motivates to their work. What factors increases or reduces the motivation in the workplace, and what is the significance of the work design for motivation and job satisfaction? The study was based on Herzberg (1993) two factor theory on motivation and Hackman and Oldmans The Job Characteristics Model (Robbins & Judge, 2007) explaining that the work arrangement can be seen as the basis of how motivated the personal is. The study was conducted using a qualitative approach based on semi-structured interviews. Six preschool teachers were interviewed about the experience whether job satisfaction and motivation arises. Results show that as a primary basis for job satisfaction is a good relationship with colleagues. Results also show that children's development is as a basis for the respondents motivation in their professional. The children developing and the social support motivate the respondents to continue their effort and also motivates them to remain in the workplace. Besides positive factors results show inhibitory factors of motivation. Things such as to little time for planning and for educational discussions. Furthermore, the interviews think that too much responsibility and high demands in relation to the resources they have to provide is also something that inhibition their motivation. The results have been processed with Herzberg (1993) two factors theory on motivation and job satisfaction. The design of work has been compared to Hackman and Oldman (Robbins & Judge, 2007) theory.
32
Murphy, Glen Desson. "A shock to the system : the structural implications of enterprise system technology." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16403/1/Glen_Murphy_Thesis.pdf.
Full textAbstract:
The last two decades have seen an increasing sophistication in the type of information systems employed by organizations. In particular we have seen the emergence of enterprise systems technology - advanced information technology specifically designed
to integrate the vast majority of an organization's processes and data flows. As the
characteristics of ES technology have encroached beyond individual user domains
and have become integrated throughout organizations, user acceptance issues have
also broadened beyond the individual unit of analysis. At the same time numerous
examples can be found both in the trade press and academic literature of organizations
wishing to use enterprise systems as a primary driver of widespread organizational
change and restructuring.
A fundamental premise of this study is that while it may be intuitively appealing to
consider technology as a primary catalyst for organizational change, it neglects to
acknowledge the presence of what is referred to as the "eduality of structure"e (Giddens,
1993). Duality of structure proponents contend that while IT system protocols may
to a certain extent determine individual action, human agency can also determine the
extent to which the technology is incorporated into everyday operations. The failure
of past research to acknowledge the role of individual action and the influence of social
context in determining IT usage is considered to be a significant oversight (DeSanctis
& Poole, 1994).
Underpinned by the theory of structuration and its notion of duality, a theory of user
acceptance is put forward capable of clarifying the process by which users evaluate
and react to enterprise systems technology. The thesis reports on an empirical
investigation into the relationship between three representations of structure within an
organization: the characteristics of ES technology; job design; and social networks.
The capacity of ES technology to alter the structural elements of both job design and
social networks, and hence form user's attitudes and behavior towards the system,
is the fundamental theoretical premise of the thesis. As such this represents a clear
step forward in understanding the implications of ES technology for both users and
organizational structure.
Using a longitudinal embedded single case design, this study examines the user
acceptance and structural implications of introducing an ES into a large public sector
educational institution. A social network and job design perspective was adopted to
offer fresh insight into the dynamics of employee reaction to the introduction of ES
technology. Five hypotheses support the job design component of the thesis. It was argued that given the inherent design elements of ES technology, along with the specific
intent of the system's introduction, that users would both anticipate and perceive a
decrease in job characteristics following an ES implementation. Further, that the
positive relationship between job change and user acceptance would be moderated
by the amount of system usage reported by users. Users with a greater exposure to
the system were hypothesized to have a far stronger relationship between job change
and acceptance than low users. The ramifications of perceived or actual changes to
embedded resource exchange networks and subsequent employee reactions to those
changes were also considered. Essentially social networks were argued to play a
dual role in the user acceptance process, one being a conduit for the facilitation and
transfer of user attitudes towards new systems, the other acting as a catalyst for attitude
formation towards new systems.
Overall the findings only partially supported four of the eight hypotheses put forward.
While users were seen to anticipate an "eacross the board"e decrease in job characteristics
at Time 1 following the introduction of an ES, perceived changes in job characteristics
at Time 2 were dependant on user hierarchy and the extent of system usage. Those
high in formal authority reported an increase in job enrichment following the system's
introduction, while those low in formal authority reported a decrease in overall job
enrichment. Usage was also seen to moderate the relationship between job change
and user acceptance. At Time 1 low users reported a positive relationship between
anticipated changes in meaningfulness and user acceptance. Conversely at Time 1 high
users reported a negative relationship between anticipated skill variety levels at Time 2
and user acceptance. Only one job characteristic reported a relationship between usage
and user acceptance. Low users reported a positive relationship between changes in
task identity and user acceptance. A post-hoc profile of the usage categories indicated
that high users were more likely to be a lower hierarchical position than low users.
The positive relationship reported by low users at Time 1 and Time 2 was explained by
both the nature of the system, as well as the type and quantity of information received
by low users. As senior members of the organization they were considered more likely
to receive information that highlighted its attributes in the context of their job roles. The
inherent design of ES technology, along with the specific intent it was being introduced,
facilitated largely management orientated objectives. Therefore it is unsurprising
that low users anticipating an increase in experienced meaningfulness following the
introduction of a system that enhanced their job role reported corresponding acceptance
levels. In contrast, the negative relationship between anticipated levels of skill variety
at Time 2 and perceived ease of use was explained by the affinity that high users were likely to have with the old system. To high users with a high degree of proficiency
associated with a redundant skill set, increased skill variety only represented a steeper
learning curve and an increased pressure to adapt to the new system.
The network component of the study also produced mixed results. Of the two networks
that were measured over time, only one supported the hypothesized increase in both
advice and resource exchange networks over time. Post-hoc analyses indicated that
two of the four groups exhibited network change consistent with the hypothesized
relationship. Anecdotal reports suggested that contextual elements such as geographical
location and managerial policy at a localized level determined the nature of the change
for the remaining two groups. The results failed to support the relationship between
network change and user acceptance. However, a weak but significant negative
relationship between the measure of network efficiency and user acceptance was
found. In simple terms users developing an increasingly redundant set of contacts
reported higher levels of user acceptance.
In sum, the thesis represents a contribution to enterprise systems, user acceptance
and social network literatures. In the first instance the research validates the call by
Orlikowski & Iacono (2001) to readily acknowledge the specific nature of the technology
under investigation. Despite the growth and saturation of enterprise system types,
comparatively little research has been undertaken to examine the user and organizational
issues surrounding their implementation. This research has demonstrated the capacity
for the inherent design elements of ES technology to have differential effects in terms
of job design for different user classifications. This and other findings represent a
step forward in understanding the structural and user acceptance implications of this
technology, while sign-pointing a number of promising future research avenues.
The job design results, and to a lesser extent the network efficiency results, demonstrate
the effect of social context on user acceptance. As such they provide further insight
regarding the potential determinants of user acceptance beyond the individual unit of
analysis. The findings also indicate an increasing need for user acceptance research to
stretch beyond the transitory, short term measures of user acceptance such as perceived
ease of use, usefulness, training and computer efficacy.
Finally the thesis contributes to a small, but growing literature examining the role of
social networks in the process of organizational change. In particular this thesis has
considered in detail, the attitudinal and behavioral consequences of artificially altering
established patterns of interaction. As such the study highlights the need to better
understand the role of networks not only in the case of facilitating change, but the
effect of network change in terms of change intervention success.
33
Murphy, Glen Desson. "A shock to the system : the structural implications of enterprise system technology." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16403/.
Full textAbstract:
The last two decades have seen an increasing sophistication in the type of information systems employed by organizations. In particular we have seen the emergence of enterprise systems technology - advanced information technology specifically designed to integrate the vast majority of an organization's processes and data flows. As the characteristics of ES technology have encroached beyond individual user domains and have become integrated throughout organizations, user acceptance issues have also broadened beyond the individual unit of analysis. At the same time numerous examples can be found both in the trade press and academic literature of organizations wishing to use enterprise systems as a primary driver of widespread organizational change and restructuring. A fundamental premise of this study is that while it may be intuitively appealing to consider technology as a primary catalyst for organizational change, it neglects to acknowledge the presence of what is referred to as the "eduality of structure"e (Giddens, 1993). Duality of structure proponents contend that while IT system protocols may to a certain extent determine individual action, human agency can also determine the extent to which the technology is incorporated into everyday operations. The failure of past research to acknowledge the role of individual action and the influence of social context in determining IT usage is considered to be a significant oversight (DeSanctis & Poole, 1994). Underpinned by the theory of structuration and its notion of duality, a theory of user acceptance is put forward capable of clarifying the process by which users evaluate and react to enterprise systems technology. The thesis reports on an empirical investigation into the relationship between three representations of structure within an organization: the characteristics of ES technology; job design; and social networks. The capacity of ES technology to alter the structural elements of both job design and social networks, and hence form user's attitudes and behavior towards the system, is the fundamental theoretical premise of the thesis. As such this represents a clear step forward in understanding the implications of ES technology for both users and organizational structure. Using a longitudinal embedded single case design, this study examines the user acceptance and structural implications of introducing an ES into a large public sector educational institution. A social network and job design perspective was adopted to offer fresh insight into the dynamics of employee reaction to the introduction of ES technology. Five hypotheses support the job design component of the thesis. It was argued that given the inherent design elements of ES technology, along with the specific intent of the system's introduction, that users would both anticipate and perceive a decrease in job characteristics following an ES implementation. Further, that the positive relationship between job change and user acceptance would be moderated by the amount of system usage reported by users. Users with a greater exposure to the system were hypothesized to have a far stronger relationship between job change and acceptance than low users. The ramifications of perceived or actual changes to embedded resource exchange networks and subsequent employee reactions to those changes were also considered. Essentially social networks were argued to play a dual role in the user acceptance process, one being a conduit for the facilitation and transfer of user attitudes towards new systems, the other acting as a catalyst for attitude formation towards new systems. Overall the findings only partially supported four of the eight hypotheses put forward. While users were seen to anticipate an "eacross the board"e decrease in job characteristics at Time 1 following the introduction of an ES, perceived changes in job characteristics at Time 2 were dependant on user hierarchy and the extent of system usage. Those high in formal authority reported an increase in job enrichment following the system's introduction, while those low in formal authority reported a decrease in overall job enrichment. Usage was also seen to moderate the relationship between job change and user acceptance. At Time 1 low users reported a positive relationship between anticipated changes in meaningfulness and user acceptance. Conversely at Time 1 high users reported a negative relationship between anticipated skill variety levels at Time 2 and user acceptance. Only one job characteristic reported a relationship between usage and user acceptance. Low users reported a positive relationship between changes in task identity and user acceptance. A post-hoc profile of the usage categories indicated that high users were more likely to be a lower hierarchical position than low users. The positive relationship reported by low users at Time 1 and Time 2 was explained by both the nature of the system, as well as the type and quantity of information received by low users. As senior members of the organization they were considered more likely to receive information that highlighted its attributes in the context of their job roles. The inherent design of ES technology, along with the specific intent it was being introduced, facilitated largely management orientated objectives. Therefore it is unsurprising that low users anticipating an increase in experienced meaningfulness following the introduction of a system that enhanced their job role reported corresponding acceptance levels. In contrast, the negative relationship between anticipated levels of skill variety at Time 2 and perceived ease of use was explained by the affinity that high users were likely to have with the old system. To high users with a high degree of proficiency associated with a redundant skill set, increased skill variety only represented a steeper learning curve and an increased pressure to adapt to the new system. The network component of the study also produced mixed results. Of the two networks that were measured over time, only one supported the hypothesized increase in both advice and resource exchange networks over time. Post-hoc analyses indicated that two of the four groups exhibited network change consistent with the hypothesized relationship. Anecdotal reports suggested that contextual elements such as geographical location and managerial policy at a localized level determined the nature of the change for the remaining two groups. The results failed to support the relationship between network change and user acceptance. However, a weak but significant negative relationship between the measure of network efficiency and user acceptance was found. In simple terms users developing an increasingly redundant set of contacts reported higher levels of user acceptance. In sum, the thesis represents a contribution to enterprise systems, user acceptance and social network literatures. In the first instance the research validates the call by Orlikowski & Iacono (2001) to readily acknowledge the specific nature of the technology under investigation. Despite the growth and saturation of enterprise system types, comparatively little research has been undertaken to examine the user and organizational issues surrounding their implementation. This research has demonstrated the capacity for the inherent design elements of ES technology to have differential effects in terms of job design for different user classifications. This and other findings represent a step forward in understanding the structural and user acceptance implications of this technology, while sign-pointing a number of promising future research avenues. The job design results, and to a lesser extent the network efficiency results, demonstrate the effect of social context on user acceptance. As such they provide further insight regarding the potential determinants of user acceptance beyond the individual unit of analysis. The findings also indicate an increasing need for user acceptance research to stretch beyond the transitory, short term measures of user acceptance such as perceived ease of use, usefulness, training and computer efficacy. Finally the thesis contributes to a small, but growing literature examining the role of social networks in the process of organizational change. In particular this thesis has considered in detail, the attitudinal and behavioral consequences of artificially altering established patterns of interaction. As such the study highlights the need to better understand the role of networks not only in the case of facilitating change, but the effect of network change in terms of change intervention success.
34
Harrell, Martha Nanette. "Factors impacting information security noncompliance when completing job tasks." NSUWorks, 2014. http://nsuworks.nova.edu/gscis_etd/21.
Full textAbstract:
Work systems are comprised of the technical and social systems that should harmoniously work together to ensure a successful attainment of organizational goals and objectives. Information security controls are often designed to protect the information system and seldom consider the work system design. Using a positivist case study, this research examines the user's perception of having to choose between completing job tasks or remaining compliant with information security controls. An understanding of this phenomenon can help mitigate the risk associated with an information system security user's choice. Most previous research fails to consider the work system perspective on this issue. This study is based on the socio-technical system theory, the Leavitt Diamond Model (1965). Using this model as a lens to examine user information security behavior and perspectives, the Synergistic Security Model was developed. The research data indicated that the relationships between the structure, technology, task and people constructs can have an impact on user information security behavior. The research found that a change in the organization's information security policies, technology, or a change in employee processes for task completion can impact a user's information security choice. Some of the information security situations found in the research could be easily changed to lower the risk of a user's choice to circumvent information security. This change could be a technical configuration change, a purchase of a new technology or a change in a process to help impact a user's choice to circumvent information security controls.
The Synergistic Security Model can help researchers understand the relationships between the general constructs found in a work system and how those relationships can influence user behaviors. The research presented in the paper examines a triad relationship between each work system construct, consisting of: Structure-Technology-People; Structure-Task-People; Task-Technology-People; and Task-Technology-Structure. The findings indicate that the relationship between the constructs can have a significant impact on user information security behavior and therefore should be a consideration when designing an efficient and effective information security program.
35
Avalos, Maldonado Geraldine Lizbette. "El diseño organizacional y su influencia en el desempeño del personal de una empresa internacional del sector eléctrico en el año 2017." Bachelor's thesis, Universidad Ricardo Palma, 2018. http://cybertesis.urp.edu.pe/handle/urp/1479.
Full textAbstract:
El objetivo de esta investigación es determinar la influencia existente entre el diseño
organizacional y el desempeño de los colaboradores de la organización. El presente trabajo de
investigación se realizó en la empresa Edison Energy Peru S.a.c. En la investigación presentada
se ha utilizado el método hipotético - deductivo; se observó como la carencia de un diseño podía
influir en el desempeño del personal.
The objective of this research is to determine the influence between the design
organization and the performance of the employees of the organization. The present work of
The research was carried out in the company Edison Energy Peru S.a.c. In the research presented
the hypothetical-deductive method has been used; it was observed as the lack of a design could
influence the performance of the staff.
36
Rautenbach, Halvar. "Individual ambidexterity in practice : the experience of product designers in the earthmoving machinery industry." Diss., University of Pretoria, 2021. http://hdl.handle.net/2263/81681.
Full textAbstract:
South Africa’s manufacturing performance relative to its’ peers and other local sectors has been in decline in the wake of globalisation and global value chains and reduced competitive advantage. Firms are central actors in the competitive advantage of competing value chains. In order to achieve and sustain competitive advantage firms, and especially manufacturing firms, have to continuously explore new market possibilities while at the same time leveraging existing competencies in an exploitative fashion. When firms pursue explore and exploit in combination the firms can be described as being ambidextrous organisations. When it is left up to individual employees of these firms to contribute to ambidexterity by deciding when to explore and when to exploit, and they are able to do this in combination, the individuals achieve what is termed individual ambidexterity. Although it is known that individual ambidexterity contributes to organisational ambidexterity, very little is known about the manner in which individuals achieve individual ambidexterity and what the outcomes of individual ambidexterity are. The current research project sought to gain a deep understanding of individual product designers’ lived experience of achieving ambidextrous outcomes in the normal course of their work in the earthmoving machinery manufacturing sector. A qualitative, exploratory research design was adopted and thirteen semi-structured interviews conducted with individual product designers. The interviews were analysed through thematic analysis to yield rich findings as reported here-in. Key findings reported relate to the key role managers and the individual’s own knowledge play in achieving individual ambidexterity, while the reported negative outcomes of individual ambidexterity are a key contribution to individual ambidexterity literature. As part of the analysis process a model was devised that allows for the identification of potential virtuous and vicious cycles of individual ambidexterity. Implications for stakeholders and the contribution to literature are also addressed.Mini Dissertation (MBA)--University of Pretoria, 2021.
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
37
Strych, Jan-Oliver [Verfasser], and M. E. [Akademischer Betreuer] Ruckes. "Human Capital : Incentive and Job Design [[Elektronische Ressource]] / Jan-Oliver Strych. Betreuer: M. E. Ruckes." Karlsruhe : KIT-Bibliothek, 2014. http://d-nb.info/1068868988/34.
Full text
38
Bester, Margarete Joan. "Design of an automated decision support system for scheduling tasks in a generalized job-shop." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/21734.
Full text
39
Hiett, Michael. "Examining K-12 Teachers' Affective Job Satisfaction and Perceptions of Blended Instruction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3103.
Full textAbstract:
The increasing use of blended models of instruction within the U.S. public school system is transforming the K-12 education. However, few studies have been conducted of the innovation-adoption process involving blended instruction within the K-12 public school sector. In this nonexperimental, quantitative study, Rogers's five perceived attributes of innovations was used as a theoretical lens to explore how teachers' affective job satisfaction might affect the innovation-adoption process at the individual level. Research questions pertained to the relationship, if any, between affective job satisfaction among teachers and their perceptions of the complexity, compatibility, and relative advantage of blended instruction. Surveys were administered to middle school teachers (n = 40) in the core curriculum within southeastern U.S. schools. Data were analyzed for relationships using Spearman's correlation; relationships found to have statistical significance were further explored using ordinal logistic regression. Affective job satisfaction had a moderately positive and statistically significant relationship with how participants perceived the compatibility and relative advantage of blended instruction (rs = .487). However, the relationship was inconsistent among subgroups, varying from rs = .181 (n = 13) to rs = .693 (n = 10). Findings could be used to promote positive social change by providing insight into the role of affective job satisfaction within the innovation-adoption process within the K-12 sector.
40
HSIEH, SHU-PING, and 謝淑萍. "A Study on the Relationships among Job Design, Leadership, Job Satisfaction, and Job Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/u2a97d.
Full textAbstract:
碩士萬能科技大學
經營管理研究所在職專班
106
The core of management is to position the right person. What is the right person? How to position? What is the reason for a worker to show different attitude and performance under different managers? What is the right job design that would improve the job performance? Meanwhile, not only job performance but job satisfaction is important to organizations since the work ethic has differed: job is no longer a way to survive but to raise the quality of life. Modern workers may choose to quit if they work overtime and feel their life quality is leveled down. An organization would be harmed by the payment for an unemployed worker, which is1.2 to 2 times the cost to employ a worker, and the mental influence on the other workers caused by high job separation rate. 500 questionnaires were distributed to ordinary office workers and 500 were returned as valid ones. The return rate was 100%. SPSS statistical analysis software was applied to analyze empirical data; including descriptive statistics, reliability analysis, validity analysis, cross analysis and regression analysis. Through the empirical analysis, the result showed: (1) A significant positive relationship exists between job design and internal job satisfaction. (2) A significant positive relationship exists between transformational leadership and both internal and external job satisfaction; while transactional leadership only has a significant positive effect on external satisfaction. (3) A significant positive relationship exists between the task autonomy and task feedback of job design and the task performance and contextual performance, and task significance has a significant positive effect on task performance. (4) Both transformational leadership and transactional leadership have a significant positive effect on task performance, but transactional leadership has a significant negative effect on contextual performance. (5) A significant positive relationship exists between internal job satisfaction and both the task performance and contextual performance. With these results, this study is expected to be a reference for organizations and the relevant studies.
41
Xie, Jia-lin. "Job design and job stress : a theoretical examination and an empirical test." Thesis, 1992. http://spectrum.library.concordia.ca/3547/1/NN81019.pdf.
Full text
42
Barros, Inês Gonçalves de. "Crafting job crafting: from job (re)design to prompt emplotee-driven change." Master's thesis, 2018. http://hdl.handle.net/10362/52480.
Full textAbstract:
In this inductive study, I examine the extent to which the adoption of a Kaizen philosophy in a contact center affects job crafting patterns. The emergent grounded theory model suggests that such job (re)design technique may be experienced by workers in two distinct ways – (1) it can forge an internal process, or (2) it can be perceived as an external imposition. The findings show that whenever an internal process takes place, intrinsic motivation arises to job craft, proving that job crafting is not a mere internal process as previously studied, but the result of a continuous interaction between organizational policies and the individual. In addition, this process is associated with enhanced work identity and work meaning, stronger satisfaction, increased motivation, and enhanced self-confidence and feelings of recognition.
43
HUANG, CHIN-SHU, and 黃錦淑. "The Study of Relationships between Job Design and Job Performance – An Application two of Job Characteristic Model." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/20362922440572165514.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
90
Many economists in 21th century agree that the “Research ＆ Development” is an essential factor to the ling-term competitiveness and the living quality of the civilians of a country. Michael E. Porter indicates in his book, “The Edge Of Nation Competitiveness”, in the competitive world, the creating and exerting the new knowledge are more important than using the traditional economic edges- natural sources and capital. R ＆ D is an accumulation and innovation of knowledge, and a foundation of the technology progress and economic growth. Therefore, the enterprises worldwide emphasize more on the management of the researchers. In this area, the “work redesign” gets much spotlight. The enrichment of work was designed to cope with the characteristic of research, uncertainty and complexity, and to help employees performing completely. It also helps researchers to require more self-esteem. However, as the technology developed, the work contents are different than used to be. Does the Job Characteristic Model (JCM) of the Hakman and Oldman still fit the work variety? This is an issue that a manager should pay much attention while doing work redesign. By doing documents study, this research points out that the work redesign influences the job performance and is various with the work content. There are many factors affecting the work design and work performance, such as individual character, personal trait, work satisfaction, contextual satisfaction and growth need strength. This research is focusing on the relationship between job characteristic and work performance by evaluating the individual requirement (growth need strength and contextual satisfaction). Through real case investigation, there are some results in this research. 1.The task significance is unrelated to the contextual performance; however, besides that, each factor in this research is related to another one. The higher task identity and autonomy are, the higher task performance will be. The feedback from the job itself has the significant influence on contextual performance. 2.The individual character has different influence on each factor in this research. The researcher, who receives higher education has higher contextual satisfaction and higher job performance. Besides the education, the other factors, for example, the gender, marriage and age have little influence on the contextual satisfaction and job performance. 3.The contextual satisfaction and growth need strength have the moderating effects on the relationship between job characteristic and has job performance. On the contrary, the context satisfaction has no the moderating effects on the task identity and job performance of the job characteristic. The growth need strength has the moderating effects on the relationship between production responsibility and job performance, so as on the method control and task performance. But for public organization, it has the moderating effects on the relationship between task significance and job performance as well as on the production responsibility and task performance. In the high-tech company, the moderating effects between growth need strength and task variety as well as the moderating effects between growth need strength and task identity have the influence on task performance and contextual performance. 4.Whether Hackman and Oldman job characteristic model or Jackson et al. job characteristic model has little difference in analyzing the job performance, in public organization. However, analyzing the job performance of researchers in high-tech company, using Jackson et al. job characteristic model has better result
44
Chen, Kuan-Hung, and 陳冠宏. "Job Shop Scheduling IC Design and Implementation." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/73535191476225202785.
Full textAbstract:
碩士國立臺灣大學
電機工程學研究所
88
Scheduling determines when to do what using which resource. A good scheduling is critical to the competitiveness of a manufacturer. Job shop is a typical environment for the manufacture of low-volume and high-variety parts, where parts are of various due dates, priorities and sequences of production operations. The underlying class of scheduling problems also appears in other applications such as multi-processor computing and communication packet routing. Among the existing algorithms for solving job shop scheduling problems, the Lagrangian relaxation neural network algorithm (LRNNA) developed by Luh et al., 1998, is an approach with quantifiable quality and successful industrial applications. It combines the Lagrangian relaxation, dynamic programming, and neural network-based optimization techniques. In LRNNA, the scheduling problem is decomposed, by applying Lagrangian relaxation, into neuron-based dynamic programming (NBDP) subproblems, where a dynamic programming procedure is mapped to an architecture of state neurons, comparison neurons, and interconnections between the two types of neurons. The Lagrangian multipliers for relaxation are stored in the Lagrangian neurons and updated by the subgradient information calculated from NBDP solutions. In this thesis, we design a VLSI implementation of LRNNA to speed up its solution finding. We first determine modifications of LRNNA algorithm needed for VLSI implementation by using software simulations. General multiplication operations are removed from the LRNNA algorithm and a 16-bit word length is selected. A baseline hardware architecture is then designed, which includes functional modules of state cells, a forward sweep circuit, an instruction decoder, a global memory, and two buses. State cells form a parallel processing architecture for arithmetic operations of LRNNA such as the cost calculation by the state neurons, the cost comparison by the comparison neurons, the calculation of subgradient information, and the multipliers updating. The design of one arithmetic operation unit in each state cell minimizes the hardware redundancy in arithmetic operations. The forward sweep circuit performs the forward sweep procedure in NBDP, which sequentially interacts with individual state cells. Global data such as due date and problem dimension parameters can be read from and written into the global memory via the global bus. The instruction decoder decodes instruction code to control the operations of modules in the architecture via the control bus. Expected improvements of speed performance are mainly due to parallel computations by state cells. To implement the proposed architecture, we conduct an iterative design of the detailed circuitry and a corresponding instruction set. By the analysis of the LRNN algorithm, basic arithmetic instructions and data transfer instructions are first proposed to implement the required arithmetic operations. To facilitate parallel computation, instructions that concurrently execute an arithmetic operation and the corresponding data transfer (between state cells) operation and instructions that contain an arithmetic operation and a sub-function depending on the results of the arithmetic operations are then proposed. The design of these instructions allow the algorithm to be implemented in minimum number of instructions and therefore minimizes the required clock cycle time needed. We implement the detailed circuit design based on the instruction set. Correctness of the circuit design is verified via simulations of problem solving and then translated into the physical layout by the standard-cell design procedures. After extensive verification of the functional and timing correctness of the layout, it is fabricated into a chip. Preliminary test results of the resultant chip show that it is functionally correct under the 3.3V supply voltage at 100MHz operating frequency with a power dissipation of 742.5 mW. The speed performance analysis of the chip indicates a potential of two orders of magnitude in speedup for the job shop scheduling problem solving than using software implementation.
45
"Implications of task-level affection on job design and job satisfaction: an exploratory study." Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5888055.
Full textAbstract:
by Chan Ying-yee.Thesis (M.B.A.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves [31-35]).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF ILLUSTRATIONS --- p.iv
LIST OF TABLES --- p.v
ACKNOWLEDGEMENT --- p.vi
Chapter
Chapter I. --- INTRODUCTION --- p.1
Job Level Summary --- p.3
Chapter II. --- CONCEPTUAL MODEL --- p.5
Task Level Constructs --- p.7
Purpose of the Present Study --- p.10
Chapter III. --- METHODOLOGY --- p.12
Power Analysis --- p.12
Setting and Sample --- p.12
Measures --- p.13
Perceived Motivational Job --- p.13
Characteristics Growth Need Strength --- p.16
Job Satisfaction --- p.17
Task-Level Affections --- p.19
Analysis --- p.21
Chapter IV. --- RESULTS --- p.22
Chapter V. --- DISCUSSION --- p.28
Limitations --- p.28
Summary and Conclusion --- p.30
BIBLIOGRAPHY
46
HUANG, HUA-SHAN, and 黃華山. "THE DESIGN OF INTELLIGENT JOB SHOP SCHEDULING SYSTEMS." Thesis, 1990. http://ndltd.ncl.edu.tw/handle/30239503091668791102.
Full textAbstract:
博士淡江大學
管理科學研究所
79
This research attempts to employ the knowledge-bassde approach to solve the job shop scheduling problems.First,three job types（series,fan,and assimbly）of scheduling problems are investigated and,the reasons why many previous researches achieved different results are expolred. Three intelligent scheduling systems for solving these job shop scheduling problems are then developed. The nucleus of each of these systems consists of three parts:the frame base,the rule base and the inference engine.The frame base is constructed by using the segment representation approach.This approach not only simplifies the representatoin but also deals with the fan and assembly jobs easily.Moreover,a hierarchical control strategy is proposed to manage the transmission and maintenance of data in the frame base more efficiently. To overcome the problems that different researches have achieved different results,and to re,edy the fact that few researches treated the mord complicated assembly shop scheduling problem,the experiments to simulate the performance of the dispatching rules under various conditions are made.The results show each of the dispatching rules proposed by the previous researchers may behave best under what kinds of conditiopns,and then,on the basis of the results,rule bases are constructed.That is,the efforts of previous researchers are integrated as the knowledge sources of the rule bases.This enables three proposed systems always to syggest the dispatching rule which is most suitable for a job processing operation in any situation during the scheduling process. The inferencd engine dirdcts the entire progress of the whole system.Irs first three processes are applied to deal with normal situations in the scheduling while the fourth process deals with abnormal situations.Thus,each of these three proposed systems can not only handle the dynamlc situations in the job shop environment so as to make good scheduling decisions according to the changing situations,but also control the abnormal events in the scheduling. Finally,three types of experimental job shop environments are rested by using the LISP-based software tool--EJAUNDICE.The results reveal that all of the proposed systems can respectively construct better schedules than those performed by the conventional dispatching methods,such as SPT,COVERT,DDATE,SLK/OPN,LWKR and NUJOB-SPT. 本研究嘗試以知識為基礎的方法（Knowledge-based approach）來解決訂貨生產排程的問題。首先，本研究對三種不同型態的訂貨（線型 ，扇型和裝配型）生產排程的問題加以探討，並找出不同學者獲得不同研究結果的原 因，然後提出三種智慧型排程系統。 此三種系統中的主要部份為：框架庫（Frame base ），規則庫（Rule base ）和推論機（Inference engine ）。本研究使用分支（Segment） 表示法來建立框架庫，以簡化表示的方式，同時一 個階層式的管理策略，來管理和加速資料在框架庫中的傳輸。 為了解開何以不同學者會得到不同的研究結果，以及彌補很少有關裝配型訂貨生產排 程方面研究的缺憾，本研究乃進行多項實驗來模擬以前學者所提之各種派工法在各種 不同情況下的表現（Performance）。 實驗結果顯示了各種派工法在何種情況下可 最佳，接著根據此項結果來建立規則庫；亦即，本研究結合了以前學者的研究結果以 做為規則庫中的知識來源。這使得本研究所提之三系統在任何情況下，皆可選用最適 合該情況的派工法做為排程的依據。 本研究所提之推論機含有四個處理步驟，前三個步驟用來處理工廠正常運作的情況， 而最後一個步驟則用來處理特殊的狀況，以使得所提的三個系統可同時處理正常和特 殊的狀況，而符會工廠的實際需要。 最後，我們用以LISP寫成的軟體EJAYNDICE 來建立此三系統。根據實驗結果顯示，本 研究所提之系統所產生的排程皆優於任何一種傳統的派工法（例如SPT，COVERT，DDA TE，SLK/OPN，LWKR 和NUJOB-SPT）所產生的排程。
47
Risse, Thomas. "Design and Configuration of Distributed Job Processing Systems." Phd thesis, 2006. http://tuprints.ulb.tu-darmstadt.de/665/2/thomas_risse_cv.pdf.
Full textAbstract:
A key criterion in the design, procurement and use of computer systems is performance. Performance typically means the throughput and response time of a system. The effects of poorly performing systems range from dissatisfied users to high penalties for companies due to missed processing deadlines. As a result of continuously increasing hardware performance, companies often solve performance problems by replacing existing hardware with faster machines. One consequence can be that they achieve a performance increase, but the overall performance increase is less than expected. The reason for this is that the combination of hardware and software does not match. For system designers it would be helpful to have a systematic method which supports them in the design of new systems and in the extension of existing systems. The need for a systematic configuration method is motivated by a typical B2B application from the financial industry. Banks have to deal with several payment messages standards like EDIFACT or S.W.I.F.T. which have to be converted into the banks' internal representation for further processing. Such converters have to handle message size ranging from some 100 bytes to about 60 MB and have to fulfil certain performance requirements. To achieve the performance goals, identification of the hardware and software configuration is an important step in the implementation of a distributed message converter system. This thesis presents a systematic approach for the cost performance analysis of distributed job processing systems based on given requirements on throughput and system response time. Our method allows us to search for suitable configurations while minimizing the use of expensive methods for performance evaluation to the largest degree. The method is organized into a hardware and a software configuration step. For each of these configuration steps algorithms were developed. For the hardware configuration step we first approximate single host performance by a coarse model that requires few, inexpensive to obtain, key parameters. Based on it we perform the hardware selection and determine the workload distribution for the selected host configuration. The workload distribution and the hardware configuration are used to build a Layered Queueing Network model (LQN) of the complete system. It is used to determine a software configuration that actually achieves the performance that has been predicted given the hardware configuration. Since evaluations of the complete model are rather expensive, we use a greedy heuristic, which tries to minimize the number of model evaluations required. We have used our method to configure a large distributed system in order to demonstrate the scalability of the method. For a smaller system configuration we compared the predicted results with real system measurements. The verification on the real system shows that the method could be applied successfully to configure a distributed system to reach maximum performance. As we are using queueing networks for system performance modeling, our system configuration method is based on average system performance values. Hence runtime deviations are not covered during the system design phase and have to be handled during runtime by a scheduler to distribute incoming jobs in an optimal way among the hosts. In our case of the EDI message converter it turned out that the standard online scheduling method doesn't fulfil all requirements. Hence we adapted the Bin Stretching scheduling approach to fulfil the functional requirements of deadline processing and priority processing as well as the system performance requirements of low system response times and high system throughput. The algorithm behavior has been analyzed by simulation in different scenarios corresponding to different message distributions. The simulation results shows that the modified Bin-Stretching strategy generally gives better results than the well known list scheduling in the FCFS variety. We were also able to verify on our real message converter system the general good behavior of our algorithm.
48
Huang, Shih-Ming, and 黃士銘. "XML-based Personalized Information Search Architecture Design ---- Implementing with Job Website Design." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/92041825054854506786.
Full textAbstract:
碩士國防管理學院
國防資訊研究所
91
Accompany the rapidly development of Internet, searching for the real information about products marketing and services in network environment has became a basic requirement for buiness model. Hence, it is a important task to get the information content of business characteristics, as well as market operation within short time. However, the Meta-Search model can be used for general application of data acquisition, it can not satisfy the needs of information extraction, exchanging and displaying. Therefore, first we attempt to adopt XML standard to connect the different resources in web space. Secondly by bring up recommendation of user’s profile and related habits, we design a new personalized information searching mechanism, based on the models of information filtering, community recommending and result sorting, the whole performance of system can be imporved. Finally, a well-designed prototyping of job website is constructed for simulating the feasibility of th research architecture is concluded and the suggested further research are also provide.
49
Li-Chuan, Kuo, and 郭力銓. "The relationship of job characteristic, job design and researcher’s organizational commitment- in Taiwan electronic industry." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/38089884701899540450.
Full textAbstract:
碩士中國文化大學
國際企業管理研究所
98
The best person of talent is the key point in the technology industry in Taiwan. If the Taiwan technology industry cannot keep or attract the best person of talent, it won’t have competitive advantages in the future. At the view of human resource, the corporation could raise the employees’ loyalties by job design and management. Therefore, the research wants to find how the different work characteristics match job design to raise employees’ organizational commitment and to prevent to leave office or to neglect work. We use SPRS (Stratified Proportional Random Sampling) and questionnaire survey to collect some information about the research. These data was analyzed by theoretical models and statistical techniques. The findings reveal that job characteristic has significant relationship with “affective commitment’’ and “moral commitment’’ of “organizational commitment”. In additional, this research also indicated the influence on “task identity ’’of “job characteristic’’, “work teams’’ and “affective commitment’’, “moral commitment’’ of organizational commitment. Finally, according to these results, we advance some suggestion in chapter 5.
50
Mechanic, Amanda. "Incorporating career dynamics into the job design - attitudinal outcome relationship." Thesis, 2009. http://hdl.handle.net/10539/7010.
Full textAbstract:
The current research study is based on a model proposed by job design theorists, Fried,
Grant, Levi, Hadani and Slowik (2007). This proposal is valuable in the organisational
psychology research as it is the first to evaluate and incorporate career dynamics into the
conceptualisation of the job design premise. As their argument, Fried et al. (2007)
suggest that employees’ attitudinal reactions that result from the stimulation (or lack
thereof) obtained from the design of their jobs is influenced by their career dynamics.
More specifically, Fried et al. (2007) infer that career dynamics would moderate the
relationship, whereby employees would be more likely to respond favourably to a lack of
stimulation when they perceive themselves in the early stages of their careers; or when
they perceive their jobs as enabling career advancement.
The aim of this study is to quantitatively assess the hypotheses suggested by Fried et al.
(2007); and therefore conduct an investigation that evaluates job design from a career
dynamics perspective. Ninety five employees from sister accounting firms in
Johannesburg and Cape Town formed the sample utilised in the study by volunteering to
complete the self-report measures that were administered. The measures that are used in
this study encompass the job diagnostic survey, an occupational tenure questionnaire, the
expected utility of present job scale and the affective well-being scale. A biographic
inventory was also administered in order to comprehend the demographic characteristics
of the sample.
The research hypotheses were evaluated using moderated multiple regression statistics.
Insufficient evidence was found to conclude any moderating effects of career dynamics
on the relationship between the stimulation derived from the job and the attitudinal
reaction of affective well-being. Following the exploration of the research study and the
interpretation of the findings, limitations of the study, directions for future research and
practical implications are addressed.