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Dissertations / Theses on the topic 'Job seeking'
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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.
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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
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Mills, Noriko Hando. "PORTFOLIO PRODUCTION AND JOB-SEEKING BEHAVIORS OF RECENT ARCHITECTURE GRADUATES." Thesis, The University of Arizona, 1996. http://hdl.handle.net/10150/555345.
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Whitaker, Brian. "EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE." University of Akron / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858.
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Frauenfelder, Daniela 1969. "Decoding architects' hiring criteria and students' perceptions of the job-seeking process." Thesis, The University of Arizona, 1993. http://hdl.handle.net/10150/278359.
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The objective of this thesis is to develop a picture of the communications which constitute the job-seeking process of architecture students and the professionals that hire them. This thesis seeks to improve upon standard job-seeking and hiring paradigms and contribute to current job-seeking information, applied specifically to the architecture profession, so that architecture schools are better equipped to prepare students for employment challenges that lie ahead. Two hundred thirteen University of Arizona architecture alumni and two hundred twelve architecture students were surveyed to determine the criteria that architects use when hiring interns, to assess attitudes architects have toward employment-seeking materials, and to uncover perceptions students have about job-seeking. The research concludes that architects' hiring criteria do not match students' perceptions. There were differences in hiring criteria and perceptions of the job-seeking process between and within professional and student populations.
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Fontechia, Scott A. II. "Evaluating Video Modeling to Teach Job Seeking Skills: Composing a Professional Email." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7289.
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Within the disabilities community, individuals with an Autism Spectrum Disorder (ASD) diagnosis consistently have some of the most detrimental employment related statistics. To address this issue, this study evaluated video modeling, an evidence-based procedure, in teaching professional emailing skills to individuals diagnosed with ASD when applying for a job. Results of the study support video modeling research as an effective teaching tool. Significant skill acquisition, in composing a professional email, occurred across all participants. Seventy-five percent of participants concluded the study at mastery level. Implications of this study are immediately impactful on the ASD community as a new evidence-based transition tool can be made readily available. If individuals use this tool to acquire the professional emailing skill, then it will add to their job-seeking skillset and may increase their likelihood of achieving gainful employment. Keywords: autism, employment, transition, video modeling, professional emailing
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Eaves, Tresia D. "Information Seeking Behaviors of Transitioning Veterans When Job Hunting in North Texas." Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1752386/.
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This study explored a part of our population that can be misunderstood, marginalized, and underserved: veterans who are seeking to transition from the military to employment in North Texas. At the time of this research (before the COVID-19 pandemic), overall unemployment in North Texas was only 3.9%.Veteran unemployment was calculated at approximately the same before considering the underemployed veterans or those who have given up finding employment (and before the COVID-19 global pandemic), and that calculation likely exceeds 16-18% according to the Texas Workforce Commission. By understanding the information-seeking behaviors of the veteran population targeting North Texas for future employment, their ability to find useful information for successful relocation, attainment of employment, and the resources that enables their sense-making processes, the services provided to veterans seeking employment can be improved. Further understanding can be gained by using a qualitative approach that references Dervin's sense making model (SMM) as the framework. The revelations and conclusions can be used to improve existing programs, inspire new programs, and provide answers that are useful to the Veteran's Administration (VA), other veteran-focused organizations, policymakers, non-profits who serve veterans, veterans themselves, and future employers who enable successful transitions by providing satisfying and inclusive employment opportunities for veterans.
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Jensen, Margaret. "The Relationship of the Sensation Seeking Personality Motive to Burnout, Injury and Job Satisfaction among Firefighters." ScholarWorks@UNO, 2005. http://scholarworks.uno.edu/td/218.
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The purpose of this study was to determine the relationships among sensation seeking, burnout, injury, and job satisfaction among firefighters. Participants included 93 firefighters from a southeastern fire department. Each participant was asked to fill out a packet of self-report surveys including a demographic form, Sensation Seeking Scale Form V, Maslach Burnout Inventory, Job Satisfaction Survey, Absenteeism form, and an On-The-Job Injury form. This exploratory study provided an initial assessment of personality in relation to burnout and injuries in firefighters. The information from this study will hopefully help fire chiefs and administrators to better understand firefighters and the factors influencing their burnout, injuries, and job satisfaction. This information may, in turn, be useful in developing strategies to reduce burnout and better identify risk-factors affecting burnout and job performance in this population.
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Nakai, Yoshie. "Resilience of Mature Job Seekers: A Four-Wave Longitudinal Investigation." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1302551160.
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Gao, Hongmei. "The invisible handshake interpreting the job-seeking communication of foreign-born chinese in the U.S. /." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001058.
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Teoh, Josephine, and Emma Wester. "Social networking platforms – A new era for job seekers." Thesis, Högskolan i Borås, Akademin för bibliotek, information, pedagogik och IT, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10453.
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Social networking platforms have grown to become the most popular websites on the Internet,and are the most widely used tool for job seeking nowadays. In this study the researchersinvestigate the job seekers perspective on what they perceive as the benefits of using socialnetworking platforms when used as a job seeking method. The benefits are how socialnetworking platforms are superior to traditional job seeking methods. The researchers refer totraditional job seeking methods as methods used before the popularization of social media,such as handing in paper resumes to employers and also the Internet before social media.Although the major focus is on the Internet which can nowadays be seen as the newtraditional method, before people started using social networking sites. This study thereforefocus on the transition from the Internet into Web 2.0 with social networking platforms andhow the labor market and job seeking methods has changed with this new informationtechnology. This study is a qualitative research study that is based on a hermeneuticperspective, an inductive approach and a cross-sectional research design. To be able to findanswers for this study’s purpose and research question, a utilization of in-depth semistructuredinterviews on five respondents have been conducted. What was found in the studywas that job seekers indeed perceive that there are benefits to using social networkingplatforms for job seeking, over traditional methods. What was also found was that the jobseeking process has not changed that much, although it has become more effective by beingavailable online and on social networking platforms. The perceived benefits that wereconcluded based on the analysis and discussion of the theoretical and empirical data were:globalization, more effective, easier networking, increased personal visibility and the accessto social networking platforms niched for specific professions.
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Chan, Yin-ling, and 陳燕玲. "Development and validation of a measure of achievement-based rejectionsensitivity with a sample of job-seeking university students." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45589914.
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James, Narissa, and n/a. "An investigation of the relationship between young people's job seeking behaviour, self esteem and their esteem needs." University of Canberra. Education, 1998. http://erl.canberra.edu.au./public/adt-AUC20060801.150339.
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In this study the relationship between young people's job
seeking behaviour, self-esteem and their esteem needs was
investigated. Young unemployed job seekers attended a four day
personal development workshop (known as Positive Choices).
The design of the study was a pretest-posttest control-group
design. All participants completed a four part questionnaire,
including a demographic data sheet, job seeking behaviour scale,
(revised from Feather & Rowley, 1987 job search scale) esteem
needs questionnaire and the Coopersmith Self-esteem Inventory.
The results showed self esteem scores increased for the young job
seekers who participated in the Positive Choices Intervention. A
negative correlation was reported between self-esteem scores and
job seeking behaviour for all participants. In addition the job
seeking behaviour scores increased for the young job seekers after
their participation in the Positive Choices Intervention. In terms of
esteem needs, no differences were reported between esteem needs
for the participant and control groups indicating that the importance
of esteem needs remained unchanged. Furthermore, negative
correlations were found between the length of time the young job
seeker had been unemployed and their self-esteem scores, as well as
between the job seeker's educational attainment and self esteem
scores. The results suggests that changes in job seeking behaviour
is related to changes in the young job seekers' self esteem.
Suggestions for future research is discussed. Implications on
counselling and a model for working with young job seekers is
offered.
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Sterken, Hanneke. "Boundary work in the process of informal job seeking : an ethnographic study of Cape Town roadside workseekers." Master's thesis, University of Cape Town, 2010. http://hdl.handle.net/11427/11444.
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Includes abstract.Includes bibliographical references (p. 79-83).
In the context of rising unemployment, an NGO called Men on the Side of the Road (MSR) was established to provide men who stand by the side of the road waiting to be offered jobs with job opportunities and skills. The purpose of the ethnographic study described here was to assess members‘ experiences and attitudes towards the work or income-earning opportunities introduced to members by MSR. The overall goal of the report was to assess why a large proportion of the work opportunities introduced to members were not taken up with great enthusiasm. After completion of the study, the researcher found that the day-labourers used three different labels ('locals', 'networking workers' and 'struggling foreigners') to describe themselves and other roadside workseekers.
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Alahmad, Badr Suleman. "Costly Ignorance: The Denial of Relevance by Job Seekers: A Case Study in Saudi Arabia." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc955039/.
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Job centers aid businesses seeking qualified employees and assist job seekers to select and contact employment and training services. Job seekers are also offered the opportunity to assess their skills, abilities, qualifications, and readiness. Furthermore, job centers ensure that job seekers are complying with requirements that they must meet to benefit from job assistance programs such as unemployment insurance. Yet, claimants often procrastinate and/or suspend their job search efforts even though such actions can make them lose their free time and entitlements, and more importantly they may lose the opportunity to take advantage of free information, services, training, and financial assistance for getting a job to which they have already made a claim. The current work looks to Chatman's "small worlds" work, Johnson's comprehensive model of information seeking, and Wilson's "costly ignorance" construct for contributions to understanding such behavior. Identification of a particular trait or set of traits of job seekers during periods of unemployment will inform a new Job Seeking Activities Model (JSAM). This study purposely examines job seeker information behavior and the factors which influence job seekers' behavior, in particular, family tangible support as a social norm effect. A mixed method, using questionnaires for job hunting completers and non-completers and interviews for experts, was employed for data collection. Quantitative data analysis was conducted to provide the Cronbach α coefficient, Pearson's product moment correlation, an independent-sample t-test, effect size, and binary Logit regression. The qualitative data generated from the interview transcript for each section of the themes and subthemes were color coded. Finally, simultaneous triangulation was carried out to confirm or contradict the results from each method. The findings show that social norms, particularly uncontrolled social support provided by their families, are more likely to make job seekers ignore the relevant information about jobs available to them in favor of doing other things. Finally, this research presents a form of data and the development of a workable model that are useful in more clearly and better defining the complex world of job seekers.
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Grant, Lorissa Ann. "Moderating effects of tolerance for ambiguity on role ambiguity and stress: The impact on feedback seeking behavior." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2748.
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This thesis examined factors related to employee (particularly new employee) stress. In particular it looked at stress caused by role ambiguity. It looked at the moderating effect of tolerance for ambiguity on the relationship between role ambiguity and stress. It also examined the indirect effect of feedback seeking behavior to gain desired role clarity as an intervening variable on stress level.
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Camargo, Correa Selene. "The Relative Success of Individual Job-Seeking Practices: Young University Graduates in Spain, the Netherlands, and the United Kingdom." Doctoral thesis, Universitat de Barcelona, 2016. http://hdl.handle.net/10803/386508.
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The dissertation builds on Bourdieu's theory of the habitus and fields to argue that job-search strategies cannot be understood in isolation of their cultural context. It is to be expected, then, that strategies to finding or retaining a job are also adapted to the social context in which they are embedded. Based on a theoretically driven selection of variables, I identify two contrasting cultures that presumably account for cross-national variations: meritocratic, and the patrimonialistic market cultures. In Meritocratic cultures, job-seekers rely primarily on competitive methods such as direct job applications and public or private employment offices; meanwhile, in Patrimonialistic cultures, job-seekers practices are dominated by family and social ties. In the wider European context, I distinguish between a market-based meritocratic culture (i.e. the United Kingdom), a state-based meritocratic culture (i.e. the Netherlands) and a patrimonialistic culture (i.e. Spain). I explore contrasts in the university graduates's choices among fourteen different job-search strategies and employers' skill preferences, and analyze the degree of correspondence between the two in each national setting. The study relies on quantitative analysis of individual job-search strategies of university graduates collected from different sources. It examines original data collected between 2011 and 2013 at two major Spanish and Dutch universities and secondary data from the British DLHE survey (The Destinations of Leavers from Higher Education). On the employers’ side, I use data from the Flash Eurobarometer “Employers’ perception of graduate employability”, a telephone survey conducted in 2010, which provides reliable information on the skills that employers look for when recruiting higher education graduates. In addition to sampling both sides of the labor market, I explore the roles of institutional settings, labor policy traditions and the extension of the public and private services in the matching of job-seekers and employers in each country. Linking macro and micro levels of analysis, the findings provide evidence in support of the hypothesis of the existence of two market cultures that guide young university graduates' behavior and business recruitment preferences at the moment of entry in the job market.La tesis se basa en la teoría del habitus y del campo de Pierre Bourdieu para argumentar que las estrategias de búsqueda de empleo no pueden ser entendidas de manera aislada de su contexto cultural. Es de esperar, pues, que las estrategias para encontrar o retener un empleo están adaptadas al contexto social en el que están inmersas. Sobre la base de una selección de variables teóricamente justificada, he identificado dos culturas muy distintas que presumiblemente representan diferentes variaciones nacionales: las culturas de mercado meritocráticas y las culturas de mercado patrimonialistas. En las culturas meritocráticas, los solicitantes de empleo se basan principalmente en métodos competitivos, tales como solicitudes directas de trabajo y las oficinas públicas o privadas de empleo; mientras que en las culturas patrimonialistas, las prácticas de búsqueda de empleo están dominadas por el uso de lazos familiares y sociales. Dentro del contexto europeo, distingo entre una cultura meritocrática basada en el mercado (como el Reino Unido), una cultura meritocrática basada en el Estado y las organizaciones (como los Países Bajos) y una cultura patrimonialista (como lo es España). En la Tesis, exploro contrastes en las elecciones de los titulados universitarios entre catorce tipos de estrategias de búsqueda de empleo y las preferencias de los empleadores; y analizo el grado de correspondencia entre estos dos actores en cada contexto nacional. El estudio se basa en el análisis cuantitativo de estrategias individuales de búsqueda de empleo de los titulados universitarios procedentes de diferentes fuentes. En primer lugar, examino datos originales recogidos en dos importantes universidades españolas y holandesas entre 2011 y 2013 y datos secundarios de la encuesta británica DLHE (por sus siglas en inglés). En segundo lugar, utilizo los datos del Flash Eurobarómetro #304 "La Percepción de los Empleadores sobre la Empleabilidad de los Titulados Universitarios", una encuesta telefónica realizada a empresarios en 2010, que proporciona información fiable sobre las habilidades que los empleadores buscan en la contratación de los titulados de educación superior. Además de analizar ambos lados del mercado de trabajo, exploro función de los entornos institucionales, las diferentes tradiciones en política laboral y la extensión de los servicios públicos y privados que en cada país facilitan o dificultan la relación entre solicitantes de empleo y los empleadores. Tras vincular estos niveles de análisis macro y micro, los resultados proporcionan evidencia que apoyan la hipótesis de la existencia de dos culturas mercado que guían el comportamiento y las preferencias de contratación de jóvenes titulados universitarios en el momento de la entrada al mercado de trabajo.
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Sokoloff, Robert Michael. "A duration dependent model of the effects of job stress on the speed of seeking treatment for health problems." Case Western Reserve University School of Graduate Studies / OhioLINK, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=case1057757953.
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Sundqvist, Johanna. "Forced repatriation of unaccompanied asylum-seeking refugee children : towards an interagency model." Doctoral thesis, Umeå universitet, Epidemiologi och global hälsa, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-140166.
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Introduction Not all children seeking asylum without parents or other relatives are entitled to residence permits. In the last few years, more than one in four unaccompanied asylum-seeking refugee children have been forced to repatriate, either to their home country or to a transit country. Mostly the children refuse to leave the country voluntarily, and it becomes a forced repatriation. Five actors collaborate in the Swedish child forced repatriation process: social workers, staff at care homes, police officers, Swedish Migration Board officers and legal guardians. When a child is forced to repatriate, the Swedish workers involved must consider two different demands. The first demand requires dignified repatriation, which is incorporated from the European Union’s (EU’s) Return Directive into Swedish Aliens Act. The second demand requires that the repatriation process be conducted efficiently, which means that a higher number of repatriation cases must be processed. The fact that the same professionals have different and seemingly contradictory requirements places high demands on the involved collaborators. Two professionals have a legal responsibility for the children until the last minute before they leave Sweden: social workers and police officers. That makes them key actors in forced repatriation, as they carry most of the responsibility in the process. Further, they often work with children who are afraid what will happen when they return to their home country and often express their fear through powerful emotions. Being responsible and obliged to carry out the government’s decision, despite forcing children to leave a safe country, may evoke negative emotional and mental stress for the professionals involved in forced repatriation. Aim The overall aim of this study is to explore and analyse forced repatriation workers’ collaboration and perceived mental health, with special focus on social workers and police officers in the Swedish context. Materials and methods The study combines a qualitative and quantitative research design in order to shed light at both a deep and general level on forced repatriation. In qualitative substudy I, a qualitative case study methodology was used in one municipality in a middle-sized city in Sweden. The municipality had a contract regarding the reception of unaccompanied asylum-seeking refugee children iv with the Swedish Migration Board. The municipality in focus has a population of more than 100,000 inhabitants. The city in which the data were collected has developed a refugee reception system where unaccompanied asylumseeking refugee children are resettled and await a final decision regarding their permit applications. This situation made it possible to recruit participants who had worked with unaccompanied refugee children without a permit. Semi-structured interviews were conducted with a total of 20 social workers, staff at care homes, police officers, Swedish Migration Board officers and legal guardians. A thematic approach was used to analyse the data. In quantitative substudies II, III and IV, a national survey of social workers (n = 380) and police officers (n = 714), with and without experience of forced repatriation, was conducted. The questionnaires included sociodemographic characteristics, the Swedish Demand-Control Questionnaire, Interview Schedule for Social Interaction, Ways of Coping Questionnaire and the 12- item General Mental Health Questionnaire. Factor analysis, correlational analysis, and univariate and multivariable regression models were used to analyse the data. Results The qualitative results in substudy I showed low levels of collaboration among the actors (social workers, staff at care homes, police officers, Swedish Migration Board officers and legal guardians) and the use of different strategies to manage their work tasks. Some of them used a teamwork pattern, showing an understanding of the different roles in forced repatriation, and were willing to compromise for the sake of collaboration. Others tended to isolate themselves from interaction and acted on the basis of personal preference, and some tended to behave sensitively, withdraw and become passive observers rather than active partners in the forced repatriation. The quantitative results in substudy II showed that poorer mental health was associated with working with unaccompanied asylum-seeking refugee children among social workers but not among police officers. Psychological job demand was a significant predictor for mental health among social workers, while psychological job demand, decision latitude and marital status were predictors among police officers. Substudy III showed that both social workers and police officers reported relatively high access to social support. Furthermore, police officers working in forced repatriation with low levels of satisfaction with social interaction and close emotional support increased the odds of psychological disturbances. In substudy IV, social workers used more escape avoidance, distancing and positive-reappraisal coping, whereas police officers used more planful problem solving and self-controlling coping. Additionally, social workers with experience in forced repatriation used more planful problem solving than those without experience. Conclusions In order to create the most dignified forced repatriation, based on human dignity, for unaccompanied asylum-seeking refugee children and with healthy actors, a forced repatriation system needs: overall statutory national guidance, interagency collaboration, actors working within a teamworking pattern, forced repatriation workers with reasonable job demands and decision latitude, with a high level of social support and adaptive coping strategies. The point of departure for an interagency model is that it is impossible to change the circumstances of the asylum process, but it is possible to make the system more functional and better adapted to both the children’s needs and those of the professionals who are set to handle the children. A centre for unaccompanied asylum-seeking refugee children, consisting of all actors involved in the children’s asylum process sitting under the same roof, at the governmental level (Swedish Migration Board, the police authority) and municipality level (social services, board of legal guardians), can meet all requirements.
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Wirblad, Hans, and Daniel Karlsson. "Tillfredsställelse på arbetet och spänningssökande som en effekt av uppväxten? : Sambandet mellan arbetstillfredsställelse, syskonplacering och spänningssökande." Thesis, Växjö University, School of Social Sciences, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2524.
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ABSTRACT
The aim of this study was to examine the relationship between job satisfaction, birth order and sensation seeking. The sample consisted of 179 jobholders in four different organizations in southern Sweden, with an average age of 44 years (SD = 12,12). A questionnaire consisting of three parts was used to map out and measure the participants’ family background, birth order, job satisfaction and sensation seeking. The study showed no significant relationship between birth order and job satisfaction (p = 0,127). Furthermore, the study showed a significant relationship between sensation seeking and job satisfaction (p = 0,025). Finally the analyses showed that laterborns had a significantly higher score on the sensation seeking scale, used in the questionnaire, than firstborns (p = 0,015). The study concludes that sensation seeking is a significant factor when it comes to prediction of job satisfaction.
SAMMANFATTNING
Syftet med denna studie var att undersöka huruvida det fanns ett samband mellan arbetstillfredsställelse och syskonplacering, med hänsyn taget till spänningssökande. Stickprovet bestod av 179 arbetstagare inom fyra organisationer i södra Sverige med en medelålder på 44 år (SD = 12,12). Instrumentet som användes för insamling av data bestod av en enkät med tre delar. Dessa delar kartlade och mätte deltagarnas familjebakgrund, syskonplacering, arbetstillfredsställelse och spänningssökande. Studien visade att det inte fanns något samband mellan syskonplacering och arbetstillfredsställelse (p = 0,127). Vidare visade studien att individer med ett högt mått av spänningssökande upplevde högre arbetstillfredsställelse än individer med ett lågt mått av spänningssökande (p = 0,025). Slutligen framkom det att yngrebarn hade ett högre mått av spänningssökande än individer med en annan placering i syskonskaran (p = 0,015). Spänningssökande är alltså av vikt när det kommer till tillfredsställelse på arbetet.
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Thompson, Phillip S. "Understanding Consequences for Reluctant Help Targets: Explaining Reluctant Help Targets’ Poor Job Performance." Case Western Reserve University School of Graduate Studies / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=case1576257236734077.
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Amer, Al-Taie Ziad. "TechnillionJobs : A digital platform for unemployed graduates." Thesis, Högskolan i Halmstad, Akademin för företagande, innovation och hållbarhet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45386.
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TechnillionJobs is a solution consists of a digital web application, mobile App and a start-up. The solution is intended for helping unemployed Iraqi graduates & students at the final stages of their university studies network with employers locally and internationally. TechnillionJobs can give a bigger opportunity to easier find jobs/build a professional career, and therefore can be a contributing solution in reducing unemployment among graduates in Iraq. The purpose of the project is mainly to investigate and identify the reasons behind unemployment amongst Iraqi graduates as well as present a solution to reduce this problem and its negative effects. Also, to explore potential target groups, their needs and requirements for the product. The primary target groups were categorized as unemployed Iraqi graduates who can provide their knowledge and skills online, innovative companies who put a huge emphasis on their R&D department and educational companies that provide online courses & lesson plans. Primarily, the project group wanted to develop a concept that would respond to the problem statement by “only” launching a web application which in later development phases expanded to even a mobile App and start-up to provide real time services and offer On-demand Contracts (Explained in The Final Product section of this report) as well. In order to do a solid research in the problem area and come up with possible solutions and perform analysis, different scientific frameworks, methodologies and project tools such as Design Thinking, Agile methodology, Gantt-chart, Surveys and mini-risk calculation were used to make sure that the project execution follows a scientific structure. An overall timeline from the start of the project to the end is presented as well. The group has carried out this project in an iterative way where the user has always been in focus during a long dynamic development process. The opportunities for further development are many and, in the future, the product will be a more complete tool for connecting graduates with employers. Future business plans and goals are clarified in the Discussion section of this report.TechnillionJobs är en lösning som består av en digital webbapplikation, mobil App och ett start-up. Lösningen hjälper arbetslösa irakiska akademiker och studenter i slutskedet av sina universitets-/högskolestudier knyta kontakter med arbetsgivare lokalt och internationellt. Detta kan ge en större möjlighet till att enklare hitta jobb/ bygga en yrkeskarriär, och kan därför vara en bidragande lösning för att minska arbetslösheten bland akademiker i Irak. Syftet med projektet är främst att undersöka och identifiera orsakerna bakom arbetslöshet bland irakiska akademiker samt att presentera en lösning för att minska detta problem och dess negativa effekter. Också, att utforska potentiella målgrupper, deras behov och krav på produkten. De primära målgrupperna kategoriserades som arbetslösa irakiska akademiker som kan förse med sina kunskaper och färdigheter online, innovativa företag som lägger stor vikt på sina FoU-avdelningar och utbildningsföretag som tillhandahåller onlinekurser och lektionsplaner. Projektgruppen ville främst utveckla ett koncept som skulle svara på problemformuleringen genom att "endast" bygga en webbapplikation som i senare utvecklingsfaser utvidgades till även en mobil App och ett start-up för att tillhandahålla tjänster i realtid och erbjuda On-demand kontrakt (förklaras under rubriken The Final Product i denna rapport). För att göra en gedigen forskning inom problemområdet och komma på möjliga lösningar och utföra analyser, användes olika vetenskapliga metoder och projektverktyg som Design Thinking, Agil produktutveckling, Gantt-schema, enkäter och mini-risk-beräkning för att se till att projekt genomförandet följer en vetenskaplig struktur. En övergripande tidslinje från projektets början till slutet presenteras också. Gruppen har genomfört detta projekt på ett iterativt sätt där användaren alltid har varit i fokus under en lång dynamisk utvecklingsprocess. Möjligheterna för vidareutveckling är många och i framtiden tänkas produkten att bli ett mer komplett verktyg för att länka akademiker med arbetsgivare. Framtida affärsplaner och mål klargörs i Discussion avsnittet i denna rapport.
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Dahlberg, Ida. ""...i en macho-stämpel så ingår det väl inte att plugga.." : En studie om betydelsen av genus och klass i en arbetsökningsprocess." Thesis, Linköping University, Department of Social and Welfare Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-12310.
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The aim of this thesis is to study a job-searching process and elements that affects it. The elements I have focused on are gender, class and social network. The study is based on interviews and a survey study with students from the educational program of Social work (Socialomsorgsutbildningen), that graduated 3 years ago. Through the survey I have examined their social-background and their job-searching process. The interviews are the main focus in the study. Several of the informants came from working-class homes, and that could be one of the reasons why the informants chose an educational program that has low academic status. The majority of the students on the education program were female. In the employment process the male informants felt that their gender/sex gave them an advantage entering the labour-market. The social network, especially the informal network, was the most important part of their job-seeking process.
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Pliças, Maria Rosa Brás Morais. "Antecedentes das actividades de procura de emprego dos finalistas do ISEG." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7925.
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Mestrado em Gestão de Recursos HumanosNo atual contexto económico e social, assistimos a um crescente aumento do número de pessoas com formação académica superior, não acompanhado pela oferta de emprego do mercado de trabalho. A presente Dissertação pretende estudar as atividades desenvolvidas pelos alunos finalistas das Licenciaturas do ISEG visando a obtenção de emprego no final do curso. O principal objetivo é perceber qual o impacto da inteligência emocional, de características de personalidade (proatividade), de atitudes quanto à procura de emprego (autoeficácia na procura de emprego e indecisão de carreira) e do perfil sociodemográfico (género, idade e licenciatura) no tipo e frequência de realização de atividades de procura de emprego. Todas estas variáveis foram estudadas anteriormente, à exceção da IE, pelo que a inclusão desta variável constitui a originalidade deste estudo. Os resultados indicam que a frequência de realização de atividades genéricas (e.g., candidaturas espontâneas) está positivamente associada à autoeficácia na procura de emprego e que os alunos do género feminino aproveitam mais as atividades proporcionadas pelo ISEG (e.g., participar na Feira de Emprego). Verificou-se ainda uma correlação positiva significativa entre a inteligência emocional e as atividades de iniciativa própria (e.g., estabelecimento de networks com profissionais de referência).
In the current economic and social context, we witness an increasing number of people with University degrees who cannot find a position in the labour market. The current research studies the activities of ISEG's undergraduate students seeking for a job after graduation. Its main goal is to understand the impact of emotional intelligence, personality characteristics (proactivity), attitudes towards job seeking (self-efficacy in job seeking and career indecision) and demographic variables (gender, age and field of studies) on the type and frequency of activities. Undertaken all these variables were studied before, with the exception of EI. Therefore, the inclusion of EI is the main originality of this study. Results indicate that the frequency of general activities (e.g., spontaneous applications) is positively associated with self-efficacy and that female students take more advantage of activities offered by ISEG (e.g., job fairs). A significant positive correlation was found between emotional intelligence and self-initiative activities non traditional (e.g., establishing network, with reference professionals).
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Lavado, Pablo, and Joan Martínez. "The transition from school to work: Analysis of the supply of and demand for labour among youth without higher education in urban areas." Economía, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/117904.
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The study examines the job market of «urban youth» aged between 18 and 35 without higher education (university or technical) based on household surveys (Encuesta Nacional de Hogares – Enaho) and specialized surveys (Encuesta Nacional de Habilidades – Enhab; Encuesta de Transición de la Escuela al Trabajo – Entrans). The results show, firstly, supply constraints in the period 2007- 2012, which coincides with the massification of higher education over the last ten years. Secondly, it was found that students from public schools are more liable to complete high school with maxi- mum educational attainment. Thirdly, it was estimated that urban youths aged 15 to 29 cited in the Entrans 2012—and who received job training in the year prior to the survey—are 4.1 times more likely to obtain «adequate employment» in terms of pay, adequate contracts, and health insurance. Finally, a case is made for strengthening technical and specialized skills taught at school.El estudio examina el mercado laboral de «jóvenes urbanos» entre 18 y 35 años de edad sin estudios superiores (universitarios o técnicos) a partir de Encuestas de Hogares (Enaho) y encuestas especializadas (Enhab, Entrans). Los resultados muestran, en primer lugar, una contracción de la oferta en el período 2007-2012 que coincide con la masificación de la educación superior de los últimos diez años. Segundo, se halló que los estudiantes de escuelas públicas son más propensos a alcanzar un máximo nivel educativo de secundaria completa. Tercero, se estimó que los jóvenes urbanos de 15 a 29 años reportados en la Entrans 2012 y que recibieron capacitaciones laborales durante el año anterior a la encuesta tienen 4,1 veces mayor probabilidad de obtener «empleados adecuados» —en términos de remuneraciones, contratos adecuados y seguro de salud. Finalmente, se propone potenciar las capacitaciones de tipo técnico y de especialización impartidas durante la escuela.
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Takács, Jan. "Návrh zefektivnění procesu získávání a výběru pracovníků v IT společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224543.
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Diploma thesis is discussing the whole recruitment process. It further explains possibilities of raising effectiveness while choosing the right employees and focuses on long-term growth and productivity as well as motivation. Furthermore it contains an analysis of current situation in this field along with several suggestions for changes and improvements towards the future. Last but not least, it provides peak at modern trends in recruiting the most perspective people.
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Hansson, Jonas. "Mind the blues : Swedish police officers' mental health and forced deportation of unaccompanied refugee children." Doctoral thesis, Umeå universitet, Enheten för polisutbildning vid Umeå universitet, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-138923.
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Introduction: Policing is a public health issue. The police often encounter vulnerable populations. Police officers have wide discretionary powers, which could impact on how they support vulnerable populations. In encountering vulnerable populations the police officers are required to be professional; maintaining mental health in the face of challenges is part of professionalism. Their encounters with vulnerable populations might influence their mental health which in turn might influence the way they use their discretion when making decisions. Background/context: Sweden receives more unaccompanied, asylum-seeking refugee children than any other country in Europe. The number of asylum applications for such children increased from 400 in 2004 to 7000 in 2014 to over 35,000 in 2015. These children come to Sweden and apply for asylum without being under the care of their parents or other legal guardian. Some are denied asylum. If they do not return to their country of origin voluntarily the police are responsible for their deportation. The Swedish government wants an increasing number of deportations and wants them carried out with dignity. This thesis is about the police officers’ perceptions of how to interpret the seemingly contradictory demands for more deportations, that is, efficiency; and concerns for human rights during the deportation process, that is, dignity. This is conceptualized using three theoretical frameworks: a) street-level bureaucracy, b) job demand-control-social support model and c) coping. These theoretical frameworks indicate the complexity of the issue and function as constructions by means of which understanding can be brought to the police officers’ perceptions of deportation work involving unaccompanied, asylum-seeking refugee children and how such work is associated to their mental health. Aim: The current research aims to investigate and analyse Swedish police officers’ mental health in the context of deportations of unaccompanied, asylum-seeking refugee children. Methods: This thesis uses both qualitative and quantitative methodology. The qualitative approach comprised interviews conducted to achieve a deeper understanding of the phenomenon of police officers’ perceptions of deportations of unaccompanied, asylum-seeking refugee children. The quantitative method involved the use of validated questionnaires to investigate the association between police officers’ mental health and psychosocial job characteristics and coping. This approach made it possible to study a complex issue in a complex environment and to present relevant recommendations. A total of 14 border police officers were interviewed and 714 police officers responded to a survey. Results: The police officers utilize their wide discretionary powers and perceive that they are doing what is best in the situation, trying to listen to the child and to be aware of the child’s needs. Police officers with experience of deportations of unaccompanied, asylum-seeking refugee children were not found to have poorer mental health than police officers with no such experience. Furthermore, high job demand, low decision latitude, low levels of work-related social support, shift work and being single are associated with poor mental health. Coping moderates the association between mental health and the experience of carrying out deportations of unaccompanied, asylum-seeking, refugee children, and the police officers seem to utilize both emotional and problem-solving coping during the same complex deportation process. Implications / conclusions: The general conclusion reached in this thesis is that if police officers are subject to reasonable demands, have high decision latitude, access to work-related social support, and utilize adaptable coping, the deportation work does not seem to affect their mental health. When police officers meet vulnerable people, they utilize their discretionary powers to deal with seemingly contradictory demands, that is, efficiency and dignity. The executive role in the deportations of unaccompanied, asylum-seeking refugee children and the awareness of dealing with a child threatened with deportation might give rise to activation of a sense of protection, safety and security. Discretion might make it possible to act on this sense of protection, safety and security and to combine efficiency and dignity. Further studies, which integrate cognitive and emotional discretion with coping, need to be undertaken.Introduktion: Polisarbete är i mångt och mycket en folkhälsofråga, något som inte minst blir tydligt i polisers möte med utsatta människor. Poliser har ett stort handlingsutrymme, vilket kan påverka hur de bemöter utsatta människor. I mötet med dessa människor behöver poliserna vara professionella; att ta hand om sin psykiska hälsa när man möts av utmaningar är en del av professionalismen. Att möta utsatta människor kan påverka polisernas psykiska hälsa, som i sin tur kan påverka hur de använder sitt handlingsutrymme när de fattar beslut. Bakgrund: Sverige tar emot fler ensamkommande asylsökande flyktingbarn än något annat land i Europa. Antalet asylansökningar för sådana barn ökade från 400 år 2004 till 7000 år 2014 till över 35 000 år 2015. Dessa barn kommer till Sverige och ansöker om asyl utan sina föräldrar eller annan vårdnadshavare. Somliga av dem nekas asyl. Om de inte återvänder till sitt ursprungsland frivilligt är polisen ansvariga för utvisningen. Den svenska regeringen kräver ett ökande antal verkställigheter av av- och utvisningar samt fastlår att verkställigheterna ska genomföras med respekt för människors värdighet. Denna avhandling handlar om polisers uppfattningar och tolkningar av de till synes motsägelsefulla kraven på att verkställa fler av- och utvisningar, det vill säga effektivitet; och hur man hanterar de mänskliga rättigheterna under utvisningsprocessen, det vill säga värdighet. Detta beskrivs och analyseras med hjälp av tre teoretiska ramverk: a) gräsrotsbyråkrati, b) jobb-krav-kontroll-socialt stödmodellen och c) coping. Dessa teoretiska ramverk visar på arbetsuppgiftens komplexitet och fungerar som utgångspunkt för att skapa förståelse för polisernas uppfattningar av arbetet med att verkställa av- och utvisningar av ensamkommande asylsökande flyktingbarn och hur sådant arbete är associerat med polisernas psykiska hälsa. Syfte: Denna avhandling syftar till att undersöka och analysera svenska polisers psykiska hälsa i relation till av- och utvisningar av ensamkommande asylsökande flyktingbarn. Metod: Både kvalitativ och kvantitativ metod användes i denna avhandling. Det kvalitativa tillvägagångssättet innefattade intervjuer för att uppnå en djupare förståelse för hur poliser uppfattar av- och utvisningar av ensamkommande asylsökande flyktingbarn. Den kvantitativa metoden innebar tillämpning av validerade frågeformulär för att undersöka sambandet mellan polisernas psykiska hälsa och psykosociala jobbkarakteristika samt coping. Detta tillvägagångssätt gjorde det möjligt att studera en komplex fråga i en komplex miljö och att presentera relevanta rekommendationer. Totalt intervjuades 14 gränspoliser och 714 poliser svarade på en enkätundersökning. Resultat: Resultatet visar att poliserna utnyttjar sitt stora handlingsutrymme och uppfattar att de gör det som är bäst i situationen, att de försöker lyssna på barnet och vara medvetna om barnets behov. Poliser med erfarenhet av av- och utvisningar av ensamkommande asylsökande flyktingbarn har inte visat sig ha en sämre psykisk hälsa än poliser utan sådan erfarenhet. Vidare är höga krav och lågt beslutsutrymme på arbetet, låga nivåer av arbetsrelaterat socialt stöd, skiftarbete och singelliv associerat med dålig psykisk hälsa. Coping mildrar effekten på den psykiska hälsan hos de som har erfarenhet av att utföra av- och utvisningar av ensamkommande asylsökande flyktingbarn. Poliserna verkar utnyttja både emotionell och problemlösande coping under en och samma komplexa utvisningsprocess. Slutsats: Den viktigaste slutsatsen i denna avhandling är att om poliser utsätts för rimliga krav, har stort beslutsutrymme, tillgång till arbetsrelaterat socialt stöd och använder sig av anpassningsbar coping, verkar det som att arbetet med av- och utvisningar inte påverkar deras psykiska hälsa. När poliser möter utsatta människor utnyttjar de sitt handlingsutrymme för att hantera de till synes motsägelsefulla kraven, det vill säga effektivitet och värdighet. Den verkställande rollen i av- och utvisningar av ensamkommande asylsökande flyktingbarn och medvetenheten om att hantera ett barn som hotas av utvisning kan ge upphov till en aktivering av känslan att ge skydd, trygghet och säkerhet. Handlingsutrymmet kan göra det möjligt att agera på denna känsla av skydd, trygghet och säkerhet samt att kunna kombinera effektivitet och värdighet. Ytterligare studier, som integrerar kognitivt och känslomässigt handlingsutrymme med coping, behöver emellertid genomföras.
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Manto, Jonte Justine Juliette. "Déterminants sociocognitifs des comportements de recherche d'emploi chez les diplômés de l'enseignement supérieur : comparaison France-Cameroun." Thesis, Grenoble, 2014. http://www.theses.fr/2014GRENH001/document.
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Quels sont les mécanismes motivationnels et cognitifs qui soutiennent les stratégies de recherche d'emploi mises en œuvre par les diplômés du supérieur ? Telle est la question qui fonde les analyses effectuées dans cette thèse. Les développements y relatifs s'articulent sur trois niveaux imbriqués. Le premier examine la relation entre les dimensions mises en évidence par la théorie sociale cognitive de la carrière (TSCC) (Lent, Hackett et Brown, 1994), et la performance en recherche d'emploi. Le second a pour objectif d'introduire les stratégies d'autorégulation (STARE) en vue d'analyser dans quelle mesure elles peuvent médiatiser la relation entre le sentiment d'efficacité personnelle (SEP), l'objectif professionnel (OPRO), le projet professionnel (PPRO), les difficultés perçues (DIFF) et la performance. Enfin, ces deux premiers niveaux d'analyse se justifient par le besoin d'appréhender les mécanismes motivationnels et cognitifs auxquels se greffent les facteurs contextuels et sous-tendent les dynamiques de recherche d'emploi. La configuration actuelle du marché du travail rend de plus en plus saillante une évidence : le processus d'insertion professionnel n'est pas linéaire et, même à parcours de formation égal, les diplômés ne sont pas égaux face aux difficultés marquant l'accès à l'emploi. En s'appuyant sur un échantillon de 50 curriculum vitae (CV) de demandeurs d'emploi (étude 1), deux échantillons de 410 salariés (étude 2) et 384 sans emploi (étude 3), tous diplômés du supérieur, cette recherche conduite au Cameroun et en France montre d'une part que les variables d'intention ou les attentes de résultats et le sentiment d'efficacité personnelle sont de bons prédicteurs de performance, conformément à la littérature internationale sur la TSCC. D'autre part, l'examen des liens entre les dimensions suscitées et la performance en recherche d'emploi, par le biais de médiations simples, multiples et modérées, montre que les stratégies d'autorégulation introduites dans le modèle TSCC constituent un médiateur significatif de l'effet de l'ensemble des variables sur la réussite des salariés, de l'objectif professionnel et du projet professionnel sur le devenir des sans emploi, et du sentiment d'efficacité personnelle uniquement lorsqu'on procède à une analyse différenciée selon le sexe. En conclusion, les résultats suggèrent que contrairement aux logiques et parcours de recherche d'emploi traditionnels établis, la configuration actuelle du marché du travail impulserait de nouvelles formes d'organisation et d'ajustement chez les acteurs qui y évoluentWhat are the motivational and cognitive mechanisms that support job search strategies implemented by the graduates? This question is the base of the analyses carried out in this thesis work. The related developments are based on three nested levels. The first one examines the relationship between dimensions highlighted by the social cognitive theory of career (TSCC) (Lent, Brown and Hackett, 1994), and performance in job search. The second objective introduce self-regulation strategies (STARE) in order to analyze to what extent they can mediate the relationship between self-efficacy (SEP), career objective (OPRO), professional project (PPRO), perceived difficulties (DIFF) and performance. Finally, the first two levels of analysis are justified by the need to understand the motivational and cognitive mechanisms associated to contextual factors and underly dynamics of job search. The current labour market setup increases the relevance of obviousness: professional insertion process is not linear and even with same training courses, graduates are not equals face to difficulties regarding employment access. Based on a sample of 50 curricula vitae (CV) of job seekers (Study 1), two samples of 410 employees (study 2) and 384 job seekers (study 3), all of them graduates, the research carried out both in Cameroon and France shows on one side that the variables of intent or outcome expectations and self-efficacy are good predictors of performance, in accordance with the international literature on the TSCC. On the other side, relationship analysis between these dimensions and performance aroused in job search through simple, multiple and moderate mediations, shows that self-regulation strategies introduced in the TSCC model constitute a significant mediator of the effect of all variables on the employees success, the professional goal and the professional project on the future of job seekers, and of self-efficacy solely when performing an analysis differentiated by gender. To end with, the results suggest that contrary to established logic and traditional path of job search, the current configuration of the labor market would boost new forms of organization and adjustment among actors who evolve in this sector
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Lien, Yu-Ting, and 連宇婷. "Relationships among Relational Aesthetics of Job Seeking, CreativeRecruitment, and Job Seeking Willingness." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7f32am.
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碩士國立臺北大學
企業管理學系
107
Employees are the most important asset of the enterprise, and having key talents can bring competitive advantages to the company. Nowadays, in this highly competitive environment, if a company wants to stand out among many competitors and attract candidates, innovative recruitment strategies are very important. Therefore, the purpose of this study is to try to understand the relationship between the relational aesthetics of job seeking, creative recruitment and job seeking willingness. The respondents who had experience with apply for job were interviewed and distributed on paper. A total of 410 valid questionnaires were collected. This study classifies three variables through factor analysis, and uses SPSS hierarchical regression and AMOS, PROCESS software for analysis to verify the hypothesis. The results show that the relational aesthetics of job seeking is significantly positive correlation with job-seeking willingness; social media interaction is not significant for the job seeking willingness; competition activity cooperation is significantly positive correlation with the job seeking willingness. In the part of interference effect and mediation effect, the two factors of creative recruitment have the interference effect and partial mediation effect on the relationship between relational aesthetics of job seeking and job seeking willingness. The results of this study in the relational aesthetics of job seeking and creative recruitment are expected to provide business managers and human resources departments with higher quality services and more diverse recruitment activities for job seekers when recruiting personnel.
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Liu, Chia-Chen, and 劉家禎. "Job-Seeking Teachers' Intentions of Using E-Recruitment Sites." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/18550347037439112355.
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碩士中華大學
科技管理學系碩士班
99
After the implementation of the teacher cultivation policy, there is a surplus of substitute teachers. This is due to The Trend of Fewer Children, which makes the supply of teachers exceed demand. At present, finding substitute teachers is a common occurrence when teachers require leave. This situation becomes worse, however, when there are large-scale events, or there are many teachers on leave. Substitute teachers can be difficult to schedule, let alone guarantee the quality of their teaching. The acquisition of talented teachers is one of the most important aspects of human resources management. The selection of teachers perfectly matched with the schools can not only benefit the advancement of school affairs but also guarantee the rights of education. Recently, due to rapid advances in information technology, human resource websites have become a new medium of communication. Large corporations utilize them extensively. Government and non-government organizations have also set up various websites to provide information to substitute teachers. The purpose of this study was based on the Technology Acceptance Model (TAM). It aimed to investigate the perception and willingness to use resource websites as related to the differences of elementary school teachers’ acceptance of technology as well as other external variables. 450 elementary school administrative personnel and substitute teachers in New Taipei City were randomly chosen to participate in this survey, with a total of 419 valid surveys. The effective response rate was 93.11%. The result showed that the teachers' intentions, perceived usefulness and perceived ease of using human resource websites were above average, but the actual behavior of using human resource websites was below average. There was significant difference in the computer self-efficacy, website functions, behavioral intention, perceived usefulness and perceived ease of using human resource websites between the elementary school teachers with different backgrounds. There were positive correlations among elementary school teachers’ computer self-efficacy, behavioral intention, perceived usefulness and perceived ease of using human resource websites. Furthermore, the teachers' perceived usefulness and perceived ease of using human resource websites could effectively predict the teachers' behavioral intention to use human resource websites. In the end, this study suggests that when planning teachers’ human resource websites, the education authority should consider promoting the websites’ functions. This is to facilitate the efficient use of the websites as well as aid in the school authority’s ability to match reserve teachers in a more quality-regulated manner. Furthermore, the above suggestion also expects provide an improvement in the imbalance of supply and demand regarding substitute teachers at the junior and elementary school levels.
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Yan, Shwu-Huey, and 顏淑惠. "The Determinants of Job-Seeking Methods for Taiwanese Employees." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/66063431878904649312.
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碩士國防管理學院
資源管理研究所
88
Despite the large amount of extent research on organizational-level to discuss recruitment issues, researchers have given very little attention to individual-level aspects. Therefore, this study concentrates on individual-level to reply the relationships among demographic characteristics, past experiences in jobs, and job-finding methods. Empirical results indicate that: (1) Men are more likely to seek jobs through their friends or agencies; (2) The greater the age of job-seekers, the most likely they are to seek jobs through friends or agencies; (3) The higher the educational level of job-seekers, the more likely they are to seek jobs through recruitment advertisement or public examination; (4) There was no specific job-finding methods for worker-employed from private; (5)There was no significant correlation between occupations of previous job and job-finding method in the future. Keywords: Human Resource Management, Demographic Attributes, Job-Seeking Methods
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Hua-hui, Hsu, and 許華慧. "The Effect of a Job-Seeking Training Program on General Self-Efficacy and Job-Seeking Self-Efficacy of Spinal Core Injured Vocational Trainees." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/ak2vm7.
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碩士國立臺灣師範大學
復健諮商研究所
96
The purposes of this study were to design a job-seeking skills training program and to examine the immediate and retention effectiveness of the program on vocational trainees who were spinal core injured regarding their general self-efficacy and job-seeking self-efficacy. The researcher applied equivalent pretest-posttest and pretest-follow up test design method. 15 participants who were the first stage trainees were recruited as the experimental group, and 15 who were the second stage trainees were assigned to control group. The experimental group received a 12-week job-seeking training program for 2 hours per week. The control group received no treatment. The quantitative instrument utilized the effects of this study were “The General Self-efficacy Scale”, and “The Job-Seeking Self-Efficacy for People with Physical Disabilities Scale”. The two-way analysis of covariance and t-test were used to analyze the data. In addition, the feedback questionnaire was conducted. The major findings if this study were as follows. 1.Job-seeking skills training program is feasible. 2.Job-seeking skills training program could enhance vocational trainees’ general self-efficacy , job-seeking self-efficacy and management interview efficacy, and showed the retention effect. 3.The participants took positive and affirm attitude toward job-seeking skills training program, and considered that job-seeking program was helpful for job hunting. Finally, results of the study were discussed and suggestions were proposed for application of job-seeking training program on people with SCI vocational trainees and future study.
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Liao, Yi-Lin, and 廖翊伶. "Research on Usability Design of Job Seeking and Matching System." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/45994865727430809664.
Full textAbstract:
碩士中原大學
資訊管理研究所
105
We hope to strengthen the interaction and contact between enterprises and students and alumni by e-platform service, and do provide employment and care services for students and alumni.Efficient integration of employment and career information from all sides, increase the students, alumni and business opportunities for job opportunities. This study will be set in the scope of the Chung Yuan Christian University job seeking and matching system,to the 中原人生涯關懷網 for the study of cases, to explore the use of the中原人生涯關懷網of the Chung Yuan Christian University students and alumni.According to its experience in the use of this platform, to understand the user''s motivation to use, experience, hope that by usability testing, to understand the user on the 中原人生涯關懷網 interface design, functional requirements, advantages and disadvantages and satisfaction. Based on the theory of "using and satisfying the theory", this study uses the "case study method" to collect and analyze the data. A total of 14 students and alumni of the Chung Yuan Christian University were interviewed, and the users considered a good campus job search The system should have the following conditionsA simple and clear page. Second, the human front desk operation and background management page. Three, trustworthy. Fourth, the unique superiority.
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Chin-An, Lin, and 林芷安. "JOB INSECURITY AND INFORMATION SEEKING BEHAVIOR IN HEALTH CARE ORGANIZATION." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/02887335905004559768.
Full textAbstract:
碩士國立台北護理學院
醫護管理研究所
91
The issue of job insecurity has received growing recognition in connection with increased unemployment and the use of large workeforce reductions to improve organizational effectiveness and competitive ability. Even hospitals are not immune from the trend. The aim of the study was to examine the job insecurity and information seeeking behavior in health care staff in a district teaching hospital. The data were obtained by questionnaire (N=145) and the response rate of 59%. The result showed that, for information source, job insecurity predictd upward and downward source; for informatiob channel, job insecurity predicted impersonal channel; for information type, job insecurity predicted task, human and organization information.
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Yuan, Yang Yih, and 楊奕源. "An Application of Game Theoretical to the Difficulty of Job Seeking-The Constraint Factors of Job Seekers." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/65880753099569498137.
Full textAbstract:
博士大葉大學
管理研究所博士班
95
This study is based on passive factors of acquiring job positions. It uses game theory analysis to obtain 7 Perfect Bayesian Equilibriums (PBEs) and draw 6 conclusions: (1) whether job seekers reduce the constraint factors depends on the employers’ faith in the individual types of job seekers and the cost, to the job seeker, of reducing constraint factors; (2) the employers’ faith depends on the level of the salary; (3) that job seekers accept reducing constraint factors based on employers’ faith in their types; (4) when employers find out that job seekers are not willing to reduce the constraint factors, and their faith leans to L type workers, employers will experience negative productivity; (5) when employers find out that job seekers are not willing to reduce their constraint factors, employers’ faith leans to M type workers, and the cost of reducing constraint factors is high, unfavorable effects between labor and capital will result; and (6) when job seekers are willing to reduce constraint factors and employers’ faith leans toward M type employees, employers might experience negative productivity. This study probes the influences of constraint factors on the difficulty of job seeking, based on the concept of human liability. Additionally, it finds 14 constraint factors have 3 potential classifications, including psychological factors of job seekers, job seeking skills, and external constraints. The difficulty of job seeking has significant correlations with all 3 classifications of the 14 constraint factors. When job seekers have more constraint factors, their difficulty of job seeking will be higher. The constraint factors of job seekers belonging to the external constraint classification are long-term human liabilities. Reducing the negative impact of these constraint factors will take longer and be very costly. As a result, reducing the impact of these factors requires assistance from the government and society. Thus, a better effect for the job seekers will be generated. The other 2 classifications of constraint factors belong have characteristics of current human liabilities. As long as job seekers have adjustable cognition and perception toward position requirements or take part in relative, simple, and easy training. Consequently, reducing the negative impact of these constraint factors can be done effectively. In addition, this research also found that in order to reduce the difficulty of job seeking, the main goal is to reduce the negative impact of constraint factors classified as current human liabilities. Among the 14 constraint factors, the factor found to have the highest correlation with difficulty of job seeking was “low self-confidence.” The ways to improve the job seekers’ self-confidence include effectively reducing self-handicapping, adjusting workplace values, enhancing job-seeking enthusiasm, increasing work interest and adjusting imbalances academic knowledge and work experience. Thus, a better effect for seeking jobs should be generated.
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WeiMeiHui and 魏美惠. "An Exploratory Study of Job Seeking Behavior in the Theory of Planned Behavior for Non-Traditional Job Seekers." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/54145644517292458474.
Full textAbstract:
碩士大葉大學
人力資源暨公共關係學系碩士在職專班
95
This study is to discover the non-traditional job seeking behavior of job seekers, which is based on the Theory of Planned Behavior, and to research and analyze the possible correlation between those variables like Individual attributes, Career Motivation. To help the non-traditional job seeker to find a job smoothly and efficiently, provide some suggestions according the result of what this study found.
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魏三峯. "The use and gratification of different media providing job seeking functions to the job seekers:researched in view of job seekers who are members of online job banks." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/85428194205967969513.
Full textAbstract:
碩士中國文化大學
新聞研究所碩士在職專班
92
Abstract Per the development of the media technology and popular use of the internet, job seekers have changed the tools used for seeking jobs. To seek jobs via the Internet attracts a lot of people and also changes the ways of job seeking in the other media. This research adopts online survey to explore the use and gratification of different media for job seeking in the past and today, and to predict the possible development of these media in the future. A total of 90000 questionnaires have been sent to the members of the “104 job bank” web site and a valid sample of 1536 have been required. The findings suggest that the more people use online media to get job information, the more they are satisfied with online media. Otherwise, those people using more conventional media to seeking job are tended to be less satisfied with online media. Among the 12 media providing job seeking functions, online job banks of private sector are the most favorite to those who seeking job via the Internet. However, the job information websites set up by the government is simply ranked the 5th. Even though there is a huge impact to personnel ad on newspapers, the newspaper is still an important medium for job seekers. In addition, interpersonal network has an important role and never faded out to help many people to find jobs by recommendations of their friends or relatives.
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CHEN, SU HUI, and 蘇惠珍. "The Influences of Job-Seeking Intention by the Characteristics of Word-of-Mouth and the Job-Seeker's Personality Traits." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/kcs3h5.
Full textAbstract:
碩士明新科技大學
管理研究所碩士在職專班
106
Most of the research shows that Word-of-mouth communication is one of the most powerful driving forces in the market. It is even regarded as the least expensive information-dissemination tool and the promotion channel with the highest level of credibility in the world. Word-of-mouth is also an communication channel that has been actively managed and operated by marketing managers. In literature, the study of Word-of-mouth mostly has focused on consumer decision-making. However, in recent years, scholars have begun to explore the impact of Word-of-mouth on job-seeking behaviors, or on the attractiveness of employers among job-seekers. However, the study about whether or not job seekers’ personality trait has influenced their willingness to seek employment after they received word-of-mouth information was scare. The purpose of this study is to explore the influence of source characteristics of Word-of-mouth information on job seeking intention in different personality traits. This study, based on a study of consumer trait by Gilly(1998), discussed whether or not source expertise and tie strength of Word-of-mouth communicators have any impact on job seeking intention. Furtheremore, under the influence of different personality traits, would there be any interaction effect on that intention? The study used an experiment design. A situational questionnaire was answerd by 160 fifth-year nursing students in a five-year college. Statistical analysis with SPSS showed that a higher degree of word-of-mouth communication has a significant impact on the diligent and honest personality trait. This study also found that a person with a good personality has significant influence on the intention of seeking employment. Further, a higher degree of expertise, and the closeness of word-of-mouth communicators have significant influence on the people with good personality traits as well.
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Cheng, Li-Chung, and 李中正. "A Study on the Needs of Job-seeking Youths in Developing Military Careers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/64456848777793734091.
Full textAbstract:
碩士銘傳大學
管理學院高階經理碩士學程
99
Under the current system, most volunteer military servicemen are recruited from the fresh graduates of universities (colleges) or senior high (vocational) schools. With many years working experience, the author deeply believes that the success of the “Volunteer Military Service System” relies heavily on the quality of the staff. The main purpose of this research, therefore, is to explore the recruitment needs of the nation’s volunteer military service, aiming to satisfy the career requirements of the job-seeking youths in society. The author also discovered that, due to the changes in the social environment, it is usually difficult to find sufficient patriotism or career passion from the job-seeking youths who have enrolled in the selection process for volunteer military service. With the lack of the devotion of a military serviceman to sacrifice for the country, the youths are, in general, facing a gap between the reality and their perceived career life. It is hoped that, through this research, the author may identify some unexplored and useful information and provide recommendations to the Department of National Defense for the recruitment of volunteer military servicemen. Apart from satisfying the “career needs” of the talented youths, the most important objective of this recruitment process is to attract aspired youths who are willing to develop a career in the military service, so as to effectively build up the talent base in the national military force. The research is structured on the military career options by university (college) and senior high (vocational) school students. Focusing on research subjects of different backgrounds, the researcher endeavors to identify the influence of various factors on the intention for choosing a military career. These factors are, respectively, the need or willingness for a military career and the support level to the volunteer military service system. It is hoped that the research findings can be used as a reference material for perfecting the recruitment system of the national military force. A questionnaire survey has been conducted among some university (college) and senior high (vocational) school students in the northern area of Taiwan. A total of 491 valid questionnaires have been collected. The result of analysis shows that the research subjects all agree that the Maslow’s Hierarchy of Needs will influence on the candidates of the volunteer military servicemen. The research findings also support that there are significant positive correlation among the five levels of needs. It was also found that the safety needs and self-actualization needs both have positive influence on individual’s willingness to develop a military career. In other words, students with higher safety needs or self-actualization demands normally possess a higher willingness to select a career as a volunteer military serviceman. Physiological needs, on the other hand, also have a significant positive influence on the level of support to the transformation to a volunteer military service system. In other words, students with higher physiological needs are more likely to support the volunteer military service system. Further discussion has also been made in this research on the implications of these findings in terms of the various practices in management.
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Huang, Yu Jou, and 黃妤柔. "The Study of Employer and Employee’s Perception on Working Holiday for Job-seeking." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/pve663.
Full textAbstract:
碩士長庚大學
商管專業學院
104
From 2014, Taiwanese government actively signed “Working Holiday Agreement” with other countries for raising international viewpoint and improving competitiveness of youth. The event had attracted over 10,000 youth to apply it every year since then. Previous studies have found that only 26% employers are willing to give more credit on employees who have working holiday experience. 87% employees expect working holiday can improve personal career development. It would be a good topic to look at both side to study the employer and employee’s perception on working holiday for Job-seeking. The study method has two parts; the first one is to ask employer and employee by quantitative questionnaire. To better understand what employers think about working holiday, the second one is to interview with employers by qualitative semi-structured questionnaire. The result of the study shows that employer and employee generally agree that working holiday can help for “Working Ability Enhance” and “Working Attitude Enhance”. About “Professional Ability Enhance”, employer and employee maintain neutrality. Employers encourage youth to accumulate abroad experience. When they interview people who own working holiday experience, they will focus on what’s the purpose and what they learn from working holiday.
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Ondrio, Aryanda, and 安仰達. "he influences of Corporate Social Responsibility onprospective employees\' job seeking decision in Indonesia." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/f2zwd9.
Full textAbstract:
碩士元智大學
經營管理碩士班(領導學程)
107
CSR is company‟s responsibility to give positive externalities to local public to balance company‟s interest with public interest (Prihatiningsih et al., 2015). In Indonesia, corporate social responsibility is already regulated by Government under Law UU No 40 Tahun 2007, which forcefully requires all companies to implement corporate social responsibility. Companies emphasizing Corporate Social Responsibility activities could be benefited from its pactice. It directly provides a very good influence on the company's reputation and enhances companies‟ attractiveness to prospective employees with consideration about socially responsible practices, community mindedness and sound ethics (Marika et al., 2017). Even though the implementation of corporate social responsibility is regulated by the law, the disclosure itself is still voluntary. Therefore, this research aims at investigating the the awareness level of young job seeker in Indonesia about companies‟ CSR activities and how important the CSR activities are for young job seeker/ prospective employee when finding jobs. This study uses quantitative survey reserch method and attempts to collect 400 respondents from top universities in Indonesia. The findings expect to provide a new piece of evidence that companies can benefit from its‟ CSR activities not only for its public reputation, but also for its attracting top younb talents. Keywords : corporate social responsibility, job seeker, company, employee
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Hu, Wun-Siou, and 胡文琇. "A study of Job-Seeking Experience of College/University degree students with hearing impairments." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/61719627243811201862.
Full textAbstract:
碩士國立暨南國際大學
社會政策與社會工作學系
98
After a few years of struggle in school, college/university graduators with hearing impairment find it is very difficult to find jobs. There are several factors that cause these graduators spend more time and energy on finding jobs, and these factors could be very interesting. Therefore, this study focuses on the study of job-seeking progress of college/university graduators with hearing impairment. The purposes are: 1. to survey the job-seeking preparation of college/university graduators with hearing impairment; 2. to understand the challenges the college/university graduators with hearing impairment might have on finding jobs; 3. to find out the resources on finding jobs and how the college/university graduators with hearing impairment use them. This study adopts qualitative research methods. This study collects the job-seeking experience by taking questionnaire and interviewing from fourteen college/university graduators with hearing impairment who graduated during 2005 to 2008. This research finds that on job-seeking preparation stage, if the job seeker with hearing impairment can accumulate professional knowledge and find their real interests, they could effectively accumulate human capital and make it easier to find jobs. However, students with hearing impairment have many difficulties on learning. Schools should actively implement the Individual Education Plan (ELP) to help them on learning. In addition, being independent, active, earnest and resistive to pressure are the attitudes needed on finding jobs. Furthermore, par-time job and internship experiences are critical and helpful on accumulating human capital. The challenges of graduator with hearing impairment include: 1. to confess their physical defect to employee; 2. difficulties on telephone communication; 3. limitation on job types; 4. challenges of communication abilities and skills. On facing these difficulties, job seekers should 1. decreasing their expectation and focus on getting hired first; 2. focusing on preparing the public servant examinations; 3. having part-time work experiences and learn to live independently. As for the resources, family supports are the most important. Good relationship with family members, friends, and teachers can increase the possibility to find jobs. Especially, teachers usually are willing to provide help to them. As for job-seeking services, they need good communication with employment counselors and understand the service procedure, so that the service can help them to find jobs more efficiently. In this study, suggestions are made for hearing impaired students, schools, employers, and hearing impairments advocacy organizations.
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Yu-Ching, Chiang, and 江玉靖. "A Study on Action Research of Asperger’s Syndrome Adults in Job-Seeking Guidance Program." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/92301305218115062160.
Full textAbstract:
碩士國立彰化師範大學
復健諮商研究所
98
Through action research process, this study tried to understand the experience of Asperger’s Syndrome adults in job-seeking guidance program, and to seek the possible strategies from the practice of the research with reflection. Based on the experience of action-- the origin of the job-seeking guidance, the researcher tried to establish the practical knowledge for Asperger’s Syndrome. The main participants of this research are two adults with Asperger’s Syndrome. Qualitative research methods were conducted through teaching, action, diary notes, and documents to form the action research circle process, including planning, action, observation, reflection and revision. The findings were presented in the following aspects: First, during the job-seeking guidance program process, the chang on self-explored, exploring the job information and job-seeking action of Asperger’s Syndrome was found. Second, the researcher encountered several difficult situation. To solve the job-seeking guidance difficult situations, the researcher proposed feasible strategies through the reflection and the revision with the co-researcher, and has been aware of the researcher’s unique characteristic and the limits in the job-seeking guidance program practice. Finally, suggestions on future job-seeking guidance program design and research aim were proposed to provide reference for teachers and future studies.
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Hsieh, Chia-Ling, and 謝佳伶. "Using Survival Analysis to Explore the Factors that Affect the Job-Seeking Duration of the Middle-aged and Aged Job-seekers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tpeekv.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所在職專班
106
Since 1993, Taiwan has been entering an ageing society and will become an aged society in 2018. Due to the uneven structure of the population, the problem of unbalanced human labor market structure will continue expanding. In Taiwan, the transformation of industrial structure and the adjustment of manpower demand have led to the most serious problem of unemployment between middle-aged and aged labor groups. It is indeed an important issue to help middle-aged and aged job seekers to break out of their unemployment durations and postpone their resignations that bring their cumulative experiences into full play in the career.. Using the data “The Middle-aged Work History Survey 2014 in Taiwan” conducted by DGBAS, this study adopted survival analysis as observing the risk of leaving the job-seeking durations to identify the connection among gender, marriage status, education, reason for leaving, economic source after retirement, former work location, former employment status, industry of former work and position of former work. Based on lifetime, Kaplan-Meier Estimator, Cox Proportional Hazard Model of survival analysis, this study indicates that seeker’s gender, education, reason for leaving, economic source after retirement, former work location, former employment status, and industry of former work and position of former work have significant impact on the middle-aged and aged job job-seeking duration.
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Lishchenko, Tatiana, and 伊芙娜. "Job Seekers Information Privacy Concerns, Trust in Social Networking Sites (SNSs) and Behavioral Intentions to Use SNSs as Job Seeking Tool." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/62172068432193091185.
Full textAbstract:
碩士國立成功大學
國際管理碩士在職專班
97
Internet Social Networking sites (SNSs) are formed on the Internet allowing individuals with similar interests to interact on a social level. Companies regard this platform as a new market place, and its members as current or future customers. Recently companies have started to treat social networking sites as recruitment tool in order to avoid missing out on highly-qualified candidates who frequent these sites. It is believed that SNSs are giving employers the ability to connect with job seekers on a more personal level than before. Due to innovativeness of the topic, previous studies have not combined together recruitment and SNS, and therefore there is no model that would integrate relevant research variables to verify the cause of job seekers’ behavioral intentions to use SNS as job seeking tool. This research was intended to fill in the gap, and investigates influence of information privacy concerns and trust in SNSs on job seekers’ behavioral intentions concerning the use of the SNS as a job source. This study surveyed and collected 154 questionnaires. The results indicated that trust in SNSs and SNS experience have significant influences on job seekers behavioral intentions in SNSs, while the influence of privacy concern on job seekers behavioral intentions is fully mediated by trust in SNSs.
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Lu, Liang-Chen, and 呂亮震. "A research of employment matching logic and assertive job seeking behaviors：From the perspective of employment promotion." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/96285012261363074145.
Full textAbstract:
博士輔仁大學
心理學系
100
Maynard & Ferdman (2009) reviewed the leading academic journals in the field of Industrial and Organizational Psychology (I-O Psychology), found that the Marginalized Workforce has been neglected in a long time, therefore appealed to the I-O psychologists should start to care those people included in the study and practice, and thought how I-O Psychology can make a difference. This thesis is to respond to the appeal of the two scholars. The research issue arose from the author's participation in employment promotion field action, the author proposed the point of view in the past for people and job static fit should be accompanied by a dynamic alignment perspective, and then to effective response to workplace transformation and job matching problems. No matter I-O Psychology or Vocational Psychology, the related research about the rules and standards of how to effectively match people and job is not enough. Therefore, the author through analysis the database of Occupational Information Network (O*Net) which led built by the U.S. Bureau of Labor, and found that high socioeconomic status and low socioeconomic status occupational groups with different matching logic, the former is more suited to the worker-oriented job description dimensions such as knowledge, ability and skills to match; while the latter is suited to the work-oriented description dimensions, such as the generalized work activities(GWAs)or work context to match. Saks (2005) proposed a job seeking successful integrated framework, assertive job seeking behaviors have a direct impact on the ability to obtain the interview invitation, and even job offers, but lack of related research. The author revised the assertive job-seeking behavior questionnaire (Cianni-Surridge, 1983) and the assertive job-hunting survey (Becker, 1980), and added some items of job-seeking behavior the author and the research team from the field of practice and workplace experience, of the preparation of a new questionnaire to survey both the job seekers and employers. Trying to understand whether there are differences between the two sides for the view of the job search behavior will affect personnel decisions, analysis of the results found, the two sides in the job search behavior of 30 questions, 18 questions with significant differences. The research design of this thesis is qualitative and quantitative mixed methods approach which bases on the epistemology of pragmatism (Creswell, 2004), starting from the perspective of employment promotion and then study the issues of employment matching logic and assertive job seeking behaviors.
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徐嬿姍. "Associations Among Career Maturity, Social Communication Skill Type and Job-Seeking Enthusiasm for Individuals with Schizophrenia." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/95573155053586079660.
Full textAbstract:
碩士國立高雄師範大學
復建諮商研究所
100
This research investigated the associations among career maturity, social communication skill type and job-seeking enthusiasm for individuals with schizophrenia, and the prediction power of career maturity and social communication skill type to job-seeking enthusiasm moderated by certain demographic variables. A correlational research method was adopted and 160 schizophrenic participants who were cognitively normal were screened via the Mini-Mental Status Examination - Taiwanese Version from a Kaohsiung municipal psychiatric clinic and some of the community rehabilitation centers in Kaohsiung metropolitan. Instuments used included basic information form, the Social Skills Inventory, and the Career Maturity Inventory - Attitude Scale. Descriptive statistics, ANOVA, Pearson product-moment correlation and stepwise multiple regression were used to proceed statistical analyses. The findings of this study are fourfold: (1) social communication skill type for individuals with schizophrenia has an effect on their career maturity; (2) career maturity for individuals with schizophrenia has an effect on their job-seeking enthusiasm; (3) social communication skill type for individuals with schizophrenia has an effect on their job-seeking enthusiasm; as well as (4) age, career maturity and social communication skill type are predictors of job-seeking enthusiasm for individuals with schizophrenia. Younger age, better career maturity and not overly suppressing negative and passive emotions can lead to better job-seeking enthusiasm for individuals with schizophrenia. Suggestions to clinical applications include: (1) conceptualizing social skills in order to strengthen client’s functions effectively; (2) including training on career maturity into pre-vocational preparation program; and (3) accessing individuals with schizophrenia to pre-vocational preparation program as early as possible.
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Ju-Shan, Li, and 李如珊. "A Cross-Level Study on the Relationships among Feedback-Seeking Behavior, Communication Climate and Job Satisfaction." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/15702621478268716231.
Full textAbstract:
碩士國防大學管理學院
資源管理及決策研究所
98
The reorganization of military organizations recent years has caused military personnel duties changed frequently; and thus, the military members need to know what their duties and behaviors constantly. Feedback seeking behavior deals with organization members uses some strategy to know what their duties and behaviors in order to modify their behaviors such as to reduce the unknown situation in their environment. Previous studies found that the climate organized will influence individual’s perception of job satisfaction. Thus, there possibly exists relationship among individual’s feedback-seeking behavior, communication climate of the organization and individual’s job satisfaction. Consequently, the purpose of this study were three folds: (1) to explore the relationship between individual level of feedback-seeking behavior and job satisfaction; (2) to explore the relationship between organizational level of communication climate and the individual level of job satisfaction; (3) to explore the moderating effects of communication climate (organizational level) on the relationship between the individual level of feedback-seeking behavior and job satisfaction. This study focused on volunteer officers, army officers, and hiring staffs with a period of work experience in military organization. There were 600 copies of questionnaire sent to the military officers and 421 samples were valid. We distinguish the valid samples into the individual level and organizational level, and then analyzed by Hierarchical Linear Model using HLM software. The results showed that: (1) individual level of feedback seeking behavior has positive effect on job satisfaction significantly; (2) organizational level of communication climate has positive effect on the individual level of job satisfaction significantly; (3) organizational level of communication climate plays moderating effect on the relationship between the individual level of feedback-seeking behavior and job satisfaction. Finally, based on the findings, this study provides discussion and practical implications, and suggestions for future research.
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Lin, Jia-Ruei, and 林嘉瑞. "Impact of Job Characteristic on Feedback-Seeking Behavior - The moderating effect of Tacit and Explicit Knowledge." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/38rcbc.
Full textAbstract:
碩士東吳大學
企業管理學系
102
The feedback-seeking behavior allows people to inspire themselves and improve the performance, however, based on the past literature, there are abundance of research that has examined individual factors that influence feedback-seeking behavior and the lack of research that has considered contextual factors, so the present research studies the relation to the job characteristic model (JCM) and feedback-seeking behavior. The second part of research aims at investigating the moderating effect of tacit and explicit knowledge over the JCM and feedback-seeking behavior. A survey complete by 312 samples full-time employees from financial industry, The result revealed that feedback-seeking behavior was increase by skill variety, task identity, task significant, task autonomy and task feedback, and the second part of the present study aims at investigating the moderating effect of tacit and explicit knowledge over the JCM and feedback-seeking behavior, according to the result of the present study, it shows that tacit knowledge doesn’t exist moderating effect over the JCM and feedback-seeking behavior, explicit knowledge exist moderating effect over the skill variety over the JCM and feedback-seeking behavior, moreover, explicit knowledge also exists moderating effect over the task feedback over the JCM and feedback-seeking behavior.
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SU, TING-TING, and 蘇庭莛. "Research on the Influence of Organizational Attractiveness, Subjective Norm, and Self-efficacy on Job-seeking Behavior." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/w4gu5f.
Full textAbstract:
碩士東海大學
企業管理學系碩士班
106
The purpose of this study is to examine the effect of organizational attractiveness, subjective norm and self-efficacy on job seeking behavior. Theory of planned behavior served as the theoretical basis of this study. The data was collected from real job seekers. Survey with questionnaires was employed. Question items were designed from the reference of domestic and foreign scholars’ studies. A total of 272 valid samples were collected. And statistical software, SPSS and Smart PLS, was used to analyze data. After statistical analyses, the results are summarized as the following. 1.organizational attractiveness has positive effect on job seeking behavior. 2.Self-efficacy has positive effect on job seeking behavior. 3.The effect of subjective norm on job seeking behavior is not identified.
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Jensen, Margaret Ann. "The relationship of the sensation seeking personality motive to burnout, injury and job satisfaction among firefighters." 2005. http://louisdl.louislibraries.org/u?/NOD,193.
Full textAbstract:
Thesis (M.A.)--University of New Orleans, 2005.Title from electronic submission form. "A thesis ... in partial fulfillment of the requirements for the degree of Master of Arts in the Department of Human Performance and Health Promotion"--Thesis t.p. Vita. Includes bibliographical references.