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Wikoff, Logan Marie. "Humor Type, Source, and Perceived Job Satisfaction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460979977.
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Jacquez, Amy Michele. "The relationship between teacher personality type and job satisfaction." Morgantown, W. Va. : [West Virginia University Libraries], 2004. https://etd.wvu.edu/etd/controller.jsp?moduleName=documentdata&jsp%5FetdId=3643.
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Vilcot, Geoffrey. "Algorithmes approchés pour des problèmes d'ordonnancement multicritères de type job shop flexible et job shop multiressource." Phd thesis, Université François Rabelais - Tours, 2007. http://tel.archives-ouvertes.fr/tel-00198068.
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Ce travail de thèse s'inscrit dans le cadre d'une collaboration industrielle avec la société Volume Software pour le développement du module d'ordonnancement du logiciel "DirectPlanning". Dans ce travail, nous étudions le problème de job shop flexible multicritère et le problème de job shop multiressource multicritère. Notre objectif est de déterminer une approximation du front de Pareto. Nous avons proposé des algorithmes de résolution approchés et plus particulièrement des algorithmes de recherche Tabou et des algorithmes génétiques. Nous avons proposé différentes versions de nos méthodes pour les deux problèmes considérés. Des expérimentations ont été réalisées et montrent les bonnes performances de nos algorithmes, à la fois d'un point de vue qualité des résultats et d'un point de vue de la rapidité des méthodes.
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Smith, Nicholas. "The cost of discrimination job age-type and legal outcomes." Honors in the Major Thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/623.
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The older population is growing rapidly and businesses must prepare for changes in their workforce. Cases of age discrimination have also become more common. Older workers are being forced out of their jobs at a faster rate than any other age group. As a result, older workers commonly take jobs in different careers, where they compete with younger workers who have similar relevant experience and are valued for their youth. Both prototype matching theory and career timetables theory state that people hold stereotypes of the job in addition to stereotypes of people. In laboratory research, a mismatch between the age of the worker and the age-type of the job has led to lower evaluations, lower job suitability ratings, and other indicators of discrimination. The purpose of this thesis is to assess whether the construct of age-type is related to discrimination in real-world legal cases. Real life instances of discrimination were attained from a 15-year sample of 388 age discrimination jury verdicts and settlements. Each job in the sample of cases was rated to determine age-type, perceived proportion of older and younger workers in the job, and importance of stereotypically older worker features to the job. Results showed that all forms of age stereotypes, both general and specific, were related to the frequency of cases in jobs associated with older or younger stereotypes. Specifically, older workers were more likely to have age discrimination cases go to trial in younger age-typed jobs. However, these variables did not help to predict formal outcomes of the cases (win vs. loss). Among the cases that did win, cases in older age-typed jobs won significantly more money than in younger age-typed jobs.B.S.
Bachelors
Sciences
Psychology
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Hentous, Hamid. "Contribution au pilotage des systèmes de production de type Job Shop." Lyon, INSA, 1999. http://www.theses.fr/1999ISAL0028.
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Intitulée Contribution au Pilotage des Systèmes de Production de Type Job Shop, cette thèse traite des problèmes d'ordonnancement de type job shop simple et job shop hybride. Ces problèmes appartiennent à la classe des problèmes NP Difficile de la combinatoire. Afin d'aborder progressivement la complexité inhérente au job shop, une• première heuristique est tout d'abord proposée pour résoudre le cas à trois machines. Ensuite, une généralisation de cette méthode est exposée pour résoudre le problème d'ordonnancement de type job shop hybride pour un nombre quelconque d'ateliers (c. à. D de machines), L'élaboration de notre méthode est basée sur deux phases principales. La première phase correspond à une procédure de transformation qui consiste à réduire le problème job shop en un problème flow shop à deux machines. La seconde phase permet de définir à l'aide de différentes règles de priorité plusieurs versions de l'algorithme pour résoudre le problème initial qui consiste en un problème de séquencement et un autre d'affectation. Des contraintes de capacité de stockage et de ressource auxiliaire limitées ont été modélisées et intégrées dans le calcul des plans de lancement. Des expérimentations et des comparaisons ont été effectuées sur un grand nombre de jeux d'essais. Différents objectifs de production ont été pris en compte correspondants soit à une gestion de production sur stock soit à une gestion de production à la commande. De nouvelles bornes inférieures pour les solutions optimales ont été définies afin de faciliter 1' évaluation des heuristiques proposées. Ces travaux de doctorat s'insèrent dans un travail plus global de conception d'un atelier de génie décisionnel de pilotage des systèmes de production, travail entrepris dans le cadre d'un projet de collaboration européen TournesolTitled Contribution to Production Control in Job Shop Environment, this thesis deals with scheduling problems in job shop and hybrid job shop environments. Job shop problems are known to belong to the NP-Hard class of combinatorial problems. In order to tackle progressively the problem complexity, a first heuristic is given in order to solve the three machines job shop problem. Than this method is generalised in order to solve the scheduling machines problem in hybrid job shop environment. Our method is based on two main phases. The first phase is a changing procedure which consists to reduce the job shop problem to a flow shop one with two machines. The second phase enables us various versions of the heuristic to solve the original problem, thanks to priority rules. The latter phase consists on solving two problems: the sequencing and the assignment problems. Buffer storage constraints and limited auxiliary resources have been modeled and integrated in scheduling planning calculation. Experiments and comparisons have been done on a large number of problem data. Various production objectives have been taken into account for make to stock production and for make to order production environments. New lower bounds for optimal solution have been defined to facilitate the method evaluation. These works have been done in the context of a more global project which consists in designing a workshop control case for production systems which has been initiated in a European project Tournesol
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Benbrahim, Mohammed. "Ordonnancement de la production dans un atelier du type "job shop"." Doctoral thesis, Universite Libre de Bruxelles, 1998. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212055.
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El, Khoukhi Fatima. "Métaheuristiques hybrides pour la résolution de problèmes d'ordonnancement de type Job Shop." Le Havre, 2009. http://www.theses.fr/2009LEHA0023.
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Améliorer la coordination et la planification de la production vis-à-vis des activités logistiques des ateliers de production réel (à savoir les ressources : machines et engins de transport) est devenu une grande nécessité pour la diminution des coûts et la réduction des délais de livraison. La présente thèse est scindée en quatre parties. La première partie est un tour d’horizon des problèmes d’ordonnancement, l’accent est mis essentiellement sur les environnements Job Shop. Dans la deuxième partie, nous présentons une étude plus détaillée de ces environnements :problématique, état de l’art, modélisation et méthodes de résolution. Dans le cadre de la logistique interne des ateliers de production de type Job Shop, nous étudions dans la troisième partie, deux problématiques, le Job Shop avec transport dans un environnement ‘’juste à temps’’ et le Job Shop à flexibilité partielle avec maintenance préventive. La dernière partie est consacrée au problème d’atterrissage d’avions multipistes que nous avons modélisé sous forme de problème de Job Shop. Dans les différents cas d’études présentés, notre travail s’articule autour d’une étude systématique à base de trois fondamentaux, une formulation mathématique et/ou graphique du problème puis une résolution par une approche d'optimisation à base de métaheuristiques hybrides et enfin une validation des résultats par des simulations numériques. Notre objectif était de développer des systèmes d’ordonnancement dynamique d’aide à la décision capables de supporter la nature NP-complet des problèmes étudiésIn most real shop floor, improving the coordination and the planning of the production with respect to the logistic activities, namely resources : machines and material handling equipments, became a great necessity for the lowering of costs and reducing of lead-times delivery. The present thesis is split into four parts. The first one is a survey of the scheduling problems ; the emphasis is on the Job Shop environments. In the second part, we provide a more detailed study of these environments : problematic, state of the art, modelling and methods of resolution. As part of the internal logistics of the production facilities in Job Shop Scheduling Problem, the third part is devoted to showing two problems, the Job Shop Scheduling Problem with transportationfor just-in-time production as well as the flexible Job Shop Scheduling problem with machines availability constraints. Finally, the last part addresses the aircraft landing problem that we formulated as a Job Shop problem. In the various study cases previously cited, our work revolves around a systematic study based on three fundamental processes, a mathematical and/or graphical formulations, and then an approach for resolution optimization based on hybrid metaheuristics, finally a validation of the results by numerical simulations. The objective is to develop dynamic scheduling systems to resolve these NP-hard problems
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Schulz, Michelle Renae. "The influence of job type, information provided, test type, and test performance on applicant reactions to personnel selection tests." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2028.
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The evolution of the Systems Model approach to personnel selection marks the emergence of the relationship between the organization and the applicant. It has made organizations become increasingly aware of the potential influence of applicant reactions to selection procedures.
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Reeves, Michael. "The Challenges of Young-Typed Jobs and How Older Workers Adapt." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6010.
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This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one's appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed.Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational
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Vest, Cynthia Ann. "Job Satisfaction Among Women Accounting Educators." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc279359/.
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A national survey was conducted to investigate job satisfaction among women accounting educators at four-year college and universities in the United States. The purpose of the study was to determine if differences existed among women accounting educators at research, doctoral, master's, and baccalaureate institutions in three areas relating to job satisfaction: levels of job satisfaction, individual sources of job satisfaction, and structural sources of job satisfaction. Also, the relationships among these three areas of job satisfaction were examined.
A stratified random sample of 755 women accounting educators was selected from the population of 1,519 women. A mailed questionnaire was used to collect data. A total of 495 (66%) questionnaires were returned. Women accounting educators expressed satisfaction with co-workers, supervision, and work. They were neutral regarding satisfaction with pay and dissatisfied with promotion opportunities.
A difference was detected between satisfaction with pay and type of institution. Differences were found between individual sources of job satisfaction and type of institution. The differences were attributable to education level and the personality characteristics of conscientiousness and openness. Differences were detected between structural sources of job satisfaction and type of institution. Academic rank, salary, tenure, institutional resources, and job functions accounted for the differences.
Significant relationships were found between individual and structural sources of job satisfaction and levels ofjob satisfaction. Satisfaction with co-workers was related to agreeableness, conscientiousness, neuroticism, institutional resources, mentoring, and time spent on research. Satisfaction with pay was related to neuroticism, salary, academic rank, and institutional resources. Satisfaction with promotion opportunities was related to agreeableness, salary, tenure, institutional resources, mentoring, networking, other job functions, and type of institution. Satisfaction with supervision was related to personal roles, agreeableness, salary, institutional resources, mentoring, research, and advising students. Satisfaction with work was related to marital status, personal roles, agreeableness, neuroticism, institutional resources, and mentoring.
It was concluded that differences exist among women accounting educators at research, doctorate, master's, and baccalaureate institutions. Also, it was possible to determine relationships between individual and structural sources ofjob satisfaction and levels ofjob satisfaction.
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Rose, Deborah A. "Personality type and perception of the work environment in career paramedics." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/833468.
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For many years, researchers have investigated issues of career choice and job satisfaction. One of the earliest and most durable theories of vocational psychology holds that an individual's personality predisposes him or her to be better suited to some occupations than others. According to trait factor theory, if people are matched with the "right" occupations, high levels of satisfaction and performance can be expected.This study examined the personality characteristics in a national sample of 105 career paramedics and investigated the relationship between paramedics' personality type and satisfaction with the work environment. Career paramedics are defused as individuals who earn the majority of their income through the provision of advanced prehospital emergency health care. Four major findings were obtained. First, a chi square analysis showed that the frequency and distribution of personality types of paramedics differs from that of the general population. Second, it appears that many paramedics show a distinct clustering of personality traits. The-, have a strong sense of responsibility; prefer concrete, immediate, factual data; enjoy creating order out of chaos; and are able to work with efficiency and precision in high-pressure situations. Third, analyses of variance indicated significant differences between responses of medics at different sites. This suggests that management differences account for variance in scores on the work satisfaction measure, since work tasks are similar at each location. Fourth, limited evidence was found to support the link between personality type and scores on the work satisfactionmeasure. Results are discussed in relation to the implications for employers and psychologists.Department of Counseling Psychology and Guidance Services
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Zapata, Patricia Ann. "Relationship between quality of life for adults with mental retardation and type of job placement /." Digital version accessible at:, 2000. http://wwwlib.umi.com/cr/utexas/main.
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Lamoudan, Tarik. "Algorithmes métaheuristiques pour l'ordonnancement des systèmes de production de type job shop et flow shop." Le Havre, 2011. http://www.theses.fr/2011LEHA0009.
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La thèse traite de l’ordonnancent d’ateliers de type « job shop » et « flow shop », deux problèmes largement étudiés dans la littérature sous leurs formes classiques. Notre contribution porte sur l’intégration des contraintes de transport des tâches entre les machines en utilisant un nombre fini de convoyeurs. Pour les deux problèmes nous avons donné une nouvelle modélisation mathématique en tenant compte des contraintes additionnelles qui portent, entre autres, sur les temps de transport et les différentes caractéristiques des ressources (capacités, nombre, temps de disponibilité, etc). Puis nous avons proposé une nouvelle approche de résolution basée sur l’algorithme des colonies de fourmisThe thesis concerns two scheduling problems, job shop scheduling and flow scheduling problem. Our contribution focuses on taking account transportation constraints of tasks between machines using a finite number of vehicles. For both problems we have given a new mathematical formulation that includes additional constraints about transportation time and different characteristics of resources (capacity, number, time availability, etc. ). We also give a new resolution algorithm based on ant colonies
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Nguyen, Hanh Hong. "The Effects of Type of Child Care Arrangement and Satisfaction with Care on Employee Job Satisfaction and Absenteeism." PDXScholar, 1994. https://pdxscholar.library.pdx.edu/open_access_etds/4784.
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This study examined the effects of different types of child care arrangements (i.e., care by relatives; care by nonrelatives; self-care by child; and care by day care centers) and satisfaction with care on employee absenteeism and job satisfaction. A 53% response rate was obtained from a questionnaire administered to 501 classified staff employees at Portland State University. Only responses from employees with children under the age of 18 living at home were used. Eighty-six employees met this selection criterion. It was hypothesized that parents using self-care by child would have the highest absences, followed by parents using day care centers, followed by parents using care by nonrelatives, followed by parents using care by relatives. Second, it was hypothesized that parents using care by relatives would have the highest job satisfaction levels, followed by parents using care by nonrelatives, followed by parents using day care centers, followed by parents using self-care by child. Third, it was hypothesized that satisfaction with care would affect job satisfaction and absenteeism such that parents who were satisfied with their care arrangements would have higher job satisfaction and lower absenteeism. Fourth, it was hypothesized that there would be a significant difference between men and women on absenteeism such that women would have higher absences than men. Hierarchical regression analyses revealed that employees using care by nonrelatives had significantly higher absences (during the last month and year) than those using care by relatives. In addition, employees using care by nonrelatives reported the highest number of absences on both measures of absenteeism. This study revealed that type of child care arrangement was not related to employee job satisfaction. The analyses also revealed that employees' satisfaction with care was related to absenteeism (during the last month), i.e., as parents' satisfaction with care increased, the number of absences reported decreased. Therefore, the first and third hypotheses were partially supported but the second and fourth hypotheses were not supported. The results of this study demonstrates that the types of child care arrangements that parents use are related to employee absenteeism but not job satisfaction.
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Le, Roux S. M. "An investigation into the relationship between personality type, as measured by the Keirsey Bates Temperament Sorter, choice of practice setting and job satisfaction of pharmacists who graduated from the University of the Western Cape over the period 1990-2005." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&.
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For the study the Keirsey Bates Temperament Sorter was completed by 602 pharmacy students during their study period at the University of the Western Cape. The results showed that the pharmacy students had a tendency towards the Extraversion, Sensing, Feeling and Judging Personality Type Preferences. Personality Temperaments of the pharmacy students were also compared with the general population and it was found that there were statistically significant more students with the SJ Personality Temperaments and statistically significant less students with the SP Personality Temperaments in the pharmacy population than in the general population. This study very clearly points out the value of using the Keirsey Bates Temperament Sorter as an aid, not only in guiding the student in the process of career choice, but also facilitating the placing of the newly qualified pharmacist in his or her choice of practice setting.
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Smith, Charles E. "A comparative study of the Myers-Briggs type indicator and the Minnesota importance questionnaire in the prediction of job satisfaction." Virtual Press, 1988. http://liblink.bsu.edu/uhtbin/catkey/558348.
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The major purpose of this study was to test the ability of the MyersBriggs Type Indicator (MBTI) to predict job satisfaction. Sixteen hypotheses were advanced and tested. They were grouped into four categories: (a) the ability of Judges to predict a subject's job satisfaction based upon their assessment that the subject's MBTI Type was compatible with their occupation; (b) the ability of the Minnesota Importance Questionnaire (MIQ) to predict job satisfaction; (c) acomparison of the predictive ability of the MBTI with the MIQ; (d) and, an exploration of the relationship of MBTI Type with the Needs measured by the MIQ.A review of related literature showed that the ability of the MBTI to predict job satisfaction had not been demonstrated satisfactorily in previous research while the MIQ had a demonstrated ability to predict satisfaction. Therefore, the MBTI was compared with the MIQ to see which could better predict satisfaction.The subjects used in this research were 369' Masters in Business Administration students from a medium sized private college in the Midwest. Sixty-five percent of the subjects were male and 35% were female. They had an average age of 30.5 years and 93% of the subjects were employed full-time.Three test instruments were used in this study. The MBTI was used to assess Psychological Type. The MIQ was used to measure Vocational Needs. A biographical information form was used to gather demographics on each subject. A question from the Hoppock Job Satisfaction Blank was included on the information form to measure job satisfaction.This study found that MBTI Type and various components of Type could be used by judges to predict job satisfaction based on judges' assessment of congruence between Type and occupation. It was found that the MIQ could predict job satisfaction based on congruence between MIQ profile and occupation. Comparison of the MBTI and MIQ showed that the MIQ was the better predictor of satisfaction but neither instrument was able to account for more than a small part of the satisfaction variance. Last, it was found that several of the MIQ Needs were related to components of the MBTI.This study provided support for the predictive ability of both the MBTI and the MIQ. It supported the use of the MBTI in career counseling and theory and pointed to several areas where additional research is needed. It provided an initial exploration into the relationship of the MBTI to the domain of vocational Needs as measured by the MIQ.Department of Counseling Psychology and Guidance Services
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Jacober, Albert H. "Gender and job specific physiological, behavioral, dietary, and chronobiological effects of smoking under field conditions /." [S.l.] : [s.n.], 1994. http://e-collection.ethbib.ethz.ch/show?type=diss&nr=10409.
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Petrovay, David William. "Personality Characteristics, Career Awareness, and Job Expectations of New Teachers of Students with Visual Impairments." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/194332.
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In 2000, contributors to the formulation of the National Plan for Training Personnel to Serve Children with Blindness and Low Vision anticipated a severe shortage of direct service personnel as early as 2006 with an increasing negative impact on teacher numbers through the end of the decade. It is necessary to attract approximately 5,000 new teachers to the field to meet the needs of the ever-increasing population of students with visual impairments requiring specialized training.This study investigated the personality and background experiences of individuals who are attracted to work as educators with students with visual impairments. A sample of 132 teachers who had been trained at either the undergraduate or graduate level and were employed within their first five years as teachers with this specialization completed the Holland Self-Directed Search (Form CP) and a Participant Profile form to ascertain the personality types and experiences of those new to the field.The study considered three variables: (1) gender, (2) race/ethnicity, (3) teacher training level and their association with Holland personality type (RIASEC). All three variables were weak predictors of the personality type of teachers of the visually impaired as indicated by Goodman and Kruskal's tau. Results of the Holland Self-Directed Search was a stronger measure of the personality type associated with becoming a teacher of students with visual impairments. The data related to the sample revealed that 65.2% of those responding identified themselves as Social type.Teachers identified how they became aware of the field prior to making a decision to enter a teacher-training program, what their reasons were for making a decision to enter a training program to become a teacher of students with visual impairments, and which areas of their teaching experience differed from what they had expected prior to employment in the field. Limitations of the study, implications of the results for recruitment and retention of teachers of students with visual impairments, and recommendations for future research are provided.
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Watson, Larry Watson. "An investigation into the relationships between job satisfaction, temperament type, and selected demographic variables among West Virginia vocational agriculture teachers /." This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-07282008-135327/.
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CARVALHO, ALVES ISAMARA. "Application de la technologie de groupes et de la relaxation lagrangienne au probleme d'ordonnancement de type job-shop." Clermont-Ferrand 2, 2000. http://www.theses.fr/2000CLF22248.
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Ce travail concerne la decomposition du probleme d'ordonnancement de type job-shop avec contraintes de capacite et de precedence. Le critere considere est la minimisation de la duree totale de l'ordonnancement (makespan). Ce probleme est np-complet, ainsi sa solution peut etre simplifiee par la decomposition en sous-problemes de job-shop de petite taille plus facile a resoudre que le probleme global. Cette these propose une approche par decomposition en utilisant la technique de la technologie de groupes et celle de la relaxation lagrangienne pour une classe de problemes d'ordonnancement de type job-shop. La technologie de groupes permet de grouper les machines en cellules de machines et les produits en familles de produits pour former les sous-problemes. Cependant, il existe de liens residuels entre les sous-problemes car quelques produits doivent etre fabriques en differentes cellules de machines. Pour traiter ces liens, les contraintes de capacite et de precedence sont relaxees en utilisant les multiplicateurs de lagrange. Ainsi, les sous-problemes sont resolus independamment. La minimisation du lagrangien avec les valeurs fixes des multiplicateurs fournit une borne inferieure pour le cout de la solution optimale du probleme d'ordonnancement. Ces bornes peuvent etre utilisees dans le developpement d'un algorithme par separation et evaluation.
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Herrera-Clavijo, Ronald [Verfasser], and Katja [Akademischer Betreuer] Radon. "Chronic stress in young adults : associations between occupation, type of job and greenness exposure with job-related chronic stress in young Germans adults / Ronald Herrera-Clavijo ; Betreuer: Katja Radon." München : Universitätsbibliothek der Ludwig-Maximilians-Universität, 2018. http://d-nb.info/1176409638/34.
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Vacher, Jean-Philippe. "Un système adaptatif par agents avec utilisation des algoritmes génétiques : application à l'ordonnancement d'atelier de type job-shop nm." Le Havre, 2000. http://www.theses.fr/2000LEHA0005.
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Cette thèse a pour objet la conception d'un système adaptatif par agents avec utilisation des algorithmes génétiques multi objectifs. L'application consiste en l'ordonnancement d'atelier de type job-shop nm. Dans un premier temps, nous avons cherché à déterminer une représentation calculable efficace pour nos problèmes d'ordonnancement. Du fait d'un problème np-difficile, la méthode du placement par lots a été retenue afin de diminuer la complexité. Afin d'améliorer des solutions existantes, nous avons utilisé les algorithmes génétiques multi objectifs. Ils consistent en l'amélioration d'une population de solutions possibles, ou, en fonction des résultats obtenus, les solutions les moins bonnes sont vouées à disparaitre au profit des meilleures. Celles-ci sont alors choisies pour les étapes de croisements et de mutations afin d'aboutir à une nouvelle population. Vu le nombre de critères retenus, nous ne cherchons pas à déterminer la meilleure solution possible mais obtenir le meilleur compromis possible en utilisant la notion de Pareto. Bien que cette méthode fournisse de bons résultats statistiquement, nous avons réalisé un système basé sur la notion d'agents, afin d'introduire une approche dynamique, avec une évolution génétique de ceux-ci. Nous avons défini une modélisation du problème par agents afin qu'ils puissent collaborer pour aboutir à une bonne solution. Pour définir une évolution de notre système d'agents, nous avons mis en place une méthode d'analyse en composante principale afin de déterminer des groupes d'agents selon les divers paramètres. A partir des groupes, nous réalisons des croisements entre ceux-ci pour renforcer les groupes et les agents qui les composent. Afin de ne pas perdre de spécificités, nous avons défini les notions de groupe moyen et d'agent moyen dans un groupe. Cette méthode nous permet d'aboutir plus rapidement vers une bonne solution, laquelle est généralement meilleure.
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Danielsson, Christina. "Office environment, health and job satisfaction : an explorative study of office design's influence." Licentiate thesis, KTH, School of Technology and Health (STH), 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-472.
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The present thesis investigates environmental factors impact on office employees. More specifically, it investigates: 1) perception and experience of office environments, 2) satisfaction with office environments, and 3) health status and job satisfaction in connection to office environment. It is based on an empirical study with 491 office employees from twenty-six companies and divisions in larger companies. Each one respectively represents one of seven identified office-types in office design: cell-office, sharedroom office, small open plan office, medium open plan office, large open plan office, flex-office and combi-office. This study takes its basis in architecture, although an interdisciplinary approach from organizational and management theory, environmental psychology, and social and stress medicine has been used. Qualitative and quantitative methods were used.
In Article I a review of the different research fields that investigate environmental influences are presented with a focus on office environments. Different perspectives on the environmental impact on office employees are investigated.
In Article II an analysis of office environment based on the employee’s perception and experience of the architecture is done based on in-depth interviews using a method originally developed by Kevin Lynch (1960). The method measures the "imagebility" of a space, rated by the users with following elements: landmark, node, path, edge and district. The result showed that the method, based on employees’ perception and use of space, is a possible tool in the design process to get a better understanding of where the elements that reinforce "imageability" most likely will appear in an office environment. The method thus gives a better idea of the future "imageability" of a space and could be useful as guidance in the design process of how the architectural design will be received by the users in the end.
In Article III employees’ satisfaction with the office environment in different office-types is investigated. The article focuses on three domains: 1) Ambient factors, 2) Noise and Privacy and 3) Designrelated factors. The statistical analysis was done using a logistic regression model with multivariate analysis. Adjustment was done for: age, gender, job rank, job satisfaction and market division. The results show differences in satisfaction with the office environment between employees in different office-types, many of which were statistically significant. When differences persist in the multivariate analysis they can possibly be ascribed to the office-type. Results show that employees in cell-offices are prominently most satisfied followed by those in flex-offices. Cell-offices rate only low on social aspects of Design-related factors. A major finding is internal differences between different office-types where employees share workspace and facilities. The medium and large open plan offices could be described as high-risk officetypes.
In Article IV differences between employees in different office-types with regard to health, wellbeing and job satisfaction are analyzed. A multivariate analysis of the data was done with adjustment for the confounders: age, gender, job rank and market division. The results show that there are risks of ill health and poor well-being in medium and small open plan offices. Employees in these office-types show significantly higher risks compared with those in other office-types. In medium open plan and combioffices the employees show the highest prevalence of low job satisfaction. The best chance for good health status and job satisfaction is among employees in cell-offices and flex-offices; there are, however, internal differences in distribution on different outcome variables for job satisfaction. The major finding of these studies is that there are significant differences with regard to satisfaction with office environments as well as health status and job satisfaction between employees in different office-types; differences that can possibly can be ascribed to the office-types as they persist after adjustment for important confounders.
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Watson, Larry Walter. "An investigation into the relationships between job satisfaction, temperament type, and selected demographic variables among West Virginia vocational agriculture teachers." Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/38954.
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Hammadi, Slim. "Une méthode d'ordonnancement minimisant les temps d'attente et de transit dans les systèmes de production flexibles de type job-shop." Lille 1, 1991. http://www.theses.fr/1991LIL10141.
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Un des résultats les plus importants dans le domaine de l'ordonnancement, au moins par l'étendue de ses applications, est issu des méthodes basées sur la détermination du chemin critique (P. E. R. T. , C. P. M. , M. P. M. ). En effet ces méthodes ont résolu les problèmes à contraintes de succession et de localisation temporelle. Le contexte récent de la production flexible, où une machine donnée peut usiner un nombre important de pièces différentes, rend indispensable la résolution rigoureuse des problèmes d'ordonnancement et d'affectation qui en découlent. La méthodologie d'ordonnancement présentée dans ce mémoire résout conjointement ces problèmes d'ordonnancement et d'affectation en minimisant les temps d'attente et de transit. Le choix de ce critère permet de préserver au maximum les marges restantes des produits et permet en phase d'exploitation (pilotage) de résorber les perturbations. La méthode d'ordonnancement proposée est décomposée en quatre étapes. Tout d'abord, l'horizon d'ordonnancement est découpé en «paquets» de produits le plus possible indépendants afin de limiter l'explosion combinatoire. Chaque paquet est ensuite ordonnancé par une méthode arborescente utilisant la relaxation de certaines contraintes. Une procédure d'amélioration locale permet ensuite d'optimiser l'ordonnancement trouvé. Enfin, en phase d'exploitation, un opérateur de correction dynamique réactualise l'ordonnancement en fonction des aléas de production. La modélisation est effectuée à l'aide d'un réseau de Petri temporisé (RdPT) qui permet de représenter la base de données du problème dont la mise à jour (introduction des contraintes supplémentaires, changement d'affection, etc. ) peut s'effectuer aisément. La méthodologie proposée est illustrée par un exemple d'ordonnancement des tâches pour un problème de dimension industrielle
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Eriksson, Hallberg Ulrika. "A thesis on fire : Studies of work engagement, Type A behavior and burnout." Doctoral thesis, Stockholm : Department of Psychology, Stockholm University, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-761.
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Bodin, Danielsson Christina. "The Office - An Explorative Study : Architectural Design's Impact on Health, Job Satisfaction & Well-being." Doctoral thesis, KTH, Arkitektur, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-24429.
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This doctoral thesis examines the office environment’s influence on employees’ perception oftheir workplaces, their organizations and their job satisfaction, as well as their health and wellbeing.It is based on an empirical study of 491 office employees from twenty-six companies anddivisions in large companies. Seven office types, defined by their architectural and functionalfeatures, are represented in the study group: cell-office, shared-room office, small open planoffice, medium-sized open plan office, large open plan office, flex-office and combi-office. Theresearch has its basis in architecture, although an interdisciplinary approach using organizationaland management theory, environmental psychology, and social and stress medicine has beenemployed. Qualitative (Articles I & V) and quantitative methods(Articles II & IV) were used.The thesis also contains an explorative, review article. Thus it comprises all in all five articles.Article I is an analysis of the importance of architectural quality for employees´ perceptionand experience of the office using Lynch’s method (1960) developed to measure inhabitants’perception of architectural quality in cities. The study shows that in the office the experienceto a high degree is independent of both the scale of the office and office type; instead it isdetermined by the quality of the plan layout combined with the quality of other design features.It also shows Lynch’s method to be useful in foreseeing where the elements that reinforce‘imageability’ will most likely appear in an office environment.Article II investigates employees’ environmental satisfaction focusing on:1) ambient factors; 2) noise and privacy; and 3) design-related factors. The results, based onregression models with age, gender, job rank and line of business as additional covariates,show office type as a factor with a statistically significant impact on satisfaction with the officeenvironment. Employees in cell-offices are prominently most satisfied, followed by those inflex-offices, cell-offices rate low only on social aspects of design-related factors. A major findingis the internal differences between office types where employees share workspace and facilitieswith lowest satisfaction in medium-sized and large open plan offices.Article III is a review article that analyzes the employees’ office experiences in two ways:1) by framing the physical work environment’s influence on employees into the model oforganizational theorist Davis (1994); and 2) by categorizing the office experience into twogroups based on the nature of the experience and problems related to them. The results of theemperical study presented in Article II are the basis for the discussion in this article.Article IV examines employees’ health, well-being and job satisfaction. A multivariateanalysis applied to the study sample and equivalent to that of Article II shows significantly higherrisks for ill health and poor well-being in medium-sized and small open plan offices, comparedespecially with cell-office. In medium-sized open plan and combi-offices the employees evincethe lowest job satisfaction. The best chance for good health status and job satisfaction is in cellofficesand flex-offices.Article V examines the office architecture´s importance for employees’ perception of theirown workplaces and organizations based on the two key components of architecture—theaesthetical and functional dimensions. The results show that overall the employees had positiveexperiences of their office environments. These mainly concerned the aesthetical dimension,whereas the negative comments dealt with the functional dimension. The aesthetical dimensionappears not only to set the agenda for employees’ perception of the workplace and organizationas a whole, but also for the perception of the functional dimensions. The functional dimensionswere only in focus when the workstation and its proximate area were discussed.QC 20100908
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Rutherford, Miranda Julia. "A Trickster in Disguise: Reading a New Type of Satan in 2 Corinthians." Oberlin College Honors Theses / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=oberlin1433465476.
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Edie-Korleski, Montserrat P. "First-term Air Force medical service corps officers: Relationship between MBTI® and initial occupational placement to predict job satisfaction." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4552/.
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The purpose of this study was to determine whether a relationship exists between the Myers-Briggs Type Indicator® (MBTI®) of first-term Air Force medical service corps (MSC) officers and their initial occupational placement matches (OCUPLACE MATCH), and, if so, whether this could it predict job satisfaction. The population consisted of 116 first-term Air Force MSC officers already assigned and working at their initial occupational placement. Statistical Package for the Social Sciences (SPSS®) computer software program was used for the statistical computation. Several techniques were used, including, frequency distribution, the Pearson product-moment correlation coefficient, and regression analyses, among others. Results showed a statistical significant correlation between the MBTI type of the first-term MSC officer matches and their initial occupational placement (OCUPLACE MATCH, r = .440, p < .01). Furthermore, results of a regression analysis showed no statistical significance for predication on job satisfaction (r = 492, F = .887, p < .05). Based on this study, the Air Force Personnel Center can match first-term MSC officers' personality type to an initial occupation placement; however, based on the second part of the hypothesis, prediction of job satisfaction may not be yield on less other aspects of the group are considered such as time in service, source of recruitment, initial occupation's location, etc.
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Ekman, Anna, and Annika Jakobsson. "Byte av kontorstyp : en organisationsförändrings påverkan på produktivitet och trivsel." Thesis, Högskolan på Gotland, Institutionen för humaniora och samhällsvetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-1937.
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Det blir allt vanligare i Sverige att företag och organisationer lämnar enskilda kontorsrum för att övergå till kontorslandskap. Tidigare forskning visar att trivseln hos de anställda ofta minskar vid denna typ av förändring och att det kan ge både positiva och negativa konsekvenser för organisationens produktivitet. Det finns enligt tidigare forskning vinster i att anställda blir delaktiga vid organisationsförändringar för att behålla god produktivitet och trivsel. Syftet med denna studie var att undersöka hur trivsel hos kontorsanställda upplevs i kontorslandskap samt om trivsel och produktivitet påverkas på grund av förändrad kontorstyp. Vi har i vår studie undersökt hur produktivitet och upplevelsen av trivsel förändrats hos handläggare och utredare på Försäkringskassans Nationella Försäkringscenter (NFC) i Visby. Denna statliga organisation valdes då de våren 2013 bytte kontorstyp från egna kontor till kontorslandskap. Tre enheter på NFC i Visby valdes att ingå i studien utifrån att ärendehanteringen av dessa enheters ärendeslag var relativt snabb. Som undersökningsmetoder för denna fallstudie använde vi oss av produktivitetsmätning, enkätundersökning och observationer. Produktivitet mättes i studien genom statistik över handläggares och utredares avslutade ärenden. Mätningen gjordes genom att de anställdas produktivitet över fyra veckor 2012 jämfördes med fyra veckor 2013 för de tre utvalda enheterna på NFC i Visby. Trivseln undersöktes genom en webbenkät, som skickades ut till samtliga handläggare och utredare på de tre enheterna. Anledningen till detta var att få en uppfattning hur de anställdas trivsel förändrats i och med byte av kontorstyp. Observationer användes för att kunna beskriva det nya kontorets utformning och för att få en djupare förståelse av de anställdas uppfattningar om den nya arbetsplatsen. Ingen signifikant skillnad i produktiviteten kunde påvisas vid mätning av genomsnittsproduktion under fyra veckor. Vi kunde dock inte utifrån resultatet i denna studie utesluta att förändring av konstorstyp påverkade produktiviteten på grund av otillräckligt underlag för mätning. Enkätsvaren visade att trivseln för deltagarna i studien efter byte till kontorslandskap hade minskat i jämförelse med arbete i egna kontorsrum. Störst försämring som deltagarna upplevde var förändringen av arbetsplatsens geografiska läge. Många deltagare upplevde även försämring i den fysiska miljön som belysning, temperatur, ljud och rörelser i kontorslandskapet efter flytt till kontorslandskap. Faktorer som arbetsrelaterat stöd och hjälp från kollegor och chef hade inte förändrats signifikant men deltagarna upplevde att det personliga stödet från kollegor hade minskat. Det framkom även att deltagarna upplevde en minskad integritet och ökad känsla av att bli kontrollerad. Ytterligare slutsatser dragna från studien visade även att brist på delaktighet kunde bidra till minskad upplevelse av trivsel och minskad produktivitet. Avslutningsvis lämnas förslag till fortsatt forskning om hur produktivitet och trivsel förändras på lång sikt orsakat av byte av kontortypen. Kunskap inom detta område kan bidra till strategiska verktyg för planering av kontorstyper som ger både hög produktivitet och trivsel hos de anställda.It is more and more common in Sweden for companies and organizations to switch from cell offices to open plan office. Previous research shows that job satisfaction among employees often reduces. This change of office type can provide both positive and negative effects for organizational productivity. The purpose of this study was to investigate how job satisfaction and productivity is affected due to the changed type of office. We investigated how productivity and job satisfaction were affected for employees at the Swedish Social Insurance Agency National Center (NFC) in Visby who made this type of organizational change. Conclusions in the study showed that job satisfaction for the participants after switching to open plan office had decreased in comparison with working in cell offices. No significant differences in productivity were measured. We cannot from the results of this study exclude the possibility that changes of the office type affects productivity due to inadequate basis for measurement we used. Knowledge in this area may contribute to the strategic tool for planning an office type that provides high productivity and job satisfaction for employees.
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Byrne, Ros, and n/a. "Influencing the boss : correlates of upward influence strategies." University of Canberra. Administration, 1994. http://erl.canberra.edu.au./public/adt-AUC20050202.165638.
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The research reported in this thesis examines some aspects of upward influence behaviours at work, and in particular, the relationship between type of influence behaviours used and a number of potential correlates, including sex of agent, sex of target, sex-role identity, locus of control, job level, job type (secretarial worker or not) and educational level of agent.
To examine these relationships. 64 male and 173 female white-collar workers (at AS01 to AS06 levels, or equivalent) in three large organisations in Canberra (A.C.T.) were surveyed, with a questionnaire containing measures of influence behaviours, attitudes to influencing upwards at work, a measure of sex-role identity, and a measure of locus of control beliefs, as well as demographic information.
The data gathered from this survey was analysed using univariate, bivariate. and multivariate methods.
Results showed limited support for stereotypical differences between males and females in influence behaviours used, and no support for
hypotheses involving sex of target, sex-role identity, or secretarial workers.
Influence behaviours previously identified as having positive outcomes for the agent were found in this study to be significantly associated with job level and educational level; influence behaviours previously identified as having negative outcomes for the agent were significantly associated with the tendency to explain outcomes in terms of control by powerful others, and with a sex-role identity characterised by negative masculinity traits. These findings suggest the importance of both structural and personal factors in choice of upward influence strategies at work.
Suggestions for further research are provided.
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Thrall, Robert Eugene. "The effect of locus of control and type of voice on satisfaction with voice and procedural justice." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2058.
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This study examined the roles of type of voice and locus of control on satisfaction with type of voice and on feelings of procedural justice. Two forms of voice were assessed, instrumental and non-instrumental, as well as two forms of locus of control, external and internal. Participants read a scenario that randomly placed them into type of voice. Participants responded to surveys to determine the persons' locus of control, satisfaction with voice and feelings of procedural justice. A form of participation that brings employees satisfaction is voice. Allowing employees to express their opinions is seen as fair and has benefits to employees, as well as the organization. Some individuals prefer to have an impact and be more involved in the workplace, while others do not.
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Brown, Reagan. "An examination of the structure and predictability of Myers-Briggs Type Indicator preferences using a job component validity strategy based on the Common-Metric Questionnaire." Thesis, This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-07102009-040356/.
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GHEDJATI-GUESSOUM, FATIMA, and Jean-Charles Pomerol. "Resolution par des heuristiques dynamiques et des algorithmes genetiques du probleme d'ordonnancement de type job-shop generalise (a machines non identiques en parallele et contraintes de precedence)." Paris 6, 1994. http://www.theses.fr/1994PA066581.
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L'objectif de cette these est la resolution approchee du probleme d'ordonnancement d'atelier de type job-shop generalise a machines non identiques en parallele et contraintes de precedente (ou les gammes des travaux sont non-lineaires). La premiere phase de ce travail consiste a creer un generateur d'ordonnancement ainsi qu'un environnement de programmation permettant d'une part, de tester rapidement differentes heuristiques statiques et surtout dynamiques et d'autre part, de basculer facilement et dynamiquement d'une heuristique a une autre sans changer l'algorithme de base. La strategie utilisee repose sur deux schemas de resolution. La premiere idee est developpee dans la seconde partie de cette these, dans laquelle nous proposons de nouvelles heuristiques qui essaient d'utiliser au mieux la polyvalence et la charge potentielle des machines. Dans la troisieme phase de la these, nous ameliorons la population de solutions obtenues par les heuristiques precedentes en utilisant une variete d'algorithmes genetiques concus pour ce probleme. Des experimentations ont ete effectuees sur les deux approches avec divers types de donnees issues de la litterature ou generees aleatoirement. Notre approche permet de traiter des problemes relativement importants. Les resultats sont prometteurs et l'interet de chaque approche est discutee
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Berndtsson, Martin, and Martin Dahlbom. "Jobb på prov : En kvalitativ studie om provanställningar." Thesis, Stockholm University, Department of Sociology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-37357.
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Provanställning är något som just nu diskuteras i media, dess ökning och eventuella förändring. Men varför använder ett företag sig av provanställda, hur påverkar den nyanställda som har denna anställningsform och vad kan uppstå för problem?
Vi vill med denna uppsats försöka förklara hur våra respondenter ser på provanställ-ningar, och andra anställningsformer, samt undersöka om det blir någon förändring hos de individer som får en tillsvidareanställning efter att de ha haft en provanställning.
Uppsatsen empiri baseras på tolv öppna tematiska intervjuer med fyra chefer, fyra anställda som nyligen gått från en provanställning till en tillsvidareanställning samt fyra personer som just nu är provanställda.
Teori och empiri kring de förändringar som skett på den svenska arbetsmarknaden de senaste 20-30 åren redovisas. kontraktsteori, teori om rational choice samt Goffmans teorier har även använts.
Resultatet tyder på att nyanställda alltid måste testas innan organisationer ger de en tillsvidareanställning. Det man tittar efter är bland annat hur de fungera med övriga i organisationen och om det klarar av sina uppgifter. Detta sker i regel genom prov-anställning, men företag använder sig även av visstidsanställningar. Studien visar slut-ligen att individer beter sig olika på grund av anställningsform och att detta kan göra att provanställningen som anställningsform delvis urholkas.
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Seddigh, Aram. "Office type, performance and well-being : A study of how personality and work tasks interact with contemporary office environments and ways of working." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118824.
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Today, many organisations are adopting offices that have an open design with or without flexible seating. While advocates of open-plan offices propose that these office types lead to cost savings and aid inter and intra-team communication, opponents argue that these office types are associated with decreased performance and worsened health among employees. This thesis investigates how the type of office (cell offices, shared room offices, small open-plan offices, medium-sized open plan offices, large open-plan offices and flex offices) influences employee health and performance, and whether this is different for different personalities and jobs with different concentration demands. Data were gathered by means of surveys and cognitive tests from five organisations with different office types. In Study I (N=1241), the aim was to investigate the main effect of office type on indicators of health and performance and the interaction effect of office type with the need to concentrate in order to carry out work tasks. Office type alone was associated with distraction and cognitive stress in such a way that cell offices were associated with fewest problems, followed by flex offices, while open-plan offices were associated with the most problems. While employees in open-plan offices and employees in flex offices reported more problems as the need for concentration increased, employees in cell offices reported the same level of problems regardless of the need of concentration. Study II (N=527) investigated how performance on a memory test was affected during normal working conditions as compared to a quiet baseline. There was a negative dose-response relationship between the size of the open-plan office environment and the drop in word recall during the normal working condition. However, Study II also showed that individuals working in cell offices had as high a drop in performance during normal working conditions as did those working in large open-plan office environments. Study III (N=1133–1171) focused on the interaction effect between office type and individual differences in personality. The personality trait agreeableness interacted with office type on the outcome variables distraction and job satisfaction. Specifically, Study III may indicate that as offices get more open and flexible, agreeable people will report more problems. In conclusion, the studies in the present thesis have implications for practice and suggest that office type impacts on employee health and performance, while concentration demands of the job and agreeableness moderate the effects. Although employees report higher level of distraction in open-plan office environments, when performance on a demanding task is measured, cell offices are not as favourable during normal working conditions as self-reported data usually indicate. Organisations should also be aware that, among open-plan offices, small open-plan offices are associated with fewer problems.Kontorslandskap med eller utan fasta arbetsstationer förekommer idag i många organisationer. Förespråkare för kontorslandskap hänvisar till kostnadsbesparing samt förbättrade förutsättningar för kommunikation, medan motståndare hävdar att kontorslandskap leder till försämrad prestation och hälsa bland medarbetarna. Denna avhandling undersöker om kontorstyp påverkar de anställdas hälsa och prestation, samt om effekten av kontorstyp varierar beroende på de anställdas personlighet och typ av arbetsuppgifter. Data i form av enkätsvar och prestation på kognitiva tester samlades in från fem organisationer med olika typer av kontorslösningar (cellkontor, delade kontorsrum, små kontorslandskap, mellanstora kontorslandskap, stora kontorslandskap och flexkontor). I studie I (N = 1241) var syftet att undersöka huvudeffekten av kontorstyp på indikatorer för hälsa och prestation samt om effekten är beroende av koncentrationskraven i arbetet. Kontorstyp visade samband med distraktion och kognitiv stress på så sätt att medarbetare i cellkontor uppgav minst problem, följt av de i flexkontor, medan kontorslandskap var förknippade med mer problem. Vidare rapporterade anställda som hade arbetsuppgifter som krävde koncentration mer problem i kontorslandskap och flexkontor, medan anställda i cellkontor, oavsett arbetets krav, rapporterade lika mycket problem. I studie II (N = 527) undersöktes hur prestation på ett minnestest påverkades under normala arbetsförhållanden jämfört med en tyst referensmätning i olika kontorstyper. Det fanns ett negativt dos-responssamband mellan storleken på kontorslandskapet och hur många procent sämre medarbetare presterade under normala arbetsförhållanden. Men Studie II visade också att personer som arbetar i cellkontor hade ett lika högt bortfall i prestation under normala arbetsförhållanden som de som arbetade i stora kontorslandskap. I studie III (N = 1133-1171) låg fokus på interaktionseffekten mellan kontorstyp och personlighet. Vänlighet var den enda personlighetsvariabeln som interagerade med kontorstyp på utfallsvariablerna distraktion och arbetstillfredsställelse. Mer specifikt visade Studie III att när kontoret blir mer öppet och flexibelt, så rapporterar människor som skattar sig högt på personlighetsvariabeln vänlighet fler problem. Resultaten i avhandlingen kan få flera praktiska implikationer då den visar att kontorstyp påverkar medarbetarnas hälsa och prestation, medan koncentrationskrävande arbetsuppgifter och vänlighet modererar effekterna. Vidare visar avhandlingen att även om anställda rapporterar mindre distraktion i cellkontor jämfört med i kontorslandskap, behöver inte cellkontor vara lika gynnsamma som självskattade mått visar när prestationen mäts med objektiva mått under normala arbetsförutsättningar, i det här fallet ett minnestest. Slutligen bör organisationer även vara medvetna om att avhandlingen visar en viss tendens att små kontorslandskap är förknippade med mindre problem än stora.
At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 3: Manuscript.
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Blind, Ina. "Essays on Urban Economics." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-260898.
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This thesis consists of four self-contained essays. Essay 1 (with Olof Åslund and Matz Dahlberg): In this essay we investigate the impact of commuter train access on individual labor market outcomes. Our study considers the exogenous introduction of a commuter train linking locations in the northern part of Uppsala County (Sweden) to the regional employment center, considerably decreasing commuting times by public transit to the center for those living close to the pre-existing railroad. Using difference-in-differences matching techniques on comprehensive individual panel data spanning over a decade, our intention-to-treat estimates show that the reform had mainly no impact on the earnings and employment development among the affected individuals. Essay 2: In this essay I look into the role of public transit for residential sorting by studying how the introduction of a commuter train linking locations in the northern part of Uppsala County (Sweden) to the regional employment center affected migration patterns in the areas served. Using a difference-in-difference(-in-difference) approach and comprehensive individual level data, I find that the commuter train had a positive effect on overall in-migration to the areas served and no effect on the average out-migration rate from these areas. With regards to sorting based on labor market status, I find no evidence of sorting based on employment status but some evidence that the train introduction increased the probability of moving out of the areas served for individuals with high labor incomes relative to the probability for individuals with lower income. Considering sorting along other lines than labor market status, the analysis suggests that people born in non-western countries came to be particularly attracted towards the areas served by the commuter train as compared to other similar areas. Essay 3: In this essay I look into the relation between housing mix and social mix in metropolitan Stockholm (Sweden) over the period 1990-2008. Using entropy measures, I find that although the distribution of tenure types over metropolitan Stockholm became somewhat more even over the studied period, people living in different tenure types still to a large extent tended to live in different parts of the city in 2008. The degree of residential segregation was much lower between different population groups. I further find that the mix of family types, and over time also of birth region groups and income groups, was rather different between different tenure types in the same municipality. The mix of different groups however tended to be similar within different tenure types in the same neighborhood. While the entropy measures provide a purely descriptive picture, the findings thus suggest that tenure type mix could be more useful for creating social mix at the municipal level than for creating social mix at the neighborhood level. Essay 4 (with Matz Dahlberg): The last decade’s immigration to western European countries has resulted in a culturally and religiously more diverse population in these countries. This diversification manifests itself in several ways, where one is through new features in the cityscape. Using a quasi-experimental approach, essay 4 examines how one such new feature, public calls to prayer, affects neighborhood dynamics (house prices and migration). The quasi-experiment is based on an unexpected political process that lead way to the first public call to prayer from a mosque in Sweden combined with rich (daily) information on housing sales. While our results indicate that the public calls to prayer increased house prices closer to the mosque, we find no evidence that the public calls to prayer served as a driver of residential segregation between natives and people born abroad around the mosque in question (no significant effects on migration behavior). Our findings are consistent with a story where some people have a willingness to pay for the possibility to more fully exert their religion which puts an upward pressure on housing in the vicinity of a mosque with public calls to prayer.
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Jarošová, Aneta. "Charakteristiky odměňování členěné podle typu organizací." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-150016.
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The Master's Thesis deals with the problematic of rewarding of employees. The thesis is divided into theoretical and practical part. The theoretical part introduces the background for the efficient functioning of the system of remuneration based on literature. Practical part confronts the theory with reality and experiences gained as an employee in Hay Group company. The aim of the diploma thesis is to analyse the system of remuneration in Czech Republic, appraise it and propose suitable suggestions for improvement of current system.
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Stump, Katrin. "Bibliothekare „neuen Typs“." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-25812.
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Magnifizenz, werte Vertreter des Staatsministeriums, verehrte Bürgermeister, sehr geehrte Vertreter des sächsischen Immobilien- und Baumanagements, verehrte Mitglieder des Rektorates, liebe Kolleginnen und Kollegen aus den sächsischen Bibliotheken und der hiesigen Universitätsbibliothek, liebe Studierendenvertreter, liebe Gäste, in der Regel beginnen Reden zu derartigen Anlässen mit der Vorstellung der eigenen Person oder dem Rückblick auf verschiedene Lebensstationen. Da Sie diese Fakten auf der Website der Universität nachlesen können, gestatten Sie mir bitte, mich ein wenig pauschaler der Wahrnehmung des Bibliothekars in der Gesellschaft zu widmen.
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OU, SHU-E., and 歐淑娥. "The effect of feedback type and task complexity on job performance and job satisfaction." Thesis, 1992. http://ndltd.ncl.edu.tw/handle/48231729389015996782.
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HUNG, MAN-KO, and 洪漫格. "Does the Type of the First Job Matter? An Investigation of Cohort and Gender Differences in the Current Job Types." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3869fr.
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碩士國立臺北大學
社會學系
106
Does the type of the first job matter? An investigation of cohort and gender differences in the current job types. This study investigates the influence of young adults’ first job after graduating from school on their later status attainment. From life course perspective, transition from school to work is an important event to young adults . They experience role changes during the transition., Furthermore, their early employment experiences cumulatively affect their subsequent career development (Shanahan & Mortimer, 2002). This study aims to investigate the link between types of first job and the current jobs in the segmented labor market, and how the link differs across cohorts and genders. The current study analyzes retrospective job history data from “Taiwan Social Change Survey, 2005: Social Stratification and Social Mobility in Three Countries” with event history analysis. Results indicated that the types of the first job affects the types of the current job and the impact was different between cohorts and genders. Keywords: first job、event history analysis、cohort difference、nonstandard work、life course
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Ling, Chin-Chuan, and 凌金傳. "Gas-type Allocation and Job Scheduling for Ion Implanters." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/16586747494303166648.
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碩士國立交通大學
工業工程與管理學系
98
This research examines two production planning problems for ion implanters, which are a type of machines in semiconductor manufacturing. The function of an ion implanter is to inject various chemical ions (also called chemical gases) into the surface of a silicon wafer. Each type of chemical gas is fed to an ion implanter through a distinct gas pipe. A typical ion implanter in practice can be installed at most with three different types of chemical gases, and a setup time is needed while changing gas types. The more number of gas-types is installed on a machine, the more versatile is the machine—yet at the expense of taking more time to qualify (or tune) the machine while introducing new recipes. Such a trade-off characteristic leads to our first research problem—the gas-type allocation problem. That is, suppose there are m ion implanters and k gas types, how many and which gas-types should be installed on each machine in order to maximize the utilization of the ion implanters for a forecasted demand scenario. We develop a mixed integer program (MIP) to solve the gas-type allocation problem. Assuming the gas-type allocation decision has been made, our next effort is to examine a job allocation and sequence problem. That is, suppose there are n jobs and m machines with pre-defined gas-type patterns, how to allocate jobs to machines and how to sequence the jobs allocated to each machine. We develop three meta-heuristic algorithms, genetic algorithm (GA), simulated annealing (SA), and tabu search (TS), to solve the problem. Extensive numerical experiments have been carried out. Results indicate that the MIP model can find the optimal gas-type allocation problem in reasonable CPU time, and the GA outperforms the other two heuristic algorithms in dealing with the job allocation and scheduling problem.
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Liu, Yu-Qin, and 劉俼. "The Relationships between Job Stressors Type and Job Strains: The Moderating Effect of Regulatory Focus." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3k5q88.
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碩士國立彰化師範大學
人力資源管理研究所
106
Abstract Stress from work has become a common problem in modern workplaces. The main sources of work stress are problems such as large workloads, conflict between work roles, and work content. Further, the job strains that arise from work stress will be different for people who have different focuses. The results of this study show that different stressors have positive effects on employees’ job strains, and that the employee's promotion focus does not necessarily weaken the positive relationship between challenging stressors and job strains, and does not necessarily strengthen the positive relationship between the hindrance stressors and job strains. This study also observes that prevention focus will strengthen the positive relationship between the challenge stressors and the job strains, and will not necessarily strengthen the positive relationship between the hindrance stressors and job strains. This study adopts the questionnaire survey method, and participants consisted of domestic SMEs. The sample consists of employees of different units who had been employed for at least three months in their department. A total of 422 valid surveys were returned. The data were then analyzed via narrative statistics analysis, reliability analysis, confirmatory factor analysis, correlation analysis, regression analysis, and other statistical methods. Finally, based on the results, the author outlines the academic and practical contributions and suggestions. Three management implications are identified: (1) Job stressors that lead to job strains should be addressed; (2) Different people have different responses to stress; and (3) "Finding the right person" is the key to organizational success. Keywords: challenge stressors、hindrance stressors、physical symptoms、emotional exhaustion、promotion focus、prevention focus
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Wang, Hong-Lik, and 王匡力. "The Effects of Type A/B personality on the Relationship between Job Characteristic and Job Satisfaction." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/62106034855006044550.
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碩士輔仁大學
管理學研究所
94
Employees preservation has become the most significant topic for cooperation to increase its competitive advantage. It is a relatively important element to preserve the employees by improving job satisfaction. The employer should have provided the employees with the most suitable Jobs to improve their job satisfaction. In this research, motivating potential scores will be the independent variable and the type A/B personality will be the moderate variable in order to confer the influence of job satisfaction. First of all, organize the domestic and foreign related references as basic resources. In addition, market research toward the persons under current employment, and collect back total of 311 questionnaires. At the end, analyze the data through SPSS 13.0 software, continually through reliability analysis; cluster analysis and two way ANOVA come out with final findings shown as below: 1. Personality does affect the job characteristic and job satisfaction. 2. Type A personality tends to have lower job autonomy, hence lower job satisfaction than Type B personality； Type B personality tends to have higher job autonomy, hence higher job satisfaction. 3. Type A personality tends to have lower job compensation, hence lower job satisfaction than type B personality； type B personality tends to have higher job compensation, hence higher job satisfaction.
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Hsuan-Ju, Hung, and 洪瑄孺. "The Effect of Narcissism Type to Job Performance: The mediating Role of Job Engagement and Burnout." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/h5c55j.
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碩士國立彰化師範大學
人力資源管理研究所
101
The most important goal an ideal employee should reach is high performance. There have been few researches on the influence of narcissism on job performance. There is evidence stemming from other literatures that sheds light on this topic, but the relationship of the findings have been inconsistent. First, this study attempts to divide narcissism into grandiose narcissism and vulnerable narcissism to explore the relationship between grandiose narcissism, vulnerable narcissism and job performance. Second, based on self-regulation model and the threatened egotism model, the present study explores the mediating effect of job engagement and burnout. The data were collected from insurance industry in Taiwan. A total of 400 subjects’ participated and 252 valid samples were obtained. To test the research hypotheses,hierarchical regression analysis and structural equation model were adopted. The results were showed: first, there is a positive relationship between grandiose narcissism and job performance; second, there is a negative relationship between vulnerable narcissism and job performance; third, grandiose narcissism have a positive impact on job performance through job engagement; and four, vulnerable narcissism have a negative impact on job performance through burnout. Based on the results, two practical implications were illustrated as following. To start with, Organizations should investigate the narcissistic personality type for their staff and provide assistance in a timely manner; Second, survey narcissistic personality type in the selection of the recruitment activities. Suggestions for future research and limitations of the present study are also discussed..
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Hsiao, Chien-Yun, and 蕭建昀. "The Influence of Work Values and Career Orientation on Job Performance: Job Type as the Moderator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/r5874p.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
101
This study examined the relationship between work value and career orientation and whether job type moderates the relationship between career orientation and job performance. Using convenience sampling, data were collected from 310 entry-level staff employed in a traditional manufacturing industry. The findings inferred from the research results are as as follows: 1. Work value has a significant effect on job performance. 2. Job type has a moderating effect on the relationship between career orientation and job performance. Finally, based on the study results, we provide several theoretical and practical suggestions.
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WNAG, PEI-HSUAN, and 王沛軒. "Human resource management practices on organizational commitment and job performance - the type of job as a moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/6czagv.
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碩士國立屏東商業技術學院
經營管理研究所
102
The development of future towards the main direction of service industries, ompanies in an incremental need for part-time employees. When their have different type of work employees in the same time, for this phenomenon, the present of this study is to investigate: (1)when employees's job type are not the same, what are the perception of human resource management practices and organizational commitment and job performance. (2) whether and how organization affects Organizational commitment and job performance by HRM practices; and (3) employees job type for HRM practices is moderated effect on organizational commitment and job performance. A survey with questionnaires by Giordano's employees for the object. and 118 of them are regain 109 samples, including 53 full-time employees and 52 part-time employees. The result shows: (1) full-time and part-time are not different in the organizational commitment. Did not have higher recognition and affirmation In HRM practices. (2) in HRM practices, except for "performance management", "job characteristics","leadership","training","salary and benefits","promotion and development","employees communication" are positively affects the organizational commitment. (3)HRM practices have greater influence in job characteristics, training and promotion and development"on full-time employees more than part-time employees in organizational commitment; leadership has greater effects on part-time employees organizational commitment; salary and benefit, employees communication and performance management has no significant on neither full-time nor part-time employees' organizational commitment. (4)HRM practices as independent variables on organizational commitment regression analysis found that HRM practices does have influence on organizational commitment. (5)the relationship of HRM practices and organizational commitment, job performance prove that employees' organizational commitment can be changed through HRM practices, to give employees more positive feelings, the organizational commitment will higher.(6) the relationship of employees job type interfere with HRM practices and organizational commitment shows that permanent employees overall HRM practices have a significant impact on organization commitment. And part-time employees only affect "the importance" on their organization commitment. (7) employees job characteristic of HRM practices and performance management has no significant impact on full-time employees.
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HUANG, SHI-SHUN, and 黃史舜. "The study of scheduling problem for an assembly type job shop." Thesis, 1988. http://ndltd.ncl.edu.tw/handle/48163013920010526443.
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Chen, Li-Tsung, and 陳立璁. "Relationships among Type A Personality, Competitive Climate, Work Addiction, and Job Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/51761044165031010399.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
103
With rapid changes of technology advancement and industry structure, organization should maintain high competitiveness for continuing operations. This makes work model changes. Individual have longer career and work time. Sometimes, they have to work at home. It may cause employee’s become work addiction. Organization should consider how to enhance employee pay attention on their work as well as high performance behavior. At the same time, organization hope to prevent the negative outcomes. The study was conducted to explore the relationships between Type A personality, Competitive climate, Work addiction, and Job performance. Questionnaire survey was used to collect data. The study considered employee who work in high technology industry and bank industry in Taiwan area as the survey sample. A total of 38 valid groups and 238 valid samples were returned. The results showed that: 一、 Type A personality has significantly positive effect on Work addiction. 二、 Work addiction has significantly positive effect on Job performance. 三、 Work addiction plays a significant partial mediator between Type A personality and Job performance.
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CHAN, HUI-FANG, and 詹慧芳. "Job Insecurity in Taiwan：Human Capital,Employment Type, Workplace Relationship and Union Participation." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/65153783467065106216.
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碩士國立臺北大學
社會學系
102
The "Job Insecurity" syndrome has been a prominent issue in the work force these recent years. From a study regarding this topic in Taiwan, ever more corporations are looking into this as a factor to lower risks in business management. In this paper, the relation between the laborer's perspective, human capital, employment type, Workplace Relationship, union participation and job insecurities is examined, mainly focusing on discussions made in an investigation on how work effects personal life in Taiwan Social Change Survey:Year 1 of Cycle 5(Questionnaire1). A total of 1107 surveys are taken into account to look into deeper reasons behind job insecurities, including sentiments such as fear of being replaced and unemployment anxiety. Using the Regression Model it may be deduced that, the lower the education level of a subject, the more anxious it is about losing one's job. On the other hand, the more obstacles a subject has encountered in previous work experiences, the more insecure it will feel about its career. Also, an atypical profession's unstable nature also contributes to job insecurity, along with tensions between supervisors and subordinates. However, the state of belonging to a union has no significant influence according to this study.