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Huber, Florian, Gregor Kastner, and Martin Feldkircher. "Should I stay or should I go? A latent threshold approach to large-scale mixture innovation models." Wiley, 2019. http://dx.doi.org/10.1002/jae.2680.
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We propose a straightforward algorithm to estimate large Bayesian time-varying parameter vector autoregressions with mixture innovation components for each coefficient in the system. The computational burden becomes manageable by approximating the mixture indicators driving the time-variation in the coefficients with a latent threshold process that depends on the absolute size of the shocks. Two applications illustrate the merits of our approach. First, we forecast the US term structure of interest rates and demonstrate forecast gains relative to benchmark models. Second, we apply our approach to US macroeconomic data and find significant evidence for time-varying effects of a monetary policy tightening.
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Bosley, Hugh Patrick. "Levels of Burnout and Job Satisfaction in Large-Scale Agribusiness." TopSCHOLAR®, 2004. http://digitalcommons.wku.edu/theses/1106.
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LEVELS OF BURNOUT AND JOB SATISFACTION IN LARGE-SCALE AGRIBUSINESS Hugh Patrick Bosley August, 2004 39 pages Directed by: Richard Miller, Reagan Brown, and Steve Haggbloom Department of Psychology Western Kentucky University Abstract This research examined organizational sources and levels of Burnout and Job Satisfaction of a large scale agribusiness (n=300) by administering the Maslach Burnout Inventory – General Survey, the Hoppock Job Satisfaction Blank, the Areas of Work Life Survey, and demographic questions. This study provided normative sample data for the agribusiness sector, found a good degree of fit between the agribusiness sample data and existing industry norms, and determined the relationships between burnout and job satisfaction for the agribusiness sector followed known patterns of other industries. Recommendations are made for future normative research to be conducted on a larger and more diverse sample size, in order to better draw conclusions for the industry as a whole.
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Joffe, Barry. "The impact of job evaluation in a large local authority." Master's thesis, University of Cape Town, 1989. http://hdl.handle.net/11427/17164.
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Bibliography: pages 296-303.This dissertation involves a case study in the application of job evaluation in the City Council of Cape Town. The purpose was to gain insight into the dynamics of the process in a local government environment from the point of view of principal actors - political office bearers, senior officials, trade unions, compensation specialists and employees at large. The methodology was that of "participant-as-observer" and "complete participant". Complementing this was extensive use of primary documentation. A survey using a structured questionnaire was administered to other major local authorities to identify job evaluation usage. The introductory chapter provides an overview of the concept of job evaluation, its principles and practice and the different methods employed. The historical and contemporary usage of job evaluation both abroad and in South Africa is covered in the following chapter. The most prevalent systems are described including the Five Factor System applied in the City Council. Methodological issues are aired in the following chapter whilst Chapter 4 provides context to the study through an analysis of the structure and function of the constituent organisational parts and a review of policies and practices relevant to the personnel/remuneration process. In Chapter 5 the background to formal job evaluation in the organisation is traced by focusing on the salary and wage negotiating process 'leading in' to the decision to introduce formal job evaluation. A review of an earlier evaluation of senior management posts using the Hay method is also presented. Chapter 6 provides an overview of the principles and practice of Council's job evaluation programme, primarily from the perspective of the compensation specialists. It describes the rationale for the choice of procedures and provides further insight into the method adopted. Each phase is considered in the light of accepted practice. Chapters 7, 8 and 9 are focal points in the study and deal with senior management response, union perspectives and employee reaction to the plan. The analysis oscillates between micro and macro issues, examining the interplay of system content, procedures and differing value orientations. Perspectives of senior management are critically examined and assessed where possible against objective evidence. Discussion of the issues brought forward by management is pursued in order to place these within a framework of principle and practice. The contrasting roles of the two trade unions provide the central focus in Chapter 8. One adopted a participative approach aimed at monetary benefit; the other showed a preference for negotiation based on results of the job evaluation, emphasising factors not included in the formal system. Chapter 9 examines employee grievances as an indicator of employee acceptance applying equity theory. Grievance factors are analysed and mini case studies of responses to perceived inequity are illustrated. In the concluding chapter some specific recommendations for improvement to the system and its application are made as well as conclusions applicable to job evaluation in general. The overall conclusion reached is that deficiencies in systemic, procedural and value dimensions led to partial attainment of objectives - this attributable to an absence of commitment. The absence of organisational consensus created tension in the equilibrium of the organisation. With the new structure installed, secondary benefits of a more conscious corporate approach are being manifested through system maintenance.
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Tsui, Lap-fung. "Role of job evaluation in salary administration : case study of a large company in Hong Kong /." [Hong Kong : University of Hong Kong], 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13263250.
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Atasoy, Tuba. "A Comparative Study On Job Satisfaction In Large And Small Size Enterprises." Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605305/index.pdf.
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This thesis aims to find out the job satisfaction level in large and small enterprises by founding on Locke&rsquos model and to compare job satisfaction levels. Although, Locke&rsquo
s job satisfaction model includes many dimensions, it is lack of some variables, which are very important for sociology. In order to fill this gap, demographical information and status in the work place have ben added within variables. Consequently, job satisfaction levels of workers who work in large and small size enterprises in different status (white collar, blue collar) and who comes from different demographical structures have been determined
additionally, their expectations from work and their point of views about the work have been tried to understand. In order to reach these findings, a field research, which took approximately 10 months, has been conducted in a large and a small enterprise. Field research has been conducted by applying questionnaire for 64 questions to 85 people. However, some of important information about the work place has been found as consequence of depth interviews done with respondents. While social rights in large enterprises and image of the enterprise effect the job satisfaction positively, in small enterprises social environment and behavior to the workers are important. To get homogeneous answers are easy in large enterprises
because, changes like promotion, increase of salaries are done within a system and formal
which is permanent is not people but the works. However, answers and results are heterogeneous in small enterprises because works are done within informal relations by attaching to people. Whatever the size of the enterprise, as qualifications of the work and educational level increase, as expectations increase and to get satisfaction from the work becomes difficult. On the other hand, most difficult part of conducting this research in Turkey is that workers pay attention to the workplaces where they can get their total salary at right time and where they feel secure, instead of job satisfaction and most of time they think that get satisfaction from work is luxury. Field research was not only of help to this research, but also provide workers who participated to the research to think about their job satisfactions.
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Hashemi, Alireza Shapur. "An Investigation of Job Satisfaction Among Faculty Members of a Large Multi-Purpose University in the Dallas-Fort Worth Metroplex." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc330979/.
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The purpose of this study was to investigate job satisfaction of full-time faculty members at a large multi-purpose university in relation to gender, rank, and types of activity. The population consisted of 664 full-time faculty members at North Texas State University during the spring semester, 1984. The questionnaire consisted of two parts, the Job Descriptive Index and The Faculty Data Sheet. The theoretical basis of the study was Herzberg's theory of Motivation-Hygiene.
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Syed, Khurram, and Ketevan Khuluzauri. "ABCD of Employee Motivation in Large Organizations in Northern Sweden." Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-35078.
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Angenvoort, Joke Henriette [Verfasser]. "West Nile virus: Vaccination and pathogenesis studies in large falcons and mice / Joke Henriette Angenvoort." Hannover : Bibliothek der Tierärztlichen Hochschule Hannover, 2016. http://d-nb.info/1124560904/34.
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Tsui, Lap-fung, and 徐立豐. "Role of job evaluation in salary administration: case study of a large company in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264517.
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Jiménez, Mónica. "Job Quality and Its Consequences For The Workforce of Large, Medium-Sized, and Public-Sector Companies in Argentina." Economía, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/116807.
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This article aims to investigate whether this labor heterogeneity within large, medium-sized and public-sector companies (MGEySP) during 1995-2014 could have generated a more complex segmentation related to the existence of formal and informal workers. For this segmentation, different scenarios are analyzed considering the characteristics of jobs based on the notion of job quality introduced by ILO (2002). The period under study allows consideration of different labor, economic and social settings. Although more than 78% of workers work for MGEySP, the literature has paid little attention to them because of the assumptions that are made about their features and operation. Also, this paper questions the studies in Argentina which argue that labor segmentation occurs only as a result of informal employment or employment within the informal sector. The evidence confirms some assumptions made about segmentation and the presence of a complex structure.Este artículo tiene por objetivo investigar si la heterogeneidad laboral presente en las MGEySP, durante 1995-2014, pudo haber generado una segmentación más compleja que la relacionada con la existencia de trabajadores formales e informales. Para ello se analizan distintas hipótesis de segmentación considerando las características de los puestos de trabajo desde la noción de calidad del empleo introducida por OIT (2002). El período bajo estudio permite considerar diferentes escenarios laborales, económicos y sociales. Pese a que más del 78% de los trabajadores se desempeñan en las MGEySP, la literatura le ha prestado poca atención debido a los supuestos que se realizan sobre sus características y funcionamiento. Asimismo, la hipótesis de estudio cuestiona los estudios en Argentina que sostienen que la segmentación laboral se produce exclusivamente como consecuencia del empleo informal o al interior del sector informal. La evidencia confirma algunas hipótesis de segmentación formuladas y la presencia de una estructura compleja.
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Batts, Kenya Simmons. "Principal and Teacher Perceptions on Practices that Impact Teacher Job Satisfaction and Retention in Title I Elementary Schools with High Teacher Retention Rates in a Large Suburban Central Virginia School Division." Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/102635.
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Teacher shortages throughout the country have been an issue for school divisions and leaders. The demand for teachers has increased, while the number of teachers entering and graduating from teacher preparation programs is decreasing (Sutcher et al., 2016). Increased teacher demands by school divisions, schools, families, and testing requirements have contributed to declining teacher job satisfaction and teacher retention. Teachers are leaving high poverty, high minority schools for more affluent schools (Hanushek et al., 2004). The challenge of retaining quality teachers affects schools with diverse populations and high poverty, thus contributing to achievement gaps between minority and non-minority groups (Garcia and Weiss, 2019). Teachers in high poverty or high minority schools, mostly categorized as Title I schools, report low teacher job satisfaction levels, translating into high teacher turnover.
The purpose of this qualitative study was to identify principal practices that impact teacher job satisfaction and retention in Title I elementary schools in a large suburban Central Virginia school division. The researcher sought to gain insight from Title I elementary teachers on the factors that they identified as impacting their job satisfaction and retention in their Title I elementary school. Title I elementary principals were interviewed and asked to identify their practices that they perceived to impact teacher job satisfaction and retention. The researcher sought to identify common factors identified by both Title I elementary principals and teachers in impacting teacher job satisfaction and retention. The intended outcome of this study was to provide Title I elementary principals and school division leaders with qualitative data to improve teacher job satisfaction and retention in Title I elementary schools.
Data collection included five principal interviews and five teacher focus groups with 16 teachers in Title I elementary schools. An analysis of the data indicated that both teachers and principals perceived support, professional respect, relationships, climate, community, and collaboration to impact teacher job satisfaction and retention in Title I elementary schools. It is anticipated that this study's results could help Title I elementary principals and school divisions with high teacher turnover implement practices to impact teacher job satisfaction and teacher retention in Title I elementary schools; thereby improving consistent, quality instruction and student achievement.Doctor of Education
Teacher shortages throughout the country have been an issue for school divisions and leaders. The demand for teachers has increased, while the number of teachers entering and graduating from teacher preparation programs, and remaining in the profession is decreasing. High poverty, high minority schools, and/or Title I schools are impacted more severely by the teacher retention challenges (Garcia and Weiss, 2019; Sutcher et al., 2016). The purpose of this qualitative study was to identify principal practices that impact teacher job satisfaction and retention in Title I elementary schools in a large suburban Central Virginia school division. The researcher sought to gain insight from Title I elementary teachers on the factors that they identified as impacting their job satisfaction and retention in their Title I elementary school. Title I elementary principals were interviewed and asked to identify their practices that they perceived to impact teacher job satisfaction and retention. The researcher sought to identify common factors identified by both Title I elementary principals and teachers in impacting teacher job satisfaction and retention. The intended outcome of this study was to provide Title I elementary principals and school division leaders with qualitative data to improve teacher job satisfaction and retention in Title I elementary schools. Data were collected from five principal interviews and five teacher focus groups with 16 teachers in Title I elementary schools. An analysis of the data indicated that both teachers and principals perceived support, professional respect, relationships, climate, community, and collaboration to impact teacher job satisfaction and retention in Title I elementary schools. It is anticipated that this study's results could help Title I elementary principals and school divisions with high teacher turnover implement practices to impact teacher job satisfaction and teacher retention in Title I elementary schools; thereby improving consistent, quality instruction and student achievement.
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Green, Joseph David. "Factors related to special education teacher job commitment: A study of one large metropolitan school district in Southern California." PEPPERDINE UNIVERSITY, 2011. http://pqdtopen.proquest.com/#viewpdf?dispub=3448975.
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Moreira, Andreza Cristina Beezão. "O problema de minimização de trocas de ferramentas." Universidade de São Paulo, 2016. http://www.teses.usp.br/teses/disponiveis/55/55134/tde-06012017-104534/.
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Especialmente nas últimas quatro décadas, muitos estudos se voltaram às variáveis determinantes para a implementação efetiva de sistemas flexíveis de manufatura, tais como seu design, sequenciamento e controle. Neste ínterim, o manejo apropriado do conjunto de ferramentas necessárias para a fabricação de um respectivo lote de produtos foi destacado como fator crucial no desempenho do sistema de produção como um todo. Neste trabalho, abordamos a otimização do número de inserções e remoções de ferramentas no magazine de uma ou mais máquinas numericamente controladas, admitindo-se que uma parcela significativa do tempo de produção é dispensada com estas trocas de ferramentas. De forma mais precisa, a minimização do número de trocas de ferramentas consiste em determinar a ordem de processamento de um conjunto de tarefas, bem como o carregamento ótimo do(s) compartimento(s) de ferramentas da(s) máquina(s), a fim de que o número de trocas seja minimizado. Como demostrado na literatura, mesmo o caso restrito à existência de apenas uma máquina de manufatura (MTSP, do inglês Minimization of Tool Switches Problem) é um problema NP-difícil, o que pode justificar o fato observado de que a maioria dos métodos de solução existentes o abordam de maneira heurística. Consequentemente, concluímos que a extensão ao contexto de múltiplas máquinas é também um problema NP-difícil, intrinsecamente complicado de se resolver. Nosso objetivo consiste em estudar formas eficientes de otimizar o número de trocas de ferramentas em ambientes equipados com máquinas flexíveis de manufatura. Para tanto, abordamos o problema básico, MTSP, e duas de suas variantes, em níveis crescentes de abrangência, que consideram o sequenciamento de tarefas em um conjunto de: (i) máquinas paralelas e idênticas (IPMTC, do inglês Identical Parallel Machines problem with Tooling Constraints); e (ii) máquinas paralelas e idênticas inseridas em um ambiente do tipo job shop (JSSPTC, do inglês Job Shop Scheduling Problem with Tooling Constraints). Classificamos as principais contribuições desta tese com respeito a três aspectos. Primeiramente, empurramos as fronteiras da literatura do MTSP propondo formulações matemáticas para os problemas IPMTC e JSSPTC. Desenvolvemos, também, algoritmos baseados em diferentes técnicas de resolução, como redução de domínio, Path relinking, Adaptive large neighborhood search e a elaboração de regras de despacho. Por último, com o intuito de bem avaliar a eficiência e o alcance de nossos métodos, propomos três novos conjuntos de instâncias teste. Acreditamos, assim, que este trabalho contribui positivamente com pesquisas futuras em um cenário abrangente dentro da minimização das trocas de ferramentas em um sistema flexível de manufatura.Several studies, especially in the last four decades, have focused on decisive elements for the effective implementation of flexible manufacturing systems, such as their design, scheduling and control. In the meantime, the appropriate management of the set of tools needed to manufacture a certain lot of products has been highlighted as a crucial factor in the performance of the production system as a whole. This work deals with the optimization of the number of insertions and removals from the magazine of one or more numerical controlled machines, assuming that a significant part of the production time is wasted with such tool switches. More precisely, the minimization of tool switches problem (MTSP) consists on determining the processing order of a set of jobs, as well as the optimal loading of the magazine(s) of the machine(s), so that the total number of switches is minimized. As formally demonstrated in the literature, the MTSP is a NP-hard problem even when considering the existence of only one manufacturing machine, which could justify the fact that most of the solution methods tackles it heuristically. We thus conclude that its extension to the case of multiples machines is also NP-hard and, therefore, a problem intrinsically difficult to solve. Our goal consists in studying efficient ways to optimize the number of tool switches in environments equipped with flexible manufacturing machines. For that, we address the basic problem, MTSP, and two MTSP variants, in increasing levels of reach, that consider the job sequencing in a set of: (i) identical parallel machines (Identical Parallel Machines problem with Tooling Constraints, IPMTC); and (ii) identical parallel machines inserted in a job shop environment (Job Shop Scheduling Problem with Tooling Constraints, JSSPTC). The main contributions of this thesis are classified according three aspects. First, we pushed the frontier of the MTSP literature by proposing mathematical formulations for IPMTC and JSSPTC. We also developed algorithms based on different solution techniques, such as domain reduction, Path Relinking, Adaptive Large Neighborhood Search and dispatching rules. Finally, to fully evaluate the effectiveness and limits of our methods, three new sets of benchmark instances were generated. We believe that this work contributes positively to the future of research in a broad scenario inside the minimization of tool switches in flexible manufacturing systems.
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Sharma, Kushal. "The large appeal of managing a small number of talented employees : an exploration of the evolution of talent management." Thesis, Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2017. http://www.theses.fr/2017ESEC0002/document.
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Cette thèse étudie la gestion des talents (TM) pour analyser l'impact du label « talent » sur la perception, l'humeur, les attitudes et le comportement des employés. Il explore les mécanismes par lesquels la perception de l'inclusion (ou non-inclusion) dans le bassin de talents d'une organisation affecte le bien-être professionnel des employés, les attitudes et la satisfaction professionnelle ainsi que leurs performances. Article I explore comment l'organisation étudiée communique son approche TM et comment une telle approche influe sur la satisfaction de ses employés. Il suggère que la perception des employés les amène à évaluer leurs perspectives de carrière au sein de l'organisation, ce qui influe sur leur satisfaction. Il explore également le rôle de l'orientation internationale dans la détermination de la satisfaction des employés. Article II explore si l'engagement favorise la relation positive entre la perception des talents et leur (a) satisfaction au travail et (b) performance. Les résultats suggèrent que, bien que l'engagement de travail apporte la relation hypothétique entre la perception du talent et la satisfaction au travail, il n'est pas intermédiaire dans la relation entre la perception du talent et la performance. Les résultats montrent également une relation très faible entre les autres variables de l'étude et la performance. Le document explore en outre les raisons de ces constatations et offre des explications alternatives. Il suggère également qu'il pourrait y avoir différents types de talents au sein du groupe de talents d'une organisation et souligne la nécessité de typologies qui classent ces talents. Article III propose un modèle théorique pour catégoriser les différents types de talents. Cette article s'appuie sur les conclusions des articles I et II, en particulier la conclusion dans 231 l’article II que la performance a une relation faible avec être appelé un talent et, la suggestion qu'il pourrait y avoir des sous-groupes de talents. L'idée derrière l’article III est de réévaluer certaines des idées existantes concernant la meilleure façon de gérer le talent d'une organisation. En tirant des idées de plusieurs sources de recherche, l’article III illustre l'hétérogénéité au sein du bassin de talents d'une organisation et suggère que les organisations obtiennent de meilleurs résultats en gérant différents types de talents en utilisant des stratégies de talents correspondantes. La partie quantitative est basée sur deux sources de données: (a) les données d'enquête obtenues grâce à un questionnaire d'enquête en ligne et (b) les données sur la performance fournies par le département des ressources humaines. Une caractéristique importante de notre organisation d'étude est qu'il a une approche fermée de gestion des talents, c'est-à-dire qu'elle identifie un groupe d'employés talentueux, mais ne révèle pas leur statut de talent, ni à eux ni pour au reste de l'organisation. Cette dissertation a trois contributions: d’abord, elle explore les antécédents des attitudes des employés dans le contexte d'organisations à approche TM fermée. Deuxièmement, il établit des liens entre la perception du talent, l'engagement au travail et la satisfaction. Il explore également le lien entre TM, les attentes des employés, l'engagement au travail, la satisfaction et la performance. Enfin, il présente une typologie pour catégoriser les différents types de talents et construit un modèle pour conceptualiser la TM comme une capacité dynamique. Ce faisant, il répond à l'appel à la nécessité d'un cadre théorique complet pour organiser et faire progresser la recherche sur la TMThis dissertation investigates talent management (TM) approaches and practices to analyze the impact of the label talent on employee perception, moods, attitudes, and behavior. It explores the mechanisms through which perception of inclusion (or non-inclusion) in an organization’s talent pool impacts employees’ occupational well-being such as work engagement, attitudes such as job satisfaction and career satisfaction as well as their performance. Paper I explores how the study organization communicates its TM approach and how such an approach impacts their employees’ job satisfaction. It suggests that employees’ perception leads them to evaluate their career prospects within the organization which in turn impacts their job satisfaction. It also explores the role of international orientation in determining employees’ job satisfaction. Paper II utilizes two sources of data and explores whether work engagement mediates the positive relationship between talent perception – employees’ perception that their organization considers them as talented – and their (a) job satisfaction and (b) performance. Results suggest that while work engagement mediates the hypothesized relationship between talent perception and job satisfaction, it does not mediate the relationship between talent perception and performance. Results also show very weak relationship between other study variables and performance. The paper further explores the reasons for such findings and offers alternative explanations. It also suggests that there might be different types of talents within an organization’s talent pool and points out the need for typologies that categorize such talents. Paper III moves beyond data analysis and 228 proposes a theoretical model for categorizing different kinds of talents. This paper builds on the findings from Papers I and II, especially the finding in paper II that performance has weak relationship with being labeled a talent and the suggestion that there might be sub-groups of talents. The rationale behind Paper III is to re-evaluate some of the existing ideas regarding the best way to manage an organization’s talent. Drawing ideas from several research streams, paper III captures the heterogeneity within an organization’s talent pool and suggests that organizations might obtain better results by managing different types of talent using corresponding talent strategies. The quantitative part of the dissertation is based on data sources: (a) Survey data obtained through an online survey questionnaire. The respondents comprise of employees – both labeled talent and not labeled talent – working for subsidiaries of the study organization. (b) Performance data provided by the organization’s human resource (HR) department. One important feature of our study organization is that it has a closed TM approach, i.e., it identifies a group of talented employees but does not reveal their status as a talent either to them or to the rest of the organization. The contribution of this dissertation is threefold: firstly, it explores the antecedents of employees’ attitudes in the context of organizations with closed TM approach. Secondly, it establishes linkages between talent perception, work engagement, and job satisfaction. It also explores the link between TM practices, employee expectations, work engagement, job satisfaction, and performance. Finally, it presents a typology to categorize different types and talents and builds a model to 229 conceptualize TM as a dynamic capability. In doing so it answers the call for the need of a comprehensive theoretical framework to organize and advance TM research
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Stafford, Mark Terence Guattari. "The short and long term effects of large takeovers on the share price performance of acquiring companies listed on the JSE." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23052.
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Whether mergers and acquisitions create or destroy shareholder value for acquiring companies has been widely researched and remains fairly inconclusive. The purpose of this research was to study the short term and long term impacts of large acquisitions on the share price performance of acquiring companies using the event study methodology.From a population of 11 062 acquisitions made by JSE listed companies between 1999 and 2008, 39 acquisitions met the relevant criteria of non-occurrence of confounding events and the availability of information. The Cumulative Abnormal Returns of acquiring companies over a short term period surrounding the announcement date and the longer term post-announcement date period were tested to observe whether they were significantly different to zero.Whilst statistically significant Cumulative Abnormal Returns were observed over the short term 3-day event window [-1;+1], no statistically significant Cumulative Abnormal Returns were observed around the remaining five event windows.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Keusch, Fiona. "A study of the level of job satisfaction and its determinants, in a regional office of a large Australian government department /." Title page, contents and abstract only, 1989. http://web4.library.adelaide.edu.au/theses/09P/09pk43.pdf.
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Rezvani, Azadeh. "Large scale complex projects — beyond the 'iron triangle': An influence of soft skills on project success." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/116591/1/Azadeh_Rezvani_Thesis.pdf.
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This thesis addresses the gap in existing knowledge about the influence of soft skills on the successful delivery of large scale complex projects, through an examination of the role played by personal attributes, competency and attitudes of project managers and employees. Evidence-based recommendations result from the thesis for managers and project leaders around the ways the success of large scale complex project organisations can be conceptualised and time and money can be saved.
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Georgiou, Yiannis. "Contributions for resource and job management in high performance computing." Grenoble, 2010. http://www.theses.fr/2010GRENM079.
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Le domaine du Calcul à Haute Performance (HPC) évolue étroitement avec les dernières avancées technologiques des architectures informatiques et des besoins toujours croissants en demande de puissance de calcul. Cette thèse s'intéresse à l'étude d'un type d'intergiciel particulier appelé gestionnaire de tâches et ressources (RJMS) qui est chargé de distribuer la puissance de calcul aux applications dans les plateformes pour le HPC. Le RJMS joue un rôle central du fait de sa position dans la pile logicielle. Les dernières évolutions dans les couches matérielles et dans les applications ont largement augmenté le niveau de complexité auquel doit faire face ce type d'intergiciel. Des problématiques telles que le passage à l'échelle, la prise en compte d'un taux d'activité irrégulier, la gestion des contraintes liées à la topologie du matériel, l'efficacité énergétique et la tolérance aux pannes doivent être particulièrement pris en considération, afin, entre autres, de fournir une meilleure exploitation des ressources à la fois du point de vue global du système ainsi que de celui des utilisateurs. La première contribution de cette thèse est un état de l'art sur la gestion des tâches et des ressources ainsi qu'une analyse comparative des principaux intergiciels actuels et des différentes problématiques de recherche associées. Une métrique importante pour évaluer l'apport d'un RJMS sur une plate-forme est le niveau d'utilisation de l'ensemble du système. On constate parmi les traces d'activité de plusieurs plateformes qu'un grand nombre d'entre elles présentent un taux d'utilisation significativement inférieure à une pleine utilisation. Ce constat est la principale motivation des autres contributions de cette thèse qui portent sur les méthodes d'exploitations de ces périodes de sous-utilisation au profit de la gestion globale du système ou des applications en court d'exécution. Plus particulièrement cette thèse explore premièrement, les moyens d'accroître le taux de calculs utiles dans le contexte des grilles légères en présence d'une forte variabilité de la disponibilité des ressources de calcul. Deuxièmement, nous avons étudié le cas des tâches dynamiques et proposé différentes techniques s'intégrant au RJMS OAR et troisièmement nous évalués plusieurs modes d'exploitation des ressources en prenant en compte la consommation énergétique. Finalement, les évaluations de cette thèse reposent sur une approche expérimentale pour laquelle nous avons proposés des outils et une méthodologie permettant d'améliorer significativement la maîtrise et la reproductibilité d'expériences complexes propre à ce domaine d'étudeHigh Performance Computing is characterized by the latest technological evolutions in computing architectures and by the increasing needs of applications for computing power. A particular middleware called Resource and Job Management System (RJMS), is responsible for delivering computing power to applications. The RJMS plays an important role in HPC since it has a strategic place in the whole software stack because it stands between the above two layers. However, the latest evolutions in hardware and applications layers have provided new levels of complexities to this middleware. Issues like scalability, management of topological constraints, energy efficiency and fault tolerance have to be particularly considered, among others, in order to provide a better system exploitation from both the system and user point of view. This dissertation provides a state of the art upon the fundamental concepts and research issues of Resources and Jobs Management Systems. It provides a multi-level comparison (concepts, functionalities, performance) of some Resource and Jobs Management Systems in High Performance Computing. An important metric to evaluate the work of a RJMS on a platform is the observed system utilization. However, studies and logs of production platforms show that HPC systems in general suffer of significant un-utilization rates. Our study deals with these clusters' un-utilization periods by proposing methods to aggregate otherwise un-utilized resources for the benefit of the system or the application. More particularly this thesis explores RJMS level mechanisms: 1) for increasing the jobs valuable computation rates in the high volatile environments of a lightweight grid context, 2) for improving system utilization with malleability techniques and 3) providing energy efficient system management through the exploitation of idle computing machines. The experimentation and evaluation in this type of contexts provide important complexities due to the inter-dependency of multiple parameters that have to be taken into control. In this thesis we have developed a methodology based upon real-scale controlled experimentation with submission of synthetic or real workload traces
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Wu, Hung-Chu. "Evaluation of employers initial orientation and on-th-job training in mid- to large-sized hotels in the Twin Cities with regard to service training." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002wuh.pdf.
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Arendolf, Ronwan. "The relationship between organisational commitment and intention to resign in a large employer in the telecommunications industry." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1753.
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Thesis submitted in partial fulfilment of the requirements for the degree
Master of Technology: Human Resource Management
in the Faculty of Commerce
at the Cape Peninsula University of Technology, 2013The researcher decided to replicate an existing study by Rahman, Naqvi and Ramay (2008) titled “Measuring Turnover Intention: A Study of IT Professionals in Pakistan”. The study was applied to new situations in order to determine generalisability to different subjects, age groups, races, locations, cultures or any such variables. The replicated study builds on the original study, by making it relevant today and applying it to a large business within the South African Telecommunications industry. Reducing employee turnover is both strategic and very important in ensuring that an organisation remains profitable. Therefore the main objective of this study is to analyse and verify whether job satisfaction, organisational commitment and perceived alternative job opportunities are correlated with turnover intention. Employee turnover has become a serious management problem for the participating company due to the financial and moral impact on its degree of competitiveness and sustainability prospects. Today, organisations are finding it difficult to retain employees. Many skilled professionals are leaving, which results in the loss of knowledge systems and discontinuity for the Telecommunications industry. Thus, employee turnover demands management’s attention to do whatever it can to retain skilled employees. A quantitative research design using a survey was employed in the study. A survey is defined as “a method for gathering information from a sample of individuals” (Scheuren, 2004: 9). A sample was chosen from a population of employees who are working for the participating company, within the Telecommunications industry. The population is N = 401 (unit of analysis), which is the number of people employed at the participating company, where the researcher is currently employed. The General Job Satisfaction Survey (JDS) developed by Hackman and Oldman (Cook & Rice, 2003: 37) was used to measure both JS and PAJO. Hypothesis 1 addressed the relationship between job satisfaction and turnover intention. The Pearson product-moment correlation coefficient (PPMCC) between job satisfaction and turnover intention was r = 0.812 with a p-value = 0.714*, indicating that the correlation is positive but not significant. The Organisational Commitment Questionnaire (revised) (OCQ) developed by Meyer and Allen (2005: 73) was used to measure employee commitment. Hypothesis 2 addressed the relationship between organisational commitment and turnover intention. The Pearson product-moment correlation coefficient between organisational commitment and turnover intention was r = 0.572 with a p-value = 0.065*, indicating a positive but not significant correlation. Hypothesis 3 addressed the relationship between perceived alternative job opportunities and turnover intentions. The Pearson product-moment correlation coefficient between perceived alternative employment opportunities and turnover intention was r = 0.953 with a p-value = 0.081*, indicating a positive but not significant correlation. It can be concluded that the correlation between the dependent variable and independent variables in the replicated study was positive but not significant which is consistent with the original study conducted by Rahman et al. (2008). The results reveal that in order for the participating organisation to be competitive in the 21st century a firm grip needs to be taken on reducing turnover intentions. Even though the correlation between the variables was not significant it supports previous studies that have found a significant correlation between job satisfaction, organisational commitment, perceived alternative job opportunity and its association with turnover intention. The replicated study will be presented to the participating organisation in an attempt to add value. The audience are managing executives and heads of departments, who are people that can make a difference within their respective divisions. When there is buy-in from top management, this will ensure that the need and urgency for retaining critical skills is filtered down to the lower levels. It will benefit the participating organisation that has a philosophy of wanting to continuously improve. It is recommended to the management of the participating company to pursue a retention strategy highlighting commitment and job satisfaction to obtain a committed and satisfied workforce through application of suitable human resource policies. These include training, career planning and advancement opportunities, employee participation and compensation plans to reduce employee turnover intention (Rahman et al., 2008: 79). By building a company’s business model around job satisfaction, organisational commitment and perceived alternative job opportunities, morale can be increased and commitment can be strengthened. When employees are satisfied they do not have the need to look for work elsewhere, which will contribute to a successful and competitive organisation.
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Doval, Julianna. "Neteisėtas vertimasis ūkine, komercine, finansine ar profesine veikla kaip nusikalstama veika, jos taikymas teismų praktikoje ir atribojimas nuo administracinės teisės pažeidimo." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2015. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20150108_193141-18056.
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Baigiamajame magistro darbe yra pateikiama ir analizuojama neteisėto vertimosi ūkine, komercine, finansine ar profesine veikla normos taikymo problematika, baudžiamosios ir administracinės atsakomybių atribojimo probleminiai kriterijai. Atlikto tyrimo tikslas yra išskirti probleminius šios normos aspektus, juos atskleisti bei apibendrinant mokslinę doktriną ir teismų praktiką pateikti konkrečius normos taikymo sprendimus. Darbe taip pat iškeliama baudžiamosios atsakomybės pagrįstumo bei taikymo sąlygų problematika. Pateikiama užsienio šalių praktika bei alternatyvūs baudžiamosios atsakomybės taikymo variantai. Mokslinio tyrimo metu yra pateikiami pasiūlymai dėl neteisėto vertimosi ūkine, komercine, finansine ar profesine veikla normos tobulinimo, kvalifikuotos normos sudėties panaikinimo.Problems of using norms of illegal farming, commercial, financial and professional activities, and criminal and administrational liability limitation problem criteria are presented and analyzed. Aim of study, which was carried out, is to distinguish problematic aspects of this norm, to uncover these problematic aspects and to present specific solutions of application of this norm through generalization of scientific doctrine and practice of courts. Practice of foreign countries and alternative variants of application of criminal liability are presented. Suggestion, concerning the improvement of norms of illegal farming, commercial, financial or professional activity and removal of qualified norm content, are presented during this scientific study.
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Friedrich, Ekkehard Arne. "The profitability of momentum investing." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4373.
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Thesis (MScEng (Industrial Engineering))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: Several studies have shown that abnormal returns can be generated simply by buying past winning stocks and selling past losing stocks. Being able to predict future price behaviour by past price movements represents a direct challenge to the Efficient Market Hypothesis, a centrepiece of contemporary finance. Fund managers have attempted to exploit this effect, but reliable footage of the performance of such funds is very limited. Several academic studies have documented the presence of the momentum effect across different markets and between different periods. These studies employ trading rules that might be helpful to establish whether the momentum effect is present in a market or not, but have limited practical value as they ignore several practical constraints. The number of shares in the portfolios formed by academic studies is often impractical. Some studies (e.g. Conrad & Kaul, 1998) require holding a certain percentage of every share in the selection universe, resulting in an extremely large number of shares in the portfolios. Others create portfolios with as little as three shares (e.g. Rey & Schmid, 2005) resulting in portfolios that are insufficiently diversified. All academic studies implicitly require extremely high portfolio turnover rates that could cause transaction costs to dissipate momentum profits and lead the returns of such strategies to be taxed at an investor’s income tax rate rather than her capital gains tax rate. Depending on the tax jurisdiction within which the investor resides these tax ramifications could represent a tax difference of more than 10 percent, an amount that is unlikely to be recovered by any investment strategy. Critics of studies documenting positive alpha argue that momentum returns may be due to statistical biases such as data mining or due to risk factors not effectively captured by the standard CAPM. The empirical tests conducted in this study were therefore carefully designed to avoid every factor that could compromise the results and hinder a meaningful interpretation of the results. For example, small-caps were excluded to avoid the small firm effect from influencing the results and the tests were conducted on two different samples to avoid data mining from being a possible driver. Previous momentum studies generally used long/short strategies. It was found, however, that momentum strategies generally picked short positions in volatile and illiquid stocks, making it difficult to effectively estimate the transaction costs involved with holding such positions. For this reason it was chosen to test a long-only strategy. Three different strategies were tested on a sample of JSE mid-and large-caps on a replicated S&P500 index between January 2000 and September 2009. All strategies yielded positive abnormal returns and the null hypothesis that feasible momentum strategies cannot generate statistically significant abnormal returns could be rejected at the 5 percent level of significance for all three strategies on the JSE sample. However, further analysis showed that the momentum profits were far more pronounced in “up” markets than in “down” markets, leaving macroeconomic risk as a possible explanation for the vast returns generated by the strategy. There was ample evidence for the January anomaly being a possible driver behind the momentum returns derived from the S&P500 sample.
AFRIKAANSE OPSOMMING: Verskillende studies het gewys dat abnormale winste geskep kan word deur eenvoudig voormalige wenner aandele te koop en voormalige verloorder aandele te verkoop. Die moontlikheid om toekomstige prysgedrag te voorspel deur na prysbewegings uit die verlede te kyk is ‘n direkte uitdaging teen die “Efficient Market Hypothesis”, wat ’n kernstuk van hedendaagse finansies is. Fondsbestuurders het gepoog om hierdie effek te benut, maar akademiese ondersteuning vir die gedrag van sulke fondse is uiters beperk. Verskeie akademiese studies het die teenwoordigheid van die momentum effek in verskillende markte en oor verskillende periodes uitgewys. Hierdie akademiese studies benut handelsreëls wat gebruik kan word om te bepaal of die momentum effek wel in die mark teenwordig is al dan nie, maar is van beperkte waarde aangesien hulle verskeie praktiese beperkings ignoreer. Sommige studies (Conrad & Kaul, 1998) vereis dat 'n sekere persentasie van elke aandeel in die seleksie-universum gehou moet word, wat in oormatige groot aantal aandele in die portefeulle tot gevolg het. Ander skep portefeuljes met so min as drie aandele (Rey & Schmid, 2005), wat resulteer in onvoldoende gediversifiseerde portefeuljes. Die hooftekortkoming van alle akademiese studies is dat hulle portefeulleomsetverhoudings van hoër as 100% vereis wat daartoe sal lei dat winste uit sulke strategieë teen die belegger se inkomstebelastingskoers belas sal word in plaas van haar kapitaalaanwinskoers. Afhangende van die belastingsjurisdiksie waaronder die belegger val, kan hierdie belastingseffek meer as 10% beloop, wat nie maklik deur enige belegginsstrategie herwin kan word nie. Kritici van studies wat abnormale winste dokumenteer beweer dat sulke winste ‘n gevolg kan wees van statistiese bevooroordeling soos die myn van data, of as gevolg van risikofaktore wat nie effektief deur die standaard CAPM bepaal word nie. Die empiriese toetse is dus sorgvuldig ontwerp om enige faktor uit te skakel wat die resultate van hierdie studie sal kan bevraagteken en ‘n betekenisvolle interpretasie van die resultate kan verhinder. Die toetse sluit byvoorbeeld sogenaamde “small-caps” uit om die klein firma effek uit te skakel, en die toetse is verder op twee verskillende monsters uitgevoer om myn van data as ‘n moontlke dryfveer vir die resultate uit te skakel. Normaalweg toets akademiese studies lang/ kort nulkostestrategieë. Dit is gevind dat momentum strategieë oor die algemeen kort posisies kies in vlugtige en nie-likiede aandele, wat dit moeilik maak om die geassosieerde transaksiekoste effektief te bepaal. Daar is dus besluit om ’n “lang-alleenlik” strategie te toets. Drie verskillende strategieë is getoets op ‘n steekproef van JSE “mid-caps” en “large-caps” en op ‘n gerepliseerde S&P500 index tussen Januarie 2000 en September 2009. Alle strategieë het positiewe abnormale winste opgelewer, en die nul hipotese dat momentum strategieë geen statisties beduidende abnormale winste kan oplewer kon op die 5% vlak van beduidendheid vir al drie strategieë van die JSE monster verwerp word. Verdere analiese het wel getoon dat momentumwinste baie meer opvallend vertoon het in opwaartse markte as in afwaartse markte, wat tot die gevolgtrekking kan lei dat makro-ekonomiese risiko ‘n moontlike verklaring kan wees. Daar was genoegsaam bewyse vir die Januarie effek as ‘n moontlike dryfveer agter die momentum-winste in die S&P500 monster.
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Siefers, Gary G. "Toward a church-based leadership development model for large church children's ministry staff developing, implementing and evaluating an on-the-job leadership training program for children's ministry staff at Stonebriar Community Church, Frisco, Texas /." Theological Research Exchange Network (TREN), 2007. http://www.tren.com/search.cfm?p001-1236.
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Tunková, Martina. "Městské lázně." Master's thesis, Vysoké učení technické v Brně. Fakulta architektury, 2010. http://www.nusl.cz/ntk/nusl-215713.
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Fujdiak, Radek. "Analýza a optimalizace datové komunikace pro telemetrické systémy v energetice." Doctoral thesis, Vysoké učení technické v Brně. Fakulta elektrotechniky a komunikačních technologií, 2017. http://www.nusl.cz/ntk/nusl-358408.
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Telemetry system, Optimisation, Sensoric networks, Smart Grid, Internet of Things, Sensors, Information security, Cryptography, Cryptography algorithms, Cryptosystem, Confidentiality, Integrity, Authentication, Data freshness, Non-Repudiation.
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Trnková, Barbora. "Rozklad černé, technika nedůsledného překládání Světla." Master's thesis, Vysoké učení technické v Brně. Fakulta výtvarných umění, 2012. http://www.nusl.cz/ntk/nusl-232329.
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Im interested in the topic of praying machine, because I want to analyze aspects of photography and its functions. It's known, that the reality is manipulated by photography. Bud we can also say, that the relationship between reality and photography is neutral in fact, that the manipulation is made by our interpretation of photography. The change of the reality can be realized just in the dialog between photography and reality. Can it be, that the mechanization change into the will? Does it prays praying mill or the buddhistic monk, who rotates the mill? When he believes into it, is it enough? Or is it enough if believes who watch the monk with his mill? ... The computers from he place A are "praying" the prayers from the place B. With Tomáš Javůrek we collaborated with Vladimír Veselý and Radek Lát to create the Game for re-articulation our reality on the base of the revision of our faith.
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Mohamed, Fatiema. "Factors affecting the retention of Black employees at a large financial institution." Thesis, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_1382_1262654322.
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The results emanating from the study indicate that Work Environment variables played the most crucial role in retaining Black talent in the organisation at which the research was undertaken. There were significant relationships between some of the biographical variables and retention, and the four retention factors significantly explained the variance in retention. Recommendations based on the data were made to various stakeholders in order to address the existing problem, while simultaneously protecting the rights to confidentiality of the respondents.
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Yang, Ting, and 楊婷. "The Effects of Job Seekers' Job Acceptance Intentions: Comparison Between Large Firms and SMEs." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/99079774287172528435.
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碩士國立彰化師範大學
人力資源管理研究所
96
The purpose of this study is to explore the impacts of recruitment practices (publicity, sponsorship, word-of-mouth, and advertising), employer knowledge (employer familiarity, employer reputation, and job information), work-life balance, and organizational attraction on job acceptance intentions. Especially for SME, there are some barriers in hiring new qualified employees than large firms. Few researches examine the differences between large and small organizations, and consider how these differences may influence perceived job decisions on applicants although over 76.66％ of all employees are in SME in Taiwan. Therefore, marketing literature on brand equity was used to identify the model of job acceptance intentions of applicants. Based on results from hierarchical multiple regression analyses with data from 617 job seekers, the findings suggest recruitment practices, employer knowledge, organizational attraction, and job acceptance intentions in large firms are better than those in SME. Moreover, advertising, employer reputation, job information, and work-life balance are significantly and positively related to organizational attraction. The relationship between employer reputation and work-life balance and job acceptance intentions are mediated by organizational attraction.
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Chandrakassi, Kavisha. "Graduate development programmes and satisfaction of graduates in two large South African organisations /." 2009. http://hdl.handle.net/10413/954.
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"Coordinating Job Scheduling with Task Redundancy in Large-scale Computing Clusters: Algorithm Design and Performance Optimization." 2016. http://repository.lib.cuhk.edu.hk/en/item/cuhk-1292406.
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大型計算集群的研究表明，一個應用的響應時間往往會被它的一個或少數幾個落后的任務大大延遲，其主要原因是這些落後任務不幸被分配至1 由於機器故障或者資源競爭或者網絡擁塞而導致處理速度很慢的機器上。MapReduce這些大數據計算框架採取了被動式或者主動式的冗餘備份方式來減小落後者的影響。冗餘備份的主要初衷是讓落後者的其中一個備份較快完成任務從而避免影響整個應用進程。雖然現存的冗餘備份方案在實際的系統架構中證明了它的有效性，但是它們都是基於一些非常初始的啟發式想法并且任務複製方案與應用調度算法是分開設計的。這些方案在平均任務響應時間和計算開銷這些性能指標是否存在進一步的優化空間的問題上缺乏全局的系統分析和理論證明。為了優化平均任務響應時間和計算開銷，我們在這篇論文里採用一個更加系統的方式來設計和分析大規模計算集群中的任務冗餘算法。更加重要的是，我們問時優化了應用調度算法和任務複製策略。相對于那些只優化任務複製的方案，我們提出的算法能夠顯著提升系統性能。在不同的系統模式下，我們學習和研究了三個優化問題，並且提出和設計了相關的任務冗餘算法。具體來講，當閃一個應用的不同任務之間沒有依賴關係並且任務執行時間的分佈函數給出峙，對應於不同的系統負荷區間，我們設計了智能任務克隆算法和升級版的投機執行算法。當機器的服務速度存在波動並且每個應用只包含一個任務時，我們分別設計了基於最短處理時間和基於最早到達時間的任務複製算法。最後， 當同一個應用的任務之間存在依賴關係並且機器的服務速度存在波動時，我們設計了基於最小工作量的機器共用算法。在平均響應時間這個性能指標上，我們最後設計的三個算法都能提供理論保證。
我們的算法都是基於相關的理論設計的。因此，相對現存的解決方案，我們提出的算法能夠較大提升和優化大型計算集群的性能。實際數據驅動的仿真結果也表明，我們設計的算法能夠將平均任務響應時間減少百分之七十左右。
Empirical performance studies of large-scale computing clusters have indicated that the completion time of a job [9] is often significantly and unnecessarily prolonged by a small number of straggling tasks. These so-called ”stragglers” are tasks which are unfortunately assigned to low-capacity or congested machines within a cluster. Other common causes of stragglers include partial or intermittently machine failures and various network and resource bottlenecks within the computing cluster. To mitigate performance degradation induced by stragglers, recent big data processing frameworks such as the MapReduce system and its variants have adopted various preventive or reactive redundancy strategies under which the system launches extra (backup) copies of a task on alternative machines in a judicious manner. With redundancy, as long as one of the multiple copies of a task can complete quickly, the overall progress of the entire computation job will not be hindered. While some previously proposed redundancy strategies have been proven to be efficient via practical implementations, most of them are proposed based on rudimentary heuristics where task redundancy schemes are designed independently of job scheduling strategies. There is a lack of systematic analyses or reference study on how optimal or suboptimal these schemes are when benchmarked against the theoretical bounds of various performance metrics in terms of the overall job response time and computation costs.
In this thesis, we take a systematic approach to design and analyze redundancy schemes in large-scale computing clusters. Our focus is to optimize two different performance metrics, namely, the overall job response time (aka the job flowtime) and the overall resource consumption/ costs of the jobs. By performing a joint-optimization on job scheduling and redundant task dispatching, considerable performance gain becomes possible when compared to myopic task-redundancy policies. In particular, we formulate three optimization problems under different system models and propose the corresponding redundancy algorithms with theoretical performance guarantees. For the case where there is no task precedence constraint within each job and the distribution of the task execution time is known a priori, we design two algorithms, namely, the Smart Cloning Algorithm (SCA) and the Enhanced Speculative Execution Algorithm (ESE) under different operating regimes. For the case where there are variations in machine service capacity and each job consists of only one single task, we design two algorithms under different system settings, namely, the Shortest Remaining Processing Time Plus Redundancy Algorithm (SRPT+R) and the Latest Arrival Processor Sharing Plus Redundancy Algorithm (LAPS+R(!)). For the case where there are both precedence constraint among tasks and variations in machine service capacity, we propose the Smallest Remaining Effective Workload based !-fraction Sharing plus Cloning Algorithm (SREW+C(!)). We also show that the SRPT+R, LAPS+R(!) and SREW+C(!) algorithm can achieve competitive performance bounds with respect to the overall job flowtime within a cluster.
By building our proposed algorithms on solid theoretical foundations, we are in a much better position to characterize the performance of the resultant large-scale computing systems using well-established theories and analytical frameworks. We demonstrate via trace-driven simulations that our proposed solutions can reduce the total job response time by nearly 70% when compared to existing approaches.
Xu, Huanle.
Thesis Ph.D. Chinese University of Hong Kong 2016.
Includes bibliographical references (leaves ).
Abstracts also in Chinese.
Title from PDF title page (viewed on …).
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
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Chandrakassi, Kavisha. "Graduate development programmes and satisfaction of graduates in two large South African organisations." Thesis, 2008. http://hdl.handle.net/10413/736.
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Graduate development programmes have increasingly become part of South African businesses in order to acquire and retain the best talent pool. However, there is a great need for research in this area in South Africa. The current research study is a replica of McDermott et al’s (2006) Irish study, contrasting organisations that have a graduate development programme in place against those that do not. The current study was undertaken to assess satisfaction levels of graduate development programmes from a sample of graduates (N=63) from two large South African retail organisations. A survey questionnaire was administered and four interviews were conducted with the graduates.
The findings of the research indicate that graduates, who have been part of a graduate development programme for 13 months or longer, showed dissatisfaction. Many attributed this dissatisfaction to non-recognition for the job, a lack of feedback on their performance, inadequate responsibility with tasks, a lack of prospects for advancement, underdevelopment of competencies, poor salaries, supervisors not understanding their skills requirements for the job and poor job security.
In addition, the following job features were viewed as important contributions that an employer can offer graduates: “stimulating and challenging work”, “good opportunities for advancement” and “good salary and benefits”.
This research study also provides significant recommendations for organisations wanting to implement, or currently utilising, a graduate development programmeThesis (M.A.)-University of KwaZulu-Natal, Durban, 2009.
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"An analysis of the perceived organizational culture and job satisfaction of professional staff in large accounting firms." Chinese University of Hong Kong, 1987. http://library.cuhk.edu.hk/record=b5885871.
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Yiu, Yi-Ting, and 游怡婷. "The influence of large CPA firms’ leadership style, audit structure and role stress on job satisfaction in Taiwan." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/02564733941345926995.
Full textAbstract:
碩士國立東華大學
企業管理學系
91
The professional jobs are always revered and trusted by people, such as the accounts, doctors, architects, and the lawyers. However, the roles played by the accounts are rather disputed by the public in recent years. The prominent example is the event of Enron. The outburst of Enron makes the place and behavior of the accounts much more suspected from the people. In the performance of any professional service, CPA shall be independent, shall be maintain objectivity and integrity to serve society. Therefore, the accounts should be not only responsible for the clients, but also for the general investors. It means, in order to repay the trust in which the public have put, the account offices have to keep up the audit quality, whole-heartedly. General speaking, there are kind of factors would effect the audit quality. They are roughly divided into personal factor and organizational factor. In the aspect of personal factor, they usually include Organization Identification, Job Satisfaction, and Professional competencies. In the other aspect, they are likely from the Development, Organizational Forms, and Audit Structure of the account offices. Consequently, this research is based on, the job satisfactions as the dependent variable, the leadership style and audit structure as the independent variable, the auditors’ role stress as the mediator. According to these variables, we can find out how the auditors’ job satisfactions would be effected from the personal factor and organizational factor. By statistical analysis, we conclude major results as follow: 1.Structured audit approach can bring down auditor’s role conflict and improve job satisfaction. 2.Auditor who received more consideration and initiating of structure from their supervisors will bring down role ambiguity. 3.Auditor who received more consideration from their supervisors will bring down role conflict. 4.Auditor’s role stress will bring down job satisfaction. 5.Role stress has a significantly mediating effect between consideration leadership and job satisfaction.
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Duarte, Filipa Martins. "Stresse Ocupacional e Risco Cardiovascular numa população de funcionários de lares de idosos na Cova da Beira." Master's thesis, 2014. http://hdl.handle.net/10400.6/4896.
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Introdução: O stresse é o segundo problema de saúde mais comum na Europa relacionado com o trabalho, tendo a capacidade de aumentar o risco de doenças cardiovasculares. Estas são a principal causa de morte em Portugal e na Europa, com uma base multifatorial e com uma importante interação entre os diferentes fatores de risco. Tendo em conta o envelhecimento populacional, o aumento da procura de vagas em lares de idosos e a falta de estudos nos funcionários deste setor, torna-se crucial estudar esta população.
Métodos: Estudo analítico e transversal, no qual foram selecionados 216 funcionários, de 7 lares de idosos na Cova da Beira. Foi aplicado um questionário constituído por três partes, com o objetivo de caracterizar a população, avaliar o risco cardiovascular e o nível de stresse ocupacional, aplicando o Systematic Coronary Risk Evaluation e a Job Stress Scale.
Resultados: Da amostra de funcionários, 92.1% são do sexo feminino e 73.7% têm idade inferior a 50 anos. Obteve-se uma percentagem de não-fumadores de 80,1%, contudo cerca de 70% dos participantes são sedentários e 42.6% têm peso superior ao normal. A maioria dos funcionários são auxiliares. Em relação aos antecedentes pessoais, a hipercolesterolémia e a hipertensão arterial são as patologias mais prevalentes. No que diz respeito ao risco cardiovascular, 27.3% apresenta um nível alto ou muito alto. Cerca de 93% dos participantes estão sujeitos a um nível aumentado de stresse no trabalho. No grupo de funcionários com idade igual ou superior a 40 anos, verificou-se relação entre o risco cardiovascular e o índice de massa corporal, e entre o risco cardiovascular e a tipologia de horário fixo. Não se verificou relação entre stresse ocupacional e risco cardiovascular, ou entre o mesmo risco e o apoio social.
Conclusões: No grupo de funcionários com idade igual ou superior a 40 anos, verificou-se relação entre o risco cardiovascular e o índice de massa corporal, salientando o efeito negativo do excesso de peso no aparelho cardiovascular. No mesmo grupo, verificou-se relação entre o risco cardiovascular e a tipologia de horário fixo, contrariando os achados de estudos realizados em trabalhadores por turnos. Dada a multiplicidade de fatores que podem influenciar a resposta ao stresse e o desenvolvimento de doenças cardiovasculares, torna-se compreensível a grande variabilidade de respostas individuais. Deste modo, torna-se importante identificar os fatores de risco presentes, promovendo uma alteração daqueles que são modificáveis.Introduction: Stress is the second most common work-related health problem in Europe, capable of increasing the risk of cardiovascular diseases. These are the leading cause of death in Portugal and in Europe, with a multifactorial basis and an important interaction between the different risk factors. Given the aging population, increased demand for places in nursing homes and the lack of studies on these employees, it is crucial to study this population. Methods: Analytical and cross-sectional study in which 216 employees were selected from 7 nursing homes in Cova da Beira. Was applied questionnaire of three parts, with the goal of characterizing the population, assessing cardiovascular risk and the level of occupational stress, using the Systematic Coronary Risk Evaluation and Job Stress Scale. Results: In this sample, 92.1% are women and 73.7% are under 50 years. There were 80.1% non-smokers, but about 70% of the participants are sedentary and 42.6% are overweight. Most employees are assistants. Regarding personal history, hypercholesterolemia and hypertension are the most prevalent pathologies. Concerning cardiovascular risk, 27.3% have a high or very high level. About 93% of the participants have an increased level of stress at work. In the group of employees aged over 40 years, there was a relationship between cardiovascular risk and body mass index, and between cardiovascular risk and fixed schedule. There was no relationship between cardiovascular risk and occupational stress or between cardiovascular risk and social support. Conclusion: In the group of employees aged over 40 years, there was a relationship between cardiovascular risk and body mass index, highlighting the negative effect of overweight on the cardiovascular system. In the same group, there was a relationship between cardiovascular risk and fixed schedule, contradicting the findings of studies in shift workers. Given the multiplicity of factors that may influence the response to stress and the development of cardiovascular disease, it is understandable the variability of individual responses. Thus, it is important to identify the risk factors, promoting a change from those that are modifiable.
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Lai, Ming-Chien, and 賴明乾. "A Study of Auditors’ Turnover Intention in the Large Public Accounting Firms Based on the Theory of Planned Behavior and Job Satisfaction." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/51471353368777181867.
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碩士淡江大學
會計學系碩士班
95
This study is based on the Theory of Planned Behavior proposed by Ajzen (1991) to investigate auditors’ turnover intention in the Big Four public accounting firms in Taiwan. Job satisfaction is added to improve the explanation strength of the model. The research findings suggest that the turnover intention can be partially predicted by the variables of the Theory. The auditors’ job satisfaction also improves the explanation strength of the model, as the job satisfaction has significant impact on the turnover intention. Therefore, apart from improving auditors’ job satisfaction, the management needs to understand the auditors’ attitude of turnover, and influence it. Then auditors’ turnover intention may be decreased.
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Lo, Wen-chun, and 羅文君. "The effects of the employees’ job satisfaction, the manager’s leadership style, employees’ job characteristics, and employees’ personality traits on employee’s turnover intention: a case study of the Taiwanese employees in the four super-large accounting." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/95773104378417903191.
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碩士國立中央大學
企業管理學系碩士在職專班
97
The study attempts to explore how job satisfaction, the manager’s leadership style, job characteristics, and personal traits affect the employee’s turnover tendency. This analysis takes the Super Large Accounting Firms in Taiwan as the sample of case study. The response rate of the distributed questionnaire is 34.17%. The result indicates that external job satisfaction, the consideration dimension of the manager’s leadership style and of external locus of control of the person trait has a significant impact on employee''s turnover intention. In addition, job characteristics (job cooperation and job feed-back) have an apparent influence on employees’ turnover tendency. However, this study finds that in itiating structure dimension, internal job satisfaction and job characteristics (job skills, job independence and job integrity) don’t have significant effect on the employees’ turnover intention. The result of this study showed that employees’ turnover intention would be affected considerably with the consideration dimension of the manager’s leadership style, external job satisfaction, job cooperation decrease mployees’ turnover intention will significantly increase when his/her personal traits belong to the external locus of control, and vice versa. Under some circumstances, job satisfaction has an intermediate impact on the manager’s leadership, job characteristics, personality traits and turnover intention. The findings of this study provide a reference to the Super Large Accounting Firms for their recruitment and preservation policies.
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Chhatwal, Ruby Pritipal Singh. "An job training in small scale engineering industries impact on supply of trained workers to large scale engineering industries and possible training schemes of employed workers" with special reference to pimprichinchwad engineering industries." Thesis, 1992. http://hdl.handle.net/2009/3567.
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(9187466), Bharath Kumar Comandur Jagannathan Raghunathan. "Semantic Labeling of Large Geographic Areas Using Multi-Date and Multi-View Satellite Images and Noisy OpenStreetMap Labels." Thesis, 2020.
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This dissertation addresses the problem of how to design a convolutional neural network (CNN) for giving semantic labels to the points on the ground given the satellite image coverage over the area and, for the ground truth, given the noisy labels in OpenStreetMap (OSM). This problem is made challenging by the fact that -- (1) Most of the images are likely to have been recorded from off-nadir viewpoints for the area of interest on the ground; (2) The user-supplied labels in OSM are frequently inaccurate and, not uncommonly, entirely missing; and (3) The size of the area covered on the ground must be large enough to possess any engineering utility. As this dissertation demonstrates, solving this problem requires that we first construct a DSM (Digital Surface Model) from a stereo fusion of the available images, and subsequently use the DSM to map the individual pixels in the satellite images to points on the ground. That creates an association between the pixels in the images and the noisy labels in OSM. The CNN-based solution we present yields a 4-8% improvement in the per-class segmentation IoU (Intersection over Union) scores compared to the traditional approaches that use the views independently of one another. The system we present is end-to-end automated, which facilitates comparing the classifiers trained directly on true orthophotos vis-`a-vis first training them on the off-nadir images and subsequently translating the predicted labels to geographical coordinates. This work also presents, for arguably the first time, an in-depth discussion of large-area image alignment and DSM construction using tens of true multi-date and multi-view WorldView-3 satellite images on a distributed OpenStack cloud computing platform.