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Dissertations / Theses on the topic 'Professional employees'

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Published: 4 June 2021
Last updated: 3 March 2023

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1

Silvasi-Patchin, Judith Ann 1941. "A comparison of work-related values between professional temporary employees and professional traditional employees in the aerospace industry." Thesis, The University of Arizona, 1989. http://hdl.handle.net/10150/277241.

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One segment of the Temporary Help Services (THS) industry which has not been well researched is that of the Professional temporary employee. The career THS professional employee is an employee who categorically refuses permanent employment. There is no research which compares the professional career THS employee with the traditional employee. This study examines the work values and expectations of technical writers within one company and compares responses of career THS employees and incidental THS employees with those of permanent employees in that same company. The Campbell Organizational Survey and the Work Values Survey were administered and the results were analyzed. Except for the perception of "Benefits" work cluster there were no significant differences between the groups. It was then possible to assume that perception of the organization was held constant. Differences in work values among groups were found. Results were discussed.
2

Baker, Edna. "Professional development in 21st century skills in the Washington-Saratoga-Warren-Hamilton-Essex BOCES." Connect to resource online, 2009. http://library2.sage.edu/archive/thesis/ED/2009baker_e.PDF.

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Thesis (E.Ed.)--The Sage Colleges, 2009.
"A Doctoral Research Project presented to Associate Professor James R. Butterworth, Doctoral Research Committee Chair, School of Education, The Sage Colleges." Suggested keywords: 21st century skills; career development; globalization; informational technology; instructional systems; mentoring; professional development; staff development; teacher training; teaching; technology. Includes bibliographical references: (p. 59-67).
3

Charalambous, Andronica. "Professional skills : a pilot study and report on cross professional competencies." Thesis, Queensland University of Technology, 1990. https://eprints.qut.edu.au/36373/1/36373_Charalambous_1990.pdf.

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Background This study reports on those competencies used in common by different professional groups. In depth interviews, a questionnaire to four diverse professions -- engineering, nursing, human resource management (HRM) and law -- and a literature review were used to build a profile of these competencies. Graduate professionals and students were targeted. Theoretical Background The study draws on literature encompassing two major areas: professionals and students. Collectively they cover managers, executives, doctors, nurses, trainers and graduates, apprentices and tertiary students. Literature was limited in some areas such as law and was mainly sourced from Western speaking countries. Key Findings Results suggest that those skills common to the four professions surveyed and to those assessed in the literature were communication/relationship/social skills and problem solving skills. Task management was considered most important by respondents in the survey but was not emphasised in the literature. Discussion This study has taken the first step toward developing a profile of competencies common across professions. Further research encompassing hard data will need to be carried out nationally to build a fuller picture of the profile.
4

McLaren, Patricia Genose Kelloway E. Kevin. "The manager is not the boss : an investigation into managing professionals from both within and without the profession /." Halifax, N.S. : Saint Mary's University, 2009. http://library.smu.ca:2048/login?url=.

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5

Swailes, Stephen. "Organisational commitment of professional employees : measurement and interaction effects." Thesis, University of Leicester, 1999. http://hdl.handle.net/2381/7832.

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This thesis presents an exploratory study into the nature of organisational commitment among professional employees. This thesis argues that the classic definition of commitment (Mowday, Porter and Steers, 1982) has been superseded by a reshaped psychological contract that affects the employment relationship in post-industrial society. Following exploratory, qualitative research organisational commitment was conceptualised as a multi-dimensional construct involving the congruence of individual and organisational goals, effort directed at goal achievement and innovation in the work place. A Behavioural Commitment Scale was developed and construct validity was examined through a cross sectional, quantitative survey of 329 pharmaceutical chemists, 166 public sector accountants and 138 private sector accountants. Social exchange theory is used to contextualise a study of how behavioural commitment is related to professionalism, perceived organisational support and social exchange disposition. Confirmatory factor analysis supported the three-dimensional structure of the Behavioural Commitment Scale. Multiple moderated regression revealed that the influence of situational variables upon interaction effects was greater than the nature of the profession. Union membership, low tenure, and prior involuntary job change all influenced positive interactions between perceived support and exchange. Professionalism moderated the effect of social exchange on commitment. Feelings of inability to leave the organisation and job insecurity in the late career stage both interact negatively with professionalism to have detrimental affects upon behavioural commitment. The implications for human resource management include: recognition of the influence that competing commitments have upon employees and the potential for judicious use of support; and, maintaining commitment in climates of job insecurity and job immobility. Suggestions for further research are given.
6

Kelley, Patricia Kelley. "The Impact of Maternity Healthcare Employees Professional Development on Pregnant Teen Health." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3615.

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Knowledge gaps exist related to the care and education of pregnant teens. This project study addressed the problem of an inadequate amount of professional development (PD) and training for healthcare professionals (HCPs) caring for pregnant teens at a maternity clinic in the Southeastern United States. Unless HCPs are appropriately trained, the ability to meet the needs of pregnant teens is deficient and negative health outcomes for these patients are likely to be exacerbated. The humanistic learning theory was used in this phenomenological exploratory study to explore perception of 9 HCPs who had the responsibility for patient teaching, clinical care, and were full time employees at a maternity clinic. The research questions focused on the perceptions of the HCPs regarding their experiences of PD as it relates to the care of pregnant and parenting teens, strengths and weaknesses of their current PD, and how their PD could impact the health outcomes of pregnant and parenting teens. The themes developed from the interview data revealed a need for an expansion of HCP knowledge and skills to improve the healthcare of pregnant and parenting teens, as well as challenges associated with the current PD plan. The resulting project consisted of a 3-day workshop to increase the HCPs' proficiency and efficacy in caring for pregnant and parenting teens. Evaluation of the project will be through formative and summative assessment. The project contributes to positive social change at the local clinic by reinforcing the HCPs' skills in in educating, caring for, and supporting the teen parent population.
7

Badland, Hannah M. "Physical activity in a sample of New Zealand professional employees this thesis is submitted to the Auckland University of Technology in partial fulfilment of the degree of Master of Health Science, December 2003." Full thesis. Abstract, 2003.

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8

Lee, Wing-yee Angela. "A study of organizational commitment of IT professionals /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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9

Råsbrant, Tika. "Employees’ experiences of work-life balance." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.

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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
10

Horpynchenko, O., Anna Levchenko, О. В. Горпинченко, and А. О. Левченко. "Strategic Directions For The Professional Development Of The Employees In Ukraine." Thesis, Baltija Publishing, 2016. http://dspace.kntu.kr.ua/jspui/handle/123456789/3986.

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11

Shindley, Lynda R. "Equal opportunities for professional development a needs assessment for a non-profit professional organization /." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006shindleyl.pdf.

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12

Knapp, James L. (James Lyndon). "Predicting the Retirement Intentions of Professional Workers." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278631/.

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While research focusing on the retirement intentions of individuals within the general population has been undertaken, only two empirical studies have examined the retirement intentions of professional workers. This study expands the small, existing body of literature focusing on this topic by presenting eighteen hypotheses, grouped into five categories of factors, and testing them with the National Longitudinal Surveys of Labor Market Experience.
13

Hekman, David R. "Contingencies between organizational identification and professional employee performance /." Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8802.

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14

Ganahl, Gina Veri. "Relationship between the level and source of support and encouragement employees receive and level of employee participation in deliberately and secondarily educative activities /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841352.

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15

Yip, Lai-ping Brenda. "Job burnout among construction professionals in Hong Kong a moderator model with coping strategies /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38430137.

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16

Dearman, Philip Ross. "Computerised information systems and professional autonomy : the record of social work." Monash University, School of Humanities, Communications and Social Sciences, 2005. http://arrow.monash.edu.au/hdl/1959.1/5128.

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17

Iseminger, Janice M. "Understanding learning activities of caseworkers for the development of their professional competence." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4800.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2007.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (September 25, 2007) Vita. Includes bibliographical references.
18

Chauke, R. F. "Management training for professional leaders : myth or reality." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/44455.

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“Attainment of competency in management and leadership is no longer an optional extra for doctors” (Clark & Armit, 2008). Is management training recognised as necessary and important by professionals who ascend into leadership positions? Are professionals prepared to undertake management training or are their professional qualifications adequate to allow them to be effective managers as leaders? There are three concepts involved here, namely  Management training.  Professionals.  Leadership. The aim of the study was therefore to gain an in depth understanding of whether or not professional leaders need to be managerially trained. The study also attempted to establish the type/aspects of management training that the leaders should be trained in, and whether other factors such as experience influence the need for management training. Ultimately, the success or failure of management training for professional leaders needs to be assessed against the performance of their organisations and the self. An in depth literature review of the concepts of the research was conducted. The Chief Executive Officers of various tertiary/central academic hospitals were selected to be interviewed for this qualitative study by means of the purposive, quota sampling technique. In depth semi-structured interviews were held with seven academic hospital CEOs, with interviews lasting on average 1 hour 36 minutes (see Appendix B). The CEOs were also requested to complete the long Minnesota Satisfaction Questionnaire. The information received was analysed using a mixture of content, constant comparative, phenomenological, narrative, and discourse analysis. The key findings revealed that management training was necessary as an entity and should be attained regardless of professional training, leadership, or management experience. It was also noted, interestingly, that although the CEOs person-organisation fit was a high 71% and turnover intent a low 14%, job satisfaction was only average in the region of 60%. The sample number was too small to make meaningful conclusions. It is hoped that the findings of this iii study will stir the need to include management training in the curriculum of professional trainings.
Dissertation (MBA)--University of Pretoria, 2014.
zkgibs2015
Gordon Institute of Business Science (GIBS)
Unrestricted
19

Pieschl, Jordan Marie. "Assessing supply, demand, and professional development needs of employees in water-related careers." Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35441.

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Master of Science
Department of Communications and Agricultural Education
Shannon G. Washburn
STEM fields represent between 5% and 20% of all employed in the United States (United States Department of Labor – Bureau of Labor Statistics, 2015). Many employers of job positions in the STEM field have indicated an ongoing challenge of demand for such employees exceeding supply (Hira, 2010). Literature suggests a skills gap exists in some career fields and labor markets (Sentz, 2013). A topic that falls in many STEM fields in water resources. In Kansas, both supply and demand of water resources vary greatly across the state. A growing trend statewide, however, is a need to focus efforts on preserving the quality and quantity of Kansas’ water supply. Anecdotal evidence suggests the focus on water resources increases the demand for employees prepared for careers in related STEM fields (S. Metzger, personal communication, May 3, 2016). Drawing on both the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews based in symbolic interactionism were used to gather data from employers of water-related job positions. The data indicated that a variety of employability and technical skills describe both employers’ ability requirements and employees’ ability sets. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the near future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.
20

Nesbitt-Larking, Paul W. (Paul Wingfield) Carleton University Dissertation Political Science. "A structurationist analysis of the class character of state professional employees in Canada." Ottawa, 1991.

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21

Hemström, Maria. "Salary determination in professional labour markets /." [Uppsala] : Dept. of Economics, Uppsala University, 1998. http://lcweb.loc.gov/catdir/toc/98-183446.html.

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22

La, Vertu Edmond G. "From a slave to a critical-thinker-artistic-writer: Emancipating a professional's anthill using action research professional practice with information systems professionals as the crux: Gnothe se auton non, j regrette rien die lichtung and all the world's a stage." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/617.

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The diagram shown in figure 1 gives an impression of this thesis around the key words slavery, enslavement, emancipation, freedom, power, critical thinker, and artistic writer. The text at the centre reads "my rich model evolution during this thesis." On rereading the text, I wonder if it is referring to my own evolution during the research, which could be described as "rich model," or the evolution of the rich model that encapsulates, and in one sense is, the chief contribution of the thesis. That I use this sentence and this impressionistic diagram to begin this abstract should signal to you, dear reader, that this thesis tells my truth, with a little't', in my own way, about my reflective practitioner investigation of my experience of being part of the information systems profession and then part of a Doctor of Business Administration (D.B.A) programme. As such, it is what some may term post-modem, although I hesitate to describe it as such. Through my lived experience as an enslaved information systems professional, I can relate to the current situation of asymmetric warfare (note the picture of a fighter plane dropping a bomb with the word "hacker" under), asymmetric industrial relations, and some other forms of the master-relationship relationship. In my career as an information systems' professional I have experienced that here is a constant that permeates the world: that parties desire to achieve greater power over any other competitor while sacrificing as little as possible of their own resources. Whether this is an actual war or just a simple jousting for advantage, the process remains similar: Two structuralist sides in conflict. Perhaps this simple description is the apparent reason why most fights are simply a zero-sum game, that is, one side wins ( + 1) and the other loses (-1). There are however variations to this theme. Hegel's Master-slave dialogue is one. In this case the vanquished who is now a slave, eventually gains power over their master, the original victor, not through force of arms, but by becoming indispensable to the Master. The major and subtle weapon the slave possesses is time with obsequiousness that leads to dependency of the master to the actions of the slave. Again through my lived experience of near imagined slavery, I can also relate to another form of conflict that is now upon us, that of a structuralist formal army supported by post-structuralist critical-thinkers and the artist-writers of a post-modernist society against a structuralist guerrilla grouping, with a post-modem idealism giving vital quasi or actual intellectual support. This leaves the structuralist formal army seeking effective and favourable counters to this asymmetric situation through the weakness of the guerrilla forces, that is, a lack of critical-thinkers; else, it will see a form of defeat that is reliance upon the guerrilla force not to attack. It is a modem and curious situation where an overwhelming force seems to be impotent against a quick, opportunistic, attack by a much smaller, under-resourced opponent. Yet, if the guerrilla forces do in fact win, what is the result within the territory the guerrillas now control? It seems that it is not an egalitarian-based modem democracy, or even a functioning theocracy. The key is the critical-thinker, without these people who ask questions, embarrassing ones most times, the necessary balance to support a string of freedoms is lacking. The major problem is where do the guerrilla forces find these people, and support them by not exterminating them as counter-revolutionaries, thereby creating the basic weaknesses to the system they wish to impose. However, the above guerrilla case need not prevail. In my experience of organisational relationships, which are by their very nature asymmetric, a structuralist organisation can defeat even its deadliest asymmetric foe - an enslaved, passed over, disgruntled, and sabotage-prone information systems employee. I was one such employee, one such enslaved person.
23

Wong, Chun-hung. "A comparative study of the organizational problems of multi-disciplinary teams in the Transport Department and Territory Development Department." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1281698X.

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24

Krantz, Michelle. "Diversity-Awareness Training Experiences of School of Education Employees." NSUWorks, 2012. http://nsuworks.nova.edu/fse_etd/51.

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This qualitative case study was designed to investigate employee involvement in a voluntary diversity-training program. There is limited research on what motivated employees to be involved in the diversity workshops. The data collected from the study may give workshop facilitators information on ways to enhance the modules of future workshops in order to reach out to those who have not attended and to sustain the participation of those who do. The researcher interviewed workshop participants to examine their experiences with the voluntary, diversity-training workshops provided by the School of Education. The interview examined the reasons why employees were motivated to become involved in the workshops, employee expectations of the workshops, and participants’ overall experiences with the workshops. The researcher also observed and noted the participants’ body language and facial expressions during the interview to determine their ease with the questioning strategies and to interpret whether to probe them for additional responses. The agenda and flyer was shown to the participants to see how those documents influenced their decision to participate in the workshops. Additionally, to provide a description of the sample, the participants completed a demographic questionnaire. The study took place at a university in the southeastern region of the United States. Data collection included interviews and documents. Interpretation analysis was used to identify themes. An analysis of the data revealed the importance that curiosity, a sense of belonging, peer interaction and a desire to learn has on an individual’s motivation to become involved in a voluntary, diversity-awareness workshop.
25

Carman, John Nathaniel. "Analysis of Qualified Immunity for Texas Public School Professional Employees as Interpreted by the Texas Courts." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc9857/.

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This dissertation analyzed Texas appellate court decisions relating to whether educators' actions were incident to or within the scope of duties and involved the exercise of judgment or discretion in cases involving defamation, motor vehicle exceptions, and excessive force in discipline exceptions. The questions addressed were: (1) How have the Texas appellate courts interpreted Texas Education Code Section 22.051 in litigation against teachers and school administrators for defamation? (2) How have the Texas appellate courts interpreted Texas Education Code Section 22.051 in litigation against teachers and school administrators for injury to students when plaintiffs have sued Texas educator under the motor vehicle exception to the educator immunity law? (3) How have the Texas appellate courts interpreted Texas Education Code Section 22.051 in litigation against teachers and school administrators under the excessive force in discipline exception to the educator immunity law? This dissertation utilized legal research as its methodology. Chapter 3 examines literature with regard to qualified immunity for Texas public school professional employees and discusses the limitations placed upon qualified immunity. Chapter 4 is a comprehensive study of the cases decided by Texas courts involving alleged defamation of students or others by teachers and school administrators. Chapter 5 is a comprehensive study of the cases decided by Texas courts involving the alleged negligent use of motor vehicles by professional public school employees. Chapter 6 is a comprehensive study of the cases decided by Texas courts involving the alleged use of excessive force in disciplining students. Chapter 7 discusses the findings of the analysis of cases as well as the implied limitations regarding qualified immunity of teachers and school administrators.
26

Boguslavsky, D. R., and L. P. Sharavara. "Integral evaluation of the professional risks for the employees of the ferrous metallurgy enterprise." Thesis, Sumy state university, 2017. http://essuir.sumdu.edu.ua/handle/123456789/54160.

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The magnitude of the occupational risk can be judged by the integral index that integrates its frequency and difficulty in the same numerical value. The purpose and objectives of the study: The evaluation of the occupational risks for the employees of the ferrous metallurgy enterprises by the indicators of the integral index of the occupational risk (Ir).
27

Patterson, Heather S. "Critical incidents expressed by managers and professionals during their term of involuntary job loss." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/31267.

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This study focused on the experience of involuntary job loss for managers and professionals. Fifteen males and females provided details of their experience through in-depth interviews. The critical incident technique was used as the approach to identify the high points and low points during their term of unemployment. The most frequently reported positive incidents included interviews, positive feedback from others, support of friends, family and counselling, and lack of financial pressures. The negative incidents most frequently reported included leaving the previous employer, rejection, lost role, interviews and lost career opportunities. In addition, the research participants reported shock and relief as the two most frequent responses to the termination. When asked about whether a change in attitude to work had occurred 11 reported some change following termination. The most prominent result of this research points to the experience of unemployment as largely an individual experience, only four categories of critical incidents included incidents reported by more than 50% of the participants interviewed. Counsellors may benefit from this research which provides information particular to this group and which will assist them in determining appropriate counselling techniques and interventions.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
28

Sumell, Albert J. "The role of amenities in the location decisions of Ph. D. recipients in science and engineering." unrestricted, 2005. http://etd.gsu.edu/theses/available/etd-12142005-143519/.

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Thesis (Ph. D.)--Georgia State University, 2005.
Title from title screen. Laura O. Taylor, committee chair; Paula E. Stephan, Paul M. Jakus, Erdal Tekin, committee members. Electronic text (170 p.) : digital, PDF file. Description based on contents viewed May 24, 2007. Includes bibliographical references (p. 162-169).
29

Schwenk, Kaye Louise. "A study to design an effective professional employee rating form by using teacher perceived needs as rating scale criteria." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1990. http://www.kutztown.edu/library/services/remote_access.asp.

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30

Lee, Wing-yee Angela, and 李穎宜. "A study of organizational commitment of IT professionals." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266666.

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31

Lagana, Brandon T. "Power, load, and margin : relationships between professional development and margin in life among student affairs professionals at Ball State University." Virtual Press, 2005. http://liblink.bsu.edu/uhtbin/catkey/1318449.

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Using McClusky"s (1963) Power Load Margin (PLM) theory, this study employed a correlational research design to investigate if relationships existed between involvement in career-related professional development outlets and activities, and Margin in Life (MIL) scores for full-time student affairs professionals at Ball State University. Correlation coefficients (Pearson r) were calculated to determine if relationships existed between MIL scores and the number of career-related professional development outlets and activities. Partial correlation coefficients were calculated to determine if relationships existed between subjects' ages and the relationship between MIL scores and the number of career-related professional development outlets and activities.Subjects (n = 107) were identified using the 2004-2005 Ball State University Directory and mailed a Professional Development Questionnaire (PDQ), created by the researcher, and Stevenson's (1982) Margin in Life Scale. Responses from 64 subjects were used in this study (31 females and 33 males). Subjects' ages ranged from 22 to 67 years (M = 41.5 years).PDQ results indicated that subjects averaged involvement in 10.6 outlets in the previous 12 months. Six indicated involvement in more than 20 outlets. Excluding these responses, the mean for outlets was 8.8. The mean for activities was 8.4.The mean MIL score for subjects was .60. All subjects in this study had a sufficient amount of power; thus, no subject had an excessive amount of load.Results of the correlational analyses suggest the possibility that a negative correlation may exist between MIL scores and the number of career-related professional development outlets. Although the correlation and partial correlation coefficients were weak, this may have been a function of the relatively small number of subjects who participated in this study. Additional research with a larger subject population is suggested to investigate this possible relationship. No relationship was found between MIL scores and career-related professional development activities. No differences in relationships between outlets and activities, and MIL scores were found when the age of subjects was factored either in or out as an influence. Further PLM research in student affairs is suggested, including qualitative methods investigating areas of professional development relating to power, load, and margin.
Department of Educational Studies
32

Wong, Chun-hung, and 黃俊鴻. "A comparative study of the organizational problems of multi-disciplinary teams in the Transport Department and TerritoryDevelopment Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31963857.

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33

Carman, John Nathaniel Fossey Richard. "Analysis of qualified immunity for Texas public school professional employees as interpreted by the Texas courts." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-9857.

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34

Bulloch, Zoe. "Graduate human resource practitioners : an assessment of important competencies and the effectiveness of professional education." Thesis, Queensland University of Technology, 1999. https://eprints.qut.edu.au/36327/1/36327_Bulloch_1999.pdf.

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The pace of change within organisations has been widely discussed in recent academic literature. The management of people, as one of an organisation's key resources, has been emphasised as a core capability for organisations to be successful in a rapidly changing business environment. Consequently, human resource practitioners are increasingly being called upon to proactively contribute to the development of a distinct competitive advantage for their organisation. Within the context of the changing environment and heightened competition, HR practitioners are being called upon to adopt new roles within organisations. In particular, a new strategic role is being advocated which requires HR practitioners to think and act like line managers in addressing people-related business issues (Walker, 1989). Much of the recent research which focuses on changing HRM roles points to the need for HR practitioners to exhibit a range of competencies which extend beyond traditional, technical HR knowledge and skills. A limited number of studies have specified competencies for HR practitioners based on changing business requirements and HR roles. This research aims to explore HRM competencies further, with a specific focus on the competencies required by entrylevel HR practitioners. It is proposed that during the first five years after completing a specialist HRM degree, practitioners will require competencies not only specific HRM competencies, but also general business knowledge, change management abilities and sound conceptual abilities. These competencies will need to be coupled with personal characteristics and skills for effective interpersonal relationships. The focus of the research is two-fold - to identify which competencies are important for effective performance as a graduate practitioner and to evaluate the effectiveness of tertiary degree programs in HRM in developing those competencies. The first two chapters of this thesis establish the background for the study and present an overview of literature relating to this research topic. Chapters 3, 4 and 5 describe an investigation of these issues through qualitative and quantitative studies. Qualitative, structured discussion groups were conducted to develop a preliminary understanding of the competencies a group of HRM students believed to be important for effective performance as an entry-level practitioner. Based on the findings of the qualitative study and the information gathered from the literature review, a model of five competency domains was proposed for entry-level practitioners. The model included technical HR skills and knowledge, change management competencies, business knowledge, conceptual/integrative competencies and personal/interpersonal competencies. The second, quantitative study involved a survey of students and HR practitioners to address the key research questions. The questionnaire collected data on their perceptions of the importance of a list of competency items derived from the competency model. The questionnaire also obtained data on their perceptions of the effectiveness of education in developing the competencies, and the effectiveness of a range of teaching strategies. The quantitative data was analysed using LISREL to test a competency model and SPSS for analysis of the importance ratings and perceived effectiveness of degree courses. The final chapter of this thesis outlines the results of this research. The results of statistical tests of the fit of the competency model to the student and practitioner data indicated only a moderate fit at best. However, the competencies within these domains were all rated as important to varying degrees by students and practitioners. The most important domains were found to be the personal/interpersonal, conceptual/integrative and technical HR domains. Some relative differences in importance existed between the student and practitioner ratings of the five domains. Tertiary degree courses in HRM were found to be most effective in developing conceptual/integrative competencies, technical HRM skills and knowledge, and personal/interpersonal abilities. The theoretical and practical implications of the research findings, along with limitation and scope for further research has also been identified.
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Yip, Lai-ping Brenda, and 葉麗萍. "Job burnout among construction professionals in Hong Kong: a moderator model with coping strategies." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38430137.

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36

List, Christina D. "All in the PR family : a comparison of levels of professionalism among corporate public relations personnel and public relations agency practitioners in the state of Indiana." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/845923.

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This study compared the levels of professionalism among Indiana corporate and agency public relations practitioners. The entire population, 339 individuals, was contacted via telephone and administered McLeod and Hawley's professional orientation instrument, yielding 183 usable responses.Respondents rated the importance of 24 items on a 5point Likert scale, and provided information on age, education, undergraduate major, salary, and length of time with current organization, in public relations, and in the workforce.Professionalism scores were calculated by subtracting the sum of answers to the non-professional items from the sum of answers to the professional items. Scores were ranked, then divided at the median. "Professionals" fell at or above the median; "semi-professionals" fell below the median,following McLeod/Hawley methodology.A multiple regression analysis determined the only significant relationship between level of professionalism and demographics occurred with undergraduate major--a slight negative correlation. Frequency distribution showed journalism/public relations majors had higher percentages of professionals than either English or other majors.
Department of Journalism
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Rheede, van de. "The appropriateness of equality legislation in addressing the challenges faced by black professional employees in South Africa." University of the Western Cape, 2019. http://hdl.handle.net/11394/7626.

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Doctor Educationis
All employees aspire to work at a place of employment which is free from racial discrimination, where equal opportunity and fair treatment are not merely principles that are promoted and encouraged, but implemented actively by their employers. For a number of black professional employees in South Africa, however, currently this is merely an aspiration. Evidence suggests that black people are still subjected to racial discrimination and that their growth into the ownership and management structures of the enterprises that employ them, is insignificant in comparison to their white counterparts, despite the progressive legislative measures enacted by the legislature to ensure otherwise. The Employment Equity Act 55 of 1998, as amended, was promulgated in order to promote equal opportunities and fair treatment in employment, through the elimination of unfair discrimination and to implement affirmative action measures to redress the disadvantages in employment experienced by designated groups. The Broad-Based Black Economic Empowerment Act 53 of 2003, as amended, was enacted to promote the economic participation of black people in South Africa. The objective of this thesis is to examine the relevant provisions of the Employment Equity Act 55 of 1998, as amended, its Regulations, the Codes of Good Practice enacted in terms thereof, as well as the Broad-Based Black Economic Empowerment Act 53 of 2003, as amended, together with its Codes of Good of Practice to determine whether this equality legislation is the appropriate vehicle to address the challenges experienced by black professional employees in the private sector. The stories of black professional employees’ experiences obtained from academic literature available insofar as it relates to racial discrimination, affirmative action and black economic empowerment is discussed through the lens of Critical Race Theory. This is done with a view to determining whether the slow pace of racial transformation when it comes to black professional employees employed in the private sector is an issue that the law can address. Particular reference is made to two professions: the legal profession and the financial professions. This thesis examines the difference between the minimalist and maximalist approaches to Black Economic Empowerment (BEE). The thesis reveals the limits to the incentive structure that does not place a premium on black ownership and that allows enterprises to benefit from BEE while not really changing management structures. It argues that seen through the lens of critical race theory the current equality legislation discussed in this thesis is based on including black people in a system where privilege and power are asymmetrically distributed. It also argues that legislation in itself is unable to rectify racial injustices. It therefore demonstrates the limitations of the current equality legislation as a vehicle to address the challenges faced by black professional employees in the private sector.
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Chan, Chi-on. "Professionals in the civil service : a study of the problems of structural engineers in the Housing Department /." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12335162.

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39

Hill, Kathy Louise. "Communication competency/proficiency of the male and female professional : self-assessment versus supervisors' evaluation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1990.

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40

Ostermeier, Kathryn. "A Foot in Two Worlds: Exploring Organizational and Professional Dual Identification." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1157541/.

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Who am I? Who are you? Who are we? These are some of the fundamental questions that identity scholars have grappled with since the 1900s when researchers across multiple disciplines first began to theorize about the self, identity, and identification. While the benefits and consequences of singular identities has been largely studied, recent scholars have argued for the importance of multiple identity research, as multiple identities have become increasingly salient to individuals due to societal and organizational changes including globalization and technological advancements. An important phenomenon within multiple identity research is dual identification, of which I explore a specific type– identification with both one's organization and one's profession. Using a three-study, quantitative design spanning two industries, I studied the effects of dual identification and identity conflict on individual psychological outcomes, turnover intentions, and OCB engagement. Findings from these three studies, holistically, indicate that when individuals experience identity conflict between their organizational and professional identities, they experience negative outcomes. These negative outcomes – increased emotional exhaustion, psychological distress, and turnover intentions, in addition to reduced OCB engagement – have important ramifications for the individuals themselves and their organization. However, post-hoc results indicate that dual identification – through the main effects of organizational and professional identification – itself leads to positive outcomes. Thus, whether multiple identities are a boon or burden might be a result of whether an individual has reconciled these identities. Ultimately, this research adds to the identity literature by providing a more nuanced view of multiple identities and their outcomes.
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Roberts-Clarke, Ivory Miranda. "Organizational climate for diversity, cultural comfort, and professional relationships : predicting perceptions of the workplace among employees of color /." View online ; access limited to URI, 2004. http://0-wwwlib.umi.com.helin.uri.edu/dissertations/dlnow/3135899.

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42

Micheletti, Michele. "Organizing interest and organized protest difficulties of member representation for the Swedish Central Organization of Salaried Employees (TCO) /." [Stockholm] : Dept. of Political Science, University of Stockholm, 1985. http://catalog.hathitrust.org/api/volumes/oclc/13797549.html.

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43

Williams, Mary Speece. "Professional Values And The Florida Cooperative Extension Service: Developing A Foundation For Strategic Planning." UNF Digital Commons, 1994. http://digitalcommons.unf.edu/etd/163.

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This qualitative study was undertaken to determine the organizational values shared by the professional employees of the Florida Cooperative Extension Service. Related topics that contributed to the literature review included human and organizational values, organizational culture, strategic planning, and the philosophical foundations of the Cooperative Extension Service. Focus group interviews were conducted in each of the five administrative districts and on the University of Florida Campus. A total of 40 individuals took part in the group interviews. Transcripts of the interviews were read, coded, and sorted by themes to develop a list of twelve categories of values shared by the professionals interviewed. Coded sections of the transcripts were transferred to a descriptive matrix in order to reduce and simplify the analysis. Three groupings of values emerged from the data and were described as "communities" of values. The three communities were personal, Personal values mission-related, and structural values. were rewards, relationships, and personal history. Mission-related values were organizational history, research-based information, relevance, comprehensiveness, life-long education, diversity, and service. structural values were shared ownership and system linkages. These three communities were depicted in figures that described the relationships of the values to one another. The final discussion described the inter-relatedness of the three communities in the overall organizational structure. Recommendations were made for further study and program development for the Florida Cooperative Extension Service.
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Mearns, Geraldine. "What are you doing for the rest of your life? the role of communication in the retirement planning process of professionals in their fifties /." To access this resource online via ProQuest Dissertations and Theses @ UTEP, 2007. http://0-proquest.umi.com.lib.utep.edu/login?COPT=REJTPTU0YmImSU5UPTAmVkVSPTI=&clientId=2515.

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45

Willett, Julie A. "Making waves : race, gender, and the hairdressing industry in the twentieth century /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcitt?p9823335.

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46

Potgieter, Dewald. "Retention of technical professionals." Thesis, 2012. http://hdl.handle.net/10210/6629.

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M.Ing.
The loss of skills and knowledge of technical professionals experienced by many organizations in South Africa has serious implications on the competitiveness of these organizations in the local and international markets. Organizations should come to realize that they should find creative ways to retain critical skills and knowledge and ensure continuity in terms of succession management. Technical professionals play a crucial role in society. They are responsible for maintaining the technologies that they developed — technologies that are used extensively everyday. The extent of society's reliance on technical professionals is staggering. They ensure that people have clean water, transportation, communication, and countless other necessities. Organizations cannot afford to lose their technical professionals and must find ways to retain them. Research was done on the retention of technical professionals and the research indicated that there are fundamental differences between technical professionals and the other staff in organizations. The characteristics of technical professionals require that they be treated differently from other employees. Separate reward systems should be designed for technical professionals because they have different motives for joining and staying with organizations than other employees. Rewarding and compensating technical professionals, with retention as the objective, require that more attention be given to non-financial rewards. Technical professionals require opportunities to develop themselves and to keep abreast of the latest developments in their fields. Very importantly, they have to be assured proper career development. Performance management of technical professionals is a contentious issue because many of the outputs of technical professionals are intangible and difficult to measure. Performance appraisal systems have to be very well designed and alternatives to conventional performance appraisals should be considered. Some alternatives are peer control, selfevaluation, and evaluation by subordinates. Structural accommodations should be made to accommodate technical professionals because of the cultural differences between professionals and non-professionals. Various accommodations could be effective depending on the nature of the business and the level of dependence the organization has on technical professionals. Some options are dual ladders, triple hierarchies, and broadbanding amongst others. These structural accommodations can ensure that technical professionals do not have to make the transition to management in order to obtain more responsibility, recognition and status in an organization. The transition to management, of a technical professional, might in some cases have detrimental effects on the organization and the individual. For example, the best engineer in a project team is promoted to manage the team. The consequence may be that the team loses their best engineer and the organization gains a manager with little or no management skills. The success of retention strategies are organization-dependant, however, the strategies discussed in this dissertation can help ensure that organizations retain their competitive advantage by effectively managing and retaining their technical professionals.
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TYSR, LIAO MING, and 廖明慈. "CAREER DEVELOPMENT SYSTEMS OF PROFESSIONAL/TECHNICAL EMPLOYEES." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/38423825539065629936.

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LIU, TA-YUAN, and 劉大源. "Research on the relationship between bank employees, education and professional licenses on employee compensations." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/reakpc.

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碩士
國立中正大學
會計與資訊碩士在職專班
107
With the progress of globalization, the global financial markets has entered into the era of knowledge, technology and innovation in the 21st century, and human capital is often the key determinants of enterprise success and the key element of innovation development. In order to face the increasingly competitive job market changes and enhance their skill visibility and recognition in the enterprise, bank employees usually try to obtain the "professional license" or further education in line with their job function, hoping that these qualifications will contribute to their future promotion or compensation. However, whether firms will compensate more to these self-education effort is an interesting empirical question worth further investigation. Therefore, this study is aimed to investigate the relationship between these qualifications (education and professional licences) of banking practitioners and their salary compensation. The study found that firms with higher average employee education levels and more employee professional licenses (per capita) will pay more average salary in general.
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Huang, Zong-lin, and 黃宗麟. "Analysis of Employees Tendency to Stay Employed─Take Navy Professional Petty Officers as Example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/42534667532135679618.

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碩士
義守大學
管理學院碩士班
97
In recent years,the ROC armed forces have been motivating the military legalization and both of the force buildup planning and combat readiness certainly follow the guidelines of administration by laws. Especially on enacting the Two Defense Acts and the consolidation of military manpower,the armed forces throw lots of assets and people into it, and the purpose is to optimize the effectiveness with minimum required manpower, in order to accomplish various defense matters. After the Act of Military Service System amended, the voluntary officers and non-commissioned officers play more important roles in the military, and bear more responsibilities than before. During the process of transformation, the officers and petty officers could acknowledge the professional petty officers gradually become the vital factor of the critical resources. The transformation resulted from all levels manpower streamlining and organization adjustments will make the petty officers face the changes of their roles in the military, and those changes might have some influence on their career planning at certain degrees. The studying audiences of this research are focus on the Naval technical petty officers,and we study the tendency of staying in service during and after the previous mentioned transformation. We also study the affection of working effectiveness and strengthening the shipboard repair and maintenance capabilities. We apply the publications and surveys to understand the points of views of the technical petty officers on the organization policies, and verify the practical manners of technical petty officers on the tendency of staying in service as well. This research tries to employ Herzberg’s Two Element Theory(that is Hygiene factor and the Motivators factor), to discuss the affection of tendency of staying in service of technical petty officers. And the study discovers the follows: This research confirms that the attributes of personal background will have influence of “Hygiene factor”,“Motivators factor”and “tendency of staying in service:as well. The recognition level of technical petty officers on the “Hygiene factor”,” motivators factor”and its variables will all affect the”tendency of staying in service.” The “Overall Motivators factor”and its two variables of “recognition” and “the possibility of growth”have more influence on the “tendency of staying in service”than the “Overall Hygiene factor”and other variables. The “Hygiene factor”,”Motivators factor”and “tendency of staying in service”display positive interrelation one another.Therefore, the Armed Forces should take these factors into considerations for the future policy making, in order to effectively enhance the tendency of technical petty officers staying in service.
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Chisum, Suzanne Elizabeth. "Professional development utilizing online communications." 1997. http://catalog.hathitrust.org/api/volumes/oclc/39641934.html.

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