Dissertations / Theses on the topic 'Workplace performance'
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Meyer, Kari. "Does free will affect workplace performance?" Tallahassee, Fla. : Florida State University, 2008. http://purl.fcla.edu/fsu/lib/digcoll/undergraduate/honors-theses/341791.
Full textAdvisor: Dr. Roy Baumeister, Florida State University, College of Arts and Sciences, Dept. of Psychology. Includes bibliographical references.
Richardson, Francine Williams. "Enhancing Strategies to Improve Workplace Performance." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/106.
Full textFemina, Devi. "Workplace social capital, job satisfaction and workplace performance in developed and developing countries." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-social-capital-job-satisfaction-and-workplace-performance-in-developed-and-developing-countries(9323de21-3677-452c-9546-dbb6d350d8c8).html.
Full textHuovala, R. "The appraisal of workplace performance measurement tools." Thesis, University of Salford, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539097.
Full textRojon, Céline D. "A criterion-centric approach to measuring workplace performance." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.582862.
Full textAhmad, Mansoor. "The diffusion of high performance workplace practices in Pakistan and their performance associations." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html.
Full textGovers, Margaret Joyce. "Workplace empowerment and job performance in ambulatory care nursing." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ28576.pdf.
Full textArcher, Julian Charles. "Multisource feedback to assess doctors' performance in the workplace." Thesis, University of Sheffield, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440899.
Full textOlifant, Caleb Jason. "Exploring the influence of workplace inclusion on employee performance." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79634.
Full textMini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Wren, Carla. "Employee Perceptions of Leadership Styles That Influence Workplace Performance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/7360.
Full textLopez, Nicolette P. Beyerlein Michael M. "Exploring team performance as an independent variable can performance predict resource allocation? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5147.
Full textRoberge, Marie-Élène. "When and how does diversity increase group performance? a theoretical model followed by an experimental study /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187203714.
Full textSayn-Wittgenstein, John P. "An Examination of Workplace Aggression, Job Performance, and Flow-States." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/2499.
Full textOkhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach." Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.
Full textShah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
Full textHale, Allison. "The Employee Experience in a Healthy High-Performing Workplace." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/33190.
Full textChowdhury, Niloy Krittika, and Niloy Krittika Chowdhury. "Gender Discrimination: Evidence from Young Lawyers." Thesis, The University of Arizona, 2016. http://hdl.handle.net/10150/622860.
Full textHarris, Fiona J. "Internal factors affecting brand performance." n.p, 2001. http://ethos.bl.uk/.
Full textFeldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.
Full textThesis (DBA (Organizational Behaviour))--University of Pretoria, 2001.
Human Resource Management
unrestricted
Allsop, Jamie S. "Coordination and collective performance : exploring teamwork as an emergent property." Thesis, University of Aberdeen, 2019. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=240757.
Full textTschetter, Sheryl. "Writing in business classrooms and the workplace." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1729.
Full textMcAllister, Sue Margery. "Competency based assessment of speech pathology students' performance in the workplace." University of Sydney, 2005. http://hdl.handle.net/2123/1130.
Full textEnsuring that speech pathology students are sufficiently competent to practise their profession is of critical importance to the speech pathology profession, students, their future employers, and clients/patients. This thesis describes the development and validation of a competency based assessment of speech pathology students’ performance in the workplace and their readiness to enter the profession. Development involved an extensive literature review regarding the nature of competency and its relationship to professional practice, the purpose and nature of assessment, and the validation of performance assessments. An online and hard copy assessment tool (paper) was designed through integrating multiple sources of information regarding speech pathology and assessment of workplace performance. Sources included research, theory, expert opinion, current practice, and focus group consultations with clinical educators and speech pathology students. The resulting assessment tool and resource material included four generic components of competency (clinical reasoning, professional communication, lifelong learning, and professional role) and seven occupational competencies previously developed by the speech pathology profession. The tool comprised an assessment format, either in a booklet or online, for clinical educators to rate students’ performances on the competencies at mid and end placement using a visual analogue scale. Behavioural descriptors and an assessment resource booklet informed and supported clinical educators’ judgement. The validity of the assessment tool was evaluated through a national field trial and using Messick’s six interrelated validity criteria which address content, substantive, structural, generalisability, external, and consequential aspects of validity (Messick, 1996). The validity of the assessment tool and its use with speech pathology students was evaluated through Rasch analysis, parametric statistical evaluation of relationships existing between information yielded by the Rasch analysis and other factors, and student and clinical educator feedback. The assessment tool was found to have strong validity characteristics across all validity components. Item Fit statistics generated through Rasch analysis ranged from .81 to 1.17 strongly upholding that the assessment items sampled a unidimensional construct of workplace competency for speech pathology students and confirming that generic and occupational competencies are both necessary for competent practice of speech pathology. High Item and Person Reliabilities (analogous to Cronbach’s alpha) were found (.98 and .97 respectively) and a wide range of person measures (-14.2 to 13.1) were generated. This indicated that a large spread of ability and a clear hierarchy of development on the construct was identified and that the assessment tool was highly reliable. This was further confirmed by high Intra Class Correlation coefficients for a small group of paired clinical educators rating the same student in the same workplace (.87) or in different workplaces concurrently (.82). Rasch analysis of the visual analogue scale used to rate student performance on 11 items of competence identified that clinical educators were able to reliably discriminate 7 categories or levels of student performance. This, in combination with careful calibration procedures, has resulted in an assessment tool that Australian Speech Pathology pre-professional preparation programs can use with confidence to place their students’ level of workplace competence into 7 zones of competency, with the seventh representing sufficient competence to enter the profession. The assessment tool also showed strong potential for identifying marginal students and for future use in promoting quality teaching and learning of professional competence. Limitations to the research and the tool validity were discussed, and recommendations made regarding future research. First, the clinical educator, who has dual and possibly conflicting roles as facilitator and assessor of student learning, made the assessment. Second, situating the assessment in the real workplace limits the students’ opportunities to demonstrate competence to those that naturally arise in the workplace. Paradoxically, both these factors also contributed to the validity of the assessment tool. It was recommended that the assessment tool be revised on the basis of the information gathered from the field trial, that further data be collected to ensure a broader proportional representation of speech pathology programs, to investigate possible threats to validity as well as those areas for which the tool showed promise. This research developed the first prototype of a validated assessment of entry level speech pathology competence that is grounded in a unified theoretical conception of entry level competence to the profession of speech pathology and the developmental progression required to reach this competence. This research will assist the profession of speech pathology by ensuring that speech pathologists enter the workplace well equipped to provide quality care to their future clients, the ultimate goal of any professional preparation program. Messick, S. (1996). Validity of performance assessments. In G. W. Phillips (Ed.), Technical Issues in Large-Scale Performance Assessment (pp. 1-18). Washington: National Centre for Education Statistics.
McAllister, Sue. "Competency based assessment of speech pathology students' performance in the workplace." Connect to full text, 2005. http://hdl.handle.net/2123/1130.
Full textTitle from title screen (viewed May 1, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the School of Communication Sciences and Disorders. Includes bibliographical references. Also issued in print.
Quijada-Crisostomo, Amanda L. "Interracial Romances in the Workplace." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1535456259291102.
Full textHeller, Deanna M. (Deanna Marcell). "Cultural Diversity and Team Performance: Testing for Social Loafing Effects." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278980/.
Full textRettke, Austin Lee. "Justice Perceptions of Team Disciplinary Actions in the Workplace." TopSCHOLAR®, 2018. https://digitalcommons.wku.edu/theses/2099.
Full textIoannou, Athina. "Examining the role of mindfulness in mitigating technostress and its negative consequences." Thesis, Brunel University, 2018. http://bura.brunel.ac.uk/handle/2438/16334.
Full textBhayroo, Hiran. "Building high performance teams in virtual organisations." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97311.
Full textENGLISH ABSTRACT: The research assignment was conducted to evaluate the influential dimensions for building high performing teams in virtual organisations. The new business unit, Middle East and Africa has the challenge of operating globally for the first time. The leadership has the daunting task of getting the virtual team to become a high performance team. An intensive literature review was conducted to draw on the knowledge of previous theory for both high performance teams as well as virtual organisations. A representative sample of the organisation’s leadership was interviewed by means of an online questionnaire, whilst employees were survey by means of both physical and online surveys. The results provided insights into the dimensions that strongly influence high performance teams in virtual global organisations. A deeper understanding of success factors that influence team performance and virtual organisations were learnt and recommendations was made to the company.
Lopez, Nicolette P. "Exploring Team Performance as an Independent Variable: Can Performance Predict Resource Allocation?" Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5147/.
Full textJones, Steffan J. "The effects of work and workplace control on employee satisfaction and performance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0002/MQ43309.pdf.
Full textJones, Steffan J. (Steffan Jonathan) Carleton University Dissertation Psychology. "The Effects of work and workplace control on employee satisfaction and performance." Ottawa, 1999.
Find full textFoy, Tommy J. "Managing Workplace Stress for Increased Performance in an Irish Higher Education Institution." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1534.
Full textBos, Nick. "A study of the influence of the training of workplace health and safety representatives on the safety performance of Queensland workplaces." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/36732/1/36732_Bos_1996.pdf.
Full textCameron, Sean Michael. "Organizational Citizenship Behavior: Shifting Standards for Women in the Workplace." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/theses/928.
Full textJohnstone, Rhys. "The relationship between mindfulness and individual adaptability in a dynamic workplace." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/71700.
Full textMini Dissertation (MBA)--University of Pretoria, 2018.
pt2019
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Roberts, M. Koy. "Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.
Full textKahle-Piasecki, Lisa M. "Mentoring: What Organizations Need to Know to Improve Performance in the 21st Century Workplace." University of Toledo / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1309168391.
Full textMobli, Nasim, and Pillamari Prasad Ramlubhai. "Emotional Intelligence in the Workplace : A study on Emotional Intelligence in Workers’ Occupational Health, Safety and Environment (HSE) in the workplace." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50384.
Full textAbrahams, M. F. "The beehive of organisational excellence : entrenching workplace practices that lead to high performance." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53088.
Full textENGLISH ABSTRACT: For the past two decades or so we have been witnessing the dawn of the information age. The technological revolution that typifies this era is proceeding at a rate unparalleled by the advances of previous eras. This technological advancement has spawned what is called the New Economy, where the currency is information and the watchword is speed. The New Economy is global, knowledge-driven, and highly competitive. It has forever changed the competitive landscapes of many industries, combined others into new industries, and has even created entirely new industries. The New Economy poses many new challenges for organisations that strive for excellence. Amongst other things, globalisation and rapid advances in technology are constantly raising performance level benchmarks on all fronts. This means that organisations striving for excellence have to be stable yet agile, lean, responsive, innovative, efficient, customer-focused, and profitable. In addition, the pressure on organisations to democratise the workplace brings its own challenges. One such approach for organising for excellence is the Beehive model where minimum levels of performance have to be attained in each of seven interdependent areas: strategy, structures, people capacity, business disciplines, stakeholder commitment, pay and incentives, and change leadership. Taken out of context, these practices will not produce the desired improvements in performance. They need to be treated as a system where the practices fit with and support each other.
AFRIKAANSE OPSOMMING: Vir ongeveer die afgelope twee dekades ervaar ons die aanbreek van die informasie tydperk. Die tegnologiese revolusie, wat 'n kenmerk is van hierdie era, gaan voort met 'n tempo ongeewenaard met die vooruitgang van vorige eras. Hierdie tegnologiese vooruitgang het voortgebring wat die Nuwe Ekonomie genoem word, waar die geldeenheid informasie en die wagwoord spoed is. Die Nuwe Ekonomie is wereldwyd, kennis aangedrewe, en hoogs kompeterend. Dit het die kompeterende landskappe van baie industriee vir ewig verander, ander in nuwe industriee kombineer en selfs geheel en al nuwe industriee geskep. Die Nuwe Ekonomie lewer vele nuwe uitdagings op vir organisasies wat na uitmuntenheid streef. Om maar een te noem veroorsaak globalisasie en vinnige vooruitgang in tegnologie 'n konstante styging in prestasie vlak hoogtemerke reg deur die industrie. Dit beteken dat organisasies wat na uitmuntenheid streef stabiel, tog ook behendig, reagerend, vernuwend, effektief, klient gefokus en winsgewend moet wees. Daarmee saam bring die druk op organisasies om by die werkplek te demokratiseer sy eie uitdagings. Een so benadering vir organisering vir uitmuntendheid is die Beehive model waar minimum vlakke van prestasie in elke sewe interafhanklike areas behaal moet word: strategie, strukture, menslike kapasiteit, besigheids dissipline, insethouer toegewydheid, betaling en prestasielone, en oorgangsleiding. Uit konteks sal hierdie praktyke nie die gewensde verbeterings in prestasie behaal nie. Dit moet as 'n sisteem behandel word waar die praktyke mekaar pas en ondersteun.
Stapleton, R. Michael. "Positive Workplace Dynamics: A Qualitative Exploration of Exceptional Performance in Community College Units." UKnowledge, 2013. http://uknowledge.uky.edu/epe_etds/10.
Full textDaniels, Rachel Jane. "Workplace Cognitive Failure as a Mediator between Work-Family Conflict and Safety Performance." PDXScholar, 2007. https://pdxscholar.library.pdx.edu/open_access_etds/1674.
Full textJohnson, Michael D. "The effect of workload on individual and team learning affect, and performance /." Diss., Connect to online resource - MSU authorized users, 2006.
Find full textSchilpzand, Maria Catharine. "Cognitive diversity and team performance: the roles of team mental models and information processing mechanisms." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/37186.
Full textJacobs, Corneluis Theodorus. "The impact of strength-based leadership on high-performance work teams : a Volkswagen case study." Thesis, Nelson Mandela Metropolitan University, 2012.
Find full textPoropat, Arthur Eugene, and n/a. "An Examination of the Relationship Between Personality and Citizenship Performance in Academic and Workplace Settings." Griffith University. School of Applied Psychology, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060112.155434.
Full textPoropat, Arthur Eugene. "An Examination of the Relationship Between Personality and Citizenship Performance in Academic and Workplace Settings." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/365594.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
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Henderson, Alexandra A. "Weight, discrimination, and performance: Using self-determination theory to explain workplace outcomes related to weight." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1510634660988501.
Full textWhitworth, James. "Links between high-performance workplace practices and turnover intent: An exploration of the relationship between workplace practices, embeddedness and career stage using moderated mediation." Thesis, Whitworth, James (2019) Links between high-performance workplace practices and turnover intent: An exploration of the relationship between workplace practices, embeddedness and career stage using moderated mediation. Masters by Coursework thesis, Murdoch University, 2019. https://researchrepository.murdoch.edu.au/id/eprint/60744/.
Full textYap, Yong Hwee Kristine. "Learning safety in the workplace: A case study of petrochemical workers in Singapore." Thesis, Griffith University, 2017. http://hdl.handle.net/10072/375773.
Full textThesis (Professional Doctorate)
Doctor of Education (EdD)
School Educ & Professional St
Arts, Education and Law
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Burress, Mary Ann. "The Relationship between Team Leader Behaviors and Team Performance and Satisfaction." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278408/.
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