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Yadav, Nitin. "Effect of people process culture on the overall productivity and harmony of an organization". Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008yadavn.pdf.
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Bryce, Rupert. "A comparative view of coaching and training and their effect on goal attainment /". [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19382.pdf.
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Prabhu, Veena P. "Understanding the effect of proactive personaility on job related outcomes in an organizational change setting". Auburn, Ala., 2007. http://repo.lib.auburn.edu/07M%20Dissertations/PRABHU_VEENA_58.pdf.
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Gibbs, Travis Ralph. "The effect of attention to irrelevant information on personnel selection". CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.
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Wilson, June Hartnett. "The effect of interactive review on motivation and job performance in survey research workers /". Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
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Georgiades, Georgio. "The impact of acquisitions on employees, and the effect of information on an employee environment". Thesis, University of Reading, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.506127.
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Ogunsanya, I. B. "The effect of employees’ motivation on organizational productivity". Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87229.
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Високий рівень продуктивності впливає або відіграє значну роль у визначенні прибутковості, зростання, розвитку, стабільності та майбутнього успіху організації у виробничих галузях, де високий рівень продуктивності впливає або відіграє значну роль у визначенні прибутковості, зростання, розвиток, стабільність та майбутній успіх організації. У результаті, щоб зберегти конкурентну перевагу над своїми конкурентами, а також уникнути поступового падіння продуктивності співробітників, бізнес повинен гарантувати, що його персонал має належну мотивацію.
Хоча як внутрішні, так і зовнішні фактори є значущими провісниками продуктивності, дослідження прийшло до висновку, що зовнішні фактори виявляються більш значущими або цінними для працівників організації. Крім того, це дослідження рекомендувало керівництву організації вжити відповідних заходів для визначення тих факторів, які мотивують їхніх співробітників, і шукати способи, щоб вони були адекватно мотивовані для підвищення ефективності та рівня продуктивності.
Фундаментальна мета цієї дисертації – побачити, як мотивація працівників впливає на продуктивність організації. Для цього дослідження були використані підручники, журнали, відповідна література та Інтернет.Высокие уровни производительности влияют или играют значительную роль в определении прибыльности, роста, развития, стабильности и будущего успеха организации в обрабатывающих отраслях, где высокие уровни производительности влияют или играют значительную роль в определении прибыльности, роста, развитие, стабильность и будущий успех организации. В результате, чтобы сохранить конкурентное преимущество перед своими конкурентами, а также избежать постепенного снижения производительности труда сотрудников, бизнес должен гарантировать, что его сотрудники должным образом мотивированы. Хотя как внутренние, так и внешние факторы являются важными предикторами производительности, исследование пришло к выводу, что внешние факторы кажутся более значимыми или более ценными для работников организации. Кроме того, это исследование рекомендовало организационному руководству принять соответствующие меры для определения тех факторов, которые мотивируют их сотрудников, и искать пути обеспечения их адекватной мотивации для повышения уровня их производительности и производительности. Основная цель этой диссертации состоит в том, чтобы увидеть, как мотивация сотрудников влияет на производительность организации. Для этого исследования использовались учебники, журналы, соответствующая литература и Интернет.
High levels of productivity affect or play a significant role in determining the profitability, growth, development, stability, and future success of an organization in the manufacturing industries, where high levels of productivity affect or play a significant role in determining the profitability, growth, development, stability, and future success of an organization. As a result, to preserve a competitive advantage over its competitors while also avoiding a gradual drop in employee productivity, a business must guarantee that its personnel are appropriately motivated. Although both intrinsic and extrinsic factors are significant predictors of productivity, the study concluded that outside factors appear to be more meaningful or valued by workers in the organization. Furthermore, this study recommended that organizational Management take appropriate measures in determining those factors that motivate their employees and seek ways to ensure that they are adequately motivated to improve their performance and productivity levels. The fundamental goal of this thesis is to see how employee motivation affects organizational productivity. Textbooks, journals, related literature, and the internet were used for this research.
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Leyds, Jaqueline Sue-Anne Acquila. "The effect of black economic empowerment on employees". Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/23042.
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This study is aimed at determining the effect of Black Economic Empowerment on employees. The objectives of this study were: - To conceptualize theoretically what Black Economic Empowerment entails and to identify the causes of the Broad Based Black Economic Empowerment Act.
- To determine the physical, emotional, psychological and social effect of BEE on employees and to elaborate on employees’ experiences .
- To make recommendations regarding the implementation of BEE based on employees experiences.
- Support for BEE
- Criticism of BEE
- The role of communication
- Change leads to mental shifts
- Changes in the working environment affects employees
- Attitude towards change impacts on physical effects
- The importance of development in the implementation of BEE.
Dissertation (MSW)--University of Pretoria, 2008.
Social Work and Criminology
unrestricted
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Parida, Subhadarsini. "The Effect of Green Buildings on Employees’ Performance". Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/81386.
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This thesis reports on the evaluation of the impact of green human resource management (Green HRM) on performance outcomes in green office buildings in the contexts of Australia and India. This study conducted a systematic literature review to narrow the scope and sequential explanatory mixed-methods research design for data collection. Results from this study advance existing knowledge on Green HRM by creating a ‘sweet spot’ where green buildings’ physical aspects, human resources and performance overlap.
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Suiter, Emily E. "The effect of education on employee turnover of apartment leasing consultants". Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1237763.
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This exploratory study examined the impact of company-provided training on the turnover rate of full-time leasing consultants in the apartment management industry. A national survey was conducted using the Institute of Real Estate Management (IREM) directory of Accredited Management Organization (AMO) companies.The survey was mailed to the 419 AMO companies that employ leasing consultants. with a response rate of 69 surveys. A statistically significant correlation was shown between the True Turnover Rate and the provision of education for leasing consultants. The three significant variables that appeared to reduce turnover included 1) tuition reimbursement at up to 50%, 2) tuition reimbursement at 51%-100%, and 3) number of hours of training per year provided. Other trends were found in this exploratory study.Department of Family and Consumer Sciences
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Tseana, Tloutsana. "Critical success factors of effective performance appraisal and the latter's effect on employee engagement". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/21395.
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The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.
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Lam, Kar-shin Cindy. "What is competence? : a case study on the effect of competence on the performance of the banking industry /". Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19908854.
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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.
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Thomas, Megan. "The effect of obesity or disability on the wages on employees in employer-sponsored health insurance plans". Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/444610565/viewonline.
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Verhoef, H. P. (Hendrika Petronella). "The effect of dissolved workplace romances on the psychosocial functioning and productivity of involved employees". Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41502.
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Workplace romances (WRs) have become a common occurrence and growing trend in today’s work-oriented culture. People are spending more time at work and in close proximity to their work colleagues which provides the ideal stage for romantic relationships to develop.
Whilst on the one hand, WRs could have beneficial consequences for the individuals or organisations involved, they could also on the other hand be a problematic occurrence for some employers. The reason is that WRs have the risk of ending badly and that could open a field of possible complicated legal, emotional, ethical or productivity consequences.
In the light of this problem, the general objective of this study is to explore the effects of dissolved romances on the psychosocial functioning and productivity of involved employees at an industrial clothing factory in Cape Town in 2012/13 and also to explore the consequent need for appropriate intervention through the existing employee assistance programmes (EAP).
The study followed a qualitative research approach in that it covered detailed descriptions of involved employees’ experiences of their psychosocial functioning and productivity in the workplace amidst a relationship breakdown.
A collective case study design was utilised because of its aims to understand a social issue, namely the breakdown of romantic relationships in the workplace, and studied the experiences and perceptions of a group of individuals affected by this phenomenon.
The researcher conducted a word and concept analysis and an extensive literature study. This enabled the researcher to draw up a framework for the semi-structured interview schedule which was used to collect data.Dissertation (MSW)--University of Pretoria, 2013.
lmchunu2014
Social Work and Criminology
unrestricted
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Rathogwa, Avhaathu Thelma. "The effect of mergers and acquisitions : focus on employee job satisfaction of former employees of Smartcom in Vodacom SA". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2713.
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Thesis (MPhil (Information Science))--Stellenbosch University, 2008.The general purpose of this study was to gain an understanding of the relationship between organisational mergers and/or acquisitions and job satisfaction. Specifically, the concept of job satisfaction was examined in relation to ex-Smartcom employees who were moved to Vodacom after the acquisition of Smartcom. Variables such as age, marital status, educational level, gender and job security were examined for a possible significant relationship to employee job satisfaction. Management involvement and intervention during the acquisition were also examined to establish whether or not this also affects employee job satisfaction. It was hypothesised that employees were dissatisfied as a result of the acquisition. The researcher used a combination of both quantitative and qualitative methods of collecting data. Through questionnaires, interviews and observation, the researcher achieved what is called ‘triangulation’ in order to get a better understanding of the results. The data was gathered and analysed effectively by using different methods of collecting and measuring data. This was done to ensure that the study’s trustworthiness, validation and reliability. The results are discussed in terms of the hypothesis set in the study. This is done through a discussion of the conclusion drawn from the findings. Even though employees are dissatisfied as a result of mergers and acquisitions, it was found that there are other factors such as work environment, pay, recognition, responsibility, team work, and security that can also lead to employee dissatisfaction. It was therefore concluded that when an acquisition is made, management should not only focus on the bottom-line, but also pay attention to the human factors that can lead to the failure or success of the acquisition. Integration and intervention programmes can be used as mechanisms for successful operations post mergers and acquisitions.
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Pillay, Neelesh. "The effect of workplace spirituality on employees’ perception of stakeholder relationships". Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/27016.
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This study examined the relationship between workplace spirituality and employees’ perception of stakeholder relationships on a primary and secondary stakeholder level. The purpose of the research was to establish whether an employee with higher spiritual perspective, as manifested n the workplace, displays increased consideration for relationships with stakeholders. The quantitative research took the form of a cross sectional survey design to answer three research questions. The electronic survey was administered to a sample of post-graduate business students. A positive correlation was found between workplace spirituality and employees’ perception of secondary stakeholder relationships.Dissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
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Kato, Kyoko. "The effect of coworker support on a worker's stress the mediating effects of perceived job characteristics /". Diss., Connect to online resource - MSU authorized users, 2008.
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Thesis (Ph.D.)--Michigan State University. School of Labor and Industrial Relations, 2008.Title from PDF t.p. (viewed on Mar. 30, 2009) Includes bibliographical references (p.101-113). Also issued in print.
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Rowello, Gertrude Bruner 1973. "The effect of telecommuting on the temporal patterns of managers and employees". Thesis, Massachusetts Institute of Technology, 2002. http://hdl.handle.net/1721.1/32710.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2002."June 2002."
Includes bibliographical references (leaf 55).
Rapidly evolving communications technologies, the expanding global scope of business, and changing societal expectations with regard to employment has expanded the prevalence of teleworking as an employment arrangement in recent years. The expansion of teleworking employment arrangements has significant implications on organizations, management, and the teleworkers themselves. Of particular interest are how teleworking has changed temporal patterns associated with work and how these changes have affected interactions between teleworkers and those with whom they work. This thesis explores these issues through interviews with both teleworkers themselves and their colleagues and managers. The areas of inquiry are organized into three primary categories: Impacts on Timing Aspects of Work, Impacts on Temporal Aspects of Professional Interactions, and Impacts on Temporal Patterns of Individuals and Work Groups.
by Gertrude Bruner Rowello.
M.B.A.
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Cook, Joshua Lee. "Employees' Perceptions About the Deterrence Effect of Polygraph Examination Against Security Compromises". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1844.
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Controversy continues over the use of polygraph testing to deter and detect potential leakers as critics argue that the technique is based on faulty assumptions. The purpose of this descriptive and exploratory research study was to determine whether there was a perceived deterrence effect related to the use of polygraphs between a group of participants who were subjected to a polygraph examination within the past year compared to those who have not experienced a polygraph examination within the same time period. Paternoster and Simpson's, as well as Vance and Siponen's, rational choice models and Bandura's social learning theory served as the theoretical foundation for this study. Specifically, this study assessed groups' perceptions about adhering to security regulations if a polygraph is required, changes in their behavior and attitude, and beliefs about polygraph deterrent effect. Data were obtained through a 15-minute researcher- created survey with a cluster sample of 326 participants. Data were analyzed with a t test to determine whether there was a statistically significant difference between the groups. A factor analysis was also conducted. Results indicated that there was a statistically significant difference (p < .001) between the groups, suggesting that participants perceive a deterrent effect associated with the use of polygraphs as well as a change of behavior and attitude if a polygraph can be randomly administered at work. The implications for positive social change stemming from this study include recommendations to the nation's national security agencies to continue enforcing the polygraph examinations required of certain security personnel and exploring the possibility of expanding the use of such strategies in order to fortify the national intelligence infrastructure.
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Zhang, Chi y 張馳. "The effect of rapid economic growth on social service workers in urbanChina: the existing difficulties of domestichousehold helpers". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41548863.
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Koch, Timothy C. "Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction". Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6837.
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This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed.
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Coom, Michael. "The Effect of Physical Activity on Work Engagement and Resilience Among Corporate Employees". Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7368.
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A lack of work engagement among employees is costing US businesses a reported $300 billion a year in lost productivity, while absenteeism, turnover, workplace stress, and health care costs are also accounting for the same degree of financial loss. To investigate the effect of physical activity (PA) on work engagement (WE) and resilience among corporate employees, 200 employees from a range of corporate New Zealand businesses took part in a 16-week workplace-based health initiative known as the Global Corporate Challenge (GCC), which was aimed at increasing levels of PA among employees. Participants recorded their amount of PA through the use of a pedometer that uploaded daily levels into an online personal database provided by the GCC. Self-reported measures of WE and resilience were assessed both prior to, and following the challenge. The study provided support for the hypotheses that both WE and resilience would increase after participation in the GCC, however, contrary to further hypotheses, increasing levels of PA did not improve WE and resilience among participants. The results of this study may assist organisations in achieving not only a workforce better equipped to handling the challenges and stressors of today‟s workplace, but organisational success, and financial performance.
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Haidari, Hussein. "The Effect of Company Cars on the Travel Behaviour of Employees in Sweden". Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-291451.
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Company cars are vehicles that are provided to employees owned by companies and organizations. These cars are provided for work-related travels and are also used for travels with private purposes. The issue is the way that company cars are affecting travel behaviour of employees and their family members, which in turn have implications on climate policies within Europe and even from economic aspects. Therefore, this paper will consider the impact that company cars have on the travel behaviour of employees with company car in Sweden. The thesis methodology takes advantage of both quantitative and qualitative method. Gathered quantitative data from Transport Analysis (TrafikAnalysen) was analyzed by regression analysis and qualitative data is analyzed by PESTEL-framework. The main outcomes of this paper are that company cars change individual’s travel behaviour in Sweden in terms of longer driven kilometers, which include even private travels. This depends on both economic aspects and the fact that "driving a company car" is a part of employee's behaviour now. Besides that, future environmental problems are also consequences of negative impacts of company cars on travel behaviour.Förmånsbilar är fordon som erbjuds från företag till anställda, som ägs av företag och organisationer. Dessa bilar tillhandahålls för arbetsrelaterade resor och används också för resor med privata ändamål. Problemet är det sättet som företagsbilar påverkar de anställdas och deras familjemedlemmars resbeteende, vilket i sin tur har konsekvenser för klimatpolitiken inom Europa och även från ekonomiska perspektiv. Därför, kommer denna uppsats att ta hänsyn tillhur företagsbilar påverkar resbeteendet av anställda som har förmånsbil i Sverige. Uppsatsen utnyttjar både kvantitativ och kvalitativ metod, där kvantitativa data analyseras med hjälp av regressionsanalys som är samlad av TrafikAnalysen och den kvalitativa delen analyseras genom PESTEL-framework. De viktigaste resultaten av denna uppsats är att förmånsbilar förändrar individens resbeteende i form av längre körda kilometer, vilket innebär även resor med privata syften. Detta beror på både ekonomiska aspekter och faktan att ”köra en förmånsbil” har blivit en vana hos de anställda. Dessutom, är framtida miljöproblem också konsekvenser av negativa påverkan som förmånsbilar har på individens resebeteende.
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Purdy, Derek Ernest. "The effect of the provision of financial information upon the construing of employees". Thesis, London Metropolitan University, 1987. http://repository.londonmet.ac.uk/3377/.
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The research problem was to ascertain the effect of providing financial information to employees. After reviewing the different literatures concerned with financial information, industrial democracy, influence, power and social psychology, a model of the various types of financial information and contexts for its presentation was constructed. The model posited that over time an employee. with suitable opportunities for Involvement in decisions and training to understand the financial information, would desire to become involved at a higher level in the organisation with its concomitant increase in financial Information. As the intention was to find out what employees made of financial Information. It was considered logical to investigate their construing of the Information. This together with the difficulties of making the model operational and testable lead to an approach involving the psychology of personal constructs thus reformulating the problem in terms of personal constructs. Previous research was of orthodox experimental design and took an organizational or social view and rarely the view of the individual. Longitudinal field studies were conducted in three different organisations. These field studies were not orthodox in design for the approach was to focus on the individual and it was considered. In the main, more appropriate to use an idiographic analysis rather than the straight-jacket of orthodox (nomothetic) experimental design. It was found that the construing of employees generally altered after financial Information had been provided. The alterations were more profound in situations where some training relating to financial Information was provided. There are that in suitable conditions, employees do begin to understand the financial Information which becomes more Integrated into the construing of employees, simultaneously some employees construe more power, actual and desired influence, and wanted more financial Information. Future research could well pursue this rich area with studies of larger numbers in similar situations receiving more comprehensive training.
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Zhang, Chi. "The effect of rapid economic growth on social service workers in urban China the existing difficulties of domestic household helpers /". Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41548863.
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Johnson, Michael D. "The effect of workload on individual and team learning affect, and performance /". Diss., Connect to online resource - MSU authorized users, 2006.
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Markham, L. G. y Zyl E. S. Van. "The effect of gender and ethnicity on the job satisfaction of a group of human resource management employees employed in a municipality". Journal for New Generation Sciences, Vol 10, Issue 1: Central University of Technology, Free State, Bloemfontein, 2012. http://hdl.handle.net/11462/600.
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Published ArticleEmployees working in municipalities and especially those who have to support other municipal employees (such as human resource management personnel), are constantly working in difficult working circumstances which may have a negative effect on their levels of job satisfaction. The effect of gender and ethnicity on the job satisfaction of human resource management employees working in a municipality has not yet been demonstrated. This information could help to improve the working circumstances of employees working in the municipality. Results indicated that employees are dissatisfied about the following job satisfaction components: company policies and practices, remuneration, promotion, security, acknowledgement for good performances, status, supervisor skills, working conditions, equipment and facilities. White employees in particular are found to be less satisfied in terms of the way their bosses handled personnel matters, on variety and on independent functioning in their job context. In the light of the above-mentioned, a few recommendations were made.
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Sonnenberg, Mariële. "The signalling effect of HRM on psychological contracts of employees a multi-level perspective /". [Rotterdam] : Rotterdam : Erasmus Research Institute of Management (ERIM), Erasmus University Rotterdam ; Erasmus University [Host], 2006. http://hdl.handle.net/1765/7995.
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Khatywa, Ongeziwe. "The effect of leadership styles on cultural diversity management of employees in the workplace". Thesis, University of Fort Hare, 2015. http://hdl.handle.net/10353/3110.
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This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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Murphy, Kevin S. "An Analysis of the Effect of Compensation Offerings on the Turnover Intentions of Restaurant Managing Partners for Outback Steakhouse". Thesis, Virginia Tech, 2000. http://hdl.handle.net/10919/36322.
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The restaurant industry has long been characterized by a high rate of "turnover, low wages, primitive technology, controlling management and an unimpressive benefits package"(Sullivan, 1999). " The most serious issue for employers today -in all industries- is hiring and keeping qualified and capable employees" according to Donald Marshack, senior analyst at the U.S. Bureau of Labor Statistics (BLS)(2000). The primary purpose of this study was to examine the perceived notion that the compensation plan of Outback Steakhouse reduces the intention to turnover of its unit level managing partners. Specifically the research focused on a survey of general manager's attitudes in regards to their intentions to seek out new employment and the effect of the compensation plan provided by Outback Steakhouse on their intention to turnover. The Objective of the study was to investigate the current management compensation practices of the managing partners of Outback Steakhouse, while identifying the relationship between management compensation and the intention to turnover for proprietors at Outback Steakhouse restaurants. A further objective was to establish the relationship between employee turnover and employee turnover intentions as a predictor of separation from an organization.
A survey instrument was utilized to gather information for this study was sent by mail to all of the 600 general managers of Outback Steakhouses listed on the company's web site in the US. The survey contained questions designed to measure the influence of the compensation package on the general managers' intent to turnover, and the degree of influence each element of the compensation package had on their intention to quit.
The results showed that the correlation coefficient indicated 5 out of the 8 monetary compensation variables had a significant positive relationship with the compensation plan and reducing turnover intentions. A forward regression analysis was conducted comparing all of the compensation elements. This was done for the purpose of determining which variables would be the best predictors of respondents desire to stay with Outback because of the positive influence the compensation package, as a whole, has on them. When the computations were completed, two variables, deferred compensation and stock option, explained 41.7% of the sample variation (R² = .417) and 39.8% of the population variation (Adjusted R² = .398).Master of Science
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Hameed, Imran. "Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals". Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1071.
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La recherche empirique examine les effets différentiels de deux évaluations de statut, c'est-à-dire le prestige externe perçu (comparaison inter-groupes) et le respect interne perçu (comparaison intra-groupes) sur l'identification organisationnelle (IO). Les différences sont expliquées par la culture sociétale et la durée de l'ancienneté des employés dans l'organisation. Notre recherche explore et teste l'importance de l'IO dans le développement des aptitudes des employés au changement étant donné que l'aptitude au changement est une attitude coopérative discrétionnaire. Ensuite, nous examinons le rôle modérateur des croyances des employés relatives au changement sur cette relation. Ainsi l'effet de l'IO sur le comportement extra-rôle des employés et le bien-être psychologique des employés est également exploré. Au total nous avons reçu 360 questionnaires remplis à partir des organisations publiques en Recherche & Développement et les organisations privées du secteur bancaire et de télécommunications. Les résultats des analyses ont confirmé toutes les relations testées à l'exception de l'effet modérateur des croyances relatives au changement sur la relation entre l'IO et l'aptitude au changement. Les résultats montrent que les individus socialisés dans le contexte collectiviste accordent plus d'importance au soi publique par rapport au soi privé. Ensuite nous avons trouvé que l'effet des évaluations de statut sur le développement de l'IO augmente pendant les dix premières années du service dans l'organisation, et cet effet positif diminue après dix ans d'anciennetéThis empirical research investigates the differential effects of two status evaluations i.e., perceived external prestige (inter-group comparison) and perceived internal respect (intra-group comparison) on organizational identification (OID). The differences are argued on the basis of societal culture and the length of tenure of employees in the organization. The importance of OID in the development of employee's readiness for change is explored and tested considering readiness for change as a discretionary cooperative attitude. Further, the moderating role of employees' change beliefs is also explored on this relationship. Whereas effect of OID on extra-role behavior of employees and the positive effect of OID on employee's psychological well-being is also explored. A total of 360 filled questionnaires were received from public sector research & development organizations, and private sector banking & telecom organizations. The results of the analyses supported all the hypothesized relationships except the moderating effect of change beliefs on the relationship between OID and readiness for change. The results exhibited that individualized socialized in collectivist context put greater emphasis on public-self as compared to private-self. It was further uncovered that the effect of status evaluations on development of OID is increasing till first ten years of service with the organization, while this positive effect is weakened after 10 years of service. This is the first study which has tried to explore the potential effects of organizational tenure and societal culture on identification process
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Hogue, S. Elizabeth. "The Effect of an Overall Rating Item on Halo Error in Performance Evaluations". TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/160.
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This study focuses on how the presence or absence of an overall rating item on a performance evaluation form affects levels of halo error and satisfaction with the form. Participants included undergraduate college students who were randomly assigned to groups receiving a form with or without an overall rating item at the beginning of the form. A satisfaction item was included on both forms. The analyses included a z-test for correlations from independent samples to determine the difference between the two evaluation forms and a t-test to determine the difference between the satisfaction scores of the two forms. The analyses indicated that the differences between the groups were not significant for levels of halo error or satisfaction.
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Usan, Abdullah Utoglu Mustafa. "The effect of graduate education on the job performance of civilian departments of defense employees /". Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA370761.
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Thesis (M.S. in Management) Naval Postgraduate School, September 1999."September 1999". Thesis advisor(s): Stephen L. Mehay, Julie Filizetti. Includes bibliographical references (p. 119-120). Also Available online.
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Ingram, David Edward. "The effect of child protection employment on the children of the employees : an exploratory study". Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=78183.
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An exploratory study was conducted to examine the effects of parental child protection employment on the children of the employees. Semi-structured interviews were conducted of eight children, who had one parent employed in a child protection agency in Eastern Ontario. The analysis of the interviews demonstrated perceived impacts on identified areas of the participants' lives: family transactions within the community; internal family functioning; and the impact on the individual participant. The interview results were also examined along four variables: gender of the child protection worker parent; gender of the participant; age of the participant; and position held by the child protection worker parent. Of these, only the gender of the child protection worker parent appeared to have a differing trend between groups. Further research is suggested to generalize these results beyond the participants in the study.
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Koumachi, Bani [Verfasser]. "Internal organizational communication and structure. How do they effect employees? : An empirical analysis / Bani Koumachi". München : GRIN Verlag, 2019. http://d-nb.info/1180984552/34.
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Xu, Hui. "The unintended effect of group identity: an experimental investigation of benefit asymmetry and employees' cooperation". Diss., Georgia Institute of Technology, 2014. http://hdl.handle.net/1853/52313.
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The primary purpose of this study is to investigate whether the effect of group identity on individuals' willingness to cooperate is moderated by benefit asymmetry (i.e., mutual cooperation may benefit some group members more than others). I conduct an experiment in which participants act as group members for a hypothetical company. Consistent with expectations, I find that a strong group identity promotes employees' cooperation rates, but only in situations in which benefits resulting from mutual cooperation are symmetric. When the benefits are asymmetric, employees' willingness to cooperate depends on whether they are disadvantaged or advantaged as well as the level of group identity. Specifically, the disadvantaged employees are less likely to cooperate when group identity is high. In contrast, the advantaged ones' willingness to cooperate is unaffected by the level of group identity. Results of my study suggest that, in situations of benefit asymmetry, inducing a high level of group identity may have unintended negative consequences on group performance as well as organizational productivity.
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Hodges, Timothy D. "An experimental study of the impact of psychological capital on performance, engagement, and the contagion effect". 2010. http://proquest.umi.com/pqdweb?did=2020751071&sid=6&Fmt=2&clientId=14215&RQT=309&VName=PQD.
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Thesis (Ph.D.)--University of Nebraska-Lincoln, 2010.Title from title screen (site viewed July 22, 2010). PDF text: vi, 107 p. : ill. ; 1 Mb. UMI publication number: AAT 3398191. Includes bibliographical references. Also available in microfilm and microfiche formats.
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CHANG, SSU-YEN y 張思雁. "The Effects of Employee Equity, Employees' Attitude, and Performance on Employee Value Proposition—The Moderating Effect of Commitment Climate". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/94664265251756644798.
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碩士國立聯合大學
經營管理學系碩士班
104
The issue in past studies seldom focuses on Employee Value Proposition. However, this study discusses Customer Value Proposition and extends to Employee Value Proposition.On the premise that enterprise focus on employees, enterprise implements Employee Value Proposition to promote Employee Equity. If Employees Equity be promoted, employees will improve their working attitude and performance. It also makes Organizational Commitment to cause positive effect on the employees’ individual attitude and behavior. Therefore, promotion of Employees Equity shows uncertainty for employees’ working attitude and behavior in this study. We starts from Employee Value Proposition, and it investigates whether Employee Equity would have influence on employees’ attitude and behavior and whether Organizational Commitment would cause the relationship between Employee Equity and employees’ attitude and behavior. The main sample in this study is small and medium enterprise in Taiwan. The valid questionnaire filled out by 35 groups, including 35 employers’ questionnaires and 317 employees’ questionnaires. These questionnaires are analyzed through HLM and Mplus. The results bring enterprise practical advices. Human Resource Management advocating Employee Value can efficiently improve employees’ value in an organization and make employee relationship closer. As a result, employees would behave as what enterprise expect.
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-Hsing, Hsine y 林幸芯. "The psychological contract perception difference between employers and employees– The moderating effect of LMX difference". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/05357031377871025204.
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碩士義守大學
管理研究所碩士班
95
Contract content defines job specification between employers and employees, but psychological contract is an important element to sustain the type of mutual cooperation. Their perception difference of psychological contract will affect contract to be practiced and be violation. The study main examines the quality of leader-member exchange relationship (LMX) affect psychological contract perception difference. The study also explores the mediating effect of perceived supervisory support (PSS) and moderating effect of LMX difference. This study used questionnaire survey by team work unit with convenient sampling method. The number of returned questionnaires is 35 teams, 35 employer questionnaires and 214 employee questionnaires; the effective returns-rate is 93.04%. The findings of this study are as following: (1) the quality of leader-member exchange relationship significantly correlates to psychological contract perception difference; (2) LMX difference moderates the relationship between perceived supervisory support and psychological contract perception difference.
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Jing-Fang, Lin y 林靖芳. "The Relationship Between Person-environment Fit and Employees Turnover Intention: The Moderating Effect of Employee’s Personality". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8ysyek.
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碩士國立臺北科技大學
經營管理系碩士班
105
This study extends previous research, based on personal-job fit, personal-organization fit, personal-group fit and personal-supervisor fit to discuss the impact of employee’s turnover intention, in addition, the moderating effect of employee’s personality on the relationship between fit and employee’s turnover intention. This study is based on field research. Data were collected from 108 employees. Partial results support our hypotheses. Results show that person-organization fit and person-supervisor fit are both significantly important for employee’s turnover intention. And three personality traits also can partially moderate the relationship of person-environment fit and employee’s turnover intention.
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Liu, Hsu-Chu y 劉栩筑. "The effect of job involvement on employees’ well-being：the mediation and moderation effects". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/784uv7.
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碩士銘傳大學
諮商與工商心理學系碩士在職專班
103
Base on Maslow''s hierarchy of needs, this research discuss the mediating effect of rewards satisfaction and achievement, and the moderating effect of task autonomy and organizational justice between employee’s job involvement and well-being. The research employs online questionnaire survey method which submitted to subjects working in different industries, obtain effective total of 269 samples. Results indicated that Job involvement is positively related to well-being. Second, job involvement is positively related to achievement and reward satisfaction, and also, achievement mediate the relationship between job involvement and well-being. The mediating effect of reward satisfaction between job involvement and well-being is not confirm. Third, the moderation effect of job autonomy between job involvement and achievement is not significant. Fourth, the moderation effect of organizational justice between reward satisfaction and well-being is significant. In the end, the implications, limitations and suggestions for future research is discussed.
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Hsiao, Yei-wen y 蕭怡紋. "Hospital Management Transformational Leadership’s Effect on Employees’ Organization Commitment". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84805228990890851863.
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碩士義守大學
管理研究所碩士班
93
Taking a private hospital as an example and using the theories of transformational leadership as the research foundation, this study attempts to understand whether the management level has the properties of transformational leadership from the viewpoint of the staff members, and the organizational commitment of the staff under the leadership of management level. Based on the secondary information collected from the literature of transformational leadership, this study develops a structural questionnaire and arranges interviews with eight staff of a hospital in the case. The transformational leadership behaviors of the management level are divided into four constructs for discussion, namely: (1) idealized influence; (2) spiritual encouragement; (3) mental enlightenment; and (4) individualistic concern. The research results show that the staff members of different posts have different degrees of feelings towards the transformational leadership of the management level of the hospital. Generally speaking, there is still a lot of room for the management level of the hospital to develop and put efforts on the transformational leadership. As to the organizational commitment of the staff, the staff members have more suggestive comments than praises on the leadership of the management level. Although the leadership of the management level cannot make most of the staff feel satisfactory, the staff members are still willing to put more efforts on the organization. They have different attitudes towards their organizational commitment. For those staff with higher job satisfaction, well-established human relationships, and being used to the current situation, they do not wish to spend time to adjust themselves to a new organizational environment even though they do not completely feel satisfactory. This is a main factor for their high organizational commitment. Relatively, those staff members with the opinions of no room for growth, poor operation and great work pressure have low organizational commitment. In medical industry, the main servicing targets are patients and their family. Although customer relationship is related to the eternal operation and development of a hospital, the foundation of good customer relationship is laid on the relationship between the hospital and the staff. The management level should regard the staff as the fixed assets of the hospital. The staff’s talents and manpower capital need the management level to pay concern for and maintain. Proper materialistic and psychological supports should be given. In fact, these are the basic means for an organization to achieve the goals.
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Lin, Yi-Hsuan y 林宜萱. "Effect of On-Line Self-Development on Employees Training". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/65700212049263048174.
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碩士華梵大學
工業工程與經營資訊學系碩士班
104
Modern factory management stresses that employees must continue to grow, an organization must educate and train their employees to improve their working skills, thus enhancing the overall capability of the plant. The online training process through staff self-learning approach is to let employees learn new skills through accumulation of work experience, which has little effect on yield loss, but with poor learning efficiency. The research proposed a set of two stage methods that determine the employee training schedule. First, arrange staff training sequence, the methods to determine staff training priorities were divided into first choosing the workstation and then selecting employees or directly selecting employees; next according to staff training sequence to reschedule the orders, the procedure rearranges orders according to the number of planning cycles, the scope of the influence and dispatching rules to achieve effective training process. . The results indicated that certain proposed methods can improve training efficiency through appropriate factor combinations, of which the combination of selecting bottleneck station and the employees with higher degree of contribution or with most orders needed for upgrade can get the best and most stable results. Additionally, the performances of every training method deteriorate as the number of planning cycles increase, but decreasing amplitude decrease.
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Chiang, Meihui y 江美惠. "The Effect of Job Vigor on Employees' Job Outcomes". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/34401702812997598113.
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碩士大葉大學
管理學院碩士在職專班
99
Among all industry in Taiwan, the high-tech industry plays decisive role due to extremely high value of output. However, with mainly OEM-based business type that not only being critical to its efficiency and achievement, but also involving high complexity and intense competition, often results in workers overtime working and occasionally causing their death from overwork. Workers don’t show much interest in their jobs, because they have been working long hours. As a result, it is common that the employees are worn-out and tired of work. Therefore, job vigor becomes very important in the high-tech industry. The purpose of this research is to explore the effect of job vigor on employees’ job outcomes (job satisfaction, job performance and organizational commitment). The samples we have taken for this research was for employees of Taiwan high-tech companies in Shin-Chu Science-Industry Park. The surveys were distributed by human resource department of those companies to their workers. Total 600 copies were released and 342 returned. After deleted 26 invalid copies, we finalized a total of 316 copies are valid which is 52.7% response rate of what were originally distributed. The empirical results indicate that job vigor has significant and positive effect on job satisfaction, job performance and organizational commitment. Among which, higher physical strength of job vigor is positive related to job satisfaction and job performances. Also, higher emotion energy of job vigor is positively related to job performance and organizational commitment. According to the result of this research, we would recommend high-tech companies to stimulate workers’ job vigor in order to increase job outcomes by holding periodical activities (such as sports event, travel, food entertainment party, work education & training); by encouraging workers to form sports team; by providing exercise arena, sufficient benefit and professional psychology doctor stand-by in the company; by controlling workers’ weekly overtime hours.
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Chen, Chen Chung y 陳振中. "The effect of employee stock bonus being expensed and company's reaction to shareholders' equity and employees' income". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/27441438904529016177.
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碩士國立政治大學
科技管理研究所
96
Following the outbreak of a series of scandals, such as Enron and WorldCom, in the U.S. as from 2001, international institutional investors have been suspicious about whether financial statements can truly and adequately represent a company’s operating status, including the employee stock bonus system that had been carried out domestically for many years. As a matter or fact, while applying the system, local competent authorities, industries and academic circles have had a lot of concerns about the resulting problems, which triggers plenty of discussions and opinion exchanges. By observing the domestic employee stock bonus distribution for 2004 through 2006, this study aimed to investigate the issues of corporate governance and accounting principle applicability derived from current accounting process under the circumstance where employee stock bonuses fall in retained earnings. Also, by referring to examples given by Professor Sheree S. Ma in Accounting Research Monthly, the study added more parameters and hypothetic assumptions to explore the degree of the influence of employee stock bonus calculation (according to the face value or market price), the stock price (high or low), earnings recapitalization and price recovery status subsequent to the ex-right date on shareholders’ equity, followed by investigating the influence of the countermeasures taken in the industry to cope with the reduction of employee’s real income caused by treating employee stock bonuses as expenses on shareholders’ equity, employees’ real income, and even the industry for a long run. The following findings of the study hope to serve as a reference for competent authorities, investors, enterprises and employees: 1. Given that the dilution status of shareholders’ equity from 2004 to 2006 had not improved, the distribution of employee stock bonuses in 2006 was still severely diluting shareholders’ equity. 2. The current accounting process of combing employee stock bonuses in retained earnings cannot truly reflect a company’s earnings, which is not only against the spirit of corporate governance, but has also deviated from international accounting standards. 3. Under simplified hypothetical assumptions, the employee stock bonus distribution has generated the following influences on shareholders’ equity: (1). Under circumstance where the stock price is high, employee stock bonuses are calculated according to the face value, and earnings are all recapitalized as increased capital, the status of price recovery subsequent to the ex-right date will not dilute the final equity ratio. (2.) Under circumstance where the stock price is low, employee stock bonuses are calculated according to the face value, and earnings are all recapitalized as increased capital, the status of price recovery subsequent to the ex-right date will not dilute the final equity ratio. (3). Under circumstance where employee stock bonuses are calculated according to the face value, and earnings are not all recapitalized as increased capital, final equity dilution ratio will be substantially reduced no matter how high or low of the stock price, or if the stock price can be recovered subsequent to the ex-right date. (4). Under circumstance where the stock price is high, employee bonuses are calculated according to the face value, earnings are partially recapitalized as increased capital, and the stock price is recovered subsequent to the ex-right date, final equity dilution ratio will be substantially reduced. (5). Under circumstance where the stock price is low, employee bonuses are calculated according to the face value, earnings are all recapitalized as increased capital, and the stock price is recovered subsequent to the ex-right date, final equity dilution ratio will be higher than that with high stock price. 4. Before 2008, the existing employee stock bonuses are processed as retained earnings distribution in accounting, a majority of companies choose employee stock ownership as an incentive to motivate their employees. 5. After employee stock bonuses are being treated as expenses, the dilution degree of shareholders’ equity is locked at a fixed ratio. As a result, the veracity of company earnings is higher, so different companies may compare with each other on a same basis, financial transparency can be strengthened, and in the end, these companies operating performance can link up with the world. 6. With employee stock bonuses being treated as expenses, the countermeasures taken by enterprises to motivate their employees show versatility. 7. By treating employee stock bonuses as expenses, employee’s real income will be considerably affected, the dilution degree of shareholders’ equity will be locked at a fixed rate, company’s available resources for motivating its employees will be reduced, and the whole industry will fall prey to the cycle that good companies get better while bad companies get worse.
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Houng, Yu-Fang y 洪御芳. "The Effect of Employees’ Perception about Entrepreneurs’ Personalities on Employees’ Job Satisfaction - Leadership Style as a Mediator". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/26970970021741541161.
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碩士國立中央大學
人力資源管理研究所
100
Venture corporations always play a very important role in the process of economic developing. Whether the entrepreneurs can put up with the pressure and the risk of failure depends on the entrepreneurs’ personality traits. Researchers have indicated that personality factors affect the survival and success of the venture is entrepreneurs’ personalities. This study examined the entrepreneurs’ leadership style as a mediator effect the entrepreneurs’ personality traits and employees’ job satisfaction. The study collected empirical data from employees of 37 venture corporations. A total of 116 completed questionnaires were returned. Result of statistical analyses provided four important conclusions as follows: 1. Entrepreneurs’ conscientiousness personality trait has a significant positive correlation with directive path-goal clarifying leadership and participative leadership style. The entrepreneurs’ agreeableness personality trait has a significant positive correlation with supportive leadership style. 2. Entrepreneurs’ agreeableness personality trait has a significant positive correlation with employees’ job satisfaction. 3. Entrepreneurs’ agreeableness personality trait has a significant positive correlation with employees’ job satisfaction. 4. Entrepreneurs’ supportive leadership style can mediate entrepreneurs’ agreeableness personality and employees’ job satisfaction. The results of study also suggest in the same time that making the venture performance better, entrepreneurs should care about employees’ feeling and their social interactions. Entrepreneurs should try to use different leadership style to take care of employees’ physical and psychological conditions which may affect their working behaviors and job performance.
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Manuel, Fabian David. "The effect of training & development and employee engagement on perceived business performance". Diss., 2014. http://hdl.handle.net/2263/44214.
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Employee engagement and training & development, as a human resources
management practice, has been extensively studied across the world. These
studies tested employee engagement and training & developments’ effect on
various measures of performance. The bulk of these studies were conducted in
North America over the past three decades with more studies emanating from
other parts of the world for the better part of the past decade.
Studies largely found a positive correlation between these two variables and the
specific measure of performance being tracked. This research seeks to determine
whether the effect on perceived performance would be similar when testing
employee engagement and training & development within the South African
context. A quantitative approach was adopted and proved that both training &
development and employee engagement has a positive result on perceived
performance. The relationship between training & development and employee
engagement was ambivalent.Dissertation (MBA)--University of Pretoria, 2014.
zkgibs2015
Gordon Institute of Business Science (GIBS)
Unrestricted
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Lee, Yi Lin y 李怡琳. "The Mediating Effect of Trust on Financial Holding Company Employee’ Psychological Contract That Influneced Employees’ Job Performance：Use The Merger Role of Commercial Banks’ Employees’ As Moderating Variables". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/14000234221793747981.
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碩士實踐大學
企業管理研究所
94
The Mediating Effect of Trust on Financial Holding Company Employee’ Psychological Contract That Influneced Employees’ Job Performance：Use The Merger Role of Commercial Banks’ Employees’ As Moderating Variables Abstract In Taiwan, the competition among the financial industry is getting serious. Therefore, in order to improve the competitive advantages and reach the strategic goals, the financial entities have tried to expand their business through merger. Apart from organizational strategy and financial influences, merger also could affect the staffs’ inner thoughts who work in merging and merged companies even the outer behaviors. Consequently, from the view of staffs’ psychic contract who work in the firm which is engaging in merger with others, this research would like to discuss …… The results of this research are follow: 1. There are obvious difference between different kinds of psychic contracts and trust. 2. Four types of psychological contract staffs，only the affect-based trust have relation with organization commitment; both of the transactional-contract staffs’ affect-based trust and transitional-contract staffs’ cognition-based trust have negative relation in turnover intention. 3. The different roles between the merging and merged firms also will influence the turnover intention obviously but do not have obvious effect on organizational promise and Organizational citizenship behavior.
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Liu, Pei-Sin y 劉佩欣. "The Effect of Probation on Employees' Adaptability and Job Satisfaction". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/55957403935342823611.
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碩士東海大學
企業管理學系碩士班
102
Probation period is a common practice in Taiwanese enterprises when recruiting new employees. They carefully observe the new comers’ job-related ability, attitude, characteristics, and use these criteria to assess them. However, few people discuss the implementation of probation period. Here exists some research gap, which becomes the main topic of this thesis. The researcher explores the effectiveness of probation period. Data was collected by questionnaire, and Hierarchical Multiple Regression was used to analyze the influence of probation period on job adaptation and satisfaction. The results show that the effect of probationary period on job adaptation and satisfaction does not reach statistical significance. There is a negative correlation between the peer-review and job satisfaction. Employees indicated do not like their peers to participate in the evaluation of their work performance. Taking cross-level perspective, we collect data from both supervisors and employees. The current study tries to catch a relatively complete picture of probation period in order to provide some insight to HRM practice.