Tesis sobre el tema "Job security"
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Diaz-Vasquez, Maria Del Pilar. "Employment, economic fluctuations and job security". Thesis, Birkbeck (University of London), 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285491.
Texto completoKochugovindan, Sreekala. "Trade, technology, demand elasticities and job security". Thesis, Queen Mary, University of London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.399239.
Texto completoWu, Mingqin y 吴明琴. "Essays on job assignment and social security". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46090873.
Texto completoMichelotti, Marco 1970. "Changing employment protection systemsthe comparative evolution of labour standards in Australia and Italy 1979 to 2000 /". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/7618.
Texto completoEmmenegger, Patrick. "Regulatory social policy : the politics of job security regulations /". Bern : Haupt, 2009. http://www.ub.unibe.ch/content/bibliotheken_sammlungen/sondersammlungen/dissen_bestellformular/index_ger.html.
Texto completoHarrell, Martha Nanette. "Factors impacting information security noncompliance when completing job tasks". NSUWorks, 2014. http://nsuworks.nova.edu/gscis_etd/21.
Texto completoEmmenegger, Patrick. "Regulatory social policy the politics of job security regulations". Bern Stuttgart Wien Haupt, 2008. http://d-nb.info/991850076/04.
Texto completoPrajapati, Bina. "Globalisation and the labour market : an analysis of job stability and job security in Britain". Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/13210/.
Texto completoYahya, Khulida Kirana. "The effects of privatisation on human resource management practices, organisational commitment and job satisfaction : a study of two Malaysian organisations". Thesis, University of Strathclyde, 1998. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21180.
Texto completoBultena, Charles D. (Charles Dean). "Social Exchange Under Fire: Direct and Moderated Effects of Job Insecurity on Social Exchange". Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278227/.
Texto completoGraso, Maja. "Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance". Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/M_Graso_051508.pdf.
Texto completoMichelotti, Marco 1970. "Changing employment protection systems : the comparative evolution of labour standards in Australia and Italy 1979 to 2000". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5612.
Texto completoSchoeman, Roelf Petrus Gerhardus. "Dreigende werksverlies 'n multi-dissiplinêre uitdaging vir die pastoraat /". Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-04172008-094932/.
Texto completoRansome, Paul Edward. "An analysis of recent changes in the concept and practice of work". Thesis, University of Cambridge, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.307014.
Texto completoMilton-Feasby, Christine. "An exploration of the domains of work insecurity /". Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84532.
Texto completoVan, Zyl Yolandé. "Job insecurity, burnout, work engagement, general health and job satisfaction in selected organisations in the Vaal Triangle / Yolandé van Zyl". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2367.
Texto completoLabuschagne, Marjorie. "Job insecurity, job satisfaction and work locus of control of employees in a government organisation / Margie Labuschagne". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2373.
Texto completoObregón, Sevillano Tulio Máximo. "Job security is not synonymous with re-employment with the former employer". Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/119089.
Texto completoEl presente artículo desarrolla el tema de la estabilidad laboral, desde el enfoque del despido injusto o arbitrario. El autor propone un seguro por desempleo, financiado por los empleadores con el fin de que el perjuicio del despido sea resarcido no solo con el pago de una indemnización; lo anterior siempre que sea equivalente al respeto de las instituciones de derecho laboral como la libertad sindical y sobretodo el derecho al trabajo.
Peters, Joseph G. "A job task analysis survey for patrol officers in XYZ Security Company". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009petersj.pdf.
Texto completoCain, Lafaun. "Social Security Administration Employee Lived Experiences of Job Satisfaction and Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5311.
Texto completoLay, Marsha L. "Factors influencing leadership applicants /". free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3164523.
Texto completoUlseth, Terese Smith. "Daglig leders stillingsvern : samspill og kollisjon mellom selskapsrett og arbeidsrett /". Oslo : Univ.-Forl, 2006. http://www.gbv.de/dms/spk/sbb/recht/toc/51966860X.pdf.
Texto completoZeppou, Mary. "Gaining commitment in a numerical flexibility situation". Thesis, Brunel University, 1999. http://bura.brunel.ac.uk/handle/2438/5351.
Texto completoSelepe, Carol Matshepo. "Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo Selepe". Thesis, North-West University, 2004. http://hdl.handle.net/10394/2394.
Texto completoMartinez, Christopher. "Job Satisfaction of Former Undercover Officers at U.S. Department of Homeland Security, Homeland Security Investigations| A Qualitative Multiple Case Study". Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10978563.
Texto completoThe Department of Homeland Security leaders with over 230,000 employees are tasked with maintaining the security and safety of people and infrastructure. The unique mission of each agency poses a leadership challenge across directorates. To accomplish the security task, leadership must employ a highly trained, resilient, and effective workforce. The problem is that employees continue to report low levels of job satisfaction and lack of leadership. The purpose of this study was to understand the job satisfaction of a small segment departmental employees, former undercover officers. The current study utilized a qualitative method with a multiple case study design. Participants were recruited from an association of retired special agents. Seventeen former undercover officers were interviewed in-depth to gain a perspective of their relationship with their supervisors while working undercover. This study examined four research questions. To gain information concerning the four research questions, 15 interview questions were asked of each participant. The information gathered was analyzed and coded, eight themes were developed. The findings revealed former undercover officers maintained an elevated level of job satisfaction while working undercover regardless of their supervisors’ knowledge and abilities. Participants reported lower level of job satisfaction when undercover work concluded. This finding was in contrast with the guiding theoretical framework in the literature concerning leader-member-exchange theory. Former undercover officers reacted positively to supervisors with transformational leaderships skills which is supported by the leaders-member-exchange literature. The potential implication of this study is continued reported low levels of job satisfaction by employees may lead to lower levels of performance which can degrade the security of our nation. Future studies should include a quantitative study of currently active undercovers officers through anonymous surveys to protect their identity and safety.
Bowley, Christopher James. "Has the increase in job security and worker welfare provisions increased the proportion of casual jobs to total jobs since 1970? /". Title page, table of contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09EC/09ecb7873.pdf.
Texto completoStevens, Nancy S. "Job security for lay employees when the diocese designates itself an at will employer". Theological Research Exchange Network (TREN), 2005. http://www.tren.com.
Texto completoBartrum, Dee A. y n/a. "Job Change and Job Insecurity in the Police Service: Applying the Cognitive-Motivational-Relational Theory of Emotion". Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070219.115614.
Texto completoBartrum, Dee A. "Job Change and Job Insecurity in the Police Service: Applying the Cognitive-Motivational-Relational Theory of Emotion". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366781.
Texto completoThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
Full Text
Tjeku, Mkhambi Shadrack. "Empowerment and job insecurity in a steel manufacturing organisation / Mkhambi Shadrack Tjeku". Thesis, North-West University, 2006. http://hdl.handle.net/10394/2472.
Texto completoBenjuma, Nuria Mahmud. "An educational framework to support industrial control system security engineering". Thesis, De Montfort University, 2017. http://hdl.handle.net/2086/15494.
Texto completoWilliams, Christopher Juan. "The impact of push factors on the intent to quit amongst private security officers". University of the Western Cape, 2011. http://hdl.handle.net/11394/5221.
Texto completoThe primary objective of the current study was to establish the impact that certain push factors (namely, job satisfaction and organizational commitment) have on the intent to quit amongst private security officers. Literature indicate that a strong negative relationship exist between both job satisfaction and organizational commitment and the employee's intent to quit his or her employing organization. Moreover, a number of studies indicate that push factors, such as job satisfaction and organizational commitment, are antecedents to turnover intentions and that both these variables are negatively related to intent to quit (Chen, 2006; Elangovan, 2001; Slattery & Selvarajan, 2005). "For too long, private security has been rated an inferior job" (Potgieter, Ras & Neser, 2008, p. 39). Berg (2007) proffers that government officials have frequently commented on the poor treatment of security officers in terms of the long hours, low pay and job instability. The current study investigates whether security officers are satisfied with their jobs, and if not, which facets of satisfaction they are least satisfied with. Furthermore, the current study attempted to establish which of the two variables (namely, job satisfaction and organizational commitment) predicts intent to quit better. The literature presents opposing views with regards to this; however, various researchers (Bateman & Strasser, 1984; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Slattery & Salvarajan, 2005; Elangovan, 2001) postulate that organizational commitment predicts intent to quit better than job satisfaction. Despite the differences in views in the literature, there is overwhelming evidence that both job satisfaction as well as organizational commitment are strong predictors of intent to quit (Chen, 2006; Firth, Mellor, Moore & Loquet, 2004; Igbaria & Greenhaus, 1992; Slattery & Selvarajan, 2005; Tumwesigye, 2010) and it is a topic worthwhile investigating, especially in a South African private security industry context. Purposeful sampling was used to select the sample for the current study. Security officers with a grade 10 qualification and higher were selected whilst those with qualifications lower than grade 10 were excluded from the selection process as the researcher felt that respondents may have found it difficult to interpret the questions as a result of their literacy level which, in turn, might have an impact on the results of the study. The sample of the current study consisted of (n=143) private security officers employed at a private security organization operating in the Northern suburbs of the broader Cape Town area. Three standardized questionnaires and a self-developed biographical questionnaire were used to collect the data for the current study. The Job Satisfaction Survey (JSS) which was developed by Spector in 1985 was used to assess an employee's attitude towards his/her job and which facet of his/her job he/she is satisfied or dissatisfied with. The Organizational Commitment Questionnaire (OCQ) developed by Porter and Smith in 1970 but further developed later by Mowday, Steers and Porter in 1979 was used to measures a respondent's commitment to his/her employing organization. Intent to quit was measured by making use of the Intent to Quit Questionnaire which was developed by Roodt (2004). All of the measuring instruments possess sound psychometric properties with respect to validity and reliability. The results of the study indicate that both job satisfaction as well as organizational commitment is negatively related to intent to quit. The results further indicate that private security officers are least satisfied with their pay followed by promotional opportunities and that they are most satisfied with coworkers followed by communication. With regard to the strength of the relationship between job satisfaction and intent to quit and the strength of the relationship between organizational commitment and intent to quit, the results of the current study indicate that organizational commitment is a stronger predictor of intent to quit which is in line with the results of previous studies.The current study has a number of limitations. These limitations as well as recommendations for future research and the organization are put forth.
Schmitz, Heidi Anne. "Degree of organizational change and job insecurity". CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1402.
Texto completoEarnshaw, A. P. Russell. "The experience of job insecurity for women university graduates in temporary and contract jobs in Vancouver". Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26808.
Texto completoEducation, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
Maree, Maryka Annelize. "Core self-evaluations and job insecurity of employees in a government organisation / Maryka Annelize Maree". Thesis, North-West University, 2004. http://hdl.handle.net/10394/2396.
Texto completoLaFosse, W. Greg. "Employee Theft: The Relationship of Shrinkage Rates to Job Satisfaction, Store Security, and Employee Reliability". Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500587/.
Texto completoAlmami, Abdullah. "Investigating the antecedents and consequences of Saudization in the construction sector". Thesis, University of Plymouth, 2014. http://hdl.handle.net/10026.1/3113.
Texto completoLi-Wei, Wang y 王麗惠. "PROXY FIGHT TO MANAGEMENT JOB SECURITY". Thesis, 1993. http://ndltd.ncl.edu.tw/handle/06019094462165936401.
Texto completo國立中央大學
財務管理學系
81
@ 近年來有關公司控制權市場的研究逐件引起學者的重視,透過公司控 制權市場的運作,股東可撤換掉不滿意或不稱職的經理人。委託書收購事 件是公司控制權市場的三種監督機能之一,反對派股東以收購選舉權的方 式作為接管的手段,是解決代理問題的機能之一,是台灣地區最常被使用 的接管方式。本論文針對委託書收購事件對經理人的職位安全作研究,所 討論的課題包括:第一、委託書收購事件發生與否,對現職董事職位安全 之影響為何?第二、委託書收購事件發生與否,對現職經理人職位安全以 職位異動率表示之影響為何?第三、委託書收購事件的結果是否對現職經 理人職位異動率造成不同程度的影響?經由實證,我們發現:一、委託書 收購事件之成功率偏低,反對派很難全面改組董事會。但是,委託書收購 事件的成功率偏低,並不意謂委託書收購事件不會對經理人職位安全產生 威脅。因為本研究亦實證出董事職位週轉率對高階經理人職位週轉率的解 釋能力不顯著異於0 ,所以既使反對未能全面改組董事,經理人的職位安 全仍可能受到威脅。二、委託書收購事件的發生會危及經理人的職位安全 ,觀察七十三年至七十九年的樣本期間,發生委託書收購事件之公司,其 經理人職位異動率顯著的高於未發生委託書收購之公司的經理人職位異動 率。三、委託書收購事件的結果不同,對經理人職位安全的影響程度亦不 盡相同,反對派大獲全勝的委託書收購事件,其高階經理人的職位異動率 最高。因為委託書本身有選舉公司負責人的權力,反對派股東可藉著委託 書的徵求,奪取公司之經營權,使現職經理人職位安全受到威脅。此外, 反對派未獲席次之公司其經理人職位異動率,亦顯著的高於未發生委託書 購事件公司之經理人職位異動率。總之,和國外學者的研究一致,委託書 收購事件會危及在職經理人的職位安全。雖然,委託書收購事件成功率不 高,但是一旦反對派股東付諸行動,往往會對現職經理人的職位安全造成 威脅。
Lee, Jo-Lan y 李若蘭. "The Relationship among Perceived Organizational Support, Job Security and Job Involvement". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/40293043577075007532.
Texto completo大葉大學
管理學院碩士在職專班
97
The global recession has prompted unemployed population to a new peak. Em-ployees are sensing more importance to safeguard their current jobs. The study of how to increase the employee’s work involvement under the situation of reduction in force is becoming a more important lesson for various trades and professions. Previous research has demonstrated that there are still some contradictions between Perceived Organiza-tional Support, job security and job involvement. This research of paper is focus on the connections amount the above three factors. Based on the Organizational Support integrating with the job security and the job involvement, the purpose of this research is to propose a structure to explore how to utilize the employee’s Perceived Organizational Support by their job security to improve the degree of job involvement. Employing sampling investigation, this paper selected employees with one year or more seniority. A total of 410 questionnaires were issued, recovering valid questionnaires 350 shares and the rate of return was 85%; Statistic analysis such as T test, ANOVA analysis, Pearson correlation analysis and hierarchical regression analysis is performed on the information investigated. Based on the research, this paper got some conclusions supporting the hypothesis as follows: 1) Perceived Organizational Support positively influence the job involvement. 2) Perceived Organizational Support positively influence the job security. 3) The job security positively influence the job involvement. 4) The job security features the intermediary effect between Perceived Organiza-tional Support and the job involvement.
楊正賢. "Employee Job Satisfaction of Security Printing Industry". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/66873869592163551570.
Texto completo國立臺灣師範大學
圖文傳播學系
93
Abstract This study investigated the job satisfaction of employee of security printing through questionnaire survey. The main purpose is to understand the difference and relationship between work environment perception、personality traits and job satisfaction of the employee. The range of this research includes 6 security printing companies in Taiwan. According to the data analysis, the results indicate as follows: 1.On demography: (1) On the interpersonal relationship and bureaucracy equity, men are more satisfied than women. (2) In the respect of age, the group of age within 36-45 years old has greater satisfaction on interpersonal relationship than the group of age within 26-35 years old. (3) In different marital situations, the group “married” and “unmarried” has greater satisfaction than “other” group on working partners and occupation itself. (4) In different incomes, there is a significant difference in the direction of “interpersonal relationship.” The satisfaction for the group of “NT$50001-NT$70000” is greater than that for the group of “NT$20001-NT$30000.” (5) In different departments, the pre-press has best satisfactions than “others” group on work environment perception. (6) As for the educational levels and working histories in every direction, there is no significant difference. 2.The personality traits of introverted control has greater satisfaction on interpersonal relationship than personality traits of extroverted control. 3.There is a significant positive correlation between working environment perception and job satisfaction in every direction.
Shen, Yu-zen y 沈祐任. "The impact of three Person-Job fits on job security, pay satisfaction and job satisfaction". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/m98mkq.
Texto completo國立中山大學
人力資源管理研究所
96
The study divides Person-Job fit into 3 fits: Demand-Ability fit, Value-Supply fit and Self-concept-Job fit. These three fits are independent variables. Job safety, pay satisfaction and job satisfaction are dependent variables. The study tests that the impact of the three independent variables being on the three dependent variables.The results of the study are as following: 1. The correlations of variables (1)There is a significant positive relation between D-A fit and job safety (2)V-S fit has a significant positive relation among job safety, paysatisfaction and job satisfaction. (3)SC-J fit has a significant positive relation with SC-J fit, job safety,pay satisfaction and job satisfaction 2. The impact of three fits on job safety, pay satisfaction and job satisfaction (1)D-A fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction (2)V-S fit has the greatest impact on pay satisfaction; the second greatest impact on job safety; the least on job safety. (3)SC-J fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction.
Gan-Unur, Oyuntuguldur. "The Study on Relationships between Job Security and Job Satisfaction: A Case of Mongolia Government Job". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gee8tn.
Texto completo大葉大學
國際企業管理學系碩士班
106
Public sector undertaking is one of the factors of countries’ development. In other words, economic and social development of a country is influenced by the public sector undertaking. It is vital to ensure that a crucial pillar for strengthening the economy of a country. Many researchers of Mongolia argued that there has been arising the features of spoil system in a case of Mongolian Government job rather than merit system. Last years, after every political election and every change the executives, the government officials are redundant, retired, resigned and dismissed from bottom to top based on restructure of the organization. Thus, the government officials have faced the problem of uncertainty about their job and they do not have job security guarantee. A feeling of uncertainty about the continued existence job and a sense of instability and insecurity has arisen amongst employees within the organization, which has resulted in low job satisfaction that has in turn resulted in poor organizational commitment. For going to be successful the organization, most of the employees should tend to their work at the high level of job satisfaction. Therefore, the aim of this study was to investigate the relationship between job security and job satisfaction in a case of Mongolian Government job. In this study, the population is total number of Government officials of Mongolia which are 192,475 as end of 2017 (NSOM, 2018). This study used closed-ended questionnaires for gathering data from 412 Government officials. For data analysis, The Statistical Package for Social Science (SPSS) version 22.0 was used with appropriate statistical tests which are descriptive analysis, reliability test, factor analysis, correlation test and regression and discussion about the results with a conclusion.
Feng, Huang chien y 黃建峰. "Job Stress and Adjustment of Officer Security Guards". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/50356911431603020557.
Texto completo國立臺北大學
犯罪學研究所
98
Abstract Studies on stress adjustment and stress management among security personnel are currently lacking in Taiwan. This study focuses on work stress, the source of stress and stress adaptation of members of Sixth Peace Preservation core, Second Brigade of Special Police, and the central constitutional sector in charge of government Ministers’ personal security. The study attempts to provide recommendations for positive action to reduce identified problems. The study was conducted using questionnaires, with a total population of 203; and with a final response rate of 83.97%. The study found that first the main stress source relates to ‘’trust with protecting executives”, “personal family relationships”, and “ranking”; work related elements are “variable work-related regulations”, “changes in political environment” and “negative comments from media”. Secondly, in terms of stress management strategy, the study showed that security personnel enjoy satisfactory rest on days off, manage and control emotions and adjust cognitions to cope with stress. Those methods are basically self-adaptation or adjustment, they rarely rely on other assistance or support, even when they do security personnel tend to consult the family rather than work superiors, colleagues or medial professionals. The following can perhaps reduce stress and enhance work efficiency: 1. Increase trust in the relationship to the ‘target’ being protected. 2.Enhance better family relations to alleviate or reduce family influence on work. 3. Reorganize organizational structure of second brigade of Special police, increase rankings and cultivate a sense of honor. 4. Fully implement standard procedure, clarify regulations and establish a specialized sector. 5.Insist on administration neutrality, establish a full dispatch and transfer system for security personnel and avoid influence from media and politics. 6. Establish a suitable support system to facilitate stressed out personnel or mal-adapted officers. 7. Encourage participation in leisure activity to soothe and alleviate stress. Key words: security personnel, stress management
Hsieh, Pei-Hsuan y 謝沛璇. "The Relationship Between Job Security and Group Cohesion". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/80942182129833235161.
Texto completo中國文化大學
國際企業管理學系
100
The purpose of this research is to examine the relationship between job security and group cohesion. Previous studies state that there may be an inconsistent relationship between job security and group cohesion. It is necessary to further clarify the relation-ship between job security and group cohesion. Data for this study were obtained by means of questionnaires from any industrial employees. The empirical result shows that job security and group cohesion is positively correlated, that is, the organization provid-ed more job security, the staff will show higher group cohesion. By the empirical results, I give some suggestions for future research proposals.
Wang, Yen-Ching y 王彥清. "The Study Of Job Security And Organizational Commitment". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/93855028066511623462.
Texto completo中國文化大學
國際企業管理學系
100
The purpose of this research is to examine the relationship between job security and organizational commitment. Previous studies state that there may be an inconsistent relationship between job security and organizational commitment. Moreover, this relationship is still unable to obtain the explanation through previous research. By reasoning, psychological contract may specify the relationship between job security and organizational commitment. Data for this study were obtained by means of questionnaires from any industrial employees. 350 questionnaires were sent out and the valid questionnaires were 324 by deleting incomplete or poor response questionnaires. A hierarchical regression analysis was taken to test 4 hypotheses. Based on the results generated, job security is positively associated with organizational commitment. Job security is positively associated with psychological contract. Psychological contract is positively associated with organizational commitment. The intervening effect of psychological contract is supported. Practical suggestions and future suggestions are also provided.
Chen, Bi-Heng y 陳必恆. "A Study of Job Security and Organizational Loyalty". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/83839715961611087743.
Texto completo中國文化大學
國際企業管理學系
101
The purpose of this research is to examine the relationship between job security and organizational loyalty. Previous studies have examined the relationship between job security and organizational loyalty, but in the past were less study about the relationship between job secu¬rity and organizational loyalty of Chinese traditional society and or-ganizational loyalty’s sub-dimensions. By reasoning, we think job security may affect organizational loyalty. This study were obtained by means of questionnaires from any industrial employ-ees. 300 questionnaires were sent out and the valid questionnaires were 292 by deleting incomplete questionnaires. Hierarchical regression analysis was used for data analysis. The data showed that job security and organizational loyalty are positively related, and job security and organizational loyalty’s sub-dimensions are also positively related. So job security and organizational loyalty is supported.
LI, WEN-HSUAN y 李文萱. "The Effects of Security Guardian’s Personality Traits and Job Competencies on Job Performance". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/5u89wt.
Texto completo輔仁大學
國際經營管理碩士學位學程
106
The purpose of this study is trying to find the different effect of job performance between the security guardian’s personality and job competencies. Is that having any effect on these two of factors when the security guardian works in four different type environments? According to some of researches show that security guardian is a key to protect our society and replace to be an assistant for the police job in our daily life. However, what kinds of personality traits and job performance will raise their performance? This study is going to use methods of “The Big Five Model”, Wu et al. (2010) “High-Performance Employees’ Profiles and Competencies” and the case performance standards sheet, expert interview from the company to estimate how they effect on each other. The Study is confirmed the relationship of personality traits, job competences and job performance through the case study research method¬s. In addition, four different work places also impact security guardian’s performance. Especially, we found security guardian who is working at car lane had highly performed than others. Following above those methods, we recommend company can use the reference we made to find the employee they need and also build up a good for corporate image in the future.
WANG, HSUAN-KAI y 王璿凱. "The Effects of Residential Communities Security Guards’ Work Values, Job Characteristics and Job Stress on Job Satisfaction". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/09118910464573631272.
Texto completo大葉大學
工業工程與管理學系
104
In recent years, Taiwan's rapid economic growth, each industry is flourishing and continuous transformation, social booming. Increasing the national income, while the national drive for life and property safety requirements. Security company must pay attention to job satisfaction, community security guards, to give it a good value for its employees work a sense of accomplishment; the pay and benefits can have a better standard; an increase in the company of good employee communication to make it work for their good satisfaction, security personnel can make community service a good attitude and then to secure national dedication. This study investigated the work values of community security guards, working characteristics, the impact of work stress on job satisfaction, the employees in order to preserve for the study, issued a total of 350 questionnaires, 350 copies, 332 copies of valid questionnaires, efficiency 95% . In this study were to explore differences between variables of different backgrounds of the community security personnel, in order to Pearson correlation analysis and multiple regression analysis to investigate the work values of community security guards, working characteristics, the impact of work pressure on Job Satisfaction. The results show: Community security guards work values and job satisfaction No significant influence; community security personnel job characteristics on job satisfaction have a significant impact; community security guards work stress and job satisfaction have a significant influence.
Rachal, Chris. "The relationship between job satisfaction and data security risk". Thesis, 2006. http://hdl.handle.net/10125/20347.
Texto completoWu, Cheng Chi y 吳誠齊. "Job Satisfaction of Condominium''s Security Guards in Taichung". Thesis, 1994. http://ndltd.ncl.edu.tw/handle/65059533634314431203.
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