Tesis sobre el tema "Postal employees"

The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.

Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 115-117).
Following the worst financial crisis since the great depression, the United States has experienced three consecutive years of unemployment above 8%. The current economic situation has pushed the economy to the forefront of the 2012 Presidential election. At the heart this partisan economic debate is the issue regarding the size of the Federal Government. The objective of this thesis is not to debate the politics of how big the Federal Government should or should not be. I merely point to the current economic situation and the partisan debate because I believe they are masking a potential issue which will impact the efficiency and quality of the services provided by the Federal Government - the issue of employee retention. Specifically, this thesis focuses on the voluntary turnover of top performing talent. Regardless of one's beliefs regarding the size the Federal Government or what role it should play, it is hard to debate the need to employ talented, productive, and innovative leaders within the government. In this regard, the Federal Government is no different than any private business. As the world shrinks and technology rapidly changes how we live and work, the demands of managing a business or running a government have become increasingly complex. This thesis uses the United States Postal Service (USPS) as a case study to illustrate some of the employee retention challenges facing the Federal Government and how the agency has implemented policies and strategies to improve its ability to retain employees. During this difficult time in its history, it is increasingly important to attract and retain talented employees. The USPS is now facing financial uncertainty, a rapidly changing marketplace, and intense competition from the private sector for its top talent. This thesis will attempt to reconcile these and many other factors impacting turnover in the USPS and highlight what USPS is doing and recommend potential actions to improve employee retention.
by Jeffrey Carroll Williamson.
S.M.

High-profile instances of workplace violence and increased pressure from competitors have threatened the viability of one of the nation's largest employers, the United States Postal Service (USPS). As a result, the USPS began a massive change effort in the early 1990's. One of the initiatives implemented to improve labor-management relations was a derivative of the self-managed work team known as the crew chief program. This study provides a mixed-methods and multi-level approach to understand the impact this unique program had on organizational attitudes. The first aim of this study was to investigate whether the crew chief program reduced employees' stress and strain and improved job and supervisory satisfaction and company and union commitment, while controlling for the nesting of employees within sites and employee demographic characteristics. The second aim was to replicate and extend the stressor-strain-outcome (SSO) model of stress and to determine whether employee perceptions of crew chief support moderated the relationships between stressors, strain, and outcomes. I evaluated Aim 1 using data from 177 mail processors from 27 units matched from baseline to one-year follow-up with hierarchical linear modeling. This was followed up with an implementation analysis of qualitative data to determine the extent to which the program was implemented compared to the original design. I evaluated Aim 2 using structural equation modeling from 538 mail processors who participated at follow-up. There was little quantitative support for Aim 1. However, the results of the implementation analysis suggested that the crew chief program was not functioning as conceived. Aim 2 received strong support, with almost all of the main effects of the SSO model replicated. However, there was no support for the moderator effects. Additionally, I found role ambiguity to have direct relationships with other organizational outcomes beyond the indirect effects via strain and that crew chief support was strongly related to stressors and outcomes. These findings reinforce the notion that employing both quantitative and qualitative methods can dramatically improve the quality of organizational research. Based on these findings, I describe several suggestions for improvements to this specific program and for improving future initiatives aimed at enhancing labor-management relations.

This study can be used by Posten Sweden and China Post to understand their situation and the facts regarding service quality and the difference between the two. This study will also provide useful information for other post or logistic institutions

The purpose of this master's project was to investigate the types of personal characteristics, knowledge, and skills TESOL employers are seeking in foreign job candidates in today's biggest EFL job markets, specifically in China and South Korea. First, the literature review introduces the enormous development of the EFL job market in these two countries and some challenges these two countries faced in their attempt to hire foreign EFL teachers. A total of 303 job advertisements were gathered from two Internet sources (Dave's ESL Café and TESOL.org) that met all the established criteria for choosing a reliable data source during a 12-month period and analyzed in order to determine the personal characteristics, knowledge, and skills listed by TESOL employers in these two Asian countries. The results indicate that 92% of the ads required international applicants to be native speakers of English. Key skills needed in both countries included communication skills, computer skills, a high level of English language proficiency, and writing skills. The majority of the full-time positions sought instructors with experience in materials development, curriculum development, or assessment. In terms of personal characteristics, employers want applicants to be enthusiastic, energetic, dedicated, and interested in young learners ranging in age from kindergarten to high school level. These findings have important implications for those TESOL graduates preparing themselves to obtain full-time jobs in China and South Korea.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
O objetivo do presente projeto de pesquisa é analisar as concepções de gestores sobre deficiência em pessoas que ocupam postos de trabalho em uma rede de supermercados, localizada no município do Rio de Janeiro. Sobre este tema, os resultados de pesquisas recentes sustentam que a concepção de gestores acerca do conceito de deficiência, se constitui em fator contribuinte para os estilos de gestão adotados no contexto do trabalho. Os participantes desta pesquisa foram dezoito gerentes de pessoal encarregados da supervisão direta do contingente de empregados com deficiências. Para avaliar as concepções desses gerentes, sobre pessoas com deficiência, foi utilizada uma escala atitudinal, do tipo Likert, de seis pontos. Trata-se do Inventário de Concepções de Deficiência (ICD - Carvalho-Freitas, 2007), devidamente validado para os fins a que se destina. Juntamente com esta escala, foi administrado no grupo de gestores, um questionário sociodemográfico. A esses instrumentos de coleta de dados foram adicionadas entrevistas individuais. As etapas do projeto compreenderam a revisão da literatura, o planejamento experimental, o treinamento dos aplicadores do questionário, assim como a utilização de procedimentos gerais que envolveram contatos diretos com a média gerência da rede de supermercados, dentre outros. Para a pesquisa, foram formuladas hipóteses sobre as concepções dos gestores a respeito de deficiência. O projeto implicou na utilização de procedimentos estatísticos para o tratamento das variáveis como o índice de correlação linear de Pearson e a Co-variância. Os resultados evidenciaram a coexistência de diferentes concepções por parte dos gestores no contexto laboral, que, posteriormente, servirão de indicadores na promoção de mudanças inovadoras ou no replanejamento do ambiente de trabalho que acolhe pessoas com deficiência. A inserção dessas pessoas no mercado de trabalho é uma diretriz sem precedentes para se engendrar ações de políticas públicas inclusionistas, tanto em nível público quanto privado, nas esferas federal, estadual e municipal. Os modos como são concebidas as pessoas com deficiência, na perspectiva dos gestores pesquisados, se constitui também em subsídio de alta relevância para a implantação e efetivação de ações planejadas de políticas públicas orientadas para a promoção da igualdade social e da criação de oportunidades para o exercício pleno da cidadania das pessoas com deficiência. Dentre os resultados encontrados na presente pesquisa verificou-se que os gestores percebem como relevante a inserção de pessoas com deficiência nos postos de trabalho devido aos benefícios gerados por essa contratação. Constatou-se que a percepção dos gestores em relação a esse grupo contribui para práticas inclusionistas e/ou exclusionistas, independentemente do que é preconizado nas políticas públicas correntes ou na própria cultura da empresa.

The target of the diploma thesis is to revise appraisal of employee performance system in specific company and to propose effective solutions in case of any discrepancies. In the theoretical part is defined the meaning and added value of employee appraisal system of performance, its connections to other HR processes, system requirements, contents, methods of appraisal, classification of employee performance, implementation or reimplementation the system to a company. This part of diploma thesis also describes theoretical press of appraisals and highlights the common mistakes. The practical part of the diploma thesis characterizes a specific company, analyzes a current company system of employee appraisal. And based on the results of the analysis describes the system in HR policy according to ČSN EN ISO 9001 a ČSN P ISO/TS 16949. This part links the system to other HR systems e.g. bonus system. The results of the author's work are training for evaluators and new modification of the evaluation forms. Outcome of this diploma thesis are also extensive attachments that provides concrete proposals, which were verified in practice.

Dissertação de Mestrado em Marketing apresentada à Faculdade de Economia
O estudo da performance dos colaboradores, apesar de ser realizado há anos, continua um tema contemporâneo e passivo de contribuições teóricas e práticas. Esta relevância se justifica por: rápidas mudanças no mercado, globalização, privatizações, crises económicas e outros fatores. Tal realidade requer que as empresas e seus colaboradores, mais do que nunca, sejam capazes de se adaptar e atingir melhores resultados, utilizando o mínimo de recursos. Este cenário diz especial respeito ao setor postal, que sofre desde os últimos anos diversas reviravoltas. Mais especificamente, esta indústria enfrenta a liberalização total do mercado europeu, a queda constante no tráfego do correio em consequência da substituição eletrónica e a privatização de organizações públicas. Todas essas mudanças colocaram o futuro das organizações postais em debate, sendo necessário explorar quais as melhores formas de ultrapassar os desafios impostos pelo mercado de modo a levar as empresas do setor ao sucesso sustentável.De tal forma, esta pesquisa pretende contribuir para a compreensão dos antecedentes da performance individual e dos antecedentes da performance em vendas dos colaboradores de linha de frente no setor postal português. Para isto foi realizada uma pesquisa quantitativa por meio de questionários, que resultou numa amostra de 202 colaboradores de loja de uma empresa postal portuguesa.A partir das respostas obtidas foi possível responder ao objetivo proposto, concluindo-se que as seguintes variáveis são antecedentes da performance individual dos colaboradores de linha de frente no setor postal português: qualidade do relacionamento entre os colaboradores, satisfação no trabalho, stress no trabalho, insegurança no trabalho, orientação para o cliente, superação no trabalho e comportamento adaptativo em vendas. Como antecedentes da performance em vendas dos colaboradores de linha de frente no setor postal português este estudo identificou as seguintes variáveis: qualidade do relacionamento entre os colaboradores, satisfação no trabalho, stress no trabalho, insegurança no trabalho, orientação para o cliente, superação no trabalho, comprometimento afetivo organizacional e comportamento adaptativo em vendas. Estes resultados permitem contribuir com a literatura existente sobre o tema e suportar as empresas do setor no estabelecimento de estratégias que permitam a elevação da performance de seus colaboradores.
The study of employee’s performance, although in use for many years, continues to be an up to date subject and it can produce new theoretical knowledge and practices. This relevance can be justified by: market swift changes, globalization, privatizations, economical crisis and other. This reality implies that companies and employees, more than ever, need to adapt and produce better results, with the minimum resources possible. This is especially important to the postal industry, because it faces the full liberalization of the European market, the continuous downturn of postal traffic, due to the replacement by electronic mail, and the privatization of public organizations. All these changes raise doubts about the postal services future, becoming necessary to find the best ways to deal with market challenges in order to make companies sustainable. With this objective in mind, this research aims to contribute to understand the antecedents of employee’s frontline individual performance and the antecedents of employee’s frontline sales performance in the Portuguese postal sector. This is a quantitative research that resorted to surveys, from a sample of 202 Portuguese postal company employees.From the survey replies it was possible to achieve the proposed objective, concluding that there is a relation, in the Portuguese postal service, between individual performance and: relationship quality between coworkers, job satisfaction, job stress, job insecurity, customer orientation, job resourcefulness and adaptive selling behavior. The antecedents of frontline employee’s sales performance identified by this study were: relationship quality between coworkers, job satisfaction, job stress, job insecurity, customer orientation, job resourcefulness, organizational affective commitment and adaptive selling behavior. These results can contribute to other literature on the subject and support companies in this sector to establish strategies that can improve employee’s performance.

碩士
淡江大學
管理科學學系
87
Post office in Taiwan has been operated for over 103 years. As time goes by, the overall organization structure for the post office needs to be adjusted and to have long-term strategy so as to keep it operating properly. A series of "revolution" with the organization has made employees in post offices feel insecure thus caused them to fight for the changes. This study intends to focus on the attitudes of employees when they confront the organizational change. Based on the key factors such as "demographic characteristics", "job satisfaction", and "organizational commitment", we can find the reasons for supporting or rejecting organization change and analysis the differences between these two groups. However, we will find alternatives to reduce rejections from employees during the organizational change. There are 1287 post office business units in Taiwan. We use questionnaire survey for those employees in these units. Based on our descriptive statistics, factor analysis, chisquare tests, Pearson''s product-moent correlation analysis, canonical correlation analysis, logistic regression analysis, and CHAID tree analysis, this study found the following conclusions： 1.Employees are satisfied with "relationships with co-workers", "payment", and "working distance" however, they are not satisfied with "promotion opportunities", "workload", and "safety of work". 2.More than 55.9% of employees still prefer to work for the post office no matter how much the post system change. 3.Employees with the following characteristics have lower satisfaction to perform their jobs：clerk, the younger, single, short working history, non-supervisor, operational service counters, delivery sections, and the northern regional head office. 4.Employees with the following characteristics have lower loyalty to the organization：clerk, the younger, short working history, and non-supervisor 5.Employees with the following characteristics tend to support organizational change：female, senior officer, high educational background, older in age, long working history, supervisor, operational service counters, samll towns, satisfied with job, satisfied with promtion channel. 6.Employees with the following characteristics tend to reject organizational change：junior clerk, the younger, short working history, non-supervisor, special municpality, satisfied with relationships with co-worker, not satisfied with jobs, not satisfied with promotion channel, more loyalty to organization, familiar with cultural organization.

碩士
南台科技大學
高階主管企管碩士班
98
Rapid changes in society and information technology, and economic liberalization, internationalization and other factors make many State-owned enterprises suffered an unprecedented challenge. These state-owned enterprises in the privatization process, have experienced some interests of employees, equity asset allocation, oversight mechanisms of communication and adjustment. Chinese Post has a similar impact, so traditional business of Chinese Post are also received many pressures from the growth of private mail delivery busines, including computer operations to replacing the traditional paper assignments, developing of internet shopping. These changings may cause many influences to senior staffs and re-allocation of job loading. So, facing these shocks, we can’t apply the past information and knowledge to making decisions, therefore, we must re-understand the operations circumstances of the post office employees now. This study to explore the relationships among personality traits, work value , job satisfaction, and job performance of the post office employee. We use the questionnaires method and take the post office employees in Tainan district as research population. Random sample of 350 questionnaires were sent and a total of 317 questionnaires were recovered, then the questionnaire recovery rate is 90.57%. Based on the results of this study, we have the following conclusions: 1. There was a significant difference on the personality traits, work value, job satisfaction and job performance under different ages, different marital status, different educations, different job titles, different years of job of the post office employees, but, they have no significant differences under different genders. 2. There are significant corraltions between the personality traits, work value and job satisfaction, but there are no significant corraltion between personality traits and job performance. There are significant corraltions between the work value, job satisfaction and job performance. 3. Personality traits and work value have significant effects on job satisfaction. 4. Work value has a significant effect on job performance, but, personality traits have no significant effect to job performance.

M. Tech. Human Resources Management
The objectives of this research are to determine employees perceptions about performance management system contracting, to determine the performance management system evaluation within South African Post Office. It also looks at the perceptions of South African Post Office employees about the outcomes of the performance management system.

The purpose of the study is to examine and describe the spectrum of employees' attitudes towards the computer software to perform the work. The research was carried out on the basis of the functionalist paradigm which assumes the neutrality and impartiality of the researcher and the use of quantitative methods. The author created a research tool in the form of a questionnaire and subjected the results to statistical analysis. 242 respondents representing various organizations participated in the survey. The variable in the form of an attitude towards computer software was correlated with the variables relating to individual, group and organizational processes. The research shows that attitudes towards computer applications expressed in beliefs depend primarily on the type of work (high-tech, low-tech), organizational practices, employee motivation, group processes and quality parameters of the software used. The main conclusion from the research is that the more advanced and specialized the respondent's work is and the more the employee has to deal with the application, the more positive and less negative his attitudes are. Based on the research, the author proposed a catalog of practices for organizations that contribute to strengthening positive attitudes towards digital technology and software.