Thèses sur le sujet « Effect on employees »
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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.
Texte intégralBryce, 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.
Texte intégralPrabhu, 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.
Texte intégralGibbs, Travis Ralph. « The effect of attention to irrelevant information on personnel selection ». CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.
Texte intégralWilson, 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.
Texte intégralGeorgiades, 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.
Texte intégralOgunsanya, 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.
Texte intégralВысокие 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.
Leyds, Jaqueline Sue-Anne Acquila. « The effect of black economic empowerment on employees ». Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/23042.
Texte intégral- 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
Parida, Subhadarsini. « The Effect of Green Buildings on Employees’ Performance ». Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/81386.
Texte intégralSuiter, Emily E. « The effect of education on employee turnover of apartment leasing consultants ». Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1237763.
Texte intégralDepartment of Family and Consumer Sciences
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.
Texte intégralLam, 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.
Texte intégralJaworski, 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.
Texte intégralThomas, 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.
Texte intégralVerhoef, 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.
Texte intégralDissertation (MSW)--University of Pretoria, 2013.
lmchunu2014
Social Work and Criminology
unrestricted
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.
Texte intégralThe 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.
Pillay, Neelesh. « The effect of workplace spirituality on employees’ perception of stakeholder relationships ». Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/27016.
Texte intégralDissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
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.
Trouver le texte intégralTitle from PDF t.p. (viewed on Mar. 30, 2009) Includes bibliographical references (p.101-113). Also issued in print.
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.
Texte intégral"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.
Cook, Joshua Lee. « Employees' Perceptions About the Deterrence Effect of Polygraph Examination Against Security Compromises ». ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1844.
Texte intégralZhang, Chi, et 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.
Texte intégralKoch, 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.
Texte intégralCoom, 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.
Texte intégralHaidari, 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.
Texte intégralFörmånsbilar 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.
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/.
Texte intégralZhang, 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.
Texte intégralJohnson, Michael D. « The effect of workload on individual and team learning affect, and performance / ». Diss., Connect to online resource - MSU authorized users, 2006.
Trouver le texte intégralMarkham, L. G., et 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.
Texte intégralEmployees 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.
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.
Texte intégralKhatywa, 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.
Texte intégralMurphy, 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.
Texte intégralMaster of Science
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.
Texte intégralThis 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
Hogue, S. Elizabeth. « The Effect of an Overall Rating Item on Halo Error in Performance Evaluations ». TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/160.
Texte intégralUsan, 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.
Texte intégral"September 1999". Thesis advisor(s): Stephen L. Mehay, Julie Filizetti. Includes bibliographical references (p. 119-120). Also Available online.
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.
Texte intégralKoumachi, 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.
Texte intégralXu, 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.
Texte intégralHodges, 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.
Texte intégralTitle 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.
CHANG, SSU-YEN, et 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.
Texte intégral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.
-Hsing, Hsine, et 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.
Texte intégral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.
Jing-Fang, Lin, et 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.
Texte intégral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.
Liu, Hsu-Chu, et 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.
Texte intégral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.
Hsiao, Yei-wen, et 蕭怡紋. « Hospital Management Transformational Leadership’s Effect on Employees’ Organization Commitment ». Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84805228990890851863.
Texte intégral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.
Lin, Yi-Hsuan, et 林宜萱. « Effect of On-Line Self-Development on Employees Training ». Thesis, 2015. http://ndltd.ncl.edu.tw/handle/65700212049263048174.
Texte intégral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.
Chiang, Meihui, et 江美惠. « The Effect of Job Vigor on Employees' Job Outcomes ». Thesis, 2011. http://ndltd.ncl.edu.tw/handle/34401702812997598113.
Texte intégral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.
Chen, Chen Chung, et 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.
Texte intégral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.
Houng, Yu-Fang, et 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.
Texte intégral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.
Manuel, Fabian David. « The effect of training & ; development and employee engagement on perceived business performance ». Diss., 2014. http://hdl.handle.net/2263/44214.
Texte intégralDissertation (MBA)--University of Pretoria, 2014.
zkgibs2015
Gordon Institute of Business Science (GIBS)
Unrestricted
Lee, Yi Lin, et 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.
Texte intégral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.
Liu, Pei-Sin, et 劉佩欣. « The Effect of Probation on Employees' Adaptability and Job Satisfaction ». Thesis, 2014. http://ndltd.ncl.edu.tw/handle/55957403935342823611.
Texte intégral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.