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Data publikacji: 26 lipca 2024

Data aktualizacji: 28 lipca 2024

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1

Sampson, Mary Elizabeth. "A study of the affirmative action employee selection process in California community colleges". CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/926.

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Stephens, Jeffrey F. "Actual and desirable qualifications for entry-level workers as preceived by high school principals, business personnel managers, school board presidents, and school superintendents". Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/720396.

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The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work.
Department of Educational Leadership

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3

Goodnight, Ronald Keith. "A major turnaround from massive lay-offs to hiring employees : a company culture proved more accurate than management's predictions". Virtual Press, 1988. http://liblink.bsu.edu/uhtbin/catkey/546121.

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This in-depth study looked at a major manufacturing company during a year when management projected contract losses and massive lay-offs and terminations. The company's hourly employee culture indicated that the major automotive customers of the company were influential driving forces and would rescue the company from the dire management predictions. The principal major research question was to determine the accuracy of predictions based upon the company's hourly workers' culture versus management's predictions and actions based upon external sources.Another investigation area was the company management's actions to manifest their avowed "our employees are our most valuable resource and asset" belief statement. Similarly, would the Professional and Technician Equal Employment Opportunity job groups have the smallest percent of reduction, since the company's primary strength was purported to lie in its engineering and technical employees?Interviews, data collection and analysis, and monthly task force investigations and communications revealed the company culture was definitely more accurate than the numerous predictions made by management. As the "culture" predicted, the loss of the contracts did not occur. The company concluded the year with increases in total employment. Temporary lay-offs did occur during the year and management took numerous actions to help both retained employees and those being terminated or laid-off. Such actions included outplacement services, stress reduction programs, job placement and resume writing, and instituting communication networks and procedures and a Dispute Resolution Procedure. The company did show that the employees were valuable and important assets.The reduction numbers and percents for the Professionals (engineers) and Technicians were exactly opposite of what management typically avowed. The largest category reduced was the Technicians and the second-largest category was the Professionals.The company continued to be quite viable and the future outlook became optimistic, which coincides with the company culture that the major automotive customers will always be there needing the company's products.The company management took several steps to prevent their predictions from occurring, while hourly employees, using only history which is not a very dependable source for industry today, happened to be correct in this study.The primary conclusion was that the culture of the company's hourly workers was more accurate in predicting the future than management's predictions based on supposed knowledgeable external sources. It was recommended that internal cultural based predictions and externally based information be blended together for the most accurate predictions. This will provide all managements everywhere a better information base for making decisions, particularly strategic planning decisions.
Center for Lifelong Education

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4

Rach, Margaret M. (Margaret Mannion). "The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion". Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331995/.

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Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that many employers are aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. Many employers are also aware of what constitutes a discriminatory practice in the selection of employees for some employment advantage. However, management does not always recognize and follow nondiscriminatory procedures when selecting employees for transfer, training and development, and promotion. The number of cases in which selection procedures were found discriminatory supports this conclusion.

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5

Markley, E. Dianne. "Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study". Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2623/.

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Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not able to identify regional accents correctly, and 3) negative judgments were assigned to the speakers of accents that were correctly identified.

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6

Freel, Amy E. "Availability, credentials, and qualifications of nutrition providers of Division IA selected women's intercollegiate athletic programs". Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1191707.

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The purpose of this study was to examine the availability, credentials, and qualifications of nutrition providers for Division IA intercollegiate athletic programs that have competitive women's gymnastics, women's swimming and women's cross country, or a combination of two of these sports. It was also the purpose of the study to identify if relationships exists between demographic factors and 1). The employer of the nutrition provider, 2) the title of the nutrition provider and 3) the availability of nutrition education.Surveys were sent to 161 Division IA Athletic Directors. The institutions selected in the study have competitive women's gymnastics, women's swimming and women's cross country, or a combination of tow of these sports. The National Directory of College Athletics was used for selection of the universities participating in this study. A 69% return rate was achieved and all surveys were deemed useable.
Department of Family and Consumer Sciences

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7

Dolgin, Anthony Shane. "The expanding role of the United States Senate in Supreme Court confirmation proceedings". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ37201.pdf.

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8

McMahon, Adam Michael. "From Blooming Judicial Philosophies to Castrated Legislation: Sexuality, Desire, and Nominations to the Supreme Court of the United States". PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/288.

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Society and institutions of government reinforce norms that constrain the behavior of individuals. Heteropatriarchal norms traditionally favor the perspective of white, male, heterosexual, reason, judicial restraint, and democratic authority over their binary, and minority, counterparts: black, female, homosexual, desire, judicial activism, and individual rights. According to the theory of Queer New Institutionalism, these dichotomous pairs are mutually dependent upon each other for definition and maintenance. The perpetuation of these binarisms is made through language, often assumed and unquestioned. However, the use of sexualized language and metaphors are identified in efforts to draw suspicion and consternation for these minoritized Others. When the presence of an Other is missing, those that would reinforce these norms being to skirt the line between the pairings, taking the position of the individual they would otherwise criticize. By utilizing critical discourse analysis, Supreme Court nomination hearings during the 109th and 111th Congresses were reviewed for support for the theory of Queer New Institutionalism. Senators and witnesses before the committee operated within the constraints of binary thinking and instances of sexualized and gendered language, as well as metaphors, were used to perpetuate these norms and link the nominees to the suspicion surrounding Others.

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9

Wangkajornwuttisak, Amporn. "Senior executive service candidate development programs : a descriptive analysis of five federal agencies /". Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-145016/.

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10

Ramsey, Evelyn Michele Eaton. "Enacting Racism: Clarence Thomas, George Bush, and the Construction of Social Reality". Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278489/.

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This study analyzes the confirmation hearings discourse of Clarence Thomas and George Bush. Language constructs social reality. The United States has a history of racism and this history manifests itself in our language. The discourse of Clarence Thomas and George Bush created a social reality that equated opposition to Thomas' confirmation with racism using rhetorical strategies that included metaphor and narrative construction.

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11

Dean, Brian J. "Aviation selection testing : the effect of minimum scores on minorities /". Thesis, access online version, 1996. http://handle.dtic.mil/100.2/ADA307314.

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12

Gonzalez, James M. "Predictors of aviation service selection among U.S. Naval Academy graduates /". Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FGonzalez.pdf.

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Thesis (M.S. in Leadership and Human Resources Management)--Naval Postgraduate School, June 2003.
Thesis advisor(s): Linda D. Mallory, Stephen L. Mehay. Includes bibliographical references (p. 87-91). Also available online.

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13

Burroughs, John C. "An exploratory study of persuasive influences on midshipman service selection at the United States Naval Academy comparing service selection for the submarine force and the United States Marine Corps /". access online version, LEAD access online version, DTIC, 2007. http://handle.dtic.mil/100.2/ADA470049.

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Thesis (M.S.)--Naval Postgraduate School, 2007.
"June, 2007" Includes abstract. Author was part of NPS's company officers program and was stationed at the Naval Academy while doing the research for this thesis Includes bibliographical references (p. 67-69). Full text available online from DTIC and USNA LEAD theses database.

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14

Dzwonchyk, James D. "Optimal selection of Army military construction projects". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FDzwonchyk.pdf.

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15

Gonzales, Jose. "The relevance of retention behavior in the development of accession strategy". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FGonzales.pdf.

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16

Campbell, Michael C. "Exploiting Navy officer end-of-active-obligated-service (EAOS) date in forecasting losses /". access online version, 1987. http://handle.dtic.mil/100.2/ADA188969.

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17

Sweeney, Anthony P. "Job Satisfaction of Employee Assistance Professionals in the United States". Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/26671.

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This study was designed to examine and describe the levels of job satisfaction, the sources of job satisfaction and the relationship between the variables in a national sample of employee assistance program (EAP) professionals. The sample for this study consisted of EAP professionals who worked full-time, and who were members of the Employee Assistance Professionals Association.Data were collected through mailed surveys consisting of and an Individual Information Form and the Minnesota Satisfaction Questionnaire (MSQ). A total of 354 EAP professionals were mailed survey materials. This mailing resulted in 211 completed returns.Overall, EAP professionals indicated that they were moderately satisfied with their jobs. MSQ questionnaire results show that 9% of respondents scored in the very satisfied category, and 71% scored in the satisfied category. The average MSQ total score was within the satisfied range.Demographic variables had mixed results on job satisfaction. EAP external organization respondents were, as a group, more satisfied with their jobs than those respondents who worked in an internal EAP. Age, gender, race of respondent, rural versus non-rural work setting and national certification/recognition had no statistically significant impact on job satisfaction. Several recommendations and implications were drawn from the study. These included the need for open lines of communication with regard to career advancement and company policies; gender inequity issues are seen as barriers to job satisfaction and the masters degree is seen as the logical choice for the entry level EAP professional.
Ph. D.

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18

Bula, Oleh. "A STUDY OF PUBLIC EMPLOYEE LABOR LAW IN THE UNITED STATES". Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2427.

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This study examined the legal issues of public employee labor relations in the United States. Included in this study is a review of relevant case law as it pertains to collective bargaining in the public sector. In addition to reviewing the case law, this study researched the statutory language of each state for public sector collective bargaining. The study includes a review, analysis, and summary of the state and federal laws for public sector collective bargaining. The collective bargaining process in the United States is designed to resolve disputes between two parties, the employer and the employee. The resolution of these disputes often depends on the relative bargaining power of each party. The private sector has a collective bargaining process that has been well established since the passage of the National Labor Relations Act in 1935 and the Labor-Management Relations Act of 1947. The federal laws that have been implemented in the last fifty years, to include the Civil Rights Act of 1964, the Equal Employment Opportunity Act of 1972, the American with Disabilities Act of 1990, among others, cover the scope of almost all of the private sector collective bargaining (Oberer, 1994). The public sector contains 50 different state laws and several federal laws defining the scope of collective bargaining for public employees. The bargaining process in the public sector takes place in the context of the political arena. This political influence, which is unique in each state and at each level of government, provides additional steps to the bargaining process that further differentiate public sector bargaining from private (Valletta, 1985). This study provides conclusions on certain aspects of public sector collective bargaining that lead to dispute resolution and contract negotiation to include fact-finding procedures, mediation, arbitration, and strike policies, in the current state of the law. Recommendations are made to public officials, policy makers, and other stakeholders for the future of public employee labor relations in the United States.
Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership

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19

Pierre, Karine O. "Effect of increased operational tempo (post 9/11) on the retention rate of hospital corpsmen". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FPierre.pdf.

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Schwind, David A. "A qualitative analysis of selection to flag rank in the United States Navy". Thesis, access online version, 2004. http://theses.nps.navy.mil/04Jun%5FSchwind.pdf.

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Baumgarten, Peter B. "Optimization of United States Marine Corps Officer Career Path Selection". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA381837.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, September 2000.
Thesis advisor, Siriphong Lawphongpanich. "September 200." Includes bibliographical references (p. 67). Also available online.

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22

Cowper, Diane Constance. "Access, utilization, and provider selection patterns of united states veterans". [Gainesville, Fla.] : University of Florida, 2004. http://purl.fcla.edu/fcla/etd/UFE0008224.

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Thesis (Ph.D.)--University of Florida, 2004.
Typescript. Title from title page of source document. Document formatted into pages; contains 182 pages. Includes Vita. Includes bibliographical references.

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23

Flatter, John R. "First-term attrition due to pregnancy in the Marine Corps : issues, trends, and options /". Thesis, access online version, 1996. http://handle.dtic.mil/100.2/ADA307845.

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Verry, Thomas J. "Resource impact on DOD Single Scope Background Investigation-Periodic Reinvestigation initiative (SSBI-PR)". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FVerry.pdf.

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25

Olen, Kathleen. "Employee Satisfaction Factors in Administrative and Executive Assistants in the United States". Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10615992.

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This mixed methods research was designed to explore the factors that most impact the job satisfaction of contemporary Administrative and Executive Assistants in the United States. As part of a convergent parallel analysis, quantitative survey data and qualitative interviews were collected to correlate cognitive and affective results for an in-depth analysis. The Minnesota Satisfaction Questionnaire (MSQ) was used to examine 20 different factors of job satisfaction. Three sets of data were collected: current levels of job satisfaction for each factor, self-ranked lists of the factors indicating which factors are most-to-least important to respondents, and frequency with which factors were discussed by participants in the interviews. Anecdotal information from the interviews provided context to the data sets. The most impactful factors for this employee group were intrinsic factors, identified to be: Co-Workers, Ability Utilization, Achievement, and Responsibility. It was also reported that Responsibility acts as an antecedent factor to both Ability Utilization and Achievement. The least impactful factor was an extrinsic one: Working Conditions, while other factors that were identified to be low-impact require more research to validate. Three actionable recommendations were proposed for organizations as they seek to hire and retain administrative talent, and several related research topics were proposed.

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26

Owens, Cynthia Lorraine. "The influence of cultural perspectives and conflict resolution on employee perceptions of leadership effectiveness". CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3385.

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The purpose of this study was to examine how cultural values and conflict resolution influence the perceptions employees form about their managers. The sample for this study included 118 participants representing various organizations from the United States.

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27

Coughlin, Matthew F. "Development of a forecasting model of Naval aviator retention rates". Thesis, access online version, 1996. http://handle.dtic.mil/100.2/ADA308068.

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Bookheimer, William R. "Predicting naval aviator attrition using economic data". Thesis, access online version, 1995. http://handle.dtic.mil/100.2/ADA307513.

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William, Shawn T. "A quantitative analysis of the impact of the Summer Training Program on midshipmen service selection at the United States Naval Academy". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Jun%5FWilliam.pdf.

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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2005.
Thesis Advisor(s): Stephen L. Mehay, Armando X. Estrada. Includes bibliographical references (p.77-81). Also available online.

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30

Garza, Raul P. "United States Marine Corps career designation board: significant factors in predicting selection". Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/41381.

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Approved for public release; distribution is unlimited.
The United State Marine Corps (USMC) re-implemented the competitive Career Designation (CD) board starting in FY 2010 to select and retain the most competitive junior officers. From 2010 to 2013, 4,723 out of 6,732 officers were offered CD. Utilizing a Probit model and the dataset of the 6,732 officers, we provide statistical analysis of what factors impact the officer's likelihood of being CD in each of the competitive subcategories of: combat arms, combat service support, aviation-ground, law, and aviation. We find that Reviewing Officer Relative Value Average is the most significant factor for most of the officers, as it increases the marginal probability of being CD by an average of 60 percentage points. Surprisingly, combat deployments were not consistently significant throughout the competitive categories. Finally, we develop an Excel-based interactive CD counseling tool, which provides the probability of the officer being CD, given the officer's individual characteristics.

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31

Smith, Terie. "Factors influencing the selection of multi-age programs in the United States". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2000. http://digitalcommons.auctr.edu/dissertations/1726.

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The purpose of this study was to determine factors that have influenced decisions made by principals and teachers to initiate multi-age classrooms in the United States. A descriptive research design was utilized for the purpose of this study. Principals and teachers who had implemented multi-age programs were mailed a questionnaire. Three hundred fifty-seven principals and teachers responded. Data were collected and analyzed to determine if principals and teachers differed in their perception of the factors that may have influenced the selection of multi-age classrooms. Five statistical tests were used to evaluate the hypotheses. An alpha level of .05 was used for hypothesis testing. Statistical analyses revealed that principals and teachers held the same level of perception about the selection factors of retention, student achievement, social development and developmentally appropriate practices, regardless of their school size or its location. Principals and teachers rated each selection factor as important; however, social development and developmentally appropriate practices were rated higher than retention and academic achievement. Principals and teachers should not expect this organizational and structural method alone to solve all of the educational problems of today. The practice of multi-age grouping must be thoroughly researched along with developmentally appropriate practices and the effects of retention on student achievement and social development.

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32

Brar, Navdeep K. "Acculturation and mate selection preferences among Asian-Indians in the United States". Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1074529.

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In the psychological literature little has been written about Asian-Indians residing in the United States. Still, previous writers have noted that conflicts between parents and offspring in this population frequently revolve around issues of dating and mate selection. In the current study, I investigated the relationship between acculturation and mate selection preferences among Asian-Indians in the United States. The hypothesis was that respondents who spent their childhood in India would demonstrate Eastern mate selection preferences regardless of degree of acculturation, whereas for respondents who spent their childhood in the United States, acculturation would be predictive of mate selection preferences. Results revealed that generation and acculturation were too highly related to consider them as independent constructs. Therefore, the original hypotheses could not be tested. Factor analysis revealed that the mate selection characteristics loaded onto eight factors. Acculturation was inversely related to emphasis on traditional Eastern social status characteristics in a potential mate. Results are discussed with regard to implications for counseling and future research.
Department of Psychological Science

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33

Kaymaz, Sidar Diri Alaattin. "Use of information technology tools in source selection decision making a study on USAF's KC-X Tanker Replacement Program /". Monterey, Calif. : Naval Postgraduate School, 2008. http://handle.dtic.mil/100.2/ADA483510.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, June 2008."
Advisor(s): Heath, Susan K. ; Petross, Diana F. "June 2008." "MBA professional report"--Cover. Description based on title screen as viewed on August 8, 2008. Includes bibliographical references (p. 149-152). Also available in print.

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34

Haack, Margaret F. "An analysis of Army Program Management Office insertions into the Central Test and Evaluation Investment Program project selection process". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Dec%5FHaack.pdf.

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Thesis (M.S. in Program Management)--Naval Postgraduate School, December 2002.
Thesis advisor(s): Ron B. Tudor, Rodney E. Tudor. Includes bibliographical references (p. 57-61). Also available online.

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35

Barber, Harry C. "The Navy Human Resource Officer community : assessment and action plan /". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03sep%5FBarber.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, September 2003.
Thesis advisor(s): William Hatch, Bernard Ulozas, Benjamin Roberts. Includes bibliographical references (p. 165-168). Also available online.

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36

Lyman, Scott R. "Union leaders' views of employee assistance programs". Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-08032007-102237/.

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Watson, Wendy L. "The U.S. Supreme Court's selection of petitions in forma pauperis". Connect to this title online, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1092422764.

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Thesis (Ph. D.)--Ohio State University, 2004.
Title from first page of PDF file. Document formatted into pages; contains xiii, 161 p. : ill. (some col.). Advisor: Lawrence Baum, Dept. of Political Science. Includes bibliographical references (p. 155-161).

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38

Kern, Alexander. "Perspectives on employee stock ownership in France, Germany, and The United States of America". Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM1105.

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Tout d'abord, cette recherche examine le capitalisme partagé, le développement théorique et historique de la participation des salariés, et les droits de propriété. Deuxièmement, la thèse analyse empirique sur les perspectives de l'actionnariat salarié. Premièrement, la période du 19ème siècle jusqu'au début du 21ème siècle en Allemagne est recherchée. Nous essayons de répondre à la question : "Est-ce que les décideurs politiques en Allemagne veulent créer une société de propriétaires ?" Au cours de la recherche, nous montrons l'hypothèse "L'actionnariat salarié est un critère des pères fondateurs de l'Allemagne afin de stabiliser Allemagne socio-économique après la Seconde guerre mondiale. Supporté bien évidemment par une étude qualitative de recherches d'archives historiques. En Allemagne, il est évident que les pères fondateurs ont poursuivis "Wohlstand für Alle" à travers les actions des citoyens. Deuxièmement, cette recherche examine la relation entre l'actionnariat salarié et le WACC. La thèse analyse le conflit entre les parties prenantes internes et externes, qui est représenté par le cours des actions d'une entreprise en supposant un marché efficace. Nous émettons l'hypothèse : «Un pourcentage plus élevé d'actions détenues par les salariés provoque un WACC inférieur" Ceci est confirmé par un modèle de régression quantitative fixe de panneau d'effet dans le cas de l'indice Société des Bourses Françaises 120 et l'indice 500 de Standard & Poor
Firstly, this research examines shared capitalism, the theoretical and historical development of employee participation, and ownership rights. Secondly, the thesis analyzes empirically perspectives on employee stock ownership. First, the period from the 19th century until the beginning of the 21st century in Germany is researched. We attempt to answer the question: "Did policy makers in Germany want to create a society of owners?" During the research we prove the hypothesis "Employee ownership was a criterion of Germany's founding fathers in order to stabilize Germany socio-economically after the Second World War." We confirm it through a qualitative study of historical archive researches. In Germany, there is clear evidence that founding fathers pursued "Wohlstand für Alle" through citizen's shares. Second, this research examines the relationship between employee stock ownership and the weighted average cost of capital. The thesis analyzes the conflict between internal and external stakeholders, which is represented through a company's stock price assuming an efficient market. We hypothesize: "A higher percentage of shares held by employees causes a lower WACC." This is confirmed through a quantitative fixed effect panel regression model in the case of the Société des Bourses Françaises 120 index and Standard & Poor's 500 index

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39

Kern, Alexander. "Perspectives on employee stock ownership in France, Germany, and The United States of America". Electronic Thesis or Diss., Aix-Marseille, 2014. http://www.theses.fr/2014AIXM1105.

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Tout d'abord, cette recherche examine le capitalisme partagé, le développement théorique et historique de la participation des salariés, et les droits de propriété. Deuxièmement, la thèse analyse empirique sur les perspectives de l'actionnariat salarié. Premièrement, la période du 19ème siècle jusqu'au début du 21ème siècle en Allemagne est recherchée. Nous essayons de répondre à la question : "Est-ce que les décideurs politiques en Allemagne veulent créer une société de propriétaires ?" Au cours de la recherche, nous montrons l'hypothèse "L'actionnariat salarié est un critère des pères fondateurs de l'Allemagne afin de stabiliser Allemagne socio-économique après la Seconde guerre mondiale. Supporté bien évidemment par une étude qualitative de recherches d'archives historiques. En Allemagne, il est évident que les pères fondateurs ont poursuivis "Wohlstand für Alle" à travers les actions des citoyens. Deuxièmement, cette recherche examine la relation entre l'actionnariat salarié et le WACC. La thèse analyse le conflit entre les parties prenantes internes et externes, qui est représenté par le cours des actions d'une entreprise en supposant un marché efficace. Nous émettons l'hypothèse : «Un pourcentage plus élevé d'actions détenues par les salariés provoque un WACC inférieur" Ceci est confirmé par un modèle de régression quantitative fixe de panneau d'effet dans le cas de l'indice Société des Bourses Françaises 120 et l'indice 500 de Standard & Poor
Firstly, this research examines shared capitalism, the theoretical and historical development of employee participation, and ownership rights. Secondly, the thesis analyzes empirically perspectives on employee stock ownership. First, the period from the 19th century until the beginning of the 21st century in Germany is researched. We attempt to answer the question: "Did policy makers in Germany want to create a society of owners?" During the research we prove the hypothesis "Employee ownership was a criterion of Germany's founding fathers in order to stabilize Germany socio-economically after the Second World War." We confirm it through a qualitative study of historical archive researches. In Germany, there is clear evidence that founding fathers pursued "Wohlstand für Alle" through citizen's shares. Second, this research examines the relationship between employee stock ownership and the weighted average cost of capital. The thesis analyzes the conflict between internal and external stakeholders, which is represented through a company's stock price assuming an efficient market. We hypothesize: "A higher percentage of shares held by employees causes a lower WACC." This is confirmed through a quantitative fixed effect panel regression model in the case of the Société des Bourses Françaises 120 index and Standard & Poor's 500 index

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St, John Jeffrey E. "Matters of public concern : reconceptualizing the supreme court's threshold test for federal employee free speech /". Thesis, Connect to this title online; UW restricted, 2000. http://hdl.handle.net/1773/8236.

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Burroughs, John C. "An exploratory study of persuasive influences on midshipman service selection a the United States Naval Academy comparing service selection for the submarine force and the United States Marine Corps". Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Jun%5FBurroughs.pdf.

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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2007.
Thesis Advisor(s): Linda Mallory, Alice Crawford. "June 2007." Includes bibliographical references (p. 67-69). Also available in print.

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Allen, Crystal N. "Factors that influence the college selection process of Division I, II, and III softball players". Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1355598.

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This study investigated the factors that were influential in the college selection process of NCAA Division I, II and III softball players. It also investigated the differences between the influential factors for student-athletes at Division I small institutions, medium institutions, and large institutions. The participants in this study consisted of 21 teams or 323 female collegiate softball student-athletes and the instrument used was the Influential Factors Survey for Student-Athletes. The top five influential factors were the school offers specific major of interest, academic reputation of college, coach's personality/style, academic facilities (library, computer labs, etc.), and the opportunity to play early in career. The academics section of the survey was deemed most influential by the softball student-athletes in this study. Differences were found within the college selection process of softball student-athletes at Division I, Division II, and Division III institutions (p < .05). Division I student-athletes viewed athletics as more influential than Division II student-athletes. Division II student-athletes viewed academics as more influential than both Division I student-athletes and Division III student-athletes. Division II student-athletes viewed social atmosphere as more influential than Division I student-athletes and also revealed that Division III student-athletes viewed social atmosphere as more influential than Division II student-athletes. Division I student-athletes viewed coaching staff as more influential than Division II student-athletes and Division III student-athletes. Division II student-athletes viewed financial aid as more influential than Division I student-athletes and Division III student-athletes. Differences were also found within the college selection process of softball student-athletes at NCAA Division I small, medium, and large conferences (p < .05). Division I, large school student-athletes viewed athletics as more influential than Division I, medium school student-athletes and Division I, small school student-athletes. Division I, small school student-athletes viewed financial aid as more influential than Division I, large school student-athletes. It can be concluded form the current study that softball student-athletes feel academic factors are the most influential in selecting a college or university to attend.
School of Physical Education, Sport, and Exercise Science

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Munoz, Manuel F. "Analysis of the screening and selection process for U.S. Marine Corps recruiting station commanding officers". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FMunoz.pdf.

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Killila, John M. "Selection of Naval Academy graduates for nuclear training". Thesis, access online version, DTIC, 2006. http://handle.dtic.mil/100.2/ADA470125.

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Cascardo, Neil D. Kumar Sandeep. "Integrating monetary and non-monetary retention incentives for the U.S. Navy Dental Corps officers utilizing the Combinatorial Retention Auction Mechanism (CRAM)". Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FCascardo.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter J. "March 2010." Description based on title screen as viewed on April 28, 2010. Author(s) subject terms: CRAM, Dental Corps, extrinsic, incentive, intrinsic, monetary, motivation, Navy, nonmonetary, retention. Includes bibliographical references (p. 141-143). Also available in print.

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Krost, Neill G. "Social factors impacting recruitment and retention of the civilian acquisition workforce". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FKrost.pdf.

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Iniguez, Christian R. "Demand shifts in outlet selection in the United States market for fresh flowers". [Gainesville, Fla.] : University of Florida, 2005. http://purl.fcla.edu/fcla/etd/UFE0011838.

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Kaufman, Tammie J. "A Study of the Motivations Behind Heritage Site Selection in the United States". Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/27025.

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Motivations behind heritage site selection was researched to glean information regarding heritage site selection. The objectives of the study were to determine: (1) The type of experience someone with an environmental preservationist and historic preservationist attitude seeks at a heritage site and (2) If the type of experience sought at a heritage site is related to the type of services and benefits sought at a heritage. Data was collected by utilizing a mailed questionnaire. Correlation analysis was used to determine if there were any relationships between Environmental Preservationist Attitude, Historic Preservationist Attitude, Benefits Sought at a Heritage Site, and Service Sought at a Heritage Site and the type of Heritage Experience preferred. The sample size consisted of 197 respondents or 29% of the 679 surveys successfully mailed. Of these respondents 37% were male and 67% were female. Most of the respondents were married (74%) and travel with their family (83%). Although no statistically significant relationships were found concerning the research hypotheses some interesting relationships surfaced relating to the value society has placed on heritage site visitation. Mainly, the great interest in a more authentic and rugged experience at a heritage site was a pattern found in the responses. This study gave a basis in which to build future research efforts in the area of heritage tourism.
Ph. D.

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Ramesh, Anuradha. "Replicating and extending job embeddedness across cultures employee turnover in India and the United States /". College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/6841.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.
Thesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Williamson, Jeffrey Carroll. "Employee retention in the Federal Government : a case study of the United States Postal Service". Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72852.

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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.

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