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1
Smith, Davina. "Geographically Distributed Employees' Perceptions of Employee Assistance Program Access". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6675.
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Many investigators have documented high levels of stress in the U.S. workplace and the underutilization of employee assistance programs (EAP). Researchers in other studies have concluded that an employee's perception of a service influences participation and service use. However, the perceptions of geographically distributed employees, who represent a growing population, have not been sufficiently examined. The purpose of this study was to investigate geographically distributed employees' perceptions regarding access to EAP stress management services to address the problem of EAP underutilization. Organizational justice theory served as the theoretical framework. The study design was generic qualitative. A purposeful sample of 15 geographically distributed employees provided rich data through semi structured interviews and online questionnaires. The use of generic inductive coding yielded emergent themes regarding geographically distributed employees. Results indicated that geographically distributed employee's perceived access to EAP stress management services as unclear, time-consuming, and inconvenient due to physical separation. This research is significant for human service, employee assistance, and human resource professionals who want to improve geographically distributed employees' perceptions of access to EAP stress management programs. More effective marketing may increase employee use of EAP services and alleviate workplace stress, thus positively impacting social change by helping to cultivate a healthy workforce.
2
DeHart, Mary Ellen. "Employers' perceptions of mentally handicapped employees in the horticulture industry". Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.
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The horticulture industry offers numerous unskilled and semi-Skilled
job opportunities for qualified handicapped individuals. A mail survey
of 557 private Virginia ornamental horticultural businesses was conducted
to document the employment of handicapped persons and to investigate
employers' perceptions of mentally handicapped workers. A response
rate of 60% was obtained. Forty-two percent of the respondents reported
employing mentally, physically or emotionally handicapped persons.
Primary businesses which have employed mentally handicapped workers
were associated with grounds maintenance, nursery/garden centers, and golf courses. Overall the employers' perceptions were favorable of the general work habits and entry-level horticultural skill competencies
of mentally handicapped persons. This indicated a potential for employmentMaster of Science
3
Viljoen, Brigitte Maria Catherine. "The influence of source feedback perceptions on motivation". Diss., Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-04062004-140208.
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4
Lafrenz, Lu Ann. "Performance analysis : hospitality industry employers' perceptions of their limited English proficient employees /". The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487687485807402.
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5
Bodell, Gloria Lorraine. "Employees' perceptions of front-line management". Thesis, University of Salford, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517501.
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6
Silimi, Maimbo Mark. "Manager's perceptions of performance appraisal implemented at Kansanshi Mine, Zambia". Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013037.
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As managers with direct contact with workers on the floor, line managers are responsible for implementation of the performance appraisal system at Kansanshi Mining plc. Commonly, implementation of performance appraisal is affected by how line managers interact with their subordinates before, during and after an appraisal interview. Notably, no study has been conducted at Kansanshi mine to understand how line managers conduct performance appraisals since their introduction. This qualitative study aims to build an understanding of how line managers at Kansanshi conduct performance appraisal interviews and what enablers and barriers they face in this process. In pursuit of the research aim, line managers from all the ten departments of the mine were considered as eligible for the study. Using stratified random sampling, ten of the 30 line managers from all ten departments across the mine site were selected. A total of fifteen semi-structured, in-depth, face-to-face interviews were conducted with ten line managers to gather data. These individual interviews were conducted on the mine site in the interviewees' offices as well as other convenient places such as the Kansanshi main boardroom. On average, each interview took between 45 to 60 minutes. All these interviews were audio recorded, transcribed and thereafter analyzed using open coding and constant comparison technique to induce themes. Findings of the study show a variety of barriers and enablers of line managers in their conduct of performance appraisal interviews at Kansanshi mine in Zambia. All ten line managers unanimously highlighted that (a) lack of clear job descriptions and set of individual targets as well as (b) lack of adequate refresher training on how to conduct performance appraisals affected how they conducted performance appraisals. Eight of the ten line managers highlighted that (c) perceived subjectivity of the system while seven of the ten highlighted that (d) predominant production focus and priority were barriers to them in how they conducted performance appraisals. On the other hand, ten line managers highlighted that (a) top management commitment to the implementation of a performance appraisal system, seven highlighted that (b) employees' hope for rewards and five line managers highlighted that (c) spring for career development and progression were perceived as enablers in their implementation of performance appraisals. This research is of value as it highlights how the conduct of performance is not only impacted by organizational support and other complementary organizational systems but also how the barriers to the conduct of performance appraisals affect both the appraisee and the appraiser.
7
Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions". CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.
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The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
8
Cantrick-Brooks, Bernadine Yvonne Marie. "Trade union joining perceptions from call centre employees /". Access electronically, 2005. http://www.library.uow.edu.au/adt-NWU/public/adt-NWU20061127.111430/index.html.
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9
Kgapola, Leslie Seth. "Perceptions of compensation fund employees towards affirmative action". Diss., Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-11212008-120643.
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10
Crocker, Robert Mitchell Harris Stanley G. "Employee perceptions of managerial civility development and validation of a measurement scale /". Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/CROCKER_ROBERT_29.pdf.
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11
Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape". University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its staff. An employee assistance programme is designed to help employers manage issues of performance in the workplace. Employees manage the balance between work and personal pressures which have become increasingly part of daily life. Furthermore, the success of this programme depends on the flexibility it has according to the ever-changing needs of employees, organisations and society. The organisation in this study does not have formal assistance programmes in place to provide support to its employees who may have psychological difficulties. This study examines the need of an Employee Assistance Programme from the perception of both the employer and the employee and reveals that both groups have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in opinion, the evidence indicates that both employer and employee perceive there to be a great need for an EAP.
12
Powell, John Neal. "Generational perceptions of effective leadership". Full text available, 2003. http://images.lib.monash.edu.au/ts/theses/powelljohn.pdf.
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13
Zou, Delong. "Post 80s employees' perceptions of typical Japanese business culture". Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-17041.
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14
Buoy, Lynette M. "Employees' perceptions as 'recipients' of change: a case study". Curtin University of Technology, Graduate School of Business, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13418.
Pełny tekst źródłaStreszczenie:
This research investigated employees' perceptions as 'recipients' of change. It did so by seeking to understand and represent their views regarding what influences effective change processes. The significance of this research was the focus on employee perceptions and not those of management. It was research conducted at a grass-roots level seeking to provide a voice for those least often heard or asked. The research was conducted using participants from two case study organisations in the local government sector of Western Australia employing approximately 200 staff each. Both organisations were metropolitan and had been experiencing change within their organisations for some time. Within this research it is recognised that the phenomenon of organisational change is by no means new. Since the early 1970s literature has emerged proposing that our world and the world of work, both internally and externally, are about to change. Management books and the history of management and organisational life have been filled for years with issues relating to change. These include changing management practices, new techniques for achieving change and dealing with threats of what nonchange may bring. As the research was seeking to interpret respondents' meaning relating to the phenomenon of organisational change, it was not concerned with quantification, but with understanding the phenomenon from the viewpoint of those experiencing the change. This research was based on the belief that human behaviour, unlike that of physical objects, cannot be understood without reference to the meanings and purposes attached by the human actors to their activities. The ontological assumption of a socially constructed reality underpinned this study. The realities experienced were those as interpreted by employees. The epistemological assumption was that of interpretivism.The realities experienced by respondents were subjective and, accordingly, the research's findings were literally created as the investigation proceeded. The methodological assumption was of a qualitative framework for understanding how change impacts on employees. Both the researcher and the employees under investigation therefore interacted in the process of meaning construction and clarification. The constructivist paradigm was therefore adopted as it emphasises a qualitative methodological approach. It was supported by theories of symbolic interactionism and phenomenology, which focus on the interpretation of the meaning of the employees' experiences within the phenomenon of organisational change. Grounded theory principles were used within the constructivist paradigm to provide a framework for ensuring that data analysis remained interpretative and that all emergent categories earned their place through the practices of constant comparison, not the preconceptions of the researcher. To further enhance this method, a triangulated approach to data sources and data collection methods for analysis included documentation, change manager interviews, and the primary sources of focus group interviews and individual in-depth interviews with employees. The findings are represented in a model identifying strategic efficiencies, organisational unity, skills and capabilities, humanistic application and relationship maintenance as the major factors as perceived by employees as influencing effective change. It presents both the what and the how of change as perceived by employees; i.e. what needs to be done and how.
The model presented within this research is recognised as a tentative model dependent on further investigation and study. It provides a useful perception of what employees believe would create effective organisational change, and it demands close and careful consideration by strategists and practitioners. The model is unique in its structure and representative in regard to its information source.
15
Buoy, Lynette Margaret. "Employees' perceptions as 'recipients' of change : a case study /". Full text available, 2002. http://adt.curtin.edu.au/theses/available/adt-WCU20030919.123924.
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16
Georgiades, Stavros. "Managers perceptions of the effects of information on employees". Thesis, University of Reading, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.506743.
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17
Alharbi, Saleh H. "Employees' perceptions of fairness in practice of performance appraisal". Thesis, University of Hull, 2013. http://hydra.hull.ac.uk/resources/hull:16431.
Pełny tekst źródłaStreszczenie:
Employees’ performance appraisal (PA) is an essential tool used by organisations to develop and improve employees’ competencies and skills, and so assure organisations’ survival. In recent years research has moved from a psychometric approach, such as rater accuracy and rating error studies, to the qualitative aspect of PA where employees’ reactions and perceptions of performance appraisal are seen as indicators of success and effectiveness. Employees’ satisfaction with the system is indicated by scholars as the major indicator of employee perception of fairness (Cardy and Dobbins, 1994; Cawley et al., 1998; Keeping and Levy, 2000; Murphy and Cleveland, 1995). The focus of this research is on the employees’ perceptions of fairness in performance appraisal in Saudi Basic Industries Corporation (SABIC). A conceptual framework is developed based on three dimensions of organisational justice theory (the terms ‘justice’ and ‘fairness’ are used interchangeably): distributive, procedural (using the due process model), and interactional, which involves interpersonal and informational justice, to explore employees’ perceptions of justice in their appraisal. A qualitative approach was applied through an interpretivist paradigm; semi-structured interviews were used for collecting primary data from 44 respondents. The findings reveal the practice of performance appraisal is strongly influenced by cultural factors, which are divided into two dimensions. First, social factors, which include relationship, friendship, family relations, regionalism, tribe, personal interest and emotion. Second, managerial factors or characteristics of the manager (the terms supervisor, manager, direct manager, or rater are used interchangeably to refer to the person who evaluates or assesses employees’ performance) which includes expectations of managers that their subordinates obey them, managers’ tendency to threaten subordinates, and unwillingness to accept criticism. In relation to the process and procedures of appraisal the findings reveal a feeling that appraisal ratings did not reflect employees’ actual contributions or input, absence of standards for allocating salaries, and unequal training course distribution. The findings also reveal that goals and objectives are not set at the beginning of each appraisal period, and the appraisal standards used by supervisors are unclear, there is no clear feedback, and employees cannot participate in their appraisal process, meaning that appraisal decisions are only taken by managers. When employees receive their result, if they are dissatisfied with their grades they cannot appeal as the decision process is not explained to them. Employees were dissatisfied for three reasons: first, raters’ bias and subjectivity; second, evaluation depends on the department budget, and on forced distribution; third, involvement of top management in the rating and their changing the result without contacting the direct manager or supervisor who conducted the evaluation. These findings strongly support the organisational justice theory, and have important implications for practice.
18
Smith, Carolyn R. "Exploring Adolescent Employees' Perceptions of Safety from Workplace Violence". University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1353949993.
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19
Lamsam, Teresa Trumbly. "Paths to change : tribal employees' perceptions of development communication /". free to MU campus, to others for purchase, 2003. http://wwwlib.umi.com/cr/mo/fullcit?p3091941.
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20
Carey, Gina L. "Long-term Temporary Employees: Perceptions of Rights and Representation". OpenSIUC, 2013. https://opensiuc.lib.siu.edu/theses/1343.
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Between May 2008 and August 2009, temporary employees were solicited, interviewed, and hired by Agency A under the expectation that they would be eligible for conversion to permanent employee status at Company Z after a 90-day period. This qualitative case study examines those long-term temporary workers in regard to their perceptions of their rights, representation, and morale and performance levels after pre-employment promises were not honored. Potential participants were identified as long-term temporary workers employed by Agency A and assigned to Company Z. Participants were interviewed and results were transcribed and analyzed for a pattern or theme. Findings indicated that all participants entered into the employment agreement with Agency A with the understanding that the position was a temporary to hire position; that the job would lead to a permanent position with Company Z. While participants revealed feelings of frustration, isolation, insecurity and low self-esteem as a result of a perceived lack of representation from both the Agency and the Company, their perceptions of morale and productivity were surprisingly positive. In the subject of temporary employee representation and management there is a lack of diverse research, especially in the area of long-term temporary workers. This case study provides a glimpse into this population and indicates, on a small scale, the need for temp industry-wide improvements in the representation and management of long-term temporary employees. As the population of this sector of the workforce continues to rise dramatically, more focus is needed to avoid exploitation of long-term temporary workers and provide an equal work experience.
21
Buoy, Lynette. "Employees' perceptions as 'recipients' of change: a case study". Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/1193.
Pełny tekst źródłaStreszczenie:
This research investigated employees' perceptions as 'recipients' of change. It did so by seeking to understand and represent their views regarding what influences effective change processes. The significance of this research was the focus on employee perceptions and not those of management. It was research conducted at a grass-roots level seeking to provide a voice for those least often heard or asked. The research was conducted using participants from two case study organisations in the local government sector of Western Australia employing approximately 200 staff each. Both organisations were metropolitan and had been experiencing change within their organisations for some time. Within this research it is recognised that the phenomenon of organisational change is by no means new. Since the early 1970s literature has emerged proposing that our world and the world of work, both internally and externally, are about to change. Management books and the history of management and organisational life have been filled for years with issues relating to change. These include changing management practices, new techniques for achieving change and dealing with threats of what nonchange may bring. As the research was seeking to interpret respondents' meaning relating to the phenomenon of organisational change, it was not concerned with quantification, but with understanding the phenomenon from the viewpoint of those experiencing the change. This research was based on the belief that human behaviour, unlike that of physical objects, cannot be understood without reference to the meanings and purposes attached by the human actors to their activities. The ontological assumption of a socially constructed reality underpinned this study. The realities experienced were those as interpreted by employees. The epistemological assumption was that of interpretivism.The realities experienced by respondents were subjective and, accordingly, the research's findings were literally created as the investigation proceeded. The methodological assumption was of a qualitative framework for understanding how change impacts on employees. Both the researcher and the employees under investigation therefore interacted in the process of meaning construction and clarification. The constructivist paradigm was therefore adopted as it emphasises a qualitative methodological approach. It was supported by theories of symbolic interactionism and phenomenology, which focus on the interpretation of the meaning of the employees' experiences within the phenomenon of organisational change. Grounded theory principles were used within the constructivist paradigm to provide a framework for ensuring that data analysis remained interpretative and that all emergent categories earned their place through the practices of constant comparison, not the preconceptions of the researcher. To further enhance this method, a triangulated approach to data sources and data collection methods for analysis included documentation, change manager interviews, and the primary sources of focus group interviews and individual in-depth interviews with employees. The findings are represented in a model identifying strategic efficiencies, organisational unity, skills and capabilities, humanistic application and relationship maintenance as the major factors as perceived by employees as influencing effective change. It presents both the what and the how of change as perceived by employees; i.e. what needs to be done and how.The model presented within this research is recognised as a tentative model dependent on further investigation and study. It provides a useful perception of what employees believe would create effective organisational change, and it demands close and careful consideration by strategists and practitioners. The model is unique in its structure and representative in regard to its information source.
22
Wan, Mohd Noor Wan Shakizah. "Reward program influences : employees perceptions in Malaysian private organizations". Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/1905.
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Previous researches on non-monetary rewards have explored ways in which psychological phenomena can enhance the motivational power which may reduce or eliminate any inherent advantage of cash as an incentive to employees. However research on reward program influences in Malaysian private organizations is almost non-existent. Literature also suggests that non-monetary rewards alone do not motivate. This study focuses on the antecedents of cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) that may influence the perception held by exempt employees of Malaysian private organizations on non-monetary and monetary rewards. This study further investigates the relationship between the Malaysian cultural orientation, Islam Hadhari’s principles, environmental factors and perceptions of non-monetary and monetary rewards toward the reward program influences. The other important aim of the study is to identify the moderating role of organizational characteristics, i.e. organization size and ownership status between cultural orientations, Islam Hadhari’s principles, environmental factors (internal and external) and perceptions of non-monetary and monetary rewards.The study adopted a positivist paradigm and a two-phase sequential mixed method research design consisting of qualitative and quantitative approaches. A tentative research model was first developed based on an extensive literature review. In the first phase, the qualitative field study was then carried out to explore the perceptions of non-monetary and monetary rewards in the Malaysian private organizations. The findings from the qualitative study were then combined with initial research model and literature review to develop the final research model, which was then used to develop measures and instruments. In the second phase of the study, data were collected by questionnaire survey of 1000 exempt employees in Malaysian private organizations. 329 valid questionnaires were obtained. The responses were analyzed using Partial Least Square (PLS) based Structural Equation Modeling (SEM) approach.The results of this study showed that femininity orientation, Islam Hadhari’s principles specifically mastery of knowledge and good quality of life, and external environmental factors have positive influences on employees’ perceptions of non-monetary and monetary rewards. However, surprisingly the relationship between internal environmental factors, Islam Hadhari’s principles of balance and comprehensive economic development, and also cultural and moral integrity and non-monetary and monetary rewards were found to be non-significant in this study.This study also confirmed the influence of non-monetary rewards on reward program influences of employees’ contribution, productivity, loyalty except employees’ turnover was found to be non-significant in this study. The results also showed that perception of monetary rewards was significant in relation to employees’ contribution, productivity, loyalty as well as turnover. The findings also revealed the negative/positive, and also significant and nonsignificant relationships between the factors tested in this study in the existence of the moderating variables of organizational size and ownership status. The detailed of the results were discussed comprehensively in the thesis.This study contributes to the existing literature as there has been little evidence and attention found in the literature relating to cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) with non-monetary and monetary rewards. This study also indicates that Islam Hadhari’s principles does play a very important role in encouraging the intellectual, spiritual (intrinsic rewards) and physical development in Malaysia. The study also will benefit the human resource practitioners theoretically and practically by providing direction and suggestions in designing and implementing the nonmonetary and monetary rewards for Malaysian private organizations from Islamic perspectives.
23
Smith, Janine. "Employees' perceptions of the South African Police Service's employee substance abuse prevention programme in Port Elizabeth". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021183.
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Substance abuse is a major social issue within the South African Police Service (SAPS). To address this issue, the SAPS implement an Employee Assistance Programme (EAP) as an intervention to address problems that may affect the work performance of employees. Despite the existence of this programme, substance abuse is still occurring and has a negative impact on work performance. This concern has fuelled the researcher to initiate this study. The goal of this study is to gain an understanding of Port Elizabeth SAPS employees’ perceptions regarding the effectiveness of the EAP substance abuse prevention programme. A qualitative research methodology, with a descriptive, exploratory and contextual research design was implemented. The researcher elected to use non-probability sampling, specifically, purposive sampling for this study. A sample of ten employees was chosen from an area demarcated for the purpose of the study, within the SAPS in Port Elizabeth. Data was collected through semi-structured, individual interviews. Interviews were continued until saturation point was reached. The interviews were analyzed according to the detailed guidelines set out by Tesch (in Creswell, 2003:192). The data was verified according to Guba’s principles (in De Vos, Strydom, Fouche & Delport, 2002:351). The researcher also employed the services of an independent coder in order to enhance the trustworthiness of the study. The perceptions of EAP as a substance abuse prevention programme, by employees of the SAPS in Port Elizabeth, have not been highlighted adequately within the South African context. The researcher’s study will hence contribute to the existing body of knowledge of the discipline.
24
Johnson, Gerianne M. "Subordinate Perceptions of Superior's Competence Related to Superior's Use of Compliance-Gaining Tactics". Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc500939/.
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25
Mock, Freddie Lowe. "Superintendents' perceptions of employee assistance programs in public schools". Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/70572.
Pełny tekst źródłaStreszczenie:
The purpose of this study was to determine if certain variables could discriminate between those school systems that do and those that do not have employee assistance programs. Using six variables identified in the literature, superintendents across the nation were surveyed to determine the status of these variables in their school systems. Discriminant analysis was used to test how well the variables predicted the existence of employee assistance programs.
The results of the analysis indicated that two variables can be used to predict EAP presence. These variables are the superintendent's perception of the benefits of employee assistance programs and the superintendent's perception of the popularity of employee assistance programs in other organizations in the community.Ed. D.
26
Rumsby, Ray. "Development, well-being and organisation : perceptions of employees in schools". Thesis, University of Leicester, 2010. http://hdl.handle.net/2381/7965.
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The thesis explores how employees perceive the meaning and significance of development in schools as organisations, and relative to their well-being at work. It reports how development is negotiated in particular contexts, personally and socially, through time. A review of literatures from different disciplines examines three major themes: wellbeing, development and organisation. For different reasons, these commonplace yet complex ideas are relatively neglected in education scholarship, although used in schools and highly contested in other academic fields. Politicised school improvement literature, assuming deficit models while using inadequate and instrumental ‘growth’ metaphors, misses education’s developmental purpose. Beginning from ontological theory of developmental process throughout human life, the longitudinal research design is consonant with views of socially constructed, experiential adult learning at work and elsewhere. In order to explore the unfamiliarities of superficially familiar ideas, a discursive ethnography is used. It records the perceptions of employees from a wide range of roles - including headteachers - in five English schools committed to staff well-being programmes. The findings are drawn from analysing thematic and narrative data. Participants define development variously, but their accounts from experience are consistent: development is an indeterminate process which involves coming to recognise and understand capabilities, while negotiating and protecting opportunities to realise them individually and organisationally. The thesis offers a critical reconceptualisation of development as a possible basis for praxis and further research. Learning and eudaimonic (self-determining) well-being are associated with, but distinct from, development. These associations work powerfully through the structurational consequences of individuals’ actions in organisationally protected circumstances. Thus development in schools, as with individuals, is natural yet achieved, requiring principled, reflective, communitarian organisation. Such complex interactions and mutualities are central to educative purpose. They deserve more attention, but lack a coherent discourse.
27
Houle, Kim Cranney. "Vaccination Perceptions and Barriers of School Employees: A Pilot Study". BYU ScholarsArchive, 2013. https://scholarsarchive.byu.edu/etd/3769.
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Schools are group settings where vaccine-preventable diseases can spread quickly, especially if vaccination rates are suboptimal. Vaccination of school children has been the subject of many studies; however, data are lacking regarding the vaccination status, vaccination perceptions, and potential barriers to vaccination for school employees. Method: A questionnaire was developed to measure school employees' perceptions,awareness of current vaccination status, and potential barriers to vaccinations. This study included a convenience sample of 277 employees from a small urban school district located in central Utah. Results: Adult vaccination knowledge is lacking in the school employee population, with over half believing they were fully vaccinated even though 57.8% had not had an influenza vaccination this season. Many school employees were unaware of their vaccination status for highly virulent diseases such as measles and pertussis. In addition, most subjects believed vaccinations were safe and effective, although they believed vaccinations were more important for children than adults. Almost half of respondents believed vaccine mandates should exist for school employees. Conclusion: Knowledge gaps regarding adult vaccines can be positively influenced by nurses, especially school nurses. These knowledge gaps may be especially important to bridge concerning adults working in the school setting, an environment ideal for the spreading of communicable diseases.
28
Calcavecchi, Lincoln. "Perceptions of Employees and Supervisors of a Skills Training Program". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4601.
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Organizational leaders know that training improves worker performance, but training is often initiated without considering employees' work task requirements. This instrumental case study was conducted to understand the perceptions of employees who completed a skills training program and those of supervisors. The conceptual framework was andragogy, emphasizing self-efficacy and self-direction, motivation, and goal setting for adult learners. The guiding questions addressed the perceptions of employees about their self-directed participation in the skills training program and its relationship to work tasks and supervisors' perceptions of employees' participation in that program. Semi-structured interviews with 8 individual employees and a focus group with 5 supervisors were conducted to discover those perceptions. All study participants found the training program to be generally beneficial, but some findings were unexpected. Employees expressed disappointment that anticipated promotion opportunities did not result from completing the program. Supervisors stressed that the high organizational operations tempo prevented employees from performing what they learned in the program. The findings led to the proposal of an instructor development program for the study site with the intent of improving instructor abilities to create more effective training. Through the program, instructors would increase knowledge and skills in instructional and design skills. Through a performance-based mindset that focuses on whether the training participant has improved in trained work tasks, instructors would be enabled to better prepare employees to succeed in work tasks and career goals and provide leaders with the information and products that they require.
29
Brown, Famane. "The President Management Agenda: An Examination of Federal Employees' Perceptions". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4127.
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Gauging the quality of the relationship between federal managers and employees and its impact on organizational performance excellence is a continuing problem for the federal Office of Personnel Management (OPM). President Barack Obama's President's Management Agenda mandated several actions- to respond to the problem. Part of the mandate was to use data from the Federal Employee Viewpoint Survey (FEVS) to gauge the relationship between management and employees and overall performance. The FEVS is a tool that measures employees' perceptions of whether, and to what extent, conditions that characterize successful organizations are present in their agencies. The research question for the study was whether differences exist between the employees of higher and lower performing federal agencies as measured by the Engagement Index of the FEVS. The samples were controlled for sex, age, and education. Secondary- data obtained from the OPM 2014 FEVS were obtained for the research.- This quantitative study involved a nonexperimental, correlational, and descriptive research design. Multiple regression analysis determined differences among the dependent variables as portrayed within the high- and low-performing agencies. Descriptive statistics were used to summarize the demographic variables. Analysis results of the 2014 FEVS report determined that no difference existed between employees- (n- = 258) from higher and lower performing agencies as measured by the FEVS. The study contributes to positive social change by enabling agencies to determine where managerial changes are necessary for agency performance. Longitudinal studies using the FEVS can contribute to future improvements in federal agencies performance improvements.
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Respress, Trinetia L. "Assessment of Discrepancies Between Residential Employees' Work Values and Program Directors Perceptions of Residential Employees' Work Values". Digital Commons @ East Tennessee State University, 1997. https://dc.etsu.edu/etd/2969.
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This study assessed discrepancies between residential employees' work values and program directors' perceptions of the residential employees' work values. Additionally, work values of residential employees were analyzed to identify variations when considering gender, age, educational level, length of service, job classification, and current position. The study was undertaken to assist in developing a clearer understanding of the work values of residential employees for the purpose of enhancing administrator-associate relationships and to determine factors in the work setting that might contribute to longevity and more productive, satisfied, motivated employees. Data for the study were gathered from 172 program directors and residential employees in the First Tennessee District by the use of Donald Super's (1970) Work Values Inventory and Demographic Information Questionnaire. Analysis of the data included t-test, Analysis of Variance (ANOVA), and Tukey's Post-hoc Analysis. There were eight major findings. Residential employees scored higher on the work values creativity, esthetics, and surroundings than program directors perceived they would score. Over 55 age group valued economic returns, independence, intellectual stimulation, and security less than other age groups. No significant differences were found to exist when considering gender or length of service of residential employees. Residential employees with less education placed less value on intellectual stimulation than employees with more education. Residential employees with high school diplomas placed more significance on surroundings than bachelor degree employees. Full-time residential employees placed greater merit on independence and intellectual stimulation than part-time employees. Shift workers placed more merit on economic returns, intellectual stimulation, and security than houseparents. Recommendations were made for program directors for the following work values: way of life, esthetics, surroundings, creativity, economic returns, achievement, altruism, supervisory relations, and intellectual stimulation. Recommendations were also made for future studies on older residential employees, adolescents' perceptions of quality of services received, and the work environment of residential facilities.
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Gustafson, Amy L. "An analysis of employee perceptions towards computer-based training". Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007gustafsona.pdf.
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Glynn, John M. "Industrial employer's perceptions about technological literacy as an employability skill for new employees in Marathon County Wisconsin". Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003glynnj.pdf.
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Nichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives". Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.
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The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.
34
Möller, Ise-Lu. "Managers’ awareness of lower echelon employees’ perceptions of the psychological contract". Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/43186.
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Lower level workers, earning on a low salary band and with limited formal education, form the largest part of the South African workforce today. Organisations are to an extent dependent on these workers, since they provide organisations with readily available and affordable labour as well as perform essential jobs at the ‘bottom of the hierarchy’. Lower-echelon workers, as they are referred to in this study, should therefore be regarded as valuable human resources by their employers as they are essential to the business’ success. Organisations should see it as vital to be aware of and understand the needs of these employees. The needs and expectations of lower-echelon employees as well as what they are willing to do for the organisation, are enclosed in the phenomenon called the “psychological contract”. In as much as it is true that organisations should be aware of it, literature searches revealed that little research had been previously conducted on specifically lower-echelon employees and their psychological contracts.
An understanding of the psychological contract is crucial in defining the nature of the relationship between organisations and their employees. This can eliminate incorrect interpretations of tasks, increase job performance, reduce workforce turnover and increase job satisfaction for both management and lower-echelon workers.
The purpose of this study was to determine and understand the content of the psychological contract from the perspective of lower-echelon employees and to determine what managers believe its content to be. Specifically the lower-echelon employees’ expectations from and perceived obligations towards their organisation were assessed in relation to what their managers believe their expectations and obligations to be.
A qualitative study was conducted with focus groups being conducted with lower-echelon employee participants and individual interviews with managers. A qualitative research design allowed the researcher to gain an in-depth understanding of the psychological contract content of lower-echelon employees and to what extent their managers are aware of that content.
A representative sample of lower-echelon employees consisted of 18 employees working in the hospitality industry. These participants participated in three similar focus groups held at different time intervals. Also, a purposefully selected sample of five managers who had a working relationship with the lower-echelon employees, partook in individual semi-structured interviews. Both the focus groups and interviews were digitally recorded and transcribed and coded as themes emerged.
The results indicated that managers do not have a thorough understanding of the psychological contract content as it pertains specifically to lower-echelon employees. A discrepancy was found in the expectations and obligations of lower-echelon employees and what managers perceive it to be. Further incongruity was found in respect of how management rank the level of importance that these lower-level workers attach to the elements of their psychological contracts. Managers assume that money is the main expectation and driving factor behind their psychological contract agreement with the organisation. This was disproved by the findings of this study. It was moreover revealed that managers totally underestimate the value that employees attach to recognition and acknowledgement. Managers also seem to expect less from employees than what these employees are willing to do for the organisation.Dissertation (MCom)--University of Pretoria, 2014.
lk2014
Human Resource Management
MCom
Unrestricted
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Redekopp, Helen Mary. "Staff nurses’ perceptions of the profession of nursing". Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24420.
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In its struggle to be recognized as a legitimate profession, nursing has proceeded in several directions, promoting diversity of professional views among its practitioners. The many changes taking place in nursing supported the need for a study determining exactly how staff nurses view the profession of nursing. The criteria of a profession as defined by Valiga (1982): the boundaries, goals, and scholarly component of the discipline, the recipient of the discipline's service, the relationship of the discipline to others, and the independence, responsibility, autonomy, commitment, and activities of the discipline's practitioners (pp. 126-127), were the basis of the study. The views of the profession as held by the staff nurses were related to the variables of age, preparatory and/or additional nursing education, number of years worked since graduation, length of time in present employment, and the agency of employment.
The 600 subjects were randomly selected by computer at the Registered Nurses' Association of British Columbia (R.N.A.B.C.). The Views About Nursing Questionnaire, developed by Valiga (1982), along with a background information questionnaire were sent to the subjects by the R.N.A.B.C. A total of 262 usable questionnaires were the basis of data analysis. Pearson product-moment correlations and analysis of variance were performed as appropriate. These analyses revealed that there was an inverse, but not statistically significant, relationship between age and number of years worked and scores on the Views About Nursing Questionnaire. There was no relationship between the scores and education and the scores and length of time in present employment. Because a large majority of respondents were employed in acute care hospitals, no analysis of the relationship of agency of employment and the scores was undertaken.
Conclusions and implications of this study are addressed and suggestions for further study are presented.Applied Science, Faculty of
Nursing, School of
Graduate
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Gibson, Timothy Paul. "Employee perceptions of performance appraisal acceptability in a merit pay setting". Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-09052009-040247/.
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Callery, Patrice Ren'e. "Perceptions of Personal and Job Stressors of Direct Care Staff: Implications for Counseling Services". Cincinnati, Ohio : University of Cincinnati, 2006. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1138719755.
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Thesis (Dr. of Education)--University of Cincinnati, 2006.Advisor: Albert Watson. Title from electronic thesis title page (viewed Oct. 15, 2008). Includes abstract. Keywords: Counseling; Ecological Counseling; Direct Care Staff; Nursing Home Employees; Employee Burnout; EAP's. Includes bibliographical references.
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Schnacky, Kayla R. "Perceptions of organizational culture by employee level a case study /". Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008schnackyk.pdf.
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Bond, Larry L. McGrath J. H. "Administrator and teacher perceptions of the utility of experiential learning in the private sector as a staff development strategy". Normal, Ill. Illinois State University, 1985. http://wwwlib.umi.com/cr/ilstu/fullcit?p8525558.
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Thesis (Ed. D.)--Illinois State University, 1985.Title from title page screen, viewed June 22, 2005. Dissertation Committee: J.H. McGrath (chair), Mary Ann Lynn, Ron Laymon, Mike Winchell, Joe Talkington. Includes bibliographical references (leaves 200-206) and abstract. Also available in print.
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Rademan, Desmond John. "An investigation into employee perceptions and experience of performance appraisal in the public sector". Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51605.
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Thesis (MComm)--Stellenbosch University, 2000.ENGLISH ABSTRACT: While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even 'replace' it with performance management systems, it is still an extremely highly utilised process. The probable reason for this, is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Apart from the fact that it is used as a management tool, other major objectives of performance appraisal are to determine the administrative and developmental needs of individuals in the interests of their own progress and development as well as that of the organisation. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as utility, fairness, ethics, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of this study was to determine the extent to which differing perceptions playa role in the acceptance or rejection of the appraisal system in general terms and specifically in terms of the aspects mentioned above, from the point of view of subordinates and supervisors. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Ie Roux (1989) to include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. Two different forms of questionnaires were used in this study. One was designed for completion by subordinates and the other by supervisors. These two groups were further subdivided into two groups referred to as achievers and nonachievers. The overall response to the questionnaires was very satisfactory in that 431 of the 600 questionnaires were returned (almost 72%) of which 44 were not usable. Of the 186 supervisors' responses which could be used for statistical analysis, 80 were categorised as achievers and of the 201 subordinates' responses which could be used for statistical analysis, 38 were categorised as achievers. The research revealed statistically significant differences in perception between different computations of all groups in respect of fairness, ethics, accuracy, rater error and administrative aspects. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mentioned above, with the aim of improving communication and relationships. Another area would be to investigate the feasibility of organisations incorporating performance appraisal into a more integrated performance management system.
AFRIKAANSE OPSOMMING: Hoewel talle organisasies tans daartoe neig om prestasie-beoordeling by prestasiebestuur in te skakel of om dit selfs daardeur te vervang, is dit steeds 'n hoogs aangeskrewe proses. Die waarskynlikste rede hiervoor is dat prestasie-beoordeling hoofsaaklik dien as bestuurshulp ten opsigte van die verbetering van personeelbesluite waar 'n doeltreffende stelsel reeds bestaan. Die ideaal is dat die gebruik van 'n formele proses met objektiewe, werkgeoriënteerde kriteria as uitgangspunt, bestuur bemagtig om sinvolle besluite te neem wat nie net tot voordeel van die werker as individu strek nie, maar ook tot die algehele doeltreffendheid van die organisasie. Benewens prestasie-beoordeling se bestuurshulpfunksie, is 'n ander belangrike mikpunt daarvan om die administratiewe en ontwikkelingsbehoeftes van individue te help bepaal - nie net in die belang van hul eie vordering en ontwikkeling nie, maar ook in die belang van die organisasie s'n. Daarom is daar basies twee partye betrokke by prestasie-beoordeling, naamlik die beoordelaar en diegene wat beoordeel word. Dit is dus onvermydelik dat die benadering tot of waarneming van die onderwerp in 'n paar en dikwels selfs in talle opsigte sal verskil. Dit is dus belangrik dat aspekte soos bruikbaarheid, regverdigheid, etiek, motivering, akkuraatheid, geldigheid, beoordelingsfoute, doeltreffendheid en terugvoering in groter besonderhede ondersoek word om vas te stel waar probleemareas moontlik mag voorkom. Ernstige perseptuele verskille wat die proses betref, kan stuikelblokke veroorsaak en aanleiding gee tot 'n ondoeltreffende stelsel. Die doel van hierdie studie was om vas te stel in watter mate verskillende persepsies kan bydra tot die aanvaarding of verwerping van die beoordelingstelseloor die algemeen en in die besonder ten opsigte van bogenoemde aspekte soos beskou vanuit beide die toesighouer en die ondergeskikte se oogpunt. Die diagnostiese meetinstrument wat gebruik is, is 'n aanpassing van Mount (1983) se "Leadership Analysis Questionnaire" en dié van Le Roux (1989) en sluit aspekte in wat in 'n groter mate tred hou met die eienskappe van die beoordelingstelsel eie aan die deelnemende organisasie s'n. Twee verskillende vraelyste is gebruik vir toesighouers en onder-geskiktes. 'n Bykomende verdeling is gemaak tussen presteerders en niepresteerders. Die reaksie op die vraelyste was, op die keper beskou, baie bevredigend, aangesien 431 van die 600 vraelyste terugontvang is - bykans 72%. Hiervan was 44 onbruikbaar. Van die 186 toesighouersvraelyste wat gebruik kon word vir statistiese ontleding, is 80 as dié van presteerdes geklassifiseer, en van die 2010ndergeskiktes se vraelyste 38. Die ondersoek het in sy berekeninge statistiese beduidende verskille uitgewys ten opsigte van die verskillende groepe se persepsies van regverdigheid, etiek, akkuraatheid, beoordelingsfoute en administratiewe aspekte. Daar word aanbeveel dat toekomstige navorsing gerig word op die onderliggende,redes vir die perseptuele verskille tussen toesighouers en ondergeskiktes, met inagneming van bogenoemde faktore en met die mikpunt die verbetering van kommunikasie en verhoudinge. Nog navorsing sou ook gedoen kon word om te bepaal hoe uitvoerbaar dit vir 'n organisasie sou wees om prestasie-beoordeling in te skakel by 'n stelsel wat prestasiebestuurgerig is.
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Wilson, Kathryn Terese. "Technology usefulness and impact on school foodservice employees' perceptions of organizational support". [Ames, Iowa : Iowa State University], 2007.
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Mashilo, Mmakubu. "Perceptions of Rand Water employees of access to worksite health promotion programmes". Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65581.
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Health care access is a significant and growing global health concern. Research indicates millions of individuals lacking access to healthcare services. Health care access is a basic human right, entrenched in the Bill of Rights in the Constitution of the Republic of South Africa, Act no 108 of 1996. Worksites are excellent platforms enhancing employee health and wellness services. It is essential that employees have access to worksite health initiatives, ensuring improved health, reducing absenteeism and increase productivity. It remains a concern whether worksites have adequate health care facilities, offering quality care and if they are accessible to all employees, as legislated in the Bill of Rights. The research undertakes to provide an answer to the question “what are the perceptions of Rand Water employees regarding access to worksite health care promotion programme services?” The goal of the study is to explore the employees’ perceptions of accessing worksite health care promotion programmes within Rand Water. The Health Belief Model (HBM) serves as a theoretical framework for the study. The study follows a qualitative research approach, describing Rand Water employees’ perceptions of access to worksite health care promotion programmes. The applied research method was selected, striving to assist decision-making at direct line levels, managerial levels and decision-maker levels to solve problems. A collective case study design is followed, collecting data directly from participants in their natural environment for studying interactions, attitudes and characteristics. The design assists in understanding and interpreting the meaning relating to their worksite. A non-probability sampling method was chosen, selecting 15 participants based at the Rietvlei site, who participated in a health care promotion programme. The study includes both genders and all levels of employees. The study is qualitative of nature. Data was collected through semi-structured interviews with an interview schedule. The one-on-one interview method applies, exploring perceptions of Rand Water employees regarding access to health care promotion programmes. The study findings indicate various barriers to health care promotion programmes, influencing and denying employees full access to the programme. Barriers range from privacy and confidentiality concerns, accessibility, support, insufficient resources, planning, policies and procedures, cultural barriers and communication. The research confirms influences of access to health care promotion programmes. The research findings suggest despite sufficient legislation, corroborating the reasons for restricted health care access in the worksite and with an intervention wellness model prepared, employees still experience access barriers to such services. The findings support the academic literature; access and utilisation of health services remain an important and critical global health care concern. The study results indicate access barriers influence utilisation of health services within Rand Water. The literature revealed organisations could benefit significantly through return on investment, providing integrated health and wellness services with full management support, policies and procedures aligned to their workforce. It is established that worksites cannot remain productive without maintaining health, job satisfaction and morale of their workforce. It is important for organisations to enable access to health care promotion programmes, striving to enhance performance and improved productivity, in identifying and alleviating personal and work-related challenges that may hinder unnecessary absenteeism.Mini Dissertation (MSW)--University of Pretoria, 2017.
Social Work and Criminology
MSW
Unrestricted
43
Justen, Emilie Anita Kristine. "Perceptions of managers and Spanish-speaking employees in the Iowa horticultural industry". [Ames, Iowa : Iowa State University], 2008.
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Cook, Joshua Lee. "Employees' Perceptions About the Deterrence Effect of Polygraph Examination Against Security Compromises". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1844.
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Controversy continues over the use of polygraph testing to deter and detect potential leakers as critics argue that the technique is based on faulty assumptions. The purpose of this descriptive and exploratory research study was to determine whether there was a perceived deterrence effect related to the use of polygraphs between a group of participants who were subjected to a polygraph examination within the past year compared to those who have not experienced a polygraph examination within the same time period. Paternoster and Simpson's, as well as Vance and Siponen's, rational choice models and Bandura's social learning theory served as the theoretical foundation for this study. Specifically, this study assessed groups' perceptions about adhering to security regulations if a polygraph is required, changes in their behavior and attitude, and beliefs about polygraph deterrent effect. Data were obtained through a 15-minute researcher- created survey with a cluster sample of 326 participants. Data were analyzed with a t test to determine whether there was a statistically significant difference between the groups. A factor analysis was also conducted. Results indicated that there was a statistically significant difference (p < .001) between the groups, suggesting that participants perceive a deterrent effect associated with the use of polygraphs as well as a change of behavior and attitude if a polygraph can be randomly administered at work. The implications for positive social change stemming from this study include recommendations to the nation's national security agencies to continue enforcing the polygraph examinations required of certain security personnel and exploring the possibility of expanding the use of such strategies in order to fortify the national intelligence infrastructure.
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McClure, Jennifer. "Millennial Retail Employees Experiences and Perceptions of Leaders with Body Image Modifications". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6616.
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Millennials in retail account for a large portion of the U.S. workforce and have the highest number of body image modifications from tattoos, piercings, and/or gauges. Following Moustakas concept of perception, the purpose of this transcendental phenomenology study was to explore how Millennial-aged retail employees describe and experience leaders with body image modifications from tattoos, piercings, and/or gauges. Participants were sought from various retail locations and were required to be born between 1981 and 1996. Data were collected through interviews with 6 participants and the data were analyzed using Moustakas modification of the Van Kamm Method. The results showed that employees typically felt good about their experiences with their leaders, yet varied on how effective and personable their leaders were; however, employees did not ascribe any impact on leadership effectiveness to the body image modifications of their leaders. Implications of this result extends to an increased openness towards traits that make others different, theoretical changes that note visual cues are important for ideal leader categorization, and increased understanding of follower views in relation to leader-follower relationship development.
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Ihekwoaba, Kingsley Chigbo. "Veterans Affairs Employees’ Perceptions of Financial Incentives, Organizational Justice, Satisfaction, and Performance". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7664.
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Veterans Affairs (VA) inconsistently distributes financial incentives, which might affect how VA employees perceived organizational justice, affecting employees’ job satisfaction and performance. The purpose of this qualitative transcendental phenomenological study was to explore the lived experiences of VA employees that informed their perceptions of their workplaces’ levels of organizational justice, their job satisfaction, and their performances due to inconsistent distribution of financial incentives by gathering data through interviews with 13 VA employees from the Southeastern United States. The research question concentrated on the lived experiences of VA employees with respect to the inconsistent distribution of financial incentives, and how these experiences shaped their perception of the level of organizational justice in their workplaces. The study was guided by the conceptual framework of social exchange theory, and data was analyzed per Moustakas 7-steps of data analysis. Four major themes emerged from the analysis of interview transcripts: financial incentives, fairness of financial incentives, organizational justice at the VA, and perceptions at VA. The study findings indicated that the allocation of financial incentives by the VA, based on performance appraisals—a product of supervisors, is skewed by supervisor’s relationship with employees, and negatively affects VA employees job satisfaction and commitment. The results of this study could contribute to positive social change by assisting managers and employees in rectifying the perception of the unfair distribution of financial incentives at the VA.
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Lombardo, Cynthia A. "Training managers' perceptions of incentives and disincentives affecting their use of cost-benefit analysis of training /". The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487327695623832.
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Zickefoose, Darlene. "Perceptions of Psycho-social Factors that Affect Retirement Decision-making". PDXScholar, 1991. https://pdxscholar.library.pdx.edu/open_access_etds/1362.
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The purpose of the study was to examine retirement decision making of certificated employees (N = 284 respondents N = 241) of the Beaverton School District in a near retirement age category. The Beaverton School District is a large suburban school district near Portland, Oregon. It currently serves over 25,000 students and employs approximately 2,600 certificated and classified employees. The study answered the following questions: Can psycho-social factors be identified that will enable the Beaverton School District to help potential retirees make an informed decision to retire? What personal factors affect a person's decision to retire? Does it matter, in the ranking of variables, if a person is either vested or not vested in his or her retirement fund? What demographic factors (gender, age grouping, education, position and marital status) affect a person's decision to retire?
Discriminate analysis enabled this researcher to conclude that finance and job satisfaction were significant factors in predicting retirement decision making. Other factors listed (health, activity time, support system, degree of control, personal identity as it relates to the job, and availability of medical benefits) were significant but did not add appreciably to predictive capability.
Personal factors effecting a person's decision to retire were obtained through self- reports and were grouped into two categories: Directly stated informational requests, and Implied informational needs.
Responses were grouped according to their common themes and each fit well within the parameters of the previously identified psycho-social variables. Directly stated informational requests related to concerns about finances and the availability of medical benefits. Implied needs were primarily related to the need for relief from job stress, pressure, and burnout. Concerns were also expressed regarding a perceived lack of administrative competence and/or support and a lack of personal control relative to the job.
Respondents were asked if they would be vested at the point of retirement. This question was asked to assess if being either vested or not vested would make a difference to one's decision to retire. Though the findings were significant, the sample size for individuals who would not be vested was too small (1%) to constitute a valid sample.
Gender, the first demographic variable examined, was found to be significant. Males reported less job satisfaction than their female counterparts. Job satisfaction was the most significant psycho-social variable affecting retirement decision making. Other demographic variables (age, marital status, education, and position) were not found to be significant predictors of retirement decision making.
This study was clearly exploratory. Therefore, recommendations for further research include replicating this study in other school districts. Additional variables might be identified that impact one's decision to retire. There was clear indication for the need for further study in the area of job satisfaction. In addition, a longitudinal study would enable a researcher to determine the congruence between pre-retirement perceptions and post retirement "reality."
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Laitinen, N. (Niilo). "Innovation supportive culture in it-organizations:a comparison of perceptions between managers and employees". Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201603251355.
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The organizational ability to innovate and support employee creativity have been touted to be crucial aspects for organizations in order to ensure their continuity and increased competitiveness. In the literature, organizational culture has been identified as a possible solution for supporting organizations’ ability to innovate. Despite the merits of innovation supportive culture, organizational culture has been recognized as an ambiguous concept, which often leaves organizational managers mystified on how culture should be changed in order to gain the expected benefits. Therefore, even if the management’s endeavor is to increase innovation and creativity through culture, the actual embedded culture may not meet this goal. This thesis has contributed to the discussion of innovation supportive culture by identifying aspects of organizational culture and climate, which have been argued in the literature to support organizational innovation and creativity. Based on the identified aspects, a culture perception framework was devised in order to examine the perceptions of the managers and employees regarding innovation supportive culture in their organizations.
Five IT-organizations were asked to participate in the study from which three organizations, Elbit, Solita and Sysart, responded and agreed to participate. Total 8 interviews were conducted for this thesis, which included interviews with a manager from each of the organizations, and interviews with 2 employees per organization except for Elbit where only 1 employee could be interviewed. The data gathering was conducted utilizing semi-structured interview in order to define the scope of the interviews to match with the devised Culture perception framework. The interviews focused on the innovation supportive aspects presented in the Culture perception framework and strived to identify the perceptions of managers and employees regarding innovation supportive culture in their organizations. The conducted research revealed that the perceptions of culture between managers and employees were mostly congruent in all of the case organizations. Higher levels of incongruence was identified in all of the organizations in the aspect of reward emphasis, on which the interviewees’ perceptions were partly contradictory. Based on the results, further research is suggested to identify the reasons behind incongruent perceptions regarding reward emphasis.
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Silva, Ana Isabel Loureiro de Sousa Virgolino. "Perceptions of organizational justice: its effects on the attitudes and behaviours of employees". Doctoral thesis, [do autor], 2018. http://hdl.handle.net/10316/88706.
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The perception of organisational justice is dominant in people’s lives and organisations as well as being a predictor of workers and organisations’ success. Indeed, the relevant attitudes and behaviours at work depend, essentially, on judgments about organisational fairness or unfairness. In this study, we will seek to better understand this impact, directly or indirectly, on behaviours and attitudes. Empirical research has examined the data from a questionnaire administered to a sample of 407 employees belonging to various public and private organisations in Portugal. Structural equation modelling (SEM) was used to test the hypotheses and multi-group analysis to identify how perceptions of organisational support, psychological contract violation, burnout and satisfaction with management may impact these relationships. The main findings are as follows: (a) Perception of organisational justice (POJ) has a positive impact on Perception of organisational support (POS), Psychological Contract (PC), Affective commitment (AC), Leader-member exchange (LMX) and on Individual performance (IP), (b) POS has a positive impact on POJ, (c) POJ mediates the relationship between POS and IP, (d) POS is a moderating variable in the relationship between POJ and PC and between POJ and IP, (e) Psychological contract violation (PCV) moderate the relationship between POS and POJ and between POJ and IP, and (f) Satisfaction with Management (SOM) moderate the relationship between PC and Burnout (BUR) and between LMX and AC. The overall results of this study are of much interest to managers as they provide a more comprehensive understanding of the organisational aspects, with a focus on the organisational justice, affecting employee attitudes and behaviours. According to these results, it is possible to design Human Resources Management (HRM) strategies and policies leading to organisational success. With this knowledge, organisations should invest in leaders who believe in the transparency of processes, the need for good quality interpersonal relationships, good communication, and the importance of attending the socio-emotional needs of employees. Preventing the emergence of burnout will give effectiveness and predictability to HRM practices. The originality of this study lies in the integration of various constructs, with a focus on the organisational justice, and relationships of mediation and moderation in a single study, to provide a model that depicts a critical chain of effects. Besides this contributes for the state of the art. This research studies the perception of organisational support as antecedent of the organization justice and still appeals to the necessity to contextualize the research studies since, in an economical and financial crisis situation and/or in a peripheral economy, same variables behave differently and even antagonistically to what is described in the literature.A perceção da justiça organizacional é dominante quer na vida das pessoas quer na vida das organizações e é preditor do sucesso individual e das organizações. De facto, as atitudes e os comportamentos, relevantes no trabalho dependem, essencialmente, de julgamentos sobre justiça organizacional ou injustiça. Nesta investigação, procuramos compreender melhor este impacto, direta ou indiretamente, nos comportamentos e atitudes dos trabalhadores Nesta investigação empírica, os dados foram recolhidos através de um questionário criado para o efeito e aplicado a uma amostra de 407 colaboradores pertencentes a várias organizações portuguesas quer públicas quer privadas. Para testar as hipóteses recorrermos à modelagem de equações estruturais e à analise multi grupos para identificar como a perceção do suporte organizacional, a violação do contrato psicológico, o burnout e a satisfação com a gestão podem afetar essas relações. As principais conclusões são as seguintes: (a) a perceção da justiça organizacional (POJ) tem um impacto positivo sobre a perceção do suporte organizacional (POS), no contrato psicológico (PC), no empenhamento afetivo (AC), na relação líder-liderado (LMX) e no desempenho individual (IP), (b) POS tem um positivo impacto na PJO, (c) POJ medeia a relação entre POS e IP, (d) POS é uma variável moderadora na relação entre POJ e PC e entre POJ e IP, (e) o PCV modera a relação entre POS e POJ e entre POJ e IP e (f) SOM modera a relação entre PC e Burnout (BUR) e entre LMX e AC. Os resultados globais deste estudo são de grande interesse para os gestores, uma vez que proporcionam uma compreensão mais abrangente dos aspetos organizacionais, com foco na justiça organizacional, que afetam as atitudes e comportamentos dos colaboradores. Com base nestes resultados, é possível projetar estratégias e políticas de Gestão de Recursos Humanos (GRH) que conduzam ao sucesso organizacional. Estes resultados são indicadores que as organizações devem investir em líderes que acreditam na transparência dos processos, que fomentam relacionamentos interpessoais de boa qualidade, uma boa comunicação e ainda que se preocupem e procurem satisfazer às necessidades sócio emocionais dos colaboradores. Para a eficácia e previsibilidade das práticas de GRH as organizações devem eliminar ou reduzir o burnout organizacional. A originalidade deste estudo reside na integração de várias construtos com foco na justiça organizacional, e nas relações de mediação e moderação num único estudo, fornecendo um modelo que retrata uma cadeia de efeitos críticos. Para além deste contributo para o estado da arte, esta pesquisa estuda a perceção do suporte organizacional como antecedente da justiça organizacional e ainda chama a atenção para a necessidade de se contextualizar as investigações uma vez que em situações de crise económica e financeira e/ou numa economia periférica, algumas variáveis comportam-se de forma diferente e até antagónica ao que habitualmente encontramos descrito na literatura.