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Alexander, Sandra G. Marshall Linda L. "Predicting long term job performance using a cognitive ability test". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-4010.
Pełny tekst źródłaAlexander, Sandra G. "Predicting long term job performance using a cognitive ability test". Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc4010/.
Pełny tekst źródłaWhipple, Jennifer L. "The relationship of ability and experience to on-the-job performance over time and job complexity /". The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487758178235474.
Pełny tekst źródłaPostlethwaite, Bennett Eugene. "Fluid ability, crystallized ability, and performance across multiple domains: a meta-analysis". Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/1255.
Pełny tekst źródłaIrvin, Ryan. "Job crafting and organizational citizenship behavior: believing in your creative ability to better your job and organization". Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/36253.
Pełny tekst źródłaDepartment of Hospitality Management and Dietetics
Jichul Jang
Working as a front line employee in the hospitality industry is not always easy. There can be long working hours, high work demand and many other disadvantages that can lead to increased stress on an employee of the industry. These disadvantages have led to one of the highest turnover rates compared to most other industries (NRA, 2017). Managers have been looking at possible ways to reduce turnover by giving employees more freedom. In most organizations, the manager implements changes in each employee’s job design and roles within the organization. Recent job design has focused on letting the employee develop some of the task they do. This certain type of job redesign is called job crafting. Job crafting is a theoretical concept where an employee is allowed to implement change or redesign certain aspects of their job (Wrzesniewski & Dutton, 2001). According to Wrzesniewski and Dutton (2001), the three main ways that one can craft their job are through changes in work tasks, relationships, and perception of one’s job. So the question is, “How does job crafting have a creative impact on front line hospitality employee behavior at work?” The purpose of this study is to examine whether job crafting is related to creative self- efficacy, which can in turn lead to employee organizational citizenship behaviors. That is, the more employees participate in crafting activities, the more they will believe that they can be creative and follow through with their creative idea, which will lead the employees to having more organization citizenship behavior. The sample for this study consists of 323 front line employees in the hotel industry. Participants’ job crafting, creative self-efficacy and organizational citizenship behaviors were measured. After running the variables through a regression analysis, the results showed a significant positive relation between job crafting and organizational citizenship behavior with creative self-efficacy as a mediator. From a theoretical perspective, this study contributes to an understanding of organizational citizenship behavior in the hotel context by shedding light on the role of job crafting. Practical implications from this study could encourage managers that are focused on improving organizational citizenship behavior in their hotels to look into promoting job crafting.
PALUMBO, MARK V. "COGNITIVE ABILITY, JOB KNOWLEDGE, AND STEREOTYPE THREAT: WHEN DOES ADVERSE IMPACT RESULT?" Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1187103730.
Pełny tekst źródłaSlaughter, Andrew Joseph. "Cognitive ability, personality, and experience: evidence for differential impact on job performance factors". Thesis, Texas A&M University, 2005. http://hdl.handle.net/1969.1/2417.
Pełny tekst źródłaWolman, Stacey D. "Self-estimates of job performance and learning potential". Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26649.
Pełny tekst źródłaCommittee Chair: Ackerman, Phillip; Committee Member: Catrambone, Richard; Committee Member: James, Lawrence; Committee Member: Kanfer, Ruth; Committee Member: Parsons, Chuck. Part of the SMARTech Electronic Thesis and Dissertation Collection.
Brill, Robert T. "The effect of job knowledge and task complexity on information processing and rating ability". Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/39444.
Pełny tekst źródłaPh. D.
Burton, Melissa Lynn. "The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations". PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4893.
Pełny tekst źródłaSjöberg, Sofia. "Utilizing research in the practice of personnel selection : General mental ability, personality, and job performance". Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-101976.
Pełny tekst źródłaAt the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.
Olds, F. Ray. "Intellectual Ability, Personality, and Vocational Interest as Predictors of Successful Job Performance in Restaurant Managers". Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500960/.
Pełny tekst źródłaKarlsson, Viktor. "Concept of Interactive Video in Job Application : A qualitative research that tests the concept of interactive video and job seekers’ ability creating interactive video resumes". Thesis, Linnéuniversitetet, Institutionen för medieteknik (ME), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-89377.
Pełny tekst źródłaChilders, Marie. "Investigating the Validity of Brainteaser Interview Questions". Bowling Green State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1603204968138574.
Pełny tekst źródłaMunoz, Jr Donaciano. "The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands A Case for Physical Ability Testing". Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/17425.
Pełny tekst źródłaThe military screening process entails meeting general physical and cognitive standards and then primarily matching candidates with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. An online survey was used to explore the perceived relationship among personnel readiness, job performance and work demands for Boatswains Mates (BM) and Damage Controlmen (DC). This study explored four research questions to evaluate physical ability testing. Descriptive statistics showed that the participants had a wide range of experience levels. The results from the logistic model indicated no factors were significant of evaluation trait averages. The chi-square tests showed a difference in level of physical demands in three different modes of operations for both BMs and DCs. Both groups support the use of a physical ability testing in the selection process for job placement. Efforts to develop a physical ability test for use in the selection process, a physical remediation program for those who do not meet the standards, as well as a maintenance program to verify personnel still meet physical abilities are recommendations that should be considered for future research.
MacKinnon, Jamie (James C. ). Carleton University Dissertation English. "Becoming a rhetor; the development of on-the-job writing ability in ten recently graduated knowledge workers". Ottawa, 1992.
Znajdź pełny tekst źródłaNguyen, Daniel. "EXAMINING THE ROLE OF JOB FAMILIARITY, COGNITIVE ABILITY, AND EMOTIONAL INTELLIGENCE IN FAKING SUCCESS FOR PERSONALITY ASSESSMENT". OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/487.
Pełny tekst źródłaRasmussen, Curtis. "Thinking Perspective Profiles as a Predictor of Intelligence Analysts' Job Performance". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5774.
Pełny tekst źródłaSimanga, Olga. "Experiences of women who have completed a job skills training programme and their ability to access employment opportunities". Master's thesis, Faculty of Humanities, 2019. http://hdl.handle.net/11427/31255.
Pełny tekst źródłaHoover, David J. "A concurrent validation study of the United States Employment Service's validity generalization job family four scores". Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/82623.
Pełny tekst źródłaPh. D.
Stoddard, Jil A. "An evaluation of the impact of the Virginia employment commission's applicant screening procedure on the job service applicant". Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94473.
Pełny tekst źródłaM.S.
Rineer, Jennifer Rae. "Supporting the Aging Workforce: The Impact of Psychosocial Workplace Characteristics on Employees' Work Ability". PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2216.
Pełny tekst źródłaSiow, Choon Neo. "Ability, personality, interest and cultural values in Asia : their qualitative and quantitative differences and role in predicting job performance". Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325725.
Pełny tekst źródłaWilliams, Sabrina Natasha. "Development of the Williams Work Estimator (W2E) a tool for determining the most effective match between worker capabilities and job task requirements /". Diss., Mississippi State : Mississippi State University, 2001. http://library.msstate.edu/etd/show.asp?etd=etd-04112001-165809.
Pełny tekst źródłaTrippe, David Matthew. "Reexamining the Role of General Cognitive Ability and Specific Abilities in the Prediction of Job Performance Using a Construct-oriented Approach: Not Much More Than g?" Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/27128.
Pełny tekst źródłaPh. D.
Passon, Shannon Reeves Jennifer. "Moving up or moving out new job demands, ability to cope and burnout among television news producers and executive producers /". Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6536.
Pełny tekst źródłaSasaki, Simone Fabiane da Silva. "Trabalho bancário e fatores associados ao presenteísmo e ao absenteísmo". Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/6/6134/tde-16122013-131236/.
Pełny tekst źródłaIntroduction. Going to work sick is an important risk factor for health and a predictor of sickness absenteeism. In long-term, measures for managing people aimed to reduce sickness absence may encourage presenteeism. Furthermore, the relationship between presenteeism and sickness absenteeism shows that taking time off work in order to treat a disease can be considered an attitude of health promotion. Objectives. This research intended to study the relation between presenteeism and sickness absenteeism based on descriptions and analyses of reports of Brazilian bank clerks and the factors related to the issue. Methodological procedures. The instruments for data collection selected were individual semi-structured interviews, a questionnaire to gather sociodemographic data, health status, lifestyle and working conditions and the Work Ability Index (WAI). For assessing interviews reports, the analysis of Bardin and the technique of thematic analysis were used. Data obtained from the questionnaire were analyzed using descriptive statistics. The study included thirteen clerks who work in agency assisting clients and fifteen clerks working in internal department of the same bank, aged between 28 years and 64 years, who worked at least 1 year in the company, in different sectors of the internal department and at different agencies, with standard workweek of thirty hours. Results. Results indicate that occurs presenteeism among bank workers interviewed. Lack of staff was observed as a factor that favors both the sickness absenteeism and presenteeism among agency employees. Company policies regarding career, performance evaluation and staff undersizing prevailed in the decision to go to work even sick. Conclusions. Career advancement was prevalent among internal department workers. Fear of being mispriced was touted as reason to go to work despite being ill, revealing a \"culture of presenteeism\", in which the fault is avoided in a context of strong competition where attendance conveys a positive image or has a decisive influence. Among agency employees, lack of staff prevailed as the main reason for attending work even sick. Management policies for health promotion must be reformulated in order to prevent the negative outcomes associated with presenteeism and sick absenteeism among bank workers in Brazil
Hodgskiss, Jodi Lyndall. "Cumulative effects of living conditions and working conditions on the health, well-being, and work ability of nurses in Grahamstown East and West". Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1005186.
Pełny tekst źródłaMillican, Adrian Simon. "Voting : duty, obligation or the job of a good citizen? : an examination of subjective & objective understandings of these drivers and their ability to explain voting behaviour". Thesis, University of Exeter, 2015. http://hdl.handle.net/10871/21251.
Pełny tekst źródłaThurston, Andrew. "An Integrative Model of Situation Awareness". Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6416.
Pełny tekst źródłaNkonya, Nolubabalo Grace. "An exploratory study of the ability of small, micro, medium enterprises development to create jobs and serve as centres of skills development in the construction industry : a case study in King WIlliams Town". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018927.
Pełny tekst źródłaJohansson, Terese, i Lovisa Tronelius. "Chefens ledarskapsförmågor och dess påverkan på medarbetarnas arbetstillfredsställelse". Thesis, Högskolan i Gävle, Psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24345.
Pełny tekst źródłaTitle: The manager's leadership skills and its impact on employees' job satisfaction. The purpose of the study was to investigate how two of the managerial leadership skills (communicator competence and ability to motivate) predicts the employees' job satisfaction. The study was conducted on the basis of a web-based survey of an insurance company. A total of 74 respondents participated in the study. The measuring instruments that were used for the study were Minnesota Satisfaction Questionnaire (MSQ), Communicator Competence Questionnaire and Motivating Language Scale. A multiple regression analysis showed that the manager's communicator competence predicts the employee's job satisfaction to the fullest extent and the manager's ability to motivate was shown not to predict the employee's job satisfaction.
Van, der Merwe Izak Wilhelmus. "A critical analysis of factors that influence employee work performance". Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/829.
Pełny tekst źródłaENGLISH ABSTRACT: The modern world of business has accepted the fact that true organisational competitive ability lies hidden in the depths of individual human beings and their commitment to deliver super standard outputs. The secret to outperforming competitors has become increasingly dependent on the levels of performance delivered by an organisation’s employees, and an age old burning question has yet again risen to the fore: What are the factors that influence employee work performance? This study presents the background to this question by clearly defining the problem and the relevant definitions of concepts and terms generally used in the arena of employee work performance. An overview of employee work performance is introduced by applying a suitable model to explain job performance where after the measurement of employee work performance is investigated. Consideration is given to the different types of performance measurement, the people responsible for measuring employee work performance as well as the reasons for measuring performance. Upon clearly establishing a proper frame of reference with regard to employee work performance, the factors influencing performance are discussed under the topics of motivation and rewards. Motivation and its influence on employee work performance is approached from a top down perspective considering in the first place the different groupings or categorisation of motivational theories, where after those motivational theories under consideration are discussed in more detail. Rewards, as a factor influencing employee work performance, is considered to be applied in the form of remunerative compensation and relational rewards, while constantly applying the concept of total rewards and it’s ability to influence employee work performance as a more recent approach to reward management. Remunerative compensation is first considered as applied by three theories of motivation upon which follows a more detailed discussion on the details of remunerative compensation rewards. Relational rewards are considered in different categories or groups with special emphasis on their role as applied to the total rewards approach. The study concludes by summarising the findings with regard to employee performance, employee motivation and rewards, and finally presents a discussion on different trends pertaining to reward management.
AFRIKAANSE OPSOMMING: Die moderne besigheidswêreld het reeds aanvaar dat die ware vermoë van ‘n maatskappy om te kompeteer in die diepte van individuele mense en hul toewyding tot bo-gemiddelde uitsette rus. ‘n Maatskappy se vermoë om suksesvol te kompeteer word meer-en-meer afhanklik van die vlakke van prestasie van die maatskappy se werknemers, en die oer-oue vraag kom daagliks weer na vore: Watter faktore beϊnvloed ‘n werknemer se werksprestasie? Die studie lewer die agtergrond tot hierdie vraag deur die probleem duidelik te identifiseer asook die relevante definisies van algemeen gebruikte konsepte en terme wat betrekking het op werknemer werksprestasie. ‘n Oorsig van werknemer werksprestasie word voorgestel deur die toepassing van ‘n gepaste model om werksprestasie te verduidelik waarna die meting van werksprestasie ondersoek word. Verskillende tipes prestasie-meting, die mense wat verantwoordelik is vir die meting van werknemer werksprestasie asook die redes vir die meting van werksprestasie word oorweeg. Nadat ‘n duidelike verwysingsraamwerk met betrekking tot werknemer werksprestasie daargestel is, word die faktore wat werksprestasie beϊnvloed onder die hoofde van motivering en vergoeding bespreek. Die invloed van motivering op werknemer werksprestasie word benader vanuit ‘n oorhoofse perspektief deur eers die verskillende groeperings en kategorieë van motiveringsteorieë te oorweeg, waarna die spesifieke motiveringsteorieë wat betrekking het op hierdie studie in meer detail bespreek word. Vergoeding, as ‘n faktor wat werknemer werksprestasie beϊnvloed, word beskou in die vorm van geldelike vergoeding asook verhoudings-vergoeding, terwyl die konsep van totale of algehele vergoeding en die invloed wat dit op werknemer werksprestasie het, deurentyd toegepas word as ‘n meer moderne benadering tot vergoedingsbestuur. Geldelike vergoeding word eerstens beskou uit die standpunt waar drie motiveringsteorieë respektiewelik daarop toegepas word, waarna ‘n meer gedetaileerde bepreking aangaande geldelike vergoeding volg. Verhoudingsvergoeding word beskou soos toegepas in verskillende groepe of kategorieë met spesiale fokus op die rol wat gespeel word in die totale of algehele vergoedingsbenadering. Die studie volstrek deur die bevindinge met betrekking tot werknemer werksprestasie, werknemers motivering en vergoeding op te som, waarna met ‘n finale bespreking van verskillende toekomspatrone met betrekking tot vergoedingsbestuur afgesluit word.
Martinez, Maria Carmen. "As relações entre a satisfação com aspectos psicossociais no trabalho e a saúde do trabalhador". Universidade de São Paulo, 2002. http://www.teses.usp.br/teses/disponiveis/6/6134/tde-07112006-210400/.
Pełny tekst źródłaThis study intends to collaborate with the analysis of the relationships among satisfaction with psychosocial factors at work and the worker's health. Methods: It took place a cross-sectional study close to the employees of a self-administration company in health and providence private. The study included three stages: (a) 42 exploratory interviews to verify the similarity among references of the literature with the employees' perceptions about the concept and sources of job satisfaction; (b) self-applied questionnaires answered by 224 employees for analysis of the associations among job satisfaction and health: the Job Satisfaction scale of the Occupational Stress Indicator OSI, the SF-36, and the Work Ability Index; and (c) ergonomic analysis of 43 workstations by AET technique - Job Ergonomics Analysis of Rohmert and Landau, looking for identify spectos of work organization interfering on the job satisfaction. Results: The employees perceptions about the concept and sources of job satisfaction are similar to the knowledge of the literature adopted as theoretical framework. Job satisfaction was associated with aspects of the workers' mental health, and with work ability, and this associations happens independent of social-demographic and functional aspects. The job conditions and organization presented characteristics that can configure high mental load at the work. Conclusions: the relationships among job satisfaction and workers health were discussed, and made considerations regarding changes seeking improvements of the psychosical aspects at work, favoring job satisfaction and workers health.
Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.
Pełny tekst źródłaGarrad, Mark. "Computer Aided Text Analysis in Personnel Selection". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Barbier, Martine Danielle. "La volonté du salarié dans le rapport de travail". Thesis, Lyon 2, 2010. http://www.theses.fr/2010LYO22003/document.
Pełny tekst źródłaThe thesis offers to measure the role and place which law reserves for the employee’s will in labour relations. It also tries, at the same time, to identify, through the observation of certain evolutions, that the employee’s will is being more clearly taken into account. This approach necessarily goes beyond the observation generally made of the degree of the employee’s subordination and of the necessary and collective protection from which he benefits. The will, as defined by the author, supposes, as a matter of fact, a recognized field of application protected by the law through prerogatives and individual rights held by the employee which give him/her a certain degree of freedom, the ability to choose and the power to act within the labour relations. In order to cover the diversified and specific forms of voluntary action by the employee, our approach is led with regard to firstly the contractual dimension and secondly the degree by which the employer’s power affects the job relationship. The diagnostic made, which mixes closely favour and suspicion, valorization and protection of the employee’s will, shows nevertheless that this will is more systematically and radically taken into account. The orientation, engendered by positive law, is likely to announce not the end of the salaried status but on the contrary some sort of renaissance
Seddigh, Aram. "Office type, performance and well-being : A study of how personality and work tasks interact with contemporary office environments and ways of working". Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118824.
Pełny tekst źródłaKontorslandskap med eller utan fasta arbetsstationer förekommer idag i många organisationer. Förespråkare för kontorslandskap hänvisar till kostnadsbesparing samt förbättrade förutsättningar för kommunikation, medan motståndare hävdar att kontorslandskap leder till försämrad prestation och hälsa bland medarbetarna. Denna avhandling undersöker om kontorstyp påverkar de anställdas hälsa och prestation, samt om effekten av kontorstyp varierar beroende på de anställdas personlighet och typ av arbetsuppgifter. Data i form av enkätsvar och prestation på kognitiva tester samlades in från fem organisationer med olika typer av kontorslösningar (cellkontor, delade kontorsrum, små kontorslandskap, mellanstora kontorslandskap, stora kontorslandskap och flexkontor). I studie I (N = 1241) var syftet att undersöka huvudeffekten av kontorstyp på indikatorer för hälsa och prestation samt om effekten är beroende av koncentrationskraven i arbetet. Kontorstyp visade samband med distraktion och kognitiv stress på så sätt att medarbetare i cellkontor uppgav minst problem, följt av de i flexkontor, medan kontorslandskap var förknippade med mer problem. Vidare rapporterade anställda som hade arbetsuppgifter som krävde koncentration mer problem i kontorslandskap och flexkontor, medan anställda i cellkontor, oavsett arbetets krav, rapporterade lika mycket problem. I studie II (N = 527) undersöktes hur prestation på ett minnestest påverkades under normala arbetsförhållanden jämfört med en tyst referensmätning i olika kontorstyper. Det fanns ett negativt dos-responssamband mellan storleken på kontorslandskapet och hur många procent sämre medarbetare presterade under normala arbetsförhållanden. Men Studie II visade också att personer som arbetar i cellkontor hade ett lika högt bortfall i prestation under normala arbetsförhållanden som de som arbetade i stora kontorslandskap. I studie III (N = 1133-1171) låg fokus på interaktionseffekten mellan kontorstyp och personlighet. Vänlighet var den enda personlighetsvariabeln som interagerade med kontorstyp på utfallsvariablerna distraktion och arbetstillfredsställelse. Mer specifikt visade Studie III att när kontoret blir mer öppet och flexibelt, så rapporterar människor som skattar sig högt på personlighetsvariabeln vänlighet fler problem. Resultaten i avhandlingen kan få flera praktiska implikationer då den visar att kontorstyp påverkar medarbetarnas hälsa och prestation, medan koncentrationskrävande arbetsuppgifter och vänlighet modererar effekterna. Vidare visar avhandlingen att även om anställda rapporterar mindre distraktion i cellkontor jämfört med i kontorslandskap, behöver inte cellkontor vara lika gynnsamma som självskattade mått visar när prestationen mäts med objektiva mått under normala arbetsförutsättningar, i det här fallet ett minnestest. Slutligen bör organisationer även vara medvetna om att avhandlingen visar en viss tendens att små kontorslandskap är förknippade med mindre problem än stora.
At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 3: Manuscript.
Indrė, Juknytė-Jurkuvienė. "Pieno ūkio strategijos poveikis jo konkurenciniams pranašumams". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_154020-84171.
Pełny tekst źródłaThe final work of master studies, 99 pages, 31 pictures, 18 tables, 3 formulas, 56 sources of literature, 4 supplements, Lithuanian. Research object – milk farms of Šilalė district. Research subject – milk farms action strategies. The purpose of work is to investigate milk farms of Šilalė district and to define strategy influence on different size farms competitive advantages. Research tasks: 1.To analyze national and foreign authors research literature of strategy arrangement and competitive advantages creation. 2.To prepare a technique for research of milk farm. 3.To propose milk farm strategy evaluation model. 4.To investigate milk farms owners in Šilalė district. 5.To frame milk farm competitive advantages creation model. 6.To create small, medium and large milk farm action strategies and to evaluate influence on farm competitive advantages. Research methods – scientific literature logic, monographic and comparable analysis; questionnaire survey and semi-structured interview of small, medium and large milk farm owners; the analysis of farms strengths, weaknesses, opportunities and threats; statistic method (SPSS 13.0 program); financial evaluation of risk; graphic modeling. In conclusion of scientific literature research, a statistic analysis and empiric research result the decision is that actions strategy in milk farm helps to create competitive advantage in comparison with other the same size farms.
Gorelli, Hernández Juan. "Delimitation of the Non-Fixed Indefinite Worker of Public Administrations in Spain". Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/117392.
Pełny tekst źródłaCon este estudio, se analiza la situación jurídica de los trabajadores “indefinidos no fijos” al servicio de las Administraciones Públicas, es decir, aquellos que si bien, inicialmente, tenían un contrato de carácter temporal, éste se ha convertido en indefinido como consecuencia de las irregularidades del mismo. Analizaremos, cómo la jurisprudencia española ha intentado establecer un cierto equilibrio entre los intereses laborales (de estabilidad en el empleo) y los públicos (los principios constitucionales de igualdad, mérito y capacidad en el acceso a la función pública).
Enkh-OyunDavaadorj i 戴安云. "LMX, Psychological Ownership and Job Performance:Moderating Effects of Team Working Ability". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/54864680035884161945.
Pełny tekst źródła國立成功大學
國際經營管理研究所
102
This study investigates the mediating role of psychological ownership in the relationship between leader-member exchange (LMX) and employees’ job performance. The moderating role of team-working ability (TWA) on the relationship between psychological ownership and job performance is explored as well. Hypotheses were tested using questionnaire obtained from 250 bank employees in Mongolia. Analytical findings support the positive effects of both psychological ownership and LMX on job performance. The mediating role of psychological ownership was also ascertained. However, TWA does not exert a significant moderating effect though it reveals a direct effect on employees’ job performance. The results revealed that bank workers’ job performance in Mongolia is largely determined by employees’ psychological ownership, LMX, and TWA. Implications and future directions are discussed.
Garcia, Lori Ann Noonan Menchetti Bruce Michael. "Investigating the relationship between quality of life, job satisfaction, functional ability, and job performance of supported employees". 2003. http://etd.lib.fsu.edu/theses/available/etd-11242003-143323.
Pełny tekst źródłaAdvisor: Dr. Bruce M. Menchetti, Florida State University, College of Education, Dept. of Special Education and Rehabilitation Counseling Services. Title and description from dissertation home page (viewed Mar. 02, 2003). Includes bibliographical references.
Shu-Ying, Ku, i 古淑瑩. "The educare ability and job satisfaction of preschool teachers in Hsinchu area". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/10867541215229000477.
Pełny tekst źródła輔仁大學
兒童與家庭學系碩士班
96
The educare ability and job satisfaction of preschool teachers in Hsinchu area Abstract The purpose of this study is to investigate educare ability and job satisfaction of preschool teachers in the Hsinchu area. Questionnaire survey of “The Job Satisfaction for Preschool Teachers” was conducted. A total of 535 questionnaires were distributed to public and private preschools in Hsinchu City and Hsinchu County and 432 valid ones were returned. SPSS statistic software was used to analyze the collected data, as well as the approaches including the descriptive statistics, t-test, one-way ANOVA, Pearson product-moment correlation, stepwise multiple regression analysis and so on. The main results are described as following: 1. Preschool teachers have highest satisfaction in their interpersonal relationship and lowest satisfaction in their salary and benefits. On the aspect of educare ability, they are best at offering care and interpersonal interactivity, not so good at the implement and management of teaching. 2. Results in job satisfaction show significant differences in variables such as age, marital status, education level, years of work experience in education and childcare; and the levels of educare ability show significant differences in individual background variables such as age, marital status, educational level, years of work experience in education and childcare. 3. There is positive correlation between job satisfaction and variables as age, educational level, years of work experience in education and childcare, salary and benefits; and negative correlation between job satisfaction and variables as size of the kindergarten and teacher to pupil ratio. 4. Professional growth, size of the preschool, childcare and interpersonal interactivity, teacher to pupil ratio, and salary and compensation have prediction power to preschool teachers’ job satisfaction. Keywords: job satisfaction, educare ability, preschool teachers, pres
George, Reuben. "The effect of leadership styles on job-stress-related presenteeism". Diss., 2013. http://hdl.handle.net/2263/40595.
Pełny tekst źródłaDissertation (MBA)--University of Pretoria, 2013.
lmgibs2014
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
CHU, YU-HUA, i 禇育樺. "The Impact of Team Social Capital and Adaptive Sales Ability on Job Satisfaction". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2jnkfh.
Pełny tekst źródła嶺東科技大學
企業管理系碩士班
106
In the past, many marketing-related studies have confirmed that if sales personnel can successfully perform adjustment sales, it will help to improve sales performance. How to promote the successful sales of sales personnel and improve sales performance is one of the long-term marketing topics that have been paid attention to in the academic and practical circles of sales management. In the past, research on the adjustment of sales can be found that scholars do not discuss their impact on the adjustment of sales from the individual level factor, or from the organizational level factors, but ignore the relevant factors at the team level may also affect the sales staff's ability to adjust sales. so, this study intends to explore the impact of team social capital (structure (team tightness), relationship (whole trust) and cognitive (common values) capital on the ability of sales personnel to perform sales adjustments from the perspective of team social capital. And whether the ability to adjust sales helps the sales staff's job satisfaction increase, in order to fill the research gap related to the adjustment of sales. Discovered by the results of the study:(1) structural capital (team tightness) has a positive impact on the adjustment of sales ability;(2) cognitive capital (common values) has a positive impact on the ability to adjust sales; (3) adaptation Sales ability has a positive impact on the internal satisfaction of job satisfaction; (4) Adjusting sales ability has a positive impact on the external satisfaction of job satisfaction; (5) Structural capital (team tightness) is intrinsic to work Satisfaction has a positive impact; (6) Cognitive capital (common values) has a positive impact on job internal satisfaction; (7) Structural capital (team tightness) has a positive impact on job external satisfaction; (8) Cognitive capital (common values) has a positive impact on external job satisfaction. According to the results of this study, we present practical implications and future research recommendations.
JHUO, SYUN-REN, i 卓訓任. "The effect of Work Ability on Job Performance–The moderating effect of Organizational Commitment". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/9mxp6t.
Pełny tekst źródła亞東技術學院
運籌管理研究所
104
The main purpose of this study to explore the employed persons working ability, organizational commitment and other variables, and to explore the correlation between job performance, and organizational commitment as interference variable depth whether the ability to work would interfere with job performance effect. In this study, survey research to the north, central Taiwan employed persons for the study, issued a total of 150 questionnaires, 130 valid questionnaires, the recovery rate of 88%, the resulting data in narrative statistical analysis, reliability analysis, validity analysis methods and regression analysis for testing. Via the validation results of this study found that assumption: Hypothesis sets 1: The ability of work have the significant influence between the Job Performance on the various dimensions relationships. Hypothesis sets 2: Organizational commitment relationship between the dimensions of the working abilities and job performance did not reach significant interference effects. Keywords:Work Ability, Organizational Commitment,Job Performance, Moderating Effect
Huang, Hung-Yu, i 黃鴻裕. "A Study on Professional Ability and Job Attitudes of Government Procurement Staffs : Taichung City". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/rnhn8z.
Pełny tekst źródła國立彰化師範大學
工業教育與技術學系
104
This study aims to explore public service procurement expertise of relations with the job attitude, meaning that different background variables on the procurement of professional procurement personnel capability and job attitude of the differences, and relevance, to be used as units understand the procurement staff in the professional ability and attitude as a reduction in procurement errors of reference. To achieve the above objective, this study with the Taichung City Government Office for study groups through stratified random sampling, with 350 on the sample of procurement staff. Questionnaire as a tool to collect related data required by the study. Data with descriptive statistics analysis, independent-samples t test, one way ANOVA analysis, Scheff é ex post facto comparison test and the Pearson product-moment correlation statistical method for analysis. Through data analysis, based on the objective and results of this study are as follows: 1.Procurement professional competence and job attitude Taichung City government procurement personnel to perform well. 2.Taichung senior and married, male procurement unit and education for the Institute, with purchasing licenses, the professional the better. 3.senior, married to purchase units of Taichung City Government, with purchasing licenses, in the attitude of job put into perspective better. 4.Taichung city government procurement of professional capability and job attitude there was a significant positive correlation between.
Huang, Shin-Yun, i 黃心妤. "The impact of personality traits, work values and professional ability on internal auditiors, job satisfaction". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47n5n5.
Pełny tekst źródła國立彰化師範大學
企業管理學系國際企業經營管理
102
"Internal Auditor" is to promote an important role in the organization between security operations and quality control . By the process of the internal auditor’s assessment not only to avoid malpractice but also to ensure all the management systems could be operated efficiency and the performance could be improved. "Internal Auditor" holds a position of great responsibility and is a key person to be the best assistant of the management. According to the Point No.14 of Regulations Governing Establishment of Internal Control Systems by Public Companies which was issued byMinistry of Finance of the Securities and Futures Institute, "Internal Auditor" needs to inspect and evaluate the fault of internal control system and the efficiency of operating, in order to provide timely recommendations for improvements to ensure the effective implementation of the system to sustain and assist the Board of Directors and management did fulfill its obligations. In a word, that is, through the implementation of internal audit to eliminate artificial missing, in order to maintain the security of the company's property and protect investors’ equity. Therefore, this study is discussed separately on the relationship of internal auditor’s personality traits, work values , and professional competence to job satisfaction . The empirical analysis of the results are as below : (A) When we discussed Personality traits in detail ,it has significant difference between auditor with sensitive type and outside job satisfaction . In additional, it also has significant difference between auditor with extroverted rigorous type and job satisfaction . (B) Non- Auditor has significant difference between the extroverted rigorous type and the internal job satisfaction. (C) When we discussed the value of the work in detail, it has significant difference between non- auditor’s intangible value of work and internal job satisfaction . (D) When we discussed the professional competence in detail, it has significant difference between the attitude of the professional staff 's ability and in&;outside work satisfaction. (E ) Non- Auditor has significant difference between in the professional competence KeyWords: Internal Audit, Personality Traits, Work Values, Professional Competence, Job Satisfaction
Shin-HueiTang i 唐欣暉. "Procedural Justice, Psychological Ownership and Job Performance: Moderating Roles of Networking Ability and Trait Competitiveness". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/88077586987095470330.
Pełny tekst źródła國立成功大學
國際經營管理研究所碩士在職專班
100
This study applies the social exchange theory to examine the associations between employees’ perceived procedural justice, psychological ownership and job performance. The moderating effects of networking ability and trait competitiveness between psychological ownership and job performance are explored as well. Research results based on 711 respondents collected from a famous high-tech enterprise located in Tainan Science Park show that employees’ procedural justice can advance their psychological ownership and job performance. Moreover, psychological ownership plays a mediating role between procedural justice and job performance. Although networking ability and trait competitiveness each plays a direct effect on an employee’s job performance, they do not moderate the relationship between psychological ownership and job performance. This study contributes to the social exchange theory by an integrated consideration of employees’ perception, attitude, and cognitive characteristics in promoting their task outcome. Research implications and future directions are discussed.
Chou, Mei-Shu, i 周美淑. "The Relationship between Clinical Reasoning Ability, Job Stress, Social Support, and Self-efficacy of Clinical Nurses". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/m9rwmy.
Pełny tekst źródła長庚科技大學
護理研究所在職專班
103
Background: Self-efficacy is the strength of an individual’s belief in his/her own ability to complete tasks whereas clinical reasoning is a logical thinking ability that is applied when making clinical decisions. These two abilities are important and essential for providing proper patient care and maintain patient safety. However, self-efficacy is negatively influenced by job stress. Fortunately, social support can moderate the negative effects of job stress on self-efficacy. Yet, till now there is no study survey clinical nurses’ clinical reasoning ability, job stress, social support, and self-efficacy concurrently and the relationships between these concepts. Objectives: To explore relationships between clinical reasoning, job stress, social support, and self-efficacy and to investigate whether social support can moderate impacts of job stress on nurses’ self-efficacy. Methods: This study is a cross-sectional correlational research design using purposive sam-pling. Participants are registered nurses recruited from a community teaching hospital in Chiayi county, Taiwan. Two-hundred-fifty participants were asked to fill out a set of struc-tured questionnaires including Taiwanese Hospital Nurse Stress Scale, Social Support Ques-tionnaire, General Self-efficacy Scale, and Nurses Clinical Reasoning Scale. Two-hundred-twenty-five complete and valid sets of questionnaires were returned with a val-id response rate of 90%. The mean age of the participants was 30.34 years, 64.4% of them had an educational level equal or higher than bachelor’s, 63.5% were N or N1, worked a mean of 72.8 months, 40.9% worked rotating shifts, and 31.6% practiced in the researching hospital when they were students. Data Analysis: Collected data were managed and analyzed using SPSS version 17.0. De-scriptive statistics, t test, ANOVA, correlation, and regression analyses were applied. Result: The mean scores on the Taiwanese Hospital Nurse Stress Scale, Social Support Ques-tionnaire, General Self-efficacy Scale, and Nurses Clinical Reasoning Scale were 170.69 (SD = 52.93), 89.45 (SD = 18.74), 24.14 (SD = 4.44), and 54.49 (SD = 7.59), respectively. Level of clinical reasoning was related to years working as a nurse and differed by educational level and clinical ladder. Those worked with rotated shifts perceived higher level of job stress. Those who had practiced in current hospital before working as a nurse perceived higher level of social support. Those who were older had higher level of self-efficacy. Job stress, social support, and self-efficacy were intercorrelated. Clinical reasoning and job stress could predict self-efficacy. In addition, social support could moderate the effects of job stress on self-efficacy. Conclusion: Results of this study showed that job stress and clinical reasoning could predict self-efficacy while social support could not moderate the impacts of job stress on self-efficacy. Therefore, it is suggested to provide fixed working schedule; hire sufficient number of nurses; provide complete and adequate employee orientation and in-service education/training, self-efficacy training programs, reflective leaning programs, chances for experience sharing to decrease job stress, improve clinical reasoning, increase social support, and improve self-efficacy. Keywords: clinical reasoning ability, job stress, social support, self-efficacy