Rozprawy doktorskie na temat „Job design”
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Leach, Desmond John. "Work design and job knowledge". Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287355.
Pełny tekst źródłaMiller, Marsha. "Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1363.
Pełny tekst źródłaRana, Vishal. "Non-Preferred Work Tasks in Work Design". Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
Full Text
Abrahams, Zerelda. "Illegitimate tasks, personal resources and job resources as antecedents of job crafting". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96093.
Pełny tekst źródłaENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University.
AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.
Barrera, Catherine Grace. "Skill, Job Design, and the Labor Market under Uncertainty". Thesis, Harvard University, 2014. http://dissertations.umi.com/gsas.harvard:11617.
Pełny tekst źródłaAl-Zoubi, Marwan T. "Job design agenda in the third millennium : identifying the critical job characteristics in the modern workplace'". Thesis, University of Surrey, 2005. http://epubs.surrey.ac.uk/843722/.
Pełny tekst źródłaJacobs, Charl Jacobus. "Once more : testing the job characteristics model". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86199.
Pełny tekst źródłaENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.
AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek. Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie. Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut. Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is. Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.
Averbeck, Daniel H. "An inference/attribution approach to work dimensions /". The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553057983.
Pełny tekst źródłaCorbett, Jonathan Martin. "Work at the interface : advanced manufacturing technology and job design". Thesis, University of Warwick, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389718.
Pełny tekst źródłaBurnes, Bernard. "The impact of new technology on job design and work organisation". Thesis, University of Sheffield, 1985. http://etheses.whiterose.ac.uk/2943/.
Pełny tekst źródłaSmith, Natalie. "Part-time job design : symptom and solution for a changing work environment". Thesis, Queensland University of Technology, 2011. https://eprints.qut.edu.au/47152/1/Natalie_Smith_Thesis.pdf.
Pełny tekst źródłaBeirne, Martin J. "Social paradox and 'user-involvement' : a critical study of employee participation in the design of computing systems". Thesis, University of the West of Scotland, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278911.
Pełny tekst źródłaJia, Yunyan, i 賈云艷. "Burnout and its relationship with architecture students' job design inHong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B42841136.
Pełny tekst źródłaAlvarez, López Liana María. "Design and implementation of cellular manufacturing in a job shop environment". Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/46083.
Pełny tekst źródłaIncludes bibliographical references (p. 69).
by Liana María Alvarez López.
M.S.
M.B.A.
Barber, Robert L. "Chief information officer : job and organization design in the community college /". view abstract or download file of text, 2002. http://wwwlib.umi.com/cr/uoregon/fullcit?p3061931.
Pełny tekst źródłaTypescript. Includes vita and abstract. Includes bibliographical references (leaves 188-195). Also available for download via the World Wide Web; free to University of Oregon users.
Gonzalez-Mulé, Erik. "Contextual job features and occupational values as moderators of personality trait validities: a test and extension of the theory of purposeful work behavior". Diss., University of Iowa, 2015. https://ir.uiowa.edu/etd/1842.
Pełny tekst źródłaColes, Susan. "Personal information systems : the implications of job and individual differences for design". Thesis, Loughborough University, 1990. https://dspace.lboro.ac.uk/2134/33024.
Pełny tekst źródłaStahr, Michael C. "DESIGN AND IMPLEMENTATION OF AN EMPLOYEE JOB SCHEDULING AND PROGRESSION TRACKING SYSTEM". Miami University / OhioLINK, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=miami1038847285.
Pełny tekst źródłaJia, Yunyan. "Burnout and its relationship with architecture students' job design in Hong Kong". Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B42841136.
Pełny tekst źródłaÖstberg, Per-Olov. "Architectures, design methodologies, and service composition techniques for Grid job and resource management". Licentiate thesis, Umeå universitet, Institutionen för datavetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-42448.
Pełny tekst źródłaSanders, Martha J. "Job design factors in the workplace that support successful aging for older workers". ScholarWorks, 2009. https://scholarworks.waldenu.edu/dissertations/685.
Pełny tekst źródłaYuan, Rong Ph D. Massachusetts Institute of Technology. "Setting optimal production lot sizes and planned lead times in a job shop system". Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/82419.
Pełny tekst źródłaCataloged from PDF version of thesis.
Includes bibliographical references (p. 73-75).
In this research we model a job shop that produces a set of discrete parts in a make-to-stock setting. The intent of the research is to develop a planning model to determine the optimal operating tactics that minimize the relevant manufacturing costs subject to workload variability and capacity limits. We model the interplay of three key components in the job shop, namely, the production frequency for each part, the variability of production at each work station, and the level of parts inventory. We consider two operating tactics (decision variables): the production lot size for each part and the planned lead time for each work station. We model the relevant manufacturing costs, entailing production overtime costs and inventory-related costs (finished parts, work-in-process, and raw materials), as functions of these decision variables. We formulate a non-linear optimization model and implement it in the Excel Spreadsheet. We solve the model with the premium Excel Solver to determine the minimum-cost operating tactics. We test the model with both hypothetical and actual factory data from our research sponsor. The target factory processes 133 product parts on 59 work stations. The results are consistent with our intuition and demonstrate the potential value from optimizing over these tactics; these tests also provide some managerial insights on the application of these operating tactics.
by Rong Yuan.
S.M.
Kasarkod, Jeevak. "A Configurable Job Submission and Scheduling System for the Grid". Thesis, Virginia Tech, 2003. http://hdl.handle.net/10919/34656.
Pełny tekst źródłaMaster of Science
Nelson, John-Mike. "The Relationship of Online Communication Modes on Counselor Educator Job Satisfaction". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7047.
Pełny tekst źródłaEaves, Stephanie. "Building and maintaining healthy construction workers for longer working lives through better workplace design". Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21185.
Pełny tekst źródłaAlcalde, Jeffrey L. (Jeffrey Lawrence). "The design and implementation of a synchronous manufacturing system in a job-shop environment". Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/46078.
Pełny tekst źródłaIncludes bibliographical references (p. 72).
by Jeffrey L. Alcalde.
M.S.
Gausman, Christian. "Implementing lean manufacturing and design for manufacturing concepts in a job shop manufacturing environment". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009gausmanc.pdf.
Pełny tekst źródłaGarcia, Jaime Rojas Diego Tomás. "Job satisfaction analysis at an R&D center in the Mexican automotive industry". Thesis, Massachusetts Institute of Technology, 2015. http://hdl.handle.net/1721.1/100374.
Pełny tekst źródłaCataloged from PDF version of thesis.
Includes bibliographical references (pages 69-71).
Over the recent years, the automotive industry in Mexico has grown significantly. Technical tasks are becoming more complex which is driving engineers to specialize further in their field of work. They are turning into the most valuable asset and harder to replace. Company AZE, which is one of the top Automotive R&D centers in Mexico, is used in this thesis as a business case. The Company has recognized the value of their engineering workforce and is focusing more in maximizing employees' tenure by identifying the drivers that either push employees to leave or stay at the company. Data was collected through a survey applied with the purpose of understanding what level of engagement, motivators and frustration factors are affecting the company's engineers. Analysis was conducted using cross tabulation and linear regression tools; attrition variable correlation with key variables had an R2 of 0.33. Results of the research show that 12.6% of engineers are planning to quit their job in the following two years. Additionally, 15.7% of engineers are not completely convinced of staying inside the company. Workforce is on average satisfied with their Jobs. The most likely reason is because the company is still growing; growth influences positively all employees' mood and creates a good working environment. However, is necessary to keep an eye on factors that may make the employees dissatisfied such as: Personal Development, Level of engagement, Work responsibility and salary. Recommendations of how to improve job satisfaction are provided as the conclusion of this thesis.
by Diego Tomás Garcia Jaime Rojas.
S.M. in Engineering and Management
Ruiz, Claudia A. "Job Satisfaction of Adjunct Faculty Who Teach Standardized Online Courses". Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5770.
Pełny tekst źródłaJanssen, Marike Susan, i Jonas Merk. "How Digital Transformation Changes Work Design : A Butterfly Emerging from its Chrysalis?" Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84454.
Pełny tekst źródłaBengtsson, Sanna, i Lina Carlsson. "Arbetstillfredsställelse och motivation hos förskollärare : grunden för ett kvalitativt arbete". Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21432.
Pełny tekst źródłaThe aim of the study is to gain an understanding how preschool teachers motivates to their work. What factors increases or reduces the motivation in the workplace, and what is the significance of the work design for motivation and job satisfaction? The study was based on Herzberg (1993) two factor theory on motivation and Hackman and Oldmans The Job Characteristics Model (Robbins & Judge, 2007) explaining that the work arrangement can be seen as the basis of how motivated the personal is. The study was conducted using a qualitative approach based on semi-structured interviews. Six preschool teachers were interviewed about the experience whether job satisfaction and motivation arises. Results show that as a primary basis for job satisfaction is a good relationship with colleagues. Results also show that children's development is as a basis for the respondents motivation in their professional. The children developing and the social support motivate the respondents to continue their effort and also motivates them to remain in the workplace. Besides positive factors results show inhibitory factors of motivation. Things such as to little time for planning and for educational discussions. Furthermore, the interviews think that too much responsibility and high demands in relation to the resources they have to provide is also something that inhibition their motivation. The results have been processed with Herzberg (1993) two factors theory on motivation and job satisfaction. The design of work has been compared to Hackman and Oldman (Robbins & Judge, 2007) theory.
Murphy, Glen Desson. "A shock to the system : the structural implications of enterprise system technology". Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16403/1/Glen_Murphy_Thesis.pdf.
Pełny tekst źródłaMurphy, Glen Desson. "A shock to the system : the structural implications of enterprise system technology". Queensland University of Technology, 2006. http://eprints.qut.edu.au/16403/.
Pełny tekst źródłaHarrell, Martha Nanette. "Factors impacting information security noncompliance when completing job tasks". NSUWorks, 2014. http://nsuworks.nova.edu/gscis_etd/21.
Pełny tekst źródłaAvalos, Maldonado Geraldine Lizbette. "El diseño organizacional y su influencia en el desempeño del personal de una empresa internacional del sector eléctrico en el año 2017". Bachelor's thesis, Universidad Ricardo Palma, 2018. http://cybertesis.urp.edu.pe/handle/urp/1479.
Pełny tekst źródłaRautenbach, Halvar. "Individual ambidexterity in practice : the experience of product designers in the earthmoving machinery industry". Diss., University of Pretoria, 2021. http://hdl.handle.net/2263/81681.
Pełny tekst źródłaMini Dissertation (MBA)--University of Pretoria, 2021.
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Strych, Jan-Oliver [Verfasser], i M. E. [Akademischer Betreuer] Ruckes. "Human Capital : Incentive and Job Design [[Elektronische Ressource]] / Jan-Oliver Strych. Betreuer: M. E. Ruckes". Karlsruhe : KIT-Bibliothek, 2014. http://d-nb.info/1068868988/34.
Pełny tekst źródłaBester, Margarete Joan. "Design of an automated decision support system for scheduling tasks in a generalized job-shop". Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/21734.
Pełny tekst źródłaHiett, Michael. "Examining K-12 Teachers' Affective Job Satisfaction and Perceptions of Blended Instruction". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3103.
Pełny tekst źródłaHSIEH, SHU-PING, i 謝淑萍. "A Study on the Relationships among Job Design, Leadership, Job Satisfaction, and Job Performance". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/u2a97d.
Pełny tekst źródła萬能科技大學
經營管理研究所在職專班
106
The core of management is to position the right person. What is the right person? How to position? What is the reason for a worker to show different attitude and performance under different managers? What is the right job design that would improve the job performance? Meanwhile, not only job performance but job satisfaction is important to organizations since the work ethic has differed: job is no longer a way to survive but to raise the quality of life. Modern workers may choose to quit if they work overtime and feel their life quality is leveled down. An organization would be harmed by the payment for an unemployed worker, which is1.2 to 2 times the cost to employ a worker, and the mental influence on the other workers caused by high job separation rate. 500 questionnaires were distributed to ordinary office workers and 500 were returned as valid ones. The return rate was 100%. SPSS statistical analysis software was applied to analyze empirical data; including descriptive statistics, reliability analysis, validity analysis, cross analysis and regression analysis. Through the empirical analysis, the result showed: (1) A significant positive relationship exists between job design and internal job satisfaction. (2) A significant positive relationship exists between transformational leadership and both internal and external job satisfaction; while transactional leadership only has a significant positive effect on external satisfaction. (3) A significant positive relationship exists between the task autonomy and task feedback of job design and the task performance and contextual performance, and task significance has a significant positive effect on task performance. (4) Both transformational leadership and transactional leadership have a significant positive effect on task performance, but transactional leadership has a significant negative effect on contextual performance. (5) A significant positive relationship exists between internal job satisfaction and both the task performance and contextual performance. With these results, this study is expected to be a reference for organizations and the relevant studies.
Xie, Jia-lin. "Job design and job stress : a theoretical examination and an empirical test". Thesis, 1992. http://spectrum.library.concordia.ca/3547/1/NN81019.pdf.
Pełny tekst źródłaBarros, Inês Gonçalves de. "Crafting job crafting: from job (re)design to prompt emplotee-driven change". Master's thesis, 2018. http://hdl.handle.net/10362/52480.
Pełny tekst źródłaHUANG, CHIN-SHU, i 黃錦淑. "The Study of Relationships between Job Design and Job Performance – An Application two of Job Characteristic Model". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/20362922440572165514.
Pełny tekst źródła國立中山大學
人力資源管理研究所
90
Many economists in 21th century agree that the “Research & Development” is an essential factor to the ling-term competitiveness and the living quality of the civilians of a country. Michael E. Porter indicates in his book, “The Edge Of Nation Competitiveness”, in the competitive world, the creating and exerting the new knowledge are more important than using the traditional economic edges- natural sources and capital. R & D is an accumulation and innovation of knowledge, and a foundation of the technology progress and economic growth. Therefore, the enterprises worldwide emphasize more on the management of the researchers. In this area, the “work redesign” gets much spotlight. The enrichment of work was designed to cope with the characteristic of research, uncertainty and complexity, and to help employees performing completely. It also helps researchers to require more self-esteem. However, as the technology developed, the work contents are different than used to be. Does the Job Characteristic Model (JCM) of the Hakman and Oldman still fit the work variety? This is an issue that a manager should pay much attention while doing work redesign. By doing documents study, this research points out that the work redesign influences the job performance and is various with the work content. There are many factors affecting the work design and work performance, such as individual character, personal trait, work satisfaction, contextual satisfaction and growth need strength. This research is focusing on the relationship between job characteristic and work performance by evaluating the individual requirement (growth need strength and contextual satisfaction). Through real case investigation, there are some results in this research. 1.The task significance is unrelated to the contextual performance; however, besides that, each factor in this research is related to another one. The higher task identity and autonomy are, the higher task performance will be. The feedback from the job itself has the significant influence on contextual performance. 2.The individual character has different influence on each factor in this research. The researcher, who receives higher education has higher contextual satisfaction and higher job performance. Besides the education, the other factors, for example, the gender, marriage and age have little influence on the contextual satisfaction and job performance. 3.The contextual satisfaction and growth need strength have the moderating effects on the relationship between job characteristic and has job performance. On the contrary, the context satisfaction has no the moderating effects on the task identity and job performance of the job characteristic. The growth need strength has the moderating effects on the relationship between production responsibility and job performance, so as on the method control and task performance. But for public organization, it has the moderating effects on the relationship between task significance and job performance as well as on the production responsibility and task performance. In the high-tech company, the moderating effects between growth need strength and task variety as well as the moderating effects between growth need strength and task identity have the influence on task performance and contextual performance. 4.Whether Hackman and Oldman job characteristic model or Jackson et al. job characteristic model has little difference in analyzing the job performance, in public organization. However, analyzing the job performance of researchers in high-tech company, using Jackson et al. job characteristic model has better result
Chen, Kuan-Hung, i 陳冠宏. "Job Shop Scheduling IC Design and Implementation". Thesis, 2000. http://ndltd.ncl.edu.tw/handle/73535191476225202785.
Pełny tekst źródła國立臺灣大學
電機工程學研究所
88
Scheduling determines when to do what using which resource. A good scheduling is critical to the competitiveness of a manufacturer. Job shop is a typical environment for the manufacture of low-volume and high-variety parts, where parts are of various due dates, priorities and sequences of production operations. The underlying class of scheduling problems also appears in other applications such as multi-processor computing and communication packet routing. Among the existing algorithms for solving job shop scheduling problems, the Lagrangian relaxation neural network algorithm (LRNNA) developed by Luh et al., 1998, is an approach with quantifiable quality and successful industrial applications. It combines the Lagrangian relaxation, dynamic programming, and neural network-based optimization techniques. In LRNNA, the scheduling problem is decomposed, by applying Lagrangian relaxation, into neuron-based dynamic programming (NBDP) subproblems, where a dynamic programming procedure is mapped to an architecture of state neurons, comparison neurons, and interconnections between the two types of neurons. The Lagrangian multipliers for relaxation are stored in the Lagrangian neurons and updated by the subgradient information calculated from NBDP solutions. In this thesis, we design a VLSI implementation of LRNNA to speed up its solution finding. We first determine modifications of LRNNA algorithm needed for VLSI implementation by using software simulations. General multiplication operations are removed from the LRNNA algorithm and a 16-bit word length is selected. A baseline hardware architecture is then designed, which includes functional modules of state cells, a forward sweep circuit, an instruction decoder, a global memory, and two buses. State cells form a parallel processing architecture for arithmetic operations of LRNNA such as the cost calculation by the state neurons, the cost comparison by the comparison neurons, the calculation of subgradient information, and the multipliers updating. The design of one arithmetic operation unit in each state cell minimizes the hardware redundancy in arithmetic operations. The forward sweep circuit performs the forward sweep procedure in NBDP, which sequentially interacts with individual state cells. Global data such as due date and problem dimension parameters can be read from and written into the global memory via the global bus. The instruction decoder decodes instruction code to control the operations of modules in the architecture via the control bus. Expected improvements of speed performance are mainly due to parallel computations by state cells. To implement the proposed architecture, we conduct an iterative design of the detailed circuitry and a corresponding instruction set. By the analysis of the LRNN algorithm, basic arithmetic instructions and data transfer instructions are first proposed to implement the required arithmetic operations. To facilitate parallel computation, instructions that concurrently execute an arithmetic operation and the corresponding data transfer (between state cells) operation and instructions that contain an arithmetic operation and a sub-function depending on the results of the arithmetic operations are then proposed. The design of these instructions allow the algorithm to be implemented in minimum number of instructions and therefore minimizes the required clock cycle time needed. We implement the detailed circuit design based on the instruction set. Correctness of the circuit design is verified via simulations of problem solving and then translated into the physical layout by the standard-cell design procedures. After extensive verification of the functional and timing correctness of the layout, it is fabricated into a chip. Preliminary test results of the resultant chip show that it is functionally correct under the 3.3V supply voltage at 100MHz operating frequency with a power dissipation of 742.5 mW. The speed performance analysis of the chip indicates a potential of two orders of magnitude in speedup for the job shop scheduling problem solving than using software implementation.
"Implications of task-level affection on job design and job satisfaction: an exploratory study". Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5888055.
Pełny tekst źródłaThesis (M.B.A.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves [31-35]).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF ILLUSTRATIONS --- p.iv
LIST OF TABLES --- p.v
ACKNOWLEDGEMENT --- p.vi
Chapter
Chapter I. --- INTRODUCTION --- p.1
Job Level Summary --- p.3
Chapter II. --- CONCEPTUAL MODEL --- p.5
Task Level Constructs --- p.7
Purpose of the Present Study --- p.10
Chapter III. --- METHODOLOGY --- p.12
Power Analysis --- p.12
Setting and Sample --- p.12
Measures --- p.13
Perceived Motivational Job --- p.13
Characteristics Growth Need Strength --- p.16
Job Satisfaction --- p.17
Task-Level Affections --- p.19
Analysis --- p.21
Chapter IV. --- RESULTS --- p.22
Chapter V. --- DISCUSSION --- p.28
Limitations --- p.28
Summary and Conclusion --- p.30
BIBLIOGRAPHY
HUANG, HUA-SHAN, i 黃華山. "THE DESIGN OF INTELLIGENT JOB SHOP SCHEDULING SYSTEMS". Thesis, 1990. http://ndltd.ncl.edu.tw/handle/30239503091668791102.
Pełny tekst źródła淡江大學
管理科學研究所
79
This research attempts to employ the knowledge-bassde approach to solve the job shop scheduling problems.First,three job types(series,fan,and assimbly)of scheduling problems are investigated and,the reasons why many previous researches achieved different results are expolred. Three intelligent scheduling systems for solving these job shop scheduling problems are then developed. The nucleus of each of these systems consists of three parts:the frame base,the rule base and the inference engine.The frame base is constructed by using the segment representation approach.This approach not only simplifies the representatoin but also deals with the fan and assembly jobs easily.Moreover,a hierarchical control strategy is proposed to manage the transmission and maintenance of data in the frame base more efficiently. To overcome the problems that different researches have achieved different results,and to re,edy the fact that few researches treated the mord complicated assembly shop scheduling problem,the experiments to simulate the performance of the dispatching rules under various conditions are made.The results show each of the dispatching rules proposed by the previous researchers may behave best under what kinds of conditiopns,and then,on the basis of the results,rule bases are constructed.That is,the efforts of previous researchers are integrated as the knowledge sources of the rule bases.This enables three proposed systems always to syggest the dispatching rule which is most suitable for a job processing operation in any situation during the scheduling process. The inferencd engine dirdcts the entire progress of the whole system.Irs first three processes are applied to deal with normal situations in the scheduling while the fourth process deals with abnormal situations.Thus,each of these three proposed systems can not only handle the dynamlc situations in the job shop environment so as to make good scheduling decisions according to the changing situations,but also control the abnormal events in the scheduling. Finally,three types of experimental job shop environments are rested by using the LISP-based software tool--EJAUNDICE.The results reveal that all of the proposed systems can respectively construct better schedules than those performed by the conventional dispatching methods,such as SPT,COVERT,DDATE,SLK/OPN,LWKR and NUJOB-SPT. 本研究嘗試以知識為基礎的方法(Knowledge-based approach)來解決訂貨生產排程的問題。首先,本研究對三種不同型態的訂貨(線型 ,扇型和裝配型)生產排程的問題加以探討,並找出不同學者獲得不同研究結果的原 因,然後提出三種智慧型排程系統。 此三種系統中的主要部份為:框架庫(Frame base ),規則庫(Rule base )和推論機(Inference engine )。本研究使用分支(Segment) 表示法來建立框架庫,以簡化表示的方式,同時一 個階層式的管理策略,來管理和加速資料在框架庫中的傳輸。 為了解開何以不同學者會得到不同的研究結果,以及彌補很少有關裝配型訂貨生產排 程方面研究的缺憾,本研究乃進行多項實驗來模擬以前學者所提之各種派工法在各種 不同情況下的表現(Performance)。 實驗結果顯示了各種派工法在何種情況下可 最佳,接著根據此項結果來建立規則庫;亦即,本研究結合了以前學者的研究結果以 做為規則庫中的知識來源。這使得本研究所提之三系統在任何情況下,皆可選用最適 合該情況的派工法做為排程的依據。 本研究所提之推論機含有四個處理步驟,前三個步驟用來處理工廠正常運作的情況, 而最後一個步驟則用來處理特殊的狀況,以使得所提的三個系統可同時處理正常和特 殊的狀況,而符會工廠的實際需要。 最後,我們用以LISP寫成的軟體EJAYNDICE 來建立此三系統。根據實驗結果顯示,本 研究所提之系統所產生的排程皆優於任何一種傳統的派工法(例如SPT,COVERT,DDA TE,SLK/OPN,LWKR 和NUJOB-SPT)所產生的排程。
Risse, Thomas. "Design and Configuration of Distributed Job Processing Systems". Phd thesis, 2006. http://tuprints.ulb.tu-darmstadt.de/665/2/thomas_risse_cv.pdf.
Pełny tekst źródłaHuang, Shih-Ming, i 黃士銘. "XML-based Personalized Information Search Architecture Design ---- Implementing with Job Website Design". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/92041825054854506786.
Pełny tekst źródła國防管理學院
國防資訊研究所
91
Accompany the rapidly development of Internet, searching for the real information about products marketing and services in network environment has became a basic requirement for buiness model. Hence, it is a important task to get the information content of business characteristics, as well as market operation within short time. However, the Meta-Search model can be used for general application of data acquisition, it can not satisfy the needs of information extraction, exchanging and displaying. Therefore, first we attempt to adopt XML standard to connect the different resources in web space. Secondly by bring up recommendation of user’s profile and related habits, we design a new personalized information searching mechanism, based on the models of information filtering, community recommending and result sorting, the whole performance of system can be imporved. Finally, a well-designed prototyping of job website is constructed for simulating the feasibility of th research architecture is concluded and the suggested further research are also provide.
Li-Chuan, Kuo, i 郭力銓. "The relationship of job characteristic, job design and researcher’s organizational commitment- in Taiwan electronic industry". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/38089884701899540450.
Pełny tekst źródła中國文化大學
國際企業管理研究所
98
The best person of talent is the key point in the technology industry in Taiwan. If the Taiwan technology industry cannot keep or attract the best person of talent, it won’t have competitive advantages in the future. At the view of human resource, the corporation could raise the employees’ loyalties by job design and management. Therefore, the research wants to find how the different work characteristics match job design to raise employees’ organizational commitment and to prevent to leave office or to neglect work. We use SPRS (Stratified Proportional Random Sampling) and questionnaire survey to collect some information about the research. These data was analyzed by theoretical models and statistical techniques. The findings reveal that job characteristic has significant relationship with “affective commitment’’ and “moral commitment’’ of “organizational commitment”. In additional, this research also indicated the influence on “task identity ’’of “job characteristic’’, “work teams’’ and “affective commitment’’, “moral commitment’’ of organizational commitment. Finally, according to these results, we advance some suggestion in chapter 5.
Mechanic, Amanda. "Incorporating career dynamics into the job design - attitudinal outcome relationship". Thesis, 2009. http://hdl.handle.net/10539/7010.
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