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1
Diaz-Vasquez, Maria Del Pilar. "Employment, economic fluctuations and job security". Thesis, Birkbeck (University of London), 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285491.
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Kochugovindan, Sreekala. "Trade, technology, demand elasticities and job security". Thesis, Queen Mary, University of London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.399239.
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Wu, Mingqin, i 吴明琴. "Essays on job assignment and social security". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46090873.
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Michelotti, Marco 1970. "Changing employment protection systemsthe comparative evolution of labour standards in Australia and Italy 1979 to 2000 /". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/7618.
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Emmenegger, Patrick. "Regulatory social policy : the politics of job security regulations /". Bern : Haupt, 2009. http://www.ub.unibe.ch/content/bibliotheken_sammlungen/sondersammlungen/dissen_bestellformular/index_ger.html.
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Harrell, Martha Nanette. "Factors impacting information security noncompliance when completing job tasks". NSUWorks, 2014. http://nsuworks.nova.edu/gscis_etd/21.
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Work systems are comprised of the technical and social systems that should harmoniously work together to ensure a successful attainment of organizational goals and objectives. Information security controls are often designed to protect the information system and seldom consider the work system design. Using a positivist case study, this research examines the user's perception of having to choose between completing job tasks or remaining compliant with information security controls. An understanding of this phenomenon can help mitigate the risk associated with an information system security user's choice. Most previous research fails to consider the work system perspective on this issue. This study is based on the socio-technical system theory, the Leavitt Diamond Model (1965). Using this model as a lens to examine user information security behavior and perspectives, the Synergistic Security Model was developed. The research data indicated that the relationships between the structure, technology, task and people constructs can have an impact on user information security behavior. The research found that a change in the organization's information security policies, technology, or a change in employee processes for task completion can impact a user's information security choice. Some of the information security situations found in the research could be easily changed to lower the risk of a user's choice to circumvent information security. This change could be a technical configuration change, a purchase of a new technology or a change in a process to help impact a user's choice to circumvent information security controls.
The Synergistic Security Model can help researchers understand the relationships between the general constructs found in a work system and how those relationships can influence user behaviors. The research presented in the paper examines a triad relationship between each work system construct, consisting of: Structure-Technology-People; Structure-Task-People; Task-Technology-People; and Task-Technology-Structure. The findings indicate that the relationship between the constructs can have a significant impact on user information security behavior and therefore should be a consideration when designing an efficient and effective information security program.
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Emmenegger, Patrick. "Regulatory social policy the politics of job security regulations". Bern Stuttgart Wien Haupt, 2008. http://d-nb.info/991850076/04.
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Prajapati, Bina. "Globalisation and the labour market : an analysis of job stability and job security in Britain". Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/13210/.
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Globalisation represents the increased international integration of goods, services, labour, technology, knowledge, ideas and capital of national economics from around the world. It also evokes many opinions in relation to the costs and benefits it can provide. Globalisation can bring greater benefits to countries in the form of greater productivity and output, potentially faster economic growth, increased welfare and even greater incentives to innovate. However, workers fear that globalisation costs more jobs than it creates (Eurobarometer, 69) and it could cause the structure of employment to permanently change over time. Ideally, workers would like to have jobs that last a life time Gob security) and jobs that pay a predictable wage Gob stability). Yet, should workers become dislocated from their jobs through firm closure or through layoffs, workers hope their prospective re-employment in new jobs is secure and stable with few short-term adjustment costs over time. But, many workers believe 'jobs are not for life' and this is in part attributed towards globalisation - increased trade and advancements in technology, the fall in transportation costs, exchange rate volatility and offshoring are all potential factors that have contributed towards greater competition in world markets for goods and services over the last thirty years. This thesis examines whether job security and job stability have changed over this time. It focuses on whether offshoring and the advancements in technology have increasing made jobs less secure and whether they have increasing made wage levels within jobs more volatile. Chapters 2 and 3 review the literature: chapter 2 explores the potential forces that could cause labour market insecurity to rise and chapter 3 examines the existing empirical literature to see whether labour market security has declined over time. From these reviews, chapter 2 finds that trade, the advancements in ICT and domestic policy reforms to labour market institutions have caused the structure of employment to change in favour of skilled labour at the expense of less-skilled workers even though the employment level has not significantly changed over the post 1990s to the latter 2000s. And the empirical evidence from chapter 3 finds that labour market security, which is composed of (a) job security, (b) income volatility within jobs (job stability) and (c) the loss of earnings between jobs has also not changed significantly from the 1970s to the early 20OOs. Chapter 4 examines the effects of industry level offshoring intensity and the advancements in ICT over the post 1990s have increasingly had an impact on the wage levels of individual workers. This chapter finds the impact of service offshoring (measured at the industry level), the potential threat from the advancements of technology that increasingly pose a threat to many more potentially tradable occupations (job tradability measured from the application of Blinder's (2007) occupation tradability index) and the threat of TBTC - particularly from the importance of completing routine intensive job tasks, have all had a negative and significant impact on the wage levels of workers over the period 1992 to 2007. Chapter 5 examines whether a rise in offshoring intensity could lead to a rise in job insecurity by increasing the probability of becoming unemployed. Using individual level data from 1992- 2005, the results show a rise in offshoring (materials and services) and the advancements in ICT did not lower job security, it actually raises the probability of remaining in employment. This chapter also finds workers were more likely to remain in employment with their current employers. But workers employed in potentially the more tradable jobs that are also routine job task intensive appear to have a higher probability of becoming unemployed. Collectively, chapter 4 and 5 suggest that while offshoring may put downward pressure on wage levels, it has had little impact on job security. Workers appear to sacrifice job stability for job security. Chapter 6 addressed whether there has been a secular decline in job security over the last two decades. Using job tenure and job transitions as measures for job security, this thesis finds medium [longer-term] job tenure shares (job tenure greater than or equal to five [ten] years) declined by 7.95% [8.85%] and 8.70% [7.95%] for men and for women with no children from 1992 to 2006. These declines are not indicative of a rise in job-to-job transitions, but a slender rise in job-to-unemployment and job-to-non-employment transitions over the time frame. Further analysis shows there is no evidence that these latter job transition results have arisen because of a rise in involuntary job separations resulting from redundancies or from firm closures over time.
9
Yahya, Khulida Kirana. "The effects of privatisation on human resource management practices, organisational commitment and job satisfaction : a study of two Malaysian organisations". Thesis, University of Strathclyde, 1998. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21180.
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A study of the impact of privatisation on human resource management (HRM) practices was carried out on 319 employees of two privatised utilities in Malaysia, the telecommunication and electricity organisations. Employees were surveyed after privatisation, and two sets of data referring to before and after privatisation were obtained. Dependent variables comprised measures of organisational commitment and job satisfaction. Independent variables were human resource management practices concerning pay, promotion, benefits, performance appraisal, job security, physical working conditions and training and development. The sample comprised nonexecutive employeesw orking at the headquarterso f both organisations. Data were collected by questionnaires. The results were analysed using SPSS for Windows 6.1 using Mests, chi-square, correlation analysis and multiple regression analysis. The results supported some propositions. First, significant differences were found regarding the practi ces of job security, performance appraisal, and training and development before and after privatisation in both organisations. Second, both similar and different antecedents of the affective commitment (wanting to belong), continuance commitment (needing to belong), and normative commitment (obligated to belong) emerged in both organisations before and after privatisation. Third, the antecedents of intrinsic satisfaction (motivating factors) and extrinsic satisfaction (hygiene factors) also exhibited similarities and differences before and after privatisation. The practices of training and development was found to have strong relationship with employees' affective and normative commitment and also with intrinsic and extrinsic satisfaction before privatisation. After privatisation, the common antecedents in both organisations were: training and development for affective commitment, benefits for continuance commitment, and benefits and training and development for normative commitment. The antecedents of intrinsic satisfaction after privatisation in both organisations were training and development and job security, while for extrinsic satisfaction the antecedent practices were performance appraisal and pay. Further analysis of the change in practices in both organisations indicated that training and development was associated strongly with all the dependent variables except continuance commitment. The result showed that changes in training and development were highly associated with affective and normative commitment and with intrinsic and extrinsic satisfaction in both organisations. Results in this study showed that training and development practice has a strong association with organisational. commitment and job satisfaction both before and after privatisation. Therefore it could be inferred that training and development is related to many aspects of employees' attitude regarding the organisation and their job. Management must clearly make a great effort to underst and employees' needs and behaviour and to meet their needs and expectations in order to have committed and satisfied employees working in their organisation.
10
Bultena, Charles D. (Charles Dean). "Social Exchange Under Fire: Direct and Moderated Effects of Job Insecurity on Social Exchange". Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278227/.
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This study is concerned with the impact of job insecurity on the vital social exchange relationship between employee and employer. Specifically, it explored the relationship between job insecurity and two important social exchange outcomes—organizational commitment and organizational citizenship behavior. Moreover, it assessed the moderating effects of individual factors (communal orientation and powerlessness) and situational factors (trust in management, procedural fairness, and organizational support) on these relationships.
11
Graso, Maja. "Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance". Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/M_Graso_051508.pdf.
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Michelotti, Marco 1970. "Changing employment protection systems : the comparative evolution of labour standards in Australia and Italy 1979 to 2000". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5612.
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Schoeman, Roelf Petrus Gerhardus. "Dreigende werksverlies 'n multi-dissiplinêre uitdaging vir die pastoraat /". Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-04172008-094932/.
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Ransome, Paul Edward. "An analysis of recent changes in the concept and practice of work". Thesis, University of Cambridge, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.307014.
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Milton-Feasby, Christine. "An exploration of the domains of work insecurity /". Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84532.
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This thesis explores insecurity about four types of involuntary work transition. These are labeled here domain insecurities and include job facet insecurity, job loss insecurity, occupation insecurity and employment insecurity. The primary purpose was to distinguish the insecurities conceptually and demonstrate their independence empirically. The domain insecurities were defined and their features identified from a review of literature on various work attitudes. Viable cognitive and affective measures of insecurity were suggested from the conceptual discussion. Data were collected through a self-report questionnaire distributed using a snowball methodology. Validation of the proposed insecurity measures against reliable correlates of insecurity (pessimism and anxiety) supported operationalizing insecurity by affect alone. Correlation analysis clearly distinguished the domain insecurities. The secondary purpose of the thesis was to explore the content and nomological network of the domain insecurities. To this end, key features of the domain insecurities were scrutinized. This analysis particularly set employment insecurity apart from the other insecurities. Data were collected on antecedents and coping with the insecurities. Multiple regression analysis using a repeated-measures design yielded common antecedents of the four insecurities. A significant interaction emerged between age and domain, reflecting different occupational and employment concerns across age groups. Factor analysis with varimax rotation of the coping checklist developed for this thesis supported the formation of four coping scales: palliation, job search, self-development through education, and withdrawal. Multiple regression analysis using a repeated-measures design revealed that people cope with all insecurities through palliation, withdrawal and self-development activities. Significant interactions emerged that confirmed the targeted use of job search activities in
16
Van, Zyl Yolandé. "Job insecurity, burnout, work engagement, general health and job satisfaction in selected organisations in the Vaal Triangle / Yolandé van Zyl". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2367.
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Labuschagne, Marjorie. "Job insecurity, job satisfaction and work locus of control of employees in a government organisation / Margie Labuschagne". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2373.
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Obregón, Sevillano Tulio Máximo. "Job security is not synonymous with re-employment with the former employer". Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/119089.
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This article develops the theme of job security, from the viewpoint of unfair or arbitrary dismissal. The author proposes an unemployment insurance funded by employers to the detriment of dismissal is compensated not only with the payment of compensation; foregoing the right to work wherever equivalent to compliance with the labor law institutions as freedom of association.El presente artículo desarrolla el tema de la estabilidad laboral, desde el enfoque del despido injusto o arbitrario. El autor propone un seguro por desempleo, financiado por los empleadores con el fin de que el perjuicio del despido sea resarcido no solo con el pago de una indemnización; lo anterior siempre que sea equivalente al respeto de las instituciones de derecho laboral como la libertad sindical y sobretodo el derecho al trabajo.
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Peters, Joseph G. "A job task analysis survey for patrol officers in XYZ Security Company". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009petersj.pdf.
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Cain, Lafaun. "Social Security Administration Employee Lived Experiences of Job Satisfaction and Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5311.
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Employee turnover continues to be an issue in federal organizations, including the Social Security Administration (SSA). While issues such as retiring baby boomers and budget constraints are beyond the control of any agency, retaining employees is critical to maintain essential services. The purpose of this transcendental phenomenological study was to explore SSA employee's lived experiences of job satisfaction and employee turnover to uncover motivators and satisfaction strategies. The conceptual framework for the study was based on Maslow's human needs and Herzberg's two-factor theory. Data were collected from 20 SSA frontline employees using 6 open-ended interview questions. The data were analyzed using a modification of van Kaam's method of analysis of phenomenological data and NVivo 11 Pro. Study results revealed that time, stress, pay and benefits, public service, and interoffice relationships were the prime intrinsic and extrinsic factors participants perceived as directly related to their job satisfaction. They highly valued job enrichment programs, cohesive teams, and pay and benefits, which override daily stressors inherent to the public demands strategies for the agency. Conducting the study in depressed socioeconomic areas might also provide significant insights, particularly since stress and workload were essential dissatisfiers. SSA provides critical services to many vulnerable groups. Strategies that employees perceive as motivating enhance the quality of services and benefits to eligible American citizens, many of whom rely on these services for quality of life, thereby reducing the burden of local communities to support these individuals if SSA services fail.
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Lay, Marsha L. "Factors influencing leadership applicants /". free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3164523.
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Ulseth, Terese Smith. "Daglig leders stillingsvern : samspill og kollisjon mellom selskapsrett og arbeidsrett /". Oslo : Univ.-Forl, 2006. http://www.gbv.de/dms/spk/sbb/recht/toc/51966860X.pdf.
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Zeppou, Mary. "Gaining commitment in a numerical flexibility situation". Thesis, Brunel University, 1999. http://bura.brunel.ac.uk/handle/2438/5351.
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Flexible employment patterns is a fast growing organisational policy. The enormous growth of temporary employment suggests that time spent in temporary employment may increasingly characterise typical career paths. For individuals building a career within a temporary employment environment may mean something very different from building a career in a world of permanent and stable employment relationships. It is anticipated that those on temporary or otherwise precarious contracts will conceivably display lower levels of commitment to the work organisation than those enjoying job security and career advancement within the ladder of hierarchy. Indeed, the combined promise of job security and career advancement within corporate hierarchies as linked with incremental increases in authority status and pay have constituted the major rewards through which organisations have been able to elicit organisational attachment and commitment from their employees. The popularity of the concept appears to stem from its linkage with several desirable employee behaviours contributing to organisational effectiveness and efficiency. However, the HRM goals of improved employee commitment will potentially be undermined by the introduction of flexible work and employment patterns. The purpose of this study was to identify the degree the nature and antecedents of organisational commitment for short term professionals. The main argument of the present research is that the new forms of job security rest on the base of employability security. Employability security comes from the chance to accumulate human capital - skills reputation that can be invested in new opportunities as they arise. Our findings supported this argument and explained significant amount of variance in commitment. Additionally our findings reveal the changing nature of commitment. The emergence of "reflective" commitment put forward a new type of commitment. According to "reflective" commitment individuals develop primarily "commitment to self' which is projected to the organisation and reflects the realisation of individual and organisational pursuits.
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Selepe, Carol Matshepo. "Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo Selepe". Thesis, North-West University, 2004. http://hdl.handle.net/10394/2394.
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Martinez, Christopher. "Job Satisfaction of Former Undercover Officers at U.S. Department of Homeland Security, Homeland Security Investigations| A Qualitative Multiple Case Study". Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10978563.
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The Department of Homeland Security leaders with over 230,000 employees are tasked with maintaining the security and safety of people and infrastructure. The unique mission of each agency poses a leadership challenge across directorates. To accomplish the security task, leadership must employ a highly trained, resilient, and effective workforce. The problem is that employees continue to report low levels of job satisfaction and lack of leadership. The purpose of this study was to understand the job satisfaction of a small segment departmental employees, former undercover officers. The current study utilized a qualitative method with a multiple case study design. Participants were recruited from an association of retired special agents. Seventeen former undercover officers were interviewed in-depth to gain a perspective of their relationship with their supervisors while working undercover. This study examined four research questions. To gain information concerning the four research questions, 15 interview questions were asked of each participant. The information gathered was analyzed and coded, eight themes were developed. The findings revealed former undercover officers maintained an elevated level of job satisfaction while working undercover regardless of their supervisors’ knowledge and abilities. Participants reported lower level of job satisfaction when undercover work concluded. This finding was in contrast with the guiding theoretical framework in the literature concerning leader-member-exchange theory. Former undercover officers reacted positively to supervisors with transformational leaderships skills which is supported by the leaders-member-exchange literature. The potential implication of this study is continued reported low levels of job satisfaction by employees may lead to lower levels of performance which can degrade the security of our nation. Future studies should include a quantitative study of currently active undercovers officers through anonymous surveys to protect their identity and safety.
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Bowley, Christopher James. "Has the increase in job security and worker welfare provisions increased the proportion of casual jobs to total jobs since 1970? /". Title page, table of contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09EC/09ecb7873.pdf.
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Stevens, Nancy S. "Job security for lay employees when the diocese designates itself an at will employer". Theological Research Exchange Network (TREN), 2005. http://www.tren.com.
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Bartrum, Dee A., i n/a. "Job Change and Job Insecurity in the Police Service: Applying the Cognitive-Motivational-Relational Theory of Emotion". Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070219.115614.
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This thesis tested an appraisal, coping and adaptation model of job insecurity and organisational change with a sample of police officers. The model integrated key aspects of Lazarus' (1991a, 1999) cognitive-motivational-relational theory of emotion (personal coping resources, appraisal questions, emotion, coping and adaptation outcomes) with the ten job characteristics (opportunity for control, opportunity for skill use, externally generated goals, variety, environmental clarity, availability of money, physical security, opportunity for interpersonal contact, valued social position and supportive supervision) from Warr's (1987, 1999) vitamin model. The ten job characteristics were viewed as valued aspects of the environment that may potentially be lost or threatened during organisational crisis or change. The service within which the police officers worked underwent a large scale organisational restructuring from late 2001 to July 2002. Three research studies were conducted for this thesis. The first study developed a psychometrically sound, 40-item job characteristics scale, based on the ten dimensions of Warr's vitamin model. This scale assessed participants' worries about changes to aspects in their work environment. The development of this scale met a need within the job insecurity literature for a theoretically-derived measure of valued job features, and enabled the investigation of the appraisal, coping and adaptation model. This measure was included in the questionnaire for the cross-sectional and longitudinal studies that formed the second and third major research projects of this thesis. The main aim of the second study was to test a proposed model of appraisal, emotion, coping and adaptation following the experience of organisational change. The model proposed that person variables and personal coping resources (e.g., personal control and coping self-efficacy) would have indirect associations with the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The personal coping resources were proposed to have indirect relationships with coping strategies through job characteristics, appraisal and emotion as well as direct associations with levels of distress, Life Satisfaction and Job Withdrawal Behaviour. The ten job characteristics were expected to have a direct relationship with Psychological Distress, and indirect associations with the three adaptational outcomes through appraisal, emotion and coping. Primary and secondary appraisal was proposed to precede and directly influence emotion. In turn, emotions were expected to directly relate to the coping strategies that were used, with coping strategies mediating the association between emotion and the three adaptational outcomes. An additional focus of this study was to determine whether there were mean differences for males and females on the variables examined. The second study was conducted in November 2002, three months after the restructuring. Two thousand two hundred and eighteen police officers were invited to participate in the study, with a total sample of 303 police officers responding. The antecedent variables (personal resources, job characteristics, perception of global job insecurity, appraisal components, feelings, coping strategies) and the indicators of employee adjustment (Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour) were collected via a self-report questionnaire. Collateral data were also obtained from a friend, spouse/partner or work colleague of the police officer for the dependent variables of Psychological Distress and Life Satisfaction. Hierarchical multiple regression analyses were applied to investigate the aims of this study. Some support for a partial mediating model was obtained, mainly with the work specific adaptational outcomes of Psychological Distress and Job Withdrawal Behaviour. The antecedent variables in the model explained a substantial amount of variance for each of the adaptation outcomes. Notably, the antecedents of the model to uniquely account for variance in Life Satisfaction, a non-work contextual outcome, were person variables and personal coping resources. The third research study used a two-wave longitudinal panel design. The principle aim of this study was to test the proposed model of appraisal, coping and adaptation, longitudinally. Specifically, the aim was to examine whether initial levels, and changes in levels over time in aspects of the proposed model predicted later levels, and changes across time in the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The study was conducted in April and May, four to five months after the T1 data had been collected, and seven months after the restructuring. A total of 158 police officers responded from the 303 that participated in Study 2. Difference scores were calculated to examine change across time within hierarchical multiple regression analyses. Three longitudinal regression models (Basic, Change-in-Outcome and Change/Change) were examined to test for robust effects. The model explained considerably more variance in Psychological Distress across all three longitudinal models tested, compared to Life Satisfaction and Job Withdrawal Behaviour. Generally the work related antecedents (T1) had no or minimal association with change in Life Satisfaction. However, change in physical safety was associated with change in Life Satisfaction across the two points in time. Some robust associations were found for emotion coping strategies with Psychological Distress; personal control with Life Satisfaction; and negative feelings with Job Withdrawal Behaviour. The findings from the three studies are discussed with reference to Lazarus' (1991a, 1999) cognitive-motivational-relational theory and Warr's (1987, 1999) vitamin model. The findings from the cross-sectional and longitudinal research studies support partial mediating relationships among the antecedents with the adaptational outcomes. There is debate within the job insecurity literature as to whether potential loss of job features should be included in the definition and operationalisation of this construct. Based on the results of the research, it is recommended that the definition and operationalisation of job insecurity include potential loss of job features and potential loss of the job. The model tested accounted for more variance in the work specific outcomes of Psychological Distress and Job Withdrawal Behaviour than Life Satisfaction. Thus, the organisational restructuring appeared to have a greater association with work-specific outcomes rather than non-work outcomes. Some limitations of the research are noted. For example, the small sample size limited the ability to use latent variable model testing procedures. Second, the conclusions from the research studies are applicable to a police service organisation and thus may be limited in their application to employees in other organisations. Third, the model focused quite heavily on the individual within the organisation, examining personal resources and characteristics. Nonetheless, this research has contributed to the literature in several ways by: (a) developing a theoretically founded measure of valued job characteristics, (b) demonstrating the importance of evaluating changes to these features of the work environment and the potential loss of the job during organisational instability, and (c) testing an appraisal, coping and adaptation model that shows much promise for use within organisations undergoing crisis or change. This newly developed and tested model appears especially useful in understanding the impact of organisation changes on work related outcomes.
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Bartrum, Dee A. "Job Change and Job Insecurity in the Police Service: Applying the Cognitive-Motivational-Relational Theory of Emotion". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366781.
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This thesis tested an appraisal, coping and adaptation model of job insecurity and organisational change with a sample of police officers. The model integrated key aspects of Lazarus' (1991a, 1999) cognitive-motivational-relational theory of emotion (personal coping resources, appraisal questions, emotion, coping and adaptation outcomes) with the ten job characteristics (opportunity for control, opportunity for skill use, externally generated goals, variety, environmental clarity, availability of money, physical security, opportunity for interpersonal contact, valued social position and supportive supervision) from Warr's (1987, 1999) vitamin model. The ten job characteristics were viewed as valued aspects of the environment that may potentially be lost or threatened during organisational crisis or change. The service within which the police officers worked underwent a large scale organisational restructuring from late 2001 to July 2002. Three research studies were conducted for this thesis. The first study developed a psychometrically sound, 40-item job characteristics scale, based on the ten dimensions of Warr's vitamin model. This scale assessed participants' worries about changes to aspects in their work environment. The development of this scale met a need within the job insecurity literature for a theoretically-derived measure of valued job features, and enabled the investigation of the appraisal, coping and adaptation model. This measure was included in the questionnaire for the cross-sectional and longitudinal studies that formed the second and third major research projects of this thesis. The main aim of the second study was to test a proposed model of appraisal, emotion, coping and adaptation following the experience of organisational change. The model proposed that person variables and personal coping resources (e.g., personal control and coping self-efficacy) would have indirect associations with the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The personal coping resources were proposed to have indirect relationships with coping strategies through job characteristics, appraisal and emotion as well as direct associations with levels of distress, Life Satisfaction and Job Withdrawal Behaviour. The ten job characteristics were expected to have a direct relationship with Psychological Distress, and indirect associations with the three adaptational outcomes through appraisal, emotion and coping. Primary and secondary appraisal was proposed to precede and directly influence emotion. In turn, emotions were expected to directly relate to the coping strategies that were used, with coping strategies mediating the association between emotion and the three adaptational outcomes. An additional focus of this study was to determine whether there were mean differences for males and females on the variables examined. The second study was conducted in November 2002, three months after the restructuring. Two thousand two hundred and eighteen police officers were invited to participate in the study, with a total sample of 303 police officers responding. The antecedent variables (personal resources, job characteristics, perception of global job insecurity, appraisal components, feelings, coping strategies) and the indicators of employee adjustment (Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour) were collected via a self-report questionnaire. Collateral data were also obtained from a friend, spouse/partner or work colleague of the police officer for the dependent variables of Psychological Distress and Life Satisfaction. Hierarchical multiple regression analyses were applied to investigate the aims of this study. Some support for a partial mediating model was obtained, mainly with the work specific adaptational outcomes of Psychological Distress and Job Withdrawal Behaviour. The antecedent variables in the model explained a substantial amount of variance for each of the adaptation outcomes. Notably, the antecedents of the model to uniquely account for variance in Life Satisfaction, a non-work contextual outcome, were person variables and personal coping resources. The third research study used a two-wave longitudinal panel design. The principle aim of this study was to test the proposed model of appraisal, coping and adaptation, longitudinally. Specifically, the aim was to examine whether initial levels, and changes in levels over time in aspects of the proposed model predicted later levels, and changes across time in the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The study was conducted in April and May, four to five months after the T1 data had been collected, and seven months after the restructuring. A total of 158 police officers responded from the 303 that participated in Study 2. Difference scores were calculated to examine change across time within hierarchical multiple regression analyses. Three longitudinal regression models (Basic, Change-in-Outcome and Change/Change) were examined to test for robust effects. The model explained considerably more variance in Psychological Distress across all three longitudinal models tested, compared to Life Satisfaction and Job Withdrawal Behaviour. Generally the work related antecedents (T1) had no or minimal association with change in Life Satisfaction. However, change in physical safety was associated with change in Life Satisfaction across the two points in time. Some robust associations were found for emotion coping strategies with Psychological Distress; personal control with Life Satisfaction; and negative feelings with Job Withdrawal Behaviour. The findings from the three studies are discussed with reference to Lazarus' (1991a, 1999) cognitive-motivational-relational theory and Warr's (1987, 1999) vitamin model. The findings from the cross-sectional and longitudinal research studies support partial mediating relationships among the antecedents with the adaptational outcomes. There is debate within the job insecurity literature as to whether potential loss of job features should be included in the definition and operationalisation of this construct. Based on the results of the research, it is recommended that the definition and operationalisation of job insecurity include potential loss of job features and potential loss of the job. The model tested accounted for more variance in the work specific outcomes of Psychological Distress and Job Withdrawal Behaviour than Life Satisfaction. Thus, the organisational restructuring appeared to have a greater association with work-specific outcomes rather than non-work outcomes. Some limitations of the research are noted. For example, the small sample size limited the ability to use latent variable model testing procedures. Second, the conclusions from the research studies are applicable to a police service organisation and thus may be limited in their application to employees in other organisations. Third, the model focused quite heavily on the individual within the organisation, examining personal resources and characteristics. Nonetheless, this research has contributed to the literature in several ways by: (a) developing a theoretically founded measure of valued job characteristics, (b) demonstrating the importance of evaluating changes to these features of the work environment and the potential loss of the job during organisational instability, and (c) testing an appraisal, coping and adaptation model that shows much promise for use within organisations undergoing crisis or change. This newly developed and tested model appears especially useful in understanding the impact of organisation changes on work related outcomes.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
Full Text
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Tjeku, Mkhambi Shadrack. "Empowerment and job insecurity in a steel manufacturing organisation / Mkhambi Shadrack Tjeku". Thesis, North-West University, 2006. http://hdl.handle.net/10394/2472.
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Benjuma, Nuria Mahmud. "An educational framework to support industrial control system security engineering". Thesis, De Montfort University, 2017. http://hdl.handle.net/2086/15494.
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Industrial Control Systems (ICSs) are used to monitor and control critical infrastructure such as electricity and water. ICS were originally stand-alone systems, but are now widely being connected to corporate national IT networks, making remote monitoring and more timely control possible. While this connectivity has brought multiple benefits to ICS, such as cost reductions and an increase in redundancy and flexibility, ICS were not designed for open connectivity and therefore are more prone to security threats, creating a greater requirement for adequate security engineering approaches. The culture gap between developers and security experts is one of the main challenges of ICS security engineering. Control system developers play an important role in building secure systems; however, they lack security training and support throughout the development process. Security training, which is an essential activity in the defence-indepth strategy for ICS security, has been addressed, but has not been given sufficient attention in academia. Security support is a key means by which to tackle this challenge via assisting developers in ICS security by design. This thesis proposes a novel framework, the Industrial Control System Security Engineering Support (ICS-SES), which aims to help developers in designing secure control systems by enabling them to reuse secure design patterns and improve their security knowledge. ICS-SES adapts pattern-based approach to guide developers in security engineering, and an automated planning technique to provide adaptive on-the-job security training tailored to personal needs. The usability of ICS-SES has been evaluated using an empirical study in terms of its effectiveness in assisting the design of secure control systems and improving developers’ security knowledge. The results show that ICS-SES can efficiently help control system designers to mitigate security vulnerabilities and improve their security knowledge, reducing the difficulties associated with the security engineering process, and the results have been found to be statically significant. In summary, ICS-SES provides a unified method of supporting an ICS security by design approach. It fosters a development environment where engineers can improve their security knowledge while working in a control system production line.
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Williams, Christopher Juan. "The impact of push factors on the intent to quit amongst private security officers". University of the Western Cape, 2011. http://hdl.handle.net/11394/5221.
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Magister Commercii (Industrial Psychology) - MCom(IPS)The primary objective of the current study was to establish the impact that certain push factors (namely, job satisfaction and organizational commitment) have on the intent to quit amongst private security officers. Literature indicate that a strong negative relationship exist between both job satisfaction and organizational commitment and the employee's intent to quit his or her employing organization. Moreover, a number of studies indicate that push factors, such as job satisfaction and organizational commitment, are antecedents to turnover intentions and that both these variables are negatively related to intent to quit (Chen, 2006; Elangovan, 2001; Slattery & Selvarajan, 2005). "For too long, private security has been rated an inferior job" (Potgieter, Ras & Neser, 2008, p. 39). Berg (2007) proffers that government officials have frequently commented on the poor treatment of security officers in terms of the long hours, low pay and job instability. The current study investigates whether security officers are satisfied with their jobs, and if not, which facets of satisfaction they are least satisfied with. Furthermore, the current study attempted to establish which of the two variables (namely, job satisfaction and organizational commitment) predicts intent to quit better. The literature presents opposing views with regards to this; however, various researchers (Bateman & Strasser, 1984; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Slattery & Salvarajan, 2005; Elangovan, 2001) postulate that organizational commitment predicts intent to quit better than job satisfaction. Despite the differences in views in the literature, there is overwhelming evidence that both job satisfaction as well as organizational commitment are strong predictors of intent to quit (Chen, 2006; Firth, Mellor, Moore & Loquet, 2004; Igbaria & Greenhaus, 1992; Slattery & Selvarajan, 2005; Tumwesigye, 2010) and it is a topic worthwhile investigating, especially in a South African private security industry context. Purposeful sampling was used to select the sample for the current study. Security officers with a grade 10 qualification and higher were selected whilst those with qualifications lower than grade 10 were excluded from the selection process as the researcher felt that respondents may have found it difficult to interpret the questions as a result of their literacy level which, in turn, might have an impact on the results of the study. The sample of the current study consisted of (n=143) private security officers employed at a private security organization operating in the Northern suburbs of the broader Cape Town area. Three standardized questionnaires and a self-developed biographical questionnaire were used to collect the data for the current study. The Job Satisfaction Survey (JSS) which was developed by Spector in 1985 was used to assess an employee's attitude towards his/her job and which facet of his/her job he/she is satisfied or dissatisfied with. The Organizational Commitment Questionnaire (OCQ) developed by Porter and Smith in 1970 but further developed later by Mowday, Steers and Porter in 1979 was used to measures a respondent's commitment to his/her employing organization. Intent to quit was measured by making use of the Intent to Quit Questionnaire which was developed by Roodt (2004). All of the measuring instruments possess sound psychometric properties with respect to validity and reliability. The results of the study indicate that both job satisfaction as well as organizational commitment is negatively related to intent to quit. The results further indicate that private security officers are least satisfied with their pay followed by promotional opportunities and that they are most satisfied with coworkers followed by communication. With regard to the strength of the relationship between job satisfaction and intent to quit and the strength of the relationship between organizational commitment and intent to quit, the results of the current study indicate that organizational commitment is a stronger predictor of intent to quit which is in line with the results of previous studies.The current study has a number of limitations. These limitations as well as recommendations for future research and the organization are put forth.
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Schmitz, Heidi Anne. "Degree of organizational change and job insecurity". CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1402.
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Earnshaw, A. P. Russell. "The experience of job insecurity for women university graduates in temporary and contract jobs in Vancouver". Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26808.
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Field research was used to document the psychological and contextual experience of job insecurity for 15 graduate women in jobs with limited tenure and protection. Single, hour-long, intensive focused interviews were used, employing a projective technique. Transcripts of taped interviews were analyzed for factors associated with positive and negative emotional shifts. Factors were categorized and grouped into domains, which included: the nature of the subjects' job insecurity; effects on work performance, work relations, emotional and physical health, finances, leisure, and, personal and family life.
The experience was shown to fit a transition model of loss and adaption to change. Major stressors were uncertainty, financial fears, pressure to perform, loss of trust, job search and career fears. Typical cognitions included: self doubt; feeling unappreciated, disillusioned, powerless and isolated. Cynicism and feeling compromised were less common reactions. Work relations, and work performance were generally adversely affected as were leisure activities and family life. Financial retrenchment was common. All subjects reported stress and anxiety; some reported depressive symptoms.
Thirteen coping strategies were identified. Cognitive coping was prominent, in particular, denial-like processes used to maintain optimism. "Good coping" and "poor coping" profiles were developed from the data.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Maree, Maryka Annelize. "Core self-evaluations and job insecurity of employees in a government organisation / Maryka Annelize Maree". Thesis, North-West University, 2004. http://hdl.handle.net/10394/2396.
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LaFosse, W. Greg. "Employee Theft: The Relationship of Shrinkage Rates to Job Satisfaction, Store Security, and Employee Reliability". Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500587/.
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The correlation between employee theft and various employee attitudes is investigated with 489 subjects from a large discount store chain located in the southeastern United States. Subjects completed two tests: Personnel Decisions, Inc. 's Employment Inventory/Customer Service Inventory which measures employee reliability and orientation toward providing customer service; and the Organization Responsiveness Questionnaire which measures satisfaction and perceived store security. Individual scores on the tests were correlated with a performance rating form completed by the subject's supervisor. Scores were computed for each store and correlated with inventory shrinkage rates. Results revealed relatively weak correlations for some variables. The multiple regression analysis was unable to significantly predict any of the
criterion variables.
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Almami, Abdullah. "Investigating the antecedents and consequences of Saudization in the construction sector". Thesis, University of Plymouth, 2014. http://hdl.handle.net/10026.1/3113.
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Over time, due to the increase in the numbers of foreign workers, both the Saudi population and the rate of unemployment among Saudi workers increased sharply so the Saudi government embarked on a process of replacing the foreign workers with Saudi workers. The government was concerned that there were many young people who remained jobless on leaving university whilst, at the same time in Saudi Arabia, there were many foreign nationals who, essentially, were taking jobs meant for the local population. This study aims to investigate, on the one hand, the factors affecting the adoption of Saudization and, on the other hand, to measure the effect of the adoption on the improvement of productivity and other benefits such as improving work opportunities and job security. Previous literature shows that there were four antecedents of the adoption of Saudization. These were: government policies and regulations to encourage adoption; facilitators and incentives of adoption; knowledge-sharing practices between Saudi and non-Saudi workers and the barriers to the adoption of Saudization. In the same line, the consequences of Saudization were increased productivity and other benefits of adoption. A model was developed to conceptualise the causal relationships between the constructs and the interactions amongst these constructs. This study employs mixed methods starting with a quantitative stage which was followed by a qualitative one. A questionnaire was used to collect data from 479 Saudi Arabian construction companies. Thereafter, 16 interviews were conducted with some of these IV companies’ managers. Structural equation modelling produced findings which revealed that, with the exception of barriers which had a negative effect on adoption, all the antecedents of the adoption of Saudization (policies and regulations, facilitators and incentives of adoption and knowledge-sharing practices) had a positive effect on the adoption of Saudization. Meanwhile, the adoption of Saudization had a positive effect on productivity and the other benefits of adoption. This study contributes to the theory since it has revealed a theoretical model which could be used in investigating the determinants and consequences of any localisation programme. It has also contributed to the practices used by the managers of construction companies and policy makers. Through identifying the antecedents and consequences of the adoption of Saudization and in parallel with preparing the required training needs to qualify Saudi’s young people, managers could deploy strategies to gradually replace foreign workers with Saudi workers. Also, this could encourage government bodies and policy makers to implement appropriate measures and incentives to encourage adoption and to reward the pioneer companies. In addition, it could help to finance training programmes and to restructure higher education to prepare qualified graduates who could fill the jobs previously taken by foreigners.
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Li-Wei, Wang, i 王麗惠. "PROXY FIGHT TO MANAGEMENT JOB SECURITY". Thesis, 1993. http://ndltd.ncl.edu.tw/handle/06019094462165936401.
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碩士國立中央大學
財務管理學系
81
@ 近年來有關公司控制權市場的研究逐件引起學者的重視，透過公司控 制權市場的運作，股東可撤換掉不滿意或不稱職的經理人。委託書收購事 件是公司控制權市場的三種監督機能之一，反對派股東以收購選舉權的方 式作為接管的手段，是解決代理問題的機能之一，是台灣地區最常被使用 的接管方式。本論文針對委託書收購事件對經理人的職位安全作研究，所 討論的課題包括：第一、委託書收購事件發生與否，對現職董事職位安全 之影響為何？第二、委託書收購事件發生與否，對現職經理人職位安全以 職位異動率表示之影響為何？第三、委託書收購事件的結果是否對現職經 理人職位異動率造成不同程度的影響？經由實證，我們發現：一、委託書 收購事件之成功率偏低，反對派很難全面改組董事會。但是，委託書收購 事件的成功率偏低，並不意謂委託書收購事件不會對經理人職位安全產生 威脅。因為本研究亦實證出董事職位週轉率對高階經理人職位週轉率的解 釋能力不顯著異於0 ，所以既使反對未能全面改組董事，經理人的職位安 全仍可能受到威脅。二、委託書收購事件的發生會危及經理人的職位安全 ，觀察七十三年至七十九年的樣本期間，發生委託書收購事件之公司，其 經理人職位異動率顯著的高於未發生委託書收購之公司的經理人職位異動 率。三、委託書收購事件的結果不同，對經理人職位安全的影響程度亦不 盡相同，反對派大獲全勝的委託書收購事件，其高階經理人的職位異動率 最高。因為委託書本身有選舉公司負責人的權力，反對派股東可藉著委託 書的徵求，奪取公司之經營權，使現職經理人職位安全受到威脅。此外， 反對派未獲席次之公司其經理人職位異動率，亦顯著的高於未發生委託書 購事件公司之經理人職位異動率。總之，和國外學者的研究一致，委託書 收購事件會危及在職經理人的職位安全。雖然，委託書收購事件成功率不 高，但是一旦反對派股東付諸行動，往往會對現職經理人的職位安全造成 威脅。
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Lee, Jo-Lan, i 李若蘭. "The Relationship among Perceived Organizational Support, Job Security and Job Involvement". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/40293043577075007532.
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碩士大葉大學
管理學院碩士在職專班
97
The global recession has prompted unemployed population to a new peak. Em-ployees are sensing more importance to safeguard their current jobs. The study of how to increase the employee’s work involvement under the situation of reduction in force is becoming a more important lesson for various trades and professions. Previous research has demonstrated that there are still some contradictions between Perceived Organiza-tional Support, job security and job involvement. This research of paper is focus on the connections amount the above three factors. Based on the Organizational Support integrating with the job security and the job involvement, the purpose of this research is to propose a structure to explore how to utilize the employee’s Perceived Organizational Support by their job security to improve the degree of job involvement. Employing sampling investigation, this paper selected employees with one year or more seniority. A total of 410 questionnaires were issued, recovering valid questionnaires 350 shares and the rate of return was 85％; Statistic analysis such as T test, ANOVA analysis, Pearson correlation analysis and hierarchical regression analysis is performed on the information investigated. Based on the research, this paper got some conclusions supporting the hypothesis as follows: 1) Perceived Organizational Support positively influence the job involvement. 2) Perceived Organizational Support positively influence the job security. 3) The job security positively influence the job involvement. 4) The job security features the intermediary effect between Perceived Organiza-tional Support and the job involvement.
40
楊正賢. "Employee Job Satisfaction of Security Printing Industry". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/66873869592163551570.
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碩士國立臺灣師範大學
圖文傳播學系
93
Abstract This study investigated the job satisfaction of employee of security printing through questionnaire survey. The main purpose is to understand the difference and relationship between work environment perception、personality traits and job satisfaction of the employee. The range of this research includes 6 security printing companies in Taiwan. According to the data analysis, the results indicate as follows: 1.On demography: (1) On the interpersonal relationship and bureaucracy equity, men are more satisfied than women. (2) In the respect of age, the group of age within 36-45 years old has greater satisfaction on interpersonal relationship than the group of age within 26-35 years old. (3) In different marital situations, the group “married” and “unmarried” has greater satisfaction than “other” group on working partners and occupation itself. (4) In different incomes, there is a significant difference in the direction of “interpersonal relationship.” The satisfaction for the group of “NT$50001-NT$70000” is greater than that for the group of “NT$20001-NT$30000.” (5) In different departments, the pre-press has best satisfactions than “others” group on work environment perception. (6) As for the educational levels and working histories in every direction, there is no significant difference. 2.The personality traits of introverted control has greater satisfaction on interpersonal relationship than personality traits of extroverted control. 3.There is a significant positive correlation between working environment perception and job satisfaction in every direction.
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Shen, Yu-zen, i 沈祐任. "The impact of three Person-Job fits on job security, pay satisfaction and job satisfaction". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/m98mkq.
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碩士國立中山大學
人力資源管理研究所
96
The study divides Person-Job fit into 3 fits: Demand-Ability fit, Value-Supply fit and Self-concept-Job fit. These three fits are independent variables. Job safety, pay satisfaction and job satisfaction are dependent variables. The study tests that the impact of the three independent variables being on the three dependent variables.The results of the study are as following: 1. The correlations of variables (1)There is a significant positive relation between D-A fit and job safety (2)V-S fit has a significant positive relation among job safety, paysatisfaction and job satisfaction. (3)SC-J fit has a significant positive relation with SC-J fit, job safety,pay satisfaction and job satisfaction 2. The impact of three fits on job safety, pay satisfaction and job satisfaction (1)D-A fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction (2)V-S fit has the greatest impact on pay satisfaction; the second greatest impact on job safety; the least on job safety. (3)SC-J fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction.
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Gan-Unur, Oyuntuguldur. "The Study on Relationships between Job Security and Job Satisfaction: A Case of Mongolia Government Job". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gee8tn.
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碩士大葉大學
國際企業管理學系碩士班
106
Public sector undertaking is one of the factors of countries’ development. In other words, economic and social development of a country is influenced by the public sector undertaking. It is vital to ensure that a crucial pillar for strengthening the economy of a country. Many researchers of Mongolia argued that there has been arising the features of spoil system in a case of Mongolian Government job rather than merit system. Last years, after every political election and every change the executives, the government officials are redundant, retired, resigned and dismissed from bottom to top based on restructure of the organization. Thus, the government officials have faced the problem of uncertainty about their job and they do not have job security guarantee. A feeling of uncertainty about the continued existence job and a sense of instability and insecurity has arisen amongst employees within the organization, which has resulted in low job satisfaction that has in turn resulted in poor organizational commitment. For going to be successful the organization, most of the employees should tend to their work at the high level of job satisfaction. Therefore, the aim of this study was to investigate the relationship between job security and job satisfaction in a case of Mongolian Government job. In this study, the population is total number of Government officials of Mongolia which are 192,475 as end of 2017 (NSOM, 2018). This study used closed-ended questionnaires for gathering data from 412 Government officials. For data analysis, The Statistical Package for Social Science (SPSS) version 22.0 was used with appropriate statistical tests which are descriptive analysis, reliability test, factor analysis, correlation test and regression and discussion about the results with a conclusion.
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Feng, Huang chien, i 黃建峰. "Job Stress and Adjustment of Officer Security Guards". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/50356911431603020557.
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碩士國立臺北大學
犯罪學研究所
98
Abstract Studies on stress adjustment and stress management among security personnel are currently lacking in Taiwan. This study focuses on work stress, the source of stress and stress adaptation of members of Sixth Peace Preservation core, Second Brigade of Special Police, and the central constitutional sector in charge of government Ministers’ personal security. The study attempts to provide recommendations for positive action to reduce identified problems. The study was conducted using questionnaires, with a total population of 203; and with a final response rate of 83.97%. The study found that first the main stress source relates to ‘’trust with protecting executives”, “personal family relationships”, and “ranking”; work related elements are “variable work-related regulations”, “changes in political environment” and “negative comments from media”. Secondly, in terms of stress management strategy, the study showed that security personnel enjoy satisfactory rest on days off, manage and control emotions and adjust cognitions to cope with stress. Those methods are basically self-adaptation or adjustment, they rarely rely on other assistance or support, even when they do security personnel tend to consult the family rather than work superiors, colleagues or medial professionals. The following can perhaps reduce stress and enhance work efficiency: 1. Increase trust in the relationship to the ‘target’ being protected. 2.Enhance better family relations to alleviate or reduce family influence on work. 3. Reorganize organizational structure of second brigade of Special police, increase rankings and cultivate a sense of honor. 4. Fully implement standard procedure, clarify regulations and establish a specialized sector. 5.Insist on administration neutrality, establish a full dispatch and transfer system for security personnel and avoid influence from media and politics. 6. Establish a suitable support system to facilitate stressed out personnel or mal-adapted officers. 7. Encourage participation in leisure activity to soothe and alleviate stress. Key words: security personnel, stress management
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Hsieh, Pei-Hsuan, i 謝沛璇. "The Relationship Between Job Security and Group Cohesion". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/80942182129833235161.
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碩士中國文化大學
國際企業管理學系
100
The purpose of this research is to examine the relationship between job security and group cohesion. Previous studies state that there may be an inconsistent relationship between job security and group cohesion. It is necessary to further clarify the relation-ship between job security and group cohesion. Data for this study were obtained by means of questionnaires from any industrial employees. The empirical result shows that job security and group cohesion is positively correlated, that is, the organization provid-ed more job security, the staff will show higher group cohesion. By the empirical results, I give some suggestions for future research proposals.
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Wang, Yen-Ching, i 王彥清. "The Study Of Job Security And Organizational Commitment". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/93855028066511623462.
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碩士中國文化大學
國際企業管理學系
100
The purpose of this research is to examine the relationship between job security and organizational commitment. Previous studies state that there may be an inconsistent relationship between job security and organizational commitment. Moreover, this relationship is still unable to obtain the explanation through previous research. By reasoning, psychological contract may specify the relationship between job security and organizational commitment. Data for this study were obtained by means of questionnaires from any industrial employees. 350 questionnaires were sent out and the valid questionnaires were 324 by deleting incomplete or poor response questionnaires. A hierarchical regression analysis was taken to test 4 hypotheses. Based on the results generated, job security is positively associated with organizational commitment. Job security is positively associated with psychological contract. Psychological contract is positively associated with organizational commitment. The intervening effect of psychological contract is supported. Practical suggestions and future suggestions are also provided.
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Chen, Bi-Heng, i 陳必恆. "A Study of Job Security and Organizational Loyalty". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/83839715961611087743.
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碩士中國文化大學
國際企業管理學系
101
The purpose of this research is to examine the relationship between job security and organizational loyalty. Previous studies have examined the relationship between job security and organizational loyalty, but in the past were less study about the relationship between job secu¬rity and organizational loyalty of Chinese traditional society and or-ganizational loyalty’s sub-dimensions. By reasoning, we think job security may affect organizational loyalty. This study were obtained by means of questionnaires from any industrial employ-ees. 300 questionnaires were sent out and the valid questionnaires were 292 by deleting incomplete questionnaires. Hierarchical regression analysis was used for data analysis. The data showed that job security and organizational loyalty are positively related, and job security and organizational loyalty’s sub-dimensions are also positively related. So job security and organizational loyalty is supported.
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LI, WEN-HSUAN, i 李文萱. "The Effects of Security Guardian’s Personality Traits and Job Competencies on Job Performance". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/5u89wt.
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碩士輔仁大學
國際經營管理碩士學位學程
106
The purpose of this study is trying to find the different effect of job performance between the security guardian’s personality and job competencies. Is that having any effect on these two of factors when the security guardian works in four different type environments? According to some of researches show that security guardian is a key to protect our society and replace to be an assistant for the police job in our daily life. However, what kinds of personality traits and job performance will raise their performance? This study is going to use methods of “The Big Five Model”, Wu et al. (2010) “High-Performance Employees’ Profiles and Competencies” and the case performance standards sheet, expert interview from the company to estimate how they effect on each other. The Study is confirmed the relationship of personality traits, job competences and job performance through the case study research method¬s. In addition, four different work places also impact security guardian’s performance. Especially, we found security guardian who is working at car lane had highly performed than others. Following above those methods, we recommend company can use the reference we made to find the employee they need and also build up a good for corporate image in the future.
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WANG, HSUAN-KAI, i 王璿凱. "The Effects of Residential Communities Security Guards’ Work Values, Job Characteristics and Job Stress on Job Satisfaction". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/09118910464573631272.
Pełny tekst źródłaStreszczenie:
碩士大葉大學
工業工程與管理學系
104
In recent years, Taiwan's rapid economic growth, each industry is flourishing and continuous transformation, social booming. Increasing the national income, while the national drive for life and property safety requirements. Security company must pay attention to job satisfaction, community security guards, to give it a good value for its employees work a sense of accomplishment; the pay and benefits can have a better standard; an increase in the company of good employee communication to make it work for their good satisfaction, security personnel can make community service a good attitude and then to secure national dedication. This study investigated the work values of community security guards, working characteristics, the impact of work stress on job satisfaction, the employees in order to preserve for the study, issued a total of 350 questionnaires, 350 copies, 332 copies of valid questionnaires, efficiency 95% . In this study were to explore differences between variables of different backgrounds of the community security personnel, in order to Pearson correlation analysis and multiple regression analysis to investigate the work values of community security guards, working characteristics, the impact of work pressure on Job Satisfaction. The results show: Community security guards work values and job satisfaction No significant influence; community security personnel job characteristics on job satisfaction have a significant impact; community security guards work stress and job satisfaction have a significant influence.
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Rachal, Chris. "The relationship between job satisfaction and data security risk". Thesis, 2006. http://hdl.handle.net/10125/20347.
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Wu, Cheng Chi, i 吳誠齊. "Job Satisfaction of Condominium''s Security Guards in Taichung". Thesis, 1994. http://ndltd.ncl.edu.tw/handle/65059533634314431203.
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