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Artykuły w czasopismach na temat "Work Reward"
Disurya, Ramanata, Neta Dian Lestari, Rambat Nur Sasongko i Muhammad Kristiawan. "Discipline, Infrastructure, Work Environment, and Work Rewards' Influence on Lecturer Performance". AL-ISHLAH: Jurnal Pendidikan 14, nr 4 (18.10.2022): 6517–26. http://dx.doi.org/10.35445/alishlah.v14i4.2312.
Pełny tekst źródłaDevonish, Dwayne. "Gender, effort-reward imbalance at work, and burnout". Gender in Management: An International Journal 32, nr 6 (7.08.2017): 441–52. http://dx.doi.org/10.1108/gm-06-2016-0128.
Pełny tekst źródłaMomanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi i Dennis O. Mokua. "Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya". Global Journal of Health Science 9, nr 1 (19.05.2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.
Pełny tekst źródłaSulistiasih, S., i Widodo Widodo. "How do learning organisation and reward system affect lecturers’ innovative work behaviour?" Cypriot Journal of Educational Sciences 17, nr 9 (30.09.2022): 3490–502. http://dx.doi.org/10.18844/cjes.v17i9.8088.
Pełny tekst źródłaSong, Yuhang, Jianyi Wang, Thomas Lukasiewicz, Zhenghua Xu, Shangtong Zhang, Andrzej Wojcicki i Mai Xu. "Mega-Reward: Achieving Human-Level Play without Extrinsic Rewards". Proceedings of the AAAI Conference on Artificial Intelligence 34, nr 04 (3.04.2020): 5826–33. http://dx.doi.org/10.1609/aaai.v34i04.6040.
Pełny tekst źródłaNarti, Ni Ketut, Ni Ketut Lasmini, Lily Marheni i Ni Komang Suci Martini. "PENERAPAN SISTEM PEMBERIAN REWARD PADA HOTEL INNA GRAND BALI BEACH". Forum Manajemen 17, nr 2 (2.10.2019): 30–41. http://dx.doi.org/10.61938/fm.v17i2.329.
Pełny tekst źródłaHayat, Hayat, Sumartono Sumartono, Choirul Saleh i Ratih Nur Pratiwi. "Religiosity Moderation on the Effect of Reward System and Motivation on Work Performance". IJEBD (International Journal Of Entrepreneurship And Business Development) 3, nr 02 (30.03.2020): 152–67. http://dx.doi.org/10.29138/ijebd.v3i02.976.
Pełny tekst źródłaGarms, Lydia, Siaw-Lynn Ng, Elizabeth A. Quaglia i Giulia Traverso. "Anonymity and rewards in peer rating systems1". Journal of Computer Security 30, nr 1 (20.01.2022): 109–65. http://dx.doi.org/10.3233/jcs-200113.
Pełny tekst źródłaSchumacher, Max, Christian Medeiros Adriano i Holger Giese. "Challenges in Reward Design for Reinforcement Learning-based Traffic Signal Control: An Investigation using a CO2 Emission Objective". SUMO Conference Proceedings 4 (29.06.2023): 131–51. http://dx.doi.org/10.52825/scp.v4i.222.
Pełny tekst źródłaKartikaningdyah, Ely, i Fatimah Rima Ramadhani. "HUBUNGAN PERSEPSI PEMBERIAN REWARD TERHADAP KEPUASAN KERJA DAN LOYALITAS KERJA KARYAWAN PADA PEKERJA PENDATANG". JOURNAL OF APPLIED BUSINESS ADMINISTRATION 1, nr 1 (2.05.2019): 82–95. http://dx.doi.org/10.30871/jaba.v1i1.1270.
Pełny tekst źródłaRozprawy doktorskie na temat "Work Reward"
Novotný, Lukáš. "Reward management in a small IT business". Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.
Pełny tekst źródłaGlisenti, Kevin. "The effect of reward systems on motivating knowledge sharing between people within and across work units /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.
Pełny tekst źródłaRoberts, M. Koy. "Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance". Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.
Pełny tekst źródłaMurtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance". Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066/document.
Pełny tekst źródłaUnfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance". Electronic Thesis or Diss., Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066.
Pełny tekst źródłaUnfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
Jonsson, Amanda, i Alicia Norén. "Nyckeln till ökad arbetsmotivation : En kvantitativ surveyundersökning om bankpersonalens förväntningar av bonusen". Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17589.
Pełny tekst źródłaCheng, Chi-tung Clement, i 鄭子通. "Evaluation of the experimental programme: 'care and concern : a reward scheme for high-risk youths'". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248081.
Pełny tekst źródłaVan, Niekerk Johanna Cornelia. "Cost and reward as motivating factors in distributed collaborative learning assignments : a grounded theory analasis". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1103.
Pełny tekst źródłaBurton, Kimberley Fay. "The Effects of Cultural, Demographic and Occupational Variables on Individuals' Work Values and Preference for Workplace Reward Type and Allocation". Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7233.
Pełny tekst źródłaBlidberg, Seppälä Cecilia, i Emilia Nojonen. "Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag". Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.
Pełny tekst źródłaHow can organizations retain and attract employees by rewards and benefits? And how can we as human resource managers contribute? This is what the study is about which was performed by a method combination where interviews and a survey was done. The purpose of this study is to identify which rewards and benefits are available in two IT-companies and explore which of them attracts employees in the IT-industry. Three issues were designed, where the purpose was to find out which rewards and benefits are available at the two companies, examine the companies’ similarities and differences and see how these rewards and benefits affect the employer´s attractiveness. The theoretical reference consists theories about rewards and benefits, motivation and employer attractiveness. The study led to discussion, improvement proposals and conclusions with the help of relevant theories in the area. The two IT-companies have similar rewards and benefits and a conclusion is made that these affect employer attractiveness. Because of this conclusion it is important that human resource managers and management understand the importance of the affect that they have on attractivity.
Książki na temat "Work Reward"
How to use group contingencies. Austin, Tex: Pro-Ed, 1998.
Znajdź pełny tekst źródłaal-Jiʻālah ʻalá al-aʻmāl: Mafhūmuhā wa-taṭbīqātuhā. ʻAmmān: Dār ʻAmmār, 2011.
Znajdź pełny tekst źródłaConsultants, Hay-MSL Management, red. Equal pay for work of equal value: A code of practice for personnel E.R. and reward professionals. London: Hay-MSL, 1985.
Znajdź pełny tekst źródłaNorthcott, Alan. Everything you need to know about asset allocation: How to balance risk & reward to make it work for your investments. Ocala, Fla: Atlantic Pub. Group, 2011.
Znajdź pełny tekst źródłaF, Roth William. Work and rewards: Redefining our work-life reality. Westport, Conn: Praeger, 1989.
Znajdź pełny tekst źródłaF, Roth William. Work and rewards: Redefining our work-life reality. New York: Praeger, 1989.
Znajdź pełny tekst źródłaMary, Gleason, i Vachon Vicky, red. REWARDS. Longmont, CO: Sopris West, 2000.
Znajdź pełny tekst źródłaQualitative methods in social work research: Challenges and rewards. Thousand Oaks, Calif: Sage Publications, 1998.
Znajdź pełny tekst źródłaRogers, Susan Liller. Communicating total rewards. Scottsdale, AZ: WorldatWork, 2006.
Znajdź pełny tekst źródłaScot, Marcotte, red. Communicating total rewards. Wyd. 3. Scottsdale: WorldatWork, c2010., 2010.
Znajdź pełny tekst źródłaCzęści książek na temat "Work Reward"
Cannon, James. "Reward". W Toxic Cultures at Work, 160–69. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003307334-15.
Pełny tekst źródłaOdaro, Edosa. "Reward – Empowering Flow". W Making Data Work, 117–28. Boca Raton: Auerbach Publications, 2022. http://dx.doi.org/10.1201/9781003278276-13.
Pełny tekst źródłaTheorell, Tores. "Reward, Flow and Control at Work". W Aligning Perspectives on Health, Safety and Well-Being, 315–32. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_14.
Pełny tekst źródłaSamaan, Daniel K. "Work Without Jobs". W Perspectives on Digital Humanism, 251–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-86144-5_33.
Pełny tekst źródłaMontano, Diego, Jian Li i Johannes Siegrist. "The Measurement of Effort-Reward Imbalance (ERI) at Work". W Aligning Perspectives on Health, Safety and Well-Being, 21–42. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_2.
Pełny tekst źródłaFelderer, Michael, Wilhelm Hasselbring, Heiko Koziolek, Florian Matthes, Lutz Prechelt, Ralf Reussner, Bernhard Rumpe i Ina Schaefer. "Ernst Denert Software Engineering Awards 2019". W Ernst Denert Award for Software Engineering 2019, 1–10. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58617-1_1.
Pełny tekst źródłaDragano, Nico, i Morten Wahrendorf. "A Social Inequalities Perspective on Effort-Reward Imbalance at Work". W Aligning Perspectives on Health, Safety and Well-Being, 67–85. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_4.
Pełny tekst źródłaChen, Liwei, Dingquan Jin, Tong Wang i Yuan Chang. "Multi-agent Adversarial Reinforcement Learning Algorithm Based on Reward Query Attention Mechanism". W Computer Supported Cooperative Work and Social Computing, 492–501. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-2356-4_39.
Pełny tekst źródłaKivimäki, Mika, i Johannes Siegrist. "Work Stress and Cardiovascular Disease: Reviewing Research Evidence with a Focus on Effort-Reward Imbalance at Work". W Aligning Perspectives on Health, Safety and Well-Being, 89–101. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32937-6_5.
Pełny tekst źródłaLevine-Clark, Marjorie. "“A reward for good citizenship”: National Unemployment Benefits and the Genuine Search for Work". W Unemployment, Welfare, and Masculine Citizenship, 82–106. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137393227_4.
Pełny tekst źródłaStreszczenia konferencji na temat "Work Reward"
Goyal, Prasoon, Scott Niekum i Raymond J. Mooney. "Using Natural Language for Reward Shaping in Reinforcement Learning". W Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/331.
Pełny tekst źródłaRaff, Edward. "Does the Market of Citations Reward Reproducible Work?" W ACM REP '23: 2023 ACM Conference on Reproducibility and Replicability. New York, NY, USA: ACM, 2023. http://dx.doi.org/10.1145/3589806.3600041.
Pełny tekst źródłaBougie, Nicolas, i Ryutaro Ichise. "Towards High-Level Intrinsic Exploration in Reinforcement Learning". W Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. California: International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/733.
Pełny tekst źródłaPereira, Marcio Machado, Jose Nelson Amaral i Guido Araujo. "Measuring Effective Work to Reward Success in Dynamic Transaction Scheduling". W 2014 43nd International Conference on Parallel Processing (ICPP). IEEE, 2014. http://dx.doi.org/10.1109/icpp.2014.23.
Pełny tekst źródłaRangi, Anshuka, Haifeng Xu, Long Tran-Thanh i Massimo Franceschetti. "Understanding the Limits of Poisoning Attacks in Episodic Reinforcement Learning". W Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/471.
Pełny tekst źródłaKrol, Michal, Alberto Sonnino, Mustafa Al-Bassam, Argyrios Tasiopoulos i Ioannis Psaras. "Proof-of-Prestige: A Useful Work Reward System for Unverifiable Tasks". W 2019 IEEE International Conference on Blockchain and Cryptocurrency (ICBC). IEEE, 2019. http://dx.doi.org/10.1109/bloc.2019.8751406.
Pełny tekst źródłaRowland, James R. "Work in progress - A continuous-learning reward model for large classes". W 2007 37th annual frontiers in education conference - global engineering: knowledge without borders, opportunities without passports. IEEE, 2007. http://dx.doi.org/10.1109/fie.2007.4418145.
Pełny tekst źródłaZhao, Zehao, Chaokun Zhang, Tie Qiu i Keqiu Li. "Recruiting MCS Workers Strategy with Non-Fixed Reward in Social Network". W 2021 IEEE 24th International Conference on Computer Supported Cooperative Work in Design (CSCWD). IEEE, 2021. http://dx.doi.org/10.1109/cscwd49262.2021.9437752.
Pełny tekst źródłaSamosir, Lustani. "The Effect of Reward and Physical Environment at Higher Education Toward Motivation of Work". W 1st International Conference on Education, Society, Economy, Humanity and Environment (ICESHE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200311.002.
Pełny tekst źródłaParra, Manuel, Nury Karina Cabal, Katja Radon i Denisse Carvalho. "1516 Psychological distress, effort-reward imbalance and work-family interactions in ecuadorian petroleum workers". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1623.
Pełny tekst źródłaRaporty organizacyjne na temat "Work Reward"
Carrillo, Paul E., Edgar Castro i Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, kwiecień 2017. http://dx.doi.org/10.18235/0011793.
Pełny tekst źródłaBikard, Michaël, Fiona Murray i Joshua Gans. Exploring Tradeoffs in the Organization of Scientific Work: Collaboration and Scientific Reward. Cambridge, MA: National Bureau of Economic Research, kwiecień 2013. http://dx.doi.org/10.3386/w18958.
Pełny tekst źródłaAlejo Vázquez Pimentel, Diego, Iñigo Macías Aymar i Max Lawson. Reward Work, Not Wealth: To end the inequality crisis, we must build an economy for ordinary working people, not the rich and powerful. Oxfam, styczeń 2018. http://dx.doi.org/10.21201/2017.1350.
Pełny tekst źródłaEnberg, Cecilia, Anders Ahlbäck i Edvin Nordell. Green recovery packages: a boost for environmental and climate work in the Swedish construction and building industry? Linköping University Electronic Press, listopad 2021. http://dx.doi.org/10.3384/9789179291327.
Pełny tekst źródłaCarrillo, Paul E., Edgar Castro i Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, kwiecień 2017. http://dx.doi.org/10.18235/0000673.
Pełny tekst źródłaRiggs, William, Vipul Vyas i Menka Sethi. Blockchain and Distributed Autonomous Community Ecosystems: Opportunities to Democratize Finance and Delivery of Transport, Housing, Urban Greening and Community Infrastructure. Mineta Transportation Institute, lipiec 2022. http://dx.doi.org/10.31979/mti.2022.2165.
Pełny tekst źródłaJayne, T. S., R. Ferguson i S. Chimatiro. Bridging demand and supply of private investment capital for small and medium agribusinesses. Commercial Agriculture for Smallholders and Agribusiness (CASA), 2020. http://dx.doi.org/10.1079/20240191147.
Pełny tekst źródłaWest, George, Marco Velarde i Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, marzec 2013. http://dx.doi.org/10.18235/0010526.
Pełny tekst źródłaHunter, Matthew, Laura Miller, Rachel Smart, Devin Soper, Sarah Stanley i Camille Thomas. FSU Libraries Office of Digital Research & Scholarship Annual Report: 2020-2021. Florida State University Libraries, lipiec 2021. http://dx.doi.org/10.33009/fsu_drsannualreport20-21.
Pełny tekst źródłaCalderón Martínez, Lissette, Ana Regina Vides de Andrade i Anabella Lardé de Palomo. Geographical Exclusion in Rural Areas of El Salvador: Its Impact on Labor Market Outcomes. Inter-American Development Bank, styczeń 2002. http://dx.doi.org/10.18235/0011246.
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