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Meerkins, Tera M. "Where work works: The role of community context in decent work and life satisfaction". Thesis, Boston College, 2021. http://hdl.handle.net/2345/bc-ir:109028.
Pełny tekst źródłaThe U.S. has witnessed growing inequality, decreasing wages, and increasing instability in work over the past several decades (Krugman, 2012; Stiglitz, 2015). Moreover, evidence demonstrating work’s impact on well-being is expansive, as is its role in upward mobility and maintaining systemic oppression (Blustein, 2006; 2008; Swanson, 2012). Despite this breadth of research, studies rarely attend to community factors that shape opportunity for accessing work. As such, the present study sought to better understand relationships among individuals’ economic resources and work-related psychological constructs, in conjunction with community economic conditions and access to decent work. The present study utilized latent structural equation modeling to test several hypothesized tenets of the Psychology of Working Theory (Duffy et al., 2016) involving the latent constructs of social class, work volition, decent work and life satisfaction, in a sample of 816 working adults. Modeling contained both a composite decent work (DW) factor and its five discrete components of DW: safe working conditions, adequate compensation, access to healthcare, adequate rest and free time, and a match of organizational and social/family values (Duffy et al., 2017). Moderation analyses relied on matching individual participant data to their county-specific opportunity data, such as poverty, unemployment, and Preschool enrollment rates. Results indicated that social class indirectly predicted DW through work volition and that DW subsequently predicted life satisfaction. When examining distinct DW components in tandem with a global construct, social class predicted the healthcare and rest/time off components of DW, which further attests to the unique variance in these components. Findings underscore the powerful role economic resources play in securing DW and shaping people’s work conditions, in addition to the clear impact of DW on overall well-being. Analyses did not yield significant moderation effects for economic conditions and community opportunity in hypothesized pathways. Implications for research, practice and policy, as well as study limitations are presented
Thesis (PhD) — Boston College, 2021
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental and Educational Psychology
North, Fiona Mary. "Work and absence from work". Thesis, University College London (University of London), 1990. http://discovery.ucl.ac.uk/1349621/.
Pełny tekst źródłaCody, Celia. "Team work, piece work, or both : work reform at Levi Strauss". Thesis, Massachusetts Institute of Technology, 1993. http://hdl.handle.net/1721.1/65221.
Pełny tekst źródłaEkelin, Annelie. "The work to make eParticipation work /". Karlskrona : Department of Systems and Interaction Design, Blekinge Institute of Technology, 2007. http://www.bth.se/fou/forskinfo.nsf/01f1d3898cbbd490c12568160037fb62/06c223cbd4e0037dc12572dd004a9ca1!OpenDocument.
Pełny tekst źródłaJordon, John David. "The work programme : making welfare work?" Thesis, Manchester Metropolitan University, 2016. http://e-space.mmu.ac.uk/600415/.
Pełny tekst źródłaScanlon, Thomas Joseph. "Work and non-work stress among solicitors : modelling the work-home interface". Thesis, University of Central Lancashire, 2005. http://clok.uclan.ac.uk/22005/.
Pełny tekst źródłatrue, Connie L. "The influence of work station architecture on work perceptions and work behavior". PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3852.
Pełny tekst źródłaMullins, Christine M., Jo-Ann Marrs i S. Reed. "Preceptorship With Graduate Students: What Works and Doesn’t Work". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/7129.
Pełny tekst źródłaRana, Vishal. "Non-Preferred Work Tasks in Work Design". Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
Full Text
Morris, Robyn Joy. "Employee work motivation and discretionary work effort". Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.
Pełny tekst źródłaChang, Ruby Yi-Ju. "The relationship between work and non-work support and work-life balance in Taiwan". The University of Waikato, 2009. http://hdl.handle.net/10289/2789.
Pełny tekst źródłaIsfeld, John Alexander. "Postmodernism and social work, is social work oppressive?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0008/MQ32142.pdf.
Pełny tekst źródłaStenson, Kevin. "Social work discourses and the social work interview". Thesis, Brunel University, 1989. http://bura.brunel.ac.uk/handle/2438/5011.
Pełny tekst źródłaTaylor, Stephen Adam. "Work and autonomy : case studies of clerical work". Thesis, Durham University, 1995. http://etheses.dur.ac.uk/1512/.
Pełny tekst źródłaMarques, Ana Isabel dos Santos. "Decent work clues in knowledge work job advertisements". Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/21932.
Pełny tekst źródłaGillette, Margaret. "Love is Work| Work-Based Platonic Love Theory". Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10935947.
Pełny tekst źródłaThe purpose of this research was to understand how people working in California’s San Francisco Bay Area/Silicon Valley technology industry love one another platonically in the workplace, as well as what effects they perceive from this love. Through this constructivist grounded theory study, a theory was developed. This Work-based Platonic Love Theory involves workplace relationships that are heavily centered around work itself. These relationships can begin in admiration for one another, conflict with one another, or even dislike. They are transformed into loving relationships through shared experiences of work-related hardship, challenging or innovative work, and/or spending long work hours together. Participants describe the relationships as familial, often team-oriented, caring, and rooted in work. Effects of these work relationships include the perception of greater individual and team success, high performance, and shatterproof teams. Work-based Platonic Love Theory resulted from data produced by in-depth interviews with 17 participants who reported experiences with platonic love in San Francisco Bay Area/Silicon Valley technology firms. The study underscores the value of platonic love in the workplace to the work itself, to teams, and to individuals. It also suggests a heavily work-centric nature of loving relationships within the technology industry in the San Francisco Bay Area and Silicon Valley.
Wong, Yuen-man Candy. "Outsourcing inspection work of unauthorized building works in Hong Kong". Click to view the E-thesis via HKU Scholars Hub, 2004. http://lookup.lib.hku.hk/lookup/bib/B37934132.
Pełny tekst źródłaRada, Nicholas S. "plywood work: setting up looms and other works of mischief". Thesis, Virginia Tech, 2006. http://hdl.handle.net/10919/34493.
Pełny tekst źródłaTANG, Shuwen. "Work support, work-family enrichment, work demand and work well-being among Chinese employees : a study of mediating and moderating processes". Digital Commons @ Lingnan University, 2010. https://commons.ln.edu.hk/soc_etd/28.
Pełny tekst źródłaCastillo, Alessandra, i Hernández David Rodríguez. "Work Labs". Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/130137.
Pełny tekst źródłaCastillo, Alessandra (Parte I Análisis estratégico y de mercado ), Rodríguez Hernández, David (Parte II Análisis organizativo y financiero)
WorkLabs is a startup serviced office company that is dedicated to providing its members with a quality workspace, business solutions, and other services designed to satisfy all of their needs, so they can focus on excelling in their core business. Based in Santiago, Chile, WorkLabs aims to build a broad and loyal consumer base among small to mid-sized businesses that are looking to establish a presence in the city’s most important business hub. As both visionaries and users, the founders bring their industry experience, a diverse network of friends and colleagues from around the world, and their formal business knowledge together in order to solve a pressing need for most any business: a workspace that best fits their businesses needs, so they can focus on being the best in their respective fields. To be incorporated in Santiago, Chile, its founding members will each hold an equal stake in the company. David Rodríguez Hernández, a manager at On-Site/Facilities services giant Sodexo, and previously at consumer goods multinational Procter & Gamble, and Alessandra Castillo, associate director of Alumni Affairs and Corporate Giving, partnered to form WorkLabs. Additionally, an operational manager and sales manager will join the team, bringing experience and ideas that can help boost company growth from the start. WorkLabs provides a full range of services to businesses and individuals looking for a place to do business. We provide our “plug and play offices”, shared 100-megabit fiber-optic high-speed internet access, phone service with options for unlimited long distance, bilingual call management/messaging services (English/Spanish), along with a host of other services designed to create a productive and enjoyable workspace. The serviced office market has experienced tremendous growth worldwide, with Latin America exhibiting the highest percentage growth over the past year of any region worldwide, increasing by 37.5% with a net increase of 45 new centers in the region, the majority of the growth coming from Brazil and Mexico. The Chilean market has also seen tremendous increase in size, as companies like Regus, and other smaller competitors, attempt to establish a major presence in the country’s capital by establishing new centers. Although the serviced office market has grown tremendously, of the overall small to mid-size business market of size of USD $21B in sales, made up of 89,715 individual companies, and employing 464,455 people the serviced office market is still very much in its initial stages of growth, totaling an estimated 3,198 companies, a total market of $11,944MM. The outlook for the serviced office market is very promising, given the current size and growth rates of the market.
Walker, Esther. "Negotiating work". Thesis, University of York, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.387170.
Pełny tekst źródłaCrisp, Rosalind. "Solo work". Thesis, View thesis, 1998. http://handle.uws.edu.au:8081/1959.7/29103.
Pełny tekst źródłaCrisp, Rosalind. "Solo work". View thesis, 1998. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030908.150923/index.html.
Pełny tekst źródłaDisque, J. Graham. "Trauma Work". Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etsu-works/2841.
Pełny tekst źródłaLange, Shara K. "Work Sticks". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/3658.
Pełny tekst źródłaHulme, Geber Vera. "Patch Work". Thesis, Konstfack, Textil, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:konstfack:diva-6762.
Pełny tekst źródłaAigner, Ernest, Sanchez Lucia Baratech, Desiree Alicia Bernhardt, Benjamin Curnow, Christian Hödl, Heidi Leonhardt i Anran Luo. "Sustainable Work". European Commission, bmwfw, 2016. http://epub.wu.ac.at/4831/1/WWWforEurope_WPS_no112_MS210.pdf.
Pełny tekst źródłaSeries: WWWforEurope
George, Ranjan Michael Jeyadas, of Western Sydney Nepean University i Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work". THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.
Pełny tekst źródłaDoctor of Philosophy (PhD)
Biederman, Julie Lynne. "The Dimensionality of Work-Related Needs and Work Reinforcers". NCSU, 1998. http://www.lib.ncsu.edu/theses/available/etd-19981103-121903.
Pełny tekst źródłaAbstractBIEDERMAN, JULIE LYNNE. The Dimensionality of Work-Related Needs and Work Reinforcers. (Under the direction of J.W. CUNNINGHAM.)Even though there have been many approaches to the study of the person-environment (P-E) fit, little research is available that makes it possible to systematically compare work-related needs and work-reinforcers across various instruments. Research suggests that the traditional concept of commensurate measurement may not be feasible at the item or scale level (Shubsachs, Round, & Lofquist, 1978; Rounds, Dawis, & Lofquist, 1987). This study investigated and compared the factor structures of four self-report inventories (measuring work-related needs) and three job-rating inventories (measuring work reinforcers) in a search for some common dimensionality among instruments. The underlying structures of the self-report and job-rating inventories were established and compared through three groups of analyses. In the first group, multitrait-multimethod analyses of correlation coefficients offered support for the convergent and discriminant validity of eight matched factors common to two or more self-report inventories. In the second group, multitrait-multimethod analyses of congruence coefficients supported three common constructs among the job-rating inventories. In the final group of comparative analyses, six common factors were identified across the self-report and job-rating inventories.Although the number of factors differed among the analyses, subsequent categorical groupings of factors seemed to offer a parsimonious and meaningful model for comparing self-report and job-rating inventories. The three identified categories were Existence, Relatedness, and Growth, as presented in Alderfer's (1969) E.R.G. theory of work motivation. In the future, these categories could prove useful in commensurate measurement and P-E fitting. Practical implications and suggestions for future research are addressed.
George, Ranjan Michael Jeyadas. "Job satisfaction, gendered work-lives and orientation to work /". [Campbelltown, N.S.W.] : University of Western Sydney, Macarthur, Faculty of Business, 1999. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030604.134036/index.html.
Pełny tekst źródłaAlavinia, Seyed Mohammad. "The effect of work on health and work ability". [S.l.] : Rotterdam : [The Author] ; Erasmus University [Host], 2008. http://hdl.handle.net/1765/12705.
Pełny tekst źródłaBRANCO, URSULA NASCIMENTO DA ROCHA. "NEW BUSINESS PROCESSES MANAGEMENTS: DECENT WORK OR PRECARIOUS WORK?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23251@1.
Pełny tekst źródłaCOORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO
Esta dissertação trata sobre as modificações que o trabalho vem sofrendo a partir do processo de reestruturação produtiva praticado no Brasil desde a década de 1990, visando compreender melhor as alterações em curso, especialmente no que se refere às novas gestões empresariais baseadas em processos. Neste sentido, buscou conhecer a gestão por processos e sua relação com a organização do trabalho, tomando como exemplo uma empresa do setor elétrico brasileiro. Ressalta-se que tal modelo de gestão teve início, no setor, em 2012, com a reorganização da estrutura empresarial, desde a área de negócios até a gestão de recursos humanos. A pesquisa buscou analisar, também, a chamada reestatização do setor elétrico, associada a um movimento de aceleração do crescimento incrementada por exigências de competências e adventos tecnológicos, dada a sua posição estratégica para a economia e o acesso à energia pelos brasileiros. Da mesma forma, objetivou investigar a mobilidade gerada pelo modelo de gestão de processos, imposta aos trabalhadores, enquanto possibilidade de trabalho precário ou trabalho decente. A abordagem teórico-metodológica adotada pautou-se no conceito de trabalho decente como o direito a ter trabalho e de mantê-lo com dignidade e proteção social, tomando-se o trabalho precário como contraposição ao trabalho decente, isto é, como aquele que promove a redução ou suspensão dos direitos. Para tanto, foram realizados contatos com os gestores e com os trabalhadores da empresa estudada, de forma a se compreender a possibilidade de existência do trabalho decente em meio a uma mudança nos padrões de produção e organização do trabalho, onde a palavra de ordem é otimização, uma vez que a implementação da gestão por processos significa a possibilidade de tornar a empresa mais competitiva no mercado, através da otimização de custos e consequente aumento da eficiência na produção de energia elétrica. Os resultados da pesquisa indicaram que a empresa vem operando profundas modificações para atender às exigências do mercado, de forma ágil. Com isso, verificou-se uma diminuição considerável de gastos, principalmente na área de pessoal, com promoção de cortes no orçamento, desenvolvendo, dessa forma, um plano de incentivo à demissão de funcionários terceirizados, o que torna o trabalho decente uma possibilidade ainda distante de se realizar.
This dissertation discusses the changes that work has suffered since the restructuring process practiced in Brazil since the 1990s, intending to understand better the transformations underway, especially those which are related to new corporate managements based processes. The research sought to understand business process management and its relation to the organization of work, through the case study of a Brazilian public electrical company. It is worth emphasizing that this management model started in this sector in 2012 with the reorganization of the company structure, from the business departments to human resource management. The research also sought to analyze the so-called renationalization of the electricity sector associated with accelerating growth by increased demands for skills and technological advances, due to the strategic position of the economy and the access to energy for Brazilians. Equally, we aimed to investigate the mobility generated by this business process management model, imposed on work, and on those who only need their work to survive, through precarious or decent work. The methodological approach adopted was based on the concept of decent work as the right to work with dignity and social protection, seeing precarious work as the opposite of decent work, in other words, as one that promotes the reduction or suspension of rights. With this objective contacts were made with the managers and workers of the company studied in order to understand the possible existence of decent work during the changes in patterns of production and organization of work, where the buzzword is optimization, as the implementation of process management means the ability to make the company more competitive in the market, by optimizing costs and consequently increasing efficiency in electricity production. The research results indicated that the company carries out profound transformations in order to attend to market requirements in an agile way. With this, a considerable decrease in spending mainly in personnel was clear, with promotion of spending cuts, developing, a plan which incentivized the redundancy of outsourced workers, making decent work a distant dream to be achieved.
Brewis, Joanna Patricia. "Sex, work and sex at work : a Foucauldian analysis". Thesis, University of Manchester, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.530512.
Pełny tekst źródłaEliasson, Benitha. "Social Work Approaching Evidence-Based Practice. : Rethinking Social Work". Doctoral thesis, Luleå tekniska universitet, Arbetsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-18343.
Pełny tekst źródłaGodkänd; 2014; 20140731 (beneli); Nedanstående person kommer att disputera för avläggande av filosofie doktorsexamen. Namn: Benitha Eliasson Ämne: Arbetsvetenskap/Human Work Science Avhandling: Social Work Approaching Evidence-Based Practice Rethinking Social Work Opponent: Professor of Health Care Organisation Mike Dent, Faculty of Health Sciences, Staffordshire University, Storbritannien Ordförande: Professor Elisabeth Berg, Avd för arbetsvetenskap, Institutionen för ekonomi, teknik och samhälle, Luleå tekniska universitet Tid: Måndag den 29 september 2014, kl 13.00 Plats: A109, Luleå tekniska universitet
Campbell, Kelley Marie. "Flexible Work Schedules, Virtual Work Programs, and Employee Productivity". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/509.
Pełny tekst źródłaLanguilaire, Jean-Charles. "Experiencing work/non-work : Theorising individuals’ process of integrating and segmenting work, family, social and private". Doctoral thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, EMM (Entreprenörskap, Marknadsföring, Management), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-10935.
Pełny tekst źródłaQuarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support". Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.
Pełny tekst źródłaThe interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability and utilization of organizational W/NW practices and employees' perceptions of organizational attractiveness in a sample of full-time employees. In addition, the study examined the roles of five variables: perceived organizational support (POS), perceived organizational non-work support (PONS), perceived supervisor non-work support (PSNS), W/NW enhancement, and W/NW interference. Three hundred eighty-four participants, recruited through Amazon's Mechanical Turk, completed questionnaires related to their current work experiences. The results supported all but one of the hypotheses. Most importantly, the availability and utilization of W/NW practices were both positively related to employee attraction. Participants who reported higher percentages of practice availability or utilization were significantly more attracted to their current employer than participants who reported lower percentages of practice availability or utilization. In addition, POS, PONS, PSNS, and W/NW enhancement partially mediated these relationships, such that the availability and utilization of W/NW practices led to increased employee attraction through increased POS, PONS, PSNS, and W/NW enhancement. Implications for future research and practical applications are discussed.
Poppleton, Sarah Elizabeth. "Inside the work-non-work relationship: a qualitative study of how employees in two organizations construed domain relationships and experienced work-non-work difficulties". Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421683.
Pełny tekst źródłaRoux, Sylvia. "Customising work through social exchange: An examination of how manager responses to requests for flexible work impact on work-home interaction and work engagement". Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/107549/2/Sylvia_Roux_Thesis.pdf.
Pełny tekst źródłaSprung, Justin Michael. "Work Locus of Control as a Moderator of the Relationship between Work Stressors and Counterproductive Work Behavior". Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1320345099.
Pełny tekst źródłaDe, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning". Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.
Pełny tekst źródłaAbstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
Lo, Siwin. "Work and the work of art : Agnes Martin, 1959–1964". Thesis, University of British Columbia, 2015. http://hdl.handle.net/2429/54533.
Pełny tekst źródłaArts, Faculty of
Art History, Visual Art and Theory, Department of
Graduate
Wahlstedt, Kurt. "Postal work - work organizational changes as tools to improve health". Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2001. http://publications.uu.se/theses/91-554-4994-8/.
Pełny tekst źródłaRobertson, Katelyn. "The Antecedents of Work-School Conflict and Work-School Enrichment". Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33013.
Pełny tekst źródłaEriksson, Elias, i Arpine Petrosian. "Remote Work - Transitioning to Remote Work in Times of Crisis". Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172779.
Pełny tekst źródłaFisher, Ronald James. "Gender and Emotions at Work: A Reconceptualisation of Work Commitment". Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366871.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Griffith Business School
Full Text
"What works at work : overview and assessment". Sloan School of Management, Massachusetts Institute of Technology], 1996. http://hdl.handle.net/1721.1/2610.
Pełny tekst źródłaCover title.
Includes bibliographical references (p. 38-42).
Supported by the National Center for the Workplace, the Alfred P. Sloan Foundation, and the Department of Labor. 41USC252C3
CHEN, WEN-XUN, i 陳紋薰. "Work –related pressure and Career Development of Female military personal - work –Family-word Conflict of Moderator". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/9u53w3.
Pełny tekst źródła國立高雄師範大學
事業經營學系
107
The purpose of this research is to discuss and understand women the relevance from working pressure and career development. We will also discuss moderation effects of Work-Family Conflicts and its impact on working pressure and career development. The present study employs a questionnaire survey for female Marines stationed in the southern part of Taiwan. The on-line survey was conduct in Snowball-sampling manner and spread to all female military personnel chatting group. The effective sample size is 220. After literature review, the data obtained in this way was subjected to analysis using SPSS21.0 software to conduct empirical analysis. The results obtained were as follows: 1. Working pressure create some significant impacts on career development. 2. Work-Family Conflicts generate some significant moderation effects for working pressure and career development. According to empirical results, the reader can realize empathy of work-family conflicts for women in the military when they encounter different working pressures. Moreover, all military commanding officers can employ this family values to their management practice to improve the difficult problem for working pressure and career development for women in the Military. Also, those commanders can set the example to their subordinates for right family values. The results provide a perfect career development and promotion criteria and create a balance working environment.
Chen, Chun-Ku, i 陳俊谷. "work resources, work/family conflict and work/nonwork-related outcomes". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/44044384525832991234.
Pełny tekst źródła國立中央大學
人力資源管理研究所
95
The aim of the research was to explore relations between work resources, work/family conflict and work/nonwork-related outcomes, in the cultural context of a Chinese society (Taiwan). Specifically, we explored the effectiveness of various types of work resources in reducing work/family conflict and enhancing work morale as well as personal well-being. Using structured questionnaires, a sample of 264 full-time employees were surveyed. Analyses revealed that for Taiwanese employees, various types of work resources were positively related to reduced WFC and FWC, enhanced job satisfaction, family satisfaction and happiness. Both WFC and FWC were positively related to reduced job satisfaction and family satisfaction. Both job satisfaction and family satisfaction were positively related to enhanced happiness. More importantly, we found that “supervisor family support” was the most effective work resource in reducing work/family conflict and enhancing work/nonwork-related well-being, whereas “organizational family-supportive policies” and “organizational family support values” were less effective resources. Thus, the crucial beneficial effect of supervisor support was again underlined regarding work/family issues for employees working in relationship-conscious collectivistic cultures.
Schaenfield, Hilary. "Work". Thesis, 2006. http://spectrum.library.concordia.ca/9234/1/schaenfield_hilary_2006.pdf.
Pełny tekst źródła