Дисертації: "Work value orientation"

1

Bradley, Sara Faye. "Empirical construction of work orientations connections to workers' attitudes, perceptions and behaviors /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1180445570.

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2

Foroudi, P., R. Marvi, and Hatice Kizgin. "THE OTHERS: the role of individual personality, cultural acculturation, and perceived value on towards firm's social media and acculturation orientation." Elsevier, 2020. http://hdl.handle.net/10454/17597.

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Yes
This paper systematically examines (i) how individual personality can influence on cultural acculturation which can impact on the higher level of perceived value in LGBTs, and (ii) how the higher level of perceived value towards social media can result in being more satisfied, (iii) consequently having a better working life at workplace and performance proficiency. The generated framework was validated through a survey from multinational corporations in multi-industries such as higher education (with more than two campuses around the world), global fashion, global retailing, tourism, hospitality, food, and electronics and information technology. Key results, implications for managers and researchers are highlighted.

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3

Dotterweich, Andy R., and Thomas J. Davis. "Social Value Orientation and Awareness of Consequences in Recreation Resource Dilemmas." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/3771.

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4

Esser, Ingrid. "Why Work? : Comparative Studies on Welfare Regimes and Individuals' Work Orientations." Doctoral thesis, Stockholm : Swedish Institute for Social Research (SOFI), Department of sociology, Stockholm University, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-550.

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5

Faifua, Denise Elizabeth. "Willing and social work participation : socio-cultural rationalisation in industrial organisation." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/15824/1/Denise_Faifua_Thesis.pdf.

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In this thesis I interrogate the possibility of 'willing and social' work participation in industrial organisation. I draw on Habermas's (1976, 1979, 1984 & 1987) work to synthesise marxist and weberian ideas, and to derive a socio -cultural or cultural Marxist perspective on Capitalism. From this position I highlight the limitations of social action in theories of organisation and work. Moreover, I theoretically derive a model of work participation that acknowledges broader orientations to work. I interrogate that model of work participation in a study of four dominant forms of industrial organisation. Those organisations are SEQEB the South East Queensland Energy Board, Eagle Boy Pizzas in Queensland, the New South Sugar Milling Cooperative Ltd, and Budge -Ellis Staff Co-operative. Gathering data for this study involved both primary and secondary research. I used a comparative and longitudinal field research approach, unstructured interviews with an interview guide, and the collection of documents recommended by interviewees. I interviewed people working in the organisations and relevant government agencies. My research involved travel in Queensland and New South Wales, Australia. Ultimately, I produce a sociologically informed model for the establishment of 'willing and social' work participation. I conclude work participation exists within the context of capitalism, and social relations - either formally free or free; that work participation is directly influenced by rational configurations of the world of work comprising economic, political and social worldviews; and I argue the dominance of a worldview depends on whether the political action premises of buffering and shoring successfully neutralise competing worldviews; and whether the moral dictums or espoused values of work are prescribed or invoked and result in the exploitation or deployment of internal values. My thesis points in the direction of further work on co-operative forms of organisation and work and their commonweal ideologies. In particular, my findings demonstrate a crowding out of co-operative forms and ideologies, not only by capitalist forms but also by trade union collectives. The type of research I suggest has the potential to increase the legitimation of co-operative forms of organisation. Although, the Australian co-operative movement has many achievements there remains the problem of establishing a socially progressive rationality that makes practical or operational sense to people at work. The emancipator ideal of willing and social work participation is intended to epitomise the goals of the enlightenment project, and to lead in that direction.

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6

Faifua, Denise Elizabeth. "Willing and Social Work Participation: Socio-Cultural Rationalisation in Industrial Organisation." Queensland University of Technology, 2001. http://eprints.qut.edu.au/15824/.

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In this thesis I interrogate the possibility of 'willing and social' work participation in industrial organisation. I draw on Habermas's (1976, 1979, 1984 & 1987) work to synthesise marxist and weberian ideas, and to derive a socio -cultural or cultural Marxist perspective on Capitalism. From this position I highlight the limitations of social action in theories of organisation and work. Moreover, I theoretically derive a model of work participation that acknowledges broader orientations to work. I interrogate that model of work participation in a study of four dominant forms of industrial organisation. Those organisations are SEQEB the South East Queensland Energy Board, Eagle Boy Pizzas in Queensland, the New South Sugar Milling Cooperative Ltd, and Budge -Ellis Staff Co-operative. Gathering data for this study involved both primary and secondary research. I used a comparative and longitudinal field research approach, unstructured interviews with an interview guide, and the collection of documents recommended by interviewees. I interviewed people working in the organisations and relevant government agencies. My research involved travel in Queensland and New South Wales, Australia. Ultimately, I produce a sociologically informed model for the establishment of 'willing and social' work participation. I conclude work participation exists within the context of capitalism, and social relations - either formally free or free; that work participation is directly influenced by rational configurations of the world of work comprising economic, political and social worldviews; and I argue the dominance of a worldview depends on whether the political action premises of buffering and shoring successfully neutralise competing worldviews; and whether the moral dictums or espoused values of work are prescribed or invoked and result in the exploitation or deployment of internal values. My thesis points in the direction of further work on co-operative forms of organisation and work and their commonweal ideologies. In particular, my findings demonstrate a crowding out of co-operative forms and ideologies, not only by capitalist forms but also by trade union collectives. The type of research I suggest has the potential to increase the legitimation of co-operative forms of organisation. Although, the Australian co-operative movement has many achievements there remains the problem of establishing a socially progressive rationality that makes practical or operational sense to people at work. The emancipator ideal of willing and social work participation is intended to epitomise the goals of the enlightenment project, and to lead in that direction.

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7

Žilinskaitė, Dovilė. "Darbuotojų vertybinių orientacijų, darbo ir šeimos vaidmenų sąveikos bei pasitenkinimo darbu sąsajos." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20090619_103800-18758.

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Tyrimo tikslas – įvertinti pozityvią ir negatyvią darbo ir šeimos vaidmenų sąveiką bei jos ryšius su pasitenkinimu darbu ir vertybinėmis orientacijomis. Tyrime dalyvavo 208 tiriamieji iš Kauno, Vilniaus ir Prienų miestų bei rajonų organizacijų. Visi tiriamieji turėjo sutuoktinį/-ę (partnerį/-ę) ir/arba vaikų. Darbo ir šeimos vaidmenų sąveika buvo tiriama „Darbo-namų sąveikos klausimynu“ (SWING), pasitenkinimas darbu vertintas P.E. Spector „Pasitenkinimo darbu klausimynu“ (JSS), o vertybinės orientacijos - Rokičiaus „Vertybinių orientacijų tyrimo“ metodika. Tyrimo rezultatai parodė, kad darbo ir šeimos vaidmenų sąveika yra susijusi su pasitenkinimu darbu. Kuo dažniau patiriamas darbo ir šeimos vaidmenų konfliktas, tuo mažesnis darbuotojų pasitenkinimas darbu. Pozityvi darbo ir šeimos vaidmenų sąveika yra teigiamai susijusi tik su tam tikrais pasitenkinimo darbu aspektais: bendradarbiais, paaukštinimo galimybėmis, vadovavimu ir darbo pobūdžiu. Darbo ir šeimos vertybinės orientacijos taip pat yra susijusios su darbo ir šeimos vaidmenų sąveika. Kuo individui svarbesnė šeimos vertybinė orientacija, tuo rečiau jis patiria darbo ir šeimos vaidmenų konfliktą. Kuo jam svarbesnė darbo vertybinė orientacija, tuo dažniau jis patiria pozityvią darbo ir šeimos vaidmenų sąveiką. Taip pat buvo analizuojama galima vertybinių orientacijų kaip moderatoriaus įtakata darbo ir šeimos vaidmenų konflikto bei pasitenkinimo darbu ryšiui, tačiau tyrimo rezultatai šios galimybės nepatvirtino.
The aim of the study was to evaluate positive and negative interaction of work and family domains and its’ relations with job satisfaction and value orientations. The subjects of the study were 208 men and women from Kaunas, Vilnius and Prienai towns and districts. All participants were currently working and had a spouse/partner and/or children. Work anf family interaction was measured by „Survey Work-Home Interaction“ (SWING), job satisfaction was evaluated according to Spector‘s „Job Satisfaction Survey“ (JSS) and value orientations were measured using Rokeach‘s „Value Orientations Survey“. Results of the study showed that work and family interaction is related to job satisfaction. The more often work and family conflict is experienced, the lower is emploees’ job satisfaction. Work and family facilitation is related to some aspects of job satisfaction aswell. The more often work and family facilitation is experienced, the higher is satisfaction of coworkers, management, nature of work and promotion possibilities. Value orientations are also related to work and family interaction. The more important is family value orientation to individual, the less work and family conflict is experienced. And the more important is work value orientation, the more work and family facilitation is experienced. Potential moderating effect of value orientatios on relation between work and family interaction and job satisfaction was also investigated but moderating effect was not comfirmed by... [to full text]

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8

Ben, youssef mnif Samia. "Les ressources psychologiques au service du bien-être dans l'orientation tout au long de la vie." Thesis, Paris, CNAM, 2019. http://www.theses.fr/2019CNAM1238/document.

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L’objectif de ce travail est d’étudier les ressources psychologiques qui favorisent l’épanouissement pour une insertion professionnelle rapide. Nous avons mené une démarche comparative entre deux moments : en amont et en aval de la transition université-emploi. L’objectif étant de voir comment ces ressources se développent-elles tout au long de la transition. La recherche s’est déroulée en Tunisie. La population étudiée concerne les jeunes diplômés de l’enseignement supérieur qui se caractérisent par un faible taux d’employabilité et un fort taux de chômage. Ces étudiants poursuivent des études en Sciences Humaines et Sociales, en Lettres, en Sciences Economiques et en Droit. Deux groupes sont considérés dans cette population : un groupe d’étudiants en fin de parcours universitaire (en amont de la transition) et un groupe de diplômés en insertion professionnelle (en aval de la transition). Nous avons procédé à une méthodologie mixte articulant une étude qualitative exploratoire basée sur l’analyse de discours, et une étude quantitative. Nous avons procédé à la validation des outils de mesure psychométriques dans le contexte tunisien, tels que l’échelle d’épanouissement (Diener, 2010), l’échelle d’adaptabilité de carrière, version courte (CAAS-SF) (Maggiori, Rossier, & Savickas, 2017), l’échelle de « connaissance de ses forces » (Govindji & Linley, 2007) et l’Inventaire des forces de caractère (VIA-72). Des analyses de corrélation, de régression linéaire et hiérarchique et une modélisation par équation structurelle par la méthode PLS ont été conduites. Les résultats des deux études révèlent que l’épanouissement joue un rôle considérable dans le développement de l’adaptabilité de carrière et dans une insertion professionnelle rapide. Les ressources psychologiques sont mobilisées différemment en amont et en aval de la transition. Les forces de l’optimisme agissent positivement en amont de la transition. Les forces de la sagesse, les forces de la tempérance et le comportement proactif favorisent une insertion professionnelle rapide. En prenant appui à la fois sur ces résultats et sur la revue de la littérature, nous proposons des actions à mener au niveau institutionnel pour promouvoir l’épanouissement et le comportement proactif au sein des structures universitaires. Nous discutons l’élaboration de dispositifs d’appui à la transition université-emploi dans le cadre d’une collaboration régionale méditerranéenne transculturelle et multidisciplinaire
The purpose of this work is to study the psychological resources that promote the development for fast reemployment. We applied a comparative approach between two phases: the before and after of University to Work Transition (STWT). The goal is to see how these resources develop throughout the transition. The research took place in Tunisia. Our study focuses on young gradudates of higher education suffering from low employability and high unemployment rate that complicates their reemployment. These students pursue studies in Humanities and Social Sciences, Literature, Economics, and Law. Two groups are considered: A group of students at the end of their university studies (before the transition) and a group of graduates in a reemployment period (after the transition). We made use of a mixed methodology articulating an exploratory qualitative study based on discourse analysis, and a quantitative empirical study. We have validated psychometric scales in the Tunisian context, such as the scale of Flourishing (Diener, 2010), the scale of Career Adpatability Short Version (CAAS-SF) (Maggiori, Rossier, & Savickas, 2017), the "Strenghts Knowledge" scale (Govindji & Linley, 2007) and the Character Strengths Inventory (VIA-72). Correlation, linear and hierarchical regression analyses and structural equation modeling using the PLS method were conducted. The results of both studies reveal that flourishing plays a significant role in developing career adaptability and rapid reemployment. Psychological resources are mobilized differently before and after the transition. The strengths of optimism contribute positively before the transition. The strenghts of wisdom, the temperance and proactive behavior promote rapid reemployment. Based on both results and the literature review, we propose a set of actions to be taken at the institutional level to promote the development and proactive behavior within academic structures. We discuss the development of support schemes for university-employment transition as part of a cross-cultural and multidisciplinary Mediterranean regional collaboration

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9

Chang, Che-Ming, and 張哲銘. "The Effect of Salespersons’ Goal Orientation to Performance—Work Value and Feedback-Seeking are the Medium Value." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/48365453190603428303.

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碩士
銘傳大學
企業管理學系碩士班
100
Goal orientation is to investigate the motives or reasons for people to engage in study or work, to develop their own ability by “learning” or “performing”, and according to individual’s own ability viewed positive or negative, people are divided into four types. Four different types of people who have different cognitive and behavior in the face to challenges to learn or work, thereby affecting the performance. However, the current management of academic research are mostly goal orientation into three types, this study will use a four-dimension factor of the education sector in recent decades of the latest research results to explore. And joined the two mediate variables, Sales work value deeply affect the work motivation of the individual, and feedback-seeking is impact deeply on individual performance. Further whether to search the different goal orientation people of different work value and feedback-seeking behavior, thereby affecting the performance of individual sales. In this study, the survey was a securities salesperson, and used a questionnaire survey, based on convenience sampling method, the securities company issued a total of 450 questionnaires were collected 350 questionnaires, valid questionnaires was 335, the effective recovery rate of 74.4%.Used structural equation modeling of AMOS statistical software to verify the research model. The results are (1) The salespeople who to hold mastery-approach goal orientation was positively related to the sale work value；(2) The salespeople who to hold performance-approach goal orientation was positively related to the sale work value；(3) The salespeople who to hold mastery-approach goal orientation was positively related to the feedback seeking；(4) The salespeople who to hold performance-approach goal orientation was positively related to thefeedback-seeking；(5) The sale work value was positively related to sales performance；(6) The feedback-seeking was positively related to sales performance.

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10

Li, Shu-Min, and 李淑敏. "Generation Y’s Personality Traits, Work Value and Career Orientation at the InternationalTourist Hotels in Taipei." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/22745659396381479497.

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碩士
中國文化大學
觀光休閒事業管理研究所
97
The research documented personality traits, work value and career orientation of generation Y serving in the international tourist hotels in Taipei, and examined the relationships between their personal characteristics with each of the variables and the interactions among the variables themselves. The sample consisted of 337 generation Y hotel staff, who were born after 1980 and completed the self-report questionnaire with Likert Scale. The data was computed with SPSS. The main findings are specified as followings: 1.As to personality traits, most of generation Y’s more intend to ‘introvert’; to the work value, they regard ‘esteem’ as the most important factor; and to career orientation, they are inclined to ‘start one’s own business’. 2.Using Correlation Analysis, it is found significantly positive or negative correlations emerging between the pairs of personality traits, work value and career orientation. 3.By the technique of Regression Analysis, ‘the introvert’ is found with positive prediction to work value and career orientation. The ‘esteem’, ‘organization assurance’ and ‘self-actualization’ are seen with predicting effect to career orientation.

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11

CHI, CHANG CHUN, and 張純綺. "The Relationships among Personality Trait, Work Value and Career Orientation of the Students of Department of Accounting." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/94065347514449673997.

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碩士
國立彰化師範大學
會計學系
97
The main purpose of this research is to investigate the relationships of personal trait, work value and career orientation of the students of department of accounting in Taiwain. There were 507 questionnaires, and the valid questionnaires remained 484. The retake rate of valid questionnaires was 95.46%. The data analysis includes descriptive analysis, factor analysis, reliability analysis and independent sample t test, pearson’s correlation analysis, multiple regression analysis and SEM. The major conclusions of this study are as follows： 1. The different individual factors have made significant difference in personality traits,concept of work value, and career-orientation. 2. The personality traits have significant relationship with the career-orientation. 3. The work value have significant relationship with the career-orientation. 4.The personality traits have significant relationship with the work value. 5. The personality traits, work value, and career-orientation have casual relationship.

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12

PETRÁŠOVÁ, Barbora. "Prožívání smysluplnosti práce u profesionálních záchranářů." Master's thesis, 2008. http://www.nusl.cz/ntk/nusl-47028.

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The profession of a rescuer is considered to be as one of the most dangerous, due to extreme physical and psychical stress. It is generally assumed that the quality of the work is, besides other factors, relevant to what the staff feel, whether they feel satisfaction or frustration in their work. The above mentioned satisfaction is rooted in the sense of the work. Different levels of motivation are determined by different approaches. The aim of the thesis is monitoring the character of experience referring to the sense of South Bohemian firebrigade{\crq}s work, to their value systems, to their motivations to work and their abilities to cope with extreme stresses of their work.

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13

Tsai, Ming-Hsiu, and 蔡明秀. "RESEARCH ON THE INFLUENCE OF PERSONALITY TRAITS,WORK VALUE, MONEY ETHICS AND EMPHASIS OF QWL ON CAREER ORIENTATION －TAKING STUDENTS JUST GRADUATING FROM THE SENIOR HIGH SCHOOL AND VOCATIONAL HIGH SCHOOL IN TAINAN COUNTY AS EXAMPLE." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/96489891893597904884.

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碩士
南華大學
管理科學研究所
92
As emphasis on science and technology contemporarily, human being has dominated the competition ability and the profit in marketing. The competent personnel would create great merit for enterprises. On the contrary, however, the employment of the inadequate personnel would not only have invested the employing cost, but also lead to increase the charge of the on-the-job training afterwards. The efforts of enterprises in realizing the factors which influence the career orientation of job novices could improve employing efficiency of organizations and offer organizations, in addition, to re-design the working environment and administrating system on the purpose of attracting and retaining the superior human resource. 　　　The purpose of the research is to investigate what effect the personal traits, the concept of work value, the ethics of money and the emphasis of work life quality have on the career orientation and their interactions in the subjects of senior high school and vocational high school students. The subjects are students just graduating from their schools and all receive the questionnaires in the matter of convenient sampling. There were 1350 questionnaires sent out and 1145 taken back. The valid questionnaires remained 1067 after eliminating the 78 invalid ones. The retake rate of valid questionnaires was 79.03 %. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data use research method for example, factor analysis, reliability analysis, descriptive distribution, T-test analysis,two-factor variance analysis（Two-way ANOVA）,pearson’s correlation, multiple regression analysis , hieraechical regression analysis ,cluster analysis and path analysis and so on. 　　The major conclusions of this study are as follows：　　1. The different individual factors (like gender, education, job experience or saving habit) have made significant difference in personality traits, concept of work value, ethics of money , emphasis of work life quality and career-orientation. 　　2. The main effect in the sub-dimension of career-orientation had shown significant difference in two-factor variance analysis. Only had the two factors, gender and save habit, shown significant difference in the main effect and interaction effect on independence as a sub-dimension of career-orientation in two-factor variance analysis. 　　3. The personality traits, the concept of work value, the ethics of money and the emphasis of work life quality had significant relationship with the career-orientation. 　　4. The personality traits, the concept of work value, the ethics of money and the emphasis of work life quality had significant effect on the career-orientation in the subjects of students just graduating from the senior high schools and vocational high schools. 　　5. Cluster analysis had shown the significant difference. 　The above inclusions can be shared with entrepreneur and concerning scholars. They also provide the basis of the future direction with concerning researchers.

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14

Syrůček, Petr. "Firemní kultura vs. hodnotová orientace jejích zaměstnanců." Master's thesis, 2013. http://www.nusl.cz/ntk/nusl-321913.

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Global companies have to deal with cultural differences which may be source of misun-derstanding in the moment when company expands in to the new location and tries to introduce own organizational culture in different country. This diploma thesis tries to identify possible complications which might arise to an American company running business in the Czech milieu. At the beginning the thesis introduces main terminology and theoretical concepts related to the topic (labour market changes, globalization, culture, organizational culture etc.). The second part of the thesis is dedicated to the results of own survey made among the employees in the Czech office of an American company. Survey is based on the results of the analysis of documents about Czech and American values (mainly about values related to the work) and is trying to analyze how Czech employees accept American corporate culture. Survey tries also to confirm differences which are rising from cultural value orientation of Czech and American population.

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15

Wurth, Elea. "A will and a way: An analysis of tax practitioner preparation compliance." Phd thesis, 2012. http://hdl.handle.net/1885/10355.

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This thesis proposes a propensity and opportunity model for tax practitioner preparation compliance. The model integrates the existing empirical tax practitioner compliance knowledge into a theoretical framework through an adaptation of Nagin and Paternoster’s (1993) individual differences and rational choice framework. The premise of this thesis is that preparation non-compliance occurs when there is both a will (propensity) and a way (opportunity). One of the most compelling findings was discovered through the development of the preparation compliance variable. Rather than a unitary construct with simple linear relationships with other variables, it was found that practitioners form distinct and very different clusters of preparation compliance. Four practitioner clusters were revealed. The Duteous cluster of practitioners exhibited the most virtuous approach to preparation practice and had the highest level of compliance within their clients’ tax returns. The Contingent cluster reported an intermediate commitment to compliant practice and client return compliance that was contingent on transaction visibility. The Aggressive cluster held the least compliant approach to preparation practice and reported the highest level of non-compliance within their clients’ returns. The Outlier cluster was an extreme version of the Aggressive pattern of results. While these groups clearly represent different levels of compliance (depicted in this thesis as the teardrop of practitioner compliance with a compliant base (Duteous) and non-compliant tip (Outliers)), gone was the assumption of compliance linearity. In its place was the knowledge that the practitioner population is not homogeneous, but instead comprises distinct practitioner types. Support was found for the propensity and opportunity model in the prediction of practitioner teardrop cluster membership. Both the higher-order constructs of propensity and opportunity were significant in the prediction of cluster membership at each ascending level of the teardrop. However, the features of propensity and opportunity that differentiated the lower teardrop practitioners were different to those that differentiated the upper teardrop practitioners. In differentiating between the Duteous and Contingent clusters, the propensity construct was characterised by an appetite for risk and power (lower for the Duteous), coupled with stronger commitment to business best practice and to the identity of being a competent practitioner among the Duteous. Opportunity was characterised by a perceived likelihood of success in preparing non-compliant returns and higher ambiguity of clients’ tax affairs, coupled with the perception of lower likelihood of detection for non-compliance. Different aspects of propensity and opportunity assumed importance in differentiating between the Contingent and Aggressive clusters. Propensity was characterised by a lack of preparation ethics and opportunity by ambiguity of clients’ tax affairs. These results have important implications for the regulation of tax practice. Tax authorities must recognise that there are multiple distinct groups of practitioners who hold different propensities and perceive different opportunities for non-compliance. Thus, the drivers and obstacles found for the population as a whole will not uniformly apply to sub-groups within that population. As such, the teardrop clusters require tailored regulatory strategy for optimal preparation compliance.

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16

Haarhoff, Marile Helene. "The perceptions of Christian performers regarding their career advancement in the entertainment industry." Diss., 2014. http://hdl.handle.net/2263/41247.

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This study unveils the perceptions, real-life experiences and thought-processes of contract workers who dedicate their lives to the Christian faith, values and belief-system, but simultaneously endeavour to establish and follow a successful career in the volatile, cut-throat, non-Christian-based (“hedonistic”) occupational entertainment commerce. The researcher embarked on this study with a qualitative, interpretivist research approach. Data was gathered through in-depth, unstructured, face-to-face interviews with a sample of nine research participants. The sample consists of student entertainers; entertainers in the public eye, but not yet established; as well as entertainers who have successful established careers with loyal national and international audiences in the Entertainment Industry. The researcher explores and seeks to understand the core values and belief systems of the research participants with regards to their Christian religious orientation, which is statistically verified to be the most prevalent religious practise in South Africa (Nation Master, 2013; Religious affiliation by country, 2010). Hence, the research findings with regards to Christians’ approach and attitude towards their careers will contribute to a better understanding and management of the majority of the workforce in South Africa. Moreover, the expected norms, values and work ethic of the Entertainment Industry in South Africa are exposed in this study. Although existing literature upholds that the Entertainment Industry is an exceptionally unstable work environment compared to other corporate industries, this research study adds significantly to current literature as viable causes for the unstable occupational environment are also investigated and presented. Previous research only addressed several aspects of the effect on one’s career advancement if an individual’s core value system differs from the accepted norms in an organisation or industry in general. This study subsequently reveals the personal- and occupational challenges that Christian entertainers encounter in an Entertainment Industry in South Africa and how they subsequently aim to decrease the cognitive dissonance that they experience due to continuous role conflict between moral obligation and the vital necessity for employment and career advancement. The findings of this study correlate with previous research as it indicates that the research participants will generally choose and prioritise their personal core values- and moral belief system above contradictory social and professional career demands and expectations.
Dissertation (MCom)--University of Pretoria, 2014.
gm2014
Human Resource Management
unrestricted

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17

Hsiao, Chien-Yun, and 蕭建昀. "The Influence of Work Values and Career Orientation on Job Performance: Job Type as the Moderator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/r5874p.

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Анотація:

碩士
國立高雄應用科技大學
人力資源發展系碩士班
101
This study examined the relationship between work value and career orientation and whether job type moderates the relationship between career orientation and job performance. Using convenience sampling, data were collected from 310 entry-level staff employed in a traditional manufacturing industry. The findings inferred from the research results are as as follows: 1. Work value has a significant effect on job performance. 2. Job type has a moderating effect on the relationship between career orientation and job performance. Finally, based on the study results, we provide several theoretical and practical suggestions.

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18

Lai, Hsin-ping, and 賴欣屏. "A study on the relationships among internal marketing, work values, customer-orientation behavior and job performance." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/09673054780801720613.

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Анотація:

碩士
國立中山大學
企業管理學系研究所
93
During the expansion of service quality research in the early 1980s, Berry (1980,1983) and Grőnroos (1981, 1983) develop a business concept with the central aim of achieving a customer-focused workplace and, in turn, providing high quality service for end customers. So there are lots of researches focus on the relationship between internal marketing and customer orientation, and there is no exception of this research. Through this research, we want to realize besides organization policy, which we mean internal marketing, if personal values, which we mean employee work values, can help employees understand and be more customer-oriented? Besides, we find there are lots of discussions about the relationship of internal marketing and customer-orientation behavior, but there are few examine the relation. So we put employee job performance in our research to measure individual contribution. The data of this research is obtained from personal finance operators of seven banks. We use structural equation model (SEM) and Pearson correlation to find the relationships among internal marketing, work value, customer-orientation behavior and job performance. This research finds that internal marketing will positively influence customer-orientation behavior through work values, and internal marketing can directly and positively influence employee job performance. So, based on the results of this research, managers can focus some work values to be criteria recruiting employees. Or more constructively, managers can design some systems to help employee “re-socialize” to chage or create their work values.

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19

Liu, Chin-Hsun, and 劉錦勳. "The Relationships between work values, personal characters, and career orientations of the Taiwanese expatriates in Mainland China." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/99204824104244323711.

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碩士
國立中山大學
人力資源管理研究所
90
Abstract Due to the rapid growth of Taiwan enterprises in Mainland China these years, there is an increasing need for Taiwanese expatriates. In earlier days, only few people wanted to be assigned for working in China because of the worst political and living conditions. However, the situation is absolutely changed nowadays. More and more people volunteer to be allotted in China. Meanwhile, the motivation to work in China is not merely for fringe benefit or keeping the job. On the contrary, there are many Taiwanese settling families there f。or their long-term career development. The phenomenon causes Taiwanese enterprises to ponder how to recruit the suitable expatriates and to reconsider the human resource strategy in China. Hence, we expect this research’s result can not only help individuals to review their career plans but also provide companies ways to avoid failure by understanding the reasons why those employees strive to work in Mainland China. This study aims to examine the relationship between work values, personal characters, and career orientations of Taiwanese expatriates in Mainland China. Furthermore, it exploits immigrant intention as the moderate variable to distinguish the difference of career orientations. We conduct questionnaires in this survey to get widespread and universal conclusions. Besides, the qualitative research method will be adopted too. We will interview 5 to 8 Shanghai immigrants from Taiwan to complete this study. After Taiwan accession to World Trade Organization (WTO), the pressure of international competition has become more and more intense. How can we keep the “economic miracle”? To develop Taiwanese excellent human resources is the key to keep Taiwan competitive advantage. Needless to say, we need to realize employee’s work values, personal characters and their career orientations, which can assist the organizations to design all the related human resources programs to optimize the manpower. This study tries to find out the different kinds of models about expatriates. Therefore, organizations can expand their business in overseas markets depending on their own demand to allocate the right person in the right place.

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20

Hwang, Hui-yuan, and 黃蕙媛. "The Study of Work Values and Career Orientation on Entrepreneurship of High-tech R&D personnels in Taiwan." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/h2339s.

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Анотація:

碩士
國立中央大學
人力資源管理研究所在職專班
102
The aim of this study was to investigate the correlations and predictions among work values and entrepreneurship career orientations of High-tech research and development (R&D) personnels in Taiwan. We had sent out 400 questionnaires and received the returned copy of 147, while the effective number of subjects was 128 with the valid return rate was 32%. The data was analyzed using statistical methods such as descriptive statistics analysis, reliability analysis, Pearson’s correlation analysis, and multiple stepwise regressions. Major findings of this research are listed as followings: 1. R&D personnel’s terminal value—self-growth has a positive influence on entrepreneurial creativity career orientation 2.R&D personnel’s terminal value—self-actualization has a positive influence on entrepreneurial creativity career orientation 3.R&D personnel’s terminal value—dignity has a positive influence on entrepreneurial creativity career orientation 4.R&D personnel’s instrumental values—stability and freedom from anxiety has a positive influence on entrepreneurial creativity career orientation 5.R&D personnel’s terminal values has a positive effect on autonomy/independencecareer orientation 6.R&D personnel’s terminal value—self-growth has a positive influence on autonomy/ independence career orientation 7.R&D personnel’s terminal value—self-actualization has a positive effect on autonomy/independence career orientation 8.R&D personnel’s instrumental values has a positive effect on autonomy/independence career orientation 9.R&D personnel’s instrumental value—social interaction has a positive impact on autonomy/independence career orientation 10.R&D personnel’s instrumental value—security and economic organization has a positive impact on autonomy/independence career orientation 11.R&D personnel’s instrumental value—leisure health and transport has a positive effect on autonomy/independence career orientation

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21

Wolfe, Rustin. "The Experience Sampling Method and career counseling : the interrelations of situated experience, work values, and career orientation among adolecents /." 2001. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:3006567.

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22

Malan, Francine. "Loopbaanoriënteringsverrykingsprogram vir BSc (Agric)-studente aan die Universiteit van Pretoria." Thesis, 1996. http://hdl.handle.net/10500/18096.

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Text in Afrikaans
Die doel van die onderhawige studie is onder meer om loopbaanorientering aan die tersiere student (BSc Agric) teoreties te fundeer. 'n Uitgebreide Europese studiereis is ondemeem met die doel om bestaande loopbaanorienteringsprogramme aan tersiere instansies, veral universiteite, te ondersoek en die effektiwiteit daarvan te evalueer ten einde voortreflikhede te implementeer. In hierdie studie word die loopbaanorienteringsprogram vir BSc (Agric)studente aan die Universiteit van Pretoria wat reeds in 1994 ontwerp en ge'implementeer is, beskryf sowel as die behoeftepeiling wat onder BSc (Agric)-studente (voor en na die implementering van die program), en vennote in die landboubedryf gedoen is. 'n Verdere doel met die studie is om 'n wetenskaplik verantwoorde loopbaanorienteringsverrykingsprogram vir BSc (Agric)-studente aan die Universiteit van Pretoria te begrond, te ontwerp, die implementering daarvan te beskryf en die resultate daarvan te evalueer. Daar is gepoog om beide loopbaanontwikkelings- en studente-ontwikkelingsteoriee te beskryf en uit te le as fundering vir 'n verantwoorde loopbaanorienteringsverrykingsprogram vir tersiere studente. 'n Oorsig en perspektief is gebied op bestaande loopbaanorienteringsprogramme en -inisiatiewe in 'n intemasionale, nasionale en plaaslike konteks. Die verskynsel van die snelveranderende wereld-van-werk is literatuurmatig gepresiseer en die implikasies uitgewys vir die opleiding van en loopbaanorientering aan die student in die Landbouwetenskap. 'n Behoeftepeiling van loopbaan (en lewens-)kundighedeen vaardighede waaroor graduandi moet beskik is gedoen onder BSc (Agric)-studente (v66r en mi programimplementering) en onder vennote in die landboubedryf. Die ontwikkeling, beslaggewing en ,evaluering van 'n loopbaanorienteringsverrykingsprogram vir BSc (Agric)-studente is beskryf en toegelig. 'n Samevatting van die studie is gegee met enkele gemotiveerde aanbevelings wat uit die navorsing voortvloei. Voorstelle is gemaak vir die inisiering van 'n loopbaansentrum vir studente van die Universiteit van Pretoria.
The aim of this study is amongst others to lay the theoretical foundation of career orientation for BSc (Agric)-students. An extensive European study tour was undertaken with the aim of investigating and evaluating existing career orientation programmes and/or student enrichment endeavours at the various tertiary institutions especially universities. The effectiveness of these programmes was evaluated with the aim of utilizing and implementing aspects of them. In this study the career orientation enrichment programme for BSc (Agric)-students that was already designed and implemented at the University of Pretoria in 1994, is described. The needs of the BSc (Agric)-students before and after the implementation of this programme were determined as well as those of the partners in the agricultural industry. Another aim of this study is to describe the foundation, design and implementation of a scientific, accountable career orientation enrichment programme for BSc (Agric)-students at the University of Pretoria and to evaluate the outcome thereof. The various career development and student development theories are elucidated and described as a foundation for an accountable career orientation enrichment programme for tertiary students. An overview is given of career orientation programmes and initiatives in an international, national and local context. The phenomenon of the fast changing world-ofwork is described and defined more precisely through a literature study with reference to the implications for the training of and career orientation regarding the student in the Science of Agriculture. An investigation was done of the career (and life-) skills that graduates have to attain. The needs and views of BSc (Agric)-students (before and after the programme implementation) and partners in the agricultural industry were extracted. A summary is given of the arguments put forward in this thesis together with some recommendations that have emerged from this research. Proposals are made for the initiation of a career centre for students at the University of Pretoria.
Psychology of Education
D. Ed. (Sielkundige Opvoedkunde)

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23

Chang, ChingHui, and 張清輝. "Customer Orientation, Brand relationship quality, and Positive Word of Mouth: The Mediating Role of Service Value and Brand Commitment." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/85586264252508762181.

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碩士
東海大學
管理碩士在職專班
100
Taiwan's industrial development has progressed from agriculture to a service-oriented industrial structure. The GDP of Taiwan's service industry is more than the total rate of 7%. The growing GDP, the promoting of women’s social status and economical independence make women spent more money in beauty industry. The empirical context is provided by a case study of xxx Beauty Spa Industry’s female consumers. This research aims at whether brand relationship quality would be promoted by the promoting of service value or brand commitment via customer orientation, and then it would affect positive word-of-mouth. The results of this study provide a reference to domestic beauty industry. The empirical context is provided by a case study of xxx Beauty Spa Industry. With the effective response rate 281 out of 282. We find that customer orientation positively affects service value; service value positively affects brand relationship quality; service value positively affects brand commitment; service value positively affects positive word-of-mouth; brand commitment positively affects brand relationship quality, and positive word-of-mouth; brand relationship quality positively affects positive word-of-mouth; but customer orientation does not positively affect brand commitment.

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24

Lu, Ya-Ting, and 盧雅婷. "Gender Differences in the Moderating Effect of Family Life Cycle on the Relationship between Work Values and Career Orientations." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/65834397189264932090.

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Анотація:

碩士
國立中正大學
勞工關係學系暨研究所
101
With the development of Taiwan's economic, environments and education have been improving and promoting. More and more women join the labor markets. But to observe the long performance of male and female labor force participation rate, it is not difficult to find that women leave the labor force easily when they get married or give birth to a child. Although women have made more and more important advances in labor markets, women always have more responsibilities with family care than men. Therefore, traditional gender gap will become obvious fetters when women want to stay in the employment market. Person's career planning has a close relationship with his/her own work values and career orientation. Based on the above reasons, purpose of this study is to explore gender differences in investigates the moderating roles of family life cycle on the relationship between work values and career orientations. The sample of the study includes 462 valid questionnaires which were responded in total. The results are listed as follow: 1.Work value aspects have partially positive effects on career orientation aspects. 2.Male’s work values have mostly positive effects on that autonomy, Managerial competence, technical competence, creativity and entrepreneurship, sense of service, pure challenge and life-style integration are in the career orientations. 3.Female’s work values have mostly positive effects on that security, autonomy, Managerial competence, technical competence, creativity and entrepreneurship, sense of service, pure challenge and life-style integration are in the career orientations. 4.Male’s family life cycle has moderating effect between altruistic rewards and Managerial competence. 5.Male’s family life cycle has moderating effect between social rewards and technical competence. 6.Female’s family life cycle has moderating effect between extrinsic rewards and security-geographic. 7.Female’s family life cycle has moderating effect between influence and security-job tenure, security-geographic. 8.Female’s family life cycle has moderating effect between intrinsic rewards and security-job tenure, security-geographic. 9.Female’s family life cycle has moderating effect between altruistic rewards and security-geographic. 10.Female’s family life cycle has moderating effect between social rewards and security-job tenure, security-geographic, technical competence. 11.Female’s family life cycle has moderating effect between leisure and security-geographic.

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25

DUTKOVÁ, Pavlína. "Motivace pracovníků DDM z hlediska motivačních teorií." Master's thesis, 2013. http://www.nusl.cz/ntk/nusl-152712.

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The thesis deals with the motivation of teaching and external DDM personnel from the perspective of motivational theories. The theoretical part contains the definition of motivation and concepts related to it. It mainly deals with theories of motivation with an emphasis on Maslow's hierarchy of needs. The practical part deals with the motivation of workers and DDM search needs that motivate workers to work DDM. Motivation in terms of motivating teachers rated the theory of free time and outside workers. DDM Prachatice, DDM Vimperk, DDM Netolice and DDM Volary. Needs have been identified (in terms of Maslow's hierarchy of needs) that motivate employees to work free time teacher in the DDM. Among the major needs motivating to work in DDM include the need for certainty, the need for personal growth, the need for positive relations with DDM. For educators consider essential in responding to their needs fulfillment, ie, self-fulfillment, self-improvement, confidence and respect.

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26

Satchel, Sally Alexandra. "Cognition and value systems at a leadership level in a multinational organisation." Diss., 2014. http://hdl.handle.net/10500/14178.

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Globalisation had a major impact on the way organisations operate. Access to information and innovative technology connote that organisational leaders need to make timely decisions while considering a range of rapidly changing variables. Leaders of global organisations need to make sense of complex information and anticipate the long-term outcomes of making different decisions. This requires highly developed cognitive skills. However, these are not the only factors influencing strategic decisions. Value systems also affect the choices organisational leaders make. Limited existing research has investigated the relationship between values and cognition within organisational leadership. The aim of this study was to investigate the relationship between cognitive complexity, cognitive processes and individual values at a senior management level in a multinational company. Cognition is explored in terms of cognitive processes and levels of work (as measured by the Cognitive Process Profile), and values are explored in terms of value systems (as measured by the Value Orientations questionnaire). The study is based on a quantitative research design, where a sample of 265 executives, senior managers and directors employed at a multinational organisation completed the assessments. The empirical study (N = 265) yielded some weak, yet statistically significant, relationships between cognition and value systems among organisational leaders in a multinational organisation.
Industrial & Organisational Psychology
M.A. (Industrial and Organisational Psychology)

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