by John Ng Chun-kit and Kenneth Sit Yiu-sun. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1981. / Bibliography: leaves 54-56.

by Chung Yuen-wah, Alice & Yam Pui-ling. / Thesis (M.B.A.)--Chinese Unviersity of Hong Kong, 1988. / Bibliography: leaves 80-81.

This dissertation investigates the relationship between work performance and the sense of coherence, using the salutogenesis approach and the influence of employees' biographical variables on work performance. The sense of coherence construct is discussed and conceptualised in terms of its comprehensibility, manageability and meaningfulness. Similarly, work performance is discussed and conceptualised in terms of its dimensions and dynamics. The integration of the literature study characteristics such as the cognitive, affective, conative and interpersonal characteristics were discussed. The research was conducted among 80 employees at a banking institution. The quality of life questionnaire and performance appraisal ratings were used. The relationship between biographical variables such as age, marital status, gender, qualifications, tenure, functional department and work performance were investigated. The results confirmed the empirical investigation that there was not a significant relationship between work performance and SOC. However, a significant relationship was found between job category and work performance, and between age and work performance. Finally, recommendations made for future research included using a bigger sample size in order to improve the generalisation of the findings to other organisational environments, and to further determine the relationship between other aspects of work performance (not just the KPAs) such as the human attributes of work performance and SOC. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

published_or_final_version / Business Administration / Master / Master of Business Administration

M. Com. (Development Economics) / In recent years unemployment has received considerable international attention from scholars, policy makers, and labour practitioners, because it has reduced economic welfare, reduced output, and eroded human capital. Researchers argue that South Africa is faced with structural unemployment because of the insufficient demand for low-skilled resources and the sufficient demand for highly skilled resources. However, in terms of highly skilled resources, young South Africans have become better educated over the last decade, resulting in a significant growth in the size of the graduate labour force. This growth emanates particularly from the fact that the majority of the graduate labour force has completed their tertiary education. Despite this growth, graduate unemployment appears to be rising along with the overall unemployment rate. The aim of this study is to sensitise policy authorities to the impact of graduate unemployment on the economy by highlighting the perceived causes of graduate unemployment in South Africa’s banking sector. The research was conducted with the aid of a survey administered to two groups, namely a graduate group and a human resource (HR) manager group. The result derived from the research shows that the quality of tertiary institutions which relates to educational standards and culture, the quality of education, high expectations, a shortage of skills, a lack of work experience, and a lengthy process of application and job search are perceived to be the possible causes of graduate unemployment in South Africa. The study makes several tentative recommendations relating to what can possibly be done to reduce graduate unemployment. Among the recommendations proposed are the improvement of the quality of education and institutions, a well-planned career guidance mechanism, and a graduate recruitment subsidy.

Submitted by Elba Lopes (elba.lopes@fecap.br) on 2016-05-25T18:52:58Z No. of bitstreams: 2 Ieda_Maria_Zavatieri.pdf: 2143999 bytes, checksum: 0822b820c9134dcf89013ca619b15e2f (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-05-25T18:52:58Z (GMT). No. of bitstreams: 2 Ieda_Maria_Zavatieri.pdf: 2143999 bytes, checksum: 0822b820c9134dcf89013ca619b15e2f (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2016-03-23 / The objective of this study was to analyze the reporter of human capital in integrated reporting in the banking sector and suggest a proposal for standardization. Were the three largest financial institutions intentionally selected, public companies - Bradesco, Ita?? Unibanco and Santander - from 2013 and 2014, which have integrated their reports with different patterns. The methodology of research was used qualitative approach to research of application of descriptive, using documentary study. The research analyzed the composition of human capital items, the way the information was reported and the level of adherence to the conceptual framework established by the International Integrated Reporting Council to prepare the Integrated Reporting <IR>. The result of the analysis found that companies are in early stages and evolving in the development of human capital reporting in its integrated reporting. This study concluded that there is no standardization in the way of reporting the information, but the content is consistent and in accordance with the guidelines established by the conceptual framework of the International Integrated Reporting Council and International Organization for Standardization in its ISO 26000, both founded with the good labor practices and human rights. Thus, the disclosure framework suggested in this paper can be useful to standardize the form of presentation of this information and contribute towards improving the accounting information quality, minimize information asymmetry and thus allow greater comparison between the institutions in respect to human capital. / O objetivo do presente trabalho foi analisar o reporte do capital humano em relat??rios integrados do setor banc??rio e sugerir uma proposta de padroniza????o. Foram intencionalmente selecionadas as tr??s maiores institui????es financeiras, companhias de capital aberto - Bradesco, Ita?? Unibanco e Santander - no per??odo de 2013 e 2014, que possuem seus relat??rios integrados elaborados com padr??es diferenciados. A metodologia da pesquisa utilizada teve abordagem qualitativa, com aplica????o de pesquisa do tipo descritiva, por meio de estudo documental. A pesquisa analisou a composi????o dos itens do capital humano, a maneira como as informa????es foram reportadas e o n??vel de ader??ncia ?? estrutura conceitual estabelecida pelo International Integrated Reporting Council para elabora????o do Integrated Reporting <IR>. O resultado da an??lise verificou que as empresas est??o em fase incipiente e evoluindo na elabora????o do reporte do capital humano em seus relat??rios integrados. Este estudo concluiu que n??o h?? padroniza????o na forma de reportar as informa????es, mas o conte??do est?? consistente e em conformidade com as diretrizes estabelecidas pela estrutura conceitual do International Integrated Reporting Council e International Organization for Standardization em sua norma ISO 26000, ambas fundamentadas com as boas pr??ticas trabalhistas e os direitos humanos. Desta forma, a estrutura de divulga????o sugerida neste trabalho pode ser ??til para a padroniza????o da forma de apresenta????o dessas informa????es e contribuir no sentido de melhoria da qualidade da informa????o cont??bil, minimizar a assimetria da informa????o e com isso permitir maior compara????o entre as institui????es no que tange ao capital humano.

Made available in DSpace on 2014-12-17T15:39:08Z (GMT). No. of bitstreams: 1 JanineMCV.pdf: 558685 bytes, checksum: 18c82ef29cd36d9fe7317fb56c3c7f73 (MD5) Previous issue date: 2006-11-20 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior / This master s dissertation deals with motivation and the meaning of work amongst bank employees. This is done considering a cognitive perception. Work is understood here under a social and subjective comprehension, once it deals with significance attribution. Motivation is the process that rules choice of the different possibilities of individual behavior, all of which according to the Expectation Theory. This study aims to analyze the implications of the productive restructure, since it is related to technological innovation, organizational changes and management, in motivation and work significance. Thus, the objective of the research is to verify motivational differences and the meaning of work amongst bank employees. This is done in two distinct moments of the productive restructure of bank employees in Natal-RN. The research is divided in two parts. In the first one, changes that occurred in banks between 1999 until 2005 were identified by the means of interviews with 7 bank managers. The analyzed perspective was training intensifying, quality emphasis of customer attendance, the use of automation/technology, staff stabilization, change in staff profile, work intensification, etc. In the second study the Inventory of Motivation and Work Meaning was applied. Thus, questions related to work focus, social demographic data, in 187 bank employees were dealt with. The collected data was compared to data from previous work. It was observed that productive restructure has a reflection in the meaning of work increasing self-expression, economical reward, and responsibility in work conditions. All of the item mention beforehand maintain the level of inhumanness and consummation and respond as being the characteristics of the real work environment. On the other hand, bank employees value less justice, self-expression and more the survival perspective, implying instrumental values to work. As for motivation, it is increased among bank employees. These employees have greater expectations that their work produce results since they believe in their interference in work results / A presente disserta??o estuda a motiva??o e o significado do trabalho entre banc?rios, sob uma perspectiva cognitiva. Entende-se o significado do trabalho como uma compreens?o subjetiva e social, pois deriva do processo de atribuir significado. A motiva??o ? o processo que governa as escolhas de diferentes possibilidades de comportamento do indiv?duo segundo a Teoria das Expectativas. Este estudo buscou analisar o reflexo da reestrutura??o produtiva, enquanto processo que engloba inova??es tecnol?gicas, mudan?as organizacionais e de gest?o, na motiva??o e significado do trabalho. Para tanto, objetivou verificar diferen?as na motiva??o e no significado do trabalho dos banc?rios em dois momentos distintos da reestrutura??o produtiva em bancos de Natal-RN. Por isso, esta pesquisa est? dividida em dois estudos. No primeiro, identificou-se, a partir de entrevistas com 7 gerentes de ag?ncias banc?rias, as mudan?as ocorridas nos bancos entre 1999 e 2005, tais como: intensifica??o dos treinamentos, ?nfase na qualidade do atendimento ao cliente, intenso uso da inform?tica/automa??o, estabiliza??o do quadro de pessoal, mudan?a no perfil do banc?rio, intensifica??o do trabalho, etc. No segundo estudo, aplicou-se o Invent?rio de Motiva??o e Significado do Trabalho; quest?es sobre centralidade do trabalho e ficha s?cio-demogr?fica, em 187 banc?rios. Os dados coletados foram comparados aos dados de estudo anterior com banc?rios. Observou-se que a reestrutura??o produtiva se reflete no significado do trabalho aumentando a percep??o de auto-express?o, recompensa econ?mica, responsabilidade e condi??es de trabalho e mantendo o n?vel de percep??o de desgaste e desumaniza??o, enquanto caracter?sticas que descrevem o trabalho na realidade. Por outro lado, os banc?rios passaram a valorizar menos justi?a e auto-express?o, enquanto valorizam mais a sobreviv?ncia, implicando um valor instrumental ao trabalho. Em rela??o ? motiva??o, observou-se um aumento da motiva??o dos banc?rios, visto que estes t?m mais expectativas de que os resultados do trabalho ocorram e acreditam mais fortemente que podem interferir nestes resultados

A RESEARCH REPORT PRESENTED TO: THE UNIVERSITY OF THE WiTWATERSRAND BUSINESS SCHOOL. IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE MASTERS OF MANAGEMENT DEGREE IN HUMAN RESOURCES MANAGEMENT, UNIVERSITY OF THE WITWATERSRAND. / This study attempts to establish what bank treasury dealers are measured and rewarded on in general, and more specifically whether customer orientation factors are included as criteria of measurement and reward in the performance management process, Furthermore, this study attempts to establish the !evel of customer orientation in bank treasuries by utilising the Narver and Slater Marketing Orientation Scale (1990) and then makes a comparison between that level and the degree to which it is managed by the pertormance management process in terms of both recognition and reward. To achieve this, a study was undertaken in two commercial banks and one merchant bank with a sample size of 70. A trIangulated study was undertaken with the initial qualitative phase consisting of pilot interviews with three senior treasury managers, one from each bank, as well as an independent treasury consultant. Thereafter the quantitative study was undertaken utilising questionnaires distributed to each bank. The median, range and mean were utilised to determine whether or not customer orientation is included as a criteria of firstly, measurement and secondly reward in the performance management process. Thereafter, the ANOVA technique was used to determine the significance of the differences in the means. Sheffe's test of Multiple Palrwise Comparison of Means was then used to determine which means were different. The Spearman rank-order correlation was used to analyse the relationship between the level of customer orientation as per the Narver and Slater Market Orientation Scale (1990), against firstly what the respondents are measured on in their performance management process and secondly, what they are rewarded on. The findings generally indicate that some (but not all) of the customer orientation factors, are included in the performance rnanaqement process in South African bank treasuries to varying degrees. / Andrew Chakane 2019

This research is an exploration of the experiences of visible minorities employed by a bank promoting employment equity since 1990. This study is based on a qualitative methodology. To collect the data, twenty-six members of the organization--eighteen visible minorities, four French Canadian and four managers--were interviewed. The analysis of the collected data showed a wide range of experiences within the sample. The promotion issue is the most important. Many respondants want promotions within the organisation and find that their progression is slow. Some respondants acknowledged that their supervisors were prejudiced against them as visible minorities, which they thought could slow down their career prospects. Overall, eleven out of the eighteen visible minorities interviewed believe that their special status has an impact on their experience at the bank. The subtle character of the disadvantage perceived by respondants should be the object of further research.

Made available in DSpace on 2015-04-16T14:49:21Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 724342 bytes, checksum: f9ff77d12333d35654c714417ba2f01d (MD5) Previous issue date: 2010-08-18 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This study aimed to understand the impacts of management policies of private banks on the bank employees. To understand the central theme of the study, carried out a theoretical basis, approaching the work, their process of adjustment, restructuring and flexibility in a broader context, converging on the productive restructuring in Brazil and finally the changing world of the reality of work activity bank. The study was conducted with thirteen workers who experience the banking practice in three of the largest private banks in the city of Campina Grande - Paraíba. The review process was built based on four major categories: Labor flexibility, total quality programs, meritocracy and collective action. The main findings of the research indicated actions as subcontracting, instability and deregulation promoted by the relaxation of work. Further findings are part of the heightened demand for worker skills bank and causing increased intensification and increased working hours. The analysis of the impacts has resulted in detachment and estrangement from the class bank by the policies of rewards that increasingly value the individual performance directly or indirectly, thus promoting the break with solidarism class among workers. Some implications and directions for new studies were presented in the form of research questions, aiming to contribute to the development of studies involving research subjects specific to the banking world. / Este estudo teve como objetivo conhecer os impactos das políticas de gestão dos bancos privados sobre os trabalhadores bancários. Para compreender a temática central do estudo, realizamos uma fundamentação teórica, abordando o trabalho, seu processo de regulação, reestruturação e flexibilização no contexto mais amplo, convergindo para a reestruturação produtiva no Brasil e por fim as transformações do mundo do trabalho da realidade da atividade bancária. O estudo foi realizado com treze trabalhadores que vivenciam a prática bancária em três dos maiores bancos privados na cidade de Campina Grande Paraíba. O processo de análise foi construído tendo por base quatro categorias principais: Flexibilização do trabalho, programas de qualidade total, meritocracia e ação coletiva. Os principais achados da pesquisa indicaram ações como a subcontratação, a precarização e a desregulamentação promovida pela flexibilização do trabalho. Ademais, fazem parte dos achados a exacerbada exigência pela qualificação dos trabalhadores bancários provocando aumento e intensificação da jornada de trabalho. A análise dos impactos ainda resultou em individualização e estranhamento da classe bancária por meio das políticas de recompensas que cada vez mais valorizam o desempenho individual direta ou indiretamente, promovendo assim a ruptura com o solidarismo de classe entre os trabalhadores. Algumas implicações e direções para novos estudos foram apresentadas na forma de questões de pesquisa, objetivando contribuir para o desenvolvimento de estudos envolvendo sujeitos de pesquisa específicos do universo bancário.