No description available.

No description available.

No description available.

在1946至1964年之間出生的戰後嬰兒潮,奉獻了大半輩子在於工作,因此擁有較 高的收入以及較充裕的自由時間。毫無疑問地,他們是最有資格也最值得去追求 幸福的族群了。 這篇論文基於PERMA這個模型對於幸福所提出的五個元素,針對其中的“社交 關係”進行研究。並以社會資本來當作研究的核心,近而探討線上以及線下的行 為對於社會資本所造成的影響。 在這篇論文中,我們會透過所設計的機制,來量化個體的社會資本。並利用活動 導向的推薦來增加以及最佳化個體的社會資本。更希望可以透過人與人之間的強 弱連結,使彼此之間互相影響,共同創造更大的社會資本以及更好的社交關係。 透過我們的機制,系統可以了解嬰兒潮顧客的社交情形,並推薦適合他們從事的 社交活動。 長期來看,我們認為微觀的社會資本可以影響到宏觀的社會資本。如同個體可以 影響到其所在的群體一樣。研究最後的目標是幫助嬰兒潮顧客達到社會幸福,並 創造一個使用者可以共同創造價值的生態系。 / Baby boomers, which mean people who were born between 1946 and 1964, devoted most of their life at work. Because of the high income and free time they have, they undoubtedly are the most capable but also the most worthy to pursue wellbeing. This paper will focus on one of the elements of wellbeing, which is the relationship part of PERMA model. The core of this research is on social capital that is related to user's behaviors online and offline. In this research, we want to quantify each user’s social capital, and then increase and maximize it through our particularly devised mechanism. By the strong or weak ties between users, they could co-create higher social capital and better relationships. Through our mechanism, we can understand baby boomers’ social situation and improve it by recommending virtual and physical activities. In the long term, we thought micro social capital can affect macro social capital, as a person can affect others. The final goal of this research is helping baby boomers achieve social wellbeing and create an ecosystem for users to co-create value in relationships.

A proposta deste trabalho é de analisar o comprometimento organizacional dos funcionários de uma empresa metalúrgica de Caxias do sul. Esta empresa em análise é a Cemar Legrand empresa pertencente ao Grupo Legrand (Grupo Multinacional Francês). Foi utilizado para a análise um instrumento de pesquisa com reconhecimento pela comunidade científica chamado de modelo dos três componentes de Allen e Meyer (1997) , modelo que caracteriza o comprometimento organizacional em suas dimensões afetivo, instrumental e normativo, e foi aplicado o questionário em uma amostra de 311 funcionários da empresa. A análise deste trabalho também foi ampliada no sentido analisar este comprometimento organizacional por grupo de funcionários pertencentes às gerações (Geração Veteranos, Geração Baby boomers, Geração X e Geração Y), esta teoria das gerações, tem seu nascedouro na teoria geracional de Strauss e Howe (1991) onde os autores definem que em cada século há quatro gerações distintas e que cada uma das gerações comportam-se conforme as características de cada período geracional, bem como pelos acontecimentos de sua época. O resultado deste trabalho demonstra que há um bom comprometimento dos funcionários para com a empresa e não foi encontrado diferenças entre as dimensões do comprometimento para as gerações pesquisadas. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-03T17:14:25Z No. of bitstreams: 1 Dissertacao Francisco H A Batista.pdf: 1507649 bytes, checksum: 9b3ef22087ae3901c216ccc051c879d9 (MD5) / Made available in DSpace on 2014-06-03T17:14:25Z (GMT). No. of bitstreams: 1 Dissertacao Francisco H A Batista.pdf: 1507649 bytes, checksum: 9b3ef22087ae3901c216ccc051c879d9 (MD5) / The purpose of this study is to examine organizational commitment of employees at a metallurgical company in Caxias do Sul. This company in question is Cemar Legrand company belonging to Legrand Group. Was used to analyze a research tool to recognize the scientific community called "model of the three components of Allen and Meyer (1997)," model that characterizes the organizational commitment in their affective, instrumental and normative dimensions, and the questionnaire was applied in a sample of 311 employees. This analysis has also been expanded in order to analyze organizational commitment by this group of employees through the theory of generations (Generation Veterans, Generation Baby Boomers, Generation X and Generation Y), this theory of generations, has its origin in the theory of generational Strauss and Howe (1991) where the authors define it in every century there are four different generations and each generation behaves according to the characteristics of each generational period, as well as by the events of his time. This investigation demonstrates that there is a good employee commitment to the company and was not found differences between the dimensions of commitment for the four generations surveyed.

A proposta deste trabalho é de analisar o comprometimento organizacional dos funcionários de uma empresa metalúrgica de Caxias do sul. Esta empresa em análise é a Cemar Legrand empresa pertencente ao Grupo Legrand (Grupo Multinacional Francês). Foi utilizado para a análise um instrumento de pesquisa com reconhecimento pela comunidade científica chamado de modelo dos três componentes de Allen e Meyer (1997) , modelo que caracteriza o comprometimento organizacional em suas dimensões afetivo, instrumental e normativo, e foi aplicado o questionário em uma amostra de 311 funcionários da empresa. A análise deste trabalho também foi ampliada no sentido analisar este comprometimento organizacional por grupo de funcionários pertencentes às gerações (Geração Veteranos, Geração Baby boomers, Geração X e Geração Y), esta teoria das gerações, tem seu nascedouro na teoria geracional de Strauss e Howe (1991) onde os autores definem que em cada século há quatro gerações distintas e que cada uma das gerações comportam-se conforme as características de cada período geracional, bem como pelos acontecimentos de sua época. O resultado deste trabalho demonstra que há um bom comprometimento dos funcionários para com a empresa e não foi encontrado diferenças entre as dimensões do comprometimento para as gerações pesquisadas. / The purpose of this study is to examine organizational commitment of employees at a metallurgical company in Caxias do Sul. This company in question is Cemar Legrand company belonging to Legrand Group. Was used to analyze a research tool to recognize the scientific community called "model of the three components of Allen and Meyer (1997)," model that characterizes the organizational commitment in their affective, instrumental and normative dimensions, and the questionnaire was applied in a sample of 311 employees. This analysis has also been expanded in order to analyze organizational commitment by this group of employees through the theory of generations (Generation Veterans, Generation Baby Boomers, Generation X and Generation Y), this theory of generations, has its origin in the theory of generational Strauss and Howe (1991) where the authors define it in every century there are four different generations and each generation behaves according to the characteristics of each generational period, as well as by the events of his time. This investigation demonstrates that there is a good employee commitment to the company and was not found differences between the dimensions of commitment for the four generations surveyed.

No description available.

Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies)