The study undertook to examine empirically the casual influence of certain individual difference factors and situational factors on job involvement and the effect of job involvement on job related effort. In addition, the role of certain individual difference and situational factors as moderators on the above linkage was explored. A theoretical model was developed with need for achievement, locus of control, job scope and participation in decision making as casual antecedents of job involvement and job related effort as its consequence. The moderator effects of age, education, sex and leader behavior on the above linkage were also studied. The model hypothesized a positive relationship between job involvement and need for achievement, internal locus of control, job scope, participation in decision making, and job related effort. In addition, the causal linkage was expected to be stronger for: 1. older people, 2. more educated workers, 3. males, and 4. those who function in a leadership climate of high consideration and structure. Data were gathered from two different groups through structured questionnaires. The pilot sample consisted of employees from organizations in the electronics industry located in the greater Montreal area. The validation sample consisted of people enrolled in the evening program in business administration in the two major anglophone universities in Quebec. All of them held full time jobs. Only anglophone respondents were included in the analysis. The pilot sample size was 139 with a response rate of 47% while the validation sample size was 170 with a response rate of 68%. Convergent and discriminant validation and internal consistency reliability tests indicated that the scales used in this study possessed acceptable psychometric properties. Path analysis, correlations and subgroup analysis were used to test the various hypotheses generated in this study. The results offered only moderate support to causal model originally proposed. The hypotheses suggesting positive relationships between the predictors and the criterion variables were all confirmed. Age, education, sex and leadership behavior failed to moderate the causal linkage in the hypothesized direction. There were no significant moderator effects. Based on the empirical findings, the original model was revised and tested. The results endorsed the validity of the revised model. The implications of the findings were discussed and possible future courses of action outlined. / Business, Sauder School of / Graduate

No description available.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Includes bibliographical references (leaves 137-146). Also available via the Internet.

Thesis (M.S.)--University of Wisconsin, 1958. / Extension Repository Collection. Typescript (carbon copy). Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 74-75).

This study assessed the importance of the first-line supervisor's knowledge of his subordinates' work. The impact of the supervisor's style of leadership served as a basis for comparatively evaluating the importance of the supervisor's knowledge. The criteria variables used were morale and productivity. Supervisors and subordinates representing routine and nonroutine work groups were tested. The routine group was represented by postal clerks and the nonroutine group by computer programmers. All subjects were chosen as a convenience sample and were U.S. Army personnel stationed in West Germany. Test results of seventy-eight subordinates and their supervisors were used in the analysis. The test to measure the job knowledge of postal workers was the only test which had to be specially prepared for this study. Internal consistency reliabilities indicated the test would be appropriate. Supervisors both ranked and rated their subordinates' productivity. Various other standard tests were used. The primary hypothesis of the study was that the first-line supervisor's knowledge of his subordinates' jobs has a greater impact on productivity and morale than the supervisor's leadership style. It was hypothesized that increases in the supervisor's knowledge would have favorable effects. Path analysis was employed as the method of evaluating the hypothesis. The layout of path diagrams reflect various other hypotheses of the researcher. The first path analysis model examined indicated additional variables should be considered. An expanded model indicated that knowledge is likely positively related to productivity though negatively related to morale. That portion of the hypothesis specifying that knowledge would have a greater impact than leadership style could not be justified by the analysis and interpretation of the diagrams. The participative style of leadership appeared to be more positively, causally related to productivity than the supervisor's knowledge.

Employee engagement and engaging leadership are subjects receiving attention from organisations. The link between employee morale, motivation and business productivity is important as well managed organisations can derive benefit from such linkages. The aim of this study was to determine whether the engagement models, leadership practices and tools utilised by New Age Beverages (NAB) had impacted positively on the morale and motivation of NAB employees. The study also considered whether there was a positive correlation between morale and motivation of employees in relation to overall business productivity. A probability sample of 50 employees and managers were drawn from a population of 120 employees. The sample frame was drawn from the NAB employee database. A questionnaire which was comprised of 25 quantitative and 5 qualitative questions was used to elicit information from management and employees at NAB. Data mining was conducted to determine trends with regards to quantitative data over the past 3 years relating to Human Resource Key Performance Indicators. The evidence confirmed that engaging leadership has a positive impact on the morale and motivation of NAB staff. It also confirmed that employees perceived a positive correlation between leadership tools and practices such as integrated management practices and “on the level” conversations on the morale and motivation of staff at NAB. Data mining evidence confirmed that integrated management practices resulted in compliance and quality levels increasing to 100% in year 3, machine efficiency and cases produced increased from 78% to 89% and 77% to 91% respectively, proving a positive correlation between employee morale, motivation and business productivity. Key recommendations being for NAB to focus on lower scoring areas, such as trust levels between leadership and management on one hand and employee development on the other, in order to gain further benefits from their programmes. It is suggested that a qualitative study be undertaken. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

Thesis (Ph. D.)--Lund University, 1998. / Questionnaires in English and Japanese. Includes bibliographical references (p. 154-161).

Thesis (Ph. D.)--Lund University, 1998. / Questionnaires in English and Japanese. Includes bibliographical references (p. 154-161).

Thesis (MSW(Social Work and Criminology))-University of Pretoria, 2008. / Includes bibliographical references.

Thesis (Ph. D.)--University of California, Santa Cruz, 1986. / Typescript. Includes bibliographical references (leaves 231-256).