This article focuses on a case study in revolutionary change. A private school in Mexico City that had functioned for 49 years under the educational arm of The Church of Jesus Christ of Latter-day Saints underwent a change in mission, purpose, structure, function, and administration in eight months. Research about organizational change contains many conceptual models and principles intended to guide an organization through large-scale change. However, this change occurred without any strict reliance on a specific change model. This qualitative study is directed at empirically discovering what main factors led to success rather than relying on anecdotal assumptions. The change is separated into three major phases: a five-month announcement and planning period, the three-month start-up phase, and a year-long stabilizing period. Data sources included 14 interviews with people who participated in the change, a focus group with managers, and archival documents related to the functioning of the organization during these phases. Six prominent themes came from the data analysis related to change success factors. The most salient was that individual employee attitude's, beliefs and efforts were the main perceived contributing success factor. Others include continuous planning at multiple levels in the organization, the major difficulty yet positive feeling about the change, how different work teams formed and worked together; the role of experienced leaders, the support given to employees in their responsibilities, and sufficient resourcing. Future research should look at the effect of culture clashes when multiple teams are combined under a new vision and purpose and how these cultural differences are moderated by the relationship between organizational factors and employee factors.

Thesis (M.B.A.)--University of Hong Kong, 1990.

The study utilized the covariance structure comparison methodology - Multigroup Analysis in Structural Equation Modeling - evaluating measurement equivalence of English and Spanish versions of an employee opinion survey. The concept of measurement equivalence was defined as consisting of four components: sample equivalence, semantic equivalence, conceptual equivalence and scalar equivalence. The results revealed that the two language versions of the survey exhibited acceptable measurement equivalence across five survey dimensions Communications, Supervision, Leadership, Job Content & Satisfaction and Company Image & Commitment. Contrary to the study second hypothesis, there was no meaningful difference in opinion scores between English-speaking and Spanish-speaking respondents on the latent construct of Job Content & Satisfaction.

M.Cur. / The overall objective of this study is to measure the level of work satisfaction among nurses at Athlone, Lobatse Mental and Scottish Livingstone hospitals, and develop guidelines for the nursing service manager to facilitate work satisfaction. The nursing service manager is responsible and accountable for quality personnel management. Personnel management involves the adequate provision and utilisation of personnel as well as the retention and development of personnel. In view of existing problems such as high turnover rates, too much work and the public's concerns about the standard of nursing, there is need to regularly evaluate the level of work satisfaction among nurses. Hence the study address the formulation of guidelines for the nursing service manager to facilitate work satisfaction and empower nurses. Emanating from the above the following questions are relevant: What is the level of work satisfaction among nurses in the three government hospitals ? What measures need to be put in place in order to increase work satisfaction among nurses ?

Thesis (Ph. D.)--Edith Cowan University, 2007. / Title from PDF title page (viewed on Apr. 19, 2007). Includes bibliographical references (p. 213-230).

Hög arbetstillfredsställelse är viktigt för alla anställda, men förutsättningarna för detta varierar beroende på olika faktorer. Personal inom tvångsvård, LVM arbetar nära klienterna, vilket kan påverka personalens upplevda arbetstillfredsställelse. Undersökningens syfte var att undersöka vilka faktorer som påverkar arbetstillfredsställelse hos personal inom tvångsvård. En enkätstudie gjordes med frågeformuläret QPSNordic med 81 deltagare (40 män, 41 kvinnor) samt en intervjustudie med 8 personer (2 män, 6 kvinnor). Resultatet visade att personalen på den öppna avdelningen hade en signifikant högre generell arbetstillfredsställelse än personalen på de låsta avdelningarna, vilket antagligen beror på skillnader i rollförväntningar, men kanske även större personligt utrymme på den öppna avdelningen. Viktiga faktorer som framkom i intervjuerna om upplevelse av arbetstillfredsställelse var kollegor, stöd från chef samt kontakten med klienterna, vilket kan handla om att kommunikation är viktigt då tvångsvård kräver ett nära samarbete mellan samtliga parter. Området personal inom tvångsvård är relativt outforskat och behöver studeras ytterligare.

The objectives of this research are, first to develop a greater understanding of open book management, secondly to survey the current national status of open book management, and thirdly to conduct a preliminary examination on how employee attitudes are directly influenced by the open book management intervention. In this study, a questionnaire survey is conducted on 307 middle-level managers. The data is used to analyze the influence of the open book management over organization commitment and job satisfaction; then individual control variables, as well as business literacy training and pay-for-performance of the open book management are included as intervening variables to examine the effect. The study findings include the following five aspects. First, the domestic companies are more conservative in the financial disclosure. Second, the financial disclosure has positive effect on intrinsic job satisfaction and this effect is reinforced if companies implement pay-for-performance programs. Third, unless companies implement pay-for-performance programs, the financial disclosure would have no effect on recognition to the organization and extrinsic job satisfaction. Fourth, financial disclosure has positive effect on centripetal force to the organization but no significant effect after taking the intervening variables into account. It means that the centripetal force to the organization is not influenced regardless of the increased level of financial disclosure or implementation of pay-for-performance programs. Fifth, the hypothesis that the effect of business literacy training will influence the relationship between financial disclosure and employee attitude is not confirmed

Thesis (M.B.A.)--University of Hong Kong, 1982.

No description available.

Despite the considerable existing body of academic literature, increasing employee motivation for environmental endeavors continues to be poorly understood. Recently Govindarajulu and Daily (2004) presented a comprehensive theoretical framework for environmental performance by looking at the crucial employer and employee factors affecting environmental performance. The authors identified management commitment, employee empowerment, feedback and review, and rewards as key human resource (HR) factors in increasing employee motivation for enhanced environmental performance. However, no published studies to date have empirically validated the framework. Therefore, one purpose of this dissertation is to address this void. Additionally, job satisfaction and organizational commitment were proposed as mediators in the relationship between the HR factors and environmental performance. / Thesis (DBusinessAdministration)--University of South Australia, 2008.