Thesis (Ph.D.)--University of Nebraska-Lincoln, 2006. / Title from title screen (site viewed on Feb. 6, 2007). PDF text: iv, 240 p. : ill. UMI publication number: AAT 3216346. Includes bibliographical references. Also available in microfilm and microfiche format.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Hong Kong, 2007. / Also available online.

To collect data for this report a field study was performed at an orphanage in Cape Town, South Africa. I carried out volunteer work for eight weeks to find out more about the children’s situations. I wanted to find out what it was like to work at an orphanage for children in need and what the employees were doing to help. The children’s ages ranged from five to eighteen years old and they all lived together, although boys and girls slept in different rooms. Before I went to South Africa, I thought that an orphanage was a place for children without parents, who had been abandoned when they where infants. Some of the children at the orphanage come from situations like this, but many of them have family who they need help and protection from. Their own parents cannot take care of them because of different social problems such as sexual abuse, drug abuse or poverty. During the field study qualitative research was performed, where the people that I worked with and the children in the orphanage were participating. Observation was also included in my field work. The result of the field study was very interesting. The most important findings from my results were that all of the people I spoke to said that they would like to see some changes at the orphanage. They came up with plenty of different ideas to make the environment better. I interviewed five employees at the orphanage and all of them said that they would like to extend the amount of employees, have better communication among themselves, therapy sessions - and more weekend activities for the children. During this period of the field study I interviewed a lot of children of different ages, but out of the interviews six where used in this report.

The purpose of this study was to design an objective-based Anonymous Screening Process (ASP) for selecting the most qualified finalists for non-tenured administrative employment searches in public higher education. The intent was to design a viable employment process that substantially meets equal opportunity mandates, the dual aim of the Federal government's affirmative action efforts to eliminate the discriminatory effects of the past and to bar future discrimination, and the goal of the U.S. Congress of improving the economic status of disabled individuals by removing discriminatory barriers to full employment. An anonymous screening process is part of a comprehensive employment process, including recruitment, application, evaluation, and selection, wherein an applicant's name, race, religion, color, sex, age, handicap, and institutional identify are unknown to all persons involved in the process through selection of the most qualified finalists. An anonymous applicant screening process will minimize evaluator bias, effectively eliminate the interjection of non-objective criteria from external sources in selecting the most qualified finalists, and provide a defensible basis for using protected class status in the final selection as an additional criterion in situations of underrepresentation. / Graduation date: 1992

Job aids are instruments used on the job to improve human performance by enhancing the knowledge and/or skills of performers. Conventional job aids are usually printed on paper; examples include checklists, recipes, and decision tables. Expert systems are computerized job aids which interact with novices to help solve problems normally reserved for human experts. Because expert systems emulate human intelligence, they are sometimes called intelligent job aids. The purpose of this study was to extend the body of knowledge concerning conventional and intelligent job aids. The intent was to learn what major differences and similarities exist in the design, development, and application of conventional and intelligent job aids. If meaningful differences in the application were found, an additional aim was to determine why they existed. Job aids were developed to assist technicians in diagnosing problems with Robert Bosch electronic fuel injection systems found on certain John Deere diesel engines. The job aids were validated and then field tested by 42 John Deere technicians. Subjects used both job aids to solve problems with a mock fuel system. The diagnoses were video-taped for later evaluation, and subjects proffered their opinions about the job aids through questionnaires and in interviews. For this project, the intelligent job aid contained more textual and graphical content and required significantly more time and resources to develop. In terms of accuracy and efficiency, the job aids were comparable. Most users preferred the intelligent job aid though it required more time to learn to use than the conventional job aid. The age, education, or experience of the users did not influence their opinions of the job aids. However, the order in which the job aids were used did affect opinions; subjects that used the conventional job aid prior to the intelligent job aid were more likely to prefer the intelligent job aid. Implications for job aid project selection, design, and application are provided. / Graduation date: 1991

The purpose of this thesis is to present a discussion about the organizational conditions that attract and retain Generation Y employees. This is done using an abductive research method. The work and career preferences of Generation Y are clarified using secondary data. The data is then analyzed and tested empirically at WSP Flack+Kurtz in New York City. The results show organizations can meet Generation Y’s wishes by, for example, offer extensive growth opportunities, frequent feedback, and an excellent social environment.

A qualitative phenomenological study was conducted to determine the perceived levels of effectiveness and barriers for a successful mentoring relationship between mentors and mentees. Specifically, this study explored the formal mentoring relationships within Texas AgriLife Extension's Mentoring Program. Research was conducted on mentoring relationships from mentor and mentee perspectives to determine how they perceived the relationships' effectiveness, which may serve as a model for further research. The population for this longitudinal study was mentors and mentees in a formal mentoring relationship between the years of 2004 and 2008 within Texas AgriLife Extension Service. One hundred-six mentoring relationships were examined over a five year period. The data were gathered from an open-ended evaluation instrument administered at the end of the one-year mentoring relationship. Wells, (1997) served as the conceptual framework for this study. Wells's model is based on the nine roles of value-creating order, inspiring action, and improving performance-and was used to identify skills that could build professional capacity for a mentor and mentee. The findings of this study indicated that mentors and mentees perceived the formal mentoring program to be effective in sharing knowledge, resources, and experiences. Mentors and mentees indicated that the barriers of time, distance, differences, and work load existed and the relationship could have been improved if barriers were minimized. The perceived characteristics that emerged for an effective mentoring relationship were trusting, encouraging, and leadership. Recommendations were made that researchers should continue to look at training and processes for mentors and mentees preparing for a mentoring relationship.

The Abstract of Thesis Title¡GThe study of the relationship among hospital employees, emotion labor load and customer-oriented behavior. School¡GNational SUN YAT-SEN University Department¡GInstitute of Human Resource Management Academic year¡G91 Author¡GHsiu-Ching Tai Adviser¡GDr. Bih-Shiaw Jaw Dr. Liang-Chih Huang Abstract At the world competition period, business must pay more attention to customer oriented service and customer satisfaction as the company core ability to face the challenges. Customer-oriented behavior is the necessary condition for business to exist in the world and it becomes the business management trend. Medical treatment in Taiwan will make a revolution in the 21st century by the medical policy changes. This situation makes the hospital management become harder and face more challenges. Medical service industry doesn¡¦t only have normal trait like the common service industry, but also have many specific traits. However, the hospital is a working environment with high emotional labor load. If hospital employees can not deal with their emotions appropriately, it will cause emotional exhaustion and influences customer-oriented behaviors. In order to understand if the emotional exhaustion is a mediator between the emotional labor load and the customer-oriented behavior, also, if the emotional management affects the emotion labor load, emotion exhaustion and customer-oriented behavior is the research purpose. The samples are 503 employees of two hospitals at Kaohsiung, but the valid questionnaires are 399. After SPSS for Windows 8.0 statistic analyzing, the results are summarized as following: 1. The hospital employees with different characters will lead to variance emotional labor load, emotional exhaustion, emotional management and customer-oriented behaviors. 2. There is a relationship between the emotional labor load, emotional exhaustion and customer-oriented behaviors. 3. The relationship between the emotional labor load and customer-oriented behavior has prediction. 4. The emotional exhaustion has intermediary effect between emotional labor load and customer-oriented behavior. 5. The emotional management of emotional empathy, emotional expression and awareness have mediator effects between the emotional labor load and emotional exhaustion. Therefore, the high emotional labor load of hospital employees can be eliminated by emotional expression and awareness, and the emotional exhaustion can be decreased. Then, this situation will influence the customer-oriented behavior. Also, management use human resource management proposal to reinforce employees¡¦ emotional manage skills. IT will help employees decrease the emotional labor load, emotional exhaustion, and improve customer-oriented behavior. Key Words: hospital employees, emotional labor load, emotional exhaustion, emotional management, customer-oriented behavior.

Because of more and more emphasis on citizen¡¦s welfare, governments unceasingly expand the capability in order to serve citizens. It leads to the excessive expansion of the bureaucratic systems, and increase public financial burden. However, the government expansion didn¡¦t lead to high efficiency and efficacy of administration, a instead the gigantic government bureaucratic system became more and more tardy and inefficient. In addition, under the pressure of the globalization and national competition, many countries seek to the transformation of their administrative systems. They utilize the government operative model with the concept of compression and modern business concept. Non-departmental Public Body lying between corporation and government makes carrying out policies more flexible. On one hand, NDPB apply the business management to intensify the operative flexibility and promote the national competition. On the other hand, it can promote the efficiency of the government with flexible organization and creative professionals to simplify the process. The Executive Yuan of the Republic of China amended a draft about planning the organizational transformation in which there will be combination of nine testing government organizations in order to transform to NDPB style to promote Taiwan¡¦s research standard, increase our agricultural competitive strength and confront the challenge of join WTO. Therefore, the policy of NDPB for national agricultural research administration has already been included into prior drafts of a proposed law. At the same time, the government appoints agriculture association to strengthen the declaration, especially adopt the principle with which employees will get the promise ensuring their rights and interests. Besides, they must make related people fully understand the policy in order to avoid unnacessary misunderstanding. This research takes the livestock products testing institute for example to investigate the influence of NDPB, including the extent of employees¡¦morale and the overall organizational performance. Fist, I make appointment with some specialists from all aspects, and then according to the result of the interviews with those professionals, I make a poll to investigate and analyze IV opinions and acceptance of related employees after NDPB to benefit the government to develop related measures. The main reaserch outcome is that NDPB will lead to uncertainty and change which influence employees¡¦job security and organization commitment affecting organizational performance. Especially, policy changes resulting from NDPB will lead to the changes of employees¡¦ attitude, such as the change of subsidy policy in which every institution has to expand their financial resource by itself after NDPB. Totally distinct policies will positively lead to job insecurity and hold back the efforts which will affect the most important thing, the performance.