This research provides a feminist perspective on the lowest paid sector of the United States long-term care industry, Certified Nursing Assistants. This research adds to current feminist scholarship on the modern professional caregiving industry by focusing on the perspective of the workers. As the population of older adults requiring care is expected to increase over the coming decades, the demand for paid caregivers will increase as well. Historically, care work was an expected duty done freely by the women of the family, but today much of the vital intimate caring labor is relegated to paid caregivers. I examine how alternative social, political and economic frameworks can transform United States society’s attitude towards the increasingly relevant issue of caring labor. I argue that incorporating a feminist perspective will be helpful in developing a sustainable model for caring labor that acknowledges the dignity of both patients and their caregivers. / Includes bibliography. / Thesis (M.A.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection

by Connie S.K. Leung. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1990. / Bibliography: leaves [93]-[98] / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1. --- Some Observations on Direct Marketing in Hong Kong / Chapter 2. --- The New Generation - Hong Kong Yuppies / Chapter 3. --- Overview of the Huppies Club Concept / Chapter CHAPTER 2 --- LITERATURE REVIEW --- p.14 / Chapter 1. --- What is Direct Marketing? / Chapter 2. --- Direct Marketing Versus Geneial Marketing / Chapter 3. --- Merits of Direct Marketing / Chapter 4. --- Why does Direct Marketing Grow? / Chapter 5. --- Prime Prospects of Direct Marketing / Chapter 6. --- Key to Direct Marketing Success / Chapter 7. --- Direct Mail in Hong Kong / Chapter 8. --- Definition of Yuppies / Chapter 9. --- Yuppies' Demographic Characteristics / Chapter 10. --- Yuppies' Psychographics / Chapter 11. --- Yuppies' Lifestyle / Chapter 12. --- Yuppies and Direct Marketing / Chapter 13. --- Huppies: Hong Kong Yuppies / Chapter CHAPTER 3 --- RESEARCH OBJECTIVES --- p.49 / Chapter CHAPTER 4 --- METHODOLOGY --- p.50 / Chapter CHAPTER 5 --- KEY FINDINGS --- p.51 / Chapter 1. --- Huppies' Lifestyle / Chapter 2. --- Experience With Direct Mail / Chapter 3. --- Club Membership / Chapter 4. --- The Huppies Club Concept / Chapter CHAPTER 6 --- CONCLUSIONS AND RECOMMENDATIONS --- p.71

by Lee Sui-Hing Rean, Yip Chui-Ling. / Thesis (M.B.A.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 50-52). / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF FIGURES --- p.vi / LIST OF TABLES --- p.vii / ACKNOWLEDGEMENTS --- p.ix / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Research Objectives --- p.3 / Significance of Study --- p.3 / Chapter II. --- LITERATURE REVIEW --- p.5 / Chapter III. --- HYPOTHESES --- p.10 / Chapter IV. --- RESEARCH METHODOLOGY --- p.11 / Research Design --- p.11 / Data Collection Methods --- p.11 / Secondary data --- p.11 / Primary data --- p.12 / Sampling Methods --- p.13 / Sample Characteristics --- p.14 / Data Analysis Method --- p.15 / Chapter V. --- RESULTS --- p.16 / Common Cost-Cutting Measures Adopted by Hong Kong Companies --- p.16 / Communication Between Employers and Employees --- p.16 / Employees' Attitude Towards Cost-Cutting Measures --- p.17 / Relationship Between Employers and Employees --- p.18 / Effects of Cost-Cutting Measures --- p.18 / Staff Morale --- p.18 / Stress at Workplace --- p.19 / Job Security --- p.19 / Work Passion --- p.20 / Popular Remedial Measures Taken by Employers and Their Effectiveness --- p.20 / Willingness to Stay at the Company in the Coming Two Years and the Reasons --- p.22 / Chapter VI. --- ANALYSES AND IMPLICATIONS --- p.23 / Hypothesis 1: Cost-Cutting Measures Negatively Affect Employer-Employee Relationship --- p.23 / Implications --- p.23 / Company Size --- p.25 / Demographic Factors --- p.26 / Hypothesis 2: Cost-Cutting Measures Have Negative Psychological Effect(s) on Employees --- p.27 / Hypothesis 2a: Cost-Cutting Measures Reduce Staff Morale --- p.27 / Hypothesis 2b: Cost-Cutting Measures Increase Job Stress --- p.27 / Hypothesis 2c: Cost-Cutting Measures Decrease Job Security --- p.28 / Hypothesis 2d: Cost-Cutting Measures Decrease Work Passion --- p.28 / Implications --- p.29 / Effects of Different Cost-Cutting Measures --- p.29 / Company Size --- p.31 / Hypothesis 3: Employers are Concerned About the Post-Effect(s) of Cost-Cutting Measures on Employees --- p.32 / Implications --- p.32 / Employers' Attitude to Different Post-Effects --- p.32 / Company Size --- p.34 / Hypothesis 4: Remedial Measures Done by Employers can Effectively Reduce the Negative Effects on Employees --- p.35 / Implications --- p.35 / Other Implications From the Survey --- p.37 / Reasons to Stay in Current Companies --- p.37 / Demographic Factors and Intention to Stay --- p.38 / Importance of Communication --- p.39 / Chapter VII. --- LIMITATIONS --- p.42 / Chapter VIII. --- CONCLUSIONS AND RECOMMENDATIONS --- p.44 / APPENDIX I --- p.46 / APPENDIX II --- p.49 / BIBLIOGRAPHY --- p.50

The purpose of this study was to examine how cultural values and conflict resolution influence the perceptions employees form about their managers. The sample for this study included 118 participants representing various organizations from the United States.

Students are now viewed as customers in many colleges, altering the way in which services are rendered and adding a new dimension to the strategic planning of colleges. Satisfaction is a factor now that students have more choices in higher education. It is time to investigate how student services are delivered and ensure the student's best interest is being served. A transition in higher education occurred when education became more secular and larger numbers of people pursued postsecondary degrees. Several social and federal initiatives caused a surge in higher education. Students who were previously excluded from higher education were welcomed in community colleges. Student services began to focus on the personal and academic development of "the whole student." This study identified how satisfied students are with student services at Tomball College. Additionally, employees were surveyed on their perception of student satisfaction. Gaps were identified and recommendations suggested. The adapted SERVQUAL instrument, consisting of 23 questions, was used to solicit electronic responses from students and employees regarding satisfaction in 10 areas of student services. Three focus groups consisting of students, faculty/staff, and deans/directors were convened to follow-up on electronic survey responses. The significance of this study is that student services providers will be aware of student satisfaction. Providers often think because they spend so much time and effort planning and organizing that students are satisfied. This study can be used as a tool to improve communication within the college.

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The purpose of this study was to determine the relationship between perceived organisational ethical climate and employee commitment within an Australian hospitality organisation, with the objective of determining whether employees' perceptions of the organisational ethical climate influenced their commitment towards their organisation, as well as the associated implications. The Ethical Climate Questionnaire and the Employee Commitment Survey were utilised as measuring instruments. The overall finding revealed a statistically significant relationship between the two variables with the results indicating that organisations possess numerous ethical climates which are perceived by employees in a manner which in turn affects their commitment towards their organisation. It is concluded that employees who are more committed to their organisations have improved attendance records and show lower absenteeism and turnover rates. The findings of this study confirmed existing research and generated new knowledge applicable to the hospitality sector. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012 / Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.

Doctorat en sciences psychologiques / info:eu-repo/semantics/nonPublished

Submitted in fulfillment of the requirements for the degree Master in Philosophy Public Management, Durban, University of Technology, Durban, South Africa, 2017. / This research investigated internal service quality perceptions held by DUT Writing Centre tutors. This research is important because literature is indicative of the fact that internal service quality is a precursor to external service quality. The study employs a mixed method approach. An adapted SERVQUAL Battery termed by Frost and Kumar (2000) as INTSERVQUAL was used to gather the quantitative data. The qualitative data was from a secondary source which was focus group discussions and was analysed using thematic analysis. This study utilised the survey method and a census was conducted to investigate the service quality dimensions. The quantitative results were analysed by use of descriptive and inferential statistics by SPSS 24 program. Five dimensions being reliability, responsiveness, assurance, empathy and tangibles were measured by the instrument and a GAP analysis of the expectation and perception scores was done. It was found that the highest gap was in the tangibles dimension and the lowest gap in the reliability dimension. The research objectives were as follows: • To determine Writing Centre tutors’ expectations of internal service quality at DUT writing centres; • To evaluate Writing Centre tutors’ perceptions of internal service quality at DUT writing centres; • To identify gaps between expectations and perceptions of internal service quality at DUT writing centres; and • To identify customer service expectations and perceptual differences in relation to biographical variables in the population. / M