Man Mei Kiu. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 48-60). / Abstract in English and Chinese. / Abstract --- p.i / 摘文 --- p.ii / Acknowledgement --- p.iii / Table of Content --- p.iv / List of Tables and Figures --- p.vi / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Demographic Characteristics --- p.1 / Theoretical Foundation of Relational Demography --- p.3 / Effects of Demographic Similarity --- p.4 / Demography in Assessment Center --- p.7 / Importance of Assessment Center in Industrial Settings --- p.10 / Assessors of Assessment Center --- p.12 / Culture Influence --- p.14 / The Present Study --- p.16 / The effect of race --- p.18 / The effect of gender --- p.18 / Chapter CHAPTER 2. --- METHOD --- p.20 / Participants --- p.20 / Measures --- p.21 / Independent variables --- p.21 / Dependent variables --- p.21 / Design --- p.22 / Chapter CHAPTER 3. --- RESULTS --- p.23 / Preliminary Analysis --- p.23 / Effect of Race --- p.25 / Average rating of exercise --- p.25 / Business focus --- p.26 / Thinking skills --- p.26 / Interpersonal effectiveness --- p.27 / Personal effectiveness --- p.27 / Further examination --- p.27 / Effect of Gender --- p.31 / Average rating of exercise --- p.31 / Business focus --- p.31 / Thinking skills --- p.31 / Interpersonal effectiveness --- p.31 / Personal effectiveness --- p.32 / Further examination --- p.32 / Chapter CHAPTER 4. --- DISCUSSION --- p.36 / Effects of Race --- p.36 / Effects of Gender --- p.39 / Types of Exercise --- p.41 / Chapter CHAPTER 5. --- IMPLICATIONS AND LIMITATIONS --- p.43 / Chapter CHAPTER 6. --- CONCLUSION --- p.47 / References --- p.48

The purpose of this study was to understand whether physician leaders are subject to gender bias in the form of differential work outcomes. Specifically, the primary goal was to examine whether the gender of a successful physician leader, the medical specialty in which he or she works (surgery or pediatrics), and participant level of social dominance orientation (SDO; level of egalitarianism) influenced the allocation of workplace outcomes (i.e., evaluations of performance, promotion recommendations, and characterizations of ability and effort). This study further explored if ability and effort characterizations mediated the relationship between gender, specialty, and participant SDO on evaluations of performance and promotion recommendations. Attempting to elucidate the atypical but increasing phenomenon in which successful female leaders in male-typed jobs receive higher performance evaluations, but lower rates of promotion as compared to equivalent males; this study drew on attribution theory to explain that characterizations of successful women as “hard workers” (effort) may be seen as deserving of high evaluations of performance but not promotions, while being “brilliant” (ability) may be seen as deserving of promotions and reserved for successful men. Results revealed an unexpected overall boost for female surgeons, awarded especially by participants low in SDO (those most egalitarian) such that female surgeons received significantly better outcomes as compared to female pediatricians and equivalent outcomes as compared to male physicians. Male surgeons and pediatricians were largely awarded equivalent outcomes across all levels of participant SDO. Further, mediation was supported only for female surgeons, such that higher characterizations of effort explained higher evaluations of performance, particularly by those low in SDO. Further research is required to understand why successful women receive higher evaluations of performance, but not promotions.

Thesis (MPA.) -- University of Limpopo, 2007 / Refer to the document

As the nature of work is rapidly changing, organizations in developed nations all over the world are experiencing shifts in the age composition of their workforces. These changes, which include an aging workforce that is becoming increasingly age-diverse, indicate that organizational researchers and practitioners need to be better aware of how age differences manifest themselves in the workplace and what implications this has for effective employee management. In the current study it is proposed that employees of different ages react differently to various elements of a formal performance feedback event. Specifically, Carstensen's developmental Socio-emotional Selectivity Theory is used as a theoretical backing for explaining how and why employees of different ages perceive and react to performance feedback differently based on their perceptions of the valence, content quality, and delivery quality of the feedback. The results show evidence of age differences in feedback reactions, with younger adults being particularly concerned with information that will benefit them in the future and older adults being particularly concerned with information that conveys a positive relationship with one's supervisor. These findings have both conceptual and practical implications as we seek to build workplace aging theory and find ways to better manage and retain valuable employees of all ages in a changing world of work.

Thesis (M. Dev.) -- University of Limpopo, 2013 / Recent changes in the allocation of land through the results of land redistribution have compelled members of communities to form committees, that is, Communal Property Associations (CPAs) that would be responsible for managing the claimed land. The Maruleng Local Municipality was not excluded from this process. Five of the CPAs have been formed under the above mentioned municipality to manage claimed land. The research investigated the impact of performance management on the Moletele CPA’s performance at Maruleng Local Municipality of the Limpopo Province. The management of Moletele CPA was not without challenges, problems such as lack of resources, adequate training programmes, lack of clear policy and objectives were also found in the study. This research also seeks to investigate why Moletele CPA is performing better than the other CPAs in the municipality. In order to understand the total context of the challenges faced by Moletele CPA, an empirical research and interviews were conducted to collect data from the members of Moletele CPA. The findings of the study suggest that a lack of resources and relevant training programmes are contributing negatively towards the performance of the Moletele CPA in particular, and other CPAs in general. To conclude, the study revealed that performance management is not determined by one factor, but other challenges such as clarity of policies and cooperation amongst stakeholders also contribute towards the success of the Moletele CPA ;hence the recommendations made in chapter five.

Thesis (MPA.) --University of Limpopo, 2009 / The study investigated the impacts of performance management system on service delivery in Mokopane Regional hospital. The study moved from the premise that Performance Management System in Mokopane Regional Hospitals is not well managed. The investigation however revealed that efforts are being made to implement performance management system although some essential improvements are inevitable required. It also probed the implementation of the performance management system within the ambit of the determined policies and procedure manual for the hospital. The challenges experienced are due to the failure of the line managers and supervisors in understanding the essence of the system. The implementation of the system often results in biasness and other performance unrelated factors. In many instances, other factors (such as subjectivity at the expense of objectivity) are unrelated to high performance rates. The study makes a recommendation on how alignment can be made to ensure that the system become more effective.

published_or_final_version / Public Administration / Master / Master of Social Sciences

This study examined emotional reactions that occurred when participants compared the fairness of own outcomes to that of peer outcomes. The mediating role of emotions (pride, guilt, envy, or anger) on the fairness perceptions and the intention to engage in organizational citizenship (OCB) or counterproductive work behaviour (CWB) was assessed. Two hundred and sixty nine undergraduate business students participated in the main study. Peer evaluation vignettes were used to simulate four fairness conditions. Hierarchical multiple regression was used to test the hypotheses. The results indicated that perceived fairness to self interacted with perceived fairness to others, which led to emotional reactions, including pride, guilt, envy, and anger. Perceived fairness also directly influenced behaviour. However, only the negative emotions of anger and envy acted as mediators. As such, anger decreased OCB intention and increased CWB intention. Envy decreased the intention to engage in OCB. Implications of the results were discussed. / x, 128 leaves ; 29 cm

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The performance of an employee is an integral part of a project’s success. In order for companies to realise their project objectives, it is essential that both internal and outsourced employees are performing optimally. This study aims to identify the factors that affect internal and outsourced employees, as well as to determine if there is a difference in employee performance in terms of information technology project deliverables. A sample of 74 employees was used from Derivco, which is based in La Lucia Ridge, Durban. The sample included both outsourced and internal employees. The data was collected by means of a questionnaire which included likert based questions. The data showed that outsourced employees performed better than internal employees as they had a greater probability of meeting the business requirements of a project. The literature review suggested that there were 20 possible variables that could influence employee performance. The results of this study concluded that 17 of the 20 variables identified from the literature review were important. The results of this study will benefit both employees and the organisation. Employees can gain a better awareness of their performance as well as helping the organisation in developing a better program to improve both internal and outsourced employees’ performance. The study extends the work of several models such as the Bennet and Franco et al. (2001) performance model and Develin’s (1989) organisational model. These models created a foundation for understanding teams, employees and the employer characteristics, in order to determine their performance patterns. However, particular attention is given to the Bennett and Franco model (2001) as well as the Sharpley model (2002). The reason for selecting these models is that the factors investigated in these frameworks are similar to those investigated in this research. The research aims to investigate whether South African organisations face similar impacts to the models described. The Bennett and Franco et al. (2001) and Sharpley (2002) models are based on perception, motivation, performance and an individual or internal motivation process. The findings of this research indicate that employees face similar factors to those shown in the Bennett, Franco and Sharpley models. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.