Text in English / Research on employee turnover dates back many decades. However, this research traditionally focused on either understanding turnover intentions or the factors preceding turnover, such as job satisfaction. Despite the challenge in SA being huge and organisations struggling to keep their talent, the research on employee turnover is quite limited. Understanding the different variables that influence employee turnover and providing practical solutions on how to mitigate turnover would be valuable to many organisations. The aim of this research project was to understand the role of personality and organisational climate in employee turnover. In addition, a comprehensive model of employee turnover was developed and tested. The Five Factor Model was used to conceptualise personality, while (due to the limited nature of existing models) a new model was designed to conceptualise organisational climate. A sample of 1 536 people was drawn from a large retail organisation in SA, with 807 stayers and 729 leavers. Biographical, personality and organisational climate information was collected over a two-year period for both samples. Results of the study were mixed; there were no significant differences in the two samples regarding the big five personality factors, except when nine bipolar scales were used. On these scales, leavers were found to be more assertive, persuasive and optimistic than stayers. All five personality factors moderated HR policies & procedures in determining turnover. There were differences between the stayers and leavers samples with regard to age, gender, tenure and absenteeism. Organisational climate was a key determinant of whether people left or stayed and organisations had more than one climate. Personality, organisational climate and absenteeism accounted for 29% of turnover. The proposed model of employee turnover met most of the requirements of goof fit measures when using Structural Equation Modelling (SEM). / Psychology / D.Litt. et Phil.

人之性格與行為到底是由與生俱來的先天因素（nature）抑或環境行為等後天因素（nurture）決定呢？這方面的爭議是心理學家數十年來的興趣。然而，近十年中工業與組織心理學家才開始注意到，工作滿意與工作價值觀之氣質（disposition）源起與影響程度。本研究之目的，即在探討「五大人格特質」、「工作價值觀」、「工作滿意」三者間的關係。 本研究所使用的樣本乃為台灣之某一國營企業員工，有效樣本共568位。研究結果發現：五大人格特質與工作滿意是有所關係的，其中嚴謹自律性、外傾支配性、和善性分別對工作滿意具有預測力。五大人格特質對於內在滿意的影響則高於外在滿意；此外，研究者亦提出實徵數據佐證五大人格特質是可以有效地預測工作價值觀，解釋量約為45%；而且工作價值觀也會影響工作滿意且關係密切，與西方或是東方之台灣與韓國的研究相當一致。最重要的是本研究也發現工作價值觀(之工作目的性價值觀與工作手段價值觀均)為五大人格中之嚴謹自律性與內在滿意以及外向性與一般滿意之中介變項。此外，工作手段價值觀僅為五大人格中之和善性與一般滿意之中介變項。 綜合本研究結果與發現，研究者指出本研究之限制與未來研究方向，嘗試整合工作滿意之人格氣質緣起的架構並建立模式。以供工業與組織心理學家以及組織行為學者作為參考。 關鍵字：五大人格特質、工作價值觀、工作滿意、中介變項、氣質 / For decades, the debate over the issue of whether personalities and behaviors of human beings are determined by Nature or Nurture has been one of the major research interests of psychologists. However, it was not until the past ten years that industrial/organizational psychologists started to notice the dispositional sources of and their effects on job satisfaction and work values. In line with this trend, the present study aimed to investigate the relationships between the Five Factor Model of Personality (FFM, also known as the Big Five), work values, and job satisfaction. The study sampled 568 employees from one of the state-operated enterprises in Taiwan, and the Big Five was found to be related to job satisfaction, which could be predicted by Conscientiousness, Extraversion, and Agreeableness, respectively. The influence of the Big Five over intrinsic satisfaction was higher than that over extrinsic satisfaction. In addition, the researcher provided empirical data to substantiate the notion that the Big Five could predict work values effectively, accounting for 45% of the variance. The finding of a strong association between work values and job satisfaction was consistent not only with other research results obtained from eastern countries such as Taiwan and Korea, but also with those obtained in the West. Most important of all, terminal and instrumental work values were found to be the mediator between Conscientiousness and intrinsic satisfaction, as well as that between Extraversion and general satisfaction. However, only terminal work values served as the mediator between Agreeableness and general satisfaction. Summing up the results and discoveries of the present study, the limitations of it were pointed out, and directions for further investigation were suggested. Trying to construct a model by integrating the dispositional sources of job satisfaction and work values into a framework, the researcher wished to provide a footstone of future research for other industrial/organizational psychologists as well as organizational behaviorists. Keywords：Five Factor Model of Personality；FFM；Big Five；disposition；work values；job satisfaction；mediator

La présente recherche a pour objectif d’étudier les effets que peuvent exercer la conception du travail sur le type de conflit qui émerge en milieu de travail. La notion de conception du travail se divise en trois dimensions, soit les caractéristiques reliées à la tâche, les caractéristiques reliées aux connaissances et les caractéristiques sociales. Ces dimensions sont mises en relation avec les deux types de conflit en milieu de travail, soit le conflit relié à la tâche et le conflit relié à la relation. Cette recherche vise également à vérifier l’effet modérateur des traits de personnalités sur les relations entre les dimensions de la conception du travail et celles du conflit en milieu de travail. Cette recherche est basée sur 473 participants qui occupent un emploi rémunéré et qui ont vécu une situation de conflit en milieu de travail allant jusqu’à 6 mois avant la période de sondage, allant du 14 au 18 janvier 2012. Les résultats indiquent qu’il n’y a pas de relations particulières entre la conception du travail et le type de conflit en milieu de travail. En ce qui a trait aux effets des traits de personnalité, les résultats indiquent que ces variables n’ont aucuns effets modérateurs sur la relation entre la conception du travail et le type de conflit en milieu de travail. Globalement, les résultats ne démontrent aucune relation entre la conception du travail et les types de conflit en milieu de travail, ou les effets modérateurs que les traits de personnalités peuvent avoir sur ces relations. / The goal of this research is to study the effect of work design on the type of conflict that emerges in the workplace. The concept of work design is divided in two three dimensions, namely task, knowledge and social characteristics. These dimensions are linked to the two dimensions of workplace conflict, that is, task conflict and relationship conflict. This research is also intended to verify the moderating effect of personality traits on the association between work design and workplace conflict. This study is based on 473 employed participants who have experienced workplace conflict up to 6 months prior to the canvass period, which was from January 14th to the 18th 2012. The results indicate that there is no particular association between work design and conflict in the workplace. With regards to the moderating effect of personality traits, results indicate that these variables do not moderating the association between the dimensions of work design and the type of workplace conflict. Overall, results do not show a relation between work design and types of workplace conflict, or the moderating effect that personality traits can have on these relations.

Examensarbetet genomfördes av Philip Wockatz utan stöd och handledning. Detta ledde fram till att Kip Smith tog över som handledare strax innan presentationen.

La présente recherche a pour objectif d’étudier les effets que peuvent exercer la conception du travail sur le type de conflit qui émerge en milieu de travail. La notion de conception du travail se divise en trois dimensions, soit les caractéristiques reliées à la tâche, les caractéristiques reliées aux connaissances et les caractéristiques sociales. Ces dimensions sont mises en relation avec les deux types de conflit en milieu de travail, soit le conflit relié à la tâche et le conflit relié à la relation. Cette recherche vise également à vérifier l’effet modérateur des traits de personnalités sur les relations entre les dimensions de la conception du travail et celles du conflit en milieu de travail. Cette recherche est basée sur 473 participants qui occupent un emploi rémunéré et qui ont vécu une situation de conflit en milieu de travail allant jusqu’à 6 mois avant la période de sondage, allant du 14 au 18 janvier 2012. Les résultats indiquent qu’il n’y a pas de relations particulières entre la conception du travail et le type de conflit en milieu de travail. En ce qui a trait aux effets des traits de personnalité, les résultats indiquent que ces variables n’ont aucuns effets modérateurs sur la relation entre la conception du travail et le type de conflit en milieu de travail. Globalement, les résultats ne démontrent aucune relation entre la conception du travail et les types de conflit en milieu de travail, ou les effets modérateurs que les traits de personnalités peuvent avoir sur ces relations. / The goal of this research is to study the effect of work design on the type of conflict that emerges in the workplace. The concept of work design is divided in two three dimensions, namely task, knowledge and social characteristics. These dimensions are linked to the two dimensions of workplace conflict, that is, task conflict and relationship conflict. This research is also intended to verify the moderating effect of personality traits on the association between work design and workplace conflict. This study is based on 473 employed participants who have experienced workplace conflict up to 6 months prior to the canvass period, which was from January 14th to the 18th 2012. The results indicate that there is no particular association between work design and conflict in the workplace. With regards to the moderating effect of personality traits, results indicate that these variables do not moderating the association between the dimensions of work design and the type of workplace conflict. Overall, results do not show a relation between work design and types of workplace conflict, or the moderating effect that personality traits can have on these relations.

Text in English / Research on employee turnover dates back many decades. However, this research traditionally focused on either understanding turnover intentions or the factors preceding turnover, such as job satisfaction. Despite the challenge in SA being huge and organisations struggling to keep their talent, the research on employee turnover is quite limited. Understanding the different variables that influence employee turnover and providing practical solutions on how to mitigate turnover would be valuable to many organisations. The aim of this research project was to understand the role of personality and organisational climate in employee turnover. In addition, a comprehensive model of employee turnover was developed and tested. The Five Factor Model was used to conceptualise personality, while (due to the limited nature of existing models) a new model was designed to conceptualise organisational climate. A sample of 1 536 people was drawn from a large retail organisation in SA, with 807 stayers and 729 leavers. Biographical, personality and organisational climate information was collected over a two-year period for both samples. Results of the study were mixed; there were no significant differences in the two samples regarding the big five personality factors, except when nine bipolar scales were used. On these scales, leavers were found to be more assertive, persuasive and optimistic than stayers. All five personality factors moderated HR policies & procedures in determining turnover. There were differences between the stayers and leavers samples with regard to age, gender, tenure and absenteeism. Organisational climate was a key determinant of whether people left or stayed and organisations had more than one climate. Personality, organisational climate and absenteeism accounted for 29% of turnover. The proposed model of employee turnover met most of the requirements of goof fit measures when using Structural Equation Modelling (SEM). / Psychology / D.Litt. et Phil.

No description available.

This Diploma Thesis deals with an analysis of the company made by selected methods. External environment of the company is analysed using PESTLE analysis and Porter’s five-factor model. The internal environment is analysed by means of Kralicek Quick test and Fundamental analysis. SWOT analysis represents opportunities and threats of the external environment with the strengths and weaknesses of the company. The proposal of betterment of the company’s economic management is designed on the basis of the SWOT matrix.

The diploma thesis deals with an evaluation of the financial health of the company Bosch Rexroth, spol. s r.o. Using various methods of financial analysis evaluates performance and financial health of the company. At the end of this thesis the possible proposals for future strategy are suggested.

Notre thèse explore les facteurs de risque et les modèles des facteurs sur le marché boursier chinois A-share. Notre étude est basée sur le contexte du modèle facteur de Fama-French (FF). Tout d'abord, au chapitre 1, nous réexaminons l'applicabilité du Modèle Fama-French à Trois Facteurs (FF3F) et du dernier Modèle Fama-French à Cinq Facteurs (FF5F), compte tenu de plusieurs caractéristiques spéciales du marché boursier chinois. Les résultats empiriques montrent que le Modèle FF3F peut expliquer la majorité des variations de séries chronologiques des rentabilités des actions chinoises A-share. Au cours de la période d'échantillonnage, le marché bêta et le facteur SMB sont des déterminants importants pour expliquer la variation transversale des rentabilités des actions, cependant nous ne trouvons aucune prime de valeur. D’après la comparaison des performances des modèles FF3F et FF5F en présence de facteurs de rentabilité et d'investissement, le Modèle FF5F ne semble pas capturer plus de variations de rentabilités espérées que le modèle à trois facteurs, à l'exception des six portefeuilles pondérées en valeurs qui formés à partir de la taille et de la rentabilité opérationnelle.Dans le chapitre 2, nous examinons si les facteurs FF, SMB et HML, sont des proxys d'innovations de variables d'état sélectionnées (rendement de dividende agrégée, taux de T-bonds en un mois, l’écart de terme et l’écart de défaut) qui décrivent, sur la période recherche, les opportunités futures d'investissement sur le marché boursier chinois A-share. Les régressions chronologiques et les régressions des séries transversales sont réalisées sur cinq modèles comparatifs en utilisant l'approche à deux étapes Fama-MacBeth. Les facteurs FF ne perdent pas leur pouvoir explicatif, avec ou sans la présence des innovations des quatre variables d’états sélectionnées, à la fois dans les examens de séries chronologiques et les examens transversaux. Nous trouvons que l'information contenue dans l'innovation de rendements de dividende agrégés semble totalement capturée par la combinaison du marché bêta et du facteur de taille. Les facteurs FF ont pu jouer un rôle limité de capturer d'opportunités d'investissement alternatives représentées par les innovations des quatre variables d'état sélectionnées.Dans le chapitre 3, nous étudions si les facteurs FF sont des proxys de facteurs de risque de détresse et si différentes méthodes de construction des facteurs entraînent des résultats différents. Les résultats empiriques suggèrent qu'il n'y a pas de preuve significative que les facteurs FF représentent un risque de détresse sur le marché boursier chinois A-share. En comparant les résultats des régressions des séries chronologiques à partir de deux méthodes différentes, la performance du facteur de risque de détresse basé sur le DLI semble légèrement meilleure que celui basé sur le O-score. Cependant, le facteur de risque de détresse n'est pas un déterminant important des rentabilités transversales moyennes, et les facteurs FF ne peuvent pas représenter le facteur de risque de détresse dans la section transversale du marché boursier chinois A-share. / This dissertation is to explore the risk factors and factor models on Chinese A-share stock market based on the context of Fama-French (FF) factor model. First of all, chapter 1 re-examines the applicability of Fama-French Three-Factor (FF3F) Model and the latest Fama-French Five-Factor (FF5F) Model considering several special features of Chinese stock market. FF3F Model can explain a majority of time-series variation of the Chinese A-share stock returns. The market beta and SMB are important determinants in explaining the cross-sectional variation in the average stock returns over the sample period; however, we find no value premium. Comparing the performance of both FF3F Model and FF5F Model on Chinese A-share stock market, in the presence of profitability and investment factors, FF5F Model seems not capture more variations of expected stock returns than the three-factor model except the six value-weighted portfolios formed on size and operating profitability.Chapter 2 examines whether FF factors SMB and HML proxy for the innovations of selected state variables (aggregate dividend yield, one-month T-bill rate, term spread and default spread) that describe future investment opportunities on Chinese A-share stock market during the research period. Both time-series and cross-sectional regressions are performed on five comparative models using Fama-MacBeth two-stage approach. FF factors don’t lose their explanatory power with or without the presence of the innovations of selected four state variables in both the time-series and cross-sectional examinations. We find that the information contained in innovation of aggregate dividend yields seems totally captured by the combination of market beta and size factor. FF factors might have played a limited role in capturing alternative investment opportunities proxied by innovations of the selected four state variables.Chapter 3 investigates whether FF factors proxy for distress risk factor and whether different methods of constructing factors result in the different outcomes. The empirical results suggest that there is no significant evidence that FF factors are proxying for distress risk on Chinese A-share stock market. Comparing the time-series regression results by using two different methods, the distress risk factor constructed based on DLI seems to perform slightly better than that constructed based on O-score in capturing time-series average returns. However, the distress risk factor is not an important determinant of cross-sectional average returns, and FF factors cannot proxy as distress risk factor in the cross-section on Chinese A-share stock market.