This research was designed to develop an understanding of today's multigenerational workforce with respect to a preferred styles or characteristics of followership and leadership. Specifically this research sought to determine if there was a relationship between an individual's generational cohort and the preferred styles of leadership and followership, as measured by implicit theories of leadership and followership. Therefore, this study draws upon generational theory (Mannheim, 1952), implicit theories of leadership (Epitropaki & Martin, 2004) and implicit theories of followership (Sy, 2010). The changes in the composition of the US workforce which have occurred, and which will continue to occur in the near future, make it appropriate and timely to jointly examine followership and leadership, particularly from a generational perspective. By examining the various US workforce generational cohorts, the potential exists to uncover additional insight that has been absent from the extant literature. The sample population consisted of Baby Boomer, Gen X and Millennial employees drawn from individuals working for an integrated delivery and financing system in the Northeastern US, as well as individuals recruited via social media (N = 249). The implicit leadership scale (Epitropaki & Martin, 2004) was utilized to measure participant's preferred characteristics of leaders. The implicit followership scale (Sy, 2010) was utilized to measure participant's preferred characteristics of followers. Data analysis was conducted utilizing principal components analysis (PCA) to determine the factor structures of both leadership and followership. A one-way ANOVA was conducted on the results of these factor analyses to test whether there were any differences which could be attributed to membership in a generational cohort. Cluster analysis was also conducted. The results indicated that generation does not significantly influence an individual's preferred characteristics of leaders or followers. Implications for theory, practice and further research are also discussed.

The master thesis consists of a theoretical part and a practical one. In its theoretical part, first are defined key notions relevant to the topic of the thesis. Further there are explained the key areas of personnel management which are important for a practical part. The practical part is focused on a personnel management of municipality of the city Jihlava. The main part is a reserch that is conducted directly between the managers of the municipality. The practical part also deals with recruitment and training of stuff. In the conclusion of the practical part, the established data are interpreted; the results of this interpretation are certain recommendations of how to improve the quality of education at the Faculty of Management.

Accurate and objective performance appraisals are absolutely necessary due to their utility in important personnel decisions such as promotion, demotion and training. This study examines the contaminating effects of sex bias on performance evaluations and it's relationship to the sex-stereotype of the job and levels of performance. Unlike previous studies, this study not only examines these effects at the extremes of performance, but at average levels as well. Also, unlike previous studies, the subjects empirically determined the sex-typed nature of the jobs and the levels of performance within those jobs rather than the experimenter having made a priori decisions. Hypothetical employees in male, neutral, and female sex-typed jobs who performed at high, average, and low levels were rated on four performance dimensions and one overall performance dimension. There were no main effects for either the sex of the rater or the sex of the ratee. There was, however, an interaction between the level of performance and the sex-type of the job that was significant on four of the five dimensions. Possible explanations are developed within an Equity Theory framework for the findings.

The problem arising from the study of the student worker may be considered under the following divisions: 1. To recognize the attempts that have been made to provide an educational program agreeable to both church and college. 2. To make a study of the student worker, considering his qualifications, his duties, his age, and his salary; to discover the number of student workers placed on Southern state college campuses by the Baptist, Episcopalian, Methodist and Presbyterian denominations; and to list as accurately as possible these student workers, indicating whether they are full-time or part-time workers, stating the college or university in which they work and giving the denomination which employs them. 3. To state the conclusion and outlooks resulting from the study of the student worker.

Statement of the problem: This problem involves the following divisions: The laws, rules and regulations governing payrolls. Application of the law in payroll accounting. The accounting principles and procedure. A detailed practice set.

The purpose of this study is to attempt to find out how the police officers in the second-class cities in Kentucky view their work. Questions asked concern relationships with the public, their supervisors, and co-workers; opinions of recent court rulings affecting their work; and their sentiments about salaries and plans to continue in police work. After assessing the job satisfaction of the officers, the results were correlated with other studies and recommendations are made directed toward increasing the officers' motivation and effectiveness in performing their duties.

Statement of the problem - To find out the effort being made to establish a state-wide teacher retirement system in those states where no retirement system exists. To study and analyze each state-wide teacher retirement system in effect. To set up a state-wide teacher retirement plan for Kentucky.

The latest research shows over 2.8 million higher education students or one-in-seven are enrolled in fully online programs. In fields such as accounting, students are able to complete their degree, pass a standardized exam, and enter the workforce with little to no work experience. Accounting firm human resources managers are primarily responsible for the recruitment and selection of candidates. Prior studies conducted show that these hiring gatekeepers prefer candidates with earned degrees in a traditional classroom environment when holding constant for all other factors. While many students invest in online degrees as an ideal pathway to employment, career advancement, and increased earnings, the perception of their degree by hiring gatekeepers may limit these aspirations. Existing research is limited in descriptive analysis as to why these perceptions are held and what can be done to change them. The purpose of this qualitative study was to investigate the perception of the online degree by accounting hiring gatekeepers of mid-size firms in the northwestern U.S. and their recommendations for changes to online programs. Findings support prior research with a disinclination by hiring gatekeepers for candidates with earned online degrees and identified several reasons including a diminished view of interpersonal skills, ability to work as part of a team, faculty interaction and professional mentorship, and negative institutional perceptions. Additionally, gatekeepers recommended changes to online programs that included a focus on technical skills, soft skills, required internships, increasing in-person or hybrid structures, and revising institutional marketing strategies.

As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attention as an underlying mechanism for managing expatriates. However, existing psychological contract studies have paid little heed to the unique contexts of expatriate employment relationships (Ng & Feldman, 2009; Lub, Bal, Blomme, & Schalk, 2016), which are different from domestic employment relationships. Expatriates are often exposed to more complex environments than their domestic counterparts, such as different cultures. Moreover, expatriate contracts usually involve multiple parties and are directed by various interests (Kraimer & Wayne, 2004; Mendenhall & Oddou, 1985). Therefore, the current understanding of psychological contracts in the expatriation context is not well understood. This could potentially hinder the ability to manage expatriates on international assignments. Using social exchange theory and equity theory, this dissertation seeks to explore expatriates’ psychological contracts in the multi-contextual nature of expatriation. More particularly, this dissertation aims to examine the effects of psychological contract violations on attitudinal outcomes in the expatriation context and also discover potential moderators of that relationship at the individual, organizational, and national levels. Using an expatriate sample, this dissertation employs two questionnaires within a two-week interval. The findings of this dissertation contribute to a clearer understanding of expatriate management by answering essential questions of what impact perceived psychological contract violations have on expatriate attitudes and how individual, organizational, and national factors influence the effects of perceived psychological contract violations.

The purpose of this research is to understand the impacts of positive feedback from customers and managers and the extrinsic rewards and intrinsic rewards on job satisfaction. Furthermore, this research will examine how employees in the hospitality industry react to positive feedback and to explore whether this positive feedback has practical applications to help increase employee satisfaction. A total of 500 questionnaires were distributed, 339 valid surveys from respondents with experience working in the hospitality industry were returned. The results indicated that positive feedback from customers as well as summarized positive customer feedback delivered by managers have positive relationships with intrinsic reward, extrinsic reward, and job satisfaction. The findings suggested that positive feedback does influence employees’ Job satisfaction. And this study will provide suggestions on improving employees’ positive perception by applying positive feedback to increasing employees’ satisfaction and further development.