Thesis--Freie Universität Berlin. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (p. 275-292).

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2009. / Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: . Adviser: Michael Pratt. Includes bibliographical references (leaves 168-186) Available on microfilm from Pro Quest Information and Learning.

Thesis (Ph. D.)--Ohio State University, 2004. / Title from first page of PDF file. Document formatted into pages; contains xiii, 235 p.; also includes graphics (some col.). Includes bibliographical references (p. 223-235). Available online via OhioLINK's ETD Center.

Thesis (Ph. D.)--University of California, Santa Cruz, 1986. / Typescript. Includes bibliographical references (leaves 231-256).

Thesis (Ph. D.)--University of California, Santa Cruz, 1992. / Typescript. Includes bibliographical references (leaves 235-250).

Thesis (M.BIE)--Unitec New Zealand, 2007. / Includes bibliographical references (leaves 165-173).

Ph.D. / The purpose of this study was to explore the lived reality of the work of Human Resource practitioners in South Africa in relation to the socio-economic context of their organisations and to consider how appropriate or not their responses might be to the impacts of that context on their work. This was explored through a qualitative study wherein interviews with 50 volunteer practitioners from all types of organisations spread across the country were conducted and compared to views of 17 informed commentators in this field. It was found that the work of Human Resource practitioners is signficantly impacted by social and economic factors external to the workplace, but that the current response by practitioners is probably not as appropriate as it could or should be. A role for human practitioners as “social activists” was identified and factors influencing whether such a role is played were explored. Frameworks of appropriate actions are proposed at both strategic and individual contributor level to support this role. The role of Human Resource professional bodies in addressing social issues in South Africa is challenged and a framework proposed to improve the extent to which leadership is given to Human Resource practitioners and to increase the visibility and voice of the profession in contributing to alleviation of societal problems. Recommendations for implementation of the proposed frameworks are proposed. One of the most significant recommendations is for Continuing Professional Development to provide coaching support based on Constructive-Developmental theory to enhance the ability of Human Resource practitioners to cope with the high levels of complexity that they encounter in their roles. Further research into a proposed model of influencing factors in the social activist role is recommended.

Thesis (Ph. D.)--University of Chicago, Dept. of Political Science, December 2002. / Includes bibliographical references. Also available on the Internet.

Considered "the father of the science of human relations," Elton Mayo was instrumental in the development of industrial psychology and sociology in America. The career of Elton Mayo and his attraction to influential figures like John D. Rockefeller, Jr., provide a chronological order and interpretive force to understand this development. Mayo's concern about human behavior in the modern industrial world and management's concern over the future of industrial relations, found common ground in their support for the development of a science of human relations. It is not a coincidence then, that the social sciences developed at a time when industrial capitalism shifted its energies from organizing material resources to organizing human resources. The development of modern social science can best be understood, thus, as a phase of the social history of corporate capitalism. The career of Elton Mayo and his attraction to influential figures like John D. Rockefeller, Jr., provide a chronological order and interpretive force to understand this development.

M.Com. (Business Management) / The question of quality in the workplace is considered within a framework where structural and process variables, leadership, personal filters and behavioural patterns are addressed. Viewpoints regarding quality of work by Rosow, Piskurich, Bennet, Fulmer, Callahan and Drucker, amongst others, were examined. Problems associated with the feasibility of measuring quality is briefly analysed in the light of viewpoints of writers such as Tuttle and Romanowski...