The thesis deals with the evaluation of workers in a particular organization. The aime is to optimize the ongoing assessment processes and to design the complex evaluation system for the entire enterprise. An analysis of the current evaluation processes was conducted, as well as interviews and consultations with the personalist and other employees. The practical part contains the result of the investigation and the specific draft of the evaluation forms. The conclusion is the summary of the results and it also evaluates how the objectives were met. The conclusion deals with the possibilities of using the proposed system in practice.

Biographical data inventories (biodata) have one of the best predictors of job performance criteria for over 100 hundred years. Similarly, CommonFormat Biodata (CFB) inventories have also demonstrated their ability to predict certain performance criteria. There are two common themes and tow common sub-themes typically associated with CFB intruments, Education, experience, time, and specificity respectively. The major purpose of this paper was to employ a confirmatory factor analysis strategy to construct and validate a CFB inventory.

La thèse se compose de trois essais, abordant chacun la dichotomie entre la liaison et l'adhérence à partir d'un angle théorique différent. Dans le premier essai, je pose la question Comment Lier et Comment Adhérer et je propose un nouveau cadre théorique pour analyser le capital social, qui déconstruit sa principale fonction au-delà de la liaison ou de l'adhérence dans sa substance comme les relations sociales par rapport à la position dans la structure du réseau. Compte tenu de ces deux dimensions de l'analyse des réseaux sociaux, je propose quatre sources distinctes du capital social qui ont une valeur prédictive différente pour les réalisations individuelles - le réseau de liaison, les relations de liaison, le réseau d'adhérence et les relations d'adhérence - et j'examine leur valeur à la performance individuelle. La question du plomb dans le deuxième essai de ma thèse est Quand faut-il lier et Quand faut-il adhérer? Rejoignant la recherche sur la valeur éventuelle du capital social, je cherche comment l'organisation et les facteurs liés à l'emploi modèrent la relation entre chaque source de capital social à la performance et théorisent sur les stratégies que les individus devraient poursuivre afin d'obtenir de meilleures performances. Dans le troisième essai, je pose la question Sur Quelle Source devrais-je me fonder ? J'examine la puissance individuelle de chaque source de capital social et de la complémentarité entre les quatre d'entre eux. Je démontre que, bien que toutes les sources de capital social doivent avoir un impact positif sur la performance, certains d'entre eux pourraient supprimer le déploiement des autres formes. / My dissertation expands the line of inquiry of the contingent value of social capital to individual performance by raising three novel questions. In the first essay of my dissertation I focus on “How to bridge and how to bond” and propose a new theoretical framework for analyzing social capital, which deconstructs its major function beyond bridging or bonding into its substance as social relations versus position in network structure. Considering these two dimensions of social network analysis I propose four distinct sources of social capital that have different predictive value for individual achievements: bridging network, bridging relations, bonding network and bonding relations. The lead question in the second chapter of my dissertation is “When to bridge and when to bond”. Joining the research on the contingent value of social capital, I look at organization and individual level factors to predict the value of each social capital source to performance and theorize about the strategies individuals should pursue in order to achieve better performance. In the third essay I ask “Should one start with bridging or with bonding?” Building on the categorization proposed in the first chapter I investigate the most successful social capital path to on-the-job performance.

The problem of this study was to investigate the relationship of the variables of impulse control, adaptive behaviors, responsible behaviors, intelligence, and duration of institutionalization to job performance of the mentally retarded student at the Denton State School, Denton, Texas. The purposes of this study were 1. to ascertain the correlation of the variables of adaptive behaviors, responsible behaviors, impulse control, duration of institutionalization and intelligence quotient to job performance of the mentally retarded student at the Denton State School; 2. to determine which factor or combination of factors would be most useful for predicting job performance effectiveness of the mentally retarded student. It was concluded that of those variables included in this study, intelligence quotient was the best single predictor of job performance. The combination which was found to be the best predictor of job performance was impulse control and intelligence quotient. The variables included in this study (adaptive behaviors, impulse control, responsible behaviors, intelligence quotient, and duration of institutionalization), taken either singly or in combination, do not correlate highly enough with job performance to be of much value for predicting job performance.

Subjects were 32 computer programmers employed in a large computerized tax-processing company in the Southwest. Ratings of each programmer's job performance by his/her immediate supervisor and scores on the Aptitude Test for Programmer Personnel (ATPP) were obtained. Relationships between test scores and criteria were examined to identify significant (p < .05) correlations. Statistical treatment of data included zero-order Pearson product-moment correlation, multiple linear regression, and first-order semi-partial correlation analyses. Results indicated that the ATPP did not successfully predict (2 >.05) the rated performance of the programmers.

The goal of the graduation thesis: „Motivation system in a company“ is to analyze motivation system of Kralovopolska, a.s. company and to create a suggestion that will improve it. The theoretical part summarizes present knowledge about motivation and its influence on work performance of employees. The theoretical part describes and analyses motivation system and the ystem of evaluation job performance in Kralovopolska, a.s. company. There will be given suggestions ti improve motivation system in the company in the last part.

Arbetsmarknaden har påtagligt förändrats under den pågående covid-19-pandemin och en stor andel av den yrkesverksamma befolkningen har börjat arbeta hemifrån. Övervägande del av den svenska yrkesverksamma befolkningen vill se en hybridlösning av distansarbete efter pandemin. Därav väcktes intresset att undersöka vilka möjligheter och utmaningar arbetsgivare ser med en sådan lösning. Syftet med studien var att undersöka chefers inställning till fortsatt distansarbete i framtiden. Frågeställningar i studien var hur chefer upplever att leda på distans samt vilka möjligheter och utmaningar chefer ser med distansarbete i framtiden. I denna kvalitativa studie genomfördes semistrukturerade intervjuer med tio chefer inom olika branscher. Intervjuerna analyserades med hjälp av tematisk analys. Resultaten visar att synen på distansarbete har förändrats och att cheferna är positivt inställda till en hybridlösning i framtiden. Hur hybridlösningen helst ska vara utformad beror på faktorer som arbetsuppgifternas art, organisationens och medarbetenas behov samtförutsättningar. / The labor market has gone through changes during the ongoing covid-19 pandemic and a large amount of the working population has started work on remote from their homes. The majority of the Swedish working population wishes a hybrid solution of remote work after the pandemic. This aroused interest in examining what opportunities and challenges employers see with such a solution. The aim with this study was to investigate managers preferences about further remote work in the future. Questions at issue were how managers perceive management on remote and which possibilities and challenges they experience with remote work in the future. This qualitative study comprised semi-structured interviews with ten managers within different sectors. The interviews were analyzed by thematic analysis. The result shows that the perception of remote work has changed, and the managers are positive about a hybrid version in the future. How the design of the hybrid version should be composed depend on several factors as the nature of the task, the organizations’ and employees’ needs and conditions.

Magister Commercii (Industrial Psychology) - MCom(IPS) / In the 21st century the nature of work and life has become characterized by unavoidable changes. These changes are brought about by various environmental, social and technological developments or unforeseen occurrences. It has become more challenging for economies, countries and organizations to bounce back from these volatile fluctuations in all markets and industries (Martine & Alves, 2015). Examples of the above-mentioned changes is emphasized by Wales (2013) who identified that trends such as climate change, globalization and social inequality have created a significant challenge to the traditional business model. The “credit crunch”, corporate scandals and possible corruption have led to a loss of trust in business, and companies are facing pressures from governments, consumers, employees and investors to demonstrate that they are adopting ethical and sustainable business practices (Pfeffer, 2015). Similarly, Martine and Alves (2015) question whether the economy, society and environment in the 21st century are indeed the three pillars of sustainability. These factors highlight the importance of critically discussing factors surrounding economic growth and the sustainability thereof.

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The diploma thesis deals with the job satisfaction of pedagogical employees working in elementary and high schools in the Vysočina Region. The main goal of the thesis is to ascertain how are the pedagogical employees in the elementary and high schools of the Vysočina District overall satisfied with individual aspects of the selected outside factors of job satisfaction. The next goal of the thesis is to compare job satisfaction of pedagogical employees in the individual aspects of the selected outside factors. In the theoretical part, the thesis is focused on the theories of job satisfactions and the relationship between job satisfaction and work performance. Furthermore, the thesis deals with selected outside factors, which influence job satisfaction. The investigation is carried out in the selected elementary and high schools in the Vysočina Region. To obtain the necessary data, a non-standardized questionnaire of job satisfaction was created, which was then filled in by 149 teachers of both elementary and high schools in the Vysočina Region. The statistical compilation of the data showed, that the teachers of the selected elementary and high schools of the Vysočina Region are satisfied in their job. On the other hand, the research confirmed differences in the degree of satisfaction based of the...