The Asia Pacific Region has become the center for development of the world and trade in 21st century. Kaohsiung Port enjoys a pivotal location within the region and the local government is determined to capitalize on its geographic advantages. Kaohsiung is already a major container transshipment hub. With frequent links to ports all over the world, Kaohsiung is also set to become one of the world¡¦s leading production and distribution centers. The most important resource of organization is ¡§human resource¡¨, so how to make people work for organization hardly is important for organization. Every shipping company aims to offer the most efficient service with highest quality to enable its customers. So how to reinforce the quality of manpower, improve job performance and service quality are the most important targets for shipping company. Therefore, this study used individual variables of sea-land transfer personal reshuffle as independent variables, job satisfaction and organizational commitment as dependent variables to probe into the relation among the individual variables, job satisfaction and organizational commitment. This thesis did the analysis through issuing questionnaires. Effective questionnaires sent back are 110. By using statistical method, the results of this research indicate that: 1. The different education to extrinsic satisfaction and continuance commitment comes out remarkable discrepancy. 2. The different age to continuance commitment comes out remarkable discrepancy. 3. The different land experienced year to normative commitment and continuance commitment comes out remarkable discrepancy. 4. Three factors of job satisfaction have positive relation to three factors of organizational commitment. 5. Three factors of job satisfaction have impact on three factors of organizational commitment According to the results of research, the organization needs to strengthen internal management system, fortify employees¡¦ loyalty, to enhance job satisfaction of employee to increase the employees¡¦ commitment. Therefore, the organization can promote the job performance and reinforce its competition.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.

本研究旨在瞭解大學圖書館館員對工作輪調制度的觀感、輪調實施的意見、工作輪調對圖書館及館員個人產生的影響、館員的個人特性對輪調看法的差異以及瞭解大學圖書館館長對工作輪調制度的看法，以期作為我國大學圖書館規劃及實施工作輪調的參考。 為達成研究目的，本研究採用問卷調查法及訪談法。首先以電話普查國內各公私立大學圖書館過去五年(民86-90年)是否實施工作輪調，針對實施輪調的24所大學圖書館依館員人數多寡分三層，以分層隨機抽樣的方式每層抽樣3所學校，對抽樣的9所大學圖書館館員實施問卷調查，並訪談抽樣學校的館長。 研究結果發現，對輪調制度的觀感上：受訪的館員大多數贊成實施工作輪調；不贊成新進人員、較高學歷者、工作表現較佳者調動頻率較高；贊成對於主管安排的調動，若個人無工作輪調的意願，可能會造成主管負面的印象。在工作輪調制度實施的意見上：多數贊成暑假期間實施；館員輪調頻率以三年一次、主管為四年一次最好；輪調的比率以五分之一為宜；館員認為工作輪調標準的考量以「依館員輪調的意願」、「依館員個人專長」、「擔任同一職務的年資」為前三高；館員感受實際工作輪調的標準，前三高為「依館員的意願」、「以制度為主，但尊重個人意願」、「依照制度規定」；輪調的方式較偏好計畫性輪調；不適合輪調的職務以「系統管理」、「會計」、「秘書」為前三高。工作輪調的影響上：工作輪調對個人及圖書館整體產生的影響大多為正面的影響，對個人的影響以「對圖書館整體的了解」、「專業知識」、「激發潛能」為前三個正面的影響；對圖書館整體的影響以「人員培訓」、「經驗傳承」及「防止弊端」為前三個正面影響。研究結果也發現不同教育程度、年齡、年資的受訪者，對實施工作輪調的態度沒有差異。此外，從訪談結果得知，主管的態度主導工作輪調；工作輪調辦法有利於確立制度但缺乏彈性；輪調的實施多數尊重館員的意願；良好的溝通協調是輪調實施成效的關鍵；在職訓練、工作手冊是實施工作輪調的基礎工作。 根據研究結果從三方面提出建議。在工作輪調的心態上：1.應強調積極正面的工作輪調精神；2.鼓勵館員勇於接受挑戰以促進自我成長。在工作輪調的執行上：1.建立較具彈性的輪調制度；2.尊重館員輪調的意願，以溝通協調並化解歧見；3.提供相關訓練，建立完整的個人資歷檔案；4.工作輪調經驗列入升遷的考量標準之一；5.輪調應執行後續評鑑；6.落實職務代理制度。在圖書館工作輪調計畫上：應建立館員個人資歷檔案、編製工作說明書及工作手冊、規範工作輪調的內容，包括輪調實施的時間、頻率、執行方式、輪調的比例、不適合輪調的職務。

Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2016-04-07T12:05:26Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Ronnie Edson de Souza Santos - Dissertação de Mestrado.pdf: 1606424 bytes, checksum: a113e8f9718b34411e84149694b571ce (MD5) / Made available in DSpace on 2016-04-07T12:05:26Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Ronnie Edson de Souza Santos - Dissertação de Mestrado.pdf: 1606424 bytes, checksum: a113e8f9718b34411e84149694b571ce (MD5) Previous issue date: 2015-01-22 / Context. During the last decades, human factors have become of great interest for many software engineering researchers, considering there are a wide variety of human and social aspects that might affect the way software engineers perform their work. As an example of this, recent research revealed a need for the proper management of two elements, the motivation and the satisfaction of software engineers, in order to achieve higher levels of performance at work. In this context, the Theory of Motivation and Satisfaction of Software Engineers (TMS-SE), recently established, confirms this need and recognizes the difference between these two factors, demonstrating that motivated software engineers are engaged and concentrated, while satisfaction is perceived in terms of happiness at work. Goal. Although having observed a wide diversity of aspects present at the software development environment, the TMS-SE did not specifically address the practice known as Job Rotation, whereby people are constantly switching jobs or projects at the same organization, and the effects of this practice on the motivation and satisfaction of software engineers. Thus, the main goal of this research is to investigate and discuss how the practice of job rotation can influence the motivation and the satisfaction of these individuals. Method. To achieve this goal, a qualitative case study was conducted in a software organization where the practice of job rotation amongst software projects is common. A group of software engineers were interviewed in order to collect data about their experience with this practice. Results. The findings suggest that, in a context in which the rotation of software engineers is frequent, it is necessary to find the balance between the positive and negative factors affecting the engagement and the concentration of these individuals, otherwise, their motivation will be impaired by the increase in the cognitive overload at work. In addition, the lack of feedback, resultant from constant movement among projects and teams, has a direct and negative impact on job satisfaction. / Contexto. Durante as últimas décadas, os fatores humanos tem recebido grande atenção de muitos pesquisadores de área de Engenharia de Software, pois estes fatores afetam a forma como os engenheiros de software executam o seu trabalho. A exemplo disto, pesquisas recentes revelaram a necessidade de uma gestão adequada da motivação e satisfação de engenheiros de software para que se possa atingir altos níveis de desempenho. Neste contexto, a Teoria da Motivação e Satisfação dos Engenheiros de Software (TMS-SE), estabelecida recentemente, confirma esta necessidade e estabelece a diferença entre estes dois fatores, demonstrando que engenheiros de software motivados são empenhados e concentrados, enquanto a satisfação é percebida em termos de contentamento com o trabalho. Objetivo. Apesar de ter discutido uma grande variedade de aspectos relacionados com o trabalho de equipes de desenvolvimento de software, a TMS-SE não explica diretamente o impacto da prática de Job Rotation (rotações de trabalho), através da qual estes indivíduos são periodicamente mudados de equipe e de projeto de software, na motivação e satisfação dos engenheiros de software. Assim, o objetivo desta pesquisa foi investigar e discutir como as rotações de trabalho podem influenciar a motivação e a satisfação de engenheiros de software. Método. Para atingir este objetivo, um estudo de caso qualitativo foi realizado em uma organização de software que utiliza a prática de rotação de engenheiros de software, os quais foram entrevistados sobre a sua experiência neste processo. Resultados. Os resultados sugerem que, em um contexto em que a rotação de engenheiros de software é freqüente, faz-se necessário buscar o equilíbrio entre os fatores positivos e negativos que afetam o engajamento e a concentração destes indivíduos, caso contrário, sua motivação será prejudicada pelo aumento da carga cognitiva do trabalho. Além disso, a falta de feedback sobre o trabalho, tem impacto negativo direto sobre a satisfação no trabalho.

Bakgrund: I Stockholmsregionen råder det en brist på intensivvårdssjuksköterskor. En orsak är hög personalomsättning där många intensivvårdssjuksköterskor lämnar intensivvården inom två år efter anställning på grund av hög arbetsbörda, otillfredsställande lön eller bristande möjligheter till kompetensutveckling. Arbetsgivare som uppmuntrar till kompetensutveckling får fler intensivvårdssjuksköterskor att stanna kvar inom intensivvården även om arbetsbördan är hög. Syfte: Syftet med denna studie är att undersöka vad intensivvårdssjuksköterskorna anser om arbetsväxling som kompetenshöjande intervention. Metod: Studiedesignen var kvalitativ och som metod har fokusgruppsintervjuer använts. Materialet har analyserats med hjälp av kvalitativ manifest innehållsanalys. Resultat: Studiens huvudresultat var deltagarna ansåg att arbetsväxling fungerar som kompetenshöjande intervention. Resultatanalysen utkristalliserade totalt fem teman: arbetsväxlings inverkan på kompetensen, arbetsväxlings inverkan på individen, arbetsväxlings ömsesidiga påverkan mellan avdelningar, arbetsväxling som kvarhållande åtgärd och anledning att stanna kvar inom intensivvård. Slutsats: Studien visade på att intensivvårdssjuksköterskan anser att arbetsväxling är en kompetenshöjande åtgärd för intensivvårdssjuksköterskan. Det är dock oklart om det är något som får intensivvårdssjuksköterskor att stanna kvar inom intensivvården. Klinisk betydelse: Vårdadministrationen har fått en antydan om att arbetsväxling höjer kompetensen för de anställda inom intensivvården. / Background: The Stockholm area has a shortage of intensive care nurses. A main reason for this is the high staff turnover where many intensive care nurses leave their employment within two years. This is related by high workload, unsatisfactory pay and insufficient opportunity to raise the level of competence. Employers that promote actions which could raise the level of competence would get more intensive care nurses to stay within the intensive care unit even though the workload would be high. Aim: The aim of this study is to investigate what intensive care nurses view regarding job rotation as an intervention to raise the level of competence. Method: Two focus groups interviews were used to collect the data. The data was analysed by a qualitative manifest content analysis. Result: The result shows that the participants considered that job rotation works as an intervention to raise the level of competence. During the analysis five themes were found: the impact of job rotations on the competence, the impact of job rotations on the individual, the mutual impact of job rotations between departments, job rotation as a retention measure and reasons to remain in the intensive care. Discussion: This study has shown that intensive care nurses think that job rotation is an intervention to raise the level of competence in intensive care nurses. It is although unclear whether job rotation will keep intensive care nurses within the intensive care. Clinical significance: The care administration has been given a hint that job rotation increases the level of competence for the employers in intensive care.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.

O problema de balanceamento de linhas de produção e designação de trabalhadores é uma extensão do problema simples de balanceamento de linhas onde os tempos de execução de tarefas são dependentes dos trabalhadores. Este problema tem sua motivação prática oriunda de linhas de produção com trabalhadores com deficiência. Nesta tese de doutorado estudamos duas extensões para o problema: a primeira layouts de linhas com estações em paralelo, enquanto que a segunda possibilita o uso de múltiplas linhas. As extensões fora aplicadas tanto ao problema básico quanto para o problema de rotação de tarefas. Apresentamos formulações matemáticas e métodos exatos e heurísticos para todos os casos. Teste computacionais em instâncias da literatura e novas instâncias e uma análise detalhada dos resultados são apresentados. / The assembly line worker assignment and balancing problems is an extension of the simple assembly line balancing problem in which the task execution times depend on the assigned workers. This problem draws its practical motivation from assembly lines with workers with disabilities. In this doctoral thesis, we study two extensions for this problem: the first one allows layouts with parallel workstations, while the second one allows multiple parallel lines. These extensions were applied for the base problem as well as the job rotation problem. We present mathematical formulations and exact and heuristic methods for all cases. Computational tests in instances from literature and new instances and detailed analysis of the results are presented.

There are a number of challenges that are facing the South African manufacturing industry today. Companies within this sector are trying all they can to ensure the optimal utilisation of physical and human resources and the maximisation of profit, all this at a very minimal possible cost. Each company within the industry is struggling for a competitive edge and bigger market share compared to other companies manufacturing the same product. Haas et al. (2005: 1) suggest that the manufacturing companies need more flexible labour strategies, like multiskilling, as a way of dealing with these challenges. Hulett Aluminium (Pty) Ltd, South Africa's largest aluminium producer and based in Pietermaritzburg, was used by the researcher as a case study. The company was founded in 1946 as a subsidiary of the international Alcan Aluminium Group. It is South Africa's largest manufacturer of semi-fabricated and finished aluminium products. The company introduced multiskilling in 2000, the main objective being to equip the employees with a variety of skills for the benefit of both the company and the employees themselves. This research study was undertaken to establish the extent to which Hulett Aluminium (Pty) Ltd has taken advantage of the theoretical benefits associated with multiskilling. To achieve this the following issues were investigated: preparation of a suitable environment for the application of multiskilling, effects of new, advanced technology on multiskilling, effects of absenteeism due to workshops, training programmes and personal matters, productivity levels, labour turnover, labour costs, trend towards selfmanaged groups, job satisfaction , employee motivation and industrial conflicts. This study first discussed the theoretical perspectives on multiskilling. This is followed by the description of Hulett Aluminium (Pty) Ltd, with specific description of the company's profile, the organisational structure, the aluminium supply chain and the company's core business . The description of the company is followed by the methodology used for the collection of data as well as the outline of the interpretation procedures followed. Research findings and discussion are also given. The key findings of this study are that both managers and shop floor employees at Hulett Aluminium agree that multiskilling contributes to increased organisational labour productivity, reduced organisational overall costs, and reduced industrial conflicts. Other areas of agreement include the fact that multiskilled employees need appropriate resources for the application of their skills; training is an essential tool for multiskilling and that rewards for a multiskilled workforce are a motivating factor for in the workplace. The final conclusion drawn is that much as Hulett Aluminium (Pty) Ltd has embraced multiskilling, there is still a lot the company needs to do or improve on, so that it could enjoy the benefits of the programme. Based on the findings of this study, some of the recommendations made for Hulett Aluminium are: • A detailed planning process for proper implementation ofmuItiskilling • All the relevant stakeholders within the company should be part and parcel of the implementation of the programme • Benchmarking with other manufacturing companies which have implemented multiskilling • Training of new recruits so that they could be at equal par with the old employees and also contribute positively to increased organisational productivity. 11 / Thesis (MBA)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

O problema de balanceamento de linhas de produção e designação de trabalhadores é uma extensão do problema simples de balanceamento de linhas onde os tempos de execução de tarefas são dependentes dos trabalhadores. Este problema tem sua motivação prática oriunda de linhas de produção com trabalhadores com deficiência. Nesta tese de doutorado estudamos duas extensões para o problema: a primeira layouts de linhas com estações em paralelo, enquanto que a segunda possibilita o uso de múltiplas linhas. As extensões fora aplicadas tanto ao problema básico quanto para o problema de rotação de tarefas. Apresentamos formulações matemáticas e métodos exatos e heurísticos para todos os casos. Teste computacionais em instâncias da literatura e novas instâncias e uma análise detalhada dos resultados são apresentados. / The assembly line worker assignment and balancing problems is an extension of the simple assembly line balancing problem in which the task execution times depend on the assigned workers. This problem draws its practical motivation from assembly lines with workers with disabilities. In this doctoral thesis, we study two extensions for this problem: the first one allows layouts with parallel workstations, while the second one allows multiple parallel lines. These extensions were applied for the base problem as well as the job rotation problem. We present mathematical formulations and exact and heuristic methods for all cases. Computational tests in instances from literature and new instances and detailed analysis of the results are presented.

The purpose of this literature study is to explore the most important ergonomic factors that play a role in shaping the work environment of assembly line systems. Since the subject of ergonomics in production systems has continuously gained great interest in the past years, it was decided to conduct research around this topic. The literature study type was chosen to answer the research questions. This was done because even though various articles discuss the mentioned areas, they usually still have a specific focus. For example, human errors, automation, simulation, virtual reality, etc. Therefore, it was decided to carry on with a more comprehensive review that takes into account the most important ergonomic factors in general and how they influence assembly workstations both positively and negatively. Thus, two research questions were explored: Research question:  What are the most important ergonomic factors that influence an assembly line system’s work environment? Sub-research question: What are the positive and negative effects and what causes them? In order to proceed with the study, a systematic literature review and thematic analysis were conducted through the use of secondary data only. This was done by searching for different articles through two academic databases; ScienceDirect and Scopus. Lastly, the words that were used to search for articles were highly relevant in terms of the research questions. In regards to the analysis and conclusion, different factors were found including automation and cobots, job rotation, the implementation of human factors, and repetitive manual tasks. The results showed that all these factors can affect an assembly line system’s work environment to a great extent, both positively and negatively. First of all, cobots contribute by helping human operators with difficult tasks, yet, the collaboration of humans and robots is viewed as risky to some extent. Furthermore, the level of the implementation of ergonomics at workplaces is crucial to provide a healthy work environment. Ultimately, repetitive tasks can have a great impact on workers, and thereby the whole work environment becomes affected. Therefore, convenient training sessions are highly important to ensure safety in such cases.