Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).

Thesis (Ph. D.)--Cornell University, 2006. / Vita. Includes bibliographical references (leaves 163-168).

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

As organizations strengthen their presence overseas, the number of expatriates is increasing rapidly (Armstrong, & Li, in press; Brookfield Global Relocation Services, 2015). Expatriates are often used by multinational corporations (MNCs) for knowledge sharing (Fang, Jiang, Makino, & Beamish, 2010; Hocking, Brown, & Harzing, 2004). Knowledge sharing refers to a relational act based on a sender-receiver relationship which involves sending one's knowledge to another as well as receiving another's knowledge (Foss, Minbaeva, Pedersen, & Reinholt, 2009). Effective knowledge sharing is key for MNCs in order to create and sustain competitive advantage (Jensen & Szulanski, 2004; Schwaer, Biemann, & Voelpel, 2012; Wang & Noe, 2010). Given its relevance, organizations invest significant amounts of resources in the development of knowledge-management systems and provide employees with incentives to encourage knowledge sharing (Cabrera, Collins, & Salgado, 2006). MNCs however often face difficulties in encouraging employees to share their knowledge (Cabrera & Cabrera, 2002, 2005) and growing evidence suggests that in international contexts employees are even more reluctant to share their knowledge due to cultural, nationality, ethnicity and linguistic barriers (Gilson, Lim, Luciano, & Choi, 2013; Mäkelä, Andersson, & Seppälä, 2012). It is therefore critical to identify how to enhance knowledge sharing between expatriates and host country national (HCN) colleagues despite the cultural, linguistic, nationality, and ethnicity barriers they may experience when working together (Peltokorpi & Clausen, 2011). The first aim of this dissertation was therefore to identify how to enhance knowledge sharing between expatriates and HCNs. Survey data was collected from 84 expatriate-HCN dyads working in 31 different host countries in all parts of the world. Drawing upon the supplementary person-person (P-P) fit literature, a specific type of person-environment (P-E) fit, it was demonstrated that when expatriates perceive high similarity between themselves and their HCN colleague in terms of deep-level characteristics such as values, personality, goals, and abilities (i.e. high P-P fit) they are more likely to engage in information elaboration which in turn facilitates knowledge sharing. Interpersonal citizenship behaviour was identified as a moderator which increased information elaboration and knowledge sharing even when expatriates perceived low deep-level similarity between themselves and their HCN colleague (i.e. low P-P fit). Furthermore, we do not know what types of knowledge expatriates share with their HCN colleagues (Armstrong & Li, in press) despite the fact that knowledge is often considered as an organization's most important resource (Zander & Kogut, 1995). The second aim of this dissertation was therefore to systematically examine what types of knowledge expatriates share with their HCN colleagues. Survey data was collected from 197 expatriates working in 52 different host countries in all parts of the world. By means of a qualitative content analysis of written descriptions regarding the types of knowledge shared, a three dimensional typology of expatriate knowledge sharing was constructed which identifies the full range of knowledge types shared by expatriates. Three types of knowledge were identified: regulative knowledge, normative knowledge, and cultural-cognitive knowledge, each consisting of several subtypes. The theoretical and practical implications of these findings are discussed.

The main focus of this thesis, titled ?Analysis of personnel work in the company,? lies on system and management of personal work and personal activities in the context of human resource management as one of the preconditions to be met to achieve the objectives of the company ČZ a.s. in Strakonice. The aim of the the thesis is to analyse the system of personnel work in the given enterprise, to assess and evaluate it and subsequently design some changes which can lead to higher effectivity of management of this area. Proposals to improve the current personnel system in the company ČZ a.s. are the main outcome of the thesis. At present, the management of each company is well aware of how important feature human factor is. They realise that workers who know that their management shows interest in them, takes care of them and is not indifferent to their work environment and that they are properly rewarded for their performance are happy. Consequently, the workers have the feeling of importance for the company, which is further reflected in their work performance and prosperity of the whole enterprise.

Evaluating the use of human resource information systems (HRIS) by employees working in the human resource management (HRM) departments of the public universities in Saudi Arabia is one of the main aims of this project. Other researchers in this field have proposed several success models for HRIS use, and they are suitable for organisations working in the conditions and circumstances surrounding a particular region; however, they cannot be applied directly to Saudi organisations. Thus, it is very important to construct an HRIS use model for higher education institutions. In view of the weaknesses of other HRIS success models for the particular environment in Saudi Arabia, this study has integrated some incumbent factors into the DeLone and McLean HRIS success model to develop a new model that provides comprehensive insight into the most important factors affecting the issue of HRIS within the HR Departments of Saudi universities. This results in the development of a theoretical framework as a model to carry out the investigation into the impacts of various dimensions of the proposed model on the use of HRIS by employees. A mixed-method research design involving interviews and questionnaires was used to collect qualitative and qualitative data; analytical techniques along with SPSS20 were employed to analyse the data. The results obtained from the qualitative phase showed that there were six factors that affected the use of HRIS in the HR Departments of public universities: usefulness, a speedier decision-making process, system quality, ease of use, subjective norms (social and peer pressures), and the unification of systems. The impact of these dimensions on the use of HRIS was measured in the qualitative phase, showing the positive impact of system quality, service quality, and ease of use on the use of a system. Furthermore, the impact of HRIS on human resources (HR), based on performance and productivity, was investigated through interviews and surveys with the sample population. In general, it was found that HRIS have a significant and positive impact on the performance and productivity of the HR Departments of public universities in Saudi Arabia. This study’s main contribution is the successful development of an adoption model for the measurement of HRIS use in Saudi public universities, by taking into account the social elements that play an important role in the use of HRIS in Saudi Arabia. This is the first study of its kind that has been performed to measure the factors and map the strength of their relationship with the use of HRIS, user satisfaction and HRIS adoption.

<p>Sposobnost za postizanje postavljenih ciljeva bilo koje<br />organizacije, u kontekstu strategijskog i performans<br />menadžmenta, zavisi od sposobnosti te organizacije da uči, da<br />razvija i upravlja razvojem svog intektualnog kapitala, odnosno<br />ljudskim resursima. Inovacija i razvoj proizvoda, usluga i<br />poslovnih procesa mogu se postići unapređenim znanjima i<br />umjećima osoblja, nadmoćnom informacionom tehnologijom i<br />uređenim procesima organizacije. Savremene organizacije sve<br />jasnije shvataju da im valjano upravljanje ljudskim resursima<br />može značajno doprinjeti sticanju održivih kompetitivnih<br />prednosti. Značaj koncepata i pristupa upravljanja ljudskim<br />resursima, a prema tome i vrednovanja i ocjenjivanja ljudskog<br />kapitala, sa podr&scaron;kom upravljačkih informacionih sistema, se<br />prema svemu sudeći, zasniva se na činjenici da, zahvaljujući<br />pomenutim sistemima, biva reorganizovano doskora&scaron;nje<br />shvatanje i razumijevanje doprinosa osoblja performansama<br />organizacije.<br />Upravljanje ljudskim resursima u svakom poslovnom sistemu<br />postaje potpuno različito od dosada&scaron;njeg. Ono se vi&scaron;e ne shvata<br />samo kao puka funkcionalna aktivnost već i kao nova poslovna<br />filozofija koju treba provoditi na svim menadžerskim nivoima.<br />Neki od neophodnih uslova za uspje&scaron;no upravljanje ljudskim<br />resursima i performansom se obezbjeđuju putem upravljanja<br />informacionim resursima organizacije (podacima,<br />informacijama i znanjima) kao i od strane poslovne<br />inteligencije kao osnove za sticanje potrebnih informacija.<br />Stoga se značajan dio ove teze fokusira na koncipiranje i razvoj<br />upravljačkih informacionih sistema za podr&scaron;ku upravljanju<br />ljudskim resursima.</p> / <p>The ability to achieve the set objectives of an organisation<br />in the context of strategic and performance management<br />depends on the organisation&rsquo;s ability to learn, develop and<br />manage the development of its own intellectual capital i.e.<br />human resources. Innovation and development of products,<br />services and business processes can be achieved by<br />improved staff&rsquo;s knowledge and skills, supreme<br />information technology and regulated organisational<br />processes. Modern organisations are becoming more and<br />more aware of the fact that proper human resources<br />management can considerably contribute to gaining<br />sustainable competitive advantages. The importance of<br />conceptions of and approaches to human resources<br />management, and therefore the evaluation and assessment<br />of the human capital supported by IT systems seems to be<br />based on the fact that the previous understanding of staff&rsquo;s<br />contribution to the organisation&rsquo;s performance is being<br />reorganised owing to IT support. In every business system<br />human resources management is becoming totally different<br />than before; it is no longer seen as a mere functional<br />activity but also as a new business philosophy to be<br />applied on all levels of management.<br />Some of the conditions necessary for successful human<br />resources management and performances are provided by<br />the informational resources of an organisation (data,<br />information and skills) and business intelligence as the<br />basis for acquiring the necessary information. Therefore, a<br />significant part of this thesis is focused on conceiving and<br />developing the management information systems for<br />human resources management support.</p>

The aims of this study were to determine: • The nature of job stress. • Factors causing job stress in management personnel. • The perceived severity or intensity of job stress in management personnel in secondary schools. • The frequency of occurrence of job stress in management personnel in secondary schools. In order to achieve these aims a literature study and empirical investigation were undertaken. The data was investigated and evaluated and certain conclusions were made. Appropriate primary and secondary sources were used in the literature study. A DIALOG search was conducted using the following key words: job stress, occupational stress, career stress, work stress, management and education. The nature of job stress and factors causing job stress in management personnel were discussed. Spielberger's Job Stress Survey (JSS) was used for the empirical investigation. This questionnaire was designed to determine the amount of stress associated with a particular event and the frequency of its occurrence. The population consisted of the management teams (principals, deputy principals and heads of department) of 180 randomly selected secondary schools throughout South Africa. The management teams of 102 secondary schools throughout South Africa constituted the sample. The data obtained in the empirical investigation was statistically analysed and interpreted. In conclusion the study was summarised, findings were reported and specific recommendations were made for implementation in practice and for further research. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000

The aims of this study were to determine: • The nature of job stress. • Factors causing job stress in management personnel. • The perceived severity or intensity of job stress in management personnel in secondary schools. • The frequency of occurrence of job stress in management personnel in secondary schools. In order to achieve these aims a literature study and empirical investigation were undertaken. The data was investigated and evaluated and certain conclusions were made. Appropriate primary and secondary sources were used in the literature study. A DIALOG search was conducted using the following key words: job stress, occupational stress, career stress, work stress, management and education. The nature of job stress and factors causing job stress in management personnel were discussed. Spielberger's Job Stress Survey (JSS) was used for the empirical investigation. This questionnaire was designed to determine the amount of stress associated with a particular event and the frequency of its occurrence. The population consisted of the management teams (principals, deputy principals and heads of department) of 180 randomly selected secondary schools throughout South Africa. The management teams of 102 secondary schools throughout South Africa constituted the sample. The data obtained in the empirical investigation was statistically analysed and interpreted. In conclusion the study was summarised, findings were reported and specific recommendations were made for implementation in practice and for further research. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000

This thesis deals with the analysis of human resources management in a selected organization. The aim of this work is to analyze human resources management in the organization and evaluate its procedures with a focus on employee motivation and education. The theoretical part analyzes the approaches of human resources management, individual personnel activities and specifically the motivation and education of employees. The theoretical part is devoted to human resources management in general. This part is devoted to personnel activities such as job analysis, personnel planning, recruitment and selection of employees, evaluation of employees, placement or termination of employment, remuneration of other areas in this direction. I also deal with systematic and adult education. Here I focus on adult education, education in public administration and subsequently their education methods, which employees of public administration prefer. This part shows how the possibility of further education is utilized and consequently how public administration officials are motivated to further education and last but not least how the education of officials at the Regional Office of the Central Bohemia Region is used. The practical part is focused on the management of people in the organization of the Regional...