Thesis (M.B.A.)--University of Hong Kong, 1994. / Includes bibliographical references.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1981. / Also available in print.

This thesis seeks to determine the impact of an auction based retention bonus on continuation rates for general dentists completing their initial obligation. An auction based retention bonus has the potential to improve retention rates. In lieu of actual bids from Navy general dentists, the difference between average civilian dentist salaries and Navy general dentist pay is used to represent theoretical opportunity costs. Inputting opportunity costs into a break-even formula allows approximation of the retention bonus amount needed for a one-year and/or five-year employment agreement with the Navy. A logistic regression retention model is also estimated using data for 516 Navy general dentists commissioned between 1998 and 2001. Model results indicate that accession source significantly affects the decision to continue military service. Officers commissioned as direct accessions and participants in the Dental Student Program are more likely to stay in the navy than participants in the Health Sciences Collegiate Program. Dentists commissioned in 2000-2001 are less likely to stay than those commissioned in 1998-1999. Those commissioned between the ages of 30 and 39 are more likely to continue service beyond their initial obligation than younger dentists. Race and gender do not significantly affect retention. / US Navy (USN) author.

Thesis (M.B.A.)--Naval Postgraduate School, December 2007. / Thesis Advisor(s): Gates, William ; Kocher, Kathryn. "March 2007." Description based on title screen as viewed on February 22, 2008. Includes bibliographical references (p. 63-65). Also available in print.

Thesis (M.S. in Management)--Naval Postgraduate School, March 2006. / Thesis Advisor(s): Samuel Buttrey, William Hatch. "March 2006." Includes bibliographical references (p. 87-88). Also available online.

Thesis (Ph.D.)(Mathematical Statistics)--University of Pretoria, 2007. / Includes summary. Includes bibliographical references. Available on the Internet via the World Wide Web.

published_or_final_version / Public Administration / Master / Master of Social Sciences

The primary objective of this study is to generate pathways to understanding Human Resources Development (HRD) by developing a tool which enables and enhances a shared and common understanding of HRD in South Africa (SA). To achieve this objective, this research explores the nature and importance of HRD and articulates and aggregates these thoughts and practices into a tool which facilitates an understanding of HRD with the overarching aim of improving HRD thoughts and practices in South Africa. While there is substantial international and local literature on HRD, the existing body of research on the nature and importance of HRD in South Africa is skeletal. National HRD concepts and practices are fragmented, and are as diverse as the number of stakeholders and partners that it serves. In addition, theory-building in HRD is disconnected and removed from practice. In order to address this problem, a qualitative, interpretive, theory-building social constructionist research strategy was embarked upon. The research strategy was executed in an iterative, cyclical manner, using theoretical sampling and content analysis rigorously executed within a coding paradigm informed by open, axial and selective coding techniques with local and international literature and informal reviews as the units of analysis. Qualitative and quantitative findings of the South African Qualifications Authority ground-breaking, world-first longitudinal study was analyzed and used to find relevance and corroborate the international literature available on HRD. Informal reviews were conducted with 7 human resources (HR) practitioners and 54 internationally-based HR colleagues of the researcher in order to ensure as appropriate a degree of integration between theory and practice as was possible. This process culminated in the most significant contribution of this research, which is a tool consisting of six pathways, that facilitates an understanding of the nature and importance of HRD in South Africa. The development of the tool enabled the articulation and aggregation of a thorough and coherent description, explanation and representation of HRD. The research highlights the need for HRD scholars and practitioners to channel their energies and effort on all the catalytic aspects of organizational life, namely uniqueness, social complexity, knowledge, and path dependency, by acquiring critical insight into the profound value of HRD which will allow the realization and sustainability of competitive advantage in a rich and dynamic global economy.

No description available.

Thesis (M. Phil.)--University of Hong Kong, 2008. / Includes bibliographical references (leaf 109-112) Also available in print.