"March 2002." / Thesis (Ed.D.)--Chinese University of Hong Kong, 2002. / Includes bibliographical references (p. 257-277). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017. / The successful implementation of any integrated talent management approach is important when embarking on succession planning to mitigate the risk of institutional knowledge being lost or for that matter, the loss of staff with critical and scarce skills occupying key positions. The integrated talent management approach is intended to manage, develop and retain skilled and experienced personnel identified as successors who should be ready to occupy targeted key positions in the event the current incumbents vacated due to retirement or through voluntary or involuntary exit from the municipality at any stage during the employee life cycle. The successful management of successors to key positions during the employee life cycle is highly dependent on the effective management of the succession planning process and system. The metropolitan municipality at the focus of this study has not delivered on a successfully implemented succession planning process and system to support the management and retention of staff and institutional knowledge in key critical and scarce skills and leadership positions. The aim of this study is to investigate and confirm the need for the integration of succession planning practices in an integrated talent management approach. This study applied a multidisciplinary theoretical review of current literature within the fields of talent management, public management, organisational psychology and business survey research at national and international levels. The selection of only one municipality supports a case study design in that it allows for an analysis of specific circumstances and a situation as experienced with regard to succession planning in a local government municipality. The researcher explored a triangulation mixed methods research approach and in such an instance, qualitative and a quantitative research are completed at the same time with equal weighting and with the idea of bringing the results of the two types of research together to validate the research questions posed. The qualitative research approach involved unstructured (in-depth) interviews conducted with eight Devolved Human Resources Managers (DHRM’s) responsible for HR Management within the municipality’s functional areas / departments. A survey technique in the format of a self-administered questionnaire was also used as a quantitative research approach to draw input from a sample group. The researcher, in consultation with a statistician, selected non-probability sampling. The questionnaire provided quantitative data to reflect the view of managerial, as well as non-managerial staff. The quantitative data collected was analysed using suitable descriptive and inferential statistical analyses. The qualitative data was recorded through unstructured interviews. The quantitative data was data integration correlated with the qualitative data. The results of the quantitative research were analysed and key factors identified for further interpretation. The results of the qualitative research were described with key themes emerging. The outcomes of both research approaches were consolidated and a linkage with the research objectives established in a tabulated format. New results emerged, confirming the integration of the outcomes by using the mixed method methodology. Congruent and non-congruent data across the qualitative and quantitative dimensions were identified.

Thesis (MPA.) -- University of Limpopo, 2002 / Refer to document

Organizational effectiveness is related to both effective leadership styles and to having leaders with secure attachment styles. Transformational and charismatic leaders often have secure attachment styles. However, the relationships between insecure attachment styles and leadership styles remain unclear. The purpose of this study was to examine whether insecure attachment in leaders (fearful, preoccupied, and dismissing attachment styles) is related to transformational, charismatic, transactional, and laissez faire leadership. A quantitative, non experimental approach was taken in this study. Participants included those in leadership positions (college deans, chairpersons, and provosts) (n = 18) and instructors (subordinates) (n = 36) from local community colleges and universities. Attachment style was measured using the Relationship Questionnaire, and leadership behavior was measured using the Multifactor Leadership Questionnaire and the Servant Leadership Questionnaire. As expected, transformational and charismatic leadership styles were significantly correlated with secure attachment style, and charismatic leadership was negatively correlated with fearful attachment. Dismissing attachment style was significantly positively correlated with laissez faire leadership. Attachment styles also significantly predicted charismatic and laissez-faire leadership styles. The results of this study may help organizations as they make hiring and training decisions. If organizations can hire leaders with certain attachment styles or train existing leaders to exhibit traits of securely attached leaders (i.e. trustworthiness and dependability), then subordinates and organizations as a whole may benefit.

In the island-city state of Singapore, growth and development are very much dependent on global trade. Project management is one of the key competencies that organizations and the government seek to develop to stay relevant and plugged-in to the global community. This research attempts to examine the predictors of project success in the Singapore context. This study uses Pinto's Project Implementation Profile (PIP) instrument as a basis and starting point for further study. It seeks to discover and identify critical success factors (CSFs) in Singaporean project environment. The study also aims to validate whether the PIP, which is commonly used in western societies, is also applicable in the Singapore context. A methodology combining Critical Incident Technique (CIT) has been used to identify possible CSFs, which are subsequently rationalized and validated with the CSFs in the PIP. A questionnaire survey (n= 267), involving project management professionals across several key sectors and industries, provided data for quantitative analysis. Multivariate analyses, which include factor analysis and multiple regression, were applied to identify and validate the CSFs that are significant in predicting project success. The results produce a predictive equation involving five CSFs that are significant in predicting project success in the Singapore context. The study generally supports the applicability of Pinto's PIP in Singapore, although with some differences. It is expected that the findings of this study will provide value to future researchers who are keen to further explore the 'elusive' CSFs of project management. The business community is also expected to leverage on the findings of this study to optimize their scarce project management resources in achieving and sustaining business competencies.

No description available.

The costs of obtaining and maintaining ISO certification are high. Moreover, studies have shown mixed results on the benefits of the certification. Consequently, the objective of this research was to verify whether or not companies do value maintaining the ISO 9000 certification. The empirical study was conducted on 41 U.S. companies that were first certified in 2000. The companies formed an existing database as they were used by Dr. Arbuckle in 2004 in his doctoral dissertation. Of the 41 companies, 12 were found to be out of business, leaving a final sample size of 29. Data were gathered from this sample through telephone interviews and verified through the organizations’ online documents. In this group, 23 companies were found to be still maintaining the ISO 9000 certification as of 2009. When the statistical analyses were performed, the results clearly indicated that companies do significantly value maintaining the ISO 9000 certification. However, it was interesting to note that the primary reason behind maintaining the ISO 9000 certification was pressure from customers and not necessarily as a tool towards achieving quality production or continuous improvement. Indeed, such an observation may help to explain why even certified companies sometimes produce goods and services of inferior quality.

Thesis (D. Phil.(Information Science))--University of Pretoria, 2009. / Includes bibliographical references (leaves 237-250).

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. "The Newton Summer Academy is a program intervention funded by the National Science Foundation. It was developed at the University of Missouri-Columbia by a team of scientists, instruction and curriculum personnel, and educators."--Leaf 8. "The present study sought to investigate the saliency of social cognitive factors in the career decision-making processes of bright, adolescent females. In addition, the present study aimed to gain empirical information about the effectiveness of the Newton Summer Academy, a National Science Foundation intervention program."--Leaf [12]. Includes bibliographical references (leaves 141-162). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. "The Newton Summer Academy is a program intervention funded by the National Science Foundation. It was developed at the University of Missouri-Columbia by a team of scientists, instruction and curriculum personnel, and educators."--Leaf 8. "The present study sought to investigate the saliency of social cognitive factors in the career decision-making processes of bright, adolescent females. In addition, the present study aimed to gain empirical information about the effectiveness of the Newton Summer Academy, a National Science Foundation intervention program."--Leaf [12]. Includes bibliographical references (leaves 141-162). Also available on the Internet.