This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

M.Comm. (Economics) / Refer to full text

M.A. / The goal of this study was to measure levels of workplace stress, on two occasions, in an organisation undergoing change that included a merger, downsizing exercise, and restructure. This study was regarded as important as although it is well documented that transformational change leads to increased levels of employee stress, it is imperative to identify whether coping strategies implemented by the organisation are sufficient in addressing employee distress. The identification of the most salient sources of stress for employees in a specific change setting is also important since the organisation can then address these sources specifically rather than to apply a generalised coping strategy. Two non-random samples were taken from the employees of an organisation undergoing transformational change. The first sample consisted of 336 respondents and the second sample consisted of 102 respondents. Existing literature indicates that organisational change leads to increased levels of employee workplace stress as a result of the employees inability to cope with change. It is recommended by the literature that a number of coping strategies for change be implemented by the organisation during change initiatives. The Sources of Work Stress Inventory was used to measure work related stress. This inventory consists of two sections, a General Work Stress scale which measures general levels of occupational stress, and Nine Sources of Stress scales which highlight possible sources or triggers of stress. The study provided empirical support for the theorised notion that organisational change initiatives lead to increased levels of stress among employees. Further, the results supported theoretical and research findings which propose that job security, career advancement, and work overload are all salient sources of stress in organisational change settings that involve merger, restructure and downsizing activities. The results of this study demonstrated that the implementation of a number of contemporary change management strategies did not fully assist in improving the coping ability of employees in this specific change setting. As a result it was recommended that future change management strategies or more specifically coping strategies, should include a more humanistic and psychologically supportive approach as demonstrated in a number of recent research findings.

M.Com. (Industrial Psychology) / The main objective of the study was to investigate the moderating effect of psychological wellbeing on the relationship between personality and job satisfaction. A quantitative, cross-sectional research design was used. A survey was created using the shortened version of the Basic Traits Inventory, Ryff‟s Scale of Psychological Wellbeing and the shortened version of the Minnesota Satisfaction Questionnaire. The survey was distributed online and in hard copy to various organisations in South Africa (N=207). Results showed that the psychological wellbeing traits of self-acceptance, environmental mastery, and purpose in life moderate the relationship between neuroticism and job satisfaction; personal growth moderates the relationship between extraversion and job satisfaction; and the relationship between conscientiousness and job satisfaction is moderated by self-acceptance, environmental mastery, purpose in life, and personal growth. It was concluded that certain facets of psychological wellbeing serve to strengthen the positive effects and mitigate the negative effects of personality traits on job satisfaction. It is thus advised that management consider the impact of employees‟ psychological wellbeing on their level of satisfaction at work, and create a working environment that is conducive to the personal growth and development of employees.

This thesis focuses on determine analysis of the job requirements in the enterprise VK VACOVSKÝ GROUP s.r.o. As a part of this company have been prepared the individual job descriptions and the job specifications. This thesis is divided into three parts. The first part is characterized by the object and the purposes of the work, outlines the hypothesis and the methodology solutions. The informations needed to the job analysis were obtained through the method of the questionnaire, the personal interviews and the analysis of the corporate documentation. The second part deals with the explanation of basic concepts relating to the job analysis. The third section focuses on the characteristics of the company, describes the result of the empirical investigation and conclusions, which outlines the individual job descriptions, the job specifications and the new organizational structure.

Thesis (M.A.), University of the Witwatersrand, Faculty of Arts, 1992. / Could not copy abstract

The current research study is based on a model proposed by job design theorists, Fried, Grant, Levi, Hadani and Slowik (2007). This proposal is valuable in the organisational psychology research as it is the first to evaluate and incorporate career dynamics into the conceptualisation of the job design premise. As their argument, Fried et al. (2007) suggest that employees’ attitudinal reactions that result from the stimulation (or lack thereof) obtained from the design of their jobs is influenced by their career dynamics. More specifically, Fried et al. (2007) infer that career dynamics would moderate the relationship, whereby employees would be more likely to respond favourably to a lack of stimulation when they perceive themselves in the early stages of their careers; or when they perceive their jobs as enabling career advancement. The aim of this study is to quantitatively assess the hypotheses suggested by Fried et al. (2007); and therefore conduct an investigation that evaluates job design from a career dynamics perspective. Ninety five employees from sister accounting firms in Johannesburg and Cape Town formed the sample utilised in the study by volunteering to complete the self-report measures that were administered. The measures that are used in this study encompass the job diagnostic survey, an occupational tenure questionnaire, the expected utility of present job scale and the affective well-being scale. A biographic inventory was also administered in order to comprehend the demographic characteristics of the sample. The research hypotheses were evaluated using moderated multiple regression statistics. Insufficient evidence was found to conclude any moderating effects of career dynamics on the relationship between the stimulation derived from the job and the attitudinal reaction of affective well-being. Following the exploration of the research study and the interpretation of the findings, limitations of the study, directions for future research and practical implications are addressed.

Thesis (PhD) — Boston College, 1984. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

Thesis (Ed.M.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / STATEMENT OF THE PROBLEM: This study, therefore, is an attempt to provide conceptual tools for understanding and facilitating the processes involved in the phenomenon of defining the roles for positions in new organizations (or new positions in old organizations) and redefining new roles for old positions in the light of changing circumstances. It seeks to answer the question, "What is known about the phenomenon of defining a role?". / 2031-01-01

by Lo Wai-kwok and Mak Bing-leung, Rufin. / Bibliography: leaves 167-171 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984