Thesis (M.A.)--Brock University, 2007. / Includes bibliographical references (leaves [61]-77).

Thesis (M.S.)--Boston University

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Compensation is a discretionary concept whose determinants may not necessarily be the same in all organisations. This study reports on the extent to which a limited number of determinants of compensation, as identified in this study, namely job performance, external equity, job families, organisational tenure and employee skill, predict employee compensation in an organisation. A convenience sample was drawn from the target population in the Gauteng area. Three small and medium-sized organisations were included in the sample, which consisted of a state-owned organisation in the aviation sector, a parastatal company in the finance development sector, and a private company in the banking sector. A categorical multiple regression analysis was conducted. The findings of this study reflect a greater consistency in four of the six variables as strong predictors of employee compensation, namely employee skill, employee performance, job family and job grade. These factors are strongly related to employee compensation and are regarded as strong predictors of it. The other predictors, namely external equity and tenure, can be considered to be of marginal significance as predictors of employee compensation. However, the results also indicate that these predictors may be more significant in state-owned and parastatal companies, in comparison to private companies. In addition, the determinants of employee compensation may also depend on the type and size of the organisation.

Much research has been undertaken to determine how Subject Matter Expert characteristics affect job analysis outcomes. The current study seeks to discover if performance levels are related to current incumbents ratings of their positions. A group of 114 corporate associates, from two administrative positions, served as Subject Matter Experts (SME) for this study. Separate job analyses for each position were conducted using the Job Analysis Task Checklist. The results for each job were analyzed to determine if SME performance levels affected job analysis outcomes. The results for both jobs showed that there were very few differences in job analysis results as a function of SME performance levels.

In recent years because of the multiplex duty border plan & the globalization competition environment competition, developed ¡§the Atypical Employment Relationship¡¨ gradually the manpower dispatch pattern¡CThe globalization increased enterprise's competitive power, in order to be survived under the entire competition, the most enterprises tend to adopt a flexible HRM system to reduce the cost, the production diversification as well as promote the product quality, except will move to the manpower cost inexpensive area, will also use the Non-traditional Employment Relationship in the non-core business execution, will create the biggest superiority. But in domestic, the Executive Yuan economic construction could announce ¡§service industry development guiding principle & the course of action¡¨ in Apr. 2004, the manpower dispatch is included one of 12 prioritize industries, in this plan to the manpower dispatch service entrepreneur hoped could achieve 1000~2000 market capacities, but to dispatched the laborer to hope could achieve 300,000 people ¡CThis plan, attracts the entrepreneur who favors this market sesame seed cake to take place of the fallen invests this industry. Is engaged in the manpower dispatch industry personnel therefore increasing, & provide their profession & customize service to these needs enterprise. Although the manpower dispatch in domestic is already in fashion for many years, at present in domestic is engaged in the dispatch industry personnel also closely 80,000 people(According to the Council of Labor Affairs Executive Yuan in 2003 estimates, but it estimates the scope also to contain includes the service to contract the jobholders),however, a job dem& the manpower dispatch is often decided by these needs enterprise, confronting positions to dispatched worker, therefor these staff in Employee Dispatching Industry will blend with each othere. The goal of the thesis is to provide a dispatching industry study and analysis of: 1) The job characteristic of the employee dispatching industry. 2) The relations between the job characteristic of the employee dispatching industry and turnover. 3) The effect of the job characteristic and job satisfaction on distpatching industry turnover, and 4) The effect of the job characteristic and job burnout on distpacthing industry turnover. During this study, there are 400copies of the questionnaire were sent out to those staff in employee dispatching industry, 102 were returned. The return rate was 25.5%. From this research, we can conclude that: 1.These staff in Employee Dispatching Industry mostly are university degree, female, single & within 3 years experience in this industry. We think that because female characteristics compare job characteristics. 2.The job characteristics category, resigning intention can be restrained by increasing working autonomy . Skill variety has outst&ingly direct effect on turnover. 3.The job characteristics category, internal satisfaction can be improved by increasing skill variety, task significance & working feedback, but external satisfaction can by improved by increasing working autonomy. 4.Job burnout has mediating effect between the job characteristics & turnover.

In an era of information and scientific technology, the marketing value and competitive advantage of a company is determined by its staff. An eligible employee is able to provide the organization with an outstanding performance and productivity while an ineligible one can waste the administration costs of recruiting and job training. Therefore, it is crucial for a company to investigate the key factors of how its novices¡¦ job values interact with its culture and of how the novices¡¦ EQ (emotion quotient) influence their job performance. The investigation assists the company not only in improving the efficiency of the recruiting but also in redesigning the work environment and managerial system, so as to achieve the goals of attracting capable talents and raising competition. The main purpose of this thesis is to discuss the influence of the job values and EQ of the staff in property insurance on their job performance. Our study will target the staff members in Taiwan by questionnaires through ways of convenient sampling. According to our study, the job values of the insurance staff do not influence their job performances directly. Nevertheless, First, the insurance staff need to have many kinds of professional knowledge and broad visions. Second, their workplaces and job properties are flexible and variable. Third, the insurance staff have to know a little basic law knowledge, and they have to negotiate or communicate with people to achieve compromises. Fourth, it¡¦s common for the insurance staff to contact any kind of people. Fifth, the insurance staff have special feelings and conceptions for their job values, which differentiate them from those whose workplaces and job properties are fixed and standardized. Emotional Quotient and job performances are proved to have positive and influential relationships. Our evidence verifies that outstanding insurance staff are aware of their emotions and they develop good interpersonal relationships by hiding and adjusting their emotions. Besides, the outstanding insurance staff develop their social skills well by extending their interpersonal relationships with their colleagues and society. In the end, they achieve the goals set by their companies.

This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

Abstract Recent years, owing to the changes of employment environment and structure of production industry, the problem of ¡§structural unemployment¡¨ is resulted in serious outgoing of the business to cause the ratio rising of unemployment. According to the latest data of National Statistics in 2002, the unemployment rate was high up to 5.17%, that is the top record since so many years. Facing to the difficult economic problem of Taiwan, our government needs to find out a solution for unemployment. Based on aforesaid motivation, by means of voluntary and involuntary leaving the job among unemployment people, this research studied from personal behavior, quality of work, and employment channel and applied the logistic regression to process the empirical analysis. The result proved that no matter for people who are voluntary or involuntary leaving the job, the successful reemployment rate is higher for those who are higher education, served in big company for service industry, and obtain the job from non-official channel. From this study, the result proves that the following suggestions are provided for business management and policy to the companies and government: 1. Establish a warning notification system: Advise early to the people who are going to be fired or dismissed and seek for another employment chance for them to lower down the strike of unemployment. 2. Retraining programming: Provide employees with re-training plan to cultivate them to have more specialization capability in the future new career whenever required for the business. As a result, they can be reemployment within a short time. 3. Responsibility of Enterpriser: Meet the demand for long or short term on manpower strategy and draft out a manpower plan for business operation to fit for economic interest outcomes and reasonable manpower application. 4. Establish lifelong learning environment: Set-up a mechanism to let employees return back to receive the education in schools and obtain more new knowledge through various learning for high potential power to cope with competitors. Also, let them free from afraid for the change of structure and leaving their job, so they can be reemployment easily under great confidence.

The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials¡¦commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.