Thesis (M.P.A.)--University of Hong Kong, 2008. / Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 1998. / Includes bibliographical references.

Thesis (M.B.A.)--Univerrsity of Hong Kong, 1993.

Thesis (M.S.)--University of Wisconsin--Madison, 1964. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 133-144).

Thesis (Ph. D.)--Georgia State University, 2008. / Title from file title page. Bruce E. Kaufman, committee chair; Barry T. Hirsch, Klara S. Peter, Hyeon J. Park, committee members. Description based on contents viewed Sept. 22, 2009. Includes bibliographical references (p. 159-165).

This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.

BACKGROUND: Physician assistants are a profession that has adapted to the growing needs of the health care system. With an increasing shortage of doctors compared to patients, the flexibility of PAs has kept the profession in high demand and created a growing number of jobs in surgical specialties. Orthopedics is the third largest specialty to employ PAs but very little is known about the day to day life of these providers. LITERATURE REVIEW FINDINGS: This thesis contains a comprehensive literature review, composed largely of small cross-sectional studies, which summarizes the current research on job satisfaction and burnout in PAs. The literature review highlights that burnout is dependent on the medical specialty and is different from that of a physician. It also shows that there is greater burnout among oncology and emergency medicine PAs. There is presently a lack of literature on the burnout rates of orthopedic PAs, as well as the retention rates and the autonomy of these Pas within this specialty. PROPOSED PROJECT: This thesis proposes a cross-sectional study to identify the demographics, burnout, retention, and autonomy of orthopedic PAs compared to the general PA population. CONCLUSION: The study will match an orthopedic physician assistant and two general population PAs. The burnout, retention, and autonomy data will be compared and analyzed using a chi-square test to reveal correlations and differences. Significance: A provider who is burned out not only delivers sub-standard care but impacts the overall mental health of the provider and the patients are less likely to comply with their treatment plan if their provider suffers from professional burnout. In addition, high turnover of PAs is costly to the healthcare system.

A research report submitted to the Faculty of Health Sciences, University of the Witwatersrand, in partial fulfilment of the requirements for the Degree of Master of Public Health / Introduction Performance management system is set of techniques used to plan, direct and improve the performance of employee in line with organizational objectives. Performance management is a critical management responsibility to ensure achievement of the organization strategic goal. The performance management system is a good initiative in the public sector but faces critical implementation challenges. The implementation of performance management system in Mofumahadi Manapo Mopeli Regional Hospital is regarded as a challenge because of the increase number of complaints and disputes at the end of the cycle. Main Aim To identify the challenges in the implementation of the performance management system at Mofumahadi Manapo Mopeli Regional Hospital. Methodology The study is a descriptive cross sectional study and based on a self administered questionnaires to the personnel working in Mofumahadi Manapo Mopeli Regional Hospital. Data was collected over a period of one month and an assistant was used to distribute and collect the data. The assistant followed up with all unit managers v to increase the return of questionnaires. The data collected was kept confidential and anonymous. The data processing was done by the researcher and the information from the questionnaire was analysed in Excel program. Research limitation: There was a low return of questionnaires due to the lack of interest in participation in research as participation is voluntary. Changes in the personnel statistics such as resignation and transfers of officials during the financial year affected the population size during the period of the data collection. Result: Overall the study found that employees do not like the system because of inconsistency. The supervisors are not held accountable for the monitoring of PDMS and conduct inadequate evaluations and apply inconsistent processes. The implementation process is left up to the supervisors and the employees and often takes place at the last minute of the performance cycle. Organisational value and short term rewards overlook high performers.

Thesis (M.S. in Management) Naval Postgraduate School, March 1997. / Thesis advisors, George W. Thomas, Kathryn Kocher. Includes bibliographical references (p. 93-95). Also available online.

Thesis--University of Minnesota. / Bibliography: p. 165-168.