Thesis (M.S.)--Massachusetts Institute of Technology, Alfred P. Sloan School of Management, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Bibliography: leaves 252-254. / by Zafer Georges Jadaoun Achi and Geoffrey Philip Mott. / M.S.

Typescript (photocopy). / Digitized by Kansas Correctional Industries

The present research explored associations between potential antecedents of subordinate learning agility and subordinate performance (perceived manager coaching behavior, subordinate learning goal orientation, and perceived manager-subordinate psychological safety). Two studies were conducted: one in a healthcare organization and another using crowd-sourced data. Findings demonstrated significant associations between study constructs. Specifically, structural equation modeling and regression results demonstrated that perceived manager coaching behavior was associated with perceived manager-subordinate psychological safety and with subordinate learning agility. Analyses also established that subordinate learning goal orientation was associated with subordinate learning agility. Additionally, results demonstrated that perceived manager-subordinate psychological safety was associated with subordinate learning agility. Finally, results did not verify an association between subordinate learning agility and subordinate performance, although this may have been due to methodological issues rather than empirical ones. Future research should assess causal mechanisms, other antecedents, and contextual elements such as the level of change in an organization. A fuller study of these constructs may provide more understanding of the importance of learning agility in the workplace. Implications for organizations are discussed.

Man Mei Kiu. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 48-60). / Abstract in English and Chinese. / Abstract --- p.i / 摘文 --- p.ii / Acknowledgement --- p.iii / Table of Content --- p.iv / List of Tables and Figures --- p.vi / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Demographic Characteristics --- p.1 / Theoretical Foundation of Relational Demography --- p.3 / Effects of Demographic Similarity --- p.4 / Demography in Assessment Center --- p.7 / Importance of Assessment Center in Industrial Settings --- p.10 / Assessors of Assessment Center --- p.12 / Culture Influence --- p.14 / The Present Study --- p.16 / The effect of race --- p.18 / The effect of gender --- p.18 / Chapter CHAPTER 2. --- METHOD --- p.20 / Participants --- p.20 / Measures --- p.21 / Independent variables --- p.21 / Dependent variables --- p.21 / Design --- p.22 / Chapter CHAPTER 3. --- RESULTS --- p.23 / Preliminary Analysis --- p.23 / Effect of Race --- p.25 / Average rating of exercise --- p.25 / Business focus --- p.26 / Thinking skills --- p.26 / Interpersonal effectiveness --- p.27 / Personal effectiveness --- p.27 / Further examination --- p.27 / Effect of Gender --- p.31 / Average rating of exercise --- p.31 / Business focus --- p.31 / Thinking skills --- p.31 / Interpersonal effectiveness --- p.31 / Personal effectiveness --- p.32 / Further examination --- p.32 / Chapter CHAPTER 4. --- DISCUSSION --- p.36 / Effects of Race --- p.36 / Effects of Gender --- p.39 / Types of Exercise --- p.41 / Chapter CHAPTER 5. --- IMPLICATIONS AND LIMITATIONS --- p.43 / Chapter CHAPTER 6. --- CONCLUSION --- p.47 / References --- p.48

by Au Mo Ying, Mary, Poon Kit Wah. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 103-105). / ABSTRACT --- p.ii toiii / TABLE OF CONTENTS --- p.iv tov / PREFACE --- p.vi / CHAPTER / Chapter I. --- INTRODUCTION / Background --- p.1 to3 / Literature review on turnover and retention strategies --- p.4 to5 / Objectives --- p.6 / Industry profile --- p.7 to10 / Approach of our study and methodology --- p.11 to12 / Chapter II. --- HYGIENE FACTORS --- p.13 to42 / Chapter III. --- MOTIVATORS --- p.43 to58 / Chapter IV. --- RECOMMENDATION --- p.59 to84 / Chapter V. --- CONCLUSION --- p.85 to87 / Chapter VI. --- APPENDICES --- p.88 / Chapter I - --- Questionnaire --- p.89 to94 / Chapter II - --- Copy of evaluation forms --- p.95 to102 / Chapter VII. --- BIBLIOGRAPHY --- p.103 to106

Resumo: O objetivo deste trabalho é apresentar práticas relativas à gestão de pessoas de forma a contribuir com a implantação de sistemas de gestão ambiental com base na norma ISO 14001, em organizações. Para a realização desta pesquisa adotou-se a pesquisa qualitativa por meio de estudos de caso, onde os instrumentos de coleta de dados, como entrevista e análise de documentação são elaborados a partir da revisão teórica. Os estudos de caso foram realizados em duas empresas do interior do Estado de São Paulo. Uma das empresas é do ramo moveleiro, está localizada no município de Dois Córregos, SP e encontra-se em processo de implantação da norma ISO 14001. A segunda, do ramo de baterias automotivas localizada no município de Bauru, SP, é certificada pela norma ISO 14001 desde 2005. A realização dos estudos de caso permitiu identificar as principais dificuldades encontradas pelas organizações durante o desenvolvimento da gestão ambiental com base na norma ISO 14001, bem como identificar as contribuições da área de gestão de pessoas para minimizar a resistência às mudanças durante o processo de certificação ISO 14001. / Abstract: The objective of this work is to present practices to the personnel management to contribute with the implantation of environmental management systems in organizations with base in the norm ISO 14001. For the accomplishment of this research the qualitative research was adopted through double case studies, where the instruments of data collection, as interview and documentation analysis are elaborated starting from the theoretical revision. The case studies were carried out in two companies in the Midwest region of the State of São Paulo. One of the companies is a furniture industry, it is located in the city of Dois Córregos, during ISO 14001 implementation. The other company is the automotive battery industry, it is located in the city of Bauru, it is certified by the norm ISO 14001 since 2005. The accomplishment of the case studies allowed to identify the main difficulties found by the organizations during the development of the environmental management with base in the norm ISO 14001, as well the contributions of the area of personnel management to minimize the resistance to the changes during the certification process ISO 14001. / Orientador: Otávio José de Oliveira / Coorientador: Rosani de Castro / Banca: Adilson Renófio / Banca: José Carlos Barbieri / Mestre

Law, Wing Sze Vikki. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2007. / Includes bibliographical references (leaves 38-40). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgements --- p.ii / Chapter Chapter 1 --- Introduction --- p.1 / Background of Goal Setting Theory --- p.1 / The Dark Side of Goal Setting --- p.2 / How does goal setting motivate unethical behavior? --- p.5 / Organizational climate encourages unethical behavior --- p.6 / Costs of goal failure and the benefits of unethical behavior --- p.6 / The effects of extrinsic reward --- p.8 / "Goal proximity and the ""Goal Looms Larger Effect""" --- p.9 / Mediating role of goal commitment --- p.9 / Chapter Chapter 2 --- Method --- p.11 / Participants and Design --- p.11 / Task and Procedures --- p.11 / Manipulations --- p.12 / Chapter Chapter 3 --- Result --- p.15 / Main Analyses --- p.15 / Goal assignment methods and perceived goal difficulty and specificity --- p.15 / Goal assignment methods and perceived level of challenge and stress --- p.16 / Goal assignment methods and performance --- p.17 / Goal assignment and work effort --- p.19 / Performance overstatement and understatement --- p.20 / Goal assignment methods and unethical behavior --- p.23 / Goal proximity and unethical behavior --- p.24 / Goal assignment and goal commitment --- p.25 / The mediating role of goal commitment on unethical behavior --- p.26 / Chapter Chapter 4 --- Discussion --- p.28 / Goal setting and work effort --- p.28 / Goal setting and performance --- p.29 / The Dark side of goal setting --- p.30 / Goal proximity --- p.32 / Mediating role of goal commitment --- p.32 / Goal setting and goal commitment --- p.32 / Chapter Chapter 5 --- Conclusion and Implications --- p.34 / Limitations and future studies --- p.36 / Reference --- p.38 / Appendix I Workbook --- p.41 / Appendix II Goal commitment scale --- p.61

Thesis (MPA.) --University of Limpopo, 2009. / Human Resource Development (Employer)

Thesis (MBA) -- University of Limpopo, 2011 / The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.

Based on a fourteen-month period of ethnographic research conducted in an Australian Coastal hotel, this thesis explores the issues of management in a flexible organization. Using a textual approach to the study of organizations, the thesis focusses on the customer service discourse, its constituents, and the processes of its symbolic (re-) production in the hotel studied. Using a variety of textual data-among them academic publications from authors as diverse as Foucault, Clegg, Haugaard, Ritzer and Castoriadis; various forms of fieldnotes; and detailed descriptions of ritual and ceremonial events - the thesis not only provides a vivid account of organizational life at the hotel, it also identifies aspects of the latter such as meetings, training and reward programmes, and customer response schemes, as disciplinary technologies applied to govern both employees and customers. Extending the considerations about the disciplinary qualities of the customer service discourse and linking them with the issues of new forms of control as recently debated in the larger field of organization studies, the thesis will identify the processes of imagination, normalization, and subjugation as central to the establishment of a new management doctrine: corporate culturism. This discussion will also reveal the essentially hybrid nature of control under this new doctrine and it will expose the process of managing meaning as fundamental to its constitution and endurance. Respectively, the thesis will identify the hotel studied as an organization that thrives on corporate culturism. As the thesis represents a contribution to the field of (organizational) ethnography, it will - by recurrently reflecting on some of the contemporary debates in the field- implicitly address status and practicability of empirical (ethnographic) research in a postmodern world. / Doctor of Philosophy (PhD)