Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995. / Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).

Thesis (M. Phil.)--University of Hong Kong, 1985.

Thesis (M.B.A.)--University of Hong Kong, 1987.

Thesis (Ph. D.)--University of Oklahoma, 1990. / Includes bibliographical references (leaves 81-101).

Thesis (Ph.D.)--University of Central Florida, 2009. / Adviser: Robert Folger. Includes bibliographical references (p. 100-112).

published_or_final_version / Public Health / Master / Master of Public Health

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D. Tech. Food and Beverage Management / The main aim of this study is to compile a demographic profile of the hospitality supervisor currently occupying this position and to carry out an investigation into the variables regarding the importance of experience and the perceived importance of those competencies (performance dimensions) essential to performing the duties of a supervisor.

M. Tech. Office Management and Technology / This dissertation was necessitated by the challenges the public and private sectors faced in aligning their organisational values and goals with those of their employees. Professionalism has become a fundamental prerequisite for organisations to succeed. In order to achieve stated organisational goals, elements of professionalism such as trust, commitment, accountability and responsibility, have to be integrated into the daily activities of organisations in order to push forward and achieve their ultimate goals. This research project focused on the professional and unprofessional behaviour of employees in their work environment. Factors that constitute professional behaviour were emphasised, for example acceptable leadership styles, professional trust, responsibility, accountability and commitment. Factors such as nepotism, favouritism, insubordination, alcohol and substance abuse were classified as unprofessional factors in the work environment. Based on the findings, the question arose as to what made employees behave the way they do in the work environments? A significant interdependency and interrelationship were found with respect to openness, people networks, structured systems, orientation and awareness. Organisational governance affects employee behaviour and manifests differently, depending on the interests and perceptions of individual employees.