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Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 96-114). Also available in electronic format on the Internet.

This study examined the emotional, social, and organizational experience of the bereaved employee who returned to the workplace after a death loss. The study included four hundred and eighteen participants who had responded to an anonymous survey. All the participants had experienced a death loss while they were employed. The study questions were designed to present information rather than define cause and effect. The research questions were: (1) What does the business community offer in terms of bereavement support? (2) What experiences are reported by the employee after a death loss? (3) What costs to the employer may be associated with an employee in bereavement? (4) What suggestions could be offered to the business community as a result of this survey? Study findings revealed that most businesses did offer some form of bereavement policy. The policy, however, was time limited, limited to certain relationships, and not sufficient to account for the time off work needed by the bereaved. Subjective comments also indicated that understanding, education and compassion in the business community toward the process of grief, would yield a better employee and business. The costs to the employer included lost wages, lost work productivity, termination of employees and increased use of insurance benefits. Further research to validate this beginning information is necessary to formulate change in society. Survey instruments precisely designed to measure cause and effect will have a greater impact in demonstrating the necessity of bereavement support in the workplace.

The auditor's report (AICPA 1988) generally contains two statements of belief. The first is an opinion as to whether the financial statements examined are free of material misstatement. The second is an assertion that the audit provides a reasonable basis for the opinion expressed. If the auditor judges the examination to have been inadequate, then the report should either be suitably qualified or no opinion offered. Evaluating the sufficiency of evidence obtained is thus an important part of the auditor's task. Considerable research exists describing auditor knowledge of error frequencies and causes, as well as the cognitive factors that affect error judgments. In comparison, less is known about evidence sufficiency judgments and their impact on the opinion formulation process. This monograph: (1) further examines the relationship between audit risk and evidence sufficiency judgments first hypothesized by Waller and Felix (1984); and (2) reports an experiment which investigates the effect of consistent and inconsistent conditioning evidence on the revision of evidence sufficiency assessments. The results suggest that conditioning evidence increases sufficiency assessments, except when unexpected audit differences are discovered.

This study explored a model predicting burnout among clinical social workers in terms of their perception of: role conflict and role ambiguity in their organizations; job strain at work; social support from supervisors, co-workers, partners, friends, and significant others; coping strategies employed by clinical social workers; and their level of burnout. / The purposes of this study were threefold: First, to test a theoretical model of the clustering effect of work role stressors and job strain mediated by coping strategy and social support, on the level of burnout; second, to explore the implications of specifying mediators such as social support and coping strategy to buffer role stressors and job strain; and third, to investigate how the level of burnout is affected by work role stressors and job strain in clinical social workers. / This study used sixteen Likert-type scales to collect data. Data were collected from the sample of 506 clinical social workers in Florida, who were randomly selected from the registry of clinical social workers (N = 2,780) in the Department of Professional Regulations. A total of 161 cases were included in the final analysis. / This study used LISREL analysis to establish magnitude of linkage between variables, including construction of a diagram depicting path coefficients that measure the strength of the path. Although the initial model was not supported by the data, the revised model fitted the data adequately. Role Conflict and Role Ambiguity had direct effects on Job Strain which in turn had a direct effect on burnout. Neither social support nor coping strategy acted as a mediating factor. This study provided a basis for the development of a micro theory on burnout among clinical social workers. / Source: Dissertation Abstracts International, Volume: 54-02, Section: A, page: 0684. / Major Professor: Charles R. Figley. / Thesis (Ph.D.)--The Florida State University, 1993.

This study examined Florida principal perceptions of suggested rewards in the literature of public and private sector management suggested as having potential to motivate principals to accept the risks of leadership in school improvement. The literature also revealed that to study a preference for rewards requires attention to the mitigating effects of organizational climate, culture and structure that accompany the perceptions of rewards. Therefore, the study includes selected characteristics of organizations as measured factors in the examination of the perceptions of the proposed rewards. / The rationale of the study is supported by an overview of educational reforms beginning with the Nation At Risk report of 1983 with particular attention to the Florida reaction to that report calling for education reform. / Relevant topics include overviews of pertinent management theory, motivation theory, educational leadership theory and school improvement literature and legislation, the role of the principal in school improvement, characteristics of effective educational leaders (specifically principals), and management and risk. / Relevant motivation theories cited include Herzberg's Motivation-Hygiene Theory, Deci's Theory of Self Determination, and Expectancy Theory. Topics relevant to the organizational context of rewards include rewards and organizational culture, structure and climate, the role of money as an incentive, and potential rewards. / Data was gathered by questionnaire and a five point scale, and was treated by factor analysis to determine whether there is an underlying motivation structure within the proposed rewards and organizational characteristics that affect perceptions of the effectiveness of rewards. / A three factor motivation structure was identified by factor analysis. The three factors were: Factor I, the "level playing field" interpreted from factor loading of items that revealed a concern for fair treatment and evaluation of performance; Factor II, the "resources and control" factor interpreted from scale items focus on the principal's control of the resources and personnel in a school setting in which the respondent is accountable, and; Factor III, the "value added payoff" factor interpreted from the scale item emphasis on money or money related rewards and perquisites. / Analysis revealed that Factors I and II were very closely related and were highly valued by the respondents. Factor III was not related to either Factor I or Factor II and approached rejection as a necessary requisite to acceptance of the leadership role. / The study concluded that both money (and/or perquisites) and organizational characteristics function as hygiene factors as proposed by Herzberg's two factor motivation theory. / Source: Dissertation Abstracts International, Volume: 54-02, Section: A, page: 0393. / Major Professor: William R. Snyder. / Thesis (Ed.D.)--The Florida State University, 1993.

The present study examined the effects of fast and slow non-contingent music on worker productivity, quality and morale while performing simple and complex folding tasks. Subjects (n = 40) were employees of a large health care facility. A multiple baseline design was implemented. A pair of two-way ANOVAs revealed no significant differences between fast, slow and no music for either mean production rates or mean quality scores. A series of two-way ANOVAs revealed no significant differences between fast, slow and no music for either mean production rates or mean quality scores. A series of two-way ANOVAs, analyzing behavioral data, revealed no significant differences in mean percentages of overall positive and negative interaction or positive and negative work statements. Subjects' responses on a pre- and posttest questionnaire were indicative of a strong preference for music while working. / Source: Masters Abstracts International, Volume: 28-04, page: 0474. / Major Professor: Jayne M. Standley. / Thesis (M.M.)--The Florida State University, 1990.

Source: Dissertation Abstracts International, Volume: 38-04, Section: A, page: 1782. / Thesis (Ph.D.)--The Florida State University, 1976.

Employment trade-offs are defined as the sacrifices that employees make in their job because of their family/dependent care responsibilities (Mennino & Brayfield, 2002). They represent an employee's decision to restrict their work responsibilities and devote their time and attention to their family when time and attention cannot be given to both their work and family responsibilities. Research on employment trade-offs has been primarily theoretical and qualitative, with the few empirical studies primarily examining demographic and attitudinal correlates to an employee's decision to participate in employment trade-offs without considering the mediating mechanisms between these variables and employment trade-offs. This dissertation extended the literature on employment trade-offs by examining family-work conflict as a mediator of the relationship between family and work domain variables and an employee's decision to engage in employment trade-offs among Federal government employees. This study also investigated the relationship of participating in employment trade-offs to workplace withdrawal behaviors, family-friendly benefit utilization, and turnover intentions. The family domain variables include dependent care responsibilities and childcare characteristics, while the work domain variables include organizational supports. The 2006 Federal Employee Dependent Care Survey (U. S. Office of Personnel Management, 2006) was analyzed and hypotheses were tested using both multiple regression and logistic regression analyses. The results showed that family-work conflict partially mediated the relationship between the variables of type of care responsibilities, perceived job schedule flexibility, childcare arrangement satisfaction, childcare quality, and childcare costs and employment trade-offs. Multigenerational caregiving responsibilities, number of dependents, and supervisor support were not related to family-work conflict and no mediation effect for family-work conflict was established between these variables and employment trade-offs. Analyses also found that family-work conflict was positively related to employment trade-offs, workplace withdrawal behaviors, and family-friendly benefit utilization. In addition, employment trade-offs were positively related to workplace withdrawal behaviors and family-friendly benefit utilization, suggesting that individuals do implement a variety of family adaptive strategies to manage competing work and family demands. Finally, employment trade-offs were found to be positively related to turnover intentions. Contributions to the work-family literature, implications for practice, future research directions, and limitations of the study are discussed.

Lau Man Wa. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 48-60). / Abstract in English and Chinese; questionnairnes in Chinese. / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / OCBs Definition & Dimension --- p.2 / Antecedents of OCBs --- p.4 / Consequences of OCBs --- p.6 / CPBs Definitions & Dimensions --- p.7 / Antecedents of CPBs --- p.8 / Consequences of CPBs --- p.10 / An Integrative Framework of OCBs and CPBs Antecedents --- p.11 / Table 1 --- p.15 / Table 2 --- p.16 / Proposed Model --- p.17 / Unique Antecedents of OCBs --- p.18 / Unique Antecedents of CPBs --- p.19 / Common Antecedents of OCBs and CPBs --- p.20 / Summary --- p.21 / Figure 1 --- p.22 / Chapter CHAPTER 2. --- METHOD --- p.23 / A Quantitative Study Validating the Proposed Model --- p.23 / Overview --- p.23 / Participants --- p.23 / Table 3 --- p.24 / Measure - Questionnaire for Targeted Employee --- p.26 / Measure - Questionnaire for Colleague --- p.27 / Table 4 --- p.28 / Table 5 --- p.29 / Chapter CHAPTER 3. --- RESULTS --- p.30 / Correlation Analyses --- p.30 / Path Analyses --- p.30 / Figure 2 --- p.34 / Table 6 --- p.35 / Chapter CHAPTER 4. --- Discussion --- p.37 / Role Model --- p.37 / Inequity --- p.39 / Relationship with Colleagues --- p.40 / Face --- p.41 / Intrinsic and Extrinsic Motivation --- p.42 / Strengths and Limitations --- p.43 / Concluding Remarks --- p.47 / REFERENCES --- p.48 / APPENDIX --- p.61 / Chapter (1) --- Questionnaire for Targeted Employee --- p.61 / Chapter (2) --- Questionnaire for Colleague --- p.76