This thesis is focused on the employees attitude to work in their organization. The thesis is based on empiric research focused on employees satisfaction. The goal was to find out the actual state of satisfaction of employees of company Partners Financial Services a.s. , and, based on the survey, to detect the failures leading to employees dissatisfaction and loose of motivation. Based on the accumulated data to design possible solutions to improve the situation.

Thesis (Ph. D.)--University of Washington, 2007. / Vita. Includes bibliographical references (leaves 113-133).

Os fatores intervenientes na satisfaÃÃo e insatisfaÃÃo laboral sÃo diversos, dependem de caracterÃsticas do prÃprio trabalho, bem como da avaliaÃÃo pessoal do trabalhador, e merecem mais estudos sobre o tema. No entanto, identificÃ-los à determinante para se efetivar programas de melhoria da satisfaÃÃo laboral, seja na esfera pÃblica ou privada, com a finalidade de proporcionar maior desempenho profissional e promover mudanÃas positivas na qualidade dos serviÃos prestados. Neste contexto, esta pesquisa caracteriza os principais fatores de SatisfaÃÃo e InsatisfaÃÃo no trabalho dos CirurgiÃes-Dentistas (CD) da EstratÃgia SaÃde da FamÃlia, lotados na Secretaria Executiva Regional III, da Prefeitura Municipal de Fortaleza (PMF), durante o perÃodo da gestÃo 2006-2012, tendo como referencial a Teoria de Frederick Herzberg. Trata-se de um estudo qualitativo com abordagem descritiva e exploratÃria, no qual utiliza como instrumento de coleta de informaÃÃes um roteiro semi-estruturado para entrevista; a tÃcnica de anÃlise do material transcrito foi a AnÃlise de ConteÃdo TemÃtica de Minayo. De modo geral, esta pesquisa corroborou com os estudos de Frederick Herzberg, pois evidenciou que o maior fator de satisfaÃÃo dos respondentes estava correlacionado aos aspectos intrÃnsecos do seu trabalho, ou seja, âo Trabalho em siâ, e os fatores de insatisfaÃÃo associaram-se aos aspectos extrÃnsecos, como as condiÃÃes fÃsicas laborais e a remuneraÃÃo; a pouca valorizaÃÃo dos profissionais tambÃm foi apontada como motivo de insatisfaÃÃo, demonstrando que os cirurgiÃes-dentistas possuem necessidade de serem valorizados e reconhecidos pelo trabalho que realizam. Nesta investigaÃÃo, esse reconhecimento pode vir na direÃÃo dos gestores ou ainda dos pacientes. Observou-se que, 85,7% dos participantes, apesar de todas as adversidades e queixas descritas, demonstraram um nÃvel mediano de satisfaÃÃo no trabalho, nÃo Ãtimo, porque gostavam do que faziam e consideravam isso preponderante para se sentirem satisfeitos. Assim, infere-se que os dentistas das unidades de saÃde da famÃlia, aqui representados por uma amostra de 14 indivÃduos, se identificam e gostam do trabalho que executam, necessitando, sobretudo, de melhorias no ambiente e nas condiÃÃes laborais para que apresentem maior grau de satisfaÃÃo no trabalho.

The aim of this thesis is to define basic theoretical background of employee job satisfaction with regard to cultural diversity, carry out an employee satisfaction survey and then compare the level of satisfaction between local and foreign employees. Based on survey results I will suggest corrective actions, which should increase the level of satisfaction of all employees in the company.

Thesis (M.S.)--University of Wisconsin, 1967. / Extension Repository Collection. Typescript (photocopy). Includes autobiographical sketch of author. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 77-79).

1 Abstract: This paper brings a specific look into the world of marketing agencies working in market research through the job satisfaction and employee loyalty constructs. In the theoretical framework is presented conceptual and definitional problem of job satisfaction, which is consequently supplied by other theories like work engagement, work commitment or employee loyalty. Author's goal is to describe these theoretical concepts as interdependent, but simultaneously able to work separately and with support of other factors, which lead to their increasing or decreasing. In the empirical part of the framework are information used in praxis through the concrete marketing agency working in market research. Work environment is presented like dynamical example of modern company with explanation how works these aspects of job satisfaction and loyalty right there. Empirical research is realized with help of well-known methodological instruments used for measurement of these constructs to analyse and describe work environment of this company with a goal to identify the level of different aspects of job satisfaction and employee loyalty. Keywords: Job satisfaction, employee loyalty, work motivation, marketing agency

A new concept in motivation has recently been devised: that of work values. The Work Values Inventory (WVI) developed by Donald E. Super (1970) was used to test five hypotheses: (1) The underlying work value structures of persons will not vary according to age; (2) The underlying work value structures of persons will not vary according to sex; (3) The underlying work value structures of persons will vary according to level (undergraduate, master's degree students, or post-master's degree); (4) The underlying work value structures of college students will vary according to whether they are a psychology major or not; (5) The underlying work value structure of college students will vary according to their major area of interest in psychology. A factor analysis using a Promax oblique rotation was used to test these hypotheses. Work values were not found to vary according to age. Two factors were common for males and females while one was distinct for the sexes. Psychology and non-psychology majors shared one common factor while two unique factors were observed. Those with different areas of interest within the field of psychology had two factors in common while a unique third one was identified for each. The persons at the three different educational levels shared only one common factor. There was an identical factor retained for the undergraduates and the post-master's level and a similar factor for the master's. Undergraduates and master's shared a highly similar factor. The post-master's group and the master's group both had a unique factor not shared by any other group. It was concluded that more factor analytic studies are needed on the Work Values Inventory to assess its usefulness across widely desperate occupational groups other than those included in this study.

This thesis deals with employee motivation and satisfaction in the selected company. The theoretical part defines basic concepts, various theories and describes some practical approaches to improving employee motivation and satisfaction. Analytical section describes the environment in which the business is located, then analyzes and evaluates the data. The proposal part contains specific opportunities for improvement which are based on the previous parts.

縣市警察分局為警察勤務規劃及執行機構，而分局長則直接負責督導所屬分駐（派出）所員警勤業務規劃、執行及治安維護工作，責重事繁，服勤時間長，是否會影響身心健康、休閒參與、家庭生活及社會治安維護工作是值得深入探討的課題。 本研究使用三角交叉檢視法，首先以台灣省各縣市警察局所轄131個分局分局長為對象，有效問卷129份，接著以 13位分局長為對象，進行深入訪談，研究發現如下： 一、分局長主要工作負荷為，人情請託、關說使其耗費心力頗大、同仁處事能力差讓其憂心、社會對治安期許讓其負擔很大、工作比其他同階職務人員重及協辦業務項目太多負擔很大等五項。 二、分局長主要工作壓力包括，上級督導而有心理負擔、員警的風紀問題感覺憂心、員警內部管理問題感覺憂心、警察機關無法配合社會脈動調整服勤方式擔心、外界請託關說而感覺困擾、無法獲得社會大眾尊重而感覺沮喪、警察形象不佳而感覺苦惱、工作時間過長而覺得身心具疲、員警所受的專業訓練無法勝任實務工作而困擾、警用裝備不佳而憂心、工作太忙無法照顧家庭而有愧疚及工作時間太長而感到身體不適等十二項。 三、分局長對於工作重視但不滿意有，職務陞遷機會、薪資與工作量相較合理性、下班後安排休閒生活、下班後的家庭生活、警察的陞遷制度、警察的福利制度及現任職務的等階等七項。 四、分局長主要休閒活動參與有，家庭型活動4種（1.閱讀書報、雜誌、2.看電視、電影、DVD 、3.聽音樂、廣播、4.休息）、運動型活動2種（1.健行、爬山、2.慢跑、散步）、社交型活動2種（1.與同事聚餐、2.品茗）等8種。 本研究根據研究發現建議如下： 一、現行警察教育訓練由於訓練管制與評量機制不彰、訓練規劃不當等導致基層員警執勤（法）能力不足。建議落實並強化各項學、術教育訓練，學科方面，將訓練區分為基層、中階及高階並分別辦理，課程與教材方面，以政策課程、新修正法令或實務為優先；至於術科方面，以鍛鍊體魄、執勤技能及各種武器射擊技術為主，以強化執勤能力。 二、按行政機關執行職務自可依據職權執行稽查、取締、干預之行政行為，如過度依賴警察職務協助，極易弱化本身執行公權力之功能。建議警察回歸主要治安及交通工作，減少行政機關一般職務協助，可強化治安任務遂行，降低警察工作負荷。 三、警察代表國家行使公權力，外界常以高道德標準來要求，如發生違法違紀事件，將嚴重影響警譽，更戕害執法威信。建議應從學校養成教育及平時之教育訓練著手，並持續從法令制度，工作執行與內部管理等三方面配合，方可收實質成效。 四、警察組織基層員警眾多，職位結構畸形，中、高階警察職務員額比例過低，職務等階未盡合宜。建議調高警監職務比例，調整警察職務結構，解決長期以來不合理情況，暢通陞遷管道。 五、警察人事制度常因警政首長更迭而改變，讓人有因人設事之感，建議在「賦予機關首長用人權限」及「保障警察人員陞遷權益」內涵建立合理陞遷制度，明訂職務陞遷順序表，維持「警察人員陞遷辦法」穩定性，公正、公平、公開拔擢優秀人才。 六、薪資結構應與工作量及職責繁重程度相配合，警察職責繁重，且工作具有辛勞性及危險性，與調查人員相較有過之而無不及，惟專業加給較低，建議警察人員專業加給宜比照調查人員支給，並提高分局長俸點或等階，以強化警察陣容，提昇士氣。 七、分局長主要休閒活動為，閱讀書報、雜誌、看電視、電影、DVD 、聽音樂、廣播、休息、健行、爬山、慢跑、散步、與同事聚餐、品茗等8種。建議警察機關可藉由辦理健行、爬山、慢跑、散步等各項活動，以增進員警、夫妻及親子間感情，促進身體健康。 八、警察預算係由各縣市政府編列，地方民意代表在預算審查上握有絕對權力，因此影響治安任務遂行，建議警政預算應由中央統一編列（包括超勤加班費），可免除地方民意代表關說及挾審查警政預算行使特權干擾，阻礙地方治安維護工作。 關鍵詞：工作負荷、工作壓力、工作滿足、休閒參與

Annotation
 
 This
thesis'
intention
is
to
present
the
personnel
audit
with
psychological
focus
 as
a
tool
for
evaluating
certain
phenomena
of
personnel
psychology
within
the
 environment
of
a
Czech
branch
of
an
international
organization.
 
 The
theoretical
part
of
the
thesis
presents
an
audit
as
one
of
the
possible
 approaches
 to
 the
 evaluation
 of
 processes
 within
 the
 organization,
 its
 history
 and
 the
 different
 kinds
 of
 an
 audit.
 It
 also
 presents
 the
 theoretical
 aspects
 of
 human
 resources
 management
 that
 are
 later
 analyzed
 in
 more
 detail
 in
 the
 empirical
part
of
the
thesis.
 
 The
 empirical
 part
 is
 the
 centre-point
 of
 the
 thesis.
 It
 presents
 a
 case
 study
in
the
form
of
a
personnel
audit
with
psychological
aspects.
The
audit
is
 focused
on
Human
Resource
Management
and
employee
satisfaction
and
work- life
 balance.
 The
 connection
 between
 employee
 satisfaction
 and
 work-life
 balance
is
also
discussed
and
recommendations
for
improvement
are
drafted.
 
 Key
 words:
 personnel
 audit,
 Human
 Resource
 Management,
 employee
 satisfaction,
work-life
balance