This thesis aimed to test the relationship between resident satisfaction and staff satisfaction. Using a cross-sectional design, administrators, staff and residents from 24 LTC homes were surveyed. Logistic regression models predicting high resident satisfaction were developed with a primary focus on the relationship to direct care staff satisfaction, while controlling for facility, staff and resident characteristics (and facility-level clustering). Regression models were developed for overall staff satisfaction and three other domains of job satisfaction. The odds of high overall resident satisfaction decreased by 27% and 31% for each 1-unit increase in overall job satisfaction and satisfaction with workload, respectively. In contrast, the odds of high overall resident satisfaction increased by 5.56 times for each 1-unit increase in mean staff satisfaction with work content. LTC homes may be able to improve staff and resident experiences concurrently by encouraging direct care staff to enter into meaningful relationships with residents.

This thesis aimed to test the relationship between resident satisfaction and staff satisfaction. Using a cross-sectional design, administrators, staff and residents from 24 LTC homes were surveyed. Logistic regression models predicting high resident satisfaction were developed with a primary focus on the relationship to direct care staff satisfaction, while controlling for facility, staff and resident characteristics (and facility-level clustering). Regression models were developed for overall staff satisfaction and three other domains of job satisfaction. The odds of high overall resident satisfaction decreased by 27% and 31% for each 1-unit increase in overall job satisfaction and satisfaction with workload, respectively. In contrast, the odds of high overall resident satisfaction increased by 5.56 times for each 1-unit increase in mean staff satisfaction with work content. LTC homes may be able to improve staff and resident experiences concurrently by encouraging direct care staff to enter into meaningful relationships with residents.

Call Centres represent one of the fastest growing industries today. In a competitive business environment the service delivered by Call Centre operators needs to be quantified and this is achieved through Electronic Performance Monitoring (EPM). This study considered the effects of EPM, and related factors such as job control, task complexity, performance, goal-setting and feedback, on the job satisfaction, organisational commitment and work stress, of Call Centre operators. The impact of these factors on staff turnover, which media reports suggest is very high for many Call Centres, was also considered. A total of 388 participants (265 females, 123 males) completed a voluntary self-report questionnaire. All participants were Call Centre operators who were working in one of 27 call centres across Australia in a variety of industries, including Banking & Finance, IT, Employment, Insurance and Telecommunications. All operators were working in an electronically monitored environment. Regression and path analyses revealed age, that is younger employees, and job dissatisfaction to be the only variables that predicted staff turnover. A positive perception of EPM was predicted by a positive perception of both goal-setting and feedback. It was concluded that while staff turnover was high in the current sample, it was not associated with perceptions of EPM, and other factors appeared to be more important.

ABSTRACT The integration and coordination process across organizational functional levels are crucial for firms to formulate their corporate and functional strategies. However, most related studies have been focusing on a rational and analytical process, which is the reaction of the ¡©economic rationality¡ªof managers and organizations. What have been always neglected by researchers were the upward political process of the organization, the exercises of power, conflicts, and the communication process involved. This study has attempted to investigate the upward political behaviors, to understand their influences on organization¡¦s subordinates. We adopt both experimental design and questionnaire survey to achieve higher credibility and validity. The results of our experimental design showed that upward political behaviors have significantly influences on work satisfaction and leave inclination. Key Words¡GMicro-Political Behavior¡BPower¡BStaff Satisfaction¡BLeave Inclination¡BJob Satisfaction¡BUpward Political Behavior

This thesis was focused on the Human resources management analysis of the selected company in the automotive industry. The aim of this thesis was to analyze the current system of human resource management in Valeo Compressor Europe, s. r. o. Management of the company was notified of the deficiencies that lead to a decrease in work efficiency and potential disincentives of workers. Improvement proposals were suggested to the plant for the future, which will lead to an improvement of the staff satisfaction.

Magister Scientiae Dentium - MSc(Dent) / ‘A satisfied worker is a happy worker’, this statement by Robbins (1998), sums up the importance of job satisfaction. Locke (1976), defined job satisfaction as the ‘positive emotional state resulting from the appraisal of one’s job and job experiences’. The Northern Cape province is the largest province in South Africa, by area. Oral health mainly focuses on primary health care and pain relief. Dental staff in the public sector are employed at district level, and not at sub-district level. This scenario requires dental staff (dentists, dental therapists, oral hygienists and dental assistants) to travel to rural areas that have working conditions that are not always optimal for dental treatment. Faced with numerous work-related challenges, it is believed that staff morale and motivation is particularly low in the province, as in the rest of South Africa in the public health sector (Howse, 2000). This research assessed the job satisfaction of dental staff in the public sector in the Northern Cape, and aims to make management aware of the need and the importance of oral health services, for staff and patients. The study found that the majority of the dental staff appear to enjoy their working environment (60%), love what their job entails (76%), and would like to continue their job in the long run (74%). Eighty percent of the participants reported that they experienced teamwork and 71% appreciated the support of their staff, which are very positive findings. However, it appears that the staff are not totally happy or satisfied with their work environment, and have identified various factors that need to be addressed to improve their job satisfaction. Seventy-four percent of the staff listed resources (human, financial, physical) as the major work-related factors that need to be addressed to improve their job satisfaction. iii The majority of the dental staff reported that the staff shortage, the poor communication with their administrator, the inadequate quantity and quality of equipment, the limited services being offered to patients, the lack of opportunities to make use of and improve their clinical skills, and their salary, are factors that need to be addressed to improve their job satisfaction. Just over half of the participants also stated that the salary they earn is not as important as the satisfaction gained from serving the public, and 80% of the participants felt that their job allows them to make a contribution to their community. Having a significant proportion of staff who feel that the salary they earn is not as important as serving their community is both interesting and praiseworthy. The dental staff seem to be giving of their best despite their current work environment, but expressed a need and willingness to deliver a more comprehensive oral health service that makes full use of their clinical skills, and that is not constrained by a lack of finances or limited treatment options. This is a positive foundation that needs to be built on to improve a service that clearly needs improving. The Department of Health of South Africa should provide adequate oral health services to the public, and should ensure that the dental staff are satisfied with their jobs. By identifying areas of concern that affect job satisfaction, these specific areas can be improved (Shugars et al, 1990). By increasing the dental staff’s job satisfaction, the staff morale can be improved. This will lead to increased productivity and quality of care (Harris et al 2008; Syptak et al, 1999). Satisfied practitioners are particularly important for a successful dental practice and the well-being of patients (Puriene et al, 2008a).

Экономическая оценка риска реализации кадровой стратегии предприятия, отличающаяся оценкой уровня экономической безопасности внутренней среды за счет определения уровня удовлетворенности персонала, что позволит определить вероятность раскрытия коммерческий или государственной тайны на оборонном предприятии. / The strategy of personnel management, economic security, safety, satisfaction level of satisfaction personnel.The strategy of personnel management, economic security, safety, satisfaction level of satisfaction personnel.

Objetivo: Identificar los factores asociados al nivel de satisfacción del Personal Médico en la implementación de Telesalud en el Hospital Regional Lambayeque (HRL) durante el 2021. Materiales y métodos: Estudio analítico, observacional, transversal realizado en el HRL, se le realizó un cuestionario de 29 preguntas donde se evaluó la satisfacción de los pacientes y del proveedor en la implementación de Telesalud, además de características sociodemográficas y laborales a 75 médicos que realizaron Telesalud en el primer semestre del 2021. Resultados: El 50% de los participantes se clasificó según el P50 como satisfechos con la implementación del servicio de Telesalud. Se identificó asociación significativa con el tipo de dispositivo electrónico utilizado (p=0.001), con la plataforma empleada (p= 0.031) y con la conectividad a internet durante las teleconsultas (p=0.039). Entre el personal médico evaluado, el tener un contrato bajo la modalidad 728 se asoció con una reducción del 27% de la satisfacción con la implementación del mencionado servicio, en cuanto al dispositivo utilizado, el uso de computadoras portátiles se asoció con una reducción del 25% y una buena conectividad a internet se asoció con un incremento del 29%. Conclusiones: Se concluye que la implementación de Telesalud fue satisfactoria para el 50% del personal de salud del HRL, siendo una gran herramienta para la continuidad y la mejora del servicio de salud, pero aún con limitaciones para su correcto desarrollo por parte del usuario como del proveedor. Se identificaron como factores asociados a la satisfacción del servicio al tipo de contrato, el tipo de dispositivo electrónico utilizado y la conectividad a internet. / Objective: To identify the factors associated with the level of satisfaction of Medical Staff in the implementation of Telehealth at the Lambayeque Regional Hospital (HRL) during 2021. Materials and methods: Analytical, observational, cross-sectional study carried out at the HRL, a 29 question questionnaire was carried out where the satisfaction of patients and the provider in the implementation of Telehealth was evaluated, in addition to sociodemographic and work characteristics of 75 medical doctors. who carried out Telehealth in the first half of 2021. Results: 50% of the participants were classified according to the P50 as satisfied with the implementation of the Telehealth service. A significant association was identified with the type of electronic device used (p=0.001), with the platform used (p= 0.031) and with internet connectivity during teleconsultations (p=0.039). Among the evaluated medical staff, having a contract under the 728 modality was associated with a 27% reduction in satisfaction regarding the aforemented service, in terms of the device used, the use of laptop computers was associated with a 25% reduction. % and good internet connectivity was associated with a 29% increase. Conclusions: The implementation of Telehealth was satisfactory for 50% of the HRL medical staff, being a great tool for the continuity and improvement of the health service, but still with limitations for its correct development by the user and the provider. The type of contract, the type of electronic device used and internet connectivity were identified as associated factors with service satisfaction.

The main aim of this thesis was to analyze the present status of human ressource management (HRM) in the selected company and to provide suggestions for its impro-vement. For the practical part was chosen Porsche České Budějovice company which ranks to the most important dealers in the automotive industry in South Bohemia thanks to the professional attitude of its staff and excellent facilities. The practical part is based on a managed interview with the top manager of the selected company to desribe the human resource management from his own perspective. Further an analysis of the work organization in a selected department will be realized to be able to make a suggestion for its efficiency improvement. At last a survey between the employees will be carried out to analyze staff satisfaction with the motivational program. The aim is to find out the relevant motivational factors in compliance with the staff preferences. The top management considers HRM positively especially in case of education. In some aspects the management admits also weaknesses. Firstly, employee evaluation must be mentioned because it is realized only at the level of the middle management. An objective evaluation of all employees could be used to reward and motivate them to higher performance. The job evaluation is closely linked with exploration of work per-formance. The analysis of work organization revealed that its staff spends a significant part of the work time with paper work. Therefore I suggest to recruit a new employee who would make them possible to concentrate on customer care. A pay for the success-ful "mystery shopping" could motivate the sales staff as well as complete a fair reward system. Secondly a further weakness, an inflexible internal communication can be eli-minated through an effective use of available communication tools. Based on data from the survey the staff expressed their interest in new elements of the motivational pro-gram: a further week of vacation, contributions to pension insurance, new leisure activi-ties like squash. From my point of view, the motivational program is varied and stable offering a guarantee to the staff as well as potential for staff satisfaction improvement.

La atracción y retención del talento humano en las agencias marítimas en el Callao presenta una tendencia de crecimiento lento en los últimos años a pesar de que el puerto del Callao ha tenido inversión extranjera de dos empresas líderes portuarias en el mundo. El presente trabajo, parte de esta premisa, y desarrolla el porqué de esta problemática y el poco interés de las escuelas preparatoria de personal experto en el sector marítimo. Un tema tan importante es atraer y retener talento humano expertos en el sector ayudarán a generar competitividad y a mejorar los niveles de motivación, satisfacción y compromiso laboral del personal tanto administrativo como operativo, que son los pilares de una agencia marítima. La importancia que tiene para el Perú desarrollar altos niveles de competitividad y los servicios portuarios que brinda al mundo nos ha motivado a investigar las razones por las cuales los servicios son lentos y no tan eficientes como podrían ser. Se realizaron entrevistas a personal directivo de agencias marítimas quienes expresaron que su personal es valorado por su experiencia y eficiencia en cumplir sus funciones. Por otro lado, se entrevistó al personal operativo quienes opinan que tener líderes que les enseñen y ser reconocidos es importante para su permanencia y crecimiento en la organización. Así mismo se pudo identificar qué aspectos tales como la remuneración y seguridad que pueda ofrecerles la organización es importante. Por otro lado, se pudo verificar que existen pocos centros de capacitación especializada y que la mayor preparación se obtiene en el ejercicio laboral por lo cual es importante contar con más centros de estudios especializados. / The attraction and retention of human talent in shipping agencies in Callao has shown a slow growth trend in recent years despite the fact that the port of Callao has had foreign investment from two leading port companies in the world. The present work starts from this premise and develops the reason for this problem and the little interest of the preparatory schools of expert personnel in the maritime sector. Such an important issue is attracting and retaining human talent, experts in the sector will help to generate competitiveness and improve the levels of motivation, satisfaction and work commitment of both administrative and operational personnel, which are the pillars of a shipping agency. The importance for Peru to develop high levels of competitiveness and the port services it provides to the world has motivated us to investigate the reasons why services are slow and not as efficient as they could be. Interviews were conducted with management personnel of maritime agencies who expressed that their personnel are valued for their experience and efficiency in fulfilling their functions. On the other hand, the operating personnel were interviewed who think that having leaders who teach them and be recognized is important for their permanence and growth in the organization. Likewise, it was possible to identify which aspects such as remuneration and security that the organization can offer them is important. On the other hand, it was possible to verify that there are few specialized training centers and that the greatest preparation is obtained in the workplace, which is why it is important to have more specialized study centers. / Trabajo de investigación