The thesis focuses on the proposal of changes in a motivation system in the chosen company. The theoretical part explains basic terms, definitions and procedures that are connected to the analyzed topic. Second part of the paper introduces the company and analyzes the current state of a motivation system via company’s documents and a questionnaire. The last part includes the writer’s own suggestions of solutions resulting from the second part’s analysis.

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

Thesis (M. Soc. Sc.)--University of Hong Kong, 1986.

Thesis (M.B.A.)--University of Hong Kong, 1991.

Thesis (M.P.A.)--University of Hong Kong, 1991. / Also available in print.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1986. / Also available in print.

Thesis (M.B.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 71-74).

Drawing on extant literature, a direct relationship between organisational communication and commitment factors has been demonstrated. This study was conducted to examine the trust climate involved in observed relations between organisational communication practices and organisational commitment. A cross-sectional descriptive questionnaire survey approach was adopted to gather data in three State-owned and two Joint-venture organisations located in the city of Nanjing, China. Using non-proportional stratified sampling, 1300 employee participants were chosen, and 757 responded with a usable response rate of 58%. Statistical software Predictive Analytics Software (PASW) and Analysis of Moment Structures (AMOS) were utilised to analyse the data. Structural Equation Modelling (SEM) analyses revealed that relations between employees‟ perspectives on organisational communication and their affective and normative commitment were mediated by trust in the workplace. The results showed that the 77% total effect of supervisory communication to commitment is mediated by the compound effort of trust in supervisor and trust in organisation. Additionally, trust in the organisation has been demonstrated as the mediator of trust in co-workers and organisational communication. The study recommends that Chinese organisations should; train managers to be good communicators, which could enhance employees‟ sense of belonging to the organisation and creating a trusting climate that increases the employees‟ commitment to the organisation. These could lead to more communication channels that would facilitate information sharing. Implications for researchers and managers are discussed and limitations are identified at the end of the research.

Thesis (M.P.A.)--University of Hong Kong, 1991.

Thesis (M.P.A.)--University of Hong Kong, 1995. / Includes bibliographical references (leaves lii-lv).