Ho, Pui Yung. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 34-41). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgements --- p.iii / Table of Contents --- p.iv / Introduction --- p.1 / Background --- p.3 / Work Value Congruence / Study 1 --- p.5 / Methodology / Analysis & Results / Discussions / Study 2 --- p.11 / Background & Hypotheses / Methodology / Results / Discussions / General Discussions --- p.27 / Conclusion --- p.32 / References --- p.34

Thesis (M. Law (Labour law)) --University of Limpopo, 2011 / Refer to document

The object of my investigation is Svenska Arbetsgivareföreningen (SAF) (The Swedish Employer’s Association) and the concrete questions I wish to raise are: (i) How did SAF articulate their ideal of liberty during the period 1902-1948? (ii) How did they combine this ideal with the demands of an ascetic work ethic among the workers? My ambition with this investigation has been to spread some light on how SAF, one of the market’s most important actors in Sweden during the twentieth century, has combined an alleged strong belief in personal freedom with the demands of adjustment to specific virtues and how the proclaimed freedom has, in fact, been subject to a number of conditions. It would be fair to say that the survival of a market economy depends on a broad foundation of workers that in practice are not allowed to make use of the freedom that they are proclaimed to have in theory. The workers must not only be convinced to go to work but also to work efficiently. If this were not the case, then capitalism, built on competition, would collapse. This is congruent with the conclusions made in my investigation. SAF’s proclamations of freedom were indeed a freedom for the believers; for those who could take advantage of the competition. But for those who did not believe in the system or who did not feel that they could find themselves justice in it, SAF demanded a high moral standard. As a consequence of this we are confronted with the following paradox: Freedom for the rich, morality to the poor.

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.

Based on a field study carried out in Kirikkale, this study investigates the transformation of religious tradesmen of small cities in Turkey with emphases on : (a) the role of religious values within the free market economy / (b) the &amp / #65533 / work ethics&amp / #65533 / of religious tradesmen and (c) the transformation process of religious values within the present economic system. In the study, semistructured in-depth interviews and official documents were used to collect the research data. The thesis of Weber on the relationships between religious values and the rational capitalism was examined to better understand the work ethics and the religious values of religious tradesmen. The opinions of Weber, Rodinson and &Uuml / lgener about the causes of the nonexistence of a rational capitalism in the Islamic world were evaluated throughout the study. In this respect, the emergence and the development of the Muslim guilds and petty bourgeoisie within the traditional Islamic societies were also studied. The research results suggest that the incorporation into the free market economy brings about the transformation the religious economic convictions or values. Therefore, the chance of survival and the applicability of such religious values within this economic system seem to be impossible. In summary, this particular research indicates that the religious tradesmen do not face with serious contradictions in their economic activities. They rather seem to be involved in a transformation and adaptation process in the free market economy.

Thesis (M.A.)--Texas State University-San Marcos, 2007. / Vita. Appendices: leaves 57-61. Includes bibliographical references (leaves 62-67).

Thesis (D. Min.)--Southwestern Baptist Theological Seminary, 1991. / Includes bibliographical references (leaves 151-159).

Thesis (M.Com. (Human resource management))-University of Pretoria, 2004. / Summaries in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (M.A.)--Texas State University-San Marcos, 2007. / Vita. Appendices: leaves 57-61. Includes bibliographical references (leaves 62-67).

D.Litt. et Phil. / The shift from a modern to a postmodern culture is reverberating through the field of career psychology. This results in a rejection of the grandnarrative of the objective career and a shift to the exploration of multiple subjective realities regarding the world of work. A description of three aspects, namely, sensitivity towards diversity, the notion of the subjective self and the challenge to the general paradigm of progress, illuminate blind spots in modern career psychology. These aspects present a conceptual base for thinking on postmodern career psychology. The career psychologist’s role is determined by processes of decision making and attributing meaning. An exploration and clarification of values is useful during these processes. The aim of this study is to formulate and investigate the validity of a structure of work values during an early stage of career process by means of developing a Work Values Questionnaire. A theoretical discussion of the constructs of values and more specifically work values, presents a basis for developing items for the Work Values Questionnaire. The purpose of this theoretical description is operational. In accordance with the postmodern incrudibility towards the grandnarrative no attempt is made to present a unified value or work values theory. The work of Buchholz and Hofstede forms the basis for a description of work values. From this theoretical basis five work value scales, namely, Collectivism, Uncertainty Avoidance, Power Distance, Individualism and Humanist Values were postulated. 93 items representing these scales were written and administered on 1365 South African participants. The responses of 637 participants were used to perform an exploratory factor analysis on the 93 items. The responses of the remaining 717 participants were used to perform confirmatory factor analysis of the obtained empirical structure. Five factors were identified and described in the first group by means of exploratory factor analysis. Based on these results, a postulated model was generated and tested with the Group Two data. The fit between the model and the data was explored by means of the chi-square statistic, the Goodness of Fit Index, the Adjusted Goodness of Fit Index and the Steiger Lind Root Mean Square Error of Approximation Index. The results indicate a satisfactory fit between the postulated model and the data. Based on the outcome of the exploratory and confirmatory factor analyses, these five factors can be described as iv empirically well defined. The factors also appear to represent meaningful psychological constructs. It is therefore stated that the validity of a structure of work values is supported. The five constructs are Group Involvement, Uncertainty Tolerance, Structured Work, Visible Success, as well as, Progressive Advancement and Success. The results of this exploration can be utilised in further research aimed at the development of a Work Values Questionnaire.