Li Yan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 105-122). / Abstracts and questionnaires in English and Chinese. / Chapter Chapter 1: --- Introduction --- p.11 / Chapter Chapter 2: --- Literature Review and Research Framework --- p.16 / Chapter 2.1. --- How emotional stability is measured --- p.16 / Chapter 2.2. --- Scientific Reference to Analysis ES --- p.18 / Chapter 2.2.1. --- The Paradigm of Self-organization --- p.19 / Chapter 2.2.2. --- Emotional Stability is the Emotion Pattern at the Highest-level System --- p.22 / Chapter 2.2.3. --- How Can We Describe the Properties of the Highest-level Pattern using the Self-organization Paradigm? --- p.24 / Chapter 2.3. --- New Wine in Old Bottles: the Construct of ES --- p.25 / Chapter 2.3.1. --- Order Parameters Constraining the Pattern of Emotional Stability --- p.25 / Chapter 2.3.2. --- Author Centered Items of ES --- p.30 / Chapter 2.4 --- "The Convergence and Discriminant among ES, EI and Neuroticism" --- p.31 / Chapter 2.4.1 --- Discriminant and Convergence between ES and Neuroticism --- p.31 / Chapter 2.4.2 --- Discriminant and Convergence between ES and EI --- p.34 / Chapter 2.5. --- Criterion of ES --- p.35 / Chapter 2.6 --- The Moderating Effects of ES on the Relationships between Proximal Organizational Conflicts and Individual Outcomes --- p.40 / Chapter 2.6.1 --- The Moderating Effects of ES on the Relationship between Contingent Organizational Variables and Group Conflict --- p.43 / Chapter 2.6.2 --- The Moderating Effects of ES on the Relationship between Dispositional Organizational Variables and Group Conflicts --- p.50 / Chapter Chapter 3: --- Study 1-Pilot Study --- p.53 / Sampling and Procedure --- p.53 / Measurement --- p.54 / Results --- p.54 / Chapter Chapter 4: --- Study 2 --- p.57 / Methods --- p.58 / Results --- p.64 / Chapter 1. --- Construct Validity --- p.64 / Chapter 2. --- Convergent and Discriminant Validity --- p.66 / Chapter 3. --- MTMM --- p.68 / Chapter 4. --- Criterion Validity of ES --- p.74 / Chapter 5. --- Incremental Validity --- p.77 / Chapter 6. --- The Moderating Effects of ES on the Relationships between Group Conflicts and Outcome Variables --- p.84 / Chapter Chapter 5: --- Discussion --- p.92 / Chapter 1. --- Summary on the Results --- p.92 / Chapter 2. --- The Implications of ES on Organizational Management --- p.95 / Chapter 3. --- Strengths and Weaknesses of the Research --- p.97 / Chapter 4. --- Bifurcation Model of Emotion Category and Dynamic Changes --- p.98 / Chapter 5. --- Further Extensive Research Issues --- p.101 / ACKNOWLEDGEMENT --- p.103 / REFERENCES --- p.105 / APPENDIX --- p.123

The purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration of two surveys and demographic questions to higher educational leaders at 28 state and community colleges in the State of Florida. These instruments measured levels of well-being through the PERMA-Profiler instrument and preferences for Theory X or Theory Y using the Theory X and Theory Y Managerial Assumptions Inventory. Multiple correlation and regression analyses were used to address the research questions. This study detected no relationship between well-being and happiness in this sample. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

This research is an attempt to understand the role of affections in the organization by examining the relationship between service climate and psychological contract and the usage of emotional labour. This research also attempts to study the role of the usage of emotional labour in generating OCB and organizational commitment among the employees. This research predicts that employees' ability in regulating their emotion will have a moderation effect on the relationship between service climate, psychological contract, and the usage of emotional labour. It also predicts that employees' usage of emotional labour will have a direct effect on employees' behaviours in the organization. Having conducted two studies in two different types of service organization in Hong Kong, this research has shown employees react to the affective events in the organization by using their emotional labour and their ability in regulating their emotion play an important role in engaging employees to use their emotional labour. This research has also found that employees' usage of emotional labour will have a direct impact on employees' OCB. However, the prediction that the usage of emotional labour will have an impact on employees' organizational commitment is not supported. A theoretical framework is also developed in this research for future studies. / Cheung Lin Shing. / "August 2006." / Adviser: Chung Ming Lau. / Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0631. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2006. / Includes bibliographical references (p. 266-295). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese. / School code: 1307.

Chan, How Weng Wynne. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 30-37). / Abstract also in Chinese. / Abstract --- p.i / 摘要 --- p.iii / Table of Content --- p.iv / List of Tables --- p.vi / List of Figures --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Background --- p.1 / Display rule --- p.4 / Emotional labor strategies --- p.5 / Empathy --- p.7 / Work engagement --- p.8 / Chapter CHAPTER 2. --- METHOD --- p.13 / Participants and procedures --- p.13 / Measures --- p.14 / Data analysis --- p.16 / Chapter CHAPTER 3. --- RESULTS --- p.18 / Descriptive Analyses --- p.18 / Structural Equation Modeling --- p.21 / Chapter CHAPTER 4. --- DISCUSSION --- p.23 / Implications --- p.25 / Limitations --- p.28 / Chapter CHAPTER 5. --- CONCLUSION --- p.29 / References --- p.30 / Appendix --- p.38

Li, Tsz Wai Gloria. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 34-40). / Abstracts in English and Chinese; appendix in Chinese. / Abstract --- p.i / 摘要 --- p.iii / Table of Content --- p.V / Lists of figures --- p.vii / Lists of tables --- p.viii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Background of Work Engagement --- p.2 / Work Engagement and JD-R Model --- p.2 / Personal Resources and JD-R Model --- p.4 / Buffering Effects of Job and Personal Resources --- p.6 / Work Engagement and Employee Performance --- p.7 / Chapter CHAPTER 2. --- METHOD --- p.10 / Sample and Procedure --- p.10 / Instruments --- p.11 / Analysis Strategies --- p.13 / Chapter CHAPTER 3. --- RESULTS --- p.15 / Descriptive Analyses --- p.15 / Confirmatory Factor Analyses --- p.17 / Hypotheses Testing --- p.17 / Chapter CHAPTER 4. --- DISCUSSION --- p.23 / Main Effects of Job Demands and Job Resources --- p.23 / Job Demands as Eustress --- p.24 / Resources as Enhancers --- p.26 / Linking Antecedents to Job Performance: The Role of Work Engagement --- p.27 / Chapter CHAPTER 5. --- PRACTICAL IMPLICATIONS --- p.30 / Chapter CHAPTER 6. --- LIMITATIONS AND FUTURE RESEARCH --- p.32 / References --- p.34 / Appendix --- p.41

"January 2004" / Includes bibliographical references (leaves 252-273) / xxiii, 276, [6] leaves : ill. ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, Dept. of Social Inquiry, 2004

 This study had two aims. The first was to examine the reliability and validity of the Chinese version of Schwartz Values Survey(SVS-58) and Super’s Work Values Inventory (WVI-45) for measuring general and work values of Hong Kong Chinese university students. The second aim was to explore the relationship between ‘general’ and ‘work’ values. The validity and reliability of the two measures were checked using a sample of 211 university students from various subject majors in five universities in Hong Kong. Data collection was facilitated through the help of staff in the Student Affairs Office and in academic departments. Respondents’ participation was voluntary, and their anonymity was ensured. The composite questionnaire used to obtain information contained the Chinese versions of SVS-58 and WVI-45,plus the Rosenberg Self-Esteem Scale and the Marlowe-Crown Social Desirability Scale. Participants also provided basic demographic information. The same methodology and instruments (SVS with one item deleted and WVI with 3 items removed) were adopted later in the main study involving a larger sample—451 students from seven universities. Results of the pilot study showed that SVS-58was acceptable as a reliable and valid instrument with this population. The reliability of the Hedonism subscale was enhanced by deleting an item. Some of the WVI subscales were found to be unreliable, but the reliabilities increased when 3 problematic items were removed. The construct validity of WVI-42was confirmed by Confirmatory Factor Analysis in the main study sample. In terms of relationships between ‘general’ and ‘work’ values, Roe and Ester (1999) had proposed three possible scenarios: (1) work values and general values are discrete constructs, or (2) work values are a sub-set of general values (as represented in a model developed by Ros, Schwartz, and Surkiss, 1999), or (3) general values are a subset of work values. Due to the lack of well-established theory for studying possibility (3), this study focused on the first two. The main study with a sample of 451 students showed that both scenarios (1) and (2) were to some extent supported by findings from Multidimensional Scaling, Exploratory Factor Analysis, Pearson Correlation Analysis, and Canonical Correlation Analysis. This was in spite of the unexpected results from Hierarchical Cluster Analysis and Structural Equation Modelling. The findings here can therefore be used to suggest a combination of scenarios (1) and (2) as an explanation of the relationship between ‘general’ and ‘work’ values, with work values being both a distinct construct to some extent but closely integrated with general values. Clearly, these findings cannot rule out the possibility of scenario (3). The findings indicate that classifications of general and work values proposed by Roe and Ester (1999) seem not to be mutually exclusive. The findings also provide empirical support for the model proposed by Ros, Schwartz and Surkiss (1999) ―with a theoretical link between general and work values. The implications for career counseling point to a need to include assessments of both general and work values when planning individualized comprehensive career guidance for university clients. / published_or_final_version / Education / Doctoral / Doctor of Education

published_or_final_version / Psychology / Master / Master of Social Sciences

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