Thesis--PlanB (Ed. Spec.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.

Thesis (Ed.M.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01

Thesis (Ed. Spec.)--University of Wisconsin--Stout, 1998. / Includes bibliographical references.

M.Ed. / Please refer to full text to view abstract

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

The purpose of this research was to establish the administrative professional's role in the processing, retrieval, dissemination and repackaging of digital information in the networked enterprise, and to determine how the administrative professional can add value to the organisation and enhance its competitive position in industry. The digital economy has changed business practices to such an extent that research of the digital office environment and the administrative professional’s role in this new world of work has become necessary. This research subsequently aimed to clarify the administrative professional’s role as an information specialist in the organisation. The following sub-questions were formulated for this project: · What is the current profile of the administrative professional in the organisation? · What changes have taken place in the digital environment? · What are the current technological and information systems skills of the administrative professional? · How can the administrative professional add value to the enterprise in the digital environment? The profile of the administrative professional in the organisation was discussed with specific reference to the history, duties and etymology of the administrative professional. The traditional methods of handling information flow were also investigated. The digital environment was also evaluated. It was found that due to rapid changes in the digital environment, employers’ key expectations of their administrative staff were also changing. Research conducted indicated that employers expect administrative iii professionals to be skilled in new and emerging technologies and show a high degree of information management skills. New Information management skills were evaluated within the framework of information systems available in the networked enterprise. These statements were evaluated and the following aspects amongst others discussed: · The way that the enterprise conducts business in the digital economy. · The latest information technology advances and trends. · Information infrastructure and architecture. · Management of information sources in the enterprise. · Strategic information systems necessary for competitive advantage. · The Web revolution. · Developments in electronic commerce (EC). · The different organisational applications. · Knowledge Management (KM). · Managerial systems and decision support systems (DSS). · Data management such as warehousing, analysing, mining, and visualisation. · Intelligent support systems. · The management of information resources and security. The statements that the administrative professional’s roles have changed through the use of computers, the Web, and other advanced office technologies to perform vital information management functions in the modern office, have been empirically studied and proven to be correct. Information and communications technology (ICT) has become the major launch pad of business activities in the world and causes fundamental shifts in the management structure and the operations procedures in enterprises. In the light of these changes, the researcher empirically justified the specific skills and abilities of the contemporary administrative professional. This was done through an emphasis on managerial perceptions about the role of the administrative professional. The importance of the administrative professional’s ability to provide the correct information in a context that aids decision-making was examined. The level of awareness iv of emerging information and communications technology tools and techniques that is regarded as necessary by the manager was evaluated. / Prof. P. A. van Brakel

M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / The purpose of this study was to determine the perception of organisational justice on job satisfaction among administrative staff members at a university of technology in South Africa. A critical function of the administrative staff at a university of technology is to ensure that all students and other staff members are assisted as effectively and efficiently as possible. Administrative staff at a university of technology in South Africa needs to be committed and have a high morale to ensure that the vision of the University of Technology is fulfilled. This study promotes the application of the Equity Theory. People prefer to work in an environment that is perceived as just. Employees will experience satisfaction with their job in terms of Equity when the Equity Theory is applied fairly. However, inequity will lead to tension at the workplace. In order for the administrative staff at a university of technology in South Africa to function effectively, it is essential for a university of technology to ensure that their administrative staff is satisfied. In this study, a quantitative approach was undertaken to gain an understanding of the perception of organisational justice and its dimensions on job satisfaction. This involved distributing questionnaires to 200 administrative staff at a university of technology in South Africa. Two primary tests were used to assess the suitability of the data for factor analysis. These tests are the Kaiser-Meyer Olkin measure of sampling adequacy and Bartlett’s test of sphericity. The Pearson correlation coefficient was used to examine the correlations among the constructs. A means analysis was conducted to assess the perceptions of the employeesin respect of distributive justice, procedural justice, interactional justice and job satisfaction. Regression analysis was executed to examine whether the independent variables of distributive justice, procedural justice and interactional justice predict the dependent variable job satisfaction. The Cronbach alpha coefficient test provided an adequate indication of reliability of the instrument. Face/content, construct and convergent validity methods were applied to establish validity of the study. A positive relationship between organisational justice and job satisfaction was found in this study. The administrative staff will be able to improve the job satisfaction levels of other administrative staff by making positive improvements when applying organisational justice to influence the various elements of job satisfaction identified in this study. This will effectively enable administrative staff to meet the challenge of providing improved service. The proper implementation of organisational justice will, ultimately, lead to the organisations’ success, as well as the progression of its employees. Since a university of technology depends on human resources, the organisation is required to assess the current organisational justice practices and create a working environment that stimulates and motivates employees so that their job satisfaction levels increase. The recommendations proposed for this study offer vital information on organisational justice practices that could assist a university of technology to improve the perceptions of administrative staff. Accordingly, the application can improve employees’ low morale resulting from perceived unfairness and injustice, thereby increasing the job satisfaction levels among administrative staff. The findings of the research may generate guidelines for organisational justice practices. Recommendations include a systematic and transparent reward system that recognises employees’ excellent performance and rewards them accordingly. Another recommendation is the creation of a well-structured consultative forum to grant employees an opportunity to provide management with their perceptions of unfair practices. Future research should extend to other sectors within the public sector environment, as well as expanding the research to include several other job satisfactionelements. Further, research using both mediation and moderation to investigate the associations between organisational justice and job satisfaction is recommended.

Administrative assistants (AAs) provide critical office support for modern businesses, yet many do not participate in the continuing education and training (CE&T) required for rapidly changing technologies and new office procedures. The purpose of this non-experimental quantitative correlational study was to investigate whether a significant predictive relationship exists between AAs' general self-efficacy (GSE), locus of control (LOC), and their participation in CE&T activities. The primary research question examined whether a significant predictive relationship existed among these variables, factoring in generation cohort and education level. Bandura's self-efficacy theory and Rotter's LOC theory provided the theoretical foundations. Volunteer AAs (n = 125) from the International Association of Administrative Professionals (IAAP) answered online survey questions from the New General Self-efficacy Scale, the Adult Nowicki-Strickland Internal-External scale, and the Adult Training and Education Survey. Data analysis was descriptive and inferential, included regression and correlational analysis, and revealed no significant relationship between AAs' GSE, LOC, and their participation in CE&T activities even when examining generation cohort and education level variables. Future researchers may conduct a similar study with a larger heterogeneous sample or a descriptive qualitative design that improves the understanding of the AA perspective. Because no significant relationships were identified within this IAAP branch, the findings in this study were unique and contradicted prior comparable research. Positive social change is maintained for those who participate with IAAP by successfully instilling virtues of lifelong learning of the administrative membership.