¡§Employees¡¨ are the most important factor to concern the business. However, love to go ease and hate to work hard is human¡¦s nature. If less to take care the workpeople for a long time, wasting resources, neglecting handling official papers, making excuses¡Ksuch events should be happened. It¡¦s an important issue to build up the good organize and harmonious atmosphere, make the employees willing and enthusiastic at work. On workpeople and affairs management, there are two important things ¡§trusty¡¨ and ¡§effectiveness¡¨. For examples, when you have a target practice, all of the shootings are on the bull¡¦s eye. It means good at ¡§trusty¡¨ and ¡§effectiveness¡¨¡F If all of the shootings are on one spot out of the bull¡¦s eye, it means good at ¡§trusty¡¨ but not at ¡§effectiveness¡¨. All of the bosses would hope their employees are good at ¡§trusty¡¨ and ¡§effectiveness¡¨ on their work field. Due to the competitiveness of Taiwan¡¦s industries, it is hard to avoid moving to overseas. Because of the enticements of cost down and prosper market, Mainland China is most of the industries¡¦ common investment choices. There are different politics and economic policies between two sides of straits. And the wide gap of social culture and values exist in Taiwan and Mainland China. As a result of politics and economic policies open and develop, especially industrial circles focus on pursuing achievements, it brings workpeople new thoughts. It also makes some problems at adapting to thoughts and behaviors of the workpeople. Therefore, the complexity and importance of human resources management are manifested. The passive components industries are widespread in Taiwan. To comply with the assembling factories generations alternating and products renewing, the attached business opportunities should be brought up. But Taiwan is just good at low technique production resistance and capacitance. The international main industrials use as low price to occupy the market. The materials and innovation skills are controlled by Japan, Europe and China. They become to the production center in the world year after year. The passive components industries in Taiwan must bring up the effective human resources management tactics to build up superiorly competitiveness to break through the difficult position. Otherwise the passive components industries in Taiwan will face the threat to be knocked out. This research is based on the passive components And try to find out the different and similar views on human resources management between two sides of strait. To contrast and analyze the advantage and disadvantage draft the different policies to suit different environment, to improve the satisfaction of employees. Furthermore, the passive component industrial in Taiwan should be raise on business effects and competitiveness.

Career choice is governed by what individuals value and their perception of the realities that exist in a given field. Agriculture career education of gifted and talented students, therefore, must begin with an assessment of the values of the students, their assumptions regarding fields within the agriculture industry, and factors that influence their career decisions. This descriptive study summarized values and perceptions held by participants in the 2006 Virginia Governor's School for Agriculture (VGSA). Originally, the VGSA hosted 98 students; one student withdrew from the program. The results of the study confirmed that there is still much controversy and misunderstanding about agriculture and careers in the agriculture arena. The testing process included a survey of career values called the Values Scale. This instrument was developed by Dorothy Nevill and Donald Super and last updated in 1989. The 106-question survey measured 21 personal career values of participants. Follow-up data were collected gauging the students' thoughts on agriculture careers, agriculture companies, their individual career goals, and the influences that shaped their career decisions. The career values of the VGSA Class of 2006 were surprisingly similar to high school student data collected in 1989. There were slight decreases in the value placed on economic rewards and security, but many of the other values mirrored past national data. Most students (n=73) were able to name five agriculture careers with "farmer" garnering most of the responses; however, 29 students did not name a single agriculture company. A majority of the students (n=56) stated that they had made a career decision; however, most of these (n=32) also stated their career was not in the field of agriculture. Half of those having a career goal made their decision prior to their sophomore year in high school. Parents were named by the students as the greatest single influence on career decision among ten choices. School experiences, work experiences, and people who work in the field were also high among influences. Suggestions for further research include identifying effective methods of agricultural career exploration within VGSA and value comparisons between gifted students and the general student population. / Ph. D.

Career development theory has traditionally focused mainly on career decision- making and work behaviors and patterns, rather than psychological reasons for working. Blustein (2006) has stepped in to close this gap by providing a taxonomy of three core psychological functions of work: work as a means of survival and power, social connection, and self-determination. Blustein proposes these functions of work are influenced by contextual variables such as access to resources and opportunities. Although it is impossible to measure and define all circumstantial influences that affect core work functions, it is possible to explore how contextual variables, such as age, gender, education, and personality type, affect objectives sought through work, measured as career values. In the current study, secondary data analysis was conducted on data collected from on-line participants who had completed the Career Values Scale (CVS). Three principal components, conceptually aligned to Blustein‘s three core functions of work, were extracted from the CVS: Self-Expression, Extrinsic Rewards, and Working with Others. A series of Analysis of Variance (ANOVA) tests were conducted on these component scores to test hypotheses about how work objectives were influenced by the contextual variables of age, gender, education, and personality type. Age, gender, and education differences accounted for a small, but significant amount of the variance in the career values component scores. Differences in personality type preferences accounted for a greater amount of the variance in the component scores, emphasizing the need to look at personal characteristics as well as contextual variables when considering reasons for working.

University graduates stand at the dawn of their careers, seeking meaningful employment in a labour market that is characterised by volatile change and globalisation. This new world of work requires flexibility, versatility, and creativity ‒ skills not traditionally required of an employee. Graduates today are required to develop a skills-set that enables pro-active career behaviour and, furthermore, aid the employer to utilise such abilities as business solutions. There is a lack of consensual scientific knowledge available on employability, despite the rise in its importance to the 21st century employer and graduate employee. This is especially true for the South African context. Accordingly, the main aim of this study was to investigate the employability and psychological career resources of graduate students to identify the strengths and development areas of the sample. A self-administered questionnaire consisting of standardised instruments, specifically the Psychological Career Resources Inventory (PCRI, developed by Coetzee, 2008) and the Graduate Employability Measure (GEM, developed by Bezuidenhout, 2011), was distributed to a random sample of 113 final-year students from the Faculty of Economic and Management Science of the University of Pretoria. The results indicate a strong employability profile with few clear-cut development areas. Students believe themselves to have high levels of career resilience (mean = 4.94; SD 0.75), whilst also having a strong inclination to the openness to change dimension (mean = 4.86; SD = 0.59), pointing to an overall all adaptable orientation to their careers. In terms of the psychological career resources profile, the sample presented with high scores on all dimensions namely: career preferences, career values, career purpose, career harmonisers, and career drivers. This prevailing positive perception regarding psychological career resources can be seen as balanced, and thus facilitates adaptive, proactive career behaviour, which, in turn, influences general employability. This result is validated by the high mean scores on all employability dimensions. It is also evident that there are no significant differences to be observed between men and women across all dimensions measured, indicating that men and women are equally likely to be proactively involved in their career-management in order to develop the skills required to be seen as employable. Furthermore, there is evidence of significant relationships between the majority of psychological career resources dimensions and those of the graduate employability dimensions. These results are expected to add valuable insights to the field of career management literature and human resources practices alike, which, in turn, will inform graduates regarding their prospects. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

While there is evidence about the relationship between career development and psychological outcomes, more work is needed to understand how career development is related to personal mental health outcomes in college students. Studying some of the social and cognitive predictors of self-efficacy, this study espouses a holistic perspective to career development and aims to better understand its impact on well-being. Using social cognitive career theory (SCCT) and Super's life-span, life-space theory, this study examines how social (e.g., parental support) and cognitive (e.g., career values awareness) factors influence career decision-making self-efficacy, and furthermore, how this impacts well-being in undergraduate students. Specific mediation hypotheses were assessed, including the mediating role of career values awareness in the relationship between parental support and career decision-making self-efficacy, and the mediating effect of career-decision-making self-efficacy on well-being. Data were collected from 1446 undergraduate students at a large Midwestern public land-grant university through an online survey. Using structural equation modeling to analyze the data, results indicated that: (a) career values awareness mediated the relationship between parental behaviors and CDMSE; (b) CDMSE mediated the relationship between parental behaviors and well-being; and (c) CDMSE mediated the relationship between career values awareness and well-being. In an alternative model, parental support and socioeconomic status (SES) were also found to be significant positive predictors of well-being. Post hoc analysis revealed that academic standing (i.e., year in school) did not moderate the relationship between CDMSE and well-being. Limitations of the study and recommendations for future research are suggested along with implications for clinical practice.

One of the challenges imposed by the 21st century is to retain talented staff by keeping employees engaged in their work. Engagement in itself is a complex construct, which still requires much clarification. One of the gaps in the literature is the link between engagement and the competencies required by individuals to craft a career in the 21st century. These competencies are referred to as psychological career resources (Coetzee, 2008). This study was conducted in a medium-sized South African software and services organisation using a random sample of 111 consultants. The primary objective of the study was to investigate the relationship between psychological career resources (career preferences, career values, career enablers, career drivers and career harmonisers) and engagement (dedication, vigour and absorption). The second and third objectives were to find whether there were any significant differences between individuals who differed as to gender, age, marital status, occupational field, occupational level and department in which employed with regard to engagement and psychological career resources. A further objective was to establish the dominant psychological career resources and engagement constructs of the consultants in the sample. The data was collected using the 9-item U-WES (Utrecht Work Engagement Scale) and the PCRI (Psychological Career Resources Inventory). The study found that behavioural adaptability and self-esteem have a significant impact on vigour and dedication, while behavioural adaptability also has a significant impact on absorption. This study could contribute meaningful information to the field of well-being and career development, allowing professionals to assist individuals in developing career competencies that contribute to engagement and ultimately to well-being. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)

English, Afrikaans and Northern Sotho summaries / Die algemene doel van hierdie navorsing was om ’n loopbaantevredenheids- en indiensneembaarheidsprofiel vir kenniswerkers saam te stel, gebaseer op die verhoudingsdinamika tussen individue se biografiese eienskappe (ouderdom, ras en indiensnemingstatus), loopbaankognisies (loopbaanaanpasbaarheid en psigososiale loopbaanpreokkupasies as voorgangers), hulle psigososiale loopbaanhulpbronne (indiensneembaarheidskenmerke, loopbaanankers en loopbaanwaardes as moderators) en hulle loopbaantevredenheid en selfwaargenome indiensneembaarheid (gevolge of uitkomste). Die einddoel van die navorsing was om gevolgtrekkings te maak oor die verhoudingsdinamika (omvang en rigting) tussen die konsepte ten einde organisatoriese loopbaanontwikkelingspraktyke vir die kenniswerker voor te stel. ’n Kwantitatiewe deursneenavorsingsbenadering is gevolg en het ’n steekproef van N = 404 kenniswerkers behels wat by professionele Suid-Afrikaanse liggame geregistreer is. Beskrywende, korrelasie- en meerveranderlike inferensiële statistiek is ingespan. Aanvullend tot die kanoniese korrelasieresultate, het regressie and strukturele vergelykingsmodellering ontledings aangetoon dat die loopbaantevredenheidsprofiel unieke beïnvloedingsfaktore het terwyl die selfwaargenome indiensneembaarheidsprofiel ook oor sy eie unieke beïnvloedingsfaktore beskik. Moderering regressie-ontleding het gewys dat individue se loopbaankognisies (dit is die vlakke van loopbaanaanpasbaarheid en loopbaanpreokkupasies) nie voorwaardelik ten opsigte van hulle psigososiale loopbaanhulpbronne was (dit is, indiensneembaarheidseienskappe, loopbaanankers en loopbaanwaardes) om hulle vlakke van loopbaantevredenheid en selfwaargenome indiensneembaarheid te verduidelik nie. Die loopbaankognisies en psigososiale loopbaanhulpbronne het individuele, bepaalde hoofgevolge om te oorweeg ten einde kenniswerkers se loopbaantevredenheid en selfwaargenome indiensneembaarheid te verstaan. Stapsgewyse regressie en hiërargies-moderering regressie-ontleding het gewys dat ouderdom, ras en indiensnemingstatus belangrike oorwegings was wat betref die loopbaantevredenheidsprofiel van kenniswerkers. Ras in die besonder het geblyk belangrik te wees om in aanmerking te neem ooreenkomstig hulle selfwaargenome indiensneembaarheid. Verskille tussen die biografiese groepe het ook aan die hand gedoen dat unieke loopbaanontwikkeling oorweeg moet word in multikulterele, diverse werkskontekste. Die loopbaantevredenheid en indiensneembaarheidsprofiel is saamgestel, gebaseer op die belangrikste insigte wat uit die essensiële, betekenisvolle bevindings bekom is. Loopbaantevredenheid en indiensneembaarheidsteorie is in hierdie navorsing uitgebrei. Aanbevelings vir organisatoriese loopbaanontwikkelingondersteuningspraktyke is gemaak, gebaseer op die voorgestelde profiel vir die professionele kenniswerker. / Maikemisetsomagolo a dinyakisiso e bile go go hlama phrofaele ye e kgotsofatsago mosomo le go thwalega mosomong go basomi ba tsa tsebo go lebeletswe seemo sa dikamano magareng ga dipharologantsi tsa dipalopalo ka ga batho (e lego mengwaga, bong, mohlobo le maemo a mosomo), go kwesisa ka ga mesomo (go tlwaela mosomo le seemo sa menagano ya setshaba ka ga mesomo bjalo ka dilo tseo di tlago peleng), methopo ya bona mosomo mabapi le menagano ya setshaba (dikokwane tsa go kgona go thwalega mesomong, dihlohleletsi tsa go hwetsa mesomo le maitshwaro a mesomong bjalo ka dilo tseo di lekolago mesomo) le go kgotsofatsa ga dinyakwa tsa mesomo le go ipona bjalo ka yo a thwalegago (seo se tlago ka moragonyana goba bjalo ka poelo). Maikemisetso ao a nepilwego a dinyakisiso e bile go tla ka dipheto mabapi le seemo sa dikamano (bogolo bja tsona le fao di lebilego gona) magareng ga kago ya maikemisetso a go sisinya ditiro tsa tlhabollo ya basomi ka dikhamphaning go mosomi yo a somago ka menagano. Mokgwa wa dinyakisiso wa bontsi wa mafapha a mantis o dirisitswe gomme sampole ya N = 404 ya basomi ba tsa tsebo o dirisitswe le go akaretsa mekgatlo ya sephrofesenale ya ka Afrika Borwa. Dipalopalo tsa go hlatholla, tsa papetso le tsa tshupetso ya makala a mantsi di dirilwe. Dipoelo tsa papetso tsa tatelano di laeditse gore go phrofaele ya go kgotsofatsa mosomo e na le dintlha tsa khuetso tsa go swana di nnosi mola e le gore phrofaele ya go ipona bjalo ka yo a thwalegago le yona e na le dintlha tsa khuetso tsa go swana di nnosi. Tshekatsheko ya poelomorago yeo e hlokometswego e laeditse gore dikwesiso tsa batho ka ga mosomo (ke gore, maemo a tsinkelo mosomong le go tlwaelo go phethagatsa mosomo) ga se tsa lebana le seemo sa methopo ya go phethagatsa mosomo wa mabapi le menagano ya setshaba (ke gore, dipharologantshi tsa go thwalega mesomong, dihlohleletsi tsa mesomo le maitshwaro a mesomong) go hlalosa maemo a bona a go kgotsofatsa phethagatso ya mesomo le go ipona o thwalega mosomong. Dikwesiso ka ga mesomo le methopo ya mesomo mabapi le menagano ya setshaba di bile le diabe tse itsego go batho tseo di swanetsego go hlokomelwa gore re kwesise go kgotsofatsa ga mesomo ka basomi ba tsa tsebo le go ipona ba thwalega mesomong. Tshekatsheko ya poelomorago ka dikgato tse mmalwa le ya poelomorago ya basomi go ya ka tatelano ya bona di laeditse gore mengwaga, morafe le maemo a mosomo di bile bohlokwa go di hlokomela mabapi le phrofaele ya go kgotsofatsa mesomo ga basomi ba tsa tsebo. Morafe o bonagala o tloga o le bohlokwa kudu go hlokomela mabapi le go ipona ba thwalega mesomong. Diphapano magareng ga dihlopha tsa merafe le mehlobo le tsona di sisintse gore go hlokega tlohabollo ya ka mesomong ye e swanago e nnosi yeo e swanetsego go dirwa ka seemong sa mesomo fao go somago batho ba ditso tse di fapafapanego. Phrofaele ya tlhabollo ya basomi le go thwalega mesomong go hlamilwe go lebeletswe tsebo ye bohlokwa ye e hweditswego go dikutollo tsa motheo tse bohlokwa. Dinyakisiso di katolositse teori ya mabapi le tlhabollo ya basomi le ya go thwalega mesomong. Go dirilwe ditshisinyo mabapi le ditiro tsa thekgo ya tlhabollo ya basomi ka dikhamphaning ka ga phrofaele ye e sisintswego ya mosomi wa tsa tsebo wa sephrofesenale. / The general aim of the research was to construct a career satisfaction and employability profile for the knowledge worker based on the relationship dynamics among individuals’ biographical characteristics (age, gender, race and employment status), career cognitions (career adaptability and psychosocial career preoccupations as antecedents), their psychosocial career resources (employability attributes, career anchors and career values as moderators) and their career satisfaction and self-perceived employability (consequences or outcomes). The end goal of the research was to draw conclusions on the relationship dynamics (magnitude and direction) between the constructs for the purpose of proposing organisational career development practices for the knowledge worker. A quantitative cross-sectional research approach was followed and involved a sample of N = 404 knowledge workers registered with South African professional bodies. Descriptive, correlation and multivariate inferential statistics were performed. Supplementary to the canonical correlation analysis, regression and structural equation modelling analysis indicated that the career satisfaction profile has unique influencing factors while the self-perceived employability profile also has its unique influencing factors. Moderated regression analysis showed that individuals’ career cognitions (i.e. levels of career adaptability and psychosocial career preoccupations) were not conditional upon their psychosocial career resources (i.e. employability attributes, career anchors and career values) in explaining their levels of career satisfaction and self-perceived employability. The career cognitions and psychosocial career resources had individually specific main effects to consider in understanding knowledge workers’ career satisfaction and self-perceived employability. Stepwise regression and the hierarchical moderated regression analysis showed that age, race and employment status were important to consider in terms of the career satisfaction profile of knowledge workers. Race seemed especially important to consider in terms of their self-perceived employability. Differences among the biographical groups also suggested unique career development needs to consider in multi-culturally diverse work contexts. The career satisfaction and employability profile was constructed based on the key insights derived from the core significant findings. The research extended career satisfaction and employability theory. Recommendations for organisational career development support practice were made based on the proposed profile for the professional knowledge worker. / Psychology / Ph. D. (Psychology)