L’écriture, les écritures dans les sanctuaires grecs à l’époque archaïque et au début de l’époque classique est un travail d’histoire sociale et religieuse. L’écriture dans les sanctuaires d’Attique, de Béotie, d’Eubée et des Cyclades, par sa diversité de dialectes, de supports, de formats et de contexte, permet de mettre en relation celui qui écrit, avec la divinité et les autres hommes. Cette écriture peut entrer dans le rituel de consécration d’un objet. Un objet inscrit offert à un dieu établit une relation de don et contre-don : le consécrateur de l’objet peut remercier la divinité pour un bienfait passé, ou attendre d’elle un bienfait à venir. L’écriture permet ainsi de lier plusieurs temporalités : le passé d’une action, le présent de la consécration et le futur de la lecture de l’inscription qui réactive la mémoire du passé. L’écriture constitue également un mode de reconnaissance sociale : celui qui écrit témoigne de son savoir-faire et/ou de sa richesse. L’inscription peut être le lieu d’affirmation d’une identité, par le rappel d’une parenté, d’un métier, d’un ethnique ou d’un démotique. Cette affirmation identitaire peut aussi passer par l’utilisation d’une écriture étrangère à celle de la région du sanctuaire, écriture intrusive qui permet de distinguer le dédicant des autres dédicants. Les objets inscrits entrent dans la composition du paysage du sanctuaire. Leur emplacement est important pour que l’inscription qu’ils portent soit visible et lisible, qu’il s’agisse d’une inscription dédicatoire, de l’inscription d’une loi ou de celle d’une décision officielle. L’écriture dans un sanctuaire est à la fois marque de prestige et outil de transmission qui s’adresse davantage aux hommes qu’aux dieux. / Writing and inscriptions in Greek sanctuaries in the archaic and at the beginning of the classical period is a work of social and religious history. Writing in sanctuaries, through a variety of dialects, materials, formats and contexts, establishes a relationship between the writer, the deity and other people. The writing of the object may be part of its consecration ritual. An inscribed object offered to a god builds a relationship involving both gift and counter-gift: the worshipper of the object can offer thanks the god for a blessing obtained or be in waiting for one to come. The writing links together several timelines: the past action, the present moment of consecration, and the future reading of the inscription which recalls the past. The writing also carries social recognition: the one who inscribes makes a statement about their know-how and/or their wealth. In the inscription, the dedicant may state something of their identity, a reference to family ties, an occupation, ethnicity or demotic. Identity may also be revealed through the use of a foreign language because it would be intrusive, distinguishing one dedicant from others. Inscribed objects are an integral part of the landscapes of sanctuaries. The place of the inscription is important for it to be seen and read, whether as a dedicatory inscription, one of law or formal decision. Writings in a sanctuary are both a prestigious distinction and a means of transmission which targets people more than gods.

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

The manpower of military structure has always been dominated by male gender (as shown literally by the word ¡§manpower¡¨); females rarely participate in this particular work environment. However, more females are engaged in this field resulting from an awareness of equal rights on sex as a combined consequence of trend of time, diversified development of the society, and ROC¡¦s ever-changing national defense strategies. Ever since the establishment of Chinese Army, i.e., the Hung-Pu Military Academy, military schools have been recruiting males solely except for the National Defense University and the National Defense Medical Center in which females are also recruited. In order to fully utilize female human resource, professional officers/sergeants were open to female to apply since 1991. The application of recruitment were later available for all the military academies. The participation of females in ROC¡¦s military forces has significantly impacted on the structure of human resource. As the number of female human resource increases, the following issues regarding sex such as equal right on employment, promotion, training, and lifestyle management have been regulated and adjusted accordingly. Female human resource will be an integral part in ROC¡¦s military forces. In spite of the fact that researches on females have become popular in recent years in Taiwan, the studies on female officers or sergeants are scarce. The current research focuses on female officers¡¦ and sergeants¡¦ perception of administrative justice and their attitude toward work. The study is based on an analysis using administrative support as a perturbing parameter. The influence of this parameter is investigated and evaluated. A survey was carried out by sending out a questionnaire to 400 female officers and sergeants, with 350 copies returned. By comparing differences and similarities of the survey using a statistic regression analysis, it can be concluded that: 1. In general, most female officers and sergeants show similar perception and responses to administrative justice, job satisfaction, dedication to work, and promises from their organizations regardless of their personal backgrounds. 2. A coherent connection exists between their responses to administrative justice and factors such as their job satisfaction, dedication to work, and promises from their organizations for most female officers and sergeants. However, some interviewees do not change their attitudes toward their administrative justice. 3. A perception of administrative support on justice has a more important negative impact on work attitude rather than a positive impact, i.e., it discourages a female officer¡¦s or sergeant¡¦s dedication to work more than it encourages her work morale.

<p><font size="3"> <p>The costs of occupational health and well-being are increasingly being considered as sound &lsquo / investments&rsquo / as healthy and engaged employees yield direct economic benefits to the company. The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee&rsquo / s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs, optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.</p> </font></p>

<p><font size="3"> <p>The costs of occupational health and well-being are increasingly being considered as sound &lsquo / investments&rsquo / as healthy and engaged employees yield direct economic benefits to the company. The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee&rsquo / s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs, optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.</p> </font></p>

The general aim of the study was to determine the effect of employee engagement on performance in a form of quality in the petrochemical industry. This type of study has never been conducted within this particular environment and as such a valuable contribution could be made to more effective performance management within this context. Two questionnaires were administered, namely the Utrecht Work Engagement Scale (UWES) and Total Quality Management. A response rate of 83% was obtained from a sample of 200 employees. The data showed a statistically significant positive relationship between employee engagement and TQM dimensions. The data also showed that there were some significant differences for various demographic groups and their level of engagement. Managers need to enable an organisation to attract, develop and retain highly engaged employees to ensure a sustainable competitive advantage. Limitations within the study were identified and recommendations for future research were made. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The general aim of the study was to determine the effect of employee engagement on performance in a form of quality in the petrochemical industry. This type of study has never been conducted within this particular environment and as such a valuable contribution could be made to more effective performance management within this context. Two questionnaires were administered, namely the Utrecht Work Engagement Scale (UWES) and Total Quality Management. A response rate of 83% was obtained from a sample of 200 employees. The data showed a statistically significant positive relationship between employee engagement and TQM dimensions. The data also showed that there were some significant differences for various demographic groups and their level of engagement. Managers need to enable an organisation to attract, develop and retain highly engaged employees to ensure a sustainable competitive advantage. Limitations within the study were identified and recommendations for future research were made. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The manufacturing industry today is seen as a demanding world of work where employees are constantly exposed to high demands. This may have an influence on their work engagement levels and their organisational commitment. It seems that in these industries, employee turnover and absenteeism levels are high, while employees also seem to be demotivated in their work. The objective of this study was to investigate the levels of work engagement among employees in a manufacturing organisation and to assess which job demands and resources would predict work engagement. A random sample of 83 employees in a manufacturing organisation was taken. The Utrecht Work Engagement Scale (UWJ3S) and Job Demands- Resources Scale (IDRS) were used as measuring instruments. Descriptive statistics were used to explore the data Cronbach alpha coefficients were used to assess the internal consistency / reliability of the measuring instruments. Pearson correlation coefficients were used to specify the relationships between the variables. A multiple regression analysis was used to determine the effects of job demands and job resources on work engagement. The results of the Pearson Correlations showed that two job resources, namely organisational support (i.e. relationship with supervisor, role clarity, information, communication, and participation) and growth opportunities (i.e. variety in the job, opportunities to learn, and autonomy) were strongly related to the levels of work engagement. Social support (from colleagues) and advancement (i.e. remuneration, training and advawement opportunities) were moderately related to work engagement. The results of the regression analyses further indicated that an increase in two job resources, organisational support and growth opportunities, will probably increase the overall work engagement level of employee in a manufacturing organisation. The results also indicated that job demands (i.e. pace of work, quantitative workload, and emotional load) had a weak relationship with work engagement. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Magister Commercii - MCom / The costs of occupational health and well-being are increasingly being considered as sound ‘investments’ as healthy and engaged employees yield direct economic benefits to the company.The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee’s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs,optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.

This research study investigated the effect of job engagement to organisational stress and the employees’ intention to quit among administrative personnel at the University of Fort Hare. The main objectives of this study were determining the effects of organisational stress on employees’ intention to quit, examining the role of job engagement as a moderator of the relationship between organisational stress and employees’ intention to quit, and providing results that would lead to a deeper understanding of the nature and extent of the relationship between organisational stress and intention to quit. A survey method was adopted for this study. A questionnaire comprising of four sections: biographical information, ERI questionnaire for stress, turnover intention, and UWES scale, was administered to non-academic support personnel of the University of Fort Hare in all three campuses namely Alice, Bhisho, and East London. Simple random sampling was used to select the participants. The literature reviewed displayed a great need for managers to understand organisational stress and its causes, and how to manage and cope with stress so as to avoid losing employees, especially highly competent employees. The study yielded results that show that there are interrelationships amongst the three variables, and that job engagement does moderate the relationship between organisational stress and employees’ intention to quit.