Dissertation (Ph.D.)--University of Toledo, 2005. / Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy degree in Manufacturing Management and Engineering. " "A dissertation entitled"--at head of title. Title from title page of PDF document. Bibliography: p. 113-118.

Thesis (Ph.D.)(Informatics)--University of Pretoria, 2004. / Includes summary. Includes bibliographical references (leaves 262-273).

Thesis (M.S. in Joint Campaign Planning and Strategy)--Joint Forces Staff College, Joint Advanced Warfighting School, 2006. / "14 April 2006." Electronic version of original print document. Includes bibliographical references (p. 58-61).

Thesis (Ph. D.)--Colorado State University, 1991. / Includes decision support system programs (App. B). Includes bibliographical references (p. [141]-144). Also available in print version.

Proefschrift Rijksuniversiteit Limburg, Maastricht. / Met lit. opg. - Met samenvatting in het Nederlands.

Software toolkits are under development to help construct applications that support group-working. Toolkit developers adopt different approaches to group-work support in order to tackle different issues and a toolkit is commonly characterised by the approach adopted. It is difficult to compare toolkits because of this lack of apparent commonality and it is difficult to decide which toolkits meet specific application requirements.

Master of Agribusiness / Department of Agricultural Economics / Kevin Gwinner / Companies must weigh the trade-offs of support strategies and choose between the effectiveness of meeting customer expectations and the cost of implementing product support tools and services. These support strategies can be critical to the success of a company and therefore, must provide efficient problem resolution in order to meet the satisfaction of the customer and retailer. This thesis reviews survey data collected from a large agricultural equipment company’s retailers on their satisfaction of product support tools and services provided by the company, and how the retailers utilize these product support tools and services when attempting to resolve a product issue. This evaluation of a company’s product support strategy leads to the identification of potential solutions to help maximize the efficiency of the problem resolution process, as well as minimize the opportunity costs and financial costs of product support sources.

No description available.

Magister Administrationis - MAdmin / The findings in this study demonstrate that the Child Support Grant is only effective if it is incorporated into the household income, that recipients of the grant mainly spend it on food and in paying school fees for their children. Although the recipients share the same sentiments with regards to the amount of the grant, they all agree that it does have a positive impact on the lives of the children, especially when it is combined with the household income

Magister Commercii (Industrial Psychology) - MCom(IPS) / A large body of research on staff turnover report that intention to leave the organisation is one of the key predictor’s to staff turnover (Chen & Francesco, 2003; Steel & Lounsbury, 2009). Researchers agree that when organisational commitment is high amongst staff the result is low turnover (Abdulkadir & Orkan, 2009; Culpepper, 2011; Muse & Stamper, 2007; Rhoades & Eisenberger, 2002). A strong correlation between voluntary turnover and the three organisational commitment dimensions (namely, affective, continuance and normative) was also found (Tansky & Cohen, 2001; Ucar & Otten, 2010). Organisational commitment has been identified as an important employee job related behaviour and perceived organisational support plays a vital role in enhancing employees’ organisational commitment. As employees’ commitment increases, employees feel more obligated and committed towards their organisation and products of this increased commitment are favourable benefits such as organisational effectiveness, reduced turnover, improved performance and reduced absenteeism (Yang, Wu, Chang, & Chien, 2011). The purpose of this study was to identify the relationship between perceived organisational support, organisational commitment and turnover intentions. Convenience sampling was used to identify the sample and questionnaires were used to collect the data. The questionnaires used to gain information include a biographical questionnaire; Eisenberger et al.’s Survey of Perceived Organisational Support, Meyer and Allen’s Organisational Commitment Questionnaire and Roodt’s Turnover Intentions Questionnaire. These questionnaires were administered to individuals employed as load control agents and support staff at a selected company in the aviation industry. The data was analysed using SPSS version 22. The results of the study reveal that no statistically significant relationship exists between perceived organisational support and turnover intentions amongst employees, however a statistically significant relationship between organisational commitment and its various dimensions namely, affective, continuance and normative commitment was found with turnover intentions. Furthermore, a statistically significant relationship between perceived organisational support and organisational commitment and its various dimensions namely, affective, continuous and normative commitment was also found. In addition to this both perceived organisational support and organisational commitment were found to predict turnover intentions. However, organisational commitment was found to be a stronger predictor of turnover intentions than perceived organisational support. Furthermore, when exploring the dimensions of organisational commitment and turnover intentions, normative commitment was found to be the strongest predictor of turnover intentions. Limitations of the findings are presented and possible recommendations for the organisation and future research are also provided.