Background:  Making customers loyal to the brand have become a key issue for marketers to achieve since it acts as a major contributor to competitive advantage. The brand image is argued to be the main source for brand loyalty and organizations continuously seeks for ways to achieve brand loyalty through enhancing their image. Employee branding makes it possible for organizations to consistently deliver a desired brand image to the customers, through its employees, and it could therefore be of importance to explore the relationship between employee branding and brand loyalty.  Research questions: RQ1: How does the organization’s management communicate its desired brand image to the employees? RQ2: How do the various sources of messages contribute to employees’ knowledge of the desired brand image? RQ3: How do the various sources of messages contribute to the upholding of the psychological contract between the employees and the organization? RQ4: How does the image projected by employees influence brand loyal customers? Purpose: The purpose of this thesis is to explore the relationship between an organization’s employee branding and brand loyalty. Methodology: Conducted as a single embedded case study, semi-structured interviews Conclusion: The empirical investigation revealed that employee branding activities could strengthen customers’ loyalty towards the brand. Employee branding therefore influence customers’ satisfaction, commitment, trust, and identification to the brand.

The aim of this thesis was to generate a series of propositions identifying the elements most likely to be found in 'durable' employee-owned organisations. Previous studies in the field had often been marked by the assumption that benefits associated with employee share ownership, including reduced 'social divisions' between employees and their managers and a greater propensity among the former to work harder, would follow in all employee-owned enterprises, Few researchers had addressed the 'empirical reality' and 'diversity' of individual employee share ownership conversions and the circumstances in which systems had been created, implemented and subsequently managed by organisations.' Areas covered by the thesis included an examination of employee participation structur'es in different employee share ownership environments and 'feelings of ownership and commitment' among employee shareholders. The thesis also considered whether the 'traditional' trade union role would be undermined by new forms of representation and participation resulting from the introduction of employee share ownership programmes, Applying an extensive 'multimethod' approach, quantitative and qualitative data were collected over an eighteen-month period from six organisations in the UK bus industry -regarded by the mid 1990s as the most important locus of employee-owned companies. In 1994, some twenty-five UK bus companies were defined as 'employee-owned', generally consisting of non-managerial employees holding at least 25 per cent of the equity in their work places, Results from the investigation revealed that 'direct monetary investment' by employees and extensive information and communication programmes were among the elements characterising durable employee-owned organisations, Preservation of the 'traditional' trade union role was also evident, with employee shareholders generally content to participate in company matters through their union, More broadly, the thesis concluded that recognition in future research of the interplay of different variables was essential to increase understanding in relation to employee commitment, participation and industrial relations outcomes.

Thesis (M.P.A.)--University of Hong Kong, 1990.

This thesis focuses on the proposal of the motivation system in newly formed company. The current state of this company is analyzed using interviews with employees. Based on the results of analysis the new motivation system of the company is designed. This motivation system should increase employee motivation and lead to their total satisfaction.

rhe research study investigated the factors necessary for the development of an organizational retention ;trategy for a financial organization pertaining to key equity employees. Equity employees are those employees jescribed as such in the Employment Equity Act 55 of(1998). Bussin's (2002) Total Rewards Model was used as the theoretical framework for the study. The investigation was conducted within an interpretive paradigm and employed a qualitative methodology. Thematic analysis was used in the interpretation of the three data sources gained access through the data collection process. A previously completed employee relationship audit's findings, and the data derived from nine exit interviews formed the basis for the twenty-four semi-structured individual interviews, which were conducted with a sample ofthe employees. A purposive sampling technique enabled the identification of particular employees, who were the equity participants in the study. An additional component of the Total Rewards Model, namely Talent Management was identified from an analysis of the results. Six salient factors were highlighted in the investigation. The factors identified were: A need for a short-term incentive plan, which would provide recognition above and beyond an employee's monthly salary. The need for career development opportunities. The utilization of new skills from the training initiated by the organization. The representation of women and Black people in senior management positions. The need for formal performance support. The standardization of the recruitment process, the management of unrealistic or unattainable expectations and listening to employees' concerns. / KMBT_363 / Adobe Acrobat 9.54 Paper Capture Plug-in

The aim of this research was to explore the causes of relapse post treatment for substance dependency within the South African Police Services (SAPS). “Alcoholism is a chronic relapsing brain disease, so individuals with substance abuse disorders face the possibility of relapse once they stop using alcohol even if they have had a successful treatment” (Perkinson, 2004:180). According to Connors, Maisto and Donovan (1996:5) research revealed that relapse rates among persons treated for alcoholism were approximately 35% and 58% at two weeks and three months after treatment, respectively. A relapse or uncontrolled return to alcohol or other drug use following competent treatment, is one of the greatest problems substance abusers and their counselors face (Lewis, Dana&Blevins, 2002:105; Johnson, 2003:271). The objective of the study was to explore the challenges that members in the South African Police Services (SAPS) experience or are exposed to causing them to relapse post treatment for substance dependency. The findings are intended to provide recommendations to the management of SAPS to develop a relapse prevention programme in the workplace to prevent relapse post treatment. The researcher utilized a quantitative research approach to identify the causes of relapse among SAPS members post rehabilitation for substance dependency. The type of research is applied research as the focus of the study is on identifying the causes for members within the SAPS to relapse post treatment for substance dependency and to address a specific practical issue in the workplace. The literature review focused on understanding the relapse process. The cognitive-behavioural Model of relapse was discussed at length including the prevalence of substance abuse among police members and concluded with information on the relapse prevention programme. A self-administered questionnaire was used as a research tool to collect data from the respondents (See annexure C). The population of this study was the members of the SAPS who had undergone treatment for substance dependency from January 2008 to April 2009. The researcher concentrated on those members in the KZN Province. Consultation with the social workers revealed a population size of 50 members. Due to the small size of the population, no sampling procedure was necessary as the whole population was selected as the sample. The findings of the study were based on 44 questionnaires that were returned by the respondents. The findings were analyzed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the respondents attributed their main cause for relapse due to Intrapersonal determinants - they experienced a negative emotional state (for example, feelings of anger, frustration and anxiety) that initially triggered their need to taking that first drink. Secondly respondents identified exposure to peer pressure and boredom as also being a cause for their relapse. They disclosed that at times their peers would pressurize them to consume alcohol. The temptation, urges and cravings and being in the presence of other people consuming alcohol proved too difficult to resist. Alcohol being the recreational drug of choice proved to be tempting to members especially when socialising with colleagues. Based on the findings of the study conclusions and recommendations were made to the development of the relapse prevention programme to assist members post treatment to maintain their sobriety. Copyright / Dissertation (MA)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted

The theoretical part of the thesis addresses resources and global context of employee satisfaction, its particular elements, various conceptions, models and relations to other organizational theories and aspects. The practical part deals with employee satisfaction analysis in selected international organization, namely in its EMEA region sales department. The analysis is primarily based on data gathered from self-conducted employee satisfaction survey. The aim of the analysis was to identify weaknesses in the area of employee satisfaction and based upon analysis results, suggest recommendations to increase the satisfaction and improve situation of the whole company, in order for it to achieve its goal of becoming Employer of Choice. Suggested actions are focusing on workload and work organization, job stability, professional and career growth opportunities, transparent and fair reward, relationship between the region and company headquarters, communication system emphasizing feedback acquisition and last but not least on the company human resources management itself.

Thesis (MPA.) -- University of Limpopo, 2016 / This study was undertaken in order to evaluate the effectiveness of the Employee Assistance Programme on substance abuse in the Department of Public Works. Qualitative and quantitative research approaches were applied in the study. Purposive sampling was used to select clients who were on the EAP data base due to substance abuse as well as supervisors as they have first-hand experience with employees utilising the Employee Assistance service and shop-stewards because they play significant role in the workplace in all matters affecting their members including substance abuse. Ten (10) EAP clients were interviewed using the structured interview schedule. A questionnaire was distributed amongst twenty (20) supervisors and six (6) shop-stewards. All EAP clients were males as they are mostly exposed to alcohol and drugs due to a cultural acceptance that men are allowed to drink alcohol and smoke in contrast to women. The majority of the respondents were Sepedi speaking as the study was conducted in Sekhukhune District which is dominated by the Sepedi speaking people. Some of the major findings of the study are: Most of the EAP clients with substance abuse problems had low education level which ranges between standard 3 to 9 and were mostly doing technical work which includes bricklaying, carpentry, welding, electrician work etc. Therefore this suggests that illiteracy contributes towards alcohol and drug abuse due to lack of information of the dangers of the substances. Supervisors and shop-stewards believe that the EAP plays a pivotal role in the workplace to address employees‟ problems such as substance abuse that negatively affects employees‟ performance and productivity. They are also aware of their role of identifying, supporting and referring employees who need help. However, more supervisory training should be conducted to capacitate and strengthen their skills and knowledge on EAP. vi The study revealed that the Department does not have an effective preventative method as well as aftercare programme to assist employees with substance abuse problem which was identified to be the most common in the workplace. It was also highlighted that EAP focus in the Department was more on HIV/AIDS related issues and counselling than other issues. Preventative programmes, such as awareness campaigns on substance abuse, alcohol educational programmes, and peer-intervention as well as aftercare programmes are not implemented. Known cases of substance abuse intervention were identified with no aftercare programme which leads to clients relapsing. It was also found out that there are challenges experienced by EAP clients, supervisors and shop-stewards while utilising the service. Some of the challenges identified were lack of resources such as shortage of staff and budget. The largest group of EAP clients prefer an off-site model as well as ninety-five (95%) of supervisors, who agree that an off-site model is the best for the Department as an in house model promotes conflict of interest and poses confidentiality risks. Nevertheless, all EAP clients maintained that the principle of confidentiality was adhered to. It was also emphasised by the respondents that an off-site model exposes clients to a pool of different professionals such as social workers, psychologists, psychiatrists, nurses etc. as compared to an in-house model where only one professional is rendering all services. From the findings it was concluded that EAP in the Limpopo Department of Public Works (LDPW) is not effective in addressing substance abuse since there are no preventative programmes as well as after-care services in place; hence the high rate of EAP clientele with substance abuse problem. However, the respondents are satisfied with the other services rendered through the EAP. For the programme to effectively address substance abuse problem it needs to be fully resourced with skilled staff and have enough budget.

The correlation between employee theft and various employee attitudes is investigated with 489 subjects from a large discount store chain located in the southeastern United States. Subjects completed two tests: Personnel Decisions, Inc. 's Employment Inventory/Customer Service Inventory which measures employee reliability and orientation toward providing customer service; and the Organization Responsiveness Questionnaire which measures satisfaction and perceived store security. Individual scores on the tests were correlated with a performance rating form completed by the subject's supervisor. Scores were computed for each store and correlated with inventory shrinkage rates. Results revealed relatively weak correlations for some variables. The multiple regression analysis was unable to significantly predict any of the criterion variables.

The diploma thesis deals with the rewarding of employees in the selected company via employee benefits. The theoretical part is dedicated to the main terms which are needed in understanding the issue. The practical part is focused on the analysis and subsequent evaluation of the employee satisfaction with their benefits. The quantitative approach to primary data collection is used for the purpose of finding the satisfaction, research strategy is chosen in the form of the questionnaire survey. The last suggestion part includes measures that come from the results of the analysis.