Thesis (Ph. D.)--Illinois State University, 2006. / Title from title page screen, viewed on April 27, 2007. Dissertation Committee: Phyllis McCluskey-Titus (chair), Amelia D. Adkins, Ross A. Hodel, Beatrice B. Smith. Includes bibliographical references (leaves 142-147) and abstract. Also available in print.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

The main purpose of this study was to” assess the role of work motivation on employee performance”. This study in an assessment of this purpose used deductive approach in which a qualitative survey was carried out among students at of Umeå Business School (USBE) who are assumed to be future employees .The survey was intended to get their responses on what they feel is (are) the best factors that could motivate them as future employees among a list of ten motivational factors. In this light the study sets to identify the most ranked factors among the ten motivational factors. The analysis from the empirical findings showed that Job satisfaction”was the most ranked factor for both sub groups that made up the sample survey. However a study from previous researches used in this study showed that different results could be obtained from different groups of already working employees. This study therefore can be seen as an introduction to a more detailed study to be carried by future researchers on the field of employee’s motivation.

<!-- /* Style Definitions */ p.MsoNormal, li.MsoNormal, div.MsoNormal {mso-style-parent:""; margin:0cm; margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:12.0pt; font-family:"Times New Roman"; mso-fareast-font-family:"Times New Roman";} @page Section1 {size:612.0pt 792.0pt; margin:70.85pt 70.85pt 70.85pt 70.85pt; mso-header-margin:36.0pt; mso-footer-margin:36.0pt; mso-paper-source:0;} div.Section1 {page:Section1;} -->En fungerande formell internkommunikation borde vara en grundförutsättning och självklarhet för att alla anställda i arbetslivet. Tyvärr händer det att den brister ibland vilket skapar konsekvenser för bland annat de anställda. Syftet med uppsatsen är att ge en bild av hur de anställda upplever bristen på formell internkommunikation samt vilka konsekvenser det ger för deras känsla av delaktighet, motivation, arbetsprestation samt arbetstillfredsställelse i det dagliga arbetet. Generellt sett så orsakar bristande formell internkommunikation en upplevelse av bristande kontroll samt olustkänslor hos de anställda vilket leder till att engagemanget för arbetet minskar. Framtida forskning bör fokusera på vilka konsekvenser bristande formell internkommunikation genererar, dels ur ett arbetstagarperspektiv men även hur bristande formell internkommunikation påverkar ett företags effektivitet och lönsamhet.

The purpose of this study was to design an objective-based Anonymous Screening Process (ASP) for selecting the most qualified finalists for non-tenured administrative employment searches in public higher education. The intent was to design a viable employment process that substantially meets equal opportunity mandates, the dual aim of the Federal government's affirmative action efforts to eliminate the discriminatory effects of the past and to bar future discrimination, and the goal of the U.S. Congress of improving the economic status of disabled individuals by removing discriminatory barriers to full employment. An anonymous screening process is part of a comprehensive employment process, including recruitment, application, evaluation, and selection, wherein an applicant's name, race, religion, color, sex, age, handicap, and institutional identify are unknown to all persons involved in the process through selection of the most qualified finalists. An anonymous applicant screening process will minimize evaluator bias, effectively eliminate the interjection of non-objective criteria from external sources in selecting the most qualified finalists, and provide a defensible basis for using protected class status in the final selection as an additional criterion in situations of underrepresentation. / Graduation date: 1992

In order to reduce the risks, banks has two ways to evaluate the loan exposure. One is credit rating, and the other one is pledge collaterals. Many literatures and financial regulations are emphasizing on the importance of credit rating. However, with the illustration of a plenty of empirical study, the pledging collaterals are the popular way which was using by “lazy” banks. Credit rating or pledging with collaterals is the gap between theories and practices.  The aim of this thesis is to figure the factors which make the gap between the theories and practices. At last, the front-line employees are paid attention on. Since front-line employees are the first and direct one who contact customers. Reliability and responsiveness has a space to develop by training first-line employees, moral hazard controlling, and sectoral specialization the credit inspection.

No description available.

Psykologiska kontrakt är ett tvåvägsutbyte av upplevda löften och medvetna och icke medvetna åtaganden mellan chef och anställd. I tidigare studier framkommer det att kommunikationen på arbetsplatserna har en påverkan på relationen mellan anställda och chefer. Hur ser chefer och anställda på de psykologiska kontrakten? På vilket sätt upplever chefer och anställda kommunikationen på Socialförvaltningen? Hur påverkas relationen mellan chef och anställd om de psykologiska kontrakten bryts? Undersökningen genomfördes på chefer och anställda på en Socialförvaltning. En kvalitativ metod genom intervjuer och en kvantitativ metod genom enkäter användes. Mätinstrumenten var dels inspirerade av Isaksson och Bellaagh (2005) dels egenkonstruerade. Huvudresultatet som framkom var att kommunikationen och relationen har ett starkt samband mellan anställda och chefer. En kortare anställningstid visade sig resultera i en bättre relation mellan chef och anställd. Det framkom 10 gemensamma teman ur chefernas svar. Denna studie har bekräftat det som framkommit i tidigare forskning om psykologiska kontrakt.

Det har ofta antagits att en anställd är lycklig därför att han eller hon är framgångsrik. Det finns dock studier som stödjer den alternativa hypotesen, nämligen att lycka är en anledning till varför vissa anställda är mer framgångsrika än andra. Denna studie syftar till att undersöka huruvida lyckliga anställda är mer produktiva och framgångsrika än mindre lyckliga anställda. Det genom att undersöka om personligt disponerad positiv affekt (TPA) kan predicera arbetsprestationer. Deltagarna var 98 anställda, varav 60 kvinnor, som rekryterats från sex organisationer. Resultaten gav stöd åt undersökningens samtliga hypoteser och kan därmed indikera att anställda med högre TPA presterar bättre, har högre lön och mer socialt stöd från arbetskamrater och chefer. Detta betyder att TPA kan leda till gynnsamma resultat för såväl den anställda som för organisationen och att lyckliga anställda kan antas vara mer produktiva och framgångsrika än sina mindre lyckliga arbetskamrater.

With the supply of talented employees for the predicted available jobs around the world declining, employee retention and voluntary turnover have jumped to the forefront of HRD practitioners’, as well as senior managers’, strategic initiative. By 2008, demographers predict that 76 million baby boomers will be eligible for retirement. The generations that followed these individuals, born between 1946 and 1962, are not numerically adequate to fill the vacancies that these retirements will create. A growing concern exists that the expected annual growth in the number of eligible employees will be outpaced by economic growth predictions. While employee retention and employee voluntary turnover have received considerable scholarly attention, few research studies have examined the phenomenon in a professional sales arena. No investigation to date has tracked employee voluntary turnover and retention over a 14-year longitudinal wave as was the focus of this study. This population study examined employee retention of a Fortune 500 North American industrial automation manufacturer’s professional sales force over a 14-year period. It focused on personal characteristics, work characteristics, and human resource development (HRD) intervention factors influencing employee voluntary turnover. The results suggest that training and development participation contributes more significantly to employee retention than salary and job title promotions to the firm’s ability to retain sales professionals. The theoretical underpinnings associated with these findings reinforce the importance of human capital theory, social identity theory, expectancy theory, and distributive justice theory. They also suggest that employee retention should be included in calculations that measure the return on investment for training and development interventions. Further, these results that emerged from comprehensive data mining suggest that a structured training and development program embeds aspects of employee socialization that can influence a professional sales employee’s tenure in the organization. Formal training can serve to socialize the employee into the organization, thus, deepening the effect of social capital theory to build normative organizational commitment, a mediator of employee retention. This effect appeared to be more significant for non-Caucasian sales professionals who remained in the organization when included in a structured sales training program.