Thesis (M.Com.(Human Resources Management))--University of Pretoria, 2006. / Abstract in English and Afrikaans. Includes bibliographical references.

Thesis (M.A.)--University of Detroit, 1955. / "January 1955." Includes bibliographical references (p. 33-37).

The objective of this study was to determine the psychometric properties of an employee attitude survey as developed by an Automotive Manufacturing Organization. The employee attitude survey consist of 55 items and was completed by a total of 306 employees employed at this specific organization. An exploratory factor analysis (EFA) was performed where only one factor loading resulted out of an anticipated thirteen. The inter-correlations were empirically investigated and indicated that all the items under a specific dimension did have a lot in common with one another. An anti-image inter-correlation was performed. All of the items indicated a satisfying measure of sampling adequacy (MSA) values at .595. The overall reliability of the employee attitude survey was satisfactory. These results suggested that the employee attitude survey is a handy tool for the goal the organization wants to use it for, but it does not differentiate between the thirteen different dimensions of attitude as hoped for. / Dissertation (MCom)--University of Pretoria, 2009. / Human Resource Management / unrestricted

Thesis (M.A.)--California State University, Chico. / Includes abstract. "Located in the Chico Digital Repository." Includes bibliographical references (p. 61 -66. ).

A factor analysis using an oblique rotation was performed on an employee attitude survey developed for a data processing company. The survey was administered to 669 volunteer employees. There were 291 males and 378 females. It was hypothesized that four main factors would be identified as "Advancement Opportunities," "Compensation and Benefits," "Management Style," and "Job." Results of the factor analysis did not confirm the hypothesized a priori factor structure. The lack of confirmation of the hypothesized factor structure was found to be a result of poor survey construction. The attitude survey was found not to be a valid measure of employee attitudes. Implications of this study suggest that a poorly constructed attitude survey may be worse than no survey at all.

Thesis (B.S.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 1981. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ENGINEERING. / Bibliography: leaves 42-43. / by Rebecca Marta Henderson. / B.S.

Abstract not available

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

Despite the considerable existing body of academic literature, increasing employee motivation for environmental endeavors continues to be poorly understood. Recently Govindarajulu and Daily (2004) presented a comprehensive theoretical framework for environmental performance by looking at the crucial employer and employee factors affecting environmental performance. The authors identified management commitment, employee empowerment, feedback and review, and rewards as key human resource (HR) factors in increasing employee motivation for enhanced environmental performance. However, no published studies to date have empirically validated the framework. Therefore, one purpose of this dissertation is to address this void. Additionally, job satisfaction and organizational commitment were proposed as mediators in the relationship between the HR factors and environmental performance.

Thesis (M.S.)--Rochester Institute of Technology, 1994. / Typescript. Includes bibliographical references (leaves 34-36).