Thesis (M.A.)--University of Delaware, 2007. / Principal faculty advisor: Robert Eisenberger, Dept. of Psychology. Includes bibliographical references.

Thesis (M. P. A.)--University of Hong Kong, 2006. / Title proper from title frame. Also available in printed format.

Thesis (Ph. D.)--School of Education. University of Missouri--Kansas City, 2005. / "A dissertation in urban leadership and policy studies in education and education." Advisor: Sue C. Thompson. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed March 13, 2007. Includes bibliographical references (leaves 232-260). Online version of the print edition.

<p>&quot / This thesis explores the link between Fairtrade labelling and worker empowerment in the cases of LFFT and Stellar Organics in terms of: the reasons for becoming certified and commercial benefits expected from the Fairtrade labelling / the intergration of the Faitrade requirements into the structures and management of employee equity share shemes / the enabling or disabling factors for Fairtrade certification to contribute to the socio-economic development and empowerment of the workers. This thesis describes the two cases in detail according to these links and concludes that Fairtrade labelling has not significantly changed the trade relationships with large retailers for these two Fairtrade producers even though it has provided additional market access. The link between the Fairtrade requirements and the legal and administrativestructures of employee equity share schemes is complex and open to interpretation. Finally, the possibility for Fairtrade certification to contribute to the socio-economic development and empowerment of workers is dependent on changes in management and communicationbetween white farm owners and bleck workers which confronts deeply held paternalist beliefs...&quot / </p>

<p>The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry</p>

According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters.  No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process. / Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.

The studies of employee referral have shown that employee referral is one of the most cost-effective recruiting methods. However, few studies focused on the background and cause of its occurrence; and the guanxi between the introducer and referral could also provide as a good resource to referral and result in a great effect to both of the introducer and referral. Therefore, this research aimed at the cause of employee referral; the effects of employee referral on introducer, referral and organization; relationship development between introducer and referral after employee referral; and the effects of guanxi on referral¡¦s job performance, job satisfaction, organization commitment and resignation. The major conclusions of this research are as following: 1. If introducer voluntarily recommends referral and pedals his/her influence, the referral can have a good chance to get the job offer. 2. Positive influences which results from employee referral on introducer, referral and organization are more effective in comparison with negative influences. 3. Both of the introducer and referral take psychological pressures of employee referral, including guarantee of referral¡¦s performance and return introducer¡¦s favor. 4. To avoid being classed as the same type or group without an appropriate understanding, the introducer and referral would decrease the personal contact with each other in the office.

none

The research of Employee Assistance Programs in Taiwan with employees' attitude and organization performance Abstract After industrial revolution in the early 19th century, Tailor's working-time study regarded men as a portion of machinery and developed Z-thesis from X & Y-thesis for men part in business management. Nowadays the human resource management in Taiwan is based on men because of high population density and policies of our government that has been implementing nine-year national education throughout the country. Besides, the development and increasing of the professional universities also educate al lot of people with professions in various fields. It makes Taiwan become one of the most important Chinese human resources center. However, facing to a great deal of internationalized impact for getting into WTO, all our industries consider the way to handle for the situation changes a lot day by day. Though the enterprises get advancement in competitiveness of their business, many problems are brought to the employees under the stress in the workplace. Those problems cannot be resolved by enterprises' welfare committee or by labor union. In addition to the rapid growth of the economy in Taiwan, the industrial society also has been changed at speed. The enhancement of personal value makes employees not only pay attention to how good their welfare is and how much salary is, also if the workplace is comfortable , safe, and full of peaceful and pleasant atmosphere which will influence their working emotion. They also consider the harmony in society and in family. Therefore, enterprises should take measures to keep their employees physically and mentally healthy, according to the employees various needs. Definition of EAPs offer employers an alternative in confronting job performance problems in the workplace. Employee assistance programs are worksite-based programs designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns including, but not limited to: health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal concerns which may adversely affect employee job performance. In 1981, the local enterprises started to establish the model of 'Labor Guidance and Assistance" to execute "Employee Counseling Issue" the so-called industrial social work. Before this, the content of the industrial social work was based on the items of safety and sanitation, labor insurance, labor education, professional training, entertainment, and labor services etc. But the professional thesis and skills of social work were not applied to these assistance items. Thus, our Labor Committee introduced EAPs to the local enterprises in 1985 and helped them to establish employees assistance systems of EAPs. The current problems that Taiwanese labors meet are: (1)Lower employed (2)Shortage of basic labor (3)The job-switching problem of the excessive manpower from agricultural and industrial department (4)The management problem of foreign labors (5)Second career problem for middle aged and old people Besides, local employees counseling is always considered to be the conflict between labor and capitalist, which is different from EAPs. EAPs take employees' personal problems as a part of organization management responsibility. However, this kind of research is seldom discussed by local enterprises. The major study of purpose were follows: 1.To discuss the present situation in business carrying out EAPs, and the employees' requirements and satisfaction degree on the programs. 2.The EAPs models are carried out continuously in business and improvement will be reached, according to employees' requirements and satisfaction degree on them. 3.Questionnaire investigations on EAPs basic service items are taken to be the reference for redesign and execution the programs in HRM department to meet employees' requests on work, life, health, and welfare. 4.To study the relation among organization performance, organization commitment, and HRM system when EAPs are carried out in business. The findings of the study : The sequence of requirement is (work assistance programs), (management assistance programs), (life assistance programs), (other assistance programs). The sequence of satisfied degree is (life assistance programs), (work assistance programs), (other assistance programs), (counsel service fashion), (management assistance programs), (healthy assistance programs), (organization performance), (organization commitment). The result reveals that carrying out EAPs will help employees work steadily in business. Besides, to enhance productivity, to reduce work accident, to lower absence from work, to avoid switching job, and to improve harmony in working place will reach organization performance and strengthen employees' commitment to the organization.

This research tests the relationship of playfulness, emotional intelligence, and creativity of employees.Questionnaire data from 1213 employees who work for 30 companies, 8 industries. Including high-tech manufacturing, private other service industry, private financiaI service industry, private traditional manufacturing industry, public and private hospital, public service industry, public and private school, others.The data was analyzed major by linear regression analysis. The results of this thesis are summarized as below: 1. In general, the positive influence of playfulness on employee creativity is significant. 2. The positive influence of emotional intelligence on employee creativity is significant. 3. Emotional intelligence development mediates the influences of playfulness on employee creativity.