Absenteeism is a costly and pervasive problem to business and society. Differences in levels of absenteeism between men and women have been found in both national data and in individual studies; however, it is unclear why gender influences absenteeism rates. Differential effects from gender on the relationship between absenteeism rates and both personal and attitudinal factors of employees were studied. Specific variables examined were age, number of dependents, distance to work, role conflict, job involvement, job satisfaction and central life interests. Job level and working conditions were held constant so that gender effects on absenteeism were isolated from other factors. An employee's age and attitude toward pay were the only factors found to exhibit a gender-related differential impact on absenteeism. It was found that both men's and women's frequency of absenteeism is best explained by motivational factors to attend work. Duration of absenteeism was best explained by motivational factors for men, while both motivational and ability to attend factors were useful in predicting days absent for women. / M.S.

The following is an examination of the effects of multi-tier pay structures upon worker perceptions of pay equity. This study represents a synthesis and replication of two earlier studies that achieved substantially different results. The core elements of the two primary studies (Martin and Peterson, 1987 and Cappelli and Sherer, 1990) were replicated in a unionized retail food operation. It was hypothesized that top tier workers would have more positive perceptions of pay equity, pay satisfaction, company commitment, and union commitment than would lower tier workers. Further, it was hypothesized that positive perceptions of job mobility would be inversely related to the above measures. Support was found for between-tier differences in both pay satisfaction and pay equity. Support was also found for the inverse relationship between job mobility and all of the above dependent measures. / Master of Science

The objectives of the study were (1) to determine the relationship between career adaptability (measured by the Career Adapt-Abilities Scale) and employee engagement (measured by the Utrecht Work Engagement Scale), and (2) to determine whether age, race, gender and tenure groups differ significantly regarding career adaptability and employee engagement. A quantitative survey was conducted on a convenience sample (N = 131) of employees within a business unit of a large insurance company in South Africa. Correlational and inferential statistical analyses revealed significant relationships between career adaptability and employee engagement as well as significant differences between age and race groups on some dimensions of the constructs. These findings contribute valuable insight and knowledge to the field of Organisational Psychology and Career Psychology that can be applied in engagement strategies as well as in career guidance and counselling. The study concluded with recommendations for future research and practice. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

香港一直被視為一個優秀的國際金融中心。金融業不僅為香港經濟發展的成功作出重大貢獻，同時也產生過多的廢物和污染物，耗盡天然資源。較富裕的金融業專才既是該行業的支柱，他們的行為對社會構成了重大影響。因此，他們的回收行為，減少駕駛和購買綠色產品對改變社會環保現狀有重要作用。 / 過往研究發現，個人價值，對環境的信念，社會規範，心理因素和位置因素對環保行為有一定影響。本研究採用定量和定性的方法重新審視它們的關係。首先向涉及積極財富創造的金融業專才發出二百六十份問卷結構性問卷，然後進行了十次深入訪談，旨在找出他們對回收，駕駛和購買綠色產品的想法和行業的潛規則。研究結果發現，香港的金融專才有良好的環保知識和信念。他們的環保行為會受到某些行業特殊因素所影響，包括較高的馬基維利主義，社會規範個人價值觀，信念和規範和不同類型的行為成本。深入訪談進一步發現，工作效率和長工時也妨礙他們的環保行為。本研究認為促進金融業內環保行為的成功在於以人為本的方法和企業政策的實行。 / Hong Kong has been considered as an excellent international financial center. Finance sector not only greatly contributes to the success of economic development of Hong Kong, but it also depletes the natural resources by producing excessive waste, creating pollutants by driving during the course. The active role of recycling, reduced driving and buying green products of affiuent individual financial profession is essential to change the status-quo and to save the environment as they are the pillars of the sector and their behavior poses a significant influence on the society. / Previous studies indicated that value, belief, norm, psychological factors, job nature and positional factors may contribute to the environmental behavior. This study employs both quantitative and qualitative methods to examine their relations. 260 structured questionnaires were distributed to financial professions involved in active wealth creation, followed by 10 in-depth interviews aimed at finding out the hidden thought of financial professions towards recycling, driving and buying green products.Results indicate that financial professions in Hong Kong have a good environmental knowledge and positive environmental belief. Certain sector specific factors, including high Machiavellianism level, subjective norm, personal values, belief and norm, and different types of cost have a substantial effect on the environmental action.In-depth interviews further demonstrate that efficiency-oriented job nature and long working hour hinder their environmental action. It is suggested that the success of promoting pro-environmental behavior in financial sector lies in humanity approaches and corporate policy. / Lui, Sau Kwan. / Thesis M.Phil. Chinese University of Hong Kong 2014. / Includes bibliographical references (leaves 177-185). / Abstracts also in Chinese. / Title from PDF title page (viewed on 11, October, 2016). / Detailed summary in vernacular field only. / Detailed summary in vernacular field only.

The influence of demographic factors, work schedule flexibility, job satisfaction, job involvement, job seeking self-efficacy, certainty of retirement plans, familial and marital satisfaction, and attitude toward retirement on older workers' decision to fully retire, continue career employment, or participate in bridge employment was examined in this study.

The purpose of this study is to examine if in the accommodation situation, coworkers are likely to use the need rule when determining whether an accommodation is warranted or not, and if they do, if using the need rule is likely to result in more positive justice judgments.

The purpose of this research was to explore employees’ experiences of performance management appraisals. There is an increasing need to ensure that performance appraisals realise performance improvement and professional development goals while safeguarding the dignity of employees. This study followed a qualitative research design and was conducted in a South African banking organisation with five participants at varying employment levels. Purposive, non-probability sampling was used to select the participants and a semi-structured interview was conducted with each participant. The interviews were transcribed and the data was analysed using the discourse analysis method in keeping with social constructivism. Various insights about the employees’ experiences of performance management appraisals can be drawn from the overall research findings, which are likely to benefit the field of industrial and organisational psychology and managers in various organisations in conducting more effective performance appraisals by ensuring that they are fair and ethical, and can facilitate professional growth. / Industrial & Organisational Psychology / M.A. (Industrial & Organisational Psychology)

published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Community Medicine / Master / Master of Philosophy

M. Tech. (Human Resource, Faculty of Management Sciences), Vaal University of Technology / The purpose of this study is to investigate the perceptions of employees of their organisation’s CSR activities and their effects on employees’ organisational commitment and intentions to stay. This study advocates that the way employees perceive their organisation’s CSR practices influences the types of attachment they have towards their organisation and reinforces their intentions to stay in their current organisation. The fact that employees play a central role in the realisation of an organisation’s goals makes it critical for any organisation to have employees who are willing to go beyond what is required of them and who are willing to stay in the organisation at least until the completion of their duties or contracts. In this study, a quantitative research paradigm and a descriptive research method were used to investigate a sample size of 350 employees working in one of the telecommunication organisations in Cameroon. In order to minimise the study bias, simple random sampling was used to ensure that the sample accurately reflects the larger population (N=670). Data was collected with the aid of a structured questionnaire and the results of the correlation analysis revealed that all four CSR dimensions are significantly and positively related to organisational commitment variables as well as to employees’ intentions to stay. CSR also showed strong predictive relationships with the various facets of organisational commitment. Organisational commitment in turn also showed strong predictive relationships with intention to stay within an organisation. Findings and recommendations of this study are important to employers as it provides crucial information regarding the types of activities organisations could engage in, and for employees to consider them as socially responsible. Such involvement in CSR activities can improve employees’ organisational commitment and reinforce their intentions to stay in their current organisation.