This mixed-methods sequential explanatory study explored the causes of teachers' resistance to evaluation reform. Teachers in this study demonstrated both resistant and compliant behaviors in response to a particular evaluation policy, which also started a process for teachers to express concerns over the implementation of a new law governing teachers' careers. This research study utilized quantitative and qualitative methods for data collection and analysis, including surveys, interviews, and program documents. The responses, insights, and perspectives of 433 public school teachers provided the primary data in this study. The results indicated that the process by which the government of Peru implemented evaluation procedures negatively affected teachers' motivation toward compliance and thus impaired the success of the reform. This study also revealed that although teachers opposed evaluation, they agreed with the idea of an evaluation policy. Further, when given the opportunity to voice their opinions about evaluation procedures and the inclusion of merit pay plans into the career ladder, teachers cited overriding problems with the organizational structures in which they worked. The nullification of teachers' tenure and rights was the most important cause of teachers' resistance to evaluation-based pay plans; responses did not differ greatly between less and more experienced teachers. Finally, throughout this study it was clear that simply mandating change was not enough to successfully and effectively implement it or to achieve advances in teacher quality and student achievement. / text

The purpose for this study is to examine the impact score has on free-form designed games:games without designed goals. The study is aimed towards smaller products and is meant tohelp designers who are looking to implement score into their game with how it could affect theplayer’s relationship to the defined goal, their intrinsic goal, and the purpose of the game. Aprototype game was created that would simulate the free-form design method. The game hadtwo modes: mode A without score and mode B with score added to one of the actions. Resultsfrom observations and semi-structured interviews show that score has a direct impact on theway participants defined both their intrinsic goals and the one set by the game. Participants’perception of the game defined goal shifts as score is added by giving them a clear andunambiguous extrinsic reward.

知識分享是實現成功知識管理的關鍵步驟，然而在公共組織中的成員，當他們去分享自己的知識時，不僅需要花額外的時間和努力之外，甚至可能還會減少他們自己在組織中的權力地位和競爭價值，因此將成員個體的知識轉換組合成組織整體的知識，相形之下會更不容易達成。故本研究的目的在於瞭解哪些因素會影響公共組織成員中的知識分享行為，因此本研究模式中的構念係根據社會交換理論、社會資本理論以及計畫行為理論為基礎。 / 本研究根據這些相關理論所提出之構念發展出涵蓋社會心理(例如外在報酬、預期互惠及樂於助人)、組織系絡(例如認同、信任及支持分享的規範)以及資訊科技(例如資訊科技使用)等三組因素層面的整合性研究模式，並認為這三組因素層面下的變數都會影響成員的知識分享行為。而本研究對象為台北市政府所屬之一級行政機關單位的員工，經過叢聚隨機抽樣後，抽出16個市府所屬之一級行政機關單位中850位受訪者，有效問卷數為524份。而本研究採取結構方程模式(SEM)途徑來檢定本研究模式之假設關係與模式配適程度。 / 研究結果除了發現本研究模式配適度良好外，也發現模式內生變數部份中的知識分享意圖與知識分享行為有高度的正面影響關係，而知識分享的態度、主觀規範與行為控制認知對於知識分享意圖也有正面的影響關係。而模式外生變數部份，預期互惠、樂於助人和組織認同感對於知識分享態度有直接的正面影響；此外組織信任和支持分享的規範對於知識分享的主觀規範有直接的正面影響；還有資訊科技使用對於知識分享的行為控制認知有直接的正面影響，而令人訝異的是在本研究中的外在報酬對於知識分享態度卻是直接的負面影響。 / 因此基於這些研究結果的發現，認為增加員工間的知識分享行為和參加知識分享活動是和正面的社會互動文化有所關聯，因此除了型塑出彼此相互信任、認同的組織氣候或文化之外，也必須建構出易於知識分享的組織規範(如創新、團隊合作和尊重多元價值等)。然而知識分享主要是人與人之間的社會交換活動，因此還要強化成員分享知識的內在動機(如樂於助人)。所以鼓勵公共組織中的管理者和員工彼此間能夠保持頻繁的社會互動，以建立彼此間的人際信任與預期互關係，還有對組織整體的認同與信任，以促使成員產生分享知識的意圖。最後給組織中的公共管理者與政策制定者一個啟示，知識分享還是需要有一個知識分享環境或文化，因此管理者應該確保有效地創造出易於知識分享的環境或文化，以促使知識分享行為的產生。 / Knowledge sharing is a critical step for successful knowledge management. However, sharing knowledge not only requires time and effort but also reduces value or power in the public organization. Therefore, individual’s knowledge does not transform easily into organizational knowledge. The purpose of this study is to develop an understanding of the factors affecting the individual’s knowledge sharing behavior in the governmental context. The research model includes various constructs based on social exchange theory, social capital theory , and the theory of planned behavior .Hence, this research developed an integrated theoretical model and unveiled three sets of critical factors: psychological(extrinsic rewards, reciprocal relationships, enjoyment in helping others), organizational (identification ,trust , pro-sharing norm)and technological(information technology usage) that are believed to affect the knowledge sharing behaviors. Data collected from 524 employees in Taipei City Government were conducted to test the research model using the structural equation modeling (SEM) approach. / The results of the study provide empirical support for the overall structure theorized in the research model. Knowledge sharing behavior was predicted by the employees’ intention towards knowledge sharing and perceived behavioral control. Knowledge sharing intention in turn was predicted by employees’ attitude towards knowledge sharing, subjective norm and perceived behavioral control. The employees perceptions of reciprocal relationships, enjoyment in helping others and identification were positively associated with favorable attitude towards knowledge sharing. The perceptions of extrinsic rewards exerted a negative effect on the attitude. Organizational trust and pro-sharing norm positively influenced employees’ subjective norm. Additionally, information technology usage was positively associated with high levels of perceived behavioral control towards knowledge sharing. / Based on the findings, the study indicates that an increased effort to encourage employees to participate knowledge sharing activities is associated with a positive social interaction culture. Specifically, reinforcing individual’s intrinsic motivation and creating an organizational context characterized by trust, identification and pro-sharing norm are likely to encourage both management and employees to socialize and interact frequently with each other by means of driving knowledge sharing intention. Finally, the study has implications for public manager and policy maker to formulate policies and appropriately to ensure the effective creation of a knowledge sharing culture.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.