Thesis (Ph. D.)--University of Hong Kong, 1998. / Includes bibliographical references (leaves 272-299).

Thesis (Ph.D.)--University of Hong Kong, 1998. / Includes bibliographical references (leaves 272-299). Also available in print.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2007. / Title from title screen (site viewed July 09, 2007). PDF text: v, 184 p. : ill., map UMI publication number: AAT 3252821. Includes bibliographical references. Also available in microfilm and microfiche formats.

The purpose of the research is to investigate the possibility that women are committed to their professional lives (work) and their family/social life (home), and that this commitment to both work and home results in the proposed fifth level of commitment; polarised commitment. People are now working harder and longer than ever before due to globalisation, the 24 hour market place and the compression of time and space by information and communication technology. The boundary between paid work and personal lives is becoming more blurred (Lewis, 2003). Work and family commitments are time greedy in nature and are fundamentally difficult to reconcile. A questionnaire consisting out of a demographics section, Organisational Commitment Questionnaire (Mowday et al’s, 1979) and the Industrial Society’s Work Life Check List (Dex and Bond, 2005) was sent out to participants via a snowball sampling method. In order to support the proposed fifth level of commitment; polarised commitment, a Pearson’s correlation test was performed on the results obtained for the Organisational Commitment Questionnaire (Mowday et al’s, 1979) and the Industrial Society’s Work Life Check List (Dex and Bond, 2005). Even though literature supports polarised commitment, the results were inconclusive. It is therefore recommended to conduct further research utilising different methods to support polarised commitment theory. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Class of 2006 Abstract / Objectives: To gain insight into current trends in pharmacy employment directly after graduation in the areas of community, hospital, pharmacy practice residencies and to relate those findings to environmental factors within the field. Methods: An exit survey was distributed to fourth-year students at The University of Arizona College of Pharmacy (UACOP) in the spring prior to graduation during the years 1993 to 2005. Among other items, the survey inquired about each student’s initial job selection. Group I consisted of data from the graduates of 1993-1995, Group II contained graduates from 1996-2000, and Group III included data from students during the years 2001-2005. The groups were compared using the chi-square method. Results: Data were collected from a total of 688 graduating students over the thirteen year period. Groups were assigned based upon the year of graduation. The largest reported difference between the groups was the percentage of students pursuing community practice, increasing from 25% to 51.8% between the groups, respectively (p <0.0001). Additionally, a significant reduction in percentage of students pursuing residency training was also noted, decreasing between Group I (36.2%) and Group III (23.7%), with p = 0.006. There were no significant changes in the percentage of students taking hospital positions throughout the study duration. Conclusions: Over the last 13 years, the percentage of students from The University of Arizona College of Pharmacy that choose community pharmacy as their initial employment is increasing. The percentage of students starting out in hospital pharmacy has remained relatively stable, while the fraction of students choosing to pursue residency training is declining. This trend may be influenced by a variety of factors, including increased salaries in community pharmacy, more openings in the retail practice area, and increased competition for residency positions.

Thesis (Ed.M.)--Boston University N.B.: Page 62 and 74 missing in numbering

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This diploma thesis refers to the topic of personnel marketing focused on graduates' attraction. In theoretical part it describes concepts of personnel marketing, its components, tools and parts, then it focuses on personnel marketing in a context of social system of organization and on specifics of graduates. The empirical part is searching for answers why is it important for organizations to attract graduates, which methods of personnel marketing are used to attract them, what is the strategy of personnel marketing in the area of graduates' attraction and if organizations have problems in their strategies of attracting graduates. The aim of this thesis is to specify focus of personnel marketing in the area of graduates' attraction. The empirical part is composed as qualitative research and it brings some interesting conclusion. The strategy of personnel marketing focused on graduates' attraction is to become the most desired employer and to build up good reputation of organization among students and graduates. To reach their goals in the area of personnel marketing focused on graduates' attraction, organizations use different methods, the most common are job fairs or workshops. The reasons for organizations to attract graduates are for example enthusiasm of these people who bring new ideas into...