The proliferation and ubiquity of information technologies (ICTs) have transformed the working environment of organizations, making imperative the engagement of individuals with various technologies for the accomplishment of their work tasks. Although ICTs have offered significant benefits both to individuals and organizations, those advances have come with some costs. Recently, academic literature has shown an increased interest in the dark side or else the negative aspects of technology usage within the workplace, focusing on the stress that individuals experience due to the extended usage of ICTs called technostress. A considerable amount of literature has been published on the concept of technostress revealing its severe consequences on individuals, leading to huge monetary costs for organizations; however, few studies have investigated mechanisms for the alleviation of this phenomenon thus the need for further research is crucial. Addressing this call of research, the present study contributes to the technostress literature by adopting for the first time a mindfulness perspective. The current study aims to examine the role of mindfulness as an organizational mechanism that can mitigate the impact of technostress on individuals as well as alleviate its negative consequences. By following a mixed methods approach, the current study involved two phases; At first, a theoretical framework was developed, based on the transactional-based model of stress, in order to examine the influence of mindfulness on technostress as well as its impact on job related and IT usage related outcomes. By conducting a survey-based approach and exploring a sample of 500 working individuals, the developed model was validated through SEM analysis revealing that mindfulness constitutes a powerful mechanism that can effectively reduce technostress, increase job satisfaction while also enhance user satisfaction while utilizing ICTs for work tasks and improve task performance. During the second phase of the study, the thematic analysis of the collected data, derived from semi-structured interviews, validated the results of the quantitative analysis confirming the role of mindfulness in reducing technostress conditions; while also yielded deeper insights revealing a set of strategies that more mindful individuals deploy during technostress experiences. Overall, the current study enhances existing literature in the IS domain by revealing the valuable role of mindfulness in protecting individuals against the negative impact of stressful events occurring due to ICT usage while also providing substantial practical implications; By introducing mindfulness programs for their employees, corporate and HR managers can significantly improve employees' work life, increase individual productivity and enhance overall wellbeing at work thus ultimately improving the business performance and overall success of the organization.

Abstract The key feature of an ideal remuneration system is not only encourage, but also to invite or improve the sales representative retention in the team very likely.The object of this study, company S was founded in 1989,the business model is 3C digital chain monopolized shop. The major commodities is PC and computer peripheral equipment. in 23 years they already have 36 stores. The case company located in the province a total of six types of shop type system¡Gthe DIY chain monopolized shop, the notebook chain monopolized shop, the SONY chain monopolized shop, the APPLE chain monopolized shop, the LENOVA chain monopolized shop, the COMBO chain monopolized shop. There are Different attributes of each store, also have Different remuneration system. Although, Bonus is not the only incentive to enhance job performance , but in addition to performance bonuses, promotion, sense of accomplishment, sense of honor is limited to encourage the business. This study is expected by interviews and questionnaires¡Gto access 15 business ,Conduct one questionnaire survey to 160 retail business and each choose 5 sales from performance achievement rates located in high, medium and low range . The main function of interviews and questionnaires is for a specific problem to understand the business ideas and attitudes, as the reference of analysis and submit response strategies. After two weeks of interviews, to data analysis and presentation of evidence and theory finally. In this study, the percentage of 2011 and the first quarter of 2012 sales target reached as the analysis of the data source. Case the change of the bonus system for the company's performance to the case study approach. The results showed¡Gafter 2012 implementation of the new bonus system, increased revenue, but operating margin decline. 1. No matter what Kind of remuneration systems, all need to consider the profit structure of goods, Unit price, Species to Select the appropriate bonus system. 2. No matter what Kind of bonus system must be in accordance with the consumer segments, product category, business model, employees to choose the right system. the class attributes of the individual performance bonus system and group performance bonus system has its applicability, it is suggested that the case company can adopt a hybrid performance bonus system to store system do to set the applicable performance bonus system, in order to achieve the incentive result, in line with both employers and employees look forward to the results and benefits.

Based on the vocational personality trait, this study aims to explore the relationship between the vocational preference inventory conducted by new recruitment of T Bank and their individual performance, as well as the influences of professional training hours on different level of works. Furthermore, this study will search for the correlation between controlling variables and population variables. This study collects relevant information from database established at T Bank beginning from its establishment to the end of 2003, which are categorized as the following files: ¡§vocational preference inventory¡¨, ¡§educational training¡¨, ¡§employees¡¦ performance¡¨ and employees¡¦ basic information¡¨, then executes the statistic analysis for a total of 926 effective samples through one-way ANOVA, Pearson correlation analysis, multiple regression analysis. This study also uses the results of the vocational preference inventory, conducted by the T Bank new recruitment, as the independent variables, individual performance as dependable variables and the professional training hours, work classification as moderating variables, searching for the correlation and influence between them. Furthermore, this study searches for the moderating effects between each item of variables by using the professional training hours and work classifications as moderating variable. This study reveal that the variables such as ¡§gender¡¨, ¡§age¡¨, ¡§education¡¨ and ¡§work period¡¨ appear obvious discrepancy respectively in individual performance, while there is no obvious difference in the devotional degree of an organization. Then, there is an obvious correlation in some parts of professional personality trait, revealing a fact that the employees should be assigned for his or her work according to the results of the vocational preference inventory. In the ¡§work classification¡¨ to ¡§vocational personality trait¡¨, ¡§leadership¡¨ and ¡§challenge¡¨ show the moderating effects on ¡§indivisual performance¡¨. Finally, the study indicates that the ¡§professional training hours¡¨ has no moderating effects on the ¡§professional personality trait¡¨ and ¡§individual performance¡¨ and it also presents that the ¡§independence¡¨ in the ¡§professional personality trait¡¨ is the key factor for each employee¡¦s independent learning. The results of study also reveal that the vocational preference inventory and the professional training hours play in employees training. There are few studies for the vocational preference inventory, in particular its substantial experiment; therefore, this study aims to enhance and supplement the study for this part. On the other hand, this study also approves that the professional training shall be designed on a basis of short-term course in order to meet the actual requirements and efficiently carry out one special mission.

Economic performance assessment (EPA) of control systems is receiving increasing attention in both academia and industry. It addresses the estimation of the potential benefits resulting from control upgrade projects and monitoring and improvement of economic performance of the control system. Economic performance of control systems can often be related to crucial controlled variables dynamically and when controlled variables move away from an optimal operating point either more profit will be made or more cost will be incurred. This relation can be modelled by performance functions (PFs). When the multivariate nature of a process’s economic model is not considered, PFs of different controlled variables are referred to as individual performance functions. Otherwise, PFs of dependent controlled variables are referred to as joint performance functions. PFs play an important role in the latest techniques of EPA. There appears, however, to be no systematic method for developing PFs. The lack of such a method restrains further research into EPA, as without well-established PFs an EPA cannot be conducted smoothly and therefore cannot effectively support decision-making for management. The development of PFs is a bottleneck in the further research into EPA. Furthermore, the multivariate nature of processes has not been taken into account sufficiently as far as the relevant literature is concerned, which hampers the accuracy of PFs and accordingly the accuracy of economic assessment results. The contributions of this thesis lie in the following aspects: • A methodology for developing PFs is proposed, based on the PF development for an electric arc furnace, a grinding mill circuit and a stage of a bleach plant. • A comprehensive case study of an EPA of three controllers of a grinding mill circuit is conducted using a newly published framework to show the significance of PFs and how to perform an EPA systematically. • The current practice and guidelines on the control and functional/economic performance assessment of grinding mill circuits are captured using a survey study. The multivariate nature of an electric arc furnace’s economic model is investigated and joint performance functions are built based on individual performance functions. A multivariate economic assessment is conducted that shows how joint performance functions can help to provide a more accurate estimate of the economic performance of a controlled process. A web-based survey study on grinding mill circuits in mineral processing industries is conducted. One of its objectives is to obtain general PFs of grinding circuits. The survey results provide instructive insight into the PFs of grinding circuits. Furthermore, an in-depth literature review is conducted and the relationship between the product’s particle size distribution of grinding mill circuits and mineral recovery in downstream flotation circuits is revealed. The PFs of a grinding mill circuit being considered are formed, based on the survey results and literature study. An investigation into the PF development of a stage of a bleach plant is performed and crucial ideas used for their development are abstracted. A methodology for developing PFs for the EPA of control systems is then proposed by synthesising the methods used in the PF development described above. This methodology mainly includes the following stages: Stage 1: Determine information required for PF development. • Process operation and control understanding. • Process economics understanding. Stage 2: Gain required information on PF development. • PF-related information elicitation using survey research. • PF-related information available in the literature, including textbooks, journal papers, conference papers. • PF-related information from plant tests. Stage 3: Obtain suitable performance measures. Stage 4: Make suitable assumptions. Stage 5: Determine PFs. Stage 6: Develop Joint PFs. An economic assessment of three controllers (a nonlinear model predictive controller, a decentralized controller and three single-loop proportional-integral-derivative controllers) of the considered grinding mill circuit is conducted, using an EPA framework published recently to show the central role of PFs in the EPA and how to perform an EPA systematically. The circuit’s PFs, developed as described above, are used for the assessment. The EPA also shows that the improvement in the economic performance with the nonlinear model predictive controller mainly results from the improvement of the operating point and the controlled variables’ variation reduction only contributes a small part to the overall improvement, due to the characteristic of the PF of the circuit’s product particle size distribution. In addition, a web-based survey study is conducted and the current practice and guidelines on the control and functional/economic performance assessment of grinding mill circuits are captured. The questionnaire used for the study includes five segments. The first part identifies the respondents and the second part is intended to obtain background information on the milling circuits. The third part concerns the choice of key process variables and their economic impact. Part four involves the control of milling circuits and control loop performance and part five covers economic issues. / Thesis (PhD)--University of Pretoria, 2010. / Electrical, Electronic and Computer Engineering / unrestricted

Calculation of transfer prices of the individual performance means the calculation of the price of a product, service, work or other kind, expressed unit of output. Kind is usually expressed in the unit such as hours, kolograms, etc. The transfer price is a toll that is used for performance appraisals for the centers but is also used for other awards such as repair services, etc. This price is determined on the basis of precalculation. In the precalculation are listed the estimated cost of the product and the calculation shall be drawn up before the start of production, repectively at the beginning of the period. Individual performance is generally defined as the results of operations and as an external performance and internal performance. External performance are services such as goods, services or goods that are sold to consumers in the market at market prices. Internal performance are those services that are transmitted in particular within the enterprise between departments.

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Dado o uso crescente de tecnologias não autorizadas e não suportadas pelo departamento de TI nas organizações, chamadas de Shadow IT, o papel da TI e a forma tradicional de gerenciar tecnologia estão mudando dentro das organizações. Shadow IT refere-se ao uso de tecnologias utilizadas pelos funcionários sem a autorização ou o suporte formal da TI para realizar as tarefas de trabalho. Motivada por este contexto, esta pesquisa tem como objetivo verificar os fatores antecedentes ao comportamento de uso da Shadow IT e a relação deste comportamento com o desempenho individual dos usuários de TI. Para alcançar tal objetivo, foi realizada uma pesquisa survey com 286 usuários de TI da área administrativa. Estes usuários são funcionários de três diferentes empresas: um órgão público, uma empresa de educação profissional e uma cooperativa de crédito, as quais compõe a amostra. Esta pesquisa obteve como resultados que os fatores Experiência do Usuário, Utilidade Percebida e Influência Social têm relação positiva significante com o uso da Shadow IT, bem como o uso da Shadow IT tem relação positiva significante com o desempenho individual do usuário de TI. Este trabalho traz implicações teóricas e práticas. Para a teoria, esta pesquisa ampliou o conhecimento sobre o uso da Shadow IT a nível individual. Ademais, um instrumento para medir o comportamento de uso da Shadow IT foi desenvolvido, o qual pode ser aplicado nas organizações para conhecer o comportamento do usuário de TI com relação ao uso destas tecnologias. A partir do conhecimento dos antecedentes do comportamento de uso da Shadow IT e qual é a sua relação com o desempenho individual do usuário de TI, os gestores podem elaborar políticas de gestão que reduzam os riscos associados a esse fenômeno, bem como potencializar os seus benefícios. / Given the increasing use of unauthorized technologies by employees in organizations, called Shadow IT, the traditional way to manage technology is changing. Shadow IT is the use of an unauthorized technology by employees, changing, thus, the role of IT is changing within organizations. Motivated by this context, this research aims to verify the antecedents factors behind Shadow IT usage behavior and the relationship of this behavior with the individual performance of IT users. To reach this goal, we performed a survey research with 286 IT users of from the administrative area. These users are employees of three different companies: a public agency, a professional education company and a financial cooperative. As results, we found that User Experience, Perceived Usefulness and Social Influence has positive relationship with Shadow IT usage, as well as the use of Shadow IT has a positive relationship with the individual performance of the IT user. This research has theoretical and practical implications. To the academia, this research has extended knowledge about Shadow IT usage at individual level. Furthermore, we also has developed an instrument to measure the Shadow IT usage behavior, which can be applied to the IT users of companies in order to know their Shadow IT usage behavior. To know the antecedents of Shadow IT usage and what is its relationship with individual performance of IT user is also important to companies. Managers must know what drives users to use Shadow IT, as well as what is the outcome of this use in terms of individual performance in order to develop policies and strategies that reduce the risks associated with this phenomenon and maximize its benefits.

Doctor of Philosophy (PhD) / Understanding factors that enhance or diminish performance levels of individuals is instrumental for achieving individual (low level) and organisational (high level) goals. In this study, the effect of social network structure, position, ties and information and communication technologies (ICT) use on performance attitudes of knowledge intensive workers in dispersed occupational communities is investigated. Based on social network theories of strength of weak ties and structural holes, and the social influence model of technology use, a theoretical framework is developed. In conjunction with qualitative interviews conducted with subject matter experts, the framework is used to further develop and refine a valid and reliable survey instrument. Secondly, network measures of degree centrality, density, structural holes (constraint and efficiency), tie strength and tie diversity are applied for exploring the association with ICT use and performance from a sample of 110 rural general practitioners. Empirical results suggest that network structure, position and ties of knowledge workers play a crucial role in individual performance and ICT use. In particular, degree centrality and task-level ICT use was found to be positively associated with performance while ego-network constraint was found to be negatively correlated with performance. In terms of ICT use, functional diversity and degree centrality were positively associated with task-level ICT use whereas ego-network efficiency was found to be negatively correlated with ICT use at the communication-structure level. Among the variables that showed significance, degree centrality best explained overall variance for performance, and functional diversity best explained overall variance for task-level ICT use, although professional accreditations remains a potent indicator also. The results from this study resonate with findings from past literature and extend traditional theory of social networks and performance within the micro level to include geographically dispersed individuals involved in knowledge intensive work. For individuals in such non-competitive settings, traditional network theories such as structural holes theory still apply. However, a key finding is that network structure is a much more potent predictor of performance although network position is important. The second key finding addresses a major gap in the literature concerning understanding social processes that influence ICT use. As the technology acceptance and the social influence models lack empirical evidence from a social networks perspective, this research shows that rather than the strength of ties which functions as a conduit of novel ideas and information, it is the functional tie diversity within individual professionals networks that increase ICT use at the task-level. Methodologically, the study contributes towards a triangulation approach that utilises both qualitative and quantitative methods for operationalising the study. The quantitative method includes a non-traditional “networks” method of data collection and analysis to serve as a fine complement to traditional research methods in behavioural studies. The outcome is a valid and reliable survey instrument that allows collection of both individual attribute and social network data. The instrument is theoretically driven, practically feasible to implement, time-efficient and easily replicable for other similar studies. At the domain level, key findings from this study contradict previous literature which suggests that professionals in occupational communities such as general practitioners decline in performance as they age. In fact, findings from this study suggest that age and experience do not affect for performance; rather, there is a negative relationship between experience and task-level ICT use, and that task-level ICT use is positively associated with performance in terms of attitudes to interpersonal care. Furthermore, degree centrality is also positively associated with professional accreditations, such as fellowship of the Royal Australian College of General Practitioners, which is conducive to performance in terms of attitudes to interpersonal and technical care. The contextual implication from the quantitative and qualitative evidence of this study is that while contemplating strategies for optimising ICT use or for improving attitudes to quality of care at the technical and interpersonal level, the importance of social structure, position and relations in the practitioner’s professional network needs to be considered carefully as part of the overall individual and organisation-level goals.

The sense of calling has emerged as a burgeoning research interest for the past decade due to its tight connection to the meaning of work. However, the mechanism of the sense of calling, especially how it works in the work context remains unclear. This study aims at enhancing the understanding and knowledge of what the concept of calling is and how to apply it into organizations. Therefore, a cross-level model was proposed and the antecedents and consequences of calling along with the influence of organizational factors were examined. Data were collected from 24 organizations consisted of 186 employees, and hierarchical linear modeling techniques were applied to test the hypotheses. As a result, it is found that with certain personality traits (i.e., Extraversion, Agreeableness, Conscientiousness and Openness), one¡¦s sense of calling is more easily to be discovered. On the other hand, it is also likely to foster or develop one¡¦s sense of calling through organization¡¦s manipulation (i.e., the emphasis of CSR and the supportive climate). More importantly, the positive impact of sense of calling on an individual¡¦s performance has been demonstrated. Consequently, by considering both organizational-level and individual-level factors into the mechanism of calling, a valuable insight and application of an individual¡¦s sense of calling in the work context have been established.

Since chain convenience store becomes the main trend in the retail industry, and the store managers play the important roles to run the business, therefore this research is trying to find out what the competences are necessary for the store managers. Furthermore, this research would like to find out if different characteristics of managers would affect their emphasis degree on the managerial competency. The results are as follows: 1. The 7 competences for the store managers are: (1) business improving ability; (2) daily work managing ability; (3) planning ability; (4) leadership; (5) selling field managing ability; (6) instructing ability; (7) goal approaching ability. 2. The relations between demographics valuables and managerial competences: (1) store managers from ¡§ the middle area¡¨ put the least emphasis on selling field managing ability, leadership and instructing ability; (2) store managers working in ¡§ Family¡¨ put the least emphasis on goal approaching ability; (3) store managers working in ¡§ regular chain¡¨ put more emphasis on planning ability, daily work managing ability and leadership than franchise chain; (4) store managers who work less than one year put the least emphasis on planning ability, goal approaching ability and business improving ability. 3. The moderate effect of individual performance: when individual performance interacting with education, it would affect the emphasis degree toward planning ability and daily work managing ability.