The Labor Pension Act¡]LPA¡^was passed by the Taiwan Legislative Yuan on June 11, 2004 and the implementation date is July 1, 2005. The significant difference between the existing Taiwan Labor Standards Law (TLSL) and LPA is that LPA is a portable defined contribution (DC) type of scheme. Employers shall contribute on a monthly basis to the Labor Pension Fund by contributing maximum 6% of monthly wage into the individual pension fund accounts. The raised staffing cost is foreseeable and was expected to turn into a heavy burden to employers. To decrease the cost of staffing and the turnover rate, this study focuses on the reactions that enterprises would plan to take and response to. However, the new LPA was not carried out officially during the study period, we conclude the exploratory findings through the questionnaire to understand what type of flexibility practice that employers¡¦ plan to take and what kind of impact on organizational performance will be made. We selected the sample companies from manufacturing, services and financial industries from¡m2003 CommonWealth Magazine Top 1600 Enterprises Ranking¡n. In all, 137 of 630 HR managers to whom we sent surveys returned the questionnaires, this yielding a response rate of 21.75%. The findings are summarized as follows: 1.The larger scale of organization, the more tendencies toward numerical flexibility and financial flexibility practice. 2.Organizations that plan to exercise numerical flexibility practices e.g., layoff, severance, downsizing etc, expect the negative effects on organizational performance. 3.Organizations that plan to exercise functional flexibility expect the positive effects on organizational performance. Organizations plan to adopt job-rotations expect the enhancement of organizational performance. 4.Organizations that plan to exercise financial flexibility do not expect the noticeable positive effects on organizational performance. Among financial flexibility practices, organizations that plan to adjust current fringe benefits expect the negative effect on organizational performance. 5.Organizations that plan to execute the improved HRM exercises expect the improvement of the organizational performance. 6.Organizations that plan to exercise the numerical and financial flexibility expect to lead to tense relationships between workers and employers in the future.

published_or_final_version / Public Administration / Master / Master of Public Administration

No description available.

Traditionally, employment advice and guidance services in the UK have occupied distinct realms despite government efforts to align and integrate the education and skills and welfare-to-work frameworks. Conceptually, studies of front-line service delivery have often adopted a street-level perspective. This study offers a governance approach that focuses on how adviser behaviour is steered through managerial methods and how advisers steer user behaviour through the use of discretion and trust. The study explored how advisers mediated the tensions between managerial concerns and user needs to achieve policy goals, among others to turn service users into more active citizens. Based on 38 semi-structured interviews with service managers and advisers in combination with service characteristics and policy aims, a service typology was developed which was then applied to eight case study services. The analysis showed that employment advisers in the different service types applied very diverse strategies to achieve an outcome for the service user, but that within service types the strategies were similar. Due to the different service structures and advisers’ varying ability to apply discretion, various kinds of trust could be established, which potentially allowed the advisers to influence a change of service user behaviour. This could range from highly coercive methods to empowering individuals. The findings showed that advisers were subject to similar pressures as they applied to service users when mediating managerial influences. There was evidence that ability to use discretion was a vital pivot point in how advisers mediated tension between the service demands and user needs. This in turn was related to the adviser’s ability to achieve sustainable outcomes for the service user.

Thesis (M.P.H.M.)--Mahidol University, 1988.

Thesis (M.P.H.M. (Primary Health Care Management))--Mahidol University, 2008. / LICL has E-Thesis 0038 ; please contact computer services.

Thesis (M.S.)--University of Michigan, 1989.

Thesis (doctoral)--Uppsala universitet, 1990. / Includes bibliographical references (p. 163-172).

142 p. / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2012-12-18T19:06:05Z No. of bitstreams: 1 77.pdf: 5525560 bytes, checksum: 7852ef85a77c8f58dc2bec4bd1a52433 (MD5) / Made available in DSpace on 2012-12-18T19:06:05Z (GMT). No. of bitstreams: 1 77.pdf: 5525560 bytes, checksum: 7852ef85a77c8f58dc2bec4bd1a52433 (MD5) Previous issue date: 2010 / Este trabalho tem como objetivo avaliar o grau de comprometimento de dois grupos distintos de médicos: Anestesiologistas da Clínica de Anestesia de Salvador (CAS) e Peritos Médicos Previdenciários lotados nas agências do Instituto Nacional do Seguro Social (INSS) de Salvador, Bahia-Brasil. Foram analisados o comprometimento nos focos organização e carreira. Na vertente organizacional, foram analisados os vínculos psicológicos dos indivíduos com as mesmas nas bases afetiva e instrumental. Trata-se de um estudo de natureza quantitativa, exploratório, descritivo e analítico. Os Anestesiologistas e os Peritos são grupos compostos por 70 e 66 indivíduos, respectivamente. A pesquisa teve como amostra 100% dos dois grupos, conseguindo-se um total de 91,4% de respondentes entre os Anestesiologistas e 93,9 % entre os Peritos. O instrumento de coleta de dados utilizou o formato Likert, estando dividido em duas partes: a primeira contendo sentenças relativas a informações pessoais e profissionais e a segunda parte utilizada para mensurar o comprometimento em seus focos e bases. O tratamento estatístico dos dados foi realizado através do software SPSS – Statistical Package for the Social Sciences 12.0, utilizando-se o teste t para comparar os grupos e o coeficiente de Pearson para realizar as análises de correlação. Os Anestesiologistas se caracterizaram por ser um grupo predominantemente masculino (93,75%) e mais jovem (38 anos), e os Peritos um grupo composto em sua maioria por mulheres (58%) e com idade mais elevada (45 anos). O grau de comprometimento foi classificado de acordo com a escala proposta por Carvalho, em que o grau de comprometimento varia de negativo a muito positivo. Os resultados encontrados demonstraram que as características pessoais e profissionais não exerceram significativas influências sobre o grau de comprometimento em nenhum dos focos e bases do comprometimento estudado. Foi encontrado um grau de comprometimento positivo com a organização e a carreira entre os Anestesiologistas, e um comprometimento negativo entre os Peritos nesses dois focos. Ao se analisar o grau de comprometimento com a organização nas bases afetiva e instrumental, verificou-se que os Anestesiologistas apresentaram um comprometimento positivo na base afetiva e moderadamente positivo na base instrumental. Os Peritos apresentaram um comprometimento moderadamente negativo na base afetiva e moderadamente positivo na base instrumental. O comprometimento com a organização na base instrumental foi a única variável entre aquelas relacionadas às medidas do comprometimento em que os dois grupos apresentaram medidas semelhantes. Em todas as outras medidas do comprometimento, os Anestesiologistas apresentam graus de comprometimento significativamente mais elevados que os Peritos. Os resultados encontrados demonstram que médicos quando submetidos a organizações com diferentes características apresentam diferentes graus de comprometimento com a organização e com a carreira. A medicina enquanto profissão apresenta características sui generis em relação à inserção dos seus profissionais no mercado de trabalho, entretanto o conhecimento do comportamento organizacional destes indivíduos, e como os mesmos encaram seu futuro profissional é um tema pouco explorado no Brasil. Este estudo pode trazer contribuições importantes com relação a esta temática para que se possam estabelecer políticas em relação à gestão do trabalho no setor de saúde com o objetivo de aumentar o comprometimento destes profissionais e, consequentemente, uma melhoria da qualidade do sistema como um todo. / Salvador

Since the publication of the White Paper on energy Policy of 1998, South Africa has taken off on a new trajectory of sustainability. The South African government have identified that the renewable energy sector will play a critical role in advancing and improving the energy sector. They envisage that the sector will contribute to the development of a green economy and the creation of meaningful employment for all South Africans. With the renewable energy sector of South Africa being dependent on skills, many of which are pertinent for the success of the sector, sufficient skilled workers are required to provide a service to the growing sector. Upon engaging with individuals employed in the sector and embarking on the research it became apparent that there was a lack of a talent management framework for the sector. Talent management represents a means for companies to develop and sustain talent pipelines thereby creating a competitive advantage. Globally executives across the employment spectrum admit that they have challenges in building a strong talent pipeline. The South African Renewable Energy Sector (SARES) is not exempt from this reality, where it has been well documented that South Africa is struggling with a skills shortage. This makes it difficult to grow and develop a fledgling sector. The purpose of this treatise was to evaluate the need for a talent management framework for the South African Renewable Energy Sector. To evaluate this, a literature review was performed on concepts relating to the development of a talent management framework specifically for the sector. These concepts or independent variables were, engineering skills, competence, knowledge worker, policies supporting RE development as well as training and development. The talent management framework relied on ring fencing the study around the knowledge worker, by correlating the definition of an engineer to that of a knowledge worker. The results show that despite the proclamation made by the South African government that South Africa is geared to supply the skills required for SARES. The research found a need for educational institutes to produce more knowledge workers. The results of this research study showed that despite the low positive correlation between the five independent variables, being, engineering skills, competence, knowledge worker, policies supporting RE development they would still provide those responsible for recruitment and talent management with a platform to be able to develop a working talent management strategy. There is a need for the development of a suitable talent management framework, which would allow the sector to manage elements of talent management such as recruitment and retention of knowledge workers. The proposed talent management framework can be used to assist in consolidating the present recruitment practises as well as being used to develop a talent management strategy for the sector.