Thesis (Ph.D.)--Brown University, 2005. / Vita. Thesis advisor: Vincent Mor. Includes bibliographical references (leaves 76-84). Also available online.

Thesis (M. Hous. M.)--University of Hong Kong, 2006.

Thesis (M. Comm) -- University of the Western Cape, 2008. / Includes bibliographic refernces (leaves 108-131).

Thesis (M. Hous. M.)--University of Hong Kong, 2007.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

Thesis (Ed. D.)--Lehigh University, 2006. / Includes vita. Includes bibliographical references (leaves 120-144).

La finalidad de la presente investigación es fundamentar de qué modo la satisfacción laboral incide en el compromiso organizacional. La primera variable ha sido medida con el cuestionario S20/23 de Meliá y Peiró en 1989, la cual considera satisfacción con la supervisión, satisfacción con el ambiente físico de trabajo y satisfacción con las prestaciones recibidas. La segunda variable ha sido medida con la escala de compromiso organizacional de Meyer y Allen en 1991, que incluye al compromiso afectivo, compromiso de continuidad y el compromiso normativo. La novedad reside en el enfoque de los trabajadores de la empresa ILF Agroindustrial, 18 miembros que abren camino a un análisis de la situación actual de dicha organización nunca antes realizada. Entre los resultados se destaca que la satisfacción laboral incide significativamente en el compromiso afectivo, continuo y normativo, cumpliendo las expectativas, una variable incide sobre las tres dimensiones de compromiso organizacional. Los hallazgos reportados han sido constatados por investigaciones previas. The purpose of this research is to establish how job satisfaction affects the organizational commitment. The first variable has been measured with Melia and Peiro Questionnaire S20/23 in 1989, which considers satisfaction with supervision, satisfaction with the physical environment of work and satisfaction with the benefits received. The second variable has been measured with Meyer and Allen organizational commitment scale in 1991, which includes affective commitment, continuous commitment and normative commitment. The novelty lies in the approach of the workers of the company ILF Agroindustrial, 18 members that open a way to an analysis of the current situation of the organization never done before. Among the results it is highlighted that job satisfaction affects significantly the affective, continuous and normative commitment, fulfilling the expectations, a variable affects the three components of organizational commitment. The reported findings has been verified by previous investigations.

Popular media reports indicate that there is a national teacher shortage. Scholars have written that there is either a recruitment crisis, a greying of the teaching population, or that teachers are leaving the profession due to dissatisfaction. This dissertation attempts to answer two central questions related to the lattermost: what are the components that go into the calculus of job satisfaction for public and private school teachers and what role does job satisfaction play in a teacher's decision to leave the profession. Drawing on the literature of job satisfaction and organizational exit behaviors, I develop hypotheses designed to test three related research questions concerning the relationship between sector of employment, job satisfaction, and turnover behavior. Findings indicate that although private school teachers report greater overall job satisfaction, they are nearly twice as likely to leave the profession as public school teachers. Findings indicate that sector of employment affects job satisfaction, and that the relationship between sector of teacher employment and job satisfaction is mediated by organizational perceptions including school environment, school structure, professional development opportunities, and employment conditions. Findings further indicate that job satisfaction, net of other factors, does not predict quit behavior; however, occupational pulls outside of teaching do increase turnover.

This thesis examines the implementation of Just In Time manufacturing through team leaders. Western industry has failed to achieve the performance benefits experienced in Japan with the introduction of Just In Time, a manufacturing system based on the relentless elimination of waste. Criticism is emerging of the experience of employees of Just In Time. It is argued that stress levels are high and motivation is low. However, Just In Time relies on a new, more active, role for employees. A contradiction is apparent between the needs of Just In Time, in terms of the role played by employees, and the reality of their experience of a Just In Time working environment. Resolving this contradiction, while improving industrial performance, is the subject of this research. The research draws on knowledge from a wide range of fields. Work on Just In Time is combined with work on employee motivation, and the management of change. The role of the team leader emerges as a critical factor in the review of the literature. The implementation of Just In Time, through a focus on team leaders, utilising knowledge gained from socio-technical systems is tested in a year long, action research project with Alcan Aluminiurn at their Banbury extrusions factory. Survey evidence is gathered to analyse its impact. The results suggest that companies will benefit from the utilisation of the approach developed; the implementation of Just In Time through team leaders. There is substantial scope for further work to develop this approach to the implementation of Just In Time and to explore its application in other forms of change.

M.Com. (Business Management) / What really drives business success? Ten, twenty years ago, it would have been somewhat easier to answer this pertinent question. What were seen as central to business success were functional hard core derivatives i.e. operational efficiency, financial discipline and speed to market. Customers, essentially customer experience, were never part of the equation. For those very few organisations that bid to be anything different, the concepts customer experience and customer satisfaction were merely an afterthought. Today the picture is slightly different. Organisations are now applying a contemporary business approach and showing more appreciation for customers. Organisations realise that by creating an environment that is pro—consumer, an environment that achieves and maintains a fair balance between organisational process efficacies and customers’ needs, an environment that harnesses employees productivity and encourages fluid communication passage between the organisation and its customers, they will not only connect with their customers on an emotional level, but they will be able to build a sustainable brand asset and a long-lasting profitable relationships with their customers. It is for this reason that the four customer experience elements namely: process, people, channel approach and branding were selected as premise for this study. This study tries to understand and establish the influence of customer experience elements on customer satisfaction at the Industrial Development Corporation (IDC). An investigation was conducted on customer experience within a process-centred approach at the IDC. The study was steered in two stages. The first stage focused on exploratory research, and the second stage focused on descriptive research. The sample consisted of 276 customers. In-depth interviews were conducted with customers to assist the researcher in developing the statements in the questionnaire. A self-administered questionnaire was designed based on theoretical literature provided within the study and information gathered through the in-depth interviews. Various statistical analysis procedures were used to achieve the objectives of the study, including factor analysis, rotated factor matrix, Cronbach’s alpha, multiple regression and comparison analysis.