A primary symptom of depression is anhedonia, or the loss of interest or pleasure. Anhedonic individuals can have deficits in anticipatory pleasure (‘wanting’ things) or consummatory pleasure (‘liking’ things). Depressed individuals generally have deficits in anticipatory but not consummatory pleasure. A possible buffer against anticipatory anhedonia is action orientation, or the ability to upregulate positive affect in pursuit of goals when stressed. To examine the relationship between stress, action/state orientation, and anhedonia, highly anhedonic individuals who were either action- or state-oriented underwent a demanding mood induction, and completed the Effort-Expenditure for Reward Task, a measure of motivation for reward. Evidence did not support action orientation as a buffer; however, individuals who showed fluctuation in self-reported motivation were less motivated to work for reward. Evidence emerged suggesting that fluctuation in motivation over time may predict less willingness to work. Future research can examine the relationship between variability in motivation and depression.

This meta-analysis focuses on the willingness to work aspect of the RAW model of employability of Hogan et al. (2009), in relationship to career success. Willingness to work (W) can be defined as favorably disposed to work hard and take initiative at one’s job. The variables I used to structure the W are proactive personality, conscientiousness, work ethic, job involvement, adaptability, and ambition. I used the Hunter and Schmidt method to analyze the data applying a random effects model. All calculations were conducted in Excel. The overall sample consisted of 100 effect sizes (r) derived from 41 studies. The total sample size was 45,652. The individuals in these samples were from a wide range of backgrounds that included diverse samples of age, culture, and occupations. The results indicated a small to medium effect size for all variables. This outcome supports my hypotheses, concluding that willingness to work correlates with both objective and subjective career success. Because of small sample sizes (i.e., relatively few studies with usable moderator data), a moderator analysis was not conducted. Once sufficient studies have been published in this domain, future researchers could look into the possibility of moderators.

當前我國公務人員退休年金的財政結構因受到人口結構失衡、退休年齡過早、經費不足及世代不均等問題，其財務壓力猶如各國般逐漸顯現，考試院爰於102年4月11日提出「公務人員退休撫卹法」草案，自目前的「85制」逐年延後至「90制」，並調降公務人員退休所得替代率及提高其繳費比率。 由於退休金制度不僅只是員工基本的權益，亦是組織用來留才、激勵士氣等有效的策略工具，公務人員退休制度自100年1月1日修正實施迄102年4月未滿3年又再度提出改革，於組織中扮演的關鍵角色及重要影響力之高階公務人員，對此次退休年金改革其看法與支持度為何，是否會影響其工作意願，對整體退休政策推動具有關鍵性影響。 本研究採用文獻分析法與深度訪談法，就高階公務人員結構、高階公務人員對年金改革整體性看法、退休年金改革主要核心－退休給付及延後退休年齡之分析與影響，綜合深度訪談之結果，探討年金改革對我國高階公務人員之工作意願可能產生之影響程度，然後提出建議。 / Currently, Taiwan’s civil service pension fund is effected by the population structural imbalances, premature retirement age, lack of funds and generational inequality and other issues, financial pressure is gradually emerging as other countries; therefore, the Examination Yuan on April 11, 2013, proposed a draft of "Civil Service Retirement and Survivor Relief Act " which is about to change the civil servant retirement system from the "rule of 85" to the "rule of 90" and furthermore, reduce the income replacement ratio and increase the contribution rate. Since the pension system is not just the employees' basic rights, is also used by organizations to retention, morale and other effective strategies, therefore, after less than three year of amendments implemented since Jan.1, 2011, that Another public service pension reform has been set out for who in the organization plays a key role or has significant influence of senior civil service from their point of view regarding to the retirement pension reform and support on whether they would affect their willingness to work that have a critical impact on the overall policy to promote retirement. This study has adapted the literature analysis and in-depth interview, according to the structure of senior civil service and senior civil servants with holistic view of pension reform, the reform of the retirement annuity main core - Analysis and impact of postpone retirement age and retirement benefits and impact of the results of a comprehensive in-depth interviews to investigate the impact of pension reform on the work of senior civil service intention may arise, and then make recommendations.

<p>The rise of technologies and the Internet have provided opportunities to connect logistics demand and supply using the crowd. In this system, named crowd-shipping (CS), a requester doing the shipping selects a courier via a platform. In reality, the idea of CS has been explored by many firms over the last several years. However, there is a lack of fundamental understanding of the issues related to: (1) the markets that are likely to be influenced by CS; (2) the considerations that govern the success of this system; and the (3) the impacts of CS and its design.</p><p><br></p> <p>To address these issues, there is a need of understanding CS system's stakeholders, such as requesters' (i.e. senders') and potential couriers' (i.e. driver-partners') behaviors as well as operations and management of CS firms. This research will address these gaps by conducting a survey to understand driver-partners' behaviors and requesters' behaviors given the CS services availability in the logistics market. Then, pricing and compensation strategies are designed and modeled based on behavior rules of supply and demand generations as well as various CS market penetrations. As such, this research addresses the CS industry in a triad of supply, demand, and operations and management.</p><p><br></p> <p>This research uses advanced econometrics, statistics analysis, mixed integer optimization, and data science techniques to analyze data and generate insights. The contributions of this research are to identify the contributing factors that impact the emerging logistics service. This research also reveals factors that influence the current and future shipping behaviors of requesters, as well as influencing factors of the individuals' willingness to work as driver-partners. The integrated matching and routing models have been developed to examine different pricing and compensation strategies under several market penetration scenarios. `Individual' price and compensation have found to provide the highest profit for CS platform providers.</p><p><br></p> <p>This research provides meaningful knowledge for stakeholders, especially for the CS firms to develop business strategies. Several remarkable benefits that CS firms can obtain include: focusing on some specific population groups to recruit driver-partners (e.g. people with children, middle-aged people having lower incomes, or no car ownership); addressing certain market segments to promote CS services (e.g. tight-window delivery packages, peripheral products, or personal health and medicine items); implementing `individual' or `flatted' pricing and compensation strategies depending on the time of the day, the day of the week, or the market penetration; and improving platform features to incorporate requesters' and driver-partners' expectations.</p>

Due to economic crisis a lot of companies are facing financial difficulties and therefore they are saving costs in almost all areas. A large number of them first reduce investments into education, corporate benefits and overall costs of human resources department. At the same time these companies do not realize that their employees represent the most valuable asset, thus they represent the possibility of finding solutions of how to get out of the crisis. With regard to recency and marginalization of that topic in my thesis I deal with work environment issues that directly affect job satisfaction and ultimately productivity and efficiency of employees. In the technical part I grapple with work environment issues, working groups, management styles, communication, motivation and stimulation. In the practical part I have analysed the work environment of the company CMC Graduate School of Business o.p.s. in which I have applied achieved knowledge based on which I have proposed such measures and improvements toward the organization that will lead to increased willingness to work and hence to reduce the staff fluctuation.