Thesis (Ph. D.)--University of Sydney, 2006. / Title from title screen (viewed 29th August, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to Political Economy, Faculty of Economics and Business, University of Sydney, 2006. Degree awarded 2006. Includes bibliographical references. Also issued in print.

The thesis deals with increasing the efficiency of work performance in Favi online s.r.o. The main objective is to find out which factors affect the efficiency of work performance and propose optimization measures as to how the company can stimulate employees to increase work performance. The theoretical chapter defines the main terms of the thesis, work performance, managing of work performance and motivation. The reader is also introduced to the stated issue. The main objective of this thesis is to capture the work performance of Favi online s.r.o. and its evaluation and remuneration. The final section includes data interpretation and proposes optimization measures to increase efficiency of work performance.

ABSTRACT This study is a combination of the qualitative and quantitative approach using an exploratory/descriptive design conducted at the Ekurhuleni Metropolitan Municipality, Northern Region. The study explored how Line Managers at Ekurhuleni Metropolitan Municipality perceive the impact of stress and trauma on work performance among employees. The study was conducted with 29 line managers sampled through a random sampling procedure, who had been working for Ekurhuleni Metropolitan Municipality for at least three years. A questionnaire was used to collect the required data. The study found that line managers at Ekurhuleni Metropolitan Municipality were of the view that stress and trauma can affect work performance among employees. It was also found that line managers are uninvolved in their sub-ordinates’ personal matters that are likely to cause mental health problems like stress and trauma.

Organizational citizenship behaviour (OCB) is extra-role behaviour that is not formally required by organizations, but benefits the organization and its members (Organ, 1988). OCB is considered to be a core dimension of job performance (Rotundo & Sackett, 2002) with research showing that OCB contributes to the health and productivity of organizations (e.g., Podsakoff, Whiting, Podsakoff, & Blume, 2009). As a result, both organizational researchers and organizations have long been interested in understanding the origins of this behaviour. However, research into the antecedents of OCB has important limitations. Notably, this research has conceptualized OCB as a static construct, which recent theorizing and research indicates is an inaccurate assumption (e.g., Beal, Weiss, Barros, & MacDermid, 2005; Ilies, Scott, & Judge, 2006). Additionally, OCB research has relied on a single theoretical framework, social exchange theory, to explain previous findings, creating narrowness in the field. The current dissertation sought to address these important limitations by conceptualizing OCB as a dynamic construct (i.e., one that has sizable day-to-day within-person variability) and examining the ability of state gratitude, a novel and theoretically relevant antecedent, to predict OCB. Drawing on the Moral Affect Model of gratitude, Affective Events Theory, and Broaden and Build Theory, I propose that state gratitude is an important driver of day-to-day fluctuations in OCB. In two daily diary studies, my findings revealed that, as predicted, dynamic fluctuations in OCB were significantly predicted by state gratitude. Additionally, in the second of two daily diary studies, state gratitude was successfully induced by a “count your blessings” task and state gratitude was found to be a significant mediator of the induction and OCB. Overall, the results lend support to the notion that OCB is dynamic and that state gratitude, a discrete positive emotion, can be an effective driver of OCB.

The objective of this study is to investigate the relationships among organizational justice, trust, and work performance in Taiwan logistics industry with the usage of structured questionnaire survey to obtain quantitative data for the further analysis. Due to it is the industry of capital intensive and knowledge intensive, logistics must integrate other elements such as information, finance, and human capital and so on to manifest its effectiveness of the connection from supply chain management to customer relationship management. This study takes ¡§organizational justice¡¨ (distributive justice, procedure justice and interactional justice) as self-variable item, ¡§trust¡¨ (colleague trust, supervisor trust and organizational trust) as intermediary variable item, and ¡§work performance¡¨ (task performance and contextual performance) as dependent variable item. The research targets are corporation employees within logistics industry in Taiwan area. The survey research method has been adopted six hundreds of questionnaires have been sent out and receive three hundreds and fourteen valid questionnaires back. The research result shows that: 1. The individual tendency variation does not have significant difference in organizational justice, trust and work performance 2. There is an obvious positive relationship among organizational justice, trust and work performance. 3. Organizational justice has a positive effect on work performance. 4. Supervisor trust and organizational trust have significant effect on work performance and colleague trust does not have significant effect on work performance. 5. Supervisor trust and organizational trust have significant intermediary effect on interactional justice and work performance. 6. Supervisor trust and organizational trust have significant intermediary effect on organizational justice and contextual performance. There is not only a need for a generic theory development of logistics management, but further discussion of relationship among organizational justice, trust and work performance with the incorporation of human resource.

If Taiwan enterprises wish to expand their production bases overseas swiftly in order to seize market advantage, one of the problems encountered is how to select expatriate staff. For today¡¦s enterprises, the difficulties include: the global demand for expatriates; their profile characteristics (independent variable);the skill and knowledge of the assignees; whether to recruit from outside or inside the company; how to identify potential expatriate candidates, the connection between talent and work performance(dependent variable); and finally the relevance of organizational socialization(independent variable). My study is the result of a survey questionnaire that explores expatriates¡¦ individual characteristics and the relevance between organizational socialization and their work performance. I really believe my study will contribute to the body of theory regarding human resource management and prove helpful to enterprises active on the international stage. The results of my study indicate that: 1.A personality trait of conscientiousness has a positive effect on a Taiwanese¡¦ expatriate¡¦s work performance. 2.A personality of openness to experience has a positive effect on a Taiwanese¡¦ expatriate¡¦s task performance. 3.The socialization of Organizational Goals and Values dimension has a positive effect on Taiwanese¡¦ expatriate¡¦s work performance. 4.The socialization of Performance Proficiency dimension has a positive effect on Taiwanese expatriate¡¦s task performance. 5.The socialization of People dimension has a positive effect on Taiwanese¡¦ expatriate¡¦s contextual performance. 6.The socialization of People¡BOrganizational Goals and Values¡BPerformance Proficiency dimension have a partial intermediary effect on a Taiwanese expatriate¡¦s conscientiousness and their task performance. 7.The socialization of People¡BOrganizational Goals and Values have a partial intermediary effect on a Taiwanese expatriate¡¦s conscientiousness and their contextual performance .

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Under the context of rapidly-changing industrial paradigm, leaders face the critical issue of how to maximize the leadership efficacy to adaptto the new competition and market demand. Different leadership will contribute to different leadership efficacy, so leaders have to master and modify individual leadership style to create higher leadership efficacy. Since after 1980, the interest of academic world on leadership has been the new style of leadership, which covers transactional leadership, transformational leadership, charismatic leadership. Therefore, in this study, we adopted transactional leadership and transformational leadership to explore the interplay between employee work performance ad organization commitments. We personally distributed questionnaires to the shop managers and management trainees. 200 questionnaires were distributed and 195 pieces were returned, within which there were 188 valid responded questionnaires. The research finding was following: (1) Transformational leadership and transactional leadership both have positive effect over employee work performance. (2) Transformational leadership and transactional leadership both have positive effect over employee work performance. (3) Transformational leadership and transactional leadership both have positive effect over organization commitment.

Organizational citizenship behaviour (OCB) is extra-role behaviour that is not formally required by organizations, but benefits the organization and its members (Organ, 1988). OCB is considered to be a core dimension of job performance (Rotundo & Sackett, 2002) with research showing that OCB contributes to the health and productivity of organizations (e.g., Podsakoff, Whiting, Podsakoff, & Blume, 2009). As a result, both organizational researchers and organizations have long been interested in understanding the origins of this behaviour. However, research into the antecedents of OCB has important limitations. Notably, this research has conceptualized OCB as a static construct, which recent theorizing and research indicates is an inaccurate assumption (e.g., Beal, Weiss, Barros, & MacDermid, 2005; Ilies, Scott, & Judge, 2006). Additionally, OCB research has relied on a single theoretical framework, social exchange theory, to explain previous findings, creating narrowness in the field. The current dissertation sought to address these important limitations by conceptualizing OCB as a dynamic construct (i.e., one that has sizable day-to-day within-person variability) and examining the ability of state gratitude, a novel and theoretically relevant antecedent, to predict OCB. Drawing on the Moral Affect Model of gratitude, Affective Events Theory, and Broaden and Build Theory, I propose that state gratitude is an important driver of day-to-day fluctuations in OCB. In two daily diary studies, my findings revealed that, as predicted, dynamic fluctuations in OCB were significantly predicted by state gratitude. Additionally, in the second of two daily diary studies, state gratitude was successfully induced by a “count your blessings” task and state gratitude was found to be a significant mediator of the induction and OCB. Overall, the results lend support to the notion that OCB is dynamic and that state gratitude, a discrete positive emotion, can be an effective driver of OCB.

The business environment is currently typified by rapid and ongoing change, which causes the future to be increasingly unpredictable and unsettled. Companies are struggling to maintain their competitive edge and to survive. It is therefore important that management should ensure that the necessary competencies and abilities are available to enable the coordination of both diversifies and specialized functions within the organisation, providing for current and future requirements. The purpose of this study is to determine the relationship between embarking on the Competency Acquisition Process (CAP) learning program for account managers and work performance. In order to attain this goal, the primary focus of the literature study was investigating what a learning organisation is, the importance and principles of a learning organisation, the types of learning and characteristics and approaches to a learning organisation. The company as a learning organisation and CAP was defined. Learning is then linked to performance by looking at the relationship between the two variables and also comparing the traditional approach of training with learning as a process. A questionnaire was designed consisting of forced-choice questions and answers and some open-ended questions. The purpose was to survey a large number of people about the topic of the research. Percentage in sales growth per sales staff member was obtained from the sales database department, and correlations were made with CAP progress data on SAP HR. From the analysis of data the following results were apparent: <ul> <li>--Embarking on CAP improved the relationship between subordinates and management and also assisted in improving teamwork amongst team members.</li> <li>--Most sales staff believes that CAP significantly influenced their In Trade Outlet Survey (ITOS) ratings.</li> <li>--CAP assisted the company in gaining a larger market share.</li> <li>--The majority of the respondents strongly agreed that the competencies and knowledge gained through CAP assisted them in increasing their sales of carbonated soft drinks.</li> <li>--CAP is believed to have improved the company’s Customer Service Measurement.</li> <li>--CAP significantly improved the levels of confidence of the sales staff.</li> <li>--99 % of the respondents believe that the Value Chain learning outcome positively influenced their work performance.</li> <li>--99 % of the respondents believe that the learning outcome: Knowledge of how sales fits in the Value Chain positively influenced their work performance.</li> <li>--Every respondent in the survey believed the product knowledge module had a positive impact on their work performance.</li> <li>--CAP emerged to be the learning intervention that has the most impact on the work performance of sales staff, followed by coaching by managers and the Sales Academy.</li> <li>--The results of the survey indicated that 96 % of the respondents believe that CAP was a worthwhile initiative.</li> </ul> Significant differences were found in sales growth since embarking on CAP between different race groups. Significant differences for CAP progress were found in respect of different plants. The research aimed to prove the hypothesis that CAP improved work performance. The core measurement of sales staff is growing sales volume, with all the other measurements measured in the questionnaire supporting this core function. Copyright 2005, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Bergh, C 2005, The impact of a competency acquisition process on the work performance of sales staff, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-06212005-084440 / > / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2006. / Human Resource Management / unrestricted