Global ETD Search

141	The relationship between sense of coherence, time-to-degree and academic achievement in the non-traditional student at a distance learning institutions Ley, Louise 17 March 2014 (has links) Stress in non-traditional students may be associated with psychological stress which could adversely affect academic and job performance. Sense of Coherence a resource enabling people to manage tension in a health promoting could positively affect performance. The objective of this study was to investigate how SOC, time-to-degree and academic achievement influence each other in non-traditional students. A cross-sectional survey design was used in this descriptive study. The convenience sample consisted of three hundred and sixty six non-traditional students at a distance learning institution in South Africa. Secondary data for this research came from students who had completed the short form OLQ-13 as part of the official study material for a research module at a particular distance education institution. No theoretical relationship could be found between SOC, time-to-degree and academic achievement. The empirical relationship proved that SOC could not be used as a predictor of time-to-degree and academic achievement of the particular sample under investigation. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology) Sense of coherence Salutogenesis Non-traditional student Time-to-degree Academic achievement Grade point average Distance education institution Student Academic performance Work performance 155.90420968 Sense of coherence Stress (Psychology) -- South Africa
142	The predictive validity of learning potential and English language proficiency for work performance of candidate engineers Mphokane, Adelaide 06 1900 (has links) The aim of this research was (1) to provide empirical data of learning potential and English language proficiency for work performance; (2) to establish whether race and gender influence work performance; (3) to evaluate practical utility and to propose recommendations for selection purposes. The Learning Potential Computerised Adaptive Test and the English Literacy Skills Assessment were used as measuring instruments to measure learning potential and English language proficiency respectively. Work performance data were obtained from the normal performance data system of the company where the research was conducted. ANOVA results showed differences between race and gender groupings. A regression analysis confirmed the predictive validity of learning potential and English language proficiency on work performance. The Spearman rho correlation coefficient (p < 0.05) showed a significant positive correlation between the investigated variables / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology) Learning potential Cognitive ability Intelligence testing Dynamic assessments English language proficiency Work performance Static assessments Predictive validity Candidate engineers 153.153 Adult learning Learning ability Psychological tests Employees -- Training -- South Africa Intelligence tests Cognition -- Testing
143	台商對外直接投資動機與海外派遣人員工作態度之研究翁育才, Weng,Yuh-Tsai Unknown Date (has links) 海外派遣，一直存在高失敗率與高離職率的問題，並對企業的營運成本與員工的職業生涯及家庭生活上，造成相當大的衝擊上的衝擊與影響。然而，根據過去的研究文獻，大部分的學者致力於海外派遣制度層面之研究，鮮少對於海外派遣人員之工作態度，從事有系統的研究調查。因此，本研究的目的係為瞭解台商對外直接投資動機、海外派遣制度，及外派人員個人屬性差異，對海外派遣人員工作態度之影響，並驗證海外派遣人員工作態度與海外工作績效之間的相關性。期望本研究之結果，能使企業能更效協助並解決員工海外派遣可能面臨的問題；並同，透過本研究的觀察，瞭解企業多國籍化過程中，探討對勞資關係可能的發展與影響。本研究的研究樣本特徵，係製造業中，目前任職企業在海外（含大陸）投資設廠或設立分公司、子公司，並曾被派遣至海外工作，且任期超過三個月以上的人員。本研究調查，獲得59家目前正在進行對外直接投資的台商公司承諾協助，經發出200份問卷，回收有效問卷47份，有效回收率為23.5%，隨後，並進一步完成三個個人深度訪談。本研究獲得下列數數結論：一、整體而言，台商對外直接投資動機型態，對於海外派遣制度型態與海外派遣人員的工作態度並無顯著影響。而研究發現，台商由於受到對外投資地區集中於大陸及東南亞，策略選擇差異較小，或本身尚在國際化的初期階段所致，制度經驗與能力的不成熟造成其海外派遣制度的同質性高。二、台商的海外派遣制度型態，雖然對於海外派遣人員的工作態度無顯影響。但是，海外派遣個別制度上的差異，如遴選政策、有無簽訂海外派遣契約、公司對單身赴任不同的主張、薪酬與福利的項目、海外派遣相關訓練的項目、回任辦法，以及在公司海外營運擔任的角色，確會對海外派遣人員之海外工作動機、組織承諾、海外工作承諾，與海外派遣滿足感構成不同程度的影響。三、台商的海外派遣人員對於公司的認同與留職傾向，顯著高於對海外工作的認同與留職傾向；但是，在努力意願上卻是對於海外工作顯著高於對公司的努力意願。可能的解釋是來自員工多視海外工作為一跳板，特別是在海外工作期間，個人的職權擴大的與上司間關係緊密的情形下，希望努力爭取表現，便於獲得回國升遷的機會。四、海外派遣人員的工作態度方面，包括海外工作動機、組織承諾、海外工作承諾，及海外派遣滿足感，皆與其海外工作績效呈顯著正相關。五、企業國際化的趨勢下，工會力量將難與之抗衡，但人員的異動卻將更加頻繁，為使海外派遣人員的工作權益受到保障，應透過海外派遣關係的定義，將勞資雙方間應有的權利義務明確化。對外直接投資動機海外直接投資動機海外派遣工作態度工作動機組織承諾海外工作承海外派遣滿足感多國籍企業 Expatriates Human Resource Management systems Overseas Adaptation Work performance Government
144	Verband tussen emosionele intelligensie en werkprestasie in 'n gesondheidsorgomgewing Henning, Ingrid 30 November 2006 (has links) Text in Afrikaans / Health care has typical challenges and stress factors as employees deal with people in a very personal manner. This exclusively client-centred environment requires special skills from employees if they wish to perform well. In addition to excellent interpersonal and stress management skills, they need to be able to handle their own and patients' emotions well. These skills can be referred to as emotional intelligence competencies. Emotional intelligence is a relatively new concept with many possibilities if applied correctly. This study involves 114 employees, their colleagues and supervisors in two health-care organisations. The 360° Emotional Competency Profiler was used together with the internal performance evaluation scores, and statistical techniques such as t-tests and discriminant analysis were utilized. It was found that certain emotional intelligence dimensions and work performance are related to a certain extent. However, other factors also need to be considered if one wants to make predictions in this regard. / Die gesondheidsorgomgewing het unieke uitdagings en stresfaktore omdat werknemers op 'n baie persoonlike vlak met mense werk. Die uitsluitlik klientgesentreerde omgewing verg spesiale vaardighede indien werknemers goed wil presteer. Buiten uitstekende interpersoonlike- en streshanteringsvaardighede, moet hulle ook in staat wees om hulle eie en huile pasiente se gevoelens te kan hanteer. Hierdie vaardighede kan na verwys word as emosionele intelligensievaardighede. Emosionele intelligensie is 'n relatief nuwe konsep wat baie toepassingsmoontlikhede het indien dit reg aangewend word. Hierdie studie betrek 114 beskikbare werknemers en hulle kollegas en toesighouers in twee gesondheidsorgorganisasies. Die 360° Emotional Competency Profiler is saam met die interne prestasie-beoordelingstellings gebruik en daar is gebruik gemaak van statistiese tegnieke soos f-toetse en diskriminantontleding. Daar is bevind dat sekere emosionele intelligensie dimensies in 'n sekere mate 'n onderlinge verband toon met werksprestasie. Ander faktore moet egter ook in ag geneem word indien mens 'n voorspelling in hierdie verband wil maak. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology) Client relations Emotional literacy Adaptability Models of emotional intelligence Health care personnel Interpersonal skills Performance evaluation performance management Emotional intelligence skills Health care environment Work performance Emotional intelligence Emosionele intelligensie Werksprestasie Gesondheidsorgomgewing Emosionele intelligensievaardighede Prestasiebestuur Prestasiemeting Interpersoonlike vaardighede Gesondheidsorgpersoneel Emosionele intelligensiemodelle Aanpasbaarheid Emosionele geletterdheid Klienteverhoudings Emosionele intelligensievermoens 152.4 Emotional intelligence Performance standards Performance -- Evaluation Interpersonal relationship Employees -- Rating of
145	The relationship between graduate employability and work performance in the mining industry in South Africa Breedt, M. 06 1900 (has links) In a rapid changing environment mining companies have to change the way in which they do business, while employees have to manage their careers and ensure they are multi-skilled. Organisations are looking to employ individuals who are career driven, highly adaptable and flexible and display the necessary employability skills. The main purpose of this study was to determine if any relationship exists between the different factors of graduate employability and work performance in the mining industry in South Africa. A cross-sectional quantitative research approach was followed. A simple random sample was drawn from graduate male and female employees between the ages of 18 – 30 years with any post-matric qualification employed in the mining industry in South Africa. Through the process of exploratory factor analysis, six graduate employability factors and four work performance factors were identified. The graduate employability factors included career self-management drive, cultural competence, career resilience, emotional literacy, career literacy and self-efficacy. The work performance factors included the supervisor role, employee role, recognition and organisation support. Correlation and regression analyses were conducted. The results indicated a relationship between graduate employability and work performance. Strong, positive correlations were found between graduate employability and work performance with career self-management drive being the strongest predictor of work performance. Recommendations for the mining industry focused on how employability could be enhanced to improve work performance. / Human Resource Management / M. Com. (Human Resource Management) Graduate employability Work performance Career self-management drive Cultural competence Career resilience Emotional literacy Career literacy Self-efficacy Supervisor role Employee role Recognition Organisation support 658.3125024378 Labor market -- South Africa Employability -- South Africa Core competencies -- South Africa Performance standards Mineral industries -- South Africa
146	Training and development programme : performance of employees at a South Africa platinum mine Tshikovhi, Elelwani Rosemary 22 April 2013 (has links) This study sought to determine the impact of a training and development (T&D) programme on the perceived performance of human resource assistants at a platinum mine in South Africa according to the following four performance dimensions: (i) personal (ii) customer; (iii) internal business; and (iv) learning and growth. A non-experimental design was used for this study, which was predominately quantitative in nature. Data was collected using a structured, self-administered questionnaire, which consisted of closed-ended questions. Based on the results obtained in this study, it was apparent that the T&D programme contributed significantly to an increase in the performance of employees. However, there are certain areas that can be improved in order to maximise and optimise the learning of employees. Recommendations were made regarding areas for improvement and possible future research. / Human Resource Management / M. Tech. (Human Resources Development) Evaluation Impact Training Work performance Role of training Importance of training and development Learning impact questionnaire Balanced scorecard Performance measurement Kirkpatrick's model 658.312430968 Measurement -- Performance Employees -- Training of Employees -- Rating of Occupational training
147	The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga Mabotha, Abner Khutso 09 May 2013 (has links) The purpose of this study was to investigate the relationship between attitudes towards supervisory support after training and work performance of employees at the Department of Education’s Nkangala District in Mpumalanga during 2008. The sample comprised a complete sampling frame of HR and finance personnel. A five-point Likert scale was used to evaluate the attitudes of respondents towards supervisory support, and their work performance scores were correlated with the ratings of the attitudes towards supervisory support after training. Pearson’s product- moment correlation coefficient (PPM) was used to assess the relationship between the two variables. The results showed no significant relationship between attitudes towards supervisory support and work performance. The ANOVA test found that a significant (p= .016) difference only existed between attitudes towards supervisory support and educational level. The hypothesis stated in this study was therefore rejected. / Human Resource Management / M. Tech. (Human Resource Development) Transfer of training Near transfer Likert scale Supervisory support Attitudes towards supervision Supervision before training Supervision after training Work performance Performance measurement Measurement criteria 352.6213096827
148	The relationship between sense of coherence, time-to-degree and academic achievement in the non-traditional student at a distance learning institutions Ley, Louise 17 March 2014 (has links) Stress in non-traditional students may be associated with psychological stress which could adversely affect academic and job performance. Sense of Coherence a resource enabling people to manage tension in a health promoting could positively affect performance. The objective of this study was to investigate how SOC, time-to-degree and academic achievement influence each other in non-traditional students. A cross-sectional survey design was used in this descriptive study. The convenience sample consisted of three hundred and sixty six non-traditional students at a distance learning institution in South Africa. Secondary data for this research came from students who had completed the short form OLQ-13 as part of the official study material for a research module at a particular distance education institution. No theoretical relationship could be found between SOC, time-to-degree and academic achievement. The empirical relationship proved that SOC could not be used as a predictor of time-to-degree and academic achievement of the particular sample under investigation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology) Sense of coherence Salutogenesis Non-traditional student Time-to-degree Academic achievement Grade point average Distance education institution Student Academic performance Work performance 155.90420968 Sense of coherence Stress (Psychology) -- South Africa
149	'n Beplannings- en beheermodel vir welsynsorganisasies / A planning and control model for welfare organisations Reynolds, Coenraad Christoffel 06 1900 (has links) Text in Afrikaans / Die doel van die ondersoek was om 'n beplannings- en beheermodel te ontwikkel en beskikbaar te stel vir benutting deur welsynsorganisasies. Die ondersoek is onderneem binne die konteks van die ontwikkelingsnavorsings- en benuttingsparadigma. Die proses van die ontwikkelingsnavorsingsparadigma verloop volgens 'n analise-, ontwerp-, ontwikkelings-, evaluerings-, benuttings- en verspreidingsfase. Elke fase het ondersoeker in staat gestel om op sistematiese wyse te werk te gaan om 'n beplannings- en beheermodel te ontwerp en om gevolgtrekkings en aanbevelings in die verband te maak. In die analisefase wat 'n teoretiese beskrywing van beplanning en beheer as bestuursfunksies behels het, was dit duidelik dat daar nie 'n beplannings- en beheermodel bestaan wat op welsynsorganisasies van toepassing gemaak kon word nie. Bestaande beplannings- en beheermodelle is ontleed en sleutelkonsepte is ge1dentif iseer met betrekking tot beplanning en beheer as bestuurfunksies. Aan die hand van die sleutelkonsepte is 'n empiriese ondersoek na die stand van beplanning en beheer by agt welsynsorganisasies gedoen. Agt kantoorhoofde, 16 supervisors en 32 maatskaplike werkers was met behulp van 'n onderhoudskedule by die navorsing betrek. Hierdie empiriese ondersoek en die literatuurstudie bet die ondersoeker in staat gestel om in die ontwerpfase 'n beplanningsen Leheermodel te ontwerp wat op welsynsorganisasies van toepassing gemaak kan word. 'n Beplannings- en beheermodel is iii ontwerp wat voorsiening maak vir die uitvoering van take op 'n strategiese-, bestuurs- en operasionele beplannings- en beheervlak. Die model maak voorsiening vir die betrokkenheid van al die personeellede van 'n organisasie in die beplannings- en beheerproses. Die model is vir 'n periode van agt maande by een welsynsorganisasie geYmplementeer en geevalueer. Daar is tot die slotsom gekom dat die beplanning- en beheermodel wel deur welsynsorganisasies benut kan word. Die waarde van die model le daarin dat die gebruik daarvan 'n welsynsorganisasie in staat stel om sy eie strategiese, bestuurs- en operasionele beplannings en beheerplan te kan saamstel. Di t sal 'n welsynsorganisasie in staat stel om proaktief op interne sowel as eksterne omgewingsveranderings te reageer / Social Work / D. Phil. (Maatskaplike werk) Ontwikkelingsnavorsing Beplanning Beheer Strategiese beplanning Bestuursbeplanning Operasionele beplanning Missie Omgewingsverkenning Doelstellings Doelwitte Beleid Begroting Prosedures Werkprestasiemeting Terugvoering Developmental research Planning Control Control Strategic planning Mission Environmental analysis Goals Objectives Policy Budget Procedures Work performance measurement Feedback 361.3068 Social work administration Charities
150	Motivace a odměňování pracovníků ve středně velkém podniku / Motivation and remuneration of employees in a medium-sized company-mas TOMKOVÁ, Jana January 2018 (has links) The main aim of this diploma thesis is to analyse the state of remuneration of employees, the way of their motivation and suggest a possible change of the system based on the found results. The aim of the first, theoretical part is the synthesis of professional publications, the output of which will be a literary overview. The comprehensive view of the issue is set and there are analysed the most important theoretical findings relating to the medium-sized business, motivation, motivation theory, motivation and remuneration, remuneration management and its objectives, rewards and work performance, the structure and form of wages, evaluation of work, the most common forms of wages, employee benefits, MS as an instrument for motivation and remuneration. The course of the research is presented in the practical part and it is carried out in the XY health insurance company. At first, this organization is briefly described and then a self-directed research is conducted through a questionnaire survey of counter staff, client centre managers and project managers / shoppers, the current state of employee remuneration and motivation is analysed.Subsequently, an analysis of the effect of the IMS reward compared with the adoption of IMS and motivation for improvement of client center managers and counter-staff is performed. Thus the data obtained from the questionnaire survey with the data provided by the company on IMS remuneration are compared. Finally, the acquired data are evaluated, suggested recommendations for improvement of the situation and a summary of the work is drawn up.

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